Search results
1 – 10 of over 14000Idris 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 not…
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
Keywords
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…
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
Keywords
Omaima Hajjami and Sunyoung Park
The purpose of this study is to explore the potential contribution of the metaverse to improve training and development as a function of human resource development (HRD…
Abstract
Purpose
The purpose of this study is to explore the potential contribution of the metaverse to improve training and development as a function of human resource development (HRD) perspective. The authors explore the benefits and challenges of the metaverse and introduce cases of companies using the metaverse in training.
Design/methodology/approach
A narrative literature review was conducted to collect information on the metaverse in training. The authors reviewed peer- and non-peer-reviewed articles, book chapters, white papers, corporate websites and blogs and business magazines.
Findings
A total of 75 articles were reviewed, including 14 cases, which were summarized to demonstrate how companies are applying metaverse technology in training contexts. For a more in-depth review, three cases were selected and summarized in terms of context, process and outcomes.
Originality/value
The metaverse is an emergent topic in HRD. It has the potential to revolutionize the functions of training and development through the combination of advanced technologies, including virtual reality, augmented reality and mixed reality. This article is the foundational attempt to provide a comprehensive summary of existing literature and case studies that highlight the potential of the metaverse in training within the context of HRD.
Details
Keywords
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 learning…
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
Keywords
Fei Hao, Wailing Ng, Adil Masud Aman and Chen Zhang
This study evaluates the impact of Avatar-led Green Training on enhancing organizational citizenship behavior for the environment (OCBE) and green creativity among employees in…
Abstract
Purpose
This study evaluates the impact of Avatar-led Green Training on enhancing organizational citizenship behavior for the environment (OCBE) and green creativity among employees in the hospitality sector. This study aims to understand how such innovative training influences green engagement and workplace spirituality, exploring the role of employees’ biospheric values in this context.
Design/methodology/approach
The research involved implementing Avatar-led Green Training courses for 724 hotel employees, followed by comprehensive online surveys. The collected data were analyzed using partial least squares structural equation modeling to assess the effectiveness and implications of the training.
Findings
Findings indicate that Avatar-led Green Training significantly enhances green engagement in OCBE, primarily through the development of workplace spirituality. Additionally, the study discovers a moderating effect of biospheric value on the training’s efficacy in fostering workplace spirituality, underlining its critical role in environmental consciousness and creativity.
Practical implications
This research benefits managers, human resources professionals, senior leaders and employees by enhancing training effectiveness and workplace satisfaction, while also positively impacting the industry’s environmental footprint and reputation.
Originality/value
This study’s originality lies in its exploration of artificial intelligence (AI)-driven training methods, particularly Avatar-led Green Training, in enhancing OCBE and green creativity in the hospitality sector. It offers a novel perspective on how technology can be leveraged for environmental stewardship and employee engagement.
Details
Keywords
Yi Deng, Zhiguo Wang, Lin Dong, Yu Lei and Yanling Dong
This systematic review, following preferred reporting items for systematic reviews and meta-analysis guidelines, rigorously investigates the emergent role of virtual reality (VR…
Abstract
Purpose
This systematic review, following preferred reporting items for systematic reviews and meta-analysis guidelines, rigorously investigates the emergent role of virtual reality (VR) technology in human movement training. The purpose of this study is to explore the effectiveness and evolution of VR in enhancing movement training experiences.
Design/methodology/approach
Acknowledging its pivotal role in diverse applications, such as sports and rehabilitation, human movement training is currently experiencing accelerated evolution, facilitated by the proliferation of wearable devices and mobile applications. This review conducted an exhaustive search across five different electronic databases, such as Web of Science, PubMed and ProQuest, resulting in the selection of 69 eligible articles published within the past five years. It also integrates 40 studies into a narrative summary, categorized based on the level of immersion offered by respective VR systems.
Findings
Enhanced immersion in VR potentially augments the effectiveness of movement training by engendering more realistic and captivating experiences for users. The immersive and interactive environments provided by VR technology enable tailored training experiences accompanied by precise, objective feedback. This review highlights the benefits of VR in human movement training and its potential to revolutionize the way training is conducted.
Originality/value
This systematic review contributes significantly to the existing literature by providing a comprehensive examination of the efficacy and evolution of VR in human movement training. By organizing the findings based on the level of immersion offered by VR systems, it provides valuable insights into the importance of immersion in enhancing training outcomes. In addition, this study identifies the need for future research focusing on the impacts of VR on learning and performance, as well as strategies to optimize its effectiveness and improve accessibility.
Details
Keywords
Ashwani Kumar Upadhyay and Komal Khandelwal
This paper aims to discuss the rationale, theoretical foundation, application, and future of artificial intelligence (AI)-based training.
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
Keywords
Ginevra Gravili, Rohail Hassan, Alexandru Avram and Francesco Schiavone
This paper aims to examine the influence of big data (BD) on human resource management (HRM). It defines how these data can be a useful tool in the decision-making process of…
Abstract
Purpose
This paper aims to examine the influence of big data (BD) on human resource management (HRM). It defines how these data can be a useful tool in the decision-making process of companies’ human resources to obtain a sustainable competitive advantage.
Design/methodology/approach
This paper emphasizes the need to develop a holistic approach to emphasize these relations. Starting from these observations, the document proposes empirical research employing Eurostat data to test the benefits of BD in HRM decisions that optimize the relationship between training, productivity, and well-being.
Findings
The findings estimate HRM decisions and their impact in a broader macroeconomic and microeconomic perspective.
Originality/value
BD research is emerging as a crucial discipline in human resources. To overcome this problem, the paper develops an analysis of the literature on cleaner production and sustainability context; it creates a conceptual framework to clarify whether the existing studies consider the growing intensity of BD on human resources.
Details
Keywords
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…
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.