Conducting Training Programs Research Articles

Training needs assessment practices in corporate sector of Pakistan

The purpose of this study is to investigate the manager training needs assessment techniques adopted by Pakistan corporate sector, especially in Islamabad and Rawalpindi region, and its impact on training outcomes. The finding related to TNA comprehensiveness was disparate because majority of the organization are using only one level or personal level analysis for their managers training needs assessment. So, it has negative impact on the outcomes of training. The study revealed that training in Pakistan is mostly subjective based. Objectivity of the training is less emphasized during their training session. These desperate results are basically due to lack of comprehensive managerial TNA approach used by corporate sectors in Pakistan before conducting training program. The objective of our study is to mention the drawback which corporate sector is facing regarding TNA and training outcomes and also relate the TNA comprehensiveness to effective outcome of training. Key words: TNA, managers training, katpatrick model, OTP model.

Predicting Dissemination of a Disaster Mental Health “Train-the-Trainer” Program

Disaster mental health (DMH) is vital to comprehensive disaster preparedness for communities. A train-the-trainer (TTT) model is frequently used in public health to disseminate knowledge and skills to communities, although few studies have examined its success. We report on the development and implementation of a DMH TTT program and examine variables that predict dissemination. This secondary analysis examines 140 community-based mental health providers' participation in a TTT DMH program in 2005-2006. Instructors' dissemination of the training was followed for 12 months. Bivariate and multivariate analyses were conducted to predict dissemination of the training program. Sixty percent of the trainees in the DMH TTT program conducted training programs in the 12-month period following being trained. The likelihood of conducting training programs was predicted by a self-report measure of perceptions of transfer of training. The number of individuals subsequently trained (559) was predicted by prior DMH training and sex. No other variables predicted dissemination of DMH training. The TTT model was moderately successful in disseminating DMH training. Intervention atthe organizational and individual level, as well as training modifications, may increase cost-effective dissemination of DMH training.

Does MS Photo Story 3 Make a Difference? The Views and Experiences of a Group of Norwegian Secondary School Teachers

This paper examines views and attitudes of secondary school teachers on the role of MS Photostory 3 as a learning-enhancing artifact. The examination is based on the analysis of empirical data, collected from an ongoing project involving teachers and pupils at a Norwegian secondary school. Two teams, numbering a total of 9 teachers, participated in training programs from August 2007 to June 2009, with the objective of enhancing the teachers’ ICT competence. They agreed to use MS Photo Story 3 as a presentation tool in a number of subjects for a period of two years. In parallel with conducting training programs for the teachers, qualitative data describing teachers’ views and attitudes were collected during regularly conducted focus-group interviews with teacher teams, by studying teacher-produced reflection notes and by participant observations of teachers and pupils in classroom activities. A main finding is that it was necessary to upgrade the teachers’ computer skills on a very basic level in order to give the teachers confidence to use ICT in their teaching. Insufficient ICT competence and low confidence among the participating teachers has considerably hampered the utilization of the ICT’s learning potential.

Barangay Day Care Centers: Emergence, Current Status and Implications to Teacher Education

Using documentary analysis of legislative literature as well as current articles, the study looked into the emergence of Barangay Day Care Centers and surveyed the status of daily operations of about 48 Centers located in the NCR and the nearby province of Cavite. During the visits, the assigned teachers in each center were requested to answer the survey interview. Based on the gathered data, the study attempted to draw implications to teacher education in general and to pre-service teacher education and in-service teacher education or the continuing professional education and training of teachers, in particular. Results of the study showed that the emergence of the day care centers in the country proved the state's deepening commitment to uphold early childhood education. However, it is clear that despite the four decade span the systematic administration of the centers' academic programs, including appropriations of ample budget to cope with the demands of the growing target beneficiaries nationwide is still wanting much less the political will to enact the pending bills at the two houses of the Congress to ensure standard operations of the centers as a pre-school, if not fair employment for the workers. The physical facilities of the centers need attention from the local government units held responsible for them - the classrooms, space for outdoor activities, comfort rooms and others. As to the activities done, both academic and non-academic, the teachers were relatively implementing these at par with the comparable pre-school operation. However, there is no standard academic curriculum being followed. The majority of the workers, though evidently underpaid, expressed satisfaction with their work. Resiliency in facing the most common problems like inadequate teaching materials and lack of involvement from the parents were manifested by these teachers. The inadequate pre-service as well as in-service training of the teachers at the day care centers has crucial implications to teacher education. Hopefully, the passage of the pending bills at the Congress on day care operation can address this issue. The study further recommended that the Philippine Normal University as the National Center for Teacher Education (NCTE) serve as one of the partners of the Department of Education in conducting training programs to enhance competencies of pre-school teachers. This is also in consonance with the mandates of Section 3 of the R.A. 9647, otherwise known as "An Act Designating the PNU as the Country's National Center for Teacher Education".

A Fundamental, National, Medical Disaster Management Plan: An Education-Based Model

During disasters, especially following earthquakes, health systems are expected to play an essential role in reducing mortality and morbidity. The most significant naturally occurring disaster in Iran is earthquakes; they have killed >180,000 people in the last 90 years. According to the current plan in 2007, the disaster management system of Iran is composed of three main work groups: (1) Prevention and risk management, (2) Education, and (3) Operation. This organizational separation has resulted in lack of necessary training programs for experts of specialized organizations, e.g., the Ministry of Health and Medical Education (MOHME).The National Board of MOHME arranged a training program in the field of medical disaster management. A qualified training team was chosen to conduct this program in each collaborating center, based on a predefined schedule. All collaborating centers were asked to recall 5-7 experts from each member university. Working in medical disaster management field for greater than or equal to 2 years was an inclusion criterion. The training programs lasted three days, consisted of all relevant aspects of medical disaster management, and were conducted over a six-month period (November 2007-April 2008). Pre-test and post-tests were used to examine the participants' knowledge regarding disaster management; the mean score on the pretest was 67.1 +/-11.6 and 88.1 +/-6.2, respectively. All participants were asked to hold the same training course for their organizations in order to enhance knowledge of related managers, stakeholders, and workers, and build capacity at the local and provincial levels. The next step was supposed to be developing a comprehensive medical disaster management plan for the entire country. Establishing nine disaster management regional collaborating centers in the health system of Iran has provided an appropriate base for related programs to be rapidly and easily accomplished throughout the country. This tree-shaped model is recommended as a cost-benefit and rapid approach for conducting training programs and developing a disaster management plan in the health system of a developing country.

Social Roles and Birthing Practices of Traditional Birth Attendants in India with reference to other Developing Countries

Pregnancy and childbirth complications are a leading cause of death and disability among women of reproductive age in developing countries. The high maternal and infant mortality rates and low uptake of antenatal and postnatal care have been topics of deliberation for researchers in the fields of medicine, public health, anthropology and sociology. Worldwide data show that, by choice or out of necessity, 47 percent of births in the developing world are assisted by Traditional Birth Attendants (TBAs) and/or family members. Since the 1970s the training of TBAs has been one of the primary single interventions undertaken by funding agencies, who assume that maternal and perinatal mortality in developing countries is high because many women deliver babies at home, assisted by TBAs or relatives. However, since the 1990s, the TBA training strategy has been increasingly seen as irrelevant, ineffective or a failure, given the evidence that the maternal mortality rate (MMR) in developing countries did not reduce. Hence, many donor agencies providing funding for TBA training in developing countries have withdrawn funds, reallocating them to providing skilled attendants during delivery. Researchers have expressed concern that a shift in policy has taken place without adequate evidence about the relevance and effectiveness of the TBA training program.The objective of this paper is to review research evidence from India and other developing countries on the relevance of TBAs by assessing their contribution to providing maternal and infant health care service at different stages of pregnancy, during and after delivery; outcomes of training; and birthing practices adopted by them in home births. This review reveals that TBAs acquire knowledge of the birth process through experience, which they bring to their practice and which they use to explain events in their local context. Certain harmful TBA practices have changed and others have been introduced into the community through training. An appropriate understanding of useful and harmful local practices in communities is therefore important background information that trainers need to know before conducting training programs in a particular area. Certain redundant birthing practices such as discarding colostrum, bathing babies immediately after birth, using unhygienic material to cut and apply on the cord and delayed weighing of babies continue to be practiced not only in home births but also in health institutions in India. This review article highlights the importance of training to improve TBAs' knowledge, together with community awareness programs. Potentially detrimental cultural beliefs need to be addressed too, when TBA training programs are initiated in order to improve maternal and child health outcomes.

Data and information security (DIS) for BS and MS programs

Data and Information Security (DIS) provides confidence to senior management that the operational systems are secure, and offers challenges to hackers to break the security of operational systems. The more the threats and attacks, the more security patches or plug-in solutions are required to make existing systems secure. It is observed that industry and Government sectors manage their security related issues by spending huge cost for hiring security professionals, conducting training program to train own employees or consulting a security firm for security solution. It is also time that academic institutions seed security expertise, at both undergraduate and graduate levels, in order to fulfill the increasing in demand. This paper proposes structures of DIS programs for bachelor and master degrees.

DESIGN ERRORS: TRAGIC FOR THE CLIENTS

This paper discusses a design error case in a building project in Nepal, where the designer made the wrong assumptions in roof treatment work for waterproofing as well as for heat insulation purposes. Due to the design error, the project had faced profound roof leakage problems over 6000 sq. meters building area. The worst case was that the instructors and the students had to conduct training programs under the leaking roofs. Water proofing polymer not applied directly over concrete slab top and use of heavy concrete block as a heat insulation material were found to be the technical causes of roof leakage. However, carelessness from designer and supervisors also was profound for the leakage. The paper concludes with the lessons to be learned from the problem.

Association for Australian rural nurses: current events and future challenges

At the time of writing this editorial, Australia was preparing for the national election. The major political parties had commenced campaigning and were taking every opportunity to sway voters by promising to address concerns that have been raised by politically astute constituents. The Association for Australian Rural Nurses (AARN) undertook to lobby the major political parties prior to the national election on behalf of the membership. AARN noted that several of the election promises made leading up to the election have been voiced publicly. In the aftermath of the election AARN will monitor the outcomes of the election seeking to reaffirm the incoming government's pre-election commitments and will seek ongoing support for its activities. The AARN continues to expand its actions with three federally funded projects; namely: mental health emergencies project, falls prevention project and mentor development and support project. The mental health emergencies training project is funded by the Rural Health Support Education and Training Program, and aims to upskill acute care nurses to deal with emergency mental health crises. Members indicated to the executive that these events were increasing, attributing the rise in incidence to the drought and accompanying downturn in rural economies. The members described feeling ill-prepared and voiced their need for additional training. On notification of receiving funding for this project AARN advertised and recruited a project officer, Rod Menere. Rod is a very experienced mental health nurse who has capably developed and conducted the first program. The project continues, with preliminary feedback indicating that the resource is valuable and makes a difference to the confidence of nurses.1 The second project is a ‘falls prevention’ initiative. Initially, AARN was funded by the Australian Government's Department of Health and Ageing to develop a resource for nurses to undertake clinical and environmental assessments to reduce the number of falls among elderly people (over 65) living in a domestic dwelling in rural and remote Australia. Following the success of this program, additional funding was provided to continue the development of the resource, and to conduct training programs for rural and remote nurses throughout Australia to improve knowledge and skills in undertaking clinical and environmental assessment for falls risk.2 Catherine Butt manages this project, and can be contacted at AARN for further information. The third project that AARN is managing is the mentor development and support project. This project is in its second year. The project aims to train and support mentors for undergraduate nursing students who are recipients of a remote/rural nursing scholarship. Donna Lennon, the current project manager, reports that the project has over 60 trained mentors who are actively supporting students. Jane Mills, the inaugural project manager, developed the training program. The program has been well received. Several health services have approached AARN to provide mentor training of nursing staff. The rationale offered is a belief that mentoring strengthens existing workplace relationships and, therefore, may act as a positive recruitment and retention tactic.3 The legacy that AARN leaves through these projects will enhance service provision and improve recruitment and retention of nursing personnel. AARN believes that rural practice is challenging and unless government continues to focus on supporting rural nursing the current workforce shortage will increase.4, 5 Support packages must include incentive initiatives, relocation allowances, locum relief, access to support infrastructure (including online databases and other resources), study leave, flexible rostering and family friendly workplaces. It is further recommended that local governments be encouraged to work with local health providers, and a resource be developed, similar to the ‘Rural Practice Step-by-Step Guide for Leaders of Rural Communities Needing a Doctor’ (1998) for the recruitment and retention of health personnel, including nurses and allied health professionals.6 The National Health Workforce Strategic Framework (2004) articulated concern regarding the continued sustainability of health services.7 They identified the need for health services and health professions to reconceptualise current models of practice and argued that traditional health professions may need to adjust educational preparation and shift their understanding of the role they currently play, and will play in health service delivery. Dade Smith (2004)4 concurs arguing that it is time that a re-examination of the current ways ‘we’ do things is undertaken. The diversity of rural practice contexts provides a unique laboratory for collaborative investigation that seeks to develop new ways of meeting need. Rural health is, by its very nature, pro-active and responsive to change. The potential for innovative, collaborative partnerships to develop and drive the expected re-conceptualisation of models of practice is a challenge that AARN accepts, supports and will take a lead role in facilitating.

What Works at Work: Six Lessons for the Classroom

The main purpose of this article is to help teaching faculty discover ways to improve the design and delivery of their courses. University faculty can learn much about the practice of teaching from their human resources development counterparts in business and industry who are responsible for designing and conducting training programs for working adults. The primary emphasis of the article is therefore directed toward specific training techniques and how they have been applied in actual training and classroom situations. The article's basic structure is organized around “lessons.” Every lesson is followed by one or more suggestions for its application.

Ethics: Communicating standards and influencing behavior

A pilot study of 101 employees in two midwestern hotels found that the employees saw training programs as the most common channel for the hotels' managers to transmit information about the hotels' ethical standards. That channel was closely followed by coaching, printed matter, and watching managers' actions. Meetings and memos were dead last. However, when it came to citing the chief sources of ethics-related information, the employees said the chief source of their ethical standards was family and friends-rather than the workplace. Thus, managers need to pay careful attention to how they communicate the organization's ethical standards by making sure that ethical codes are printed in employee manuals, conducting training programs, coaching employees, and modeling desired behavior.

Ethics

A pilot study of 101 employees in two midwestern hotels found that the employees saw training programs as the most common channel for the hotels' managers to transmit information about the hotels' ethical standards. That channel was closely followed by coaching, printed matter, and watching managers' actions. Meetings and memos were dead last. However, when it came to citing the chief sources of ethics-related information, the employees said the chief source of their ethical standards was family and friends-rather than the workplace. Thus, managers need to pay careful attention to how they communicate the organization's ethical standards by making sure that ethical codes are printed in employee manuals, conducting training programs, coaching employees, and modeling desired behavior.

The osteopathic medicine game: New strategies for winning

The recruitment and retention of osteopathic medical students by osteopathic medical institutions is arguably the most important priority facing the profession today. Residencies accredited by the Accreditation Council on Graduate Medical Education are now the major competitors for osteopathic medical students; osteopathic residency graduates are readily accepted at most hospitals; and osteopathic medical faculty are regularly appointed to university and government positions. As a result, many osteopathic medical institutions are having difficulty in filling their training programs and recruiting faculty and medical staff physicians. These recruitment problems can be resolved by the development of graduate medical education (GME) programs that are competitive with their allopathic GME counterparts, but hospitals and colleges must do so by developing a new approach to osteopathic GME. Osteopathic GME must sell academic quality by developing a university-like environment in the hospitals conducting training programs. Osteopathic training hospitals should consider requiring their directors of medical education to develop strategic plans for GME which result in the development of competitive programs.

SAFE HANDLING OF PESTICIDES TRAINING IN COLORADO GREENHOUSES

In late 1992, a grant was received from the National Institute of Occupational Safety and Health (NIOSH) to conduct training programs on Safe Handling of Pesticides for employees at ten Denver-area greenhouses. The training program met Occupational Safety and Health Administration (OSHA) requirements for employee right-to-know and Hazard Communication Standards. Sessions in Spanish and English were held, involving two video presentations, discussions of Material Safety Data Sheets, and procedures in each greenhouse for employees' health and safety. Before and after quizzes were given to the English-speaking participants and indicated an average increase of 5.2 points (out of 27 possible) after program participation. Evaluations indicated that, on a scale of 1 to 5 (5 high), participants thought the training would be “helpful when I handle hazardous materials” - 4.4; “presentation was clear and understandable”- 4.6; and “understand Hazard Communication Standard”- 4.5. Due to illiteracy among many in the Spanish-speaking sessions, evaluation was extremely difficult

Improving Training in the Public Sector

Conducting training programs in public agencies in a manner that fosters employee development requires identification and management of those aspects of the training program influencing the learning process. This article discusses the importance of managing the learning process in training in public agencies by adapting training methods to a particular employee's learning style. Such an approach creates training activities and training environments which improve the effectiveness of public agency training programs.

International fertilizer development center training and technical assistance activities: A review

The mission of the International Fertilizer Development Center (IFDC) is to assist developing countries in increasing food production through increased and more efficient use of fertilizers. To this end, IFDC has conducted training programs and implemented technical assistance activities designed to develop and transfer fertilizer technology appropriate to the needs of farmers in the tropics and subtropics. IFDC is committed to helping developing countries to strengthen all components of their fertilizer sector to ensure sustainable crop production through the efficient supply and use of fertilizer.

Authors

Authors

Confronting gender, poverty and powerlessness: an orientation programme for and by rural change agents.

This article describes the effort of a group of rural women belonging to the untouchable "Paraiya" caste in South India to initiate and build an organization of their own to stand up for their rights and to challenge their oppression. The description covers the evolution from literacy to health action; the orientation workshop (which included building confidence through sharing experiences, participatory training techniques, reflecting on women's position in society, creating new attitudes of self value, identifying oppressive attitudes and structures in society, and the socioeconomic and political causes of disease); and the role of animators. Rural Women's Social Education Center (RUWSEC) in Chingleput, South India, was initiated in 1981 by 10 women who belonged to the villages of Chingleput and the author. The women had come together because of involvement in a nationwide literacy campaign in which the 10 village women worked as literacy teachers in their respective villages. Through their work, the women realized their own worth and potential and felt committed to working with other women in their communities to change their exploited situation. RUWSEC has focused on activities and issues related to women and health. 10 women "animators" began working in their villages carrying out health care, health education, and working towards building a women's organization in those villages. The animators' approach was to help women understand their own and/or communities' health problems and participate in their own healing. As a result of the efforts of RUWSEC, there were requests from several villages in the neighborhood for the creation of women's centers, and the animators decided to extend their work to 5 more villages. They visited the 5 villages and asked the community to nominate their own animators. The animators chosen were introduced to the work and philosophy of RUWSEC through a 6-day orientation program organized by the senior animators. The animators of RUWSEC, after 2 years of training in administration, accounting and management, and in conducting training programs, now are in charge of all their own activities. They have ventured also to further build and expand their organization.

Studies in geriatric education: II. educational materials and programs.

There has recently been an increase in educational programs and materials in geriatrics, but their quality and content have not been adequately assessed. This study concerns important objectives and core contents in geriatric education, with a review of training programs, books, and audiovisual materials. Specific areas of need for printed and audiovisual materials are identified. Medical student and graduate level programs were found to address relatively few objectives. Geriatric fellowship programs, although having more extensive coverage, had some notable deficiencies. This information may be of use to those conducting training programs or preparing educational material in geriatrics.

Eden Logging Investigation and Training Team — the first two years

Summary The operations of the Eden Logging Investigation and Training Team (ELITT) during the period September 1978 to September 1980 are discussed in relation to • the original objectives of improving safety performance • developing and conducting training programmes for chainsaw users and machinery operators • providing productivity information • disseminating information on new techniques and equipment Critical factors influencing the success of regional investigation and training teams are outlined.