Competent Workforce Research Articles

Overview Of Supervision Of The Performance Of Health Workers At Badrul Aini Hospital

Hospitals as Health Institutions have a strategic role in improving the health status of the Indonesian people. Human resources are a key factor in health services, requiring competent workforce and supported by fellow colleagues. Monitoring is an important step in ensuring the realization of management plans. Employee performance, especially health workers, is a key factor for hospitals, influencing the institution's ability to achieve its goals. This study aims to evaluate the supervision of the performance of health workers at Badrul Aini Hospital, with a focus on improving medical services. In the context of population growth, medical services by public hospitals are crucial. This research used a quantitative approach with descriptive methods, involving 30 respondents from all hospital health workers. The research results show high patient satisfaction regarding the performance of health workers. Discussion includes the role of human resources, the positive impact of supervision on performance, and the need for direct management to improve the performance of public hospital employees.

ANALISIS BEBAN KERJA PADA UNIT REKAM MEDIS DI RUMAH SAKIT DR. HAFIDZ CIANJUR


 The implementation of quality medical records requires quality health workers and in accordance with their competence. A good workforce has a significant influence on the quality of service in the medical record work unit. To achieve quality service, it is important to ensure that the number of workers available is in accordance with the needs so that the service becomes quality. The quality of service in the medical record work unit is greatly influenced by a competent workforce. The quality of this service is related to the workload, so it is important to maintain a balance between workload and the number of staff so that the service becomes quality. Workload refers to the number of tasks and responsibilities given to the workforce, both physically and mentally. Each job is considered a burden for the individual who performs it, and each workforce has a different ability to handle their own workload. Workload can be in the form of physical, mental, or social demands that must be overcome by the workforce. Workload has a significant impact on the efficiency, effectiveness and productivity of the workforce. Therefore, it is important to strike a balance between the amount of manpower available and the workload to be handled within a given service unit. One of the methods used to determine workforce needs is the ABK-Kes (Health Workload Analysis) method, which can indicate the number of workers needed in health facilities based on workload. This method helps simplify the process of placing or readjusting the workforce in an easier and rational way. Thus, meeting the right workforce needs will contribute to creating quality services in the Medical Record work unit.
 Keywords: Workload, Medical records, Service Quality

Integrated care competencies and their association with cross-cultural competence among registered nurses: A cross-sectional questionnaire survey.

To examine the association between the integrated care competencies and cross-cultural competence of registered nurses prior to the integration of social and healthcare services in Finland. A descriptive correlational cross-sectional questionnaire survey was conducted. A simple random sample of 10,000 registered nurses was drawn from the Finnish Central Register of Valvira (National Supervisory Authority for Welfare and Health); 7000 of them were sent the online questionnaire, and a total of 1232 registered nurses participated in the study. We collected data using background questions, revised versions of the Competent Workforce for the Future tool in the four domains of client orientation, responsibility for personal or relative's welfare, fluency and clarity of services and access to the services and of the Cross-Cultural Competence of Healthcare Professional tool in the four domains of motivation/curiosity, attitude, skill and emotion/empathy. Participants demonstrated a high level of integrated care competencies (mean = 4.00, SD ± 0.49). An association was observed between integrated care competencies and their domains of skills, motivation/curiosity, emotions/empathy, and cross-cultural competence (p < 0.001). Female sex, older age, more working experience, employment in the private sector, and higher self-rated competence for working in a multicultural environment were positively associated with higher integrated care competencies. It is recommended that nurse managers and nurse educators emphasize the development of registered nurses' cross-cultural competence alongside integrated care competencies to meet the needs of different individuals and communities when providing integrated care. Finnish registered nurses including all types of nurses, midwives and paramedics working the public and private healthcare, were involved in this study by responding to the online survey.

Minding the gaps: assessing and addressing clinical research core competencies across a network of Canadian cancer centres.

The Canadian Cancer Clinical Trials Network (3CTN, the Network), established in 2014 to address the decline in academic cancer clinical trials' (ACCT) activity, has successfully achieved incremental year-over-year accrual targets as well as implemented recognized performance measures and supports for improving efficiency and quality of trial activities at member sites across Canada. As part of efforts to address ongoing challenges of staff recruitment, retention, and turnover in academic institutions that have been more recently exacerbated by the pandemic, the Network's Performance Strategy Sub-Committee (PSC) oversaw surveys of site clinical research professionals intended to capture workforce development status and identify knowledge gaps using the Joint Task Force Core Competency Framework (JTF CCF) as the standard basis for assessment. Accountable to the 3CTN Management Committee, the PSC consists of clinical research operations experts across Canada responsible for overseeing implementation and monitoring progress of this initiative. Staff at 3CTN's adult sites evaluated and reported trial personnel core competencies and gaps according to each domain/leveled competency statement of the framework. The most frequently noted competency gaps were in the domains of: Investigational Product Development and Regulation (28%); Scientific Concepts and Research Design (16%); and Study and Site Management (14%). Reported data was compiled and represented in the 3CTN Core Competency Report, developed as a web-based, interactive tool enabling members and stakeholders to filter data to enumerate and quantify workforce competency gaps at their site, within their node of affiliated sites, or across the national Network. Concurrently, an environmental scan and review of education resources was conducted and reviewed by the PSC. Embedded links to curated learning and development resources were incorporated into the report and associated with each domain/leveled competency statement to provide ready access to high-quality learning and development resources where needed. In the remaining years of its current strategic plan, 3CTN will continue to monitor, develop collaborative initiatives to target prioritized clinical research competency gaps and create opportunities for ongoing assessment and reporting by sites to capture changes in workforce core competencies over time.

Development of an undergraduate certificate in clinical and translational science: improving competence of the clinical research workforce.

Introduction: Academic research centers often struggle to recruit and retain a well-trained and diverse clinical and translational science (CTS) workforce. In particular, the clinical research professional (CRP) career pathway is not well known to undergraduate students and other individuals outside of academic medicine despite being a potential career route. To address these workforce challenges, the CRP Task Force at the University of Cincinnati (UC) aims to train a competent and diverse CRP workforce through targeted educational programming in the UC undergraduate population. Methods: Using a six-step curriculum development process that included: 1) performing a needs assessment, 2) determining content, 3) writing goals and objectives, 4) selecting the educational strategies, 5) implementing the curriculum, and 6) evaluating the curriculum, we designed an undergraduate certificate program in CTS. Results: The needs assessment included both internal and external data gathering to inform curriculum development and program decisions. Content was determined using the Core Competency Framework for the Clinical Research Professional Version 3.1., and program learning outcomes were written with both the competency framework and local workforce needs in mind. Educational strategies were selected based on optimization of available resources and local expertise with an emphasis on interactive didactics complemented by experiential learning. Implementation is underway and evaluation will follow once students begin enrolling. Discussion: By educating an undergraduate student population about CTS methods and career opportunities, we anticipate increased numbers of well-qualified, diverse applicants who pursue CRP careers locally and regionally.

Analysis of Vocational Learning in Business Management Program Regarding The Requirements of work Competencies in Business and Industry Sector

The current era of global economic integration undoubtedly brings consequences among the involved nations. One of the most evident consequences is the emergence of intense competition among these countries, particularly in the labor workforce. Workforce competence is crucial for businesses to remain competitive in this global competition. The knowledge and skills possessed by the workforce are inseparable from the education process. The rapid advancements of technology pose challenges for education systems to produce Human Resources (HR) capable of global engagement. Polytechnic State of Manado, as a vocational educational institution tasked with producing educated labor with global competence aligned with the needs of the business and industrial, continuously evaluates and enhances the educational processes to adapt to the dynamic industrial landscape. The analysis conducted should focus on aligning the knowledge and skills taught with the facilities available, such as the Investment Gallery Lab, Computer Lab, and Entrepreneurship Lab, to support appropriate learning implementation. Additionally, the application of teaching methods should encourage students to actively engage in the learning process. The research focus is the analysis of the learning implementation that supports achieving graduate competencies required by the industry and business world. The sub-focus is to analyze the facilities and infrastructure of laboratories in the learning process within the Business Administration department at Polytechnic State of Manado

Examining Willingness to Communicate in the English Language Classroom

Although graduates are skilled in their fields, many now face problems getting employment relevant to their specialisations. One reason for this is the lack of good communication skills in English, which is now the international business language. Students in higher education institutions need to have a high propensity of Willingness to Communicate (WTC) in order to gain fluency in English language skills. WTC is seen as an indicator to measure students’ propensity in learning English effectively. WTC is also said to be related to confidence, which is an essential variable in communication. However, research shows that WTC among undergraduates in Malaysia is low. This paper examines the relationship between WTC and communication confidence (CC, and the relationship between WTC and self-perceived communicative competence among undergraduates in a public university. This study uses survey to collect data on WTC. 187 undergraduates in a public university in Malaysia were involved in this study. These respondents were selected using stratified sampling and systemic random sampling technique. The correlation analysis was done using the Pearson bivariate correlation analysis. The findings showed that WTC was positively correlated with CC and self-perceived communication competence. The findings also revealed that WTC was negatively correlated with communication apprehension. The implications of this study suggest it is necessary to increase students’ WTC as it is related to students’ CC and communication competence. Increasing students’ WTC enhances the effectiveness of English language learning. In the long run this will help with developing a more competent workforce that has effective and relevant communication abilities.

Making Community Connections for Minority Outreach in Alzheimer’s Disease

AbstractBackgroundRecognizing the gap in communication that exists between minority populations and Alzheimer’s disease (AD)research community, education and outreach are a critical step in the effort to understand and address disparities. African‐Americans (AA) and Hispanics, are significantly more likely to have Alzheimer’s disease and related dementia (ADRD) as compared to non‐Hispanic Whites. In addition to biological risk, widespread and significant misperceptions about aging process, diagnosis and clinical management influence the way in which AD/ADRD is recognized and subsequently treated in minority populationsMethodAn Alzheimer’s’ Community Engagement ‐Empower Minorities (ACE‐EM) center is proposed as an addition to existing research programs at Delaware State University (DSU). As a Historically‐Black university DSU is uniquely positioned to coordinate Alzheimer’s outreach programs in minority communities of interest. Organizations with strong ties to minority populations improve intervention effectiveness and increase impact. ACE‐EM plans to foster education and training of DSU students under the guiding framework of the Alzheimer’s disease Public Health Curriculum to develop community trusted dementia advocates – an investment for a competent future public health workforce. We recognize the importance of having conversations with family and community members about aging, AD/ADRD and how we can work together to reduce the risks of Alzheimer’s disease for future generations as outlined in the CDC Healthy Brain Initiative Road Map (2018‐2023).ResultCenter will provide a hub for scientific and community exchange for research dissemination specific to cognitive health and AD/ADRD among minorities and 2) engage community members, their families, and partners through culturally targeted and linguistically appropriate education, training, and measurements. Preliminary targeted outreach efforts and data collection in process.ConclusionTo build empowered communities with increased awareness and understanding of cognitive health, through a range of community‐informed and community‐engaged dissemination activities.

Improving Local Community Public Services: Revealing Hurdles and Strategic Remedies

This research investigates the complexities within public service delivery at the Buduran Sub-District Office in Sidoarjo Regency, identifying issues arising from intricate procedures and demanding requirements. The study aims to uncover and analyze factors impacting the improvement of public service performance, employing a SWOT analysis to identify internal and external environmental factors. The strategic identification of five critical issues emerges, including inadequate infrastructure, public unfamiliarity with service procedures, limited service personnel, suboptimal workforce competencies, and administrative disorder at the village level. Corresponding strategic responses are proposed, such as infrastructure enhancement, intensified public education on service procedures, capacity building for civil servants, specialized recruitment in service areas, and fortified coordination with village administrations. The implications suggest targeted strategies for policymakers and public service administrators to address these challenges, thereby elevating service quality and responsiveness to societal needs.&#x0D; Highlights:&#x0D; &#x0D; SWOT Analysis: Identifying Internal and External Factors - Essential for strategic planning and understanding the landscape of service delivery challenges.&#x0D; Critical Issues in Service Delivery: Infrastructure, Public Awareness, and Human Resources - Addressing these facets is pivotal for enhancing service quality and efficacy.&#x0D; Strategic Responses: Infrastructure Development, Public Education, and Workforce Capacity Building - Implementing targeted strategies to address identified challenges and fortify service delivery mechanisms.&#x0D; &#x0D; Keywords: Public Service, Performance Improvement, Strategic Solutions, SWOT Analysis, Community Engagement

Human Resource Development in Health Informatics: Cultivating a Competent Workforce for Advancing Healthcare Technology

In the sphere of healthcare, health informatics is playing a transformative role by leveraging technology to optimize care delivery. The prowess of professionals in this domain holds utmost significance for advancement and efficiency within our healthcare system. This thought-provoking qualitative study delves into Human Resource Development (HRD) strategies specifically for individuals working within health informatics, aiming to foster a skilled workforce poised to drive progress in medical technologies. A meticulous review was conducted on related studies along with successful case examples, which essentially traced crucial developments and patterns unfolding in HRD practices across the field's spectrum. A myriad array of HRcentric methodologies were uncovered that revolve around forging interdisciplinary collaborations among employees while putting patients' needs at focus during training programs – revealing an urgent need for adaptive skills accordant with incessantly evolving technology trends. Contrariwise significant obstacles remain stifling sustained competency building over longer timelines. Accordingly it becomes mission-critical importance now more than ever before; concerted efforts towards curating custom-made multidisciplinary course offerings akin aligned environments fostering lifelong learning attitudes must be established - coupled alongside setting up statutory frameworks safeguarding such developmental endeavours accompanied by necessary funding incentives aimed explicitly towards nurturing patient-focused training modules abetting tech-geared educational solutions ultimately paving way ahead{New Chapter}. The implications arising from these insightful measures extend beyond providing comprehensive blueprints targeted primarily benefiting not solely hospital systems but also policy-shapers educators together intending make real-time positive impacts most importantly practitioners always progressing efficiently navigating through constantly morphing technological topographies operative presently encompassed under varied ambit existing healthcare spectra {new para chapter section}. Final summary consider single out ability promote upliftment standard clinical outcomes proving substantially when paying heed wisely constructed carefully chosen advised strategic advise pointers presented as part research findings detailing studious work done extensive topic concerning manifold facets trajectory development human resources particularly matter specific areas hand area interest explored here global point view universal perspective

Trainees' Perspectives on Components of Sickle Cell Specific Education

Background Sickle cell disease (SCD) is at the intersection of social, racial, and healthcare equity in the US. It is a socially and medically complex disease associated with increased morbidity and mortality when compared to age, race, and sex matched persons without SCD. Despite a historically high prevalence, it has not been a priority in healthcare, which contributes to healthcare inequities in this population. Patients and clinicians consistently identify lack of clinician knowledge about SCD as a barrier to quality care. Providers describe discomfort managing patients and have a poor understanding of its complications. The number of physicians trained and available to treat adults with SCD is insufficient to meet population needs. With most hematology/oncology trained physicians choosing careers in oncology, the pool of practitioners with expertise in SCD is shrinking. This underscores the time-sensitive need for building an effective, sustainable, and patient-centered sickle cell educational curriculum early in training. At present, there is no widely used resource for SCD-specific education, and little research has been published describing physician education for this complex disease. This qualitative study is the first part of a two-part study which aims to serve as a needs assessment to understand the SCD specific educational demands of trainees and set the stage for survey development for wider distribution. Methods Residents applying for hematology/oncology fellowship and current fellows were recruited to participate in focus groups to explore trainees' preferences and attitudes for education on the management of patients with SCD. Trainees were recruited via email from seven academic institutions in the US from regions with a high prevalence of SCD. A focus group guide was developed inquiring about trainee perspectives on facilitators and barriers to obtaining sickle cell specific education. Using an inductive and iterative thematic analysis coding approach, all focus group transcripts were coded by an academic hematologist specializing in SCD (LV) and an academic psychiatrist specializing in SCD (EP). Codes were categorized and themes and subthemes developed. Results Four focus groups were conducted with a total of 15 participants (2 PGY 3 residents, and 13 hematology/oncology fellows PGY 4-6). Three themes were identified (Table): 1. Discomfort caring for patients with SCD. Trainees experienced feelings of fear, frustration, and powerlessness when caring for patients with SCD. 2. Challenges managing SCD. Trainees described the complexity of SCD management, limited treatment options and evidence-based practice, and navigating bias in healthcare as contributing to the challenge of treating patients with SCD. 3. Desire for SCD specific education during fellowship.Trainees noted ideal components of education should include exposure to patients longitudinally and in multiple settings, access to SCD expertise in the form of experts and expert guidelines, and SCD specific didactic content. Conclusions This study examined the experience of trainees with regards to SCD education and clinical care. Participants described how a lack of SCD specific education reinforced a cycle of discomfort and difficulty caring for patients with SCD (Figure). Lack of exposure to patients and access to experts impedes developing a sense of mastery in treating SCD. SCD education was underemphasized even at institutions with a high prevalence of SCD and a SCD program. Evidenced-based guidelines based on low evidence hinders self-directed learning. Overall, SCD specific education is under-emphasized in fellowship. Trainees who felt the most comfortable had a SCD specific curriculum integrated throughout the fellowship experience. A SCD specific curriculum in the form of case-based didactics and a SCD rotation, where feasible, should be built into hematology/oncology fellowship training to increase trainees' knowledge, comfort and therefore desire in caring for patients with SCD. This qualitative research study is the first of its kind and serves to set the stage for survey development to capture a larger needs assessment of the SCD specific educational demands of hematology/oncology fellows. Optimizing the care of persons with SCD requires a competent and confident workforce. This study provides key insights into the development of infrastructure to support such training.

Outcomes of an interprofessional peer facilitators program: Building a confident, competent, and collaboration ready healthcare workforce

Peer facilitation during interprofessional simulation-based learning enables students from diverse professions and backgrounds to enrich each other's learning in small groups. Peer facilitators are interprofessional role models and serve to maintain neutrality, listen actively, and respond to group dynamics supporting interprofessional education (IPE). This paper will report the outcomes of an interprofessional peer facilitation program as part of a larger IPE curriculum in a graduate program in the health professions. The authors conducted a mixed methods evaluation of peer facilitators' development measured through a peer facilitator knowledge and self-efficacy tool. Results of qualitative and quantitative data from four years of the program are discussed, documenting the outcomes serving as a peer facilitator has on entry-level health professions learners.

Development of the National Policy for Quality in Healthcare for Malaysia

BackgroundQuality in healthcare is a fundamental pillar of health systems performance, leading to improved health outcomes and reduced waste. The World Health Organization recommends that countries establish a national quality policy and strategy (NQPS) to steer the provision of safe and high-performing healthcare services and foster a quality culture. This paper describes the development process and key content of Malaysia’s new 5-year National Policy for Quality in Healthcare.MethodsThe development process was managed by a technical working group led by the Institute for Health Systems Research in the Ministry of Health. Situational analysis was conducted through a multi-pronged approach, underpinned by a review of the past and present healthcare sectoral and quality plans and guided by the WHO NQPS framework. This approach involved: (i) review of quality-related policy documents, (ii) online surveys of healthcare providers and the public, (iii) key-informant facilitated discussions and (iv) mapping of existing quality improvement initiatives (QIIs). Data gathered from these approaches informed the content of the new policy. Following thematic analysis, the findings were grouped into specific domains, which were then organized into a strengths, weaknesses, opportunities, and threats (SWOT) framework. ResultsTen key areas of concern identified were (i) a people-centred holistic approach, (ii) governance for quality, (iii) resources, (iv) quality culture, (v) stakeholder engagement, (vi) health management information system, (vii) workforce competency, (viii) knowledge exchange, (ix) quality indicators and (x) monitoring and evaluation of quality activities. These led to the formulation of seven strategic priorities for the planning of improvements aimed at addressing the key areas of concern. The national definition of quality was affirmed. A total of 40 QIIs were mapped and grouped into three broad categories, namely (i) regulatory, (ii) domain-specific QIIs and (iii) Quality Improvement (QI) method.ConclusionsThe National Policy for Quality in Healthcare for Malaysia was developed through a comprehensive situational analysis using a multi-method approach that identified priorities across national, state, institutional and community levels. This evidence-informed approach led to meaningful contextual adaptation of the NQPS framework to shape the strategic direction to advance quality and achieve effective and safe outcomes for all Malaysians.

Impact of Training and Development on Organizational Performance: a Mediating Role of Employee Performanceimpact of Training and Development on Organizational Performance: a Mediating Role of Employee Performance

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Efektivitas Pelatihan Keterampilan Kerja Dalam Meningkatkan Daya Saing Tenaga Kerja

This research discusses the effectiveness of occupational skills training in improving labor competitiveness. The purpose of this study is to analyze the impact of vocational skills training on improving the ability and competence of the workforce in facing competition in an increasingly competitive job market. The research method used is a literature study and secondary data analysis related to the vocational skills training program and the results of improving the competitiveness of the workforce. The results show that vocational skills training is effective in improving workforce competencies, including increased productivity, adaptability and innovation in a diverse work environment. With the right training in place, the workforce has a better chance of accessing quality jobs and making a positive contribution to economic development. However, factors such as relevant training curriculum, interactive teaching methods and post-training monitoring are also important in determining the success of vocational skills training. In conclusion, vocational skills training has a significant role to play in improving the competitiveness of the workforce, with the potential to have a positive impact on economic growth and social development.

Examination of Participant Characteristics and Utilization Trends of a Web-Based Public Health Practice Training Curriculum.

Public health workforce development has been an ongoing challenge. Understanding the needs, interests, and demographics of public health practice communities is essential for advancing the field of public health workforce development. The North Dakota Public Health Training Network (NDPHTN) is addressing the needs of public health practice communities through virtual training curricula. The NDPHTN curriculum is based upon 7 domains of public health practice workforce development training, identified via reports, a job task analysis, and workforce competency and skill needs surveys. The curricula also align with the Council on Education for Public Health competencies, and courses offer registrants the opportunity to earn Certified Public Health Continuing Education credit. The NDPHTN curriculum launched on August 1, 2019, is offered on the Public Health Foundation's TRAIN platform. The educational trainings are available as 6 "courses," a group of related sessions on a public health workforce topic, or 72 Continuing Education Unit credits ("CEUs"), stand-alone sessions that are not part of a course. The courses were created to meet specialized certificate requirements, while CEUs present both overlapping materials with courses and unique "Special Topics," such as education and training related to the COVID-19 pandemic. CEUs on "Special Topics" are regularly revised to provide up-to-date information on evolving topics. This research study period was August 1, 2019, to January 5, 2021. Using posttraining evaluations on quality and usefulness of NDPHTN sessions through the TRAIN platform, 96.71% of respondents reported that the sessions would be useful to their work. The TRAIN platform is an excellent channel to provide public health practice workforce development training to a diverse workforce. This examination of learner characteristics and utilization trends provides indications of topics deemed valuable by members of the public health workforce who engage in continuing education and training opportunities.

Supporting and retaining competent primary care workforce in low-resource settings: lessons learned from a prospective cohort study

ObjectiveAssess whether local health facilities can adequately support the performance of general practitioners (GPs) trained by China’s national compulsory services programme (CSP).DesignProspective cohort study.SettingHealth facilities in middle and western rural...

Development of a Shipping Higher Education Curriculum that is Responsive to the Challenges of Industry 4.0

The rapid development of technology and the emergence of Industry 4.0 have brought new challenges to the field of shipping studies. To prepare students for this challenge, it is necessary to develop a curriculum that is responsive to the changing needs of the industry. This study aims to explore the development of a higher education curriculum for maritime studies at the Vocational Shipping Studies Faculty at Hang Tuah University that is responsive to the challenges of Industry 4.0. This study uses a qualitative research design, using a review of relevant literature and documents. The objective of research is the higher education curriculum for maritime studies at the Faculty of Vocational Sailing Studies at Hang Tuah University. Data obtained through review of relevant documents from experts. The findings show that responsive curriculum development requires a thorough understanding of industry needs and expectations, as well as a commitment to continuously improve and adapt. Based on these findings, this research proposes a framework for the development of a responsive higher education curriculum for maritime studies that incorporates elements such as industry collaboration, competency-based learning, and integration of technology and digital skills. This research has important implications for institutions seeking to develop curricula that are responsive to changing industry needs, and can contribute to the development of a skilled and competent workforce in the field of shipping studies

Rethinking Maritime Education and Training for Generation Z Students

Every country’s economy depends on workforce competencies that are developed mostly by education systems, in which institutions of higher education play an important role. With the spread of higher education and the continuous development of opportunities for lifelong learning, higher education institutions are facing challenges organising education by addressing the needs and preferences of different generations. As research shows, different generations have various learning preferences, needs and goals in life, and education. To organise teaching and learning activities effectively (now and in the future), educational institutions need to understand the characteristics of the multi-generational student population, and the tendencies in future changes to the student population. This is important for many industries, including the maritime industry. To supply young talent to the maritime industry, maritime education and training also need to take into account the future workforce and the needs of industry, in terms of new challenges, such as technological changes, sustainability goals, decarbonisation, and the blue economy. This paper presents an analysis of the changes in the student population at the World Maritime University higher education institution over the last five years, with a special focus on Generation Z. Insights into the organisation of effective education to address the needs of the maritime industry are presented based on the tendencies identified.

Mapping competencies taught in public health – Experience of the Europubhealth Consortium

Abstract Background Public health education aims at producing a competent workforce. The WHO-ASPHER framework proposes a set of relevant public health competencies organised in 10 sections (e.g. science practice, leadership, law policies and ethics etc). As part of the Europubhealth consortium (EPHc), eight universities collaborate for the delivery of a 2-year international public health master course. The course includes a first-year, or foundation component (4 options), and a second-year or specialisation component (7 options). Objectives In 2020, EPHc decided to use the framework in order to map the competencies addressed, and the level of proficiency aimed at, by each Y1 and Y2 option of the Master. To that end, component's coordinators answered an 84-item questionnaire covering the whole framework. Answers were summarised by calculating mean proficiency levels for each competency section. Results There were differences in overall proficiency levels between years with, as expected, higher scores in Y2. Options in Y1 reached medium to high proficiency scores for the sections “science practice”, “health promotion” and “communication” with scores of 2.6 to 3 (on a 1 to 4 scale). When compared with Y1 on a heat-map, Y2 options displayed more contrasted profiles, typically focussing (i.e. scores &amp;gt; 3.5) on 3 out of the 10 sections of competencies. Except for the “collaborations and partnership” section, the training pathways offered by the EPHc seem to offer opportunities for a high proficiency level in all domains of competencies. Conclusions The mapping proved a useful exercise to identify strengths and complementarities among the EPHc. The results suggest that the EPHc master course is coherent and offers students opportunities to gain proficiency in most competencies relevant to public health practice. Key messages • Competency-based education is likely to shape the future public health workforce. • The WHO-ASPHER framework proved a useful tool to map public health competencies addressed in the teaching of the Europubhealth international Master.