Search results

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

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.

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.

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.

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

The purpose of this paper is to investigate how learning solely via an assistance system influences work performance compared with learning with a combination of an assistance system and additional training. While the training literature has widely emphasised the positive role of on-the-job training, particularly for groups that are often underrepresented in formalised learning situations, organisational studies have stressed the risks that emerge when holistic process knowledge is lacking and how this negatively affects work performance. This study aims at testing these negative effects within an experimental design.

This paper uses a laboratory experimental design to investigate how assistance-system-guided learning influences the individuals’ work performance and work satisfaction compared with assistance-system-guided learning combined with theoretical learning of holistic process knowledge. Subjects were divided into two groups and assigned to two different settings. In the first setting, the participants used the assistance systems as an orientation and support tool right at the beginning and learned the production steps exclusively in this way. In the second setting, subjects received an additional 10-min introduction (treatment) at the beginning of the experiment, including detailed information regarding the entire work process.

This study provides evidence that learners provided with prior process knowledge achieve a better understanding of the work process leading to higher levels of productivity, quality and work satisfaction. At the same time, the authors found evidence for differences among workers’ ability to process and apply this additional information. Subjects with lower productivity levels faced more difficulties processing and applying additional process information.

Methodologically, this study goes beyond existing research on assistance systems by using a laboratory experimental design. Though the external validity of this method is limited by the artificial setting, it is a solid way of studying the impact of different usages of digital assistance systems in terms of training. Further research is required, however, including laboratory experiments with larger case numbers, company-level case studies and analyses of survey data, to further confirm the external validity of the findings of this study for the workplace.

This study provides some first evidence that holistic process knowledge, even in low-skill tasks, has an added value for the production process. This study contributes to firms' training policies by exploring new, digitalised ways of guided on-the-job training and demonstrates possible training benefits for people with lower levels of (initial) abilities and motivation.

This study indicates the advantage for companies and societies to invest in additional skills and training and points at the limitations of assistance systems. This paper also contributes to training policies by exploring new, digitalised ways of guided on-the-job training and demonstrates possible training benefits for people with lower levels of (initial) abilities and motivation.

This study extends existing research on digital assistance systems by investigating their role in job-related-training. This paper contributes to labour sociology and organisational research by confirming the importance of holistic process knowledge as opposed to a solely task-oriented digital introduction.

Information technology (IT) has often been cited as being able to create competitive advantage. However, the degree of leverage is often dependent upon several factors, not least the type and level of IT training provided, resources available, management commitment, and prevailing level of corporate culture. This paper introduces the generic processes involved in developing an IT training framework in order to support and deliver the business strategy, and presents findings in the form of a generic IT training model. This model identifies the sequential stages needed to commission and deploy IT training in a construction environment in the form of an implementation roadmap. This model was developped with two leading UK construction organizations. Findings have identified that seven core process phases should be considered before committing resources to training. Recommendations include identifying the core business benefits and matching these to the training outcomes, albeit cognisant of barriers such as lack of empowerment, organizational culture, resource limitations, and so on.

The purpose of this paper is to explore the underlying reasons why providing process improvement training, by itself, may not be sufficient to achieve the desired outcome of improved processes; and to attempt a conceptual framework of management training for more effective improvement.

Two similar units within the same financial service group are studied specifically through online surveys, follow up interviews and a subsequent comparative study focusing on the disparity of outcome following the same training activities.

The research reveals three underlying reasons for the failure of the process improvement training: an un‐sound prerequisite knowledge basis, too short a time span for the feedback dynamics to take effect, and weak cultural commitment in the management population. A training provision framework that put those factors into a structure has been developed.

The study clarifies the relations between many factors and puts emphasis on more fundamental organisational culture change. The developed framework provides direct guidance to process design and implementation to achieve the desired results.

The study represents the original firsthand empirical research over the last three years in a leading edge financial service organisation in the UK, which results in a novel conceptual framework that improves managerial practice.

The purpose of this paper is to examine how the eThekwini Municipal Academy (EMA) conducts training needs assessments for vocational skills training for unemployed and disadvantaged youths, KwaZulu-Natal province. By examining the process of training needs assessment (TNA), the focus was on determining how it might influence the success in employment outcomes of the graduates.

The researcher used mixed research methods of qualitative and quantitative approaches. The quantitative research method was a survey questionnaire. The survey questionnaire helped produce a detailed description of respondents' opinions and experiences. The qualitative method in the form of semi-structured interviews helped to present the data from the perspective of the training managers on the process of TNA and opportunities in accessing employment for the graduates. Purposive sampling was used to select 24 training centre managers and 512 trainees. The quantitative data were analysed using SPSS software, and data from interviews were analysed using thematic analysis.

The findings revealed that the most important aspect of the TNA process was that the EMA managers selected and design a training course after consulting and engaging the stakeholders who were also prospective employers to identify needs and job availability within the companies or government departments. The author concludes that the process of TNA involving all stakeholders helped to provide vocational training programmes, which were demand-driven. The process also might promote the best and most promising practices enhancing the transition from skills acquisition to skills utilisation in the labour market.

The results of the study have shown the three main factors that affect the TNA process, which are an individual or person analysis, consulting key stakeholders and labour market assessment. It is hoped that the results of the study can be used by training practitioners for better understanding of factors that can contribute to the effectiveness of vocational skills training for unemployed youth.

The paper is unique because it contributes to the knowledge by explaining the link between the effectiveness of vocational skills training and a proper TNA for unemployed youth. It also provides knowledge on key factors in conducting the TNA process by involving all stakeholders. Existing TNA research focuses on competency-based need analysis for employees of companies, organisations and institutions. Therefore, this paper is significant because it helps to understand the role of TNA in enhancing the effectiveness of vocational skills training for unemployed and disadvantaged youths.

Human resource development/management and change management.

The case is suitable for final year undergraduate human resource development/management or specialist HRM Master's programs (strategic HRM/HRD).

The case study highlights the challenges of managing change and growth in India's dynamic business process outsourcing sector. The choice of a large and complex organisation brings to the fore the complexity of decision making and how various factors shape the development of critical organisational capabilities and training provision.

Depending on the level of the class and the emphasis, one or more of the following learning outcomes can be achieved from this case study. Following thecase analysis, students should be able to: discuss the key challenges faced by BPOLAND; identify and analyse the various influences of internal and external factors on training provision; understand the importance of forging partnerships with key functional groups for shaping training and organisational capabilities; analyse the dynamic interactions between the various factors and training provision; analyse the relationship between BPOLAND's competitive strategy and its training choices (make versus buy); evaluate the role of training in developing organisational capabilities; and strategise a way forward for the person responsible for learning and development.

Teaching notes are available; please contact your librarian for access.

Training management has critical in developing of civil aviation sector in Turkey. It requires using serious corporate sources for this reason is directly topic of aviation management and strategy.it is also about process management. According to this view, this paper aims to become a guidance to management training for maintenance or training organisations in the aviation sector wishing to obtain the authorisation, given national civil aviation authority (Directorate General of Civil Aviation), of providing type rating trainings that cover the types of aeroplanes including Beech 90 Series, Socata TB Series and Cessna/Reims-Cessna 172/F172 Series.

Aviation training organisations must be managed according to aviation law and regulations. It includes several approval processes about training content. Managers must be organising their resources, and they should get well timely decision made in optimum time. In this study, a flowchart, that is the procedure to follow in accordance with the related aviation regulations, has been developed while taking the opinion of experts and using experience gained from the approval process for the type trainings. This flowchart may gain time to managers in their approval process. It may use as guidance to create optimum flow in their process management.

The purpose of flowchart developed is to shorten the authorisation processes of the relative institutions by eliminating the challenges caused by the excess and complexity of national or international regulations related to the of authorisation of aircraft type rating training.

It is important to gain authority. But more important is to manage the authority as sustainable way in aviation training. Loosing authority in specific field may effect on both corporate reputation and doing aviation business. Anadolu University manages related risk via scientific project during using their authorisation. The results developed as a result of the expert opinions and the experience gained during the aircraft type training authorisation process will contribute to the literature. When considered from this point of view, it is expected for this study to fill an important gap in the literature. It is highly important for the aviation sector in terms of evaluating and interpreting academically such a process for practice, and also raising awareness or providing awareness for similar practices. It may also useful for process management.

Companies that are successful take the training of their people very seriously. Though training makes an essential contribution to the business, it does not provide the complete solution for the development of a company′s employees. But, unless people have the skills, knowledge and theoretical framework, they cannot make the right decisions or take the right actions. Assesses the importance of training and its effectiveness in organizations today. Giving the author′s organization as an example, discusses the difficulties and processes involved in implementing a training process. Part 1 provides an overview of the training process including defining direction, setting up training, establishing checkpoints and improvement of training. Goes on in Part 2 to define validation and discuss its use and value, detailing various methods and guidelines.

This paper aims to present an intelligent motion attitude control algorithm, which is used to solve the poor precision problems of motion-manipulation control and the problems of motion balance of humanoid robots. Aiming at the problems of a few physical training samples and low efficiency, this paper proposes an offline pre-training of the attitude controller using the identification model as a priori knowledge of online training in the real physical environment.

The deep reinforcement learning (DRL) of continuous motion and continuous state space is applied to motion attitude control of humanoid robots and the robot motion intelligent attitude controller is constructed. Combined with the stability analysis of the training process and control process, the stability constraints of the training process and control process are established and the correctness of the constraints is demonstrated in the experiment.

Comparing with the proportion integration differentiation (PID) controller, PID + MPC controller and MPC + DOB controller in the humanoid robots environment transition walking experiment, the standard deviation of the tracking error of robots’ upper body pitch attitude trajectory under the control of the intelligent attitude controller is reduced by 60.37 per cent, 44.17 per cent and 26.58 per cent.

Using an intelligent motion attitude control algorithm to deal with the strong coupling nonlinear problem in biped robots walking can simplify the control process. The offline pre-training of the attitude controller using the identification model as a priori knowledge of online training in the real physical environment makes up the problems of a few physical training samples and low efficiency. The result of using the theory described in this paper shows the performance of the motion-manipulation control precision and motion balance of humanoid robots and provides some inspiration for the application of using DRL in biped robots walking attitude control.