المؤلفون: Bhat, Naila M.¹, Ananthan, P.S.^{1, 1}, Qureshi, Neha W.¹, Argade, Shivaji¹, Ponnusamy, K.², Murai, Ashish³, Dey, Deboshmita¹, Mir, Shakir Ahmad¹

المصدر: 19(spl):299-305

المؤلفون: Shanshan Shen, Xingkun Zeng, Xiaoliang Hui, Lingyan Chen, Jinmei Zhang, Xujiao Chen

المصدر: BMC Geriatrics, Vol 24, Iss 1, Pp 1-7 (2024)

مصطلحات موضوعية: Application, Knowledge, Training need, Comprehensive geriatric assessment, Geriatric syndrome, Geriatrics, RC952-954.6

الوصف: Abstract Background This study aimed to investigate the actual application, knowledge, and training needs of comprehensive geriatric assessment (CGA) among geriatric practitioners in China. Methods A total of 225 geriatric practitioners attending the geriatric medicine or geriatric nursing training were recruited for this cross-sectional study. The questionnaire included demographics, healthcare institution characteristics, the actual application, knowledge, training needs, and barriers to CGA and geriatric syndromes (GS). Results Physicians and nurses were 57.3% and 42.7%, respectively. 71.1% were female, with a median age was 35 years. Almost two-thirds (140/225) of geriatric practitioners reported exposure to CGA in their clinical practice. The top five CGA evaluation items currently used were malnutrition risk (49.8%), fall risk (49.8%), activity of daily living (48.0%), pain (44.4%), and cognitive function (42.7%). Median knowledge scores for the management procedures of GS ranged from 2 to 6. Physicians identified medical insurance payment issues (29.5%) and a lack of systematic specialist knowledge and technology (21.7%) as the two biggest barriers to practicing geriatrics. Nurses cited a lack of systematic specialist knowledge and technology (52.1%) as the primary barrier. In addition, physicians and nurses exhibited significant differences in their knowledge of CGA-specific evaluation items and management procedures for GS (all P

وصف الملف: electronic resource

العلاقة: https://doaj.org/toc/1471-2318Test

الوصول الحر: https://doaj.org/article/f461b940f67648b0a3467c814838e43dTest

المؤلفون: Patil, A P, Chander, Mahesh, Verma, M R, Kumar, Sanjay, Kumari, Maina, Johnson, Demian C

المصدر: Indian Journal of Extension Education; Vol. 60 No. 1 (2024): Indian Journal of Extension Education (Jan–Mar) 2024; 85-90 ; 2454-552X ; 0537-1996

مصطلحات موضوعية: Determinants of e-readiness, Digital potential, E-readiness index, Pashusakhi, Training need

الوصف: ICTs and e-readiness assessments guide organisations in maximizing their digital potential, ensuring a competitive edge in a dynamic economy. In line with this, a study was carried out in 2023 to assess the e-readiness index of Pashusakhis (Livestock para-extension professionals) working for the goat bank in five districts of Maharashtra. Pashusakhis serve as intermediaries between beneficiaries and the goat bank. Six out of 15 ICT-related indicators influencing e-readiness were selected, applying the Principal Component Analysis (PCA) based on rank scores. The analysis revealed a calculated index of 0.34, indicating a relatively lower level of e-readiness among Pashusakhis. Logistic regression identified three determinants, including experience, innovativeness, and economic motivation; which significantly influenced the Pashusakhis’ e-readiness. Additionally, the study identified the training requirements of Pashusakhis based on the significance they attributed to job related areas. Credit and marketing management, kid management, and digital literacy emerged as the most important areas requiring training. These findings highlighted the importance of targeted training in areas such as credit and marketing management, and digital literacy to enhance the e-readiness of Pashusakhis to improve their efficiency as intermediaries in the goat bank ecosystem.

وصف الملف: application/pdf

العلاقة: https://acspublisher.com/journals/index.php/ijee/article/view/12572/11462Test; https://acspublisher.com/journals/index.php/ijee/article/view/12572Test

الإتاحة: https://doi.org/10.48165/IJEE.2024.60116Test
https://acspublisher.com/journals/index.php/ijee/article/view/12572Test

المؤلفون: Kaur, Navjot¹, Kaur, Harsimran²

المصدر: ACADEMICIA: An International Multidisciplinary Research Journal 12(11):135-151. 2022

المؤلفون: Rafikul Islam, Nagendran Periaiah

المصدر: Journal of Entrepreneurship, Management and Innovation, Vol 19, Iss 2, Pp 127-157 (2023)

مصطلحات موضوعية: employee performance, employee performance evaluation, reward, training need, ahp ratings, Management. Industrial management, HD28-70, Business, HF5001-6182

الوصف: PURPOSE: Employee performance evaluation is a common exercise conducted in many organizations. Employees need to know the feedback on their performance from the management. Often the results of performance evaluation exercises are used for promotion, confirmation in service and awarding of bonuses for employees. However, the performance evaluation exercise often meets with criticism due to the presence of subjective factors and, specifically, the way in which these factors are handled. The purpose of the present paper is to show how the Ratings mode of the Analytic Hierarchy Process (AHP) can be applied to evaluate employee performance using objective as well as subjective criteria. METHODOLOGY: The whole AHP exercise for the present employee performance evaluation has been shown through a case study on CLSB, a company in Kuala Lumpur, Malaysia. Four senior managers and the Managing Director of the company were involved in all phases of the present evaluation exercise, including elicitation of the criteria, sub-criteria and assigning weights to them. The AHP data were analyzed using software called AHP Calc version 24.12.13 developed by Klaus D. Goepel and available online. In particular, the Ratings mode of AHP was used to evaluate employees’ performance at CLSB. FINDINGS: Five criteria, namely Services, Quality, Financial, Timing, and Teamwork, are found to be important for the evaluation of employee performance at CLSB. Each of these criteria has sub-criteria. Harmonious work, Skills, and Punctuality are found to be the three most important sub-criteria for the present evaluation exercise. The outcome of the evaluation exercise provides an ordered set of ranks of 20 employees working in the company. Apart from the application of AHP for performance evaluation, an ordered set of detailed rubrics for all the criteria have been developed. The rubrics provide precise guidelines to the evaluators at the time of evaluating employees’ performance. IMPLICATIONS: An evaluation scheme that is scientific and systematic, such as the present one, will minimize criticism levied against the performance evaluation exercise. Once the employees are aware of the criteria and sub-criteria set along with the associated weighting scheme and the evaluation process itself, they will be motivated to perform their tasks and discharge their duties accordingly. Hence, employee job satisfaction and productivity are expected to increase. This will bolster not only the employees’ morale but also the organization’s overall performance. ORIGINALITY AND VALUE: In the literature, many schemes are available to evaluate employees’ performance. But often, these methods are criticized as they either take all the criteria of evaluation as equally important or they lack the capability to strike a balance between objective and subjective factors. The main contribution of the present work is to show how AHP can alleviate the above drawbacks of the existing methods. The present research work has developed a performance evaluation method, which is simple and straightforward, and the detailed steps have been elaborated on how the method can actually be applied to measure the performance of employees. The method can be applied to measure employees’ performance of other companies with the necessary modification of the criteria set and assigning appropriate weights to them.

وصف الملف: electronic resource

العلاقة: https://jemi.edu.pl/uploadedFiles/file/all-issues/vol19/issue2/JEMI_Vol19_Issue2_2023_Article4.pdfTest; https://doaj.org/toc/2299-7326Test

الوصول الحر: https://doaj.org/article/e1d15251a1d743fcaf6cb14bc2fb1b4cTest

المؤلفون: Singh, D.K.^{1, 1}, Sahu, Neeraj², Vishwakarma, Neelu³, Singh, Deepmala⁴

المصدر: Indian Journal of Extension Education 58(4):138-141. 2022

المؤلفون: Mohammad Al Hafidz, Pradita Maulidya Effendi

المصدر: Teknika, Vol 12, Iss 2 (2023)

مصطلحات موضوعية: Training Need Analysis, TNA, Kompetensi, Gap Analysis, Waterfall, Parahita, Information technology, T58.5-58.64, Computer software, QA76.75-76.765

الوصف: Di antara tahun 2010 hingga tahun 2015, Laboratorium Parahita sedikitnya menerima laporan kesalahan pemeriksaan < 5 kasus yang dikarenakan kelalaian petugas laboratorium. Belum tersedianya program pengadaan pelatihan yang sesuai dengan kebutuhan kompetensi analis laboratorium menjadi penyebab kelalaian tersebut, karena sebagian besar program pelatihan yang diadakan sama dengan karyawan divisi lainnya. Divisi Sumber Daya Manusia masih kesulitan dalam menentukan apa kebutuhan pelatihan yang tepat bagi analis laboratorium, terlebih lagi proses administrasi pengadaan pelatihan masih belum terotomasi membuat data Divisi Sumber Daya Manusia dan Divisi Laboratorium belum sinkron. Tujuan penelitian ini adalah pembuatan aplikasi berbasis website yang digunakan untuk menganalisis kebutuhan pelatihan bagi analis laboratorium. Data-data yang diperlukan dalam pembuatan aplikasi didapatkan dari hasil pengamatan tidak terstruktur terkait proses pengadaan pelatihan saat ini serta hasil wawancara kepada pihak-pihak terkait. Teknik wawancara semiterstruktur diterapkan untuk menggali permasalahan lebih terbuka. Sebanyak 4 jenis data berhasil didapatkan dan divalidasi oleh Laboratorium Parahita, yakni data level kompetensi, data jenis kompetensi dan toleransi gap, data standar penilaian, serta data materi uji kompetensi. Keempat data ini dianalisis dengan teori gap analysis untuk menunjukkan seberapa besar kesenjangan antara kompetensi yang dimiliki dengan kompetensi yang dibutuhkan Laboratorium, termasuk pada sisi level dan jenis kompetensi yang dibutuhkan. Pada pengembangannya, aplikasi ini menggunakan model SDLC Waterfall. Hasilnya, aplikasi memberikan 4 fitur penting yang dapat mendukung proses pengadaan pelatihan, yakni fitur penilaian uji kompetensi, rekapitulasi uji kompetensi, analisis kebutuhan pelatihan dengan gap analysis, dan fitur pengajuan rencana pengadaan pelatihan yang juga didalamnya dapat mencatat nama trainer dan anggaran yang dibutuhkan sehingga riwayat pengadaan pelatihan dapat terekam otomatis. Seluruh fitur pada aplikasi telah diuji coba menggunakan metode blackbox yang hasilnya semua fungsional aplikasi berjalan dengan baik.

وصف الملف: electronic resource

العلاقة: https://ejournal.ikado.ac.id/index.php/teknika/article/view/622Test; https://doaj.org/toc/2549-8037Test; https://doaj.org/toc/2549-8045Test

الوصول الحر: https://doaj.org/article/2ee731c77cbc43cd886cc72f75730fd1Test

المؤلفون: Naw Phyu Zar Thwin, Amiya Bhaumik, Midhunchakkaravarthy, Yan Naing Soe

المصدر: Proceedings on Engineering Sciences, Vol 4, Iss 3, Pp 291-300 (2022)

مصطلحات موضوعية: training and development, employee performance, skill, training need assessment, training method, employee satisfaction, Engineering (General). Civil engineering (General), TA1-2040

الوصف: In the fiercely, overcrowded competitive business environment, the most valuable assets for the organization to adapt and survive are well-trained and developed employees who have skill, knowledge, and a positive attitude. Talent Training and development is vital to achieving a long-term competitive advantage and organizations are trying to improve employee performance by investing in employee training and development. This study aims to analyze the impact of training and development on employee performance in the Myanmar internet service provider industry. A descriptive research method was used, and a sample size of 250 employees was taken for the study representing 25% of the entire population. Disproportionate stratified random sampling is used to divide and examine the groups within the population. A structured questionnaire was delivered to employees of Stream Best Net ISP Co., Ltd. and Global Welink ISP Co., Ltd. to collect the data. Quantitative and qualitative research approaches are used to gather the primary data and to design the questionnaire. For data analysis, SPSS version 25 was used. Percentages, means, frequency, and standard deviations were computed. Pearson correlation coefficient (r) was used to define the relationship between independent and independent variables. The result showed that there is a positive correlation between training and development and employee performance.

وصف الملف: electronic resource

العلاقة: https://pesjournal.net/journal/v4-n3/7.pdfTest; https://doaj.org/toc/2620-2832Test; https://doaj.org/toc/2683-4111Test

الوصول الحر: https://doaj.org/article/12170902074a481bbbe1ebec0700532eTest

المؤلفون: Ixmeier, Sebastian, Muenk, Dieter, Muscati, Nina

مصطلحات موضوعية: vocational education and training, skilled worker, education and training need, hidden reserve, education and training reform

الوصف: Context: Germany is particularly affected by an increasing shortage of skilled workers. At the same time, there is a so-called "hidden reserve" of workers whose activation could be very helpful for the German labor market. Approach: The article shows whether and to what extent reforms of the German vocational training system can contribute to the activation of this "hidden reserve". Findings: To this end, the article estimates the size of the heterogeneous, untapped workforce potential and brings the different stakeholder groups in connection with concrete vocational training needs and reform proposals. Key message: To activate the “hidden reserve” for the labour market, a trend reversal of the state further training strategies pursued in the vocational training system in Germany seems urgently necessary. One possible solution would be to offer effective qualification measures that are as targeted and tailor-made as possible for the extremely difficult and heterogeneous target groups considered here.

العلاقة: https://zenodo.org/record/7821811Test; https://doi.org/10.5281/zenodo.7821811Test; oai:zenodo.org:7821811

الإتاحة: https://doi.org/10.5281/zenodo.7821811Test
https://doi.org/10.5281/zenodo.7821810Test
https://zenodo.org/record/7821811Test

المؤلفون: Tumbwene Mwansisya, Columba Mbekenga, Kahabi Isangula, Loveluck Mwasha, Stewart Mbelwa, Mary Lyimo, Lucy Kisaka, Victor Mathias, Eunice Pallangyo, Grace Edwards, Michaela Mantel, Sisawo Konteh, Thomas Rutachunzibwa, Secilia Mrema, Hussein Kidanto, Marleen Temmerman

المصدر: Reproductive Health, Vol 19, Iss 1, Pp 1-12 (2022)

مصطلحات موضوعية: Reproductive health, Intervention, Control, Self-reported performance, Training need analysis, Healthcare workers, Gynecology and obstetrics, RG1-991

الوصف: Plain language summary Reproductive maternal and newborn health (RMNH) in low- and middle-income countries continue to face critical challenges. Training healthcare workers especially using a combined approach (training followed by immediate clinical mentorship) in RMNH have been documented as an essential strategy to reduce maternal and neonatal mortality in low-and middle-income countries closer to those in high-income countries. This study investigated the effectiveness of a Continuous Professional Development (CPD) trainings on performance among healthcare workers in Mwanza Region. The study included a sample of 216 participants with before and after intervention groups comprising of 95 participants and control group comprising of 121 participants. The findings revealed that in comparison between before and after intervention groups all dimensions of the self-reported TNA questionnaire had a statistically significant difference. However, the comparison between intervention and controls groups indicated a statistical significant difference on leadership skills, intra-operative care, Comprehensive emergency obstetric and newborn care (CEMONC) and overall RMNH self-reported performance. In conclusion, the findings demonstrated that healthcare workers’ self-identified and prioritized training needs that are supported with clinical mentorship results in significant positive changes in performance across a wide range of RMNH tasks. Therefore, conducting TNA that is followed by training and mentorship according to the identified needs among healthcare workers plays a significant role in improving performance on RMNH services among healthcare workers.

وصف الملف: electronic resource

العلاقة: https://doaj.org/toc/1742-4755Test

الوصول الحر: https://doaj.org/article/57bdbd89366b42b19ee3ff9601821dbbTest