Transfer Of Training Research Articles

The combined effect of a goal-oriented leadership app and leaders’ mindset in optimising training transfer

ABSTRACT Despite extensive investments in workplace learning, the failure to transfer the skills and knowledge acquired during training is common. To improve the transfer of training content to the workplace, scholars and practitioners have shown increased interest in setting up transfer interventions. However, there is limited understanding of how transfer interventions, as a form of self-regulated learning, affect training transfer. Using an experimental study design with leaders (N = 253) and their subordinates (N = 717), the present research examines the effectiveness of a transfer intervention, administered via a web-based app, which employs a goal-oriented microlearning approach to prompt leaders’ self-regulation in the context of leadership training. The use of this app-based transfer intervention by an experimental group is then compared to a waiting control group. Furthermore, this study examines the effects of leaders’ mindset (i.e. leadership self-efficacy and motivation to lead) on training transfer. Results from leader self-reports and subordinate ratings largely support the proposed impact of our app-based transfer intervention and leaders’ mindset on strengthening training transfer.

The effects of government policy on performance planning for implementation of performance contracting in the government ministries in Kenya

The study sought to analyse the effects of government policy on performance planning for the implementation of performance contracting in government ministries in Kenya. A mixed-method type of design was adopted. Stratified sampling was used to sample four government ministries. In sampling staff to be interviewed, top and middle-level management totalling 831 were identified. Thirty per cent of the 831 (249 staff members) were considered to be representative enough for the study. The study adopted descriptive and inferential statistics. The study used ANOVA, regression analysis, and correlation to analyse the relationship between variables. The study finding observed that there was a strong correlation coefficient of 0.866 at p-value of 0.035 between government policy and performance planning, which implied that employees' performance planning is significant in the implementation of performance contracting; a unit standard deviation increase in effective training and development was likely to increase the standard deviation of performance monitoring by 0.096 on implementation of performance contracting; a unit standard deviation increase in top management commitment was likely to increase the standard deviation of performance reporting on performance implementation by 0.337. The study concludes that government policies have an effect on performance contracting in government ministries in Kenya. Further, the conclusion was that government policy has minimally addressed issues of training and development. Therefore, it is recommended that transfer of training be included in the next reviews of the government policy and specifically addressed in the workplace that often affect the impact of training and development.

Training transfer validity of virtual reality simulator assessment

This study utilises computer-based simulations to explore the transfer effects of competency training in maritime education, addressing the current lack of research on their transferability to real-world scenarios.The research explores the accuracy of procedural knowledge assessment using virtual reality (VR), positing that head-mounted display (HMD) VR offers stronger concurrent validity through training transfer measures than 3D desktop VR. This is evaluated by regression on a training transfer condition. It also investigates motivation’s influence on training transfer and the regression model of this relationship.Fifteen marine engineering students were divided into two experimental groups using 3D desktop VR and HMD VR systems, with eight experts in the control group. The students had previously received traditional lecture-based instruction and were given practical training using a 2D desktop simulator in the same scenario as in the VR treatment and in the training transfer condition.The ANCOVA design experiment involved two levels of technical immersion before the operation of real-life equipment. Neither technical immersion nor expertise level as independent variables were found to have a significant effect in the relationship of the assessment predicting the training transfer. The direct relationship was significant (R2adj = 0.436) and further analysed with the influence of motivation, resulting in a moderation model with a decent effect size (R2 = 0.740). Based on these findings, we can infer that both types of VR simulations used for assessment demonstrate concurrent validity in predicting real-life performance before we discuss and define the characteristics of the observed transfer according to theory.

Integrated measure for training transfer in nursing practice: Development and validation study

BackgroundThe persistent knowledge-practice gap in nursing, where competencies gained through continuing professional development fail to integrate into practice, remains a significant challenge. Effective transfer of acquired knowledge and skills to the workplace is essential for bridging this gap. However, there is a lack of comprehensive, validated instruments to assess factors influencing training transfer in nursing practice. ObjectiveThis study aims to develop a questionnaire capable of assessing training transfer as an integrated construct, encompassing all factors influencing this process in nursing practice. DesignThe study followed a developmental, iterative approach guided by the COnsensus-based Standards for the selection of health Measurement INstruments (COSMIN). Setting(s)Eight tertiary teaching hospitals in the Netherlands. ParticipantsEducational experts (n = 8) and nurses (n = 1588). MethodsThe questionnaire development consisted of three phases: Phase 1) content development, in which instruments were identified based on a literature study and translation of included instruments into Dutch, Phase 2) pilot phase: content validation and usability testing using Delphi studies with experts and nurses, Phase 3) psychometric validation: construct validation using exploratory and confirmatory factor analysis, composite reliability and discriminant validity. The phases were completed from January 2023 till June 2024. ResultsThe literature review led to the inclusion of two key instruments: the Learning Transfer System Inventory (LTSI) and the Learning Climate Questionnaire (LCQ). Following item reduction based on Delphi rounds, nurses completed the adapted instruments. Psychometric validation demonstrated a good fit for these instruments in nursing practice. The adapted LTSI showed loadings ranging from 0.37 to 0.99, with a Normed Χ2 of 1.996, TLI of 0.908, CFI of 0.920, and RMSEA of 0.050 [CI = 0.047–0.054]. The adapted LCQ exhibited loadings from 0.64 to 0.94, with a Normed Χ2 of 3.385, TLI of 0.963, CFI of 0.974, and RMSEA of 0.069 [CI = 0.061–0.078]. The combined model demonstrated a Normed Χ2 of 2.014, TLI of 0.900, CFI of 0.907, and RMSEA of 0.051 [CI = 0.048–0.054]. ConclusionsThe adapted LTSI and LCQ, both separately and combined, are reliable and valid instruments for use in the Dutch nursing hospital context. Together, they provide a comprehensive assessment of factors influencing training transfer. They can also be used independently to examine specific components such as trainers (LCQ), context (LTSI), personal aspects (LTSI), or training (LTSI/LCQ). Furthermore, these instruments can facilitate discussions between nurses, managers, and educational experts to address barriers to training transfer in nursing practice.

Establishing the effects of training and development on performance monitoring for implementation of performance contracting in the government ministries in Kenya

The study aimed to establish the effect of training on performance monitoring for implementation of performance contracting in the government ministries in Kenya. A mixed-method type of design was adopted. In sampling staff to be interviewed, top and middle-level management totalling 831 were identified. Thirty per cent of the 831 (249 staff members) considered it to be representative enough. The study adopted descriptive and inferential statistics. The study used ANOVA, regression analysis, and correlation to analyse the relationship between variables. Reliability of instruments was assessed using Cronbach's alpha coefficient, whose alpha value is equal to or greater than 0.70, which is considered sufficient. Content Validity Ratio (CVR) was calculated for each item, and items with a CVR value below 0.99 were eliminated. The final instrument comprised 22 items with CVR values ranging from 0.99 to 1.00. The study found that a unit standard deviation increase in effective training and development was likely to increase the standard deviation of performance monitoring by 0.096 on implementation of performance contracting. The study concludes that training and development have an effect on performance contracting in government ministries in Kenya. The study further recommends that transfer of training and development be included in the next review of the policy.

Enhancing training transfer among stroke specialist nurses: Insights from latent profile analysis

AimUsing Latent Profile Analysis (LPA) to identify distinct categories within stroke specialist nurses training transfer and to explore the factors influencing these categories. BackgroundStroke represents a significant worldwide health challenge. During the treatment and rehabilitation of stroke, stroke specialist nurses play an essential role. However, despite significant resources devoted in the training of stroke specialist nurses, the effectiveness of training transfer is still at a moderate or low level. Therefore, there is an urgent need to identify the factors affecting the training transfer of stroke specialist nurses and to formulate effective strategies for improvement based on these findings. DesignThis is a cross-sectional study. MethodFrom August to September 2023, demographic questionnaires, stroke specialist nurses training transfer scales, nursing work environment scales, and job crafting questionnaire were used to survey 413 stroke specialist nurses in 5 tertiary hospitals in Henan Province, China. LPA was used to analyze the latent characteristics of nurse training transfer and to explore the predictive factors of different categories using univariate analysis and logistic regression. ResultsA total of 397 stroke specialist nurses were included, identifying three categories of training transfer: "low training transfer group" (20.40 %), "medium training transfer group" (31.74 %), and "high training transfer group" (47.86 %). Work experience, employment type, training duration, nursing work environment, and job crafting significantly influence the training transfer categories. ConclusionThe majority of stroke specialist nurses fall into medium and low training transfer group. Contract employment and less work experience are the main reasons for medium and low levels of training transfer. Enhancing work experience, designing effective training courses, ensuring equal pay, improving the nursing environment, and implementing job crafting strategies could effectively improve training transfer for various types of stroke specialist nurses.

Training transfer in MSMEs of India: examining the role of performance coaching, HRD climate and employee agility

Purpose The relatively low emphasis on training is often attributed to concerns about the uncertain return on investment in training initiatives. However, there has been limited research conducted to understand the critical success factors for training effectiveness in these enterprises. The current research aims to address this gap by examining the role of training transfer factors in enhancing training effectiveness within micro, small and medium enterprises (MSMEs) in India. Influenced by the Learning Transfer System framework proposed by Holton et al. (2007), this study aims to focus on investigating the impact of performance coaching, human resource development (HRD) climate and employee agility on training transfer in MSMEs. Design/methodology/approach Data has been collected from 411 respondents working in MSMEs of India through validated survey instruments. MSMEs have been chosen owing to the increasing contribution of the sector to the Indian gross domestic product and the lack of sufficient management research in the sector. The statistical software SPSS-AMOS has been used to create structural equational modeling for testing the hypotheses. Findings The result shows that performance coaching is the most impactful factor for training transfer, followed by HRD climate and employee agility. Practical implications The result suggests MSME practitioners activate a positive coaching environment in the organization by following the best practices in performance coaching. Further, the research suggests practitioners to realize the significance of HRD climate and employee agility. Appropriate management practices have been suggested to groom and develop HRD climate and employee agility for higher training transfer. Originality/value To the best of the authors’ knowledge, the research is first of its kind to study the impact of performance coaching, employee agility and HRD climate on training transfer in MSMEs.

PEMBERDAYAAN PETERNAK MELALUI PELATIHAN PEMBUATAN PUPUK KOMPOS DESA SOROPIA KECAMATAN SOROPIA KABUPATEN KONAWE

Community service activities integrated with KKN-THEMATIC carried out by the UHO Faculty of Animal Husbandry Lecturer Team took place in Soropia Village, Soropia District, Konawe Regency. Compost is an organic fertilizer produced through the process of decomposition of organic materials, especially animal waste, by active microorganisms such as bacteria and fungi. The purpose of this service is to provide training and technology transfer in making compost. The methods used include delivering materials and demonstrations. In this activity, training in making compost was carried out by utilizing cow dung which is widely available around the Soropia Village settlement, which is then mixed with super decomposer EM4, rice husks, granulated sugar, and water. Through this training, the community is given knowledge about the use of waste from agriculture and livestock to be processed into useful products, especially in the fields of livestock and organic farming which are currently developing in Soropia Village. The farmers showed high enthusiasm during this activity and appreciated the service carried out, with the hope that similar activities can be continued in the future.

Natural frequency tree- versus conditional probability formula-based training for medical students’ estimation of screening test predictive values: a randomized controlled trial

BackgroundMedical students and professionals often struggle to understand medical test results, which can lead to poor medical decisions. Natural frequency tree-based training (NF-TT) has been suggested to help people correctly estimate the predictive value of medical tests. We aimed to compare the effectiveness of NF-TT with conventional conditional probability formula-based training (CP-FT) and investigate student variables that may influence NF-TT’s effectiveness.MethodsWe conducted a parallel group randomized controlled trial of NF-TT vs. CP-FT in two medical schools in South Korea (a 1:1 allocation ratio). Participants were randomly assigned to watch either NF-TT or CP-FT video at individual computer stations. NF-TT video showed how to translate relevant probabilistic information into natural frequencies using a tree structure to estimate the predictive values of screening tests. CP-FT video showed how to plug the same information into a mathematical formula to calculate predictive values. Both videos were 15 min long. The primary outcome was the accuracy in estimating the predictive value of screening tests assessed using multiple-choice questions at baseline, post-intervention (i.e., immediately after training), and one-month follow-up. The secondary outcome was the accuracy of conditional probabilistic reasoning in non-medical contexts, also assessed using multiple-choice questions, but only at follow-up as a measure of transfer of learning. 231 medical students completed their participation.ResultsOverall, NF-TT was not more effective than CP-FT in improving the predictive value estimation accuracy at post-intervention (NF-TT: 87.13%, CP-FT: 86.03%, p = .86) and follow-up (NF-TT: 72.39%, CP-FT: 68.10%, p = .40) and facilitating transfer of training (NF-TT: 75.54%, CP-FT: 71.43%, p = .41). However, for participants without relevant prior training, NF-TT was more effective than CP-FT in improving estimation accuracy at follow-up (NF-TT: 74.86%, CP-FT: 58.71%, p = .02) and facilitating transfer of learning (NF-TT: 82.86%, CP-FT: 66.13%, p = .04).ConclusionsIntroducing NF-TT early in the medical school curriculum, before students are exposed to a pervasive conditional probability formula-based approach, would offer the greatest benefit.Trial registrationKorea Disease Control and Prevention Agency Clinical Research Information Service KCT0004246 (the date of first trial registration: 27/08/2019). The full trial protocol can be accessed at https://cris.nih.go.kr/cris/search/detailSearch.do?seq=15616&search_page=L.

More is not always merrier: does leader-team perceptual distance on context influence leadership training transfer?

ABSTRACT Although the organizational context has been identified as an important factor contributing to the success or failure of leadership training initiatives, exploration of the interaction between differing contextual perceptions in relation to the transfer of leadership training is lacking. Building on Oc’s framework on context and leadership, we examine how the degree of perceptual alignment of leader and teams on two contextual factors, formalization and employee orientation, were related to followers’ ratings of transformational leadership after a leadership training in the forest industry (n = 37 leaders). Polynomial regression with response surface analysis revealed that agreement between leaders and their teams on formalization and employee orientation predicted improvements in transformational leadership but only up to a certain point. At high levels of formalization agreement negatively impacted leaders’ development of transformational leadership, and at high levels of employee orientation the positive impact of agreement flattened out. Leaders who rated formalization and employee orientation higher than their teams increased their transformational leadership to a lesser extent as rated by their followers. Our findings extend the framework developed by Oc and offer a new perspective on the complex interplay between leader, follower, and contextual factors that all matter for successful leadership training transfer.

Maximizing the Impact and ROI of Leadership Development: A Theory- and Evidence-Informed Framework.

Globally, organizations invest an estimated USD 60 billion annually in leadership development; however, the workplace application of learning is typically low, and many programs underperform or fail, resulting in wasted time and money and potential harm. This article presents a novel theory- and evidence-informed framework to maximize the outcomes and return on investment (ROI) of leadership development programs. The foundation of the framework derives from four separate literature reviews: three systematic reviews on leadership development, including the only two to isolate gold-standard elements of effective design, delivery, and evaluation, and one on "training transfer". Informed by innovative principles of leadership development and unique theoretical models and frameworks, this framework consists of 65 evidence-informed strategies that can be applied as a foundation (9), and before (23), during (17), at the conclusion of (11), and sometime after (5), programs, to maximize impact and ROI. Implications for practice and further research are also presented. Given the stakes, there is an urgent need for evidence and tools to maximize the impact and ROI of leadership development. This novel framework provides robust theory- and evidence-informed guidance for governments, policymakers, and those funding, designing, delivering, and supporting development.

TOWARDS THE EFFECTIVE PROFESSIONAL UPSKILLING OF LOW-SKILLED EMPLOYEES: KEY INFLUENCING FACTORS

The increasing demand for skilled employees in contemporary economies underscores the importance of effective upskilling of the low-skilled. This study addresses the significant challenge of enhancing the professional development of low-skilled workers, focusing on the factors that either facilitate or hinder their engagement in learning activities. The primary aim was to identify the key characteristics that contribute to the effective professional development of low-skilled employees and the practical application of the skills they acquire. A systematic review was conducted, examining empirical studies published between 2004 and 2024. The search encompassed six databases, resulting in 352 identified articles. After rigorous screening and quality assessment, 22 high and good-quality studies (published in 2011-2023) were included in the final selection. The studies spanned various countries and methodologies, including qualitative, quantitative, and mixed-method designs. Key findings highlight that both personal and contextual factors influence the effectiveness of professional upskilling for low-skilled employees. Personal factors include motivation, self-direction, and reflexivity, while contextual factors encompass the quality of the work environment, learning opportunities, and institutional support. The review emphasises the importance of tailored training programmes, practical and interactive learning methods, continuous support and mentorship, and robust evaluation mechanisms. Effective transfer of training is facilitated by the relevance and applicability of training content, learner engagement and organisational support. The results highlight the need for holistic approaches that address both personal and contextual factors to enhance the professional development and skill utilisation of low-skilled workers; ultimately contributing to their career trajectories and job satisfaction. Keywords: adult education, low-skilled employees, upskilling, systematic review, training transfer

SUS-MIRRI.IT: How microbial culture collections hold up a more sustainable, competitive, and resilient bioeconomy

SUS-MIRRI.IT: How microbial culture collections hold up a more sustainable, competitive, and resilient bioeconomy Marino Moretti and Giovanna Cristina Varese, Project Manager and Scientific Coordinator, respectively, of the EU-funded project SUS-MIRRI.IT, on behalf of all project partners, explain how safeguarding microbial biodiversity is extremely paramount for the future of our planet. Microbial Culture Collections (mCCs) are repositories of microorganisms, and recently of microbiomes (i.e., communities of microorganisms such as bacteria, yeasts, filamentous fungi, and viruses that share the same habitat along with their theatre of activity), which investigate and safeguard microbial biodiversity. These institutions facilitate access to microbial resources to the scientific and industrial communities and provide information on the data associated with them, as well as expertise in microbiology, services, training, and knowledge transfer in the healthcare, agro-food, and environmental domains.

No transfer of 3D-Multiple Object Tracking training on game performance in soccer: a follow-up study

The impact of domain-general cognitive ‘brain’ training on improving sports performance is highly debated. This study sought to follow-up on research that showcased the benefits of perceptual-cognitive 3D-Multiple Object Tracking (3D-MOT) training in enhancing the on-field performance of soccer players. Additionally, it explored the correlation between athletes’ cognitive performance and early career success.Sixty-two males from a professional soccer academy were randomly divided into a dual-task 3D-MOT training group (n=30) and a control group (n=32). Participants underwent a 3D-MOT test, a cognitive test of attention, and small-sided games at pre- and post-training. Pre-post-test performances were compared using ANCOVAs. A Chi-squared test evaluated the association between the training regimen and early career success. A Spearman test assessed the correlation between performance on the 3D-MOT, attention test, and early career success.The dual-task 3D-MOT trained group significantly improved its performance on 3D-MOT compared to the control group (p < 0.001). However, no significant pre-post-test differences were observed between the groups in the near-transfer cognitive test and on-field performance (ps > 0.05). There were no associations between the athletes’ early career success and the training regimen, and no associations between cognitive test performances and early career success (ps > 0.05).This follow-up study failed to replicate previous findings with dual-task 3D-MOT training unable to produce near or far transfer on soccer performance. In addition, cognitive performance was not related to early career success in this study. The value of cognitive screening and training in sport is discussed.

Integrating Traditional Chinese Medicine massage therapy with machine learning: A new trend in future healthcare

The growing demand for healthcare has brought Traditional Chinese Medicine (TCM) massage therapy into the spotlight in academic circles. Numerous studies have underscored the effectiveness of TCM massage in health promotion, disease amelioration, and quality of life enhancement. However, the field faces challenges such as inconsistent training and inadequate transfer of experiential knowledge. Recently, machine learning has shown potential in the medical field and its application in TCM massage therapy offers new developmental opportunities. This paper reviews key research areas exploring the synergy between machine learning and Chinese massage therapy, including acupoint localization and identification, massage practice, and personalized treatment plans. It summarizes progress and identifies the challenges in integrating these technologies. Despite potential risks, merging these technologies is poised to be a trend in future healthcare, driven by advances in computer technology and the needs of TCM practitioners.

Work Based Learningin Vocational Education Training (VET): A Review ofEngagement Among Stakeholders

To improve the implementation of the program, an integrated approach is required, as stakeholder involvement is a critical factor that needs to be taken into account. To improve the capacity of the WBL program through stakeholder engagement, this paper addresses the literature on stakeholder perspectives on WBL. The perspectives of the three main stakeholders, namely industry, students, and higher education institutions, were explored in this paper. This review paper adhered to the standards of the GEA-RIME committee for systematic literature reviews. Based on the research questions, this paper explored different types of WBL models and how stakeholders engage with each WBL model, as well as the challenges stakeholders face during engagement. For the final literature paper evaluation and findings, 41publications on in-service learning in hospitality and tourism curricula published between 2010 and 2022 were selected. The results of the literature review show that there are many types of WBL models, each with a different approach to stakeholder engagement and different challenges. It can be concluded that strong multi-stakeholder engagement is crucial for effective WBL training transfer. Based on the findings, it is recommended that all stakeholders share responsibility to ensure that the transfer of knowledge and skills during the WBL process achieves the quality standards of training and produces the highly skilled graduates desired by the industry.

Training transfer in continuing education activities related to ISO's management system standards. A case study in the Peruvian context

Training transfer in continuing education activities related to ISO's management system standards. A case study in the Peruvian context

ADAPTATION OF NAVAL PENTATHLON ATHLETES TO PHYSICAL TRAINING

Rationally planned training leads to adaptation and progress, and irrational planning leads to disruption of the course of adaptation reactions and overwork. For a rational periodization it is very important to identify training concepts based on detailed analysis of fatigue development mechanisms. Proper planning and execution of training will result in an increase in effort capacity. Adaptation, viewed from a biological point of view, is a complex defense mechanism against the demands caused by environmental changes. This requires an adequate response of the organism to environmental conditions in order to survive under the new conditions. For sports training, adaptation refers to the set of transformations that the athlete's body undergoes in training, in order to develop a superior state of bio-psycho-motor balance, materialized in the easy execution of a task. Research objectives: Initial evaluation of subjects; Development of the training program; Evaluation of the level of adaptation to physical effort obtained from specific naval pentathlon training; Development of a training planning model, allowing the improvement of physical effort capacity by means specific to the naval pentathlon. Methods: The research carried out started from the premise that the appropriate use of training means specific to the naval pentathlon can lead to an improvement of the effort capacity of military students, which fully satisfies their performance needs in fulfilling combat missions arising from the graduate's model. At a preliminary stage of the research, by applying general physical training tests, we obtained an initial assessment of the research subjects. These data were a benchmark in developing the training program and setting effort parameters. The training plan thus designed contains training sessions specific to naval pentathlon trials, adapted to the normal conditions of the naval academy training process. Results: The comparative analysis of the results, based on mathematical-statistical and graphical methods, reveals significant increases in performance recorded in the final testing stage. The dynamics of the results demonstrates a significant evolution of the results of the experimental group carried out during the training program, carried out according to the designed model. This confirms to us the effectiveness of applying the training program. The statistical results confirm a very good evolution of the results for the general motor tests and for the Ruffier test. Conclusions: Regular exercise is a particularly important stimulus for adaptation. Sports training, by its specific means, aims to increase the level of performance. In order to achieve this objective, it is necessary to apply a well-defined programme in great detail. Effective training requires constant variability in programming. In addition, in order to maximize the positive transfer of training, the means used in the training lesson should be as close as possible to the characteristics of the effort. Because of this, there is a permanent conflict in training programming, between diversity and specificity. This conflict can only be successfully managed through professional intervention on the part of the coach and involvement of the athlete according to training requirements.

Competitive advantage and sustainability in Ghanaian microfinance institutions: the mediating role of strategic capabilities

This study explores the effect of competitive advantage on sustainability within Ghanaian microfinance institutions (MFIs), emphasizing the mediating role of strategic capabilities. We conducted a quantitative analysis using survey data from 500 managers representing 150 MFIs in Ghana, analyzed through structural equation modeling. Our findings indicate that competitive advantages and strategic capabilities have a positive significant influence on MFI sustainability. Additionally, strategic capabilities were found to mediate the relationship between competitive advantage and sustainability within Ghanaian MFIs. This study expands the theoretical framework by incorporating cost differentiation, pricing strategy, focus strategy, market strategy, efficient operations and risk management, innovation in product offerings, target market considerations, and client relationship management. We highlight how MFIs can maintain competitiveness through technology, partnerships, training, career development, and knowledge transfer. This mediated relationship underscores the crucial role of strategic capabilities in achieving sustainable operations. The study provides a conceptual framework for understanding MFI sustainability and offers a roadmap to enhance competitive advantage. By integrating elements from the competitive advantage theory and extending the resource-based view theory, this research contributes to the existing knowledge by clarifying the connections between competitive advantage and sustainability in the context of MFIs. Furthermore, the study addresses the dynamics of competitive advantage, strategic capabilities, and sustainability in a context with limited research. It offers practical implications for policymakers and practitioners, providing insights that can inform targeted interventions to enhance capacities and foster sustainability in the microfinance sector.

An evaluation of a quality improvement initiative examining benefits and enablers and challenges and barriers of implementing and embedding core clinical supervision in primary care

Background Core Clinical Supervision has become a valued activity that impacts on the culture and organisational delivery of healthcare. It embeds good practice to ensure that staff have a high skill set, desirable professional attitudes, and provide high quality evidence-based care. It also helps to support good clinical governance and enhances staff retention (CQC 2013). A supervision framework has been adopted and adapted from the ‘General Practice – Developing confidence, capability, and capacity. A Ten Point Action Plan for General Practice Nursing’ ( NHS England 2018 ) and applied at scale across Yorkshire and the Humber, with minimal impact on clinical capacity, quality, and safety. This initiative coincides with general practice (and the wider health service) being under enormous pressure managing the effects of the COVID-19 pandemic, with impact on staff wellbeing and retention. The main aims are to evaluate the impact of embedding the Core Supervision training across primary care practice and strengthen course content for future delivery. Methodology and Methods A quantitative approach using an online survey, was completed by multi-professional primary care staff who had completed the Core Supervision Training. Findings Practitioners indicated that they required protected time due to competing demands and visible senior buy in to undertake core supervision. Additionally, practitioners who had participated or supervised sessions felt the benefits on staff wellbeing and indicated that it improved patient care delivery. Conclusion and Implications Survey findings suggest further research on embedding core supervision within primary care and a focus on national and local strategies are required. Standardised learning outcomes across the regions to ensure transferability of supervision practice and review training in supervision processes, particularly around conducting a supervision session.