Training and Development of Human Resources: A Brief Contribution to a Better Understanding of Its Relevance

Machado, Carolina

doi:10.1007/978-3-319-66864-2_8

Cited by 7 publications

(6 citation statements)

References 3 publications

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“…In this context, business training goals are radically repositioned, as they prioritize knowledge and skills development and not merely stimulating the employees' short-term operational efficiency. In this sense, the purpose of training planning is to continuously reinforce the enterprise's competitiveness and open new prospects for success [25]. The various training interventions undertaken have to be closely interconnected and consistent with the firm's overall human resource performance framework.…”

Section: Figure 3 Management Functions and Structure From An Evolutionary Perspectivementioning

confidence: 99%

Designing Integrated Business Training Programs Focused on the Unemployed in the Post-COVID-19 Era

Vlados¹

2021

TEM Journal

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Human resource development and continuous training are a precondition for organizational and socio-economic resilience and development. It is also vital to build integrated training programs, especially for the unemployed nowadays, considering the major challenges caused by the COVID-19 pandemic crisis in various labor markets internationally. This article aims to distinguish fundamental theoretical and practical dimensions of structuring business training programs and supporting learning and innovation after investigating critical trends of conceptual readjustment of modern management theory. A significant conclusion is that a business training program has to synthesize the organization’s strategic, technological, and managerial potential and goals (Stra.Tech.Man approach), valorizing the basic principles of integrated planning, organizing, implementing, and controlling. A novel training program framework is suggested, attributing particular weight to developing structured mechanisms for training unemployed population groups at the local level.

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Section: Figure 3 Management Functions and Structure From An Evolutionary Perspectivementioning

confidence: 99%

Designing Integrated Business Training Programs Focused on the Unemployed in the Post-COVID-19 Era

Vlados¹

2021

TEM Journal

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“…Concerning the training of human resources, this must be a designed action of the HRM department (Machado, 2018). Some of the ways to conduct educational activities are by orientating new employees, training of interns, planning specialized programs for trainees, assistants and subordinates, switching between different operations, mentoring, holding regular meetings, and providing company-funded seminars (Akter, 2016).…”

Section: How Is Learning and Development (Landd) Linked To Innovation?mentioning

confidence: 99%

Stra.Tech.Man innovation, HRM and Perception of Educational Needs in Underdeveloped Business Ecosystems: The Case of Retail Sector Firms in Eastern Macedonia and Thrace

Vlados¹,

Chatzinikolaou²

2020

IJHRS

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Innovation becomes widely perceived as the most significant ingredient of socioeconomic development, for all types of organizations, at all spatial levels. This study aims to examine how a specific category of business people understand the phenomenon of innovation in relation to the dimensions of Human Resource Management (HRM) and intra- and external business education and training. It explores in particular how the firms of a less developed regional business ecosystem perceive this triangle of innovation-education-human resources, what is their current image and how this comprehension evolves over the last years. Through field research in firms located in the Greek region of Eastern Macedonia and Thrace, we highlight these qualitative correlations between innovation, workforce management, training, and education. Our findings suggest that the “image” of these entrepreneurs to these issues lacks interpretive depth and practical cohesion, which is related to pathogenies caused and causing the overall relative socioeconomic underdevelopment in the region. The originality of this research derives from the presentation and analysis of specific firms’ and professionals’ perceptions of innovation, which are relatively far from the standards set by the corresponding modern scientific literature and practice.

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“…Sustainability is one of the challenges that constitute a struggle in organizations (George et al, 2016) due to the need for the participation of employees, who in turn contribute to this conflict because of their lack of commitment (Kim et al 2017), which emphasizes the need to change employee's behavior to comply with the goals of sustainability (Aguilera et al, 2021;Saunila et al, 2021;Ones & Dilchert, 2012), this change needs Support from the institution (Norton et al, 2015), as improving training programs positively affects the behavior of employees (Celestine & Yeo, 2021;Petelczyc et al, 2018), principally when they contribute to their personal development so that their commitment increases as one of the training outcomes (Machado, 2018).…”

Section: Introductionmentioning

confidence: 99%

Islamic Foundations of Sustainable Employee Behavior: Evidence From The Noble Quranic Verses And Hadith

Mahdi,

Marni

2024

UIJ

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Islam is a comprehensive religion, and the need for its teachings increases with the increase in human problems. In this era, the need for organizations to face the challenge of sustainability increases, seeking to enable the behavior of employees to become a sustainable behavior that contributes to its sustainability. This research aims to explore the Islamic foundations in the sustainable behavior of employees. The literature attached the sustainability of behavior with environmental, psychological, and spiritual but did not relate them to the Islamic foundations that emphasize fixed pillars for establishing sustainable behavior. In this study, we follow the descriptive-analytical approach and explore these pillars through the noble Quranic verses and the authentic Hadiths. The study suggests that the establishment of sustainable behavior is based on a tripartite link between Islamic behavior in the working environment, behavior in the personal surroundings, and behavioral training. So that it creates a homogeneity of the individual's behavior, and where the same behavior is required of him is the same in the workplace and the personal surroundings, so the focus is on avoiding hypocrisy and affirming truthfulness and Reinforcing and directing behavior through training in this behavior to ensure its steadiness and sustainability. We aspire to make a systematic change in behavior management for sustainability, and this research paper contributes to developing the behavioral view of employees and addressing their problems for sustainable behavior.

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Training and Development of Human Resources: A Brief Contribution to a Better Understanding of Its Relevance

Cited by 7 publications

References 3 publications

Designing Integrated Business Training Programs Focused on the Unemployed in the Post-COVID-19 Era

Designing Integrated Business Training Programs Focused on the Unemployed in the Post-COVID-19 Era

Stra.Tech.Man innovation, HRM and Perception of Educational Needs in Underdeveloped Business Ecosystems: The Case of Retail Sector Firms in Eastern Macedonia and Thrace

Islamic Foundations of Sustainable Employee Behavior: Evidence From The Noble Quranic Verses And Hadith

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