Training, development and careers in global context

  Recent studies have used structural and job characteristics, as well as employee demographics, to explain training engagement at the organizational level. However, reviewers claim that an individual's motivation for training should also play a role in their participation. Scholars contend that anticipating a valuable gain from education, is a critical antecedent to involvement (Ford and Noe, 1992), rather than the traditional measure of motivation to study. Learning motivation, self-efficacy, and motivation through expectation are the three categories of pre-training motivation. Learning motivation is a basic and direct technique to assess how trainees perceive their participation, nevertheless, it is transparent and provides very little diagnostic information, and explicates little about why certain trainees are more motivated than others (Mathieu and Martineau, 1997). In expectation-based motivation, employees are driven by the idea that their efforts to attend training will ...

  Human resources are considered a valuable resource for the growth of the companies when there is a motivation for them and properly applied (Nadiv et al., 2017). Employee development is widely regarded as the primary engine of an organization's value growth. (Mayo, 2000). The unexpected spread of the covid-19 virus throughout the world, at the beginning of 2019, caused the complete or partial halt of business in the world, and employees are asked to stay at home. However, several businesses have maintained operations based on the idea of working from home (WFH) through the use of internet connectivity (Manickam, 2020). With the implementation of the WFH concept in this pandemic situation, the main problem faced by the employees is the lack of training and development (T&D) (Manickam, 2020).  Employees are preferred to take on more responsibilities and they are expected to enhance current skills and add new skills to meet the current job demand in order to fulfill org...

The growing recognition of the specific significance of human capital development in enterprises has prompted researchers to investigate the link between training techniques and key performance indicators (Tharenou, Saks and Moore, 2007). The ability to utilize present knowledge and information to develop new combinations and modifications is a major source of innovation (Cantner, Joel and Schmidt, 2009). The investments a company makes in training and development establish a culture of continuous learning that encourages people to share their expertise and ideas, supporting the emergence of new knowledge and innovation (Lau and Ngo, 2004). There are two types of training investments: corporate training expenditures and financial assistance for training, which take into account the various kinds of organization-provided training and take into account the varied growth objectives. The former is oriented toward external training to increase overall employee competence over the long ter...

  Leadership was explored in the context of complexity at the health and community academies. Although certain leadership behaviors were considered to be vital in building relationships, they were only one part of a much wider leadership puzzle. Leadership involved knowledge and skills in a variety of fields, including technology, politics, and the environment, as well as interpersonal interactions. The leadership training development strategic approach is in accordance with the company objectives followed by each of these companies. In that sense, the corporation's resource-based view's employment of leadership training development is distinctive and far more compatible with the theoretical position presented by the company. The overall purpose of HR as a profession is to enable organizations to make strategic decisions about how to engage in leadership development, which necessitates a greater understanding of the elements that influence potential leadership development pathw...

  Training and development is a structured procedure for modifying employee behavior and motivation in order to improve job performance and, ultimately, organizational performance. It is a critical function that has a direct impact on an organization's performance. Training is recognized as a systematic process by which an organization's people resources acquire knowledge and develop skills through education and practice, resulting in enhanced job performance and corporate performance. In human resource management, training and development teaches employees about the value of the firm and its basic rules, as well as technical information that is regarded as necessary for properly completing job responsibilities and eradicating possible workplace defects (Sari, 2009).                                                             ...

  In the context of globalization, organizations and human resource development professionals face various challenges in managing and implementing successful human resource training and development. The importance of human capital in human resource development practices, including their education and technical training, as well as their communication and language abilities, is at the heart of the new technological revolution. Learning and human resource motivation are often mentioned as significant aspects of good human resource development. Their inadequacies make it difficult to create, manage, and implement effective human resource training and development in enterprises. The changing workforce demographics have an effect on human resource development processes, as well as the organization's human resource initiatives and investments in human resource training development. (Abdullah, 2009). The primary issues relating to human resources' lack of skills and intellectual cap...