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Article
Publication date: 1 April 1993

Innocent A. Echiejile

Training is a form of investment in human capital. As with otherforms of investments, employers, understandably, expect returns on theirinvestment in human capital…

Abstract

Training is a form of investment in human capital. As with other forms of investments, employers, understandably, expect returns on their investment in human capital. Dealing with employees′ requests for qualifications training poses a major problem for many employers. This is because, in very many cases, qualifications training courses are general, and are not geared to the specific needs of a particular employer. Furthermore, qualifications training enhances an employee′s mobility within the labour market. While many employers are aware of these points, they also realize that employees are less likely to become frustrated and leave if opportunities for further training and development are available within the organization. Drawing on the practice in some organizations, offers a framework which will enable employers to devise a strategic qualifications training policy.

Details

Industrial and Commercial Training, vol. 25 no. 4
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 1 January 2005

Marjorie Armstrong‐Stassen and Andrew Templer

The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an…

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9369

Abstract

Purpose

The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an important component of retention and the availability of training is critical for retaining older workers.

Design/methodology/approach

Studies conducted in 2001 and 2003 assessed the extent to which Canadian organizations are adapting their training practices to respond to the aging workforce. Human resource executives were asked the extent to which their organization was currently engaging in training practices targeting older managerial and professional employees.

Findings

Organizations were most likely to be providing access to training and retraining, but fewer than 10 percent of the organizations in 2003 were highly engaged in doing this. Organizations were less likely to be adjusting training methods to accommodate the needs of older employees. There was little attempt to provide age awareness training to managers of older employees.

Practical implications

The challenge for organizations will be to close the gaps that currently exist between the practices that are important in retaining older managerial and professional employees and the extent to which organizations are engaging in these practices. Ensuring access to training, customizing training methods, and providing age awareness training require immediate attention.

Originality/value

Little research has been conducted on older workers in Canada. The findings raise some serious concerns about the response of Canadian organizations to the aging workforce and identify areas of training and development that need to be addressed.

Details

Journal of Management Development, vol. 24 no. 1
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 November 2002

Scot M. Duguay and Keith A. Korbut

A well‐designed and executed training program minimizes new employee “on‐boarding” time and time‐to‐first‐contribution. This paper presents considerations for the design…

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6528

Abstract

A well‐designed and executed training program minimizes new employee “on‐boarding” time and time‐to‐first‐contribution. This paper presents considerations for the design of a two‐phase training program for new employees – an initial program (addressing training requirements of a general group), and a detailed program (requiring skill mastery by individual functional area). A process involving frequent employee‐leader reviews and employing the skills of peer coaches and mentors is proposed. The effectiveness of the training program can be more accurately assessed via a leadership team review of expected versus actual progress against the training program objectives. After initial cycles of this process at Solutia Inc., learnings and next steps have been identified.

Details

Industrial and Commercial Training, vol. 34 no. 6
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 26 October 2010

Carmen Abrams and Zane Berge

This paper aims to explore advantages, disadvantages, advice and concerns regarding workforce cross training practices, as well as examples of businesses and organizations…

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2981

Abstract

Purpose

This paper aims to explore advantages, disadvantages, advice and concerns regarding workforce cross training practices, as well as examples of businesses and organizations that have successfully implemented cross training programs.

Design/methodology/approach

This article is a general review, based on the literature available and the knowledge and expertise of the authors.

Findings

There are a number of realities, such as increased training cost, questionable improvement in productivity, complexity of workflow, and employee resistance, that an employer must consider carefully before moving towards a cross training approach. At the same time, cross training can provide employees with learning and growth opportunities that can help them be ready for emergencies, recessions, and the competition of a global economy.

Originality/value

This article adds to the literature on workforce cross training and will be of interest to those involved in that field.

Details

Journal of Workplace Learning, vol. 22 no. 8
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 25 January 2013

S. Krishnakumar, S. Prasanna Devi and K. Surya Prakasa Rao

The purpose of this paper is to design and develop a business dynamics model in entrepreneurial orientation for employees (EOE).

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1438

Abstract

Purpose

The purpose of this paper is to design and develop a business dynamics model in entrepreneurial orientation for employees (EOE).

Design/methodology/approach

The mental model uses the casual loops, stock and flow diagrams in the business dynamics model. Hiring rate, Quit rate, Skill rate, Skill growth rate, EOE skill inventory rate, Performance rate etc. were defined and used with EOE metrics governing the model. VENSIM software package was used to simulate and validate the model using sensitivity analysis. The case study method was used to experiment a pre/post EOE training intervention with employees in an ITES organisation in India. Using a validated EOE questionnaire, data were captured from employees in an ITES organisation in Chennai, for validation of business dynamics model.

Findings

The time frame for imparting initial EOE training and retraining time after EOE training were simulated and results were summarised.

Research limitations/implications

Future researchers can extend this work and apply in other industries and geographies also. Any organisation can customise and utilise the business dynamics EOE model as per their requirements

Practical implications

The model facilitates the measurement of both individual employee performance as well as organisational performance. The EOE business dynamics model contributes to the development of two indices namely entrepreneurial orientation for employees index (EOEI) and organisational performance index (OPI). The policy planners, human resource strategists, management consultants can utilise the business dynamics EOE model for effective decision making, budgetary allocations towards training initiatives and so on.

Originality/value

The model is a novel and first of its kind using business dynamics in entrepreneurial orientation for employees. The human resource planners can use this model for forecasting the man power needs as well as skill development, employee empowerment and organisational development.

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Article
Publication date: 1 June 1997

Aaron W. Hughey and Kenneth J. Mussnug

Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills”…

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17928

Abstract

Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills” training initiatives are less effective than skills‐based approaches. Discusses the critical role of the training manager in implementing a training programme, as well as important considerations when developing a strategic training plan. Finally, describes several key factors which determine how employee training programmes can best support company profitability.

Details

Training for Quality, vol. 5 no. 2
Type: Research Article
ISSN: 0968-4875

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Article
Publication date: 19 August 2021

Mitho Khan Bhatti, Bahadur Ali Soomro and Naimatullah Shah

This paper aims to explore the training characteristics and employees' performance among the nurses in Pakistan.

Abstract

Purpose

This paper aims to explore the training characteristics and employees' performance among the nurses in Pakistan.

Design/methodology/approach

The study employed cross-sectional data through random sampling of trained health nurses from the Government sector hospitals of Pakistan. The survey questionnaire is applied as the primary tool to acquire data. In total, the authors utilized 306 valid cases to infer the final results.

Findings

The structural equation modeling (SEM) underlines a positive and significant impact of cognitive ability and performance goal on employees' performance. On the other hand, there is an insignificant impact of motivation to learn on performance among the nurses of Pakistan.

Practical implications

Broadly, the findings of the study would provide some new insights to understand the performance of nurses in the health care sector through the outcomes of the training characteristics. Further, the results would be a way out to make a better quality of health care enhanced with the support of training. It may contribute to the growth in quality of work and improve work productivity by boosting up and uplifting training characteristics. The research arena would enrich the inclusive theoretical framework of performance and contribute to the domain literature and methodological validation.

Originality/value

The study confirms the role of training characteristics towards performance among the nurses of the public health sector of Pakistan. The investigation would further validate the impact of cognitive ability and the motivation to learn and performance goals on performance globally.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

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Book part
Publication date: 10 July 2019

Sjoerd Gehrels

Abstract

Details

Employer Branding for the Hospitality and Tourism Industry: Finding and Keeping Talent
Type: Book
ISBN: 978-1-78973-069-2

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Article
Publication date: 18 May 2021

Akriti Chaubey, Chandan Kumar Sahoo and Kishore Chandra Das

The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate.

Abstract

Purpose

The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate.

Design/methodology/approach

The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010.

Findings

The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence.

Practical implications

This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential.

Originality/value

This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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