Knowledge , Skills And Abilities Research Articles

113 The Effect of Civilian Purchased Care on Military Neurosurgery Wartime Readiness

INTRODUCTION: The current landscape of military neurosurgery reflects the relative peacetime for the US-World relationship - a problem of intrinsically low case volume compounded by patients being deferred away from Military Treatment Facilities (MTFs). TRICARE is the healthcare program of the US Department of Defense Military Health Care System, in which ‘Purchased Care’ or civilian based health care, is used to supplement healthcare needs when services are not readily available to TRICARE beneficiaries. Within military neurosurgery, case volume and complexity continue to be diverted via purchased case pathways, greatly affecting wartime readiness. Neurosurgery wartime readiness can be measured through the Knowledge, Skills and Abilities (KSA) metric based on case complexity and volume. METHODS: We analyzed case counts and KSA values of active-duty military neurosurgery capable MTFs and purchased care counterparts using the CarePoint Access portal. Residents, civilian contractors, and retirees were excluded. RESULTS: In 2022, the KSA total for 16 MTFs was 139005, a result of 2286 cases and 47 surgeons. The average KSA/surgeon/month was 393.8, extrapolating to 4725.5/surgeon/year - 59% of the KSA goal of 8000/surgeon/year. The purchased care KSA of 10 MTFs totaled 301535 in 2022 from 7324 cases. Purchased care out-performed MTF case volume by over 300%. Recovering full purchased care volume would increase the individual MTF neurosurgeon KSA by 135%. CONCLUSIONS: The military neurosurgical community cannot maintain wartime readiness as defined by the KSA metric with current trends in military neurosurgery case volume and high incidence of purchased care. The solution lies in either recovering purchased care patients or expanding military-civilian partnerships to base military neurosurgeons at local academic hospitals and trauma centers.

Knowledge translation in the biomass industry: Examine the moderating effect of organizational collaborative environment

Globalization, rapid technological advancement, and a dynamic market environment make organizations need to find effective ways to escalate their organizational performance. Anchored on the resource-based view (RBV) theory, this study investigates the impact of organizational innovation, knowledge management capabilities, and organizational learning on organizational performance in the Malaysian biomass industry. More importantly, this study also examines the moderating effect of collaborative knowledge, skills and abilities (KSAs) on organizational performance. This study employed census sampling and collected 130 samples. Cross-sectional data were collected using a structured questionnaire and tested using partial least square–structural equation modelling. Subsequently, the assessments of the reflective measurement model, structural model, reliability and validity were conducted. This study found that organizational learning is the most critical factor affecting organizational performance, followed by knowledge management capabilities and organizational innovation. Collaborative KSAs were found to moderate the relationship between organizational learning and organizational innovation on organizational performance. However, no moderating effect was identified on the relationship between knowledge management capabilities and organizational performance.

Skill …Skill… Which Skill do I Acquire? ---Skills Requirement for the BANI Environment---

We are moving from the information era to innovation era. Knowledge, Skills and Abilities (KSA) are the core for every employee to accomplish the organizational goals during this era. This paper is an exploratory study aimed at identifying the ‘SKILLS’ requirement to meet new-age challenges, and to assess the role of Higher Educational Institutions in imparting those SKILLS. Secondary data is collected through various reports and research works to list out the skills required by the millennials. According to World Skill Council, problem solving, self-management, working with people, technology use and development are some of the Skills among the top Skills of 2025. The emphasis is on the emerging Skills requirement, as the very basic nature of work and meaning of workplace is in transition stage. The rules of the game have changed. The below three questions will provide an insight on the changing workplace scenario. (i) Who does the work? Work could be done by full time or part time employees, gig workers or crowd sourcing. (ii) How the work is done? – Work can be accomplished by using AI, robotics and automation. (iii) When and where work is done? – Work places are no longer traditional brick and mortar settings. They could be fluid work schedules, remote workers or collocated workspace. To embrace this change in the workplace, it is vital for the workforce to equip themselves with a new set of skills. Therefore, this study will explore the skills requirement for the future workplace to thrive in BANI environment. And also make an effort to direct the Higher Educational Institutions in imparting those Skills.

Knowledge, skills and abilities (KSAs) as a metric to re-conceptualise aptitude: a multi-stakeholder perspective

ABSTRACT Aptitude is a hypernym used in training and practice-based contexts to refer to a person’s natural or acquired ability to do something. It tends to be an attribute that is ‘forward-looking’, i.e. referring to a person’s probability of achieving success in the future. This paper adopts a retrospective perspective in looking at the ‘success achievement’ of (would-be) interpreters and employs the term knowledge, skills and abilities (KSAs). The research questions that this paper addresses relate to frequency of KSAs referred to across four ‘stakeholder areas’ relevant to interpreter performance: studies from pedagogues on training and (pre-qualification) testing; testing/credentialing authorities; industry-based organisations; and trainee and practising interpreters themselves. Comparison across the four stakeholder areas shows that the training and testing, and credentialing stakeholder areas most frequently identify linguistic and transfer-based KSAs, with moderate attention afforded to intercultural skills, discourse analysis skills, social interactional skills and knowledge bases across different thematic areas, and demonstration of knowledge of ethics. The industry-based stakeholder area records high levels of frequency for KSAs to do with research, terminology, business, self-assessment and ICT skills, alongside linguistic, and interactional KSAs. Overall, however, the broadest spread of frequently identified KSAs is recorded amongst the trainee and practitioner stakeholder group.

Awareness of Accrual-based Budgeting in the Malaysian Public Sector

Purpose: The current study hypotheses that the antecedent factors (knowledge, skills and abilities, change attitude, and training) would influence budget preparers’ awareness of accrual-based budgeting in the Malaysian public sector. Design/Methodology/Approach: This study employed a questionnaire survey to investigate three variables, namely knowledge, skills and abilities, change attitude, and training in predicting the accrual-based budgeting awareness among budget preparers in the Malaysian government sector. Before data collection, the questionnaire survey was validated by conducting expert reviews before examining 42 pilot data through exploratory factor analysis (EFA). Subsequently, multiple regression analysis was performed on 174 collected responses. Findings: The findings revealed that the three variables significantly influence budget preparers’ awareness of accrual-based budgeting in the Malaysian public sector. Specifically, fundamental knowledge is essential to assist in implementing accrual-based budgeting, while skills and capabilities, including communication, analytical, interpersonal, and technical skills, are integral to participating in the planning, preparation, negotiation, and monitoring of accrual-based budgeting activities. Simultaneously, budget preparers’ commitment to change, self-efficacy, and valence would be critical in transforming from cash-based to accrual-based budgeting. Furthermore, robust training is pivotal to increasing accrual-based budgeting awareness. Practical Implications: The present study contributed theoretical evidence to the existing literature by addressing the knowledge gap due to limited studies on the relevant topic. This study also provided instrumental insights into accrual-based budgeting awareness determinants which supported the Malaysian government in executing the economic transformation agenda. Originality/Value: The study is among the first to examine antecedent factors influencing accrual-based budgeting awareness to bridge the knowledge gap in the current literature. Keywords: Awareness, knowledge, skills and abilities (KSA), change attitude, training, accrual-based budgeting.

Emerging HR analytics role in a crisis: an analysis of LinkedIn data

PurposeThis study aims to explore the emergence of the human resource (HR) analyst role. The job posts on LinkedIn display the industry demand and skills required by the organizations. This study identifies the different knowledge, skills and abilities (KSA) required for an HR analyst role in different stages of professional growth (i.e. entry-level, middle-senior level and top-level) across different industries/sectors as applicable to the crisis.Design/methodology/approachA total of 80 job posts were extracted from LinkedIn. Details such as industry, job levels, qualifications, job experience, job functions, job descriptions (JDs) and job skills (JS) were collected. Further, 30 videos were extracted from YouTube and converted into text. Text analysis was conducted using NVivo software to analyze JDs, JS and job functions. Using NVivo, word frequency, word cloud, word tree and treemap were created to visualize the data. Finally, ten in-depth interviews were conducted with senior HRA managers based in India to understand the essential competencies required for the HR analyst role and the strategies to develop them.FindingsThe findings indicate that not only technical skills are needed, but business and communication skills are particularly important for all job levels during a crisis. The JD word cloud showed words, such as data, business, support and management, and the word tree depicted HR data and change agents as important words with many related sentences as branches. General JS included analytical, communication, problem-solving and management. Technical JS were the most widely used and included structure query language, system applications & products in data processing, human capital management, TABLEAU, management information system and PYTHON. Strategies to develop these competencies included case studies, live projects, internships on HR analytics (HRAs) assignments and mentoring by senior HRA professionals.Research limitations/implicationsThe sample used was small, as the study included 80 job posts available on LinkedIn restricted to India. The study was restricted to qualitative approach and text analytics was used. Survey methods and a quantitative approach can be used to collect data from HR recruiters, job holders and senior leaders to understand the role of HRAs in the job market and then these variables can be tested empirically.Originality/valueBased on the McCartney et al.’s (2020) competency model for the HR Analyst role, this study has explored the KSA framework using data visualization techniques and used text analytics to analyze LinkedIn job posts for different levels, videos from YouTube and in-depth interviews. It also mapped the KSA for the HR analyst role to the various stages of crisis system management given by Mitroff (2005). The use of social media analytics, such as analyzing LinkedIn data and YouTube videos, are highlighted.

Role of female leadership in corporate innovation: a systematic literature review

PurposeThis study aims to explore how female leadership contributes to corporate innovation through a systematic literature review. The authors provide a framework based on empirical studies to provide a broader perspective of corporate innovation based on female leadership.Design/methodology/approachTo understand the most recent developments in leadership, a thorough literature study is carried out to discover the antecedents of women’s leadership and their contribution to corporate innovation, with an emphasis on literature published between 2013 and 2022. An intensive research plan was developed, and 1,120 outcomes were obtained. Finally, 35 studies met the criteria for inclusion in the study. A comprehensive and systematic approach is followed, with the goal of not just summarizing current empirical studies on the subject, but also including an aspect of analytical critique besides organizational policies.FindingsThe findings show that organizations with female chief executive officers (CEOs) are more likely to innovate. When female CEOs come on board, organizations are more likely to engage in creative activities. Research also reveals that female CEOs who head organizations are more likely to engage in new and creative business practices that are environment friendly. Moreover, developing nations are encouraged to accelerate the adoption of structural transformation initiatives that would provide women with access to information and technologies.Research limitations/implicationsThis research is limited to literature published between 2013 and 2022.Practical implicationsIt is important to select the organizational response to board female representation institutional logic to reflect the intended sort of performance. Organizational stakeholders were unfavorable to female leadership, implying that such perceptions harm women but benefit men. Prior research emphasizes distinctions in leadership effectiveness between males and females, diverting attention elsewhere from examining the reasons that generate differences among executives in organizations. For policymakers to promote more women in top positions based on female knowledge, skills and abilities (KSAs), they need to understand how firms deviate from traditional standards. In addition, it is crucial to pay attention to how male and female leaders are supported by their followers.Social implicationsThis research offers organizations a holistic view regarding female leadership and helps them understand their contribution in innovation.Originality/valueIn modern, dynamic and technological landscapes, female participation is one of the key aspects that corporates consider to sustain and drive growth. That is why, modern societies without women’s contribution to economic growth and innovation are deemed incomplete. The current study highlights their contribution to the economy. Literature also indicates that the presence of female leadership on boards impacts corporate innovation, as well as financial performance and contextual factors.c

HRM and Research Performance in the Higher Education Context: Evidence from European Countries

This study examines the linkage between HRM practices and individual research performance in the higher education context. Guided by AMO theory, we identify ability-, motivation- and opportunity-enhancing HRM bundles specifically for the higher education context and we hypothesize their positive influence on both proximal HRM outcomes (research-oriented knowledge, skills and abilities (KSAs) and self-efficacy to conduct research) and distal HRM outcomes (individual research performance). We tested our hypotheses on a sample of 243 academics from European higher education institutions, matching survey and archival data using the Scopus database of scientific publications. The results of the study show that HRM strengthens self-efficacy to conduct research, which, in turn, affects research performance. Ability and opportunity-enhancing HRM practices positively affect individual research performance. Opportunity-enhancing HRM practices increase self-efficacy, which in turn has a positive effect on individual research performance. The study reveals the importance of self-efficacy to conduct research as a mediating mechanism in the relationship between HRM and research performance. We discuss the implications for theory and practice, note the limitations and suggest future research directions.

The effect of team-member knowledge, skills and abilities (KSAs) and a common learning experience on sourcing teamwork effectiveness

PurposeA lack of sourcing-specific team research prevents a full understanding of sourcing teamwork effectiveness (STE). Moreover, the limited purchasing and supply management (PSM) team literature often tends to focus on an aggregate group level. The paper makes a step towards adopting an individual actor perspective on teamwork effectiveness with an emphasis on the context of sourcing, explicating the effects of team-member knowledge, skills and abilities (KSAs), and examining how these relationships are moderated by a common learning experience of strategic sourcing masterclass.Design/methodology/approachBased on a cross-sectional survey, this study analyses a sample of 90 sourcing team members from a global aerospace manufacturing company using hierarchical regression analysis.FindingsThe results suggest that four of the five KSAs positively and significantly affect STE; the exception was collaborative problem solving. Masterclass learning outcomes were found to positively moderate the effects of these KSAs on STE, again exclusive of the collaborative problem-solving KSA.Research limitations/implicationsCross-sectional design focused only on the aerospace sector may affect generalizability. Further, longitudinal research designs would capture the effects of the common learning experience over an extended period.Practical implicationsSourcing team members could be selected based on having KSAs which significantly affect teamwork effectiveness. Training and development for sourcing teams should combine guided reflexivity and cross-training to deliver learning outcomes that create similar team mental models.Originality/valueThe study provides an individual team-member perspective on the functioning of sourcing teams which is absent in the extant research. It contributes to the very limited research base on skills in PSM.

Ascertaining the Readiness of Military Orthopedic Surgeons: A Revision to the Knowledge, Skills, and Abilities Methodology.

Decay of military surgeons' critical wartime skills is a persistent and growing concern among leaders in the military health system (MHS). The Knowledge, Skills and Abilities (KSA) Clinical Readiness Program was developed to quantify the readiness of clinicians in the MHS; however, the utility of the data is questionable due to a lack of focus on the operative expeditionary skillset in the original methodology. A revised methodology emphasizing the most relevant to expeditionary orthopedic surgery procedures is described. All Current Procedural Terminology (CPT) codes included in the original KSA methodology were reviewed and, if appropriate, removed, or reassigned to more suitable categories. Category scores were weighted to better align with the most performed procedures in the deployed environment. All surgical cases and procedures performed from 2017-2019 in military treatment facilities by orthopedic surgeons were recorded in total and by MHS market. Cases were recorded for all military orthopedic surgeons who performed at least one KSA credit procedure during the study period. The 10 MHS markets with the greatest number of procedures were included in the analysis. The change in creditable KSA procedure codes and procedures performed from the original to revised methodology was determined for each KSA category and MHS market. Overall, 403 CPT codes were recategorized and 79 were deleted from the original KSA methodology. The deletions represented less than 4% of the original creditable CPT codes, with most being supply or injection codes. Three of the five most common expeditionary KSA categories increased in the number of creditable procedure codes. The impact of the revision on the MHS markets was mixed, but the overall volume of credited procedures decreased. The weighted scoring did not disproportionately affect the analyzed markets. The revised methodology is better aligned with the most common procedures in the most recent large-scale military engagements. The improved applicability of the KSA scoring to necessary CWS will allow military medical leaders to better determine the readiness opportunities available in the MHS.

Exploring the nexus between GSCM and organisational culture: insights on the role of supply chain integration

PurposeThis paper aims to investigate the interlinks between different forms of organisational culture (OC), supply chain (SC) integration, green supply chain management (GSCM) practices. It adopts a green human resource management (GHRM) perspective on knowledge, skills and abilities (KSAs) dynamics to shed light on the drivers that facilitate the implementation of green practices along with the SC.Design/methodology/approachThe study adopts a quantitative approach through a survey administered to 381 formally appointed Italian SC managers, combining two methodological approaches, namely, the collection of self-reported information regarding the perceived OC, SC integration and GSCM practices in respondent’s organisations and an experimental design aimed at collecting the expected links between GHRM and the firm’s performance in different neutral conditions.FindingsThe results highlight that it is necessary to observe the disaggregated paths that link the different types of OC and dimensions of SC integration to benefit from a path-specific rationale for each GSCM practice. Insights on how different dimensions of SC integration mediate the relations between different OCs and GSCM practices, in the light of the role played by KSAs in the pursuit of the firm’s sustainable performance, reveal the relative importance of establishing strong relationships with customers and among the actors involved in the production process.Practical implicationsThis paper provides directions for collaboration among SC and HR managers in the pursuit of GSCM.Originality/valueThis paper adopts an original classification of both OC and SC integration, identifying the existence of previously unrevealed nexuses. Additionally, it provides an original contribution to the extant literature by separately analysing each GSCM practice and, thus, offering detailed insights on their drivers.

Stepping up the game–meeting the needs of global business through virtual team projects

PurposeVirtual collaboration provides students with an opportunity to develop cultural intelligence while fitting into the team where the members are from diverse cultures. The purpose of this study is to explore whether global virtual team (GVT) projects raise students' understanding of cultural differences. In addition, it is interesting to know how internationally disruptive events such as the coronavirus disease 2019 (COVID-19) pandemic influence GVT projects.Design/methodology/approachThe research involved two parts: In the first part, a two-wave longitudinal study was conducted to investigate how intercultural sensitivity and intercultural communication competence coevolve within a group of international students enrolled in a virtual business professional project. In the second part, using word clouds and topic modelling on the participants' perceptions, the study investigated whether the sudden disruption caused by the pandemic show similar results in performance, focussing primarily on the resilience of virtual teams. Further, the study explored participants' perceptions towards online learning in higher education institutions as well as the attitude of corporate organizations towards remote working in the post-pandemic years.FindingsThe results confirmed that GVT projects, in fact, do raise students' understanding of cultural differences and the need to adjust their behaviour accordingly in order to engage with their culturally different counterparts effectively. Participants reported an increase in their cognitive, behavioural and affective attributes.Research limitations/implicationsAmong the limitations of this study is the relatively small number of student participants. Furthermore, the number of respondents from India dominated the sample. Since the Indian students were disproportionately affected by the shutdown, causing them to return often to rural areas with poor Internet connectivity, responses concerning the disruption caused by the pandemic may be overriding negative. The same could be said of responses from US-American students, who often rely heavily on-campus employment or whose parents became unemployed during the pandemic, and thus were faced with disproportionate economic insecurity.Practical implicationsThis paper provides insights to the educators and international organizations on how such projects provide the skills essential for reducing costs, accessing knowledge, skills and abilities (KSAs) across borders, maintaining flexible work schedules and arrangements, and taking advantage of multiple time zones to increase productivity.Originality/valueWhile highlighting the significance of cultural intelligence, this paper investigated how the sudden disruption caused by a crisis such as the COVID-19 pandemic impacts performance, focussing primarily on the resilience of virtual teams.

A competency-based training guide model for labourers in construction

Productivity improvement is essential for the significant growth of the construction industry. Low performance of labour has been a major impediment to productivity improvement in many developing countries. This study aims to develop a guide model to train labourers through systematic approaches at construction sites. Both qualitative and quantitative research approaches were adopted to identify the significant knowledge, skills and abilities (KSAs) of labourers affecting the productivity of construction activities. Meetings, discussions, workshops and surveys were conducted among construction experts to develop the training guide model based on the identified critical KSAs, and the industry’s current practices and future needs. The guide model includes a set of labour training exercises with relative weights, delivery methods, assessment guidelines, performance score systems, worker grading scheme and training reinforcement practices. The developed model will be very useful to the skill development authorities and training providers for their training and curriculum development process. The study outcomes can be significant to the industry to upgrade its practices related to technology education, literacy, work-integrated learning and skills sets development. Although the scope of the study has been limited to the Sri Lankan context, the findings may also be tested in other developing countries.

The essential skills and competencies of LIS professionals in the digital age: alumni perspectives survey

PurposeThe librarianship profession has gone through many changes over time, more so with the emergence of digital technologies. To thrive in the library and information science (LIS) profession, professionals must have knowledge, skills, competencies and abilities to perform their job duties. The purpose of this paper was to identify essential knowledge, skills and abilities (KSAs) for the LIS professionals.Design/methodology/approachThe targeted survey group for the study were alumni of ten LIS schools in India, who are now working in various library sectors. A structured questionnaire was designed to seek their opinions, and the snowball sampling technique was adopted to collect the data. A total of 377 responses were received from the respondents.FindingsFive broad areas of KSAs were identified: traditional library skills, research skills, computing skills, data management skills and soft skills. This study found that computing skills, library automation and library digitization are considered absolutely essential for the LIS professionals. The results also brought out the importance of “soft skills” for the LIS professionals. Prerequisite knowledge of library liaison services, technical services and foreign language were reportedly important only for working in special libraries.Practical implicationsThis study identified 54 skills across five broad areas that are essential for the professionals working in library and information centres. The research findings will be helpful for the educators who want to design, develop and upgrade the LIS course curriculum in accordance with the skills that are in demand in the market.Originality/valueThis study establishes that though the participants expressed satisfaction with the practicum of the curriculum, the LIS course curriculum needs to be improved. It would be in the best interest of the LIS schools to identify and rectify the gap.

Prior Investments in Human Capital Reduce Layoffs Associated with COVID-19 Financial Pressures

This study examines how a firm’s pre-pandemic investments in human capital and physical capital influence its likelihood of engaging in layoffs in response to financial pressures in the early periods of the COVID-19 pandemic. Building on insights from the resource orchestration literature, we contend that layoff decisions must be examined in the context of firms’ path-dependent resource orchestration activities and in light of relevant environmental pressures. We specifically argue that firms with higher levels of pre-pandemic investment in employees’ human capital will be less likely to engage in layoffs in response to pandemic financial pressures based on the increased value embedded in their employees’ knowledge, skills and abilities (KSAs) and motivation. We further argue that firms’ pre-pandemic investments in physical capital will strengthen the mitigating effect of human capital investments on the likelihood of layoffs due to the complementarities that are likely to develop in the course of a firm’s concurrent investments in these two types of resources. We demonstrate support for our hypotheses in a sample of 709 U.S. banks using data from quarterly Federal Deposit Insurance Corporation (FDIC) reports, news articles, and Worker Adjustment and Retraining Notifications (WARN) Act filings through the second quarter of 2020. We discuss implications for our understanding of the impact of the COVID-19 pandemic on organizations and employees, for research examining how organizational factors shape the likelihood of layoffs in a crisis environment, and for research on resource orchestration and human capital.

CHANGES IN MOTIVATION THAT AFFECT EMPLOYEE PERFORMANCE DURING THE COVID 19 PANDEMIC

This study aims to analyze whether self-efficacy, intrinsic motivation, and extrinsic motivation can influence employee performance. The analysis was carried out using the Structural Equation Model (SEM) method using the AMOS version 24. The sample amounted to 200 people who are employees of various sectors of private companies in the Jabodetabek area. The results showed that self-efficacy led to increased employee performance. The higher self-efficacy in work, the employee performance will increase. Meanwhile, the motivation that affects employee performance is extrinsic, not intrinsic motivation. Extrinsic motivation is a mediator that strengthens the effect of self-efficacy on employee performance. The implication for the company is that the company must continue to improve the self-efficacy of employees through managers provides counseling continuously to employees in determining work goals/targets following KSA (knowledge, skills, and abilities). In addition, managers also need to assign clear, detailed, and measurable tasks to employees. In a pandemic like now, extrinsic motivation must be focused more. Various forms of extrinsic motivation that managers can do, such as: creating attractive incentive/bonus/ commission programs, giving praise to employees who have completed tasks, and giving recognition for good employee work. Further research can add variables that mediate the effect of self-efficacy on employee performance such as creativity variables, and the addition of independent variables such as transformational leadership that can affect selfefficacy, or add moderator variables such as job levels.

Impact of human capital strategies on employee attitudes and behavior: a view of internal and external labor markets

PurposeAccording to human capital theory, companies derive economic value from the knowledge, skills and abilities (KSAs) of their employees. Research conducted by strategic human resource management has focused on how investment in human capital can create a competitive advantage for an organization. The purpose of the paper is, therefore, to investigate how the choice of different human capital acquisition strategies – “make or buy” – can influence employee attitudes and behavior.Design/methodology/approachThis study explores the relationship between internal and external human capital strategies and employee’s attitudes and behavior in Taiwan's IC (integrated circuit) design industry. The cross-sectional dataset derives from a sample of 49 human resource departments and 497 employees from 25 different IC design companies.FindingsThe findings indicate that the decisions made on human capital strategies have an important influence on employee’s attitude and behavior. The results also show that a climate of trust and perceived organizational support is a cross-level mechanism for both human capital strategy and employees' attitudes and behavior.Originality/valueThere has been little research on the cross-level analysis of human capital acquisition strategies that can influence employee’s attitudes and behavior. This study verified that internal and external human capital strategies do affect employees' individual perceptions of organizational support via the organizational-level climate of trust, which in turn influences employees' attitudes and behavior. This cross-level mechanism indeed will facilitate new insights into the nature of strategic human resource management.

The Impact of Internship on the Employability of Business Management Graduates: the Indian context

The Business Management Graduates who undertake internship training are empowered to transform into a job meritoriously sooner than those who don’t pursue it earnestly. The internship is a channel to prove to the future employer of his or her KSA (knowledge, skills and abilities) along with their behavioral aspects and thereby a platform to exhibit the graduate’s potential to perform in a job. In this empirical learning, the author explored the feasibility of the graduates’ internship outcomes which are ‘conversion to job’ and the ‘confidence level’ gained which gives an edge in the career domain. The study had examined the student’s internship experience and its impact to expedite the predicted outcomes of the internship program. This article also investigates the student’s perceptions of the significance of the internship in terms of the confidence built in the intern to attain a job and the added benefits augmented out of it. The predicted outcomes of the internship program are analyzed with the help of correlation and regression analysis. The results show a strong statistical correlation between conversion to a job and the attained skills through internship such as ‘decision making’, ‘potential to manage’, ‘experiential learning’ etc. The findings also provide a basis for evaluating the importance of a successful internship program in business management education. The results of the analysis indicated that the improvement in the graduates’ attributes is dissimilar with three paths of acquiring the entry into internship viz., ‘through institution’, ‘through candidate reference and the self-initiated internship.

Exploring employer perceptions of pharmacy technician certification in the community pharmacy setting.

With the evolving roles of pharmacy technicians in the United States, the profession has attempted to define a national standard. Community pharmacy employers to-date have preferred on-the-job training to formal, accredited training programs or credentialing, however, limited evidence exists on the perceived needs of pharmacy technicians in the United States compared to those of community pharmacy employers. The aims of this study were to explore: 1) community pharmacy employer perceptions of associated benefits and perceived value of pharmacy technician certification and 2) needs of employers related to pharmacy technician attitudes and knowledge, skills and abilities (KSAs). Using a semi-structured interview guide, researchers interviewed 7 community pharmacy employers within top management teams in a variety of community pharmacy settings. The data were analyzed for themes using the human capital vs. signal theory. Employers and managers generally saw both attitude and KSAs as vital to success. However, given a choice between experience and attitude, attitude was preferred. There was general agreement that certified technicians offered more value to their organization, however gaps in certified technician KSAs were noted (i.e., lack of day-to-day practical skills, vaccination screening, motivating patients to change behaviors, patient communication and workflow management). New emerging directions for certification now exist due to the rapidly shifting pharmacy landscape, which is revolves around new and expanded clinical patient care services. This shifting landscape has exposed gaps, reinforced strengths, and uncovered potential new opportunities and needs related to technician certification.

The Mastery Rubric for Bioinformatics: A tool to support design and evaluation of career-spanning education and training.

As the life sciences have become more data intensive, the pressure to incorporate the requisite training into life-science education and training programs has increased. To facilitate curriculum development, various sets of (bio)informatics competencies have been articulated; however, these have proved difficult to implement in practice. Addressing this issue, we have created a curriculum-design and -evaluation tool to support the development of specific Knowledge, Skills and Abilities (KSAs) that reflect the scientific method and promote both bioinformatics practice and the achievement of competencies. Twelve KSAs were extracted via formal analysis, and stages along a developmental trajectory, from uninitiated student to independent practitioner, were identified. Demonstration of each KSA by a performer at each stage was initially described (Performance Level Descriptors, PLDs), evaluated, and revised at an international workshop. This work was subsequently extended and further refined to yield the Mastery Rubric for Bioinformatics (MR-Bi). The MR-Bi was validated by demonstrating alignment between the KSAs and competencies, and its consistency with principles of adult learning. The MR-Bi tool provides a formal framework to support curriculum building, training, and self-directed learning. It prioritizes the development of independence and scientific reasoning, and is structured to allow individuals (regardless of career stage, disciplinary background, or skill level) to locate themselves within the framework. The KSAs and their PLDs promote scientific problem formulation and problem solving, lending the MR-Bi durability and flexibility. With its explicit developmental trajectory, the tool can be used by developing or practicing scientists to direct their (and their team's) acquisition of new, or to deepen existing, bioinformatics KSAs. The MR-Bi is a tool that can contribute to the cultivation of a next generation of bioinformaticians who are able to design reproducible and rigorous research, and to critically analyze results from their own, and others', work.