Measuring the organizational impact of training: The need for greater methodological rigor

Garavan, Thomas N.; McCarthy, Alma; Sheehan, Maura; Lai, Yanqing; Saunders, Mark N. K.; Clarke, Nicholas; Carbery, Ronan; Shanahan, Valerie

doi:10.1002/hrdq.21345

Cited by 50 publications

(63 citation statements)

References 83 publications

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“…Violations of the underlying assumptions can result in incorrect conclusions and false claims of causality. Numerous editorials and articles have appeared in HRD journals calling for an increase in the rigor of quantitative articles (Nimons, 2011, 2012, 2017; Garavan et al, 2019; Osbourne, 2013). Specifically, studies need to acknowledge the following: (a) the statistical assumptions, (b) methods that were used to address violations, and (c) resulting limitations.…”

Section: Discussionmentioning

confidence: 99%

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

Flatt¹,

Jacobs

2019

Advances in Developing Human Resources

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The Problem Journal pages are filled with articles that scarcely mention the assumptions behind the chosen statistical techniques and models. Based on questionable foundations, the ultimate conclusions are intended to shape academia and guide practitioners. Violations of the underlying assumptions can result in biased and misleading forecasts, confidence intervals, and scientific insights. The Solution The field of human resource development (HRD) is equipped to present these assumptions clearly and concisely to ensure the integrity of statistical analysis and subsequent conclusions. Testing the principle assumptions of regression analysis is a process. As such, the presentation of this process in a systems framework provides a comprehensive plan with step-by-step guidelines to help determine the optimal statistical model for a particular data set. The goal of this article is to provide practitioners a Regression Development System that can be adapted to organizational performance as well as information that can be used to evaluate the strength of journal articles. The Stakeholders Quantitative researchers, practitioners, instructors, and students.

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Section: Discussionmentioning

confidence: 99%

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

Flatt¹,

Jacobs

2019

Advances in Developing Human Resources

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“…As stated by Kirkpatrick (2006), training and performance appraisals are close relatives (see also the results of metaanalysis in Tharenou et al 2007), even when some recent studies highlight the need for rigor (Garavan et al 2019;Kwon 2019). Moreover, firms recoup their investments in training many times over (Blandy et al 2000).…”

Section: The Impact Of Personnel Training On Performancementioning

confidence: 96%

“…Training is defined as a systematic development of the competences needed by employees to perform their work (Dermol and Čater 2013), or as acknowledged by Manoharan et al (2012), "(…) [it] is all about looking ahead and developing practical programmes that result in improved performance" (p. 451). Personnel training is essential for the continuous improvement of the quality of human capital (Zheng et al 2007;Lertxundi and Landeta 2011;Garavan et al 2019). Furthermore, personnel training is said to be one of the most important elements of human resource development (Taylor and Davies 2004;Manoharan et al 2012;Garavan et al 2019).…”

Section: The Impact Of Personnel Training On Performancementioning

confidence: 99%

“…Personnel training is essential for the continuous improvement of the quality of human capital (Zheng et al 2007;Lertxundi and Landeta 2011;Garavan et al 2019). Furthermore, personnel training is said to be one of the most important elements of human resource development (Taylor and Davies 2004;Manoharan et al 2012;Garavan et al 2019). Therefore, as acknowledged by Minbaeva et al (2014), limited investments in training may result in lower levels of knowledge and skills, while training can help developing valuable human capacities, which would enhance performance (Tharenou et al 2007).…”

Section: The Impact Of Personnel Training On Performancementioning

confidence: 99%

“…Accordingly, training is a key element in disciplines such as Human Resource Development and Learning and Development (Garavan et al 2019).…”

Section: Implications For Theorymentioning

confidence: 99%

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The mediating role of personnel training between innovation and performance: Evidence from the German pharmaceutical industry

Castillo‐Apraiz

Upv²,

Antonio

2020

cuadernosgestion

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Purpose-The need for companies to become more innovative has never been greater, because innovation helps them deal with a turbulent environment by providing them a sustainable competitive advantage. In this sense, it has been generally accepted that a successful innovative environment requires a welltrained work force. Nevertheless, the literature showing how personnel training drives the innovationperformance relationship in industries where innovation is a key factor is scarce, especially in high-tech industries such as the pharmaceutical industry. Thus, we build upon existing studies to contribute to the innovation and training-related literature by considering the latter as a mediating variable between innovation and business performance. Hence, we aim to assess the impact of innovation on performance, and bring new insights into the innovation-performance link by including training as a variable that drives the aforementioned relationship. Design/methodology-We apply the partial least squares structural equation modeling technique to a sample of German pharmaceutical firms. The data were collected in mid-2014 by means of a computerassisted telephone interviewing (CATI) procedure. As a result, 200 valid responses were obtained from CEOs. Findings-First, this study demonstrates that both innovation and personnel training have a significant, positive impact on performance. Second, the results suggest that training personnel does indeed positively mediate the innovation-performance link. Hence, our study helps explain how innovation effectively translates into greater levels of performance. Originality / value-We answer calls to clarify about the innovation-personnel training relationship to generate greater levels of performance in turbulent environments. Furthermore, we assess this fact in the pharmaceutical industry, where paradoxically there is a lack of studies within the aforementioned framework.

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Workplace learning for the disadvantaged: Perspectives from adult education and human resource development

Hwang,

Yoon

2023

New Dir Adult Contin Educ

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Along with the rapidly changing social and economic context accompanied by COVID‐19, concerns have been raised for the less‐educated, low‐wage workers who disproportionately experienced disadvantages in accessing workplace learning or training opportunities essential for job placement or career development. In response to the challenges of increasing discrepancies in workplace learning opportunities, this paper suggested workplace learning as an area that needs more attention from multidisciplinary perspectives to support the needs of disadvantaged populations. The authors reviewed research trends on workplace learning from adult education (AE) and human resource development (HRD) disciplines and discussed common areas and research gaps. The paper suggested advancing workplace learning theories and building empirical evidence for disadvantaged populations in various workplace contexts through complementary collaboration between AE and HRD.

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Measuring the organizational impact of training: The need for greater methodological rigor

Cited by 50 publications

References 83 publications

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

The mediating role of personnel training between innovation and performance: Evidence from the German pharmaceutical industry

Workplace learning for the disadvantaged: Perspectives from adult education and human resource development

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