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Chang, Hsia-Ching, Chen-Ya Wang, and Suliman Hawamdeh. "Emerging trends in data analytics and knowledge management job market: extending KSA framework." Journal of Knowledge Management 23, no. 4 (2019): 664–86. http://dx.doi.org/10.1108/jkm-02-2018-0088.
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Purpose This paper aims to investigate emerging trends in data analytics and knowledge management (KM) job market by using the knowledge, skills and abilities (KSA) framework. The findings from the study provide insights into curriculum development and academic program design. Design/methodology/approach This study traced and retrieved job ads on LinkedIn to understand how data analytics and KM interplay in terms of job functions, knowledge, skills and abilities required for jobs, as well as career progression. Conducting content analysis using text analytics and multiple correspondence analysis, this paper extends the framework of KSA proposed by Cegielski and Jones‐Farmer to the field of data analytics and KM. Findings Using content analysis, the study analyzes the requisite KSA that connect analytics to KM from the job demand perspective. While Kruskal–Wallis tests assist in examining the relationships between different types of KSA and company’s characteristics, multiple correspondence analysis (MCA) aids in reducing dimensions and representing the KSA data points in two-dimensional space to identify potential associations between levels of categorical variables. The results from the Kruskal–Wallis tests indicate a significant relationship between job experience levels and KSA. The MCA diagrams illustrate key distinctions between hard and soft skills in data across different experience levels. Practical implications The practical implications of the study are two-fold. First, the extended KSA framework can guide KM professionals with their career planning toward data analytics. Second, the findings can inform academic institutions with regard to broadening and refining their data analytics or KM curricula. Originality/value This paper is one of the first studies to investigate the connection between data analytics and KM from the job demand perspective. It contributes to the ongoing discussion and provides insights into curriculum development and academic program design.
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Martín-Pérez, Víctor, Natalia Martín-Cruz, and Pilar Pérez-Santana. "Learning-by-Doing Teamwork KSA." International Journal of Virtual and Personal Learning Environments 3, no. 2 (2012): 21–34. http://dx.doi.org/10.4018/jvple.2012040102.
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The objective of this paper is to evaluate the effectiveness of strategic management simulations as a learning-by-doing tool so that university students can learn to work in a team, that is, they can enhance their knowledge, skills, and abilities (KSA) for effective teamwork. The authors have carried out an analysis of the effect of strategic management simulation on the teamwork KSA with a group of undergraduates studying in the School of Business. The results show that teamwork KSA can improve and that the initial knowledge of teamwork KSA, at the individual level, is the only factor which conditions the students’ learning. Initial knowledge of the teamwork KSA and the spread of this knowledge within the team are not a determinant influence on the learning-by-doing of the individual. Neither are features such as intelligence, personality, attitude to teamwork and teamwork self-efficacy, both in terms of the individual as well as the team.
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Karadakis, Kostas, and Maria Manus Painchaud. "Esport Knowledge, Skills, and Abilities: Perspectives from Subject Matter Experts." Athens Journal of Sports 9, no. 2 (2022): 79–100. http://dx.doi.org/10.30958/ajspo.9-2-2.
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Esport is a growing form of entertainment because of technological advancements, increased online gaming participation and competition, and technology access. Esport shares traditional sport characteristics, with players, spectators, competition, and entertainment. As the esport industry continues to grow, career offerings in esport-specific and traditional positions has demonstrated an increase in need for trained and prepared individuals. Therefore, the purpose of this study was to identify the knowledge, skills, and abilities (KSA) an individual seeking employment in the esport industry should possess. Subject matter experts were interviewed to identify the KSAs one should possess for an esport career. Ten themes appeared: Business Acumen & Strategic Approach; Human Relations Skills; Relationship Management; Effective Communication; Technology Management; Legal and Ethical Practices; Research and Creative Problem Solving; Global and Cultural Orientation; Leadership; and Critical Evaluation and Analytical Skills. Additionally, esport specific KSAs and competencies aligned with three broad organization categories: people, structure, and goals. Traditional workplace knowledge is required as well as discipline specific knowledge. There is an expectation with industry evolution, functional areas (domains) within esport will continue to emerge. Lifelong learning skills, passion, and a desire to acquire advanced knowledge will be integral to success and sustainability of an esport career. Keywords: esport knowledge, skills, abilities, employment
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Bansal, Swati, Khundrakpam Anjalee Devi, Deepak Bansal, and Sumeet Kumar Singh. "Employability of Management Graduates: Emerging Perspective of Employers and Faculty Members." Journal of Technology Management for Growing Economies 15, no. 1 (2024): 20–30. https://doi.org/10.15415/jtmge/2024.151003.
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Background: Employability is a vital factor for both the overall economic growth of a nation and the personal growth of individuals. The employability of management students is regarded as a significant challenge by all management educational institutions in the current dynamic business environment. Purpose: This research paper aims to provide insights into the significance of KSA (knowledge, skills, and abilities) in employment as perceived by “management graduates, faculty members, and employers.” These individuals are presumed to be the primary stakeholders in this process. Methods: Six hundred eighty respondents (265 management faculties, 259 management graduates, and 159 employers) were surveyed across the “National Capital Region (NCR)” Region of Delhi, India. Results: The disparity in KSA perception scores for employability between employers and students, as well as between employers and faculty members, was assessed and examined. Conclusion: A significant disparity was determined to exist among different parameters, particularly in problem-solving skills, analytical skills, and knowledge of research methods.
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Ainah, M. Machado, Marie H. Agraba Arcelie, Kelly A. Delgado Llyressa, Joy G. Cantalejo Trisha, Rose C. Gealogo Xylee, and B. Paster Araceli. "The Perceived Competence of Psychology Graduates on Transition to Industrial Work Setting." INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS 07, no. 07 (2024): 3247–55. https://doi.org/10.5281/zenodo.12730726.
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This study investigates the perceived competence and the actual performance of Psychology Graduates from Pamantasan ng Cabuyao during Industrial On-the-job Training as their competence is measured in different areas of Knowledge, Skills and Abilities. That utilizes a quantitative approach, self-validated questionnaires were administered to measure the graduates' perceptions and supervisors' evaluations. The results of this study revealed that there is a significant difference in knowledge, skills, and abilities in terms of their perceived and actual competence, with mean scores indicating higher perceived competence than actual performance. Despite this gap, Psychology Graduates demonstrate competence crucial for various industries, suggesting potential success as HR professionals as said in a study (Ontok-Balah, 2023).
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Holt, Danielle B., Matthew T. Hueman, Jonathan Jaffin, et al. "Clinical Readiness Program: Refocusing the Military Health System." Military Medicine 186, Supplement_1 (2021): 32–39. http://dx.doi.org/10.1093/milmed/usaa385.
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ABSTRACT Introduction The Military Health System serves to globally provide health services and trained medical forces. Military providers possess variable levels of deployment preparedness. The aim of the Clinical Readiness Program is to develop and assess the knowledge, skills, and abilities (KSAs) needed for combat casualty care. Methods The Clinical Readiness Program developed a KSA metric for general and orthopedic surgery. The KSA methodology underwent a proof of concept in six medical treatment facilities. Results The KSA metric feasibly quantifies the combat relevance of surgical practice. Orthopedic surgeons are more likely than general surgeons to meet the threshold. Medical treatment facilities do not provide enough demand for general surgery services to achieve readiness. Conclusion The Clinical Readiness Program identifies imbalances between the health care delivery and readiness missions. To close the readiness gap, the Military Health System needs to recapture high KSA value procedures, expand access to care, and/or partner with civilian institutions.
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Byrka, Marian, Andrii Sushchenko, Volodymyr Luchko, Galina Perun, and Victoria Luchko. "ALGORITHMIC THINKING IN HIGHER EDUCATION: DETERMINING OBSERVABLE AND MEASURABLE CONTENT." Information Technologies and Learning Tools 104, no. 6 (2024): 1–13. https://doi.org/10.33407/itlt.v104i6.5750.
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Nowadays algorithmic thinking, as a key demand and the main requirement of technology-based society, extensively expands outwards the computer science area and rapidly becomes a meaningful instrumentality for effective realization of any information activities with or without ICT. This instrumentality creates new opportunities and possibilities for improvement of the effectiveness of any educational professional activities in the higher education context by creating problem-solving algorithms completely within the ICT area, as well as non-ICT-based algorithms that provide clear technological step-by-step instructions for solving a diversity of educational problems. Although attention to algorithmic thinking as scientific phenomenon is increasing, the studies aimed at determining the algorithmic thinking content in observable and measurable statements have not been conducted yet and its great potential is still undiscovered. The purpose of this study is to identify, clarify, and categorize algorithmic thinking content in observable and measurable knowledge, skills, and abilities statements (KSAs). The study is a mixed-methods type of development research carried out in 4 stages: 1) extraction of the KSA statements from the extant scientific literature related to algorithmic thinking; 2) design of The Algorithmic Thinking Content Survey (ATCS) based on the five steps Universal Sequence of an Algorithm Development (USAD); 3) administration of the ATCS on a wide variety of educational professionals (N = 117); 4) data analysis aimed to obtain the content of algorithmic thinking in observable and measurable KSA statements. The design of the ATCS is also based on algorithmic thinking as a complex phenomenon that integrates five types of thinking: abstract, logical, figurative, conceptual, and constructive. The administration of the ATCS involved 117 experts – educational professionals (11 professors who teach courses concerning algorithms and computer science, 23 practicing teachers of informatics, 35 students in the 3rd year of Informatics teacher training program, and 48 master students of informatics). Expert validation of algorithmic thinking content in knowledge, skills, and abilities statements was obtained through the Likert scale. One hundred KSA statements of algorithmic thinking content were obtained (32 statements of knowledge, 38 statements of skills, and 30 statements of abilities).
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Li, Yan. "Does popularity at work matter? Examining the effects on career satisfaction through self-evaluation and abilities." Social Behavior and Personality: an international journal 44, no. 10 (2016): 1601–12. http://dx.doi.org/10.2224/sbp.2016.44.10.1601.
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Much research has been conducted on the effect of popularity among children and adolescents, but the popularity of adults at work has received little attention. I investigated the effects of employees' popularity on their career satisfaction, and, in regard to this relationship, the roles of employees' knowledge, skill, and abilities (KSA) as moderators, and of their core selfevaluations as a mediator. Participants were 219 supervisor–subordinate dyads employed by 32 enterprises in China. Multiple regression analysis of the data showed that the employees' popularity was positively related to their career satisfaction. Their KSA level moderated this relationship, so that, among employees with less KSA, popularity had a stronger effect on their career satisfaction than among those with more KSA. Employees' core self-evaluations fully mediated the moderating effect of KSA on the relationship between popularity and career satisfaction. The findings suggest that if employees can increase their popularity, this is an effective way to improve their career satisfaction, especially for those who are low in KSA. Improvement of employees' core self-evaluations may also directly enhance their career satisfaction.
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Woodle, Samuel, Callum Dewar, and Kristopher G. Hooten. "162 The New Military Neurosurgeon Readiness Metric to Assess Surgical Readiness and Deployability." Neurosurgery 70, Supplement_1 (2024): 38. http://dx.doi.org/10.1227/neu.0000000000002809_162.
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INTRODUCTION: The US Military Health System includes military treatment facilities (MTFs) and deployable medical providers that have a dual mission to provide a “medically ready force and a ready medical force”. During wartime, the surge in casualties provides abundant surgical case volume to train and sustain a ready medical force. In contrast, peacetime poses a major challenge to military provider readiness, where lessons learned are quickly forgotten and advancements in trauma and combat surgical care decelerate; a phenomenon coined the “Walker dip”. As such, the Defense Health Agency in 2019 mandated critical wartime specialties develop specialty-specific readiness metrics to measure and maintain skills and competencies, named Knowledge, Skills, and Abilities (KSA). The neurosurgery KSA metric was released in early 2023. METHODS: Case counts and associated KSA values were obtained for active duty (AD) military neurosurgeons and neurosurgery-capable MTFs over the last 12 months. RESULTS: The neurosurgery KSA metric is a point-based system that assigns case valuations based on five categories: cranial (70 points), spine (45), peripheral (15), endovascular (5) and minor (5). The threshold KSA value per provider is set at 8000 points annually, or 667 monthly. Threshold was selected as the average between the KSA of a typical level II trauma center annual case volume and initial ABNS certification caseload requirements. Of 51 AD neurosurgeons from 16 MTFs over a 12-month period, only three providers have monthly KSA values above threshold; all of which have duty assignments at civilian institutions. CONCLUSIONS: Less than 10% of AD military neurosurgeons are meeting readiness thresholds per the KSA metric. However, no internal/external validation has been performed. Future validation studies will be pivotal in determining metric accuracy and guide adjustments to ensure a medically capable military force.
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Al-Omiri, Mohammed. "The Factors Influencing the Adoption of Total Quality Management with Emphasis on Innovative/Strategic Management Accounting Techniques." International Journal of Customer Relationship Marketing and Management 3, no. 3 (2012): 33–54. http://dx.doi.org/10.4018/jcrmm.2012070103.
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This paper address the factors influencing the adoption of TQM (Total Quality Management), particularly the innovative management accounting techniques, where in nowadays competitive environment quality is the key to an firm’s success and survival, to compete effectively, firms must embrace the principles of TQM. Therefore, this paper reports the findings of a postal questionnaire survey based on replies from 256 companies undertaken in the KSA (Knowledge, Skills and Abilities) environment. The paper empirically examines the extent of the adoption rate of TQM and to which potential explanatory factors influence the adoption of TQM in KSA companies. A distinguishing feature of the research is that it examines and compares the practices of both manufacturing and non manufacturing. Results show a significant relationship between TQM and some potential explanatory factors and give directions for further study.
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Baba, Zaharah Salwati, Habsah Muda, Wan Amalina Wan Abdullah, et al. "Awareness of Accrual-based Budgeting in the Malaysian Public Sector." IPN Journal of Research and Practice in Public Sector Accounting and Management 12, no. 01 (2022): 79–101. http://dx.doi.org/10.58458/ipnj.v12.01.04.0077.
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Purpose: The current study hypotheses that the antecedent factors (knowledge, skills and abilities, change attitude, and training) would influence budget preparers’ awareness of accrual-based budgeting in the Malaysian public sector. Design/Methodology/Approach: This study employed a questionnaire survey to investigate three variables, namely knowledge, skills and abilities, change attitude, and training in predicting the accrual-based budgeting awareness among budget preparers in the Malaysian government sector. Before data collection, the questionnaire survey was validated by conducting expert reviews before examining 42 pilot data through exploratory factor analysis (EFA). Subsequently, multiple regression analysis was performed on 174 collected responses. Findings: The findings revealed that the three variables significantly influence budget preparers’ awareness of accrual-based budgeting in the Malaysian public sector. Specifically, fundamental knowledge is essential to assist in implementing accrual-based budgeting, while skills and capabilities, including communication, analytical, interpersonal, and technical skills, are integral to participating in the planning, preparation, negotiation, and monitoring of accrual-based budgeting activities. Simultaneously, budget preparers’ commitment to change, self-efficacy, and valence would be critical in transforming from cash-based to accrual-based budgeting. Furthermore, robust training is pivotal to increasing accrual-based budgeting awareness. Practical Implications: The present study contributed theoretical evidence to the existing literature by addressing the knowledge gap due to limited studies on the relevant topic. This study also provided instrumental insights into accrual-based budgeting awareness determinants which supported the Malaysian government in executing the economic transformation agenda. Originality/Value: The study is among the first to examine antecedent factors influencing accrual-based budgeting awareness to bridge the knowledge gap in the current literature. Keywords: Awareness, knowledge, skills and abilities (KSA), change attitude, training, accrual-based budgeting.
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Scott, Kristin C., Mitchell Adrian, Jiun-Shiu Chen, and Grace C. Su. "Measuring TPACK in 2-Year Public College Faculty." International Journal of Information and Communication Technology Education 19, no. 1 (2023): 1–20. http://dx.doi.org/10.4018/ijicte.332780.
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Two-year public colleges educate more than 50% of all U.S. undergraduates, yet graduation rates (29%) fall far below their 4-year counterparts (63%). It is critical for students of 2-year public institutions that their faculty have the appropriate knowledge, skills, and abilities (KSAs) to effectively guide students toward graduation. This study uses technological pedagogical content knowledge (TPACK) theory to evaluate faculty KSAs. Exploratory and confirmatory factor analyses are used to demonstrate reliability, validity, and the 7-factor structure of the data. This instrument may be useful in pre-employment KSA assessment for potential new faculty, as well as identifying professional development opportunities for incumbent faculty.
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Gowri Kusuma, P., and K. S. R. Sarma. "Skill …Skill… Which Skill do I Acquire? ---Skills Requirement for the BANI Environment---." Shanlax International Journal of Management 11, no. 2 (2023): 53–58. http://dx.doi.org/10.34293/management.v11i2.6685.
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We are moving from the information era to innovation era. Knowledge, Skills and Abilities (KSA) are the core for every employee to accomplish the organizational goals during this era. This paper is an exploratory study aimed at identifying the ‘SKILLS’ requirement to meet new-age challenges, and to assess the role of Higher Educational Institutions in imparting those SKILLS. Secondary data is collected through various reports and research works to list out the skills required by the millennials. According to World Skill Council, problem solving, self-management, working with people, technology use and development are some of the Skills among the top Skills of 2025. The emphasis is on the emerging Skills requirement, as the very basic nature of work and meaning of workplace is in transition stage. The rules of the game have changed. The below three questions will provide an insight on the changing workplace scenario. (i) Who does the work? Work could be done by full time or part time employees, gig workers or crowd sourcing. (ii) How the work is done? – Work can be accomplished by using AI, robotics and automation. (iii) When and where work is done? – Work places are no longer traditional brick and mortar settings. They could be fluid work schedules, remote workers or collocated workspace. To embrace this change in the workplace, it is vital for the workforce to equip themselves with a new set of skills. Therefore, this study will explore the skills requirement for the future workplace to thrive in BANI environment. And also make an effort to direct the Higher Educational Institutions in imparting those Skills.
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Bansal, Swati, Deepak Bansal, Sadhana Tiwari, and Priyanka Agarwal. "Employability of management graduates: Importance of digital skills in the new technological era." Journal of Statistics and Management Systems 26, no. 5 (2023): 1303–10. http://dx.doi.org/10.47974/jsms-1184.
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Employability is an important constituent that helps in the growth of the individual and the nations at large. Employability in all disciplines is important including specially the management domain since industry 4.0 does not only create and destroy jobs, they also change the task that people perform on the job, and how they do it.Employability is a challenge which is faced by most of the management institution. This paper is an attempt to understand the importance of knowledge, skills and abilities in the new technological era so as to enhance employability of management graduates. The perspective of employability is studied from the view point of faculty members, employers and the graduates themselves. The gap scores of KSA perceptions required for employability between employer and students and between employer and faculty members were determined and analyzed. The study concludes that there is a distinguishable gap between the various variables specifically between digital skills, problem-solving skills, analytical skills, and knowledge of research methods.
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Kenyon, Lisa K., Robin L. Dole, and Stephanie P. Kelly. "Perspectives of Academic Faculty and Clinical Instructors on Entry-Level DPT Preparation for Pediatric Physical Therapist Practice." Physical Therapy 93, no. 12 (2013): 1661–72. http://dx.doi.org/10.2522/ptj.20120538.
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BackgroundTo prepare students for pediatric practice, the professional (entry-level) curriculum must reflect the essential knowledge, skills, and abilities (KSA) required for pediatric physical therapist practice.ObjectivesThe aim of this study was to develop consensus concerning the pediatric-specific KSA that should be expected of doctor of physical therapy (DPT) students at various points in the curriculum: prior to a pediatric clinical education experience, after a pediatric clinical education experience, and at the end of a DPT program.Design and MethodsThe study was conducted using the Delphi method. Purposive and snowball sampling were used to recruit pediatric academic faculty and pediatric clinical instructors. Three Web-based survey rounds were used to achieve consensus, defined as agreement among ≥70% of informants. The first round identified pediatric-specific KSA that were essential for DPT students to demonstrate at the identified points in the curriculum. In the second round, informants indicated their level of agreement with each item identified in the first round. Items that achieved consensus were included in the third round, in which informants rated the level of proficiency that DPT students should demonstrate related to pediatric-specific KSA.ResultsConsensus revealed the informants' perspectives concerning pediatric-specific KSA that a DPT student should be able to demonstrate at the identified curricular points. Consensus was reached on items in the curricular categories of basic science and foundations for practice; common pediatric diagnoses/pathologies, examination, interventions/plan of care/documentation; and general skills and abilities.LimitationsLimitations included the small sample size and the potential for informants to feel uncomfortable prioritizing KSA.ConclusionsThis study is an initial step toward identifying pediatric-specific KSA that should be demonstrated by DPT students.
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Khanyisile, Yanela Twabu. "A WORK-INTEGRATED LEARNING CASE STUDY INVESTIGATION OF AN INTERNSHIP PROGRAM AT A HIGHER LEARNING INSTITUTION IN SOUTH AFRICA." Annals of the University of Craiova for Journalism, Communication and Management 10, no. 1 (2024): 12–23. https://doi.org/10.5281/zenodo.15250669.
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This study investigates the internship programmes offered at a higher learning institution by severely understaffed departments serving the institution with various tasks. This understaffing and backlog of workload creates a potential wealth of work-integrated learning (WIL) through internship programs, boosting student experience while improving institutional inefficiency. This study used qualitative data collection methods, including interviews and questionnaires. The study explores the internal experiences and challenges, highlighting the significant impact of internal contributions within severely understaffed departments. The WIL framework and the Knowledge Skills Abilities (KSA) model are employed to establish how universities implement curriculum design and pedagogies in their courses, programs, and modules to prepare students for the real world. The paper's findings and conclusions recommend how institutions may improve the placement program.
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Dewar, Callum, Samuel Woodle, and Kristopher G. Hooten. "113 The Effect of Civilian Purchased Care on Military Neurosurgery Wartime Readiness." Neurosurgery 70, Supplement_1 (2024): 21. http://dx.doi.org/10.1227/neu.0000000000002809_113.
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INTRODUCTION: The current landscape of military neurosurgery reflects the relative peacetime for the US-World relationship - a problem of intrinsically low case volume compounded by patients being deferred away from Military Treatment Facilities (MTFs). TRICARE is the healthcare program of the US Department of Defense Military Health Care System, in which ‘Purchased Care’ or civilian based health care, is used to supplement healthcare needs when services are not readily available to TRICARE beneficiaries. Within military neurosurgery, case volume and complexity continue to be diverted via purchased case pathways, greatly affecting wartime readiness. Neurosurgery wartime readiness can be measured through the Knowledge, Skills and Abilities (KSA) metric based on case complexity and volume. METHODS: We analyzed case counts and KSA values of active-duty military neurosurgery capable MTFs and purchased care counterparts using the CarePoint Access portal. Residents, civilian contractors, and retirees were excluded. RESULTS: In 2022, the KSA total for 16 MTFs was 139005, a result of 2286 cases and 47 surgeons. The average KSA/surgeon/month was 393.8, extrapolating to 4725.5/surgeon/year - 59% of the KSA goal of 8000/surgeon/year. The purchased care KSA of 10 MTFs totaled 301535 in 2022 from 7324 cases. Purchased care out-performed MTF case volume by over 300%. Recovering full purchased care volume would increase the individual MTF neurosurgeon KSA by 135%. CONCLUSIONS: The military neurosurgical community cannot maintain wartime readiness as defined by the KSA metric with current trends in military neurosurgery case volume and high incidence of purchased care. The solution lies in either recovering purchased care patients or expanding military-civilian partnerships to base military neurosurgeons at local academic hospitals and trauma centers.
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Avery, Derek R. "Article Commentary: Another challenge worth acknowledging." Behavioral Science & Policy 6, no. 1 (2020): 71–73. http://dx.doi.org/10.1177/237946152000600107.
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I commend Evelyn R. Carter, Ivuoma N. Onyeador, and Neil A. Lewis, Jr., on their thorough, compelling, and thought-provoking article, “Developing & Delivering Effective Anti-Bias Training: Challenges & Recommendations,” which reviewed the challenges that organizations face in using diversity training to develop employee competence at interacting with people who differ from them.1 Although I recognize each of the challenges they present and respect the solutions they offer, I want to address an additional important challenge to developing a workforce that embraces diversity—namely, that organizations are dependent on the labor market to provide prospective employees who possess the knowledge, skills, abilities, and other competencies needed to fulfill job responsibilities, yet too much of the labor force seems to start off with little inclination or skill for interacting constructively with diverse groups. Roughly 20 years have passed since Nancy E. Day and Betty J. Glick published the results of a national assessment detailing the level of employer satisfaction with the diversity-related competency of typical college graduates in the United States.2 They concluded that “HR managers who responded believe that college graduates do not possess the critical skills that are needed to handle diversity” and that “a minority of the organizations surveyed attempt to fill the diversity KSA [knowledge, skills, and abilities] gaps through corporate training.”2 A good deal of anecdotal evidence suggests that these conditions persist today; hence, one could argue that organizations are being forced to do the best they can with the little they have been given.
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Plackett, Timothy P., Nicholas Jaszczak, David A. Hampton, et al. "Trauma surgical skill sustainment at the University of Chicago AMEDD Military-Civilian Trauma Team Training Site: an observation report." Trauma Surgery & Acute Care Open 9, no. 1 (2024): e001177. http://dx.doi.org/10.1136/tsaco-2023-001177.
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BackgroundThe Army Medical Department (AMEDD) Military-Civilian Trauma Team Training (AMCT3) Program was developed to enhance the trauma competency and capability of the medical force by embedding providers at busy civilian trauma centers. Few reports have been published on the outcomes of this program since its implementation.MethodsThe medical and billing records for the two AMCT3 embedded trauma surgeons at the single medical center were retrospectively reviewed for care provided during August 2021 through July 2022. Abstracted data included tasks met under the Army’s Individual Critical Task List (ICTL) for general surgeons. The Knowledge, Skills, and Abilities (KSA) score was estimated based on previously reported point values for procedures. To assess for successful integration of the embedded surgeons, data were also abstracted for two newly hired civilian trauma surgeons.ResultsThe annual clinical activity for the first AMCT3 surgeon included 444 trauma evaluations and 185 operative cases. The operative cases included 80 laparotomies, 15 thoracotomies, and 15 vascular exposures. The operative volume resulted in a KSA score of 21 998 points. The annual clinical activity for the second AMCT3 surgeon included 424 trauma evaluations and 194 operative cases. The operative cases included 92 laparotomies, 8 thoracotomies, and 25 vascular exposures. The operative volume resulted in a KSA score of 22 799 points. The first civilian surgeon’s annual clinical activity included 453 trauma evaluations and 151 operative cases, resulting in a KSA score of 16 738 points. The second civilian surgeon’s annual clinical activity included 206 trauma evaluations and 96 operative cases, resulting in a KSA score of 11 156 points.ConclusionThe AMCT3 partnership at this single center greatly exceeds the minimum deployment readiness metrics established in the ICTLs and KSAs for deploying general surgeons. The AMEDD experience provided a deployment-relevant case mix with an emphasis on complex vascular injury repairs.
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Kulikowski, Konrad. "Defining analytical skills for human resources analytics: A call for standardization." Journal of Entrepreneurship, Management and Innovation 20, no. 4 (2024): 88–103. https://doi.org/10.7341/20242045.
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PURPOSE: Human resources (HR) analytics systems, powered by big data, AI algorithms, and information technology, are increasingly adopted by organizations to enhance HR’s impact on business performance. However, despite the widespread acknowledgment of the importance of “analytical skills” among HR practitioners in successfully implementing HR analytics systems, the specific nature of these skills remains unclear. This paper aims to address this ambiguity by firstly clarifying the concept of “analytical skills,” secondly identifying skill gaps that may hinder the effective utilization of computer-assisted analytics among HR practitioners, and thirdly advocating for standardization in the understanding of “analytical skills” within the business context, particularly within HR. METHODOLOGY: We examine business “analytical skills” through the theoretical framework of the knowledge, skills, and abilities (KSA) included in the Occupational Information Network (O*NET) content model. Using data from the O*NET database, occupations were classified into Human Resource Management (HRM) and Analytical occupations. Then, we identified the top highly required KSAs in analytical occupations and compared their levels with those of HRM occupations to pinpoint potential gaps hindering the effective utilization of HR analytics. FINDINGS: Using the O*NET database, which describes work and worker characteristics, we establish the highly required analytical KSAs in the business analytics context that might be labeled “analytical skills”. Then, the gap analyses reveal that important analytical KSAs, such as knowledge of sales and marketing, skills in operations analysis, and abilities in mathematical and inductive reasoning, are not expected from HR occupations, creating serious barriers to HR analytics development. In general, we have found that while HR practitioners possess some of the necessary analytical KSAs, they often lack in areas such as mathematics, computers, and complex problem-solving. IMPLICATIONS: Our findings underscore the need for standardization in HR analytics definitions, advocating for the adoption of the O*NET content model as a universal framework for understanding HR analytical knowledge, skills, and abilities (KSAs). By identifying critical analytical KSAs, our research can assist HR departments in improving training, recruitment, and development processes to better integrate HR analytics. Furthermore, we identify significant gaps in analytical skills among HR practitioners, offering potential solutions to bridge these gaps. From a theoretical perspective, our precise definition of HR “analytical skills” in terms of analytic KSAs can enhance research on the effects of HR analytics on organizational performance. This refined understanding can lead to more nuanced and impactful studies, providing deeper insights into how HR analytics contributes to achieving strategic business goals. ORIGINALITY AND VALUE: Our research offers three original insights. First, we establish a standard for HR analyst skills based on the O*NET content model, providing a clear framework for the essential knowledge, skills, and abilities required in HR analytics. Second, we identify significant analytical gaps among HR professionals, highlighting areas that need development and attention. Third, we recognize the necessity for closer cooperation between HR and professional analysts, emphasizing that such collaboration is crucial for maximizing the benefits of computer-assisted HR analytics. These insights ensure that HR analytics can move beyond being a management fad and have a real, lasting impact on business outcomes.
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Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning." Public Personnel Management 22, no. 4 (1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.
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Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.
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Irwandi, Irwandi, and Tri Yuliani. "Community Development: The Challenges of Social Capital Strategy, Health Promotion, and Community Social Work." Indev: Literasi Media Dakwah dan Pengembangan Masyarakat 1, no. 1 (2022): 43. http://dx.doi.org/10.31958/indev.v1i1.6542.
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Research in the twenty-first century is turning toward community development and the value of community social work. The International Association of Schools of Social Work (IASSW) places work in society as the prevailing trend for the future of social work. Society is very important for people's lives and that, automatically leads to the need to have knowledge, skills and abilities (KSA) in community practice. This study discusses the common features of community social work, social capital, and health promotion methods. It will provide social opportunities for workers to improve and further develop their professional practice in the Community. The model in this article strongly recognizes the benefits and advantages of working with community development strategies, thereby contributing to healthy communities that were rebuild and generate social capital.
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Alsmari, Nuha Abdullah. "Fostering EFL Students’ Paragraph Writing Using Edmodo." English Language Teaching 12, no. 10 (2019): 44. http://dx.doi.org/10.5539/elt.v12n10p44.
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The present study sought to investigate the effect of using Edmodo, a Web 2.0 tool, as a supportive blended learning tool in developing EFL Saudi students’ paragraph writing skills at Prince Sattam bin Abdul Aziz University, KSA. Eighty students majoring in English at the college level one participated in the study. The participants were randomly selected for an experimental group (taught by using Edmodo) and a control group (taught without using Edmodo). Two main tools were devised to collect data: Oxford Placement Test (OPT) and Test of Paragraph Writing Skills (TPWS). The data were analyzed descriptively and inferentially by running a t-test, using SPSS 16.0, to calculate the differences between the mean scores of the two groups pre- and post-intervention. The results showed statistically significant differences in the post-test in favor of the experimental group. Integrating Edmodo into the writing class was found to be highly beneficial in developing EFL students’ writing abilities, up to paragraph level. The use of Edmodo also enriched students’ knowledge and increased their motivation to learn.
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P. Villanueva, Jr, Primo, and Bethel Z. Hernandez. "Educare: A Video Production for Teachers in Response to Education 4.0 in Cavite Province." International Multidisciplinary Research Journal 4, no. 2 (2022): 111–17. http://dx.doi.org/10.54476/s771507.
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Trainings and seminars in education have spoken much on the advent of Education 4.0 and have advanced to Education 5.0. It implies that education is towards artificial intelligence or machine learning. The digital technology grew fast. Gadget dependence was very evident even to learners. Informal and nonformal education took place on the internet through gadgets such as smartphones, tablets, etc. Influences of social media is high including the young ones and adults, even to professionals. It is projected that the main problem arising is on the attitude, skills and knowledge of teachers adapting advanced digital technology towards the goal of education 5.0. This study explored on attitude, skills, and knowledge KSA model of business resolving the so-called education institution and industry gap. Bloom’s domain of learning and the structured functional theory were applied, leading to the conception of 4C shells of mind, specifically, critical thinking, creative thinking, communication skills and character. Teachers from different legislative districts of province of Cavite served as respondents utilizing survey questionnaire thru google forms. Percentage, base and rate, and ranking principles were used. Descriptive statistics, such measures of central tendency, measures of position and measures of variation were determined and analyzed. Inferential tools such as Z-test, Analysis of Variance, Tukey’s Honestly Significant Difference test, Levene’s test of homogeneity were employed. The results were evaluated using 8 Scale Balanced Value-Agreement Equivalence. The proponents found out that the teachers have a very high positive attitude in adapting digital advancements in terms of sex, age, type of service school and grade level. Attitude was quite affected by lack of knowledge on the advancements on digital technology. Also, the teachers utilized different digital technology in giving activities to their respective learners. Hence, the study recommended more trainings and workshops, face to face or online, for teachers. An additional teacher’s skill, lesson video production, must be developed. This can enhance their critical and creative thinking, communication skills and character. Its development, also, leads to a magazine of lesson “magazsson” production seen to empower the attitude, skills, and knowledge of teachers. In line, a classroom studio “classtudio” must be designed and provided to strengthen the lesson video and production skills and abilities meeting the goal of teaching as a science and art.
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Mohammad Mostafa Kamal. "Labour Market Skills for Seafarers: A Comparative Analysis of Saudi Arabia and the Global Context." Power System Technology 48, no. 4 (2024): 5866–91. https://doi.org/10.52783/pst.1383.
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Labour market skills refer to the competencies and knowledge essential for effective participation in specific job markets. In the maritime sector, these skills are pivotal in ensuring the safe, efficient, and sustainable operation of global trade. They encompass technical expertise, regulatory compliance, and interpersonal abilities that allow seafarers to navigate an increasingly complex and dynamic industry. This paper delves into the labour market skills relevant to seafarers in Saudi Arabia (KSA) and juxtaposes them with global standards, highlighting key areas of alignment and disparity.The research examines the relationship between the Standards of Training, Certification, and Watchkeeping for Seafarers (STCW) competency table and the maritime labour market, underscoring the significance of these international guidelines in shaping workforce capabilities. A comparative analysis of the maritime labour skills in the European Union (EU), the Indian subcontinent, and broader Asian regions is presented, with an emphasis on how KSA’s workforce measures up to these benchmarks. The study identifies critical gaps in KSA’s maritime training and workforce development strategies and offers a comprehensive set of recommendations aimed at bridging these gaps.Furthermore, this paper aligns its findings with Saudi Arabia’s Vision 2030 agenda, which seeks to diversify the economy and reduce dependency on expatriate labour. By leveraging international best practices and fostering local talent, KSA has the potential to position itself as a global maritime hub. The proposed recommendations extend to fostering industry-academia collaboration, enhancing training infrastructure, promoting environmental sustainability, and addressing gender inclusivity in the maritime sector. The study provides actionable insights for policymakers, educators, and industry stakeholders to ensure the long-term competitiveness of KSA’s maritime workforce in the global arena.Keywords: Labour market skills, maritime industry, seafarers, Saudi Arabia, global standards, STCW, Vision 2030, workforce development, maritime education, sustainability.IntroductionBackgroundThe maritime industry is the backbone of global trade, facilitating approximately 90% of international goods transportation. Seafarers are the workforce that ensures the maritime industry's operational success, handling responsibilities that span navigation, machinery operation, environmental compliance, and adherence to safety protocols. The evolution of the maritime sector, influenced by technological advancements and stringent environmental regulations, has significantly heightened the demand for diverse and advanced labour market skills.
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Abioye, Abiola, James Lowry, and Rosemary Lynch. "Digital Curation Education at the Universities of Ibadan and Liverpool." International Journal of Digital Curation 14, no. 1 (2019): 24–61. http://dx.doi.org/10.2218/ijdc.v14i1.556.
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This article presents the findings of the Ibadan/Liverpool Digital Curation Curriculum Review Project, a research project conducted to formally benchmark the teaching of digital curation in the archival education programmes at the University of Liverpool, United Kingdom and the University of Ibadan, Nigeria. It provides background to the history and establishment of both universities and the development of their archives curricula. A matrix was developed using the DigCurV Curriculum Framework to assess whether digital curation skills and knowledge outlined in the framework are being taught, practised and tested in the Master’s programmes. These skills and knowledge were assessed according to the four domains outlined in DigCurV: Knowledge and Intellectual Abilities (KIA), Personal Qualities (PQ), Professional Conduct (PC), and Management and Quality Assurance (MQA), to levels appropriate to practitioners and managers. The exercise identified skill and knowledge areas where teaching materials could be shared between the universities, and areas where new materials are needed.
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Teimouri, Hadi, Kouroush Jenab, Somaye Rafei, and Maryam Yonespoor. "Structural Equation Modeling to Analyze Person-Organization Fit and Organizational Effectiveness." International Journal of Electrical and Computer Engineering (IJECE) 6, no. 6 (2016): 3006. http://dx.doi.org/10.11591/ijece.v6i6.11608.
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<p>Efficient management and leadership can be achieved via precise planning for selection, recruitment, and optimization of the labor force. One of the major goals in labor force selection and recruitment is the fit between people and an organization. This phenomenon is known as person-individual fit. In this research, the authors collected data via a survey aimed at exploring the relationship between person-individual fit and organizational effectiveness at the University of Isfahan. The research hypotheses were tested through variables such as environmental congruence, KSA (knowledge/skills/abilities) congruence, goals congruence, values congruence, and personality congruence, as dimensions of person-individual fit. The aim of this study is developing and practical and from the procedure implemented is introducing-analyzing. The sample studied in this study is the mangers and employers of the university in Isfahan. A stratified random sampling method was used based the Morgan table and a sample size of 120 was chosen from among 150 persons. The results revealed that there is a significant relationship between dimensions of person-individual fit and organizational effectiveness.</p>
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Teimouri, Hadi, Kouroush Jenab, Somaye Rafei, and Maryam Yonespoor. "Structural Equation Modeling to Analyze Person-Organization Fit and Organizational Effectiveness." International Journal of Electrical and Computer Engineering (IJECE) 6, no. 6 (2016): 3006. http://dx.doi.org/10.11591/ijece.v6i6.pp3006-3017.
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<p>Efficient management and leadership can be achieved via precise planning for selection, recruitment, and optimization of the labor force. One of the major goals in labor force selection and recruitment is the fit between people and an organization. This phenomenon is known as person-individual fit. In this research, the authors collected data via a survey aimed at exploring the relationship between person-individual fit and organizational effectiveness at the University of Isfahan. The research hypotheses were tested through variables such as environmental congruence, KSA (knowledge/skills/abilities) congruence, goals congruence, values congruence, and personality congruence, as dimensions of person-individual fit. The aim of this study is developing and practical and from the procedure implemented is introducing-analyzing. The sample studied in this study is the mangers and employers of the university in Isfahan. A stratified random sampling method was used based the Morgan table and a sample size of 120 was chosen from among 150 persons. The results revealed that there is a significant relationship between dimensions of person-individual fit and organizational effectiveness.</p>
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Kaweesi, Ronald, Samuel HP Chikafalimani, and Moses Musinguzi. "Towards Real Estate Investment Trusts for Agricultural financing: Readiness of Real Estate Investment Trust Connected Parties in Uganda." Journal of African Real Estate Research 9, no. 2 (2024): 108–39. https://doi.org/10.15641/jarer.v9i2.1533.
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Despite several developing economies enacting REIT regulations, REITs are still underutilised as an alternative vehicle to address the current real estate financing challenges especially for non-traditional real estate asset classes such as agricultural real estate. The limited research on the application of REIT for financing agricultural real estate further complicates the situation. Thus, an inquiry into the readiness of REIT connected parties as stipulated by the regulation for the implementation and facilitation of REITs is vital. The study aims to explore the readiness of REIT connected parties towards the implementation and facilitation of REIT for agricultural financing in Uganda. The study employs a qualitative phenomenological study approach to describe the readiness of connected parties through their lived practice experiences. Data collection is conducted by interviewing a purposively selected sample of potential REIT connected parties based on their involvement in the finance and investment sector. Knowledge, skills and abilities (KSA) themes are analysed from the interview notes and the connected parties` readiness gaps are discussed in the discussions.
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Putra, Rahmat Eka, Alhapen Ruslin Chandra, Sepri Neswardi, Nurhayati, and Imelda M. Nur. "Social Media Content Creation Workshop for Health Promotion at Achmad Darwis Regional Hospital, Limapuluh Kota Regency." Warta Pengabdian Andalas 32, no. 1 (2025): 46–54. https://doi.org/10.25077/jwa.32.1.46-54.2025.
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The social media content creation workshop for health promotion involves non-commercial partners of Achmad Darwis Hospital, Limapuluh Kota Regency, West Sumatra. Along with the development of information technology and digitalization, partners are increasingly aware of the need to optimize social media management as a key element in building the image of the hospital and improving the quality of services to the community. However, existing human resources do not yet have specific expertise in creating effective content for social media. Therefore, it is necessary to hold a social media content creation workshop in order to improve the skills of the Achmad Darwis Hospital health promotion (Promkes) team. A total of 20 participants were involved in this activity. The activity was carried out in stages, starting with lectures, practice, and finally discussions. Quantitatively, an evaluation was carried out by conducting a written test on the material that had been given. The results showed that there was an increase in participants' knowledge in making videos by comparing the test results before and after training. The results obtained from this activity contribute to improving the ability of the Achmad Darwis Hospital Health Promotion team to create content for social media that can improve the image of the hospital and optimize services for the community. It is hoped that this activity can improve the knowledge, skills, and abilities (KSA) of the Achmad Darwis Hospital health promotion team in developing content for social media. It is recommended for health promotion teams to continue to hone their skills in creating health content in order to optimize hospital services and performance.
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Rachman, Devi Puspitarini, and Joko Siswanto. "Perancangan Job-Person Matching di Bagian Sediaan Non-Betalaktam Departemen Instalasi Produksi Lafiad." Jurnal Telematika 9, no. 2 (2014): 46. http://dx.doi.org/10.61769/telematika.v9i2.89.
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Ketepatan waktu produksi, kualitas, dan kuantitas yang baik dapat dicapai jika manajemen bagian produksi maupun operator produksi memiliki kompetensi yang sesuai dengan jabatannya. Salah satu usaha yang dilakukan adalah dengan melakukan penempatan pegawai yang tepat. Selain berdasarkan kompetensi, penempatan pegawai juga mempertimbangkan prestasi masa lalu dan prospek masa depan pegawai. Penelitian ini bertujuan untuk mengetahui rancangan job-person matching pegawai Bagian Sediaan Non-Betalaktam Departemen Instalasi Produksi Lembaga Farmasi Direktorat Kesehatan Angkatan Darat (LAFIAD) yang mempertimbangkan aspek kompetensi, prestasi masa lalu dan prospek masa depan. Perancangan kamus kompetensi bidang dilakukan dengan mengidentifikasi KSA (knowledge, skill, and abilities) yang dibutuhkan untuk tiap jabatan. Untuk perancangan kamus kompetensi perilaku digunakan bantuan acuan model kompetensi generik untuk manajerial dan teknisi yang telah disusun oleh Spencer & Spencer [9]. Rancangan kamus kompetensi dan kebutuhan kompetensi jabatan kemudian akan digunakan sebagai dasar dalam melakukan penilaian kompetensi terhadap pegawai di Bagian Sediaan Non-Betalaktam LAFIAD. Perhitungan individual competency score dilakukan dengan menggunakan pendekatan fuzzy rule base yang diusulkan oleh Golec & Kahya [3]. Untuk membantu perhitungan maka pada penelitian ini dirancang pula aplikasi Job-Person Matching yang bertujuan untuk memudahkan dalam melihat hasil dari rancangan job-person matching. Hasil dari job-person matching ini menggambarkan urutan pegawai di masing-masing jabatan berdasarkan kompetensinya dengan mempertimbangkan prestasi masa lalu dan prospek masa depan serta usulan tindak lanjut yang bisa dilakukan perusahaan terkait hasil yang dikeluarkan. Good production can be achieved if the operator and the management have competency in accordance with the position. This can be achieved by putting the right employee at the right position. Not only competency, past performance and future prospect are also important to be considered. The purpose of this study is to develop job-person matching design of Non-Betalaktam Stock Area, Department of Production Installation, Lembaga Farmasi Direktorat Kesehatan Angkatan Darat (LAFIAD). The design considered the employee competency, past performance and future prospect. The design of area competency directory was developed based on knowledge, skills and abilities (KSA) identification in every position. The design of behavior competency dictionary was based on generic competency model by Spencer & Spencer [9]. The design would become the base to assess the competency of the employee of Non-Betalaktam Stock Area LAFIAD. Individual competency score calculation was done using fuzzy rule based approach proposed by Golec & Kahya [3]. The application of job-person matching was also developed to evaluate the result. The job-person matching described the order of employee in every position, based on competency, past performance and future prospect, also the follow up suggestion for the company.
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Alimuddin, Muhammad Adam, and Mahdani. "Application of Human Resources Management on Employee Performance Mediated on Organizational Citizenship Behavior: Study at the Social Service Office of Aceh Selatan District." International Journal of Scientific and Management Research 05, no. 06 (2022): 29–44. http://dx.doi.org/10.37502/ijsmr.2022.5604.
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This research intends to examine the application of human resource management (HRM) on employee performance mediated by organizational citizenship behavior (OCB) at the social service office of Aceh Selatan Regency. The population was all employees at the Social Service of Aceh Selatan Regency, totaling 119 people. In this study, the determination of the sample was by using the census method. The research model was analyzed using a structural model. The descriptive hypothesis testing reveals that the HRM implementation, OCB, and employee performance are applied good, the Direct hypothesis testing proves that the implementation of HRM affects OCB, and the implementation of HRM and OCB affect employee performance, and the indirect hypothesis testing proves that OCB partially mediates the implementation of HRM effect on the performance of the Social Service of Aceh Selatan Regency employees. These findings prove that the model of improving employee performance at the Aceh Selatan district social service is a function of HRM implementation and OCB improvement, with OCB as a partial mediator. The meaning is that increasing the effectiveness of KSA (Knowledge, Skills, Abilities), motivation, and opportunities in the implementation of HRM, will increase OCB and have an impact on improving employee performance.
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Flanagan, Brian, Amy Boren-Alpizar, Gary Wingenbach, David Lawver, and Robert Strong. "Evaluating Agroforestry Extension Workers’ Technical and Human Relation Competencies: A Ranked Discrepancy Model Needs Assessment." Sustainability 15, no. 19 (2023): 14100. http://dx.doi.org/10.3390/su151914100.
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Increasingly, agroforestry is being promoted to smallholders as a method to adapt to and mitigate climate change while addressing socio-economic limitations. Promoting agroforestry practices requires organizations to have competent staff with requisite knowledge, skills, and abilities (KSAs) for their roles. This study examined perceived competency training needs among international workers promoting agroforestry. A Ranked Discrepancy Model (RDM) was used to determine and prioritize the KSA training needs of agroforestry professionals in selected countries in the Global South. This study was conducted with a nonrandom snowball sample of 107 professionals who promote agroforestry to smallholder farmers. As a nonrandom sample, the results represent those who participated, and caution is warranted in generalizing. Agroforestry Extension professionals deemed all items as either average or important, and training gaps existed in all agroforestry KSAs; however, the most notable training gaps were in (a) agribusiness, and (b) pests and disease. The research provides insights into the training needs of agroforestry personnel promoting agroforestry to smallholders in selected areas across the Global South. This study contributes to the theory for both professional development researchers and practitioners with the inclusion of a Ranked Discrepancy Model.
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Ashfaq, Ayesha. "Market Needs and Education of Mass Communication: A Perspective of Media Managers in Leading Private Television News Channels of Pakistan." Research Journal for Societal Issues 6, no. 2 (2024): 12–27. http://dx.doi.org/10.56976/rjsi.v6i2.203.
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Mass Communication is a field that gives extensive knowledge about other disciplines of academics and its degree holder can work in various professions due to their grip on different subjects. In Pakistan, it has been observed that many of the professionals who are working in the media industry do not have any educational background of mass communication instead they are specialized in other subjects. A mismatch between the media education and degrees of working professionals is raising serious concerns about the future of mass communication degree. Therefore this research is an attempt to examine the criteria that keeps in mind while hiring graduates in major television news channels of Pakistan. This study also aims to understand the importance of mass communication education in the career building of graduates from the perspective of media management. To investigate their perspective, in-depth interview method of Media Managing directors, Human Resource Managers, Director News, and Bureau Chiefs from the five leading private television channels of Pakistan i.e. GEO, Gourmet News Network (GNN), 92 News HD, Express TV, and Dunya TV are conducted. As this study focuses on the management perspective, therefore, the data is analyzed under the umbrella of the Knowledge, Skills and Abilities (KSA) Model of Human Resource management. The study concludes that there is a gap between academia and the professional field. Media graduates are somehow lacking in the professional training which is making path for non-media graduates to enter in the media field. Apart from that, individual needs such as confidence and communication skills are also making an impact on the hiring of media graduates.
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Psareva, Bella, and Alexandra Gamayunova. "Theoretical and methodological foundations of profiling as an interdisciplinary field of psychological knowledge." SHS Web of Conferences 55 (2018): 02006. http://dx.doi.org/10.1051/shsconf/20185502006.
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The article discusses one of the new applied areas in psychology, which is the non-instrumental diagnosis of lie, i.e.profiling. Currently, one of the new applied areas in psychology is profiling. Modern profiling includes knowledge, abilities, and skills (hereinafter, KAS), developed on the basis of the achievements of contemporary Psychological Science, a clear affiliation to a specific subject. The basis of integrative psychotechnology is a complex of knowledge in Psychological Sciences, where the object of general knowledge is the personality, his/her features, behavior, and general psychological laws of organizing purposeful activity. The authors come to the conclusion that profiling is an area of theoretical, methodological, integrated, scientifically grounded knowledge in related disciplines of Psychological Science.
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Riley, Jeffrey B., Mark T. Lucas, Keith A. Samolyk, et al. "Development of the Adult ECMO Specialist Certification Examination." Journal of ExtraCorporeal Technology 52, no. 2 (2020): 96–102. http://dx.doi.org/10.1051/ject/202052096.
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The American Society of Extracorporeal Technology Board of Directors, consistent with the American Society of Extracorporeal Technology’s safe patient care improvement mission, charged the International Board of Blood Management to write a knowledge and skill certification examination for healthcare personnel employed as adult extracorporeal membrane oxygenation (ECMO) specialists. Nineteen nationally recognized ECMO subject-matter experts were selected to complete the examination development. A job analysis was performed, yielding a job description and examination plan focused on 16 job categories. Multiple-choice test items were created and validated. Qualified ECMO specialists were identified to complete a pilot examination and both pre- and post-examination surveys. The examination item difficulty and candidate performance were ranked and matched using Rasch methodology. Candidates’ examination scores were compared with their profession, training, and experience as ECMO specialists. The 120-item pilot examination form ranked 76 ECMO specialist candidates consistent with their licensure, ECMO training, and clinical experience. Forty-three registered nurses, 28 registered respiratory therapists, four certified clinical perfusionists, and one physician assistant completed the pilot examination process. Rasch statistics revealed examination reliability coefficients of .83 for candidates and .88 for test items. Candidates ranked the appropriateness for examination items consistent with the item content, difficulty, and their personal examination score. The pilot examination pass rate was 80%. The completed examination product scheduled for enrollment in March 2020 includes 100 verified test items with an expected pass rate of 84% at a cut score of 67%. The online certification examination based on a verified job analysis provides an extramural assessment that ranks minimally prepared ECMO specialists’ knowledge, skills, and abilities (KSA) consistent with safe ECMO patient care and circuit management. It is anticipated that ECMO facilities and ECMO service providers will incorporate the certification examination as part of their process improvement, safety, and quality assurance plans.
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Potapchuk, Tatiana, та Valentyna Kushnir. "Підготовка фахівців до роботи з дітьми в умовах інклюзивної освіти в загальноосвітніх закладах України [Training of specialists to work with children in the conditions of inclusive education in general educational institutions of Ukraine]." Kultura-Społeczeństwo-Edukacja 23, № 1 (2023): 7–16. http://dx.doi.org/10.14746/kse.2023.23.1.1.
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The article proves the urgency of introducing inclusive education in general educational institutions; the system of vocational training of future primary school teachers in conditions of inclusive education is analyzed. The article actualizes that one of the prerequisites for Ukraine’s entry into a single European educational space is the introduction of European norms in education and science. The need for improving the Ukrainian education system, raising its level of quality is an important task, which is conditioned by the need to create positive conditions for the formation and realization of the student as a future professional and his personal self-realization. The solution of this problem is possible with the preparation of a future teacher with deep knowledge, has developed pedagogical abilities, perfect professional skills, professional self-awareness, pedagogical thinking, has the skills of self-education, self-improvement. Therefore, the formation of the readiness of the future teacher of an elementary school for professional work in modern conditions acquires special significance.
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Aksenov, Alexey, and Yulia Kulchenko. "DEVELOPMENT OF AN INDIVIDUAL EMPLOYEE DEVELOPMENT PLAN AS A TOOL FOR FORMING THE PERSONNEL RESERVE OF A CELLULAR COMMUNICATION COMPANY." Science & World 2023, no. 4 (2023): 61–65. http://dx.doi.org/10.26526/2307-9401-2023-4-61-65.
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The article is devoted to the justification and development of an individual development plan for employees of the T2 Mobile LLC company. The work examines an individual plan as a tool for forming a personnel reserve for a high-tech cellular communications company. A step-by-step concept for implementing an individual company development plan is proposed, which includes six stages of development. Tasks have been developed and proposed for completion by reservists and mentors in the organization, aimed at implementing the KAS system (“Knowledge-Abilities-Skills”)
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Nilasari, B. Medina, M. Nisfiannoor, and Florensia Rosary Meida Devinta. "CHANGES IN MOTIVATION THAT AFFECT EMPLOYEE PERFORMANCE DURING THE COVID 19 PANDEMIC." Jurnal Aplikasi Manajemen 19, no. 2 (2021): 435–47. http://dx.doi.org/10.21776/ub.jam.2021.019.02.19.
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This study aims to analyze whether self-efficacy, intrinsic motivation, and extrinsic motivation can influence employee performance. The analysis was carried out using the Structural Equation Model (SEM) method using the AMOS version 24. The sample amounted to 200 people who are employees of various sectors of private companies in the Jabodetabek area. The results showed that self-efficacy led to increased employee performance. The higher self-efficacy in work, the employee performance will increase. Meanwhile, the motivation that affects employee performance is extrinsic, not intrinsic motivation. Extrinsic motivation is a mediator that strengthens the effect of self-efficacy on employee performance. The implication for the company is that the company must continue to improve the self-efficacy of employees through managers provides counseling continuously to employees in determining work goals/targets following KSA (knowledge, skills, and abilities). In addition, managers also need to assign clear, detailed, and measurable tasks to employees. In a pandemic like now, extrinsic motivation must be focused more. Various forms of extrinsic motivation that managers can do, such as: creating attractive incentive/bonus/ commission programs, giving praise to employees who have completed tasks, and giving recognition for good employee work. Further research can add variables that mediate the effect of self-efficacy on employee performance such as creativity variables, and the addition of independent variables such as transformational leadership that can affect selfefficacy, or add moderator variables such as job levels.
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Akther, Shahin, Javed Tariq, and Nazrul Islam. "Measurement of the Effectiveness of Off-the-Job Training Methods in Commercial Banks of Bangladesh." International Journal of Business and Management 14, no. 9 (2019): 160. http://dx.doi.org/10.5539/ijbm.v14n9p160.
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Banks and financial institutions of Bangladesh invest a large amount of money for training purposes in building and enhancing capacity of their human resources. But whether this investment is effective or not is a question often asked by the policymakers of these institutions. These institutions usually train their employees by using off-the-job training methods like seminars, workshops, lectures, etc. along with on-the-job training methods to improve the performance of the employees. A lion&rsquo;s share of training budget is usually used for off-the-job training purposes that add value for the development of knowledge, skills and abilities (KSA) of the employees&rsquo;. But the effectiveness of these training methods is often questioned due to traditional lecture-based training sessions. To make the employees more attractive to training programs, interactive and value adding training methods can increase the effectiveness of the training. Hence, this paper aims at identifying the factors that can improve the effectiveness of the off-the-job training methods in commercial banks of Bangladesh. This study used both qualitative and quantitative research methods. A survey was conducted among the bank officers who received off-the-job training with structured questionnaire. A total of 300 bank officers at different levels of the banks were interviewed. Eight leading private and public commercial banks were included in the survey. Factor Analysis was used to identify the factors related to the effectiveness of off-the-job training methods while Multiple Regression was used to identify the relationships between the overall effectiveness of the training and the effectiveness factors related to off-the-job training. Results show that the effectiveness of the off-the-job training methods depends on four significant factors such as, acquiring knowledge and skills, logistics support, invitation of comments by the trainers and participation of the trainees, and participation of the trainees in Training Needs Assessment (TNA). This study suggests that off-the-job training methods can be made more effective by ensuring effective delivery of knowledge, providing proper logistics supports, engaging trainees in training sessions, and ensuring participation of the trainees in training need assessment processes of the banks.
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Sugiwan, As-syifa Rahma, Beny Beny, Stella Stella, and Erika Jimena Arilyn. "Proses Disbursement dan Pencatatan Arus Kas pada Divisi Loan Processing di PT Simplefi Teknologi Indonesia." Jurnal Abdimas Sosial, Ekonomi, dan Teknologi 2, no. 2 (2023): 85–92. http://dx.doi.org/10.34208/aset.v2i2.1922.
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The end of the study period for final year-students requires them to be able to improve their abilities and knowledge to compete in the world of work. One of the facilities that provide opportunities for students to hone these skills is the MBKM program organized by the government. The purpose of this program is to provide experience and increase knowledge by being directly involved in the company's operations. This report will explain the author's experience during an internship at PT Simplefi Teknologi Indonesia as a Loan Operations Admin. The author is responsible for verifying data in the process of disbursing AwanTempo funds. In addition, the author is responsible for recording the reconciliation of the company's cash flow and cash balance every day. The non-routine work carried out by the author is documenting loan capital lender documents.
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AlRatrout, Salam, Imad Abu Khader, Mohammed ALBashtawy, Mohammed Asia, Abdullah Alkhawaldeh, and Salam Bani Hani. "The impact of The Quality and Safety Education (QSEN) program on the knowledge, skills, and attitudes of junior nurses." PLOS ONE 20, no. 1 (2025): e0317448. https://doi.org/10.1371/journal.pone.0317448.
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Background The quality and safety education for nurses (QSEN) competency program represents a valuable initiative in nursing practice and education, equipping nurses with the essential knowledge, attitude, and skills (KAS) required to deliver safe, efficient, and patient-centered care. Purpose This study aims to determine the impact of QSEN competency on the KAS of nurses in Palestine. Method A quasi-experimental pre-test and post-test design with two groups was used utilizing a questionnaire to collect data from 164 Junior nurses in two governmental hospitals within the period of 25th, January to the 10th February 2024. Patricia Benner’s theory suggests that a strong educational foundation and diverse experiences enable nurses to enhance their patient care knowledge and abilities over time. Results The findings indicate that nurses in Palestine can benefit from targeted interventions and QSEN educational programs aimed at improving their patient-centered care competence, as post-test scores show a significant rise over pre-test scores. Junior nurses who participated in the QSEN program experienced a 57% increase in knowledge, a 57% increase in skills, and a 64% increase in attitudes. The intervention significantly improved knowledge (77.02 vs. 49.19, p < 0.001), quality and safety skills (70.16 vs. 44.61, p < 0.001), and attitudes (75.47 vs. 46.16, p < 0.001) among participants post-procedure, indicating a substantial positive impact on these areas, demonstrating the effectiveness of the educational intervention. Conclusion The study demonstrates that an educational intervention improves junior nurses’ KSAs for six QSEN competencies, leading to higher average scores in quality and safety competence subscales, thereby enhancing staff satisfaction, and reducing medical errors, and patient safety.
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Rios, Christopher M., Chris M. Golde, and Rochelle E. Tractenberg. "The Preparation of Stewards with the Mastery Rubric for Stewardship: Re-Envisioning the Formation of Scholars and Practitioners." Education Sciences 9, no. 4 (2019): 292. http://dx.doi.org/10.3390/educsci9040292.
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A steward of the discipline was originally defined as “someone who will creatively generate new knowledge, critically conserve valuable and useful ideas, and responsibly transform those understandings through writing, teaching, and application”. This construct was articulated to support and strengthen doctoral education. The purpose of this paper is to expand the construct of stewardship so that it can be applied to both scholars and non-academic practitioners, and can be initiated earlier than doctoral education. To accomplish and justify this, we describe a general developmental trajectory supporting cross-curriculum teaching for stewardship of a discipline as well as of a profession. We argue that the most important features of stewardship, comprising the public trust for the future of their discipline or profession, are obtainable by all practitioners, and are not limited to those who have completed doctoral training. The developmental trajectory is defined using the Mastery Rubric construct, which requires articulating the knowledge, skills, and abilities (KSAs) to be targeted with a curriculum; recognizable stages of performance of these KSAs; and performance level descriptors of each KSA at each stage. Concrete KSAs of stewardship that can be taught and practiced throughout the career (professional or scholarly) were derived directly from the original definition. We used the European guild structure’s stages of Novice, Apprentice, Journeyman, and Master for the trajectory, and through a consensus-based standard setting exercise, created performance level descriptors featuring development of Bloom’s taxonometric cognitive abilities (see Appendix A) for each KSA. Together, these create the Mastery Rubric for Stewardship (MR-S). The MR-S articulates how stewardly behavior can be cultivated and documented for individuals in any disciplinary curriculum, whether research-intensive (preparing “scholars”) or professional (preparing members of a profession or more generally for the work force). We qualitatively assess the validity of the MR-S by examining its applicability to, and concordance with professional practice standards in three diverse disciplinary examples: (1) History; (2) Statistics and Data Science; and (3) Neurosciences. These domains differ dramatically in terms of content and methodologies, but students in each discipline could either continue on to doctoral training and scholarship, or utilize doctoral or pre-doctoral training in other professions. The MR-S is highly aligned with the practice standards of all three of these domains, suggesting that stewardship can be meaningfully cultivated and utilized by those working in or outside of academia, supporting the initiation of stewardship prior to doctoral training and for all students, not only those who will earn PhDs or be scholars first and foremost. The MR-S can be used for curriculum development or revision in order to purposefully promote stewardship at all levels of higher education and beyond. The MR-S renders features of professional stewardship accessible to all practitioners, enabling formal and informal, as well as self-directed, development and refinement of a professional identity.
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Haripamyu, Haripamyu, Mawanda Almuhayar, and Noverina Alfiany. "Penerapan Model Contextual Teaching Learning pada Pembelajaran Literasi Numerasi di SMPS IT Karakter Anak Shalih Padang." Warta Pengabdian Andalas 31, no. 3 (2024): 575–82. https://doi.org/10.25077/jwa.31.3.575-582.2024.
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By current global needs, students are expected to be able to adapt to a rapidly changing world and participate actively in society. Students must become lifelong learners who need reading literacy and numeracy literacy competencies. Literacy Numeracy, often called numeracy, can be interpreted as the ability to apply mathematical concepts and skills to solve practical problems in everyday life. Starting in 2021, this ability will be measured through the Minimum Competency Assessment (AKM) aimed at classes V, VIII, and XI. The aim is to obtain information about the quality of a school so that it becomes a basis for improving the learning process in that school, especially concerning students' numeracy and literacy abilities. The problem faced by the Shalih Children's Character IT SMPS (KAS) is a lack of guidance on students' numeracy literacy skills needed to take AKM. Therefore, the Service Team from the Department of Mathematics and Data Science felt it necessary to carry out service at SMPS IT KAS as a continuation of the guidance that had been carried out in the previous year. The method used is to apply the Contextual Teaching Learning model, which helps teachers link learning material with real life and encourages students to connect their knowledge with application in everyday life. It is hoped that implementing this service can help teachers guide students in preparing for AKM in the following year.
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Noflidaputri, Resty, and Herneli Yusana. "PENGARUH EDUKASI SDIDTK MENGGUNAKAN MEDIA VIDEO DAN BOOKLET TERHADAP PENGETAHUAN KADER MELAKUKAN SDIDTK BALITA DI POSYANDU." Maternal Child Health Care 4, no. 2 (2022): 726. http://dx.doi.org/10.32883/mchc.v4i2.2286.
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SDIDTK activities are integrated with posyandu activities. SDIDTK is one of the flagship programs of Puskesmas. This activity was carried out by health workers comprehensively and coordinated manner with cadres oriented to KIA books. This study aims to determine the effect of SDIDTK education using videos and booklets on increasing the ability of cadres to carry out SDIDTK Toddlers at the Posyandu in the Work Area of the Bangko Health Center in 2022.This type of research is a quasi-experimental design with Pretest-Posttest. The variables studied were the knowledge and abilities of cadres. The research population was all cadres in posyandu totaling 71 people with a sample of 42 respondents with one group sample using purposive sampling technique. The instrument uses video media, booklets, questionnaires and checklist sheets. Data analysis used Paired T-test (p &lt; 0.05).The results obtained on the average knowledge score (Pretest Mean 1.67, SD 0.477 and Posttest Mean 2.00, SD 0.000) and on the average ability score (Pretest Mean 1.67, SD 0.477 and Posttest Mean 1.98 , SD 0.154).There is an effect of video and booklet media on knowledge (p= 0.000) and ability (p=0.000). Continuous development and evaluation need to be carried out so that the skills of cadres are good and the performance of the posyandu also increases. Keywords: SDIDTK, Video Media, Booklet Media, Cadre of Posyandu, Knowledge
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Misniarti, Misniarti, Yossy Utario, and Sri Haryani. "Pemberdayaan Kader Kia dalam Meningkatkan Pengetahuan dan Keterampilan Ibu Bayi Tentang Anticipatory Guidance dan Pertolongan Pertama Kecelakaan Pada Bayi di Wilayah Kerja Puskesmas Perumnas." Jurnal Kreativitas Pengabdian Kepada Masyarakat (PKM) 7, no. 2 (2024): 689–99. http://dx.doi.org/10.33024/jkpm.v7i2.12941.
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ABSTRAK Masa anak merupakan masa dimana rasa ingin tahu mereka terhadap lingkungan sekitar sangat tinggi. Anak akan mengeksplorasi lingkungan sekitar dengan menggunakan seluruh panca indaranya, tanpa memperhitungkan kemungkinan bahaya yang akan timbul sehingga dapat menyebabkan kecelakaan yang dapat melukai tubuh mereka bahkan bisa menyebabkan kematian. Untuk mencegah kecelakaan pada anak maka ibu sebagai pengasuh harus mengetahui tentang prinsip antipacitory guidance sesuai dengan tahap perkembangan anak dan ibu juga harus mengetahui cara pertolongan pertama kecelakaan pada bayi supaya mencegah kecacatan atau kematian. Pengabdian masyarakat ini bertujuan untuk meningkatan pengetahuan dan keterampilan kader KIA dan ibu bayi tentang anticipatory guidance dan pertolongan pertama kecelakaan pada bayi di Wilayah Kerja Puskesmas Perumnas. Pengabdian Masyarakat mengunakan metode cara ceramah, diskusi, simulasi dan praktik. Hasil kegiatan pengabdian masyarakat ditemukan peningkatan pengetahuan kader dan ibu bayi tentang anticipatory guidance dan disertai juga peningkatan kemampuan praktik kader dan ibu tentang pertolongan pertama kecelakaan pada bayi. Kegiatan penyuluhan yang diberikan dapat meningkatkan pengetahuan kader KIA dan ibu bayi tentang anticipatory guidance dan pertolongan pertama kecelakaan pada bayi serta dapat meningkatkan keterampilan kader KIA dan ibu bayi tentang pertolongan pertama kecelakaan pada bayi yang ada di Wilayah kerja Puskesmas Perumnas. Kata Kunci: Anticipatory Guidance, Kader KIA, Simulasi ABSTRACT Childhood is a time when their curiosity about the surrounding environment is very high. Children will explore the surrounding environment using all their five senses, without taking into account the possibility of danger that may arise which can cause accidents that can injure their bodies and even cause death. To prevent accidents in children, mothers as caregivers must know the principles of antipacitory guidance according to the child's development stage and mothers must also know how to provide first aid for accidents in babies to prevent disability or death. This community service aims to increase the knowledge and skills of KIA cadres and mothers of babies regarding anticipatory guidance and first aid for accidents in babies in the Perumnas Health Center Working Area. Community Service uses lecture, discussion, simulation and practice methods. The results of community service activities found an increase in the knowledge of cadres and mothers of babies regarding anticipatory guidance and this was also accompanied by an increase in the practical abilities of cadres and mothers regarding first aid for accidents in babies. The outreach activities provided can increase the knowledge of KIA cadres and mothers of babies about anticipatory guidance and first aid for accidents in babies and can improve the skills of KIA cadres and mothers of babies about first aid for accidents in babies in the working area of the Perumnas Community Health Center. Keywords: Anticipatory Guidance, KIA Cadre, Simulation
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Abdullah Abdullah, Fadli Fadli, Lizar Imanjaya, and Muhammad Limas Carrow. "Pelatihan Manajemen Kas Bagi Pelaku Usaha Mikro dan Kecil di Kelurahan Kandang Limun Kecamatan Muara Bangkahulu Kota Bengkulu." KREATIF: Jurnal Pengabdian Masyarakat Nusantara 3, no. 4 (2023): 149–58. http://dx.doi.org/10.55606/kreatif.v3i4.2380.
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Cash management training is provided for business owners in the Kandang Limun Village, Muara Bangkahulu Sub-district, Bengkulu City. This activity is carried out to foster a spirit of productivity in running their businesses. It also serves as an opportunity to prevent loss of income and business opportunities that they have had so far. The business community in Kandang Limun Village, Muara Bangkahulu Sub-district, Bengkulu City, has a strong desire to improve their businesses, both in terms of funding and basic family needs. However, their desires are not accompanied by the ability to manage their finances. In order to realize organized and optimal cash utilization, cash management training is provided for Micro, Small, and Medium Enterprises (MSMEs) in Kandang Limun Village, Muara Bangkahulu Sub-district, Bengkulu City. Through this service activity, MSME entrepreneurs are equipped with knowledge and procedures for cash management. With the skills and abilities acquired, entrepreneurs can enhance productivity in their businesses. This service activity is conducted through lecture/demonstration and discussion (question and answer) methods. The training aims to stimulate responses from business players. The cash management training activity will be implemented with intensive mentoring and active involvement from the academic community of Bengkulu University.
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Olatunde, Nathaniel Ayinde, Deji Rufus Ogunsemi, and Ayodeji Emmanuel Oke. "Impact of team members’ composition on construction projects delivery in selected higher institutions in Nigeria." Journal of Engineering, Design and Technology 15, no. 03 (2017): 355–77. http://dx.doi.org/10.1108/jedt-04-2016-0028.
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Purpose The purpose of this paper is to examine the effect of team members’ composition on cost and time of completion of construction projects in selected higher institutions with a view to improving construction project delivery in Nigeria. Design/methodology/approach The study used the purposive sampling technique to select two higher institutions out of six in the study area, and census survey was used in selecting 35 completed construction projects executed by the institutions within the time frame 2000 to 2013. A total of 191 questionnaires were distributed to obtain information from construction team members (quantity surveyors, architects, structural/civil engineers, services engineers, contractors and clients) who participated in the selected construction projects. Mean item score and Kendall’s test were used in examining team members’ composition, while the relationship between team members’ composition and construction cost and time was tested using t-test and eta-squared. Findings The results revealed that construction team members’ composition has a significant impact on the completion time of construction projects, though with small magnitude, while the impact of construction team members’ composition on construction cost is not significant. Also, it was revealed that some team members did not play any team role due to the fact that the main criterion for team members’ composition was knowledge, skill and abilities (KSA). Practical implications The study finally recommended that a deliberate effort should be made in studying and ascertaining the team role every construction team member will play before appointing them to be member of a team, as improper team members’ composition could hamper effective construction project delivery in terms of completion time. Originality/value The study is an attempt to discourage the traditional construction team members’ selection system which was based on KSAs, which is deficient under team environment.
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Yusana, Herneli, Febriniwati Rifdi, and Nina Fitri. "PENGARUH EDUKASI SDIDTK MENGGUNAKAN MEDIA VIDEO DAN BOOKLET TERHADAP PENGETAHUAN KADER MELAKUKAN SDIDTK BALITA DI POSYANDU WILAYAH KERJA PUSKESMAS BANGKO KABUPATEN MERANGIN TAHUN 2022." Maternal Child Health Care 4, no. 3 (2022): 785. http://dx.doi.org/10.32883/mchc.v4i3.2605.
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<div class="WordSection1"><p>SDIDTK activities are integrated with posyandu activities. SDIDTK is one of the flagship programs of Puskesmas. This activity was carried out by health workers comprehensively and coordinated manner with cadres oriented to KIA books. This study aims to determine the effect of SDIDTK education using videos and booklets on increasing the ability of cadres to carry out SDIDTK Toddlers at the Posyandu in the Work Area of the Bangko Health Center in 2022.This type of research is a quasi-experimental design with Pretest-Posttest. The variables studied were the knowledge and abilities of cadres. The research population was all cadres in posyandu totaling 71 people with a sample of 42 respondents with one group sample using purposive sampling technique. The instrument uses video media, booklets, questionnaires and checklist sheets. Data analysis used Paired T-test (p &lt; 0.05).The results obtained on the average knowledge score (Pretest Mean 1.67, SD 0.477 and Posttest Mean 2.00, SD 0.000) and on the average ability score (Pretest Mean 1.67, SD 0.477 and Posttest Mean 1.98 , SD 0.154).There is an effect of video and booklet media on knowledge (p= 0.000) and ability (p=0.000). Continuous development and evaluation need to be carried out so that the skills of cadres are good and the performance of the posyandu also increases.</p><p> </p><p><strong>Keywords: </strong><strong>SDIDTK, Video Media, Booklet Media, Cadre of Posyandu, Knowledge</strong></p></div>
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Siti Mutoharoh, Sumarni, Wulan Rahmadhani, and Dyah Puji Astuti. "Establishment of Aisyiah Stunting Cadres (KSA) with Tuina Massage Expertise in Buluspesantren Sub-district." ABDIMAS: Jurnal Pengabdian Masyarakat 7, no. 4 (2024): 1424–31. https://doi.org/10.35568/abdimas.v7i4.4982.
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Nutritional problems can cause stunting in children under five which eventually affects the quality of human resources in Indonesia. Stunting is a growth and development disorder caused by poor nutrition, repeated infections, and inadequate psychosocial stimulation in children. Stunting cases reach 149.2 (22%) million children worldwide and 6.3 million children in Indonesia. Stunting is caused by a lack of knowledge, appetite, and poor feeding behavior. Tuina massage is a complementary therapy to increase appetite. This community service aims to establish Aisyiah Stunting Cadres (KSA) with Tuina massage expertise. KSA assists families with stunted children by providing Tuina massage training for mothers and distributing appetite stimulants. This activity covered 3 stages, namely KSA establishment, training, and family assistance. This involved 20 cadres who meet the criteria of women aged 20-50 years who are physically and mentally healthy. The training materials covered stunting, physical examinations, and Tuina massage. The trained cadres had to assist families and distribute appetite stimulants. This community service managed to establish KSA consisting of 20 cadres. The cadre’s knowledge and skills increased after the training. KSA with insufficient knowledge and skills reduced from 30% to 5%, while KSA with sufficient knowledge and skills reduced from 60% to 30%. KSA With good knowledge and skills increased from 10% to 65%. Around 24 children received appetite stimulants. Conclusion: The establishment of KSA and the provision of appetite stimulants can be an alternative solution to address stunting in children under five.