Resource Management Training Research Articles

Reflection of Crew Resource Management (CRM) Trainings to Real-Life Field Practice in Air Passenger Transportation: A Qualitative Research

In the air transportation sector, flight safety stands as one of the foremost values. To ensure safety, airlines rely on Crew Resource Management (CRM) training. These training programs aim to foster coordination, communication, and awareness among all personnel involved in flight operations, encouraging rational responses to potential issues as a unified team. Naturally, as is the case with any training process, the practical applicability of CRM training alongside its theoretical structure is of paramount importance. Hence, this study, conducted within the framework of qualitative research, delves into the perspectives of cabin crew members regarding CRM training by evaluating its content, benefits, and real-life field applications. Employing interview-based methodology, qualitative data were gathered from 19 cabin crew participants through purposive sampling. The collected data underwent descriptive analysis, leading to certain conclusions. The findings illustrate that CRM training has a positive impact on emotional and knowledge management, communication skills, team collaboration, and a proactive approach in matters of safety. It underscores that CRM training significantly permeates into the realm of real-world applications—namely, flight operations. However, participants highlighted certain issues and emphasized the need for more practical, interactive, and participant-centered training methods for the enhancement of CRM training, aiming to address those concerns.

Human Resource Management Practices and Academics’ Performance

The aim of this study was to investigate the effect of human resource management practices on the job satisfaction of academics in higher education institutions. Furthermore, there were 129 academics from several higher education institutions in West Java involved as participants in this study. The research instrument consisted of 30 items to assess human resource management practices and three items to assess job satisfaction. Additionally, SPSS 29.0 was used for data analysis. Based on the results of this study, there was a significant and positive association between job satisfaction and human resource management practices, including recruitment, selection, training and development, performance appraisal, rewards, recognition, and promotion prospects. The findings and statistical analysis of this study highlighted the effect of human resource management practices on the job satisfaction of academics in higher education institutions. In addition, it was expected that the novelty of this study would provide a significant contribution to human resource management practices and the current situation of job satisfaction in Indonesian higher education institutions, particularly in the public sector.

Sustainable Employment for People with Disabilities: A Scoping Review on Workplace Practices and Positive Employment Outcomes

This is a scoping review of literature on positive employment outcomes for people with disabilities (PWD) and stakeholders in the organization. The aim is to investigate the connection between workplace practices and positive employment outcomes contributing to sustainable employment. Methodologically, the scoping process commenced with four electronic databases and resulted in a total of 42 articles. We identified seven categories of workplace practices that contributed to positive employment outcomes: accommodation, cultural practices, human resource management (HRM) practices, leadership, participation, support, and training. We identified five categories of positive employment outcomes: employment experiences of PWD, employment outcomes of PWD, employment outcomes of stakeholders in the organizations, work performance, and organizational outcomes. The article discusses the findings in relation to studies on employment of PWD which often focus on discrimination and barriers faced by PWD. The scoping process revealed a research gap where the majority of articles described positive employment experiences of PWD, while only a few articles described positive employment experiences of stakeholders in the organization. We propose that future research focus on workplace practices that can advance our theoretical and empirical understanding of what contributes to sustainable employment of PWD.

Training Effects on Sub Inspector Performance in Police Station Management

This study investigates the multifaceted impact of resource management, man management, and record management training within the context of basic training on Sub Inspectors' role performance in police station management in Kerala. The research involves gathering data from fifty-three Sub-Inspectors of the Kerala Police and employs a quantitative methodology. Results indicate a significant positive correlation between the incorporation of station house management training and the observed improvements in Sub-Inspectors' performance attributes. The training interventions were found to foster a proactive approach to problem-solving, high victim satisfaction levels, and improved community relations. Their capacity for situation analysis and rapid retrieval of critical information was notably improved, contributing to sound judgment and decision-making in complex scenarios. The findings emphasize the pivotal role of training in enhancing the effectiveness of Sub-Inspectors of police in their respective roles

Humanizing Digital Marketing: The Role of ChatGPT in Human Resource Management Training Programs

Successful digital marketing is not just about broadcasting messages to consumers but also about building meaningful relationships with them. This demands a more humanistic approach in digital marketing. This research aims to explore the role of ChatGPT in humanizing digital marketing, with a specific focus on how this technology can be utilized in human resource management training programs. The research method employed is a qualitative literature review using data obtained from Google Scholar spanning from 2016 to 2023. Qualitative approach was chosen to allow for in-depth analysis of relevant literature on the research topic, involving a better understanding of concepts, theories, and findings already existing in the related scholarly literature. The study findings indicate that in rapidly evolving digital marketing, humanization is key to building strong customer relationships. The role of ChatGPT in human resource management training programs is crucial to reinforce humanization in digital marketing strategies. By leveraging ChatGPT, marketing professionals can create more personalized and relevant experiences for their audience, while also opening opportunities to enhance marketing strategy efficiency.

ІНВЕСТИЦІЇ В РОЗВИТОК ЛЮДСЬКОГО КАПІТАЛУ У СІЛЬСЬКОМУ ГОСПОДАРСТВІ УКРАЇНИ

The purpose of the article is to analyse the importance of investing in human capital development in Ukrainian agriculture in the context of instability. The elements of the process of human capital development for agriculture are allocated, which reveal the directions necessary to improve the quality of human capital and increase the productivity of the agricultural sector. These are elements such as providing access to quality agricultural education for young people, organising training and courses, training farmers in the use of modern digital technologies, creating financial support programs for farmers, providing access to medical care and insurance programs, developing social programs to make life easier, training in resource management, developing projects and programs to improve the economic and social development of local communities, promoting and educating in the context of environmental awareness in the agricultural sector. The problems that cause low growth of human capital in agriculture in Ukraine are highlighted: instability of the military, economic and political situation, low wages and social conditions, reduced educational and professional opportunities, infrastructure and technological development, demographic and migration challenges, lack of support and investment in agricultural development. The problems that affected the process of investing in human capital development in agriculture in Ukraine during the wartime period are highlighted: an unstable situation in the country and security threat, loss of access to educational resources and exacerbation of problems in education, decrease in economic activity and decrease in income, decrease in wages, mass migration of the population from rural areas to cities and other countries, loss of qualified personnel, destruction of infrastructure, insufficient state support and development programs for rural areas. The article proposes areas of support for human capital development in the context of agricultural development in Ukraine, including security and stability, skills development, financial support, social support, efficient use of labour, resource management, productivity and technology development, and infrastructure projects.

The role of training in motivating employees in public administration

Purpose: The subject of this article is training and its impact on the motivation of public administration employees in tax offices. Design/methodology/approach: both secondary and primary research were conducted. Secondary research includes literature on the subjects of motivation, motivating, human resources management and employee training. However, the primary study includes a survey conducted in tax offices; in this case, the method was a survey, the technique was an online survey, and the research tool was a survey questionnaire. Findings: respondents almost unanimously answered that they mainly participate in training because the acquired knowledge will allow them to improve the performance of their duties. Training also motivates them to continue their professional development. The answer regarding job change is noteworthy: respondents do not connect the knowledge acquired during training with the possibility of changing jobs. The research shows that the most important form of motivation is material motivation. Next are the atmosphere and satisfaction with the duties performed. Originality/value: indicating how important it is to align employees' personal goals with the goals of the organization. In such a case, the system should take into account the individual needs of employees, but employees should also recognize the opportunities for their own development and the benefits that may accrue to the institution. In this way, professional goals can also become personal goals. The author drew attention to an important issue - respondents are aware of their needs, and employers should notice and meet their expectations. This will undoubtedly improve the functioning of many offices. In the era of artificial intelligence, employees' soft skills should be particularly valued because interpersonal skills, flexibility, the ability to cooperate, and creativity are becoming the key factors that distinguish people in the context of technological progress. Keywords: administration, motivation, motivating, training. Category of paper: Research paper.

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Introduction. Training and development in human resource management (HRM) are important for business companies to survive in a competitive environment. On the other hand, the contribution of training and development activities is also crucial for employees' individual development and career plans. Rapid changes in technologies, methods, tools, and working environments have increased the need for new qualifications, abilities, and knowledge bases that can be provided through training and development activities.
 Aim and tasks. This study aims to conduct a quantitative research that examines the association between training and development activities and the contribution of employees to business success in the context of HRM.
 Results. A relational survey model was used to determine the relationships between variables. In this survey, 105 blue-collar workers from a manufacturing company in Izmir were selected using a random sampling method. The questionnaire collected data, and the SPSS software analyzed the results. According to the results of the survey, training and development have a significant influence on employee performance. Specifically, they evaluate training as an essential tool for performing their duties, accessing up-to-date information about their activities, and considering it a supporting study for their career development. Even though employees have positive opinions about training and development activities, they still need to be given detailed information about the training programs they should participate in the future. It was observed that employees’ evaluations of training and development activities were positive, and their learning motivation was relatively high. There was a positive and significant relationship between employees’ views on training activities and their perceptions of performance. The findings stated that training activities positively affect employees' performance by increasing their knowledge and skill levels.
 Conclusions. It has been determined that the individual benefits provided by training and development activities motivate employee performance. There was no difference between the views of the participants regarding education and development by gender, age, education level, or working time. It was determined that married people consider education and development activities more in terms of career development compared to singles.

Transforming Traditional Farmers into Professionals: An Introduction to Human Resource Management in Rural

This research is focused on outlining experiences in rural human resource management through the introduction of a new professional farmer training process. The aim is to provide insights and references for developing countries in implementing farmer training and improving their human resource structure. The research methodology explores the literature combined with an inductive approach to describe and analyse experiences and lessons learned during training programmes to strengthen human resource capacity in the agricultural sector. The results of this study emphasise the importance of new professional farmer training in rural human resource management, with the Indonesian government prioritising the entire training process. The Indonesian government has taken strategic steps in farmer training, which include identifying appropriate training targets, selecting influential investment entities, developing practical training models, and designing supportive policies. These initiatives have significantly improved the quality and structure of rural human resources. The uniqueness of this research lies in its selection of topics that are less widely covered in the literature, especially regarding the training process and the new professional farmer model. This research is also important in enhancing the skills of rural individuals, increasing farmers' income, strengthening the role of agriculture, and supporting economic growth in rural areas. Furthermore, this research makes a significant contribution to the literature by enriching the theory of human capital investment in rural areas.

306 The effect of simulation-based Crew Resource Management training on interprofessional teamclimate in a hospital setting – a single center study

306 The effect of simulation-based Crew Resource Management training on interprofessional teamclimate in a hospital setting – a single center study

Effects of flight crew role assignment on aviation accidents and incidents: Evidence of a systemic safety issue

To investigate whether a reported association between flight crew role assignment and accident/incident frequency has persisted subsequent to reforms introduced to address it, we analyze global civil aviation data on 841 accidents and safety critical incidents for the period 2000–2020 resulting in 5318 fatalities. We find that significantly more such events occur, and significantly more fatalities result, when the Captain (Pilot-in-Command) rather than the Co-pilot (Second-in-Command) is acting on the controls as “Pilot Flying” rather than acting as “Pilot Monitoring” – prima facie evidence that the regular combination of command and control (Pilot-in-Command as Pilot Flying) presents a significant systemic safety risk. The yearly proportion of events with the Pilot-in-Command as Pilot Flying significantly increased over 2000–2020. Moreover most (72.2%) events occurred in the absence of any emergency, in technically airworthy aircraft and most (87.9%) were also judgmentally assessed as preventable by the flight crew. Our findings are consistent with accounts of the crew assignment effect that invoke role-dependent status hierarchy effects interfering with effective monitoring and with cognitive overload debilitating the Pilot-in-Command when assigned as the Pilot Flying. We interpret these findings as evidence that measures specifically introduced to implement effective flight crew teamwork, such as Crew Resource Management training, fail to prevent ineffective flight crew teamwork. We consider the implications of our findings for the aviation industry and present options for mitigation and issues for further research.

The Role of HRM in training hotel employees for digital adaptation with reference to bangalore hotels

With the increasing importance of technology in the hotel industry, understanding the significance of training in human resource management (HRM) for digital employees is crucial. This paper aims to evaluate the impact and necessity of HRM training on the proficiency and efficiency of digital employees within the hotel sector. In the evolving digital era, the hotel industry is transitioning, necessitating changes in the human resource management (HRM) training practices. This study investigates the impact of HRM training on digital employees in the hotel industry by surveying 50 HR managers and 150 digital employees. The results emphasize the importance of consistent, up-to-date training and its correlation with enhanced job performance and satisfaction among digital employees.

Suitability of Virtual Reality for Supplemental Scenario-based Training to Facilitate Crew Resource Management Outcomes

Researchers and practitioners are exploring the efficacy of virtual reality (VR) in education and training, including in aviation (Hight et al., 2022). In this poster presentation, we briefly discuss existing literature that has examined the effectiveness of VR for training within aviation. We then specifically address the potential adoption of VR as a simulation training tool to enhance crew resource management (CRM) training in what we refer to as supplemental Scenario-based Training (SBT).

Design and implementation of a “crisis resource management” training program for the initial assessment of polytrauma patients

IntroductionTo describe the design and implementation of a Crisis Resource Management (CRM) training program for the initial assessment of polytrauma patients. MethodsProspectively implemented CRM training program in acute-care tertiary hospital by hospital personnel involved in the care of polytraumatisms. The program has a blended format and 23-h duration, including 11 h of online theoretical training followed by 12-h simulation modules and practical cases devoted to the roles of members of the trauma team, functioning of the polytrauma room, and key aspects of teamwork. The Human Factors Attitude Survey (HFAS) was used to assess attitudes related to non-technical skills, and the End-of-Course Critique (ECC) survey to evaluate satisfaction with training. We evaluated changes in the pre- and post-training assessments. ResultsEighty staff personnel (26% specialists, 16% residents, 29% nurses, 14% nursing assistant, 15% stretcher bearer) participated in three editions of the program. Theoretical knowledge improved from a mean (SD) of 5.95 (1.7) to 8.27 (2.1) (P < .0001). In the HFAS, statistically significant differences in 18 of 23 attitudinal markers were observed, with improvements in all items of “leadership” and “roles”, in 4 of 5 items of “situational awareness”, and in 4 of 8 items of “communication”. Mean values obtained in the ECC questionnaire were also very high. ConclusionsA CRM training model developed for the initial care of polytrauma patients improved theoretical knowledge and participants perceptions and attitudes regarding leadership, communication, roles, and situational awareness of members of the trauma team.

Irish dairy farmers’ assessment of their training needs

ABSTRACT Purpose The purpose of this study was to examine the uptake of education and training by Irish dairy farmers and how they perceive their training needs to be evolving as their farm business grows and they become employers. Design/methodology/approach A quantitative survey was conducted with 315 dairy farmers, who were randomly selected based on herd size and location to be representative of dairy farmers in Ireland. Findings The results demonstrate the number of people working on the farm influence farmers’ educational and training requirements. The results of this study show the need for specific human resource management advice and training for dairy farm employers. Practical implications This study provides an understanding about the type of education or advice farmers need when transitioning into larger-scale businesses, which require more hired labour. Theoretical implications This paper demonstrates that dairy farmers’ experiences of education and training is dependent on where individuals are within their transitional experience, highlighting the importance of change management research in terms of life-long learning. Originality/value Uniquely this study provides an understanding of how dairy farmers’ education and training needs are evolving as their businesses develop.

Pelatihan Strategi Manajemen Sumberdaya dalam Mengelola Bisnis bagi UKM Goyang 1.1 Kabupaten Kubu Raya

This service activity aims to increase entrepreneurial competency through resource management training in business management. The partner in this activity was the Rengginang Goyang 1 UKM, Kubu Raya Regency. The method of implementing this service was community education-based training. This activity was evaluated by comparing the results of the pretest with the posttest and analyzed descriptively. The results of the dedication showed that there had been an increase in participants' knowledge regarding resource management strategies in managing the business. It was shown from the pretest and posttest values; the pretest value was 35%, and at the time of the posttest, it increased to 65%. In addition to the test results, the observation showed that the participants were very satisfied with this activity.

Resilience Capacity Assessment of Communities in Akwa Ibom State, Nigeria

The study assessed the resilience capacity of communities in Akwa Ibom State, Nigeria. The resilience capacity was accessed based on the absorptive, adaptive and transformative capacity of the communities using Resilience Capacity Assessment Questionnaire (RCAQ). RCAQ was administered to four hundred (400) respondents and data were analysed using descriptive statistics. The findings revealed that communities were found to be within low (138), moderate (429) and high (228) vulnerability levels. The absorptive strength of the communities revealed that they have access to their saving during shock event such as flood (51.8%, Mean = 3.48, SD= 1.17) while the identified challenge was the lack of insurance coverage for various socio-economics activities in the aftermath of hazard event (51.5%, Mean = 2.90, SD= 1.33). Communities showed strength in the adaptive capacity such as diversified means of livelihood within their community (57.7%, Mean = 3.15, SD= 1.09); however, they lack early warning and natural resources management training (47.9%, Mean = 1.95, SD= 1.07). The communities showed strength in transformative attribute such as market availability for household to sell and buy agricultural product (68.5%, Mean = 3.23 SD= 1.17) but lack access to formal safety net in the community (53.6%, Mean = 2.09 SD= 1.04). The outcome revealed that resilience capacity building was hindered by poor social amenities (25.6%) and communities should be in control of their resources (25.6%) to improve resilience capacity. Conclusively, communities’ resilience capacity building process was lacking from the absorptive and transformative capacities perspective; hence, there is need for government-community engagement as a means to develop community resilience capacity.

Human Resources Management Training Program for Nurse Managers at Suez Canal University hospital

Human Resources Management Training Program for Nurse Managers at Suez Canal University hospital

Design and implementation of a “crisis resource management” training program for the initial assessment of polytrauma patients

IntroductionTo describe the design and implementation of a Crisis Resource Management (CRM) training program for the initial assessment of polytrauma patients. MethodsProspectively implemented CRM training program in acute-care tertiary hospital by hospital personnel involved in the care of polytraumatisms. The program has a blended format and 23-h duration, including 11 h of online theoretical training followed by 12-h simulation modules and practical cases devoted to the roles of members of the trauma team, functioning of the polytrauma room, and key aspects of teamwork. The Human Factors Attitude Survey (HFAS) was used to assess attitudes related to non-technical skills, and the End-of-Course Critique (ECC) survey to evaluate satisfaction with training. We evaluated changes in the pre- and post-training assessments. ResultsEighty staff personnel (26% specialists, 16% residents, 29% nurses, 14% nursing assistant, 15% stretcher bearer) participated in three editions of the program. Theoretical knowledge improved from a mean (SD) of 5.95 (1.7) to 8.27 (2.1) (P < .0001). In the HFAS, statistically significant differences in 18 of 23 attitudinal markers were observed, with improvements in all items of “leadership” and “roles”, in 4 of 5 items of “situational awareness”, and in 4 of 8 items of “communication”. Mean values obtained in the ECC questionnaire were also very high. ConclusionsA CRM training model developed for the initial care of polytrauma patients improved theoretical knowledge and participants perceptions and attitudes regarding leadership, communication, roles, and situational awareness of members of the trauma team.

Improvement of Teamwork Nontechnical Skills Through Polytrauma Simulation Cases Using the Communication and Teamwork Skills (CATS) Assessment Tool

To assess acquisition of nontechnical skills (NTS) through clinical simulation cases by healthcare personnel who participated in a Crisis Resource Management (CRM) training program for the initial care of polytraumatisms. Pre-and postintervention study. Acute-care teaching hospital in Sabadell, Barcelona (Spain). Healthcare personnel that composed teamworks providing initial care to polytraumatized patients attended 12-hour simulation training using a SimMan 3G manikin and performed exercises corresponding to 3 clinical scenarios. All simulations lasted 15 to 25 min and were video recorded. The CATS Assessment tool was used for analysis of teamwork NTS, which included 21 behaviors clustered into the categories of coordination, situational awareness, cooperation, communication, and crisis situation. Three editions of the CRM training course were carried out with 12 trauma team groups composed by team leader, anesthesiologist, general surgeon, traumatologist, registered nurses, nursing assistant, and stretcher bearer. There were statistically significant (p <0.001) improvements in the speed of key times of total duration of case resolution, transfusion of hemoderivatives, Focused Assessment Sonography for Trauma, and chest and pelvic X-rays. The percentage of cases correctly resolved improved from 75% to 91.7% but differences were not statistically significant (p = 0.625). Precourse and postcourse results of CATS scores showed a statistically significant increase in the weighted total score as well as in all behavioral categories of coordination, situational awareness, cooperation, communication, and crisis situation. Simulation-based training of NTS was associated with significant improvements in teamwork behaviors in the setting of the initial care of patients with polytraumatisms.