The Relationship Between Training and Innovation in Companies

Valencia, Julia Clemencia Naranjo; Naranjo-Herrera, Cristian Guillermo; Serna-Gómez, Héctor Mauricio; Hernández, Gregorio Calderón

doi:10.1142/s1363919618500123

Cited by 8 publications

(12 citation statements)

References 49 publications

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“…Therefore, they concluded that the competence of staff is highly effective on the company's success in developing new products and services. In this context, the company should choose the competent ones in the selection of personnel (Naranjo‐Valencia et al 2018; Rodríguez‐López & Souto 2019). Similar to these studies, Fu (2018), Hughes et al (2019) and Li et al (2018) also underlined the significance of this issue.…”

Section: Literature Reviewmentioning

confidence: 99%

Stochastic hybrid decision‐making based on interval type 2 fuzzy sets for measuring the innovation capacities of financial institutions

2020

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This study aims to construct a hybrid decision‐making approach to the stochastic evaluation for the innovation capacity of financial institutions. For this purpose, interval type 2 fuzzy DEMATEL‐ANP is used for weighting the criteria and dimensions. Additionally, TOPSIS and VIKOR methods based on interval type 2 fuzzy sets are considered to rank the alternatives. The novelty of the study is to propose a set of criteria and dimensions of innovation capacity with the supported literature. Another novelty is to propose an extended method of DEMATEL‐ANP by using interval type 2 fuzzy sets as well as an integrated method of interval type 2 fuzzy stochastic decision‐making with the Monte Carlo simulation. The results indicate that organizational dimension of innovation capacities has the highest importance between the set of criteria and the state‐owned banks have been more appropriate than both the private and foreign banks for generating the innovation capacities in the financial institutions. However, the analysis illustrates that stochastic decision‐making models could provide more extensive results than the conventional methods including the expert priorities. This study could be also extended by using different multicriteria decision‐making methods such as MOORA and ELECTRE and also, the cross‐country analysis could be applied for the future studies.

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Section: Literature Reviewmentioning

confidence: 99%

Stochastic hybrid decision‐making based on interval type 2 fuzzy sets for measuring the innovation capacities of financial institutions

2020

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“…Accordingly, associating the results with the new institutional economy (Williamson 1975;Johannessen 2008) is one way to expand the research reported here. Third, further studies should distinguish between different types of innovation and assess their impact on performance (Naranjo-Valencia et al 2018;Castillo-Apraiz et al 2020a). Similarly, instead of capturing personnel training at a global level, further studies could for example assess how personnel training within specific areas -such as R&D-impacts performance.…”

Section: Limitations and Directions For Further Researchmentioning

confidence: 99%

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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“…Innovative and creative practices, which stimulate employees, improve their learning and performance conditions and guide their decisions and actions, need to be designed and implemented in companies (Chen and Huang, 2009;Tan and Nasurdin, 2011). In this line, there are few studies that provide empirical evidence of the need for new, creative and innovative training practices (Naranjo-Valencia et al, 2018). Among the research gaps, the authors also identify the need to study specific practices as in Naranjo-Valencia et al (2018), who evaluated training as alignment, planning, resources and assessment, since most of the literature understands training as a general practice.…”

Section: Introductionmentioning

confidence: 99%

“…In this line, there are few studies that provide empirical evidence of the need for new, creative and innovative training practices (Naranjo-Valencia et al, 2018). Among the research gaps, the authors also identify the need to study specific practices as in Naranjo-Valencia et al (2018), who evaluated training as alignment, planning, resources and assessment, since most of the literature understands training as a general practice. This paper consequently focuses on four specific practices (employee training for creativity and innovation (C&I), formalised idea generation sessions, work time (WT) devoted to creativity and innovation and WT spent on talent development programmes), called training and development for creativity and innovation (TD4CI) practices, to determine if and to what extent adopting these practices affects firm performance, specifically innovation and financial performance.…”

Section: Introductionmentioning

confidence: 99%

“…Moreover, not much has been written about the impact of these innovative training practices on innovation performance (Shipton et al, 2005;Ngo et al, 1998). Studies on the influence of training practices and their dimensions on innovation, differentiating between innovation types, are scarce (Naranjo-Valencia et al, 2018). Consequently, this paper aims to fill this void by studying the relationship between the effects of each TD4CI practice and innovation, considered as key resources for improving existing products and/or services to create new-to-the-firm or new-to-the-market goods and services.…”

Section: Introductionmentioning

confidence: 99%

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The impact of training and development practices on innovation and financial performance

Manresa

Bikfalvi

Simon

2019

ICT

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Purpose Over recent years, firms have been implementing novel human resource practices. The purpose of this paper is to analyse four specific training practices to determine if and up to what extent the adoption of such practices affects innovation and financial performance. Design/methodology/approach A Spanish sub-sample of the European Manufacturing Survey is used to contain the responses of 162 manufacturing firms. Findings The positive relation between T&D practices and innovative performance was partially accepted, as new-to-the-firm products and new services had a significant relation with these practices. Conversely, the hypothesis stating that there is a positive relation between a new-to-the-market product and the aforementioned T&D practices was rejected. Furthermore, the positive relation between these and financial performance was partially accepted. Research limitations/implications This research presents the following limitation: the small number of responses restricts the general reliability of the findings. The inclusion of other countries’ data using the same questionnaire would further enrich the analysis. Practical implications First, general training and development is not enough; thus, the present study evidences the positive results of specific training practices such as training and development for creativity and innovation (TD4CI) on firm performances. Second, it also reveals a relation between training practices and innovation by differentiating among the three dimensions of innovation (new product to the firm, new product to the market and new services). Moreover, the present research highlights the benefits of implementing these types of practices, not only for innovation performance but also for financial performance. This paper also suggests that not all the training practices have the same impact on firm performance. Consequently, the company should be clear about their main aim to obtain the highest performance. The third contribution is based on the Spanish context wherein training is not considered as an important organisational function. Thus, this study provides positive results showing that TD4CI might enhance firm performance. Last, the degree of detail of the different training practices analysed, the recent nature of the data related to their implementation and the link between implementation and organisation performance are also part of the contribution of the present analyses. Originality/value This research offers recent and relevant data about implementing novel T&D practices and their relation with firm performance.

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The Relationship Between Training and Innovation in Companies

Cited by 8 publications

References 49 publications

Stochastic hybrid decision‐making based on interval type 2 fuzzy sets for measuring the innovation capacities of financial institutions

Stochastic hybrid decision‐making based on interval type 2 fuzzy sets for measuring the innovation capacities of financial institutions

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

The impact of training and development practices on innovation and financial performance

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