scholarly journals The Influencing Factors on the Effectiveness of Foundation Training Programs: A Case Study of the Health Cadre Service in Bangladesh

2019 ◽  
Vol 3 (2) ◽  
pp. 13-21
Author(s):  
Mohammad Ziaur Rahman ◽  
Mokana A/P Muthu Kumarasamy ◽  
Abul Bashar Bhuiyan
Keyword(s):  
Training Programs ◽  
Training Effectiveness ◽  
Bench Mark ◽  
Training Design ◽  
Training Environment ◽  
Kirkpatrick Model ◽  
Regression Techniques ◽  
Training Motivation ◽  
And Training

The research has been conducted to understand the training effectiveness where health professional participates for training who work under the Bangladesh Government. The research used the Kirkpatrick model. The paper has collected data form, 323 participants. The research measured the training effectiveness using survey questions. The multiple regression techniques have used to conduct analysis of the collected data. The findings of the research revealed that the training effectiveness has been affected significant positively by training motivation, trainer qualification, and training design. Moreover, the training environment does not have significant role on the impacting of the training effectiveness respectively. The study has specific recommendations based on the above findings as the bench mark to improve the effectiveness training in Bangladesh and the regions.

Training Effectiveness

2016 ◽  
pp. 195-203 ◽  
Author(s):  
Snigdha Mohapatra ◽  
Pravat Kumar Mohanty
Keyword(s):  
Theoretical Analysis ◽  
Organizational Climate ◽  
Training Program ◽  
Training Programs ◽  
Training Effectiveness ◽  
Training Environment ◽  
Effective Training ◽  
Training Department

HR practitioners time and again busy in finding the worth of their training programs. Outputs of training/Training Effectiveness/ROI of training programs are taking a huge attention of any HR department in any organization. Often attention was paid to the training program itself, the training environment, the trainer and the organizational climate and culture to apply the same into work. But many a times the very important part i.e. trainees were left aside. Present research is an attempt to address this gap. Trainees though found to be an important factor in success of any training program often this factor is limited to theoretical analysis. Rarely organizations and particularly the training department dare to ponder this. The type of trainee or in other way the characteristic of a trainee is found to be influential in many of the researches earlier. Here the attempt is to measure the link between the level of engagement and the perception of training effectiveness of the same trainees. This will help the training department to be more cautious while choosing their trainees to deliver an effective training program to fetch a dream achieved.

Philosophy of Science: Help or Hindrance?

1993 ◽  
Vol 72 (3) ◽  
pp. 707-733 ◽  
Author(s):  
Paul E. Meehl
Keyword(s):  
Clinical Practice ◽  
Philosophy Of Science ◽  
Scientific Revolution ◽  
Training Programs ◽  
Poor Quality ◽  
Normal Science ◽  
Case Study Method ◽  
Explicit Discussion ◽  
And Training

Scientists routinely employ metatheoretic principles, explicit discussion of which typically occurs in times of intense controversy, theoretical crisis, scientific revolution, and entry into a new domain. The writings of philosophers, including their disagreements, are often helpful in such circumstances. Whether knowledge of formal metatheory helps us in doing “normal science” is researchable. Much scientific thinking is of poor quality, and it could be improved by explicit metatheoretical education. Clinical practice and training programs should emphasize rational skepticism, respect for evidence, objectivity, and quantitative thinking. Because the relation between principles and success is probabilistic, metatheoretical research should implement the case study method by formal actuarial procedures.

scholarly journals Paramedic Practice – Knowledge Invested in Action

2003 ◽  
Vol 1 (3) ◽  
Author(s):  
Andrea Wyatt
Keyword(s):  
Tacit Knowledge ◽  
Training Programs ◽  
Clinical Judgments ◽  
Tacit Knowing ◽  
Knowing That ◽  
New Knowledge ◽  
Practice Knowledge ◽  
The Relationship ◽  
And Training

The ability of expert practitioners to make sound judgments when faced with non-routine situations calls on a form of tacit knowing that has been loosely branded as ‘intuition’, a ‘sixth sense’, or ‘gut feeling’. The development of tacit knowledge is associated with nonformal learning that occurs in the context of the workplace; however, the elusive nature of this phenomenon has served to hamper research efforts. The focus has therefore shifted away from tacit knowledge toward the more observable concept of ‘judgment’. Paramedics are called to make clinical judgments as part of their everyday practice, often unaware of the basis behind these judgments. This case study examines the source of knowledge drawn on by experienced paramedics when making judgments, especially when faced with situations they have not previously encountered, and proposes how new knowledge and meaning is constructed through such involvements. A better understanding of the relationship between knowing and judgment, and how they are developed, will have future implications for the provision of ongoing education and training programs for paramedics.

The Predicted Trainer and Training Environment Influence toward Vocational Training Effectiveness in Bahrain

2021 ◽  
Vol 13 (1) ◽  
Author(s):  
Ehsan Saeed Idrees Yaqoot ◽  
◽  
Wan Shakizah Wan Mohd Noor ◽  
Mohd Faizal Mohd Isa ◽  
◽  
...  
Keyword(s):  
Public Sector ◽  
Vocational Training ◽  
Evaluation Model ◽  
Sampling Technique ◽  
Training Effectiveness ◽  
Training Environment ◽  
The Public ◽  
Four Levels ◽  
Training Programmes ◽  
And Training

This research aims to examine the development of vocational training issues faced in the public sector extent in Bahrain. Training implication should not be overlooked in delivering the required capabilities and knowledge in performing a certain task. The proposed research framework is established with a reference to the training evaluation model of Kirkpatrick, however, the study analyzes one of four levels for evaluating training effectiveness, those are reaction, learning, behavior, and the level of interests; result. A quantitative research design is applied. The survey instrument comprised of 29 items that tested two hypotheses. It was distributed to 382 respondents according to their interests using the purposive sampling technique adopted across 4 different public sector organizations in Bahrain. However, 128 were the usable ones from the returned 155 questionnaires. It is discovered that the contextual factor namely trainer has a positive influence on the training programmes implemented in this sector. Also, surprisingly this study unlocks an interesting and challenging area in the training environment for scholars in exploring and improving the quality of training programmes. The study essentially contributes to the paucity in training antecedents and training effectiveness in the public sector literature-related research. Hence, enhancing training effectiveness requires the management and practitioners to enhance the training antecedents to ensure the achievement of training/organization objectives. Understanding the importance of these certain types of factors will help the management to enhance the trainees’ gaining and therefore their performance. Thus, training antecedents should play an important role before trainee’s training. Managers should as well be involved with sponsoring reliable factors and drawing up a comprehensive vision.

scholarly journals The Impact of Peer Group Interaction on Training Effectiveness: Mediating Role of Training Motivation and Transfer Climate

2016 ◽  
Vol 3 (2) ◽  
pp. 14
Author(s):  
Varun Elembilassery
Keyword(s):  
Peer Group ◽  
Group Interaction ◽  
Theoretical Background ◽  
Training Effectiveness ◽  
Training Motivation ◽  
Transfer Climate ◽  
New Research ◽  
The Impact ◽  
The Relationship ◽  
And Training

<p>This conceptual article proposes a new research model to examine the relationship between Peer Group Interaction and Training Effectiveness. It is hypothesized that the relationship between Peer Group Interaction and Training Effectiveness will be moderated by conducive Transfer Climate and positive Training Motivation. The article begins with a description of the enormous investments done and the accompanying ambiguity in the field of Training and Development to establish the need for studying Training Effectiveness. Further, the theoretical background of each variable is explained in detail. Based on the recent studies in this field, alternate arguments are deduced and a new model for research is proposed. Finally, the plausible limitations of the proposed model is discussed and the article concludes by asserting that the variables in study are lesser focused but easier to implement in real time.</p>

scholarly journals An Empirical Study of the Relationship Between Assignment Practices in Training Programs and Training Motivation

2012 ◽  
Vol 7 (4) ◽  
pp. 575-581
Author(s):  
Yusof Ismail ◽  
Nurhana M. Rafiudd ◽  
Azman Ismail ◽  
Muhammad Zulfadhliz ◽  
Mohd Hasbullah B. Mohamad ◽  
...  
Keyword(s):  
Empirical Study ◽  
Training Programs ◽  
Training Motivation ◽  
The Relationship ◽  
And Training

Exploring determinants of pre-training motivation and training effectiveness: a temporal investigation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amitabh Deo Kodwani ◽  
Manisha Kodwani
Keyword(s):  
Training Program ◽  
Structural Equation ◽  
Training Effectiveness ◽  
Equation Modeling ◽  
Sampling Frame ◽  
Content Type ◽  
Business Context ◽  
Training Motivation ◽  
Managerial Level ◽  
And Training

PurposeThe present study is an attempt to extend previous findings and examine the role of the trainer's reputation, training nomination and training reputation on pre-training motivation and training effectiveness in a business context.Design/methodology/approachThe authors hypothesized that trainer reputation, training nomination and training reputation would affect pre-training motivation; and that pre-training motivation would act as a mediator between these three variables and training effectiveness. The sample is constituted by 251 managerial-level employees at a large firm in India who completed pre-training and post-training surveys. These data were then analyzed using structural equation modeling and other inferential techniques.FindingsThe results suggested that self-nomination positively influences pre-training motivation. Similarly, positive training and trainer reputations also affect pre-training motivation. Pre-training motivation mediates the relationship between trainer reputation, training nomination, training reputation and training effectiveness.Research limitations/implicationsThe method bias and measurement error cannot be ruled out. The data were collected from employees in a single firm via self-reports, and, ceteris paribus, it would be advantageous to broaden the sampling frame to cover multiple organizations with data collected using more than one methodology. However, the temporal lag of 45 days used herein between collecting predictor data and criterion data can reasonably be expected to have mitigated this problem to some extent.Practical implicationsThe findings regarding the reputation suggest that what trainees know or what they believe they know about the trainer or the training program they are going to attend will have a significant impact on their pre-training motivation, and subsequently on the training effectiveness. It is also essential to understand how trainees get information about training. Most often, this information travels through various informal channels and passes through many people, and thus trainees may get inadequate or incorrect information about the training program and the trainer.Originality/valuePrevious research indicates that only a small proportion of training actually gets transferred to the job (Mackay, 2007). This study augments the literature by putting forward empirical evidence that could be leveraged by firms' senior management teams pursuant of optimizing investments in the training of employees.

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