Personalized and Explainable Employee Training Course Recommendations: A Bayesian Variational Approach

As a major component of strategic talent management, learning and development (L&D) aims at improving the individual and organization performances through planning tailored training for employees to increase and improve their skills and knowledge. While many companies have developed the learning management systems (LMSs) for facilitating the online training of employees, a long-standing important issue is how to achieve personalized training recommendations with the consideration of their needs for future career development. To this end, in this article, we present a focused study on the explainable personalized online course recommender system for enhancing employee training and development. Specifically, we first propose a novel end-to-end hierarchical framework, namely Demand-aware Collaborative Bayesian Variational Network (DCBVN), to jointly model both the employees’ current competencies and their career development preferences in an explainable way. In DCBVN, we first extract the latent interpretable representations of the employees’ competencies from their skill profiles with autoencoding variational inference based topic modeling. Then, we develop an effective demand recognition mechanism for learning the personal demands of career development for employees. In particular, all the above processes are integrated into a unified Bayesian inference view for obtaining both accurate and explainable recommendations. Furthermore, for handling the employees with sparse or missing skill profiles, we develop an improved version of DCBVN, called the Demand-aware Collaborative Competency Attentive Network (DCCAN) framework , by considering the connectivity among employees. In DCCAN, we first build two employee competency graphs from learning and working aspects. Then, we design a graph-attentive network and a multi-head integration mechanism to infer one’s competency information from her neighborhood employees. Finally, we can generate explainable recommendation results based on the competency representations. Extensive experimental results on real-world data clearly demonstrate the effectiveness and the interpretability of both of our frameworks, as well as their robustness on sparse and cold-start scenarios.

Employee Competency Management Initiative: A Literature Review

This paper discussed the concept of employee competency management initiatives. The paper highlighted particularly on three competency management initiatives – employee training, workplace mentoring and coaching. The paper is theoretical and as such draws its significance from its focus on the need for flexible and fluid employee competency initiatives given the changing dynamics and features of the work and business environment. This position is also hinged on the observed challenges of change and the imperatives for organizational learning and management re-orientation in line with the shifts in the market and the global community. The study concludes that the adoption and application of competency initiatives should begin with the specific needs of the organization as well as the specification of its goals. The design and features of competency management initiatives such as employee training, workplace mentoring and coaching, premised on the specifications of the organizations own particular experiences and expectations will offer more focus and will be more effective in addressing the organizations own unique or particular challenges and problems

Development of an Active Training Method for Belt Conveyor

The global situation related to the COVID-19 pandemic has forced employers to find an adequate way to conduct training in order to ensure work safety. The underground mining industry is one of the industries which, due to its nature, was not able to switch to remote work. Conducting traditional training risked spreading the virus among workers. For this purpose, it was necessary to start a search for a form of training that would be safe and would not cause additional stress for employees. Research on the development of an active employee training method and testing of the method itself was conducted online. In order to develop a method of active training, one of the most important workstations was selected, which is the operation of the conveyor belt. The training method comprises four training modules. The modules cover questions related to the operation of the conveyor belt, emergencies, its assembly and disassembly, repair and maintenance. The developed issues also take into account questions concerning natural hazards and work safety. The entire training course lasts 10 days. Every day, an employee receives a set of eight questions sent to their email address, which they must answer before starting work. The article describes the methodology and implementation of the training.

A Study on Effects of Employee Training Practices and its Outcome in Software Industries being Specific at Chennai

Training is an art of enhancing skills and knowledge of an employee in performing a task productively. It’s about to impart a defined work related skill to the worker. Training is the connective passage between the employee and the specific job requirement. Development means overall growth of an individual along with the organization. The ultimate purpose of training and development is to increase the efficiency and being skillful by adopting various new mechanisms for a better standard of work life. The purpose of the study is to analyze the effectiveness of training modules in IT sector based Chennai. The study concentrates on the perception of the employees about the training sessions. Developing the talent of workforce enables job enrichment and enlargement. A module of ten Questionnaire is framed out to identify the strong feelings of 100 sample employees on training programs conducted by the organization. The collected data will be analyzed using simple percentage analysis, factor analysis, ANOVA and Chi-Square.

Training and Development as Correlate of Effectiveness and Loyalty of Employees: A Case of Transmission Company of Nigeria

The study aims to examine the impact of training and development on effectiveness and loyalty among workers of Transmission Company of Nigeria, Osogbo, Osun State. The study adopted a descriptive survey research design. The study collected data through a structured questionnaire which contained three sections for demographic variables, Employee Training and Development Scale, and Employees' Effectiveness and Loyalty Scale respectively. 80 respondents were selected through the use of random sampling techniques across the establishment. Descriptive and inferential statistics were used to analyses the data. The hypotheses were tested with Pearson Product Moment Correlation and regression analysis. Hypothesis one revealed a positive correlation between employee training & development and employees’ effectiveness. The result of the second hypothesis indicated a positive correlation between training & development and employees loyalty. The study recommended regular intensive training to achieve the company's objectives through staff effectiveness. Management should also focus on innovative developmental programmes and policies for employees to be more loyal.

Examining the middle cadre employee capacity building and its effect on organizational performance in Machakos County government Kenya

This research examines the effects of middle cadre employee capacity building in Machakos County Government. The objectives of the study were as follows: To examine the effects of frequency of capacity building activities for middle cadre employees on organizational performance in Machakos County Government; to examine the effects of middle cadre employee training on organizational performance in Machakos County Government and to establish the challenges encountered in middle cadre employee capacity building on organizational performance in Machakos County Government. The study utilized a descriptive survey design that targeted the permanent and pensionable employees of the Machakos County Government Service Board. Using Krejcie and Morgan's (1970) formulae, a total of 1,962 employees formed the target population out of which 320 was the sample size. The findings of the study demonstrate that capacity building is a norm that is practiced by the County government of Machakos.