scholarly journals Motivation and Career-Development Training Programs: Use of Regulatory Focus to Determine Program Effectiveness

2015 ◽  
Vol 5 (2) ◽  
pp. 24 ◽  
Author(s):  
Peter John Anthony ◽  
Jeffrey Weide
Keyword(s):  
Career Development ◽  
Regulatory Focus ◽  
Social Impact ◽  
Program Effectiveness ◽  
Training Programs ◽  
Project Managers ◽  
Motivational Theory ◽  
Proper Training ◽  
Effectiveness Of Training ◽  
Motivational Focus

<p>Higgins (2005) developed a motivational theory that distinguishes between two foci: preventative and promotion. Individuals with a preventative focus are motivated to complete activities due to a necessity or expectation. However, those with a promotion focus find motivation from advancement, self-improvement, or social impact. Writers typically use Higgins’ theory on workplace teams and psychology, yet the theory has usefulness for determining training program effectiveness (Carter, 2011; Freeman, 2009; Gaither, 2009; Kohn, 2009; Richmond, 2009; Whiteford, 2009). However, there is a noticeable gap between this motivational theory and how training programs are developed, particularly to meet the needs of project managers and consultants.</p> <p> </p> <p>Richmond (2009) highlighted that training is essential to the development of skill and competencies in complex and critical career paths. Project managers and consultants, particularly those tied to government projects, require a complex set of abilities in order to effectively complete projects on time and within budget. Without proper training programs, these individuals are not able to perform at the highest level possible. To explore how a project manager or consultant’s motivation can affect the effectiveness of training programs, this research study outlines the applicability of adapting career-development training programs to the learner’s motivational focus.</p>

A Study On Employee Perception On Effectiveness Of Training Programs In Myanmar Citizens Bank

2019 ◽  
Vol 118 (11) ◽  
pp. 603-618
Author(s):  
ZawZawMyint ◽  
Sandeep Poddar ◽  
Abhijit Ghosh ◽  
Amiya Bhaumik
Keyword(s):  
Research Method ◽  
Training Programs ◽  
Secondary Data ◽  
Employee Perceptions ◽  
Annual Reports ◽  
Primary Data ◽  
Roles And Responsibilities ◽  
Descriptive Research ◽  
Effectiveness Of Training ◽  
And Training

In banking industries, employees are entrusted with different roles and responsibilities, and training enables them to carry out these roles and responsibilities efficiently by let them to learn new things. Moreover, it will prepare them to take up higher responsibilities in the future. Therefore, this study focuses to analyze the employee perceptions on effectiveness of Training Programs in Myanmar Citizens Bank (MCB).  By using the descriptive research method, primary data are collected from the responsible persons and employees of MCB in head office, branches. Secondary data are gathered and scrutinized from relevant text books, records and annual reports from MCB. The research revealed that there are four kinds of training programs in MCB. Moreover, this paper revealed that MCB successfully delivered its training programs in year 2015 to 2018 and the trainees have positive perceptions on effectiveness of training programs in MCB. Based on these results, this paper pointed out the important facts that can give improvement actions for effective and efficient training programs in Myanmar Citizen Banks.

scholarly journals Scaffolding: Using Social Impact Assessment to Map Framework for Construction Stakeholders’ Engagement

2014 ◽  
Vol 32 ◽  
pp. 154-165
Author(s):  
Samuel Ekung ◽  
James Effiong
Keyword(s):  
Impact Assessment ◽  
Social Impact ◽  
Project Managers ◽  
Project Delivery ◽  
Social Risk ◽  
Monetary Incentives ◽  
Social Impact Assessment ◽  
Community Stakeholders ◽  
The Social ◽  
Industry Needs

Strategy to construction stakeholders’ engagement in Nigeria is anchored on environmental impact assessment (EIA) law. While EIA is conducted only in large projects, every project continues to witness one form of opposition or another from the community stakeholders. This study examined social impact assessment’s (SIA) procedures as a scaffold to mapping framework for construction stakeholders’ engagement. The objectives were to examine problems associated with the implementation of EIA which hitherto ought to address the social risk triggers in project delivery and to develop a framework embedded in SIA for construction stakeholders’ engagement in Nigeria. The study engaged a sample of 46 respondents comprising project managers, environmental management experts and community stakeholders in Akwa Ibom State, Nigeria in a qualitative structured interviewing. Collected data were sorted and analysed. The study reveals extant approach to stakeholders’ management failed as a result of low social context and impact mitigation are based on monetary incentives whereas there are relevant urgent needs to be satisfied. A framework integrating SIA procedures and construction stakeholder engagement strategy was also developed based on the peculiarity of the industry needs. The implication is that construction stakeholders’ management must be structured on satisfying real needs of the citizenry.

scholarly journals Assessment of Training Effectiveness Adjusted for Learning (ATEAL) Part I: Method Development and Validation

2020 ◽  
Vol 9 (5) ◽  
pp. 121
Author(s):  
Thomas Samuel ◽  
Razia Azen ◽  
Naira Campbell-Kyureghyan
Keyword(s):  
Prior Knowledge ◽  
Method Development ◽  
Training Programs ◽  
Companion Paper ◽  
Training Effectiveness ◽  
Assessment Scores ◽  
Performance Improvements ◽  
Effectiveness Of Training ◽  
Training Impact ◽  
Negative Training

Training programs are a popular method, in industry globally, to increase awareness of desired concepts to employees and employers and play a critical part in changing or supporting performance improvements. The predominant method to assess the effectiveness of training programs is to have the participants answer Multiple Choice Question (MCQ) and True/False (T/F) questions after the training; however, the metrics typically used to report the outcome of such assessments have drawbacks that make it difficult for the trainer and organization to easily identify the concepts that need more focus and those that do not. This study introduces measures of the Assessment of Training Effectiveness Adjusted for Learning (ATEAL) method, which compensate the assessment scores for prior knowledge and negative training impact in quantifying the effectiveness of each concept taught. The results of this method are compared to the results of the most popular methods currently used. A simulation of various scenarios and the training effectiveness metrics that result from them is used to illustrate the sensitivity and limitation of each method. Results show that the proposed coefficients are more sensitive in detecting prior knowledge and negative training impact. Additionally, the proposed ATEAL method provides a quick and easy way to assess the effectiveness of the training concept based on the assessment results and provides a directional guide on the changes that need to be made to improve the training program for the participants. A companion paper expands the concepts using results from actual training sessions in multiple industries.

scholarly journals Measurement of the Effectiveness of Training Programs of Private Commercial Banks in Bangladesh

2020 ◽  
Vol 2 (1-2) ◽  
pp. 68-77
Author(s):  
Sheikh Abdur Rahim ◽  
Md. Kamrul Hossain
Keyword(s):  
Regression Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Commercial Banks ◽  
Growth And Development ◽  
Training Programs ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Effectiveness Of Training ◽  
Structured Questionnaire

Training is essential to enhance the performance of employees in every organization, but it is essential to increase the performance of employees in private commercial banks in Bangladesh as they need to satisfy customers to conduct business activities successfully. The management of private commercial banks have provided various training to their employees to enhance their skills, knowledge, competency and so on. They have spent a substantial amount of budget in every year to conduct their training programs. They are continually trying to make their training program effective so that the employees can contribute more to the growth and development of their banks. Therefore, the main purpose of the study is to assess the effectiveness of the training programs of private commercial banks in Bangladesh. Structured questionnaire was used to collect the data/information from 97 bank officials randomly. Frequency distribution, correlation and multiple linear regression analysis were done to interpret the data and information in this study. The study findings show that there are some problems with the effectiveness of training programs of the private commercial banks in Bangladesh. Thus, the authors have conducted this study and provided some suggestions to the management of the banks to overcome these problems and make the training programs effective.

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.

Adaptive and Sustainable Leadership for Event Management

2021 ◽  
Author(s):  
Ahmad M. Salih ◽  
Brenda Ingram
Keyword(s):  
Training Programs ◽  
Sustainable Leadership ◽  
Event Management ◽  
Field Of Study ◽  
Study Research ◽  
Proactive Approach ◽  
Fields Of Study ◽  
Proper Training ◽  
Real Value ◽  
The Right

Event Management, as a field of study, is relatively nascent. Attempts have been made by some scholars to define a workable framework that includes collaboration from different knowledge disciplines or industry services (Getz, 2000). However, as with many other fields of study, research reacts to the phenomena happening in the outside world, and attempts to find the right solution to standardize individuals’ and organisations’ practice. While we understand the gap between academia and practice, where the latter is always advancing due to actual needs on the ground, we also believe that adopting a proactive approach in research to provide the right solutions and run proper training programs, can help to bridge this gap and provide real value to practice.

The Problem in Youth Social Entrepreneurship

Making Change ◽  
2019 ◽  
pp. 18-23
Author(s):  
Tina P. Kruse
Keyword(s):  
Social Entrepreneurship ◽  
Social Impact ◽  
Program Effectiveness ◽  
Youth Programs ◽  
Original Research ◽  
Common Language ◽  
Clear Definition ◽  
Youth Program ◽  
Proposed Model

This chapter outlines central concerns to the book’s proposed model. This chapter highlights the lack of a clear definition and a common language to drive youth social entrepreneurship’s implementation and collaboration among stakeholders. It includes a review of original research into existing youth programs to suggest a typology within the youth social entrepreneurship field. Many example programs are described to help illustrate the suggested typology. Last, this chapter discusses the significant challenges to the measurement of youth social entrepreneurship’s impact and the noted necessity to identify evidence to move the field forward. Of particular note, the location-specificity for youth program effectiveness contributes to a lack of generalizability, an issue that needs to be resolved for measuring social impact of targeted practices.

An Exploratory Study of the Current State of Career Development for Project Managers in the IT and Other Industries

2016 ◽  
pp. 1654-1673
Author(s):  
Yang Fan ◽  
Michael Thomas ◽  
Yishi Wang
Keyword(s):  
Project Management ◽  
Career Development ◽  
Work Environment ◽  
Job Training ◽  
Career Path ◽  
General Pattern ◽  
Project Managers ◽  
It Industry ◽  
Current State ◽  
Management Career

Critical to project success and job satisfaction of project managers is effective Human Resource Management (HRM). The temporary nature of projects has changed the traditional career paths for project managers and the way project-oriented companies prioritize their motivation tactics. By conducting a survey to explore a general pattern of employers' HRM practices in different industries regarding the project management career, this paper presents the fact that most employers prefer on-job training to organizational career path in motivating and retaining project manager and that there is no difference between IT industry and other industries in terms of the extent of use of on-job training and the organizational career path. These findings contribute to an in-depth understanding of the project management career path and suggest that project managers be proactive in adjusting to change in the workplace by being more autonomous in their career development decisions based on the larger work environment.

scholarly journals Lay People Training in CPR and in the Use of an Automated External Defibrillator, and Its Social Impact: A Community Health Study

2019 ◽  
Vol 16 (16) ◽  
pp. 2870 ◽  
Author(s):  
Felipe Villalobos ◽  
Albert Del Pozo ◽  
Cristina Rey-Reñones ◽  
Ester Granado-Font ◽  
David Sabaté-Lissner ◽  
...  
Keyword(s):  
Community Health ◽  
Social Impact ◽  
Survival Rates ◽  
Training Programme ◽  
Health Study ◽  
Lay People ◽  
Resuscitation Guidelines ◽  
Training Courses ◽  
Effectiveness Of Training ◽  
External Defibrillator

Out-of-hospital cardiac arrest (OHCA) mortality remains high. The best survival rates are achieved when trained people provide OHCA victims with cardiopulmonary resuscitation (CPR); however, it is estimated that only 25% of victims receive CPR. This community health study aims to evaluate the effectiveness of a training programme in basic CPR and in the use of an automatic external defibrillator (AED) on knowledge and skills for lay people, and its social impact. The training courses were based on Catalan Council of Resuscitation guidelines. Data were collected on sociodemographic characteristics, evaluation of knowledge and practical skills at baseline and at the end of the training courses, and also on the social impact of the programme. A total of 36 training courses with 482 participants were carried out, and most participants achieved a qualification of suitable. The mean score in knowledge was 3.1 ± 1.1 at baseline and 3.8 ± 1.2 (p = 0.001) at the end of the programme. Participants rated the training courses as very satisfactory, considered the training useful, and felt more qualified to respond to an emergency. This study shows that a high percentage of participants acquired skills in basic CPR and use of an AED, which confirms the usefulness and effectiveness of training courses and its important social impact.

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