Strategic Training Research Articles

The Effects of Strategic Procurement 4.0 Performance on Organizational Competitiveness in the Circular Economy

Background: This study aims to identify how and if strategic procurement 4.0 performance influences competitiveness under circular economy conditions. In this regard, to achieve the aim of the study, we examine the moderating and mediating effects of strategic procurement 4.0 performance. In addition, the paper explores the role of procurement 4.0 in the circular economy and its impact on organizational competitiveness, with a focus on the mediating factors in the relationship between manager attitudes and competitiveness, making a significant contribution to the emerging research in this field. Methods: The results of a two-way moderated multiple regression analysis showed that there is an effect that intensifies the relationship between the variables being studied. Mediating effects were tested using Smart PLS-4 and the results showed significant mediating effects of strategy for procurement 4.0 and planning for procurement 4.0. Results: The study found that organizations with high strategic procurement 4.0 performance and high circular economy openness have the highest level of competitiveness. However, low levels of circular economy openness result in similar competitiveness levels regardless of low or average strategic procurement 4.0 performance. Conclusions: We found that strategic procurement 4.0, aligned with sustainability goals and incorporating digital technologies, leads to increased competitiveness in the context of the circular economy, as demonstrated in the Romanian business environment. Moreover, our study highlights the importance of strategic training in procurement 4.0, the need for a three-level approach in procurement strategy, planning, and performance review, and the significance of considering non-financial aspects in competitiveness and innovation within the context of a circular economy.

The effect of neurolinguistic programming on academic achievement, emotional intelligence, and critical thinking of EFL learners.

Neurolinguistic programming (NLP) is a method of personal communication. This study aimed to determine the effect of NLP strategies on academic achievement, emotional intelligence, and critical thinking. Although NLP has been studied, more studies still need to be conducted on this variable contributing to language learning success. This experimental study was conducted with a pretest-posttest design with the control group in 2021. Sampling was conducted through the multistage cluster random sampling (MCRS) method, and based on the Cambridge placement test (2010), 50 students proved to be at an advanced level and participated in this study. To test the hypotheses, an ANCOVA test was employed. Participants were randomly divided into two control (25 people) and experimental groups (25 people). They were performed on the experimental group during 12 sessions of 90 min of the strategic training in NLP. In the experimental group, the mean and std of critical thinking was 16.24 ± 2.59 in the pretest, which increased to 18.88 ± 2.77 in the posttest; the mean and std of academic achievement was 155.02 ± 15.90 in the pretest, which rose to 171.70 ± 10.83 in the posttest and the mean and std of emotional intelligence was 96.51 ± 12.44 in the pretest, which increased to 118.28 ± 6.18 in the posttest. The results of data analysis by covariance method showed that NLP was practical on learners' academic achievement, emotional intelligence, and critical thinking. Justifications and implications for the study's findings and suggestions for further research are presented.

Boko Haram Insurgency and its implications on Nigeria’s National Security

Boko Haram has been a security challenge to Nigeria since at least 2009, and recently it has posed considerable challenges to the African Sub-Region because of its international linkage with the al-Qaeda terrorists’ network. The aim of this study is to examine the implications of the Boko Haram Insurgency on Nigeria’s National Security. We use secondary sources of data drawn from textbooks, and journals, internet sources among others while content analysis was used to analyze the data. This study is situated within the framework of both the internal and external perspectives on the origin of the Boko haram insurgency to be able to get a better understanding of the security challenges posed he Boko Haram on Nigeria’s national security. Moreover, we discovered that the implications of Boko Haram on Nigeria’s national security are enormous such that it activities have generated national and international condemnation such as targets such as the United Nations building in Abuja in August 2011. In November 2011, the U.S. Department of State issued an alert for all U.S. and Western citizens in Abuja to avoid major hotels and landmarks, based on information about a potential Boko Haram attack. Besides, from received training in bomb-making and other terrorist tactics from al-Qaeda-affiliated groups and their mode of operations ranges bombing, kidnapping, maiming etc. However, we discovered that poverty, bad governance, deepen crisis, and are among the causes of the Boko Haran insurgency. Lastly, political will, international collaboration, strategic training, are among key recommendations in this study.

The Missions of the National Defense University of Iran in the framework of comprehensive defense and national security from the perspective of the military sector: from idea to reality

National defense universities around the world have developed a joint philosophy on the importance of strategic and comprehensive understanding of national defense and security for military section commanders and senior managers of the national sector. However, there is a lack of consensus in our country, particularly in the national sector, which has resulted in inappropriate strategic training for division commanders of the army, especially the managers of the national sector in the field of defense and national security. In this regard, a study was conducted to identify the missions of The Supreme National Defense University (SNDU) of Iran and the internal and external obstacles to the realization of these missions from the perspective of several experts in the Division of Army. For this research, a qualitative survey research strategy was adopted, and semi-structured in-depth interviews were conducted with 12 experts related to SNDU to collect data. The researchers analyzed the data by thematic analysis method and drawing of thematic networks. The Trustworthiness of the findings was assessed using four criteria. Accordingly, the findings of the research reveal a network of themes consisting of a global theme, including the "strategic training of national high managers and army based on comprehensive defense and national security" as the fundamental mission of the university, and four organizing themes, including missions, mission domains, internal obstacles, and external challenges. The implications of this research show the necessity of focusing more on the defense and national security sectors, based on the fundamental mission and the various missions under it. Subsequently, it is necessary to revise the architecture of education, research, counseling, discourse building, and diplomacy. The study of internal and external challenges indicated that the SNDU has a long way to go to achieve social authority in its mission. Finally, the research presented a set of suggestions to shorten this path and facilitate and accelerate the fulfillment of the fundamental mission of SNDU and its missions.

The Nexus between Human Capital Investment and Firm Growth of Selected Non-Financial Firms in Nigeria

The purpose of this study is to examine the nexus between human capital investment and firm growth of selected ICT and services firms in Nigeria. Based on judgemental sampling, secondary data were employed. Panel data regression model was used to examine Return on Assets (ROA), Human Capital Efficiency (HCE), Employee Growth (EG) and Staff Cost (SC)on firm growth. The findings show that there is a negative and significant relationship between human capital efficiency and firm growth. It also, reveals a positive and significant relationship between employee growth and firm growth. There is, however, a negative and insignificant relationship between return on asset, staff cost and firm growth. The findings should be helpful to board members, managers, investors and regulators. The study recommends that selected non-financial firms should invest on human capital efficiency and employee growth through strategic training and retraining to enhance, initiate and sustain firm growth. To ensure adequate return on human capital investment, ICT and services firms should bond their staff to curtail rapid turnover of highly skilled staff.

Reviewing for the Nexus: Human Resource Development Practices and Employee Commitment in Organizations

This empirical review delves into the intricate relationship between Human Resource Development (HRD) practices and employee commitment within the specific context of Nepalese organizations, filling a significant gap in the current literature. In the conceptual framework guiding this exploration, employee commitment assumes the role of the dependent variable, subject to influence from demographic factors acting as moderating variables. The independent variables encompass training and development, career development, and organizational development. This framework serves as a structured lens through which to analyze and comprehend the complex interplay between HRD practices and employee commitment within the distinct organizational landscape of Nepal. By considering demographic factors as moderators, the study acknowledges the potential contextual variations that may influence the relationship, offering a more nuanced and contextually sensitive understanding of how HRD initiatives shape employee commitment in Nepalese organizations. As organizations in Nepal grapple with their unique socio-cultural and economic milieu, the findings of this empirical review aim to contribute valuable insights for practitioners, policymakers, and scholars like. By shedding light on the specificities of HRD practices and their impact on employee commitment in Nepalese organizations, this study offers a foundation for further research and strategic interventions tailored to the local context. Keywords: Human Resource Development, Employee Commitment, Organizations, Training Methods, Strategic Training

The Impact of Community Supervision Officer Training Programs on Officer and Client Outcomes: A Systematic Review and Meta-Analysis

Traditional forms of community supervision focusing on control and punitive functions have been shown to be ineffective in improving client outcomes. In response, several officer training programs, including the Strategic Training Initiative in Community Supervision (STICS), Effective Practices in Community Supervision (EPICS), and Staff Training Aimed at Reducing Re-arrest (STARR) models, have been developed to better incorporate more rehabilitative-focused strategies into community corrections practices. In this meta-analysis of 25 studies, we assessed the impact of these programs on a variety of officer and client outcomes. Findings revealed that officer training increases the focus of the discussion content and use of core correctional practice skills during interactions with clients. Results also indicated that training in these programs produces reductions in client recidivism, especially among officers who implement core correctional practice skills with greater fidelity. This study supports the continued use of officer training programs and identifies areas for future research.

Improving management of vaccine supply chains: A multi-methods evaluation of vSTEP in Zambia

BackgroundEquipping supply chain professionals at all levels of the health care systems with essential leadership and management skills is essential to achieving global immunization targets. Numerous and diverse professional development initiatives have been established to support vaccine supply chain managers in Gavi-eligible countries. However, COVID-19 catalyzed rapid innovation in approaches to support leadership development in times of rapid change, and systematic evaluation of these approaches can inform future workforce development strategies to ensure resilient health systems. Therefore, we sought to evaluate outcomes and short-term impact of the fully virtual Strategic Training Executive Program 2.0 (vSTEP 2.0) program in Zambia on participant engagement, skill development, and application of new skills to improve supply chain performance. MethodsWe used a multi-method design to describe the outcomes and short-term impact of vSTEP 2.0 at three levels: (1) delegate response to the training experience (including participation, completion, and satisfaction); (2) delegate change in leadership skill (including achievement of learning objectives and change in competencies); and (3) application of new skills to impact supply chain performance. ResultsThe program achieved high levels of engagement and an 83% graduation rate despite the length and rigor of the program. High satisfaction was evidenced by positive feedback from delegates on the quality and relevance of the program, especially in the context of COVID response (100% would "definitely" recommend). Delegates demonstrated significant growth in all domains of leadership competencies and applied their learnings to address a complex challenge in supply chain performance in their home organization. DiscussionThese findings demonstrate a strong appetite for leadership development support among vaccine supply chain professionals, especially in times of rapid change such as during the COVID response. These results also demonstrate the feasibility and impact of a fully virtual model for leadership development, with implications well beyond the COVID-19 pandemic.

Purposefulness and spontaneity as properties of self-organization of thinking

The paper describes thinking as a complex self-organizing system that simultaneously demonstrates such properties as spontaneity and purposefulness. Such an idea of thinking allows us to consider the specific components of thinking involved in its self-organization when processing arrays of information. This is of particular interest for improving tactical and strategic training methods. The main theories of self-organization are described and analyzed. Among the presented theories devoted to the problem of self-organization, special attention is paid to the theory of complex thinking and the theory of autopoiesis, the cybernetic and synergetic approach, the theory of dissipative structures. The description of thinking and related phenomena was based on the theory of cognitive structures, mental models and the theory of double coding. The features characteristic of theories postulating the spontaneous or purposeful nature of complex self-organizing systems are generalized. It is proposed to use a number of general provisions of self-organization theories to describe the processes and structures of thinking. Attention is drawn to the role of verbal and nonverbal components of thinking in its self-organization when working with information. The features of processing symbolic and figurative information at the verbal and non-verbal level are considered. Attention is drawn to the correlation of the conscious and unconscious in the human psyche, with the manifestations of verbal and nonverbal components of thinking. An assumption is made about the features of information processing of the verbal and nonverbal components of thinking. The analysis of their connection with the conscious and unconscious areas of the psyche is carried out. The possible procedural and structural aspects of self-organization of thinking, implemented on the basis of verbal and nonverbal thinking, are determined. The assumption is made about the use of the obtained results in training to improve the efficiency of information assimilation.

Training young children in strategic deception promotes epistemic vigilance.

Learning from others allows young children to acquire vast amounts of information quickly, but doing so effectively also requires epistemic vigilance. Although preschool-age children have some capacity to engage in such processes, they often have trouble resisting information from misleading informants. The present research takes a novel strategic deception training approach to addressing this limitation. The approach is grounded in theoretical work on children's recognition of self-other equivalences (Meltzoff, 2007) and in the default tendency to view communication as helpful (Mascaro et al., 2017). Eighty 3-year-old Singaporean children (Mage = 39.36 months, 37 girls, 90.0% Chinese) were randomly assigned to either an experimental condition, in which they were trained on strategic deception, or to a conservation training control condition. Findings showed that the strategic deception training was effective in promoting epistemic vigilance on a semantic task that involved object naming and no pointing, although the effect did not extend to performance on an episodic task that involved pointing to object locations. These findings provide the first evidence of a causal link between young children's reasoning about how to deceive others and their resistance to being misled by others. In doing so, they shed light on the mechanisms that come into play when children learn epistemic vigilance. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

505 The Successful Development of a Digital Peer Supporter Training Program - How It is Done

IntroductionThe global pandemic of 2020 and 2021 has had an unforgettable impact on our lives and community well-being. Burn survivors are a particularly vulnerable population for social isolation and loneliness and, therefore, an amplified need for social connection. This abstract outlines the strategic structure, curriculum, and training required to move an in-person course to an innovative digital model.MethodsA group of burn subject matter experts (SMEs), including burn survivors, peer supporters, and course instructors, virtually met to brainstorm program redesign, considering the needs of the burn survivors. Research of topics guided manual and course revisions. Experts recommended a website and digital resource review to streamline organizational data collection and participants’ experiences. A scheduled pilot course and evaluation would provide feedback for changes. SMEs created a short turnaround timeline.ResultsAfter research, the revised digital manual was condensed from 200 to 50 pages, allowing for hyperlinks, abbreviated resources, and replicated content removal. Five major content areas previously taught in-person were converted to recorded PowerPoint learning modules (April – June 2020). The asynchronous modules totaled 4 hours of self-paced learning assigned to the candidates before a set virtual course. A survey monkey assessment after each module evaluates the learner's base knowledge. SMEs developed a 4-hour virtual class incorporating the modules, manual, and group exercises. A designed pre-course worksheet prepares the candidates for group exercises. Based on their burn injury type or situation (parent to parent, survivors with amputations, death of loved one), candidates practice virtual peer support visits. After the first pilot course, a comprehensive evaluation tool assessed participant satisfaction and confidence, curriculum, instructor expertise, and comfort level navigating the virtual model (August 2020). A website landing page centralized course resources and content location, streamlining participant experience and organizational data collection (March 2021). A 2-hour instructor course (n=10) provided an update on the new structure. The instructors also observe a virtual peer supporter course, participate as an instructor in-training, then co-teach with another instructor before independent course instruction (June 2021).ConclusionsThe digital model has trained burn survivors (n=41) in 6 courses over eight months during a pandemic. Burn survivors have trained together from around the globe to one of the calendared courses improving efficiencies. There are monetary and resource cost savings for burn centers and the organization. The digital manual is easily updated, saving in resource allocation. Peer supporters navigate additional online resources for ongoing self-growth through the embedded website landing page.

What do strategic responses achieve?

This study purposed to investigate the effect of strategic responses on performance. The study adopted a descriptive research design. The target population for the study was 3834 employees drawn from four telecommunication firms in Kenya. Proportionate stratified random sampling was used to select the sample size of 385 respondents. The study findings indicated that (i) research and development, technology advancement, and strategic training all had a significant positive effect on firm performance; (ii) technology advancement was found to be a major determinant in the variation of performance of the telecommunication firms. Operational restructuring strategy, however, was found to have a negative effect on performance. The study finally concluded that technological advancement, research and development, and employee strategic training are strategic responses that telecommunication firms should invest into better performance.

Training Business Strategy and Tax on CV. Inara

Strategy is needed in an organization to develop the organization. One strategy that has been developed is related to recording to financial reporting and planning to tax calculation. Transparent financial report will be very useful, especially when it is related to decision making for organizational development. Besides, financial report also becomes the basis in the calculation and reporting of income tax (PPh) of the organization. Training in financial reporting and tax accounting planning will greatly assist the organization, both for decision making and corporate strategic planning. Business strategic training, financial reporting, and taxation are conducted to help CV Inara in achieving better business performance.

APPLICATION OF DEVELOP DEPLOY CONNECT MODEL IN MANAGING TALENT IN THE INSURANCE SECTOR

Purpose: The Develop Deploy Connect Model is an overall timeline structure that focuses on every stage from acquiring competent talent until how it leads to employee retention. The main objective of this model is to enhance and improve the productivity of the available human capital and promote career development of employees. This model can be used by HR professionals who are passionate about the development of their firm's workforce, educators, trainers, project managers, leads and consultants. The goal of this study to discuss the importance of education and skills on performance of insurance sector. The purpose of this work is to application of develop deploy connect model in managing talent and make recommendations for the insurance sector.
 Methodology: A desktop literature review was used for this purpose. Relevant journal articles for the study were identified using Google Scholar. The inclusion criteria entailed papers that were not over a decade old.
 Findings: From the review, organizations that employ strategic training through skills development among staff, in accordance with job requirements, enhance employee participation to higher grade. It was found that offering induction training, on job training, mentorship training and career development has a significant influence on the employee retention in an organization. In light of this, application of the develop-deploy-connect model enhance and improve the productivity of the available human capital and promote career development of employees.
 Unique contribution to theory, practice and policy: The study recommended that the Hr managers should also capitalize on sourcing and recruiting or holding onto the appropriate skills and capabilities, according to business needs. Additionally, they should engage Motivating and developing the talented personnel to match business requirements for higher levels of job satisfaction. Moreover, deploying and managing talents to match skills and experience with organizational may go a long way in enhancing organizational performance. the study further recommends that training programs should be undertaken after a systematic needs analysis, that emphasis should be placed on training programs for all employees, that the training programs improved employee knowledge skills and attitudes and that there should be a continuous review of training programs and activities to meet the changing needs of the market.

Patient-Centered Care for Obesity: How Health Care Providers Can Treat Obesity While Actively Addressing Weight Stigma and Eating Disorder Risk

Patient-Centered Care for Obesity: How Health Care Providers Can Treat Obesity While Actively Addressing Weight Stigma and Eating Disorder Risk

Influence of Imagery Training on Adjusting the Pressure of Fin Swimmers, Improving Sports Performance and Stabilizing Psychological Quality.

This study analyzed the effects of imagery training on athletes’ imagery ability, physical anxiety and athletic performance. This study employed a mixed research approach. Snowball sampling was used to select 55 fin swimmers with imagery training experience and formal competition participation. Basic statistics were obtained, and Pearson product-moment correlation coefficient (PPMCC) analysis was performed using IBM SPSS Statistics for Windows, Version 26.0, and the results were compared with the opinions of three experts and were tested using multivariate validation methods. The results revealed that although imagery training can help athletes improve their performance and significantly reduce their anxiety during the competition, athletes can still make mistakes due to internal and environmental factors and even have negative thoughts that lead to their reduced likelihood of competition participation. By strengthening strategic and technical imagery training, we can help our fin swimmers perform at a higher level, achieve their goals, and improve overall satisfaction with their competition process and performance.

The Effectiveness of Trainings based on Neuro-Linguistic programming and Cognitive Behavioral Approach on Students’ Anxiety, Depression and Stress

Introduction: The aim of this study was to evaluate the effectiveness of teaching neuro-verbal planning strategies and cognitive-behavioral approach on reducing students' anxiety, depression, and stress.Method: This quasi-experimental study is a pre-test-post-test with a control group and the study population includes all adolescent girls and boys 15 to 18 who were studying in the secondary schools of Kerman in the academic year of 1999-2010. And were randomly replaced in three groups of 15 people. Experimental group 1 underwent strategic training of neuro-verbal planning for 18 minutes in each session for 18 minutes and experimental group 2 underwent aphthous-behavioral therapy in 6 sessions once a week for 60 minutes. They did not receive any special training or treatment. The instruments used in this study included the Depression, Anxiety, Stress Scale (DASS-21).Results: Findings showed that teaching neuro-verbal programming strategies as well as cognitive-behavioral therapy on reducing depression (=2 = 0.883, P 0.05).Conclusion: Based on the results, it can be said that teaching neuro-verbal planning strategies and cognitive-behavioral approach reduces depression, anxiety and stress in adolescents. And the effect of teaching neuro-verbal planning strategies and cognitive-behavioral approach on reducing depression, anxiety and stress in adolescents has been the same.

Design and Validation of Strategic Training Model to develop Human Resources in the Automotive Industry (Case study: Saipa Automotive Group)

پژوﻫش حاضر با ﻫدف طراحي الگوي آموزش راهبردی و تبیین نقش آن در توسعه منابع انسانی انجام شده است. اين پژوﻫش از نوع تحقيقات كاربردي مي باشد كه از روش آميخته از نوع اكتشافي به عنوان روش پژوﻫش استفاده كرده است. جامعه آماری در بخش کیفی27 نفر و کمی 400 نفر از متخصصان حوزه آموزش و توسعه منابع انسانی و استراتژی گروه خودروسازی سایپا به عنوان مشارکت کننده استفاده شده است.از روش نمونه گیری هدفمند در بخش کیفی و تصادفی طبقه ای در بخش کمی استفاده شده است . ابزار جمع آوري داده ها در بخش کیفی شامل مصاحبه نيمه ساختاريافته و در بخش كمي شامل پرسشنامه محقق ساخته بود. براي تجـزيه و تحليل داده ﻫا در بخش كیفی از نرم افزار excel و كمي از نرم افزار AMOS و 19SPSS استفاده شد. روش تجزيه و تحليل داده ﻫا در بخش كيفي شامل روش داده بنياد (كدگذاري باز، محوري و انتخابي)در بخش کمی از روش تحليل مسير، ﻫمبستگي پيرسون و تحلیل عاملی استفاده شده است. نتايج اين پژوﻫش در بخش كيفي منجر به شكل گيري الگوي آموزش راهبردی با هدف توسعه منابع انسانی در گروه خودرو سازی سایپا شد و در بخش كمي تاثیر الگوی آموزش راهبردی در تبین توسعه منابع انسانی مورد بررسي قرار گرفت كه نتايج آن حاكي از تأثير مثبت الگوي آموزش راهبردی بر توسعه منابع انساني بود. يافته ﻫاي اين پژوﻫش مي تواند دﻻلت ﻫاي كاربردي و عملياتي در راستاي توسعه منابع انساني در گروه خودرو سازی سایپا ارائه دﻫد.

Strategic Training in Transdisciplinary Radiation Science for the 21st Century (STARS21): 5-Year Prospective Evaluation of an Innovative Curriculum in Radiation Science

<h3>Purpose/Objective(s)</h3> STARS21 is a North American research training program that has been designed to provide graduate students, postdoctoral fellows, residents, and clinical fellows the skills essential to conduct translational and transdisciplinary research in radiation medicine and aims to address an unmet need for education in this area. We hypothesize that STARS21 enriches graduate and post-graduate training to enable increased trainee proficiencies that can enhance their overall research competencies. To address this further, we developed a novel evaluation tool. <h3>Materials/Methods</h3> From 2015-2020, trainees completed anonymized evaluations of the STARS21 curriculum that included pre- and post-curriculum questionnaires that rated their level of proficiency on a 5-point scale (1 = not at all to 5 = extremely) for 7 research components. Data were analyzed separately for new (n = 86) and returning (n = 39) trainees. Two-sided Wilcoxon signed-rank test was used to compare pre- and post-curriculum scores for each component. A <i>P</i>-value ≤0.05 was considered statistically significant. <h3>Results</h3> The overall curriculum evaluation completion rate for all trainees was 89%, and for the pre- and post-curriculum evaluations measuring perceived changes in research competencies of new and returning trainees, the completion rates were 85% and 90%, respectively. Overall, 92% of the trainees indicated that the breadth and depth of the STARS21 curriculum was just right, and that the curriculum was current and relevant. Each year, 100% of trainees indicated that they would recommend the program to their peers. Both new and returning trainees demonstrated significant increases in proficiency in all measured areas of transdisciplinary radiation medicine (<i>P</i> < 0.001), interprofessional collaboration (<i>P</i> < 0.001 new, <i>P</i> = 0.001 returning), transdisciplinary cancer research (<i>P</i> < 0.001), translational cancer research (<i>P</i> < 0.001), scientific communication (<i>P</i> < 0.001 new, <i>P</i> = 0.011 returning), personalized medicine (<i>P</i> < 0.001 new, <i>P</i> = 0.002 returning), and research commercialization (<i>P</i> < 0.001). The largest increases (over 1 point) in proficiency were associated with transdisciplinary radiation medicine and research commercialization for both new and returning trainees. <h3>Conclusion</h3> STARS21 trainees value the curriculum and program. Using a novel evaluation tool, increased perceived trainee research competencies attributable to the program were demonstrated for all new and returning trainees. This evaluation tool could be applied to other research training programs or adapted to other education settings.

Strategic training and exercises for critical infrastructure protection and resilience: A transition from lessons learned to effective curricula

Research objectiveTo identify issues which make strategic trainings and exercises for critical infrastructure protection and resilience specific and to use them to formulate relevant curricula guidelines. Material and methodsExperts organizing international and national strategic trainings and exercises for critical infrastructure protection and resilience were involved. Their practical knowledge and experiences were collected by qualitative survey. Experts characterized the trainings and exercises due to particular elements of decision-making process as organizational strengths, weaknesses, opportunities and threats. This allowed to classify particular lessons learned and make them operational due to formulate the reference training curricula guidelines. Effective trainings and exercises should base on underlining the strengths and the opportunities and limitation of the weaknesses and the threats. ResultsSpecification of the trainings and exercises is expressed by relevant strengths, weaknesses, opportunities and threats, grouped in five areas (trainees, trainers, decision making process, materials, equipment) to be operational in terms of effective curricula formulation. Discussion and conclusionStrategic trainings and exercises are primarily dedicated for experienced practitioners who face complex problems for critical infrastructure protection and resilience. Use of decision information systems and decision support systems may make the trainings and exercises more practical and rational. Strong support of experienced trainers is required to effectively implement curricula and reduce organizational risks (trainees-, materials- and equipment-related). Media coverage is desired to increase reality of decision making.