Human Resource Training and Development

The effectiveness of verbal self‐guidance as a transfer of training intervention: its impact on presentation performance, self efficacy and anxiety

“…The lack of systematic training research in this area should not be surprising. Over the past 40 years, researchers have repeatedly criticized the training literature for both the lack of controlled research and evaluation as well as the absence of theoretical foundation (see McGehee & Thayer, 1961;Campbell, 1971;Latham, 1988;Tannenbaum & Yukl, 1992). Yet, the advantages of theory-based training include that theory provides a framework for developing effective training design and that it can help assess why training interventions work or fail (Latham & Crandall, 1991).…”

Understanding Human Resource Management in the Context of Organizations and their Environments

“…Johns 1993, Murray & Dimick 1978; consequently, calls for new human resource management (HRM) research that takes context more seriously have become more frequent (e.g. Begin 1991, Dobbins et al 1991, James et al 1992, Latham 1988. At the same time, a growing body of empirical evidence is beginning to shed light on the relation ship between contextual conditions and HRM.…”

Pre-Training Motivation and Transfer of Training in Downsizing Environments: A Preliminary Review and Perspectives

“…Firms in a changing environment conceive training programs not only as an investment on improving employees' capabilities and competencies to better perform the job functions, but also as tools to link improved job performance and behaviors to increased organizational effectiveness and higher organizational performance [8,25]. Thus, training researchers [12,13,15,22,26,27] employed the concept of training transfer to measure "the degree to which trainees effectively and continually apply the knowledge, skills, and attitudes to their jobs [28,29]".…”