A snapshot of training practices in Peru

Pozas, Olivia Hernández; Jáuregui, Kety

doi:10.1016/s0123-5923(12)70216-4

Cited by 3 publications

(5 citation statements)

References 6 publications

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“…Knowledge and technology for sustainable development are achieved by learners through formal and/or informal transfer processes. Therefore, a sustainable base for lifelong learning and training processes includes Sustainable Employees Education, Employee Professional Sustainability, Sustainable Management Know-how, and Employee Reaction Competency [10,[34][35][36][37][38][39][40][41][42][43]79]. The Sustainable Employees Education criterion composing eco-friendly and sustainable supply chain activities in service training, seminar, or technical exchange programs merges domain knowledge with the organizational partnership to respond to the environmental awareness of employees [37].…”

Section: Learning and Growthmentioning

confidence: 99%

“…Only employees with correct and updated knowledge, skills, and acceptable operational behaviors, and who practice them repeatedly to improve reaction ability, make an appreciable difference in resolving a crisis in their companies. Therefore, effective employee training is a critical component of Employee Reaction Competency in an organization's strategy [42]. The competence of employees in managing pollution emergency occurrences is crucial in Employee Reaction Competency [43,79] (Table 2).…”

Section: Learning and Growthmentioning

confidence: 99%

“…The management expertise and other know-how we need to facilitate employees' research and development to effect a sustainable solution [38,[40][41][42] Employee Reaction Competency…”

Section: Employee Professional Sustainabilitymentioning

confidence: 99%

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Multicriteria Decision Analysis to Develop Effective Sustainable Development Strategies for Enhancing Competitive Advantages: Case of the TFT-LCD Industry in Taiwan

Kuo

Lin

et al. 2016

Sustainability

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Abstract:In the Internet of Things era, panel displays play a major role in human life, because humans frequently use liquid crystal displays to monitor their electrical devices. The display industry creates remarkable economic output, but every manufacturing process inevitably has some undesirable effects on the environment. With the increasing awareness of environmental protection, balanced development is necessary to address the emerging market trends. However, short-sighted manufacturing corporations that focus solely on financial performance can achieve only short-term profits. The purpose of this study was to develop the most effective sustainable improvement strategies that can enhance competitive advantages in real-world situations. The proposed method combines the balanced scorecard and a new hybrid modified multiple attribute decision-making model which together adopt the DEMATEL technique to construct the influential network relation map and develop the DEMATEL-based ANP with the VIKOR method to deliver strategies that integrate environmental sustainability and competitive advantage. Finally, a real-world case study applying the proposed method to the cases of liquid crystal display manufacturers was conducted. Then, this paper discusses the effective use of natural resources, development of enterprises, and sustainable competitive advantage in this context. Various manufacturers, communities, and stakeholders can benefit from the coopetition solutions explained by the proposed method.

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Section: Learning and Growthmentioning

confidence: 99%

Section: Learning and Growthmentioning

confidence: 99%

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Multicriteria Decision Analysis to Develop Effective Sustainable Development Strategies for Enhancing Competitive Advantages: Case of the TFT-LCD Industry in Taiwan

Kuo

Lin

et al. 2016

Sustainability

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“…Al-Alma ( 2014) use the taxonomy model to structured knowledge gathered from a lot of employees spread in many branch offices, which is the integration of web and SharePoint. and Jauregui, 2012). However, training evaluation needs to be also conducted.…”

Section: Ia's Km Current Conditionmentioning

confidence: 99%

Strategy for Knowledge Management Sustainability: A Lesson from The Industrial Automation Unit

Adi

Fahmi

Najib³

2022

jma

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Organizational knowledge is a combination of individual's knowledge within the organization. Specialize individual knowledge is developed inside the organization. Therefore, it should belong to the organization and be stored in the organization. The Industrial Automation (IA) department implements simple knowledge management (KM) in the form of a web blog. However, the KM implementation becomes inconsistent. This inconsistency can lead to knowledge loss and knowledge gaps if there are individual changes within the organization. This study aims to analyze the condition of the IA department's KM, analyze the factors that affect the sustainability of IA's KM and formulate strategies for the sustainability of IA's KM. The analysis of KM is carried out with the following factors: culture, training and development, reward, performance system, and technology. Supervisor's order is still something that can help to build the knowledge-sharing habit. Employees do not get training regularly. Employees feel that they have not received good appreciation for the knowledge sharing and have not been included in the performance appraisal. Technology has been well adopted in KM. SEM-PLS analysis shows that training and development is a significant factor of KM sustainability. SEM-PLS result and content analysis construct managerial implication and KM sustainability strategies formula: develop a yearly training plan, establish problem-solving forum, and improving KMS implementation.

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“…They added that organizations can get a competitive advantage through recruiting, employing and retaining skilled and qualified individuals. Training is viewed as a group of activities planned by the organization to provide employees with certain knowledge, develop their skills and abilities and reinforce a positive change of behaviors and attitudes (Pozas and Jauregui, 2012). Based on this, training can be defined as a planned and systematic effort exerted by HRM to change employees’ behaviors and attitudes, and in addition to increasing their knowledge, skills and abilities with the aim of increasing their productivity and improving their performance.…”

Section: Conceptual Backgroundmentioning

confidence: 99%

Examining the interrelatedness among human resources management practices, entrepreneurial traits and corporate entrepreneurship in emerging markets: an evidence from Egypt

Shehata

Montash

Areda

2020

JEEE

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Purpose The main purpose of this paper is to investigate the relationships among a set of human resources management (HRM) practices, entrepreneurial traits (ET) and corporate entrepreneurship (CE) in an emerging market such as the Egyptian one. Design/methodology/approach This research is explanatory in nature where it explains the causal relationships between the variables. Data was collected from 230 human resources (HR) managers and professional serving in top Egyptian financial institutions. Data was analyzed using structural equation modeling with relevant goodness-of-fit statistics. Findings The results of this study indicate that HRM practices have significant impact on the development of ET of personnel currently operating in the Egyptian financial institutions. Besides, the results confirm the effect of HRM practices on ET, which in turn have significant impact on CE. Practical implications This research provides an appropriate direction for HR managers on how to best design HR programs directed toward the development of strong CE orientation. It also highlights the core ET needed to enhance CE in emerging economies. The validated hypothetical relationships of this model serve as the baseline for those managers to plan, execute and measure the consequences of those HRM programs. Originality/value Although HRM is widely considered as a critical driving force for CE, there is a remarkable scarcity of empirical research examining the role of ET. The conceptual model tested in this research typically deepens both HRM scholars and managers’ understanding of how they can best connect HRM practices to ET and CE in emerging economies. The findings of this study open the door for a new venue of research in the HRM area of study, particularly in emerging markets that search for a fast-growing rate of economic prosperity. The findings of this study lend support for HRM as an antecedent to CE rather than vice versa.

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A snapshot of training practices in Peru

Cited by 3 publications

References 6 publications

Multicriteria Decision Analysis to Develop Effective Sustainable Development Strategies for Enhancing Competitive Advantages: Case of the TFT-LCD Industry in Taiwan

Multicriteria Decision Analysis to Develop Effective Sustainable Development Strategies for Enhancing Competitive Advantages: Case of the TFT-LCD Industry in Taiwan

Strategy for Knowledge Management Sustainability: A Lesson from The Industrial Automation Unit

Examining the interrelatedness among human resources management practices, entrepreneurial traits and corporate entrepreneurship in emerging markets: an evidence from Egypt

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