The Evolving Role of Youth Workers

Borden, Lynne M.; Schlomer, Gabriel L.; Wiggs, Christine Bracamonte

doi:10.5195/jyd.2011.179

Cited by 29 publications

(21 citation statements)

References 27 publications

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“…Generally, enterprises determine the appropriate content for training programmes (or training activities) to enhance the professional development of staff. For instance, training programmes for new employees, training programmes for senior managers, multicultural or cross-cultural education and training, security training, and occupational health training [62,63]. To understand the current status of training activities, we will analyse them from four aspects: training content, training managers, training staff and training format.…”

Section: Identification Of Employee Training Activities and Abstractmentioning

confidence: 99%

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Guo

Lei

et al. 2019

Sustainability

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Employee training is not only important for the continuous growth of human resources but also guarantees sustainable human resource management in enterprises. It is very important to understand corporate behaviour related to employee training not only from the perspective of a single enterprise but also from that of multiple enterprises. The purpose of this study is to explore multiple enterprises' employee training behaviours by conducting a content analysis of corporate social responsibility (sustainability) reports and a social network analysis. This study also seeks to find a way to achieve sustainable employee training by analysing the similarities in the different types of corporate training behaviours. Our analysis shows that, in 2017, 108 types of training activities were implemented by 53 enterprises; the key employee trainings (e.g., security training and skills training) and enterprises (e.g., bank of communication) are identified. The training behaviours of some of the enterprises are similar to some extent, and eight groups of firms that are very similar are identified. The results of this study show that social network analysis performs well for studying corporate employee training behaviours. Some suggestions to minimize the investment costs of training and to improve the sustainability of human resource management from the employee training perspective are provided.Sustainability 2019, 11, 380 2 of 20 organizational sustainability has been highlighted by some scholars [16][17][18]. We therefore explore corporate sustainable resource management from the perspective of sustainable human resource management in this study.Corporate sustainable human resource management is a new area of research and practice [14]. There are still significant research gaps regarding sustainable human resource management, in particular, how human resource management addresses the sustainability of human resources [19]. Only a few studies have examined this issue; for instance, the work by Ehnert [20] explores the meaning of and reasoning for sustainability in human resource management as well as applications of the concept for human resource management through an analysis of 50 European multinational enterprises. Kramar [19] examines the major features of sustainable human resource management and highlights a relationship between sustainability and human resource management. Tooranloo et al. [21] identify the factors that have an impact on the successful implementation of human resource management sustainability in organizations. Human resource management is a series of work practices involving people, among which employee training has a very important part. Some managers and scholars have realized that employee training is not only an important incentive for the continuous growth of employees but also guarantees the sustainable development of the enterprise (e.g., [22][23][24][25][26]). Therefore, it is very interesting and important to analyse the sustainability of human resources from the perspective of employee trai...

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Section: Identification Of Employee Training Activities and Abstractmentioning

confidence: 99%

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Guo

Lei

et al. 2019

Sustainability

View full text Add to dashboard Cite

show abstract

“…While several scholars recommend OST staff are trained to respond to the dynamic nature of the OST context (e.g., Borden, et al, 2004;Larson, et al, 2009;Rhodes, 2004), this study demonstrated that training staff to engage an ethic of care has limitations. Little is known about effective staff training mechanisms in youth programs in general (Shek, & Wai, 2008), yet OST programs increasingly rely on staff to promote a myriad youth development goals (Borden, Schlomer, & Wiggs, 2004). Practitioners should make provisions for staff members' developmental readiness to adopt an ethic of care or other areas of "expertise" that might improve staff-youth interactions at the point of service.…”

Section: Discussionmentioning

confidence: 74%

Training Staff to Create Caring Communities: Promises and Challenges

Browne

Sibthorp

2014

JYD

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Caring communities support the healthy growth of young people by fostering caring youth-staff relationships as well as a sense of connectedness to the people and norms within that setting. Out-of-school-time (OST) programs may be uniquely situated to serve as caring communities, particularly if staff are trained to facilitate caring activities and employ an ethic of care when interacting with youth. These processes can also be described as program design and staff implementation. Program design, which refers to the structured aspects of a program, differs from implementation, or the ways staff interacts with youth throughout the program, because design factors are typically robust to differences in individual staff members' style. Implementation, on the other hand, varies with respect to the individual staff member. The purpose of this study was to examine the effects of a two-part staff training intervention focusing on program design and staff implementation on youths' sense of caring community. Findings from this study and their implications for managers of OST programs are discussed.

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“…Youth workers can go beyond promoting a young person's development in typical ways (e.g., supporting academic success, reducing risk-taking behaviors, increasing positive health attitudes) (Borden, Schlomer, & Wiggs, 2011) to providing social and physical environments that support healthful behaviors and effectively guiding youth who want to advocate for healthier communities. To better support youth as health advocates, youth workers can look to many existing PYDH competency-building resources (see Table 1).…”

Section: Health Advocacymentioning

confidence: 99%

Youth Workers’ Role in Engaging Youth in Health Advocacy for Community-Level Change

Toomey

Smathers²,

Iaccopucci

et al. 2018

JYD

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Youth development professionals and volunteers, here referred to collectively as “youth workers,” need to be prepared to engage young people as health advocates. Youth workers need an understanding of public health principles; policy, systems, environment change approaches; and effective youth–adult strategies to move from viewing youth as participants to engaged leaders in community health issues. Embracing youth as partners will create effective partnerships and yield substantial positive health impacts for the youth, adults, and their communities.

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The Evolving Role of Youth Workers

Cited by 29 publications

References 27 publications

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Training Staff to Create Caring Communities: Promises and Challenges

Youth Workers’ Role in Engaging Youth in Health Advocacy for Community-Level Change

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