scholarly journals PROGRAM EVALUATION ON TRAINING FOR ECHELON III IN MINISTRY OF RELIGIOUS AFFAIRS OF THE REPUBLIC OF INDONESIA

2011 ◽  
Vol 2 (1) ◽  
pp. 42
Author(s):  
SYAUKANI SYAUKANI
Keyword(s):  
Program Evaluation ◽  
Training Program ◽  
Work Environment ◽  
Evaluation Study ◽  
Education And Training ◽  
Learning Behavior ◽  
The Future ◽  
The Republic ◽  
Four Levels ◽  
And Training

This is an evaluation study on the training program for the echelon III leader at the Ministry of Religious Affairs. This study utilizes the four levels of Kirkpatrick’s evaluation modelreaction, learning, behavior, and results. There are 30 respondents in this study; All of them are the echelon III leaders at the Ministry of Religious Affairs all over Indonesia. The finding of the study shows that the 23rd training program conducted by the center for education and training of the Ministry of Religious Affairs can be categorized well performed, since 85% of the projected program can be utilized, the substances of the training can be understood and applied at the participants’ work environment. However, this study also finds some parts of the training program that ought to be reformed in order to get a better result or outcomes in the future training program. The data informs us that the use of the outsider tutors is still important in order to get a broader knowledge for those who participate in the training and the facilities to support the training should be improved.

scholarly journals Supporting Clinicians to Use Technology to Deliver Highly Personalized and Measurement-Based Mental Health Care to Young People: Protocol for an Evaluation Study

10.2196/24697 ◽  
2021 ◽  
Vol 10 (6) ◽  
pp. e24697
Author(s):  
Henriette C Dohnt ◽  
Mitchell J Dowling ◽  
Tracey A Davenport ◽  
Grace Lee ◽  
Shane P Cross ◽  
...  
Keyword(s):  
Mental Health ◽  
Health Care ◽  
Mental Health Care ◽  
Training Program ◽  
Digital Health ◽  
Youth Mental Health ◽  
Evaluation Study ◽  
Education And Training ◽  
Knowledge And Skills ◽  
And Training

Background Australia’s mental health care system has long been fragmented and under-resourced, with services falling well short of demand. In response, the World Economic Forum has recently called for the rapid deployment of smarter, digitally enhanced health services to facilitate effective care coordination and address issues of demand. The University of Sydney’s Brain and Mind Centre (BMC) has developed an innovative digital health solution that incorporates 2 components: a highly personalized and measurement-based (data-driven) model of youth mental health care and a health information technology (HIT) registered on the Australian Register of Therapeutic Goods. Importantly, research into implementation of such solutions considers education and training of clinicians to be essential to adoption and optimization of use in standard clinical practice. The BMC’s Youth Mental Health and Technology Program has subsequently developed a comprehensive education and training program to accompany implementation of the digital health solution. Objective This paper describes the protocol for an evaluation study to assess the effectiveness of the education and training program on the adoption and optimization of use of the digital health solution in service delivery. It also describes the proposed tools to assess the impact of training on knowledge and skills of mental health clinicians. Methods The evaluation study will use the Kirkpatrick Evaluation Model as a framework with 4 levels of analysis: Reaction (to education and training), Learning (knowledge acquired), Behavior (practice change), and Results (client outcomes). Quantitative and qualitative data will be collected using a variety of tools, including evaluation forms, pre- and postknowledge questionnaires, skill development and behavior change scales, as well as a real-time clinical practice audit. Results This project is funded by philanthropic funding from Future Generation Global. Ethics approval has been granted via Sydney Local Health District’s Human Research Ethics Committee. At the time of this publication, clinicians and their services were being recruited to this study. The first results are expected to be submitted for publication in 2021. Conclusions The education and training program teaches clinicians the necessary knowledge and skills to assess, monitor, and manage complex needs; mood and psychotic syndromes; and trajectories of youth mental ill-health using a HIT that facilitates a highly personalized and measurement-based model of care. The digital health solution may therefore guide clinicians to help young people recover low functioning associated with subthreshold diagnostic presentations and prevent progression to more serious mental ill-health. International Registered Report Identifier (IRRID) PRR1-10.2196/24697

scholarly journals Evaluation Of Regional Financial Management Training Programs

2019 ◽  
Vol 4 (3) ◽  
pp. 117-120
Author(s):  
Muhammad Ridha Albaar ◽  
Maria Paristiowati ◽  
Zulfiati Syahrial
Keyword(s):  
Human Resources ◽  
Training Program ◽  
Financial Management ◽  
Management Training ◽  
Education And Training ◽  
Human Resources Development ◽  
Development Agency ◽  
Four Levels ◽  
And Training ◽  
Resources Development

  The purpose of this study was to determine the effectiveness of the Regional Financial Management training program at the Human Resources Development Agency of North Maluku Province. This study is a program evaluation study that usesmodel four level  Kirkpatrick'swhich includes the level of reaction, learning, behavior and results. In this study discussed the level of reaction at  four levels. The reaction level is discussed about the training participants' reactions to the curriculum, education staff and training facilities. The curriculum components are discussed about training schedules, training materials, learning methods and media. In the education and training component, the reaction of the resource person and the training committee was discussed. The components of the education and training facilities are discussed about classrooms, dormitories, supporting facilities for training and consumption of education and training. This study produces recommendations for reaction levels that can be used as references to improve the quality of the Regional Financial Management Training Program at the Human Resources Development Agency of North Maluku Province.

scholarly journals Supporting Clinicians to Use Technology to Deliver Highly Personalized and Measurement-Based Mental Health Care to Young People: Protocol for an Evaluation Study (Preprint)

2020 ◽  
Author(s):  
Henriette C Dohnt ◽  
Mitchell J Dowling ◽  
Tracey A Davenport ◽  
Grace Lee ◽  
Shane P Cross ◽  
...  
Keyword(s):  
Mental Health ◽  
Health Care ◽  
Mental Health Care ◽  
Training Program ◽  
Digital Health ◽  
Youth Mental Health ◽  
Evaluation Study ◽  
Education And Training ◽  
Knowledge And Skills ◽  
And Training

BACKGROUND Australia’s mental health care system has long been fragmented and under-resourced, with services falling well short of demand. In response, the World Economic Forum has recently called for the rapid deployment of smarter, digitally enhanced health services to facilitate effective care coordination and address issues of demand. The University of Sydney’s Brain and Mind Centre (BMC) has developed an innovative digital health solution that incorporates 2 components: a highly personalized and measurement-based (data-driven) model of youth mental health care and a health information technology (HIT) registered on the Australian Register of Therapeutic Goods. Importantly, research into implementation of such solutions considers education and training of clinicians to be essential to adoption and optimization of use in standard clinical practice. The BMC’s Youth Mental Health and Technology Program has subsequently developed a comprehensive education and training program to accompany implementation of the digital health solution. OBJECTIVE This paper describes the protocol for an evaluation study to assess the effectiveness of the education and training program on the adoption and optimization of use of the digital health solution in service delivery. It also describes the proposed tools to assess the impact of training on knowledge and skills of mental health clinicians. METHODS The evaluation study will use the Kirkpatrick Evaluation Model as a framework with 4 levels of analysis: Reaction (to education and training), Learning (knowledge acquired), Behavior (practice change), and Results (client outcomes). Quantitative and qualitative data will be collected using a variety of tools, including evaluation forms, pre- and postknowledge questionnaires, skill development and behavior change scales, as well as a real-time clinical practice audit. RESULTS This project is funded by philanthropic funding from Future Generation Global. Ethics approval has been granted via Sydney Local Health District’s Human Research Ethics Committee. At the time of this publication, clinicians and their services were being recruited to this study. The first results are expected to be submitted for publication in 2021. CONCLUSIONS The education and training program teaches clinicians the necessary knowledge and skills to assess, monitor, and manage complex needs; mood and psychotic syndromes; and trajectories of youth mental ill-health using a HIT that facilitates a highly personalized and measurement-based model of care. The digital health solution may therefore guide clinicians to help young people recover low functioning associated with subthreshold diagnostic presentations and prevent progression to more serious mental ill-health. INTERNATIONAL REGISTERED REPORT PRR1-10.2196/24697

scholarly journals Evaluation Of Regional Financial Management Training Programs

2019 ◽  
Vol 4 (3) ◽  
pp. 102-105
Author(s):  
Muhammad Ridha Albaar ◽  
Zulfiati Syahrial ◽  
Maria Paristiowati
Keyword(s):  
Human Resources ◽  
Training Program ◽  
Financial Management ◽  
Management Training ◽  
Education And Training ◽  
Human Resources Development ◽  
Development Agency ◽  
Four Levels ◽  
And Training ◽  
Resources Development

The purpose of this study was to determine the effectiveness of the Regional Financial Management training program at the Human Resources Development Agency of North Maluku Province. This study is a program evaluation study that usesmodel four level  Kirkpatrick'swhich includes the level of reaction, learning, behavior and results. In this study discussed the level of reaction at  four levels. The reaction level is discussed about the training participants' reactions to the curriculum, education staff and training facilities. The curriculum components are discussed about training schedules, training materials, learning methods and media. In the education and training component, the reaction of the resource person and the training committee was discussed. The components of the education and training facilities are discussed about classrooms, dormitories, supporting facilities for training and consumption of education and training. This study produces recommendations for reaction levels that can be used as references to improve the quality of the Regional Financial Management Training Program at the Human Resources Development Agency of North Maluku Province.

scholarly journals EVALUATION OF EDUCATION AND TRAINING PROGRAM LEADERSHIP LEVEL IV STATE CIVIL SERVANTS OF NAVY

JOURNAL ASRO ◽  
2019 ◽  
Vol 10 (3) ◽  
pp. 78
Author(s):  
Sri Nurhayati ◽  
Adi Bandono ◽  
Bambang Suharjo
Keyword(s):  
Program Evaluation ◽  
Training Program ◽  
Leadership Training ◽  
Education And Training ◽  
Civil Servants ◽  
Training Level ◽  
Cipp Model ◽  
Evaluation Approach ◽  
And Training

To create the human resources of the apparatus that possesses these competencies, it is necessary to improve the quality of professionalism and develop the insight of Civil Servants. One effort to improve the quality of professionalism and the development of insights of Civil Servants is through the Education and Training program. Evaluation of Education and Leadership Training Level IV as one type of employee development is carried out to achieve the Echelon IV Position competency requirements and achievement of performance improvement in accordance with the main tasks and functions as well as authorities in each work unit.is conducted to evaluate: (1) the basis and objectives of Level IV Leadership Education and Training, as well as the feasibility of the organizing agency, (2) clarity of the characteristics of Education and Training participants, the state of the lecturers, curriculum, facilities and infrastructure, (3 ) compliance with the curriculum and program schedule (4) overall assessment of participants, lecturers and organizers. The approach used in this study is a program evaluation approach using the CIPP model (Contex, Input, Process, Product). The results obtained by the evaluation of Contex namely the foundation of the program in accordance with applicable laws, the purpose of this program is suitable to improve the competence of Echelon IV, while the evaluation of Input shows participants meet the criteria, but the lecturer is still very limited and the curriculum has referred to the guidelines, facilities that meet the standards appropriateness. Process component evaluation program compliance with curriculum and schedule meets the criteria, Product component evaluation of the overall results of participants, lecturers and organizers meet the criteria.Keywords:Program Evaluation, CIPP Model, Education and Leadership Training Level IV.

PELAKSANAAN PENDIDIKAN DAN PELATIHAN (DIKLAT) DALAM RANGKA PENINGKATAN KINERJA PERSONIL YANG BERANEKARAGAM

2019 ◽  
Author(s):  
Puja Ningsih
Keyword(s):  
Continuous Improvement ◽  
Education And Training ◽  
The Future ◽  
And Training

Research and surveys have been conducted to find out data and information on the implementation of education and training (DIKLAT) in order to improve the performance of diverse personnel. Basically the implementation of education and training is intended to increase the mastery of the skills and knowledge of personnel in an effort to improve personnel performance. Measuring the performance of diverse personnel is important in overall management, in order to know each personnel's performance and find the best alternative for all deficiencies, because each personnel hasdifferent abilities and personalities.Performance measurements carried out on an ongoing basis provide feedback which is important in continuous improvement efforts in achieving success in the future.

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