| 1. |
- Abbasian, Saeid, et al.
(författare)
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Attitudes towards participation in business development programmes : An ethnic comparison in Sweden
- 2015
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Ingår i: European Journal of Training and Development. - UK : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 39:1, s. 59-75
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The aim of the study is to investigate whether there are any differences between the attitudes towards participation in development programmes of entrepreneurs who are immigrants and those who are native-born. Design/methodology/approach – Several statistical methods, including a binary logistic regression model, were used to analyse a unique, firm-level dataset collected by the Swedish Small Business Forum in October and November 2012. The dataset was based on a questionnaire composed of 60 closed questions that was completed by 531 participants representing 395 companies. Findings – Based on the analysis of 15 different attitude variables, the empirical findings are that immigrant managers/owners are more likely to show a positive attitude to participation in development programmes, in terms of nine of those attitude variables, than their native counterparts. Because there are no data about second generation of immigrants in the sample, thus, this category may have had an impact on the results. However, there is no possibility to identify any impact on the results. Originality/value – There is no prior research focusing specifically on this question, and to the authors' knowledge, this study is the first that has attempted to deal with the issue. This study is based on a recent and unique database, and provides new evidence on the relationship between ethnicity and attitude towards participation in development programmes among entrepreneurs. Its context is different from that of prior research.
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| 2. |
- Bellini, Diego, et al.
(författare)
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A metamodel for competence assessment Co.SMO competences software management for organizations
- 2021
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 45:6/7, s. 603-616
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Tidskriftsartikel (refereegranskat)abstract
- Purpose This paper aims to propose an explorative metamodel of the key organizational competences management and presents a Web-based tool (Co.S.M.O. Competences Software Management for Organizations) for all-around assessment of the identified competences. Design/methodology/approach Building on the Great Eight Competencies Model- GEC, the European Qualifications Framework-EQF and focus group feedback, an online questionnaire was developed to manage the key organizational competences and to adapt the competence metamodel to the Italian context. Findings The competence metamodel described in this study and its newly designed tool (software with online questionnaire) could be used at the organizational level to improve productivity and efficiency by allowing an easy identification of key organizational competences and facilitating their acquisition and sharing. Research limitations/implications Currently, the metamodel is mainly theoretical and the software sustained only a partial validation. Practical implications The developed tool is a dynamic, easy to use and interactive Web-based software useful for managing the competences in both for-profit and not-for-profit organizations. Social implications European official documents invite companies and institutions to work together and share human capital: the European Qualifications Framework-EQF, at the base of this model, facilitates a common organizational language for human resources management. Originality/value Managerial competence literature indicates that a comprehensive model capturing a link between the EQF and a managerial competence model has not yet been considered in the literature.
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| 3. |
- Bjursell, Cecilia, 1970-, et al.
(författare)
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Mentorship programs in the manufacturing industry
- 2018
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 42:7/8, s. 455-469
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Forskningsöversikt (refereegranskat)abstract
- PurposeThis paper aims to present a literature review of studies of mentorship programs in the manufacturing industry so as to lay a theoretical basis for learning at work.Design/methodology/approachA literature review with focus on mentorship programs in the manufacturing industry was used. A search for relevant peer-reviewed articles, in four databases, rendered 315 hits, but only one article dealt with mentorship programs in an industry similar to the manufacturing industry. Thus, it is concluded that there is a lack of research on this area. The selection criteria were broadened so as to include 16 articles on mentorship programs for learning at work.FindingsThree dominant areas emerged from this review: definitions of mentorship, characteristics of a good mentor and mentorship program structures. The establishment of a mentorship program requires a clear purpose; contextual knowledge; and adaption to the profession, the organization and to individual needs. In addition to their findings, the authors discuss relationships in mentoring programs, what can be understood by “reading between the lines” and the ongoing digitalization of mentorship programs.Originality/valueMentorship has proven itself to be a superior way to learn on the job. This paper provides practical information about establishing mentorship programs in the manufacturing industry, with a particular focus on the moulding industry.
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| 4. |
- Ellström, Eva, 1949-, et al.
(författare)
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Learning outcomes of a work-based training programme : The significance of managerial support
- 2014
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 38:3, s. 180-197
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this study was to explore the extent to which first-line managers' (FLMs') support of employee learning activities influence the learning outcomes and the transfer of training from a work-based vocational education and training (VET) programme.Design/methodology/approach – The study was designed as a multiple-case study including six service units in elder care. Data were collected through interviews with managers and care workers in the six units.Findings – The study demonstrated that the role of FLMs was a significant condition for the learning outcomes attained and for positive transfer of training. For care workers to attain benefits from training that went beyond the individual level, that is, benefits at the level of the work team or the organisation, a supportive FLM role appeared to be necessary.Research limitations/implications – The statistical generalisability of the study is limited by its character of a multiple-case study of six work units. At the same time, a strength of the study lies in its potential for analytic generalisations, that is, for identifying and verifying theoretically meaningful patterns across a number of cases.Practical implications – The findings suggest a need for management development that promotes a broader understanding of the task as FLM, and, specifically, improved knowledge and skills regarding how to lead and organise learning and development processes in a workplace.Originality/value – Using a qualitative approach, this study adds to the limited knowledge of FLMs' influences on the learning outcomes and the positive transfer from work-based training.
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| 5. |
- Halvarsson Lundqvist, Agneta, 1961-, et al.
(författare)
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The role of brokers in a workplace development programme targeting SMEs
- 2018
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 42:7/8, s. 417-434
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe purpose of this paper is to investigate the development of a workplace development programme (WPDP) targeting small and medium sized manufacturing enterprises (SMEs) by focussing on the people who acted as brokers providing cross-boundary connections between its collaborating partners.Design/methodology/approachThe material, from interviews with 32 individuals and 11 meetings, was analysed in a boundary-crossing framework, which provided tools to reveal how the roles of brokers at different levels (operative, strategic and national) of the WPDP affected its development.FindingsThe findings indicate that cross-boundary connections were made by persons who acted as brokers within and between different levels of the WPDP. The brokers who provided cross-boundary connections between different levels of the WPDP were found to play the most important role for the prompt development of the WPDP.Originality/valueApart from unique empirical material depicting the development of a collaborative venture between national and regional stakeholders of the manufacturing industry, the value of this study is the attention given to the people behind the policymaking of publicly funded national WPDPs, revealing the complex business of developing policy-driven competence development activities to employees in SMEs.
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| 6. |
- Klofsten, Magnus, et al.
(författare)
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Open learning within growing businesses
- 2013
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 37:3, s. 298-312
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Tidskriftsartikel (refereegranskat)abstract
- Purpose—Understanding the factors behind successful enterprise policy interventions are critical in ensuring effective programme development. The aim of this paper is to analyse an academic-industry initiative in Sweden developed to support knowledge-intensive businesses in expanding their operations.Approach—This paper describes a case study of a specific policy intervention to facilitate further business growth and development. Since 1986, 490 individuals from 194 companies have attended the Business Development Programme (BDP) organised by Linköping University. Through analysing interviews with participants on the programme, the paper examines the origins and motivations behind its creation, management and development.Findings—This study finds that future policy interventions in enterprise development must cultivate an open style of learning, similar to the principles of open innovation, which engages directly with the participants, is based on a process of informality and flexibility, reflects the needs of the business and includes engaged programme leadership based on a successful entrepreneurial track record.Practical implications—The programme has succeeded through an informal, flexible and needs-orientated approach that essentially reflects the needs of the participating businesses.Value—Interventions that are targeted towards supporting established businesses could help to create wealth and employment. However, understanding the factors behind such interventions is critical in ensuring that policymakers design the most relevant programmes to assist support businesses that have the potential to grow.
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| 7. |
- Kock, Henrik, et al.
(författare)
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Outsourcing HR Services : The Role of Human Resource Intermediaries
- 2012
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 36:8, s. 772-790
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – In this article, the area of interest is an emerging type of organisation called human resource intermediaries (HRIs), which focus on delivering human resource (HR) services to public sector organisations and private companies. The purpose of this article is, thus, to explore HRIs as deliverers of HR services. More specifically, the article will seek to analyse and discuss how employees in HRIs understand their role as providers of HR services to their clients and what characterises the HRIs' work and the nature of their assignments.Design/methodology/approach – The empirical foundation of this article comprises a longitudinal case study of three Swedish HRI organisations. The data consist of interviews with 19 managers and consultants from the three HRIs.Findings – The results indicate that HRIs want to take on a broad, strategic and proactive role in relation to their customers. However, due to external and internal constraints, such as the HRIs' internal work processes, the nature of their assignments and the client's HR competence level, the roles that HRIs play in practice tend to be more specific, operational and reactive.Practical implications – An important challenge for HRIs is to avoid being overwhelmed by short‐term and reactive assignments that deliver value to their clients through the use of standard solutions. Long‐term relationships, the structures of ownership and membership, and the availability of unique networks can also prove to be valuable for clients.Originality/value – This study explores HRIs as an emerging type of organisation within the area of human resources. Compared with HR consultants who specialise in handling specific HR‐related problems, HRIs target the entire flow of human resources in, within, and out of client organisations.
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| 8. |
- Lindberg, Erik, et al.
(författare)
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Methods to enhance students' entrepreneurial mindset : a Swedish example
- 2017
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 41:5, s. 450-466
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Tidskriftsartikel (refereegranskat)abstract
- Purpose - The purpose of this study is to examine the effects of intervention methods in an entrepreneurship education (EE) course that was designed to enhance the students' entrepreneurial mindset by targeting their opportunity identification, creativity and risk management capabilities (RMC). Design/methodology/approach - The authors formulate hypotheses on enhancement of opportunity identification, creativity and RMC, and they test them using data collected from pre- and post-tests of three courses: one treatment course group and two control course groups. Findings - The pretests and posttests of the treatment course demonstrate that the applied intervention methods have a positive impact on how the participants perceive their opportunity identification and creative capabilities. The participants in the control groups, which used a traditional course design, reported no such effects. Combined, the authors' findings suggest that the new intervention methods positively affected the participants' entrepreneurial mindset. Originality/value - This study contributes to extant EE literature by examining the question of how certain pedagogical intervention methods enhance the participants' self-efficacy with regard to possessing opportunity identification, creativity and RMC. The findings reported in this paper have implications for EE scholars, program evaluators and managers who seek methods to enhance the entrepreneurial mindset of people in their organizations.
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| 9. |
- Näppä, Anna
(författare)
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Co-created employer brands: the interplay of strategy and identity
- 2023
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 47:10, s. 37-52
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The study aims to explore strategic employer brand management by combining experiences of multiple organizations. In particular, the purpose is to identify what strategic management processes managers consider relevant to employer brand management for small- and medium-sized enterprises (SMEs). Design/methodology/approach: This study took an inductive approach, observing a practitioner project in Sweden. The data were gathered during four full-day workshops, where 14 SMEs from different industries were chosen to participate and to actively work their employer brand(ing) activities. Findings: The results show that organizations have difficulty understanding and comparing employer branding practices, and thus, evaluating their own brand. The major themes show that organizations have two focus points for their employer branding work: building strategic structures (processes) on one hand, and a collective identity that aligns with the brand values, on the other. However, organizations differ in these dimensions, affecting what needs to be done to become successful. Originality/value: This contributes to the limited knowledge about employer branding, human resources development (HRD) and SMEs. In addition, most of the previous studies have neglected to take into account the differences between organizations, approaching employer branding as a universal process. This paper summarizes different positions for employer brands that affect strategy: the unmanaged, the non-strategic, the impersonal and finally, the co-created. Co-creation can be facilitated with the help of constructive and collaborative HRD. Then, it can be turned into a dynamic capability that builds competitive advantage.
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| 10. |
- Pantic-Dragisic, Svjetlana, 1985-, et al.
(författare)
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Creating the mobile engineer : a study of a training program for engineering consultants
- 2018
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Ingår i: European Journal of Training and Development. - : Emerald Group Publishing Limited. - 2046-9012 .- 2046-9020. ; 42:7/8, s. 381-399
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe purpose of this paper is to explore how a technical consulting firm approaches the development of engineering consultants, to prepare them to deal with their liminal, i.e. mobile and transient work situation. More specifically, this paper addresses how a training program, designed for newly graduated engineers, can increase the consultants’ liminality competence.Design/methodology/approachThis paper reports on a qualitative case study of an introductory development program in a Scandinavian technical consulting firm. The study is based on observations of training sessions and meetings, and interviews with developers, leaders and participants of the program.FindingsThis study identifies three processes, which develop the engineering consultants’ ability to master their mobile and transient work situation: identifying the core of an assignment, embracing “in-betweenness” and broadening the scope of action.Originality/valueThis paper enhances the understanding of formal training in the context of technical consulting and adds to the knowledge of how engineering consultants can master their liminal work positions; in particular, the study identifies how liminality competence can be elevated through formal training.
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