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The study aimed to form a theoretical recommendations of the latest pedagogical approaches for the professional development of teachers in the system of postgraduate teacher education. The methodology includes criteria for analysing the system of postgraduate teacher education and testing the educational programmes for the professional development of managerial, pedagogical and support staff (n = 300) of the Kirovohrad Regional In-Service Teacher Training Institute named after Vasyl Sukhomlynskyi, which are focused on the development of general and professional competences of teachers. The research also included a comparative analysis with international practices, specifically drawing insights from the Finnish ‘Koulutuskeskus Salpaus’ program. Modern postgraduate education in Ukraine is an important element of the system of continuous professional development of teachers, which contributes to the professional development of teachers, improving their professional skills and knowledge. Postgraduate education programmes aim not only to update knowledge in the field of pedagogy but also to train teachers to work in constant changes in society, technology and education. However, the results of the study indicate that the postgraduate education system needs to be improved through the introduction of the latest pedagogical approaches that are constantly updated. The newest pedagogical approaches to postgraduate education aim to transfer knowledge and to develop teachers’ critical thinking skills, innovative teaching methods and adaptation to change. Among these approaches are interactive teaching methods, the use of modern information and communication technologies, individualisation of the educational process, and the creation of conditions for teachers’ self-education and self-development. It is also necessary to develop competencies in management and communication skills, which allows teachers to work effectively in a team and with students. Improvements to this system are necessary to ensure that highly qualified teachers are trained to meet the current challenges of the educational process.

Small and medium-sized museums have been particularly impacted by the COVID-19 pandemic, as they often have limited resources and staff to manage the challenges posed by the pandemic. In order for them to survive during the pandemic but also embracing the extensive use of technology in our everyday lives, museums have to adapt to this new reality. The aim of the Museum-Next project is to provide small and medium-sized museums with a new generation of specialised EU professionals working in the Cultural Heritage sector, equipped with a recognised, cross-cutting and high-level digital skillset: the Digital Curators. In the digital age, museum digital curators play a critical role in preserving, organising, and presenting museum collections online. As part of the project, our research performed a desk analysis on the state of the art on museum digital transition strategies and museum digital curator training programs already implemented at EU scale in order to map good practices and tools already existing so as to highlight the current situation and the gaps that may appear in the topic.

The paper evaluates the effects of awarding vouchers for vocational training on the employment outcomes of unemployed voucher recipients in Germany, as well as the potential mechanism through which they operate. This study assesses the direct effects of voucher assignment net of actual redemption, which may be driven by preference shaping and learning about possible human capital investments or simply by the costs of information gathering. Using a formal mediation analysis framework based on sequential conditional independence assumptions and semiparametric matching estimators, our results suggest that the negative short-term and positive long-term employment effects of receiving a voucher are mainly driven by actual training participation. However, the direct effect of just obtaining a voucher is negative over the short run as well. This result points to potential losses in the effectiveness of such training provision systems if individuals decide not to redeem vouchers, as the chances of employment are lower than under non-award over the short run and under redemption over the long run, which makes non-redemption the least attractive option.

OrientationThis study investigates the transformative impact of artificial intelligence (AI) technologies on traditional human resource management (HRM) practices across key industries.Research purposeThis study aims to systematically review and analyse the literature on AI’s current integration into HRM practices across industries, focusing on studies published from 2020 to 2024.Motivation for the studyThe motivation for this study was to identify both key benefits and possible limitations in the current employment of AI in HRM practices with a view to making recommendations for the optimal deployment of AI tools.Research approach/design and methodThis study utilises the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) approach. Data sources include Google Scholar, Scopus and ScienceDirect.Main findingsFindings reveal that while AI tools may significantly increase the efficiency and effectiveness of the hiring process, potentially enhance the accuracy and objectivity of performance appraisals and enable the implementation of more personalised training and development initiatives, several ethical implications and challenges remain. These include potential biases within AI algorithms, concerns about data privacy and over-surveillance of employees, along with exacerbating the ‘digital divide’ between those with access to technology and those without. The research also notes the limitations of concrete, quantifiable, metrics available in the literature thus far, for the extent of the benefits claimed.Practical/managerial implicationsThe study offers recommendations for organisations to maximise the benefits of AI while addressing its associated challenges.Contribution/value-addThe need for robust regulatory frameworks and best practices to ensure AI’s ethical deployment is clearly indicated. The findings aim to guide HR practitioners, policymakers and researchers in developing effective strategies for integrating AI into HRM practices ethically and responsibly while noting the current uncertainties regarding its concrete benefits and dangers.

This book presents a definitive guide to understanding, applying, and teaching Occupational Performance Coaching (OPC). Grounded in principles of occupational therapy, person-centredness, and interprofessional frameworks of health and disability, this book will be of interest across health and rehabilitation professions. Supporting people affected by disability to do well and live the life they want is the ultimate outcome of all rehabilitation professionals, no matter where on the lifespan our clients sit. Coaching is increasingly recognised as highly effective in achieving this aim. This accessible manual provides case examples related to diverse health conditions alongside practitioner reflections. Uniquely, this manual presents coaching methods designed specifically for the rehabilitation environment. This book is a manual for practitioners, researchers, students, and lecturers interested in gaining a robust understanding of OPC methods, theoretical basis, and implementation. An e-Resource linked to this book provides access to video demonstrations, a podcast from Dr Graham, and downloadable materials including a self-assessment of OPC skills (OPC Fidelity Measure), templates for clinical work, and teaching presentation material.

We documented the contributions of Field Epidemiology Training Program (FETP) trainees and graduates to global COVID-19 preparedness and response efforts. During February-July 2021, we conducted surveys designed in accordance with the World Health Organization's COVID-19 Strategic Preparedness and Response Plan. We quantified trainee and graduate engagement in responses and identified themes through qualitative analysis of activity descriptions. Thirty-two programs with 2,300 trainees and 7,372 graduates reported near-universal engagement across response activities, particularly those aligned with the FETP curriculum. Graduates were more frequently engaged than were trainees in pandemic response activities. Common themes in the activity descriptions were epidemiology and surveillance, leading risk communication, monitoring and assessment, managing logistics and operations, training and capacity building, and developing guidelines and protocols. We describe continued FETP contributions to the response. Findings indicate the wide-ranging utility of FETPs to strengthen countries' emergency response capacity, furthering global health security.

Randomized and natural experiments are commonly used in economics and other social science fields to estimate the effect of programs and interventions. Even when employing experimental data, assessing the impact of a treatment is often complicated by the presence of sample selection (outcomes are only observed for a selected group) and noncompliance (some treatment group individuals do not receive the treatment while some control individuals do). We address both of these identification problems simultaneously and derive nonparametric bounds for average treatment effects within a principal stratification framework. We employ these bounds to empirically assess the wage effects of Job Corps (JC), the most comprehensive and largest federally funded job training program for disadvantaged youth in the United States. Our results strongly suggest positive average effects of JC on wages for individuals who comply with their treatment assignment and would be employed whether or not they enrolled in JC (the \"always-employed compliers\"). Under relatively weak monotonicity and mean dominance assumptions, we find that this average effect is between 5.7% and 13.9% 4 years after randomization, and between 7.7% and 17.5% for non-Hispanics. Our results are consistent with larger effects of JC on wages than those found without adjusting for noncompliance.

Orientation: Vietnam Electricity Corporation (EVN) has been digitising operations, automating them, and applying new technologies to improve production efficiency and labour productivity. It is essential to digitalise the training programmes based on the competency framework and integrate the framework of the training programme module into the human resource management system (HRMS).Research purpose: This paper studies the training programme based on the competency framework and digitalisation of the training programme into the HRMS of EVN.Motivation for the study: The study innovates human resource management in the way it functions. This study presents the process of designing the training programmes based on EVN’s competency framework and integrates them into the HRMS.Research approach/design and method: The article uses the desk method and the case study. A case study of EVN presents a comprehensive methodology for designing training programmes based on a competency framework.Main findings: The training programmes digitalise into the EVN system. Using the information system of HRMS in EVN, 27 training programmes corresponding to 22 job families are described and integrated into HRMS.Practical/managerial implications: The framework of the training programme is visualised based on suggestions. Some critical successes are present, and recommendations are suggested to update and confirm training programmes.Contribution/value-add: The training programmes have a clear structure, training methods, and references to the EVN e-learning system. All training programmes are managed systematically and synchronously to connect to the next steps in competency assessment and personal development roadmap in EVN.

PurposeThis paper provides evidence of the outcomes proposed by the reviewed programmes and their level of effectiveness.Design/methodology/approachArticles were screened by title and abstract to ensure correspondence with exclusion/inclusion criteria. Themes were analysed through collective coding and scoring. Size effects were calculated.FindingsThree expected outcomes: psychological, technical and (re) employment. The most frequent and significant results are found in psychological. The review could not find consistent results in effectiveness of the type of training, because of the diversity of propositions and socio-cultural origins of interventions.Research limitations/implicationsSocio-cultural context acts as variable; thus, deep interdisciplinary analysis on context where trainings were developed is suggested in order to understand the impact of trainings according to their population defining effectiveness.Originality/valueThere is no previous review of type of interventions for the unemployed focusing on last 30 years.