In-house Training Programs Research Articles

IN HOUSE TRAINING UNTUK MENINGKATKAN KEMAMPUAN GURU DALAM MEMBUAT MEDIA PEMBELAJARAN INTERAKTIF MENGGUNAKAN MICROSOFT POWER POINT

Creating and utilizing interactive learning media in elementary schools is still rarely done and is considered difficult. Therefore, researchers are making efforts to improve teachers' abilities in creating interactive learning media using Microsoft Powerpoint. This effort involves holding an In House Training (IHT) program. IHT is carried out to guide and train teachers in schools to be able to create their own interactive learning media. This IHT is carried out by providing examples of techniques for creating interactive learning media as well as providing peer tutoring assistance on an ongoing basis until the teacher is truly successful in creating it. The results of implementing the IHT program show that the average teacher's ability to create interactive learning media increased from 27.50 to 78.84. The percentage of teachers who could create interactive media well increased from 0% to 77.78% (7 teachers out of a total of 9 teachers). Based on these data, it can be concluded that IHT can improve teachers' abilities in creating interactive learning media using Microsoft PowerPoint.

Identifying training needs of practising community pharmacists in Jordan—a self-assessment study

BackgroundBeing the professional membership body for pharmacists in Jordan, the Jordan Pharmacists Association (JPA) took the initiative to establish a training centre for practising pharmacists. This study aims to identify the self-assessed training priorities of community pharmacists in Jordan.MethodsIn the period between August and October 2022, an online self-administered questionnaire was distributed using a variety of participants’ identification and recruitment approaches. The questionnaire targeted currently practising community pharmacists. Data were analysed descriptively and inferentially.ResultsIn total, 470 community pharmacists participated in this study. Of 470 participants, 307 (65.3%) were employees, of which 206 were full-time employees. Results showed that only 97 (21%) had access to an in-house training programme or scheme. Self-assessment of training needs highlighted differences between the three competencies clusters. While administrative and managerial skills and competencies were more frequently prioritised on average than the other two clusters, interpersonal and communication skills were needed the least. Evidence showed a significant difference between female and male participants regarding the need for training addressing maternity and early childhood health training issues. Lastly, the role-based comparison showed that, compared to pharmacy owners, employees had a significantly higher need for training related to bookkeeping and taxation returns preparation and how to handle and manage records of narcotic and controlled medicines.ConclusionsIf training and development programmes are tailored to address specific needs in administrative, clinical, and interpersonal competencies, community pharmacists have the potential to enhance public health, expand their role, provide patient-centred care, and support the national healthcare system.

Implementing Resuscitative Endovascular Balloon Occlusion of the Aorta in a Rural Level II Trauma Center.

This study's purpose is to develop a low-cost implementation of Resuscitative Endovascular Balloon Occlusion of the Aorta (REBOA) in a rural level-2 trauma center. Literature and training to this point have involved urban level-1 trauma centers. This study examines the effectiveness of an in-house training program on trauma patient outcomes by comparing data from a matched historical control group of pre-REBOA patients (n = 32) to the REBOA intervention group (n = 17). The REBOA group had a similar ED to OR LOS (1.45 vs 1.79 hrs, P = .346) and similar ED LOS (1.36 vs 2.21 hrs, P = .01) as the historical control group. Although the REBOA group had a higher transfusion volume (6235.06 vs 2268.75milliliters, P = .005), survival bias could be a factor. Resuscitative Endovascular Balloon Occlusion of the Aorta is considered a safe and affordable option for level-2 trauma centers without increasing complications or delaying time to the operating room.

Developing a comparative photon-proton planning service in Victoria: the experience at Peter MacCallum Cancer Centre.

Proton-beam therapy (PBT) is a cutting-edge radiation therapy modality that is currently not available in Australia. Comparative photon-proton (CPP) planning is required for the medical treatment overseas programme (MTOP) and will be required for access to PBT in Australia in the future. Comparative planning brings professional development benefits to all members of the radiation therapy team. This service was also created to support future proposals for a PBT facility in Victoria. We report our experience developing an in-house CPP service at Peter MacCallum Cancer Centre. A set of resources to support CPP planning was established. Training of relevant staff was undertaken after which an in-house training programme was developed. A standard protocol for PBT planning parameters was established. All CPP plans were reviewed. Future goals for the CPP planning programme were described. In total, 62 cases were comparatively planned over 54 months. Of these, 60% were paediatric cases, 14% were adolescents and young adults (15-25 years) and 26% were adults. The vast majority (over 75%) of patients comparatively planned required irradiation to the central nervous system including brain and cranio-spinal irradiation. A variety of proton plans were reviewed by international PBT experts to confirm their deliverability. Our team at Peter MacCallum Cancer Centre has gained significant experience in CPP planning and will continue to develop this further. Local expertise will help support decentralisation of patient selection for proton treatments in the near future and the PBT business case in Victoria.

Strategi Kepemimpinan Kepala Sekolah Dalam Meningkatkan Kompetensi Pedagogik Guru di SMA Negeri 2 Bone

In light of concerns about low teacher competence in Indonesia, this study investigates the leadership strategies employed by the principal of SMAN 2 Bone to improve the pedagogic competence of teachers. The objective of the study is to discover the principal's leadership strategy in improving the teachers competence at SMAN 2 Bone. This type of research is qualitative with a descriptive approach. Data collection conducted by interview, observation, and documentation. The results of the study reveal that the principal's leadership strategy in improving pedagogic competence of teachers are: 1) providing opportunities and facilities for teachers in various education and training such as PPG, Education and Training, MGMP, Workshops, Seminars, and other programs that can support teacher pedagogical competence improvement; 2) conducting teaching supervision to teachers on learning management and providing post-conference or evaluation guidance after supervising; 3) conducting In-house Training program; 4) enhancing teacher discipline by controlling teacher attendance such as punctuality in school attendance, teaching time, and providing exemplary attitudes to teachers; and 5) involving teachers in various teacher professional organizations.

Building And Sustaining Capacities of Health Officials in use of Data for Decision-Making: Evidence from Rajasthan, India

Purpose: This paper critically explores the initiatives that were implemented in Rajasthan during the period of 2018-19 by UNFPA, in collaboration with the Department of Health and Family Welfare, the Government of Rajasthan, and IIHMR University, Jaipur, Rajasthan, India. The main objective of these initiatives was to strengthen the capabilities of health officials and data managers at different levels within the state, enabling them to make evidence-based decisions using data effectively.
 
 Theoretical framework: The capacity-building program was designed to reinforce the system for evidence-based planning, monitoring, and data utilization through a comprehensive training approach and continuous support. This study thoroughly investigates the entire process, assesses its effectiveness, and draws policy recommendations based on the outcomes of the capacity-building interventions. An essential aspect underscored by the study is the importance of providing ongoing support and guidance post-training to ensure sustainable development and successful implementation of the acquired knowledge.
 
 Methodology: The methodology described in this paragraph involves capacity building approaches for government officials in the health sector. Specifically, the methodology includes the following elements: capacity building approaches; Inhouse Training programme technique; Digital technology enabled process; Training of State, District, and Block Level Health Programme Officials and Data Managers; Mentoring and Hand-Holding Support; Web-Based Learning Method using 'Google Classroom.
 
 Findings: The findings of this study emphasize two crucial factors that contributed to the success of the capacity-building initiatives. Firstly, the provision of on-site assistance proved to be highly effective in reinforcing the newly acquired knowledge and skills. Secondly, the utilization of the web-based Google Class platform was found to be instrumental in promoting knowledge retention and enhancing the effective utilization of data.
 
 Value: In conclusion, this research sheds light on the significance of capacity-building initiatives in the realm of health and data management. It highlights the positive impact of on-site support and the role of technology, particularly the Google Class platform, in ensuring the lasting benefits of such programs. The paper concludes by underlining the importance of continued support and sustained efforts in maximizing the potential of data-driven decision-making in the healthcare sector in Rajasthan.

Global Workforce Solutions for Supporting the UK NHS

BTA programs have supported significant cost savings for organisations in reducing agency locum spending which then can be spent on patient care or further workforce development. Gains to the organisations include highly skilled medical staff who can meet the needs of various communities and current and future healthcare needs. These doctors with either postgraduate qualifications or through the in-house 2-year training program (2+2) enter relevant clinical specialities providing high-quality patient care.

Impact of the COVID-19 pandemic on training conditions and education in oncologic disciplines: a survey-based analysis

PurposeThe COVID-19 pandemic has led to changes in global health care. Medical societies had to update guidelines and enhance new services such as video consultations. Cancer treatment had to be modified. The aim of this study is to ensure optimal care for cancer patients with the help of high-quality training even in times of crisis. We therefore conducted a nationwide survey of physicians in training in oncological disciplines during the pandemic to assess the impact on their education.MethodsThe survey was sent to tumour centres, hospitals, specialist societies, and working and junior research groups and distributed via newsletters and homepages. Interim results and a call for participation were published as a poster (DEGRO) [26] and in the German Cancer Society (DKG) journal FORUM [42]. The survey contained 53 questions on conditions of education and training and on clinical and scientific work. Statistics were carried out with LimeSurvey and SPSS (IBM Corp., Armonk, NY, USA).ResultsBetween February and November 2022, 450 participants answered the survey, with radio-oncologists being the largest group (28%). Most colleagues (63%) had access to digital training methods. Virtual sessions were rated as a good alternative, especially as multidisciplinary meetings (54%) as well as in-house and external training programs (48%, 47%). The time spent by training supervisors on education was rated as less than before the pandemic by 57%. Half of all participants perceived communication (54%), motivation (44%) and atmosphere (50%) in the team as bad. The participants felt strongly burdened by extra work (55%) and by a changed team atmosphere (49%). One third felt a change in the quality of training during the pandemic and rated it as negative (35%). According to 37% of the participants, this had little influence on their own quality of work. Additional subgroup analyses revealed significant differences in gender, specialty and education level.ConclusionIn order to improve oncology training in times of crisis, access to digital training options and meetings should be ensured. Participants wish for regular team meetings in person to enable good team spirit, compensation for overtime work and sufficient time for training supervisors for discussion and feedback.

Employees’ Perception Regarding In-House Training Programs in Pakistani Organizations

This study examines employees’ perception regarding quality of in-house training programs in different organizations of Lahore city, Pakistan. These Organizations have in-house training facilities and conduct training programs in coordination with HR department on regular basis. Purpose of study is to find employees perception and satisfaction level regarding various training variables and difference of opinion among groups of respondents (gender, designation, and work experience). Data sample consists of 123 employees through structured questionnaire. The research tool consists of 32 items and 6 factors including training material, trainer, need-based training, facilities, timing, & schedule, and benefits of training. Questionnaire includes 30 close-ended questions on Likert’s five point rating scale. Research design uses quantitative approach. Data Analysis tool used for interpretation is SPSS 23.0 applying frequency distributions/percent, mean, standard deviation and t-tests/ANOVA for analysis. Survey method was used to collect data. A structure questionnaire was used as primary data collection tool using random sampling technique. Total 175 questionnaires were distributed to respondents by the researcher, out of which 123 completed questionnaires were found usable. The study provides conclusions about employees perception and satisfaction level regarding various training factors surveyed in the research tool. It also provides conclusions about difference of opinion among various groups of employees (like gender, designation and work experience groups). Study findings shows overall satisfaction level among employees of organizations. The study also represents recommendations for managerial implication and directions for future researchers for training and development practices.

Performance Analysis Of Islamic Religious Education Teachers In School Learning

The existence of Islamic Religious Education (PAI) teachers is expected to help form students who have high competitiveness while still practicing Islamic teachings. However, the irony is that the time allocation for Islamic religious education subjects in public schools is minimal, especially in Vocational High Schools (SMK), which incidentally focuses more on each vocational field and is supplemented by the Field Work Practice (PKL) program with a lot of time. That consciously requires Islamic religious education teachers to have effective and efficient classroom learning strategies, including organizing and managing so that the material being taught is conveyed correctly and optimally. This study aims to determine PAI teachers' effectiveness in planning, implementing, and evaluating them in class. This study used a qualitative method with a type of field research and used descriptive data analysis to validate the data using source and technique triangulation. This study's results indicate that the effectiveness of teacher performance in planning, implementing, and evaluating is the same as in general. After conducting the Teacher Performance Assessment, it turns out that in class implementation, several teacher competencies need to be improved, such as mastering material, structure, and concepts in class. So, the institution provides facilities to teachers to enhance their teaching performance further with the In-house Training (IHT) program.

Developing an In-House Comprehensive Medication Review Training Program for Clinical Pharmacists in a Finnish Hospital Pharmacy.

Long-term continuing education programs have been a key factor in shifting toward more patient-centered clinical pharmacy services. This narrative review aims to describe the development of Helsinki University Hospital (HUS) Pharmacy's in-house Comprehensive Medication Review Training Program (CMRTP) and how it has impacted clinical pharmacy services in HUS. The CMRTP was developed during the years 2017-2020. The program focuses on developing the special skills and competencies needed in comprehensive medication reviews (CMRs), including interprofessional collaboration and pharmacotherapeutic knowledge. The program consists of two modules: (I) Pharmacist-Led Medication Reconciliation, and (II) CMR. The CMRTP includes teaching sessions, self-learning assignments, medication reconciliations, medication review cases, CMRs, a written final report, and a self-assessment of competence development. The one-year-long program is coordinated by a clinical teacher. The program is continuously developed based on the latest guidelines in evidence-based medicine and international benchmarking in cooperation with the University of Helsinki. With the CMRTP, we have adopted a more patient-centered role for our clinical pharmacists and remarkably expanded the services. This program may be benchmarked in other countries where the local education system does not cover clinical pharmacy competence well enough and in hospitals where the clinical pharmacy services are not yet very patient-oriented.

Principal’s Performance in Improving the Quality of Educators

This study aims to identify, describe and analyze the performance of school principals in improving the quality of teaching staff at SMA Negeri 3 Kayuagung, Ogan Komering Ilir district, and to identify and describe the efforts and factors that influence the performance of school principals in improving the quality of teaching staff at Kayuagung 3 Public High School, Ogan Komering Ilir Regency. This study, a qualitative descriptive one, was conducted at SMA Negeri 3 Kayuagung in the Ogan Komering Ilir Regency. Data was gathered through observation, interviews, and documentation. The study’s findings indicate that: 1. The principal’s performance has generally been excellent, meeting the established standards and indicators. This is described in the school work plan (RKS) as the principal’s strategy for implementing work programs and hiring more teachers. 2) The principal’s effectiveness in raising the caliber of teachers is influenced by a number of variables, including the school’s geographic location, the qualifications of the teaching staff, and a supportive environment. 3) The principal has worked to raise the caliber of educators through empowerment initiatives and educational initiatives like supervision, MGMP, self-evaluation (EDS), in-house training (IHT), and entrepreneurship programs for educators and students.

The Effect of Intellectual Capital on the Financial Performance of Deposit Money Banks in Nigeria.

This study evaluates the relationship between intellectual capital and Nigerian deposit money banks' financial performance. Specifically, it aims to establish nexus between two proxies of intellectual capital, structural and human capital, and two facets of financial performance, return on assets and earnings per share. All the deposit money banks registered in the Nigerian stock exchange constitute the study population; however, only eight banks that published the required data between 2012 and 2020 were sampled. The study adopted Pulic's (2004) method of measuring intellectual capital and Hamdan's (2018) and Ozkan et al. (2016) model specifications. The model and collected data were analysed using simple regression analysis. The research revealed a significant relationship between structural capital and return on asset (ROA). It also found a significant association between human capital and earnings per share (EPS). Based on the result, we recommend that Nigerian bank managers and policymakers integrate intellectual capital into their decision-making process and pay more attention to this alternative source of capital to enhance their financial performance. Also, the management of banks should provide a conducive work environment, improve the welfare packages of their staff and ensure an excellent in-house training program.

An interview study to explore the perceived usefulness of in-house training programs in tourism and hospitality education

COVID-19 has accelerated the adoption of online teaching and learning modes. It has also abruptly changed the traditional teaching and learning methods that originally relied on physical attendance, including student internships. In-house training programs were launched by the university to offer students an alternative to their regular internships. The study is designed to investigate how university students in tourism and hospitality education perceive the usefulness of their in-house training in absence of industry placements. An exploratory methodological approach was adopted by conducting 25 semi-structured in-depth interviews with student interns to understand their experiences during the in-house training. The empirical findings revealed that the in-house program, in its current state, is not to be considered a permanent alternative for tourism and hospitality undergraduate students. The article concludes by presenting implications for educators, policymakers, and education researchers derived from the academic and practical discussions based on the findings.

Impact Of Training On Employee Satisfaction And Change Management: A Pragmatic Study With Special Reference To Employees Working In Luxury Hotels Of Mumbai

Background: It was always a challenge for hotel industry to find and retain skilled manpower and most of the hotels depend on in-house training programme to train and develop the employees as per their requirement. It is easy for hotels to retain staff if they are well-trained, they enjoy their work and are satisfied with workplace. COVID-19 pandemic presented one more challenge to hotel industry i.e., to embrace changes as per the expectations of market. Objectives: The main objectives of the study were to find out the impact of training towards employee satisfaction and change management. To establish the influence of employee satisfaction towards change management. Methodology: The factors shortlisted towards employee satisfaction were rewards, nature of work, supervision, benefits, work environment and co-workers. Factors identified for change management were strategic success, technological changes, effective systematic plan, communication, environment for change and change management. The research design for this paper was descriptive. The study was conducted for employee working in four major revenue producing operational departments. Total 16 hotels of city of Mumbai were approached for data collection. Due diligence was taken to collect data from different demographic profiles such as ownership pattern of hotels, department and experience of employees, their qualifications etc. Total 165 samples were collected. Data was corroborated using Cronbach’s alpha and hypotheses were validated using correlation and compare means one-way ANOVA tests with the help of SPSS software. Result: Main findings of study were that nature of work and supervision had moderate effect on work environment. Benefits, rewards and co-workers showed strong correlation. Co-workers and work environment strongly impacted employee satisfaction. Strategic success, environment for change and communication significantly affected change management. Conclusion: Training was found to have significant relationship with employee satisfaction and change management. Employee satisfaction had significant association with change management. However technological change and effective systematic plan (factors of change management) were not significantly associated.

A unified approach to faculty development

Due to the effect of the global pandemic and rising student cohort numbers, simulated practice placements are being implemented into nursing curricula. To deliver simulation-based education (SBE) within the Higher Education Institutions (HEI) staff must be adequately prepared. For SBE to be effective, thoughtful consideration to appropriate staff training is important [1]. A structured unified approach is more beneficial as it sets the same aspirations and contributes to a shared philosophy [2]. This unified approach meant both Health Board and HEI staff were being trained to delivery simulation in the same way, which was new for this HEI. Creating a faculty for simulation emulates a community of practice and also comprises essential networking with other simulationists [2]. It helps support Benner’s novice to expert theory as staff start of as novices and subsequently develop emulating that robust educational training for SBE faculty development is essential [3]. Importantly, it addresses quality assurance and governance frameworks in meeting the requirement of the International Nursing Association for Clinical Simulation Learning (INACSL) [3], Association for Simulated Practice in Healthcare (ASPiH), and Nursing and Midwifery Council (NMC) standards. The overall aim of this innovation was to implement a unified approach to faculty development training for academic staff within an HEI. Three training sessions were delivered in January and February 2022. HEI staff attended a one-day session. Health Board Simulation Educators facilitated the sessions for the HEI Academic Staff. Using a unified approach to this faculty development had a positive outcome in supporting HEI staff to be upskilled in the delivery of SBE. It has also resulted in the subsequent development and implementation of a 2-day training course comprising the following sessions: Session 1 – Introduction to clinical skills and simulation and writing learning outcomes and scenarios; Session 2: Technology supporting simulation; Session 3: Preparation, briefing, and debriefing; Session 4: Running an immersive simulation session. This in-house training programme will continue to be delivered to HEI staff undertaking SBE and evaluated. Using a unified approach enhances the quality and parity of the delivery of SBE within the HEI. A unified approach to faculty development within the HEI will continue to be delivered to upskill staff in SBE. Collaboration with clinical partners in faculty development is crucial in the delivery of SBE to ensure a unified evidence-based approach. 1. Bryant K, Aebersold ML, Jeffries PR, Kardong-Edgren S. Innovations in simulation: Nursing leaders’ exchange of best practices. Clinical Simulation in Nursing. 2020;41:33–40. 2. Peterson DT, Watts PI, Epps CA, White ML. Simulation faculty development: a tiered approach. Simulation in Healthcare. 2017;12(4):254–259. 3. Hallmark BF. Faculty development in simulation education. Nursing Clinics. 2015;50(2):389–397.

Leadership Style and Financial Performance of Commercial Banks in Kenya

This study aimed at establishing the influence of leadership style on the financial performance of commercial banks operating in Kenya. The study adopted a positivist philosophy, correlational and cross-sectional research deigns and a target population comprising management staff working in commercial banks. 385 respondents were selected from 10,395 management staff. Primary data was collected using structured questionnaires with data being analyzed using both descriptive and inferential statistics. Parametric test statistics was adopted to establish the significance influence of variable effect at 95% level of significance as well as to test the study hypothesis. The regression of coefficients indicates that transformational leadership has a positive and significant partial effect on financial performance of commercial banks in Kenya with Democratic Leadership having a positive and significant partial effect on financial performance of commercial banks in Kenya. The study also shows that autocratic leadership has a positive and significant partial effect on financial performance of commercial banks in Kenya while Laissez-Faire leadership has a negative and significant partial effect on financial performance of commercial banks in Kenya. The study recommends that that top managers of the commercial banks need to take up effective transformational and democratic leadership style in their management programs. This can be achieved through staff training and development using both in-house and open training programs as well as continuing development programs. Banks should join hands with training and educational institutions in regard to development of leadership modules under their training programs.

Рынок корпоративного обучения: тенденции, статистика, перспективы развития

Corporate training as a form of developing the professionalism of employees and reproducing the necessary competencies of personnel has a long tradition, methodology and a set of technological educational techniques that ensure high efficiency of in-house training programs. At the same time, the corporate training market, which includes a set of programs, providers, educational and consulting structures, etc., has stable development trends that, regardless of environmental factors, demonstrate the sustainability of demand. According to a report published by Allied Market Research titled "Corporate Training Market", the volume of the global corporate training market in 2019 was estimated at 332.9 billion US dollars and is estimated to reach 487.3 billion dollars by 2030, increasing by an average of 8% from 2021 to 2030. The turnover of the Russian corporate training market is estimated at more than 73 billion rubles. In accordance with the trends of the corporate training market, it is expected that during the forecast period in this market, the virtual segment will demonstrate significant growth due to the advantages associated with the virtual training. method, which includes reducing the cost of training by reducing the cost of travel and accommodation for students, ensuring the flexibility of the training schedule, increasing the motivation of students, etc.

Online adaptive MR-guided radiotherapy: Conformity of contour adaptation for prostate cancer, rectal cancer and lymph node oligometastases among radiation therapists and radiation oncologists.

Online adaptive MR-guided treatment planning workflows facilitate daily contour adaptation to the actual anatomy. Allocating contour adaptation to radiation therapists (RTTs) instead of radiation oncologists (ROs) might allow for increasing workflow efficiency. This study investigates conformity of adapted target contours provided by dedicated RTTs and ROs. In a simulated online procedure, 6 RTTs and 6 ROs recontoured targets and organs at risk (OAR) in prostate cancer (n=2), rectal cancer (n=2) and lymph node-oligometastases (n=2) cases. RTTs gained contouring competence beforehand by following a specific in-house training program. For all target contours and the reference delineations volumetric differences were determined and Dice similarity coefficient (DSC), conformity index (CI) and generalized CI were calculated. Delineation time and -confidence were registered for targets and OAR. Impact of contour adaptation on treatment plan quality was investigated. Delineation conformity was generally high with DSC, CI and generalized CI values in the range of 0.81-0.94, 0.87-0.95 and 0.63-0.85 for prostate cancer, rectal cancer and LN-oligometastasis, respectively. Target volumes were comparable for both, RTTs and ROs. Time needed and confidence in contour adaptation was comparable as well. Treatment plans derived with adapted contours did not violate dose volume constrains as used in clinical routine. After tumor site specific training, daily contour adaptations as needed in adaptive online radiotherapy workflows can be accurately performed by RTTs. Conformity of the derived contours is high and comparable to contours as provided by ROs.

Issues with Communicative Language Teaching Implementation in Saudi Arabia Concerning the Government Policy, Teachers, and Students: Two Decades of Research

This paper focuses on the most significant empirical studies on the topic of challenges facing the communicative language teaching approach in Saudi Arabia. The communicative language teaching method has been used for more than two decades in Saudi Arabia and research conducted during this period offers some insight into the main challenges of the implementation. The main goal of this paper is to synthesize findings from research studies conducted in the past and by doing so, suggest the possible avenues for tackling these challenges. Four broad categories of challenges have been adopted from Li’s (1998) comprehensive framework in an attempt to structure the challenges under meaningful labels. This, in turn, enabled us to categorize the challenges according to their source which helped our understanding of how to resolve them. The findings suggest that the most frequently observed policy-related challenges are the current exam system, overcrowded classes, no AV equipment, and low quality of in-house training programs for teachers. Teacher-related challenges mostly relate to conflicting ideas about CLT, low confidence in these methods, preference for the traditional learning model, focus on developing skills that feature in the exams, and deficiencies in teachers’ English. Student-related challenges are found to be their low-level proficiency, passive learning style, lack of motivation to learn the target language, and fear of their marks being negatively affected if they are paired with weaker peers during communicative activities. This paper concludes that these challenges are all interconnected, and a systematic approach is essential in trying to tackle these with the government intervention being a potential first step.