Company Training Research Articles

Do creative companies pay higher wages? Micro-level evidence from Bangladesh

The study investigates the correlation between research and development (R&D) and training and development (T&D) investments in creative companies in Bangladesh. It aims to understand the economic benefits of fostering a creative corporate environment, as well as its impact on employee wages. We collected data from a sample of companies in Bangladesh, which included expenditures and employee wages. We used multiple regression models to control for potential confounding factors. The findings reveal a positive correlation between R&D investments and employee wages. Companies that allocate more resources to R&D tend to pay higher wages due to the development of new products and processes, enhanced employees' skills, and the attraction of talented and skilled employees. T&D investments also lead to increased productivity and efficiency, which in turn boosts the company's financial performance. Additionally, T&D can improve employee morale and job satisfaction, leading to lower turnover rates and a more stable workforce.. Keywords: Bangladesh, Creative companies, Employee wages, Higher wages, R&D and T&D, Development, Investments.

A STUDY OF THE IMPACT OF SERVICE QUALITY ON CUSTOMER REVISIT INTENTION OF PSYCHOLOGICAL SERVICE COMPANIES: USING CUSTOMER EXPERIENCE AND DISEASE AWARENESS AS MEDIATING VARIABLES

In today's society, mental health issues are receiving increasing attention, and numerous psychological service companies have emerged as providers of professional mental health services. However, the market competition is also becoming more intense, making service quality a crucial factor for psychological enterprises to achieve long-term development and customer loyalty. This study aims to explore the specific mechanisms by which various elements of service quality, such as accessibility, convenience, reliability, and efficiency, affect clients' willingness to revisit psychological consulting firms. Through empirical analysis, the study seeks to clarify the degree of association between different service quality dimensions and the intention to revisit and analyze their internal relationships. Therefore, the study will survey clients who have received psychological counseling and therapy services, using client experience and disease perception as mediating variables to examine the impact of service quality on the revisit intention of customers in psychological service enterprises. Additionally, through an in-depth study of the YM Psychological Counselor Training Company, the research will analyze issues related to the company's low revisit intention and propose recommendations for adjustment, offering a reference for similar enterprises.

Diseño de un Sistema Integral para la Formación de Capital Humano en la pequeña y mediana empresa de Yucatán

The purpose of this study is to design an Integral System for the Formation of Human Capital (SIFCH), which allows the strengthening and specialization of this resource and, in this way, helps in the economic growth and consolidation of the market to which the products and services of small and medium-sized companies are directed. The method integrates the qualitative research approach with phenomenological processes, descriptive and analytical scope; for this purpose, interviews were conducted with 35 people, 17 businessmen of the State of Yucatan and 18 experts in the training area (consultants, private training companies, government agencies, business chambers, and business incubators). As a result, the Integral System of Human Capital Formation (SIFCH) was established, which consists of two parts. The internal part (the system's core) contemplates the organization's specific needs in terms of its size, business line, and resources; the entrepreneurial culture and innovation as an added value. The external part was designed according to a compendium of the elements that training experts consider at the time of training; these are: Diagnosis of the learning needs and the Evaluation of the Human Capital Training Process, that is, the results obtained in the productivity and personal growth of the worker in a period of time determined by the organization to measure the impact and effectiveness of this. The conclusions establish the processes to be followed in the implementation of SIFCH.

Financial Analysis of Education Industry under the Framework of Harvard Analysis —— Take New Oriental Education & Technology Group as an Example

After the promulgation of the double reduction policy, New Oriental suffered a huge impact. Based on the financial statements of New Oriental in recent years, this paper makes a financial analysis of New Oriental. the Harvard analysis framework is used to analyze the financial situation of enterprises from four perspectives: strategy, accounting, finance and prospects. PEST analysis and SWOT analysis are used in strategic analysis. Through accounting analysis and financial analysis, since the impact of the double reduction policy, the solvency, profitability and operating capacity of enterprises are not good, but due to the timely transformation, these capabilities will show an upward trend in the future. And through the prospect analysis, it is concluded that New Oriental should develop new products in an all-round way and deeply tap the potential of carrying goods. This article can provide a reference for other education and training companies that want to transform.

Overview of hands-on satellite development training of local companies in the Philippines as a means to develop a space workforce

The Philippine Space Agency (PhilSA) initiated the InDUS3US project, a Collaborative Satellite Development Project-inspired training program offered for free to engineers from the country's promising “space-adjacent” sector, to support the establishment of a domestic satellite manufacturing capability. The first phase of the project, which covered the satellite mission definition phase to the Preliminary Design Review (PDR), saw the involvement of 20 Industry Engineers (IEs) from 10 different Filipino companies. The participants' active participation and positive feedback suggest the viability of this approach to space workforce capacity building. This paper examines the contributing factors that shaped the training program design, followed by an evaluation of the strong points and areas of improvement taken from the perspective of PhilSA and the industry participants. Finally, recommendations are presented for the next phase of the InDUS3US project, which could also be applied to similar space workforce development programs that might be undertaken in the future.

Different dropout directions in vocational education and training: the role of the initiating party and trainees’ reasons for dropping out

The high rates of premature contract termination (PCT) in vocational education and training (VET) programs have led to an increasing number of studies examining the reasons why adolescents drop out. Since adolescents’ trajectories after a PCT are quite diverse, a thorough assessment of different dropout directions is called for. However, empirical studies that distinguish between dropout directions are still scarce. The same is true for studies that differentiate between PCTs initiated by the trainees themselves and those initiated by the training company. Based on data from the German National Educational Panel Study (NEPS) on trainees in German dual VET programs (n = 5823), this study identifies six different dropout directions: (1) downward PCT into unqualified employment or unemployment, (2) downward PCT into a prevocational program, (3) horizontal PCT that represents a change of training company or (4) a change of occupation, and (5) upward PCT into general education or (6) higher education. Using multinomial logistic regression models we examine the effect of (a) the initiating party and (b) self-reported PCT reasons of trainees on dropout directions. Regarding trainees’ reasons we include reasons related to different aspects of the training (personal reasons, not the desired training occupation, financial reasons, training quality, conflicts, excessive demand, and being offered a different training position). The results indicate that in cases where trainees are dismissed by the training company, a horizontal change to a different training company becomes more likely, while the probability of an upward dropout into higher education decreases. Regarding PCT decisions made by trainees themselves, a downward PCT into unqualified employment or unemployment is more likely if personal reasons were the cause of a PCT decision. Moreover, the probability of a change of training company (horizontal PCT) increases in cases of conflict and if there is a prospect of a different training position, and decreases if the training position is not the desired occupation. A change of occupation (horizontal PCT) is more likely when there is the opportunity for a different training position available. Furthermore, upward PCTs (both into further general education and higher education) are more likely in cases where the training was in a field that was not the desired occupation. The probability of upward PCT into higher education decreases when there are conflicts and excessive demands, while upward PCTs into general education are significantly less likely when a different training position is obtained. The differential effects that occur for different types of PCTs emphasize that adolescents dropping out of VET cannot be treated as a homogenous group. Consequently, the results underscore the importance of conducting a more thorough assessment of both dropout directions and the initiating party of a PCT in future research.

Comparison of Dual VET Models in Spain: Analysing Educational Quality from the Perspective of Educational Centres

In Spain, dual vocational training has recently become a fundamental pillar to train the working population. This article focuses on two objectives: to evaluate the quality of two models of dual VET in Spain and to identify their differences in terms of the following dimensions: Teaching Team, Process, Evaluation and Synergies. To achieve these objectives, a quantitative methodology and a cross-sectional design were used to collect data using an ad hoc questionnaire (37 items) developed based on a literature review and the 14 European quality criteria. The sample consisted of 263 educational institutions. Regarding the results for the first objective, Model B implemented EQAVET with higher quality. With regards to the second, researchers observed that all dimensions received a high or very high compliance of 70%. However, discrepancies were primarily found in the training of tutors in training centres, quality certification of dual VET and links, and support and cooperation between training centres and companies. This study provides empirical evidence regarding the factors that lead to higher quality dual VET in schools, based on the manner in which the criteria of the European Framework for Quality and Effective Vocational Education and Training (EQAVET) are implemented.

Training Methods Strategies Across European Companies

Abstract A company's competitiveness is influenced by a number of factors, including the suitable training strategy. The effectiveness of a company's training strategy is significantly affected by methods of employee development, among other things. Therefore, this article focuses on which employee development methods are chosen by European companies. Based on a literature review and an analysis of secondary data, the structure of employee development methods in European enterprises is examined. The attitude of firms is analyzed in terms of the use of each method over time from 2005 to 2020 and in terms of firm size. The article provides important insights for further scientific research with regard to the necessity to select appropriate employee development methods. Matching the method with the companies’ requirements can bring an effective training strategy and increase the competitiveness of European companies.

Assessing The Effectiveness of Training and Development Programmes on Employee Performance at Tata Steel Ltd.

This study evaluates the effectiveness of training and development programs at Tata Steel Ltd., focusing on their alignment with organizational strategies and their impact on employee performance. The primary objective is to assess how these programs contribute to organizational competitiveness and employee skill enhancement in the 21st century. Using purposive sampling technique, data was gathered from a sample of 100 employees who have participated in the company's training initiatives. The findings reveal that a majority of employees (98%) recognize training as integral to the organization's strategy and effective in enhancing productivity. However, discrepancies in perceptions suggest the need for improved communication and training customization. Keywords: Training, Training effectiveness, Training programmer, Evaluation of Training, development.

Unveiling the Digital Revolution in IT Company Training and Skill Enhancement" A comprehensive analysis on IT sector

Unveiling the Digital Revolution in IT Company Training and Skill Enhancement" A comprehensive analysis on IT sector

INNOVATIVENESS OF TRAINING COMPANIES IN THE WEST POMERANIAN VOIVODESHIP

The aim of the article is to analyse and evaluate the innovativeness of training companies operating in the West Pomeranian Voivodeship. In the theoretical part of the article: the basic concepts related to the innovativeness of training companies are defined and the indicators for measuring the innovativeness of these enterprises are summarised. The practical part of the article analyses the innovativeness of training companies in the West Pomeranian Voivo-deship. The following research methods were used in the article: literature analysis, analysis of source data from the Central Statistical Office, analysis of primary data obtained as a result of quantitative research.

Health and Safety PPE Compliance Tracking Di Orbit Future Academy

Orbit Future Academy (OFA) is the largest AI (Artificial Intelligence) training company in Indonesia. The name "Orbit" is a legacy left by Mrs. Dr. Hasri Ainun Habibie and Mr. Prof. Dr. Ing. B.J. 3rd President of the Republic of Indonesia, figures driving the world of education in Indonesia. OFA was founded with the aim of improving the quality of life through educational innovation and skills training . OFA has been an MSIB partner since 2020 (Cycle 1). In December 2022, OFA received an award as Partner with the Best Collaboration from MSIB. To date, more than 10,000 students have graduated from the OFA program and curriculum partners. AI Program 4 Jobs aims to build AI readiness by improving individual skills in the field of AI that are needed in preparation for entering the future world of work. The output of the 4 Jobs AI Campus Program is an AI-based final project according to industry needs. The final project is mandatory. The final project is carried out in groups. However, The final report manuscript is done individually. All final project results become the property of the participants and non-partner supervisors (OFA). Participants are allowed to make or develop a thesis or final project, sell existing applications, send scientific articles that have been prepared, take part in competitions or contests. In addition, this program includes developing mindsets and skills to achieve success in the very dynamic world of technological development towards updating and dependence in the field of AI. AI 4 Jobs focuses on competencies to build AI Readiness by increasing individual skills in the AI ​​field that are needed in preparation for entering the world of work of the future.
 

Continuing Vocational Training in Enterprises

This article presents a comparative analysis of Continuing Vocational Training (CVT) in companies in the Czech Republic and Hungary based on selected indicators from the European Union's CVT survey. The study examines the participation of employees, the time dedicated to training, and the primary targeted skills of CVT courses. The results highlight significant differences in participation rates and focus on specific skills between the two countries, with a higher percentage of employee participation in training in the Czech Republic and a particular focus on IT skills in Hungary. The findings suggest that CVT plays a crucial role in enhancing employee skills and organizational competitiveness, highlighting the need to explore further the reasons behind these differences between countries and their impact on policy and practice in vocational education. The study also emphasizes the importance of adapting CVT programs to the rapidly changing labor market and the employer's need to effectively respond to new challenges in skills and competencies.

Влияние культурных особенностей на развитие социально-трудовых отношений и практику корпоративного обучения в странах Ближневосточного региона

The presented work examines the peculiarities of social and labor relations, approaches to the organization of personnel training and development in the Middle East and their conditionality with cultural and religious aspects of objective social reality. Despite the fact that the countries of the Middle East region have the largest and most diversified economies, there is practically no data or research results in the literature regarding strategies and practices of corporate training and personnel development in companies in these countries. The article notes that business owners are usually strongly influenced by national culture, which itself is strongly influenced by religion. Arab culture plays an important role in the formation of the organizational structure and decision-making in the organizations of the States of the region. Most senior executives in large private sector organizations tend to be citizens of the country, but they often act as managers, and day-to-day operations are run by expatriates. Citizens of Middle Eastern states do not adhere to the work ethic recognized in the West. It is concluded that, despite the high degree of awareness of the importance of corporate training and workforce development programs, the sphere of social and labor relations, personnel policy and principles of personnel management in companies in the region have their own characteristics due to the influence of religion and culture.

Occupational stress and stress management among female and male trainees

The transition from school to professional life is asignificant event for adolescents and young adults. It is not uncommon for fears or feelings of being overwhelmed to arise during this transitional period. Against this backdrop, the article examines the subjective stress experiences of trainees, with special consideration given to gender and various occupational settings. From seven Bavarian vocational schools, 1209 students were surveyed. Stress experiences, coping strategies, psychological and physical complaints, as well as occupational burdens were assessed. Relationships between demographic characteristics, professional settings, and stress experiences were investigated through bivariate and multivariate analyses. Female students report higher levels of stress and are more likely to use emotion-regulating stress coping strategies. Men more frequently attempt to compensate for stress through alcohol and drugs. Differences in stress burden between occupational groups are only evident in bivariate analysis. In multivariate analyses, the gender effect remains highly significant. Negative occupational demands and maladaptive coping strategies significantly promote the experience of stress. The results suggest that asignificant proportion of respondents perceive the training conditions as burdensome, are exposed to health risks, and respond inadequately to stress. The establishment of additional prevention programs in both the training company and in vocational school would be desirable.

Working from home is here to stay, but how does it affect workplace learning?

This paper analyses how working from home affects workplace learning in terms of theoretical and practical knowledge during COVID19. We employ panel data gathered in monthly surveys of respondents in training companies between October 2020 and March 2022 to investigate this question. Apprentices in Switzerland are our case study. We address potential endogeneity concerns in two ways. First, we exploit variation across survey respondents and time in two-way fixed effects models. Second, we pursue an instrumental variable “shift-share”-type approach that leverages how occupations react to exogenous changes in working from home regulations. The results suggest that working from home has a significantly negative impact on practical knowledge but not theoretical knowledge, relative to frequenting the workplace. We do not find significant heterogeneity across company size. Similarly, our results do not vary significantly between occupations in which working from home is relatively more or less prevalent. Our findings remain robust to a wide range of robustness checks. Our evidence-based recommendations aim to preserve the acquisition of knowledge through workplace training.

Strategic Planning in Saudi Technical Institutes and Training Companies Within the Objectives of the Kingdom’s Vision 2030

This paper presents the state of strategic planning in technical and vocational institutes and training companies (TVITC) in the Kingdom of Saudi Arabia, within the framework of the objectives of the Kingdom’s Vision 2030. The descriptive approach was used in implementing this research to provide a comprehensive analysis of a sample of four strategic plans of TVITC. The analysis includes the vision, mission, strategic goals, and common values of TVITC in the period between 2016 and 2023. Some analysis tools were used, such as a mind map, an affinity diagram, thematic analysis, and other analysis tools. Many graphs, tables and figures were used. Among the most prominent results of the analysis of strategic planning is that the strategic objectives of TVITC are consistent with the objectives of the Kingdom’s Vision 2030, in addition to the rest of the elements of the strategic plan. The results of the expansion of TVITC achieved over the past years and the results of employing graduates of TVITC as well. This confirms the importance of providing qualified personnel for sustainable development in quantity and quality to meet the requirements of the changing labor market and thus the development of the Kingdom.

Using Decision Tree Regression and Related Companies’ Stock Data to Predict Microsoft Stock Returns

Using AI machine learning (ML) models to predict stocks is a topic that has already been studied by the stock market research community. However, two ML methods have not been analyzed in the current literature regarding stock prediction: the decision tree regression analysis and the related company training data approach. Thus, this study will utilize both of these unfamiliar stock prediction methods to predict Microsoft’s stock returns. To begin with, the company data of Microsoft's biggest partners and competitors were imported from YahooFinance; this data was then used to form all the features for the stock prediction model (mean, standard deviation, price gaps, etc.). Next, the machine learning model was created using Python's Decision Tree Regressor method; the model was trained using data before 10/1/2001 and tested using data after 10/1/2001. Through repeatedly testing this model, hyperparameter tuning was performed to determine the model's best features and max depth for predicting Microsoft’s stock returns. In the end, the final prediction model reached a percentage accuracy (percentage of times correctly predicting stock return's direction) of 56.68%, and the plot (net returns using model vs. historical net returns) showed that model use resulted in more consistent and significantly higher net Microsoft stock returns. Therefore, this study demonstrated that both the Decision Tree Regressor and the related company training data approach are successful machine learning methods in predicting Microsoft's stock returns. However, further research is required to extend this study's results to other companies and/or different stock metrics.

ОСОБЛИВОСТІ ЗАСТОСУВАННЯ LMS-СИСТЕМ ДЛЯ КОРПОРАТИВНОГО НАВЧАННЯ ПЕРСОНАЛУ

The purpose of the article is to determine the specifics of using LMS systems in personnel training for further use in training programs of enterprises. The goals of the article are defined as follows: to characterize staff training as a factor in the company's competitiveness on the market and as an employer and to investigate peculiarities of LMS-systems of personnel training. In the course of the research, there were used general scientific theoretical methods: system analysis in the part of studying the features of LMS as a system, deduction when determining the features of its application; generalization when forming conclusions about the conducted research. In addition, to visualize the results, a graphic method was used to highlight relationship between competitiveness of the staff and competitiveness of the enterprise. The article highlights personnel as one of the factors of the enterprise's competitiveness in the target market and the labor market. In the context of the modern development of business structures in a globalized economy, personnel training becomes an important element. Highly qualified staff was determined as an important factor in the sustainable development of an enterprise of any size and its competitive advantage. The importance of personnel formation and retention due to the implementation of training systems has been determined. The capabilities of LMS systems in personnel development were studied and LMS systems that could be used in corporate training were selected. Peculiarities of using LMS systems in corporate training were studied. As a result of the study, it was concluded that LMS-systems have gained special importance not only in the academic, but also in the corporate environment, enabling remote and flexible learning, reducing training costs and promoting a culture of continuous learning and development. They can be especially valuable for training in large companies, increasing the competitiveness of staff by meeting training needs. Prospects for further research consist in the study of practical mechanisms for the implementation of these systems and their integration into the personnel management system, the motivational system and the company's development strategy.

Force plate assessments in reconnaissance marine training company

The ability to obtain dynamic movement assessments using force plate technology holds the promise of providing more detailed knowledge of the strength, balance and forces generated by active-duty military personnel. To date, there are not well-defined use cases for implementation of force plate assessments in military training environments. We sought to determine if force plate technology assessments could provide additional insights, related to the likelihood of graduation, beyond that provided by traditional physical fitness tests (PFT’s), in an elite Marine training school. Serial force plate measures were also obtained on those Marines successfully completing training to determine if consistent measures reflecting the effects of training on muscle skeletal load-over-time could be accurately measured. A pre-training force plate assessment performed in 112 Marines did not predict graduation rates. For Marines who successfully completed the course, serial measures obtained throughout training were highly variable for each individual and no firm conclusions could be drawn related to load imposed or the fitness attained during training.