Internal Training Programs Research Articles

Implementation and Evaluation of Entrustable Professional Activities for a Pharmacy Intern Training Program in Australia

The purpose of this study was to describe the implementation and evaluation of Entrustable Professional Activities (EPAs) for a pharmacy Intern Training Program in Australia. Surveys and focus groups were used to evaluate the perceptions and experiences of provisionally registered pharmacists and pharmacists using the EPAs as an assessment tool in the workplace. Thematic analysis was used to analyse the focus group data. Surveys compared the frequency and median responses to the Likert scale items. Entrustment levels at six, 13, 26 and 44 weeks were reported for each EPA. Pharmacist (n=6) and provisionally registered pharmacist (n=8) focus groups identified the following themes: use of EPAs in the workplace, benefits and challenges of using EPAs and future direction and recommendations for using EPAs in the workplace. Feasibility measures in the pharmacist survey suggested that pharmacists were satisfied with using EPAs in the workplace. The provisionally registered pharmacist survey showed that they valued feedback given by pharmacists and that they engaged with the EPAs in the workplace. Provisionally registered pharmacists enrolled in the study (n=40) showed progression in entrustment levels at each reporting period. Pharmacists and provisionally registered pharmacists reported that EPAs were feasible and could be utilised in the workplace as an educative tool, however highlighted the importance of education as an important factor for successful implementation. At each milestone, provisionally registered pharmacists showed progression of entrustment level.

Development of a self-assessment tool to evaluate the readiness of pharmacy departments for internship training in China: a two-phase study

ObjectivesInternships in the pharmacy departments of training hospitals represent a crucial stage in the professional development of pharmacy students. However, the quality of internship training varies significantly across training hospitals in China, and there is a lack of standardized readiness evaluation tools. Therefore, the purpose of this study was to develop a self-assessment tool to evaluate the preparedness of training hospitals for providing internship training.MethodsThis study employed an exploratory mixed-methods approach and was conducted in two phases. In the first phase, during 2021, focus groups were conducted with 16 interns from three tertiary hospitals in Henan Province. In 2022, 14 preceptors from tertiary hospitals in various provinces were interviewed either one-on-one or in focus groups. The interview data were analyzed using thematic analysis to compile a set of self-assessment indicators for internship training readiness. Subsequently, the initial draft of the self-assessment tool for internship training readiness was developed by integrating the indicators derived from the interviews and literature review. In the second phase, the Delphi method was utilized. In 2023, the experts participated in two rounds of correspondence (21 experts in the first round and 19 in the second round), and consensus was reached on the indicators of the self-assessment tool after the two rounds. Meanwhile, these experts assessed the current status of internship training in training hospitals across China.ResultsThe qualitative findings of the first phase included five themes and 22 sub-themes, which were integrated with the indicators derived from the literature review to develop an initial indicator framework for the second phase. This initial framework comprised five domains and 37 items. The second phase involved two rounds of expert surveys, with effective response rates of 90.48% and 89.47%, respectively. Ultimately, the self-assessment tool for evaluating the readiness of pharmacy departments in training hospitals for internships included five dimensions and 35 secondary indicators: (1) organizational structure, (2) training content, (3) training mode, (4) effectiveness evaluation, and (5) emergency management. Additionally, experts assessed the readiness of pharmacy departments in Chinese training hospitals for internships, yielding varied results. Emergency management preparedness scored the highest, followed by organizational structure and training content preparation. However, the modes of internship training and the evaluation of training effectiveness received lower scores.ConclusionThe developed tool provides a comprehensive self-assessment checklist for the pharmacy departments of training hospitals and possesses the potential to enhance the development of more effective internship training programs.

Career Support and Its Effectiveness in Technical Intern Training Program for Farm Work Contracts: A Case Study of Japan Agricultural Cooperatives in Kagoshima Prefecture

Career Support and Its Effectiveness in Technical Intern Training Program for Farm Work Contracts: A Case Study of Japan Agricultural Cooperatives in Kagoshima Prefecture

Curriculum Development for the South African Essential Steps in Managing Obstetric Emergencies (ESMOE) Anesthesiology Training Module: A Delphi Study.

The United Nations Sustainable Development Goal 3 (SDG3) for 2030 aims at <70 maternal deaths per 100,000 live births. South Africa (SA) falls short of this goal and most deaths occur in district and regional hospitals. Due to low anesthesiologist (specialist anesthetist) numbers in the public sector, the anesthetic workforce in these hospitals consists mainly of nonspecialist (general practitioner) junior doctors with limited supervision. The Essential Steps in Managing Obstetric Emergencies (ESMOE) training program for interns was introduced in 2008 to reduce maternal deaths in SA. Training is not consistently offered at all intern-training institutions and it has not been recently revised. This study sought expert suggestions to guide a revision of the regulation, pedagogy, and content of the ESMOE anesthetic module. A 3-round consensus-seeking modified Delphi technique was used whereby experts rated current and suggested learning outcomes as well as pedagogical- and regulatory aspects of the ESMOE anesthetic module in an anonymous, online, Likert-scale questionnaire. Consensus was defined as ≥70% agreement. Open-ended questions sought motivations for decisions and further suggestions for program improvement. Between March 4, 2021 and August 18, 2021, a total of 17/24 (71%), 16/17 (94%), and 15/16 (94%) consenting experts completed the first, second, and third rounds, respectively. During the 3 rounds, the panel achieved consensus on all but 2 questionnaire items. The panel agreed that ESMOE anesthesia training should be mandatory and that it should be offered through a blended learning model. They further concurred that the current learning outcomes should be retained, and suggested additional outcomes based on the most common causes of maternal mortality in SA. Attendance of the ESMOE anesthesia module should be mandatory. Its pedagogy should be updated to a blended learning style to benefit the current digital native intern generation. The content should be updated to address the main causes of maternal mortality in SA in line with SDG3. A national obstetric anesthesia guideline should be considered, and lea-dership and collaboration are required to improve the alignment of undergraduate, internship, and junior doctor anesthesia training in SA. The content, process, and stakeholder engagement suggestions in this study can assist short-course-based anesthesia workforce training in similar global contexts.

Analysis of sales techniques from the perspective of psychology in MIPYMES (MSMEs)

The study analyzes how MSMEs can improve their business strategies using psychological principles such as scarcity, urgency, personalization, and the anchoring effect. These principles help understand and predict consumer behaviors, allowing sales strategies to be adapted more effectively. Additionally, the document highlights the importance of segmenting the market and building long-term relationships with customers to increase loyalty and satisfaction. In terms of customer satisfaction, the importance of exceeding customer expectations and ensuring fair and equitable treatment is highlighted. Strategies such as creating memorable experiences, implementing loyalty programs, and using customer feedback are key to improving satisfaction. Professional development and training are essential for the growth of MSMEs. Continuous training in soft skills such as emotional intelligence and effective communication improves employee performance and job satisfaction. Social learning theory and the 70-20- 10 model are proposed as effective approaches to competency development. Finally, the integration of psychology in business management contributes to organizational knowledge, promoting innovation and transformational leadership. MSMEs that apply these psychological principles can improve their performance and achieve sustainable success. The study concludes with recommendations to develop internal training programs, build trust with customers, and conduct regular market research to adapt sales strategies.

Competing in the "war for talent" in nursing homes: A quantitative investigation.

This study explores the characteristics of primary care organizations that are likely to attract and retain highly skilled professionals, meeting their expectations and increasing Person-Organization fit. Both "hard" dimensions (ownership) and organizational/managerial traits under the span of control of management are investigated. The objective is to raise awareness on how to mitigate unpopular features of primary healthcare organizations so to effectively compete in the war for talent. This study has been carried out based on data extrapolated from a broader study conducted by the Italian National Agency for Regional Health Services and commissioned by the Italian Ministry of Health. Data deriving from Italian nursing homes was extrapolated from the broader public dataset and multiple regressions were carried out to detect associations between managerial variables and staff seniority. Several significant associations were detected, suggesting that both physicians and nurses are affected by some investigated variables when deciding where to work and for how long. While some of these are common to the two categories of professionals (e.g., the presence of a nursing director), others are not (e.g., the presence of internal training programs). The implications of this study are related to the need of increasing awareness of managers of nursing homes on those features that are likely to increase their attractiveness and long-lasting appeal to professionals. This is a paramount topic in times in which the war for talent is strong. A lack of attention on this field may lead to the inability to attract and retain staff in primary care settings and, in turn, to implement strategic trends of change healthcare systems are facing in Italy and worldwide.

Navigating techniques in job recommender systems on internship profile matching: a systematic review

PurposeThis review article is focused on the following research questions: RQ1: What are the methods used by authors to collect data in order to evaluate one's profile? RQ2: What are the classification algorithms and ranking metrics used to give suggestions to users? RQ3: How effective are these algorithms and metrics identified in RQ2?Design/methodology/approachThere are four major systematic review phases being carried out in this survey, namely the formulation of research questions, conducting the review, which includes the selection of articles and appraising evidence quality, data extraction and narrative data synthesis.FindingsCollecting from primary sources is more personalized and relevant. Embedded skill sets that have a considerable impact on one’s career aspirations could be mined from secondary sources. A hybrid recommender system helped mitigate the limitations of both. The effectiveness of the models depends not only rely on the filtering techniques used but also on the metrics used to measure similarity and the frequency of words or phrases used in a document.Research limitations/implicationsThe study benefits internship program coordinators of a university aiming to develop a recommender or matching system platform for their students. The content of the study may shed a light on how university decision-makers can explore options on what are the techniques or algorithms to be integrated. One of the advantages of internship or industrial training programs is that they would help students align them with their career goals. Research studies have discussed other RS filtering techniques apart from the three major filtering techniques.Practical implicationsThe outcome of the study, which is a recommendation system to match a student's profile with the knowledge and skills being sought by organizations, may help ease the challenges encountered by both parties. The study benefits internship coordinators of a university who are planning to create a recommendation system, an innovative project to be used in teaching and learning.Social implicationsInternship programs can help a student grow personally and professionally. A university student looking for internship opportunities can find it a daunting task to undertake, as there is a vast pool of opportunities offered in the market. The confidence levels needed to match their knowledge, skills and career goals with the job descriptions (JDs) could be challenging. The same holds with companies, as finding the right people for the right job is a tough endeavor. The main objective of conducting this study is to identify models implemented in recommendation systems to give and/or rank suggestions given to users.Originality/valueWhile surveys regarding recommender systems (RS) exist, there are gaps in the presentation of various data collection methods and the comparison of recommendation filtering techniques used for both primary and secondary sources of data. Most recommendation systems for internship programs are intended for European universities and not much for Southeast Asia. There are also a limited number of comparative studies or systematic review articles related to recommendation systems for internship programs offered in an Southeast Asian landscape. Systematic reviews on the usability of the proposed recommendation systems are also limited. The study presents reviews of articles, from data collection and techniques used to the usability of the proposed recommendation systems, which were presented in the articles being studied.

Psychological Distress and Associated Factors among Technical Intern Trainees in Japan: A Cross-Sectional Study.

Japan is experiencing significant demographic shifts due to an aging and declining population. In 1993, the Japanese Government introduced the Technical Intern Training Program (TITP) to accept foreign national workers. While the number of technical intern trainees under this program has constantly increased, many of them face challenges in their daily lives, such as stress, health insecurities and limited access to healthcare. Therefore, we conducted a cross-sectional study to assess the mental well-being of technical intern trainees, focusing on psychological distress and its related factors. This study included 304 technical intern trainees from 12 prefectures in Japan, and was conducted from August 2021 to October 2021. We used self-administered questionnaires in the participants' native languages to assess their sociodemographic conditions, health-related conditions such as health insecurities and healthcare-seeking behaviors, and psychological distress. The K6 Kessler Psychological Distress Scale was applied to evaluate the levels of psychological distress. Among the participants, 26.3% had moderate psychological distress and 2.3% had severe psychological distress. In addition, about 15% of the participants reported health insecurities and did not see a doctor despite wanting to. The multivariate model of logistic regression revealed significant associations between psychological distress and female gender (AOR 2.62, 95% CI 1.12-6.12), nationality other than Vietnamese (AOR 4.85, 95% CI 2.60-9.07), tough financial conditions (AOR 2.23, 95% CI 1.18-4.19), experiencing health insecurity (AOR 2.21, 95% CI 1.04-4.66) and the health behavior of refraining from seeking medical care (AOR 3.06, 95% CI 1.49-6.30). The top reasons for refraining from seeking medical care were the participants' limited knowledge about the healthcare system in Japan and their worries about medical bills. These findings highlight the necessity to extend mental health support services, including counseling services, and share information about Japan's healthcare system to supply medical services to the targeted technical intern trainee population.

Ensuring confidentiality and data security in economic analysis of business entities: Challenges and solutions

In today's world, where digitization permeates all spheres of our lives, the issue of confidentiality and data security becomes particularly relevant. The significant dependence of businesses on the processing and analysis of large volumes of data necessitates a complete understanding of the risks associated with their storage and processing. Given this circumstance, the present investigation focuses on identifying and scrutinizing the primary obstacles and measures to guarantee data confidentiality and security within the economic analysis of business entities. The topic's relevance is enhanced by the constant development of technologies and the increasingly palpable growth of cyber threats, which require the development of innovative approaches and methods of information protection. The analysis conducted in this study allows us to establish that the main challenges for ensuring data security include not only technical aspects but also the need to balance confidentiality and usability, as well as between centralized and decentralized data storage. It has been revealed that adequate confidentiality requires a comprehensive approach, including modern encryption technologies and authentication and the development of internal security policies and employee training programs. The study's conclusions underscore that ensuring data confidentiality and security requires coordinated interaction between technical solutions and organizational measures. Emphasis is placed on the importance of innovative technologies, such as artificial intelligence and blockchain, for enhancing security levels. The obtained results have significant practical implications for business entities, enabling them to develop and implement effective data protection strategies. For further research, it is proposed to focus on developing adaptive protection models capable of resisting the changing conditions of the digital environment.

Relationship of psychological capital, transformational leadership, and internal communication to work engagement in organizations

Organization A, which represents the country in the oil and gas industry and is tasked with managing oil and gas activities in Indonesia to ensure national energy security, requires employees with high work engagement. This requires enthusiasm, dedication, and perseverance to contribute fully to their work. However, human resource management surveys and several phenomena analyzed show that work engagement in Organization A is low. This research consists of two studies: a research study and an intervention study. This research aims to analyze the relationship between psychological capital (individual internal factors), transformational leadership (individual external factors), and internal communication (organizational factors) on work engagement using a sample of 267 employees of Organization A. Using a quantitative design supported by qualitative data, and found that individual psychological capital, transformational leadership style, and internal communication in the organization significantly predicted work engagement. Among these factors, internal communication predicted work engagement beyond psychological capital and transformational leadership. An intervention study involving 23 participants was designed to determine the effectiveness of an internal communication strategy training program in increasing work engagement. Results from the intervention study showed significant improvements in participants' pre-test and post-test scores, indicating the effectiveness of the program in increasing work engagement.

INTERNAL CORPORATE PERSONNEL TRAINING AS A FACTOR IN MANAGING ORGANIZATIONAL DEVELOPMENT

The article discusses the development of theoretical and methodological provisions and recommendations for managing the formation and development of an internal corporate personnel training system. In the process of research, the essence and content of the concept of «in-house training» was revealed, the reasons why corporations create their own systems of in-house training for personnel were identified, and the advantages of creating their own systems of in-house training in corporations were identified. The goals and functions of internal corporate training in a corporation are determined, the requirements that training goals must meet, the main types of internal corporate training programs are highlighted and it is shown what goals of the corporation they serve. A classification of types and forms of internal corporate governance is carried out and their characteristics are given. The identified classification criteria are at the same time parameters of the internal corporate training system. The study provided a comparative description of traditional and integrated approaches to organizing the process of internal corporate training, according to which supportive, crisis and advanced training are distinguished. It is the advanced internal corporate training of personnel that acts as a tool for organizational changes in the corporation, and, therefore, a necessary condition for its stable and long-term existence.

Examining where to go: pediatric psychology trainees' perception of their graduate training in culture and diversity.

Culture and diversity-related training is critical to the development of competent pediatric psychologists. Evaluation of training efforts have been conducted at the program level, yet evaluation of trainee experiences in culture and diversity-related training remains unassessed. This trainee-led study was the first formal assessment of pediatric psychology trainee experiences of culture and diversity-related training and the impact of training on their own cultural humility. Study overview and a survey link was distributed across 2 listservs associated with the American Psychological Association (Division 53, Division 54) and sent directly to directors of graduate, internship, and fellowship training programs with a request to share with trainees. Surveys assessing integration of cultural training and trainee cultural humility were completed. Trainees also provided qualitative feedback regarding their multicultural training and development. Pediatric psychology trainees (N = 90) reported inconsistent integration of culture and diversity topics into their training. Of the 34 training areas assessed, 10 were perceived as thoroughly integrated into formal training by at least half of the respondents. Trainees often sought independent cultural training outside of their programs, and no relationship was detected between perceived integration of cultural training and trainee cultural competence. Results indicate room for improvement regarding integration of cultural training and a need to better understand driving forces behind trainees independently seeking training outside of their formal training programs. Moreover, understanding the aspects of training that are most contributory to trainee development is needed given that no relationship between training and development emerged in the current study.

Knowledge and awareness among dental and life science students towards research: A questionnaire based cross-sectional study

The aim of this study was to assess the knowledge and attitudes towards research and explore career interests among dental and life science students following their participation in an internship training program in bioresearch. The materials and methods involved a questionnaire-based survey conducted among CRI (Compulsory rotatory internship) dental students, postgraduate MDS students, and life science students who took part in the internship program organized by the Central Research Laboratory. Prior to the internship, participants were administered the questionnaire. The results revealed an overall research knowledge rate of 66% among participants, with CRI dental students demonstrating a higher rate at 72%. Additionally, 72% of the participants expressed positive views regarding research as a viable career option in their respective fields. This study primarily aimed to analyse research knowledge and attitudes among dental and life science students. Findings indicated a strong interest in research among students, highlighting the importance of targeted training in biomedicine and statistics. In conclusion, the study suggests that tailored training programs focusing on research methodology and statistics would be beneficial for medical and dental students entering the field.

Morbidity and Mortality Conferences in Internal Medicine Specialty Training in Japan: A Nationwide Cross-sectional Study.

Objective This study evaluated the implementation status of morbidity and mortality conferences in internal medicine specialty training programs in Japan. Methods This cross-sectional study surveyed hospitals in Japan with certified internal medicine specialty training programs. Program directors or equivalently responsible physicians managing certified internal medicine training programs were invited to participate in this study (n=619). Materials Data were collected using an online questionnaire that included questions about the number of morbidity and mortality conferences, types of cases covered, collaboration of the patient safety section and other health professions, and whether or not the conferences were conducted by a subspecialty department-led or program-based. Results Responses were received from 123 hospitals (19.8% response rate), of which 59 (48%) had some form of internal medicine morbidity and mortality conference in place. The average number per year was 9.63 (standard deviation: 18.12). Hospitals with morbidity and mortality conferences in subspecialty departments held significantly more conferences than X (please define X). Furthermore, the involvement of the patient safety department tended to be associated with holding more conferences. Autopsy rates were significantly higher in hospitals with program-based internal medicine morbidity and mortality conferences than subspecialty-led. Conclusion Internal medicine specialty training hospitals had more morbidity and mortality conferences than previously reported. Program-based morbidity and mortality conferences in internal medicine are associated with higher autopsy rates and may lead to an organizational reporting culture and lifelong learning attitudes that support patient safety. Collaboration with organizational management sections, such as patient safety, would be effective in implementing these conferences in internal medicine training programs.

Implementation of a pharmacy technician career ladder and pharmacy technician training program.

To describe the implementation of a pharmacy technician career ladder and internal technician training program at UF Health Shands Hospital in Gainesville, FL. As the systems for providing care and receiving reimbursement become more complex, the ability to deliver comprehensive care in the most efficient and effective manner is critical. In order to maximize impact, pharmacists must practice at the top of their license. Recruitment and retention practices that support an optimized pharmacy technician workforce and continued expansion of technician roles are vital to advancement of pharmacy practice. This report describes the efforts to improve technician recruitment, professional development, and retention through the implementation of a technician career ladder and internal training program. The programs contributed to a reduction in technician rolling 12-month turnover rates from 26.72% in July 2015 to 13.1% in March 2023 (a reduction of 51%). Overtime hours as a percentage of total hours worked were reduced from 11.02% in July 2015 to 4.54% in March 2023 (a reduction of 59%). Improvements were noted in pharmacy technician job satisfaction, as evidenced by key employee engagement indicators including responses to the posed statement "Overall, I am a satisfied employee," with a mean score of 3.32 (on a scale of 1-5) in 2015 as compared to 4.2 in 2019 (a 21% increase). Implementation of a pharmacy technician career ladder and technician training program creates a sustainable and effective recruitment and retention pathway that may favorably impact technician job satisfaction, turnover, and career development opportunities.

Factors Influencing Medical Interns' Choice of Hospital for Training, Saudi Arabia: A Cross-Sectional Study.

Background High-quality, adequately resourced, and strategically oriented medical internship training plays a pivotal role in the continual growth of junior doctors. Evaluating the perspectives of final-year medical students regarding their internship year and their preferred placement is of paramount importance. This study aims to furnish internship programs with valuable insights into interns' perceptions and attitudes toward an optimal internship experience. By doing so, we aim to empower internship programs with the necessary knowledge to enhance their offerings, ensuring they are better tailored to the needs and preparation of future doctors. Objective The objective of this study was to elucidate the primary factors that influence the preferences of medical interns in selecting a hospital for their internship training. Methods In the academic year spanning September 2023 to 2024, a comprehensive cross-sectional study was conducted at three esteemed medical universities in Riyadh, Saudi Arabia. A meticulously crafted questionnaire, consisting of twenty questions was disseminated via various social media platforms, targeting all final-year medical students of the selected medical schools. Overall 241 students actively participated in the survey, their valuable contributions enriching the overall quality and depth of the research findings. Results Among the 241 respondents, 67.22% were male, 83.40% identified as Saudi, and 43.57% hailed from King Saud bin Abdulaziz University for Health Sciences (KSAU-HS). A predominant 94.61% of participants fell within the age group of 22-25 years. Notably, the top four influential factors influencing participants' choice of internship training programs were encouraging consultants (93.80%), the hospital working environment (91.29%), an internship program with effective teamwork (88.38%), and a subspecialty residency program (85.48%). Furthermore, our findings underscored that access to electronic health record (EHR) systems, orientation prior to clinical rotations, and seniors' experiences significantly impact students' decisions when selecting a hospital for rotations. It was also observed that considerations such as the number of on-calls and working hours, salary, location, and extracurricular activities wield a substantial influence over their choices, as indicated by the majority of the surveyed students. Conclusion Given that internship training is one of the most critical stages of medical education, it is recommended to take into account the elements that students believe can influence their hospital choice for conducting their internship. We hope that by acknowledging these aspects, potential approaches to improve and advance hospital training can be formulated in order to provide interns with effective training, a reasonable workload, and a conducive and supportive environment to work in.

Customised knowledge-sharing platform to foster resident quality improvement activities, tracking and scholarship

IntroductionMeeting accreditation requirements to train resident physicians in quality improvement (QI) may require more than education. Barriers to resident QI engagement underscore the need to demonstrate the impact and value...

When Does (Mis)Fit Between Customer Service Orientation and Internal Service Qualities Matter for Frontline Employees’ Pride in Membership and Their Behaviors?

The literature has paid little attention to the (mis)fit effect between customer service orientation (CSO) and internal service qualities (ISQ). Unlike past studies, we use a non-commensurate and complementary fit approach by adopting a distinctive CSO as a need dimension at the individual level and ISQ as a satisfaction dimension provided by the organization. We test a CSO–ISQ (mis)fit model and include pride in membership and internal ethics training programs as supplementary activators for frontline employee turnover intentions and affective commitment. Based on the polynomial, mediation, and moderation analyses, we found that enjoyment service orientation–ISQ (mis)fit effects on pride in membership show complete and partial mediation effects on turnover intentions and affective commitment, with a significant joint effect of the training program. We discuss the theoretical contributions of our findings. Findings suggest that enhancing pride in membership can buffer the misfit between frontline employees’ needs and their satisfaction with ISQ, leading to a lower turnover intention and a stronger affective commitment. Furthermore, this study suggests that internal ethics training programs can enhance the positive effect of pride in membership on turnover intentions and affective commitment.

Challenges, Perceptions, and Experiences of Recently Graduated Physiotherapists as Novice Clinicians in Mumbai and Navi Mumbai: An Exploratory Study

Context: There is a need for exploration of the varied experiences which the newly graduated physiotherapists have after starting to work as clinicians, to get an insight if any alternations during the academic process. Aims: The study aims to explore the challenges, perceptions, and experiences of recently graduated Indian physiotherapy students as novice clinicians when they step out in the real world. Settings and Design: It was an exploratory study where 42 recently graduated physiotherapists from colleges affiliated to state health sciences university of Mumbai and Navi-Mumbai practicing for minimum 4 h a day, at least 2 months were included. Subjects and Methods: An indigenous questionnaire consisting of five domains, namely cognitive and psychomotor, preparedness, work and time management, communication, and placement experiences were developed. Following validation and pilot testing, the final questionnaire was sent to participants through Google form links. Statistical Analysis Used: Data were analyzed descriptively. Results: Majority of participants felt the need to do post-graduation to treat the patients more effectively (90.47%, n = 38), felt the need to practice manual therapy (73.81%, n = 31), referred to literature for patient management (66.67%, n = 28), had poor placement experiences (68.1%, n = 22), and perceived difficulty in communication with the multidisciplinary team members (50%, n = 21). However, they felt confident in interpreting the investigations of the patients (76.1%, n = 32), correlating it with the patient’s condition (78.5%, n = 33) and also to manage the workload and documentation in time (66.3%, n = 27). Conclusions: This study gave an insight into the varied experiences of the new graduates as novice practitioners, thereby setting benchmark for academicians to plan a robust graduation and internship training program.

АНАЛІЗ СИСТЕМИ СТИМУЛЮВАННЯ ПРАЦІВНИКІВ ВІТЧИЗНЯНОГО ПІДПРИЄМСТВА ГОТЕЛЬНО-РЕСТОРАННОГО БІЗНЕСУ

The article examines the effectiveness of the incentive system for employees of the domestic hotel chain PJSC "UKRPROFTUR" and analyzes the needs for training and professional development through a sociological survey of the company's personnel. Factors affecting the readiness of personnel to improve their qualifications are considered. It has been established that most employees consider the creative element to be the least developed in the company's work and that this aspect has nothing to do with their work. As part of the experiment, it was determined that staff turnover is a problem due to the insufficient development of the employee rotation system. After all, measures to train employees cannot be implemented, and employees are fired rather than change departments. It was established that the reward for competences and high training results exists only in some units, which also negatively affects the general perception of the need for staff training. The problem of lack of cooperation between the training system and the organization's experts was identified: the personnel management system of PJSC "UKRPROFTUR" provides training for managers and key experts, but the participation in training of ordinary specialists is quite low. The limitation of training programs is a factor affecting the desire of employees to acquire knowledge. It was found that the training plans in the company were not developed well enough. At the stage of employee training planning, training needs, training goals and their quantitative characteristics (evaluation criteria) are determined. The motivation to acquire knowledge is not consistent with the curriculum to be implemented. For PJSC "UKRPROFTUR", the incentive to directly train and develop employees is of crucial importance for the company's competitiveness, and the impossibility of timely planning of training is a disadvantage for the management. Thus, the main problem of the system of in-house personnel training was revealed – the discrepancy between the needs of the personnel in the field of competence acquisition and the existing educational programs. It is necessary to make changes to the existing internal training programs.