Administrative Innovation and the Training of Public Managers

1994 ◽  
Vol 23 (3) ◽  
pp. 437-446 ◽  
Author(s):  
Stanley Vanagunas ◽  
Jody Webb
Keyword(s):  
Training Program ◽  
State Agency ◽  
Public Managers ◽  
Additional State ◽  
Project Plan ◽  
New Ideas ◽  
State Manager ◽  
Manager Training ◽  
Training Manager

This study suggests that a systematic state manager training program, the Arkansas Certified Government Manager program, does stimulate administrative innovation. It is found from analysis of project plans submitted by the trainee managers, the capstone exercise of the training program, that many of them deal with new ideas, that a substantial number of such projects are developed as a result of participating in the ACGM training, and that generally, the exercise promotes additional state agency analysis, discussion and action of the issue or problem addressed by the training manager in his project plan.

scholarly journals Using the Context, Input, Process and Product (CIPP) Model in the Evaluation of Training Programs

2018 ◽  
Vol 2 ◽  
pp. 19
Author(s):  
Khalif Ashhabul Umam ◽  
Iip Saripah
Keyword(s):  
Training Program ◽  
Training Programs ◽  
Evaluation Model ◽  
Evaluation Research ◽  
Product Evaluation ◽  
State Agency ◽  
Research Subjects ◽  
Input Process ◽  
Lecture Method ◽  
Evaluation Of Training

Evaluation of training program is made to establish the achievement of program objectives and to provide recommendations for program improvements. In this article, use of the CIPP (Context, Input, Process, and Product) evaluation model in training programs is discussed. It is an evaluation research, with a descriptive quantitative approach involving 16 training program participants as research subjects. The data collection techniques were based on questionnaires as the main instrument, with interview guides and observation guidelines as supporting instruments. The data analysis was made by comparing the scores obtained with the ideal score and multiplying by 100%; the results of these calculations were then grouped into a number of criteria that had been established. The results of the study indicate that the context dimension consisting of training objectives, training needs assessment, and state agency program organizers obtained a PE (Percentage of Effectiveness) score of 75.04%, placing it in the "fair" criterion. In the input dimension, consisting of participant description , instructor condition, infrastructure, training curriculum and instructional media, the PE score was 79.44% again in the "fair" criterion. In the process dimension, comprising lecture method, discussion method, demonstration method, question and answer method, practice method, field visiting method and evaluation of learning outcomes, the PE score obtained was 78.75%, which was also in the "fair" criterion. Finally, in the product dimension of knowledge aspect, attitude aspect and skill aspect, the PE score was 82.29%, in the “good" criterion. Based on the results of the dimension evaluation, the total PE score obtained was 78.88%, or overall in the "fair" criterion. It can be concluded that in general the execution of this training program was successful, so it is recommended that similar programs be conducted again, with some improvements.

Effect of an oral health training program on knowledge and behavior of state agency long-term-care surveyors

2000 ◽  
Vol 20 (2) ◽  
pp. 66-71 ◽  
Author(s):  
Catherine M. Kaiser ◽  
Karen B. Williams ◽  
William Mayberry ◽  
Jean Braun ◽  
Kathleen D. Pozek
Keyword(s):  
Oral Health ◽  
Training Program ◽  
Long Term Care ◽  
State Agency ◽  
Term Care ◽  
Health Training ◽  
And Behavior

scholarly journals The Influence of Pre-training Factors on Motivation to Transfer Learning at the Post Training Stage

2018 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Bekolo Ngoa Celestin ◽  
Shao Yufen
Keyword(s):  
Training Program ◽  
Content Validity ◽  
Learning Readiness ◽  
Training Performance ◽  
Openness To Change ◽  
Training Stage ◽  
Transfer Training ◽  
New Ideas ◽  
Motivation To Transfer ◽  
Successful Transfer

Transfer of training is the ultimate aim of training investment and the key to maintain competitive advantage in today’s rapidly changing operating environment where organizational success often depends on the motivation with which employee can learn and apply new ideas and information. While previous researches have focused on factors at the training stage influencing motivation to transfer training at the post-training stage, this study investigates the influence of pre-training factors. Particularly, pre-training performance self-efficacy, learning readiness, perceived content validity, and organization openness to change. The result should assist managers and trainers to ascertain the trainee state of preparedness before the training program to anticipate successful transfer of learning from the workshop to the workplace. A survey of high and vocational school teachers in Thailand participating in 5 days training on cloud computing integration in teaching was made using the Learning Transfer Inventory System (LTIS). Results show that learning readiness, perceived content validity, and organization openness to change influence the motivation to transfer at the post-training stage. Thus, framing the training program in the way trainees can answer to the questions “can I do this task?”, “do I want to do this task and why?” at the pre-training stage influence motivation to transfer. An implication to managers is that employees’ selection for training should take into consideration trainees’ perceptions in order to anticipate motivation to transfer at the post-training stage.

Evaluation of a Fast Food Management Training Program: One Year Later

1977 ◽  
Vol 40 (8) ◽  
pp. 562-568 ◽  
Author(s):  
BRUCE B. JACKSON ◽  
JACK B. HATLEN ◽  
BRADLEY J. PALMER
Keyword(s):  
Training Program ◽  
Fast Food ◽  
Food Service ◽  
Management Training ◽  
Short Term ◽  
Food Management ◽  
Short Term Evaluation ◽  
Term Evaluation ◽  
One Year ◽  
Manager Training

This report summarizes an earlier short-term evaluation of a fast food restaurant manager training program and presents result from a re-evaluation approximately 1 year later. Thirty-one establishments in a single corporation were evaluated using criteria from the USPHS Food Service Sanitation Manual. Only 12 of the 31 original managers were still with the corporation 18 months after the start of the project. Those managers who participated in the training program tended to maintain or increase the sanitary quality in their establishments when compared with the short-term effects of training. The sanitary quality of the establishments with new managers that had joined the corporation after the training sessions were completed usually reverted to a quality similar to that before the start of the project which was generally unsatisfactory.

RELATIVE CONSTANCY OF PERSONALITY CHARACTERISTICS AND EFFICACY OF A 12-MONTH TRAINING PROGRAM IN FACILITATING COPING STRATEGIES

2002 ◽  
Vol 30 (8) ◽  
pp. 773-783 ◽  
Author(s):  
Torsten Norlander ◽  
Henrik Bergman ◽  
Trevor Archer
Keyword(s):  
Training Program ◽  
Coping Behavior ◽  
Coping Resources ◽  
Personality Characteristics ◽  
Insurance Company ◽  
Personality Variables ◽  
Life Orientation Test ◽  
Life Orientation ◽  
New Ideas ◽  
The Stability

The present study reports a sublongitudinal experiment involving 15 employees (4 male and 11 female) of an insurance company all of whom underwent a 12-month program of intensive mental training and physical coaching in order to ascertain whether or not certain characteristics of personality, attitudes, beliefs or performance would be altered. Each participant was assessed on a battery of different questionnaires including: background variables, Change and Stability, Life Orientation test, Coping Resources Inventory and the Gordon personal profile and inventory. There was no change in Dispositional optimism or ten other related personality traits. Only four of the personality variables were altered on completion of the training program: the participants' self-evaluations were elevated, the stability of their norms and system of values was reinforced, their emotional stability was reinforced also, and their receptivity to new ideas/innovations was reinforced. These results are discussed in the context of the relative constancy of personality characteristics and the suitability of the observed changes, after the 12-month program, in promoting strategies of coping behavior.

scholarly journals Do This Article

2020 ◽  
Vol 30 ◽  
pp. 223-236
Author(s):  
Meredith Barrett
Keyword(s):  
Experiential Learning ◽  
Learning Styles ◽  
Training Program ◽  
Writing Center ◽  
Tutor Training ◽  
Peer Tutors ◽  
Hands On ◽  
Hands On Learning ◽  
New Ideas ◽  
Reflective Essay

From the multiple theories of experiential learning to discourse on learning styles and preferences, hands-on learning is well known as an important mode of engaging with new ideas and processes. This article runs with this notion by not just sharing interactive activities for training peer tutors but asking readers to participate in them. A narrative and reflective essay, it walks the audience through three exercises, step by step, and explores their impact in the contexts of the author’s tutor training program, her 2019 Canadian Writing Center Association Conference workshop, and the article itself. The piece asks whether there is room for more hands-on learning in all of these venues and calls on readers to reflect on their own experiences.

A08 A data manager training program for oncology clinical trials

1996 ◽  
Vol 17 (2) ◽  
pp. S42
Author(s):  
Chris Casagrande ◽  
Joyce Niland ◽  
Martha Bellin ◽  
Linda Roach ◽  
Tamara Maryon
Keyword(s):  
Clinical Trials ◽  
Training Program ◽  
Oncology Clinical Trials ◽  
Data Manager ◽  
Manager Training

scholarly journals Floral Arrangement Collaboration Sharpens Consumer Connection to Locally Grown Flowers

2021 ◽  
Vol 59 (Autumn 2021) ◽  
Author(s):  
James DelPrince ◽  
Wayne Porter ◽  
Liz Sadler ◽  
Ross Overstreet
Keyword(s):  
Training Program ◽  
Consumer Awareness ◽  
Design Project ◽  
Project Plan ◽  
Future Extension ◽  
Locally Grown

Our statewide floral design training program aimed to raise consumer awareness and appreciation of locally grown fresh flowers and to promote extension floral programs through delivery of workshops and demonstrations. Initially, trainees used artificial rather than fresh flowers, necessitating development of a streamlined floral design project plan. Through collaboration with three flower farmers, we developed a floral design prototype. Our growers produced the flowers based on this model and extension provided registration support and media that facilitated locally grown flowers use in workshops. As a result, we connected 47 consumers directly to our producers. Flower growers felt the project was worthwhile and desire future extension partnerships.

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