Development and training for the dealers' community in Macau casinos

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jinquan Zhou
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Program ◽  
Skills Training ◽  
Training And Development ◽  
Working Environment ◽  
Professional Skills ◽  
Content Type ◽  
Gambling Industry ◽  
And Training

PurposeThe purpose of this paper is to discuss characteristics of dealers training and development in Macau gambling industry by investigating and analyzing the current dealers training and development status of Macau gambling casinos. Training and development prepare and enhance dealer's knowledge and skills to enable them to adapt to the working environment and create a career opportunity in their organization.Design/methodology/approachIn-depth interviews were conducted with Macau casino human recourse manger, and questionnaire survey was used to investigate the views of dealers in training and development provided by their organization.FindingsThis paper revealed that the development and training of Macao's dealers are mainly in individual professional skills, including executive ability, professional attitude and communication skills training. According to the current situation of dealer's training and development, a human resource investment policy is that the government requires undertaking a part of the work in the dealers' community.Research limitations/implicationsThis paper examined the current demand for talents in Macau gambling casinos focusing on dealers' survey of the casino's training concepts, including training perception, organization arrangement and training information, etc. It is the least published official information, and training and development program in Macau gambling industry wreaked the questionnaire design.Practical implicationsThis survey first time revealed a characteristic of dealer's human resources training and development in the Macau gambling industry. The authors got comprehensive and profound understanding of dealers' job skills and career development needs through the professional position and job characteristics investigation and analysis.Social implicationsThe investigation reveals the inadequately training offered for dealers pre-employment. At least, it cannot meet the gambling industry's basic needs for dealer occupation in many ways. The school's training of dealers and the training provided by the casino has a huge gap, which the school's training is a short-term, compared to the gambling enterprises on the professional skills requirements of recruit dealers. But the school in long-term provide a wider range of knowledge for dealers career development.Originality/valueThis research conducted by the author in 2017 showed that dealer training and development views could be used to in the gambling industry in human resource practical management.

The Crown Prince Court’s Training and Career Development section: managing training for its employees

2020 ◽  
Vol 10 (1) ◽  
pp. 1-16
Author(s):  
Alya Ateeq Al Remeithi ◽  
Syed Zamberi Ahmad
Keyword(s):  
Career Development ◽  
Change Management ◽  
Change Process ◽  
Online Courses ◽  
Development Program ◽  
Training And Development ◽  
Content Type ◽  
Employee Resistance ◽  
Crown Prince

Learning outcomes This case study focuses on change management and employee resistance when implementing a new initiative. The case may be helpful to students to clarify their understanding of the following: the importance of employee involvement in the change management process in the government sector. Understand how to help employees to deal with change more effectively, maintaining their commitment and bringing them successfully through the change. Understand the importance of communication during the change process. Successful approaches used when implementing change, such as the Lewin model and Kotter 8. The obstacles to change, including resistance and adverse reactions to change and connecting employees, as well as the causes of resistance when implementing a change. Case overview/synopsis The Crown Prince’s Court is an independent government entity established in 1971, providing support to the Crown Prince of Abu Dhabi with the help of almost 300 employees. The Training and Career Development subsection headed by Sumaya Al Saedi decided to initiate an online training and development program for employees. Given that national service, maternity leave and emergency leave had led to working pressure and less training and development for the employees, Sumaya and her team realized that few employees were registering for the course and few of those that did register actually completed their course. Several causes were identified that had led to employees avoiding the online courses. Work pressure and technical issues were among the most salient reasons that kept registered employees from completing the course. The lack of policies at an institutional level to aid changes in training structures reduced the number of employees who felt that they could register for the courses. Therefore, Sumaya and her team had to decide how to attract their employees to online courses and how to support them. Complexity academic level This case study was written for Change Management courses in Bachelor of Business Administration programs. This case examines employee resistance to change when implementing a new system. It can, therefore, be used for undergraduate-level courses. As it concerns employees during the implementation of changes, this case study can be used to help students develop their planning and implementation skills. By focusing on internal departmental challenges, students are introduced to the change process of implementing an initiative and how to deal with employees in the organization. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.

scholarly journals Training and development

2017 ◽  
Vol 12 (1) ◽  
pp. 36-51 ◽  
Author(s):  
Caroline Ann Rowland ◽  
Roger David Hall ◽  
Ikhlas Altarawneh
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Banking Sector ◽  
Training And Development ◽  
Strategic Human Resource Management ◽  
Senior Managers ◽  
Content Type ◽  
Human Resource Strategy ◽  
Strategy Performance ◽  
And Training

Purpose The purpose of this paper is to explore the relationship between organizational strategy, performance management and training and development in the context of the Jordanian banking sector. Design/methodology/approach Models of strategic human resource management developed in the west are considered for their relevance in Jordan. A mixed methods approach is adopted employing interviews with senior managers and training and development managers, employee questionnaires and documentary analysis. It examines all banks in Jordan including foreign and Islamic banks. Findings Findings indicate that training and development is not driven by human resource strategy and that it is reactive rather than proactive. Training and development does improve skills, knowledge, attitudes and behaviors but there is little evidence that it increases commitment and satisfaction nor that it contributes to strategic aims in any significant way. The linkages between strategy and training and development are not explicit and strategies are not interpreted through performance management systems. Consequently there is a lack of integration in organizational HR systems and the measurable contribution of training and development to competitive advantage is minimal Practical implications The paper offers suggestions as to how greater integration between strategy, performance management and training and development might be achieved in the Jordanian context. Originality/value This paper is the first detailed empirical study of training and development in Jordan to include considerations of transferability of western models to an Arab culture.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

Keperluan Latihan Dan Pendidikan Berterusan Ke Arah Pembangunan Usahawan Muslim Berteraskan Nilai Islam Di Malaysia

2011 ◽  
Author(s):  
Buerah Tunggak ◽  
Hussin Salamon ◽  
Baharin Abu
Keyword(s):  
Development Program ◽  
Training And Development ◽  
Business Culture ◽  
Management Skills ◽  
Continuous Education ◽  
Life Long Learning ◽  
Islamic Business Ethics ◽  
Medium Enterprise ◽  
And Training ◽  
Islamic Values

Aspek yang perlu diberi tumpuan dalam usaha mendidik dan membangun usahawan bumiputera Muslim, antaranya ialah sikap usahawan, kemahiran mengurus dan program pendidikan dan latihan yang berterusan. Kegagalan dalam tiga aspek ini akan menghalang daya tahan dan daya saing usahawan bumiputera Muslim berbanding usahawan bangsa lain. Usaha melahirkan usahawan yang menghayati nilai dan etika Islam dilihat semakin mendesak memandangkan keperluan serta cabaran mendatang dan persaingan yang ada. Oleh itu kajian ini dijalankan untuk mengenal pasti keperluan pendidikan berterusan dalam memantapkan budaya niaga dan pembangunan keusahawanan Bumiputera Muslim PKS. Data kajian diperolehi melalui borang soal selidik dan temu bual bersama usahawan PKS yang menerima pembiayaan MARA di negeri Johor. Rresponden lain yang terlibat adalah usahawan Bumiputera PKS yang bukan penerima pembiayaan MARA, Pegawai MARA daerah yang mengelolakan pembiayaan, program latihan dan pembangunan serta usahawan Bumiputera yang berjaya. Dapatan kajian menunjukkan faktor kritikal kelemahan usahawan bumiputera adalah dipengaruhi oleh latar belakang dan pengalaman individu, sikap, nilai dan etika keusahawanan, pengetahuan dan kemahiran pengurusan, program pendidikan dan pembangunan keusahawanan dan desakan ‘birokrasi’ dan persekitaran. Kajian ini juga mengemukakan satu model pendidikan, latihan dan pembangunan usahawan Bumiputera Muslim berteraskan nilai dan etika Islam. Kata kunci: Pembelajaran sepanjang hayat; keusahawanan; Bumiputera Muslim; perusahaan kecil dan sederhana (PKS) Aspects need to focus in educating and developing Muslim bumiputera entrepreneurs, among others are their attitudes, management skills and continuous education and training programs. Neglecting these three aspects could jeopardise sustainability of Muslim bumiputera entrepreneur as compared to entrepreneur of other races. Simultaneously efforts of inculcating Muslim bumiputera entrepreneur with Islamic business ethics are timely as to make them stay competitive in facing with the current business challenge. Thus this study is to identify the need of continuous education program in strengthening praise able business culture in developing SME Muslim bumiputera entrepreneurs. The data in this study are obtained through interviewing and circulating a set of questionnaire to SME bumiputera entrepreneurs who received sponsor from MARA in the state of Johor as well as those whom do not receive sponsor from MARA. Besides, few official from MARA who are responsible on handling the loan and training were also selected as respondents in this research. The finding of the research shows that critical factors that contribute to the weaknesses of bumiputera entrepreneurs are their background, experience, ethic value and attitude towards entrepreneurship, knowledge and management skill, education and entrepreneur’s development program and bureaucracy. This study proposed a model of education, entrepreneur training and development program base on Islamic values and ethics. Key words: Life long learning; entrepreneurship; Muslim bumiputera; small and medium enterprise (SME)

Comparative advantages of school and workplace environment in skill acquisition

2017 ◽  
Vol 5 (1) ◽  
pp. 6-29 ◽  
Author(s):  
Thomas Bolli ◽  
Ursula Renold
Keyword(s):  
Human Resource ◽  
Skill Acquisition ◽  
Organizational Design ◽  
Business Processes ◽  
Soft Skills ◽  
Tertiary Education ◽  
Education And Training ◽  
Optimal Choice ◽  
Content Type ◽  
And Training

Purpose The purpose of this paper is to shed light on the questions as to how important skills are; which skills can best be learned at school, and which skills can be acquired better in the workplace. Design/methodology/approach The authors exploit data from a survey among professional tertiary education and training business administration students and their employers in Switzerland. Findings The authors find that skills used in the business processes strategic management, human resource management, organizational design, and project management are most suitable to be taught in school. However, the results further suggest that soft skills can be acquired more effectively in the workplace than at school. The only exceptions are analytical thinking, joy of learning and organizational soft skills, for which school and workplace are similarly suitable. Practical implications The paper provides empirical evidence regarding the optimal choice of the learning place for both human resource managers as well as educational decision makers who aim to combine education and training, e.g. in an apprenticeship. Originality/value Little evidence regarding the optimal learning place exists.

A competency framework for contractual workers of manufacturing sector

2019 ◽  
Vol 51 (3) ◽  
pp. 152-164 ◽  
Author(s):  
Musarrat Shaheen ◽  
MD Sikandar Azam ◽  
Mahesh Kumar Soma ◽  
T. Jagan Mohan Kumar
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Manufacturing Sector ◽  
Empirical Studies ◽  
Training And Development ◽  
Content Type ◽  
Competency Based ◽  
And Performance ◽  
Recruitment And Selection ◽  
Depth Interviews

PurposeThe purpose of this paper is to develop a competency dictionary and model for contractual workers of the steel manufacturing sector of India.Design/methodology/approachIn-depth interviews with 30 supervisors and behavioral events interviews (BEIs) with 40 contractual workers were conducted to identify and validate the competencies of the contractual workers.FindingsThe competencies identified are arranged according to the similarity and dissimilarity between it under three broad categories of competencies, i.e., knowledge, skills and attitudes. These categories are used to develop a competency dictionary which has behavioral indicators, and a framework that can be used to map and evaluate the competencies.Practical implicationsThe competency dictionary and the framework developed in the present study will assist human resource practitioners in implementing competency-based human resource processes such as recruitment and selection, training and development and performance management for the contractual workers in the manufacturing sector.Originality/valueThe present study is among the few empirical studies that provide a competency dictionary and a framework of contractual workers in the manufacturing sector of India.

Human capital challenges in the events industry of Canada: finding innovative solutions

2017 ◽  
Vol 9 (4) ◽  
pp. 424-432 ◽  
Author(s):  
Heather Clark ◽  
Frederic Dimanche ◽  
Rebecca Cotter ◽  
Donna Lee-Rosen
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Skills Training ◽  
Life Balance ◽  
Content Type ◽  
Innovative Solutions ◽  
Future Events ◽  
Educator Perspectives ◽  
And Training ◽  
Practical Implications

Purpose This paper aims to provide perspectives on human capital challenges for the events industry in Canada. Industry and educator perspectives are featured in two segments of the paper. Design/methodology/approach This paper provides an overview of the events sector in Canada and includes a literature review clarifying key definitions and terms. Industry and educator perspectives highlight ongoing discussions related to some of the human capital challenges identified in the paper. Findings This paper explores challenges related to human capital such as the pressures of working in the events industry and finding a work – life balance given the demands of the profession. Human capital challenges related to the preparedness of professionals and the need for continued certification and training are also discussed. A potential solution considers licensing and industry-wide certification. Consideration of the benefits and requirements of industry-wide certification and licensing is ongoing. Practical implications This paper emphasizes the need for cooperation between industry and educators to ensure that new events professionals have the necessary skills training and can recognize the need to contribute to the events industry throughout their careers. Originality/value This paper considers perspectives from education and industry and emphasizes challenges that are relevant and current for existing and future events professionals in Canada.

scholarly journals Impact of Training and Competence on Performance moderated by the Lecturer Career Development Program in Palembang, Indonesia

2020 ◽  
Vol 4 (03) ◽  
Author(s):  
Garaika Garaika
Keyword(s):  
Career Development ◽  
Development Program ◽  
Survey Method ◽  
Significant Positive Effect ◽  
Independent Variables ◽  
Random Samples ◽  
Key Word ◽  
Career Development Program ◽  
Positive Effect ◽  
And Training

The existence of this study is to find out whether job training, competence and career development can affect performance, and in this study career development as a moderating variable for the training and competency variables of lecturers in Palembang, Indonesia. The population in this study were college lecturers in Palembang, Indonesia. The sample in this study was 100 respondents who were random samples from college lecturers in Palembang, Indonesia. To see the magnitude of the coefficient of influence between research variables, a survey method with a questionnaire was used. Training, competence, and career development as independent variables. While performance is the dependent variable. The results of this study indicate the significant positive effect of training on career development, the significant positive effect of competence on career development, the insignificant positive effect of training on performance, the significant positive effect of competence on performance and the significant positive effect of career development on performance. Higher education institutions in Palembang, Indonesia are expected to provide clarity on the career development of lecturers through (mutation, selection, placement, education, and training), then consistently given training through (seminars) by bringing in experienced instructors, providing material and quality methods, as well as enhancing the competence of lecturers to increase their knowledge, understanding, abilities, skills, attitudes and interests in accordance with their fields of science. Key Word : Training, Competence, Career Development, Performance

scholarly journals ENHANCING CAREER COMMITMENT: THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Khulida Kirana Yahya ◽  
Fee-Yean Tan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Career Commitment ◽  
Training And Development ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
The Relationship ◽  
And Training

The purpose of this study is to examine the relationship between human resource management(HRM) practices (training and development, compensation and promotion) with careercommitment. Data was gathered through questionnaire from 253 employees of a multinationalcompany in Malaysia. The regression results indicated that compensation, and training anddevelopment were significant predictors to enhance career commitment. The results alsosuggested that compensation was the most important factor that influence career commitmentfollowed by training and development.Keywords: Career Commitment; HRM Practices; Training and Development; Compensation;Promotion.

Mitigating workplace adversity through employee resilience

2020 ◽  
Vol 19 (6) ◽  
pp. 279-283
Author(s):  
Stephanie Douglas
Keyword(s):  
Social Support ◽  
Organizational Performance ◽  
Human Resource ◽  
Design Methodology ◽  
Training And Development ◽  
Job Design ◽  
Review Of The Literature ◽  
Negative Effects ◽  
Content Type ◽  
Practical Implications

Purpose This paper aims to present the how resilience can mitigate workplace adversity and human resource practices (HRPs) to build capacity for resilience in employees. Design/methodology/approach A review of the literature was conducted for employee resilience. Findings Resilience can mitigate the negative effects of occupational and workplace adversity on employees. HRPs through job design, training and development and social support were found to foster capacity for resilience in employees and support organizational performance. Practical implications Organizations can use the findings to build organizational and human resource (HR) strategies to develop employee resilience. Originality/value The value of the paper is in presenting how employee resilience can lessen negative effects from workplace adversity and provide HR strategies to build resilience.

Sign in / Sign up

Export Citation Format

Share Document