Determinants of Training and Development Practices in SMEs: A Case of Japanese Manufacturing Firms

Gamage, Aruna S.; Sadoi, Yuri

doi:10.4038/sljhrm.v2i1.5104

Cited by 11 publications

(15 citation statements)

References 28 publications

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“…There is overwhelming evidence on the link between firm size and training showing that the larger the firm, the more likely it is to engage in training. According to Gamage and Sadoi (2013) this outcome is the most consistent in SME research. Using data set from manufacturing firms in Japan, Gamage and Sadoi (2013), further indicate that firm size has a direct effect on the usage of training practices.…”

Section: Firm Size and The Propensity To Trainingsupporting

confidence: 52%

“…According to Gamage and Sadoi (2013) this outcome is the most consistent in SME research. Using data set from manufacturing firms in Japan, Gamage and Sadoi (2013), further indicate that firm size has a direct effect on the usage of training practices. This relationship is confirmed by several previous studies in Germany (Almeida and Aterido, 2010); Australia (Webster et al, 2005); Spain (Castany, 2008) and the UK (Westhead and Storey, 1996;Mabey and Thompson, 2001;Storey, 2004;Kotey and Folker, 2007;Kotey and Slade, 2005).…”

Section: Firm Size and The Propensity To Trainingsupporting

confidence: 52%

“…Previous studies (e.g. Gamage and Sadoi, 2013;Kitching and Blackburn, 2002;Johnson, 2002;Devins and Johnson, 2003) have explored several environmental and organisational factors that influence owner-managers' propensity to train, much to the neglect of his/her personal perceptions for or attitudes towards training. Evidence regarding gender differences on attitudes to training generally show that women are less likely to engage in formal training than their male counterparts.…”

Section: Conceptual Background and Hypotheses Development 21 Owner-gender And The Propensity For Trainingmentioning

confidence: 99%

“…Evidence from SMEs in Ghana Gamage and Sadoi (2013) indicate that the age of the firm does not significantly determine training expenditure in a business firm. Similarly, Jayawarna et al (2007) found no significant influence of firm age on their training propensity.…”

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confidence: 98%

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The propensity to participate in formal training programmes

Damoah

Ashie

Kekesi

2016

WJEMSD

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Purpose The purpose of this paper is to identify the factors that are likely to predict the likelihood of a small firm choosing to participate in formal training programmes. The objective is to inform public policy and practice with regard to what SMEs must do in order to realise the benefits of participating in formal training programmes like their counterpart large firms so as to remain competitive. Design/methodology/approach The study uses a logistic regression model to ascertain the critical factors that are likely to predict SMEs’ chances to engage in formal training programmes. The data that inform the logit model are based on a non-probability sample of 85 SMEs drawn from Accra, the capital of Ghana. Findings The major findings are that firm size and having younger owner-managers that are daring play a critical role regarding whether or not small firms in Ghana will offer themselves for formal training programmes. However, firm size, including having young and daring owner-managers reflect the internal resource capacity of a firm. The results imply that the internal resource capacity of a firm is critical in predicting whether or not a small firm will offer itself for a formal training programme, although the changing trends from the external environment are also crucial. Research limitations/implications As a result of the lack of an available sample frame, the study is based on a non-probability sample and so it must be noted that the results must be interpreted in that context. Besides, the study sampled SMEs located in Accra, the capital of Ghana, thus future research must extend the study to cover the rest of the nine regions in Ghana. A further analysis based on probability sampling is needed to strengthen the results. Practical implications Consequently for the growth and the development of SMEs in developing countries, the need for owner-managers to first focus on internal resource building is key. What this means is that owner-managers cannot ignore the conscious attempt to monitor, develop and grow their own internal resource strengths before that can be aligned to any changing trends from the outside environment. Originality/value The paper provides evidence as regards why most SMEs worldwide find it difficult to participate in formal training programmes. The findings seek to enhance the understanding of the barriers to the growth of SMEs’ line of research.

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Section: Firm Size and The Propensity To Trainingsupporting

confidence: 52%

Section: Firm Size and The Propensity To Trainingsupporting

confidence: 52%

Section: Conceptual Background and Hypotheses Development 21 Owner-gender And The Propensity For Trainingmentioning

confidence: 99%

mentioning

confidence: 98%

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The propensity to participate in formal training programmes

Damoah

Ashie

Kekesi

2016

WJEMSD

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“…Despite the growing importance of SME research during the last decade, little attention has been given to the study of T&D practices in SMEs [5].Not only do SMEs themselves pay less attention to training, but the issue of T&D in SMEs has also been relatively neglected by academics [8,9] (Pettigrew et al, 1990).…”

Section: Literature Reviewmentioning

confidence: 99%

Employee training in small and medium-sized enterprises in Mongolia

Tuul

Bing

2019

Proc. Mong. Acad. Sci.

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In many developed and developing countries, small and medium-sized enterprises (SMEs) play a significantrole in their development. All researches show that globally, SMEs account for more than 90 percent of all business activities and earlier studies have established that SMEs have a critical role in contributing to a country’s economic growth[2] such as reducing poverty and unemployment,and creating employment opportunities. In addition, they contribute to reducing inequitable income distribution, enhancing competitiveness of enterprises, as well as promoting social stability. Therefore, the development of SMEs represents theprimary goal of every modern economy. There are many factors that influence the development of SMEs andone of the most important among them is the human resource management practice, especially employees’ training. Therefore, the main aim of our study is to examine the level of awareness of the training and development (T&D) policy among owners or managers of SMEs, their attitude and organisational support towards training and to analyse the training-related problems encountered by SMEs within the context of Mongolia.

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Training and Development in Small and Medium Enterprises

Cardon¹,

Valentin²

The Cambridge Handbook of Workplace Training and Employee Development

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Determinants of Training and Development Practices in SMEs: A Case of Japanese Manufacturing Firms

Cited by 11 publications

References 28 publications

The propensity to participate in formal training programmes

The propensity to participate in formal training programmes

Employee training in small and medium-sized enterprises in Mongolia

Training and Development in Small and Medium Enterprises

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