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1 – 10 of over 132000
Article
Publication date: 1 January 2005

Marjorie Armstrong‐Stassen and Andrew Templer

The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an important…

10105

Abstract

Purpose

The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an important component of retention and the availability of training is critical for retaining older workers.

Design/methodology/approach

Studies conducted in 2001 and 2003 assessed the extent to which Canadian organizations are adapting their training practices to respond to the aging workforce. Human resource executives were asked the extent to which their organization was currently engaging in training practices targeting older managerial and professional employees.

Findings

Organizations were most likely to be providing access to training and retraining, but fewer than 10 percent of the organizations in 2003 were highly engaged in doing this. Organizations were less likely to be adjusting training methods to accommodate the needs of older employees. There was little attempt to provide age awareness training to managers of older employees.

Practical implications

The challenge for organizations will be to close the gaps that currently exist between the practices that are important in retaining older managerial and professional employees and the extent to which organizations are engaging in these practices. Ensuring access to training, customizing training methods, and providing age awareness training require immediate attention.

Originality/value

Little research has been conducted on older workers in Canada. The findings raise some serious concerns about the response of Canadian organizations to the aging workforce and identify areas of training and development that need to be addressed.

Details

Journal of Management Development, vol. 24 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 6 November 2019

Alba Manresa, Andrea Bikfalvi and Alexandra Simon

Over recent years, firms have been implementing novel human resource practices. The purpose of this paper is to analyse four specific training practices to determine if and up to…

2181

Abstract

Purpose

Over recent years, firms have been implementing novel human resource practices. The purpose of this paper is to analyse four specific training practices to determine if and up to what extent the adoption of such practices affects innovation and financial performance.

Design/methodology/approach

A Spanish sub-sample of the European Manufacturing Survey is used to contain the responses of 162 manufacturing firms.

Findings

The positive relation between T&D practices and innovative performance was partially accepted, as new-to-the-firm products and new services had a significant relation with these practices. Conversely, the hypothesis stating that there is a positive relation between a new-to-the-market product and the aforementioned T&D practices was rejected. Furthermore, the positive relation between these and financial performance was partially accepted.

Research limitations/implications

This research presents the following limitation: the small number of responses restricts the general reliability of the findings. The inclusion of other countries’ data using the same questionnaire would further enrich the analysis.

Practical implications

First, general training and development is not enough; thus, the present study evidences the positive results of specific training practices such as training and development for creativity and innovation (TD4CI) on firm performances. Second, it also reveals a relation between training practices and innovation by differentiating among the three dimensions of innovation (new product to the firm, new product to the market and new services). Moreover, the present research highlights the benefits of implementing these types of practices, not only for innovation performance but also for financial performance. This paper also suggests that not all the training practices have the same impact on firm performance. Consequently, the company should be clear about their main aim to obtain the highest performance. The third contribution is based on the Spanish context wherein training is not considered as an important organisational function. Thus, this study provides positive results showing that TD4CI might enhance firm performance. Last, the degree of detail of the different training practices analysed, the recent nature of the data related to their implementation and the link between implementation and organisation performance are also part of the contribution of the present analyses.

Originality/value

This research offers recent and relevant data about implementing novel T&D practices and their relation with firm performance.

Article
Publication date: 13 November 2020

Craig Bennell, Brittany Blaskovits, Bryce Jenkins, Tori Semple, Ariane-Jade Khanizadeh, Andrew Steven Brown and Natalie Jennifer Jones

A narrative review of existing research literature was conducted to identify practices that are likely to improve the quality of de-escalation and use-of-force training for police…

1590

Abstract

Purpose

A narrative review of existing research literature was conducted to identify practices that are likely to improve the quality of de-escalation and use-of-force training for police officers.

Design/methodology/approach

Previous reviews of de-escalation and use-of-force training literature were examined to identify promising training practices, and more targeted literature searches of various databases were undertaken to learn more about the potential impact of each practice on a trainee's ability to learn, retain, and transfer their training. Semi-structured interviews with five subject matter experts were also conducted to assess the degree to which they believed the identified practices were relevant to de-escalation and use-of-force training, and would enhance the quality of such training.

Findings

Twenty practices emerged from the literature search. Each was deemed relevant and useful by the subject matter experts. These could be mapped on to four elements of training: (1) commitment to training (e.g. securing organizational support for training), (2) development of training (e.g. aligning training formats with learning objectives), (3) implementation of training (e.g. providing effective corrective feedback) and (4) evaluation and ongoing assessment of training (e.g. using multifaceted evaluation tools to monitor and modify training as necessary).

Originality/value

This review of training practices that may be relevant to de-escalation and use-of-force training is the broadest one conducted to date. The review should prompt more organized attempts to quantify the effectiveness of the training practices (e.g. through meta-analyses), and encourage more focused testing in a police training environment to determine their impact.

Details

Policing: An International Journal, vol. 44 no. 3
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 26 September 2008

Thomas N. Garavan, John P. Wilson, Christine Cross, Ronan Carbery, Inga Sieben, Andries de Grip, Christer Strandberg, Claire Gubbins, Valerie Shanahan, Carole Hogan, Martin McCracken and Norma Heaton

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to…

8858

Abstract

Purpose

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to argue that the complexity and diversity of training, development and HRD practices is best understood by studying the multilayered contexts within which call centres operate. Call centres operate as open systems and training, development and HRD practices are influenced by environmental, strategic, organisational and temporal conditions.

Design/methodology/approach

The study utilised a range of research methods, including in‐depth interviews with multiple stakeholders, documentary analysis and observation. The study was conducted over a two‐year period.

Findings

The results indicate that normative models of HRD are not particularly valuable and that training, development and HRD in call centres is emergent and highly complex.

Originality/value

This study represents one of the first studies to investigate training and development and HRD practices and systems in European call centres.

Details

Journal of European Industrial Training, vol. 32 no. 8/9
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 1 February 1992

Valerie Thompson

With the aim of discovering the important factors in training staffto use newly installed automated circulation systems, the appropriatelibraries in New Zealand were sent a…

Abstract

With the aim of discovering the important factors in training staff to use newly installed automated circulation systems, the appropriate libraries in New Zealand were sent a questionnaire in 1988. This asked how libraries had trained their staff, and the outcome of the training in terms of satisfaction with their decisions, sparseness of mistakes after implementation and time taken for staff to attain efficiency after implementation. The most important factors in training were that the vendor should be heavily involved in organizing and carrying out training; training should be given before the system went live; staff should be given detailed training in the whole system; and a number of different training methods should be used. These factors were especially important for libraries installing their first automated system, those installing integrated systems, those with few staff, and those installing their systems in the earlier years of automation; that is, those libraries whose staff have the least background in the system being installed, have the greatest need for excellent training.

Details

Library Management, vol. 13 no. 2
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 1 November 2002

Teresa Brannick, Séan de Búrca, Brian Fynes, Evelyn Roche and Séan Ennis

Examines the complex relationship between listening and training practices and service performance by deconstructing an earlier model of service management developed by the London…

2231

Abstract

Examines the complex relationship between listening and training practices and service performance by deconstructing an earlier model of service management developed by the London Business School and Warwick Business School in the UK. This research hypothesizes that the nature of the practice‐performance relationship is far too complex to be represented by a total aggregated index of practice. Hence the composite practice index is decomposed into a listening and a training index. The concept of the “listening” organisation is employed as one facet, and training climate measured by employee training activities is a second facet. These two facets are related to service performance. Reports on empirical research, which investigated the link between listening, and training practices and service performance. The data obtained from a survey of 143 service organisations in the Republic of Ireland show a clear pattern. By taking listening practices, including information technology, as a holistic view of a constellation of information‐related practice type factors, demonstrates that there is a close relationship with service performance. Extensive training activities enhance this relationship.

Details

Journal of European Industrial Training, vol. 26 no. 8
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 1 September 2004

Emma Halliday, Lynne Friedli, Allyson McCollam and Emma Hogg

The current interest in evidence‐based practice has led to a growing literature on the role of education and training in getting evidence to inform professional practice. This…

Abstract

The current interest in evidence‐based practice has led to a growing literature on the role of education and training in getting evidence to inform professional practice. This report outlines the findings of an evaluation of a series of evidence‐into‐practice training workshops designed to strengthen evidence‐based practice in the delivery of mental health improvement in Scotland. Evaluation was conducted in two phases, in order to assess the extent to which the training had influenced practice. The findings suggest that, in addition to providing high quality learning opportunities for mental health improvement, considerable attention needs to be given to the barriers that inhibit putting learning into practice. These barriers may need to be taken much more fully into account in the design and delivery of evidence‐into‐practice training.

Details

Journal of Public Mental Health, vol. 3 no. 3
Type: Research Article
ISSN: 1746-5729

Article
Publication date: 1 July 2020

Irewolede Aina Ijaola, Godwin Iroroakpo Idoro and Michael Gbolagade Oladokun

The skills and knowledge of site supervisors play an important role in the outcome of construction projects. Evidence gleaned from the literature indicates that poor performance…

Abstract

Purpose

The skills and knowledge of site supervisors play an important role in the outcome of construction projects. Evidence gleaned from the literature indicates that poor performance of construction projects remains a central concern for stakeholders in the construction sector. This suggests that the site supervisor’s training is important in the construction project outcomes. Various training programmes are available for site supervisors, yet construction firms are not satisfied with them. The purpose of this study is to determine the key training practice indicators for optimal site supervisor’s usage in construction firms.

Design/methodology/approach

This study adopts a cross-sectional survey research design. In the approach, exploratory factor analysis and confirmatory factor analysis were used to determine the key training practice indicators for site supervisors. Data were collected from 218 construction site supervisors using a questionnaire.

Findings

Findings show that training practices are a multidimensional concept consisting of training needs assessment, training delivery, training evaluation and transfer. From the 50 training practice variables, this study establishes 12 key training practice indicators for training site supervisors in construction firms.

Research limitations/implications

Future research should adopt a longitudinal survey for examining training practices in construction firms.

Practical implications

The identified key training indicators can inform the policies and practices used in the training of site supervisors.

Originality/value

This study contributes to knowledge by establishing 12 significant training practice indicators for optimal site supervisors’ usage in construction firms.

Article
Publication date: 5 May 2020

Nemanja Berber, Agnes Slavic, Maja Strugar Jelača and Radmila Bjekić

The aim of this research is to investigate and detect determinants of the training practice and conspicuous differences in the sample of nine Central and Eastern European (CEE…

Abstract

Purpose

The aim of this research is to investigate and detect determinants of the training practice and conspicuous differences in the sample of nine Central and Eastern European (CEE) countries (Croatia, Estonia, Latvia, Lithuania, Hungary, Slovenia, Slovakia, Serbia and Romania). The study was conducted with three distinct objectives: the investigation of the training and development (T&D) practices in the CEE region, the investigation of the determinants of T&D practices in the CEE region and the measurement of the differences between the economies in the sample of CEE countries regarding their T&D practices.

Design/methodology/approach

The research is based on the Cranet research network results from 2015 to 2016. The data for the CEE countries were selected in order to investigate the determinants of T&D practice, and the differences between these economies. The nine CEE countries were divided into two groups, on the basis on the variety of capitalism (VoC approach), in order to investigate its effects on the T&D practices. T-test, chi-square test, Spearman correlation tests and hierarchical moderated regression model were used to test the proposed hypotheses.

Findings

There are statistically significant differences between the organizations from coordinated market economy (CME) countries and liberal market economy (LME) countries in the case of the percentage of GDP of the country spent on education, the percentage of annual payroll costs of the organizations spent on training, the percentage of annual staff turnover, the implementation of the systematic evaluation of training needs, the training effectiveness, the existence of T&D strategy and the primary responsibility for major policy decisions on T&D. The results of the regression model showed that the majority of national and organizational level factors have a statistically significant relationship with the percentage of the annual payroll costs of the organization spent on training. Variety of capitalism moderates the relationship between independent variables and the dependent variable, too.

Research limitations/implications

In the presented model, the authors excluded from their investigation the effects of MNCs. It must further be stated that only the data from the latest Cranet research round were used, thus it was not possible to investigate the development of the training practice in CEE over a longer time period. These limitations could be used as possible directions for further research in the relevant area of HRM in the CEE region.

Originality/value

Since there is relatively little empirical research in the relation between capitalism type and T&D practice, especially in the region of CEE, the present paper lends new insight into this issue as well as into comparative HRM. It is hoped that this work can be taken as a starting point for further research.

Details

Employee Relations: The International Journal, vol. 42 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 11 July 2016

Tim Bauerle, Michael J. Brnich and Jason Navoyski

This paper aims to contribute to a general understanding of mental practice by investigating the utility of and participant reaction to a virtual reality maintenance training…

Abstract

Purpose

This paper aims to contribute to a general understanding of mental practice by investigating the utility of and participant reaction to a virtual reality maintenance training among underground coal mine first responders.

Design/methodology/approach

Researchers at the National Institute for Occupational Safety and Health’s Office of Mine Safety and Health Research (OMSHR) developed software to provide opportunities for mine rescue team members to learn to inspect, assemble and test their closed-circuit breathing apparatus and to practice those skills. In total, 31 mine rescue team members utilized OMSHR’s BG 4 Benching Trainer software and provided feedback to the development team. After training, participants completed a brief post-training questionnaire, which included demographics, perceived training climate and general training evaluation items.

Findings

The results overall indicate a generally positive reaction to and high perceived utility of the BG 4 benching software. In addition, the perceived training climate appears to have an effect on the perceived utility of the mental practice virtual reality game, with benchmen from mines with more positive training climates reporting greater perceived efficacy in the training’s ability to prepare trainees for real emergencies.

Originality/value

This paper helps to broaden current applications of mental practice and is one of the few empirical investigations into a non-rehabilitation virtual reality extension of mental practice. This paper also contributes to the growing literature advocating for greater usage of accurate and well-informed mental practice techniques, tools and methodologies, especially for occupational populations with limitations on exposure to hands-on training.

Details

Journal of Workplace Learning, vol. 28 no. 5
Type: Research Article
ISSN: 1366-5626

Keywords

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