Training but no Training

Ho, Hsin Hung; Foo, Chai Nien; Baki, Roselan

doi:10.6007/ijarbss/v9-i7/6093

Cited by 1 publication

(3 citation statements)

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“…The complaint rate, rising to 17% from 2017 to 2019 ( Public Complaints Bureau Malaysia, 2019 ), is an indication of the sad state of affairs in the public sector. Delays in public service delivery, low-quality services, and failure to meet expectations of the public are issues that need to be rectified ( Abdul Ghani Azmi et al, 2009 ; Hafiz et al, 2015 ; Ho et al, 2019 ; Majid et al, 2019 ).…”

Section: Introductionmentioning

confidence: 99%

“…Lack of career competency practices ( Akkermans and Tims, 2017 ; Arthur et al, 1995 ; Chen et al, 2014 ; Converse et al, 2012 ; Defillippi and Arthur, 1994 ; Joo and Ready, 2012 ; Kuijpers et al, 2006 ; Lounsbury et al, 2012 ; Prabhu, 2013 ), poor adherence to classroom training ( Ho et al, 2019 ), limited availability of career competency training ( Macnamara, 2018 ) and rapid changes in the digital transformation era ( Bakar et al, 2015 ; Salleh et al, 2016 ; World Bank Group, 2019 ) are factors that favor mobile phone communication as a medium to deliver career intervention based on career competencies to cope with these barriers ( Akkermans et al, 2014 ; Akkermans and Tims, 2017 ; Darlow and Wen, 2016 ; Dickmann et al, 2016 ; KongWang, 2015 ; Heber et al, 2013 ; Services, 2007 ). The intervention delivered through the mobile device as compared to the conventional method of training conducted has the advantage of anonymous accessibility ( Heber et al, 2013 ), convenience, and programs tailored to different contexts of behavior ( Riley et al, 2011 ).…”

Section: Introductionmentioning

confidence: 99%

“…Statistics show that individuals, including those working in the Malaysian public sector, frequently use mobile phones ( Department of Statistics Malaysia, 2016 ; Malaysia Communication and Multimedia, 2017 ; Timmis et al, 2017 ), either for work-related activities (56.3%) or for study purposes (67.6%) ( Malaysia Communication and Multimedia, 2017 ). In this regard, mobile communication intervention could be implemented to enhance competencies of public servants to provide better public services ( Ho et al, 2019 ). The majority of public servants who attend training nowadays are from Generation Y which comprises 45% of the Malaysian public sector ( Public Service Department, 2019b ).…”

Section: Introductionmentioning

confidence: 99%

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Developing and evaluating the effectiveness of mobile phone-based career intervention for career competencies of Malaysian public managers: Protocol for a mixed method study

Rasdi

Ibrahim

et al. 2020

Internet Interventions

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Background This study presents a protocol for a mixed method study on the development and evaluation of the effectiveness of mobile phone-based intervention for enhancing career competencies of managers in the Malaysian public service. Career competencies, being central to the self-management and development of one's career, are necessary for proactive management of careers; they help to guide the individuals towards subjective career success which subsequently leads to organization success. However, there is a lack of career competencies intervention practices in the Malaysian public service. Therefore, this study aims to develop and evaluate the effectiveness of a user and expert centric mobile phone-based career intervention program of career competencies among Malaysian public managers. In this study, the Social Cognitive Career Theory (SCCT) is adopted as the framework to develop mobile phone-based intervention for career competencies. Method This is a sequential exploratory mixed method study which involves, in Phase 1, a qualitative approach: reviewing of literature and interviewing experts and public servants who are users of mobile phones so as to obtain their perspectives regarding the components in the career intervention module and mobile phone application features. A quantitative approach is implemented in Phase 2 that evaluates the mobile phone-based career intervention program. Validation will be conducted to meet the objectives of (i) the usability of the mobile communication career intervention application (survey), and (ii) evaluation of the effectiveness of the intervention program for career competencies delivered through mobile phone application (randomized controlled trial). The career intervention program consists of five modules through which development is based on reflective, communicative and behavioral dimensions. Outcome The primary outcome of this study is career competencies. The career competencies score will be compared between participants in the intervention and control group at the baseline, and follow-ups at week four and week 12 respectively, using mixed design ANOVA. Discussion The results from this study will indicate the effectiveness of the career intervention program for career competencies in the reformation of public services management. The intervention can serve as a new modality to enhance career competencies among public managers in Malaysia if its effectiveness is proven.

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Section: Introductionmentioning

confidence: 99%