Required Skill Sets Research Articles

Quality Compliance in a Remotely Located PHC in India

Background: As the rural Indian health care sector is providing patient care to the community at large, evaluating the quality of services gives an insight into the level of care provided. The primary health care chose the audit evaluation voluntarily.
 Objectives: The aim of the study was to assess the service quality provided in the primary health care Centre. The study was to help understand the skill set requirements in improving the quality of care and to identify the service quality gaps and to provide the best possible solutions for the gap closures by nominating the responsible personnel.
 Methods: The quality of care was evaluated in three ways: staff interview, record review, and observations conducted. Six departments were chosen for evaluation: the out-patient department, in-patient department, labor room, laboratory, National health programs, and general administration. By a prepared specific checklist comprised of standards and measurable elements, an evaluation was performed. The scoring was provided as 0, 1and 2, which implied noncompliance, partial compliance, and full compliance.
 Results: As per evaluation, national health program areas scored the least, whereas the inpatient departments scored the highest. There were multiple gaps in the service provision areas and manpower allocation. The average mean score was 77.48.
 Conclusion: Keeping the national standards and guidelines, an audit evaluation was performed. Quality has to be imbibed with the optimization of resource allocation and with the mindset to provide the best possible care in the interest of the individual's wellbeing.

Decoding leadership to leverage employee engagement in virtual teams

PurposeVirtual teams are characterized by short social exchanges and a lack of para-verbal and non-verbal communication. This poses several challenges to virtual leaders. This study aims to decode the role of leadership and understand its impact on engaging geographically dispersed teams. This research offers a comprehensive view of idealized influence and inspirational motivation – the two sub-factors of transformational leadership which defines the charisma of a leader in leveraging engagement of virtual employees. It also studies the impact of effective leadership communication and trust between team members in engaging employees working in virtual teams.Design/methodology/approachThis research is a mixed method study. Phase I of qualitative study (10 FGD) facilitated phase II of quantitative study. A questionnaire was developed to reflect themes that emerged from qualitative phase. The focus of the qualitative study was to understand the role of leaders viewed by virtual employees in the context of engagement. A cross-sectional data of 300 respondents from eight different industries was gathered using a survey questionnaire. Purposive non-probability sampling technique was used. Data were analyzed using partial least squares structural equation modelling, SmartPLS 3 software.FindingsResults showed that leaders play a significant role in engaging virtual employees. The transformational leadership behaviour with a purview of idealized influence and inspirational motivation positively engages employees in virtual teams. The findings emphasize that trust between team members impacts engagement, and trust mediates the relationship between leadership communication effectiveness and engagement of virtual employees.Practical implicationsPositive leadership behaviour such as transformational leadership helps create an environment of trust and engagement that is experienced by a team working distantly. Leader plays a critical role to foster an engaging environment that boosts the potential of every employee. Organizations invest a lot of money, time and resources in leadership and communication training. This study could help organizations in training their managers/leaders for adapting their leadership style that suits the virtual work environment. Organizations can also pay attention to the required skill sets of people while hiring and/or promoting leaders who have to lead virtual employees.Originality/valueThe exponential increase in virtual working has necessitated decoding essential leadership skills to engage the virtual workforce. Working virtually is psychologically a different experience and hence requires a separate study. The lack of proximity and face-to-face conversations in virtual teams increases the complexity of leading and thus alters the engagement equation. This paper explores the impact of leaders in enhancing employee engagement and that is presented in a condensed manner.

MOOC (MASSIVE OPEN ONLINE COURSE): DOES IT ENHANCE HIGHER EDUCATION STUDENT’S COMPETENCY – AN EXPLORATORY STUDY

Competency represents the skill set of an individual in delivering an effective outcome. The required skill set with respect to specific roles and responsibility of an organization. In the competitive era of business world organizations are facing a very hectic competition to source the competent candidate in the job market. Organizations are rigorous and of course the learning patterns are also changing. An individual who could serve the real need of the organization is most expected and welcome. (Ganesh, A., & Mogappagowda , 2017) explore that 39% employers struggles to find talent minds to best suit with the work profile and 90% of jobs are skill-based. On this background this research attempts to measure the student perception of MOOC course in enhancing their competency through the technology platform. The modern education brings in lot of changes and digital landscape for the learners to enrich their knowledge. As the world is more and more data driven and data centric in nature, it is highly required to up skill ourselves to be competitive and sustain in the business industry Eco space.

Interdisciplinary Projects as an Expert-Network

We report an analysis of how an interdisciplinary project bringing together biologists, physicists and engineers worked in practice. The authorship team are the Principle Investigator who led the project, and a social scientist who studied the project as it was conducted by interviewing participants and observing practice. We argue it is accurate and productive to think of the interdisciplinary team as an Expert-Network, which means it was a managed set of relationships between disciplinary groups punctuated by specific junctions at which interdisciplinary exchange of materials, knowledge, and in limited cases, practices, occurred. We stress the role of trust in knowledge exchange, and document how hard sharing knowledge – and especially tacit knowledge - between disciplines can be. Key is the flexible management of the network, as the membership and required skill set change. Our analysis is embedded within, and contributes to, the Sociology of Experience and Expertise (SEE) framework. We close by suggesting advice for others seeking to manage a similar interdisciplinary Expert-Network.

FORENSIC ACCOUNTANTS AND ELECTRONIC TURNOVER OF DOCUMENTS IN THE CRIMINAL PROCESS

Today, forensic accounting is a fully formed profession that has evolved as the business world has changed and progressed, both domestically and internationally. Technology emerging trend that could point to developments in the coming decade. Forensic accountants are increasingly relying on and developing new uses for technology. This augments the required skill set from pure critical analysis to working knowledge of technical aspects such as data set management, various data sources, normalization techniques, visualization, and delivery of analysis that goes beyond the plain numbers. Increasingly in the past few years, information system professionals have also entered the field of forensic accounting, augmenting their skill sets with forensic computing, electronic discovery, data mining, and data visualization. Finding fraud in the world of big data requires new skillsets above and beyond basic forensic accounting, including the ability to develop machine-learning-capable artificial intelligence and other custom tools to detect irregularities amidst vast amounts of digitised financial data. Because this is such specialised knowledge, it’s increasingly necessary to build teams that combine traditional forensic accounting skills with tech talent. The Verkhovna Rada is considering an urgent Draft Law on Amendments to the Criminal Procedure Code of Ukraine on the introduction of information and telecommunication system of pre-trial investigation 5246 dated 15.03.2021. The bill, in particular, provides: • functional purpose of the information and telecommunication system of the pretrial investigation; • providing access to materials stored in the information and telecommunication system of the pre-trial investigation; • the possibility of integrating the information and telecommunication system of the pre-trial investigation with other information, information and telecommunication systems in cases provided by law. The adoption of such a law will create a legal basis for the introduction and operation of the information and telecommunications system of pre-trial investigation, storage of information in criminal proceedings and reducing the volume of paperwork in the pre-trial investigation. The rapid conversion of accounting and other records from paper-based systems to electronic systems, coupled with the explosion in the quantity and types of electronic data, has resulted in many changes in the field of forensic accounting and the requirements for investigations. Expertise in the evaluation and handling of electronic evidence is just one way in which forensic accounting has evolved. Focused and efficient use of data analytics as well as the ability to mine a universe of publicly available yet critical information regarding subjects, companies and their relationships are two additional ways in which forensic accounting has matured. On the other hand, operating within a web of global data privacy and other complex regulatory constraints can complicate the job of the forensic accountant.

How to Design Human-Machine Interaction in Next-Generation Supply Chain Planning

Decision support systems for supply chain planning have been supporting planners over decades to improve their decision making in many different ways. As next-generation planning systems are leveraging advanced artificial intelligence (AI) technologies, companies must not only determine what decision support to use, but effectively shape how the supply chain planner (“the human”) and the system (“the machine”) work together. At the same time, AI-supported planning systems will change the job profiles and required skill sets of supply chain planners. This chapter provides guidance on what to consider when designing such interactive systems and elaborates on the effect of digitization on supply chain job profiles.

Adatértelmezés és –kommunikáció tanítása a szakképzésben és a felsőoktatásban

Understanding and communicating data become critical for companies causing the emergence of a new skill set requirement to a wast majority of employees. Lack of data communication and visualization skills, including data storytelling and infographics, lack of knowledge of basic tools to analyse and present data become a serious problem for the modern labour market. Learning providers are yet ti implement basic programs to tackle this issue. Based on a detailed needs analyses (presented in the article), free online training on Data Understanding and Communication was developed, that can be implemented in CPD, VET and HE environments to develop the skills of analyzing and presenting data.

Demystifying process-level scalability challenges in fashion remanufacturing: An interdependence perspective

The purpose of this paper is to determine how process-level challenges can be solved in order improve scalability of fashion remanufacturing. In order to do so, and prescribe solutions, the paper first conducts a systematic literature review to reveal three categories of process-level challenges that are related to sourcing of input material, process throughput time, and skillset requirement. These categories further guided us in conducting case study with a Swedish charity-owned fashion remanufacturer for exploring how the challenges are addressed and solved in order to achieve process-level scalability. First, our study reveals a systematized approach to determine product-process categories defined by production volume and degree of remanufacturing. Second, by exploring the process-level challenges of six different remanufactured product groups in the case study organization we identify process-level requirements for scalability, and challenges when these are unmet. The findings show that in fashion remanufacturing (particularly disassembly and reassembly), low degree of coupling, high level of formalization of activities and low skill specificity can be ways to attain process-level scalability. Overall, this highlights the need to build lower interdependence between disassembly and reassembly during fashion remanufacturing.

Role of the Imager in Transcatheter Mitral Valve Repair.

To describe the key role of the structural imager/interventional echocardiographer in transcatheter mitral valve therapies, particularly edge-to-edge repair. In addition, we review important recent advances in structural imaging and briefly describe several novel devices for transcatheter mitral valve repair. Structural imagers represent a new subspecialty in cardiology and anesthesiology with specific skillset and training requirements. Their role is particularly important in imaging-based transcatheter interventions such as edge-to-edge mitral valve repair. This therapy has increasingly been used to treat primary (degenerative) mitral regurgitation when surgical risk is prohibitive and has recently been extended to patients with secondary (functional) mitral regurgitation. As novel transcatheter therapies continue to emerge, so do new multimodality imaging technologies. Structural imagers have become an integral part of the heart team. Their role is particularly visible in transcatheter mitral procedures. Rapidly developing transcatheter therapies have helped shape this new subspecialty and spark innovation in imaging technologies.

HIGH IMPACT VENTURES ON TEACHING AND LEARNING PRACTICES IN GLOBAL PERSPECTIVE TO MEET EMPLOYER’S EXPECTATION

Purpose of the study: The study aims to focus on all students to engage in progressive ways to attain global competition, to facilitate teachers to concentrate different cohort of students in term of ethnicity, disability, age, socio-economic status, prior educational experience, migrant and nationality, and to support teachers to identify proper academic support system, learning and teaching strategies, assessment, teaching pedagogies, tools, and techniques.
 Methodology: This study provides various reviews of literature from the various perspective of teaching approach, learning activities, modern supportive learning system, assessment, feedback system and professional development in a specialized discipline.
 Main Findings: This paper finds how teachers to develop their teaching pedagogy and learning environment to facilitate student’s freedom to think and imagine their way in which will help students to fit themselves in the societal requirements and make students be a more responsible, accountable and confident person and citizens for the country. Teachers can apply a different range of approaches such as mentoring individuals and groups, supervising, coordinating, leadership roles, etc.
 Applications of this study: This research is significant to resolve the issues faced by teachers in the global teaching and learning environment. It will support teachers to experience a more effective learning environment among different cohorts of the student to meet the required skill sets in a global context. The study can be applying in core areas like designing or planning programs, teaching and learning support systems, assessment, module feedback, learning environment and continuous professional development to teachers. This study will influence and improve students learning from the perspective of teachers, learners, government, industry and professional staff.
 Novelty/Originality of this study: This research used different approaches suitable to the global teaching context and diverse learning community in the higher education system. According to the emerging changes and high demand skills in the various industrial sector, the appropriate level of the subject area needs to inculcate in the academic program.

The future of hospitality jobs

ABSTRACT This article reviews the literature on artificial intelligence (AI)-driven technology and looks at its effects on the future of hospitality jobs, and the skills needed for the future. The purpose of this article is to understand and describe how developments in AI-driven robotics and automation will shape the future of hospitality jobs, the skills in demand, and their impact on the design of education and training. Various input parameters are significant in understanding the future of hospitality jobs. For an optimised understanding, literature has been critically reviewed and investigated from different angles, namely academics, technological advancements, developments in the industry, and governments and policymakers. The literature reveals that AI-driven technology is developing at a very high speed and shows its extensive application in tourism and hospitality management and other related industries. Many of today’s jobs will be lost to AI, automation and robotics, and new jobs with new skill-set requirements will emerge. Education establishments will have to adopt a new futureproof educational system or risk becoming obsolete. This review article will be beneficial for industry and education. The article reveals the detailed literature review on jobs that are at high risk of disappearing and offers an insight into what future jobs might be and what skills and competences will be required.

Helping Business Students Acquire the Skills Needed for a Career in Analytics: A Comprehensive Industry Assessment of Entry‐Level Requirements

ABSTRACTFact‐based decision making is changing job functions within organizations more than any other technology. Analytics, once the purview of the data scientist, is now spread throughout organizations. No longer is there a single job title, job function, or set of required skills and credentials for an analytics career. Companies have moved away from seeking applicants with a specific degree to now recruiting analytics talent based on required skill sets. For more than a decade, business schools have been developing new programs in analytics in response to industry's needs. However, in developing meaningful career‐ready professionals, business programs must understand the skills required across different analytics job functions. In this article, the authors present a comprehensive assessment of the skills sought by employers when considering a candidate for an entry‐level analytics position. The authors describe the demand for various types of analytics professionals, identify the job titles and functions with the most significant demand, and then draw a comparison of the job requirements of hard skills, soft skills, software skills, and credentials between three of the most sought‐after analytics areas: data science, data analytics, and business analytics. The authors conclude by providing faculty and administrators with recommendations on how to adapt their courses and programs to provide students with the fundamental preparation necessary for careers in data science, data analytics, and business analytics.

Implementation of academia 4.0 for engineering college education

The world is moving at a fast pace with IoT and AI. Industry 4.0 is becoming a mandatory standard in many industries round the globe. It is the need of the hour to bring about a drastic change in the educational system. In this paper academia 4.0 is proposed to bring out best graduates with the required skill sets to match the industry. The proposed model is a replica of the Industry 4.0 standard, but customized for engineering education. AI and machine learning are applied to make decisions at various stages. The database of the students would be collected for a period of 7 years. The expected outcomes would be measured in terms of the students being hired in the relevant industries and their continuous growth in their area of choice. The system would be trained using AI to take right decisions at different points in the professional career of the student. The deciding factors are based on the Indian educational system.

Towards Sustainable Integrated Model for Skill Development: A Collaborative Approach

Abstract Employability of Engineering graduates and their ability to deliver to the VLSI industry expectations after they are hired has been a matter of concern, engaging the attention of academics and industry alike on this issue. It is not a problem of quantity that the industry is facing but it is a problem of quality – the quality of VLSI education and quality of students getting through engineering institutions is poor. The important problem is, most VLSI companies are reluctant to hire freshers. This is because only few colleges in India have the infrastructure or specific courses related to VLSI domain. Universities don’t have specific courses related to VLSI in their curriculum. The solution for this employability issue is to offer good quality VLSI education with live hands on projects. In India VLSI talent is in short supply, it is not a problem of quantity, but the quality.The solution is to offer good quality VLSI education. To address these issues KLE Tech-IESA-SEER has collaborated for promoting skill set requirement through a set of courses. The courses are designed, delivered and assessed by in-house and industry-expert to build competence. The success story is the extensive industrial experience, internship opportunity and job in VLSI core companies.

Project management competence – definitions, models, standards and practical implications

Project management is considered to be one of the most complex professions nowadays, and project related jobs could be found in almost every sector of the global economy. Organisations need to put a greater emphasis on the improvement of their project management performance to stay competitive and relevant in this new business environment, which is a constantly changing technical landscape, in which the required skill set, and the way of learning will be changed. These explain why the development of project management competence came to the forefront both in academia and in professional associations as well. Both the academic world and the professional associations’ standards struggle with the definition, because of the multifaceted nature of project management competence. This resulted in the phenomenon that different standards use different definitions for the same concept. The paper has a multifaceted aim, such as: a) providing a comparative review of the project management competence definitions appeared both in literature and in professional standards; b) providing a comparative analysis of the project management competence models published in literature; c) introducing a broader approach to understanding the concept of project management competence; d) providing a comparative analysis of professional project management competence standards based on the broader approach introduced in this paper; e) highlighting practical implications derived from the broader concept of project management competence.

What Does It Take to be a Successful Data Scientist?

Given recent claims that data science can be fully automated or made accessible to nondata scientists through easy-to-use tools, I describe different types of data science roles within an organization. I then provide a view on the required skill sets of successful data scientists and how they can be obtained, concluding that data science requires both a profound understanding of the underlying methods as well as exhaustive experience gained from real-world data science projects. Despite some easy wins in specific areas using automation or easy-to-use tools, successful data science projects still require education and training.Keywords: data science, analytics, practitioner, education, insights, discovery

The cost saving opportunity of introducing a card review into measles-containing vaccination campaigns

Measles vaccination is a cost-effective way to prevent infection and reduce mortality and morbidity. However, in countries with fragile routine immunization infrastructure, coverage rates are still low and supplementary immunization campaigns (SIAs) are used to reach previously unvaccinated children. During campaigns, vaccine is generally administered to every child, regardless of their vaccination status and as a result, there is the possibility that a child that is already immune to measles (i.e. who has had 2+ vaccinations) would receive an unnecessary dose, resulting in excess cost. Selective vaccination has been proposed as one solution to this; children who were able to provide documentation of previous vaccination would not be vaccinated repeatedly. While this would result in reduced vaccine and supply cost, it would also require additional staff time and increased social mobilization investment, potentially outweighing the benefits. We utilize Monte Carlo simulation to assess under what conditions a selective vaccination policy would indeed result in net savings. We demonstrate that cost savings are possible in contexts with a high joint probability of an individual child having both 2+ previous measles doses and also an available record. We also find that the magnitude of net cost savings is highly dependent on whether a country is using measles-only or measles-rubella vaccine and on the required skill set of the individual who would review the previous vaccination records.

Cyber Security Skill Set Analysis for Common Curricula Development

The field of cyber security is getting diversified day by day, with new specialist responsibilities and roles at different levels of competence being required by the industry. The competencies can be mapped with required skills set in multiple cyber security certification programs. However, different certification programs use different curricula and terminology, which makes the offerings overlap in some aspect and be distinct in others. This makes it hard for new institutes and cyber ranges to decide upon their training offerings. The aim of this study is to identify commonalities in skill set requirement for multiple cyber security roles like penetration tester, security operation center analysts, digital forensic and incident responders and information security managers. The identified commonalities will be used for development of a standard common curricula to set skill set requirement for the achievement of specific competence levels in a specific cyber security field.

A comparative analysis of the coaching skills required by coaches operating in different non-competitive paddlesport settings

ABSTRACTThis paper examines the coaching behaviours of different paddlesport coaches (n = 17). A sample of coaches specialising in non-competitive paddlesport from professional, club and educational contexts are examined utilising a thematic analysis of semi-structured interviews. The three groups are shown to share common aspect such the importance of interpersonal skills within their coaching, the development of their coaching skill set via experiential learning and effective reflection and the importance of effective Professional Judgment and Decision making. However, the groups differ in respect to how they view their coaching role, the role of personal performance skills within their coaching and the impact of formal coach education in their development. The implication for coach education is that coaches working in an educational setting may be better served by a coach educational process that focusses more specifically on their skill set requirements and less on performance development.

Effects of Training on Organizational Performance

Training is one of the Human Resources functions of the organization. When employees are recruited into the organization, they may not come with all the required skill set to discharge fully their roles in the organization. Hence, the one to equip such new employees with relevant skill set for the good of the organization. Also, the business world is very dynamic and ever changing. Organizations keep innovating making it imperative or organizations to keep training and learning. The rate technological advancement has made it almost impossible for any forward looking organization not to flow with the competition is cut throat. Customers keeping raising expectations which every bank which want to remain in business will necessarily have to meet. The Customer-facing employees will need the right skills, knowledge and attitude to manage the customers with their high expectation. The right skill, knowledge and attitude can be acquired through training. The research attempts to find out the impact which training has employee performance bearing in mind that the aggregate of individual performance will culminate to organizational performance. The study considered the microfinance bank sub-sector from which three banks were selected. Data was collected from 304 respondents who were drawn using Taro Yamane sample size determination technique through structured questionnaire. The data collected was subjected to both descriptive and inferential techniques were used to test formulated hypotheses. The study showed that employee skill, knowledge and ability gained from training has significant effect on productivity. Further findings reveal that training has effect on employee commitment to the organization. The conclusion is that training enhances employee performance as well as employee commitment to the organization. It is therefore, recommended that microfinance banks and all organization should take more active interest in the training of its employees.