Recruitment Training Research Articles

Heavy shoulder strengthening exercise in people with hypermobility spectrum disorder (HSD) and long-lasting shoulder symptoms: a feasibility study

BackgroundPeople with hypermobility spectrum disorder (HSD) are in great risk of experiencing shoulder symptoms, but evidence for treatment is sparse. Therefore, the objective was to evaluate the feasibility of 16-week shoulder strengthening programme for improving shoulder strength and function in people with HSD and shoulder symptoms for more than 3 months to inform a future randomised controlled trial (RCT).MethodsTwelve participants (11 females, 39.3 ± 13.9 years) with HSD and shoulder instability and/or pain for more than 3 months underwent a 16-week heavy shoulder strengthening exercise programme three times weekly using exercises targeting scapular and rotator cuff muscles. Primary outcomes were pre-defined research progression criteria including recruitment rate (acceptable, 6 participants/month), assessment duration (acceptable: < 120 min), participant retention (acceptable: > 80% complete intervention), training adherence (acceptable: > 75% adhere to > 36 training sessions) and adverse events (acceptable: minor events with no participants discontinuing the study), besides participant and physiotherapist feedback. Secondary treatment outcomes were assessed using the Western Ontario Shoulder Instability Index (WOSI, 0–2100 better to worse), self-reported pain, kinesiophobia and fatigue, isometric shoulder strength, besides clinical tests for instability, hypermobility, laxity, and proprioception.ResultsRecruitment rate was 5.6/month, assessment duration (mean ± SD) 105 ± 9 min, retention 100%, adherence 83%, and four participants experienced short-lasting soreness or pain. Participant feedback was positive, and physiotherapists found the intervention relevant and applicable to the population. The WOSI total score showed an improvement by 51% (mean ± SD, points: baseline 1037 ± 215; Follow up 509 ± 365; mean change (95% CI), − 528 (− 738, − 318)), and participants reported reduced pain, kinesiophobia and fatigue. Shoulder strength measurements improved by 28–31% (mean change (95% CI), Nm/kg: scaption 0.51 (0.23, 0.78); internal rotation 1.32 (0.70, 1.95) and external rotation 0.89 (0.37, 1.40)), and clinical tests indicated decreased shoulder laxity/instability.ConclusionsThe shoulder strengthening exercise programme was feasible and safe for people with HSD and long-lasting shoulder symptoms. A future RCT, with an improved recruitment strategy, will demonstrate whether the exercise programme is also effective in improving symptoms and muscle-tendon function in this population.Trial registrationClinicalTrials.gov: NCT03547570. Registered on May 3, 2018.

Investigation of the Sterility of Diluent in Prefilled Syringes Used for Vaccine Reconstitution at Department of Defense Recruit Training Sites.

Measles, mumps, and rubella (MMR) and varicella (VAR) vaccines are the two vaccines administered in large recruit training sites (RTS) that require a single-use syringe to be prefilled with the diluent (ie water) before vaccine reconstitution. Since there are no preservatives in either MMR or VAR vaccines, it is critical to maintain the diluent sterile to ensure the sterility of the reconstituted vaccine. The Department of Defense/Defense Health Agency has instructions on reconstitution of lyophilized vaccines and guidelines for their storage. Vaccine manufacturers provide instructions on how to properly store the diluent. However, there is no clear guidance or standard operating procedures regarding the best practice for preparation and storage of the syringes prefilled with diluent. Various RTS across all four services have their respective routines to best fit their vaccination requirements. Currently, there are no available data on the sterility status of the diluent prepared using these various routines before they are used to reconstitute vaccines. We investigated the sterility of the diluent (ie water) in prefilled syringes prepared using routines practiced at various RTS. Diluent was drawn up into single syringes and was kept under various conditions (4°C or room temperature for overnight up to 24hours) used by various RTS. At indicated time, diluent was injected into sterile vials and the sterility of the diluent was determined by monitoring the presence/growth of bacteria (including aerobic bacteria, mycoplasma, and an obligate intracellular bacterium, Coxiella burnetii), fungi, and viruses for up to 21days after inoculation into proper and specific culture media. Both traditional cell culture and molecular assays were used to demonstrate the presence or absence of contamination that may compromise the sterility of the diluent. Our results demonstrate that the diluent, after being drawn up to fill the syringe, maintains sterility after storage for overnight up to 24hours at room temperature or 4°C with or without recapping the syringes, suggesting that current vaccine reconstitution routines practiced at large military RTS are safe. Our results demonstrate that in spite of variations in current practices used in various RTS, the diluent in the prefilled syringe tested from each site maintains its sterility and was determined to be safe for use in military health system-wide vaccine reconstitution.

Retention of volunteers and factors influencing program performance of the Senior Care Volunteers Training Program in Jiangsu, China.

As the country with the largest aging population, China faces an enormous challenge with its elderly support and care. One of the proposed solutions is the development of volunteerism for elderly care. The Senior Care Volunteers Training Program (SCVTP) was initiated by the Red Cross Society of China with the purpose of training volunteers to care for community seniors. As one of the four pilot provinces, Jiangsu Province launched the program since 2017. The present study was conducted to investigate the dropout rate of trained volunteer group leaders, the characteristics of the retained trained volunteer group leaders and the activities that their groups conducted. Additionally, the exploration of the factors influencing the SCVTP's performance was listed as another aim. A cross-sectional study was designed. The study used purposive sampling to select participants who meet the criteria from all the trained volunteer group leaders (n = 623). Demographic questionnaire, volunteer role identity (VRI) scale, attitude toward helping others (AHO) scale, team climate and atmosphere (TCA) scale, and volunteer program performance evaluation (VPPE) questionnaire were used to collect the data online. Descriptive statistics were used to determine the dropout rate and general characteristics of the retained volunteers and the activities. A multiple linear regression equation was developed to study the factors that influence program performance. In total, 307 questionnaires were valid in the study. About 67.9%, 53.7%, and 30.0% of the trained volunteer group leaders dropped out of the program in the year of 2017, 2018, and 2019, respectively. The retained trained volunteer group leaders were more likely to be females (84.7%), those in excellent health (75.2%) and with a bachelor's degree or above (87.6%). Less attention has been paid to frailty care (n = 76) than other volunteer caring activities (e.g., safe care: n = 277, diet care: n = 250, drug management care: n = 226). VRI (β = 0.118, p = 0.017), AHO (β = 0.134, p = 0.021), TCA (β = 0.459, p<0.001), and financial sustainability (β = 0.179, p<0.001) affected the SCVTP's performance significantly (adjusted R2 = 0.356). High rate of trained volunteer group leaders' dropout should be brought to the policymaker's attention. The characteristics of the retained trained volunteer group leaders provide a useful reference for the recruitment of trainees in the future. Frailty care may need more training by the volunteer service provider. In order to enhance program performance, a better team climate and atmosphere, financial sustainability, and volunteers with appropriate attitude and role identity are also necessary for the volunteer program.

Is short-term-variation of fetal-heart-rate a better predictor of fetal acidaemia in labour? A feasibility study.

Continuous intrapartum fetal monitoring is challenging and its clinical benefits are debated. The project evaluated whether short-term-variation (STV) and other computerised fetal heart rate (FHR) parameters (baseline FHR, long-term-variation, accelerations and decelerations) predicted acidaemia at birth. The aims of the study were to assess the changes in FHR pattern during labour and determine the feasibility of undertaking a definitive trial by reporting the practicalities of using the monitoring device, participant recruitment, data collection and staff training. 200 high-risk women carrying a term singleton, non-anomalous fetus, requiring continuous FHR monitoring in labour were consented to participate from the Jessop Wing maternity unit, Sheffield, UK. The trans-abdominal fetal ECG monitor was placed as per clinical protocol. During the monitoring session, clinicians were blinded to the computerised FHR parameters. We analysed the last hour of the FHR and its ability to predict umbilical arterial blood pH <7.20 using receiver operator characteristics (ROC) curves. Of 200 women, 137 cases were excluded as either the monitor did not work from the onset of labour (n = 30), clinical staff did not return or used the monitor on another patient (n = 37), umbilical cord blood not obtained (n = 25), FHR data not recorded within an hour of birth (n = 34) and other reasons (n = 11). In 63 cases included in the final analysis, the computer-derived FHR parameters did not show significant correlation with umbilical artery cord pH <7.20. Labour was associated with a significant increase in short and long term variation of FHR and number of deceleration (P<0.001). However, baseline FHR decreased significantly before delivery (P<0.001). The project encountered a number of challenges, with learning points crucial to informing the design of a large study to evaluate the potential place of intrapartum computerised FHR parameters, using abdominal fetal ECG monitor before its clinical utility and more widespread adoption can be ascertained.

The Early Influence and Effects of the Coronavirus Disease 2019 (COVID-19) Pandemic on Resident Education and Adaptations.

The novel coronavirus disease 2019 (COVID-19) has had a major impact on the education of trainees in the radiology environment. The precipitous drop in patient volumes and sequestering of faculty and trainees to maintain social distancing affects experiential learning. The shift of nearly all teaching settings to a virtual environment has been challenging but may also allow more interaction during teaching sessions than traditional readout sessions or didactic lectures. Faculty development is key in ensuring competence and confidence in this new environment. Recruitment of trainees using a virtual platform will require communication of opportunities as well as the culture of the department and institution as well as the community. Delay of the board examinations has caused angst as well as disruption of the timing of clinical rotations but may ultimately result in a shift of how the examinations are administered. The exceptional disruption of the COVID-19 pandemic allows us to reconsider how the educational aspects of imaging can emerge as improved in the years to come.

Repurchase intention: the effect of similarity and client knowledge

PurposeThe objective of this study was to investigate the effect of appearance, lifestyle and status similarity on interaction intensity, satisfaction with a banker and repurchase intention. Also examined was the moderating effect of client knowledge in the enhancement of customer satisfaction with a banker.Design/methodology/approachA total of 800 questionnaires using the snowball sampling technique were performed to distribute the questionnaires to bank customers at different ethnic community centers in New Zealand. A total of 377 useable questionnaires were collected for further analysis.FindingsThe findings indicated that the three types of similarity affect interaction intensity differently. Lifestyle similarity was found to positively influence interaction intensity. The similarity constructs of appearance and status were found to have an insignificant relationship with interaction intensity. The findings show that appearance similarity and interaction intensity are able to enhance customer satisfaction with a banker. Customer satisfaction with a banker has a significant relationship with repurchase intention. Client knowledge influences the degree of interaction intensity and satisfaction with a banker.Practical implicationsThe findings of this study help bankers to understand the importance of their similarities with a customer and to design recruitment strategies and training sections to improve customer satisfaction.Originality/valueThis study contributes to the body of knowledge by incorporating interaction intensity, similarity and satisfaction with a bank into the repurchase intention model.

Internal Recruiting Strategy as an Instrument for Managing Knowledge Workforce During Critical Times

In determining whether to recruit from within or outside the organization, employers should consider the nature and level of the job, structures of the firm and industry, and an organization’s system of human resource management policies and procedures, such as intensive recruitment and screening policies and training are required. This article focuses on why internal recruitment should be considered as a source of recruitment. Secondly, to reduce the cost of hiring and to retain stable employees with the required competence for a position. The internal recruiting strategy provides a source of motivation for each individual promoted and assures that high performers are rewarded. Internal hiring must be preferred to external hiring considering the knowledge and skills specific to the firm are essential for the organization growth when promotions are vital for encouraging and motivating current workers when the recruitment budgets of a hiring blunder are mainly large, and when a surplus vacancy is not too costly (created when a worker switches jobs internally). This article focuses on analyzing the significance of internal recruitment and justifies its need for particular positions in the organization.

The Prevalence and Utility of Vascular Surgery Training Programs' and Vascular Societies’ Social Media Presence

There is a paucity of information describing the adoption of social media by the vascular surgery community and social media's effectiveness. We evaluated current trends in social media use by all accredited vascular surgery training programs (VSTPs) in the United States and National and Regional Vascular Societies (NVS) in comparison to hospital/institutions and general surgery programs (GSPs). Four major social media platforms (Twitter, Facebook, Instagram, and YouTube) were individually searched for VSTPs, affiliated hospital/institution, affiliated GSP, and NVS profiles (31 societies). Social media presence was evaluated for quantitative and qualitative variables (likes/followers/posts and content) on each platform. Statistical analysis was performed utilizing a two-sample t-test, exact McNemar's and Fischer's exact test, as appropriate, with alpha set at 0.05. Social media accounts were found for 31% of VSTP. VSTP with both fellowship and integrated positions had a greater social media presence than integrated only (45% vs. 10%, P=0.042) and fellowship only (45% vs. 26%, P=0.044) programs. For integrated programs, an increase in residency positions filled in the 2019 match was associated with the use of social media (P=0.002). VSTP social media presence was largest on Twitter (24%) with 232 total posts and 0.32 posts/day. 52% of NVS had a social media platform, with the highest prevalence on Facebook (42%) and highest utilization on Twitter (1422 posts, 0.47 posts/day). Hashtags were used for postings by 78% of VSTP and 100% of NVS. VSTP had a lower overall social media presence than their institutions and GSP (31% vs. 96% and 65%, P<0.001). Twitter was used by VSTP significantly less than the institutions and GSP (24% vs. 87% and 57%, P<0.001). Facebook and Instagram were used less by VSTP than institutions or GSP (10% vs. 93% and 26% P<0.001, 4% vs. 76% and 24% P<0.001 respectively). YouTube channels were the least used platform in VSTP compared with institutions (3% vs. 92%, P<0.001), but comparable to GSP (3% vs. 10%, P=0.062). Regarding content, VSTP accounts were used for comments on academic activity of residents/physicians, faculty research, patient education, and commendations. There is relative underuse of social media by VSTP in comparison to their associated institutions and general surgery programs. VSTP may modify their approach to recruitment by utilizing the follower base of institutions, surgery programs, and NVS or by leveraging established institutional marketing programs. Adoption of social media may provide vascular surgery increased exposure for trainee and patient recruitment and specialty brand recognition.

육군 신병교육정책 효과에 관한 연구 : Kirkpatrick 평가모형을 중심으로

본 논문은 육군의 군 복무기간이 단축됨에 따라 사회적으로 논의가 되고 있는 신병교육정책 중 신병교육 기간에 대한 연구이다. 군내·외적으로 신병교육 기간의 단축이 요구되어 기존 5주 신병교육 체계에서 4주 신병교육 체계로 시험 적용한 신병교육정책을 Kirkpatrick 평가모형을 활용하여 연구하였다. 연구 중점은 4주 신병교육 체계가 기존의 5주 신병교육 체계만큼의 교육목표를 달성하는지 여부이다. 이러한 문제를 해결하기 위해 Kirkpatrick 평가모형을 활용하여 평가하였다. 1단계 교육중점 및 과목 만족도는 4주 신병교육 체계가 5주 신병교육 체계에 비해 낮게 나타났으며, 2단계 과목별 성취도는 4주 신병교육 체계가 5주 신병교육 체계에 비해 8개 과목 중 3개 과목의 성취도가 낮게 나타났다. 3단계 자대 적응도 및 임무수행 정도를 평가한 결과 4주 신병교육 체계가 5주 신병교육 체계 대비 자대 적응도는 차이가 없으나 임무수행 정도는 낮은 것으로 평가되었다.<BR> 종합적으로 4주 신병교육 체계는 기존 5주 신병교육 체계의 교육목표를 달성하기에 다소 부족한 것으로 나타났다. 따라서 4주 신병교육 체계를 적용하기 위해서는 질적인 강화가 필요할 것으로 판단된다. 또한, 교육시간은 축소 되었지만 교육목표가 달성된 과목이 존재하여 과목별 교육시간의 조정 소요가 도출되었다.

Reducing ethnic discrimination in resume-screening: a test of two training interventions

ABSTRACT Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigated the effectiveness of two cognitive training interventions (i.e., a culture-general assimilator and a structured free recall intervention) for reducing hiring discrimination against ethnic minority job applicants in the resume-screening stage. A pre-test, repeated post-test experimental study showed initial hiring discrimination (i.e., less positive evaluations of minority job applicants than majority ones), which was reduced shortly after both training interventions. Hiring discrimination, however, resurfaced 3 months later for both interventions. The culture-general assimilator also positively affected participants’ perceived ability to suppress stereotypes, both short-term and long-term. Findings are considered in the light of a comparison of these training interventions, their programme features, and their compatibility with the resume-screening task. Implications for prejudice reduction initiatives, their potential differential effects, and further research are also discussed.

Consensus recommendations on balancing educational opportunities and service provision in surgical training: Association of Surgeons in Training Delphi qualitative study

BackgroundEnsuring the highest quality of surgical training remains a challenge as demands on health service provision rise. This study aimed to explore the differences and potential conflicts between service provision and dedicated training activity provided by surgical trainees, and recommend solutions. MethodsParticipants were drawn from the Association of Surgeons in Training (ASiT) national council. Nominal Group Technique (NGT) was employed by members of the ASiT executive addressing 3 key domains (1) defining differences between training and service tasks, (2) impact of service-provision on training and (3) ways to improve training. A two-round Delphi process was conducted via electronic survey to ASiT council. Consensus was considered achieved for any statement where 80% or more of respondents indicated agreement. Results47 statements were generated through NGT which were put to the Delphi process. Consensus was reached on a total of 24/47 statements. Educational or training tasks were identified as being activities which progressed a trainee's skill set, could be tailored to a trainee's own ability, and involved acting as a trainer to more junior colleagues. The negative impact of excess service provision included training quality, trainee mental health, and surgical trainee recruitment. Potential measures to improve training included increasing hospital staffing and resources, protected training times, trainee-specific or competency-based learning and training or incentivising trainers. ConclusionThis trainee-based study provides several consensus recommendations on the characteristics that define surgical training and how a balance between service provision and training can potentially be achieved. Policy makers and health systems may be guided by these to ensure high quality training and a satisfied workforce.

ЎЗБЕКИСТОНДА ЁШ РАҲБАР КАДРЛАРНИ ҚАЙТА ТАЙЁРЛАШ ТИЗИМИДА АМАЛГА ОШИРИЛАЁТГАН ИСЛОҲОТЛАР ХУСУСИДА

The article explores the processes of recruitment, retraining and advanced training of talented young professionals for senior positions.The analysis of the reforms and the results of implemented reforms in the sector and recommendations have been made

Effect Of Efficient Recruitment and Adaptation Training On Promotion In A Private Healthcare Organization-Campus Program Example In Turkey

Effect Of Efficient Recruitment and Adaptation Training On Promotion In A Private Healthcare Organization-Campus Program Example In Turkey

Assessing Adoption and Implementation of Mobile Technology-Based Library Services in Academic Libraries

Mobile Technologies (m-tech) have been embraced by stakeholders of academic libraries globally in recent times as a medium that can offer convenient library services to library patrons. This study was to ascertain the potentials of adopting and implementing m-tech based library services in academic libraries in Ghana. The study was a descriptive survey and the mixed-method approach was used. The major findings were that there were a strong awareness and deep appreciation for the use of m-tech library services among library management and students, however, m-tech based library services have not been implemented in the libraries due to diverse reasons. These include inadequate ICT infrastructure, skills gap as a result of lack of training, lack of policy framework for the adoption of the technology and clearing the hurdle of convincing university management to accept the technology. As a result, it was recommended that the libraries need to invest more in ICT infrastructure specifically m-tech infrastructure and build on their human resource base through recruitment and professional training on emerging technologies

Gamification for Recruitment and Job Training: Model, Taxonomy, and Challenges

The recruitment, engagement, and training of the employees are among the core and critical roles for running an organization successfully. Gamification has been proven to be a promising tool that offers many innovative solutions for various domains. This study presents a systematic literature review (SLR) of research studies involving gamification for recruitment, engagement, and training of employees. The SLR has been synthesized by reviewing carefully selected research studies published between 2014 and 2019 in well-reputed venues. Apart from reviewing the state-of-the-art studies on gamified solutions for recruiting and job training problems, a taxonomy of gaming elements based on the context of use in different environments has also been proposed. Similarly, the gamification model to develop gamified solutions to problems has also been presented. Lastly, the research gaps in terms of open issues have been presented to provide future directions for the researchers in the area of gamified solutions for recruitment and job training.

Sustainable human resource management practices to attract and retain talents: A new approach to human resource management system

Employees are the critical resource for the success of an organisation and in gaining the competitive edge over others. But the existing human resource management (HRM) system is unable to address many challenging issues being faced by the organisations as well as society. The only emphasis of existing HRM system is profit maximisation. This traditional approach of HRM system has failed to help the business in gaining sustainability. Hence government regulations, environmental degradation along with the recession in which many prominent and successful organisations failed have led to focus for developing the sustainable business model. For developing and implementing a sustainable business model, it is necessary to have a human resource system based on sustainable approach, where recruitment and selection or training and development, etc. are designed and developed to foster the sustainability of the business. This article explores the drawbacks in existing HRM system by reviewing the previous literature and proposed the need for the sustainable HRM system.

RECRUITMENT, TRAINING AND EMPLOYEE PRODUCTIVITY IN NIGERIAN CUSTOMS SERVICE

The productivity of the Nigeria Customs Service (NCS) has ripple effect on all the sectors of the Nigeria economy and this is because the Customs is considered a policy instrument for enforcing trade policies and enhancing growth of domestic economy through boarder protection. However, the performance of the NCS has experienced a decline in unit of transactions recorded from 2015-2019 and had frustrated the ease of business transactions in Nigeria. These challenges has been attributed to the recruitment procedure, training and development. Hence, this study examined the recruitment, training and employee productivity in the Nigeria customs service. A mixed research design was adopted with a population of 7,347 officers and men of the NCS. A sample size of 383 was computed through Krejcie and Morgan sample-size determination formula. The study adopted the stratified random sampling to select the officers and men of the NCS in Abuja and Lagos command units from three management cadres. Questionnaire and interview guide were the instrument of data collection. Response rate of 87.7% was achieved, and data were analyzed and presented through descriptive and inferential statistics. Findings revealed that recruitment and selection had significant effect on employee productivity (R2 = 0.054; β= 0.189; t= 4.385 p&lt; 0.05); training and Development had significant effect on employee productivity (R2 = 0.100; β= 0.269; t= 6.086; p&lt; 0.05) in the Nigeria Customs Service. This study concluded that human resources management practices had weak effect on employee productivity in the NCS.

THE EFFECT OF GREEN RECRUITMENT, GREEN TRAINING ON EMPLOYEE PERFORMANCE IN PT TRU USING ORGANIZATION CITIZENSHIP FOR ENVIRONMENT AS MEDIATION VARIABLE

This study aims to analyze the effect of green recruitment, green training, and OCBE on employee performance. This type of research is carried out quantitatively and for the research method used is the associative explanatory level method. The object of this research is PT TRU. The sampling method used was a probability sampling with a sampling technique using simple random sampling with a total sample of 100 people. Data analysis was performed using Structural Equation Modeling (SEM) with soft ware Partial Least Square (smart – PLS). The results obtained in this study: 1) Green recruitment, green training, and Organization Citizenship for Behavior (OCBE) have positive and significant effect on employee performance, 2) Green recruitment and green training have a positive and significant effect on employee performance through Organization Citizenship for Behavior ( OCBE).

Impact of Human Resource Management on Teachers’ Productivity in Colleges of Education in North Central Geo-Political Zone of Nigeria

Colleges of education are established to train teachers for the education sector. This paper assesses the impact of human resource management on teachers’ productivity in colleges of education in the North-central geo-political zone of Nigeria. The researchers adopted a descriptive survey research design. The population of the study comprised of all the 11 colleges of education in North-central, with a staff strength of 4,914. The stratified and purposive random sampling techniques were used to select a sample of 495 staff, stratified along academic and non-academic, who participated in the research. A 15-item researcher-developed questionnaire titled “Impact of Human Resource Management on Teachers Productivity Questionnaire (IHRMTPQ)” was used as an instrument for data collection. Three research questions and one null hypothesis guided the study. Data collected were analysed using mean, standard deviation and percentage scores. The chi-square statistic was used to test the null hypothesis at the 0.05 level of probability. The findings revealed that recruitment processes, training and development and staff welfare have a significant impact on teachers’ productivity in colleges of education. The conclusion was drawn and it was recommended, among others that administrators of colleges of education in the zone should follow stipulated due process in recruitment, increase staff training and development, and improve on staff welfare so as to motivate teachers to greater performance, which will in turn increase productivity.

Results of the feasibility phase of the managed activity graded exercise in teenagers and pre-adolescents (MAGENTA) randomised controlled trial of treatments for chronic fatigue syndrome/myalgic encephalomyelitis

BackgroundChronic fatigue syndrome (CFS) also known as myalgic encephalomyelitis (ME) is relatively common in young people and causes significant disability. Graded exercise therapy (GET) and activity management are recommended by the National Institute for Health and Care Excellence (NICE) despite a limited evidence-base for either treatment in paediatric CFS/ME. This paper reports on feasibility and acceptability measures from the feasibility phase of the ongoing MAGENTA randomised controlled trial (RCT) investigating GET versus activity management for young people with CFS/ME.MethodsSetting: Three specialist secondary care National Health Service (NHS) Paediatric CFS/ME services (Bath, Cambridge and Newcastle).Participants: Young people aged 8–17 years with a diagnosis of mild to moderate CFS/ME. Young people were excluded if they were severely affected, referred to cognitive behavioural therapy (CBT) at initial assessment or unable to attend clinical sessions.Interventions: GET and activity management delivered by physiotherapists, occupational therapists, nurses and psychologists. Families and clinicians decided the number (typically 8–12) and frequency of appointments (typically every 2–6 weeks).Outcome Measures: Recruitment and follow-up statistics. We used integrated qualitative methodology to explore the feasibility and acceptability of the trial processes and the interventions.Results80/161 (49.7%) of eligible young people were recruited at two sites between September 2015 and August 2016, indicating recruitment to the trial was feasible. Most recruitment (78/80; 97.5%) took place at one centre. Recruitment consultations, online consent and interventions were acceptable, with less than 10% in each arm discontinuing trial treatment. Response rate to the primary outcome (the SF36-PFS at 6 months) was 91.4%. Recruitment, treatment and data collection were not feasible at one centre. The site was withdrawn from the study.In response to data collected, we optimised trial processes including using Skype for recruitment discussions; adapting recruiter training to improve recruitment discussions; amending the accelerometer information leaflets; shortening the resource use questionnaires; and offering interventions via Skype. These amendments have been incorporated into the full trial protocol.ConclusionsConducting an RCT investigating GET versus activity management is feasible and acceptable for young people with CFS/ME.Trial registrationISRCTN23962803 https://doi.org/10.1186/ISRCTN23962803, date of registration: 03 September 2015