Training for success: A guide for peer trainers

[Excerpt] Training for Success: A Guide for Peer Trainers is a guide to help villagers, like you, teach others to operate a business like the one you operate. It was developed as part of the ILO project Alleviating Poverty through Peer Training (APPT). The project was designed to reduce poverty among people with disabilities in Cambodia by using village-based peer trainers to teach others. The purpose of this guide is to teach you, a possible peer trainer, how to teach others to replicate your business! The APPT project helped more than 950 people, mostly with disabilities, start businesses over a fi ve-year period. More than 200 peer trainers were involved. Many of the peer trainers also had disabilities. And, since the project paid special attention to women, most of the trainers and trainees were women, some with disabilities, some without. This guide was developed to help train peer trainers and is based on years of ILO experience. It was field-tested as part of a series of workshops for peer trainers conducted by the APPT project in the provinces of Siem Reap, Kompong Thom and Pursat in 2007. Training for Success: A Guide for Peer Trainers will be used by people like yourself who are already peer trainers or who want to start training others. Ideally, it should be used as part of a workshop that teaches you how to be a peer trainer

Unlocking Potential: A Multinational Corporation Roundtable on Disability and Employment - Asia and the Pacific. Proceedings of the Meeting, Bangkok, Thailand, 6 July 2005

The MNC Roundtable explored the business case for hiring people with disabilities and identified and discussed ways to overcome barriers that prevented disabl The MNC Roundtable had two major objectives:· To start a dialogue among stakeholders in the region, including multinational corporations, on how to stimulate the hiring of people with disabilities from the business case perspective; and,· To identify needs and action steps, regionally and nationally, that wouldcontribute to the training and hiring of workers with disabilities.The expected outcomes included:· Improved networking among stakeholders in the region;· Increased awareness among multinational companies about the business case for hiring disabled workers and the good practices of some companies;· Development of at least one or more partnerships that improve the training or hiring of people with disabilities at the national level;· Identification of good practice examples; and· Consensus about several action steps that the stakeholders and meetingorganizers can take to move the business case agenda forward in the region

Getting Hired: A Guide for Job-seekers with Disabilities

The ILO’s AbilityAsia programme has adapted this manual, Getting Hired: A Guide for Job-Seekers with Disabilities to help you. The guide is intended for individuals who are looking for salaried or paid employment in the formal sector. This means you probably live in a town or city. The guide can be used by individuals or groups, including organizations of individuals with disabilities. It can also be used on its own or as a part of a training workshop. Organizations of people with disabilities, placement agencies, non-governmental organizations and community organizations can also use the companion training manual Getting Hired: A Trainer’s Manual for Conducting a Workshop for Job-Seekers with Disabilities to deliver a workshop on this topic. While this guide has been prepared for adults with disabilities, the basic principles for finding a job and getting hired are the same for anyone. Non-disabled people may also find this book valuable. This guide may be useful to help you get full-time work, or part-time work while you are studying. People with disabilities are no longer viewed as requiring protection and care; they are seen as individuals who have rights, including the right to access training and employment. With preparation and training you can become a valued member of the workforce. This has been proven time and again, by businesses and employers who hire people with disabilities and keep track of their overall performance, productivity and safety records. Your right to meaningful work is guaranteed in a number of international instruments. Most recently the United Nations General Assembly adopted the Convention on the Rights of Persons with Disabilities. The Convention, which entered into force on 3 May 2008, is being signed and ratified by many countries around the world. The ILO Convention concerning Vocational Rehabilitation and Employment (Disabled Persons), 1983 (No. 159) promotes equal treatment and equal opportunity for people with disabilities in work and training situations. Many countries also have laws to protect the right of people with disabilities to engage in work. You should talk with a local organization of disabled persons to learn more about your human rights, your employment rights and how they are protected in your country. This guide provides some additional information on your rights but is primarily designed to help you build the practical skills you need to find a job. It is general and we hope that you will find it useful. However, each country is different and local job-seeking practices may vary; therefore you should ask for information from local leaders and employment specialists and follow the accepted methods in your country. The ILO encourages you to seek the job you desire and to advance yourself and your community through active participation. We wish you success in your job search and hope you find meaningful work in line with your goals

Getting Hired: A Trainer\u27s Manual for Conducting a Workshop for Job-seekers with Disabilities

Teaching people the skills they need to find their own jobs can be empowering for both trainers and trainees. The ILO’s AbilityAsia programme has published Getting Hired: A Trainer’s Manual for Conducting Workshops for Job-Seekers with Disabilities to help trainers help people with disabilities get hired by teaching job-seeking skills. This manual is designed for job placement or employment officers, social workers, staff who work at organizations of and for people with disabilities and others who want to provide jobseeking skills training. The manual has a special emphasis on people with disabilities since they face specific barriers to entering the labour force, however the job-seeking skills that are the basis of the curriculum are the same for any job-seeker and therefore the job-seeking training workshops that are offered can be for both disabled and non-disabled persons. The companion Getting Hired: A Guide for Job-Seekers with Disabilities (referred to simply as “the guide” or “guide for job-seekers”) should be used along with the this trainer’s manual when workshops are offered. Both the trainer’s manual and the job-seekers’ guide can be downloaded from www.ilo.org/abilityasia or www.ilo.org/employment/disability. The guide can be used independently if training workshops are not feasible; however most job-seekers with disabilities will benefit from some training in job-seeking skills. The guide and trainer’s manual were originally developed for use in ILO projects in Tanzania and Kenya during the 1990s, but have been updated and adapted for use in Asia and the Pacific. They were field-tested in Africa but have also been used in some Asian countries in the former formats. This updated version of the trainer’s manual was reviewed by employers and job placement experts from a number of different countries in Asia. Getting Hired: A Trainer’s Manual for Conducting Workshops for Job-Seekers with Disabilities also has relevance to other regions of the world besides Asia and the Pacific. And, since jobseeking practices can vary within the region, guidance on how to tailor the curriculum to national or local practices is provided in Appendix I. This training manual takes on increased importance as the attitudes about disabled persons are changing. People with disabilities are no longer viewed as requiring protection and care; they are seen as individuals who have rights, including the right to access training and employment. With preparation and training, it has been proven time and again by employers who hire people with disabilities that the overall performance, productivity and safety records of disabled persons is on par with those of their non-disabled peers. Further, the right to meaningful, decent work is guaranteed in a number of international instruments. Most recently, the United Nations General Assembly adopted the Convention on the Rights of Persons with Disabilities, which entered into force on 3 May 2008. It is now being signed and ratified by many countries around the world and those who have ratified it are starting the process of implementation. The ILO Convention concerning Vocational Preface Rehabilitation and Employment (Disabled Persons), 1983 (No. 159) promotes equal treatment and equal opportunity for people with disabilities in work and training situations. The ILO Code of Practice on Managing Disabilities in the Workplace provides guidance for employers on how to implement these principles in the workplace. At the national level, many countries also have laws to protect the right of people with disabilities to engage in work and to access the services to help them find decent work. To learn more about these instruments and local laws, consult the websites listed in the Section “Useful Websites” in Appendix VII and national ministries of labour, trade unions and disabled persons’ organizations. The ILO wishes you success in conducting a job-seeking workshop in your country. Hopefully, this trainer’s manual will assist you and that, as a result, many of the workshop participants will be getting hired

Schizophrenia trials in China: a survey

OBJECTIVE: China's biomedical research activity is increasing and this literature is becoming more accessible online. Our aim was to survey all randomized control schizophrenia trials (RCTs) in one Chinese bibliographic database. METHOD: Chinese Academic Journals was electronically searched for RCTs and all relevant citations were also sought on PubMed to ascertain global accessibility. RESULTS: The search identified 3275 records, of which 982 were RCTs relevant to schizophrenia. A total of 71% (699) could be found by using English phrases. All the main body of text of the 982 papers was in Mandarin. On average, these trials involved about 100 people, with interventions and outcome measures familiar to schizophrenia trialists worldwide. Four of the 982 records (<1%) were identified on PubMed. CONCLUSION: Those undertaking systematic reviews should search the Chinese literature for relevant material. Failing to do this will leave the results of systematic reviews prone to random error or bias, or both