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Article
Publication date: 1 June 2000

David Smallbone, Salinder Supri and Robert Baldock

Investigates the implications of digital technology for the skill and training needs of small printing firms. The picture that emerges is one where the emphasis is on re‐training

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Abstract

Investigates the implications of digital technology for the skill and training needs of small printing firms. The picture that emerges is one where the emphasis is on re‐training due to technological change. The bulk of this training takes place in the workplace, with initial training typically being supplied by an equipment or software supplier as part of the initial purchase package. The skills gained by the key workers selected for initial training are then passed on informally to other staff in the firm. There is rarely a high level of commitment or a systematic approach to training that might be expected given the scale of the investment costs that many of these firms have incurred. Only a few proactively‐managed small‐ to medium‐sized enterprises are recognising the need to constantly update their workforce skills.

Details

Education + Training, vol. 42 no. 4/5
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 23 June 2021

Alejandro Mungaray-Lagarda, Germán Osorio-Novela and Natanael Ramírez-Angulo

This paper presents a university service-learning program as an innovative model of assistance to deliver business development services to Mexican microenterprises.

Abstract

Purpose

This paper presents a university service-learning program as an innovative model of assistance to deliver business development services to Mexican microenterprises.

Design/methodology/approach

The main objectives were to deliver business development services in situ at no cost to unprivileged enterprises, conduct research on microenterprises development and build up a service-learning model of teaching and learning for students in the field of economics and surrounding disciplines. It was implemented by the Autonomous University of Baja California. It plays an important role in providing real cases and concepts on business, economics, markets and fiscal regulations. The service-learning approach prepare to students to be generous, selfless, problem solvers and job creators.

Findings

The experience demonstrates that program can play a key role, both in supporting disadvantaged microenterprises and in providing meaningful learning experiences to students. The program has shown its ability to take advantage of institutional, human and financial resources already released to higher educations institutions (HEI) and government, to support social business extensively, as to make less critical the use of resources in the form of subsidies.

Originality/value

This program was employed by the Mexican State Government of Baja California as a compensatory public policy against the unemployment burden created by the global crisis between 2009 and 2013. About ten thousand individuals pushed to necessity-driven entrepreneurship or informal social enterprises were assisted, trained and formalized in the tax authority by 700 university senior students.

Details

Higher Education, Skills and Work-Based Learning, vol. 12 no. 1
Type: Research Article
ISSN: 2042-3896

Keywords

Article
Publication date: 1 January 2003

Kuang‐Hsu Chiang

This paper compares the learning experiences of full‐time PhD students in 28 Education Departments and 31 Chemistry Departments in British universities. A questionnaire composed…

1572

Abstract

This paper compares the learning experiences of full‐time PhD students in 28 Education Departments and 31 Chemistry Departments in British universities. A questionnaire composed of two major dimensions of the learning experiences, supervision and research environment for doctoral students, was distributed to about 2,200 students. It is found that Chemistry departments are seen as offering better doctoral education as perceived by students than Education departments on most counts, especially regarding academic culture of facilitation, intercultural facilitation of research for foreign students and research facilities in research environment for doctoral students. Supervision is perceived to be more satisfactory in Chemistry than in Education especially in aspects of supervisor’s knowledge, supervisor’s research workload, supervisor’s student‐load and supervisor’s helpfulness in finding funding. A theoretical framework of the Teamwork and Individualist research training structures to discuss the possible causes of these findings is offered. It is proposed that disciplinary diversity in effectiveness of doctoral education is engendered by the two distinct research training structures.

Details

International Journal of Sociology and Social Policy, vol. 23 no. 1/2
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 3 September 2018

Gregory John Lee and Alexander Davison

The purpose of this paper is to investigate and recommend formal guidelines for the initial design of country-level or sectoral payroll levy systems that are intended to…

Abstract

Purpose

The purpose of this paper is to investigate and recommend formal guidelines for the initial design of country-level or sectoral payroll levy systems that are intended to incentivize new firm training. The paper presents and illustrates two necessary conditions for new training to be stimulated, one involving transaction costs and the other the incentive payback. Ultimately, the purpose is to guide more successful designs for such systems in future.

Design/methodology/approach

The paper is principally theoretical, but the South African levy-grant system of the late 1990s is used as a case study. The paper illustrates how World Bank data may have been used to guide the design.

Findings

The paper demonstrates how during the design phase, policy makers can employ knowledge of pre-incentive training levels of firms, and possibly also estimates of unit transaction costs, to estimate the number of employees that may be positively affected. In the South African case, the actual system used may have been underspecified and unlikely to reach many employees with new training.

Research limitations/implications

Future research may employ these guidelines in empirical studies of the relative success of payroll levies.

Practical implications

The practical value of the paper is formal guidelines for policy makers seeking to implement such payroll levy systems.

Social implications

Better design for these systems may have positive implications for productivity and social externalities while avoiding unnecessary waste.

Originality/value

While there have been several more general reflections of payroll levy systems, and empirical investigations of their efficacy, this is the first paper formally modeling and testing design guidelines that can be implemented practically in the pre-implementation phase.

Details

International Journal of Manpower, vol. 39 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 30 May 2008

Norma Heaton, Martin McCracken and Jeanette Harrison

The aim of this article is to illustrate how employers have used more innovative “localised” strategies to address what appears to be “globalised” problems of attracting and…

7194

Abstract

Purpose

The aim of this article is to illustrate how employers have used more innovative “localised” strategies to address what appears to be “globalised” problems of attracting and retaining high calibre applicants with the appropriate “work ready” skills.

Design/methodology/approach

A series of interviews were held with HR managers, line managers from the various functional areas who directly supervise graduates, as well as at least one graduate participating in each of the development programmes.

Findings

The findings indicated that SMEs might struggle to meet graduate expectations on pay, but they appeared to provide effective mentoring and succession planning. This may further add weight to the argument that employers, especially SMEs, will use different strategies and have different priorities in comparison to larger global organisations. Overall, the paper concludes that sector is an important differentiating factor in terms of recruiting, developing and retaining graduates.

Research limitations/implications

Several of the HRD strategies appeared to work well. There were problems with recruitment in some sectors, with innovative solutions developed, often using placement opportunities. Development opportunities were seen by some employers and graduates as a trade off for pay, while other issues such as travel to work and company culture were also a concern.

Originality/value

This paper is one of the first to research the issue of how organisations may use localised HR strategies in terms of graduate employability to get the most from local labour markets.

Details

Education + Training, vol. 50 no. 4
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 16 August 2019

Karl-Kristian Stuns and Graham Heaslip

The purpose of this paper is to evaluate the effectiveness of humanitarian logistics training for the Finnish Red Cross (FRC) Emergency Response Unit (ERU) delegates, and the…

Abstract

Purpose

The purpose of this paper is to evaluate the effectiveness of humanitarian logistics training for the Finnish Red Cross (FRC) Emergency Response Unit (ERU) delegates, and the factors that influence its success. The managerial purpose of this research is to support the FRC in improving their Logistics ERU Foundation training. Additionally, this research provides humanitarian organisations, engaged in emergency response efforts, insights for logistics training design.

Design/methodology/approach

This is a case study examining the FRC, with qualitative data being collected in a field study, utilising participant observation and in-context interview techniques for rich data collection.

Findings

This research evaluated the effectiveness of the Logistics ERU Foundation training of the FRC by adapting the four-level training evaluation model by Kirkpatrick and transfer of training theories. The research has contributed to Gralla et al.’s (2015) call for further research in evaluating what people learn from humanitarian logistics trainings and in documenting and sharing experiences with specific training programs.

Practical implications

The conceptual framework serves as a basis for exploratory qualitative investigation of training transfer, from the perspectives of trainees, facilitators and human resource personnel.

Originality/value

This research contributes to the humanitarian community by identifying gaps in Red Cross Logistics ERU training and to the development of curricula content relating to Red Cross logistics response phase operations. Additionally, this gives other humanitarian organisations, operating in the response phase of natural disasters, insights for logistics training design.

Details

Journal of Humanitarian Logistics and Supply Chain Management, vol. 9 no. 2
Type: Research Article
ISSN: 2042-6747

Keywords

Article
Publication date: 15 December 2017

Ian M. Borton and Gregory Dennis Paul

This study aims to better understand the socialization process individuals undergo when training to become a conflict mediator.

Abstract

Purpose

This study aims to better understand the socialization process individuals undergo when training to become a conflict mediator.

Design/methodology/approach

This paper presents an analysis of Michigan’s state-wide training guidelines, training documents and eight semi-structured narrative interviews from participants of two 40-hour mediation trainings.

Findings

Results are presented with regard to pre-training and post-training beliefs about mediation alongside data gathered regarding mediator tactics, beliefs and potential for transformation. In sum, newly trained mediators often undergo a phase of “unlearning” before returning to a settlement-focused facilitative model of mediation.

Practical implications

The paper presents implications for facilitative mediator training, training materials and role-play activities.

Originality/value

Third-party interventions can impact conflicts both positively and negatively. Currently, many states and municipal districts have engaged individuals through mediation training to act as a positive force for conflict resolution. Thus far, very little is understood about the development of individuals through mediation training.

Details

International Journal of Conflict Management, vol. 29 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 1 May 2004

Simone Kirpal

This paper reports on a comparative qualitative study across four European countries which explored the formation of work identity amongst nurses and other professionals in the…

8223

Abstract

This paper reports on a comparative qualitative study across four European countries which explored the formation of work identity amongst nurses and other professionals in the field of health care. Within this sector, it identifies trends towards a more flexible, more highly skilled and more mobile workforce. Conversely, however, it is becoming difficult to recruit and retain staff due to increasing workload, decreasing job satisfaction and comparatively low pay. Occupational identity is theorised as a multi‐dimensional phenomenon, with structural, social and individual‐psychological components. A number of emerging common themes across the three dimensions and across the four national settings include structural conflicts between cost efficiency and quality of care, and individual conflicts between the core activity of caring for patients and the increasing demands of administration and other peripheral work. The study identifies a number of strategies used by nurses to balance these conflicting demands. Overall, the professional identity of nurses remains strong, but it is important for policy makers to be aware of the potential negative effects, in terms of staff turnover, mobility and job (dis)satisfaction, of the current state of the health care sector.

Details

Career Development International, vol. 9 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Abstract

Details

Degendering Leadership in Higher Education
Type: Book
ISBN: 978-1-83867-130-3

Article
Publication date: 16 August 2011

Yueh Chuen Huang and Hui‐Chuan Shih

This is a case study paper. A major research goal of this study is to extend the existing theories of learning organization put forth in the 4I model by adding more complicated…

3795

Abstract

Purpose

This is a case study paper. A major research goal of this study is to extend the existing theories of learning organization put forth in the 4I model by adding more complicated ideas to it. One minor goal of this research is to show that the first stage of organizational learning, “intuiting”, is the hardest to implement when starting a learning organization. Particular attention should be paid to this step, and with the addition of adult learning theory, the possibility of facing a negative situation should be reduced. A second less important goal is to explain how to assess organizational learning, and how the flow of single‐ and double‐loop learning takes place within a learning organization.

Design/methodology/approach

This study adopted a combination of qualitative and quantitative survey methods to study the effectiveness of the new mode of transformational activity practiced in Firm A.

Findings

Statistical evidence showed that the practice was successful. It solved the issue that expertise and top managers mostly protest against learning.

Originality/value

This paper brings a new and more adaptive perspective for building a learning organization upon existing organizational learning theories. Through this case study, the integration and transformation from tacit knowledge to explicit knowledge, intuition to institution (the 4i model), and individual level to organizational level are illustrated. The practices of single‐loop and double‐loop learning are also well depicted by this study.

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