Organization Of Training Research Articles

Organizational Mediators of Sustainability in a Randomized Controlled Trial

ABSTRACT Background Prior systematic reviews and research have suggested that certain organizational characteristics and training methods may support the sustainability of new practices, yet these factors have not been adequately studied in behavioral health. Objective The objective of this study was to test the indirect effects of training design (e.g. training condition and consultation call attendance) on clinician-reported sustainability through post-training organizational resources, training exposure and utilization, and organizational climate. Method Fifty licensed outpatient clinics, including 100 clinicians, 50 supervisors, and 50 administrators were randomized to one of three training conditions: 1) Learning Collaborative (LC), 2) Cascading Model (CM), or 3) Distance Education (DE). All were trained to provide Parent Child Interaction Therapy (PCIT). Data to assess training and implementation outcomes were collected at 4 time points coinciding with the training period: baseline, 6- (mid), 12- (post), and 24-months (1-year follow-up). Multi-level path analysis was utilized to examine the role of organizational barriers and training approaches on the sustainability of PCIT (caseload, protocol use, number of families seen). Results Clinician-reported resources, training exposure and utilization, and organizational climate varied among study conditions, with the most favorable conditions reported in the CM condition and the least favorable conditions reported in the LC condition. The CM condition was associated with greater PCIT caseload, more families served by the PCIT program, and less use of the full PCIT protocol as compared to the DE condition, while the LC condition was associated with fewer families served and more use of the full PCIT protocol. Conclusions Organizational factors such as available resources, organizational climate, and training exposure and utilization indirectly influence the effect of training approach and consultation on PCIT sustainability two years after baseline and vary based on condition. A possible mechanism of the cascading training model on sustainability, through increased organizational resources, was also identified.

Short‐term multivariate airworthiness forecasting based on decomposition and deep prediction models

AbstractThis study introduces a model for predicting airworthiness in terms of meteorology information within the viewpoint of not only formal regulations but also informal rules based on acquired indicators from flight training organization experience (AIs‐FTOE). The case study is carried out in the Hasan Polatkan Airport which is used by the Department of Flight Training of Eskişehir Technical University (ESTU‐P), which is also recognized as a flight training organization. Within the study, the constraints (derived from regulations and AIs‐FTOE) and the data set used in models are explained. Also, the models are introduced based on the gated recurrent unit (GRU) and long short‐term memory (LSTM) with the use of empirical mode decomposition (EMD) and variational mode decomposition (VMD). Finally, a model‐selective mechanism (MSM) is proposed to use the models in common. The findings show that the models presented in the study produce successful results that can be used in flight training organization's (FTO) planning studies. The MSM uses GRU and LSTM together with decomposition techniques to provide more advanced prediction capabilities. When the literature is examined, it is observed that although meteorological conditions are of vital importance in the efficiency of FTOs, there are not enough studies on airworthiness based on meteorology. So, a model that will assist in scheduling plans is presented for FTOs. Airworthiness analysis of forecasting can provide a comprehensive reference to support planning efficiency in FTOs. To the authors' knowledge, this study will be the first in the literature on airworthiness that presents the MSM using a hybrid deep learning algorithm and decomposition of time series models in concurrent.

Theoretical Issues of Training Pedagogical Competency for Students Majoring in Primary Education at Universities to Meet Output Standards

Training pedagogical competency for students is an important activity, a specific feature of vocational training in the training program, distinguishing teacher training from training in other majors. The purpose of training pedagogical competency activities is to form competency, theoretical and practical competencies for pedagogical students - future teachers. For students majoring in primary education, vocational training is even more important because, in the future, these are the teachers who will participate in the process of educating young children. Therefore, it is necessary to clarify the content, skills, and methods in the process of pedagogical competency training for students majoring in primary education from a theoretical perspective. Because this is the basis for universities to design appropriate content and training programs. Based on researching domestic and foreign documents; Vietnam’s legal documents; this study focuses on analysis, comparison, and evaluation to clarify the following contents: (i) Training objectives; (ii) Content of the training program; (iii) Methods and forms of training organization; (iv) Training force, cooperation between universities and primary schools; (v) Evaluate training results against output standards; (vi) Conditions and facilities for training. Clarifying theoretical issues helps universities have a basis for applying them to their future training process.

Implementation of Binaan Inovatif Sehat Mandiri Aktif (BIMA): A Community Resilience Program for COVID-19 at Griya Lare Utami Bantul

Introduction: Resilience is the key to overcoming the significant challenges of pandemics or large-scale disasters. Methods: A cross-sectional study design was performed in the study report. The BIMA program implementation lasted from June to November 2022 at Griya Lare Utami, Bantul. DIY, through integrated community services (BIMA): Training (B: Building/Binaan): training for cadres to screen potential health problems, Innovative Activities (I: Inovatif): valid information literacy (anti-hoax) for families and Canva training for youth organizations, Independent of Menu (M: Mandiri menu): Independently develops menus, practical locally available for Small and Medium Enterprise (SME), and Active (A: Aktif); counseling actions, competitions to make fish products, and poster designs, and evaluation of activities for community society. Results: The BIMA program involved 172 people from health cadres (n=12), Youth Organizations (n=24), Innovative Families (n=12), and Small and Medium Enterprises (SME) (n=11), with community members (n=113). The results showed significant differences after the program in cadre roles (p=0.01), Canva training (p=0.01), innovation family training (p=0.04), and knowledge of balanced nutrition (p=0.002). Meanwhile, there was no significant difference in the respondents' understanding regarding the development of local food products after participating in the activity (p=0.082). These results indicate that the BIMA program succeeded in increasing the knowledge and skills of the respondents. Conclusion: The BIMA Program has effectively enhanced the roles of health workers, health literacy, and nutrition management. However, it requires further advancement in the development of local products. It is recommended that the initiative persists with activities aimed at extensive community empowerment, incorporating collaboration with pertinent sectors.

Research on the Impact of China's 'Double-Reduction' Policy on Urban and Rural Education

The Chinese government has implemented several education reform policies in recent years, including the 'Double-Reduction' policy. This policy aims to reduce the academic burden on students and the excessive competition from out-of-school training organizations. However, the disparity between urban and rural education in China has been a highly controversial topic, and the implementation of the 'Double-Reduction' policy has brought about different impacts on students in different regions. This paper provides an in-depth analysis of the impact of the 'Double-Reduction' policy on different regions and populations, and explores the current challenges of China's education reform from four perspectives: academic pressures, educational resources, educational quality, and students' opportunities for future development. Achieving equity in education through the 'Double-Reduction' policy requires comprehensive consideration of the urban-rural education gap, and increased investment in and support for rural education resources while reducing the schoolwork burden on students. The implementation of the policy and the fulfilment of educational equity are ensured under a monitoring and evaluation mechanism.

Collaborative challenge-based learning: a case study for twenty-first century skills development

ABSTRACT Persistent criticisms of the narrow focus on technical skills in Australian training package qualifications indicate that vocational learners are failing to graduate with the transferrable skills they need for the twenty-first century workplace. This case study investigates the Basque high-performance cycles of collaborative challenge-based learning (CCBL or ETHAZI in Basque), which has been designed specifically to develop twenty-first century skills alongside technical skills and knowledge. The findings are presented as a descriptive case study of ETHAZI based on observations, analysis of training and assessment documents, and interviews with teachers and managers undertaken during site visits to the Basque Country. The author concludes that there is no reason why Australian training organizations could not adopt the ETHAZI model to address the perceived shortcomings of Australian vocational training since training package qualifications only prescribe the assessment outcomes to be achieved, not how the learning should occur.

Comparison and analysis of new curriculum criteria for end-to-end ASR

Traditionally, teaching a human and a Machine Learning (ML) model is quite different, but organized and structured learning has the ability to enable faster and better understanding of the underlying concepts. For example, when humans learn to speak, they first learn how to utter basic phones and then slowly move towards more complex structures such as words and sentences. Motivated by this observation, researchers have started to adapt this approach for training ML models. Since the main concept, the gradual increase in difficulty, resembles the notion of the curriculum in education, the methodology became known as Curriculum Learning (CL). In this work, we design and test new CL approaches to train Automatic Speech Recognition systems, specifically focusing on the so-called end-to-end models. These models consist of a single, large-scale neural network that performs the recognition task, in contrast to the traditional way of having several specialized components focusing on different subtasks (e.g., acoustic and language modeling). We demonstrate that end-to-end models can achieve better performances if they are provided with an organized training set consisting of examples that exhibit an increasing level of difficulty. To impose structure on the training set and to define the notion of an easy example, we explored multiple solutions that use either external, static scoring methods or incorporate feedback from the model itself. In addition, we examined the effect of pacing functions that control how much data is presented to the network during each training epoch. Our proposed curriculum learning strategies were tested on the task of speech recognition on two data sets, one containing spontaneous Finnish speech where volunteers were asked to speak about a given topic, and one containing planned English speech. Empirical results showed that a good curriculum strategy can yield performance improvements and speed-up convergence. After a given number of epochs, our best strategy achieved a 5.6% and 3.4% decrease in terms of test set word error rate for the Finnish and English data sets, respectively.

Monitoring the level of satisfaction with the quality of training in pediatrics of undergraduates on the specialty 222 “Medicine” of the Faculty for Training of Foreign Citizens of the Bogomolets National Medical University

Background. Monitoring the level of satisfaction of undergraduates on the specialty 222 “Medicine” concerning their training in pediatrics and the level of mastering the necessary competencies is an important marker that allows timely assessment of the quality of the educational services provision, as well as the improvement and expansion of their range in relation to the students’ needs. Objective: to analyze the satisfaction level of the students’ training in pediatrics and to determine ways of improving the teaching of pediatric disciplines to the 6th year foreign students on the specialty 222 “Medicine” at the Department of Pediatrics 2 of the Bogomolets National Medical University based on the anonymous survey results. Materials and methods. The survey was conducted using 4–5-point Likert scale questionnaire in Google Form. Results. Practically all students were basically satisfied with the knowledge obtained in pediatric disciplines they studied at the Department of Pediatrics 2 from the 2nd to the 6th years, with a special emphasis on preparation during the graduation year. Only one third (34.7 %) of respondents in general noted that the organization and delivery of an online training did not deteriorate the quality of knowledge and practical skills in pediatrics. The respondents were particularly interested in sections of pediatrics such as cardiology, rheumatology, pulmonology and neonatology. The insufficient satisfaction of higher education seekers with level of their knowledge in propaedeutics of pediatrics, pathology of young children and pediatric cardiology requires a corresponding correction of the curriculum — an increase in the number of academic hours in these sections of pediatrics and more effective use of the self-directed independent learning. Conclusions. Monitoring the satisfaction level is an effective method of communication with medical undergraduates aimed at identifying problems and improving the effectiveness of training and educational process for foreign students, who in general positively evaluated the results of their five-year study of pediatric disciplines at the Department of Pediatrics 2 of the Bogomolets National Medical University.

The rise of hybrids: plastic knowledge in human–AI interaction

PurposeThe aim of this research is twofold: first, to get more insights on digital maturity to face the emerging 4.0 augmented scenario by identifying artificial intelligence (AI) competencies for becoming hybrid employees and leaders; and second, to investigate digital maturity, training and development support and HR satisfaction with the organization as valuable predictors of AI competency enhancement.Design/methodology/approachA survey was conducted on 123 participants coming from different industries and involved in functions dealing with the ramifications of Industry 4.0 technologies. The sample has included predominately small-to-medium organizations. A quantitative analysis based on both exploratory factor analysis and multiple linear regression was used to test the research hypotheses.FindingsThree main competency clusters emerge as facilitators of AI–human interaction, i.e. leadership, technical and cognitive. The interplay among these clusters gives rise to plastic knowledge, a kind of moldable knowledge possessed by a particular human agent, here called hybrid. Moreover, organizational digital maturity, training and development support and satisfaction with the organization were significant predictors of AI competency enhancement.Research limitations/implicationsThe size of the sample, the convenience sampling method and the geographical context of analysis (i.e. California) required prudence in generalizing results.Originality/valueHybrids’ plastic knowledge conceptualized and operationalized in the overall quantitative analysis allows them to fill in the knowledge gaps that an AI agent-human interplay may imply, generating alternative solutions and foreseeing possible outcomes.

A comprehensive analysis of gender dynamics in organizations: Integrating social, structural and individual dimensions

AbstractThis study delves into gender dynamics in 12 Technical Vocational and Education Training (TVET) organizations in Ethiopia, using qualitative methods. We conducted 96 face‐to‐face interviews and triangulated the data through observations, employee records and document reviews. Thematic analysis revealed that gender inequality in organizations persists due to the interplay of social, structural and individual factors. Emphasizing individual or societal aspects hinders transformative efforts. A holistic approach considering these dimensions is crucial for understanding and addressing gender inequality. Identifying and dismantling structural barriers is essential for gender transformation. Focusing solely on individual‐level issues, like female‐only mentoring, is insufficient for achieving gender equality. A combination of strategies is needed to tackle structural problems and societal assumptions, fostering organizational transformation.

Learning Organization: The Importance of Employee Training and Development

Abstract Organizational learning is a concept in which an organization continuously develops the ability to learn, adapt, and change. In this context, employee training and development plays an important role to ensure that organizations remain competitive and successful in an ever-changing environment. This article discusses the importance of employee training and development in learning organizations, the challenges faced in their implementation, as well as strategies for implementing them effectively. Among the main interests discussed are increased productivity and work performance, employee retention, increased profitability, adaptation to technological changes, the development of internal talents, as well as the formation of a positive organizational culture. However, there are some challenges that need to be addressed, such as cost and resource allocation, difficulty measuring ROI, employee resistance to change, as well as difficulty identifying the right training needs and ensuring the transfer of learning to the workplace. Effective implementation strategies include careful assessment of training needs, appropriate program design, use of technology in training, as well as continuous evaluation and feedback. Top management support, integration with business strategies, and the creation of a learning culture are also essential for successful implementation. Overall, this article emphasizes the importance of employee training and development in ensuring that organizations continue to learn, innovate, and grow in an ever-changing environment

Difficulty in Identifying the Adjectival Noun "Izina Ntera" in Kinyarwanda Sentences

Kinyarwanda grammar, particularly its parts of speech, includes modifiers of nouns among which "Adjectival noun (Izina ntera)" plays a crucial role. This category, a combination of a noun and an adjective of quality, has been a source of confusion among students due to ambiguous explanations by Kinyarwanda grammarians. Two distinct structures have been adopted for this grammatical category; however, the confirmed structure does not fully meet the necessary criteria, while the appropriate structure has not been widely accepted. This study addresses the discrepancies surrounding the "izina ntera" category in secondary schools and proposes a clearer explanation for its definition in Kinyarwanda grammar. Employing a mixed-method approach blending qualitative and quantitative methods, and drawing on critical and structuralism theories, the research involved 58 upper-level secondary school students and 30 Kinyarwanda teachers purposively selected from three schools in Gicumbi district. Data collection utilized both hard and soft questionnaires, and analysis was conducted using SPSS software. The research proposed an updated definition of Kinyarwanda adjectival noun, supplemented with examples, to alleviate ambiguity in its usage and enhance student understanding of this grammatical category. The findings indicate that current textbooks perpetuate confusion by presenting conflicting definitions and structures for "izina ntera." Recommendations include the standardization of educational materials to reflect a single structure, acceptance of the revised definition by grammarians and educators, and the organization of seminars and training to facilitate the adoption of these changes. Continued research on Kinyarwanda grammar is encouraged to further refine and innovate the teaching of parts of speech.

Improving Children’s Services Engagement of Fathers in Child Protection: Logic Model for an Organisational Development and Staff Training Intervention

There is a long-standing and ongoing problem of practice with at-risk families in child welfare work focusing primarily on mothers and failing to properly engage fathers. The article describes a child welfare innovation from the UK designed to tackle this issue—the ISAFE (Improving Safeguarding through Audited Father-Engagement) intervention, developed by The Fatherhood Institute and The Children’s Social Care Research and Development Centre (CASCADE) at Cardiff University and based on two previous separate interventions which had positive initial evaluations. ISAFE combines in-service social work practitioner training with other elements of organisational development to improve the engagement of fathers. Activities targeting organisational culture are case file audits, identification and training of team champions, and a webinar for service leaders. The practitioner training involves both awareness raising about the importance of engaging men and skills development via an introduction to motivational interviewing. ISAFE’s theory of change is summarised in the form of a logic model. Limitations of the intervention and its evaluation are discussed.

Nexuses between induction training and on the-job-training on employee job performance: the mediating role of organizational culture

Purpose The study aims to explore the mediating role of organizational culture in the relationship between on-the-job training (OJT), induction training and employee job performance. This study is conceptually grounded in Albert Bandura’s Social Cognitive Theory. The function that organizational culture plays as a mediator in the links between employee performance and on-the-job training and induction is a unique aspect of this study. Design/methodology/approach An industry-wide representation was ensured in the study by using a stratified random sampling technique to choose participants. The main characteristics pertaining to organizational culture, training initiatives and worker job performance were measured by using validated scales from earlier studies. For the purpose of validating the measurement model, factor loadings, internal consistency reliability and discriminant validity were evaluated through the use of partial least squares structural equation modelling in SmartPLS. Findings In support of Bandura’s Social Cognitive Theory, the study’s results show a strong association between work performance, organizational culture, on-the-job training and induction training. The study highlights the positive synergistic effect that supportive organizational culture and well-designed training programmes have on improving employee job performance. The unique contribution of this study is the provision of empirical support for these correlations across a wide range of industries, highlighting the crucial roles that organizational culture plays in promoting employee success. Originality/value Authors’ knowledge of how organizations may create environments that maximize worker productivity and potential is expanded by the study’s practical insights.

Cultivating green creativity through training and development in hospitality organizations

ABSTRACT Green training and development (T&D) has emerged as an important topic within HRM, with research focusing on its impact on various employee outcomes. However, only a few studies have focused on understanding its impacts on green organizational outcomes, such as green creativity. We utilize social information processing theory to theorize whether, when, and how green T&D impacts green creativity. This study collected lagged and multisource field data (246 supervisor-employee dyads) from various hospitality organizations. Our findings based on time-lagged data and analyzed using Smart PLS reveal that green T&D enhances individual green values, which, in turn, enhance green creativity. We found that responsible leadership amplifies the positive relationship between green T&D and individual green values. We also found support for the moderating effect of responsible leadership on the indirect model via individual green values. The study underscores the importance of integrating green training and development programs in hospitality organizations to enhance individual green values and creativity. Practical implications include promoting responsible leadership, aligning organizational values with environmental goals, and fostering a culture that supports green initiatives and creativity.

Increasing Diversity, Equity, Inclusion, and Accessibility in Rare Disease Clinical Trials.

Diversity, equity, inclusion, and accessibility (DEIA) are foundational principles for clinical trials and medical research. In rare diseases clinical research, where numbers of participants are already challenged by rarity itself, maximizing inclusion is of particular importance to clinical trial success, as well as ensuring the generalizability and relevance of the trial results to the people affected by these diseases. In this article, we review the medical and gray literature and cite case examples to provide insights into how DEIA can be proactively integrated into rare diseases clinical research. Here, we particularly focus on genetic diversity. While the rare diseases DEIA literature is nascent, it is accelerating as many patient advocacy groups, professional societies, training and educational organizations, researcher groups, and funders are setting intentional strategies to attain DEIA goals moving forward, and to establish metrics to ensure continued improvement. Successful examples in underserved and underrepresented populations are available that can serve as case studies upon which rare diseases clinical research programs can be built. Rare diseases have historically been innovation drivers in basic, translational, and clinical research, and ultimately, all populations benefit from data diversity in rare diseases populations that deliver novel insights and approaches to how clinical research can be performed.

Specialized training organization for faculty members at educational institutions, developing educational management officials

The faculty team plays a crucial role in determining the quality of education in institutions. To meet the demands for enhanced training quality, educational institutions and training centers for educational management officials need strategies and training plans to develop the specialized skills and expertise of faculty members. Within this framework, the author discusses various issues related to the professional skills and expertise of faculty members, proposing directions for organizing training to enhance their professional capabilities in educational institutions and training centers for educational management officials. Keywords: Faculty, Training, Professional Expertise, Education Management Training.

Spanish experts consensus on emergency psychiatric care in hospital emergency departments

BackgroundThe demand for urgent psychiatric care is increasing, but in Spain there are no clear recommendations for emergency departments (ED) on how to optimize care for patients with psychiatric emergencies. We aimed to provide expert consensus recommendations on the requirements for general hospitals´ emergency departments to treat patients with urgent psychiatric symptoms.MethodsWe used a modified Delphi technique. A scientific committee compiled 36 statements based on literature search and clinical experience. The statements covered the organizational model, facilities, staffing, safety, patient interventions, and staff training. A panel of 38 psychiatry specialists with expertise in psychiatric emergencies evaluated the questionnaire in two rounds.ResultsAfter two rounds of voting, 30 out of 36 proposed items (83%) were agreed upon. The panel agreed that psychiatric emergencies should be managed in a general hospital, with dedicated facilities for patient assessment, direct supervision of patients at risk, and an observation unit run by the psychiatric service. In addition to the psychiatrist, the ED should have specialist nurses and security staff available 24/7. Social workers should also be readily available. ED and consulting rooms should be designed to ensure patient and staff safety. A triage system should be established for patients with psychiatric symptoms, with medical evaluation preceding psychiatric evaluation. Guidance on supplies, equipment, and staff training is also provided.ConclusionAll ED in general hospitals should have adequate resources to handle any psychiatric emergency. This paper provides recommendations on the minimum requirements to achieve this goal.

Redefining teachers’ continuing professional development in further education providers in England

ABSTRACT This research investigated the role of continuing professional development (CPD) in further education (FE) through a small-scale study involving two general FE colleges and two independent training providers (ITP) in England. Teachers’ experiences of their continuing development were collected through focus groups. These encouraged the teachers to disclose formal and informal learning, together with development opportunities that they undertook. Analysis of the data revealed that the purposes of these developmental activities could be divided into two categories: organisational and occupational. Organisational training functioned to transmit knowledge linked to externally-driven objectives, whilst occupational development functioned to update vocational subject specialisms and develop classroom pedagogy. Organisational training was college/provider-led, whereas occupational development was teacher-controlled. Essentially, both were needed to support teachers in their full professional roles, but organisational training took precedence. The study will further an understanding of professional development processes and purposes in FE, thereby informing the planning of CPD systems and policy in the sector.

Instructional Coaching Personnel and Program Scalability

Abstract Instructional coaching is an attractive alternative to one-size-fits-all teacher training and development in part because it is purposefully differentiated: Programming is aligned to individual teachers’ needs and implemented by an individual coach. But, how much of the benefit of coaching as an instructional improvement model depends on the specific coach with whom a teacher works? Collaborating with a national teacher training and development organization, TNTP, we find substantial variability in effectiveness across coaches in terms of changes in preservice teachers’ instructional practice (roughly 0.25 to 0.3 standard deviation from our preferred sample and models). The magnitude of coach effectiveness heterogeneity is quite similar to average coaching program effects on teaching practice identified in other research. Through a set of alternative model specifications and permutation tests, we rule out the possibility that our estimates of coach effectiveness heterogeneity are driven by nonrandom sorting of coaches to teachers, at least on observable characteristics available in our data, as well as the possibility that these estimates are simply statistical noise. These findings suggest that identifying, recruiting, and supporting highly skilled coaches will be key to scaling instructional coaching programs.