Training And Development Research Articles

Optimizing double glazing through time and work measurements and simulation

ABSTRACT This study aimed to address the problem of low production rates in the double glazing process of Al Ittihad Company, which initially stood at 170 m 2 /shift (8 hours). The study employed a comprehensive methodology to identify the root causes of the issue and propose effective solutions. The methodology included interviews, data collection, time and motion study (Macro and Micro), root cause analysis, and two simulation modeling scenarios (As-Is) and (To-Be) using Arena software. Through these steps, the study revealed key issues in manual operations for small and large glass products and proposed solutions such as automation of manual pressing and insulator application activities, in addition to enhancing work standardization and employee training. The proposed solutions improvements resulted in a remarkable increase in productivity, reaching 212 m 2 /shift, reflecting a 24.7% improvement. The study also considered economic, ethical, social, and contemporary implications, emphasizing responsible and inclusive approaches. The findings and recommendations highlight the potential for continuous improvement, human-machine collaboration, and supply chain integration to further enhance the double-glazing process and drive sustainable growth in the glass manufacturing industry in Jordan.

STRATEGI PENINGKATAN RESPONSIVITAS CUSTOMER SUPPORT DI PT CLOUD HOSTING INDONESIA UNTUK KEPUASAN PELANGGAN

This study aims to analyze strategies for improving the responsiveness of customer support services at PT Cloud Hosting Indonesia to enhance customer satisfaction. Methods include qualitative analysis with data gathered through interviews, observations, and surveys. Results show the effectiveness of implementing AI-based chatbots, structured employee training, and integrated ticketing systems in reducing response times and increasing customer satisfaction. This study provides actionable insights for improving customer support in the cloud hosting industry.

The hypothetical assumptions and evaluation weather HR systems and the agro-tourism industry aligned and ready for each other?

The aim of this study is to examine the preparedness and implementation of Human Resource (HR) systems in the agro-tourism sector and their implications for the processes of recruiting the workforce, organizing their work, and training, and Staff engagement. For sustainable development and to optimize the working of related agro-tourism sectors, it is important for integrated agro-tourism to develop bridges between agriculture and structured human resources functions.The research focuses on the opportunities of the management of HR systems to cope with the particular nature of employment in the field of agro-tourism, including seasonal employment, recruitment in rural areas, and the establishment of homogeneous quality of service. Through analyzing the available and presently unexplored tools and approaches of the HRM it is possible defining various possibilities of the recruitment enhancement, improvement of the employee training, as well as the positive work environment creation in the sphere of agro-tourism.Qualitative interviews with agro-tourism operators and human resource management specialists are conducted, as well as a case-study of a successful agro-tourism business. This research work will offer the desired understanding of the current practice in the HR management of agro-tourism with special reference to the best practices as well as areas of improvement.The research insights would hopefully assist the agro-tourism operations with recommendations of how to selectively implement appropriate HR systems for the enhancement of its employees’ management and the subsequent organizational performances to enhance sustainable development of the agro-tourism industry. This work fills a gap in the existing literature on the HR function and its future in emerging industries and presents the following operational HRM strategies for developing a strategic fit between HR systems and the agro-tourism business.

Analysis of the Utilization of Assessment Center Results in Civil Servant Career Development in the Regional Government of North Sulawesi Province

Assessment center is a comprehensive method to assess the ability, competence and suitability of a person with a certain role or position, by measuring technical and non-technical competence. The North Sulawesi Provincial Government in supporting the bureaucratic reform process has the responsibility to implement employee development programs through the assessment center method before holding a position as a high-ranking official. This study was conducted to explain the utilization of assessment center results in career development (promotion, rotation/mutation, and competency development) of Civil Servants (PNS) in the North Sulawesi Provincial Government. Qualitative design was used in this study. The research findings that the utilization of assessment center results by the North Sulawesi Provincial Government in this case through BKD as the personnel management official has not been effective enough because there are still elements of subjectivity in the mutation/rotation of Officials/Employees. In terms of selection/filling of JPTP (Promotion), the North Sulawesi Provincial Government is committed to continuing to use the Assessment Center method even though in reality there are still elements of subjectivity when it is already in the selection committee. In addition, the results of interviews with informants indicate that the utilization of assessment center results has not been optimal due to various factors, including political intervention, lack of understanding of assessment centers, implementation of the merit system, organizational culture, talent management systems, and budget issues and availability of training, as well as regulations/legal umbrellas.

Exploring idiosyncratic deal arrangements in a technology-based organisation

Orientation: This research examines the dynamics of South Africa’s technology sector, focussing on how technology professionals navigate idiosyncratic deal (i-deal) arrangements.Research purpose: The purpose of the study is to explore the nature of i-deals, the factors contributing to successful negotiations and the consequences of these negotiations on employee experiences and organisational relationships.Motivation for the study: Research on i-deals in the South African context is limited. This study seeks to address this gap by offering insights into how i-deals are negotiated and their effects on workplace outcomes.Research approach/design and method: A qualitative design was employed, using a convenience sample of 12 mid-to-senior level employees from a large information communication and technology organisation in Johannesburg. Semi-structured interviews were conducted, and thematic analysis was used to identify key themes and patterns in the data.Main findings: The study found that successful i-deal negotiations enhance job satisfaction and employee morale, while unsuccessful negotiations can lead to decreased motivation and strained relationships. Factors such as organisational culture, communication and trust were crucial in determining the success of i-deal negotiations.Practical/managerial implications: Human resource (HR) professionals should facilitate structured and transparent i-deal negotiation processes, provide training for managers and employees, and regularly monitor the impact of i-deals to ensure they benefit both the organisation and its employees.Contribution/value-add: This study contributes to the limited literature on i-deals in the South African context, offering practical insights for HR professionals to enhance employee retention and satisfaction through effective i-deal negotiations.

Effect of employee emotional competence on customer emotional attachment: the roles of service recovery satisfaction and service failure severity

PurposeThis study aims to enhance our understanding of employee emotional competence (EEC) in the context of service failure and recovery. Accordingly, the present study investigates the relationship between perceived EEC and customer emotional attachment (CEA) through the mediating role of service recovery satisfaction (RES). Furthermore, the study examines the moderating impact of service failure severity (SFS) on the relationship between perceived EEC and RES.Design/methodology/approachA self-administered online survey was carried out to collect data. Using a convenience sampling technique, 195 US consumers were recruited from Prolific Academic. To test the hypotheses, this study employed partial least squares structural equation modeling (PLS-SEM).FindingsAccording to the analysis, perceived EEC impacts CEA directly and indirectly via RES. Additionally, the study finds that consumers reported feeling more emotionally connected to the restaurant when they were satisfied with service recovery. Finally, the study identified that the connection between perceived EEC and RES increases with service failure severity.Practical implicationsThis study emphasizes enhancing EEC through organization-wide training to increase customer satisfaction and emotional attachment to the service organization. Furthermore, it underscores the need for comprehensive employee training to categorize service failure severity and formulate appropriate recovery strategies.Originality/valueThe authors believe this is the first RES study to examine perceived EEC’s effect on CEA. By combining the affect infusion and cognitive appraisal theories to examine recovery satisfaction, this study contributes to the existing body of research on service recovery by shedding light on the relationship between perceived EEC and CEA. Furthermore, the study offers preliminary findings indicating an increase in the impact of perceived EEC on RES during high failure severity (SFS).

Employee personal hygiene, visible cleanliness and microbial contamination of beverages at coffee outlets in Busan: a pilot study

PurposeThe study objective was to investigate the microbial status of the coffee, ice and cups used in coffee outlets. This study compared food safety practices and microbial status between franchised and single-unit outlets.Design/methodology/approachThe study subjects included franchised and single-unit coffee outlets. This study adopted two different methods: self-answered checklists and microbial laboratory tests. We compared the two datasets by operation type (franchised vs single-unit). We analysed the data using independent t-test and chi-square tests.FindingsFranchised outlets were more likely to apply food safety practices than single-unit outlets; however, microbial testing showed that franchised outlets had a worse microbial status than single-unit outlets. A restaurant sanitation certificate did not influence microbial status. In addition, an analysis of food safety practice checklist items and microbial status showed that the checklist items did not impact food safety.Originality/valueThese study results suggest that regular employee training programmes are needed for food safety and sanitation. Current inspection items should be revised and new items added for target operations (outlets that make and serve beverages). The current restaurant certification system should be revised, and certified food service outlets should be inspected regularly.

Exploring Innovative Work Behavior to Bridge the Fragmented Knowledge

Innovative Work Behavior (IWB) is crucial for organizations aiming to thrive in dynamic markets and achieve sustainability. Despite its importance, there remains a fragmented understanding of the factors that foster IWB. This study explores the influence of Human Resource (HR) practices—Training and Development (TD), Rewards and Recognition (RR), Diversity Management (DM), and Work-Life Balance (WB)—on various dimensions of IWB such as Idea Exploration (IE), Idea Generation (IG), Idea Championing (IC), and Idea Implementation (II). Structural Equation Modeling (SEM) was used to analyze the data from 111 participants across 9 industries in the UAE. The results reveal that TD positively impacts IE but negatively affects IG, suggesting that while training encourages exploration, it inhibits idea generation. DM consistently positively influences all IWB dimensions, highlighting the importance of diversity in fostering innovation. Conversely, RR negatively impacts IG, IC, and II, indicating that excessive focus on rewards can stifle creativity. WB has a mixed impact; it negatively affects IE but enhances IG, IC, showing that a balanced work-life environment supports innovative behaviors. These findings provide valuable insights for organizations aiming to enhance innovation capabilities through targeted HR practices. It thus adds value to the latent literature of IWB.

Human Resource Management (HRM) and Corporate Social Responsibility (CSR): Integrating Social Goals with Employee Engagement

The integration of corporate social responsibility (CSR) and human resource management (HRM) in Pakistani firms is examined in this study, with an emphasis on the effects of CSR-driven efforts on employee engagement. 300 workers from a variety of industries, including manufacturing, services, and education, were surveyed using a standardized questionnaire as part of a quantitative research design. Employee engagement metrics (job satisfaction, motivation, and organizational commitment), HRM practices (employee training, performance evaluation, and inclusivity), and CSR practices (community development, environmental sustainability, and ethical governance) made up the three sections of the questionnaire. An online survey platform and in-person distribution was used to gather data, guaranteeing a balanced representation of demographic groupings and industries. A high positive correlation between CSR activities and employee engagement was shown through statistical analysis, including regression and correlation tests. Notable impacts were seen in community development and ethical governance projects. The results emphasize how important it is for Pakistani companies to match HRM strategies with social objectives in order to create an inclusive and purpose-driven work environment.

RETENÇÃO DE TALENTOS EM EMPRESAS PÚBLICAS ANGOLANAS: DESAFIOS E ESTRATÉGIAS NUM CENÁRIO DINÂMICO

This study addresses the main challenges faced by Angolan public enterprises in talent retention, considering the constantly changing legal, regulatory, and economic context of the country. The aim of the research was to identify the factors that hinder the retention of qualified professionals in Angolan public institutions and to propose strategies to overcome these obstacles. The research was conducted in three ministerial departments, namely: the Ministry of Health, the Ministry of Justice and Human Rights, and the Ministry of Youth and Sports, using a qualitative approach, with semi-structured interviews conducted with managers and some employees. The results showed that economic instability, the shortage of qualified professionals, the lack of effective career development programmes, and frequent changes to the Labour Code are the main challenges to talent retention. Furthermore, the research revealed that the organisational culture of these institutions does not adequately value employee growth and development, contributing to high staff turnover. The study also highlights specific characteristics of the public sector, such as bureaucracy and the lack of resources. The research suggests that, to improve talent retention, it is essential for public enterprises to invest in continuous training programmes, adopt more attractive incentive policies, and adapt their human resources management practices to the new demands of the labour market. In addition, implementing well-structured career development plans, mentorship programmes, and strengthening leadership and development actions are crucial to increasing employee motivation and commitment. Although the research focused on three ministries, its findings offer valuable contributions to public administration in Angola and can serve as a basis for the formulation of more effective public policies.

Penilaian Kinerja dan Kebutuhan Pelatihan serta Pengembangan Karyawan

This study aims to examine the methods used in employee performance appraisal, identify training and employee development needs, and determine the benefits of training and development for employees at PT. PLN (Persero) Udiklat Pandaan or UPDL Pandaan. The evaluation results show that measuring the effectiveness of programs and their impact on employee performance can enhance future training programs and ensure that employee development aligns with the company's objectives. Based on these results, PT. PLN (Persero) Udiklat Pandaan or UPDL Pandaan is committed to continuously improving the quality of human resources in the Distribution and Commerce fields through objective performance evaluations and training programs tailored to the needs of employees and the company. The implementation at PT. PLN (Persero) Udiklat Pandaan or UPDL Pandaan provides comprehensive training facilities and programs for employees. The training utilizes diverse methods, including lectures, discussions, demonstrations, case studies, games, role-playing, business simulations, e-learning, on-the-job training, off-the-job training, on-the-job development, action learning, experiential learning, and motivational learning. These programs aim to enhance employee competencies in carrying out tasks in the DMI field. This study highlights the importance of performance appraisal, training needs, and employee development to support the sustainable development of human resources.

Can Employee Training Stabilise the Workforce of Frontline Workers in Construction Firms? An Empirical Analysis of Turnover Intentions

The construction industry is a critical pillar of China’s economy, providing substantial employment opportunities for society. However, the high turnover rate among frontline construction workers has become a significant challenge to the development of the industry. This high mobility not only increases recruitment and training costs for companies but also seriously affects the quality, safety, and productivity of construction projects. This study aims to investigate the impact of employee training on the turnover intention of frontline employees in the construction industry, as well as to analyze the role of organizational identification and perceived supervisor support. Data were analyzed through a structured questionnaire survey of 533 frontline construction employees using the study’s Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training is effective in reducing turnover intention among frontline employees and that this effect is partly achieved by increasing employees’ organizational identification. In addition, perceived supervisor support moderates the relationship between employee training and turnover intention, and the effect of employee training on reducing turnover intention is more significant when perceived supervisor support is high. This study further validates the applicability of social exchange theory in the context of China’s construction industry, reveals the key roles of employee training and organizational identification in reducing turnover intention, and highlights the important influence of perceived supervisor support as a means of enhancing the effectiveness of employee training, which provides a rationale for Chinese construction firms to optimize the training system and enhance supervisor support in order to improve employee retention intention.

Contribution of total quality management in achieving sustainable development: a case study of algerian family-owned businesses

This research paper aims to empirically investigate the extent to which Total Quality Management (TQM) in family-owned businesses affects the achievement of sustainable development. A quantitative approach was adopted through the design of a research tool in the form of a questionnaire. This latter was distributed to a sample of 100 middle and upper-level managers in 22 Algerian family owned- businesses. The study concluded that Total Quality Management with its five elements (Leadership, Strategic planning, Customer focus, Employee training and employee involvement) in family-owned businesses has a positive impact on achieving sustainable development and its three dimensions, namely: the economic, social, and environmental dimensions.

Linking Employee Training And Development To Enhanced Customer Satisfaction In Hotels

Linking Employee Training And Development To Enhanced Customer Satisfaction In Hotels

Quality of Service in the Digital Era: Challenges and Opportunities

This article discusses the quality of service in the context of the digital era, identifying the challenges and opportunities faced by the organization. With the advancement of technology, the interaction between service providers and customers is becoming easier, but it also brings new challenges such as data security and ever-increasing expectations. This study examines various strategies that can be applied to improve service quality, including the use of artificial intelligence and data analytics to understand customer needs. Additionally, this article emphasizes the importance of employee training in dealing with these changes, as well as innovative approaches to creating a better customer experience. The results show that despite the challenges, the digital era also offers significant opportunities for companies to improve service and build stronger relationships with customers.

Effective Recruitment and Employee Development Tools in the Context of Labor Shortages in the Service Sector

The labor shortage in the food service, retail, and hospitality industries is becoming an increasingly pressing issue, complicating business growth. High employee turnover significantly raises costs associated with recruitment, training, and adaptation, which is particularly challenging for small and medium–sized enterprises. This article examines the causes of the labor shortage, including demographic decline, seasonality, competition for talent, and evolving employee expectations.Special attention is given to effective methods of recruitment and employee retention. The study explores non–material motivation tools, such as individual development plans, career planning, and workBlife balance support. Streamlining the hiring process through automation, HR branding, and the cultivation of corporate culture are highlighted as key strategies for reducing turnover.Furthermore, the importance of a systematic approach to employee training and development is emphasized, contributing to increased engagement and service quality. The article concludes that a comprehensive approach to personnel management is essential for enhancing companies’ competitiveness in the context of labor shortages.

Needs Assessment for Public Health Competency in Infection Prevention and Control: Importance and Performance Analysis (IPA) of Infectious Disease Response Practitioners.

The Field Epidemiology Training Program Frontline, initiated by the Korea Disease Control and Prevention Agency in 2019, aims to enhance the competencies of infectious disease practitioners across 17 regions in South Korea. With the September 2024 amendment to the Infectious Disease Prevention Act mandating infectious disease prevention and crisis response training for government employees who are associated with infectious diseases responses, there is an urgent need to assess and optimize the effectiveness and cost-efficiency of such competency-based education programs amidst constraints of budget and manpower. This study examined the educational needs and priorities of public health competencies among infectious disease practitioners. The competency framework for Infectious Disease Response Practitioners (IDRP) in South Korea was used to evaluate the validity, importance, and performance level of competencies for infectious disease response personnel. For the training needs analysis, differences in performance by group were analyzed, and an importance performance analysis (IPA) was conducted using the Borich Needs Assessment based on the IPA matrix to derive training priorities. The analysis revealed a significant gap between perceived importance and self-reported performance levels in most competencies, especially epidemiologic methods. Competencies related to safety and ethics, fieldwork, and crisis management have high importance and performance ratings, indicating a need for ongoing training. Of the 27 competencies, the IPA identified specific training needs and priorities, suggesting eight competencies for focused intervention to strengthen the capacity of IDRPs. The IDRP competency framework in South Korea plays a pivotal role in establishing a standardized, competency-based approach to training IDRP. The identified gaps and training priorities highlight the need for continued curriculum development and the integration of real-world, field-based scenarios into training programs.

LANGUAGE SKILLS AND GENDER IN THE HOSPITALITY WORKFORCE: A STUDY FROM EXTREMADURA, SPAIN

Language skills are fundamental for regions to strengthen and preserve their intangible cultural heritage and achieve economic growth. In the tourism sector, where people are the main factor of production, language training is essential so that all members of tourism companies, from managers to employees, can provide a good service. Therefore, analysis of the factors that influence this language training is of considerable interest to help develop strategies to improve tourist offerings. This paper adopts a novel approach by focusing on one of these factors, namely the manager’s gender, to determine whether women-led firms differ from those run by men in terms of language skills and the importance attached to language training. An online survey of 199 tourist hospitality companies in the region of Extremadura, Spain, provided empirical data, which were analysed using descriptive and inferential statistics. In general, the results reveal no significant differences between companies managed by men and those managed by women in terms of the language training and language skills of managers and employees.

HR Aspects of Corporate Social Responsibility: A Comprehensive Review

Introduction: The paper emphasizes the growing significance of Corporate Social Responsibility (CSR) in the business world, particularly how it intersects with Human Resources (HR) practices. It highlights the necessity for organizations to align their CSR initiatives with HR functions to achieve better outcomes. Objective: The review explores how CSR initiatives influence various HR functions, including employee engagement, recruitment, training and development, and overall employee well-being. This indicates that CSR is not just a peripheral concern but is integral to HR strategies. The research synthesizes and analyzes relevant literature on the topic, providing insights into the relationship between CSR and HR. This comprehensive approach aims to clarify the role of HR in embedding CSR values within the organizational culture. Method: The methods used in this paper combine quantitative analysis of a comprehensive HR dataset with qualitative literature review and theoretical frameworks to explore the critical relationship between HR practices and CSR initiatives. Result: By applying these data-driven findings, the organization can better align its workforce planning and development strategies, ultimately enhancing organizational performance and employee satisfaction.Conclusion: This multifaceted approach allows for a deeper understanding of how organizations can effectively integrate CSR into their HR strategies for sustainable success

Theoretical approaches to corporate training design: an analysis of foreign studies

Introduction. The rapid pace of technological development has led to an increased demand for quality training for employees of organisations. However, the growth in the number of corporate training courses being developed and the transition to distance learning formats has intensified the methodological challenges associated with the course design process. One of the issues highlighted in foreign studies is the lack of validity in the principles used to select an approach to course design. Conversely, an incorrectly formed approach in the context of distance learning can result in a reduction in the quality of learning outcomes due to an erroneous assessment of the level of students' training and the presentation of irrelevant educational material. The purpose of the study: to describe the fundamental principles governing the selection of an approach to designing corporate training programs in the context of foreign practice. Materials and methods. The following methodologies were employed in the research: a) PRISMA statement, which involves the selection of studies on corporate training conducted over the previous decade and describe the outcomes of the implementation of design approaches; b) content analysis was used to capture the characteristics of the selection of approaches to the design of corporate training courses in foreign studies; c) the comparative analysis of studies was employed to identify the common features of the choice of approaches to the design of corporate training courses. Research results. The principles that should be considered when selecting the developers of training programmes for the design of corporate training courses have been established and validated: 1) communication – the approach should be evaluated in terms of the methods of interaction with the target audience, with particular emphasis on the needs of the listeners, the level of their training, and the focus on learning objectives; 2) design – the educational content should be presented according to the level of training of the trainees, with a focus on the structure of the educational material and the availability of feedback when designing course results; 3) learning outcomes – the design of the course should be aligned with the optimal methods of training for the target audience, incorporating a systematic approach to training and taking into account the specific metrics and requirements of the organization. Conclusion. In foreign practice, researchers do not devote sufficient attention to course design based on linear models. The reasons for the rejection of linear models of course design include the following deficiencies: a lack of systemic character, insufficient attention to the needs of learners, and unclear learning outcomes. In light of the specificities of adult training and the particularities of corporate training, a set of principles is proposed to define approaches to the design of training programmes for corporate training.