Skills Gap Research Articles

The Impact of Pictures-Based Activities in Enhancing Reading Comprehension Skills Among Young Children

The current research aimed to investigate the impact of integrating pictures-based activities on enhancing reading comprehension skills across different levels: literal, interpretive, and evaluative. The study involved 380 children split into experimental and control groups, with the experimental group (190 pupils) exposed to pictures-based activities, while the control group (190 pupils) was taught conventionally without activities. Findings indicated significantly higher average scores in reading comprehension tests for the experimental group than the control group. Statistical analyses confirmed significant differences favoring the experimental group, demonstrating the effectiveness of pictures-based activities in improving comprehension skills. However, there were no statistically significant differences in performance within the experimental group across different reading achievement levels, suggesting that the benefits of using illustrative pictures were consistent across varying initial reading abilities. Moreover, the study highlighted that integrating pictures-based activities helped narrow the performance gap in reading comprehension skills among children, particularly benefiting those with lower and average reading achievement levels. This empirical evidence underscores the importance of visual aids in early childhood reading materials to support comprehension development. Based on these findings, the study recommended integrating pictures-based activities in early childhood reading textbooks. It also emphasized the need for effective training of early childhood educators in designing and implementing such activities to optimize their impact on children's reading comprehension skills.

A Self-Determined Learning Approach: Enhancing Workplace Adaptability for Overcoming Inequality

A new era of student-centered learning, fueled by the power of digital tools and advanced teaching methods, means that classrooms are no longer entirely defined by four walls and a teacher at the leadership. At the same time, the educational landscape of African countries is very slowly adapting to these changes: the traditional face-to-face approach to learning dominates, student groups are overcrowded, and there is a significant gap in digital skills between students from urban and rural areas. Today, the development of online education becomes an important prerequisite for addressing the problem of educational disparity, a tool for meeting individual educational needs, increasing students’ motivation and responsibility for their learning outcomes. The Self-Determined Learning Approach allows for a personalized learning environment in which students can choose what, how and when they learn, work at their pace, choose or receive learning tasks in an order that makes sense to them, which allows for the individual interests of each student, learning style, cultural identity, life experience and personal challenges. The research is based on the results of in-depth interviews with students aged between 25 and 37 years with work (2‒5 years) and study experience, who fit the profile of self-determined learners, have part-time distance learning experience, are employed in different positions and are currently studying different programs, and are also registered with one of the three Distance Education Institutions. All participants are in their final year of study and have experienced digital transformation in distance education. This qualitative study is based on a constructivist paradigm employing a phenomenological strategy to explain the perceptions of students regarding how self-determined practices are applied at their institutions. The phenomenological approach aimed to capture the lived experiences of these students, focusing on their descriptions and interpretations of encountering self-determination practices in their educational environment. The results of the study confirmed the value of a self-determined approach to learning and its positive impact on enhancing students’ workplace adaptability. However, at the same time, the survey revealed that African higher education institutions are not ready for the effective implementation of self-determined learning technologies, the main reasons being the lack of technology and the unpreparedness of teachers.

Survey of Clinical Knowledge and Procedural Readiness of Pulmonary Fellows to Start Interventional Pulmonary Fellowship: A Survey of Interventional Pulmonary Fellowship Directors.

Entry into the interventional pulmonary (IP) fellowship requires prerequisite training in pulmonary and critical care medicine (PCCM) fellowship in the United States. IP fellowship has become standardized, but the prerequisite training may be quite variable depending on the learner's exposure to IP during their PCCM fellowship. A survey study was conducted to identify potential foundational knowledge and/or skills gaps of new fellows entering IP fellowships. This may help both PCCM and IP fellowship directors to identify common knowledge gaps within PCCM training specific to IP. Based on components of the ACGME's common program requirements for PCCM fellowships, a survey was developed and categorized into 5 domains: nonprocedural skills, didactic knowledge, diagnostic bronchoscopy, pleural procedures, and airway/percutaneous procedures. The survey was then sent to 42 IP fellowship directors after the content validity review and approval by the Association of Interventional Pulmonary Program Directors. The survey response rate was 88.1% (37/42). The overall mean scores in all 5 domains were perceived as below competent (<3). The highest mean domain was nonprocedural skills, and the lowest was airway/percutaneous procedures. Within the domains, there were 4/ 30 topics that were considered competent with a score of ≥3 as competent or higher; bronchoscopy lavage (mean: 3.5/5, SD: 0.87), interpersonal skills (mean: 3.03/5, SD: 0.76), thoracentesis (mean: 3.14/5, SD: 0.89), and ultrasound for pleural effusion (mean: 3.19/5, SD: 0.84). There are perceived gaps in PCCM training pertaining to IP fellowship readiness.

Future Themes for Research in Open, Flexible, and Distance Learning

This editorial addresses persistent and emerging themes in open, flexible, and distance learning. Despite technological advances, many challenges remain perennial. Key issues include the educational design skills gap, in which higher education professionals often lack pedagogical expertise; language and terminology inconsistencies, which hinder effective communication; and the balance of autonomy and support in flexible learning environments which is crucial, as is discerning the value of new technologies. Other themes requiring ongoing research effort include socio-economic disparities that affect access to education, and the rise of AI which necessitates a re-evaluation of assessment strategies. All of these issues will undoubtedly affect faculty development and student engagement, both of which are critical for success. Institutional sustainability and cultural shifts towards flexible learning are also essential for long-term implementation at scale. Continued research and reflection on these themes are vital to enhance the effectiveness and inclusivity of flexible learning practices.

From Skill Development to Skill Duration: Three Strategies for Cultivating a Culture of Learning in Your Organization

This article discusses strategies for leaders to foster a culture of continuous learning within their organizations. It establishes that learning is a learned behavior that must be developed over time through reinforcement and environment. Left to chance, companies will not cultivate an effective learning culture. The article then presents three key steps leaders can take: make learning part of daily work through reflection sessions, identifying teachable moments, and recognizing achievements; support ongoing skill development with resources, peer learning, and skills gap assessments; and lead by example through participation in learning activities, promoting experimentation, and developing adaptability in hiring and coaching. It provides an example of implementing these strategies at a financial services firm and the positive outcomes it achieved. The conclusion emphasizes the integral role of leaders in socializing learning as a habit and competitive advantage through intentional culture design. A culture of continuous learning will help organizations adapt to future challenges.

Discovery and Underground Mining of Large Deposits: Essential Training to Ensure Copper Supply

Editor’s note: The aim of the Geology and Mining series is to introduce early career professionals and students to various aspects of mineral exploration, development, and mining in order to share the experiences and insight of each author on the myriad of topics involved with the mineral industry and the ways in which geoscientists contribute to each. Abstract A supply shortfall of at least 6 million tonnes (Mt) Cu is expected by 2031—with total demand now forecast to increase from 25 Mt in 2023 to &amp;gt;36 Mt, and possibly to a suggested 50 Mt by 2050—given the present trend in demand. The deficit can be partially filled by increased mine production, expanding currently installed mine production capacity, and increasing Cu recycling. However, satisfying demand in 2050 as the demand-to-mining supply gap increases will require the accelerated discovery of at least five large Cu deposits—individually producing &amp;gt;0.5 to &amp;gt;1.0 Mt/yr Cu—and their related mine development, by 2030. These five deposit discoveries are required to replace mines scheduled to close in the 2050s, given the &amp;gt;20 years needed to take a deposit from discovery to mine production. The two largest sources of Cu supply, porphyry and sediment-hosted Cu deposits, can potentially fill the gap if enough discoveries are made; however, there is no evidence that this is about to occur. Future porphyry Cu discoveries are expected to be mined underground, mostly by a caving method. The demand increase is occurring at a time when the capital intensity of porphyry Cu mine development has almost doubled since 2006. We predict that the only solution to the future Cu demand-supply challenge for society and the mining industry in the short to medium term rests with simple demand-supply economics and a substantially increased Cu price. Copper substitution by other materials and recycling could potentially benefit from a significantly increased price; however, the major advantage will be conferred on deposits amenable to open-pit mining that are undeveloped because of price-dependent, failed feasibility studies. The challenge of possibly doubling Cu supply by ca. 2050 through developing mines on large Cu deposits—both discovered and undiscovered, in an unprecedented number and in a shorter period—will require a major increase in the number of competent mining industry personnel. This comes at a time when the industry faces an aging workforce, leading to a critical skills gap compounded by a chronic shortage of students graduating in the sciences and engineering with mining-related university degrees. There is an acute shortage of experienced professionals in cave mining, and the substantial number of open-pit mining professionals who are predicted to retire by 2030 will need to be replaced. On-the-job training of geoscientists and engineers after graduation, delivered by experienced practitioners through university-accredited professional development programs, is suggested as the solution.

Young investigators in parasitology meeting: building foundations and supporting early-career researchers

The fourth biennial Young Investigators in Parasitology Meeting (YIPs) was held on September 14-15, 2024, in Woods Hole, MA, USA. YIPs was founded to support early-career principal investigators (PIs) in parasitology, offering practical advice and fostering collaboration among researchers within their first five years of independence. The meeting addresses critical skill gaps in lab management and professional development for junior PIs, covering essential topics such as recruitment, budgeting, funding, mentoring, and navigating institutional politics. By combining structured sessions with opportunities for networking, YIPs has become a vital resource for the parasitology community, serving as a model for similar initiatives in other fields. In this TrendsTalk, we invite the organizers this year to highlight the main themes and takeaways discussed over eight sessions at YIPS 2024.

Navigating the Challenges of Digital Transformation in Traditional Organization

Digital transformation has become a critical strategy for traditional organiza- tions to maintain competitiveness in an increasingly technology-driven market. Technologies such as fintech, blockchain, artificial intelligence (AI), and cloud computing have significantly reshaped operational efficiency and customer en- gagement within these organizations. However, traditional organizations, characterized by their legacy systems and hierarchical structures, encounter various challenges in adopting these technologies. This study primarily aims to explore the key barriers that hinder digital transformation in traditional organizations and to propose effective strategies for overcoming these challenges. Utilizing a comprehensive literature review from 2018 to 2023, this research examines key studies on digital transformation in traditional business contexts. The find- ings reveal major challenges, including organizational inertia, skills gaps, de- pendency on outdated systems, and leadership deficiencies. To address these barriers, the study proposes strategies such as leadership development, work- force retraining, and investment in modern digital infrastructure. The results suggest that successful digital transformation requires a multifaceted approach, aligning technological adoption with organizational culture and sustainability goals. This research provides valuable insights for traditional organizations nav- igating the complexities of digital transformation.

Maximizing Marketing Value: An Empirical Study on the Framework for Assessing AI and ML Integration in Marketing Management

To address this issue, we conduct an empirical investigation into the application of AI and ML in marketing management using a rich framework that aims to optimize marketing value as much as possible. The framework is structured in four pillars: data gathering and processing, customer insights &amp; segmentation, personalized marketing strategies and performance improvement. The utility and practical implementation of the framework was examined through a mixed-methods study design employing quantitative surveys validated by qualitative interviews. The survey was conducted among marketing practitioners across all industries. We also analyze the extent of AI and ML integration in each component empirically, with qualitative insights providing perspectives on opportunity areas, challenges and best practices. Three of these areas in the framework organizational readiness, resource allocations and skill gaps are highlighted as those with most pronounced differences on AI &amp; ML deployment. To learn more about the dataset, demographics of 38 respondents in sample. The sample has a diversified age distribution and it ranges from 27 to 50 years of age. This demonstrates a significant bit of variation (SD = 7.30) and an average age of around 36-37 years Because there's also diversity when it comes to gender representation, with seven people identifying as "Other", besides the six male and fifteen women. According to the statistics, most people are bachelor’s degree holders although also a lot of masters and doctorate degrees which adds depth into information. Overall, the results provide a glimpse into demographic attributes regarding marketing performance and providing useful information for strategic decision making by doing so on behalf of management in charge with implementing those decisions. Finally, this research provides actual data rather than theory on how AI and ML mechanics are being integrated in the marketing management space. The strategic deployment of AI and ML in this research can significantly improve the efficient utilization of resources, maximize marketing efficiency by displaying key parameters impacting shopping behaviour as possesses with more long standing competitive benefits. When they can lean on hard data, researchers, marketers and decision-makers alike are likely to find a more straightforward path to the tasks that matter most as well as how AI/ML factors into driving real marketing value. The research also underscores the importance of ongoing learning, adapting and aligning strategies to leverage new technology in an ever-evolving field like marketing.

Exploring the impact of AI-driven and blockchain-enabled tax filing systems on smes in the era of technological innovation: A review of benefits, challenges, and adoption barriers

The emergence of blockchain technology and artificial intelligence (AI) presents transformative opportunities for tax compliance, especially for small and medium-sized enterprises (SMEs). These technologies promise to enhance tax system accuracy, efficiency, and transparency. However, their adoption is accompanied by significant challenges and barriers. This review analyzes the benefits, challenges, and future prospects of integrating AI and blockchain technologies into tax systems, with a focus on their impact on SMEs. It seeks to provide insights into how these technologies can reshape tax compliance and identify areas requiring further research. The review revealed that AI enhances accuracy and compliance through advanced predictive models and explainable AI, while blockchain ensures transparency and trust with its immutable ledger and smart contracts. Despite these benefits, SMEs face technical and financial constraints, such as high implementation costs and integration complexities. Regulatory and legal challenges, including evolving tax laws and data privacy requirements, further complicate adoption. Additionally, resistance to new technologies and skill gaps within SMEs hinder widespread implementation. Scalability and customization issues also pose significant barriers. In conclusion, AI and blockchain technologies substantially improve tax compliance but come with notable challenges. These technologies promise enhanced accuracy and efficiency for SMEs, yet overcoming barriers related to cost, integration, and regulation is essential for successful adoption. It was recommended that future research should focus on developing SME-specific solutions, addressing regulatory adaptations, and conducting comparative analyses of traditional versus AI-driven tax systems. By tackling these areas, stakeholders can better support SMEs in leveraging AI and blockchain technologies for more effective and transparent tax compliance.

Cooperative Learning Through Boundary Spanning: How a Corporate Learning Department Ensures That Trainers and Content Stay Current

Continuous learning is central to ensuring organizations remain innovative and high-performing. Corporate trainers play a critical role in educating and training employees. However, in an era of digital transformation and, more recently, artificial intelligence, trainers need new skills and methods to stay current and facilitate the transformation of the workforce. The skills gap is best filled through cooperative learning with other trainers. However, cooperative learning is hindered by different spatial, organizational, and cultural boundaries that are difficult to overcome. This paper attempts to understand how cooperative learning of trainers can be enhanced through boundary spanning. It examines the case of the corporate learning department of a German high-tech multinational through ethnographic action research by the department manager, including 21 semi-directive interviews and direct observation. Using a grounded theory approach, we explore how the concept, causes, context, contingencies, and conditions of boundary spanning enhance cooperative learning among corporate trainers. The findings show that boundary spanning leads to cooperative learning through pedagogical scaffolding, communities of practice, and a new learning culture. Spontaneous boundary spanning occurs in parallel to guided boundary spanning. Both are made possible by appropriate leadership values and attitudes, trust, flexibility, and dedicated time and capacity. Our paper provides recommendations on the key issues managers face in facilitating boundary spanning and cooperative learning among their employees. We also show how key barriers and risks can be mitigated to enable employees to learn cooperatively with colleagues from different and distant organizational units.

The impact of workforce analytics on HR strategies for customer service excellence

This review paper explores the transformative role of workforce analytics in enhancing human resources (HR) strategies to achieve customer service excellence. By examining employee performance and customer satisfaction, the paper highlights how data-driven insights can inform HR strategies, including identifying skills gaps, developing targeted training programs, and aligning workforce management with customer service goals. The paper also addresses the challenges organizations face in implementing workforce analytics, such as data quality, analytical skills gaps, and resistance to change. Furthermore, it considers the future of workforce analytics in HR, emphasizing the integration of advanced technologies like artificial intelligence and the importance of ethical considerations. The paper concludes with practical recommendations for organizations looking to adopt workforce analytics, ensuring they can fully leverage its potential to drive employee engagement and customer satisfaction.

Negotiating fit into host country work settings: Understanding the interplay between the past and the present in the accounts of skilled refugees

How do marginalised cultural outsiders negotiate fit into new work settings? I draw on a discursive (re)positioning lens to examine qualitative interview accounts of a group of skilled refugees in Britain and provide insights into three temporal moves they make to portray themselves as unconstrained by a lack of host country cultural know-how, able to swiftly address gaps in knowledge and skills, and able to blend in. I theorise newcomer self-socialisation as a temporal (re)positioning dynamic that involves retrospectively defining oneself as a particular kind of person who has the potential to fit. I argue that temporal (re)positioning enables newcomers to maintain worth, secure external validation and impact on their contexts. I propose that the simultaneous foregrounding and minimising of the past is an important mechanism for skilled refugees to negotiate an ambivalent sense of fit into new work settings.

Bridging the Talent Divide: An Empirical Analysis of Certification Programs as a Tool for Strategic Workforce Development

In the face of persistent talent shortages in high-demand fields, organizations are increasingly turning to certification programs as a strategic tool for talent acquisition and development. This article investigates the efficacy of such programs in addressing critical skill gaps, focusing on their design, implementation, and measurable impact on workforce dynamics. Through a mixed-methods approach combining case studies from three industry-leading organizations and a large-scale survey of HR professionals (n=500), we analyze the key components of successful certification initiatives and their effects on recruitment metrics, including time-to-hire, quality of new hires, and long-term retention. Our findings reveal that well-designed certification programs can significantly reduce recruitment costs by up to 35% while improving the quality of new hires by 28% compared to traditional recruitment methods. Moreover, we identify best practices in program design, including the integration of cutting-edge learning technologies and alignment with organizational needs. This article contributes to the growing body of literature on strategic talent management by providing empirical evidence of the value of certification programs and offering a framework for their effective implementation in addressing skill shortages in rapidly evolving industries

The Impact of Socio-Economic Factors on Digital Skills in the Population of the EU 27 Countries

This research investigates digital skills across the 27 EU countries, examining how incentive and disincentive factors shape these competencies, particularly under varying socio-economic conditions. Using a quantitative methodology, the study applies cluster analysis and linear ordering methods to classify countries by digital skills indicators, utilising data from the Eurostat Digital Economy and Society database. Key analytical methods—including Hellwig’s method, order counting, and the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS)—are employed to pinpoint crucial factors that stimulate digital competencies, such as investment in research, training programmes, and innovation. Findings indicate that countries within clusters featuring higher values in these stimulative factors tend to adopt a proactive approach to digital development. These clusters frequently correlate with substantial investments in skills training and comprehensive educational policies. Conversely, clusters characterised by high disincentive variables, such as limited funding and socio-economic disparities, show slower progress in digital skills development, highlighting barriers in educational and social inclusion systems. The results reveal marked spatial disparities across the EU. Leading countries typically have robust education systems promoting lifelong learning and inclusivity, while lagging countries face structural challenges, including centralised education systems and urban-rural divides. This disparity underscores the need for sustained investment in education, training, and policy support to enhance workforce digital skills. The study highlights that digital competencies are closely intertwined with each country's educational and socio-economic frameworks, recommending targeted interventions to foster lifelong digital literacy and reduce skills gaps. As the digital landscape continues to evolve, interdisciplinary research is essential for addressing both quantitative and qualitative aspects of digital skill development. Future studies should aim to bridge the digital divide through comprehensive strategies for upskilling populations, ensuring inclusive digital integration across all EU countries.

Future of Work: How Digital Tools are Transforming Human Resource Management

This study examines the transformative role of digital tools in reshaping key functions of Human Resource Management (HRM), including recruitment, training, performance management, and employee engagement. Employing a mixed-method approach, it integrates quantitative survey data with qualitative insights from HR professionals to assess the impact of digital technologies on HR functions. The results indicate a 35% improvement in recruitment effi ciency, enhanced employee development, and significant advances in perfor- mance management through the adoption of digital tools. Moreover, digital engagement platforms have reduced employee turnover, particularly in remote work environments. Despite these benefits, challenges such as resistance to change and digital skill gaps persist, requiring attention for successful imple- mentation. The study contributes to academic literature by addressing these challenges and offering practical guidance for organizations. Future research should explore the long-term effects of digital transformation and the role of emerging technologies like blockchain in further revolutionizing HRM prac- tices.

Ethiopia and BRICS: Prospects and Challenges

This study examines Ethiopia&amp;apos;s relationship with the BRICS group (Brazil, Russia, India, China, and South Africa), exploring both the opportunities and challenges this affiliation presents. As emerging economies gain global influence, Ethiopia&amp;apos;s inclusion in BRICS represents a significant chance to leverage economic, political, and technological strengths. The research highlights the potential benefits for Ethiopia, including enhanced trade, investment, and technology transfer, which could drive the country&amp;apos;s economic growth and development. However, Ethiopia also faces substantial challenges, such as infrastructure deficiencies, skill gaps, and regulatory barriers that may hinder its ability to fully align with BRICS frameworks. The study underscores Ethiopia&amp;apos;s strategic motivations for engaging with BRICS, including accessing new markets and fostering innovation. It also addresses the risks of economic dependency and the need for a balanced diplomatic strategy with traditional Western partners. Through a mixed-method approach, the research combines quantitative and qualitative analyses to provide a comprehensive understanding of Ethiopia&amp;apos;s position within BRICS. The study emphasizes the geopolitical significance of BRICS in reshaping global power dynamics and Ethiopia&amp;apos;s potential role in this transformation. The study offers strategic recommendations to enhance Ethiopia&amp;apos;s engagement with BRICS, aimed at a mutually beneficial partnership aligned with Ethiopia&amp;apos;s development goals and regional influence. This contribution is crucial for policymakers and researchers interested in South-South cooperation and its impact on Africa&amp;apos;s fastest-growing economies.

Reskilling and Upskilling Strategies for Manufacturing Workers in the Industry 4.0 Landscape: Case study on PT. XYZ

The advent of Industry 4.0 has revolutionized the manufacturing sector, necessitating a paradigm shift in workforce skills to adapt to the rapid technological advancements. This paper explores the strategies for reskilling and upskilling manufacturing workers at PT. XYZ to align with the demands of Industry 4.0. The research utilizes a mixed-method approach, combining quantitative data from employee performance metrics and qualitative insights from interviews with management and workers. Key findings indicate that a comprehensive strategy integrating technical training, digital literacy, and soft skills development is essential for enhancing employee adaptability and performance. The case study highlights the pivotal role of organizational culture and leadership in driving successful reskilling and upskilling initiatives. Furthermore, the research underscores the importance of continuous learning and proactive workforce planning to mitigate skill gaps and ensure sustainable growth. The implications of this study provide valuable insights for manufacturing firms aiming to thrive in the Industry 4.0 landscape through strategic human capital development

A cluster approach to matching the competences of data specialists with skills in demand on the labour market

This paper addresses the challenge of aligning the competences of data specialists with skills in demand on the labour market in the rapidly evolving field of data science. Using an open dataset of 3,744 IT job postings, the study applies K-means clustering to identify key skill groupings for data specialist positions. The optimal number of clusters is determined using the elbow method, resulting in four distinct clusters: Data Analyst &amp; Engineer, Data Platform Engineer, Data Science &amp; Engineering Specialist, and Cloud Data Engineer. The research methodology employs unsupervised learning techniques, specifically K-means clustering, to analyze the distribution of skills across job postings. The clusters are visualized using t-distributed Stochastic Neighbor Embedding (t-SNE), providing insights into the relationships between different skill sets. The study reveals that job titles do not always unambiguously define the required skills, emphasizing the importance of focusing on specific skill sets rather than job titles alone. To bridge the gap between specific subject competences academic programs and industry requirements, the paper proposes a novel approach for comparing the proportion of skills in job clusters with the proportion of professional competencies in academic programs. This method is demonstrated using the Information Systems and Technologies Master's program at Kherson State University as a case study. The chi-square test is applied to confirm the statistical similarity between the skill structure of the Data Science &amp; Engineering Specialist cluster and the competency structure of the academic program. The findings highlight the importance of continuous adaptation of profile of academic program to meet evolving industry needs. The proposed approach provides a data-driven framework for universities to align their programs with labor market demands, potentially improving graduate employability in the data science field. The study also underscores the need for personalized learning paths that can be tailored to individual career goals and skill gaps. Future research directions include the development of an artificial intelligence system to form individualized educational trajectories based on the skills required for specific job clusters. This could further enhance the alignment between education and industry needs, preparing students more effectively for the dynamic data science job market.

"It's not a one-person show" E-learning course in neuropalliative care: A qualitative analysis of participants' educational gains and self-reported outcomes.

Patients with progressive neurologic illness still lack access to quality palliative care services. Barriers to the comprehensive provision of neuropalliative care include gaps in palliative care education. To address this barrier, a novel international model of neuropalliative care education e-learning program was launched in 2022. This is a qualitative study on the self-reported learning outcomes and educational gains of participants of a neuropalliative care e-learning course. Thematic analysis shows changes in the participants' perceptions of neuropalliative care and several specific educational gains. After attending the course, participants recognized neuropalliative care as a multiprofessional and interdisciplinary effort requiring more than medical knowledge and disease-specific treatment skills. They gained understanding of the complexity of prognosis in neurological diseases, as well as ethical concepts as the basis to approach difficult decisions. Valuing the needs of patients and caregivers, as well as honest and open communication were recognized as key components of the caring process. In particular, providing emotional support and building relationships to enhance the spiritual component of care were avidly discussed as essential nonmedical treatment options. E-learning courses are helping to close the gaps in healthcare professionals' knowledge and skills about neuropalliative care.