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The purpose of this paper was to propose a method based on an Artificial Neural Network and a real-time vision algorithm, to learn welding skills in industrial robotics.

By using an optic camera to measure the bead geometry (width and height), the authors propose a real-time computer vision algorithm to extract training patterns and to enable an industrial robot to acquire and learn autonomously the welding skill. To test the approach, an industrial KUKA robot and a welding gas metal arc welding machine were used in a manufacturing cell.

Several data analyses are described, showing empirically that industrial robots can acquire the skill even if the specific welding parameters are unknown.

The approach considers only stringer beads. Weave bead and bead penetration are not considered.

With the proposed approach, it is possible to learn specific welding parameters despite of the material, type of robot or welding machine. This is due to the fact that the feedback system produces automatic measurements that are labelled prior to the learning process.

The main contribution is that the complex learning process is reduced into an input-process-output system, where the process part is learnt automatically without human supervision, by registering the patterns with an automatically calibrated vision system.

This paper aims to examine and analyze the effects of government policy, quality of human resources and professional institutions on workforce competitiveness using welding technology variable as a mediating variable.

This study used quantitative research by using partial least square – structural equation modeling (PLS-SEM) to analyze the collected data.

Based on the results of the analysis, it was noted that there was a significant influence between government policy, quality of human resources and professional institutions on welding technology. The coefficients are characterized by a positive direct relationship, which means that the higher the quality of government policy and human resources professionals variables, the higher the value of the institute of welding technology.

This study recommends that government should create policies that have benefits to competitiveness of Indonesian workforce. Implications from this study support government to use the model to determine and initiate policies in the field of welding as well as establish clear and standardized operating standards and recruitment process (government apparatus) that can accommodate the competitiveness of welding workers in Indonesia.

The originality of this paper is that the participatory approach was adopted in this study using PLS-SEM. In addition, this study was one of the first studies to carry out research at the BNSP office, BLK-Bandung-Jakarta, Makassar, B4T and dismiss the Ministry of Manpower and the Ministry of Industry in Jakarta, Indonesia, where there was no research in this location. Previous studies conducted research in various case studies.

This paper aims to investigate the moderation effect of welding technology on the relationship between government policy and quality human resources and workforce competitiveness.

The research is quantitative in nature, i.e. it aims to explain the causality relationship between variables. This research is quantitative research, it aims to explain the causality relationship between variables. The analysis tool was generalized structure component analysis.

First, government policy has a significant and positive effect on workforce competitiveness, indicating that higher government policy will result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between government policy and workforce competitiveness. Higher implementation of welding technology will strengthen the relationship between government policy and workforce competitiveness. Second, quality of human resources has a significant and positive effect on workforce competitiveness; higher quality of human resources will therefore result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between quality of human resources and workforce competitiveness. Higher implementation of welding technology will therefore strengthen the relationship between quality of human resources and workforce competitiveness.

The moderating effect of welding technology in the relationships between government policy and quality of human resources and workforce competitiveness has not been comprehensively studied yet; the present study fills this gap.

The purpose of this paper is to present and implement an algorithm to prioritize welding quality deterioration factors for improving welding personnel performance. A case study is carried out in a piping components fabrication process which supplies these components to oil and gas production and processing facilities on the Norwegian continental shelf (NCS).

The quality deterioration factors' prioritization is carried out using statistical methods in conjunction with the data recorded in the welding inspection database (WIDB) of the case study company. Data cleaning and rearrangements were performed to reflect final objective. Based on the welding procedure specifications (WPSs) and quality imperfection groups classified in NS‐EN ISO 6520‐1, the analysis is performed to prioritize the welding quality deterioration factors.

Based on the WPSs and quality imperfection groups classified in NS‐EN ISO 6520‐1, it is possible to prioritize the welding quality deterioration factors. These factors are possible to use for improving the performance of welding personnel to assure the quality of welds in steel fabrications.

The factors prioritized are possible to use for improving the performance of welding personnel to assure the quality and reliability of welds in a steel fabrication.

Assuring quality as proposed in the manuscript, the catastrophic failures that are potential in production and process plants can be mitigated. This enhances health, safety and environmental performance of welds in steel fabrications.

The value of this paper is to illustrate an innovative approach to a real life quality problem; it demonstrates how the application of qualitative and quantitative quality instruments in accordance with technical specification can help in increasing and maintaining product compliance and in optimizing the management of resources.

The purpose of this study is to develop a robotic training system for the hand movements during manual welding. The system provides real-time notice-feedback with sound or light alarms, whenever the welding hand vibrates beyond the nominal level observed with professional welders.

The large variations of hand movements are detected by monitoring the deviation of the tool position from a smooth curve estimated in real time by a Kalman filter. An alarm is generated in the form of a flashing light or beep sound whenever the deviations exceed a predetermined threshold. The performance of hand movements is measured in terms of the variations of the position data. Twelve novice and five professional welders took part in the experiments and answered a questionnaire that assessed the usability and work load of the system.

Compared to the sound alarms, the light alarms resulted in a larger and statistically significant decrease in the variation of hand movements of the novice welders and brought the level of variation close to that of the professional welders. The alarms did not result in a significant decrease in the variation of hand movements of the professional welders. The responses to the questionnaire indicated that both professional and novice welders found the system useful and they did not experience any significant work load.

The system developed in this study can ease the training of novice welders, by speeding up the learning and reducing the need for human tutors.

This study is first to provide real-time notice-feedback for training while manual welding, based on a comparison of the performances of novice and professional welders.

The membrane wall is one of the most important components in the boiler industry and numerous studs are welded on its surface. The membrane wall welding still remains a sector intensive in the manual and arduous works. This paper aims to propose a dual-robot system to automatically weld studs on the membrane wall.

In this paper, the authors proposed a dual-robot stud welding system for membrane walls. First, the membrane wall is divided into several zones and the welding paths are planned. Then, the pose of the pipes is calculated based on the data measured by light section sensors. The planned paths are compensated by the pose. Finally, the robots weld studs based on the compensated paths.

The method effectively eliminates manufacturing errors and welding distortions. The system can weld straight type and L-type membrane walls with high efficiency, high quality and high accuracy.

The system can weld straight type and L-type membrane walls with high efficiency and high quality. Experiments were performed in a factory to demonstrate the practicability of the method. The dual-robot system with two welding machines has approximately twice the efficiency of the manual welder with only one welding machine. The quality and accuracy of robot welding systems are higher than that of manual welding.

The rapid introduction of new technology and the various needs for human resource development are changing the priorities for vocational and technical training. While the fundamental goals for training remain, emphasis is shifting from a focus on content delivery to a recognition of the importance of a systems approach. As a consequence, professionals involved with training are increasingly aware of the need for more rigour in the process by which training is developed, implemented and evaluated. The chief purpose of this monograph is to introduce training and other interested personnel to the Instructional Systems Development (ISD) approach. Collected in this one document is the essential information on the ISD process for the development and conduct of efficient and effective performance‐based training programmes. For those planning a new training programme, this logical and organised approach provides a road map. Furthermore, the procedural steps presented are useful when modifying and revising existing programmes. Instructional Systems Development methodology is presented in five phases: analyse, design, develop, implement and control.

The purpose of this research is to study the Multi-Skill Resource-Constrained Multi-Project Scheduling Problem (MSRCMPSP), where (1) durations of activities depend on the familiarity levels of assigned workers, (2) more efficient workers demand higher per-day salaries, (3) projects have different due dates and (4) the budget of each period varies over time. The proposed model is bi-objective, and its objectives are minimization of completion times and costs of all projects, simultaneously.

This paper proposes a two-phase approach based on the Statistical Process Control (SPC) to solve this problem. This approach aims to develop a control chart so as to monitor the performance of an optimizer during the optimization process. In the first phase, a multi-objective statistical model has been used to obtain control limits of this chart. To solve this model, a Multi-Objective Greedy Randomized Adaptive Search Procedure (MOGRASP) has been hired. In the second phase, the MSRCMPSP is solved via a New Version of the Multi-Objective Variable Neighborhood Search Algorithm (NV-MOVNS). In each iteration, the developed control chart monitors the performance of the NV-MOVNS to obtain proper solutions. When the control chart warns about an out-of control state, a new procedure based on the Conway’s Game of Life, which is a cellular automaton, is used to bring the algorithm back to the in-control state.

The proposed two-phase approach has been used in solving several standard test problems available in the literature. The results are compared with the outputs of some other methods to assess the efficiency of this approach. Comparisons imply the high efficiency of the proposed approach in solving test problems with different sizes.

The proposed model and approach have been used to schedule multiple projects of a construction company in Iran. The outputs show that both the model and the NV-MOVNS can be used in real-world multi-project scheduling problems.

Due to the numerous numbers of studies reviewed in this research, the authors discovered that there are few researches on the multi-skill resource-constrained multi-project scheduling problem (MSRCMPSP) with the aforementioned characteristics. Moreover, none of the previous researches proposed an SPC-based solution approach for meta-heuristics in order to solve the MSRCMPSP.

My research builds upon masculinity studies as well as migration and gender theory to evaluate emerging strategies of gendered labor control at work sites within temporary worker programs. In particular, my multisite ethnography consisting of 97 interviews with US guest workers, oil industry employers, and Indian labor brokers shifts focus to the recruitment of male workers into the US oil industry. The study evaluated a multi-country recruitment chain from India to the Middle East and into the US Guest Worker Program. Findings identified a relationship between the construction of masculinities and employer strategies for labor control. The article addresses the following question: how is hegemonic masculinity used as a strategy for labor control? The study identifies the double bind of hegemonic masculinity within contingent employment relationships as a means of labor control for curbing male migrant dissent.

Britain's biggest Skillcentre — when fully operational it will have 576 training places — has opened at Handsworth, Birmingham. To meet the increased need for training in the area, the Skillcentre has been rebuilt and extended to meet the demands both of prospetcive trainees and employers so that it is now the largest in the country. The potential output will be 700 trainees a year in 33 occupations. These men and women are Training Opportunities Scheme (TOPS) trainees. TOPS offers to men and women aged 19 and over the opportunities to train for a new or better job in craft skills, clerical and business studies through to technician, executive and managerial skills. Courses are run in Colleges of Further Education, employers' establishments, and TSA's own Skillcentres.