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Article
Publication date: 24 April 2020

Idris Jeelani, Kevin Han and Alex Albert

Workers and construction professionals are generally not proficient in recognizing and managing safety hazards. Although valuable, traditional training experiences have…

Abstract

Purpose

Workers and construction professionals are generally not proficient in recognizing and managing safety hazards. Although valuable, traditional training experiences have not sufficiently addressed the issue of poor hazard recognition and management in construction. Since hazard recognition and management are cognitive skills that depend on attention, visual examination and decision-making, performance assessment and feedback in an environment that is realistic and representative of actual working conditions are important. The purpose of this paper is to propose a personalized safety training protocol that is delivered using robust, realistic and immersive environments.

Design/methodology/approach

Two types of virtual environments were developed: (1) Stereo-panoramic environments using real construction scenes that were used to evaluate the performance of trainees accurately and (2) A virtual construction site, which was used to deliver various elements of instructional training. A training protocol was then designed that was aimed at improving the hazard recognition and management performance of trainees. It was delivered using the developed virtual environments. The effectiveness of the training protocol was experimentally tested with 53 participants using a before–after study.

Findings

The results present a 39% improvement in hazard recognition and a 44% improvement in hazard management performance.

Originality/value

This study combines the benefits of using a virtual environment for providing instructional training along with realistic environments (stereo-panoramic scenes) for performance assessment and feedback. The training protocol includes several new and innovative training elements that are designed to improve the hazard recognition and hazard management abilities of the trainees. Moreover, the effectiveness of training in improving hazard recognition and hazard management is measured using specific outcome variables.

Details

Engineering, Construction and Architectural Management, vol. 27 no. 8
Type: Research Article
ISSN: 0969-9988

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Article
Publication date: 20 September 2019

Souvik Maity

The fast pace of innovation and disruption in business processes and technology today requires employees of organizations to be continuously up-skilled and be able to…

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2260

Abstract

Purpose

The fast pace of innovation and disruption in business processes and technology today requires employees of organizations to be continuously up-skilled and be able to adapt to changing practices. Training needs are becoming more personalized. Micro-learning and byte-sized training modules, easily accessible to employees, as and when required, are some of the major organizational needs. Training and development programs should be designed keeping in mind factors of employee engagement, involvement and extent of training transfer. The purpose of this paper is to explore whether artificial intelligence (AI) can lead training and development processes in organizations in the years to come.

Design/methodology/approach

The author has interviewed 27 HR and training professionals, in person, from across eight organizations in the FMCG, oil and natural gas and clothing and apparel industries. All these organizations have an annual turnover of greater than US$14.5m. A formal questionnaire was not followed since this research explores a new field in academia. Open-ended questions were used in the interviews, of which eight were common across all interviews. The mean interview duration was 25 min 33 s. The objective being to capture ideas and identify future trends, the analysis was done on a percentage basis and served as the foundation for a new training and development needs model for organizations.

Findings

Among the 27 HR/training professionals interviewed, 92.6 percent respondents believed that their organization/department requires knowledge management practices while 40.7 percent require the training content delivered to a fixed category of employees, to be updated continuously. Personalized learning was mentioned as a requirement by 63 percent of the respondents. In total, 92.6 percent HR/training professionals believed training programs should involve high employee engagement. In total, 51.9 percent would prefer on-the-go learning tools for their employees, while 33.33 percent respondents believed an intuitive e-learning interface would be useful for their organization/department. The findings also led to the foundation of an SIP model, which shall be useful in providing direction to AI systems in training and development practices.

Research limitations/implications

The paper opens up avenues for further research to be conducted in identifying the areas of impact of AI in training and development. It paves the way for researchers to quantify training effectiveness and measure it with the help of AI.

Practical implications

The objective of the paper is to explore the opportunities for AI in training and development practices. Having identified the opportunities, it shall drive the practice of using AI across industries.

Originality/value

The thoughts in the paper have been ideated by the authors organically. Relevant data points from referred sources have been cited to back up those thoughts.

Details

Journal of Management Development, vol. 38 no. 8
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 March 2001

Annette Vincent and Dianne Ross

Training can be personalized using online resources to determine an individual’s learning preferences and personality characteristics. This study provides an overview of…

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12297

Abstract

Training can be personalized using online resources to determine an individual’s learning preferences and personality characteristics. This study provides an overview of learning style, personality types, and multiple intelligences theories; lists and describes selected testing instruments available on the Internet; and provides strategies for teaching and learning, considering different learning styles.

Details

The Learning Organization, vol. 8 no. 1
Type: Research Article
ISSN: 0969-6474

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Article
Publication date: 4 March 2019

Ashwani Kumar Upadhyay and Komal Khandelwal

This paper aims to discuss the rationale, theoretical foundation, application, and future of artificial intelligence (AI)-based training.

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1257

Abstract

Purpose

This paper aims to discuss the rationale, theoretical foundation, application, and future of artificial intelligence (AI)-based training.

Design/methodology/approach

A review of relevant research papers, articles and case studies is done to highlight developments in research and practice.

Findings

AI-based training systems are smart, intelligent and expert in handling queries. These systems can curate content, grade, evaluate, and provide feedback to trainee, thus making learning adaptive and contextual.

Practical implications

Application of AI is vital in the field of training, as it helps personalization and customization of training programs to increase the effectiveness of training.

Originality/value

Executives and researchers can save time by reading relevant information on the linkage, and its contribution to AI is discussed and summarized in an easy to read format.

Details

Development and Learning in Organizations: An International Journal, vol. 33 no. 2
Type: Research Article
ISSN: 1477-7282

Keywords

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Abstract

Details

The Global Private Health & Fitness Business: A Marketing Perspective
Type: Book
ISBN: 978-1-80043-851-4

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Article
Publication date: 1 February 1960

AUTOMATION is generally a process superimposed on existing plants, not exactly a thing of shreds and patches, but a compromise between the ideal and the practicable…

Abstract

AUTOMATION is generally a process superimposed on existing plants, not exactly a thing of shreds and patches, but a compromise between the ideal and the practicable. Rarely is it possible to find it as the basic conception in the mind of the industrialist before even the blue prints of a new manufacturing process have been prepared.

Details

Work Study, vol. 9 no. 2
Type: Research Article
ISSN: 0043-8022

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Article
Publication date: 2 October 2020

Nina S. Pflugfelder

The purpose of this study is to investigate how Knowledge Management (KM) and Intellectual Capital (IC) can increase the organizational performance of ambulatory…

Abstract

Purpose

The purpose of this study is to investigate how Knowledge Management (KM) and Intellectual Capital (IC) can increase the organizational performance of ambulatory healthcare providers and how such performance can be assessed.

Design/methodology/approach

Following the PRISMA guidelines, a structured review of peer-reviewed English-speaking articles up to 31st December 2019 was conducted. A search of ACM Digital Library, Cochrane Library, DARE, EBSCOHost, Medline, ProQuest, PubMed, ScienceDirect, Scopus and Web of Science produced 8,391 results. All studies that did not examine the impact of KM initiatives on organizational performance in an ambulatory healthcare provider setting were eliminated. The final sample of 31 studies was examined regarding the design of the KM initiatives as well as the performance concepts and indicators employed.

Findings

A range of KM tools and methods (Electronic Health Records, Clinical Decision Support, Health Information Technology, Training, Communities of Practice) have been shown to improve healthcare processes but evidence of an impact on outcomes remains mixed. Performance indicators focus on medical quality but rarely capture economic or social performance. Indicators have been adapted from the medical field, but do not adequately capture IC and KM-induced performance.

Originality/value

This review provides an overview of KM initiatives in ambulatory healthcare and assesses the associated performance metrics through an IC lens. Thereby, it enables further research on the interplay of IC, KM and performance in ambulatory care and points to several research gaps. It provides managers with guidance for designing KM initiatives in their organizations

Details

Journal of Intellectual Capital, vol. 22 no. 2
Type: Research Article
ISSN: 1469-1930

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Article
Publication date: 24 October 2008

Maria Pavlis Korres and Elena García‐Barriocanal

The paper seeks to provide personalized learning objects to adults' educators of special groups (AESG) in a technology‐enhanced learning environment.

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2238

Abstract

Purpose

The paper seeks to provide personalized learning objects to adults' educators of special groups (AESG) in a technology‐enhanced learning environment.

Design/methodology/approach

The paper presents a definition of specific criteria by which personalization of learning objects is effected. An analysis under the scope of adult education and multicultural education is performed, resulting in the development of tools and a clear path leading to more efficient personalization of learning objects of AESG within an e‐learning environment.

Findings

Personalization of learning objects for AESG can be achieved to a much greater extent when the element of compatibility between educator and learner defines content, preceding and mapping with presentation factors.

Research limitations/implications

As the research is focused on AESG, the key notion of compatibility may not be applicable to adult educators of the general public.

Practical implications

The paper offers a path through which learning management systems can provide improved personalization of learning objects addressed to AESG.

Originality/value

The introduction of compatibility between educator and learner as the key element of the educator's profile in order to provide personalized learning objects addressed to AESG opens up new territory. The paper is also useful to the developers of learning management systems addressed to any group with special attributes which strongly affect the learner's profile.

Details

Journal of Knowledge Management, vol. 12 no. 6
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 25 October 2021

Emil L. Jacobsen, Alex Solberg, Olga Golovina and Jochen Teizer

Accidents resulting from poorly planned or setup work environments are a major concern within the construction industry. While traditional education and training of…

Abstract

Purpose

Accidents resulting from poorly planned or setup work environments are a major concern within the construction industry. While traditional education and training of personnel offer well-known approaches for establishing safe work practices, serious games in virtual reality (VR) are increasingly being used as a complementary approach for active learning experiences. By taking full advantage of data collection and the interactions possible in the virtual environment, the education and training of construction personnel improves by using non-biased feedback and immersion.

Design/methodology/approach

This research presents a framework for the generation and automated assessment of VR data. The proposed approach is tested and evaluated in a virtual work environment consisting of multiple hazards. VR requires expensive hardware, technical knowledge and user acceptance to run the games effectively. An effort has been made to transfer the advantages VR gives to a physical setup. This is done using a light detection and ranging sensing system, which collects similar data and enables the same learning experiences.

Findings

Encouraging results on the participants’ experiences are presented and discussed based on actual needs in the Danish construction industry. An outlook presents future avenues towards enhancing existing learning methods.

Practical implications

The proposed method will help develop active learning environments, which could lead to safer construction work stations in the future, either through VR or physical simulations.

Originality/value

The utilization of run-time data collection and automatic analysis allows for better personalized feedback in the construction safety training. Furthermore, this study investigates the possibility of transferring the benefits of this system to a physical setup that is easier to use on construction sites without investing in a full VR setup.

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Article
Publication date: 1 December 2005

Paula Brewer

This paper has been completed based upon adult learning research carried out by Bus Stop™ Training. Their research demonstrated the importance of what enables adults to…

Abstract

Purpose

This paper has been completed based upon adult learning research carried out by Bus Stop™ Training. Their research demonstrated the importance of what enables adults to achieve greater knowledge retention and what drives them to want to learn more.

Design/methodology/approach

The purpose for the research was to ensure that the IT training methodology recommended by Bus Stop delivers the following business benefits: skills analysis ensures training given only where pertinent; skills analysis ensures training focuses on modules relevant to student's job function; training modules completed in one hour sections thus ensuring student is not absent from their desk for longer than necessary; and training materials are developed to encourage knowledge retention and “memory joggers” versus complex and non‐relevant training manuals.

Findings

During the course of the research, findings showed that adults do want to better themselves but by taking training that is relevant to them and their job function. They also wish to learn in smaller, peer groups. Companies want the investment made in their employee trainings to be effective immediately. The route taken with Bus Stop enables the employee to put their learning into practice within one hour of a particular module having been taught and, thus, learnt.

Originality/value

This paper is relevant to HR managers, training managers and workers alike. It describes a new, innovative training methodology that focuses on the exact skills required by a certain individual to complete their job function. It assesses the strengths and weaknesses of an individual and then compiles a training course tailored, and relevant, to that individual.

Details

Development and Learning in Organizations: An International Journal, vol. 19 no. 6
Type: Research Article
ISSN: 1477-7282

Keywords

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