Toward Optimized Effectiveness of Employee Training Programs

Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis ( k = 79 studies totaling 107 independent effect sizes), we focus on two broad classes of affective employee training outcomes including attitudinal and motivational outcomes. Results evidence support for the effectiveness of employee workplace training interventions and indicate that employee training programs associated with attitudinal versus motivational outcomes require different features while being delivered to reach optimal effectiveness.

MANAGING WORKPLACE DISCRIMINATION, HARASSMENT AND RETALIATION: AN ASSESSMENT OF KENYAN WORKPLACE

Purpose: This paper sought to examine whether workplace training in mitigating discrimination, harassment and retaliation has been effective. Methodology: This study adopted exploratory research methodology. Exploratory research design is used to investigate a problem which is not clearly defined. It is conducted to have a better understanding of the existing problem, but will not provide conclusive results. It explored studies conducted on the topic. This means that the study relied on desk-top review of the existing studies and documented case laws. Further, it relied on the cases laws. A narrative analysis was done and at this point the information was interpreted by comparing the findings with the findings of other empirical studies. This information was interpreted together with the ‘Stories within stories’ and related to the existing literature Findings: The results found that while workplace training increases sensitivity, it is associated with less accuracy in detecting discrimination, harassment, and retaliation. This is based on the fact that there are many cases on the matter before the courts. Further, the study shows that there is no relationship between training and the ability of the manager to propose the required response after the act. Unique contribution to theory, practice and policy: The study recommends that there is need for organizations to develop action plans that will measure the effectiveness of trainings. There is need to regularly review policies to ensure that they are modern realities such as online harassment. Finally the study recommends amendment of the current employment Act to exclusively require that employers must conduct training on the issues.

Meeting Online Learners Where They Are: e-Learning during a time of pandemic

While adult and workplace training were quick to adopt the use of online learning, many of these efforts have not advanced far beyond taking presentation slides or video recordings from formerly in-person training and making them available on learning-management systems. Compared to formal education, adult and workplace training has been much slower to iterate and improve upon early digital and virtual educational methods, leaving online learning that is viewed as neither engaging for the end-user nor effective at achieving intended outcomes. The COVID-19 pandemic and resulting lockdown added urgency to this problem, with many organizations being forced to either improve upon existing virtual training methods or finally completely replace in-person training with online options. The Ohio State University?s Center on Education and Training for Employment used evidence-based practices to develop a training collection specifically aimed at trainers, learning designers, and learning and development professionals. Translating the latest e-learning research into practical solutions, making use of proven instructional strategies, center learning designers created online training materials that are well-positioned to be effective at engaging adult learners, simultaneously instructing learners and demonstrating the learning content being delivered.

Workplace training (in situ) — modern technology of training and assessment of medical personnel

The article shows the need to include team simulation trainings directly at the workplace in the curriculum of existing medical institutions.

Life-Span Learning and Development and Its Implications for Workplace Training

Researchers often focus on age-related declines rather than the development associated with lifelong learning. Focusing on working-age people (those between the ages of 18 and 70), I describe age-related changes in abilities and motivation that affect lifelong learning and research showing that older learners can and do learn when content is aligned with their prior knowledge and interests. I further describe lifelong learning in the context of workplace training and development, highlighting the workplace as a central environment for continuous learning and the imperative for workers to continually update their skills to remain employed and employable.

Exploring the usability of the andragogical process model for learning for designing, delivering and evaluating a workplace communication partner training

Purpose This study aims to explore the usability of the andragogical process model for learning to develop, deliver and evaluate training to improve communication between adapted transport drivers and people living with communication disabilities and to identify the successes and limitations of the model in this context. Design/methodology/approach Two aspects were considered to explore the usability of the andragogical process model for learning: a comparison between the elements of the model and the designing, delivering and evaluating processes of the training; and an appreciation evaluation. Findings The model was useful to systematically design, deliver and evaluate workplace training that was appreciated by the learners, even though most of the model’s elements were modified to meet the constraints of the trainer and the organization. Assessing the needs for learning, establishing a human climate conducive to learning and choosing appropriate training methods emerged as key elements that contributed to a successful appreciation of this training. Originality/value This study is one of the few that examines the possibility of a systematic application of the andragogical process model for learning to workplace training. Its results suggest that the model could be considered for application by non-professional trainers or external trainers from a workplace, but that organizational constraints must be considered when using it.

Returns to Workplace Training for Male and Female Employees and Implications for the Gender Wage gap: A Quantile Regression Analysis

Context: Existing studies have explored the association between workplace training and wages suggesting that training participation may have a positive association with wages. However, we still know very little about whether this association varies between men and women. Through its potential positive association with wages, training may balance wage differences between men and women. In addition, the gender wage gap varies across the wage distribution. Differences in the association between training participation and wages for men and women across the earnings spectrum may offer an explanation as to why the discrepancy in female/male earnings is larger at some point of the wage distribution compared to others. Approach: Using data from the Programme for International Assessment of Adult Competencies (PIAAC) and unconditional quantile regression, this paper examines whether the association between workplace training and wages differs between men and women at different points of the wage distribution across 14 European countries. To partly control for endogeneity in training participation, detailed measures of cognitive skills have been included in the models. Findings: Findings show gender differences in the association between training and wages across the wage distribution. In most countries, results indicate larger training coefficients for women than men at the lower end of the wage spectrum whereas they are larger for men at the top. This pattern holds across most countries with the only exception of Liberal ones, where women benefit less than men across the entire wage spectrum.Conclusions: The findings of this work reveal that distributional variations in returns to workplace training follow a similar pattern across industrialized countries, despite their different institutional settings. Moreover, differences in training coefficients of men and women at different parts of the wage distribution suggest that training could reduce gender wage differences among low earners and potentially widen the gap in wages among individuals at the top of the wage distribution.

A Qualitative Study to Identify Characteristics of a Desirable Training Program for Prevention of Occupational Skin Disease

Background Training and education may be effective strategies for the prevention of work-related contact dermatitis. While there is some information in the literature related to skin-specific training experiences, there is very little information available on workers’ preferences related to content and format and to barriers and facilitators to training. Objectives To understand workers’ experiences and preferences for workplace training and barriers and facilitators to training. Methods Following ethics approval, 24 patients with work-related contact dermatitis participated in semi-structured interviews obtaining information on training experiences, perceived training effectiveness, desired training characteristics, and barriers and facilitators to training. An inductive thematic analysis was used to identify themes. Results Though many workers had received general workplace health and safety training, none reported training about skin exposure and disease prevention. Examples of what the workers perceived as good training included first aid training, while Workplace Hazardous Materials Information System training was felt to be ineffective. Desired content of training for preventing skin exposures included information on the hazards, short- and long-term health impacts, and potential symptoms and personal protective equipment. They desired multi-modal presentation (e.g. in-person and online supplement), hands-on training with visual content and suggested the use of personal stories and negative messaging. Training that could be applied outside the workplace was also valued. Barriers and facilitators to implementation included factors related to the training program itself, the organization, and the regulatory landscape. Conclusions These findings can help to shape more effective workplace training programs for skin protection.