Exploring HECM counselors’ fraud awareness and training

2014 ◽  
Vol 21 (4) ◽  
pp. 484-494
Author(s):  
Martin C. Seay ◽  
Andrew T. Carswell ◽  
Melissa Wilmarth ◽  
Lloyd G. Zimmerman
Keyword(s):  
Home Equity ◽  
Reverse Mortgage ◽  
Content Type ◽  
Mortgage Fraud ◽  
Federal Housing ◽  
Home Equity Conversion Mortgage ◽  
Reverse Mortgages ◽  
Fraudulent Activity ◽  
And Training

Purpose – The purpose of this research was to explore the growth of Home Equity Conversion Mortgage (HECM) fraud and the role of housing counselors in its identification and prevention. HECMs are the Federal Housing Administration endorsed version of a reverse mortgage and represent the majority of reverse mortgages on the market. Design/methodology/approach – To investigate HECM counselor’s training, and their ability to detect fraudulent activity, a survey was constructed and distributed nationwide using HUD’s publicly available roster of qualified agencies and counselors. The survey consisted of three main sections agency and respondent information including HECM certification process, typical interactions with clients, and mortgage fraud and HECM fraud. Findings – Responses indicate that HECM counselors have limited awareness of and training in identifying fraudulent activities. Originality/value – The case is made that additional training is needed to raise awareness among counselors so that they might better serve their clients. Given the sizable population that may legitimately need HECMs, it is important to improve awareness and provide training to detect fraudulent schemes and prevent this type of deception from occurring.

scholarly journals International Real Estate Review

2019 ◽  
Vol 22 (2) ◽  
pp. 169-196
Author(s):  
Shan Jiang ◽  
◽  
Chen L. Miller ◽  
Keyword(s):  
Interest Rate ◽  
The United States ◽  
Home Equity ◽  
Macroeconomic Conditions ◽  
Federal Housing ◽  
Home Equity Conversion Mortgage ◽  
Reverse Mortgages ◽  
And Gender ◽  
The Interest Rate ◽  
In The Beginning

Reverse mortgages generally have open maturity dates. The variability of the exact termination time of a mortgage is one of the most important risks faced by the lenders and mortgage insurers. This paper analyzes the termination experience of reverse mortgages in the United States (US). We find that reverse mortgages can be terminated by three distinct events: refinancing, mortality and mobility. Using the Federal Housing Administration (FHA) insured Home Equity Conversion Mortgage (HECM) loan data, we estimate the probability of the termination through individual events. The results show that refinance termination and other termination events are driven by different factors. Refinances are mainly driven by macroeconomic conditions, such as the appreciation of the house value and decline in interest rate, and usually done in the beginning years of the loan origination. Mortality terminations follow closely the US mortality tables, which are governed by age and gender. Mobility termination shares a similar pattern with mortality termination, especially in the later years of the loan life. Meanwhile, the initial cash drawdown pattern has significant but different impacts on each type of termination. By separating refinance termination from the two other types of terminations, we show that refinance termination slows down when the interest rate starts to rise. Without separating refinance termination, HECM investors could over-project the number of future HECM terminations in a rising interest rate scenario and result in loss of funds.

Volunteering drivers and continuation will: the role of engagement

2019 ◽  
Vol 38 (5) ◽  
pp. 405-420 ◽  
Author(s):  
Mohammed Aboramadan ◽  
Abderrahman Hassi ◽  
Hatem Jamil Alharazin ◽  
Khalid Abed Dahleez ◽  
Belal Albashiti
Keyword(s):  
Nonprofit Organizations ◽  
Work Engagement ◽  
Structural Equations ◽  
Content Type ◽  
Theoretical Perspectives ◽  
Using Data ◽  
The Relationship ◽  
And Training ◽  
Practical Implications

Purpose As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work engagement on volunteer continuation will. Design/methodology/approach Building on empirical and theoretical perspectives, the authors hypothesized that work engagement mediates the relationship between volunteering drivers and volunteer continuation will. To verify our hypotheses, we examined data collected from 372 active volunteers from Palestinian nonprofit organizations. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform to investigate direct and indirect effects. Findings The results of the study show that work engagement is a significant predictor of volunteer continuation will; mediates the relationship between career driver of volunteering and volunteer continuation will; and mediates the relationship between the protective driver of volunteering and volunteer continuation will. Research limitations/implications The research design limits establishing cause and effect relationships among the examined variables. Practical implications The results of the current study may be of use for nonprofit organizations managers formulating effective recruitment and training policies to retain their volunteers. Originality/value The paper contributes to the limited empirical body of the volunteering research. The study is novel as it is one of the few studies conducted using data coming from a non-western context.

Exploring the facilitators and mediators of workforce agility: an empirical study

2016 ◽  
Vol 39 (12) ◽  
pp. 1567-1586 ◽  
Author(s):  
Ashutosh Muduli
Keyword(s):  
Organizational Learning ◽  
Psychological Empowerment ◽  
Business Environment ◽  
Team Work ◽  
Organizational Practices ◽  
Content Type ◽  
Workforce Agility ◽  
Training Compensation ◽  
And Training

Purpose Recognizing that very less number of research has been conducted on workforce agility, the current research aimed to examine the impact of organizational practices in the form of organizational learning and training, compensation, involvement, team work and information system (IS) on workforce agility. Influenced by the “Black Box” approach, the study also examined the role of psychological empowerment as a mechanism mediating the relationship between organizational practices and workforce agility. Design/methodology/approach The study has been conducted in selective Indian industries, representing manufacturing and service sector across public and private sectors. Quantitative and qualitative data have been collected from both executives and non-executives through reliable instruments validated in Indian context. Data have been analyzed using descriptive analysis, canonical correlation analysis and multiple regression. Findings Findings that organizational practices significantly related to workforce agility prove that organizational practices are capable of improving the agile attributes and behavior of the workforce. In detail, team work has the greatest influence on workforce agility, followed by Reward system, employee involvement, organizational learning and training and ISs. Further, the study result also proved the mediating role of psychological empowerment between organizational practices and workforce agility. Practical implications Organizations are to design practices related to organizational learning and training, compensation, involvement, team work and IS and implement them efficiently and effectively to enable agility within the workforce, as an agile workforce can only respond proactively to a volatile, uncertain, complex and ambiguous business environment. Further, the result also suggests that managers should design the organizational practices capable of enhancing psychological empowerment, as the combination can deliver better workforce agility. Originality/value The research is useful considering very less number of research on workforce agility.

Portuguese research shows value of entrepreneurial training in developing necessary skills

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Entrepreneurship Education ◽  
Education And Training ◽  
Content Type ◽  
The North ◽  
Entrepreneurial Skills ◽  
The Creation ◽  
Entrepreneurial Training ◽  
Training Programmes ◽  
And Training

Purpose The goal was to study how entrepreneurship education and training programmes (EETPs) influence the development of entrepreneurial competencies and creation of business venture Design/methodology/approach The authors tested a series of hypotheses on the EETPs designed for the Sabor Entrepreneurship Programme (SEP), in northern Portugal. They used a detailed questionnaire. At the time of the research (2018), the SEP had had five editions across Sabor’s five municipalities. The main aim of the EETPs was to train participants to run their own companies. Findings The study showed that the entrepreneurship education and training programmes (EETP) developed in the Sabor Region in the north helped participants to develop entrepreneurial skills. Despite these positive results, the researchers were unable to prove statistically that the programme had a definite influence on the creation of companies. Too many other factors, such as financing, bureaucracy and access to information proved critical in the formation of new businesses. Originality/value The researchers were motivated to carry out their research because EETPs have been rapidly expanding throughout the world, but there is no consensus about their effectiveness, or about the best elements to include. To bridge the gaps, the authors examined the role of EETPs in the development of entrepreneurial skills and the creation of businesses.

scholarly journals Workplace information literacy: a bridge to the development of innovative work behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lyndsey Middleton ◽  
Hazel Hall
Keyword(s):  
Information Literacy ◽  
Qualitative Data ◽  
Information Science ◽  
Content Type ◽  
Mixed Methods Approach ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
And Training

PurposeOrganisational culture and leadership, employee skills and aptitudes, access to resources, and training are regularly cited as important determinants of the development of innovative work behaviour (IWB). The purpose of the work reported in this paper was to investigate a further set of possible determinants of the development of IWB: those that are information-related.Design/methodology/approachA mixed methods approach was adopted. Quantitative and qualitative data were collected by questionnaire, interview and focus groups in three large public sector case study organisations in Scotland, Finland and England.FindingsA set of information-related determinants of the development of IWB is evidenced, adding to the list of determinants that are already well documented. Notably workplace information literacy (IL) appears to furnish a bridge between determinants of the development of IWB and workplace learning.Originality/valueThat information-related determinants may be valuable to the development of IWB has not previously merited specific consideration, nor been recognised, in the wider IWB literature. The identification of these determinants in this research should encourage researchers and professionals beyond the domain of information science to pay serious attention to IL. This is particularly important in respect of the role of workplace IL in processes that lead to new knowledge creation and innovation.

Impact of self-efficacy and retention on transfer of training

2017 ◽  
Vol 36 (10) ◽  
pp. 1270-1282 ◽  
Author(s):  
Kamran Iqbal ◽  
Ghulam Dastgeer
Keyword(s):  
Self Efficacy ◽  
Quantitative Research ◽  
Transfer Of Training ◽  
Banking Sector ◽  
Vital Role ◽  
Content Type ◽  
Motivation To Transfer ◽  
The Impact ◽  
And Training

Purpose Training plays a vital role in the success of an organization as it provides the employees an opportunity to improve their competencies. The purpose of this paper is to examine the mediating effects of motivation to transfer between self-efficacy, training retention and transfer of training. Design/methodology/approach Research hypotheses were tested using quantitative research technique. The data were collected through self-administered questionnaire from 300 employees working in the banking sector of twin cities (Rawalpindi and Islamabad), of Pakistan. In total, 215 questionnaires were finally used for analysis. Findings The findings of this study reveal that motivation to transfer mediates the relationship between self-efficacy, training retention and transfer of training. Practical implications Although previous studies have tested the impact of self-efficacy and training retention on the transfer of training, but the mechanism through which self-efficacy and retention influence transfer of training remained underexplored. Knowing the role of self-efficacy and training retention as the antecedents of motivation to transfer can help the training managers to design an effective and efficient training plan. Originality/value This study will contribute to the existing body of knowledge especially in the Pakistani context by testing the role of trainee’s characteristics in transfer of training. Also, this study has empirically tested the mediating role of motivation to transfer between trainee’s characteristics (self-efficacy and retention) and transfer of training which has not been tested before.

Firm size, ownership, training duration and training evaluation practices

2015 ◽  
Vol 39 (5) ◽  
pp. 429-455 ◽  
Author(s):  
Muhammad Ali Asadullah ◽  
Jean Marie Peretti ◽  
Arain Ghulam Ali ◽  
Marina Bourgain
Keyword(s):  
Firm Size ◽  
Training Evaluation ◽  
Mediating Effect ◽  
Firm Characteristics ◽  
Cross Sectional ◽  
Content Type ◽  
Evaluation Practices ◽  
And Training ◽  
Different Levels

Purpose – The purpose of this paper was to test the mediating role of training duration in relationship between firm characteristics and training evaluation practices. In this paper, the authors also investigated if this mediating effect differs with respect to the size of the firm. Design/methodology/approach – The authors collected data from 260 professionals of 90 call centers. Findings – The authors found that training duration mediates the relationship between firm size and training evaluation. The authors also found that indirect effect of firm size on training evaluation through training duration differs across different levels of firm size but not across different levels of ownership. Research limitations/implications – This is a cross-sectional study that emphasized on training evaluation practices only. Practical implications – The study has implication for both evaluation researchers and practitioners in terms of designing training evaluation policies and practices. Originality/value – This is the first study in its nature that explains the intervening role of training duration in relationship of firm characteristics and training evaluation practices.

Human capital, HRD and VET: the case of India

2015 ◽  
Vol 39 (7) ◽  
pp. 586-609 ◽  
Author(s):  
Eduardo Tomé ◽  
Apoorva Goyal
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Secondary Data ◽  
Content Type ◽  
National Market ◽  
Private And Public ◽  
The Government ◽  
And Training ◽  
Practical Implications

Purpose – This paper aims to analyze the role of human capital (HC), human resource development (HRD) and vocational educational and training (VET) in the emerging Indian economy. How may we define the HC, HRD and VET in India? To what extent and how as HRD investments in India contributed to India’s recent economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries? Design/methodology/approach – To achieve that goal, the authors use a model of the HC, HRD and VET national market. Specifically, they divide the analysis in four broad stages: stocks, investments and outcomes; supply, demand, price and quantity; needs; and private and public forces. Findings – The authors conclude that the India’s HC, HRD and VET have been growing and will have to grow even more, for India to become developed. Currently, the urgency is even greater in the HRD and VET side than in the education side. The government goals for 2022 are immense, and the raise in the HRD and VET in India that is aimed will effectively change India’s economy and society. Research limitations/implications – The authors only use secondary data. They believe that a deeper and very detailed study on all the States of India could be made, following this paper. Also, the analysis could be replicated for the other BRICS. Practical implications – India HRD and VET market is described as being one of the major India’s problems of today and promises of tomorrow. Social implications – Today, only around ten million of India’s citizens receive HRD and VET annually. This number is to be multiplied between 20 and 50 times. This change will change India’s economy and society. Originality/value – Also, the authors believe that the paper is original because it analyzes India’s HC, HRD and VET with a new conceptual model.

scholarly journals Banks' support for the development of internationalization in Brazil: a perspective from Brazilian export companies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mara Mataveli ◽  
Juan Carlos Ayala ◽  
Alfonso J. Gil
Keyword(s):  
Public And Private ◽  
Banking Services ◽  
Content Type ◽  
The Sustainable Development ◽  
Access To Credit ◽  
Banking Service ◽  
Private Banks ◽  
Training Services ◽  
And Training

PurposeBanks play a crucial role in the sustainable development of exports as they finance much of the trade. Additionally, in Brazil's case, banks provide exporting companies with advisory and training services, which facilitate the internationalization process. This work aims to analyze the role of public and private banks in the export process of companies in Brazil.Design/methodology/approachInterviews are conducted with a sample of 318 Brazilian exporting companies. Two research questions are posed: What type of export services do companies use from public and private banks in Brazil? Is exporting companies' access to credit, as a type of banking service, related to their size or export experience? A descriptive study of the functions of public and private banks in helping Brazilian exports is presented. Hypotheses are proposed regarding companies' access to credit and its relationship with their size and export experience.FindingsIt is found that public and private banks in Brazil provide exporting companies with banking services, other services related to technical aspects, and export consulting. There are significant differences in access to credit in both public and private banks, depending on the exporting company's size.Originality/valueThis work contributes to the internationalization literature on the role of banks in supporting exports in an emerging country like Brazil.

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