This article explores the perspective of instructional designers on the digital transformation of corporate technical education and training. It draws on "episodic narrative interviews" conducted with the learning and development department of a for-profit company in the manufacturing sector to investigate their perceptions of digital…

This study was conducted for an audience of managers in business and industry training organizations and aimed to find the correlation between hands-on practice in training and trainees' post-training performance in an effort to help determine how much hands-on practice should be included in new-hire training to result in optimal post-training…

Purpose: The aim of this study is to enhance diversity, equity, and inclusiveness (DEI) culture by using individuals' learning engagement (ILE) as a catalyst with formal and informal learning engagement interventions for sustainable learning and performance. Design/methodology/approach: As part of a transdisciplinary study (DEI and learning), a…

Transfer of training is a core issue for the human resource development (HRD) industry, for both researchers and practitioners. If corporate training knowledge transfer fails to happen, then employee performance does not improve thus adversely impacting organizational performance. The impact of post-learning interventions on increasing the…

The American education system and labor market are heavily biased toward college graduates. However, for many Americans--perhaps even the majority, who do not earn even a community-college degree--and for many career paths, positions that combine immediate on-the-job experience with employer-sponsored training offer the best opportunity to enter…

A review of the literature on corporate universities finds that the peak for research and publishing on the topic occurred between 1998 and 2002 and fell away considerably after 2005. Given the apparent lack of research during the past decade, the purpose of this paper is to present an insight into what has been happening to corporate…

Purpose: The purpose of this paper is to discuss the challenges and benefits that arose from the implementation of an innovative example of employer responsive provision, i.e. of a postgraduate programme that is work-based and designed specifically to meet the needs of the organisation. Design/methodology/approach: The approach is to outline the…

The assessment interaction plan (AIP) is a performance support tool developed by members of the Canadian Defence Academy's Directorate of Learning Innovation. This article provides a brief overview of the performance gap that led to the creation of the AIP, its function within the overall courseware design process, a description of its components,…

This paper was presented in Sydney in September 2008 at a seminar conducted by Skills Australia and the Academy of Social Sciences. It examines the demand for training. It concentrates on the factors that affect individual and employer demand, and points out that accredited vocational education and training (VET) need to be considered in the…

A survey received 509 responses from 2,000 randomly selected accounting employees about which training topics are receiving the most attention and who is receiving the training. Results prove that training has become an integral part of a certified public accountant's job; topics most often covered were tax related--individual and corporate income…

The British Labour Force Survey indicates that work-based training is skewed toward service sector occupations and high-level workers. Few employers have a formal or systematic training approach. Lower-skilled, more disadvantaged workers have the least access to education and training. (SK)

Human resource development is more than training; it fosters the ability to see the big picture--the organization's place in the global environment--and the ability to change in response to environmental changes. (SK)

A theory-practice model for work-based learning is premised on the idea that learning can be acquired through practice. It incorporates three strategies that can be sequenced: action learning, action science, and communities of practice. (SK)

Fidelity Institutional Retirement Services Company reorganized, automated, and reengineered all systems related to service delivery. They created a model for the development of associates called Service Delivery University and committed each associate to 80 hours of development per year. (JOW)

A study shows little congruence between in-company continuing training and the following objectives of a European Commission white paper on lifelong learning: encouraging acquisition of new knowledge, bringing school and business sectors closer together, combating exclusion, developing proficiency in languages, and raising investment in training…