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Article
Publication date: 1 November 2002

Scot M. Duguay and Keith A. Korbut

A well‐designed and executed training program minimizes new employee “on‐boarding” time and time‐to‐first‐contribution. This paper presents considerations for the design…

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6558

Abstract

A well‐designed and executed training program minimizes new employee “on‐boarding” time and time‐to‐first‐contribution. This paper presents considerations for the design of a two‐phase training program for new employees – an initial program (addressing training requirements of a general group), and a detailed program (requiring skill mastery by individual functional area). A process involving frequent employee‐leader reviews and employing the skills of peer coaches and mentors is proposed. The effectiveness of the training program can be more accurately assessed via a leadership team review of expected versus actual progress against the training program objectives. After initial cycles of this process at Solutia Inc., learnings and next steps have been identified.

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Industrial and Commercial Training, vol. 34 no. 6
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 9 January 2017

Vasily Tarakanov, Alla Kalinina and Ekaterina Kryukova

The purpose of this paper is to analyze training programs for transnational corporations, educational services market, and society.

Abstract

Purpose

The purpose of this paper is to analyze training programs for transnational corporations, educational services market, and society.

Design/methodology/approach

The paper consists of three components: determination of the role and meaning of training programs of transnational corporations in the system of formation of private educational resources, conduct of analysis of effectiveness of training programs of transnational corporations, and compilation of recommendations for increase of effectiveness of training programs of transnational corporations. The main method of the research is correlation analysis.

Findings

As a result of the research, the authors have come to the conclusion that training programs of transnational corporations are the foundation for the formation of private educational resources and provide significant advantages for transnational corporations, educational services market, and society on the whole.

Practical implications

The practical value of the work consists in the development of practical recommendations for increase of effectiveness of training programs of transnational corporations which could be used by them in practical activities.

Originality/value

The performed research contributes to the development of the concept of human resources, the concept of post-industrial economy, and the concept of transnational business, which causes its high theoretical significance.

Details

International Journal of Educational Management, vol. 31 no. 1
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 17 July 2007

Anthony M. Grant

The purpose of this paper is to compare the impact of a long‐term (13‐week, spaced learning) with a short‐term (two‐day, block intensive) coaching skills training programme

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14503

Abstract

Purpose

The purpose of this paper is to compare the impact of a long‐term (13‐week, spaced learning) with a short‐term (two‐day, block intensive) coaching skills training programme on participants' coaching skills and emotional intelligence.

Design/methodology/approach

In the study 23 participants completed a 13‐week coaching skills training course which consisted of weekly 2.5‐hour workshops and action learning. In comparison, 20 participants completed a two‐day “Manager as Coach” training programme, with a three‐week action learning break between day one and day two. Both training programmes used the same coaching frameworks, with the two‐day programme being more condensed.

Findings

Participation in the 13‐week training course was associated with increases in both goal‐focused coaching skills and emotional intelligence, whereas the two‐day block intensive training was associated with increased goal‐focused coaching skills, but not emotional intelligence. Further, the magnitude of the increase in goal‐focused coaching skills was less for the two‐day programme than for the 13‐week programme.

Research limitations/implications

These studies used a quasi‐experimental pre‐post design, and the long‐term effects were not measured. Future research should use control groups and random assignment to short‐ or long‐term training.

Practical implications

The main implications of these findings are that, while short, intensive programmes may improve participants' goal‐focused coaching skills, organisations seeking to deepen the impact of “Manager as Coach” training programmes and improve the underlying emotional intelligence of participants should use a spaced learning approach over a number of weeks.

Originality/value

This is the first study to examine the impact of different approaches to coaching skills training and their impact on emotional intelligence.

Details

Industrial and Commercial Training, vol. 39 no. 5
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 4 July 2016

Charis A. Marentakis, Panagiotis Panagos and Afroditi Riga

The purpose of this paper is to present a systematic methodology (NaviGaTor) combining a structured method for the evolutionary design of training programs with Nominal…

Abstract

Purpose

The purpose of this paper is to present a systematic methodology (NaviGaTor) combining a structured method for the evolutionary design of training programs with Nominal Group Technique (NGT) setting supporting the involvement of a diverse set of participants and experts.

Design/methodology/approach

The paper describes the necessity and efficiency of group decision making in the design of training programs, focussing on how participants can convey experience and knowledge and how NGT can enhance idea generation and support convergence of opinions. The methodology evolved from a paper-based format to a web-based format, thus supporting remote participation.

Findings

The application of the methodology in a large-scale multi-national training design program confirms practical implications on the usability, efficiency and effectiveness of the proposed structured group decision-making methodology.

Research limitations/implications

The systematic training design methodology presented herein not only enhances previous findings from the literature but also sets the foundations for future research on the importance of diversity of ideas and experiences from many experts in the design of training programs.

Practical implications

After a series of successful applications for the design of training programs in several mid-scale intra-company projects, the methodology was applied successfully in a multi-national large-scale project focussing on the design of corporate training programs on stress management with very promising results.

Originality/value

The proposed methodology was the first one to be applied through a systematic and structured process and constitutes a practical tool for the efficient design of training programs through an evolutionary and structured process based on idea generation from experts.

Details

Industrial and Commercial Training, vol. 48 no. 6
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 1 March 1990

Ronald R. Sims

Several activities successfully used in trainer developmentprogrammes, designed to develop, set up, and use different excercises toenhance the “start‐up” phase of a…

Abstract

Several activities successfully used in trainer development programmes, designed to develop, set up, and use different excercises to enhance the “start‐up” phase of a training programme, are described. A key aspect of the activities discussed involves learning how to utilise one′s experiences and those of others effectively to build learning climates in training programmes.

Details

Industrial and Commercial Training, vol. 22 no. 3
Type: Research Article
ISSN: 0019-7858

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Book part
Publication date: 19 November 2019

Ting Zhang

Facing the aging workforce but older workers’ vulnerability in the labor market, this chapter empirically explores factors and policy implications to enhance older…

Abstract

Facing the aging workforce but older workers’ vulnerability in the labor market, this chapter empirically explores factors and policy implications to enhance older workers’ entered employment rates (EER) after exiting the national workforce program. After reviewing older workers’ attributes and the unique methods to train them, the chapter examines demographic, socioeconomic, and program attributions to older workers’ EER, controlling for cyclical changes in the labor market. The chapter relies on three sets of models including logistic regression, multi-level mixed-effect regression, and multilevel mixed effect logistic regression models, as well as longitudinal Workforce Investment Act Standardized Record Data and Bureau of Labor Statistics unemployment data. Older dislocated workers and older adults are examined separately. Some Workforce Innovation and Opportunity Act training and related service combinations are identified to contribute to older adults and older dislocated workers’ EER and to inform strategic decision-making about future allocations of funds and policy efforts to serve older workers.

Details

Advances in Industrial and Labor Relations
Type: Book
ISBN: 978-1-83909-192-6

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Book part
Publication date: 31 October 2015

Jumoke Ladeji-Osias, Christine Hohmann, Stella Hargett, Lisa Brown, Cleo Hughes-Darden and Michel Reece

Morgan State University (Morgan) is a leading undergraduate institution for black science and engineering doctoral degree recipients. Morgan also is a leader in the…

Abstract

Morgan State University (Morgan) is a leading undergraduate institution for black science and engineering doctoral degree recipients. Morgan also is a leader in the production of black engineering degree recipients in the United States. This chapter provides a historic overview of the major programs with a tie to the impact on the institutional metrics, a discussion of the process for developing researchers in science and engineering, and alumni perspectives. The undergraduate research development models used in engineering at Morgan are compared and contrasted with the life sciences and physical sciences. The programs focus on developing communities of engineering practice and communities of science, thereby enhancing students’ self-efficacy and resilience, shaping disciplinary identity, and creating learning communities. These approaches are critical for the success of minority students and are supported by the social science literature. Best practices have been adopted at varying levels by the School of Engineering, the School of Computer Mathematics and Natural Science and the Behavioral Science departments that have netted these Ph.D. outcomes including multiyear mentored research, research training courses, and participation in professional meetings. Multiple approaches to student development, when matched with the disciplinary culture, are shown to result in national impact.

Details

Infusing Undergraduate Research into Historically Black Colleges and Universities Curricula
Type: Book
ISBN: 978-1-78560-159-0

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Article
Publication date: 22 March 2021

Carla Curado and Inês Sousa

The purpose of this study is to describe the evaluation of a training programme in a Portuguese family’s small and medium enterprise (SME) in the cosmetics industry. This…

Abstract

Purpose

The purpose of this study is to describe the evaluation of a training programme in a Portuguese family’s small and medium enterprise (SME) in the cosmetics industry. This study addresses the four levels of the Kirkpatrick Model and estimates the return on investment (ROI) of a training programme in sales.

Design/methodology/approach

The study follows a case design to address the analysis of the training outcomes. This study uses data from 53 employees and explore the programme’s results.

Findings

This study provides evidence on the reactions of the trainees to the programme; the learning which results from it; and on the changes in trainees’ behaviours and the consequent results. This study also estimates the ROI of the programme; it is 5.55.

Research limitations/implications

The limitations to this study may be the use of data from a single training programme.

Practical implications

The research results offer managers some critical information in terms of future options in resource allocation. Training managers become more informed in making future choices on where to invest in training programmes.

Originality/value

The originality of the study regards the ROI estimation for an SME’s sales training programme. SMEs are not often addressed in the training evaluation literature. Because SMEs have limited organisational resources, and they do not invest much in training. Further, this estimation requires data gathering and reporting that is not commonly done, even for large firms.

Details

Industrial and Commercial Training, vol. 53 no. 3
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 1 February 1990

Ronald R. Sims

The importance of adapting training styles and methods to trainees′learning styles is discussed. Such an approach should provide a basisfor training strategies which can…

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2650

Abstract

The importance of adapting training styles and methods to trainees′ learning styles is discussed. Such an approach should provide a basis for training strategies which can help trainers improve the performance of an organisation′s training programmes.

Details

Journal of European Industrial Training, vol. 14 no. 2
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 1 June 1997

Aaron W. Hughey and Kenneth J. Mussnug

Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills”…

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18180

Abstract

Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills” training initiatives are less effective than skills‐based approaches. Discusses the critical role of the training manager in implementing a training programme, as well as important considerations when developing a strategic training plan. Finally, describes several key factors which determine how employee training programmes can best support company profitability.

Details

Training for Quality, vol. 5 no. 2
Type: Research Article
ISSN: 0968-4875

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