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.

The Role of Modern Education in Improving Business Performance

2018 ◽  
pp. 1104-1119
Author(s):  
Mohammad Ayub Khan
Keyword(s):  
Education System ◽  
Business Performance ◽  
Positive Relationship ◽  
Business Organizations ◽  
Development Programs ◽  
Modern Education ◽  
Capital Development ◽  
The Relationship ◽  
A Company

This chapter analyzes the relationship between the modern education system and business performance in a theoretical manner. Business organizations who invest in the modern education system in order to educate (knowledge development) and train (skilling and re-skilling) their workforce should know that there is a positive relationship between the modern education system and business performance. It is encouraging news for the business organizations who invest enough efforts on human capital development programs. For the readers to understand the term of positive relationship between the modern education system and business performance, it simply refers to the recognition that an increase in investment on the modern education system by a company will improve its (the company's) business performance. Therefore, institutions of higher education including business schools should invest more in technology-based education systems in order to provide education and training programs to their corporate clients.

The Role of Modern Education in Improving Business Performance

2014 ◽  
pp. 147-161
Author(s):  
Mohammad Ayub Khan
Keyword(s):  
Education System ◽  
Business Performance ◽  
Positive Relationship ◽  
Business Organizations ◽  
Development Programs ◽  
Modern Education ◽  
Capital Development ◽  
The Relationship ◽  
A Company

This chapter analyzes the relationship between the modern education system and business performance in a theoretical manner. Business organizations who invest in the modern education system in order to educate (knowledge development) and train (skilling and re-skilling) their workforce should know that there is a positive relationship between the modern education system and business performance. It is encouraging news for the business organizations who invest enough efforts on human capital development programs. For the readers to understand the term of positive relationship between the modern education system and business performance, it simply refers to the recognition that an increase in investment on the modern education system by a company will improve its (the company's) business performance. Therefore, institutions of higher education including business schools should invest more in technology-based education systems in order to provide education and training programs to their corporate clients.

VALUE-SEMANTIC ECONOMY

ASJ. ◽  
2020 ◽  
Vol 1 (40) ◽  
pp. 53-57
Author(s):  
A.V. Kurbatov A.V., ◽  
L.A. Kurbatova
Keyword(s):  
Human Capital ◽  
High Efficiency ◽  
Human Capital Development ◽  
Capital Theory ◽  
The Sustainable Development ◽  
External Resources ◽  
Internal Resources ◽  
Value Determination ◽  
High Dynamics ◽  
Capital Development

The continuing build-up in the speed of deepening of the global economic crisis, driven by just as fast drop in quantity of the external resources calculated per inhabitant of our planet, forces us to refer to internal resources in order to prevent the irreversible losses, to overcome the crisis and ensure the sustainable development. Beginning from the second half of the 20-th century, the hopes for efficient deployment of internal resources have been laid on the development of the human-capital theory. However, despite the intensive change in perception of the very concept of "human capital" and a wide scope of innovative models of its practical application, aimed at bringing the economy out of stagnation, the desired outcome is not achieved. The trend of transferring of the bulk of investments to human capital, at the expense of the share of investments spent on increased production, has proved insufficient. The analysis of causes of ultra-high risks of investments in increase of human capital has helped to determine that the models, which are used currently, do not take into account some of the fundamental patterns, which ensure the high efficiency of investment in human capital. Most of the models are based on application of the methods of situational governance, which, at best, have a short-term positive effect. This trend results from the insufficient awareness of managers of the fundamental patterns of human capital development, which deprives the investors of the possibility to benefit from the optimal combination of the situational governance with relevant long-term programs, which can steadily increase human capital. The researches of the fundamental patterns of human capital development have shown, that the main factor for achieving the high efficiency of investment in human capital is the correct organization of the processes of value determination of the subjects of economic activity and the transition from the value determination to value-semantic determination, thus ensuring guaranteed attainment of goals along with high dynamics of resources. The work presented here is dedicated to the method of managing the quality of human capital, which is hereafter referred to as value-semantic economy.

scholarly journals Does human capital development matter in FDI location decisions? A case for Austria

2015 ◽  
Vol 5 (3) ◽  
pp. 26-35
Author(s):  
Kunofiwa Tsaurai
Keyword(s):  
Human Capital ◽  
Causal Relation ◽  
The Other ◽  
Location Decisions ◽  
Human Capital Development ◽  
Correction Model ◽  
Long Run ◽  
Causality Relationship ◽  
Capital Development ◽  
The Relationship

This paper investigates the relationship between human capital development and foreign direct investment (FDI). In particular, the direction of causality between these two variables is the main focus of this study. This study has been necessitated by the failure by many previous researchers to concur on the causal relationship between FDI and human capital development. Some authors argue that there is a uni-directional causality relationship running from FDI to human capital development whilst others are saying the causality runs the other way round from human capital development to FDI. The other group of authors says there is a bi-directional relationship between these two variables whilst the fourth and last group of authors maintains that there exist no causal relation at all between FDI and human capital development. Using the lagged error correction model (ECM), the study observed that FDI measured by FDI, net inflows (% of GDP) was Granger caused by human capital development (proxied by pupil-teacher ratio) both in the short and long run. However, the null hypothesis which says that FDI Granger caused human capital development was rejected both in the short and long run. The author therefore recommends the intensification of teacher-pupil ratio improvement programmes in order not only to increase FDI inflow but to ensure Austria benefits from that increased FDI inflow

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.

Demographic Changes and Equal Employment Opportunity Legislation

2012 ◽  
pp. 288-305
Author(s):  
Shani D. Carter
Keyword(s):  
United States ◽  
Labor Force ◽  
Human Resource Development ◽  
Equal Employment Opportunity ◽  
Training And Development ◽  
Employment Opportunity ◽  
Development Programs ◽  
Equal Employment ◽  
Federal Laws ◽  
The Relationship

This chapter reviews the relationship between a selection of United States federal laws and Human Resource Development (HRD). The chapter specifically reviews United States federal Equal Employment Opportunity (EEO) laws related to race, gender, age, and national origin, discusses how the passage of these laws led to an increased diversity of the labor force, and demonstrates how utilizing this legislation can improve the research and practice of HRD. A comprehensive group of employment laws were passed between 1960 and 2000, and data from the U.S. Departments of Labor and Census indicate that these laws have served to substantially increase the percentage of minorities and women in the labor force. This increasing diversity requires practitioners to rethink the methods they use to deliver training and development programs to employees. In addition, researchers should examine how the increase in diversity impacts all areas of HRD, such as training, mentoring, and work-life balance.

Crisis Situation and Financial Planning for Sustainability

2021 ◽  
pp. 59-82
Author(s):  
Jarmila Duháček Šebestová
Keyword(s):  
Financial Planning ◽  
Research Data ◽  
Financial Resources ◽  
The Czech Republic ◽  
Financial Decisions ◽  
Internal Resources ◽  
Money Flows ◽  
Business Conditions ◽  
The Relationship ◽  
A Company

In any crisis or uncertain situation, it is necessary to carefully decide about three main points: when, what to invest, and which financial sources will be used. A profit reinvestment would be an effective and safe way of circulating money flows in a company. The first wave of COVID-19 has changed business conditions not only in the Czech Republic, but also it has an influence on financial decisions of entrepreneurs on how to use financial resources in individual segments of the company. The main goal of this chapter is to compare the reinvestment behavior in the company before the crisis based on primary research data (at least 425 respondents). The chapter includes results of different preferences influenced by COVID-19 uncertainty, and factor analysis has shown that availability of internal resources was important to survive restrictions and to be able to continue in financial planning to sustainably develop the business. Unfortunately, the relationship between business experience and main motives to invest wasn't confirmed.

Trickle-down effect of benevolent leadership on unethical employee behavior: a cross-level moderated mediation model

2020 ◽  
Vol 41 (6) ◽  
pp. 721-740
Author(s):  
Jiang Rui ◽  
Lin Xinqi
Keyword(s):  
Ethical Climate ◽  
Organizational Context ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Employee Behavior ◽  
Content Type ◽  
Benevolent Leadership ◽  
Supervisor Leadership ◽  
The Relationship ◽  
Trickle Down

PurposeConducting research on the relationship between benevolent leadership and unethical employee behavior can help us find solutions to reduce unethical employee behavior. This paper also discusses how the benevolent manager leadership can be transmitted to the employee's unethical behavior through the benevolent supervisor leadership and the moderating effect of LMX and ethical climate.Design/methodology/approachThrough a questionnaire survey of 406 pairs of leaders, supervisor and employees, the authors use data aggregation test, confirmatory factor analysis, descriptive statistics and multilevel model (HLM) to test our hypothesis.Findings(1) Manager supervisor leadership is negatively related to unethical employee behavior, (2) benevolent supervisor leadership mediates the relationship between benevolent manager leadership and unethical employee behavior, (3) LMX positively moderates the relationship between benevolent manager leadership and benevolent supervisor leadership and moderates the mediating effect of benevolent supervisor leadership, and (4) ethical climate positively moderates the relationship between benevolent supervisor leadership and unethical employee behavior and moderates the mediating effect of benevolent supervisor leadership.Originality/valueFirst, based on previous studies, this study further proves that benevolent leadership is a popular positive leadership among the three dimensions of paternalistic leadership that extends its influence to unethical employee behavior. Second, the study traces the source of the benevolent leadership of employees' supervisors and reveals the action mechanism of how benevolent manager leadership affects unethical employee behavior (trickle-down effect). LMX and the ethical climate provide the organizational context of the trickle-down effect and the occurrence of unethical employee behavior.

Born Global in Singapore

2019 ◽  
pp. 182-222
Author(s):  
Kathryn C. Ibata-Arens
Keyword(s):  
Human Capital ◽  
New Technology ◽  
Critical Mass ◽  
Small Population ◽  
Developmental Model ◽  
Development Programs ◽  
Human Capital Development ◽  
Malay Population ◽  
Capital Development ◽  
Productivity Gains

Singapore’s developmental model had to be based within its multiethnic Chinese, Indian, and Malay population and from its very inception was global in outlook. Its meritocratic Economic Development Board (EDB) and Agency for Science, Technology and Research (A*STAR) tied inward FDI to domestic human-capital development and redistribution of internationally derived wealth to its domestic population. Its “guppies to whales” human-capital development programs contributed to productivity gains through attracting the region’s best and brightest STEM youth and offering them citizenship. While the Singaporean city-state’s small population has proven an impediment to establishing a critical mass of new technology entrepreneurs, open immigration policies have the potential to fast-track future developments. However, indigenous Singaporeans have been displaced in this process.

Sign in / Sign up

Export Citation Format

Share Document