Organization Of Training Research Articles

ადამიანური კაპიტალის მართვა ისტორიული თეორიის ჭრილში

The historical role of human resource management and its importance in effective organizational performance and continuous development is discussed. To understand the historical role of the human resource management, the article reviews the corresponding literature and analyzes management approach based on human capital theory in relation to effective performance of contemporary organizations. At an early stage of scientific research in economic development a human’s role was evaluated as a special resource (human resource) and as a subject of social development. At a later stage a human was considered as a subject of economic development. This gave origin to terms like an “individual” and a “person”. In this case a human is considered as a subject of social and labor relations. Currently, key elements of the social-economic reform, such as stabilization of social-economic and political environment, invention and establishment of new manufacturing and management technologies, rationalization of the finance and banking systems and improvement of social welfare and quality of lifestyle are still critical challenges facing our country. These challenges can only be addressed by implementation of consistent policy in social and labor relations. Establishment of social market economy in the country and its well-organized functioning is possible with integration into global production. This primarily refers to adaptation of domestic labor relations with the internationally recognized social and labor relation system. This goal can be achieved by continuous organizational development efforts. For this reason, it is essential for each organization to develop and periodically renew its human resource management strategy and action plan that will ensure alignment of its personnel conduct and behavior and entire progress with its organizational needs. For organizational development it is essential to develop and periodically renew employee performance evaluation, motivation, personnel development policy and procedures. Staff motivation policy shall define both monetary and non-monetary incentives and be targeted at maintaining best human capital crucial for the long-term success of any organization. Personnel development policy should reflect the correlation between the results of performance evaluation and personnel development plan. The policy should prescribe rules for developing an individual development plan and setting career development criteria. In addition, a personnel career development policy and procedures should prescribe organizational training needs identification methodology, priority trainings, training opportunities and respective actions. Knowledge gained at the trainings should be expanded throughout the organization. Concentrating on above processes will turn an organization into an attractive employer with desirable working environment and organizational culture.

The Influence of Pre-Training Factors on Training Effectiveness Mediated by Motivation to Learn, Motivation to Transfer, and Self-Efficacy – Case Study on Non-Ministerial Government Institutions

While acknowledging the importance of training, the challenge lies in understanding and optimizing its effectiveness, especially in the context of the government institution’s ever-changing landscape and the associated budgetary considerations. It examines whether pre-training factors—organizational support, training environment, trainer quality, and training need analysis— influence training effectiveness directly or are mediated by motivation to learn, motivation to transfer, and self-efficacy in non-ministerial government institutions in Indonesia. Data were collected from 202 respondents across 19 institutions using purposive sampling and analyzed with Covariance Based-Structural Equation Modeling (CB-SEM) using Lisrel 8.80. The findings reveal that trainer quality significantly affects motivation to learn, motivation to transfer, and self-efficacy but does not directly impact training effectiveness. Instead, its influence is mediated by motivation to transfer and self-efficacy. This underscores the crucial role of trainers in enhancing training effectiveness by boosting participants' motivation and self-efficacy. The study highlights the need for organizations to invest in high-quality trainers through ongoing professional development, robust evaluation systems, and incentives to improve training outcomes and achieve organizational goals more efficiently.

Burnout and compassion fatigue in coaches: A case for coach-care

This article discusses the empirical research presented at the 2023 BPS Coaching Psychology Conference: Integrating Research and Practice. Employing constructivist grounded theory (CGT), the research sought to address a gap in the literature (Charmaz, 2006, 2014). In-depth interviews were conducted with 13 diverse professional coaches to understand their personal experiences of burnout and/or compassion fatigue as a coach. The resulting theoretical model, termed the INRR Model™, seeks to explain the development of and recovery from these phenomena, proposing that they arise from a combination of factors, including the nature of the work, personality and/or coping style, and the broader environment. The coaching profession is inherently demanding, often exposing coaches to high levels of emotional intensity or emotional labour (Kemp, 2022). If left unchecked, this can lead to compassion fatigue and burnout (Brotheridge & Grandey, 2002; Rosefield, 2023). Increasingly, coaches are working with clients facing significant stress, complex challenges, and struggles to cope with role demands in their work and personal lives (Arloski, 2021), a trend exacerbated by the post-Covid-19 landscape. These findings underscore the critical need for compassionate self-care, or coach-care, to be prioritised by coaches, supervisors, training organisations, and accreditation bodies. Further research is warranted to deepen our understanding of these issues and develop effective support strategies.

INNOVATIVE WAYS OF USING VIDEO RESOURCES IN DEVELOPING STUDENTS’ CREATIVE THINKING DURING ONLINE EDUCATION IN THE CONDITIONS OF WAR IN UKRAINE

The evolution of the concept of “online learning” reflects the state of technical capabilities having been used in higher educational institutions. Online education proves the growth of psychological influence on the personal development of the student contributes to the development of his/her creative thinking. A student will be focused on online learning even when computers and other digital devices near him/her are turned off. Online learning is amplified in the consciousness of each individual who has been in the role of a user, in the form of ideas about his/her own virtual profile, niche, etc. It has been proven that the development of creative thinking of students during the organization of online training in the conditions of war in Ukraine is possible if online training includes the following elements: the inclusion of cyberspace– a virtual environment that denotes the amplified phenomenon of the Internet; inclusion of the World Wide Web– spheres with special laws that do not correspond to a real world; inclusion of hypertext– combinations of texts in a certain language with the computer’s ability to use interactive transitions or dynamic explication of non-linear text material that cannot be printed in a traditional way and presented on paper. Hypertext is a model of electronic text organization, characterized by a specific structure and a branched system of programmatically amplified intratextual and intertextual transitions into a single system.

Information sharing and feeling of competency at work: a proactive training seeking perspective

PurposeThis study aims to investigate the mediating role of challenging tasks, organizational identification and technological training seeking behavior in the relationship between information sharing as a human resource practice and employees’ feelings of competency at work.Design/methodology/approachStructural equation modeling was used to analyze data collected from a three-wave online survey conducted in an Italian aerospace manufacturing company (n = 294).FindingsThe results reveal an indirect path between information sharing and feelings of competence, mediated by organizational identification and training seeking behavior. However, no total indirect path was observed between feelings of competency and information sharing through challenging tasks and training seeking.Originality/valueThis research contributes to the understanding of the impact of information sharing on individuals’ feelings of competency in the context of organizational change, particularly through the introduction of the concept of proactive training seeking as a novel dimension of proactive behavior.

Formation of Aesthetic Taste in Students of Professional Educational Organization by Means of Decorative and Applied Art

Introduction. The current stage of development of Russian society is characterized by global socio-economic changes that have caused instability in public life, a crisis of society and its main institutions, the destruction of spiritual ideals, which has led to a decrease in the level of morality and spirituality of young people, the level of formation of aesthetic taste. Therefore, the problem of lack of aesthetic tolerance is relevant, which can lead to negative phenomena in society, indifference or an aggressive attitude towards complex aesthetic phenomena that require intellectual perception. The purpose of the study is to develop and theoretically substantiate a didactic model for the formation of students’ aesthetic taste in an educational environment through the means of arts and crafts and to experimentally test its effectiveness. Methodology. To solve the problems, the following research methods were used: theoretical: ascent from the abstract to the concrete, idealization (creation of an ideal object) as a thought experiment; empirical: observation, pedagogical experiment, study of the results of artistic and creative activities of students. Research instruments are the tools that were used to collect and analyze data. We used the following tools: survey (using the survey we found answers to a number of questions that were developed for a specific group of students); an interview that helped gather information about students’ knowledge of arts and crafts; observation – this tool was used to study human behavior in various situations We studied the level of practical skills of students in the implementation of aesthetic ideas when performing an object of decorative and applied art using the association of a picture, which reflects the national idea, historical symbols and connotations – traditions and rituals, epics in the form of traditional shapes and colors, simple symbols, decorative folklore images. Based on the results obtained, in the course of empirical research, we have developed training programs for in-depth mastery of content in the disciplines “Technology” and “Fine Arts”. The thematic curriculum includes the following sections: 1. Russian art of the 18th–20th centuries. in the works of artists (I. E. Repin, M. P. Botkin, A. G. Venetsianov, P. P. Vereshchagin, etc.). 2. History of Russian culture in epics, fables, poems and fairy tales. 3. Russian decorative art. 4. Ornament as a form of Russian philosophy. 5. Ornament in the works of Khokhloma masters. 6. Ornament of Siberian carpets. 7. Understanding of beauty in Russian painting. 8. The property of Russian literature. Results. As a result of the study, a didactic model for the formation of aesthetic taste of students in the educational environment of a college was developed. The experiment confirmed the effectiveness of the developed curriculum and the identified pedagogical conditions that contribute to the most effective formation of aesthetic taste among students of a professional educational organization through the means of decorative and applied arts. Methodological products were adapted to the conditions of the Chelyabinsk Pedagogical College No. 1. After analyzing the problems identified within the framework of the study, programs for the academic disciplines “Fine Arts and Technology” and methodological recommendations for the formation of artistic and aesthetic taste through the means of decorative and applied arts were developed and implemented into the educational process of designers. Conclusions. The developed curriculum, being part of the educational process at aesthetic faculties, contains specific proposals for improving the training of specialists. Particular attention is paid to tasks for students specializing in painting. This allows us to enrich the experience of implementing creative projects and create aesthetically pleasing products of modern design. The methodological products developed during the study can be used in the professional activities of teachers of vocational training in secondary vocational education organizations.

Comparison of the organisation of exercise training in phase III cardiac rehabilitation in four European countries: a pilot study

Comparison of the organisation of exercise training in phase III cardiac rehabilitation in four European countries: a pilot study

Social systems for future manufacturing framework: An overarching view of people, organization and society

Drawing on insights from relevant scholarship in the areas of producing engineering, sociology of work and political economy, as well as a series of ‘webinars’ with R&D managers, production managers and trade union representatives conducted between 2021 and 22, we propose an interdisciplinary, multidimensional framework (‘social systems for future manufacturing’) as a means to better understand the shopfloor and societal implications of technological change in the context of the ‘fourth industrial revolution’. Our framework entails three distinct though interrelated levels of analysis (worker, manufacturing, as well as societal), all of which are necessary to engage with in order to understand the implications of digital transformation. We argue that the extent to which employee voice is institutionally embedded at societal level, will have an impact on the way in which new technology will be developed and implemented (namely in a labour-saving or labouraugmenting way). We also discuss relevant factors in terms of workforce skills development at individual and firm level, as well as in terms of national vocational training and development infrastructure, and how these are likely to determine industrial competitiveness in the context of the fourth industrial revolution. Theoretical and managerial implications around work organisation and workforce training are discussed.

Building a National Standard for Outreach and Assistance to At-Risk Patients During Large-Scale Disasters

Health care institutions play an essential role in community resilience. As one of the largest health care systems in the United States, the Veterans Health Administration (VHA) plays a critical role in supporting medically vulnerable Veterans during disasters. Disasters require large-scale outreach to individuals in affected areas, including the capability to identify patients, establish contact, determine needs, and deliver required services. Here we describe the development and implementation of VHA's Vulnerable Patient Care, Access, and Response in Emergencies (VP CARE) program, a data-driven system of outreach to preidentified medically vulnerable patients, which seeks to streamline this process. VP CARE was inspired by the VHA's Home-Based Primary Care (HBPC) program and the US Department of Health and Human Services’ emPOWER program. It seeks to enhance Veteran patients' well-being and continuity of care during disasters using 3 components: (1) improving the readiness and resilience of vulnerable patients and their caregivers; (2) establishing an organization, policies, procedures, and competency-based training exercises to guide outreach and assistance; and (3) creating and implementing standardized 1- and 2-way outreach technology and reporting. Using Geographic Information Systems embedded in VP CARE, VHA can generate a list of high-risk patients and deploy a 2-way texting capability to contact and receive responses from them. VP CARE automatically tracks patient contact and responses, reducing duplication of effort and freeing up VA staff to focus on patients with immediate needs. Patients and their caregivers benefit from the reassurance of knowing that VHA is focused on their well-being and available to support them. The technologies deployed in VP CARE improve the efficiency of outreach efforts and reduce the risk of life-threatening harm, while reducing the cost and demands on VA staff. This article concludes with lessons learned that may be instructive for other health care systems seeking to establish similar outreach capabilities.

Truth Commissions and Teacher Education in Australia and the Northern Nordics

In Australia, like in several of the Nordic countries, truth commissions (TCs) are becoming part of the political and educational landscape. These developments are related to a global phenomenon over the past 40-odd years, where states are examining their relations to minority groups and/or Indigenous people, including acknowledging historical mistreatment and addressing remaining injustices. A common aim of these processes is to spread knowledge to the broader public via institutions for education. This paper focuses on ongoing TC processes in the Australian and Nordic contexts, with a specific focus on their potential consequences for teacher education (TE). By addressing barriers and possibilities on systemic, institutional, and practical levels of TE, the paper aims to develop an understanding of (1) how new knowledge produced through TCs meets the organization of teacher training; possible ways for TE to respond to new requirements; and (2) of the pedagogical and didactical challenges that might entail. The main argument is that a closer professional dialogue is needed between scholars engaged in TCs and TEs for TE to better respond to the requirements of TCs and for TCs to better recognize conditions for organizing TE.

Performance coaching and training transfer in micro, small and medium enterprises of India: examining the mediating role of employee agility

PurposeThe study investigates the role of performance coaching (PC) and employee agility (EA) in training transfer (TT). Research reveals that initially 40% of trainees struggle to apply what they've learned, increasing to 70% after a year, resulting in just a 50% overall training success rate. Following Holton et al.'s learning transfer system (LTS) framework, much research explores the factors affecting TT in various contexts, emphasizing organizational contexts, individual factors and training design, mainly in large corporations. This research, however, delves into the influence of PC (as an organizational context) and EA (as an individual characteristic) on TT in medium- and small-scale Indian enterprises. Building on the resource-based view (RBV) theory, the study also examines how EA mediates the relationship between PC and TT.Design/methodology/approachFollowing LTS framework and building on the RBV theory, the survey research has been designed. Using a validated instrument, data from 411 respondents of Indian micro, small and medium enterprises (MSMEs) are analyzed using structural equation modeling (SEM) by SPSS-AMOS.FindingsThe result proved that PC and EA exert a significant and positive influence on TT. Further, the result proved that EA mediates the relationship between PC and TT.Originality/valueThe research is unique and original, as little research are available on the exploration of the interplay between PC and EA within the framework of MSMEs.

The Influence of EMU Driver Education and Training on Train Driver Competency Indonesian High Speed Rail “Whoosh”

The Jakarta Bandung High Speed Train is a mass transportation that is a long-term permanent solution that is expected to overcome road traffic congestion on urban roads and roads to Bandung, two areas that are projected in the future to become megapolitan areas, roads in the surrounding area, reduce carbon emissions and air pollution, as well as effective steps to shift private vehicle users to mass transportation effectively (Ministry of Transportation, 2022). In order to increase the competence of the crew of fast train railway facilities, PT Kereta Cepat Indonesia China (PT.KCIC) in collaboration with the Indonesian Railway Polytechnic in Madiun organized EMU Driver education and training. The following is the number of EMU Driver education and training participants who do not yet have a certificate of competence for the crew of fast train railway facilities. While the questionnaire results on the Railway Suggestion crew competency variable are also dominated by answers agreeing or with an average of 82.99%. With these results it can be interpreted that after attending EMU Driver education and training affects the Competence of the Railway Facilities Crew where the results of the regression analysis obtained Y21.323 + 0.412. The intercept value is 21,323 which means that without the X variable, the competence of the crew of the railway facilities remains the value, namely 21,323. The t test data has a t count of 5.821 while the t table at the 5% level for 32 respondents is 2.014. Because t count t table then Ho is rejected and Ha is accepted. with a significance value of 0.000 (0.0000.05) This can be interpreted that EMU Driver education and training has a positive and significant effect on the competence of the crew of railway facilities.

Тренинг лидерства в системе управления персоналом организации

Training is one of the key methods for developing personnel competencies, widely used to update and improve the leadership potential of employees. The paper examines the definitions of training from the point of view of a management approach, philosophy, social psychology, and developmental psychology. An original definition of the concept of “training” is proposed. The main areas of training application in organizations are elucidated, and key sections of the training scenario are identified. The primary types of training in organizations are studied, with particular attention given to the analysis of leadership training. Results of leadership training piloting among university students are presented, and recommendations are offered for its potential practical application in organizations. Specifically, the importance of using leadership training based on a developed scenario for identifying leadership competencies among participants in the organization’s management personnel reserve is emphasized. In conclusion, leadership training stands as a vital tool within organizational development, aimed at nurturing and enhancing the leadership capabilities of personnel. By drawing upon diverse disciplinary perspectives and empirical evidence, this article underscores the multifaceted nature of training and its pivotal role in fostering effective leadership. Moving forward, the recommendations provided offer practical pathways for organizations to harness the potential of leadership training in cultivating a robust managerial talent pool.

No-Restraint Committed General Hospital Psychiatric Units (SPDCs) in Italy-A Descriptive Organizational Study.

This study describes and explores the application of no-restraint policies in General Hospital Psychiatric Units (GHPUs) in Italy, a country pioneering in deinstitutionalization and psychiatric reform. The research aims to assess the organizational characteristics and effectiveness of no-restraint practices, contributing to the global discourse on humane psychiatric care. Following a purposive sampling approach, a nationwide descriptive study was conducted involving a detailed online survey distributed to 24 GHPUs actively engaged in or aspiring toward no-restraint practices. The survey, comprising 60 items across seven sections, gathered comprehensive data on the structural, organizational, and operational dimensions of the units, along with the prevalence and management of restraint episodes. Results reveal a significant commitment to no-restraint policies, with 14 GHPUs reporting zero restraint incidents in 2022. Despite variations in infrastructure and staffing, a common thread was the implementation of systematic procedures and risk management training aimed at reducing coercive practices. The study identified a correlation between the use of exclusive garden spaces and an increased incidence of restraints, suggesting nuanced factors influencing restraint practices. The findings underscore the viability and ethical alignment of no-restraint practices within psychiatric care, highlighting the crucial role of organizational protocols and training. This research adds empirical weight to the advocacy for restraint-free environments in mental health settings, signaling a paradigm shift toward more humane and rights-respecting psychiatric care.

Towards training network resilience to maintain disaster recovery expertise

Effective disaster recovery depends on highly-skilled practitioners. Like any sector, however, the education and training systems that build these skills can experience crises that disrupt their ability to function effectively. Thesecan be one-off events (e.g. a major flood) or extend over long periods (e.g. a pandemic or a vocational crisis). Based on the observation that there is a shortage of trainers and teachers in the education sector, as shown by indicator D7 (OECD, 2023), in this article we study the ongoing ability of a French vocational training organization to transmit skills that are useful to society in the event of a natural disaster, and in particular those that will shorten the recovery time of buildings and infrastructures. We propose a model that simulates the flow of people through the educational system and the institution’s ability to generate enough trainers to maintain a chain of know-how transmission. In the simulation of this work in progress, we have parameterized the actual success rates, which we vary in order todefine a minimum success rate limit to ensure the renewal of human capital. Based on the proposed model, further testing and analysis will be used to characterize a range of resilient flow behaviors and to provide recommendations for maintaining the condition of the human know-how transmission chain.

Non-profit organizations in training for employment: On the transformative potential of their critique of education

A sociology of conventions perspective is used in this paper to examine how non-profit organizations make sense of their educational action in the field of training for employment. Both critiques of education that such organizations voiced and compromises that they had to establish at the turn of the 21st century are revisited here in view of the transformations that the field of training for employment has experienced in recent years. We show empirical data illustrating their discourses on education 20 years ago that were obtained through in-depth, focused interviews with trainers and management of Spanish non-profit organizations. Some critiques are highlighted that were prominent in their discourse at the turn of the century, when the ‘third sector’ was regarded as a promising actor that could amend some of the most concerning inadequacies of the education system. However, the transformative potential of such critiques is critically re-examined in view of the transformations that such an increasingly hybrid field has experienced since, transformations that allow for a new perspective into those once change-promising discourses.

Exploration of Education for the Development of Party Members among Ethnic Minority Students in Universities

It is of great significance to lay a solid foundation for the ideology of the Chinese nation community and strengthen the organizational training and development of minority students in mainland Chinese universities. Based on the cognitive thinking characteristics and cultural acceptance level of minority students, a research method combining questionnaire surveys and individual interviews was used to investi- gate the development of party members among minority students in a university in Guangdong Province. The research results reflect some objective problems: minority students have a strong will-ingness to join the party but the application rate is low, participation in party training courses is serious but the effectiveness is not satisfactory, and there is a lack of targeted training and inspection for minority student party activists. Therefore, it is necessary to further optimize the education model for minority students, improve the party member training mechanism, and cultivate more polit- ically and ideologically qualified, and professionally competent minority student party members for the further development of socialist construction and national unity and progress.

Lecturers’ Acceptance of Gamification in Training and Development: A Conceptual Study

With the rising prominence of e-training across various industries, the integration of gamification principles into organizational training has emerged as a dominant trend. This conceptual study aims to delve into the potential factors influencing the acceptance of gamification among lecturers within the training and development realm. Key variables under scrutiny include attitude, performance expectancy, social influence, perceived enjoyment, and perceived ease of use. The anticipated outcomes of this study are poised to furnish invaluable insights for organizations, particularly within the higher education sector, enabling them to refine their training and development strategies by incorporating gamification methodologies. The ramifications of this study extend beyond individual organizations, offering pertinent recommendations to the broader organizational landscape. By tailoring training programs to cater to the diverse needs and preferences of lecturers, the research contributes to the creation of engaging and effective training initiatives. This investigation aims to address a gap in understanding regarding the dynamics of gamification acceptance within the training and development domain, paving the way for future research endeavors.

New angles and long walks: building regional networks through union education

PurposeThis article examines the role the Australian Trade Union Training Authority (TUTA) played in international education through the provision of trade union courses and exchanges. We consider how an investigation of trade union networks contributes to a richer understanding of international education linkages.Design/methodology/approachThis paper is based on research conducted for an Australian Research Council (ARC)-funded project: Trade union training: reshaping the Australian industrial landscape (ARC LP180100500). This research involved a critical analysis of 60 semi-structured oral history interviews and textual archives, including the official records held by the National Archives of Australia and papers held by the Noel Butlin Archives, the Australian Council of Trade Unions and in private collections.FindingsTUTA was established primarily as a national union training organisation, but from its inception, it also acted as a hub for the development of regional and international labour networks. The nature of TUTA’s work placed it at the intersection of international trade union and educational domains. Although there were some points of contact with formal international programs (e.g. Japan–Australia and Kellogg Foundations, the Colombo Plan and US Department of Labour exchanges schemes), the specific contribution of TUTA is overlooked in the educational exchange literature. The role of TUTA is revealed through institutional connections and individual experiences.Research limitations/implicationsFurther research is required to gain a deeper understanding of the impact of TUTA from the perspective of former participants in international TUTA course and current and former trade unionists in the Asia–Pacific.Originality/valueThis article builds new knowledge by examining the connections forged in the Asia–Pacific region at the intersection of trade union and educational networks, an area often overlooked in the literature on educational exchange.

The Impact of Corporate Cultural Factors on Organizational Commitment at Tasco Corporation

Purpose: The purpose of this article is to analyze the cultural factors within a business that impact the organizational commitment of employees at Tasco Corporation, thereby proposing solutions to enhance their commitment to the company. Design/methodology/approach: Secondary data was collected from relevant materials on key themes: factors of corporate cultural influencing organizational commitment. A questionnaire were used for gathering primary information from employees at Tasco Corporation. The survey was conducted from August 2023 to December 2023. The questionnaire was designed based on the previous research findings, surveying 290 samples to identify the factors and levels of influence of corporate culture on employee organizational commitment at Tasco Corporation. Findings: There were five factors influencing employees’ organizational commitment at Tasco Corporation: Organizational communication, Training and development, Compensation and recognition, Empowerment, Risk-taking and innovation acceptance. Research, Practical & Social implications: Our findings could be used as a valuable reference for businesses to increase employee commitment to the organization. Originality/value: There have been numerous studies on the influence of corporate culture on employees’ organizational commitment. However, there was not any research has been conducted at Tasco Corporation. Therefore, we decided to undertake the topic of the article: "The Impact of Corporate Cultural Factors on Organizational Commitment at Tasco Corporation."