Background:China’s accelerating development and increasingly important role in global health engagement create a great demand for global health professionals including international consulting experts.This study repo...Background:China’s accelerating development and increasingly important role in global health engagement create a great demand for global health professionals including international consulting experts.This study reported the detailed development and evaluation of an international consulting training for global health workforce.Methods:Based on Kirkpatrick’s model,a mixed-methods approach was used to evaluate the effectiveness of the training.Quantitative and qualitative data on participants’reaction,learning,and application of the learned knowledge and skills were collected by a training evaluation survey at the ending of training and a follow-up interview in three months after the training.Results:Thirty-six participants attended the training and 34 of them completed quantitative investigation.The training satisfaction evaluations were positive,for which participants rated the training program highly and over 90%of them agreed with the usefulness of the training.About knowledge and skills change,participants showed improved consulting knowledge and skills from pre-to post-training(P<0.001).A total of 23 participants accepted follow-up interview,and most participants applied knowledge and skills learned from the training in their daily work or study.However,only 30.4%of participants applied their learning in the consulting program.The largest barrier of application was the lack of consulting opportunities.In addition,almost all the participants reported that they would be glad to attend more training courses in the future.Conclusion:The international consulting training program was well-received,and was feasible to improve the consulting service competence of global health professionals.According to participants’feedback,it is essential to develop and expand consulting training in the field of global health.展开更多
针对配电站房缺乏健康评估机制、运维周期设置不合理的问题,提出了一种考虑群体决策差异冲突解决机制的配电站房健康状态综合评估方法。首先,建立配电站房指标体系和专家评价框架,设计了一种新型的二元冲突测量函数来量化全局冲突。然后...针对配电站房缺乏健康评估机制、运维周期设置不合理的问题,提出了一种考虑群体决策差异冲突解决机制的配电站房健康状态综合评估方法。首先,建立配电站房指标体系和专家评价框架,设计了一种新型的二元冲突测量函数来量化全局冲突。然后,使用专家评价结果的虚假度、可信度、可用度等测度指标构造专家修正因子,以改进D-S证据理论,通过聚合不同专家的评价意见来量化评价指标的权重。接着,建立改进灰色关联度-逼近理想解法(grey relation analysis-technique for order preference by similarity to an ideal solution, GRA-TOPSIS)评估模型,引入灰色关联接近度,与距离接近度融合得到综合接近度,改善TOPSIS评价判据片面性的缺陷。最后,计算每个配电站房的评价值与理想解之间的综合接近度,反映配电站房的健康状态。实验分析表明该方法能兼容专家评价之间的冲突性、差异性、不确定性,与现有方法相比评估结果更具准确性和合理性,对运维人员制定合理的检修决策具有一定的指导价值。展开更多
基金funded by the China-UK Global Health Support Program(No.GHSP-CS-OP3-V04).
文摘Background:China’s accelerating development and increasingly important role in global health engagement create a great demand for global health professionals including international consulting experts.This study reported the detailed development and evaluation of an international consulting training for global health workforce.Methods:Based on Kirkpatrick’s model,a mixed-methods approach was used to evaluate the effectiveness of the training.Quantitative and qualitative data on participants’reaction,learning,and application of the learned knowledge and skills were collected by a training evaluation survey at the ending of training and a follow-up interview in three months after the training.Results:Thirty-six participants attended the training and 34 of them completed quantitative investigation.The training satisfaction evaluations were positive,for which participants rated the training program highly and over 90%of them agreed with the usefulness of the training.About knowledge and skills change,participants showed improved consulting knowledge and skills from pre-to post-training(P<0.001).A total of 23 participants accepted follow-up interview,and most participants applied knowledge and skills learned from the training in their daily work or study.However,only 30.4%of participants applied their learning in the consulting program.The largest barrier of application was the lack of consulting opportunities.In addition,almost all the participants reported that they would be glad to attend more training courses in the future.Conclusion:The international consulting training program was well-received,and was feasible to improve the consulting service competence of global health professionals.According to participants’feedback,it is essential to develop and expand consulting training in the field of global health.
文摘针对配电站房缺乏健康评估机制、运维周期设置不合理的问题,提出了一种考虑群体决策差异冲突解决机制的配电站房健康状态综合评估方法。首先,建立配电站房指标体系和专家评价框架,设计了一种新型的二元冲突测量函数来量化全局冲突。然后,使用专家评价结果的虚假度、可信度、可用度等测度指标构造专家修正因子,以改进D-S证据理论,通过聚合不同专家的评价意见来量化评价指标的权重。接着,建立改进灰色关联度-逼近理想解法(grey relation analysis-technique for order preference by similarity to an ideal solution, GRA-TOPSIS)评估模型,引入灰色关联接近度,与距离接近度融合得到综合接近度,改善TOPSIS评价判据片面性的缺陷。最后,计算每个配电站房的评价值与理想解之间的综合接近度,反映配电站房的健康状态。实验分析表明该方法能兼容专家评价之间的冲突性、差异性、不确定性,与现有方法相比评估结果更具准确性和合理性,对运维人员制定合理的检修决策具有一定的指导价值。
