Purpose: This study sets out to investigate the e-learning participation and completion phenomenon in the US corporate HRD online communities and to explore determinants of e-learning completion. Design/methodology/approach: Based on the HRD Learning Participation Theory (LPT), this study takes a two-stage approach. Stage one adopts an interview…

The correlation between human resource development practices and lifelong learning was examined through 28 case studies and a survey of 20 organizations participating in a European Union project. Factors influencing or inhibiting learning included the changing role of stakeholders, attempts to develop a learning culture, and restructuring of work.…

Four steps to providing foreign language training in the workplace are (1) select and group trainees based on an audit of need and skill requirements; (2) choose training modes (intensive, "drip-feed," one-to-one, group, open learning, in plant, in school); (3) select a provider; and (4) manage recruitment, start-up, monitoring, and evaluation.…

Responses from 54 of 100 British companies showed that those who use outdoor management development programs believe them effective for personal, team, and leadership development. However, these conclusions seem based more on anecdote and intuition than empirical evidence. (SK)

Understanding organizations as learning organisms requires a higher level of analysis, including a systems approach and biological, cybernetic, dialectical, and chaos analysis. (SK)

A modular group project-based approach to management development was implemented by Volvo Concessionaires (United Kingdom) in partnership with training consultants. Ingredients of its success included top-level commitment, investment in diagnosis and tailoring, and use of company-specific case studies. (SK)

Key challenges in development of learning organizations, promotion of learning culture, enhancement of learning processes, and development of learning communities are appropriateness of current models for interdisciplinary teams; whether valuing diversity enhances effectiveness; how global human resource development affects domestic; and what…

A deficiency approach to training is inadequate. A proactive approach views training as deliberate organizational strategy that involves organizational scanning, focus/data collection, data interpretation, and action. This action research method anticipates future trends and prepares people for the challenges. (SK)

AT&T Bell Laboratories prepares technical professionals in a two-day program, "Working Effectively in the International Marketplace." The training addresses unique needs of technical professionals by using experts, unthreatening experiential activities, varied formats, challenging material, and sharing of technical experiences. (SK)

The complex system dynamics of organizations and the influence of information technology requires workers to have boundary-spanning skills and the ability to work in virtual teams. The integrated business core is an experiential graduate-level course designed to develop these skills; it is also adaptable for inservice training. (Contains 69…

Case studies of British and Australian multinational corporations in the food and drink industry investigated how training and development are managed. Competency-based education and industry boards are important elements in both countries. Lack of a training culture in the industry and little innovation in training were observed. (SK)

A survey of 259 universities and 142 enterprises in Germany and Austria identified the main challenge for education and training as knowledge transfer. Lecture is declining and coaching and self-study are increasing as methods. Universities and employers exhibit inconsistency and confusion about the desirability and use of technologies for…

Survey data from Scottish workers participating in lifelong learning showed that the existence of the company's learning program influenced their perceptions of career development and fairness. Communication skills in particular were transferred to the workplace. The company was less successful in creating a strong transfer climate. (SK)

A problem-centered approach to training can be effective if (1) the goal is to bring about individual and organizational change; (2) the training is an integral part of company strategy; and (3) the problem is relevant to participants, current and pressing, and has corporate commitment to implementation of the solution. (SK)

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…