scholarly journals SPECIAL LIBRARY PROFESSIONALS SATISFACTION ON ORGANIZATIONAL TRAINING FACILITIES: AN INDIAN PERSPECTIVE

2020 ◽  
Vol 4 (11) ◽  
pp. 59-67
Author(s):  
Rajashekara G.R
Keyword(s):  
Human Resource Development ◽  
Training And Development ◽  
Organizational Training ◽  
New Techniques ◽  
Level Of Satisfaction ◽  
Technological Developments ◽  
Special Library ◽  
The One ◽  
New Jobs ◽  
Library Professionals

The fast changing technological developments made the existing knowledge of special library professionals ineffective, which they had at the time of entering into the organization. Hence, professionals have to be trained to operate new techniques and equipments, to handle the Present as well as new jobs more effectively. Training is useful not only for the organizations, but also for the employees as it develops knowledge, problem-solving ability and skill of the newly recruited employees on the one hand and serves as a refresher course in updating old employees on the other hand. It aims at improving the organization’s performance through the enhanced performance of its employees. Because of these reasons training has become an integral part of human resource development in special libraries. Knowing this fact following study has been carried out to know the special library professional’s level of satisfaction on training and development provided in organization.

Impact of Training and Development Programmes on the Productivity of Employees in the Banks

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Jaspreet Kaur
Keyword(s):  
Regression Analysis ◽  
Banking Sector ◽  
Human Resources Management ◽  
Training And Development ◽  
Linear Forms ◽  
Knowledge And Skills ◽  
Resources Management ◽  
Level Of Satisfaction ◽  
Log Linear ◽  
The Impact

Manpower training and development is an important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. Training is a continuous and perennial activity. It provides employees with the knowledge and skills to perform more effectively. The study examines the opinions of trainees regarding the impact of training and development programmes on the productivity of employees in the selected banks. To evaluate the impact of training and development programmes on productivity of banking sector, multiple regression analysis was employed in both log as well as log-linear forms. Also the impact of three sets of training i.e. objectives, methods and basics on level of satisfaction of respondents with the training was also examined through employing the regression analysis in the similar manner.

scholarly journals The Effect of Smart Boards on the Cognition and Motivation of Students

2017 ◽  
Vol 7 (1) ◽  
pp. 60 ◽  
Author(s):  
Nitza Davidovitch ◽  
Roman Yavich
Keyword(s):  
Sixth Grade ◽  
Research Literature ◽  
General Level ◽  
Significant Finding ◽  
Level Of Satisfaction ◽  
Significant Difference ◽  
Technological Developments ◽  
Research Findings ◽  
Measure Change ◽  
Smart Boards

In recent years the research literature has explored technological developments in varied areas that measure change. The current study focuses on the smart board, and its purpose is to examine its effect on the school system. The study was conducted via a questionnaire completed by 130 respondents (boys and girls) in the fifth and sixth grades of two elementary schools in Jerusalem—Efrata and Tali Gilo. Smart boards were introduced in these two schools in recent years.We hypothesized that smart boards improve teaching, based on the teaching measures developed by Nira Hativa of Tel Aviv University: order and organization, level of clarity, interest, and general level of satisfaction. The study’s significant finding is that the greatest improvement since the introduction of smart boards is in the variable of clarity, and a significant difference was found in the favor of sixth grade students. Additionally, a significant difference was found in the variable of interest, in favor of the girls. All four variables appear to be interrelated, and each contributes to the student’s success and to improving the student’s learning process.The research findings illuminate the contribution of technology to teaching, through a case study of smart boards, in the dimension of clarity, found by the study to be a significant criterion of good teaching. Examination of the various technological tools in light of their contribution to the research-proven dimensions of outstanding teaching might enhance the pedagogical contribution of technological developments to teaching.

Reflections on FDA and WHO recommendations concerning clinical trials

1989 ◽  
Vol 4 (2) ◽  
pp. 117-122 ◽  
Author(s):  
J.-F. Dreyfus ◽  
D. Cremniter ◽  
J.D. Guelfi
Keyword(s):  
Clinical Trials ◽  
Drug Users ◽  
Objective Evaluation ◽  
World Health ◽  
Measuring Instruments ◽  
New Techniques ◽  
The Usa ◽  
The One ◽  
Health Organization

SummaryWe are still confronted by numerous different nosographic models and problems concerning the objective evaluation of patients progress during treatment. It is interesting to consider the consequences of this situation in psychiatry which still involves a relative diversity of practical methods used in clinical trials. The recommendations of the USA Food and Drug Administration, on the one hand, constitute a highly structured and precise reference. The World Health Organization, on the other hand, promulgates general recommendations resulting from a compromise designed to satisfy the greatest number of clinicians.Despite the apparently diverse principles and the different practical methods they propose, both those sets of recommendations have been useful in inspiring clinicians to reflect upon these different methodological approaches. The qualities of the inclusion criteria used in the study of patients and the sensitivity of the different measuring instruments have allowed psychotropic drug users as well as producers to recognize the need for a certain rigour in clinical trials.The FDA and WHO guidelines have certainly improved the quality of clinical trials in psychopharmacology. However, they also represent a source of resistance to innovation.A series of consensus meetings to first reconcile US and European points of view and later to include new techniques in the recognized sets of methods would therefore be helpful.

A Synthesis of New Perspectives on Virtual HRD

2014 ◽  
Vol 16 (3) ◽  
pp. 391-401 ◽  
Author(s):  
Rochell R. McWhorter
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Technology Development ◽  
Training And Development ◽  
Virtual Human ◽  
Special Issue ◽  
Organizational Mission ◽  
Hrd Professionals ◽  
Contemporary Technology

The Problem A number of new perspectives of virtual human resource development (VHRD) have been provided in this issue of Advances in Developing Human Resources ( ADHR) that warrant further discussion. As VHRD is still a nascent area of inquiry in HRD, professionals need more explanatory examples and solutions to consider for determining their own role in working with people and technology. The Solution This article offers a synthesis of key constructs of VHRD from the articles in this special issue. Also, it provides a discussion around two different modes of technology development (TD) needed by HRD professionals in the contemporary technology-enabled environment afforded by VHRD. And, the integration of TD in addition to career development, training and development, and organization development is essential to the future of HRD and is discussed herein. The Stakeholders This article targets primarily practitioners interested in VHRD interventions and processes. It encourages the reader to examine the commonalities across the articles in this issue of ADHR and also to consider the new skills required for HRD professionals when seeking to align organizational mission with all levels of the organization.

scholarly journals Exploring the influence of training and development on employee’s performance: Empirical evidence from the Indian tourism industry

2022 ◽  
Vol 12 (2) ◽  
pp. 89-100 ◽  
Author(s):  
Mohd Arwab ◽  
Jamal Abdul Nasir Ansari ◽  
Mohd Azhar ◽  
Mohd Ashraf Ali
Keyword(s):  
Human Resource Development ◽  
Structural Equation ◽  
Employee Performance ◽  
Strong Relationship ◽  
Training And Development ◽  
Theoretical Explanation ◽  
Tourism Industry ◽  
Travel And Tourism ◽  
Different Dimensions ◽  
Travel Industry

The aim of this paper is to explore the influence of training and development on employee’s performance through different dimensions. Moreover, this study proposes a model in the area of human resource development to be used for testing and improving the performance of employees in the Indian travel and tourism sector. An integrated model was developed highlighting the relationship between the training and development and employee performance. Using the sample of 146 employees, structural equation modelling (SEM) was employed to validate the hypothesized relationship by evaluating the responses of employees working in the Indian travel agencies. The findings of this study demonstrate a strong relationship between training and development and employee performance in the travel industry and also can be used by managers and HR professionals for organizing exclusive training programs for improving employee's performance based on the dimensions used in this paper. The present study provides an empirical and theoretical explanation of different dimensions associated with training and development and employee performance, especially in the Indian tourism industry.

scholarly journals The role of organizational learning climate and individual's learning goal orientation in training and development activity participation of R&D organization employees

2013 ◽  
Vol 26 (2) ◽  
pp. 177-194
Author(s):  
Sunhee Lee
Keyword(s):  
Organizational Learning ◽  
Goal Orientation ◽  
Training And Development ◽  
Future Research ◽  
Learning Climate ◽  
Formal Training ◽  
Organizational Training ◽  
Development Activity ◽  
Learning Goal ◽  
Learning Goal Orientation

The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.

scholarly journals RAZVOJ LJUDSKIH RESURSA KAO PREDUSLOV ORGANIZACIONE USPJEŠNOSTI / HUMAN RESOURCE DEVELOPMENT AS A CONDITION OF ORGANIZATIONAL SUCCESS

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Željko M. Radosavac
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Training And Development ◽  
Continuous Training ◽  
Use Of Resources ◽  
Wide Range

Contemporary business conditions do not impose only need for adjustment of the organization but also the need for adjustment of employees. Human resources, manifested through individual knowledge, skills, individual qualities and achievements, is the basis of competitive advantage of organizations and the main resource for the survival, the growth and development of modern organizations. Treating employees as a decisive factor for the success of organizations, it follows that their primary duty is to provide, maintain and develop the best people through the wide range of human resource activities. Thus, Human Resource Development, designated as a key activity for achieving the projected goals of the organization, can be defined as a set of systematic and planned activities appointed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Employees are increasingly accepting the reality that education becomes their responsibility in order to develop their full working potential and to ensure self employment opportunities. On the other hand, encouraging educational programs, organizations strive not only to meet the business needs for education of employees, but also their interests, creating and developing the climate of continuous learning and dissemination of knowledge in all areas. To what extent will the organization attach importance to certain practices that guide and encourage staff development depends on its current situation, activities, goals and adopted development strategy. Adequate choice, the assignment according to their abilities and affinities, continuous training and education, are generally accepted methods without which the development of employees is not possible. The American Society for Training and Development (ASTD) estimates that U.S. organizations spent $134.1 billion on employee learning and development in 2008, and $125.9 billion in 2009.Human resource managers in large organizations ranked training and development as the most important functional area they had to deal with because HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. Combining different methods and approaches, and referring to all employees in the organization, training and human resources development become a tools for achieving change and the effects they produce are becoming a far-reaching and strategic.

Sustainability as a measure of tourism success: the Portuguese Promotional Tourism Boards' view

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jorge Costa ◽  
Mónica Montenegro ◽  
João Gomes
Keyword(s):  
Local Community ◽  
Sustainable Use ◽  
Holistic Approach ◽  
Important Variable ◽  
Content Type ◽  
Local Identities ◽  
Heritage Culture ◽  
Level Of Satisfaction ◽  
Tourism Destinations ◽  
The One

PurposeThe study explores the concept of sustainability as a measure of tourism success from the perspectives of the Portuguese Promotional Tourism Boards.Design/methodology/approachThe study reviews current approaches to defining sustainability and explores how this can contribute to measuring success in tourism destinations using the case of the Portuguese Promotional Tourism Boards to shed light on the theme issue question.FindingsThe evidence that the impacts of tourism are not all beneficial to destinations and their residents is mounting and well addressed by the main world tourism agencies who are now promoting alternative ways for the industry to adopt a more holistic approach to measure the success of tourism destinations. This approach is also being adopted and promoted by some of the world's best tourism destinations.Originality/valueBased on contributions from the Portuguese Regional Promotional Tourism Entities (ERTs), it was possible to define a successful tourism destination as the one that creates income for the local community and ensures the quality of life of the population; values and preserves local identities, heritage, culture and traditions; and promotes the sustainable use of ecosystems and the preservation of natural resources, while practising a circular economy approach. Based on the same source, it was possible to identify the most important variable in evaluating the success of a tourist destination: the level of satisfaction of residents with tourism.

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