The India soft skills training market size reached USD 722.5 Million in 2024. Looking forward, IMARC Group expects the market to reach USD 1,758.5 Million by 2033, exhibiting a growth rate (CAGR) of 9.87% during 2025-2033.

IMARC Group provides an analysis of the key trends in each sub-segment of the India soft skills training market report, along with forecasts at the country and regional level from 2025-2033. Our report has categorized the market based on soft skill type, channel provider, sourcing, delivery mode and end use industry.

The Global Soft Skills Training Market Size Was Worth USD 26 Billion in 2023 and Is Expected To Reach USD 38 Billion by 2032, CAGR of 6%.

This dataset contains data and code for the replication of the paper "The Impact of Soft-Skills Training for Entrepreneurs in Jamaica".

In 2024, 56 percent of respondents first listed communication skills, such as listening and speaking, when asked which soft skills their company required the most. Only 15 percent of respondents selected honesty as one of the top soft skills security professionals should have in 2024.

In 2023, the top non-mandatory training employees in the United States received was soft skills training. A close second was leadership and management training, with 42 percent of respondents who gave this as their answer. Entrepreneurship training had 21 of respondents who stated this as a non-mandatory training in their workplace.

Detailed Data Dictionary: https://docs.google.com/spreadsheets/d/1JKUYZYPNZfcg5Ol9LTk8fwe5hwiu7c5DSn-3Wia7mo8/edit?gid=1071313126gid=1071313126

Developed by a seasoned team of ML experts from Google, Meta, and Amazon and alumni of Stanford, Caltech, and Columbia, our AI-powered pipeline provides invaluable insights for HR tech, lead generation, market intelligence, and corporate development. With cutting-edge AI and LLMs, we transform raw job postings into actionable data, analyzing job titles, skills, predicted salaries, locations, and more.

Each posting undergoes multi-layered processing, with GPU-driven models delivering daily, weekly, and monthly data for a balanced real-time and historical view. Our processing pipeline integrates advanced AI models:

• Deduplication Model: Filters out exact and near-duplicates, ensuring unique, high-quality job data.
• Title Taxonomy Model: Categorizes over 20 million titles into 50,000 standardized groups, simplifying analysis.
• Skill & Qualification Models: Extracts hard skills, soft skills, certifications, and degrees, mapped to standard education levels and tailored by job context.
• Job Category Model: Predicts work types (remote, onsite, hybrid), seniority, and employment types (full-time, contract).
• Location Prediction Model: Parses or estimates job locations—ZIP code, city, state—using averaged lat/long values from search-based estimates for accuracy.
• Salary Estimation Model: Predicts minimum, average, and maximum salaries, using parsed and AI-predicted values for a robust salary range.
• Government Classification Models: Assigns SOC codes and titles to postings for structured role insights and regulatory compliance.
• Human Feedback Model: An in-house team of annotators reviews job descriptions and AI outputs, refining model accuracy.

Delivered through S3, FTP, and Google Drive, Canaria’s dataset provides flexibility in integration, with APIs available on request. Combining real-time AI with human validation, Canaria’s data delivers business-ready insights to meet evolving HR and market demands.

Core Industry Applications - HR & Workforce Analytics: Access insights into salary trends, workforce demographics, and skill demands to drive strategic HR decisions. - Lead Generation: Identify target leads and hiring needs through granular job postings data. - Investment & Market Intelligence: Gain insights into competitor hiring strategies and industry shifts. - Education & Skill Development: Support curriculum development and training programs based on skill trends and emerging job requirements. - Corporate Development: Align growth strategies with real-time job market data. - Talent Sourcing: Streamline talent sourcing by identifying active job markets and regions with the highest demand for specific skills. - Job Market Forecasting: Analyze hiring trends and job postings data to forecast demand for specific roles and skills. - Economic Research: Provide labor market insights for economic studies, helping to assess job growth and employment shifts by industry.

This study aimed to detect relationships between undergraduate students’ attitudes toward communication skills learning and demographic variables (such as age, academic year, and gender). Understanding these relationships could provide information for communication skills facilitators and curriculum planners on structuring course delivery and integrating communication skills training into the medical curriculum. The descriptive study involved a survey of 369 undergraduate students from 2 medical schools in Zambia who participated in communication skills training stratified by academic year using the Communication Skills Attitude Scale.

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Online Vocational Courses Market Size 2024-2028

The online vocational courses market size is forecast to increase by USD 32.76 billion at a CAGR of 20.29% between 2023 and 2028.

The growing advantages of e-learning, such as flexibility, cost-effectiveness, and accessibility, are driving the expansion of the online vocational courses market. As learners seek more convenient ways to acquire new skills, online platforms are increasingly becoming the preferred choice for vocational training. Additionally, the ability to study at one's own pace and access diverse programs is boosting the appeal of online education.
In terms of regional growth, the North American market is poised for substantial expansion over the forecast period. The increasing adoption of digital education solutions, coupled with a strong demand for skill-based training, is fueling market growth in this region. This trend is expected to continue as more individuals and businesses invest in online vocational courses.

What will be the Size of the Online Vocational Courses Market During the Forecast Period?

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The market is experiencing significant growth as technology in education continues to transform the way individuals acquire job-relevant skills. This sector encompasses e-education, blended learning, and advanced technology solutions such as AI-based education. Industry growth is driven by various factors, including economic, political, and social dynamics. Support services, like SAP and UNICEF partnerships, are increasingly important in addressing the needs of disadvantaged youth and expanding geographical reach.

How is this Online Vocational Courses Industry segmented and which is the largest segment?

The online vocational courses industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Type

  Technical
  Non-technical


Courses

  IT and software courses
  Business management courses
  Finance and accounting courses
  Personal development courses
  Others


Geography

  North America

    US


  APAC

    China
    Japan


  Europe

    Germany
    UK


  South America



  Middle East and Africa

By Type Insights

The technical segment is estimated to witness significant growth during the forecast period.

The non-technical segment of the market is projected to experience significant growth due to the increasing importance of soft skills in driving productivity and employee development. These courses cover domains such as leadership, team building, problem-solving, and management techniques, with a focus on learner-centric outcomes. Organizations prioritize these skills for their workforce, recognizing their value in enhancing personal and professional growth. The online format of these courses offers flexibility, accessibility, and cost-effectiveness, making them an attractive option for individuals and businesses alike. Industry growth is fueled by economic, political, and social factors, including the increasing demand for digital skills, business productivity, and job opportunities.

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The technical segment was valued at USD 7.64 billion in 2018 and showed a gradual increase during the forecast period.

Regional Analysis

APAC is estimated to contribute 38% to the growth of the global market during the forecast period.

Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

For more insights on the market share of various regions, Request Free Sample

The North American market is poised for substantial expansion over the forecast period. Key factors fueling this growth include the region's increasing consumption of digital content, rising internet penetration, and targeted advertising opportunities. With a vast potential audience, institutions offering online vocational courses stand to monetize their advertising efforts. In North America, digital natives, who are tech-savvy and spend considerable time on smartphones and computers, represent a significant market segment. The market's growth is influenced by economic, political, and social factors, as well as advancements in technology, such as AI-based education and blended learning. Companies offering online vocational courses cater to both STEM and non-STEM education needs for corporate workers, industrialization, and modernization.

Market Dynamics

Moreover, product and business strategies focus on STEM courses and ITproTV, among others, to meet the demands of a rapidly evolving job market. Primary and secondary research, benchmarking, and infosec skills development are essential components

In the context of the FLAMENCO project, we have released a dataset designed for predicting potential deficiencies in children's communication skills, tailored for Federated Learning. This dataset specifically focuses on addressing two prevalent deficiencies in communication skill development in children: autism and intellectual disability. For each deficiency, two CSV files are provided—one for training machine learning models and another for testing them. Each entry in these CSV files includes the following details:

- case_id: An anonymized identifier used to distinguish cases.

- client_id: Identifies the client to which the case belongs, useful for dataset splitting in federated settings.

- A series of scores measuring specific communication skills: These scores, such as Verbalization, Voicing, Syntax, etc., are derived from the child's performance in specialised gamified exercises and have been computed with the assistance of expert clinicians.

• target: Can be -1 (no clinician's diagnosis available for the case), 0 (no diagnosed deficiency in the case), 1 (indicates a positive diagnosis of communication deficiency by a clinician)

TThis project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreements No. 957406 (TERMINET).

Summary of findings organized by themes within the RE-AIM dimensions.

According to Cognitive Market Research, the global Learning Services Outsourcing market is expected to grow at a compound annual growth rate (CAGR) of 5.60% from 2023 to 2030. Growing Demand for Low-Cost, Scalable Learning Solutions Drives Market Expansion

There is an increasing demand for low-cost, scalable learning systems. Organizations are continually looking for methods to improve their learning and development activities while reducing expenses in today's fast-paced and competitive business world. Outsourcing learning services is a viable alternative since it allows firms to access specialized skills and resources without making large investments in infrastructure or training.

Companies must prioritize their learning methods as 35% of millennials regard comprehensive training and development programs to be the most significant benefit they would desire from a firm. Failure to meet these expectations can have serious implications. Employees who believe their firm does not support their professional development are 12 times more likely to depart.

(Source:blog.benchprep.com/scalable-learning-solution)

Furthermore, outsourcing provides scalability, allowing firms to simply alter their learning programs in response to changing needs and demands. This adaptability enables firms to remain nimble and responsive to shifting market circumstances. Outsourcing learning services can also improve productivity and time management because external providers can focus on delivering high-quality learning solutions while businesses focus on their core operations..

Increased emphasis on filling skill gaps boosts market expansion

Organizations are making progress in addressing the skills gap. Employees' primary weaknesses include writing ability, public speaking ability, and data analysis. Some of the soft skills that employees lack are critical thinking, communication, leadership, and attention to detail. Several businesses are investing time and money in training to ensure that their personnel can adjust to changing conditions.

JPMorgan Chase & Co. recently revealed intentions to invest US$ 600 million in staff upskilling, while Amazon is investing more than US$ 700 million. PwC is investing roughly US$ 3 billion to upskill its staff over a three to four-year period.

(Source:www.jpmorganchase.com/news-stories/jpmorgan-chase-global-investment-in-the-future-of-work)

To address skill gaps, organizations are focusing on employee and leadership development at the system and individual levels. They're also working hard to articulate the most important behaviors that reflect beliefs and leadership standards. As a result, market suppliers are offering new L&D models to widen current thinking and industry best practices required for career growth and establish a smoother and easier learning ecosystem.

The Factors Are Preventing The Learning Services Outsourcing Market From Expandinge

Machine Translation Limitations Will Restrict Market Growth

The constraints of machine translation constrain the Learning Services Outsourcing Market. While machine translation quality has increased due to technological developments in AI, especially for complicated or specialized information, it still falls short of human translation in accuracy and nuance.The context and idiomatic idioms that machine translation systems frequently struggle with might cause translations to sound uncomfortable or inaccurate to native speakers. This restriction is especially important for fields like law, medicine, and marketing, where accuracy and cultural appropriateness are key.

Impact of COVID-19 on the Learning Services Outsourcing Market

Organizations have had to alter their training and development methods in response to the global shift toward remote employment and virtual learning. To address their training demands in a remote work environment, several businesses have turned to learning services outsourcing. As a result, virtual training solutions, e-learning platforms, and online content development services are in high demand. Furthermore, the pandemic has emphasized the significance of people upskilling and reskilling in order to manage the shifting business landscape. Introduction of Learning Services Outsourcing

The contracting of a third party to deliver learning and development services to an organization's workers is known as learning services outsourcing. This m...

AimTo investigate the impact of site-specific inter-professional small-group communication skills training (CST) that incorporates critical incident approaches to learning on patient satisfaction with communication.SettingRehabilitation clinic specialized for spinal cord injury/disorder (SCI/D).MethodsRetrospective observational cohort study design using patient and health-professional self-report data. Data for patient satisfaction with communication were collected in 2014 (existing records) and each year from 2015 to 2021 (post-program; volunteers) using the MECON survey.ResultsFifteen basic (n = 161 participants), 16 refresher (n = 84), and five short (n = 17) CST seminars were conducted. Overall, 262 employees (105 physicians, 63 nurses, 36 physio- and occupational therapists, and 58 others) participated; 92 participants (response rate 37.6%) responded to feedback surveys. They rated the seminars positive concerning the alternation between theory, discussion, and practical exercise in 91.3%, and rated the length of the training ideal in 80.2%. Post-program patient satisfaction overall increased from 83.1% (confidence interval (CI) 2.6%) to 90% (CI 0.8%; R2 = 0.776; p= 0.004). It was higher in specific communication-related topics: “receiving information” (81.1%, CI 3.1–90.2%, CI 1.0%; p = 0.003), “being able to bring in concerns” (83%, CI 1.0–90.8%; R2 = 0.707; p = 0.009) and “being treated with respect” (89.4%, CI 2.6–94.4%, CI 0.8%; R2 = 0.708; p = 0.004).Practice implicationsInter-professional CST is feasible and well accepted by professionals from various professional groups. During seven years of continuous training, independent patient ratings of satisfaction with professional communication have improved significantly. Participants attest to the training's high credibility and usefulness in everyday life.

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Business English Language Training Market Size 2025-2029

The business english language training market size is forecast to increase by USD 5.4 billion at a CAGR of 6.1% between 2024 and 2029.

The global business English language training market is experiencing consistent growth, driven by the increasing need for workplace communication skills and advancements in digital learning tools. Demand for specialized English training in fields like finance, healthcare, and technology is rising as businesses expand globally, while innovations such as mobile learning apps and smart classrooms are making training more accessible and flexible.
This report offers a detailed resource for business professionals, providing market size estimates, growth forecasts through 2029, and analysis of key segments like blended learning, which stands out for its mix of online and in-person methods. It explores trends such as the growing adoption of personalized training programs and highlights challenges like the high cost of premium courses, which can limit scalability. The insights are tailored for practical use in workforce development, client engagement, and strategic planning.
For companies aiming to sharpen their edge in the global business English language training market, this report delivers clear, data-driven guidance on leveraging trends and overcoming barriers in a competitive, interconnected world.

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In the dynamic business world, effective communication skills in English continue to be a crucial asset for students studying in developing economies and business professionals aiming to excel in their careers. One such teaching method gaining popularity is the four-stage learning model. This approach, which includes pre-production, production, interaction, and production plus stages, encourages learners to actively engage with the language and develop their English proficiency. Another effective teaching method is Experiential Learning, which prioritizes learning through experience. Traditional methods of English language learning, such as books and classroom instruction, have given way to more innovative and interactive approaches. Additionally, institutions specialized in higher education incorporate business English into their curriculum to prepare students for the working world.

How is this market segmented and which is the largest segment?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

End-user

  Institutional learners
  Individual learners


Learning Method

  Online learning
  Blended learning


Geography

  APAC

    China
    India
    Japan
    South Korea


  Europe

    Germany
    UK
    France


  North America

    Canada
    US


  South America

    Brazil


  Middle East and Africa

By End-user Insights

The institutional learners segment is estimated to witness significant growth during the forecast period. The business english language training market for adult learners is projected to expand steadily over the forecast period. The primary growth driver is the globalization of businesses, necessitating effective communication skills for professionals. Corporate organizations worldwide, particularly in countries like India, France, Italy, Mexico, and China, are investing in digital English language learning to enhance their employees' proficiency and maintain a competitive edge. The market's growth is primarily driven by the corporate sector, where effective business English communication is essential for international collaboration and trade.

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The institutional learners segment was valued at USD 7.30 billion in 2019 and showed a gradual increase during the forecast period.

Regional Analysis

APAC is estimated to contribute 51% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

For more insights on the market share of various regions Request Free Sample

The business english language training market in Asia Pacific (APAC) is experiencing notable expansion due to the growing demand for effective communication skills in the region's business community. Countries like China, Japan, and India, with their substantial learner bases, are significant contributors to the market's growth. The English-speaking business community remains underdeveloped in APAC, creating a substantial opportunity for companies. With increasing globalization, companies in the region are broadening their market reach, nece

Rachmad, Yoesoep Edhie. 2022. Communication Adaptation Theory. Ancona Adriatico Libri Internazionali, Edizione Speciale 2022. https://doi.org/10.17605/osf.io/svapk

Introduced by Yoesoep Edhie Rachmad in 2022, Communication Adaptation Theory emerged from the necessity to understand how individuals and organizations can adjust their communication in various contexts and situations. In an increasingly global and diverse world, the ability to adapt communication is crucial for building effective and productive relationships. This theory was developed to provide guidance on optimizing interactions through appropriate communication adjustments. Communication Adaptation Theory defines communication adaptation as the process of adjusting communication styles to meet the needs of specific audiences or situations. The core concept of this theory is that effective communication requires flexibility and the ability to understand and respond to different dynamics. The theory emphasizes the importance of being aware of context, culture, and individual preferences in communication to create more meaningful and effective interactions. This theory is based on the phenomenon that many individuals and organizations often face challenges in communicating with diverse audiences. For instance, cultural, language, or social background differences can lead to misunderstandings and conflicts. This phenomenon indicates the need to adjust communication styles to better align with the needs and expectations of different audiences. By understanding and applying communication adaptation, individuals and organizations can enhance the effectiveness of their interactions. The working principles of Communication Adaptation Theory involve several key steps. First, it is important to recognize and understand the characteristics of different audiences or situations. Second, adjust the communication style, including language, tone, and delivery methods, to fit the context and audience needs. Third, provide feedback and receive responses from the audience to continuously adjust and improve communication. The theory also emphasizes the importance of openness, empathy, and cultural awareness in the communication adaptation process. Key indicators of this theory include communication effectiveness, audience satisfaction, and the frequency of misunderstandings. Other indicators include audience engagement, positive responses to communication, and the ability to achieve communication goals. These indicators can be measured through surveys, interviews, and observations in various contexts. These indicators help evaluate the extent to which communication adaptation has successfully improved interaction effectiveness. Operational variables of Communication Adaptation Theory include measuring the level of communication adjustment, interaction quality, and audience satisfaction. These variables can be measured through surveys, self-assessments, and analysis of audience feedback. This data provides insights into how individuals and organizations manage their communication adaptation and how interventions can be designed to enhance communication effectiveness. The theory can be applied in various fields such as Human Resource Management (HRM), Psychology, Education, Social Communication, and Health. In HRM, it helps develop training programs that enhance employees' communication skills in various contexts. In Psychology, it is useful for understanding how communication adaptation affects interpersonal relationships and emotional well-being. In Education, it supports the development of teaching methods that are responsive to diverse student needs. In Social Communication, it guides strategies to improve communication effectiveness in heterogeneous societies. In Health, it helps design communication programs between medical professionals and patients to improve treatment outcomes and satisfaction. The success of applying this theory is determined by several key factors. Support from leaders and an organizational culture that supports communication adaptation is crucial. Additionally, adequate training and resources to develop communication adaptation skills are key factors. Success is also influenced by the ability to utilize feedback and create an environment that supports engagement and cultural awareness in communication. Implementing this theory requires a structured and ongoing approach. The first step is to identify the needs and barriers in communication adaptation and develop appropriate programs. Effective strategies include providing training on communication adaptation techniques, developing policies that support communication flexibility, and creating mechanisms for feedback and evaluation. Continuous evaluation and strategy adjustments based on audience feedback are essential for ensuring long-term success. Challenges in applying this theory include resistance to change, lack of understanding of the importance of communication adaptation, and limited resources to develop and implement communication adaptation programs. However, with strong support from leaders and a supportive organizational culture, along with ongoing education, these challenges can be overcome. Success also depends on the ability to create an environment that supports individual engagement and communication adaptation, and the ability to manage conflicts and obstacles that may arise in the adaptation process. Communication Adaptation Theory emphasizes the importance of the ability to adjust communication in various contexts to achieve optimal effectiveness and engagement. This theory provides a comprehensive framework for understanding and facilitating communication adaptation in various fields. With proper implementation, this theory can help individuals and organizations improve their ability to communicate effectively, better face challenges, and create positive impacts on performance and well-being.   Table of Contents Communication Adaptation Theory By Yoesoep Edhie Rachmad Published by Ancona Adriatico Libri Internazionali, Edizione Speciale 2022 DOI: https://doi.org/10.17605/osf.io/svapk

Chapter 1: Introduction to Communication Adaptation 1.1 The Importance of Communication Adaptation............. 1 1.2 Key Definitions and Basic Concepts............. 15 1.3 Historical Development of Communication Theories............. 29 Chapter 2: The Dynamics of Communication Adaptation 2.1 Understanding Audience Needs and Preferences............. 43 2.2 Contextual Factors in Communication............. 58 2.3 Communication Styles and Their Impact............. 73 Chapter 3: Cultural Influence on Communication 3.1 Cultural Awareness and Sensitivity in Communication............. 87 3.2 Adapting to Multicultural Audiences............. 101 3.3 Case Studies: Cross-Cultural Communication Successes............. 118 Chapter 4: Communication Adaptation in Professional Settings 4.1 Tailoring Communication in the Workplace............. 133 4.2 Leadership Communication and Adaptation............. 149 4.3 Managing Communication in Remote and Global Teams............. 165 Chapter 5: Feedback and Communication Adjustment 5.1 The Role of Feedback in Effective Communication............. 179 5.2 Continuous Improvement in Communication Strategies............. 195 5.3 Measuring Feedback Impact and Communication Effectiveness............. 210 Chapter 6: Psychological Aspects of Communication Adaptation 6.1 Emotional Intelligence and Communication Flexibility............. 224 6.2 Understanding Psychological Barriers to Communication............. 238 6.3 Enhancing Adaptation through Self-Reflection............. 253 Chapter 7: Application of Communication Adaptation in Education 7.1 Teaching Adaptable Communication Skills to Students............. 267 7.2 Classroom Strategies for Diverse Learning Styles............. 282 7.3 Enhancing Teacher-Student Communication............. 297 Chapter 8: Technology and Communication Adaptation 8.1 Adapting Communication in Digital Spaces............. 311 8.2 Virtual Communication: Opportunities and Challenges............. 326 8.3 Leveraging Technology for Communication Flexibility............. 342 Chapter 9: Communication Adaptation in Healthcare 9.1 Effective Communication Between Medical Professionals and Patients............. 357 9.2 Adapting Health Communication for Patient Satisfaction............. 372 9.3 The Role of Empathy in Health Communication............. 389 Chapter 10: Challenges and Future Directions 10.1 Overcoming Barriers to Communication Adaptation............. 403 10.2 Adapting to Changing Communication Landscapes............. 418 10.3 The Future of Communication Adaptation Theory............. 432

Appendices • Appendix A: Communication Adaptation Tools and Techniques............. 455 • Appendix B: Sample Feedback Forms for Communication Evaluation............. 470 • Appendix C: Resources for Cultural Sensitivity Training............. 488

References ............................................................ 512 Index ................................................................... 536 Acknowledgments ........................................... 560   AUTHOR PROFILE In 2016, the author earned the title of Doctor of Humanity, hold a Ph.D. in Information Technology and a DBA in General Management. Since 2016, the author has been teaching at international universities in Malaysia, Singapore, Thailand, and the USA. In 1999, the author founded the Education Training Centre (ETC), an organization dedicated to providing educational services and social support for the underprivileged. This organization offers shelter homes for children in need of a safe place to live and drop-in schools for those who need to continue their education. The ETC is also involved in research aimed at advancing science, which led to the author

Abstract

Throughout the Middle East, unemployment rates of educated youth have been persistently high and female labor force participation, low. Researchers from the World Bank studied the impact of a randomized experiment in Jordan designed to assist female community college graduates find employment. One group of graduates was given wage subsidy vouchers that could be redeemed by their employers for up to six months for a value equivalent to the prevailing minimum wage; a second group was invited to attend 45 hours of soft skills training; a third group was offered both interventions; and the fourth group formed the control group.

To conduct the study, researchers chose eight public community colleges with the largest female enrolment numbers. Four colleges were in Central Jordan (Amman University College, Princess Alia University College, Al-Salt College, Zarqa University College) and four in Northern and Southern Jordan (Al-Huson University College for Engineering, Irbid University College, Ajloun University College, and Al-Karak University College).

Four individual level survey questionnaires were administered during the impact evaluation study. The baseline survey was conducted in July 2010, the midline - in April 2011, the first endline was carried out in December 2011, and the second endline - in January 2013.

Geographic coverage

Amman, Salt, Zarqa, Irbid, Ajloun, and Karak.

Analysis unit

Female community colleges graduates from the class of 2010.

Universe

Female graduates in 2010 from the eight public community colleges with the largest female enrollment numbers. Enrollment at these colleges comprises over 85% of total female public community college enrollment.

Kind of data

Sample survey data [ssd]

Sampling procedure

Researchers chose the eight public community colleges with the largest female enrollment numbers, which comprise over 85% of total female public community college enrollment. In July 2010 just before final graduation exams, data collectors conducted baseline surveys for most of the 404 male and all of the 1,776 female second-year students from these eight colleges. In August 2010, the researchers merged the baseline data with administrative data on examination results, which revealed that 324 men and 1,418 women passed their examinations. Of the 1,418 women who passed their examinations, the researchers randomly assigned by computer 1,349 of these graduates to be in the experimental sample. However, two of these graduates were male but incorrectly recorded as female. They were subsequently dropped from the sample.

The experimental sample of 1,347 was stratified into 16 strata and randomly assigned by computer into three treatment groups and a control group. The strata were created based on the following four characteristics: whether or not (1) the community college was in Amman (Amman, Salt, and Zarqa) or outside Amman, (2) an individual's Tawjihi examination score at the end of high school was above the sample median, (3) an individual indicated at baseline that she planned to work full-time and thought it at least somewhat likely that she would have a job within 6 months of graduating, and (4) she is usually permitted to travel to the market alone. Within each of the 16 strata, 22.2% of the students were allocated to receive the wage voucher only, 22.2% allocated to receive the soft skills training only, 22.2% allocated to receive both, and 33.3% allocated to the control group. This resulted in 299 or 300 in each treatment group, and 449 in the control group.

Sampling deviation

The only deviation from the sample design involved dropping two graduates from the sample because they were incorrectly recorded as female.

Mode of data collection

Other [oth]

Research instrument

All questionnaires were initially developed in English and subsequently translated into Modern Standard Arabic.

The questionnaire design process was based on standard labor force survey questions, academic literature on well being, mental health, and female empowerment, and inputs from Al Balqa Community Colleges, the Chamber of Commerce, the Ministry of Planning and International Cooperation, the Social Security Corportation, the Department of Statistics, Dajani Consulting, Business Development Center, and local firms.

The questionnaires were piloted and adjusted accordingly in each survey round.

Response rate

In the midline, first endline, and second endline surveys, researchers successfully followed up with 92%, 96%, and 92% of graduates in the sample, respectively. In the first and second endline surveys, the team collected a portion of the survey data (3% and 9%, respectively) by proxy through their relatives. This survey experienced very few problems with outright rejections to answer the survey questions although the proxy responses reflect graduates or their families refusing to allow the graduate respond for herself. The vast majority of attrition comes from disconnected cell phones and the inability to completely track individuals down.

The attrition rates are low and slightly vary by treatment status. The wage voucher group has the lowest attrition (3% midline, 1% 1st endline, 4% 2nd endline), which is likely due to the additional information gathered through monitoring the voucher usage. On the other hand, the control group experienced the highest attrition (11% midline, 7% 1st endline, 11% 2nd endline), which is likely because there was no additional contact with the control group outside of the surveys.

Online Coaching Platforms Market size was valued at USD 2430.18 Million in 2023 and is projected to reach USD 6043.73 Million by 2030, growing at a CAGR of 13.9% during the forecast period 2024-2030.

Global Online Coaching Platforms Market Drivers

The market drivers for the Online Coaching Platforms Market can be influenced by various factors. These may include:

Growing Need for Online Education: One of the main factors driving the need for online coaching platforms is the global trend toward e-learning and online education. Apps that provide coaching services are in greater demand as more people and organizations adopt digital learning.
Trends in Remote Work and Learning: The increased popularity of flexible work schedules and remote employment has led to a faster uptake of online coaching platforms. People from all over the world are looking for flexible, on-demand coaching options to improve their abilities and expertise.
Growing Emphasis on Skill Development: People are seeking coaching across a range of areas as a result of the increasing emphasis on lifelong learning and skill development to be competitive in the labor market. Online coaching platforms offer customized skill-building programs that are easily accessible.
The rise of the gig economy: The need for ongoing education and skill development is driven by the gig economy and the demand for independent contractors and freelancers. Platforms for online coaching serve independent professionals and freelancers who want to advance their skills.
Technological Developments: The capabilities of online coaching platforms are improved by technological developments such as data analytics, video conferencing, and artificial intelligence. Progress tracking, feedback, and individualized coaching are made possible by these tools.
Enhanced Accessibility: A worldwide audience can be reached through online coaching platforms. By establishing connections with mentors and coaches from various regions, learners can increase their access to knowledge that might not be available locally.
Lifelong Learning Culture: People are encouraged to pursue further education throughout their professions as a result of the cultural change towards lifelong learning. By offering a range of coaching programs for both professional and personal growth, online coaching platforms contribute to this culture.
Corporate Training and Professional Development: Employers are increasingly using online coaching platforms to give their staff members access to training and development possibilities. This covers training in communication techniques, coaching for leaders, and other specialized coaching initiatives.
Personalized Learning Environments: With the use of AI and data analytics, online coaching platforms may customize learning environments according to the preferences, performance, and goals of each individual student. Skill development that is more effective is facilitated by personalized learning.
Training in Soft capabilities: In addition to technical capabilities, coaching in soft skills like leadership, emotional intelligence, and communication is becoming more and more in demand. Platforms for virtual coaching provide courses to improve these vital abilities.
Entrepreneurship and Small Business Support: People who want to launch or expand their own companies look for small business management and entrepreneurship coaching. Online coaching programs offer advice on operations, marketing, and business strategy.
Cost-Effectiveness and Affordability: Compared to conventional in-person coaching, online coaching platforms frequently provide more cost-effective coaching solutions. This increases the number of people who can use coaching services, including professionals, entrepreneurs, and students.

Introduction: Effective communication is essential to delivering compassionate, high-quality nursing care. The intensive, stressful and technical environment of a new-born unit (NBU) in a low-resource setting presents communication-related challenges for nurses, with negative implications for nurse well-being, team relationships and patient care. We adapted a communication and emotional competence course with NBU nurse managers working in Kenya, explored its’ value to participants and developed a theory of change to evaluate its’ potential impact. Methods: 18 neonatal nurse managers from 14 county referral hospitals helped adapt and participated in a nine-month participatory training process. Training involved guided ‘on the job’ self-observation and reflection to build self-awareness, and two face-to-face skills-building workshops. The course and potential for future scale up was assessed using written responses from participant nurses (baseline questionnaires, reflective assignments, pre and post workshop questionnaires), workshop observation notes, two group discussions and nine individual in-depth interviews. Results: Participants were extremely positive about the course, with many emphasizing its direct relevance and applicability to their daily work. Increased self-awareness and ability to recognize their own, colleagues’ and patients’ emotional triggers, together with new knowledge and practical skills, reportedly inspired nurses to change; in turn influencing their ability to provide respectful care, improving their confidence and relationships and giving them a stronger sense of professional identity. Conclusion: Providing respectful care is a major challenge in low-resource, high-pressure clinical settings but there are few strategies to address this problem. The participatory training process examined addresses this challenge and has potential for positive impacts for families, individual workers and teams, including worker well-being. We present an initial theory of change to support future evaluations aimed at exploring if and how positive gains can be sustained and spread within the wider system.

This study examines job satisfaction in Mexican fitness franchises from a human talent perspective. The research is guided by the following key questions: What factors influence job satisfaction in fitness franchises? How do professional development opportunities and working conditions impact job satisfaction? What challenges or improvements can enhance overall job satisfaction and employee performance?

Findings and Data Insights

Data was gathered from six semi-structured interviews conducted in October 2023 with employees in different roles. The interviews explored work-life balance, motivation, professional development, relationships, and compensation.

Internal communication emerged as the primary factor in job satisfaction. Poor communication from leadership led to uncertainty and dissatisfaction, whereas open dialogue and clear feedback boosted motivation. Interpersonal relationships also played a crucial role; strong team dynamics improved satisfaction, while unresolved conflicts and favouritism caused dissatisfaction.

Work-life balance was another key element. Employees who managed professional and personal lives separately reported higher satisfaction. However, stress was a concern, especially for those handling heavy workloads or difficult customers. Flexible work arrangements and stress management strategies were suggested as solutions.

Professional development was valued, but employees felt current training—mostly virtual—lacked engagement. Structured, in-person training could enhance skills and career progression. Compensation was generally viewed as fair, though some employees desired additional benefits like food vouchers and performance incentives. Small enhancements in benefits could positively impact morale.

Data Collection and Interpretation

Data was analysed using ATLAS.ti 23, applying a grounded theory approach to identify ten key themes: work-life balance, stress, communication, motivation, development, compensation, relationships, workplace environment, tasks, and overall satisfaction. Sentiment analysis showed neutral responses dominated, with a significant number reflecting negative emotions due to workplace challenges.

The findings highlight the importance of targeted HR strategies. Recommendations include improving communication, fostering teamwork, offering structured training, and enhancing compensation. Aligning these with sustainable development goals can promote better working conditions and economic sustainability.

By addressing these factors, fitness franchises in Mexico can improve retention, service quality, and organisational success. This study serves as a reference for future research and a strategic tool for HR management in similar industries.