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The purpose of this study was to assess relationships between dynamic shooting accuracy and physical training behaviors in tactical police officers.

Seventy tactical police officers from various agencies completed a survey including information on general experience, firearms training and physical training. Participants completed dynamic shooting drills with pistol and a rifle.

Officer’s overall shooting performance was associated with years of experience in special operations as more accurate shooters had 6–10 years of experience. Operators in the highest shooting quartile were likely to participate in shooting competitions. Operators at the 50% ranking or above were more likely to train at the department or agency gym.

All subjects were males, no cause/effect relationship established, no data on caffeine and alcohol consumption or sleep behaviors. Years of experience, competition shooting, and training were all related to higher level shooting performance.

The data support deliberate practice, accountability, and camaraderie contribute to high-level performance and safety for tactical law enforcement officers.

This research highlighted marksmanship performance and the connection between training habits and lifestyle. These findings highlight the need for training specific variables so that operators perform at a higher level and enhance their skills for dynamic shooting performance in a tactical unit.

It is inherent in human nature to pursue a fulfilling life. The art-of-living approach provides strategies to help individuals attain higher well-being. Based on current research approaches on the art-of-living, we aimed to develop, implement and evaluate an online training that enhances art-of-living and well-being scores of flight attendants.

The training focused on six art-of-living components – self-knowledge, savoring, bodily care, coping with events, positive attitude toward life and serenity. In total, 94 participants were randomly assigned to 3-day (n = 34) or 9-day (n = 30) training groups or to 2 corresponding control groups (CGs) (n = 30). Art-of-living and well-being were measured using self-reported questionnaires at pre-intervention, post-intervention and two-week follow-up.

Results showed significant pre-post differences in art-of-living and well-being scores in both experimental groups, while scores for the CGs remained stable across assessments. Intervention effects were sustained over the two-week follow-up period. We found no significant differences in efficacy between the shorter and longer training, suggesting that brief training can be effective.

These results demonstrate that well-being can be enhanced through online art-of-living training, which is promising in terms of the practical implementation of such training in resource-constrained work environments.

The presented, conducted and evaluated work intervention represents the first study to apply the multi-component approach of “art-of-living” in an online setting, comparing two trainings of varying durations. This approach offers a framework perfectly suited for future implementation in flight attendants’ work settings to increase well-being and a possible subsequent implementation in other professional groups that would benefit from online training (e.g. in a hybrid work context).

The principal aim of this research is to acquire a deeper understanding of the opinion held by the training and development (T&D) professionals, regarding the use of artificial intelligence (AI) technology in the area of T&D. Particularly in response to the evolving needs of learners, the research aims to ascertain T&D professionals' perspective on the efficiency of AI in fostering T&D, while understanding the constraints and limitations associated with this technology.

The study is based on qualitative data. With the help of semi-structured interviews, qualitative data has been collected from 21 T&D professionals. Experts working with multinational corporations (MNCs) are selected as a study sample using a convenient sampling technique. Qualitative data were analysed using thematic analysis. Conclusions were drawn based on the results of thematic analysis.

The findings of the study have revealed a notable and rapid evolution in the requirements of learners, particularly during and post-COVID-19 period. AI-based technology has emerged as a significant contributor, offering learners distinct personalised experiences and enhanced convenience. However, the implementation of AI in training remains in its early stages and has not reached widespread adoption. The findings of the study also highlighted various challenges and limitations, while using AI-based technology for training. It has been found that AI complements rather than replaces the role of a physical trainer.

The originality of this study lies in the application of AI-based training for professional learners, from the perspective of the T&D practitioners working with MNCs in Maharashtra, India. Numerous studies that have recently been published, emphasise the areas in which AI technology can transform the T&D industry. Yet, there are currently very less studies that have attempted to understand the evolving needs of learners and support of AI-based training for the same, from the perspective of the T&D professionals working in Maharashtra, India.

This paper aims to address the safety concerns of path-planning algorithms in dynamic obstacle warehouse environments. It proposes a method that uses improved artificial potential fields (IAPF) as expert knowledge for an improved deep deterministic policy gradient (IDDPG) and designs a hierarchical strategy for robots through obstacle detection methods.

The IAPF algorithm is used as the expert experience of reinforcement learning (RL) to reduce the useless exploration in the early stage of RL training. A strategy-switching mechanism is introduced during training to adapt to various scenarios and overcome challenges related to sparse rewards. Sensor inputs, including light detection and ranging data, are integrated to detect obstacles around waypoints, guiding the robot toward the target point.

Simulation experiments demonstrate that the integrated use of IDDPG and the IAPF method significantly enhances the safety and training efficiency of path planning for mobile robots.

This method enhances safety by applying safety domain judgment rules to improve APF’s security and designing an obstacle detection method for better danger anticipation. It also boosts training efficiency through using IAPF as expert experience for DDPG and the classification storage and sampling design for the RL experience pool. Additionally, adjustments to the actor network’s update frequency expedite convergence.

This paper aims to investigate the factors influencing trade artisans’ choice of skills selection as apprentice’s trainee in the Ghanaian construction sector and to identify and address the challenges associated with traditional apprenticeship. Trade artisans with technical know-how in construction and general workplace skills from the traditional apprenticeship training (TAT) in the area of construction were selected from selected sites and training centers.

This paper adopted the purposive sampling technique with the aim of gathering knowledge from individuals with expertise in the research area, particularly trade craftsmen who have been trained through the TAT system and are directly involved in construction-related works. Partial least square structure equation modelling (PLS-SEM) analytical approach and principal component analysis were used to reduce the dimensionality of the data set and preserve as much information as possible.

Three major components, namely, personal and social interest, job assessment and stability and family and faith were identified as the variables that influence an artisan's choice of a skill trade. These influenced the choice of apprenticeship training by young trainees in choosing apprenticeship as a mode of training. Personal interest, living situation of artisans and parents’ educational attainment are the most influencing factors that determine artisans’ choice of selected trades. Moreover, the study also shed light on the challenges inherent in traditional apprenticeship systems, such as the lack of formal technical education, limited access to modern technology and information and poor working conditions.

The study underscores the imperative for stakeholders to enhance apprenticeship programmes within the construction sector. This involves providing more stable job opportunities, improving working conditions and offering access to modern technology and information. Such enhancements not only attract more young individuals to apprenticeship training but also ensure the sustainability and relevance of the workforce in meeting industry demands.

The study finally developed a model that could be used as a foundation for future PLS-SEM evaluation and identified the factors that influence the selection of apprenticeship training by trade artisans.

The purpose of the study is to investigate the influence of training and development and work–life balance on employee engagement and job performance at private banks in Bangladesh. This study also investigates the indirect influence of training and development and work–life balance on the job performance of private banks through the mediating role of employee engagement.

The present study used a self-administered survey questionnaire to collect data from the private bank staff who had been working in the existing bank for more than one year. In this study, 450 survey questionnaires were distributed to the respondents and received 346 useful responses (76.88% response rate). The SmartPLS 4 software was used to determine the reliability and validity of the constructs. The SmartPLS 4 software was also used to test the hypothesised path coefficients via Partial Least Squares Structural Equation Modelling (PLS-SEM).

The findings of the study indicate that both training and development and work–life balance significantly influence employee engagement and job performance in the private banks. The findings also indicate that both training and development and work–life balance indirectly significantly influence the job performance of the private bank through the mediating role of employee engagement.

This study suggests various practical implications. Managers should provide opportunities for employees to actively participate in employee training. The present study also suggests that managers should also prioritise and model a healthy work–life balance because when leaders value work–life balance, employees feel empowered. The findings of the study suggest that organisations should design effective employee development programmes and foster a supportive work environment to motivate their employees to contribute to organisational success.

This study makes significant theoretical contributions to the existing literature on employee engagement and job performance. The present study enhances theoretical depth by highlighting the mediating role of job engagement in achieving job performance, offering a new perspective on the relationship between these variables and paving the way for targeted interventions. The present study also enriches the existing body of literature by examining the impact of training and development and work–life balance through the lens of organisational support theory, presenting a comprehensive understanding of the intricate dynamics at play.

The purpose of this conceptual paper is to define and explore the roles of mentors, the responsibilities and even misconceptions of their position in partnership schools, the characteristics of effective mentors, the gaps that exist in current mentor training and the need for updated and forward-thinking flexible and accessible mentor training as it relates to improvements in University Teacher Preparation Programs and their partnership schools.

The authors detail the process of interviewing a diverse population of mentors and teacher candidates (TCs) who have participated in our professional development (partnership) schools. See Appendices A and B for parallel questions posed during each interview process. Following the interviews, data were gathered in both text and video-based formats to create mentor training video modules to improve the current state of mentor training in our program. Themes were identified following an analysis of both interview intakes, and modules were created to align with these themes.

Following the first rounds of implementation, the authors have reflected and noted that a need for an even more diverse population of both mentors and interns to be interviewed is necessary moving forward. The authors do note an appreciation by mentors and university partners in the quality, flexibility and accessibility that this new video module-based mentor training program provides.

The video-based mentor training modules that the authors detail honor the needs of both new and returning mentors. Via the interviews with teacher candidates, mentors are able to empathize and understand how to be better mentors to their future TCs. Via the scenarios and questions that follow each thematically driven module, mentors are able to independently reflect on their current practices and ways to improve their roles. At any point in the internship year, mentors can return to the video training modules to review and thus improve their practice.

Mentors, university supervisors, teacher candidates and site coordinators (those individuals who identify mentors in their buildings) note improvement in their ability to communicate effectively as a result of being presented with video modules and reflections about the role of mentors from both mentors and TCs.

The authors were called on by leadership in the College of Education at the University to create this original mentor training video module. It is unique to the College of Education at the University. Great value exists in its accessibility, adaptability (we can upload new videos at any time) and representation of both the mentor and TC perceptions, suggestions and experiences in our program.

Young graduates in Morocco are encountering an increasingly challenging labor market environment. Confronted with intense competition, job insecurity, and unclear career trajectories, many find themselves in low-skilled positions despite possessing relevant qualifications. This issue is particularly pronounced among vocational training graduates, who experience professional downgrading at a rate three times higher (33.6%) compared to their peers from general education (11.6%) (HCP, 2018). Our study aims to investigate professional downgrading among young vocational training graduates in Morocco, focusing on the factors contributing to this phenomenon and identifying potential solutions to address it.

Our study is based on the insertion and career path survey conducted by the Department of Professional Training with graduates of professional training programs in Morocco. For this edition, the survey was conducted in 2020, encompassing all 31,498 graduates of the 2016 professional training programs. The Heckman self-selection model is employed to analyze and explore various dimensions of downgrading. Factors such as gender, age, marital status, parental education, and the choice of vocational training field are scrutinized to understand their influence on downgrading.

The study reveals several key findings: Women exhibit a lower probability of professional downgrading compared to men. Young graduates are more vulnerable to downgrading, emphasizing the necessity for career guidance and mentorship programs to facilitate their entry into the job market. Marital status plays a role, with married individuals having a higher likelihood of downgrading. Parental education, particularly that of mothers, proves critical in preventing subjective downgrading of vocational training graduates, highlighting the need for adult literacy and education programs. The effectiveness of the National Agency for the Promotion of Employment and Competencies (ANAPEC) programs in preventing downgrading among vocational training graduates is questioned, suggesting the need for program revisions tailored to this population. The choice of vocational training field significantly impacts downgrading, with graduates of technical training programs experiencing advantages. This emphasizes the importance of diversifying training fields and aligning them with market demands.

This study provides valuable insights into the phenomenon of professional downgrading among young vocational training graduates in Morocco. The findings emphasize the need for targeted policy interventions. Recommendations include supporting young graduates, reassessing programs offered by the ANAPEC, and enhancing technical training to better align with the evolving demands of the labor market.

Amid the growing global emphasis on sustainable agriculture, organizations and governments face a pressing need to equip farmers with the knowledge and tools necessary for the adoption of sustainable farming practices, aligning with the Sustainable Development Goals (SDGs). However, understanding the complex relationship between training programs and the adoption of sustainable practices among small-scale farmers remains a critical challenge. Taking a human resource approach, this paper attempts to understand the interrelationships between training effectiveness, farmers’ psychological and demographic characteristics in explaining the adoption of sustainable farming practices.

We employed a multi-stage random sampling method and administered a structured questionnaire to collect data from 331 small farmers who were part of a government-led, large-scale intervention aimed at training them in sustainable farming practices.

Our research findings not only emphasize the critical role of HR approach through training but also underscore its importance in the broader mission of aligning with the SDGs. Specifically, we demonstrate that sustained exposure to training, intrinsic motivation to acquire knowledge, and the innovative capacity of farmers collectively enhance the effectiveness of training programs, thereby contributing significantly to the widespread adoption of sustainable farming practices in line with SDGs.

Drawing from self-determination theory, training effectiveness literature, and the call for improved alignment with the SDGs, this study presents a model that explains how psychological characteristics, combined with the quality and quantity of training influence the adoption of sustainable farming practices among small-scale farmers.

This study evaluates the impact of Avatar-led Green Training on enhancing organizational citizenship behavior for the environment (OCBE) and green creativity among employees in the hospitality sector. This study aims to understand how such innovative training influences green engagement and workplace spirituality, exploring the role of employees’ biospheric values in this context.

The research involved implementing Avatar-led Green Training courses for 724 hotel employees, followed by comprehensive online surveys. The collected data were analyzed using partial least squares structural equation modeling to assess the effectiveness and implications of the training.

Findings indicate that Avatar-led Green Training significantly enhances green engagement in OCBE, primarily through the development of workplace spirituality. Additionally, the study discovers a moderating effect of biospheric value on the training’s efficacy in fostering workplace spirituality, underlining its critical role in environmental consciousness and creativity.

This research benefits managers, human resources professionals, senior leaders and employees by enhancing training effectiveness and workplace satisfaction, while also positively impacting the industry’s environmental footprint and reputation.

This study’s originality lies in its exploration of artificial intelligence (AI)-driven training methods, particularly Avatar-led Green Training, in enhancing OCBE and green creativity in the hospitality sector. It offers a novel perspective on how technology can be leveraged for environmental stewardship and employee engagement.