scholarly journals Challenges in the Australasian neurosurgery training program: who should be trained and where should they train?

2020 ◽  
Vol 48 (3) ◽  
pp. E10
Author(s):  
Katharine J. Drummond ◽  
Benjamin H. M. Hunn ◽  
Heidi E. McAlpine ◽  
Jordan J. Jones ◽  
Mark A. Davies ◽  
...  
Keyword(s):  
New Zealand ◽  
Selection Process ◽  
Small Population ◽  
Training System ◽  
Neurosurgical Training ◽  
Training Experience ◽  
Accreditation Standards ◽  
Neurosurgical Society ◽  
And Training ◽  
Selection Of

OBJECTIVENeurosurgical training poses particular challenges in Australia and New Zealand, given the large landmass, small population, and widely separated, often small, neurosurgical units. Such factors have necessitated a move away from autonomous, single-institution–based training to the selection of trainees by a centralized binational process. The success of this system is based on rigorous standardized evaluation of candidates’ academic achievements, anatomical knowledge, references, and interview performance. Similarly, the accreditation of hospitals to train successful candidates has been standardized. The authors review the evolution of trainee selection and the accreditation of training posts in Australia and New Zealand.METHODSThe records of the Neurosurgical Society of Australasia Surgical Education and Training Board were reviewed for documents pertaining to the selection of neurosurgical trainees and the accreditation of training posts. Application records and referee scores from 2014 to the present were reviewed to encompass process changes, in particular the change from written referee reports to standardized interviews of referees. Surgical logbook case numbers for 23 trainees completing training in 2016, 2017, and 2018 were collated and presented in an aggregated, de-identified form as a measure of adherence to accreditation standards. Written evaluations of the training experience were also sought from two trainees reflecting on the selection process, the quality of training posts, and training limitations.RESULTSWhile a time-consuming process, the method of obtaining referee reports by interview has resulted in a wider spread of scores, more able to separate high- and low-scoring applicants than other components of the selection process. Review of the training post accreditation records for the last 2 years showed that adherence to standards has resulted in loss of accreditation for one unit and shortened periods of review for units with more minor deficiencies. Two applications for accreditation have been denied. Examination of caseload data showed that trainees more than fulfill minimum requirements in accredited training posts, confirming the robust nature of this aspect of unit accreditation.CONCLUSIONSA key factor determining the success of neurosurgical training in Australia and New Zealand has been a willingness to evolve selection and other processes to overcome challenges as they become apparent. According to available analyses, the revised referee process and strict accreditation standards appear effective. The benefits and challenges of the current training system are discussed in the context of a paucity of international literature.

scholarly journals MANAGING THE FORMATION OF NAVAL PENTATLON TEAM OF THE “MIRCEA CEL BĂTRÂN” NAVAL ACADEMY

2020 ◽  
pp. 533-542
Keyword(s):  
Motor Skills ◽  
Selection Process ◽  
Performance Criterion ◽  
Training System ◽  
Military Students ◽  
Naval Academy ◽  
Research Subjects ◽  
Military Institution ◽  
The Military ◽  
Selection Of

The research addresses the selection process for the naval pentathlon team of the Naval Academy. Hypothesis: The motor performance criterion in the selection of athletes is not enough, and the performance in training and competitions can be improved if athletes’ attitude towards and motivation for performance are added to the selection. Subjects: The basis for selecting the research subjects were military students who had already passed a first stage of selection when being admitted to the military institution. Methods: Bibliographical study, pedagogical observation, experiment, questionnaire survey, mathematical and statistical method, graphical method. The first stage was oriented towards the selection of a group of 30 subjects (out of 200) using psychomotor performance as a criterion, and the second stage was focused on selecting the representative team of the Naval Academy by means of two opinion questionnaires meant to reveal the subjects’ attitude towards and motivation for performance and competition. Results: We identified the group of 15 athletes who met the conditions of having good motor skills and an optimal attitude towards the preparation for performance within a rigorously planned training system, with coaching sessions designed to facilitate the maximisation of their performance. Conclusion: The selection process will be oriented towards the subjects with specific motor skills in swimming, running and utilitarian routes, but also with real potential for training – improvement of these skills and development of good exercise capacity, all this facilitated by a proper attitude and motivation.

The interaction between leadership styles and their followers' human capital: a correspondence analysis approach applied to micro-sized businesses

2021 ◽  
Vol 40 (1) ◽  
pp. 74-93
Author(s):  
Mohammed Ali Al-Awlaqi ◽  
Ammar Mohamed Aamer ◽  
Maged Mohammed Barahma ◽  
Mohamed Battour
Keyword(s):  
Human Capital ◽  
Leadership Styles ◽  
Leadership Style ◽  
Correspondence Analysis ◽  
Selection Process ◽  
Middle Level ◽  
Content Type ◽  
Transformational Leadership Style ◽  
And Training ◽  
Selection Of

PurposeThe purpose of this paper is to investigate the tendency of leaders to select their followers depending on their human capital factors such as age, education level, previous working experience and training.Design/methodology/approachThe participants were 1,388 employees working in a randomly selected sample of 289 small-sized businesses operating in Yemen. A self-reported questionnaire was used to collect the data. The correspondence analysis method was used to explore the tendency of leaders to select their followers depending on their human capital factors.FindingsWe found significant corresponding relationships between leadership styles and the selection of the followers' human capital factors. The passive avoidant style was found to select middle-age, long-experience and fully-trained followers. Transactional style on the other hand was found to select young, middle-level experience and non-trained followers. The transformational leadership style was found to have no selection preferences towards any of the human capital factors except for working experience.Originality/valueAlthough, some previous studies tried to understand the leaders–followers relationships, no one investigated the tendency of leaders to select their followers according to their preferences. This study contributes significantly to the leaders–followers theory by studying the selection process of the leadership style of their followers' human capital factors. Understanding this phenomenon could help explain why some leadership styles are more effective than others, especially in very limited resources contexts such as micro-sized businesses.

All Should be “A” Teams

2019 ◽  
pp. 150-168
Author(s):  
James Goldrick
Keyword(s):  
Training System ◽  
Training Experience ◽  
The Creation ◽  
Collective Efficiency ◽  
Small Ship ◽  
The Right ◽  
Scarcity Of Resources ◽  
And Training ◽  
Experienced Personnel

This chapter by James Goldrick examines the creation of a sophisticated learning and training system for the anti-U-boat war, which is one of the most significant elements of the Atlantic campaign, critical to the effectiveness of the escort units of the RN and RCN. This system's development took place as both services were forced to adapt rapidly to profound changes in their operational environments. That development faced many challenges, not only from a scarcity of resources, but from the necessity to develop sufficient understanding of the problem. The "master-apprentice" culture of professionalization managed through long service would not serve under the pressure of the oceanic small-ship war. The effort had to be industrialized. Acceptable levels of collective efficiency only became possible when the right equipment and training assets, sufficiently – even if barely – experienced personnel, and proven tactical doctrine could be brought together to provide the necessary fidelity within the training experience. From the outset, this would always be a much more complex and resource-intensive operation than the straightforward working-up of individual units.

scholarly journals New Zealand’s 1989 skill ecosystem reform: preparations, implementation, outputs and outcomes

2021 ◽  
Author(s):  
javier alfonso luque gianella
Keyword(s):  
New Zealand ◽  
Education And Training ◽  
Training System ◽  
Necessary Condition ◽  
Post Secondary ◽  
Education Act ◽  
High Level ◽  
International Shocks ◽  
The Impact ◽  
And Training

<p>This thesis assesses the impact of the 1989 skill ecosystem reform, whereby New Zealand initiated a comprehensive reform of its skill ecosystem. The reforms radically transformed the education and training system and were driven primarily by the approval of the Education Act 1989 and the Industry Training Act 1992 and their amendments. For this thesis, the reform ended in 2020 with the approval of the Education and Training Act 2020. The reforms were part of a broader political transformation in New Zealand that ended up embarking on market policies to increase its productivity. Education and training were identified as a necessary condition to achieve that goal. New Zealand’s skill ecosystem has its foundations in the strong system built in the country since the arrival of the first settlers, but that had slowed its dynamism in the 1970s, with enrollment rates lagging behind comparable countries and concerns about the ability of the skill ecosystem to respond to current and future skill needs. The reform decentralized the education system at the primary / secondary and post-secondary levels but created an institution, the New Zealand Qualification Authority (NZQA) that should allow students and trainees a seamless navigation across it. The reform had a strong involvement of the private sector. To evaluate the impact of the reform, the thesis faces several challenges: there is no adequate counterfactual, the design is continually changing, and the country experienced a series of international shocks during its implementation. To address these challenges, the thesis presents a comprehensive set of indicators to evaluate the reform's outputs and outcomes at different levels. In terms of outputs, which include the reform, enrollment in education and training, participation rates increased. In terms of outcomes, which include indirect and behavioural changes, the measures are mixed. At the end of the reform, the ease of finding high-level skills in New Zealand is similar to its long-term trend despite the more sophisticated economic structure, albeit with significant differences by firm size and industries. And the ease is lower than in comparison countries, raising questions about whether that level could change given the small size and remoteness of New Zealand's economy.</p>

Investigation and Analysis of Medical Staff on the Cognition of Natural Disaster-Related Disasters

2014 ◽  
Vol 687-691 ◽  
pp. 4750-4753
Author(s):  
Min Xu ◽  
Jin Feng Pang
Keyword(s):  
Natural Disaster ◽  
Work Experience ◽  
Medical Staff ◽  
Cognitive Status ◽  
Training System ◽  
Theoretical Knowledge ◽  
Training Experience ◽  
Academic Exchange ◽  
Network Platform ◽  
And Training

The cognitive status of medical staff at several hospitals in Jilin Province in natural disaster-related disasters was investigated. The results showed that there were many medical staff with better natural disaster-related theory and skills, the cognition of doctors on natural disaster-related disaster was better than that of nurses, some factors, such as different departments, education background and training experience, presented a certain impact on the acquirement of the theoretical knowledge and skills in natural disasters-related disasters, but not the title and work experience; medical staff showed a strong desire to acquire the theoretical knowledge and rescue skills. In order to improve disaster relief capabilities of the medical staff, the training system and training content should be improved, focusing on the comprehensive improvement of knowledge, skills and psychology, increase in the academic exchange, the on-spot exercises, the utilization of network platform and the continuous targeted education.

scholarly journals New Zealand’s 1989 skill ecosystem reform: preparations, implementation, outputs and outcomes

2021 ◽  
Author(s):  
javier alfonso luque gianella
Keyword(s):  
New Zealand ◽  
Education And Training ◽  
Training System ◽  
Necessary Condition ◽  
Post Secondary ◽  
Education Act ◽  
High Level ◽  
International Shocks ◽  
The Impact ◽  
And Training

<p>This thesis assesses the impact of the 1989 skill ecosystem reform, whereby New Zealand initiated a comprehensive reform of its skill ecosystem. The reforms radically transformed the education and training system and were driven primarily by the approval of the Education Act 1989 and the Industry Training Act 1992 and their amendments. For this thesis, the reform ended in 2020 with the approval of the Education and Training Act 2020. The reforms were part of a broader political transformation in New Zealand that ended up embarking on market policies to increase its productivity. Education and training were identified as a necessary condition to achieve that goal. New Zealand’s skill ecosystem has its foundations in the strong system built in the country since the arrival of the first settlers, but that had slowed its dynamism in the 1970s, with enrollment rates lagging behind comparable countries and concerns about the ability of the skill ecosystem to respond to current and future skill needs. The reform decentralized the education system at the primary / secondary and post-secondary levels but created an institution, the New Zealand Qualification Authority (NZQA) that should allow students and trainees a seamless navigation across it. The reform had a strong involvement of the private sector. To evaluate the impact of the reform, the thesis faces several challenges: there is no adequate counterfactual, the design is continually changing, and the country experienced a series of international shocks during its implementation. To address these challenges, the thesis presents a comprehensive set of indicators to evaluate the reform's outputs and outcomes at different levels. In terms of outputs, which include the reform, enrollment in education and training, participation rates increased. In terms of outcomes, which include indirect and behavioural changes, the measures are mixed. At the end of the reform, the ease of finding high-level skills in New Zealand is similar to its long-term trend despite the more sophisticated economic structure, albeit with significant differences by firm size and industries. And the ease is lower than in comparison countries, raising questions about whether that level could change given the small size and remoteness of New Zealand's economy.</p>

A Study of the ERP Selection Process in New Zealand

2011 ◽  
pp. 221-242
Author(s):  
Maha Shakir ◽  
Liaquat Hossain
Keyword(s):  
New Zealand ◽  
Enterprise Resource Planning ◽  
Selection Process ◽  
Implementation Process ◽  
Resource Planning ◽  
Software Selection ◽  
Equal Importance ◽  
Exploratory Investigation ◽  
Exploratory Case Studies ◽  
Selection Of

This study provides an exploratory investigation of the Enterprise Resource Planning (ERP) software selection process in New Zealand. A brief background together with the main features of ERP is provided. It is conferred in this study that the selection and implementation of ERP deserves equal importance. Findings of exploratory case studies on the ERP selection process in New Zealand (NZ) suggest that the selection of ERP guides the implementation process. It is also evident from the study findings that most New Zealand organizations select their consultants and let them guide the ERP selection, implementation as well as the post-implementation process.

A Study of the ERP Selection Process in New Zealand

2011 ◽  
pp. 223-244
Author(s):  
Maha Shakir ◽  
Liaquat Hossain
Keyword(s):  
New Zealand ◽  
Enterprise Resource Planning ◽  
Selection Process ◽  
Implementation Process ◽  
Resource Planning ◽  
Software Selection ◽  
Equal Importance ◽  
Exploratory Investigation ◽  
Exploratory Case Studies ◽  
Selection Of

This study provides an exploratory investigation of the enterprise resource planning (ERP) software selection process in New Zealand. A brief background together with the main features of ERP is provided. It is conferred in this study that the selection and implementation of ERP deserves equal importance. Findings of exploratory case studies on the ERP selection process in New Zealand (NZ) suggest that the selection of ERP guides the implementation process. It is also evident from the study findings that most New Zealand organizations select their consultants and let them guide the ERP selection, implementation, as well as post-implementation process.

scholarly journals Accessible Communication : A Cross-country Journey

2020 ◽  
Author(s):  
Elisa Perego
Keyword(s):  
Training Experience ◽  
Communication Services ◽  
Language Varieties ◽  
Audio Description ◽  
Cross Country ◽  
Training Path ◽  
Anglophone World ◽  
And Training ◽  
Selection Of

Easy-to-Understand (E2U) text practices enable and facilitate accessible communication. E2U refers both to Plain and to Easy Language. These two powerful methods of language and content comprehension enhancement are illustrated through several examples in English, starting from the seminal role of the Anglophone world in promoting plain and lucid style. Originally implemented in written texts, today the employment of these simplified language varieties should infiltrate new communication services that are more complex and multifaceted. Thanks to the EASIT project, the integration of E2U strategies into a selection of audiovisual services is being successfully researched. After advancing simplification proposals in the area of subtitling and audio description, Elisa Perego reports on the results of a cross-country survey conducted during the initial stages of the EASIT project: She pinpoints the background, activity, and training experience of those who currently work in the sector of E2U in Europe, and identifies the skills and the competences of, as well as a training path and materials for, future hybrid professionals.

Sign in / Sign up

Export Citation Format

Share Document