Explore the vast range of titles available.

Showing how cities and regions can invest in their long-term prosperity by expanding opportunities, this illustrated book documents the challenges and opportunities involved in workforce development, and shows effective approaches for resolving contemporary problems, what traps to avoid, and strategies for investing in the workforce of the future.

In the new global economy, where rapid technological change is the norm, the skills of the workforce are a key to local economic vitality. This practical book shows how cities and regions can invest in their long-term prosperity by expanding opportunities to ensure that all citizens have competitive skills, and by aligning workforce development systems to existing and emerging industry needs. Clearly written, generously illustrated, with an effective blend of theory and practice, \"\"People and the Competitive Advantage of Place\"\" documents the challenges and opportunities involved in workforce

Purpose Constructed upon the knowledge-based view, the purpose of this study is to investigate the interrelationship between internal marketing, knowledge management processes and knowledge worker satisfaction. The study also postulates that specific combinations of internal marketing dimensions and knowledge management processes can lead to improved knowledge worker satisfaction. Design/methodology/approach The study sample is gathered from 248 personnel of Pakistan higher education institutions (HEI’s). The interrelationships are checked through Smart PLS 3.2.8. The fuzzy set qualitative comparative analysis (fsQCA) is used to examine configurational paths for improving knowledge worker satisfaction. Findings The results of the study show that in HEI’s, internal marketing has a substantial influence on knowledge management processes, and knowledge management processes strongly enhance knowledge worker satisfaction. The result from fsQCA reveals multiple configurational paths to improve knowledge worker satisfaction. Originality/value There is a scarcity of research that has explored the association of internal marketing, knowledge management processes and knowledge worker satisfaction. This study attempts to examine their inter-relationships in HEI’s. Methodologically, the study contributes by combining direct and configurational methods to foster the knowledge of organizational (higher education) matters. The use of fsQCA reveals multiple pathways to improve knowledge worker satisfaction and exposes asymmetric relationships between internal marketing and knowledge management processes that lead to knowledge worker satisfaction. The study identifies the interactions among variables that might not be directly obvious via conventional symmetric methods.

Objectives. To establish a validated, standardized set of core competencies for community health workers (CHWs) and a linked workforce framework. Methods. We conducted a review of the literature on CHW competency development (August 2015), completed a structured analysis of literature sources to develop a workforce framework, convened an expert panel to review the framework and write measurable competencies, and validated the competencies (August 2017) by using a 5-point Likert scale survey with 58 participants in person in Biloxi, Mississippi, and electronically across the United States. Results. The workforce framework delineates 3 categories of CHWs based upon training, workplace, and scope of practice. Each of the 27 competencies was validated with a mean of less than 3 (range = 1.12–2.27) and a simple majority of participants rated all competencies as “extremely important” or “very important.” Conclusions. Writing measurable competencies and linking the competencies to a workforce framework are significant advances for CHW workforce development. Public Health Implications. The standardized core competencies and workforce framework are important for addressing health disparities and maximizing CHW effectiveness.

Purpose As sustainable performance has a central role in the small and medium enterprises (SMEs) performance literature, this study aims to examine the influence of networking capabilities in enhancing sustainable performance through knowledge workers’ productivity and digital innovation. It also examines the sequential mediating role of knowledge workers’ productivity and digital innovation on networking capabilities and SMEs’ sustainable performance relationship. Design/methodology/approach Data were collected from 308 knowledge workers in the information technology sector and analyzed using the Hayes Process Macro bootstrapping method to test the proposed hypotheses. Findings Results indicate that knowledge workers’ productivity and digital innovation individually and sequentially mediate the relationship between networking capabilities and SME’s sustainable (economic and environmental) performance, surprisingly, they do not act as a mediator between networking capability and SME’s social performance. SMEs should prioritize investments in the professional development of their knowledge workers through training and skill enhancement programs. This investment equips knowledge workers with the tools to effectively use the knowledge and resources acquired through networking. Thus, knowledge workers may improve performance by using these resources to tackle challenges. Research limitations/implications Although this research focused on this specific context, it is prudent to acknowledge that additional factors may also exert influence on sustainable performance within SMEs, factors that managers may consider when making decisions. Methodologically, the cross-sectional design of this research poses a potential limitation, as it does not allow for the complete elimination of endogeneity concerns. However, it is worth noting that scholars have endorsed the use of cross-sectional data in cases where management researchers aim to expand beyond well-documented and longitudinal data sets. Practical implications This research offers practical recommendations for SMEs to improve their sustainable performance through networking. SMEs should seek partnerships with complementary knowledge to improve operations and for other performance-oriented benefits. Originality/value This study adds significantly to the literature on sustainable SME performance by studying the interdependent effects of networking capabilities. It also represents the individual and sequential mediation mechanism that links networking capabilities to SME success through knowledge worker productivity and digital innovation.

The rapid pace of technological innovation necessitates that information technology (IT) services firms continually invest in replenishing the skills of their key asset base, the human capital. We examine whether human capital investments directed toward employee training are effective in improving employee performance. Our rich employee level panel data set affords us the opportunity to link formal training with performance at the individual employee level. Using a dynamic panel model, we identify a significant positive impact of training on employee performance. A unit increase in training is linked to a 2.14% increase in an employee's performance. Interestingly, we find that in the IT sector, skills atrophy and consequently high-experience employees reap higher returns from training, which highlights the uniquely dynamic nature of IT knowledge and skills. We also find that general training that an employee can utilize outside the focal firm improves employee performance. However, specific training pertinent to the focal firm is not positively linked to performance. On the other hand, although domain and technical training both enhance employee performance individually, the interaction between the two suggests a substitutive relationship. Thus, our findings suggest that the value of training is conditional on a focused curricular approach that emphasizes a structured competency development program. Our findings have both theoretical and practical significance. Most important, they justify increased human capital investments to fuel future growth in this important component of the global economy. This paper was accepted by Lorin Hitt, information systems.

Significant resources, including both human and financial capital, have been dedicated to developing and delivering food handler training programs to meet government and organizational mandates. Even with the plethora of food safety-oriented training programs, there is scant empirical evidence documenting effectiveness, suggesting the need to rethink the design and delivery of food safety training for food handlers. One underlying assumption of most training programs is that food handlers engage in unsafe practices because of lack of knowledge. As a result, many training curricula are designed to improve knowledge, assuming behavior will change as knowledge increases. However, food handlers often return to the work environment and try to implement the new knowledge with minimal success. One explanation for this is that the training context and the implementation context often differ, making it difficult for the food handler to transfer what they learned into practice. Understanding the connection between knowledge, the organization, and its environment is critical to knowledge implementation. The focus of this review is to describe a six-step knowledge-sharing model. Here, knowledge sharing is broadly defined as the process of creating and then using knowledge to change a practice or behavior. Our proposed knowledge-sharing model includes six steps: generation, adaptation, dissemination, reception, adoption, and implementation. We have organized this model into two dyads: (i) transfer between researcher (i.e., knowledge generators) and educator and (ii) transfer between educator and food handler (i.e., knowledge implementers). To put into practice this proposed model for developing and delivering effective food safety training for food handlers, we have provided suggested actions that can be performed within each step of the knowledge-sharing process.

Background The potential role of Community Health Workers (CHWs) in improving maternal and child health outcomes, particularly in low and middle-income countries and in disadvantaged communities, is receiving increased attention. Adequate and focused training is among the key requisites for enhancing CHWs performances and research is necessary to identify effective training methods. Methods A randomized controlled study was designed to assess the effectiveness of a training course in improving knowledge, attitudes and practices (KAP) of CHWs regarding maternal and infant health. Seventy-eight CHWs belonging to Family Health Units in the city of Recife, Brazil were randomly allocated to intervention and control groups. The intervention group took part in a four-day interactive training course based on an action-oriented guide to perform home visits to pregnant women and their infants throughout pregnancy and infancy until 9 months of age. KAP in intervention group after training and after 1 year were compared to control group and to baseline. Results Fifty-nine CHWs completed all KAP assessments (31 in intervention and 28 in control group). Baseline characteristics were similar in both groups. At 1 year from training, the intervention group had higher overall KAP score (120.65 vs. 108.19, p  <  0.001) as well as knowledge (47.45 vs. 40.54, p  <  0.001), practice (53.45 vs. 49.11, p  <  0.001) and attitudes scores (19.74 vs. 18.81, p  = 0.047) than the control group. Moreover, at 1 year from training, the intervention group maintained significant improvements in overall KAP score (120.65 vs. 106.55, p  <  0.001) as well as in knowledge (45.45 vs. 42.13, p  <  0.001), and practice (53.45 vs. 45.29, p  <  0.001) scores with respect to baseline. In the control group, overall KAP (106.59 vs. 108.19, p  = 0.345) as well as separate knowledge, attitudes and practices scores remained unchanged. Conclusions A four-day interactive training course on action-oriented home visits to pregnant women and infants produced a sustained improvement of CHWs’ KAP and may represent a model to ensure retention of acquired competences. Trial registration RBR-9gchqr . Date registered: July 21, 2018 (Retrospectively registered).

Background and objective One of the strategies for enhancing the mental health literacy of the community could be capacity building in the field of mental health first aid (MHFA) training among health ambassadors, who serve as volunteers between health service providers and families. The present study aims to investigate the effectiveness of MHFA training packages for depression prevention using critical thinking methods on the depression literacy (as a key component of mental health literacy) of health ambassadors to assist in the early identification and timely referral of individuals with depressive disorders. Depressive disorders are among the most prevalent mental health conditions, yet many individuals delay or avoid seeking treatment due to stigma and limited awareness. Improving mental health literacy is therefore essential to promote early recognition and timely help-seeking. Health ambassadors, as community volunteers linking families to health services, are uniquely positioned to support this goal. This study applies a culturally adapted MHFA training package for depression, delivered through critical thinking and role playing, in improving the depression literacy (as a key component of mental health literacy) of health ambassadors. The trial seeks to determine whether this approach enhances their ability to recognize symptoms, provide initial support, and facilitate referral to professional care. Methodology This is a study protocol for a cluster-randomized controlled trial conducted in 10 comprehensive health service centers (CHSCs) in Islamshahr, Iran. A computer-generated random sequence will assign five centers to the intervention group and five to the control group. The allocation sequence will be prepared and concealed by an independent epidemiologist not involved in recruitment or intervention delivery. From each center, 25 eligible health ambassadors (women aged 25–45 years with ≥ 2 years of experience) will be randomly selected, yielding a total sample of 250 participants. The intervention group will receive an eight-session, culturally adapted MHFA training package delivered using problem-based learning and role-playing methods. Depression literacy (as a key component of mental health literacy) will be assessed at baseline and 2 months post-intervention using the questionnaire developed by Reavley et al. (2014). For statistical inference, analysis of covariance (ANCOVA) will be employed to examine group differences, and multivariate linear regression will be applied to adjust for potential confounders, using SPSS software version 24. A p -value of < 0.05 will be considered statistically significant. Discussion This protocol describes a trial designed to evaluate whether mental health first aid (MHFA) training with a critical thinking approach can improve depression literacy (as a key component of mental health literacy) among health ambassadors. Findings from this study may provide evidence to guide future mental health promotion strategies, particularly for the early identification and referral of individuals with depression and the prevention of suicide. Trial registration Iran Randomized Clinical Trial Center IRCT20231225060521N1. Registered on 21 January 2024 (current status: ongoing).