How Do You Manage Change in Organizations? Training, Development, Innovation, and Their Relationships

Abstract

The article aims to be a reflective paper on the interconnected concepts of training, development and innovation and the potential they have in dealing with change in organizations. We call change both the process through which something becomes different and the result of that process. Change management is the expression used to define the complex of activities, functions, and tools (such as training courses) through which an organization deals with the introduction of something new that is relevant for both its survival and growth. Training and development are labels used to define those educational activities implemented in organizations to empower the competences of workers, employees and managers in the lifelong learning perspective of improving their performance. Consequently, we define competences as those personal characteristics that allow people to be effective in the changing contexts of both workplace and everyday life. They are also necessary in organizational innovation, which is the process of transforming ideas or inventions into goods or services that generate value and for which customers will pay. Training, development, and innovation are three different but interconnected functions by which organizations manage change. What is the state of the art of the literature dealing with these topics? Here, is a critical review on the matter.

MNEs Subsidiary Training and Development and Firm Innovative Performance: The Moderating Effects of Tacit and Explicit Knowledge Received from Headquarters

“…Our research complements the literature in several ways: First, this research responded to calls from researchers [25] for empirical research about training and development and firm innovative performance. Our results from the hierarchical linear modeling suggest that both on-the-job training and development and off-the-job training and development have an influence on the firm innovative performance.…”

“…Unfortunately, the link between training practices and organizational innovation has been widely overlooked [25,26] and the influence of training and development practices on firm innovation performance are yet to be studied by scholars [25,[27][28][29][30][31]. Sung and Choi [32] express lack of theoretical elucidation and empirical evidence as being among the two key variables.…”

“…We make three significant contributions to extend the extant literature. First, this research responds to the calls for research on training and development that focus on innovation performance [25]. Considering that maximizing the impact of the workforce in organizations is one of the core inquires in human resource management [37] and the underlying mechanisms that account for the effects of training and development programs to build and equip workforce on subsidiary innovative performance are remaining as the "black box", this study demonstrates how different types of training and development influence firm innovative performance.…”

Viewing Meaningful Work Through the Lens of Time

“…To avoid ambiguities over the meaningful work definitions and the various use of time perspectives, this paper intends to organize the literature by means of classifications of studies and seminal review papers deriving from the conventions of the social and human sciences ( Lee, 2015 ; Lepisto and Pratt, 2017 ). Following others ( Sartori et al, 2018 ), the present contribution aims to conduct a critical review of the literature to elevate the understanding on meaningful work by the definition of a novel framework and proposing a preliminary model of factors subsumed by the construct toward a time-based approach.…”

Psychometric Properties of the Service Leadership Attitude Scale in Hong Kong

“…With specific reference to Hong Kong, according to the statistics provided by the Census and Statistics Department of The Government of HKSAR (2018), the service sectors had contributed 92.9–92.4% of the total GDP of Hong Kong’s economic development from 2013 to 2017. In the global world, the impact of service-dominated economy has been intensified by economic globalization and rapid-advancement of science and technology, which significantly reshapes and transforms organizational structures and behaviors and calls for the emergence of new leadership concepts and paradigms (e.g., Sartori et al, 2018).…”