Showing papers in "Journal of European Industrial Training in 2006"

Assessing the impact of entrepreneurship education programmes : A new methodology

Abstract: Purpose – Facing the multiplication of entrepreneurship education programmes (EEP) and the increasing resources allocated, there is a need to develop a common framework to evaluate the design of those programmes. The purpose of this article is to propose such a framework, based on the theory of planned behaviour (TPB).Design/methodology/approach – TPB is a relevant tool to model the development of entrepreneurial intention through pedagogical processes. The independent variables are the characteristics of the EEP and the dependent variables are the antecedents of entrepreneurial behaviour. To illustrate and test the relevance of the evaluation methodology, a pilot study is conducted.Findings – Data are consistent and reliable, considering the small scale of this experiment. The EEP assessed had a strong measurable impact on the entrepreneurial intention of the students, while it had a positive, but not very significant, impact on their perceived behavioural control.Research implications/limitations – This...

Understanding networking in China and the Arab World: Lessons for international managers

Abstract: Purpose – To explore the implications of internationalisation for guanxi and wasta and the role of trust, family and favours in underpinning these traditional models of networking. The paper also draws some implications for management development professionals and trainers.Design/methodology/approach – The argument is based on relevant literature and cases, and the authors' own knowledge acquired through research in China over 8 years and the Arab World over 25 years. The Chinese research involved analysis of company reports, informal conversations and semi‐structured interviews conducted with almost 100 interviewees including Western expatriate managers and local Chinese managers between 1998 and 2005 in Shanghai, Beijing, Suzhou and Wuxi. The Arab research also involved analysis of company reports and informal conversations, as well as interviews and surveys conducted throughout the Middle Eastern region, including the GCC states, Algeria, Jordan, Libya, Palestine and Yemen.Findings – The research finds...

Exploring differential effects of supervisor support on transfer of training

Abstract: Purpose – The purpose of this article is to provide further insight into the relationship between supervisor support and transfer of training, by taking into account the effects of other transfer‐influencing factors in a systemic approach of the transfer process Design/methodology/approach – A review of studies on factors affecting transfer of training was conducted, with a specific focus on the effects of supervisor support, resulting in the development of a research model of the transfer process All components of the model were measured by means of questionnaires for former trainees and their supervisors, and stepwise regression analyses were carried out to examine the relationships in the model Findings – Results indicate indirect relationships between supervisor support and transfer of training, by means of both trainees' motivation to transfer and the transfer climate The indirect effect of supervisor support on transfer of training is only slight, however Learning results are shown to be the strongest predictor of transfer of training Research limitations/implications – Owing to the small sample size structural equation modelling techniques could not be used, thus limiting the possibility to test the model as a single entity The use of perceptional measures implies the risk of response tendencies from trainees and supervisors Further research using different measures and different timing of measurement during the training and transfer process is recommended Practical implications – Results of this study indicate that supervisor support that is intended to enhance transfer of training can best be directed at improvement of the transfer climate at the workplace Originality/value – The paper provides both researchers and practitioners with a further insight into the complex effects of supervisor support on transfer of training, indicating the importance of taking into account the effects of other transfer‐influencing factors

The promise of virtual teams: identifying key factors in effectiveness and failure

Abstract: Purpose – The aim of the investigation is to identify enabling and disenabling factors in the development and operation of virtual teams; to evaluate the importance of factors such as team development, cross‐cultural variables, leadership, communication and social cohesion as contributors to virtual team effectiveness.Design/methodology/approach – A total of 115 employees in virtual teams using an on‐line survey contributed a 55 per cent response rate. An on‐line survey combining both quantitative Likert scale and qualitative explanatory questions measured the following variables in addition to those above: team member roles and responsibilities, relationships and trust and team dynamics.Findings – Results indicated that cross‐cultural communication improvement, managerial and leadership communication, goal and role clarification, and relationship building are most important to virtual team performance.Research limitations/implications – Further research focusing on particular sectors such as knowledge‐ i...

Human resource development, social capital, emotional intelligence: Any link to productivity?

Abstract: Purpose – This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity.Design/methodology/approach – The literature search included the following: a computerized search of accessible and available material using the key words “human resource development”, “emotional intelligence”, “social capital”, “human capital”, “organizational productivity”, “productivity”, and “organizational performance”.Findings – The literature review provides evidence that it is logical to assume that the relationship among HRD, social capital, emotional and organization productivity is highly integrated. This finding influenced the authors to conceptualize an integrated model that illustrates the interconnectivity of HRD, social capital, emotional intelligence and organizational productivity with internal and external environmental factors.Research limitations/implications – The int...

It's all action, it's all learning: action learning in SMEs

Abstract: Purpose – The purpose of this paper is to argue that action learning (AL) may provide a means of successfully developing small to medium‐sized enterprises (SMEs).Design/methodology/approach – The literature around SME learning suggests a number of processes are important for SME learning which similarity, it is argued, are encompassed in AL. AL may therefore offer a means of developing SME. This argument is then supported through the results of a longitudinal qualitative evaluation study conducted in the north‐west of England, which involved the use of AL in 100 SMEs.Findings – The paper finds that the discursive and critical reflection aspects of the set environment appeared to be of great utility and importance to the SMEs. Sets also had an optimum level of which helped them find “common ground”. Once common ground was established set members often continued to network and form alliances outside of the set environment. SME owner‐managers could discuss both personal and business. Finally, AL offered the ...

The motivation of nurses to participate in continuing professional education in Ireland

Abstract: Purpose – The purpose of this article is to review the extant literature on CPE amongst nurses and concentrate on discovering the factors that motivate and inhibit participation in CPE for nurses in Ireland.Design/methodology/approach – A review of the literature was carried out on continuing professional development amongst nurses in Ireland, the UK, the USA and Australia. From this, research hypotheses were developed. The primary research concentrated on a cohort of practicing registered nurses participating in a CPE course at a third‐level institution in Ireland. A questionnaire was used that contained both open and closed‐ended questions.Findings – The main barriers to participation in CPE were lack of employer support and the difficulty of balancing home‐life, work and study. The main motivators for participation in CPE were improving self‐esteem and confidence and the expectation of increased opportunities for promotion for those with higher educational qualifications.Research limitations/implicatio...

Assessing the value: Work‐based learning placements for post‐graduate human resource development students?

Abstract: Purpose – The objective of the pilot study reported on here was to identify some of the more elusive “costs and benefits” of work‐based learning (WBL) placements. This was addressed by exploring the views and experience of a small number of human resource development (HRD) professionals who currently offer supervised work‐based learning placements to full‐time post‐graduate HRD students.Design/methodology/approach – The small qualitative study outlined was a pilot, focused initially on the perceptions of one set of stakeholders within the placement process, the HRD professionals. By means of questionnaires and interviews the participants were invited to reflect on their interpretation of the tangible and intangible costs and benefits to the organisation, the supervisor/mentor, the student and the university.Findings – The findings imply that there are a number of non‐financial costs and benefits that may not be widely recognised but which may have significance when seeking/agreeing placement opportunities...

The development of the field of HRD: a Delphi study

Abstract: Purpose – The study explored the views of leading human resource development (HRD) academics regarding five main issues: the disciplinary bases of HRD, the historical milestones in HRD, the constituent components of HRD, the leading contributions in terms of journal articles and books to the development of HRD and the future of HRD.Design/methodology/approach – A Delphi methodology was adopted. The views of editorial board members of the four main HRD journals (Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources, Human Resource Development Review) and of the Board of Directors of the Academy of Human Resource Development were sought.Findings – Adult learning, systems theory and psychology were identified as the disciplinary bases of HRD. Works by Knowles, Nadler and McLagan were viewed as the leading contributions to the field. Adjusting to changes in work patterns and how work is organized was identified as a key trend influencing the fie...

A learning framework for the small business environment

Abstract: Purpose – The aim of this article is to offer insight into the factors affecting individual and organisational learning in a small business; specifically the identification of the learning relationships that are unique to the small business environment.Design/methodology/approach – The authors apply Crossan et al.'s (1997, 1999) Organisational Learning Framework. The proposed framework is supported by empirical evidence generated through a longitudinal case study carried out in a small business in the Republic of Ireland over a two‐year period. A learning catalyst, in this case the implementation of a new information system (IS), offered an initial point from which to gauge subsequent learning within the studied case.Findings – This framework acknowledges the learning impact of a small workforce, an owner‐centred culture and a simple organisational structure, as well as the time and resource constraints specific to small businesses which affect the learning dynamic. The framework also takes account of the...

Human resource development practices as determinant of HRD climate and quality orientation

Abstract: Purpose – The aim of the study was to measure employees' perception of human resource development (HRD) practices, to explore whether ISO certification leads to any improvements in HRD system, and to examine the role of HRD practices on employees' development climate and quality orientation in the organization.Design/methodology/approach – A total of 239 employees belonging to eight organizations (four of them ISO certified) responded to a questionnaire which measured the following variables: career system, work planning system, development system, self renewal system, and HRD system.Findings – Results indicated large inter‐organizational differences in HRD practices. In general, however, employees' ratings were moderate. ISO certified companies, compared to others, obtained higher means on some HRD variables. Organizations with better learning, training and development systems, reward and recognition, and information systems promoted human resource development climate. Quality orientation was predicted b...

The changing contours of the psychological contract: Unpacking context and circumstances of breach

Abstract: Purpose – The purpose of this paper is to propose a processual framework of psychological contract breach, which maps holistically the interactions among concepts drawn from the trust and justice literature. However, the price of a holistic picture is frequently a lack of depth of analysis of any single variable, and consequently the second part of the paper seeks to unpack a central variable, circumstances of breach.Design/ methodological approach – Draws on findings from a four‐year qualitative study and investigates the psychological contract in situ. The issue of circumstances of breach was explored inductively by applying in‐depth employee case histories using theory‐based sampling.Findings – Key findings indicate that breach may occur as a result of direct or indirect organisational actions. Further the degree of reaction may differ according to the type of trigger (i.e. a distributive, procedural or interactional justice issue) and also the extent to which the organisation is held responsible.Resea...

Frameworks of Managerial Competence: Limits, Problems and Suggestions.

Abstract: Purpose – To offer a coherent critique of the concept of managerial frameworks of competence through the exploration of the problems of generalizability and abstraction and the “scientific” assumptions of management.Design/methodology/approach – Employs the ecological metaphor of intellectual landscape and extends it to examining the development of the field of management, its early contours which traversed a diversity of conceptualisations such as management as an art, or an expression of personality, or as a vocation, the search for coordinates and a scientific image, and finally, a comparison of agri‐business and market gardening. The argument is illustrated by reference to particular management development programmes.Findings – The argument is made that frameworks of competence impose conceptual limitations – “monocultures of the mind” – that are destructive. Justifying coordinates in an activity that is always particular, contextual and socially constructed faces the problem of finding stable evidenc...

Training and learning strategies of family businesses: an Irish case

Abstract: Purpose – The purpose of this paper is to examine the training and learning strategies adopted by family businesses in Ireland.Design/methodology/approach – In order to implement the study a database of family businesses was compiled. A number of sources were used to compile the database. Primary data from a stratified random sample of independent unquoted businesses were collected. Data were collected from 121 family businesses using a postal questionnaire.Findings – The key findings of this study are that family SMEs appear to prefer an informal learning strategy than a formal strategy and family SMEs are hindered by the lack of financial resources so as to enable learning and training to occur within the business.Research limitations/implications – This study used a single‐respondent, self‐administered questionnaire. Future research should incorporate analysing other members of the family business – family and non‐family members – so as to get a “wider” understanding of learning and training in family ...

Graduate development programmes and satisfaction levels

Abstract: Purpose – The purpose of this paper is to examine the perceived progress of graduates who have been recruited by organisations and to assess their expectations and corresponding satisfaction levels. Drawing on the psychological contract and graduate development literature, the objective of the study was to compare the opinions of graduates from an organisation that offers a graduate development programme (GDP) to graduates from an organisation that does not offer such a programme.Design/methodology/approach – In this paper there are interviews with HR managers, coupled with the design and distribution of a questionnaire to 126 graduates in two organisations with a response rate of 71 per cent (89 completed questionnaires).Findings – Interesting findings emerged from the research that suggest that while GDPs do have merit, they do not appear to result in graduates who are more satisfied. In fact the opposite appeared to be true. From the sample, it emerged that organisations that employ these programmes ha...

Discovering entrepreneurship: An exploration of a tripartite approach to developing entrepreneurial capacities

Abstract: Purpose – To describe an exploration in the use of synergistic learning methods in the delivery of an innovative pilot programme designed to teach entrepreneurship capacities. The programme took a tripartite approach involving nascent entrepreneurs, existing entrepreneurs and facilitators using an action research and action learning approach. Design/methodology/approach – Action research methodology is used to provide insights in entrepreneurship andragogy. The programme is delivered in a collaborative, peer‐learning environment using synergistic learning techniques (action learning). Findings – There is evidence from all participants for the usefulness of the learning methods employed; however there are challenges to using these methods in organisation applications. Research limitations/implications – The implications and challenges of using synergistic learning methods in organisation applications are discussed. Directions for further research into how such a programme could be used in the workplace are also presented. Originality/value – The paper describes innovative and effective methods to teach entrepreneurship capacities that mirror the “real” world experience of existing and nascent entrepreneurs.

Mapping out devolution: an exploration of the realities of devolution

Abstract: Purpose – Few definitions in the HRM literature have reached as much consensus as the term “devolution”. However, devolution is a phenomenon that has been defined from the perspective of HRM specialists, with little or no contribution from middle managers. This paper seeks to explore what is behind the commonly shared definition of devolution, by examining not only the actual tasks that are being devolved, but also by trying to establish different degrees of devolution according to a number of dimensions.Design/methodology/approach – An approach that facilitated the exploration of the extent of devolution and impact on middle managers' perceptions was required. A qualitative approach was adopted. Specifically, a case study of a hospital in Spain was undertaken. The research methods included in‐depth interviews, participant observation and internal documentation.Findings – The findings emphasize the importance of reflecting on the reality and the rhetoric of devolution. The results indicate that it is wort...

Considering unlearning in HRD practices: an Australian study

Abstract: Purpose – The purpose of this paper is to explore the level of consideration given to unlearning during human resource development interventions and to identify the methods being used to reinforce training and development.Design/methodology/approach – A self‐administered questionnaire was given to a convenience sample of employers in regional Queensland and the Northern Territory, Australia. Analysis of responses using descriptive statistics was conducted to identify whether approaches differed in relation to unlearning and reinforcement between large and small organisations, and between those with high labour turnover and those with low labour turnover.Findings – Results reveal that larger organisations give far more consideration to unlearning than smaller organisations. Those organisations with high labour turnover focus less on unlearning that those with a more stable workforce. Coaching and performance feedback were reported as the most commonly used method of reinforcement of learning and unlearning...

Corporate universities: a catalyst for strategic human resource development?

Abstract: Purpose – The purpose of this paper is to consider the extent to which the concept of the corporate university is emerging as a simple re‐labelling of the functional training area or a key strategic platform in developing organisational competitive advantage.Design/methodology/approach – A case study approach was taken to provide an in‐depth understanding of the development of a corporate university. Interviews with key informants and background/archival information was used to explore the focus of the corporate university. A typology developed by Taylor and Paton in 2001, was used to analyse the role and integration of the corporate university within the case study organisation.Findings – The research indicates that the development of the corporate university within the case study organisation has focused resources to strategically develop their human capital and is clearly linked to the strategic objectives of the organisation to enhance competitive advantage.Research limitations/implications – The rese...

Methods to Enhance Reflective Behaviour in Innovation Processes.

Abstract: Purpose This study aims to trace methods that help to develop the reflective behaviour that is necessary for identifying and describing learning processes in organisations that focus on improvement and innovation. Methodology, approach An extensive literature review results in the characteristics of reflection when reflection is used to trace learning processes in innovation. This results in five characteristics. Literature on research methodology is reviewed in order to find methods that promote this reflective behaviour. These methods are analysed to find out to what extent they contain the characteristics for reflection in innovation processes. Findings The literature review leads to five elements that characterise reflective behaviour in innovation processes. It offers a description of several methods that can be used to identify learning processes. The main conclusion is that hardly any method contains all five characteristics for adequate reflective behaviour. Research limitations/implications The current study mainly reviewed research methodologies and no other methods that actively promote reflection. Practical implications The findings offer concrete guidance for practitioners how to encourage reflective behaviour and innovation processes. Originality and value of the paper The paper refers to the interest of both research and practice. From the research point of view it presents a variety of methods for analysing learning processes in order to deepen our knowledge with respect to these processes. From the practice point of view, it offers concrete methods that enable participants to develop reflective skills that help them to become more knowledge productive. An earlier version of this article was as a paper presented at the sixth international conference on HRD research and practice across Europe, Leeds.

Learning institution to learning organization: Kudos to reflective practitioners

Abstract: Purpose – The aim of this paper is to explore if reflective inquiry and action learning have an influence on job and organizational effectiveness. A reflective‐action learning framework will be used as a prior theory to illustrate its link to organizational learning.Design/methodology/approach – The case organization is a Singapore higher learning institution. In‐depth interviewing with 50 faculty members and the Deputy Director of academic affairs was employed to find out more about the practice of reflective‐action learning group (RALG) that had been established for over three years. Additionally, ethnographic observation was used to support and strengthen empirical evidence.Findings – Key findings reveal that RALG is closely aligned to Kolb's experiential learning cycle where a series of learning dynamics is involved. For instance, the role of reflection motivates individuals to shift from single‐ to double‐loop learning, increasing their competence and capacity to undertake greater challenges. In addi...

Strategic role of HRM in Turkey: A three-country comparative analysis

Abstract: Purpose – To explore the strategic role of human resource management (HRM) in Turkey by comparing Turkish companies to Spanish and German companiesDesign/methodology/approach – The questionnaire form of the Cranet‐G 1999‐2000 Survey (Cranfield Network on Strategic International Human Resource Management) has been used to collect the data The indicators of the strategic role of HRM for this study are the existence of an HR department and manager, representation of HR on the board of directors, the existence of an HR strategy, measurement of the HR department's performance, and the existence of several HR policiesFindings – The variables indicating the strategic role of HRM are evaluated for the companies in the three countries via correspondence analysis Overall, a broad conclusion can be drawn that a strategic role for HRM is widespread in Turkish companies Moreover, there are signs of convergence between the companies in Turkey, Germany, and Spain on the strategic role of HRMResearch limitations/im

Human capital development in the international organization: rhetoric and reality

Abstract: Purpose – The purpose of this study is to present empirical evidence of the nature of corporate rhetoric in developing human capital and how it becomes embedded within a large international organization operating in the Nordic region. The qualitative case study aims to examine the sensemaking of individual managers, and how human capital rhetoric is selected, acted upon, and retained by employees.Design/methodology/approach – An exploratory case study approach is taken in order to provide an in‐depth understanding of the rhetoric and reality of human capital development. Focus groups, archival data, and interviews with key informants (i.e. external consultants, senior executives, managers, and employees from various departments across the Nordic business units) are used to explore different perspectives on the phenomena of human capital development.Findings – The findings highlight a number of key dimensions that can distort the rhetoric of human capital: corporate strategy, organizational structure, mana...

Management development in the NHS: nurses and managers, discourses and identities

Abstract: Purpose – Aims to provide a brief discussion of discourses of HRD, then a brief review of HRD within the NHS, including stakeholders in HRD, and particularly management development. To explore some of the different discourses used by different managers, particularly those with a nursing background and those without, and the possible reasons for the use of these different discourses.Design/methodology/approach – A qualitative case study approach was adopted, including semi‐structured interviews. Primary research data were collected from tape‐recorded interviews with seven Directorate General Managers from two Welsh NHS Trusts. Discourse analysis was used to explore connections between the participants, the discursive resources they employed and their professional identities.Findings – Provides evidence of some of the tensions associated with management development in the NHS, between professional and managerial development, between central and local HR activities, and between competition and cooperation. A...

Social dialogue and vocational training in Europe Are we witnessing the emergence of a European model

Abstract: Purpose – To explore social dialogue over vocational education and training in Europe, comparing the role of the social partners in different national training systems and different industrial relations contexts.Design/methodology/approach – A survey of European member states (EU15 before enlargement) and two EFTA countries addressed to the national agencies or ministries responsible for vocational education and training and representing the contacts of the CEDEFOP Refernet network, supplemented by a literature review and discussions with the social partners at European level.Findings – Throughout Europe the social partners have a formal role in developing vocational training policy and are involved in implementation, particularly at sector and local levels. While the structures of participation vary according to the degree of state regulation and the locus of training, social partner involvement is extensive irrespective of the nature of the regulatory framework.Research limitations/implications – Only 1...

How a research conference created new learning: a case study

Abstract: Purpose – The study presents preliminary findings from research begun at the 2005 Academy of Human Resource Development International Research Conference held in Estes Park, CO, USA. The qualitative case study captures what new learning occurred as a result of the conference and how the new learning at the conference occurred.Design/methodology/approach – The qualitative case study used conceptual foundations grounded within critical theory and focused on learning organizations, communities of practice (CoP), and knowledge generation.Findings – Participant reactions documented on approximately 1,000 data forms were categorized for this preliminary study as critical perspectives on HRD where typically underrepresented voices critiqued the conference, CoP as relationships between theory and practice where participants reported that theory to practice was a rich research topic, and learning organizations where results indicated that the academy benefits through conferences in terms of creating a learning org...

EU‐level competence development projects in agri‐food‐environment: The involvement of sectoral social partners

Abstract: Purpose – The European Commission and social partner organisations at EU level encourage the lifelong development of qualifications and competence. This is reflected in many policy reports and reviews. This paper seeks to show the involvement of social partner organisations at the level of EU‐funded competence development projects.Design/methodology/approach – A survey and four case studies were conducted. The population of 60 Leonardo da Vinci projects for a specific sector (agri‐food‐environment) which were implemented during the years 2000‐2003 was selected for the study. For the survey project, documentation was analyzed based on two variables: type of project (to what extent did it require involvement of sectoral social partner organisations); and (the percentage of) involvement (of sectoral social partners who were involved in the partnership). A Spearman correlation test was used to evaluate the relationship between type of project and involvement. For the case studies project documentation was ana...

Building capability in small businesses: tales from the training front

Abstract: Purpose – The UK Government policy for the training and development of its workforce reflects a desire to move towards a more flexible, “demand‐led” system The purpose of this paper is to evaluate the outcomes and impact of two, publicly funded initiatives, designed to stimulate and enhance “demand‐led” training within the UK's small business sectorDesign/methodology/approach – The research in this paper is underpinned by an evaluation methodology However, in respect of each initiative different approaches and methods of data collection were undertaken to reflect the design characteristics of the two initiatives Qualitative case study analysis is common to both whilst the evaluation of initiative 2 also draws on the particular survey tool selected to help drive this interventionFindings – The paper finds that initiative 1 led to a limited degree of enhanced training effort Initiative 2 demonstrated the value of a depth and trusted relationship between trainer and SME owner‐manager Both, however, hi

Does class matter? Mentoring small businesses' owner‐managers

Abstract: Purpose – This paper examines the way social class influences the relationship between business mentors and small business owner‐managers.Design/methodology/approach – The paper is based on the author's experience of mentoring businesses with The Prince's Trust. Three businesses were selected as cases. The methodological approach involved participant‐observation over an extended period of time. These observations were supplemented by semi‐structured interviews.Findings – The paper focuses on Bourdieu's concepts of habitus and cultural capital as key influences on the values and dispositions of owner‐managers. The working class owner‐managers in this study lacked a future orientation and as a result “lived for today”. They also had a fatalistic attitude to life arising from both their experience and an understanding of their “position” in society. Low aspiration levels were also evident in the way the owner‐managers in this study viewed ambition as “pretentious” and “getting above oneself”. In addition, th...

Qualifying the workforce: The use of nationally‐recognised training in Australian companies

Abstract: Purpose – To report on research that examines the impact of the adoption of nationally‐recognised training by enterprises in Australia.Design/methodology/approach – The project involved a mix of methodologies including focus groups, employer survey and case studies.Findings – The research found that there had been a higher than expected adoption of nationally‐recognised training by Australian enterprises in recent years and that enterprises were using training packages to support other human resource management activities apart from training.Research limitations/implications – The case studies were confined to four industry areas of hospitality, manufacturing, arts/media and call centres.Originality/value – This paper fills a significant gap in the research literature on the use that enterprises make of nationally‐recognised training.