scholarly journals BUILDING KNOWLEDGE AND SKILLS IN CORPORATE LEARNING AND DEVELOPMENT PROGRAMS: VERIZON CASE STUDY

2017 ◽  
Keyword(s):  
Development Programs ◽  
Learning And Development ◽  
Knowledge And Skills ◽  
Corporate Learning

scholarly journals Motivasi dan Partisipasi Peternak dalam Pengembangan Ternak Kerbau di Kabupaten Pandeglang (Studi Kasus: Desa Cibarani Kecamatan Cisata) (The Motivation and Participation of Farmers in the Farming Development Buffaloes in Pandeglang District (Case Study : Cibarani Village Cisata Sub-District))

2015 ◽  
Vol 5 (1) ◽  
pp. 1-7
Author(s):  
Arfiani Arfiani ◽  
Asnath Maria Fuah ◽  
Bagus Priyo Purwanto
Keyword(s):  
Human Resources ◽  
Development Programs ◽  
Farmer Knowledge ◽  
Knowledge And Skills ◽  
Parametric Statistics ◽  
Level Of Knowledge ◽  
Study Case ◽  
Farmer Groups ◽  
Local Government Policy

Buffalo’s population decreased for 0.06% every year in 2005 to 2013 in Pandeglang District. Development programs and activities were supported by the local government policy in order to overcome the problems. Farmers as the main human resources play important roles in buffaloes farming development. This research was conducted to assess the knowledge and skills, motivation and participation of farmers in buffaloes farming development in Pandeglang District, using the study case in Cibarani Village, Cisata Sub-district. Surveys and interview to 93 farmers were used to obtain the data required in the study. Farmers were divided into four farmer groups i.e. Saluyu Jaya, Cirukap Makmur, Taruna Mandiri and Putra Makmur with the number of respondents were 16, 10, 21 and 46 respectively. Data were analyzed descriptively and provided in tables. Level of knowledge, motivation and participation of human resources were analyzed using a Mann-Whitney non-parametric statistics. The results showed that the farmer’s knowledge and participation were on satisfactory level, while their motivations, in keeping buffaloes farming as their main activities, were high.Keyword : buffalo, farmer, knowledge, motivation, participation

scholarly journals Transforming Workplace Learning: A Qualitative Inquiry into Adopting Massive Open Online Courses into Corporate Learning and Development

2021 ◽  
Vol 11 (6) ◽  
pp. 295
Author(s):  
Agnieszka Żur ◽  
Christian Friedl
Keyword(s):  
Workplace Learning ◽  
Online Courses ◽  
Early Stage ◽  
Qualitative Inquiry ◽  
Massive Open Online Courses ◽  
Exploratory Research ◽  
Development Programs ◽  
Learning And Development ◽  
Massive Open Online ◽  
Corporate Learning

Despite the wide acknowledgement of the knowledge-based economy, the need for life-long learning and quickly growing open online resources, Massive Open Online Courses (MOOCs) are not common means of corporate learning and development programs. The aim of this study is to identify key factors determining the adoption of MOOCs in corporate workplace learning programs. In this exploratory research, the authors employ empirical data from 36 in-depth interviews with corporate managers directly responsible for learning and development practices. Findings provide potential explanations for the mismatch between a generally positive attitude towards MOOCs and their still low adoption rate by identifying expectations towards MOOCs, as well as major reservations. We find that while corporations recognize the opportunities MOOCs can introduce into workplace learning, elevated expectations, negative first-time experiences and objective barriers inhibit MOOC adoption in corporate learning and development programs. It is among the first to expose the perspective of organizations at an early stage of adopting MOOCs. The findings provide a novel contribution to both workplace learning scholarship as well as practical recommendations which can inform HR managers’ decisions in regard to adopting digital means in workplace learning.

Faculty Development: A Stage Model Matched to Blended Learning Maturation

2011 ◽  
Vol 15 (1) ◽  
Author(s):  
Michael L. Fetters ◽  
Tova Garcia Duby
Keyword(s):  
Faculty Development ◽  
Blended Learning ◽  
Lessons Learned ◽  
Technology Enhanced Learning ◽  
Stage Model ◽  
Years Of Experience ◽  
Development Programs ◽  
Curriculum Innovation ◽  
Enhanced Learning

Faculty development programs are critical to the implementation and support of curriculum innovation. In this case study, the authors present lessons learned from ten years of experience in faculty development programs created to support innovation in technology enhanced learning. Stages of curriculum innovation are matched to stages of faculty development, and important lessons for success as well as current challenges are delineated and discussed.

scholarly journals A Life-long Learning Recommender System to Promote Employability

2017 ◽  
Vol 12 (06) ◽  
pp. 77 ◽  
Author(s):  
David Baneres ◽  
Jordi Conesa
Keyword(s):  
Recommender System ◽  
Unemployed People ◽  
Knowledge And Skills ◽  
Professional Career ◽  
System A ◽  
Life Long Learning ◽  
University Courses ◽  
Job Offers ◽  
New Challenges

Is my professional knowledge outdated? Do I have the skills needed for the new challenges of the society? What knowledge do I lack to qualify for a job I like? What universities can I address to get knowledge that improves my employment expectations? These are relevant questions that all employees have done in any moment of their life. In addition, when there are high rates of unemployment and job offers that keep unfilled, the answers to these questions are even more relevant. Answering such questions open new opportunities for employed and unemployed people, by allowing them to design a formative plan according to their skills and expectations. It also provides evidences to employers about the skills and knowledge of the society, making them more aware of the skills of their potential future employees. The companies also will have more knowledge to design the professional career of their employees according to the company needs and the knowledge and skills of their employees. This paper proposes a system that helps people by showing which knowledge and skills a person misses for a given job position and what university courses the person can take to acquire the required skills and knowledge. The system has been implemented as a recommender system that helps users in planning their life-long learning. The paper shows the architecture of the proposed system, a case study to explain how it works, a survey to validate its usefulness and usability and some conclusions after its first experimentation.

Con-men and corporate trainers: show me the learning

2015 ◽  
Vol 29 (6) ◽  
pp. 3-6
Author(s):  
Jeremy Lamar Gray
Keyword(s):  
Organizational Behavior ◽  
Workplace Learning ◽  
Development Programs ◽  
Learning And Development ◽  
Content Type ◽  
Effective Learning ◽  
Doctor Of Education ◽  
Current State ◽  
The People ◽  
Effective Learning Environments

Purpose – The purpose of this paper is to increase awareness of how organizations can better recruit and hire Workplace Educators to increase organizational effectiveness through heighten learning and development programs. As a Doctor of Education in the field of organizational leadership, I have witness the task of workplace learning and development relegated to inarticulate and inauthentic trainers who lack the skills-set to provide effective organizational strategy needed in the workplace. The paper gives insight on identifying the less qualified and hiring the better qualified. Design/methodology/approach – The approach to this paper was one of gathering information from the professional experience of the author, literature written on organizational behavior and workplace learning and development. This paper was designed to review the history and examine the current state of learning and development in the workplace. Findings – The findings from the literature review gives creditability to the author’s view that it is time for organizations to create more effective learning environments that starts with recruiting and hiring the most effective Workplace Educators, organizations should separate learning and development from human resources and Workplace Educators should be given a sit at the executive table. Originality/value – This paper provides information for organizations and human resource departments to enhance their knowledge of how they are choosing the people to educate their workplace in the study organizational behavior and learning and development. The focus of the paper is to review the history and build more appreciation and respect for the study of organizational behavior and workplace learning and development.

Integrated Training Solutions: An Effective Tool to Synchronize People and Maintenance (U.S. Navy LCAC Case Study)

2012 ◽  
Author(s):  
Maurice Hartey ◽  
Thomas Bodman ◽  
Arlene Korn
Keyword(s):  
Life Cycle ◽  
Life Cycle Cost ◽  
Training Programs ◽  
Operating Time ◽  
Life Cycle Management ◽  
Cost Driver ◽  
Maintenance Costs ◽  
Knowledge And Skills ◽  
Long Run

Maintenance, especially in a Marine environment, is continuous and costly. Life Cycle Management of a Marine Gas Turbine system encompasses many costs, of which repair parts, labor and equipment downtime associated with failures and maintenance are a significant portion. In fact, people (labor) make up the largest component of overall maintenance costs. Investing in people the largest cost driver to life cycle cost has a direct return in the long run, in terms of maintenance effectiveness and efficiencies. Applying and reinforcing knowledge and skills in a maintenance environment translates to improved reliability outcomes, longer operating time, fewer parts needs, and ultimately costs savings. However, given today’s constrained fiscal environment, the value of spending money for training rather than buying more parts or applying more maintenance, may not appear obvious. Such thinking is short sighted, and ultimately leads to reduced reliability and increased maintenance in the long run. This paper will explore these areas, and recommend how training programs can be effective predictive, proactive and responsive.

scholarly journals Relationship Quality and Innovation Capacity of Micro Enterprises: A Single Case Study in the Traditional Food Sector

2021 ◽  
Vol 3 (1) ◽  
pp. 25-33
Author(s):  
Alexander Joseph Ibnu Wibowo ◽  
Suherman Widjaja ◽  
Bernardinus Realino Yudianto
Keyword(s):  
Product Quality ◽  
Relationship Quality ◽  
Single Case ◽  
Traditional Food ◽  
Single Case Study ◽  
Marketing Theory ◽  
Knowledge And Skills ◽  
Innovation Capacity ◽  
Micro Enterprises

Purpose: This study aims to analyze the innovation capacity and relationship quality of micro-enterprises with its stakeholders. Design/Methodology/Approach: This is an exploratory and single-case study that uses an in-depth interview with the owner of one traditional food micro-enterprise (TFME) in Yogyakarta City (Daerah Istimewa Yogyakarta Province, Indonesia). Findings: The results determined that there are four types of relationships between a TFME and its stakeholders: supplier, internal, customer, and lateral partnerships. We further identify antecedents of relationship quality: opportunistic behavior, reputation, customer orientation, relationship orientation, conflicts, product quality, and knowledge and skills. The research further found that conflicts, relationship quality, product quality, knowledge and skills, and owner’s age can affect the innovation capacity of a TFME. Implications/Originality/Value: Theoretically, the findings provide support for the development of relationship marketing theory. Practically, this study is valuable for TFMEs to build relationship quality with stakeholders and innovation capacity.

Sign in / Sign up

Export Citation Format

Share Document