The island of Cascara is a dependent overseas territory of a European metropole. Access to the island is currently only by sea though there are plans to construct an airport. To prepare the island for the economic-related activities that will arise from air access, an Adult and Vocational Education Strategy was developed. This Strategy paved the way for the establishment of the island’s Adult and Vocational Education Service and informed the contents of the curriculum it provided. The purpose of this study was to investigate the challenges associated with implementing and sustaining the curriculum on this isolated island. In order to do this, the study examined the curriculum on offer; its current state of implementation and its associated challenges within the Adult and Vocational Education Service; it also investigated the extent to which the current curriculum met the needs of the island by aiding workforce development to support economic growth; and finally, it explored the challenges relating to the sustainability of the Adult and Vocational Education Service in providing a relevant vocational curriculum. A qualitative research approach was adopted using case study methodology. The purposive research sample comprised stakeholders across the public and private sectors at various levels. Qualitative research elicitation instruments were employed to gather data. These included questionnaires, unstructured, semi-structured and focus group interviews. In addition to these instruments, various official documents were analysed and the island’s local print and audio media were used to gather data. The research findings indicated that there needs to be more integration of resources (human, physical and financial) in the provision of adult and vocational learning. The data also showed that the integration of available resources has the potential to aid in more sustainable and meaningful learning that will benefit both the individuals and the economy. The data further suggested that a collaborative approach should aid in stabilising and expanding the provision of adult learning on the island. The need to improve the provision of distance learning opportunities with more internationally accredited courses being offered locally; the need for quality in the provision of learning to be formalised; and the need for the curriculum and staffing structures of the Adult and Vocational Education Service to be reconsidered were also highlighted. The research findings have already begun to serve as the basis for addressing the priorities of the Adult and Vocational Education Service on the island. By informing future learning policy and the contents of the curriculum on offer, the research findings could also potentially benefit the provision of adult and vocational education on other islands, small states and rural communities with limited human and financial resources. / Thesis (PhD)--University of Pretoria, 2012. / Education Management and Policy Studies / Unrestricted

No / The aim of this study was to evaluate newly developed performance feedback tools from the student perspective. The tools were innovative in both their mode of delivery and the range of stakeholders they involved in the feedback process. By using the tools in health and social care settings, students were able to engage in interprofessional assessment of common competences and obtain performance feedback from a range of stakeholders not commonly involved in work-based learning; these included peers and service users. This paper discusses the ways in which the performance feedback tools were developed by a collaborative programme and compares their delivery, across a wide range of professions and work-based settings, in paper-based, web-based and mobile formats. The tools were evaluated through a series of profession-specific focus groups involving 85 students and 7 professions. The data were analysed thematically and reduced to three key categories: mode of delivery, assessment tool dynamics and work-based issues. These will be discussed in detail. The students agreed that the structured way of capturing and documenting feedback from several sources would support their practice placement learning. The reflective nature of the tools and the capacity for guiding reflection was also welcomed. The concepts of gaining service user, peer and/or interprofessional feedback on performance were new to some professions and evoked questions of reliability and validity, alongside appreciation of the value they added to the assessment process.

No / In this article we share our experiences of a large-scale five-year innovative programme to introduce mobile learning into health and social care (HSC) practice placement learning and assessment that bridges the divide between the university classroom and the practice setting in which these students learn. The outputs are from the Assessment Learning in Practice Settings (ALPS) Centre for Excellence in Teaching Learning (CETL), which is working towards a framework of interprofessional assessment of Common Competences in the HSC professions. The mobile assessment process and tools that have been developed and implemented and the outcomes of the first-stage evaluation of the mobile assessment tools are discussed from the student perspective.

There has been an increasing amount of interest shown in vocational education and apprenticeships in the early twenty-first century by successive governments and other parties connected with occupational training. However, the English further education sector has been described as ‘chronically under-researched’ (James and Biesta, 2007: 7), particularly in regard to narrative accounts of college education and pedagogy (Richardson, 2007) and there has been very little empirical research on pathways into the plumbing profession. This study explored teachers’ and students’ perceptions and experiences of both full-time college courses and apprenticeships in plumbing in order to deepen understanding of these particular types of vocational preparation. It also endeavoured to investigate whether the two different routes into plumbing appeared fit for purpose. Within an interpretive framework, data were collected using two main research methods. Ethnographic snapshot observations were recorded during lessons in three further education colleges and at the workplaces of five plumbing students and formal 1:1 semi-structured interviews were conducted with 15 tutors and 14 students. The data were thematically analysed. From the many issues relating to the opportunities offered and the challenges posed by the different pathways into plumbing that this study identified, three key findings emerged. First, there was strong evidence of a dislocation between theory and practical learning, both within the college setting for full-time students and between the workplace and college settings for apprenticed learners. This had implications for both the quality of learning and the learners’ levels of motivation. Second, the study revealed the importance of supervised work experience that was centred on long-term acquisition of knowledge and relationship development for apprentices with support from their college tutors and co-workers. Finally, the findings showed the importance of authentic assessment. It was found that simulations in college could not adequately replicate the experience of doing the job in the real world. Given the inherent risks and problems regularly encountered in the plumbing profession, this signalled significant health and safety implications.

Un intérêt accru a été élevé sur les systèmes d'apprentissage mobiles contextualisé. Ces systèmes visent à fournir les supports d'apprentissage via des appareils mobiles et de les adapter aux besoins spécifiques de l'éducation, les caractéristiques personnelles et les circonstances particulières d'un apprenant ou un groupe d'apprenants interconnectés. L'apprentissage en milieu de travail est une approche essentielle pour promouvoir l'efficacité de travail et d'apprentissage des professionnels. Il est besoin ciblé, personnalisé, juste-à-temps et basé sur la localisation. Ces caractéristiques prédisent que le système d'apprentissage mobile contextualisé peut jouer un rôle dans la promotion de l'efficacité de l'apprentissage en milieu de travail. Cependant, il y a relativement peu de systèmes d'apprentissage mobiles contextualisé proposées pour le développement de l'apprentissage et de la compétence en situation de travail. Cet article propose la conception, la mise en œuvre et l'évaluation d’un système d'apprentissage mobile contextualisé pour le milieu professionnel, nommé WoBaLearn. Plus précisément, dans la thèse, nous avons travailler sur: (1) les théories de l'apprentissage mobile contextualisé et l'apprentissage en milieu de travail; (2) les approches pour la conception d'un système d'apprentissage mobile contextualisé pour le milieu professionnel; et (3) les technologies et les méthodologies de mettre en œuvre et de tester le système d'apprentissage conçu. Les principales contributions de cette thèse sont: 1) Construction d’un modèle de contexte hiérarchique et basé sur une ontologie pour l'apprentissage en milieu de travail Nous avons défini un modèle de contexte initial pour décrire l'information contextuelle de l'apprentissage mobile en milieu de travail, nommé WbML. Ce modèle adopte l'approche hiérarchique, et est construit par l'ontologie. 2) Proposition d’un ensemble de stratégies d'adaptation pour l'apprentissage en milieu de travail et un moteur d'apprentissage pour exécuter ces stratégies Nous avons proposé un ensemble de stratégies d'adaptation. Ces stratégies adapter les supports d'apprentissage en fonction du contexte d’apprentissage actuel. Nous avons proposé également un moteur d'adaptation qui exécute ces stratégies pour mettre en œuvre les adaptations d'apprentissage. 3) Conception de l’architecture d’un système d'apprentissage mobile contextualisé pour le milieu professionnel Combinant avec les bases conceptuelles sur le modèle de contexte, des contenus d'apprentissage, les stratégies d'adaptation et le moteur d'adaptation, nous avons proposé l'architecture de WoBaLearn système qui permet à WoBaLearn de réaliser des services d'apprentissage adaptatif. 4) Mise en œuvre du système et son évaluation avec une étude de cas Nous avons implémenté le système avec les technologies modernes, et mis une étude de cas pour évaluer ce système. Les résultats d'évaluation nous ont fourni la preuve que ce système peut offrir aux professionnels une expérience d'apprentissage satisfaisant et faciliter leurs activités de travail. / Increased interest has been shown in context-aware mobile learning systems. These systems aim to provide learning supports via mobile devices and adapt them to specific educational needs, personal characteristics and particular circumstances of an individual learner or a group of interconnected learners. Work-based learning is a crucial approach to promote professionals’ working and learning efficiency, which is need-targeted, personalized, just-in-time and location-based. These characteristics predict that context-aware mobile learning systems can play a role in promoting the effect of work-based learning. However, relatively few context-aware mobile learning systems are proposed for learning and competence development in work contexts. This dissertation proposes the design, implementation and evaluation of a context-aware mobile system for work-based learning, named WoBaLearn. More specifically, in the dissertation, we worked on: (1) the learning theories related to work-based context-aware mobile learning; (2) the approaches for designing a work-based context-aware mobile learning system; and (3) the technologies and methodologies for implementing and testing the designed system. The main contributions of this thesis are: 1) Proposal of an ontology-based hierarchical context model for work-based learning We defined an initial context model for describing contextual information in work-based mobile learning, named WbML. This model adopts a hierarchical designing approach which classifies con-text into a common layer and a domain layer. This approach improves the reusability of this context model. Also, the WbML context model is built based on ontology for describing context semantically. 2) Design of a set of adaptation strategies for work-based learning and an adaptation engine to execute these strategies We proposed a set of adaptation strategies concerning learning units selection, learning units sequence, learning units navigation, learning partners communication, and learning activities generation. These strategies adapt learning supports depending on professionals’ just-in-time learning con-text. We proposed also an adaptation engine which executes these proposed strategies to implement learning adaptations. 3) Construction of the WoBaLearn architecture Combined with the conceptual design bases about the context model, learning contents, adaptation strategies and adaptation engine, we proposed the system architecture of WoBaLearn which enables the WoBaLearn system to achieve the adaptive learning services. 4) Implementation of WoBaLearn We implemented the proposed system with modern technologies, and set a user study to evaluate it. Evaluation results provided us with the evidence that this system can offer professionals a satisfactory learning experience and facilitate their work activities.

Submitted by Nadir Basilio (nadirsb@uninove.br) on 2017-03-31T14:30:26Z No. of bitstreams: 1 Silvia Ferreira.pdf: 1129426 bytes, checksum: a4c625ae41e530dc34b7f951981afcec (MD5) / Made available in DSpace on 2017-03-31T14:30:26Z (GMT). No. of bitstreams: 1 Silvia Ferreira.pdf: 1129426 bytes, checksum: a4c625ae41e530dc34b7f951981afcec (MD5) Previous issue date: 2016-12-05 / The Family Health Strategy is one of the main entryways to the Unified Healthcare System (Sistema Único de Saúde – SUS) and is aimed at developing health promotion, prevention and recovery initiatives. With this, the basic care provided at the Basic Health Units should guarantee these care-based precepts for individuals residing within a specific territory, serving as a facilitator to integrate these actions and guarantee the integrity of care, through a multiprofessional team that provides care for the individual at every phase of the lifecycle. Although the physician plays an important role on this team, one of the biggest deficiencies in basic care today is this professional, especially in remote and socially vulnerable areas. In an attempt to improve this scenario, the federal government created the "Mais Médicos" Program, which recruits Brazilian and foreign physicians to work in areas with a greater need for this professional. The aim of this dissertation is to assess the influence of the foreign medical professional within the "Mais Médicos" Program on Family Health Strategy teams at a Basic Health Unit located in the district of Cachoeirinha, in the municipality of São Paulo. This study was therefore conducted to find scientific evidence on this program, using an exploratory approach, case study, a data collection technique and a semi-structured interview with family health team members, using a planned script. Data was analyzed using the content analysis technique. The related results showed that the foreign physician in the "Mais Médicos" Program had a positive influence on the health team's work process. With this, the study provides backing for managers to assess the teamwork process, causing them to show the changes and benefits in relation to the work process. / A Estratégia Saúde da Família é uma das principais portas de entrada do Sistema Único de Saúde (SUS), com o objetivo de atuar nas ações de promoção, prevenção e recuperação da saúde. Com isso, a atenção básica aplicada nas Unidades Básicas de Saúde deve garantir esses preceitos assistenciais aos indivíduos residentes em um determinado território, tornando-se um facilitador para integrar tais ações e garantir a integralidade da assistência, por meio de uma equipe multiprofissional que assiste o indivíduo em todas as fases do ciclo vital. Apesar de o médico possuir um importante papel nesta equipe, atualmente uma das maiores deficiências na atenção básica é a deste profissional, principalmente em áreas de difícil acesso e de vulnerabilidade social. Na tentativa de melhorar este cenário, foi criado, pelo Governo Federal, o Programa Mais Médicos, que recruta profissionais médicos brasileiros e estrangeiros para atuarem nas áreas com maior déficit deste profissional. O objetivo desta dissertação é avaliar a influência do profissional médico estrangeiro do Programa Mais Médicos na equipe de Estratégia Saúde da Família em uma Unidade Básica de Saúde, localizada no bairro Cachoeirinha, município de São Paulo. Dessa forma, este estudo foi conduzido para buscar evidências científicas sobre este programa, por meio de abordagem exploratória, estudo de caso, com a técnica de coleta de dados e a entrevista semiestruturada com os integrantes das equipes de saúde da família, por meio de um roteiro prévio. A análise dos dados aconteceu pela técnica de análise de conteúdo. Os resultados relacionados mostraram que o médico estrangeiro do Programa Mais Médicos influenciou positivamente o processo de trabalho da equipe de saúde. Com isso, o estudo proporciona subsídios aos gestores para avaliarem o processo de trabalho das equipes, fazendo com que evidenciem as mudanças e os benefícios em relação ao processo de trabalho.

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The aim of this research is to find out if a Technical and Vocational Education and Training (TVET) college in Mpumalanga, South Africa has any CPD programme for its lecturers and how it is managed. Through personal experience, interaction with fellow lecturers and literature review, I noted the evident lack of college-driven continuous professional development (CPD) of lecturers. I discovered that most TVET college lecturers are holders of teaching qualifications suitable for schools and not the TVET college sector. The research was qualitative. I conducted in-depth interviews with the senior management of the college, a focus group interview with lecturers and finally document analysis. Data analysis was inductive and verbatim quotations from participants were used. I found that although the college did have a CPD programme, there were many shortcomings. Strengths of the programme include funding and a planned CPD committee. Deficiencies relate to non-communication between staff members and management and a laissez-faire attitude of management in the handling of CPD. Based on the findings numerous recommendations are made concerning the way CPD is managed at this college and by the Department of Higher Education. These recommendations may relate to other colleges to make their CPD programme more effective for their academic staff. / Educational Management and Leadership / M. Ed. (Education Management)

Offentliga organisationer har ofta begränsade finansiella resurser att förhålla sig till. Med den ökade konkurrensen på arbetsmarknaden om kompetent personal finns ett behov för även offentliga organisationer att arbeta med dess attraktivitet gentemot intressenter. Syftet med studien var att erhålla ökad förståelse för hur attribut värderas av yrkesgruppen sjuksköterskor och således påverkar valet av arbetsgivare. De identifierade attribut som studien undersökte var: ledarskap, lön, stimulans, lojalitet, status, arbetstider, fysisk aktivitet och relationer. Vidare ämnade uppsatsen undersöka om det kliniska basåret, som är ett försök från arbetsgivarens sida att uppnå ökad attraktivitet, har förbättrat organisationens förmåga att attrahera sjuksköterskor till organisationen. Detta gjordes för att erhålla ökad kunskap och förståelse kring vilka attribut som faktiskt anses attraktiva av yrkesgruppen och därmed kan öka de anställdas benägenhet att vilja stanna kvar inom organisationen, och på så vis är önskvärda för arbetsgivaren att ta hänsyn till i arbetet med organisationens employer brand. Studien utgjordes av en deduktiv metod och genomfördes på legitimerade sjuksköterskor och sjuksköterskestudenter som när studien genomfördes gick termin fem och sex. Föreliggande studie bekräftar delar av tidigare forskning och gav indikationer om att de undersökta attributen faktiskt är av betydelse i val av arbetsgivare. Studien gav även indikationer att organisationens attraktivitet är beroende av vad medarbetare och externa aktörer kommunicerar för typ av information om den. De fem högst värderade attributen vid val av arbetsgivare var enligt studien: lojalitet, relationer, lön, arbetstid och stimulans. Studien indikerade att det kliniska basåret inte motsvarar respondenternas förväntningar och inte heller bidrar till organisationens attraktivitet i nämnvärd utsträckning. Som tidigare studier visar kan organisationens attraktivitet utgöra en nyckelvariabel i avgörandet om en potentiell medarbetare kommer intressera sig för organisationen eller inte. / Public organizations often have limited financial resources and need to take them into consideration when managing the establishment. There is a need for public organizations to work with attractiveness towards stakeholders because of the, now, increasing competition for qualified personnel. The purpose of this study is to obtain an increased comprehension of how various attributes are valued by nurses and thus affect the choice of employers. The identified attributes to be examined are the following: Leadership, wages. stimulus, loyalty, status, working hours, physical activity and relationships. Furthermore, this paper aim to investigate whether the introductionprogram ”Kliniskt basår”, which is an employer’s attempt to achieve increased attractiveness, has improved the organization’s ability to attract nurses to their working force. This study is conducted to better understand, and gain knowledge about, which attributes stakeholder and employers take in to consideration when deciding to stay with-in an organization. The result would therefore be desirable for the employer to take into deliberation when designing the organizations employer brand. This study has a deductive approach and was conducted on licensed nurses and nursing students, which had at the end of the study passed semester five and six. The present study confirms parts of previous research and provides indications that the investigated attributes are of importance when choosing employers. The study also provides indications that the organizations attractiveness depends on the employees, and other external stakeholders portrayal of it. According to the study, the five most valued attributes in the choosing of employers are loyalty, relationships, wages, working hours and stimulus. The study indicates that the examined introduction program does not correspond to the expectations of the respondents; neither does it contribute to the attractiveness of the organization. As previous studies show, the appeal attractiveness of the organization may be a key factor in determining whether a potential employee will be interested in the organization or not.

No description available.