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The purpose of this paper is to investigate the effect of soft skill acquisition and the training methodology adopted on employee work performance. In this study, the authors study the trends of research in training and work performance in organisations that focus on the acquisition of technical or “hard skills” for employee training and evaluating work performance. This study was conducted to redirect the focus of employee training and development goals to the acquisition of soft skills, which have a very high and lasting impact on improving employee performance.

This study adopted a quantitative research approach. Questionnaires were administered to selected managers and executives of a few Malaysian private companies. The questionnaire was specifically designed to examine the competencies of various Malaysian-based company managers, executives and supervisors who had undergone a soft skills training programme over a period of a few weeks or months. These soft skills training programmes were not conducted consecutively, but rather with a break or “time-space” in between each session. The target population in this study consisted of 810 employees from nine companies. The sample size was 260 trainees who were selected from the population with a 95 per cent confidence level within 0.05 risk of sampling error.

Using regression analysis, this study estimated the relationships between employees’ acquisition of soft skills, the training methodology adopted by the trainer, and work performance. The results indicate that the two predictors – soft skill acquisition and training methodology – significantly predict employee performance. The authors propose the need for employers to redesign the methodology for training employees in soft skills. Based on the findings, “time-spaced learning” is highly potent in undermining the hindrance associated with training transfer.

The findings of this study help to raise the awareness of employers, human resource managers, professional and industrial experts and the government to rethink the need to improve soft skills training methodologies. Specifically, this can be achieved by giving the trainees “space” or breaks to practice, apply and internalise what they have learnt intermittently during the training programme. This will enhance employee performance, and consequently, organisational performance. These findings also inform company managers that the time-spaced learning method enables employees to acquire soft skills more effectively, which will invariably bring about positive behaviour changes in employees towards their work and co-workers.

The originality of this research is based on the fact that the results are peculiar to Malaysia, whereas most of the literatures on training methodology especially the time-space and soft skill have focused on developed countries. Furthermore, the study emphasised that time-space learning training methodology helps employees in transferring knowledge acquired during training to their work. The research also emphasised that soft skills acquisition brings about increase in employee work performance. This research shows 14.5 per cent increased employee work performance in the selected companies because of their employees’ acquisition of soft skills and a 27.9 per cent increase in employee performance is based on time-space training methodology. This makes the investigation on the effects of soft skills acquisition and the training methodology adopted on employee performance very important for organisational survival.

This paper aims to review the latest management developments across the globe and pinpoint 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.

Increasing soft skills such as teamwork, personal skills, and attitudes, alongside an effective training methodology such as time-spaced learning, can increase work performance.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This conceptual paper aims to argue that times, spaces, bodies and things constitute four essential dimensions of workplace learning. It examines how practices relate or hang together, taking Gherardi’s texture of practices or connectedness in action as the foundation for making visible essential but often overlooked dimensions of workplace learning.

This framework is located within and adds to contemporary sociomaterial- or practice-based approaches, in which learning is understood as an emergent requirement and product of ongoing practice that cannot be specified in advance.

The four dimensions are essential in two senses: they are the constitutive essence of textures of practices: what they are made of and they are non-optional; it is not possible to conceive a texture of practices without all of these dimensions present. Although the conceptual terrains to which they point overlap considerably, they remain useful as analytic points of departure. Each reveals something that is less clear in the others.

This innovative framework responds to calls to better understand how practices hang together, and offers a toolkit that reflects the multifaceted nature of practice. It presents a distinctive basis for making sense of connectedness in action, and thus for understanding learning in work.

The paper offers a novel conceptual framework, expanding the texture of practices through dimensions of times, spaces, bodies and things, rendering visible aspects that might otherwise be ignored.

Based on sociotechnical systems theory, social (human) and technological sub-systems in an organization should be taken in account when making strategic decisions and designed to fit the demands of the environment for organizational effectiveness. Yet there is very limited information in literature on whether employees are well equipped with indispensable (human) skills to prepare them combating challenges caused by advanced technology. The purpose of this study is to empirically investigate employees’ human skills that are critical for success in the Age of Robots and Artificial Intelligence from human resource development’s perspective.

A questionnaire was developed for the purpose of this exploratory study. A total of 422 US Midwest employees were surveyed on their human skills level that are critical for success in the Industry 4.0 transformation.

In general, the respondents could perform all the measured human skills (which can be categorized into social skillset and decision-making skillset) more than adequate but may vary by education level and gender. To strengthen one’s human skills, organizations may begin with facilitating employees on relationship building to create a support system and a strong sense of belonging, which will promote their social sensitivity and collaboration skill development, as well as decision-making skillset.

The findings of this study can be used for techno-structural interventions and employee development programs. This study highlights the importance of investigating human skills to cope with the changing nature of work and make upskilling more feasible and flexible for workers to be robot-proof.

This paper aims to introduce, explain and illustrate the concept of “sites of emergent learning” (SEL), which pinpoints particular instances of learning in everyday practice. This concept is located within contemporary practice-oriented and sociomaterial approaches to understanding workplace learning.

This conceptual development has been resourced by a secondary analysis of data from three workplace learning studies. These were: an ethnographic study of a residential parenting service; a case study of learning among engineers working on a railway construction site; and a case study of a multicultural unit that aims to enhance health services for a diverse community. All were based in the Sydney metropolitan area. The secondary analysis was undertaken by identifying regular practices within each setting where professionals discuss past and future work. These were then subjected to theoretical scrutiny, identifying common and distinctive features.

SEL were identified within the handover, site-walks and catch-up meeting practices. They arise through and are constituted in relationships between social practices and the materialities of work. SEL involve negotiating, exploring and questioning practice and knowledge associated with it; they are instances within work practices in which work is done about how work gets done, developing new understandings of the past to reshape visions for the future. Alongside these commonalities, each site of emergent learning displayed distinctive features shaped by the particularities of the practices and materialities of each site.

This concept is presented as a valuable tool to assist researchers of workplace learning. It elucidates particular learning-intensive features of practice, extending sociomaterial conceptualisations of professional and workplace learning.

The purpose of this research is to understand the practices of electronic customer relationship management (eCRM) and to establish a process model for online customers' relational assets creation.

Through a case study of a Taiwanese securities company, qualitative data are gathered on the process where online customers' relational assets evolved. This research is primarily based on 20 interviews of the case company. Four managers from the other two securities brokerage companies are also consulted in order to validate and complement the collected information.

The model reveals the relational assets creation as a four‐phase process: establish online relational tie, identify the features of online customers, enhance self‐determined behavior, and exploit research & development advantage for long‐term relationships.

In presenting an integrated view of the relational assets creation issue of eCRM has served as a step in establishing a process model. For each phase of the model, key managerial activities were identified that may facilitate online relationship building. The implications of the lessons learned and its future research directions are also discussed.

Students find courses in research methods delivered by lectures, both difficult and boring. The purpose of this paper is to provide empirical research on another teaching and learning method, jigsaw method, to three groups of postgraduate students over three academic years.

The fifth topic of the course, qualitative research methods, was selected for implementation of the jigsaw class. The students completed a feedback questionnaire after classes to express their opinions and comments on the new method. Descriptive statistics and content analysis were used to test these data.

The students believed that the jigsaw method is an innovative teaching and learning activity and were generally satisfied with the process and the execution. They stated that participation was a valuable experience which enabled them to share knowledge with other classmates and gain a better understanding of the subject. Further improvements were also proposed by the students.

First, the analysis of the implementation of the jigsaw methods is based on student perceptions rather than objective measures of learning gains. Second, the classes for full-time postgraduate students are relatively small. Data were collected, therefore, over three academic years to provide enough valid responses for analysis.

The research may be regarded as pioneering in relation to jigsaw classes for teaching and learning research methods in postgraduate course. The findings provide confidence to architecture, engineering and construction (AEC) academics to incorporate jigsaw methods in their courses. The results of this study provide useful information for AEC lecturers assisting them to design their classes using jigsaw methods.

This paper aims to construct an approach referred to as “the participatory narrative” for organizational learning in diverse organizations. The approach is grounded in an understanding of organizational learning as the process of social construction which is narratively mediated.

The participatory narrative is constructed theoretically. Additionally, the approach and its potential use are illustrated by means of a practical example.

It is shown that the participatory narrative enables interplay between various perspectives of diverse people. It makes it possible to overcome the temporal and spatial limits of organisational learning situations and helps to question self‐evident assumptions about diverse people and makes such assumptions visible and negotiable.

The application of the participatory narrative is only highlighted with the help of an illustrative example.

The participatory narrative helps to stimulate people's empathetic orientation, which provides a basis for responses to the experiences and world‐views of other people. Thus, it helps people in diverse organizations to learn to become capable of imagining not only their own position but also the position of others.

This article contributes to prior literature by developing an awareness of the narrative mechanisms of language use in the field of organizational learning. The paper shows also that the transformative dynamic of narratively mediated organizational learning lies in the empowering recognition that organization members understand that they are the active authors of the stories.

The paper aims to analyse the application of a pedagogy-based approach to designing online language learning courses. It aims to evaluate course efficiency from three perspectives – provider, recipient and wider community perspective and define the extent to which the target course could be applied for developing tourism and hospitality industry students’ and employees’ language competences in Europe.

In line with pragmatism paradigm, a summative/outcome evaluation research in provider, recipient and wider community perspective was conducted in Latvia, Croatia, Slovenia, Romania and Italy. It comprised a focus group interview of 8 language teachers (the provider perspective), a survey of 505 students (the recipient perspective) and a survey of 106 language teachers and 161 industry representatives and 10 expert interviews (the wider community perspective).

The results highlight the main strengths of online learning environments and emphasise the efficiency of the pedagogy-based approach applied in designing an online course. The created courses are beneficial and may be used to foster the development of tourism and hospitality industry students’ and employees’ language competences.

The research sample is composed of language learners from five countries, but it is not proportionally distributed. Another limitation refers to the languages piloted. Further in-depth study concerning less widely used languages is required.

The research results enable understanding certain aspects of designing online language learning courses, provide evaluators’ feedback, suggest the course application for language learning and reveal the European value added.

The research explores the specifics for designing online language learning courses for Languages for Special Purposes for the application in tourism and hospitality industry. The course efficiency and quality are evaluated from provider, recipient and wider community perspective.

Under emerging social media technology, mobile learners' behavior analysis and legality education have important practical significance. The research aims to detect the mobile learning (M-learning) learners' behavior in legality education under the background of the Internet era and improve the learning and teaching effect of online legality education and law popularization.

This paper proposes a model based on deep learning (DL) fuzzy clustering analysis (FCA), and bidirectional encoder and decoder (ENDEC) of converter model to detect the mobile learners' behaviors in online legality education under the current social media. Then, the effectiveness of the proposed model is tested. The proposed model expects to be applied to multimedia teaching and law popularization activities and provides some theoretical reference and practical value for improving the effectiveness of online teaching.

The experimental results show that in the learner behavior detection process of M-learning-oriented online legality education, the model's accuracy can reach 99.8%. The response time is shorter than other algorithms. Overall, the application effect of the proposed model and algorithm is good and can be applied in practice.

The research results may lack universality due to the selected research methods. Therefore, researchers are encouraged to test the proposed methods further. In the future, it is necessary to expand the type and scale of text data to improve the accuracy of data detection.

The research results provide a specific theoretical reference and practical significance for improving the learning effect of online M-learning-oriented legality education.

This paper meets the needs of mobile learner behavior analysis based on social media.