File Name: journal training and development .zip
- European Journal of Training and Development
- Where Companies Go Wrong with Learning and Development
- International Journal of Educational Development
Category: Learning and Development. This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which….
Subscription price CiteScore 0. This includes issues that are related to their growth and development as a tool in the workplace e. The workplace is defined very broadly - it could be in a manufacturing setting or in a service setting in a changing and dynamic global environment. To enrich the quality of human life at work by serving as a forum for exchanging experiences and disseminating information in human resources development and management originating in diverse disciplines such as engineering, business and commerce, politics, health and biological sciences, law enforcement and defence, management, and education, among others. To establish and develop channels of communication between policy makers, researchers, practitioners, and other professionals working in human resources development and management in manufacturing and service sectors.
European Journal of Training and Development
Scientific Research An Academic Publisher. However, training can still be a part of any attempts at succession planning, and for such reasons employee attitude is critical. Elnaga and Imran p. When the economy decelerates or revenues deteriorate, many of these organisations reduce their training financial budget. Consequently, Elnaga and Imran p. Green p. Correspondingly, Gaffor and Cloete further emphasise that currently, requests for efficient and operative delivery of services in South Africa have augmented.
In South Africa, public-sector organisations do not know how to evaluate training; in addition, the public-sector organisations do not have a tool to measure the impact of training and development Public Service Commission PSC , p.
In South Africa, public-sector organisations do not know how to evaluate training; in addition, the public-sector organisations do not have a tool to measure the impact of training and development PSC, p. In the public-sector, the examinations of skills development initiatives reveal that in the last two decades, a considerable portion of the public service employees has attended various training programmes with use of government funds for such training. Similarly, Huluman dispute that in the public-sector private providers present most of the training programmes as short-term programmes.
Kum et al. This is because of restricted financing for human capital advancement and a mass migration of accessible skills, which has increased the severe skills deficiency in all sectors.
Additionally, Nilsson states that it is hard for South African public-sector organisations to overcome the problem of poor performance in most of its departments. These possible problems are providing poor services and absence of critical skills Green, p. It will also benefit the employees and the Gauteng Provincial Department of Economic Development as an organisation including other departments within the province and other departments in surrounding provinces. The public service relies on the expertise, standard, competence and performance of its employees for it to offer effectual service delivery.
Ongori and Nzonzo p. Jain and Moreno p. Scholars such as Moullin and Meyer et al. The failure of an organisation to accomplish its objectives with current capabilities results in skills gap, and thus HRD is one of the key solutions to those identified skills gaps Memon, p.
Anlesinya et al. The scholarly work of Anlesinya et al. Many other leading scholars support this view, while others offer a different view. The study also found that employees did not receive feedback after training evaluation to improve performance.
Thus, the organisation will not acquire the full benefit of training that has a long-lasting effect on both employee performance and the organisation as a whole.
Even though Anlesinya et al. In addition, the preceding researchers have seldom linked their studies to training initiatives costs. In support of Long et al. Many organisations do not evaluate their training undertakings and those who do, repeatedly evaluate training inadequately Meyer et al.
Moreover, Niazi p. Additionally, Swanepoel et al. Arguably, evaluation of training is the utmost misleading stage in training practice. Public-sector organisations are complex and this has created various issues that impede measuring of ROI Return-On-Investment in the public-sector. Kirkpatrick and Kirkpatrick p. Table 1 illustrates Kirkpatrick model for evaluating training. Erasmus et al. Meyer et al.
A major contributing factor to this problem is that trainers do not possess the necessary skills to evaluate training and development Erasmus et al. Sachdeva p. Thus, this has raised a question about the significance of evaluating training programmes.
Table 1. Levels of post-instructional evaluation. Source: Erasmus et al. Mayfield and Mayfield , as cited by Mafini and Pooe p. The public service encounters challenges in training and transforming its employees in a way that not only benefits government in its mission to offer efficient service delivery, but also will endow employees greatly Human Resource Development- Strategy HRD-Strategy for the Public Service, as cited by Du Toit Goussard Yee et al.
Furthermore, Van der Westhuizen et al. According to McGrath et al. Table 2. Source: Du Toit Goussard p. South Africa. Because of this reason, South African public-sector organisations anticipate an appropriate skills development. In addition, Rasool and Botha argue that regardless of education and training policy adjustments in South Africa, the country continues to experience skills shortages.
Line managers in public-sector organisations do not understand the Performance Management and Development System PMDS as a tool to develop employees to perform according to the agreed or desired performance Coetzee et al. Thus, significance and precedence within the organisation given to HRD inventiveness normally ranks low.
This is because various senior managers allegedly obstruct the resourcefulness of HRD, and particularly managers do not consider their HRD accountabilities seriously. Furthermore, Swanepoel et al. The skills and knowledge employees possess have an impact on performance of the organisation; therefore, it is imperative to understand the relationship between employees and organisation performance.
Various scholars possess different perceptions in regards to employee performance and organisational performance. For example, Quartey and Sohail, et al. However, Almatrooshi et al. Oladimeji and Olanrewaju, p. Divyaranjani and Rajasekar p. However, Mozael, p. For such reasons, employee performance becomes a task of organisational performance. A study by Shaheen et al. Ramya p. Long et al. Nwokeiwu p. The scholarly work of Nwokeiwu found that training could only enhance both the performance of the employee as well as the organisation to an average extent.
Coetzee et al. This study used case study and statistics as this study is descriptive in nature and collected primary data by mean of a descriptive survey.
This study used a case study of the Department of Economic Development in the Gauteng province. Welman and Kruger p. Probability sampling authorises the researcher to identify the degree to which the sample results deviate from the standards of the population.
The study used simple random sampling because there is equal chance of selecting participants as stated by Welman and Kruger p. As depicted in Table 3 , this research achieved the target sample. As previously noted Long et al. While the assertion is a strong one, it fails due to a lack of objectivity, furthermore there is no evidence suggesting the ineffectiveness of small sample research.
Table 3. Response rate. This study used a survey as its research strategy. In this study, a structured questionnaire with closed-ended questions was used in a form of a Likert Scale ranging from 1 to 5-point scale strongly agree to strongly disagree to collect the required data.
The structured questionnaire contained 23 questions with each section divided into four categories, and made use of only close-ended questions. This study collected primary data from participants, which consisted employees from all levels, management and non-management employees. The researcher used fixed-response interviews through a structured questionnaire were face-to-face interviews were carried.
A face-to-face survey was employed in this study because of the following reasons Doyle, p. For example, the participants requested the researcher to change the following:. Saunders et al. Thus, the value of 0. See Table 4 for results of the questionnaire reliability. Data analysis employed descriptive statistics and inferential statistics. Data examination was via quantitative numerical descriptive techniques namely; frequency tables, percentages, standard deviations and means through use of the International Business Machines IBM Statistical Package for the Social Sciences SPSS 24 computer software.
This study will follow Factor analysis which will determine correlations between variables. The researcher drew, discussed and interpreted significant conclusions, recommendations and the implications of the findings. Table 4. Questionnaire reliability.
Non-parametric tests helped answer research questions.
Where Companies Go Wrong with Learning and Development
In-service training of nurses plays an indispensable role in improving the quality of inpatient care. Need to enhance the effectiveness of in-service training of nurses is an inevitable requirement. This study attempted to design a new optimal model for in-service training of nurses. This qualitative study was conducted in two stages during In the first stage, the Grounded Theory was adopted to explore the process of training 35 participating nurses.
International Journal of Educational Development
Once production of your article has started, you can track the status of your article via Track Your Accepted Article. Help expand a public dataset of research that support the SDGs. The purpose of the International Journal of Educational Development is to report new insight and foster critical debate about the role that education plays in development.
The Journal of Motor Learning and Development JMLD publishes peer-reviewed research that advances the understanding of movement skill acquisition and expression across the lifespan.
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При мысли о том, что Хейл позволил себе прикоснуться к Сьюзан, кровь закипела в его жилах, но он помнил, что должен сохранять ясную голову, Стратмор с горечью признал, что сам отчасти виноват в случившемся: ведь именно он направил Сьюзан в Третий узел. Однако он умел анализировать свои эмоции и не собирался позволить им отразиться на решении проблемы Цифровой крепости. Он заместитель директора Агентства национальной безопасности, а сегодня все, что он делает, важно, как. Его дыхание стало ровным. - Сьюзан.
Времени на какие-либо уловки уже не. Два выстрела в спину, схватить кольцо и исчезнуть. Самая большая стоянка такси в Севилье находилась всего в одном квартале от Матеус-Гаго.