ISSN:1044-8004    

DOI:10.1002/hrdq.3920040402

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040403

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractA training plan identifies which work groups and individuals need training and what types of training are required. The usefulness of a training plan is, in part, a function of the scanning process used by training personnel to acquire information relevant for identifying training needs. For the present study, survey data were obtained from the CEOs and the training directors of 193 manufacturing companies to investigate the scanning process and the factors that might affect that process. Results indicated that training directors differed in terms of the proactiveness of information searched, the sources of information used, and the types (or content) of information considered to identify training needs. Regression analyses indicated that the centrality of training to the top decision‐making body of the firm was a critical factor in obtaining training‐needs information from a variety of sources and content areas. Practical implications of the results are provided and future research needs specif

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040404

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractScanning for training‐needs information is an important first step in the development of relevant, effective training. The larger organizational context in which training interventions are being considered dictates the inclusion of core measures of the organization's business performance as primary sources of information. Without a need to improve organizational performance, training is at best an optional organizational activit

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040405

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractThis response has three objectives. The first is to reiterate our conceptualization of the scanning construct and to distinguish it from the potential determinants of scanning. The second is to reinforce Torraco's recommendation regarding the investigation of the antecedents of training centrality. Finally, we present an expanded view of the training function, drawing a link between centrality and movement toward a continuous‐learning philosophy in organization

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040406

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractAn evaluation study was conducted to assess the return on investment of training. Investment consisted of the development and delivery costs associated with increasing the competence of consultants in a tax specialty area. A three‐phase study was implemented to (1) determine pretraining trends, (2) evaluate the training event, and (3) follow the activities of students after training. While data were obtained from multiple sources throughout the study, key information in determining financial impact was obtained from accounting data bases. Return was defined as the amount of time required for the training to result in a payback equal to the original investment. After the revenues that could be attributed to training were determined, results indicated that the training had a substantive positive financial impact. The findings are discussed from the standpoint of the appropriate theoretical paradigm for this type of evaluation. Specifically, the authors point to the need to avoid issues of cause and effect and to utilize an evidentiary paradigm in drawing conclusion

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040407

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractThis study describes the development and investigation of the concept of organizational transfer climate and discusses whether it influences the degree to which trainees transfer behaviors learned in a training program to their job situations. The study was conducted in a large franchise that owns and operates over one hundred fast‐food restaurants in a large metropolitan area. Analyses indicated that when manager trainees were assigned to units that had a more positive organizational transfer climate, they were rated as better performers of the behaviors previously learned in training. As was predicted, it was also found that manager trainees who learned more in training performed better on the job. It was concluded that, in addition to how much trainees learn in training, the organizational transfer climate of the work situation affects the degree to which learned behavior will be transferred onto the actual job. This research suggests that organizational transfer climate is a tool that should be investigated as a potential facilitator for enhancing positive transfer of training into the work environmen

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040408

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

摘要:

AbstractThis study examined employer opinions of strengths and weaknesses of business graduates hired during the previous three years. A total of 176 personnel officers from a national sample responded to the survey. In contrast to the literature, the respondents expressed a high degree of overall satisfaction with recent business hires. Employers were satisfied in thirty‐five areas. The eleven areas of greatest satisfaction were (1) punctuality, (2) honesty, (3) professional grooming, (4) ethical behavior, (5) dependability, (6) willingness to work hard, (7) commitment to lifelong learning, (8) pride in work quality, (9) ability to get along well with others, (10) sound academic training, and (11) good work habits. The five areas in which the greatest dissatisfaction existed were rank‐ordered as follows: (1) desktop publishing background, (2) realistic expectations about advancement, (3) realistic expectations about starting salary, (4) a computer graphics background, and (5) writing effectiven

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040409

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040410

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920040411

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1993

数据来源: WILEY