Dissertations / Theses: 'Employee training and development'

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Marquis, Geraldine L. "Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.

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McCargar, Cindy L. "Development and evaluation of a train-the-trainer program for subject matter experts at Company X." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.

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Seger, Alfiya, and Atoosa Graylee. "Employee development programs: Employee motivation to attend voluntary technical trainings in High-tech companies in Sweden." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-19482.

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Nowadays, there is a major issue that increasing demand for employees learning and development: technological development. Technological development pushes employees to learn more and companies to offer development programs to their employees. There is always a need for employees to learn new skills, norms and values and develop the personal mastery. Organizations, on the other hand, should empower and encourage employee to develop and to perform a task. The purpose of this study is to identify and investigate the factors, which motivate employees for attending voluntary technical trainings, and to understand to what extent the managers affect employees’ willingness to participate in non-mandatory technical trainings in High-tech MNCs in Sweden. What motivates employees to attend non-mandatory technical development programs and trainings on products in High-tech companies in Sweden? To what extent does manager affect employees’ willingness to attend voluntary technical trainings? A mixed method is used in this research, which is a combination of both qualitative and quantitative methods. Seven semi-structured face-to-face Interviews were conducted with both senior managers and employees in studied companies. Survey was conducted online and sent to employees in four high-tech companies in Västmanland, Sweden. Conclusion: There are different motivations for employees to attend voluntary technical trainings in Sweden such as desire to stay updated with the technologies, self-fulfillment and interaction with others. Managers play a more supporting rather than supervisory role in the whole process of employees learning.

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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019
The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.

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Ntile, Zukiswa. "Assessing the personal development of employees in a municipal environment." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.

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Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.

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Cox, Lillian Sharon. "Teacher empowerment change and Reading Recovery professional development training /." free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137691.

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Thesis (Ed. D.)--University of Missouri-Columbia, 2004.
Reading Recovery has registered trademark symbol after the "y" in Recovery in title. Typescript. Vita. Includes bibliographical references (leaves 131-144). Also available on the Internet.

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Black, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.

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Santos, Miller Amanda Carmin. "Training for the Future| College Student Employee Persistence through Engagement and Development." Thesis, University of La Verne, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13806317.

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Purpose. The purpose of this qualitative phenomenological study was to understand the lived experiences of student leader employees in relation to retention through the lens of development via engagement at a small, non-profit private university in Southern California.

Methodology. This study used a phenomenological approach to understand the lived experiences of student employee leaders. The researcher interviewed ten full-time undergraduate student employees who had been working in their leadership role for at least one year. The students interviewed were juniors and seniors.

Findings. The student employee leaders reported building strong relationships with their supervisors and peers as a result of on-campus employment. Students reported that their place of employment was a safe place for them to be and that they enjoyed the convenience of flexible hours and financial stability. The student employee leaders in this study felt supported and connected due to the people they have encountered throughout their employment at the institution. The student employee leaders also faced challenges and growth through their experiences working on campus. Lastly, students learned skills through various training methods.

Conclusion. The student employee leaders in this study reported that their relationships with supervisors and students contributed to their decision to remain at the institution. The students interviewed in this study also felt that what they learned in their place of employment could have longer implications in applying what they are learning to their future careers.

Recommendations. It is essential for student employees on campus to gain valuable experiences while working during college to engage and develop students to prepare for the future. Universities should emphasize for students to work on campus to help them build transferable skills and engage students in meaningful work to make the best of their time while in college.

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Tillotson, Kenyon. "An Exploratory Study of Factors Eliciting VA Employee No-Show Behavior In Veterans Affairs Employee Development Courses." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6417.

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Recognizing the need for companies and organizations to retain employees, one of the topics given very little attention in the research is non-attendance in face-to-face training. This study presents findings from the analysis of archival data from a 2013 employee education survey. Exploratory factor analyses were conducted on two sets of data exploring barriers to participation in employee-development education classes. Extrinsic factors were identified as ‘more important things take priority’ and ‘circumstances beyond the employee’s control’. Intrinsic factors were identified as ‘personal motivation challenges’. These factors emerged as potential reasons for non-participation or no-show behavior in employee education courses. Possible explanations for the results are discussed and recommendations for future research are presented.

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Hundley, Katrina M. "A Profile of Current Employee Training Practices in Selected Businesses and Industries in Southwest Virginia." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/28542.

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The purposes of this study were to (a) establish a profile of the current training practices of selected businesses and industries in Southwest Virginia; (b) identify the type of training methods these companies are choosing -- such as traditional classroom training or web-based training programs, and (c) identify how the training methods are selected. This profile established baseline data for current business and industry employee training programs. The population of this study included every business and industry that had participated in workforce development programs provided by community colleges located in the southwest region of Virginia in 2001 and 2002. The researcher developed an Internet-based survey instrument and solicited data from 205 organizations. Descriptive analyses were used to organize, summarize, and describe the data collected from all participants; specifically frequencies of responses to individual survey items were reported. Of the 205 organizations surveyed, 88 returned a questionnaire giving an overall response rate of 42.9%. The results showed that manufacturing was the most represented industry, most participants held a management position, and most worked in the human resources department. The majority of businesses expected some type of increase in their training programs within the next year. Nearly all indicated that they use classroom-based training programs, and a substantial number indicated using videotapes, self-study materials, computer software or CD-ROMS, and web-based training methods. Many of the participants said that they offer training for skill development in the areas of computer applications, technical skills and knowledge, communication skills, and safety procedures. Lastly, cost, flexibility, perceived value, and timeliness of the program were criteria rated as most influential in the decision to use a particular training method.
Ph. D.

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Mitchell, Debora R. D. "The effects of assessment center feedback on employee development." Diss., Georgia Institute of Technology, 1997. http://hdl.handle.net/1853/29848.

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Almeida, Rita Loução de. "How training evaluation can be used to potentiate employee development in an organization." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11829.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics
This work project tackles a challenge presented by a corporate university and aims to study the impact of training evaluation on employee development. This project is composed by two studies. Study I is a qualitative study that refers to a benchmark of corporate universities and their best practices. Study II, a quantitative research, examines the impact of learning evaluation results on competencies of company’s potential assessment system and on individual performance. Despite learning evaluation results should not be consider alone on employee development decisions, they are usually used in training decisions, such as further training needs; and in career development, for instance to select high potentials and provide career guidance.

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Teffu, Matome Edward. "Aligning employee training needs and workplace skills plan in the Limpopo Department of Health." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1404.

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Thesis (MPA.) --University of Limpopo, 2014
iii ABSTRACT Government Institutions are in terms of the Skills Development Act, (Act 97 of 1998), required to develop employees in order to achieve good and effective performance. The Act makes provision for the development of Workplace Skills Plan by government institutions and mandates these institutions, including Government Departments, to budget at least 1% of their payroll for training and development of employees. It is, however, not apparent whether or not the developed Workplace Skills Plans are in line with the employees training needs and training interventions. As a result, the essence of this study is to determine how to align employees training needs with the Departmental Workplace Skills Plan in the Limpopo Department of Health. In addition, the study investigates whether or not training interventions in the Limpopo Department of Health are informed by the identified skills needs. The type of research methodology used in this study is the quantitative approach, which is in the form of a structured questionnaire. The main finding of the study is that although the Limpopo Department of Health developed the Workplace Skills Plan, training interventions were not aligned to it. In addition, a large percentage of the respondents was not aware of the skills audit exercise that the Department undertook. This study also reveals that the post-training evaluation which was done by the Department did not contribute to important subsequent training interventions. The key recommendation made is that the Limpopo Department of Health should make employees aware of the skills audit exercise the Department often undertakes. Additionally, Personal Development Plans should be continuously used to identify pertinent employee training needs relevant for the Departmental Workplace Skills Plan KEY WORDS • Limpopo Department of Health • Workplace Skills Plan • Personal Development Plan • Skills Audit • Training Interventions • Training Needs Analysis • Employees Training Needs

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Dressler, Jacqueline Faith. "Factors which influence employee participation in training and development : a study of clerical staff at McGill University." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22582.

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This study examines the participation of clerical staff in training and development. It also considers the potential benefits of participation and the influence of forces in the work environment on participation. A survey of the population of 937 clerical staff at McGill University yielded a response of 460. Three-quarters of staff indicated awareness of training and development opportunities, with approximately half of these having participated in 1993/1994. Staff consider performance enhancement as by far the most likely benefit of participation. They are also inclined to agree that their supervisors are supportive of training and development, while they tend to be unsure whether they have their co-workers' support. Further, staff tend to be unsure or to disagree that situational constraints influence participation. Significant interactions between several of the variables were found. This study discusses the implications of these findings for McGill and makes recommendations for further research.

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Cole, Jennifer Elizabeth. "Skills development training and its impact on employee self-image : a case study of employee responses to training in the wholesale and retail sector in the Western Cape." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/8211.

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Includes bibliographical references (leaves 89-94).
The aim of this study was to determine what impact training, undertaken in terms of the Skills Development Act in South Africa, has on trainees. Particular attention was paid to the way in which trainees interpreted changes to their self-image, confidence and sense of self-worth. A case study approach was used to obtain information about experiences of four research participants. The study data were gathered by means of qualitative open-ended and biographical interviews.

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Hobson, Nicole DeJarnett. "Succession Planning and Situational Engagement." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5168/.

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Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiative, succession planning, impacts employee engagement. This research was conducted at a petroleum organization in the Southwest United States (N = 2023) and compares engagement based on group membership in a succession planning process (Informed-High Status, Uninformed-High Status, and Uninformed-Low Status). The underlying factor structure of drivers was found to have one factor of engagement. There was a significant difference in the engagement levels based on membership within the succession plan (high status versus low status). However, communicating to an employee their involvement in the succession plan did not differentiate between engagement levels.

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Tengberg, Fredrika, and Stefanie Forsman. "Effektiv kompetensutveckling : En undersökning av hur olika perspektiv på lärande påverkar effekterna av kompetensutveckling under Training Days." Thesis, Högskolan Väst, Avd för företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6746.

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Två gånger per år genomförs kompetensinvesteringar för ingenjörer på GKN Aerospace Sweden AB. Konceptet går under benämningen Training Days. Syftet med investeringen är att höja kompetensen bland de ca 400 ingenjörerna. I anslutning till utbildningsdagarna genomförs en enkätundersökning för att se till deltagarnas åsikter om Training Days. Problemet är att det aldrig undersökt vilken inställning och synsätt medarbetarna har till lärande och utveckling och om de olika perspektiven i sådana fall påverkar effekterna av investeringarna. Den kvalitativa fallstudien syftar till att undersöka om ingenjörernas perspektiv på lärande och kompetens påverkar organisationens utveckling. Materialet har insamlats med kvalitativa intervjuer som analyserats i förhållande till teori och aktuell forskning. Dessutom har det undersökts om det finns ett gemensamt perspektiv på kompetensutveckling som kan utveckla Training Days och effekterna av utbildningsdagarna. Fallstudien kan ses som ett kompletterande verktyg till GKN:s interna enkät. Teorin menar att det är viktigt att skapa ett systemtänkande och att individer behöver se till sitt eget personliga mästerskap för att få en helhetsförståelse, och därigenom höja den individuella och gemensamma kompetensen. Majoriteten av respondenterna i studien anser att de inte får någon praktisk kompetens genom utbildningsdagarna, de menar snarare att konceptet bidrar till nya infallsvinklar. Resultatet av denna studie bygger på tolkning av det insamlade empiriska materialet, med stöd av teorin visar att det finns både olika synsätt och inställning till lärande och utveckling bland ingenjörerna vilket påverkar utvecklingsprocessen. På GKN finns alla förutsättningar för att lyckas med kompetensutveckling, men när inställning till lärande och utveckling är individuell påverkar det alla led i lärandeprocessen
Twice a year GKN Aerospace Sweden AB implements skills investment for their engineers. The concept is known as Training Days. The purpose of investment is to improve the skills of about 400 engineers. Adjacent to the Training Days there is a implemented survey to see what the engineers think about the concept. The problem is that the survey doesn't examine the attitude and the approach employees have about learning and development, and on the various perspectives, in such cases the affect of the impact of the investments. This qualitative case study aims to examine the engineer's perspective on learning and skills, and it´s effect on the organization's development. The material has been collected by qualitative interviews, analyzed in relation to theory and current research. Moreover, it has been investigated whether there is a common perspective on skills that can develop Training Days and the effects of training days. The case study can be seen as a complementary tool to GKN's internal poll. The theory says that it is important to create a systems approach and that the individuals need to make their own personal "championship", to get an overall understanding, and thereby raising individual and collective skills. The majority of the respondents in this study believe that they do not receive any practical skills through Training Days. They mean rather that the concept contributes to new approaches. The results of this study are based on the interpretation of the collected empirical material, supported by theory. The outcome shows that there are both different approaches and attitudes to learning and development among the engineers, which affects the development process. GKN have all prerequisites for the skills development to succeed. But the approach to learning and development is individual, so it affects all elements in the learning process

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Shah, Naimatullah. "Determinants of employee readiness for organisational change." Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.

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Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.

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Bernard, Kevin Lance. "Strategies to Reduce Voluntary Employee Turnover in Business Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5163.

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Industry leaders in the United States have spent $11 billion annually in advertising, hiring, and training expenditures associated with voluntary employee turnover. Using employee turnover theory as the conceptual framework, the purpose of this multicase study was to explore strategies leaders of marketing and consulting firms used to reduce voluntary employee turnover. Participants were purposefully selected based on evidence of their successful experiences in reducing voluntary employee turnover in their organizations. Data were collected by conducting semistructured interviews with 6 leaders in 3 marketing and consulting firms located in the southeastern United States and by reviewing organizational documents related to strategies to reduce employee turnover, including annual reports, newsletters, policy handbooks, and financial statements. Data were analyzed using Yin's 5-phase elements of data analysis: (a) compile, (b) disassemble, (c) reassemble, (d) clarify, and (e) conclude. Three themes emerged from this study: leaders' comprehension of reducing voluntary employee turnover, essential strategies for leaders to reduce voluntary employee turnover, and that employee commitment and performance management to reduce voluntary employee turnover. Leaders of marketing and consulting firms and other business organizations could create positive social change through effective strategies to reduce employee turnover and unemployment. Reducing unemployment is important because unemployed individuals experience detrimental changes in family relationships, higher mortality rates, and increased physical health problems.

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Hiraoka, Calvin H. Wircenski Jerry L. "Influence of pre- and post testing on return on investment calculations in training and development." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-6097.

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Pierce, Heather R. "Employee development as an exchange process : perceived organizational support, leader-member exchange and perception of benefit." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29897.

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Kane-Sellers, Marjorie Laura. "Predictive models of employee voluntary turnover in a North American professional sales force using data-mining analysis." [College Station, Tex. : Texas A&M University, 2007. http://hdl.handle.net/1969.1/ETD-TAMU-1486.

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Menze, Menyezwa Nozizwe Mandu. "The impact of stress on productivity of employees at the Education Training and Development practices Sector Education and Training Authority /." Diss., Pretoria: [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-04262007-161101.

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Panagiotakopoulos, Antonios. "An empirical investigation of employee training and development in Greek manufacturing small and medium-sized enterprises (SMEs)." Thesis, University of Leeds, 2009. http://etheses.whiterose.ac.uk/1565/.

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Skills are increasingly identified by policy makers as a central means to address social and economic challenges at national and supranational levels. The present study looks specifically at the Greek economy and explores the determinants, nature and extent of skills development in Greek manufacturing SMEs, notably in the textile sector. The research involved three main stages. First, interviews were conducted with high-ranked industrial policy makers in Greece to gain an understanding of the key problems facing Greek manufacturing industry, and to identity the policy measures introduced to promote skills upgrading and industrial competitiveness. The policy agenda was then interrogated `in practice', through complimentary survey and case study research of textile SMEs. The study argues that current policy intervention neglects the workplace and production context in which skills are created and mobilised, which acts to impede the policy agenda of a viable skills strategy. The study reveals that a narrow skills supply strategy is adopted by the Greek government and policy action is based on simple targets for the accumulation of human capital. It is strongly believed by decision makers that publicly-funded boosts to stocks of qualifications will push the Greek economy onto a new, higher skilled, higher value added pathway. Yet, the demand for skills, which appears to be the real problem, is not considered. The research shows that the vast majority of textile employers do not demand a highly-skilled workforce and that formal HRD interventions are not their preferred method of skills development. In contrast, informal learning activities seem to serve as the key vehicle to help Greek SMEs meet their skill needs. This suggests a new agenda for policy intervention. What is being contested in the present study is the tendency by Greek policy makers to depict skills as a panacea for a range of social and economic ills. As such, there is an immediate need for a more open debate about what skills can contribute as part of wider strategies to help improve the economic performance of Greece and the competitiveness of SMEs specifically. VET has a role to play, but its nature, scope and relationship with other policies needs a lot more thought. Greek policy makers need to construct a more sophisticated and integrated approach to developing social and economic policies wherein skills play a part rather than carry the entire weight of policy.

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Jensen, Vicki J. "Analysis of the capabilities for development of employee extrusion technology training programs within the El Paso, Texas area." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008jensenv.pdf.

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Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.

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The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.

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Cooper, Jean Henry. "A training programme based on the principles of social constructivism and focused on developing people for the future world of work an evaluation /." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-03162005-142319.

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Thesis (M. Comm. (Economic and business science))-University of Pretoria, 2005.
Abstracts in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

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Hoepner, Terri Jo. "Marketing training and development activities in Chippewa Valley businesses." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003hoepnert.pdf.

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Dowler, Alan Reginald. "A consideration of the effectiveness and efficiency of employee training and development in a range of commercial organisations." Thesis, University of Birmingham, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324172.

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Barcus, Sydney Anne. "The impact of organizational learning and training on multiple job satisfaction factors." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5202/.

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This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.

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Warman, Mendy L. "A center for training and development." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1077.

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Rejdová, Nela. "VZDĚLÁVÁNÍ A ROZVOJ ZAMĚSTNANCŮ." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-205130.

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The aim of this thesis titled Employee training and development is the evaluation of training and development activities of Legrand company. The theoretical part is focused on various training and development approaches and then it describes each phase of the creation of the educational program: the identification and analysis of training needs, planning, implementation and evaluation of the training and development activities. I also mention some of the barriers that may occur during the training. In the end of the theoretical part, I briefly mention a specific field of education: talent management. The practical part of this thesis includes an introduction of training and development activities of Legrand company, with a focus on training program STRUCTOGRAM, which is the main topic of the training program in the company for the year 2016. Furthermore, I evaluate the training and development activities on the basis of a questionnaire survey among employees and I try to suggest some solutions to remove barriers and improve training activities in this company.

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Nhlapo, Tsholo Mzawazi Solomon. "The implementation of human resource development strategy for total quality management within the Department of Correctional Services : focus on Groenpunt management area / Tsholo Mzawazi Solomon Nhlapo." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4831.

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To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary.
Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

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Paek, Jeeyon. "A study of training program characteristics and training effectiveness among organizations receiving services from external training providers." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1118351733.

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Thesis (Ph. D.)--Ohio State University, 2005.
Title from first page of PDF file. Document formatted into pages; contains xiv, 177 p.; also includes graphics (some col.) Includes bibliographical references (p. 145-153). Available online via OhioLINK's ETD Center

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Kunder, Linda Holder. "Employees' Perceptions of the Status and Effectiveness of the Training and Development System and of the Value of Training and Development." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30411.

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This study examines employees' perceptions of the training and development system in a large Federal government agency. Data come from a database built from a survey with over 3800 respondents. The survey is representative of five populations: executives, managers, supervisors, professional/ administrative and technical/clerical support staff. The survey instrument used to measure employee' perceptions of the training and development system consisted of 68 items in three sections. Section I addressed demographic data, Section II addressed respondents' overall satisfaction with training and development and their perceptions of the training and development system's achievement of elements of effective training and development practice, and Section III addressed the content of training and training delivery methods. Sections II and III employed a Likert scale for respondents' rating of indicators of satisfaction with training and development and respondents' perceptions about the effectiveness of the training and development system. This study provides conclusions about the factor structure underlying the indicators in the survey. It describes the relationships among employees' perceptions of the status and effectiveness of the training and development system and their perceptions of the value of training and development. The study also presents recommendations for further study and for training and development practice.
Ed. D.

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Al, Majdalawi Mazen. "Human resource development in Palestinian higher education, with special reference to evaluation of employee development and training at the Al-Aqsa University, Gaza, Palestinian Authority." Thesis, University of South Wales, 2015. https://pure.southwales.ac.uk/en/studentthesis/human-resource-development-in-palestinian-higher-education-with-special-reference-to-evaluation-of-employee-development-and-training-at-the-alaqsa-university-gaza-palestinian-authority(be3c766a-50f7-44c4-8775-6394a7a6f0bd).html.

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Vanterpool, Maureen Olivia. "Concerns of training managers about the competency standards prescribed by the American Society for Training and Development /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487330761216806.

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Tronnier, Julia K. "Development of a valid level one evaluation instrument for ABC Company's Lean Training Program." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009tronnierj.pdf.

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Ntlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.

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Hiraoka, Calvin H. "Influence of pre and post testing on return on investment calculations in training and development." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc6097/.

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When expenses become an issue, training is often one of the first budget items to be cut. There have been a number of evaluation studies about rates of return from training interventions. Most results are based on interviewing participants about the value of the intervention and its effect on their productivity. This often results in quadruple digit return on investment indications. Decision makers who control the budget often view these kinds of results with skepticism. This study proposes a methodology to evaluate training interventions without asking participants their opinions. The process involves measuring learning through a series of pre-tests and post-tests and determining if scores on pre-tests can be used as predictors of future return on investment results. The study evaluates a series of return on investment scores using analysis of variance to determine the relationship between pre-tests and final return on investment results for each participant. Data is also collected and evaluated to determine if the financial results of the organization during the period of the training intervention could be correlated to the results of the training intervention. The results of the study suggest that the proposed methodology can be used to predict future return on investment from training interventions based on the use of pre-tests. These rates of return can be used as a method of selecting between competing training intervention proposals. It is a process that is easily understood by the key decision makers who control the allocation of financial resources. More importantly, it is a process that can maximize the value of each dollar spent on training.

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Knight, FRANCELIA Luis. "Strategies to Retain Employees in the Health Care Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5888.

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Health care leaders who fail to apply effective retention strategies could negatively affect employee well-being, patient outcomes, and business performance. The purpose of this single case study was to explore effective strategies that leaders used to retain employees in a health care organization. Human capital theory was the conceptual framework for the study. Data were collected via on-site semistructured interviews with 10 leaders of a Texas health care organization who had a history of retaining employees for a minimum of 2 years from the date of hire, and from the review of organizational documents pertaining to employee retention. Data were analyzed using coding and word frequency to discern patterns. Three key themes emerged from the data: (a) healthy work environment, (b) manager relationships, and (c) training and development. The implications for positive social change include the potential to retain top talent in health care organizations, which could improve customer service, promote affordable health care, increase job satisfaction, and improve quality service to patients.

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Krantz, Michelle. "Diversity-Awareness Training Experiences of School of Education Employees." NSUWorks, 2012. http://nsuworks.nova.edu/fse_etd/51.

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This qualitative case study was designed to investigate employee involvement in a voluntary diversity-training program. There is limited research on what motivated employees to be involved in the diversity workshops. The data collected from the study may give workshop facilitators information on ways to enhance the modules of future workshops in order to reach out to those who have not attended and to sustain the participation of those who do. The researcher interviewed workshop participants to examine their experiences with the voluntary, diversity-training workshops provided by the School of Education. The interview examined the reasons why employees were motivated to become involved in the workshops, employee expectations of the workshops, and participants’ overall experiences with the workshops. The researcher also observed and noted the participants’ body language and facial expressions during the interview to determine their ease with the questioning strategies and to interpret whether to probe them for additional responses. The agenda and flyer was shown to the participants to see how those documents influenced their decision to participate in the workshops. Additionally, to provide a description of the sample, the participants completed a demographic questionnaire. The study took place at a university in the southeastern region of the United States. Data collection included interviews and documents. Interpretation analysis was used to identify themes. An analysis of the data revealed the importance that curiosity, a sense of belonging, peer interaction and a desire to learn has on an individual’s motivation to become involved in a voluntary, diversity-awareness workshop.

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Van, Heerden Alan Joshua. "The development of a competency based model for training operators within the confectionery industry." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/83.

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Most South African manufacturing companies provide some sort of training for its shop floor employees to help them improve productivity and reduce wastage. Unfortunately, training presented on-the-job to operators is more often than not implemented in an unstructured and unplanned manner, usually when a crisis occurs and fires need to be put out quickly. The introduction of the National Qualifications Framework (NQF) demands that training practitioners structure their training efforts and ensure that all training leads to national qualifications. This study is aimed at making a contribution towards the NQF and in particular, the development of shop floor employees. Firstly, a model for operator training was developed from a survey of the relevant literature. This phase of the study identified the components of the model and their respective guidelines. Secondly, the model was e.mailed to managers working in confectionery companies requesting their opinion on the guidelines of the model. Lastly, the feedback received from the empirical study was evaluated, conclusions were drawn and recommendations made, based on the information obtained from both the literature study and empirical study. The results from the empirical study indicated strong concurrence with the theoretical model on operator training. In contrast to theory that the use of rewards after training results in improved productivity, the majority of respondents disagreed with the implementation of a reward What are the long term benefits to an organization with a productivity reward system in place? · What kind of reward system would work best in the confectionery industry? · How would management implement an effective performancerelated reward system at shop floor level?

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Gadu, Thandiswa Constance. "An evaluation of selected skills development programmes in the Amathole District Municipality." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020587.

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Employees joining any institution for the first time are not always performing duties/tasks to the level and standard set by the management of particular organisation. Some candidates perform to their fullest potential after they are inducted. The purpose of skills development act is to assists employers to participate in leadership and development programmes as to enhance the potential of individuals and organizations. Also to encourage employees to use the workplace as an active learning site and provide opportunities to acquire new skills. Human Resource Practitioners play a critical role in the ensuring that employees are capacitated. This study undertook to evaluate selected skills development programmes in the Amathole District Municipality. ADM is challenged in coordinating various skills development programmes due to various reasons such as budget. From the literature study and information gathered from the respondents in this research it became evident that training of employees is key to the improvement of performance. In this regard it is critical that ADM creates means that will mitigate the identified findings in order to improve the performance of personnel. Emailed questionnaires were used as a method of collecting data from the respondents. In this study a qualitative method was used to analyse the data collected from the respondents. Based on the information gathered from the respondents the researcher made findings and formulated recommendations.

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Rach, Margaret M. (Margaret Mannion). "The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331995/.

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Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that many employers are aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. Many employers are also aware of what constitutes a discriminatory practice in the selection of employees for some employment advantage. However, management does not always recognize and follow nondiscriminatory procedures when selecting employees for transfer, training and development, and promotion. The number of cases in which selection procedures were found discriminatory supports this conclusion.

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Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.

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DeLozier, John. "Community College Grow Your Own Leadership: A Phenomenological Study of Employee Perceptions of Individual and Organizational Leadership Development." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3623.

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Community colleges often face challenges with leadership as a result of retirements and turnover. In reaction to these challenges some community colleges have developed Grow Your Own (GYO) leadership development programs. Although the topic of leadership and leadership development has been researched extensively, more research is necessary concerning GYO programs and their perceived impact on participants and their colleges. This study was designed to determine the perceived development of GYO participants as well as the perception of a GYO’s impact on the organization. Guilford Technical Community College (GTCC) in Greensboro, North Carolina has had a GYO program for 30 years. A qualitative research method with a phenomenological theory design was used in this study. After obtaining permission from GTCC the 10 study participants were recruited through emails. Interviews were semi structured with questions designed to encourage discussion around the topic of leadership development. After each participant was interviewed, transcripts of the interview were made by the researcher and those transcripts were coded to determine themes. After the coding analysis was complete, common themes emerged. Each of the participants reported to have had previous roles in leadership prior to coming to GTCC. Most of the participants reported positive change because of attendance in the GYO in the areas of relationship building, networking, changed perspective of college role and mission, and better preparedness for future leadership opportunities. These findings supported earlier research that found GYO programs to be successful in creating valuable relationships across the organization. Research also supported the common theme of relationships formed both horizontally and vertically within the organization. Another common theme addressed in earlier research was the development of social capital development within the GYO program. This happens when individuals are brought together around information, given an action point, and asked to solve relevant organizational problems. This study may be useful for community colleges that already offer a GYO opportunity or are considering developing a GYO opportunity. Further research may be needed to determine the impact of the GYO leadership development training on those reporting to the participants of the program.

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Alhassan, Joy Ukwo. "The relationship between employee perceptions of training, organisational commitment and their impact on turnover intentions: a survey of selected SMMEs in the Cape Metropole Area." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1728.

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Thesis (MTech(Human Resource Management)-- Cape Peninsula University of Technology, 2011
While the relationship between training and organisational commitment has to some extent been widely researched, most of the information available in literature is based on studies done in western countries. The aim of the study was to determine the relationship between the research variables of employee perceptions of training (measured by perceived availability of training, perceived supervisor support for training and perceived co-worker support for training) and organisational commitment (measured by affective and continuance commitment) an their impact on turnover intentions among employees of SMMEs within the hotel sector of the Cape Metropole area of the Western Cape Province of South Africa.A quantitative descriptive approach to research was adopted through the use of survey questionnaire to elicit relevant information from the respondents. In the absence of a sample frame (comprising only small hotels within the Cape Metropole area) and in order to meet the criteria laid down by the National Business Act for small business, non-probability judgemental sampling was deemed appropriate and was used to identify 10 SMME hotels to participate in this study. A total 127 respondents were drawn from across the 10 hotels. The research variables were measured using validated instruments from prior studies.

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Ntlebi, Nontsikelelo. "Training and development in South African local government :the case of the Helderberg municipality." University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&amp.

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Hires, Teri Meadows. "An Analysis of the Utilization of Needs Assessments by Training and Development Professionals." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc331728/.

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The purpose of this study was to analyze the utilization of needs assessments by training and development professionals in a large metropolitan training association. The study sought to determine (1) how frequently needs assessments were used; (2) how the results of needs assessments were used; (3) whether the needs assessment model was developed by in-house staff or outside consultants; (4) whether needs assessments were utilized more frequently within specific industry groups; and (5) the respondents' perceived level of importance placed on the needs assessment process. To accomplish these objectives, this study surveyed members of the Dallas chapter of the American Society for Training and Development (ASTD).

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Dissertations / Theses on the topic 'Employee training and development'

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