scholarly journals Training and Development

2010 ◽  
pp. 81-94
Author(s):  
Jay C. Thomas
Keyword(s):  
Training Programs ◽  
Training And Development ◽  
Employee Behavior

Chapter 7 covers the steps in developing training programs and the competencies and ethics of development activities, along with a discussion of how OBC psychologists work with organizations on problems related to dysfunctional employee behavior.

The Relationship between Job Training and Job Satisfaction

2012 ◽  
pp. 197-206
Author(s):  
Steven W. Schmidt
Keyword(s):  
Job Satisfaction ◽  
Job Training ◽  
Training Programs ◽  
Training And Development ◽  
Workplace Training ◽  
Employee Behavior ◽  
Review Of Literature ◽  
Training Methodology ◽  
Training Satisfaction ◽  
The Relationship

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the effects of job training go beyond those that might be considered traditional, that is, the acquisition of knowledge, the improvement of skill, and the increasing of efficiency in the workplace. This review of literature looks at the relationship between job training and job satisfaction, and also examines the concept of job training satisfaction. It has been found that the research on the relationship between these two concepts can be categorized as follows: job training satisfaction as a measured construct, workplace and employee studies, training methodology studies, perception and meaning, and additional outcomes. Training and development practitioners must be aware of the relationship between job training and job satisfaction when planning and promoting workplace training programs.

The Relationship between Job Training and Job Satisfaction

2010 ◽  
Vol 1 (2) ◽  
pp. 19-28 ◽  
Author(s):  
Steven W. Schmidt
Keyword(s):  
Job Satisfaction ◽  
Job Training ◽  
Training Programs ◽  
Training And Development ◽  
Workplace Training ◽  
Employee Behavior ◽  
Review Of Literature ◽  
Training Methodology ◽  
Training Satisfaction ◽  
The Relationship

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the effects of job training go beyond those that might be considered traditional, that is, the acquisition of knowledge, the improvement of skill, and the increasing of efficiency in the workplace. This review of literature looks at the relationship between job training and job satisfaction, and also examines the concept of job training satisfaction. It has been found that the research on the relationship between these two concepts can be categorized as follows: job training satisfaction as a measured construct, workplace and employee studies, training methodology studies, perception and meaning, and additional outcomes. Training and development practitioners must be aware of the relationship between job training and job satisfaction when planning and promoting workplace training programs.

scholarly journals Training and Development Strategy and Its Role in Organizational Performance

2011 ◽  
Vol 1 (2) ◽  
pp. 42 ◽  
Author(s):  
Brig(Retd) Abdus Sattar Niazi
Keyword(s):  
Competitive Advantage ◽  
Organizational Performance ◽  
Development Strategy ◽  
Learning Organizations ◽  
Training Programs ◽  
Business Environment ◽  
Training And Development ◽  
Global Level ◽  
Value Addition

In the FMCG industry at global level, the business environment has changed with intense pressure on organizations, to become ‘Learning Organizations’  and stay ahead of their competitions by bringing innovation/reinvention in training and development strategy while emphasizing on planning, designing, implementing and evaluating the training programs. Carry out an analysis that the objective of training and development is to create learning organizations which ensure that employees through value addition can effectively perform their jobs, gain competitive advantage and seek self growth: this measurable performance resulting from good training and development, shall enhance organizational performance.  

Changing the training paradigm for learning: A model of human capital development

2018 ◽  
Vol 29 (8) ◽  
pp. 1455-1481 ◽  
Author(s):  
Felipe Alves Calábria ◽  
Fagner José Coutinho de Melo ◽  
Andre Philippi Gonzaga de Albuquerque ◽  
Taciana de Barros Jerônimo ◽  
Denise Dumke de Medeiros
Keyword(s):  
Human Capital ◽  
Organizational Context ◽  
Training And Development ◽  
Development Programs ◽  
Employee Behavior ◽  
Internal Resources ◽  
Capital Development ◽  
The Relationship ◽  
A Company ◽  
Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

Launching Diversity-Intelligent Strategies in Organizations

2021 ◽  
pp. 1-38
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

Evaluation of Training

1978 ◽  
Vol 3 (4) ◽  
pp. 289-300
Author(s):  
Udai Pareek
Keyword(s):  
New York ◽  
San Francisco ◽  
Evaluation System ◽  
Training Programs ◽  
Management Training ◽  
Training And Development ◽  
Evaluation Of Training ◽  
American Society ◽  
American Management Association ◽  
The Impact

Though a good amount of money is spent on training, very little attention is paid to evaluation of training. This paper reviews some of the recent publications on this vital issue. Books Reviewed Anderson, S.B.; Ball, S.; and Murphy, R.T., Encyclopedia of Educational Evaluation: Concepts and Techniques for Evaluating Education and Training Programs (San Francisco: Jossey Press, 1975). Hamblin, A.C., Evaluation and Control of Training (London: McGraw-Hill, 1974). Kirkpatrick, Donald L.(ed.), Evaluating Training Programs (Madison: American Society for Training and Development, 1975). Tracey, William R., Evaluating Training and Development Systems (New York: American Management Association, 1968). Training Evaluation System: Branch Manager Programme�A Study on the Impact of Training on Branch Managers (Hyderabad: State Bank Staff College, n.d.). Warr, Peter; Bird, Michad; and Rackham, Neil, Evaluation of Management Training (London: Grower Press, 1970). Whitelaw, Malt The Evaluation of Training: A Review (London: Institute of Personnel Management 1978).

تمكين العاملين وعلاقته بتعزيز ثقافة الإنجاز: دراسة تطبيقية في بلدية دير البلح

2015 ◽  
Vol 2 (1) ◽  
pp. 138-160
Keyword(s):  
Analytical Method ◽  
Service Sector ◽  
Significant Positive Correlation ◽  
Training Programs ◽  
Training And Development ◽  
Positive Correlation ◽  
Study Results ◽  
Study Population ◽  
The Relationship

الملخص : هدفت الدراسة إلى التعرف على تمكين العاملين وعلاقته بتعزيز ثقافة الإنجاز لدى العاملين في بلدية دير البلح. يتكون مجتمع الدراسة من جميع العاملين في بلدية دير البلح والبالغ عددهم (117) عاملاً، وتم اختيار عينة الدراسة من جميع العاملين باستثناء قطاع الخدمات حيث بلغ عددهم (65) عاملاً. ولتحقيق أهداف الدراسة طورت استبانة لجمع البيانات، واستخدم المنهج الوصفي التحليلي للتوصل إلى نتائج الدراسة والتي كان من أهمها: وجود علاقة طردية ذات دلالة إحصائية بين تمكين العاملين وتعزيز ثقافة الانجاز لدى العاملين في بلدية دير البلح، وتوصي الباحثة بضرورة التنوع في أشكال تمكين العاملين المقدمة من قبل بلدية دير البلح (تفويض الصلاحيات، المعرفة والمعلومات، والتدريب والتطوير)، بالإضافة إلى الاهتمام بتطوير العاملين عن طريق منحهم برامج تدريبية تتميز بالحداثة وعدم التكرار. Abstract The study aimed to identify the relationship between empowerment of employees and the culture of achievement among the employees of the municipality of Deir al-Balah. The study population consisted of all the employees of the municipality of Deir al-Balah with a total number of (117) employees. The sample of the study included all the employees except those working in the service sector, with a total number of (65) employees. In order to achieve the objectives of the study, a questionnaire was developed to collect the data, and the descriptive analytical method was used to reach the study results. The main results indicated the existence of a significant positive correlation between the empowerment of employees and the promotion of culture of achievement among the employees of the municipality of Deir al-Balah. The researcher recommends the need for a diversity in the ways of empowerment of employees provided by the municipality of Deir al-Balah (assignments of authorities, knowledge and information, training and development) in addition to building the capacity of the employees by offering them modern training programs with no repetition.

scholarly journals Training of Personnel in Modern Organizations: Key Trends and Principles of Building Programs. Experience and View of Practice

2020 ◽  
pp. 35-43
Author(s):  
Konstantin Igorevich Kornev
Keyword(s):  
Training Programs ◽  
Corporate Training ◽  
Training And Development ◽  
Training Of Personnel

The author's view on the problem of training and development of personnel in modern organizations is presented. The key trends of changes in the HR policy and development of corporate training are highlighted. The main principles of formation and formats of implementation of corporate training programs are considered.

Launching Diversity-Intelligent Strategies in Organizations

2022 ◽  
pp. 1663-1692
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

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