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Articulation errors substantially reduce speech intelligibility and the ease of spoken communication. Moreover, the articulation learning process that speech-language pathologists must provide is time consuming and expensive. The purpose of this paper, to facilitate the articulation learning process, is to develop a computer-aided articulation learning system to help subjects with articulation disorders.

Facial animations, including lip and tongue animations, are used to convey the manner and place of articulation to the subject. This process improves the effectiveness of articulation learning. An interactive learning system is implemented through pronunciation confusion networks (PCNs) and automatic speech recognition (ASR), which are applied to identify mispronunciations.

Speech and facial animations are effective for assisting subjects in imitating sounds and developing articulatory ability. PCNs and ASR can be used to automatically identify mispronunciations.

Future research will evaluate the clinical performance of this approach to articulation learning.

The experimental results of this study indicate that it is feasible for clinically implementing a computer-aided articulation learning system in learning articulation.

This study developed a computer-aided articulation learning system to facilitate improving speech production ability in subjects with articulation disorders.

The present study used the job-demands and resources (JD-R) framework to understand how the training is transferred to an extreme working context through the analysis of job and personal resources (social support from the leader and colleagues and adaptability). Specifically, the authors tested the mediating role of motivation to transfer in the relationship (1) between the perceived support from the supervisor and colleagues and performance after training and (2) between adaptability and performance in an extreme context of the pandemic crisis – the first peak of COVID-19 in Portugal. Further, an inspection of the factors that predicted knowledge transfer and adaptability under an extreme context was carried out.

To do so, necessary training about the new safety rules regarding the pandemic crisis of COVID-19 was implemented in a healthcare institution as a strategy to help healthcare workers deal with the increasing uncertainty and complexity that was threatening their work. It consisted of three sessions (each with one hour of training) regarding procedures, rules and safety norms. The training occurred in May 2020. Overall, 291 healthcare workers participated in the study and answered one online questionnaire one week after training completion.

The results showed that the motivation to transfer had a significant indirect effect on the relationship between colleagues' and supervisors' support and performance and between adaptability and performance. Additionally, complementary analyses showed that the mediations depended on the levels of self-efficacy in such a way that the indirect relationships were stronger when self-efficacy was higher. Thus, adaptability and support, both from colleagues and the supervisor, are determining factors for knowledge transfer and resultant performance in extreme contexts, such as the COVID-19 pandemic crisis. Lastly, the results showed that the most significant predictors of transference were self-efficacy and the motivation to transfer the learned knowledge. On the other hand, self-efficacy, peer support and the opportunity to use the knowledge were the most significant predictors of adaptability.

These findings provide support for the role of employee motivation to transfer as a mechanism connecting both perceived support and adaptability to performance outcomes under extreme working contexts.

This study, conducted in the middle of the COVID-19 pandemic context – an extreme and uncertain working context – shows the relevance of both job and individual factors to predict employees' adaptability to such contexts.

This paper aims to describe the development of a multimedia 3D animation based resource for speech sound training.

Speech sound training is historically auditory in nature and speech sound disorders often prove intractable. Sensory articulation speech system (SASSy) combines auditory and visual stimuli as a novel multimedia resource to enhance learning.

The advantages of the visual presentation of information have been described by the authors of various studies using instrumental analysis of speech as a training resource. With the further integration of a speech analysis and biofeedback mechanism, SASSy is designed to be used as a non‐invasive diagnostic and therapeutic tool.

Intended users are speech and language therapy clients with motor speech sound disorders (MSDs). At any one time, up to 20 per cent of the population – adults and children – have a speech disorder arising from a difficulty in producing perceptually acceptable speech sounds. Therapy is very time and resource intensive and the consultative role that speech and language therapists are now assuming means they have less capacity to deliver and assess traditional articulation therapy. Training and feedback can only be on a 1:1 basis and relies on the therapist providing an explanation and description of the speech mechanism to facilitate correct speech.

MSDs often prove resistant to change which is frustrating for clients and therapists alike. It is anticipated that a new, non‐intrusive instrumental analytic and therapeutic tool will improve the treatment and management of motor speech disorders. Animations of speech sounds were derived from the instrumental analysis of real speech to provide a real‐time visual sequence for users to match.

National training packages have become the mandated framework for course delivery in Australia’s vocational education and training sector. Each training package contains: qualifications that can be issued, industry‐derived competencies, and assessment guidelines but do not contain an endorsed curriculum component or learning outcomes. All public and private vocational education and training providers must use training packages, or industry‐endorsed competencies in cases where they do not exist, if they are to receive public funding for their programs. This article describes the operation of Australia’s national training packages and considers some of their strengths and weaknesses, many of which may be shared by similar systems elsewhere. Argues that training packages may result in poorer student learning outcomes, and that they may threaten the end of effective credit transfer between the vocational education and training and higher education sectors. Suggests that national training packages are not a good model for other countries and that Australia’s current vocational education and training policy needs to be reviewed.

This paper aims to identify how the faculties of a Colombian University have understood the concept of sustainability and the way they have embedded it into their training.

Qualitative research was done using documentary and content analysis which allowed researchers to recognize features correlated to sustainability which are needed to promote and act for social equity, ecological care and economic development.

It was found that most faculties at the university do not conceptualize it; ergo, courses are designed neither for promoting sustainability nor sustainable education. Besides this, almost no level of integration was identified among faculties on this topic.

Many people agree education for sustainability is a key action to overcome the complex challenges the planet is facing; nevertheless, the prejudice that training to solve sustainability problems is an exclusive task of certain disciplines is common. This misunderstanding reduces the possibilities of pursuing a sustainable future, considering that these issues affect all humankind and that they can only be solved through interdisciplinary and collaborative work.

The paper also outlines some actions that Universidad Pontificia Bolivariana (UPB) can take to consider sustainability issues, and they are as follows: identification of competencies to include in the curricula; recognition of the potential of integrating education for sustainable development (ESD) into the curricula by strengthening the competencies and capacities; strengthening the competencies and capacities of the academic staff through ESD training processes; articulation of research with the curricula in such a way that the results of research processes permeate the curricula.

This study has some limitations. For instance, regarding the survey, the size of the sample may seem too small, a bigger sample will allow better information for the results. Regarding the case studies, a greater diversity of programs could have provided a wider range of results. Despite these limitations, for UPB, the study shows a snapshot of the literature review and the articulation of sustainable development and climate change education (CCE) in all programs the university has. The implications of this paper and research are the following. First, it reiterates the importance of having within the same institution a common language to talk about sustainability. Second, it recognizes the competencies and skills that should considered when implementing ESD and CCE in curricula.

This idea corresponds to a lack of debate about what the term signifies and means. It is believed that, as sustainability has been highly researched in the past two decades, it is a cross-cutting element in any faculty proposal; however, due to the complexity of the term, it is understood differently by each member of the same academic community, affecting their ability to design a systemic and systematic curriculum that enables to educate for sustainable goals.

The purpose of this paper is to explore the process and activities of apprenticeship from onboarding to professional development.

Literature was reviewed to highlight the important characteristics of cognitive and collaborative apprenticeship, onboarding and professional development.

The conceptual model was developed to identify the specific activities of apprenticeship at the onboarding, developmental and proficient phases.

This study enlightens the aspects of the way in which apprentices can make adjustments to their organizations and become proficient workforces.

On a basis of research and literature review, Smith, in 2001, suggested a model for the development of preparedness of learners and their workplaces to support the flexible delivery of training in enterprises. Using the model as a framework, he then developed a detailed set of strategies that may be used in operating workplaces to develop learners and workplaces for effective flexible delivery. The research reported here was designed to test that strategy set in 12 different enterprises to assess the feasibility of their implementation in operating workplaces. The research shows that a majority of suggested strategies are feasible for implementation; some are feasible with qualification; and a minority were not seen as feasible.

This study focuses on the reasons leading health organisations to adopt a cooperation strategy and the benefits they can draw from that inter-organisational relation.

To this end, a mixed research approach – qualitative and quantitative – was adopted, taking a real case between a Health Centre Group in inland Portugal (ACeS-CB) and the Faculty of Health Sciences at a university situated in the same region (FCS-UBI). To gather information, a questionnaire survey was directed to medical students in this faculty, together with semi-structured interviews with those in charge of both types of organisation in the inter-organisational cooperation studied here.

After content analysis of the interviews and descriptive analysis of the questionnaires, it was concluded that this cooperation is based on a relation of a formal nature, as each organisation is independent from the other, as are their administrative and management organs. The benefits obtained from this cooperative relation regard mainly the share of human resources, particularly elements of the clinical staff in ACeS-CB who have taken on teaching duties at FCS-UBI.

Articulation of theoretical training with clinical practice and the exchange of knowledge were other benefits identified. The study also reveals that students perceive this inter-organisational cooperation as satisfactory, corresponding to what was defined by those in charge of the institutions as its main objectives.

This study focuses on the reasons leading health organisations to adopt a strategy of cooperation with other organisations in the same sector and the benefits they can obtain from that relation. It represents a tool to support managers in health organisations and other stakeholders in an inter-organisational cooperation relation, in planning strategies and understanding the impact of this type of cooperation.

Discusses the training of library and information professionals in Africa, and future development. Argues that library and information services (LIS) training in Africa must take into consideration existing conditions and wider society needs. Courses offered must be tailored to suit conditions of Africa’s information structure and needs. Also the training offered must be suitable and effective enough to allow trainees to comprehend it properly and apply it appropriately to their actual working environments. Concludes that there is a need to strengthen the existing library schools in Africa. Coordination and cooperation at national and regional levels are suggested as part of the solution.

Institutionalization of organizational change should be considered a part of the change process, regardless of the nature of the change. After initial success, many change efforts eventually fail. The article discusses a framework for institutionalizing change and introduces cascade training to ensure the employee competence to carry out the change. The article introduces four designs of cascade training based on the change target, change purpose, the training outcomes, organizational characteristics and characteristics of the intervention.