This paper examines the use of informal training for workers, by Australian companies and other organisations. Using survey data, it reports the prevalence of informal training and also the utilisation of different types of informal training. Differences are found by employer size, particularly for the different types. By examining qualitative…

While labour geography notes that subsidiaries of multinational companies (MNCs) exploit workers, studies in vocational education show that the international subsidiaries perform education and training. Often, the latter strand of literature relates to cases of MNCs from countries with 'dual' apprenticeships that combine comprehensive vocational…

Peru is in the central, western part of South America. It is the third largest country in South America and number 20 in the world. It is the country with the fourth highest population in South America. In 2010, the gross domestic product (GDP) of Peru was 154 billion USD, and its rate of growth was 8.8% (higher than the average for the region for…

This briefing examines training and development (T&D) in Quebec, one of 10 provinces and three territories that make up Canada. Quebec has three distinguishing characteristics that encourage analysis of its T&D separately from that of Canada as a whole. First, it is the only North American region with a majority francophone population.…

This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

Corporate universities have emerged as a mechanism for providing companies with a wide variety of training and development activities. They are a recent but under-researched phenomenon, and given their substantial budgets, it might be expected that they would wish to evaluate what they do. The authors explore the evaluation practices of six…

Interviews with 12 diversity experts uncovered components of effective diversity training programs: management commitment and support, inclusion in strategic planning, attention to specific organizational needs, qualified trainers, mandatory attendance, inclusiveness, trust and confidentiality, accountability, and clearly focused evaluation. (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…

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…

Comparison of 96 Irish and 422 English, Italian, and Belgian human resource development (HRD) professionals suggested that the Irish focused on individuals whereas the others were organizationally focused. If Irish HRD professionals fail to consider organizational competencies, the development of their strategic role will be inhibited. (SK)

A survey of training and development (T&D) policies and practices in 252 Indian and 174 British companies found significant differences in key T&D responsibility, corporate commitment, needs analysis, and evaluation design. There were similarities in causes/drivers of T&D; aims, levels, and timing of evaluation; instruments used; and…

Comparison of trainer surveys in England (n=228), Italy (n=105), the Netherlands (n=297), Germany (n=190), and Finland (n=699) showed the culture-bound nature of human-resource development (HRD). English and Finnish practitioners perceived themselves as change agents, Germans as trainers. HRD practice did appear to have a common core of…

Norway's initial education system is distinguished by public regulation, provision, and financing. Vocational training and adult learning have been dominated by private providers and employer financing. Recent comprehensive reforms of vocational and adult education seek to expand participation in learning. Major challenges persist developing an…

This paper sets out to critically challenge five interrelated assumptions prominent in the (human resource development) HRD literature. These relate to: the exploitation of labour in enhancing shareholder value; the view that employees are co-contributors to and co-recipients of HRD benefits; the distinction between HRD and human resource…

This study uses data from surveys of U.S. employees to determine whether any trends are apparent in the proportion who say they receive some form of training at work. Discussions of economic change in the U.S. and elsewhere have frequently asserted that work has become more intellectually demanding. This implies that training in workplaces should…