Strategy for Acquisition of Islamic Religious Knowledge for Islamic University Students in the Industrial Era 4.0 in the City of Palu, Indonesia (Published)
This research proposal is entitled “Strategies for Acquiring Islamic Religious Knowledge for Islamic and General University Students in the Industry Era of 4.0”. This research aims to determine the Strategy for Acquiring Islamic Religious Knowledge for Islamic Higher Education Students in Industrial Era 4.0 in Palu City. This research aims to assess the emergence of new strategies for students to acquire their knowledge. This research uses a mixture of qualitative and quantitative methods where data is collected using survey techniques, direct observation, in-depth interviews, and written document analysis. This research was conducted at Datokarama State Islamic University, Palu. This research shows that students in this information technology era have changed their paradigm in accessing knowledge. They have used online learning sources more intensively to gain understanding. If teachers and classrooms were the only sources of learning in the past, online learning resources have become a new source of knowledge. In other words, the function of educators and other conventional learning sources has been eroded. Thus, online media and online facilities have become a new source of learning today. Because this research shows that online learning resources have become new learning sources, it is recommended that educational institutions develop online learning facilities and resources as a new alternative for students to study. Lecturers should no longer be used as the primary source of knowledge, but other alternative learning sources are needed.
Keywords: Knowledge, Learning strategies, Students, online resources
Knowledge Integration and Service Delivery of Health Professionals in Public Hospitals in South-South Nigeria (Published)
The specific objective of the study was to ascertain the extent to which knowledge integration influences service delivery of health professionals in public hospitals in South-South Nigeria. The study employed a correlation design. A sample of 596 respondents were selected from twelve categorized public hospitals is South-South using Taro Yamani’s formula. 34 questions were formulated in the questionnaire in line with the stated objective of the study. A total of 596 copies of questionnaire were administered and 551 copies were collected showing 92 percent responses, 10 responses were rejected and 541 copies constituting 90 percent of the questionnaire were analyzed. The results showed that there is positive significant relationship between knowledge integration and service delivery of health professionals in public hospitals in South-South Nigeria. The study concluded that the integration of knowledge management in service delivery is a vital aspect of learning in healthcare organization, as new discoveries and knowledge become available to professionals in their respective fields which have to acquire, transmit, retain and use the knowledge. The study therefore, recommends that organizations of various sizes should adequately integrate knowledge management enablers’ factors in their organizational culture and leadership to enhance organizational performance and provision of service quality. The integration of new knowledge in all the units within the healthcare institutions/organizations and adequate implementation of health policies and programmes will help to transform the healthcare delivery into a more cost effective error averse and accountable public resources. There should be an increasing individuals’ confidence in integrating useful knowledge with others. Knowledge integration can be enhanced by increasing employees’ self-efficacy through training. Organizations are expected to help shape and facilitate staff perceptions of knowledge ownership which have been found to enhance their knowledge integration because of internal satisfaction.
Keywords: Knowledge, Knowledge Integration., Nigeria, Public Hospitals, Service delivery, South-South, health professionals
Frequency of On-Job Training (Ojt) Of Administrative Staff Atmmust: A Human Resource Practice and Promotional Tool for Organizational Performance (Published)
Masinde Muliro University of Science and Technology (MMUST) is one of the institutions that sponsors its administrative staff to a variety of trainings, including on-job training programs. The university’s Human Resource Development (HRD) policy of On-Job Training (OJT) aims at ensuring that staff can cope with the dynamics of a competitive higher education environment. Like most public universities, once trained, an employee would require to be placed in a job that requires the newly acquired knowledge and skills. However, in most organizations, non-placement of trained employees persists. This phenomenon leads to high turnover as they leave to look for positions that suit their training elsewhere. Those employees that do not leave may under-perform due to a feeling of under-utilization or non-recognition. This paper is an investigation into the frequency of OJT in the institution and how this relates to individuals’ current jobs as well as transformation to their future appointments and promotions. The study employed a case study design and targeted 149 administrative staff. Since the target population was small, census sampling approach was used thus it formed the sample size. Data was collected using structured questionnaire and an interview schedule. Qualitative data was analyzed thematically while quantitative data was analyzed descriptively using percentages and frequency distribution techniques. The results revealed that most staff often attend OJT and indicated quite a number having received training while on their current job.
Keywords: Behaviour change., Knowledge, Non-placement, On Job Training, Performance, Skills
Frequency of On-Job Training (OJT) Of Administrative Staff At MMUST: A Human Resource Practice and Promotional Tool for Organizational Performance (Published)
Masinde Muliro University of Science and Technology (MMUST) is one of the institutions that sponsors its administrative staff to a variety of trainings, including on-job training programs. The university’s Human Resource Development (HRD) policy of On-Job Training (OJT) aims at ensuring that staff can cope with the dynamics of a competitive higher education environment. Like most public universities, once trained, an employee would require to be placed in a job that requires the newly acquired knowledge and skills. However, in most organizations, non-placement of trained employees persists. This phenomenon leads to high turnover as they leave to look for positions that suit their training elsewhere. Those employees that do not leave may under-perform due to a feeling of under-utilization or non-recognition. This paper is an investigation into the frequency of OJT in the institution and how this relates to individuals’ current jobs as well as transformation to their future appointments and promotions. The study employed a case study design and targeted 149 administrative staff. Since the target population was small, census sampling approach was used thus it formed the sample size. Data was collected using structured questionnaire and an interview schedule. Qualitative data was analyzed thematically while quantitative data was analyzed descriptively using percentages and frequency distribution techniques. The results revealed that most staff often attend OJT and indicated quite a number having received training while on their current job.
Keywords: Behaviour change., Knowledge, Non-placement, On Job Training, Performance, Skills