Training and Development

Trainingand Development

Dhar,R. L. (2015). Service quality and the training of employees: Themediating role of organizational commitment. TourismManagement.

Theauthor writes about the attitudes of employees who work in Indianhotels that are frequently visited by tourists. He conducts ananalysis on their views regarding the available trainingopportunities and effect of such training on their performance. Heconcluded that there is a strong relationship between the type oftraining the employees got and services they offered in the hotels.In the end, he recommends a more practical approach in the training.

Ford,J. K. (2014). Improving training effectiveness in work organizations.PsychologyPress.

Thepurpose of this book is to present some ground-breaking chapters thatinvolve cutting-edge research issues regarding training and itseffectiveness in firms. It focuses on four main topics: the first isincorporating cognitive science advances within the assessment oftraining needs. The second subject is on viewing learning as aprocess that is related to training, socialization and employeeprogress. Thirdly, he talks about expansion of individuals`perspective on factors that affect the effectiveness of the trainingand lastly, he discusses about improving the link between trainingpractice and research.

Inhelder,B., Sinclair, H., &amp Bovet, M. (2014). Learning and theDevelopment of Cognition (Psychology Revivals). PsychologyPress.

Theintention of the authors was to add to our knowledge about the mentaldevelopment of a child by investigating the mechanisms that lead to atransition from one level to another. The most significant conclusiondrawn by the authors is that there exist limited situations where aprimitive structure is directly segregated into substructures. Heshows how training and development are directly interrelated.

Jehanzeb,K., &amp Bashir, N. A. (2013). Training and development program andits benefits to employee and organization: A conceptual study.Trainingand Development.

Thearticle inspects the organizational components of programs regardingemployee training and development. The authors argue that more firmshave realized that employee training and development would help themto compete favorably in the current global economy. Consequently,most companies have invested massive amounts of money in theprograms.

Kolb,D. A. (2014). Experiential learning: Experience as the source oflearning and development. FTPress.

Thisarticle outlines the effectiveness of experimental training. In thefirst chapter, it reviews the history of experimental practice as itarose in the works of Lewin, Dewey, and Piaget. In chapter 2, thetraining models of the three authors are compared. In addition Commonthemes that describe the learning processes are identified. Thelearning process is presented by a structured model in chapter 3. Thefourth chapter focuses on independence in gaining knowledge with thedevelopment of a typology of training methodologies.

McGrath,S. (2012). Vocational education and training for development: Apolicy in need of a theory? InternationalJournal of Educational Development.

Indicationsfrom the article show that there has been a significant rise in thepolicy and interest in the role of Vocational Education and Training(VET). The author argues that the approach to VET currently is basedon an outmoded model of development. He examines the implications forVET through the exploration of human rights, integrated humandevelopment and capabilities approach. He concludes by consideringthe natures, tenacity, and possibility of VET as a means of employeetraining.

Roeser,R. W., Skinner, E., Beers, J., &amp Jennings, P. A. (2012).Mindfulness training and teachers` professional development: Anemerging area of research and practice.Child Development Perspectives.

Thisarticle shows how Mindfulness Training programs, through thecultivation of mindfulness and how it applies to the management ofstress, represent forms of the professional development of the. It isaimed at improving the quality of education in public schools. Theauthors concludes by talking about emerging Mindful Training programsfor teachers and recommends the directions for future studies.

Sung,S. Y., &amp Choi, J. N. (2014). Do organizations spend wisely onemployees? Effects of training and development investments onlearning and innovation in organizations. Journalof organizational behavior.

Thejournal suggests that training and development-related investments ofa firm have significant effects on the latter`s performance andinnovation. Consequently, the article shows that the social andorganizational training practices are predicted by the corporateexpenditure and investment on training.

Salas,E., Tannenbaum, S. I., Kraiger, K., &amp Smith-Jentsch, K. A.(2012). The science of training and development in organizations:What matters in practice. Psychologicalscience in the public interest.

Thejournal suggests two things: first, training is useful in anyorganization, and second, the design, delivery, and implementation ofthe training process matters. In addition, it explains how trainingshould be used in an appropriate way. The authors, explains theconcepts of training using the training literature. They conclude bydiscussing the issues that are expected to come up during theimplementation of the training program.

Wilson,J. P. (2014). International human resource development: Learning,education, and training for individuals and organizations.Developmentand Learning in Organizations.

Theprimary objective of this journal was to examine whether training anddevelopment affect the productivity of workers. The author carriedout research on eight banks and came up with the conclusion thatthere is a close relationship between the variable (training) and thegeneral output of firms.

Reference

Dhar,R. L. (2015). Service quality and the training of employees:Themediating role of organizational commitment. TourismManagement.

Ford,J. K. (2014). Improving training effectiveness in work organizations.PsychologyPress.

Inhelder,B., Sinclair, H., &amp Bovet, M. (2014). Learning and theDevelopment of Cognition (Psychology Revivals). PsychologyPress.

Jehanzeb,K., &amp Bashir, N. A. (2013). Training and development program andits benefits to employee and organization: Aconceptual study. .

Kolb,D. A. (2014). Experiential learning:Experience as the source of learning and development.FT Press.

McGrath,S. (2012). Vocational education and training for development: Apolicy in need of a theory?International Journal of Educational Development.

Roeser,R. W., Skinner, E., Beers, J., &amp Jennings, P. A. (2012).Mindfulness training and teachers` professional development: Anemerging area of research and practice.Child Development Perspectives.

Sung,S. Y., &amp Choi, J. N. (2014). Do organizations spend wisely onemployees? Effects of training and development investments onlearning and innovation in organizations. Journalof organizational behavior.

Salas,E., Tannenbaum, S. I., Kraiger, K., &amp Smith-Jentsch, K. A.(2012). The science of training and development in organizations:What matters in practice. Psychologicalscience in the public interest.

Wilson,J. P. (2014). International human resource development: Learning,education, and training for individuals and organizations.Developmentand Learning in Organizations.