We tested the incremental impact of a job-related set of variables for explaining a utility judgment training effectiveness variable, that is, course completion skill preparedness, beyond background and course-related variables. Our respondents were two different emergency medical service samples, 415 basics and 742 paramedics, from the 2008 US…

This research examines how individualism-collectivism and goal orientation impact training effectiveness through study of an internationally diverse sample of engineers who were undergoing technical training. In light of contemporary views of individualism-collectivism, we argue that collectivism will moderate the influence of learning and…

The authors examined "perceived beneficiary" of employee development (self, organization) for relationships with employee development activity. Perceived organizational support served as a moderator. The authors conclude that employees may engage in development activities to partly benefit their organization to the extent that a positive exchange…

Using a stratified random sample, this paper examines the training practices of setting objectives, transfer, validation and evaluation in Sri Lanka. The paper further sets out to compare those practices across local, foreign and joint-venture companies based on the assumption that there may be significant differences across companies of different…

U.S. organizations recognize that the new global economy requires innovation, flexibility, customer service, and use of advanced technology. Employee knowledge gained through training and development has become a necessity and a source of strategic advantage. (SK)

The purpose of this study was to translate and validate an Arabic version of the Learning Transfer System Inventory (LTSI) for use in Jordan. The study also investigated the perceptions of transfer system characteristics across selected individual and situational variables. The LTSI was administered to 450 employees of 28 different public and…

Reports on a study of human resource development (HRD) as a professional field in Finland. Describes HRD as a strategic activity, relationship with adult education, historical and current features, characteristics of practitioners, and future challenges for workplace training and development. (Contains 50 references.) (SK)

Describes the state of the art of training and development in Germany: infrastructure, public policy and strategy, corporate policies, academic work, and information sources and networks. (SK)

Depicts the demographic and economic state of the People's Republic of China. Outlines public and corporate policies and the status of vocational education and training and development practices. Lists 40 online and print information sources. (SK)

Literature review and interviews with 22 experts examined how and why electronic learning is being used by organizations. Growth in synchronous communication, blended solutions, and improved access were found. Review of research evidence suggested that most people can learn effectively with technology, technology can reduce training costs with…

Depicts the following aspects of training and development in the United Kingdom: public-policy strategy and infrastructure, corporate policies and strategies, organization and delivery of training, the training and development profession, and trends in the use of training. (SK)

Line managers in empowering (n=58) and nonempowering (n=37) British companies were compared. Although "empowered" managers felt better equipped to supervise, they appeared undertrained and unmotivated to develop staff. "Empowerment" was often indistinguishable from work intensification. (SK)

Transfer of learning from management development programmes has been described as the effective and continuing application back at work of the knowledge and skills gained on those programmes. It is a very important issue for organizations today, given the large amounts of investment in these programmes and the small amounts of that investment that…

Responses from 127 private, 99 public, and 26 multinational corporations in India described current practices for evaluating training and development. High pressure for innovation and productivity drives training. The effectiveness of training components is the key factor measured. Participant reactions are the primary data source. Lack of…

Conventionally, apprenticeship is understood as a linear journey from novice to expert in which "old-timers" mould their successors. This paper challenges the assumptions that expertise is equated solely with status and experience in the workplace, and that all novices and experts, regardless of context, are seen as the same.