Showing papers in "Journal of European Industrial Training in 2008"

From craft to science: teaching models and learning processes in entrepreneurship education

Abstract: Purpose – The aim of this article is to offer a conceptual framework in entrepreneurship education largely inspired by education sciences and discuss its two main levels, the ontological and educational levels. This framework is then used to discuss various types of entrepreneurship teaching programs, focusing on three broad categories of learning processes.Design/methodology/appraoch – This article uses intensive reviews of literature in the fields of education and entrepreneurship. The teaching framework and the derived propositions are intended to provide a bridge between education sciences and the field of entrepreneurship and seeks to stress the scientific legitimacy of entrepreneurship education.Findings – Finds that there is a need to reconsider entrepreneurship education in its wide diversity, both from an ontological and pedagogical point‐of‐view. The range of theoretical choices, objectives, publics, pedagogical methods and institutional context should be approached through the lenses of multipl...

Understanding and managing employability in changing career contexts

Abstract: Purpose – The purpose of this paper is to explore the concept of employability as it has evolved over time and to propose a new definition which reflects the critical variables that contribute to employability at an individual level It also offers suggestions for how to manage employability and careers at both an individual and an organisational levelDesign/methodology/approach – The paper reviews the literature on employability It considers why employability has become a topic of interest, examines how the concept has evolved over time, and seeks to develop a working definition It suggests a range of practical strategies for individual and organisations to ensure that employability is managed successfullyFindings – Employability is as dependent on context as on the individual Therefore the current emphasis on individual responsibility for employability needs to be re‐examined and a greater emphasis placed on how organisations can support employees to manage careers and employability This shift in

Employee Perceived Training Effectiveness Relationship to Employee Attitudes.

Abstract: Purpose – The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment.Design/methodology/approach – The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program. The questions asked contained information about the employee attitudes towards tvhe training received, as well as their attitudes towards their employers.Findings – The results of the study provide support to the hypotheses proposed, indicating that there is a significant correlation between the employee perceived training effectiveness and their commitment, job satisfaction and motivation. Additionally, high correlations were found between the latter three variables.Research limitations/implications – The study is limited to examining employee feelings, not taking into account their personal characteristics, which may be important.Practical implications – The im...

Behavioural indicators of ineffective managerial coaching: a cross-national study.

Abstract: Purpose – The concept of managers assuming developmental roles such as coaches and learning facilitators has received considerable attention in recent years. Yet, despite the growing body of expert opinion that suggests that coaching is an essential core activity of everyday management and leadership, the literature base remains largely atheoretical and devoid of empirical research. While there is some consensus about what effective coaching looks like, little if any empirical research has examined ineffective coaching behaviours. The purpose of this paper is to compare the empirical findings from three separately conducted studies to derive a comprehensive understanding of the ineffective behaviours associated with managerial coaching.Design/methodology/approach – The current study adopted a cross‐national “etic” methodology based on the empirical findings generated by three previously conducted and purposefully selected “emic” studies. Drawing on Berry's and Lyons and Chryssochoous' “emic‐etic” approach...

Employee training needs and perceived value of training in the Pearl River Delta of China: A human capital development approach

Abstract: Purpose – This paper aims to explore Hong Kong firms' training needs in the Pearl River Delta, a booming region in the fast growing People Republic of China economy, by resorting to a human capital approach Also, to identify the training policies selected by those firms in order to cater for those needsDesign/methodology/approach – A survey based mail questionnaire was sent to a large sample of Hong Kong firms (mostly SMEs) operating in the Pearl River Delta area The questionnaire was designed in two parts: the first asked close‐ended questions about firm characteristics, knowledge needs of staff and recruitment policies; the other enquired about preferences for study training programs Results are analyzed employing an Anova and Conjoint Analysis within the context of a human capital frameworkFindings – Finds that Hong Kong firms investing in PRD recruit their senior staff from Hong Kong, whereas junior and intermediate level staffs are hired from the Mainland It also shows that intermediate and sen

Critical reflection in the workplace: is it just too difficult?

Abstract: Purpose – The intentions of this article are to contribute reflections of an empirical account of working with critical reflection within an organisational development programme, addressing the following questions: What space is there for critical reflection in organisational development? What issues are raised for in‐company developers and providers by advocating critical reflection in organisation practice?Design/methodology/approach – A case study approach is taken, presenting an empirical account of a management and organisational development programme that integrated action learning and critical reflection.Findings – The account illustrates difficulties of employing critical reflection within the workplace arising from the more complex power relations between the multiple stakeholders in a commercial context. In particular, dissonance provoked by critical reflection confronts the client with a tension over whether to see organisation members primarily as customers to please or as participants in a ch...

Strategic HRD Practices as Key Factors in Organizational Learning.

Abstract: Purpose – The purpose of this paper is to explore the relationships among strategic HRD (SHRD) practices and organizational learning; and the relationships among organizational learning and HRD outcomes through a literature review.Design/methodology/approach – Keywords were identified to use in the literature search: HRD, SHRD practices, and organizational learning. All of the several electronic databases available in the university's electronic library, including both journal and book sources, were used to search for resources, as well as Google Scholar and Google.Findings – Organizations that learn and develop their SHRD practices have more opportunities to obtain and integrate the nine HRD outcomes in the learning process: organizational mission and goals, top management leadership, environmental scanning, HRD strategies and plans, strategic partnerships with line management, strategic partnerships with HRM, trainers as organizational change consultants, influence corporate culture, and emphasis on ind...

A study of the drivers of commitment amongst nurses: The salience of training, development and career issues

Abstract: Purpose The aim of this study is to highlight factors influencing the commitment of nurses, and particularly focuses on the role of training, development and career issues It provides the basis for a HRD framework, outlining policy choices in developing high commitment amongst nursing staff Design/methodology/approach A qualitative research design was used, involving 40 semi-structured interviews with nursing staff, from acute and community hospitals The main themes and sub-themes relating to the drivers of commitment and the role of training, development and career issues were identified and explored employing a grounded theory, constant comparative approach Findings The main "fault-line" between nurses and the organization concerned resource management, and the introduction of general management concepts and practices HRD practitioners should consider using the language and terms of reference familiar to nurses when devising HRD initiatives Factors positively influencing the commitment of nursing staff included shared values, involving a sense of "vocational" commitment towards patient care and nursing Strong leadership, particularly concerning the role of line management, was seen as important in influencing commitment Teamwork and support, from both line management and colleagues, was also important Training and development were highly regarded by nurses, and could be a useful way of recognizing and acknowledging their contribution to health care delivery Career progression and greater involvement were viewed favourably by some nurses and unfavourably by others The main issue concerned the possible substitution of nurse practitioner responsibilities with administrative and managerial responsibilities Research limitations/implications The findings are solely based on interviews with nursing staff from two NHS organizations In exploring the various drivers of commitment and the role of training, development and career issues the study's focus was towards depth, as opposed to breath, of investigation Practical implications Valuable information for HRD practitioners and researchers on the drivers of commitment amongst nursing staff and the role played by training, development and career issues is provided Originality/value This paper is a useful study on exploring commitment amongst nursing staff and ways in which HRD practitioners and researchers can facilitate and develop commitment

Multiple effects of human resource development interventions

Abstract: Purpose – This study aims to explore the simultaneous impact of employees' participation in non‐technical training, technical training, and coaching on subsequent job performance, job involvement, and job satisfaction.Design/methodology/approach – The present study was based on a sample of German call center employees and on a longitudinal, multiple‐sources‐of‐data research design.Findings – It was found that non‐technical training impacted subsequent soft skills and that technical training predicted subsequent hard skills as well as job involvement. Moreover, employees' participation in coaching predicted job satisfaction.Research limitations/implications – The present study was the first to demonstrate positive effects of technical training on job involvement, and of coaching on job satisfaction. In sum, validity of several developmental interventions was highlighted.Practical implications – Organizations designing and implementing various developmental interventions should pay attention to the relative...

Towards a European qualifications framework: some cautionary observations

Abstract: Purpose – This paper aims to provide a critical analysis of the European Commission's and the member states' attempts to introduce a European Qualifications Framework and national frameworks respectively.Design/methodology/approach – The paper is based on a review of policies and substantive desk research in countries that have applied a qualification framework approach.Findings – The analysis shows that qualifications frameworks (QFs) are resisted partly from inertia and conservatism and partly because important educational purposes are being defended. NQF experiences suggest that hopes associated with QFs are unrealistic (e.g. accreditation of prior learning).Research limitations/implications – The paper draws mainly on conceptual and secondary analysis. In future primary empirical analysis would be desirable.Practical implications – The findings are extremely relevant to policy makers on the European and national levels. The lessons from NQFs suggest incrementalism, building blocks, supporting policies...

Fostering an action‐reflection dynamic amongst student practitioners

Abstract: Purpose – This paper seeks to explore changes taking place in a curriculum design for postgraduate teaching in personnel and development, aimed at enhancing lifelong learning. A scheme is described which aims to improve the alignment for professional development of students, in ways that facilitate critically reflective practice.Design/methodology/approach – The authors draw on their personal experiences as a programme leader (Master's in HRM) and an educational consultant to describe their strategy for critically reflective continuous professional development (CPD). In doing so, their practice is related to some of the theories underlying critical reflection, and the key challenges in seeking to engage student practitioners in professional development of this kind are drawn out.Findings – It is argued that achieving an alignment between the development and assessment of student capabilities is vital to the development of critical reflection, and it is explained how the strategy presented for CPD supports...

National HRD: a new paradigm or reinvention of the wheel?

Abstract: Purpose – The purpose of this paper is to analyze a new research topic, national human resource development (NHRD) for neglected but critical components of economics foundation and accumulated international development research and practices.Design/methodology/approach – Through a targeted literature review on NHRD writing, major development economics theory, and international development literatures, this study conducted a critical content analysis.Findings – The findings in the paper are: current research on NHRD has not advanced our knowledge in economic development, human development, and human resource development under different cultural contexts; the HRD concept used by economists means human development (HD), the domain of HRD should not be extended to HD and HRD scholars should understand the different meaning of the same terms used in different fields determined by the contextual and historical background of the field; NHRD should be renamed as HRD national policy studies, and should be firmly b...

European qualifications framework: Weighing some pros and cons out of a French perspective

Abstract: Purpose – The purpose of this paper is to question the appropriateness of a proposal for a new European Qualifications Framework. The framework has three perspectives: historical; analytical; and national.Design/methodology/approach – The approaches are diverse since the first insists on the institutional and decision‐making processes at European level questioning the impact that could have on the recently formalised Open Method of Coordination. The second goes into more detailed analyses of the instrument itself and of its shortcomings both in conceptual terms and on its pragmatic ones. The last approach is a comparative one by which the French system is “benchmarked” against EQF guidelines.Findings – The main conclusion is that there is obviously a political will to question the role and the structure of qualifications in view of an economy and a society of knowledge and that research has much to contribute – on very different levels – like the three chosen for this article.Research limitations/implicat...

Can performance-related learning outcomes have standards?

Abstract: Purpose - This paper aims to explain the distinction between educational standards and learning outcomes and to indicate the problems that potentially arise when a learning outcomes approach is applied to a qualification meta-framework like the European Qualification Framework, or indeed to national qualification frameworks. Design/methodology/approach - The methods used are documentary, political and conceptual analysis, with some reference to empirical work carded out in relation to other projects. Findings - It is found that there are substantial differences between learning outcomes and standards with large educational and political implications. Furthermore, the "pure" form of learning outcomes approach contains a design flaw, which makes its coherent implementation problematic. Research limitations/implications - The stimulation of further research on learning outcomes based approaches to qualifications and the problems that arise in their implementation. Practical implications - The EU needs to think carefully about the fitness for purpose of the current descriptors for EQF and whether or not it is desirable to move away from a pure outcome-based approach to qualification frameworks and meta-frameworks. Originality/value - As far as the authors are aware, this is the first paper to draw attention to this distinction.

Mapping the context and practice of training, development and HRD in European call centres

Abstract: Purpose – Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to argue that the complexity and diversity of training, development and HRD practices is best understood by studying the multilayered contexts within which call centres operate. Call centres operate as open systems and training, development and HRD practices are influenced by environmental, strategic, organisational and temporal conditions.Design/methodology/approach – The study utilised a range of research methods, including in‐depth interviews with multiple stakeholders, documentary analysis and observation. The study was conducted over a two‐year period.Findings – The results indicate that normative models of HRD are not particularly valuable and that training, development and HRD in call centres is emergent and highly complex.Originality/value – This study represents one of the first studies to investigate training an...

Promotion in Call Centres: Opportunities and Determinants

Abstract: Purpose – The purpose of this paper is to examine the quality of jobs in call centres by focusing on the opportunities for promotion in this sector. More specifically, the research questions focus on discovering whether promotion is common practise in the call centre sector and on identifying the factors that affect this.Design/methodology/approach – A survey questionnaire was administered to call centre directors or their human resource managers. A least square regression analysis was carried out to examine how training, job security and knowledge about employees' abilities, affect the use of promotion in call centres, as well as three structural variables of the organisations: size, being part of a larger organisation and whether the call centre was in‐house or outsourced.Findings – The results suggest a limited use of promotion and the absence of consolidated internal labour markets in this sector. Nevertheless, a diverse range of call centres exists in terms of the use of promotion. The analysis ident...

Let's not get too personal: critical reflection, reflexivity and the confessional turn

Abstract: Purpose – The purpose of this paper is to ask how we can think about critical reflection as a pedagogical practice given the “confessional turn”. By the “confessional turn” the author refers to the idea that “subjective, autobiographical and confessional modes of expression” have expanded exponentially across a wide range of social spheres, including education, the legal system, the media and the workplace. Examining these developments, this paper asks what these debates on critical reflection and confession mean for pedagogical practice.Design/methodology/approach – The main approach is a review of key debates in the literature on critical reflection and also in the wider social sciences.Findings – The discussion compares different debates. Thus it shows that for critics, the turn to the “first person” technologies is narcissistic, psychologistic and de‐politicising. On this view, critical reflective practice might be understood as an individualistic and individualising pedagogy in spite of its claims to...

Generic Behavioural Criteria of Managerial Effectiveness: An Empirical and Comparative Case Study of UK Local Government.

Abstract: Purpose – The purpose of this paper is to present the findings of a “partnership‐research” study of effective and ineffective managerial behaviour within the “local government” setting of the Wolverhampton City Council Social Care Department, and to describe how the research supports and challenges the organisation's existing “leadership and management behavioural competency framework”. Additionally, it reveals and discusses the extent to which the results are consistent with equivalent and comparable findings from an equivalent study within a “central government” department.Design/methodology/approach – Concrete examples of effective and ineffective managerial behaviour were collected using the Critical Incident Technique (CIT) of Flanagan, and the obtained data were analysed using content and thematic analytic methods.Findings – The paper finds that from a total of 218 usable critical incidents 50 discrete behavioural items were identified, of which 25 were examples of “effective” and 25 of “ineffective...

Becoming a Community of Critically Reflective HR Practitioners: Challenges and Opportunities within an MA Partnership Programme.

Abstract: Purpose – The purpose of this paper is to provide insight into the central role of critical reflection for practitioners.Design/methodology/approach – This joint paper is informed by a practitioner and an academic perspective and is an output from ongoing research. An MA in Strategic HR provides the initial focus. This partnership programme is informed by action learning ethos and method and the emancipatory potential of critical reflection. The paper illustrates how students talk about becoming critically reflective, and in doing so it explores the opportunities and challenges involved.Findings – It is argued that in order for critical reflection to realise its potential of emancipatory change, pedagogy needs to be underpinned by critical process and critical content. However, it is unfortunate that a majority of critical literature appears to be addressed to an academic audience. The paper also highlights the need to support learning conversations beyond the original set.Originality/value – The paper hi...

Outward foreign direct investment and human capital development: A small country perspective

Abstract: Purpose – The purpose of this paper is to examine the pattern of outward foreign direct investment (FDI) by Irish MNCs, and more specifically, to investigate their approach to human capital development and how these correspond to foreign MNCs in Ireland. In particular, it seeks to investigate training and development expenditure, adoption of succession planning, use of formal development programmes for senior management “potential”, and also the presence of a specific “key group” development programme.Design/methodology/approach – Data were obtained through the largest, most representative study ever conducted on multinational companies (MNCs) in Ireland. The most senior human resources practitioner in these firms completed a questionnaire, through the personal interview medium, on various facets of their human resource management (HRM) practices. In total 260 usable interviews were completed equating to an overall response rate of 63 per cent. This represents a 78 per cent response rate for Irish MNCs, t...

A Model for Outsourcing HRD.

Abstract: Purpose - The purpose of this paper is to provide an overview of approaches to outsourcing HRD in the UK. Design/methodology /approach This paper employs semi-structured interviews and case studies. The research model was developed from a literature review. Findings - There are many problems associated with outsourcing any or all aspects of the IIRIJ function. Approaches to outsourcing vary between firms, largely because their impetus for taking training outside is likely to differ. There are certain key issues that need to be considered when trying to make an outsourced IIRD strategy successful in any organization: making the right decision about what to outsource; engaging the right providers; and putting measures in place to build and maintain a strong, trusting, effective relationship. Research limitations/implications - The model should be further tested, applied and refined as necessary. Practical implications - Organizations wishing to outsource HRD could be guided by the model and findings of this research. Originality/value - A novel and innovative two-part model was developed from a literature review and tested against two large well-known UK organizations. It will be of value to HRD managers and researchers.

Improving the career decision‐making behaviour of working class students: Do economic barriers stand in the way?

Abstract: Purpose – This paper aims to examine the extent to which economic factors influence the career decision‐making process of working class students.Design/methodology/approach – The study involved an initial survey of 165 final‐year students from a range of degree programmes. It was followed by in‐depth interviews with 30 working class students.Findings – It is shown that many working class students are not actively involved in career enhancing activities that develop their employability. The majority of students are also failing to engage seriously in the career decision‐making process. Furthermore, most students indicate that they wish to remain within commuting distance of their home when looking for jobs. Existing research identifies limited economic capital as an important factor influencing such behaviour. However, this study suggests that the students' values and their non‐financial circumstances appear to have more effect on their career decision making.Practical implications – If economic factors we...

Developing critical reflection in professional focused doctorates: a facilitator's perspective

Abstract: Purpose – This paper aims to explore the challenges and opportunities for expediting critical reflection in management education and development to highlight particularly how critical reflection has been facilitated within the context of a professionally focused doctoral programme.Design/methodology/approach – The paper draws on empirical research conducted for a broader project, focusing here on two awaydays for DBA supervisors (n=25 in 2005 and n=16 in 2006) and a UFHRD workshop in 2007 (n=12) for members involved and/or interested in doctoral programmes in HRD, where the empirical research findings were presented and discussed. The paper presents selected findings from the perspective of staff through their own critical reflections, drawing on the data from the two awaydays and the UFHRD workshop. Detailed handwritten notes were taken and transcribed, in addition to flipchart material provided by the participants. These qualitative data are analysed using thematic analysis. The quotations presented are...

Postgraduate Education to Support Organisation Change: A Reflection on Reflection.

Abstract: Purpose – This paper aims to explore how teaching and assessing reflective learning skills can support postgraduate practitioners studying organisational change and explores the challenges for tutors in assessing these journals.Design/methodology/approach – Assessment criteria were developed from the literature on reflective practice and organisational power and politics and mapped against the content of the journals to understand how and why students had benefited from keeping the journals. The extent to which they had engaged in “deep” learning was also assessed.Findings – Tensions arose between giving students sufficient scope and designing appropriate assessment guidelines. Students submitted a wide variety and quality of journals; everything from a DVD, to a diary to a “standard” essay. Reflective journals were found to be an effective tool for students who are practitioners involved in organisational change through their capacity to promote deep rather than surface learning. An unintended outcome of...

Putting Dreyfus into action: the European credit transfer system

Abstract: Purpose – The purpose of this article is to look closely at the development of a European Credit Transfer System for Vocational Education and Training (ECVET). The European Commission, together with the member States, are working on it and several pilot projects have been initiated within the Leonardo da Vinci Programme of the European Commission. The problem of the transfer as well as a convincing transparency of vocational competences has yet been developed. The aim is to discuss this in the article.Design/methodology/approach – This contribution illustrates a model using the Dreyfus/Dreyfus approach of acquisition of profiles in such a way that the levels of competence development are not applied to overall professional actions (as shown for pilots, nurses, teachers and others), but to smaller entities of professional profiles.Findings – While strongly taking into account work related tasks and contexts (objects, tools, work organisation) the authors define “groups of competencies” and apply Dreyfus' l...

An historical analysis of HRD knowledge

Abstract: Purpose – The purpose of this article is to analyze the historical development of HRD knowledge The analysis aims to use the qualitative research technique of text deconstruction on an important management text from the human relations phase of organization theory Deconstruction is not a common method to HRD In this paper, HRD scholars interested in how HRD knowledge and theories are created are given this tool to expose implicit assumptionsDesign/methodology/approach – The article uses text deconstruction, based on BradshawFindings – The deconstruction identified several beliefs that suggest that Roethlisberger was operating from a masculine epistemological perspective Two clusters of findings emerged: one cluster revolved around the role of the researcher, and the other cluster revolved around the role of genderResearch limitations/implications – Postpositivist perspectives on knowledge generation and theory building in HRD are limited Post‐structural analyses need to be consideredPractical imp

Professional competence as a benchmark for a European space of vocational education and training

Abstract: Purpose – The paper's aim is to present a critical review of the current European process of co‐operation in VET with a special view to the European Qualification Framework and its competence orientation.Design/methodology/approach – The approach reviews the official documentation and the consultation process and a contrastive analysis of the state of the art of research and developments in VET.Findings – In order to make European VET a direct contribution to the revised Lisbon agenda, a more concise shared vision with regard to the processes and structures of vocational education might be needed.Research limitations/implications – It does not seem possible logically and pragmatically to fully abstract from the processes in which competence is acquired and in which it is going to be used.Practical implications – Research and development activities in the European Union should be integrated towards an agenda that covers structures, conditions and processes of learning for the world of work.Originality/valu...

European vocational education and training: a prerequisite for mobility?

Abstract: Purpose – The purpose of this paper is to demonstrate that the internationalisation of nearly all spheres of society and the process of European integration will be leading to the development of a European vocational education and training (VET) architecture.Design/methodology/approach – The analysis of the “Copenhagen process” is based on the EU documents on the realisation of a European Qualifications Framework and a credit transfer system.Findings – The result of the study shows that the strategy adopted by the European Union for the establishment of a European area of vocational education is confronted with a dilemma. The European Qualifications Framework is highly abstract since any reference to real educational programmes and qualifications and any concrete provision for the transition and for the transferability between educational levels and sectors (vocational and higher education, initial and continuing training) was avoided in order to adhere to the anti‐harmonisation clause. The result is an a...

Training for Template Creation: A Performance Improvement Method.

Abstract: Purpose – There are three purposes to this article: first, to offer a training approach to employee learning and performance improvement that makes use of a step‐by‐step process of skill/knowledge creation. The process offers follow‐up opportunities for skill maintenance and improvement; second, to explain the conceptual bases of the approach; and third, to demonstrate the efficacy of the approach as it is applied in the field.Design/methodology/approach – The methodology consists of two major features: the explication of how the template approach is applied, in general; and then the performance of two groups of employees is compared following training. One group was trained in the template approach while the other group was trained using more traditional methods. Conventional performance measures were used to assess group differences.Findings – Following training the two employee groups were compared. The hypotheses stated that there would be no differences in performance on these measures: gross sales a...

Goldratt's thinking process applied to the problems associated with trained employee retention in a highly competitive labor market

Abstract: Purpose – This study aims to investigate the problem of trained employee retention in a highly competitive labor market for a manufacturing facility in the oilfields of West Texas.Design/methodology/approach – This article examines how one manufacturing facility should be able to retain their trained employees by using the logic of Eliyahu M. Goldratt's thinking process.Findings – The thinking process underscores the importance of a systematic process of problem‐solving by pinpointing the problem, determining a workable solution, and implementing the solution. By using this process, an organization would begin by looking for the underlying cause of the problem which produces undesirable effects (UDE) and develop a current reality tree highlighting these UDEs. Then the organization would develop a future reality tree which produces the desired effects.Research limitations/implications – The list of publications was not exhaustive and were all US publications, which might have limited its usefulness outside...