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The purpose of this paper is to provide a comprehensive description and analysis of quality levels with regard to dual Vocational Education and Training (VET) at companies participating in this programme in Spain, with a specific focus on company size.

The study is based on a quantitative cross-sectional analysis, collecting quality indicator data from 829 participating companies through a structured questionnaire. Subsequently, both descriptive and inferential analyses were conducted to address the specific objectives.

The study reveals that, on the whole, companies implement dual VET with a high level of quality, achieving compliance rates of above 70% in dimensions related to process, resources, staff and training. However, in this study the dimensions of evaluation and synergies showed lower compliance rates, with figures of 47.4 and 25.7%, respectively. Notably, medium-sized and large companies outperformed micro-SMEs and SMEs in training, evaluation and synergies, while SMEs surpassed large companies in resource management. The study provides recommendations for enhancing dual VET in companies.

The main limitations of this study pertain to an absence of data concerning the distribution of the population by company sizes and a lack of information regarding the specific sectors to which these companies belong.

This study offers significant value, as it provides data on the quality of dual VET in companies considering size as a key factor. These findings are particularly noteworthy given that research on the quality of dual VET in companies remains limited within the scientific literature.

Workplace learning (WL) is a key part of vocational education and training (VET) because it allows students to develop their skills in a work environment, and provides important information about how well VET studies prepare skilled workers. Therefore, the purpose of this paper is to develop and validate an instrument to evaluate WL efficacy in VET.

The research presented in this paper was based on a quantitative design, after having identified factors that influence training efficacy. The factors to evaluate transfer in WL (FET-WL) questionnaire was formed of 57 items (five-point Likert scale) and applied to a stratified probabilistic sample of 1,026 VET students in the Barcelona area (Spain).

After conducting an exploratory factor analysis, the model explained 48.42 per cent of the variance and six factors merged: coherence of the training of the school with the WL, school tutor’s sole, host company tutor’s role, the possibilities of developing the WL, integration into the company and student’s motivation.

Results show that the FET-WL may be a useful tool for the various agents involved in WL since it may improve the organization and management of VET and thereby increase its efficacy.

The evaluation of training results in large groups with limited resources is one of the challenges of organisations. This paper aims to provide a methodological approach to facilitate evaluation of training among large groups. The paper presents the tools and the results of an evaluation of a whole training plan on the rational use of medicines addressed to 1,550 health professionals in Spain.

Two questionnaires were administered to the trainees in order to evaluate transfer of training: one questionnaire upon finishing the training session and another one two months later. A total sample of 351 subjects was obtained from 53 different training programs linked with the rational use of medicines.

Results show that most of the trainees had improved their professional performance, especially the duties related to the selection and use of medicines. Key factors for transfer, such as motivation and support from the organisation, which are present when the transfer is higher, were also detected.

The research offers an easily applicable tool that can be used by organisations with few resources available for evaluation. The tool allows evaluation of the maintenance of the acquired learning, the particular changes in professional performance that prevail in time, and the factors that contribute to such changes.

This study provides a model to evaluate transfer of training that can be useful for practitioners and researchers who want to evaluate training effectiveness among large groups. It also contributes relevant information about the health sector and about large organisations with a lot of working offices, which could help advancing towards improving the effectiveness of training.

The purpose of this paper is to evaluate the effect of the Albertina Sisulu Executive Leadership Programme in Health (ASELPH) in improving the competencies and performance of public healthcare managers in South Africa (SA).

This study used a quasi-experimental study design, with pre-post assessments to assess the performance and competencies of students participating in a public health leadership programme. Students were assessed using a 360° assessment of 14 competencies and 56 performance indicators.

Students improved significantly in 11 competencies and 44 performance indicators; they perceived improvements in their own performance. The assessors observed the same improvements, which confirmed performance change at the students’ workplaces. The study showed the positive effect of the ASELPH Fellowship in improving the competencies and performance of public healthcare managers in SA.

The ASELPH Fellowship enhanced the leadership competencies and the performance of South African public healthcare managers. South African public healthcare managers face significant challenges and concerns have been raised regarding the competencies of healthcare managers to deal with these challenges. This study shows that leadership programmes can improve competencies and performance of managers to have an impact on the South African healthcare system