| 1. |
- Andersén, Jim, 1976-
(författare)
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A holistic approach to acquisition of strategic resources
- 2007
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Ingår i: Journal of European Industrial Training. - : Emerald. - 0309-0590 .- 1758-7425. ; 31:8, s. 660-677
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Forskningsöversikt (refereegranskat)abstract
- Purpose: The aim of this article is to provide a holistic framework for the acquisition of strategic resources.Design/methodology/approach: The literature dealing with resource creation is reviewed and analyzed from a resource-based point of view. The major methods of acquiring resources are identified through the literature review and the applicability of the framework proposed is illustrated with an empirical example.Findings: Three ways of acquiring strategic resources are identified-- direct investments, organizational processes, and product market positioning. All three ways of acquisition can be intentional or unintentional. Arguments for using this six-dimension scale are provided through deductive reasoning, literature review, and the empirical example.Research implications/limitations: The study identifies the six dimensions of strategic resource acquisition. However, integration of these dimensions is not a subject addressed in this study. Cluster analysis of companies according to these dimensions could enhance our understanding of the characteristics of companies regarding resource acquisition.Originality/value: Whereas previous studies have generally used a single-theory approach, this study highlights the importance of having a holistic outlook when analyzing resource-based competitive advantages.
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| 2. |
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| 3. |
- Garavan, Thomas N, et al.
(författare)
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Mapping the context and practice of training, development and HRD in European call centers
- 2008
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Ingår i: Journal of European Industrial Training. - : Emerald Group Publishing. - 0309-0590 .- 1758-7425. ; 32:8/9, s. 611-732
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Tidskriftsartikel (refereegranskat)abstract
- AbstractPurpose – Utilising data from 18 in-depth case studies, this study seeks to explore training,development and human resource development (HRD) practices in European call centres. It aims toargue that the complexity and diversity of training, development and HRD practices is bestunderstood by studying the multilayered contexts within which call centres operate. Call centresoperate as open systems and training, development and HRD practices are influenced byenvironmental, strategic, organisational and temporal conditions.Design/methodology/approach – The study utilised a range of research methods, includingin-depth interviews with multiple stakeholders, documentary analysis and observation. The studywas conducted over a two-year period.Findings – The results indicate that normative models of HRD are not particularly valuable and thattraining, development and HRD in call centres is emergent and highly complex.Originality/value – This study represents one of the first studies to investigate training anddevelopment and HRD practices and systems in European call centres.
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| 4. |
- Klofsten, Magnus
(författare)
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Training entrepreneurship at universities: A Swedish case
- 2000
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Ingår i: Journal of European Industrial Training. - : Emerald Group Publishing Limited. - 0309-0590 .- 1758-7425. ; 24:6, s. 337-344
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Tidskriftsartikel (refereegranskat)abstract
- In Sweden today there are many initiatives to stimulate individuals to act in an entrepreneurial manner, including professorships in entrepreneurialism at universities, new courses and training programmes, while firms such as Ericsson, Telia and Saab have established “innovation units” to stimulate new ideas and utilize the energy and ideas of their employees. The purpose of this article is to describe and analyse such an initiative: the Entrepreneurship and New Business Development Programme (the ENP-programme) for the training of individuals in the start-up of new technology-based or knowledge-intensive enterprises. The model has been developed by the Centre for Innovation and Entrepreneurship at Linköping University and a private network of enterprises. This article begins with a comprehensive discussion on what characterises entrepreneurs and what implications this has in the training of individuals. Subsequently, the ENP-programme, feedback from the participants in the programme, and what characterises a successful entrepreneurship programme are presented.
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| 5. |
- Kock, Henrik, 1952-, et al.
(författare)
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Formal and integrated strategies for competence development in SMEs
- 2011
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Ingår i: Journal of European Industrial Training. - : Emerald. - 0309-0590 .- 1758-7425. ; 35:1, s. 71-88
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to increase understanding of the relationships among the workplace as a learning environment, strategies for competence development used by SMEs and learning outcomes. Specifically, there is a focus on a distinction between formal and integrated strategies for competence development, the conditions under which these strategies are likely to be used, and their effects in terms of individual learning outcomes.Design/methodology/approach – The study was based mainly on questionnaire data collected through a survey of 14 SMEs that had received support from the European Social Fund's Objective 3 programme. In addition, data collected through interviews and analyses of documents were used.Findings – The results indicate interactions between the strategy of competence development used by the firms (formal vs integrated) and the type of learning environment in the workplace (constraining vs enabling). The use of an integrated strategy in an enabling learning environment was the most successful combination in terms of learning outcomes, while the use of an integrated strategy in a constraining learning environment was the least successful combination.Research limitations/implications – There is a need to elaborate the theoretical and empirical basis of the distinction between formal and integrated strategies for competence development, and to study the effects of the two types of strategy, not only for individual learning outcomes, but also for effects at an organisational level.Practical implications – HRD practitioners need to question a traditional reliance on formal training, as the presented results indicate the importance of using competence development strategies that are based on an integration of formal and informal learning.Originality/value – The study indicates that the effects of competence development efforts are likely to be a function not only, nor primarily, of the training methods and strategies that are used, but also of the characteristics of the learning environment of the workplace.
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| 6. |
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| 7. |
- Svensson, Lennart, 1948-, et al.
(författare)
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Organising workplace learning : an inter-organisational perspective
- 2009
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Ingår i: Journal of European Industrial Training. - Bingley, United Kingdom : Emerald Group Publishing Limited. - 0309-0590 .- 1758-7425. ; 33:8/9, s. 771-786
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this paper is to argue that both the supply-based model and the demand-based form of vocational education and training (VET) have their limitations and propose a "third way" in which reflective learning in the workplace is a central ingredient.Design/methodology/approach: The data was collected from several studies of VET programmes in Sweden based on individual and group interviews, a survey and continuous participation in developmental work. The paper uses an interactive research approach in the research design.Findings: The paper proposes a "third way" that tries to overcome the deficiencies of both the supply- and demand-based strategies for VET by developing a more equal balance in the relationship between the education and workplace systems. Collaboration and partnership between education providers and progressive workplaces are core elements.Research limitations/implications: The paper tries to connect activities and changes at the organisational, inter-organisational and institutional levels of the VET system. It is argued that changes at different levels are strongly interconnected and necessary to an understanding of the prerequisites for workplace learning. These vertical relationships form the main focus of future research.Practical implications: It is argued that changes in the VET system should be initiated using a "bottom up" approach, start at the local level, and include change at all levels. The "bottom up" approach should include a combined employer, employee and service-user perspective. It requires that learning issues are solved in a partnership that represents both the supply side of education and the demand side of working life.Originality/value: Inter-organisational relations need to be based on equal, mutual and trustful relationships between the education and workplace systems in order to support a sustainable change process.
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| 8. |
- Tillmar, Malin
(författare)
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Gendered small-business assistance : lessons from a Swedish project
- 2007
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Ingår i: Journal of European Industrial Training. - : Emerald. - 0309-0590 .- 1758-7425. ; 31:2, s. 84-99
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to deal with the design of small-business training programs and focuses on women business owners, their real needs and the supply of adequate training. How and to what extent are client selection and support needs influenced by the gender system?Design/methodology/approach – An in-depth study of an ambitious Swedish project is reported. Interviews with the participating business-owners and advisors, combined with observations during lectures and coaching sessions have been conducted.Findings – Even gender-conscious support organizations may have a biased process of client recruitment, leading to an unintended discrimination of women business owners. The women meet the same obstacles as men but also give witness to the subtle obstacles which originate in the gender-system.Research?limitations/implications – The study is qualitative and does not aim to provide statistically valid generalizations.Practical implications – Gender awareness of support organizations is crucial, in client selection as well as in designing programs and when coaching. These business owners need to understand the gender system in order to handle it more effectively. It is argued that special programs are still needed, even in a country like Sweden known for its relative equality between women and men.Originality/value – The context is interesting and the longitudinal in-depth approach brought the author unusually close to advisors and participants. It enabled an understanding of what happened over a short period of time in the minds of those involved, regarding sensitive issues.
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| 9. |
- Hamade, Ramsey F., et al.
(författare)
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Correlating trainee attributes to performance in 3D CAD training
- 2007
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Ingår i: Journal of European Industrial Training. - : Emerald. - 0309-0590. ; 31:2, s. 112-126
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Tidskriftsartikel (refereegranskat)abstract
- Purpose - The purpose of this exploratory study is to identify trainee attributes relevant for development of skills in 3D computer-aided design (CAD). Design/methodology/approach - Participants were trained to perform cognitive tasks of comparable complexity over time. Performance data were collected on the time needed to construct test models, and the number of features used to construct them. A written questionnaire survey profiled the trainees' technical capabilities, motivation, and dedication. Findings - Correlation analysis between the trainees' attributes/capabilities and performance showed that a mix of the trainees' psychological and technical attributes contributed to CAD competence development. Prior technical knowledge influenced initial performance whereas dedication had a strong influence on the rate of improvement. Practical implications - The methodology serves as basis for developing specific guidelines for constructing questionnaires for trainee profiling and for customizing the training of mechanical 3D CAD. Originality/value - This original research proposes a framework for classifying CAD-training candidates based on their technical and personality profiles, which may lead to more effective training.
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