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The paper seeks to illustrate that a holistic selection, training, and organizational support approach encompassing variables such as the expatriate's family status, emotional intelligence, dietary and exercise habits, and his/her learning orientation is needed to enhance the odds of the expatriate's success.

The argument brought forth in this article is the product of a literature review drawing upon multiple streams of current research.

The holistic approach to expatriate selection, training, and organizational support detailed in this paper should be employed by multi‐national hotel corporations.

This information should benefit hoteliers since the industry is currently experiencing a high rate of expatriate failure.

No research to date has addressed the issue of expatriate failure from this holistic viewpoint.

The purpose of this paper is to provide a basis for the evaluation of educational and training programs in commerce and industry. Official statistics highlight the lack of training evaluations and point to a need for critical appraisal of training efforts. Evaluation is presented as a systematic process for investigating the merit and worth of education and training. A holistic approach that synthesises six key factors is outlined, with examples from technology‐assisted learning, management and staff training. This hexagonal evaluation model comprises: ethics, costs, coverage, objectives, effects and stakeholders.

Training is a key strategy for human resources development and in achieving organisational objectives. Organisations and public authorities invest large amounts of resources in training, but rarely have the data to show the results of that investment. Only a few organisations evaluate training in depth due to the difficulty involved and the lack of valid instruments and viable models. The purpose of this paper is to present an evaluation model that has been successfully applied in the Spanish context that integrates all training dimensions and effects, to act as a global tool for organisations. The model analyses satisfaction, learning, pedagogical aspects, transfer, impact and profitability of training, and is therefore a global model.

The paper's approach is theoretical, and the methodology used involves a review of previous evaluation models and their improvement by comparing their application in practice.

An analysis of pedagogical aspects enables training professionals to improve training quality, as they are able to identify any weaknesses in elements, such as training design, needs analysis and training implementation, and improve on them. In fact, the quality of these elements depends entirely on the training professional. The improvement of pedagogical aspects, as a result of their evaluation, increases training quality and the results of training in organisations that can be identified by evaluating the other levels of the model, particularly the aspects of learning, transfer and impact.

The author has applied the model successfully in several public and private organisations, in industry and in the services sector, which demonstrates its usefulness and viability in evaluating the results of training. Therefore, this evaluation model has interesting and practical implications, as a useful tool for training managers for evaluating training results, as well as providing a global simplified approach to the complex evaluation function.

The originality of this evaluation model lies in its focus on a key and novel aspect – i.e. the pedagogical dimension, providing an integrated tool that can be easily adapted to any organisation.

The purpose of this paper is to explore the issues surrounding professionals whose legacy skills do not align with the new directions in which the academic library is moving. It also examines the ways in which the disappearance of traditional roles impacts librarians and users alike.

This paper considers policies for training professionals for their roles in the twenty-first century academic library sphere and identifies skills they will need for these new roles.

This paper provides insights into possible solutions for training librarians and library staff so that they will have necessary skills for their future roles.

This paper will provide library managers with approaches to staff training and a framework for understanding the specific skills that will be necessary for staff to possess in the twenty-first century academic library.

Corporate strategy in South Africa traditionally focused on turnover management because of a tough economy. However, the focus has shifted to the cost side. Because of this emphasis on higher cost efficiency, logistics became a vital part of corporate strategy. Looking at a barometer for logistics excellence, it can be seen that logistics in South Africa is still functionally fragmented with a relatively low level of co‐operation in the value chain. Improving this is vital as logistics will be important for future competitiveness.

This paper reports outcomes from a holistic, recovery‐based, user‐led group training for people with DSM‐IV bipolar disorder. Drawn from professional therapies and personal experience of the illness by the user‐researcher, the training was delivered over 12 weekly sessions. Using a case‐study approach, an experimental design incorporated pilot (eight participants), main study (five) and control groups (six). Self‐report scales measured mood, coping, empowerment and quality of life pre‐, post‐ and six months post‐training. Semi‐structured interviews noted individual change within the same time frame. Interviews with mental health professionals, medical note analysis and user‐researcher observations also informed the study. Findings from self‐report questionnaires indicated that participants experienced improved mood stability, symptom severity, coping and quality of life and greater empowerment. Out of the six controls, two indicated slight but slow recovery, four continued to use poor coping skills, and two of these four experienced major relapses.

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A comprehensive needs analysis supported the development, implementation and auditing of an effective and interactive training package. Employees responded positively to the activities, and subsequent changes in working practices produced an overall rise in their firm's productivity. JaywingDMG provided training materials that were retained by Moorhouse Group Ltd. Employees kept individual training materials such as workbooks for future reference. Other parts of the training were later adapted for use in the induction process for new starters. This case study illustrates an holistic approach to training which is far removed from the “monkey see monkey do” techniques with which the term “training” is sometimes unfairly associated. Modern training techniques promote a long‐term view of training as an on‐going activity that assists all levels of employees to appreciate the value of their work in terms of personal and organizational success. Employees who feel valued in this way are likely to work more effectively, maintain a loyalty to the organization and to be happier in their jobs.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

Provides an easily accessible summary of relevant business concepts and presents them in a fresh way.

The focus of this paper is to highlight the issues impacting technology‐enhanced learning (TEL) in an industrial setting in Ireland. The paper uses the output from a community of practice (CoP) set up to identify and discuss these issues. Seven companies participated in the CoP. Their experiences represented the full spectrum of industrial experience of TEL in Ireland. The aim of the paper was to highlight the key areas where Irish companies experience issues with regard to the implementation of TEL programmes. The results of the study show that many of the issues highlighted by past literature still remain.

The research presented in this paper is output from a CoP set up to discuss TEL within industry. Within the CoP discussion groups were created to highlight the relevant issues.

The main issues highlighted by the CoP members ranged from strategic, content, learner and technology‐related issues. One key finding of the CoP is that holistic approaches to implementing technology‐enhanced initiatives are more successful in terms of learner acceptance, relevance to the job and effectiveness of the training. The holistic approach takes into account the business need for the training, benefits to the learner and all aspects impacted by TEL.

This paper highlights the issues experienced by industry in Ireland in relation to implementation programmes. It was felt by community members that if the many issues outlined are not addressed the true benefits of TEL to the organisation would fail to materialise. It is hoped that in highlighting and sharing these issues other companies implementing TEL will benefit from the shared experiences of others.

Identifies that best practices for TEL are slow to be implemented in Ireland and that the issues arising are often those previously experienced in the past.

It is not any exaggeration to state Dubai as a global city. Furthermore, the Dubai World Trade Centre (DWTC) acts as a gateway for international visitors into this city. Starting from a business center in 1979, the tower has grown to house more than 3 million attendees annually. The tower expanded from its 39-story establishment to a full-blown project encompassing concourses, venues, and business offices. The 40-years’ experience enables the DWTC to establish itself as the chief organizer of more than 500 events in a year. Furthermore, relying on its excellent training program, customer-centric approach and active leadership participation, the DWTC has molded many leaders that solve futuristic problems. DWTC has driven economic growth in the local business environment for ancillary services as well. DWTC facilitates almost 3.3% of Dubai’s GDP, thus, putting things into perspective concerning its contribution to the local economy. Hence, DWTC acts as a beacon of light for the bright prospects of Dubai’s future, therefore, cementing its position in world trade.

Louisiana State University (LSU)’s Office of Strategic Initiatives (OSI) is an award-winning office devoted to developing effective, educational approaches that incorporate guidance and exploration, increase students’ academic standing, and support measures to improve the institution’s diversity, predominantly in science, technology, engineering, and mathematics (STEM) departments. Through the incorporation of three main factors, Mentoring, Education, and Research, OSI has developed a holistic development model that offers students strategies to overcome those factors that affect their persistence in STEM. OSI houses several programs with a diverse population of students ranging from the high school to doctoral levels. Although varied in student population, these programs unite under the holistic development model to provide support and opportunities to students at each critical educational juncture. OSI’s holistic approach has successfully supported over 135 high school, 560 undergraduate, and 100 graduate students. Of the 560 undergraduate students served, 51% were underrepresented minorities and 55% were women. The undergraduate initiatives have garnered 445 bachelor’s degrees, with 395 degrees from STEM disciplines, and an impressive overall graduation rate ranging from 64% to 84%. Through all of the remarkable work performed in OSI, the greatest accomplishment has been the capacity to offer students from mixed backgrounds tools and strategies to thrive at any point in their academic career.