Thesis (Ed.M.)--Boston University

Class of 2007 Abstract / Objectives: To evaluate the impact of a training program in health outcomes and pharmacoeconomics (PE) to determine how it has impacted PE application in the workplace and what topics and teaching methods are most useful to participants. Methods: This study is a descriptive study of data obtained through a questionnaire that surveyed course participants from the 2005 and 2006 University of Arizona Health Outcomes and PharmacoEconomic Center training programs. Results: There were a total of 20 respondents from the two programs, 70% had a pharmacy background and 55% practice in a pharmaceutical industry setting. The respondents felt that lecture based workshops were the most helpful and 90% responded that the program enhanced their communication with colleagues regarding PE and outcomes research. Conclusions: The program participants benefited from participation in the training program and have integrated material from the training program into the workplace. Lecture and case-based workshops were the most useful teaching methods used in the training program.

A Thesis submitted to The University of Arizona College of Medicine - Phoenix in partial fulfillment of the requirements for the Degree of Doctor of Medicine. / This systematic review focuses on improving recognition and treatment of acute medical conditions in pregnant women, infants and children in low and middle income countries by Community Health Workers (CHWs). By examining critically selected articles from different electronic databases, this review seeks to organize and present the important characteristics of a training program aimed at reducing maternal, neonatal and childhood mortality. Data in the form of peer‐reviewed and published articles were collected using three public databases – PubMed, Ovid and EMBASE – using specific search terms. Greater than 300 articles where found using the specific search terms. Those articles were then processed through a series of inclusion and exclusion criteria resulting in a cohort of papers which were then individually analyzed for content. After critical analysis of all 15 publications included in the study, it becomes clear that training programs are incredibly diverse. These four aspects of training programs appear to be the most variable between the studies: size of the training program, length of the training program, training assessment and follow‐up refresher courses. Training programs that are shorter in duration or greater in class number do not seem to be any less effective than longer programs with fewer participants. Future studies should be performed in which one training program with identical training techniques, lengths, and focuses is taught in different regions. The impact that this study has on the literature is as follows: Training programs of shorter duration seem to be as effective as their longer counterparts. Finally, there is a clear need for more robust, standardized and geographically and culturally diverse training programs to more effectively study training methods.

This investigation was concerned with assessing the knowledge acquired in an employability skills training program. The method for determination of the knowledge was presented as subjects' responses to the Employability Inventory (EI). As an antecedent to this, the EI was subjected to validation procedures. The methods used to validate the EI were the point-biserial correlation coefficient and rating devices.

Class of 2017 Abstract / Objectives: To determine whether pharmacy students were more willing to receive, administer, recommend and counsel patients about vaccinations after completing an immunization training program Methods: Anonymous and voluntary questionnaires administered on paper during a regularly scheduled class collected ratings of confidence on the willingness of first year pharmacy students to receive, administer, recommend and counsel about vaccinations prior to and after the completion of an immunization training program. Data on gender, age range, status of completion and source of the immunization training program completed was also collected. This study was approved by the University of Arizona Institutional Review Board (IRB). Results: Questionnaires were completed by 110 students at the Tucson and Phoenix campus. Students were equally willing (p=0.235) to receive all vaccinations, even if they were not required to by the UA COP, before and after the immunization training program.There was a statistically significant difference in the willingness to administer (p<0.001), to recommend (p=0.024) and to counsel (p<0.001) about vaccinations after completion of an immunization training program. Conclusions: Completing an immunization training program did not have influence on the willingness of pharmacy students to receive vaccinations. However, the results suggest pharmacy students are more willing to administer, recommend and counsel about vaccinations after the completion of an immunization training program.

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No description available.

The problem of this study was to survey the perceived effectiveness of a human relations training program for a select group of Public Safety Officers at the Dallas/Fort Worth Airport. In relation to this select group of Public Safety Officers, the purposes of the study were as follows: (1) to describe the selection procedures, (2) to provide a general overview of the procedures involved in a thirteen-week police training program, (3) to describe the human relations training aspects of the thirteen-week police training program, (4) to describe the public safety officer trainees in terms of their performance on various criteria measurements, (5) to assess and describe the personality characteristics of the Public Safety Officer trainees, and (6) to determine the Public Safety Officers' perceptions of, and reactions to, the human relations training aspects of the thirteen-week police training program.

The practice of training evaluation has not kept pace with prescription, and evaluations being being done are frequently negligent of appropriate controls needed to draw valid conclusions. A comparison was made of training outcomes contrasting results obtained using carefully controlled scientific approaches with those from a more popular less scientific approach. The research design involved the collection and analysis of data from a single organizations managerial training program. , Three different methods of training evaluation were studied: an "immediate reaction" rating sheet, a self-report participant survey, and a similar survey completed by t he participants' subordinates. Bo th surv ey r e sul t s showed no signif icant c hang es in on-the-job behavior six weeks after training. In contrast the "immediate reaction" ratings were positive, implying the training program was a "success." Conclusions w ere drawn concerning the validity of methods compared.

Five learning measures used in a skills training program were related to three types of job performance measures for a sample of 163 oil field employees. Statistical analyses resulted in only modest correlations between learning and job performance criteria. Factor analyses of learning measures followed by multiple regression on factors yielded a significant R with only one criterion measure. It was concluded from these data that the training program was of minimal value. The discussion centered on strategies for better training, training research, job engineering, and correcting the two limitations of this study.