Initial Training Research Articles

Misconception between palliative care and euthanasia among Thai general practitioners: a cross-sectional study

BackgroundPalliative care lower medical expenses and enhances quality of life, but misconception with euthanasia delays timely care and makes inappropriate patient management.ObjectiveTo examine the magnitude of misconceptions between palliative care and euthanasia among Thai general practitioners, explore the association with knowledge, attitudes, and practical experience, and assess the association between misconception and confidence in practicing and referring patients to palliative care centers.MethodsAll 144 general practitioners who were going to start residency training at Maharaj Nakorn Chiang Mai Hospital in 2021 participated in this observational cross-sectional study. A chi-square test was utilized to examine the relationship between misconception and knowledge, attitude, practical experience, confidence to practice, and confidence to refer patients. Multivariable logistic regression was carried out while controlling for age, sex, knowledge, attitude, and experience to examine the relationship between misconception and confidence to practice and refer patients for palliative care. Statistical significance was defined at p < 0.05.ResultsAbout 41% of general physicians had misconceptions regarding palliative care and euthanasia. High knowledge was associated with a lower level of misconception (p = 0.01). The absence of misconceptions was weakly associated with a higher level of confidence in practicing palliative care, with an adjusted odds ratio of 1.51 (95% confidence interval 0.73 to 3.10, p = 0.07).ConclusionHigh misconception rates between palliative care and euthanasia among young Thai physicians might impact their confidence in delivering palliative care. Training initiatives for medical students and practitioners can mitigate misconceptions, fostering better palliative care utilization in Thailand.

Strategic Human Resource Management Practices and Organizational Innovation: Evidence from Small and Medium Enterprises in India

Purpose: The aim of the study was to investigate the strategic human resource management practices and organizational innovation: evidence from small and medium enterprises in India.&#x0D; Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.&#x0D; Findings:  Research on SHRM practices and organizational innovation in Indian SMEs indicates a positive relationship between SHRM adoption and innovation outcomes. Training initiatives are particularly vital, enhancing innovation capabilities by building human capital. Additionally, fostering a supportive organizational culture promotes creativity and experimentation. Aligning HRM strategies with organizational goals and promoting continuous learning further enhances innovation performance. Overall, SHRM practices play a critical role in driving innovation and competitive advantage in Indian SMEs (Agarwal &amp; Yadav, 2018).&#x0D; Unique Contribution to Theory, Practice and Policy: Resource-based view (RBV) theory, social exchange theory &amp; dynamic capabilities theory may be used to anchor future studies on the strategic human resource management practices and organizational innovation: evidence from small and medium enterprises in India. Develop tailored HRM training programs for SMEs in India, focusing on building capabilities related to creativity, problem-solving, and innovation among employees. Advocate for government policies that promote investment in human capital development and innovation capabilities among SMEs.

Corporate Social Responsibility (CSR) and Sustainability in Water Supply: A Systematic Review

Although access to clean and safe water is a fundamental human right, millions of people around the world lack this essential resource. Through their CSR initiatives, companies are promoting responsible and sustainable practices to ensure the appropriate use and management of water resources. Using a systematic review and PRISMA framework, this study examined the impact of CSR initiatives on sustainable water supply. A total of 108 articles were identified, and 33 were subjected to further reviews and analysis. This study found that CSR initiatives contribute to sustainable water supply through water conservation, water stewardship, responsible supply chains, and various educational and training initiatives. This study found that CSR initiatives have been effective in transforming behaviors and converting millions of people around the world into water activists. Corporations are also leveraging new technologies to enhance efficiency in their operations and minimize excessive water waste. This study also found that corporations must build responsible business practices through ethical, economic, and environmental responsibility. Although CSR initiatives can be too costly for many organizations, businesses can reduce costs through strategic partnerships and leveraging technological innovations to promote water conservation and hygiene.

Human Resource Management Practices and Firm Innovation: A Study of Technology Startups in Kenya

Purpose: The aim of the study was to investigate the human resource management practices and firm innovation: a study of technology startups in Kenya.&#x0D; Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.&#x0D; Findings: In technology startups in Kenya, recruitment strategies drive product innovatio44n by attracting diverse talent, while training initiatives enhance process innovation by improving technical skills. Performance appraisals promote organizational innovation by recognizing innovative contributions, fostering a culture of continuous improvement.&#x0D; Unique Contribution to Theory, Practice and Policy: Resource-based view (RBV) theory, social exchange theory &amp; diffusion of innovation theory may be used to anchor future studies on the human resource management practices and firm innovation: a study of technology startups in Kenya. Technology startups should prioritize employee development and learning initiatives to nurture a culture of innovation and continuous improvement. Policymakers should create a supportive regulatory environment that encourages innovation and entrepreneurship in Kenya's technology startup ecosystem.

Advancing dental care access for patients with disabilities: A global scoping review of predoctoral training.

To examine predoctoral training programs that address the unique needs of patients with special healthcare needs (SHCN) and provide an overview of current global training initiatives, while exploring innovative approaches to enhance dental students' preparation in managing SHCN patients. A scoping review (SR) was conducted focusing on three key concepts: dental education, pre-doctoral training, and intellectual disability/developmental disability. The search encompassed five databases including Medline, Embase, Dentistry and Oral Sciences Source (EBSCO), Global Health (EBSCO), and WHO Global Index Medicus, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. EndNote and Covidence were utilized to prevent duplication and facilitate title/abstract screening. After screening abstracts, a total of 2309 articles were initially identified with 28 articles meeting eligibility criteria for data extraction relevant to the research question. Two major categories characterized the key findings included in the review: 12 interventional studies and 16 perception-based studies. This SR revealed that dental students are not adequately trained to treat special needs populations; consequentially, dental students lack confidence in providing high-quality care to this demographic. The absence of standardized training poses a global challenge, exacerbating care disparities. Addressing this issue is crucial to better prepare dental students and advance equitable access and quality care for underserved populations.

Collaborative Initiatives in Neurosurgery Research and Publications Between High-Income and Low/Middle-Income Countries: A Bibliometric Analysis

Despite the globalization of health information, collaborations between high-income countries (HICs) and low/middle-income countries (LMICs), while present, could still increase. This study builds on previous research highlighting LMIC underrepresentation in neurosurgery literature. We conducted a comprehensive bibliometric analysis using the Scopus database to investigate collaborative neurosurgical research between HIC institutions and those in low-income country (LIC)/LMICs. Articles published between 2018 and 2020 were examined. Articles were categorized into 3 groups: guidelines, conferences, and consensus statements; articles related to training and collaborations; and other articles. We categorized articles and authors by country, role, and specific subtopic. We included 238 reports from 34 neurosurgical journals for analysis. Geographic distribution indicated that India led LIC/LMIC contributions (25.21%). Among HICs, the United States had the highest contribution (47.76%). In collaborative studies, Uganda, Cameroon, Tanzania, Indonesia, and Nigeria made significant contributions. LICs and LMICs accounted for 446 authors, while HICs contributed with 592. India has presented the highest number of authors in significant positions. In HICs, significant positions are recognized in USA articles. When scoring authors' position in collaborative papers, still HICs had a clear prevalence. The highest number of collaborations between HICs and LICs/LMICs has been observed in articles related to training and collaborations. Kenya matched India's contributions in training and collaborations. Global guidelines and consensus papers can enhance patient care, but LMICs' involvement remains limited. Further attention to training and collaboration initiatives is needed. This study emphasizes the importance of promoting collaboration and training between countries with varying resources to advance neurosurgical care globally.

Monitoring and Evaluation of Thermosyphon and PV Hot Water Systems Under the Same Operating Conditions in a Side-By-Side Experimental Setup

Renewable heating and cooling are the primary focus of the Southern African Renewable Heating and Cooling Training and Demonstration Initiative in creating capacity pertaining to this subject. This emphasis is aligned with the United Nation’s 2030 Agenda, which seeks for carbon-neutrality by the year 2030. To address thermal needs on small-scale, thermosiphons systems using evacuated tube collectors, flat-plate collectors, and photovoltaic to heat systems are frequently used. For a scale-up application of these technologies, and for accelerated achievement of carbon-neutrality, a cost-effective technology must be prioritised in various areas of the world with different meteorological conditions. This study therefore intends to establish the technical performance and the cost-effectiveness of these technologies in Namibia’s environment whilst replicating a small-scale house daily hot water demand.

Enterprise chatbots in managers' perception: a strategic framework to implement successful chatbot applications for business decisions

PurposeThe contemporary business environment is characterised by an increasing reliance on artificial intelligence, automation, optimisation, efficient communication and data-driven decision making. Based on the limited academic literature that examines the managerial perspective on enterprise chatbots, the paper aims to explore organisational needs and expectations for enterprise chatbots from a managerial perspective, assesses the relationship between managerial knowledge and managerial opinion regarding enterprise chatbots, and delivers a framework for integrating chatbots into the digital workforce.Design/methodology/approachThe paper presents a quantitative design. An online, self-administered survey yielded 111 valid responses from managers in service and manufacturing organisations based on convenience and snowball sampling strategies. Given the nature of the data and the research questions, the research was conducted using principal component analysis, parallel analysis, correlation, internal consistency and difference in means tests.FindingsThis research explores the managerial perspective on enterprise chatbots from multiple perspectives (i.e., adoption, suitability, development requirements, benefits, barriers, performance and implications), presents a heat map of the average level of chatbot need across industries and business units, highlights the urgent need for education and training initiatives targeted at decision makers, and provides a strategic framework for successful chatbot implementation.Practical implicationsThis study equips managers and practitioners dealing with enterprise chatbots with knowledge to effectively leverage the expected benefits of investing in this technology for their organisations. It offers direction for developers in designing chatbots that align with organisational expectations, capabilities and skills.Originality/valueInsights for managers, researchers and chatbot developers are provided. The work complements the few academic studies that examine enterprise chatbots from a managerial perspective and enriches related commercial studies with more rigourous statistical analysis. The paper contributes to the ongoing discourse on decision-making in the context of technology development, integration and education.

Teachers’ and principals’ views on interdisciplinary teaching and learning in the humanities

ABSTRACT Scholarship on interdisciplinary teaching and learning, especially in the humanities, is scarce, and it rarely takes teachers’ and principals’ views into account. To address these gaps, we present findings from interviews conducted with teachers and principals who were engaged in developing and enacting interdisciplinary curricula in the humanities. These respondents described interdisciplinarity as an innovation that can affect discourse within the classroom, teacher professional identity, and school management. Their views transcended the theoretical distinctions between cognitive, sociocultural, and critical learning theories that typically feature in educational research on interdisciplinary teaching and learning in the humanities. Understanding the gaps between the current state of the academic literature on interdisciplinary teaching and learning and teachers’ and principals’ views on this issue can inform pre-service and in-service teacher training initiatives.

Navigating the future workplace

The integration of artificial intelligence produces a significant transformation in the workplace, which presents obstacles to the performance of intrapreneurs and the productivity of the organisation, in response to disruptive technological developments. The objective of this paper is to examine the correlation between intrapreneurship development and training initiatives and the end result for organisational performance and productivity. By employing a simplified random sampling method and a quantitative research design, this study examines the intricacies of interdepartmental relationships and emphasises the importance of development and training programmes in equipping intrapreneurs to meet the challenges of the fourth industrial revolution. The collected primary data, which was structured using a 5-point Likert scale, were analysed using Statistical Package for the Social Sciences version 26. An intelligent strategy for increasing performance and productivity in order to gain a competitive edge, the study demonstrates that fostering and improving intradepartmental relationships is effective. This finding also indicates that training and development programmes focused on the implementation of advanced technologies significantly enhance the performance of intrapreneurs and the productivity of organisations. In order to adapt to the changing employment environment of the twenty-first century, the results underscore the necessity for organisations to give precedence to technical proficiency while cultivating an environment that promotes inventive thinking, action learning, and progress.

Continuing Vocational Training in Enterprises

This article presents a comparative analysis of Continuing Vocational Training (CVT) in companies in the Czech Republic and Hungary based on selected indicators from the European Union's CVT survey. The study examines the participation of employees, the time dedicated to training, and the primary targeted skills of CVT courses. The results highlight significant differences in participation rates and focus on specific skills between the two countries, with a higher percentage of employee participation in training in the Czech Republic and a particular focus on IT skills in Hungary. The findings suggest that CVT plays a crucial role in enhancing employee skills and organizational competitiveness, highlighting the need to explore further the reasons behind these differences between countries and their impact on policy and practice in vocational education. The study also emphasizes the importance of adapting CVT programs to the rapidly changing labor market and the employer's need to effectively respond to new challenges in skills and competencies.

Parabola or second-degree polynomial function exploration in initial teacher training: Integrating intuition and didactic situations

This work is the result of a master’s investigation in Brazil, which discusses the teaching of the parabola in the initial training of mathematics teachers. Our theoretical framework addresses the relationship between intuition and the dialectics of the theory of didactic situations, which supports the analysis of the results of this study Its objective was to identify and register categories of intuitive reasoning manifested by the subjects when solving a didactic situation involving the parabola with GeoGebra software contribution. The methodology adopted was didactic engineering, experimented with eight students in initial training at a Brazilian public university, among 6&lt;sup&gt;th&lt;/sup&gt; and 9&lt;sup&gt;th&lt;/sup&gt; undergraduate semesters. The posterior analysis and validation allowed us to verify the need to discuss the parabola, articulating its geometric, algebraic, and analytical views, as well as to reinforce the importance of its teaching with the use of technology.

Initial Training in the Use of Didactic Game Strategies: What Do Practising Teachers Say?

Initial Training in the Use of Didactic Game Strategies: What Do Practising Teachers Say?

Examining Chinese Minority Education Policies

China is renowned for its rich cultural tapestry, diverse ethnic groups, and complex history. While Han Chinese make up the majority of the population, China is also home to a mosaic of 55 ethnic minorities, each with its unique customs, languages, and traditions. While they may share some similarities, each minority ethnic group has their own unique culture and language that differs from other groups and sometimes their differences have caused conflict between each other. Therefore, when writing and implementing policy for minority education, it is important to be adaptable and flexible to local conditions. The Chinese government has increasingly emphasized minority education as an important factor for social unity. In late 20th century, Premier Zhou Enlai decided to create written language for minority groups such as the Hani and Bai, while in 2020, Chairman Xi decided to shift promotion to protection by creating an online archive for minority languages and cultures such as folklore and the creation myth. This paper critically examines the effectiveness of China's bilingual education policy, teacher training initiatives, and the mechanisms of two exemptions and one subsidy for minority education in compulsory education schools in Yunnan. The study underscores the laudable intentions behind these policies while shedding light on the numerous challenges encountered during their implementation.

Pioneering Microsurgery Services in Low-income Countries: Insights from a Plastic Surgeon’s Experience in Ethiopia

Background: Microsurgery, a revolutionary tool in reconstructive procedures, has historically faced challenges in implementation within resource-limited settings. This article presents the journey of establishing microsurgery services at Jimma University Medical Center (JUMC) in Ethiopia, a nation where a significant portion of the population lacks access to microsurgery. The objective was to provide a guide for establishing a microsurgery center in resource-limited settings and share experiences, challenges, and successes encountered during the establishment of the microsurgery unit at JUMC. Methods: The methodology involved a needs assessment, collaboration with Operation Smile, training and capacity building, team and system building, and infrastructure and equipment setup. Strategies included identifying the demand for microsurgery services, collaborating with Operation Smile for resource acquisition, conducting training initiatives in India, and forming a multidisciplinary team. Results: The article introduces the initial series of free flap procedures conducted at JUMC, marking a significant milestone in the region’s surgical capabilities. Cases include forearm dermatofibrosarcoma protuberans, postburn exposed calcaneal bone, and buccal squamous cell carcinoma, demonstrating the diversity and complexity of cases that necessitate microsurgical intervention. Conclusions: The journey of establishing microsurgery services at JUMC represents a significant milestone. Lessons learned provide valuable insights for other centers in developing countries aiming to initiate or enhance their microsurgery programs. Recommendations include continuous training, expanding collaborative networks, advocating for sustainable resource allocation, research and outcome monitoring, incorporating microsurgery into formal curricula, and adapting protocols based on local realities. Implementing these recommendations can contribute to the growth and sustainability of microsurgery initiatives in resource-limited settings.

Evaluating the Impact of Emerging Technologies on Student Learning Outcomes: A Case Study of Kabul University, Afghanistan

This study investigates the integration of emerging technologies in teaching practices at Kabul University, focusing on faculty perceptions, utilization patterns, and associated challenges. Employing a mixed-methods approach, data was collected through surveys and semi-structured interviews from 127 Students across various academic faculties. Quantitative analyses, including ANOVA, regression, and correlation analyses, were conducted to examine relationships between familiarity with emerging technologies, perceived impact on student engagement, and frequency of integration into teaching practices. Thematic analysis of interview transcripts provided qualitative insights into faculty experiences and perspectives. Findings reveal diverse utilization patterns, with a significant proportion of instructors frequently integrating emerging technologies into their teaching practices. However, challenges such as the lack of technical support and infrastructure emerged as significant barriers to technology integration. The study underscores the critical role of faculty training and professional development programs in effectively leveraging emerging technologies to enhance teaching and learning experiences. Recommendations include the implementation of robust support systems and targeted training initiatives to address barriers and maximize the potential of emerging technologies in higher education contexts.

Organizational Incentives and Workforce Retention in Innoson Vehicles Manufacturing Co. Ltd (IVM), Nigeria

As organisations strive to maintain a competitive edge, the effective implementation of incentives plays a crucial role in attracting, engaging, and retaining talented employees. Purposefully, this study examines the relationship between organisational incentives and workforce retention in Innoson Vehicles Manufacturing Co Limited (IVM), Nnewi, Anambra State, Nigeria. The study adopted a Descriptive Survey Research Design. The sample size of 183 was determined using the Taro Yamane Formula from a population of 336. Hypotheses were tested using Correlation Analysis. Findings revealed a significant relationship between organisational incentives and workforce retention. The study concluded that by prioritising initiatives that promote employee well-being, engagement, and professional growth, organisations can enhance their competitiveness, foster a culture of excellence, and drive sustainable organisational success in an ever-evolving landscape of a modern workplace. The study recommended that INNOSON prioritises the implementation of comprehensive employee recognition programs. Also, INNOSON can demonstrate its commitment to supporting employees' financial security and personal well-being, fostering greater employee loyalty. Lastly, organisations should invest in leadership development programs and managerial training initiatives to cultivate empowering leadership styles within the organisation.

Penyuluhan Literasi Keuangan Syariah Pada UMKM Kuliner Rufata

&lt;em&gt;&lt;span lang="EN-US"&gt;Indonesia's large population is one of the marketing attractions of the financial market including Islamic finance. &lt;/span&gt;&lt;span lang="IN"&gt; According to the 2022 National Survey of Financial Literacy and Inclusion (SNLIK), survey data indicates a noticeable rise in sharia financial literacy between 2019 and 2022. Nevertheless, more enhancements can be achieved by implementing outreach programs, counseling services, or training initiatives for the community, including business stakeholders. Consequently, the implementation team commenced sharing operations with the community by conducting outreach programs to disseminate information and understanding about sharia financial literacy to business actors that are members of the Rufata MSMEs in Jakarta. The outreach method was employed to conduct this action on December 9, 2023. The session proceeded successfully and seamlessly, with the participants displaying enthusiasm and active engagement in the conversation. Specifically, the findings of this study demonstrate that the participants, acting as business entities, have incorporated sharia finance into their financial practices by allocating a portion of their earnings towards zakat, infaq, and alms. In addition, the members have also established the segregation of corporate finances from household finances. The participants have moreover formulated uncomplicated financial strategies and allocated business &lt;/span&gt;&lt;/em&gt;&lt;em&gt;revenue for future investments. Furthermore, the participants have expressed that they have acquired business funding sources without engaging in usury, and have diligently maintained records of their business financial reports. This exercise aims to enhance participants' proficiency in implementing sharia finance in business, hence strengthening these &lt;/em&gt;features.

Exploring human capital management practices: A comprehensive review

This paper comprehensively reviews Human Capital Management (HCM) practices, focusing on key dimensions such as Training and Development, Performance Appraisal, Recruitment and Selection, and Career Management. The success and survival of an organization depend on the efficient management of human resources in today's fast-paced, cutthroat commercial world. Through an extensive analysis of existing literature and empirical studies, this review identifies the critical role of HCM practices in enhancing employee skills, performance, engagement, and retention. The examination of Training and Development initiatives reveals their significance in fostering employee growth, improving competencies, and ensuring adaptability to changing job requirements. Similarly, Performance Appraisal systems emerge as essential tools for providing feedback, aligning individual goals with organizational objectives, and driving continuous improvement. Recruitment and Selection processes are highlighted as crucial stages in acquiring and retaining top talent, emphasizing the importance of aligning recruitment strategies with organizational culture and goals. Moreover, Career Management practices are explored in depth, emphasizing their role in promoting employee satisfaction, retention, and professional growth through clear career pathways, mentoring, and skill enhancement opportunities. Overall, this review underscores the need for organizations to prioritize effective HCM practices as strategic imperatives. By investing in the development, engagement, and retention of human capital, organizations can adapt to market dynamics, foster innovation, and achieve sustainable growth. The findings of this review offer valuable insights for practitioners and scholars alike, informing future research directions and guiding the implementation of HCM strategies in diverse organizational contexts.

Eco-sustainable practices through strategic HRM: A review and framework for SMEs in the creative industries

In recent years, there has been a growing recognition of the importance of eco-sustainable practices in the business world, particularly within the context of small and medium-sized enterprises (SMEs) operating in the creative industries. This review presents a comprehensive review and framework for integrating eco-sustainability into the strategic human resource management (HRM) practices of SMEs in the creative industries. The creative industries, encompassing sectors such as design, advertising, fashion, and media, play a significant role in shaping cultural trends and consumer behavior. However, these industries also have a substantial environmental footprint, stemming from resource-intensive production processes, waste generation, and high energy consumption. Recognizing these challenges, there is a growing imperative for SMEs in the creative industries to adopt eco-sustainable practices. Strategic HRM offers a promising approach for integrating eco-sustainability into the core operations of SMEs. By aligning HRM practices with the organization's sustainability goals, SMEs can foster a culture of environmental responsibility and innovation among employees. This review presents a framework that outlines the key dimensions of eco-sustainable HRM, including recruitment and selection, training and development, performance management, and employee engagement. Effective recruitment and selection processes are crucial for attracting individuals who align with the organization's sustainability values. Training and development initiatives can equip employees with the knowledge and skills needed to implement eco-friendly practices in their roles. Performance management systems should include sustainability metrics to evaluate employee contributions to eco-sustainable goals. Additionally, fostering employee engagement through communication, participation, and recognition can enhance commitment to eco-sustainability initiatives. Through the integration of eco-sustainable practices into strategic HRM, SMEs in the creative industries can not only reduce their environmental impact but also gain a competitive edge by appealing to environmentally conscious consumers and investors. This review provides a roadmap for SMEs seeking to navigate the intersection of sustainability and human resource management, ultimately contributing to a more environmentally sustainable future for the creative industries.