检索结果-内蒙古大学图书馆

Enhancing professional growth and the learning and development function through reflective practices: an autoethnographic narrative approach

引用

EUROPEAN JOURNAL OF TRAINING AND development 2020年第8-9期44卷 805-827页

作者： Koukpaki, Adebayo Serge Francois Adams, Kweku York St John Univ York Business Sch York N Yorkshire England Univ Huddersfield Huddersfield Business Sch Huddersfield W Yorkshire England

Purpose The purpose of this paper is to explore ways in which learning and development (L&D) professionals use reflective practice to promote the function of L&D and their own professional growth. The claim that L&D practitioners need to develop their reflective ability to make sense of their own practice is well-argued in the literature, but few studies focus on an in-depth individual self-reflection and its impact on professional growth. Design/methodology/approach An autoethnography and reflective practice design was deployed. The data was collected by sending a semi-structured, pre-set question as a 'reflective conversation' to an L&D manager and a 10-hour tape recording of personal reflection over three months.[AQ1] Data was sanitised, transcribed and edited, and a narrative data analysis method was used to analyse the data developed into reflective narratives. Findings The authors find that reflective practice emerges through gradual reflective patterns that define the circumstances surrounding the reflection, the content, exploration and interpretation and confirming the fulfilling of the reflection. Originality/value This paper offers the journey of an L&D manager working in the hotel industry in India. Through a set of reflective practices, including introspection and reflexivity, the manager considers the changes she has experienced. The paper contributes to the literature on reflective practice based on promoting the L&D function as an essential part of the horizontal integration of human resource management in organisations. Theoretical and practical implications are discussed.

关键词： Reflective practice learning and development Gradual reflective patterns India Training Coaching and mentoring

来源：评论

学校读者我要写书评

暂无评论

Early life experiences and their impact on effective learning and development

引用

development and learning in Organizations 2020年第6期34卷 49-51页

作者： Pandya, Saurabh Department of Strategic Management XLRI Jamshedpur India

Purpose: This paper highlights the role of an individual’s early life experiences (formative years’ experiences) in the learning and development (L&D) journey of their careers. Hence, it is useful for the individual managers as well as organizations to better understand and improve the effectiveness of their L&D processes. Design/methodology/approach: The paper draws insights from a small subset of the data collected as a part of a larger study on leadership development processes in the context of medium-sized rapid growth organizations in the Indian software services industry. Findings: The respondents, i.e. senior managers in the software services firms, shared some of their experiences in their formative years (family/school/university/career) which they felt had a huge impact on the way their careers had shaped up. These stories spanned across diverse experiences like values instilled in childhood by parents/grandparents, influence of schoolteachers, friends and peers during growth years, academic performance during college/university days, and successful or positive experiences during early career years. Originality/value: The paper can be useful to managers in their career development, as well as to organizations in making their L&D processes more effective. It provides a more nuanced understanding of how the experiences in formative years can help improve one’s development and performance in organizations;while the organizations allow, and create, conducive environment for the managers to harness these experiences gained early in life. © 2020, Emerald Publishing Limited.

关键词： Career growth Early life experiences Formative years learning and development

来源：评论

学校读者我要写书评

暂无评论

Violence, primary school learning and development in the Cape Flats township of Mitchells Plain: a case study of exposure to violence and its implications for children's' learning and development

Violence, primary school learning and development in the Cap...

引用

作者： Kampfer, Judine Pearl University of Cape Town

学位级别：硕士

This case study focused on the ways in which their exposure to violence impacts on primary school children's learning and their cognitive and emotional development in two primary schools in the Cape Flats Township of Mitchell's Plain. The research aimed to explore the extent to which exposure to violence impacts not only on these learners' learning and development but also the various ways in which these children act-out their violent experiences. The fieldwork focused on how the exposure to violence in the household and community influences/affects classroom learning, in particular, learners' oral and written exercises, as well as the quality of their relationships with teachers and other learners. The theoretical framework for this research is based on Vygotsky's Social developmental theory. This theory assisted me in my investigation and helped me to understand the consequences of exposure to violence for both learning and cognitive and emotional development within a social, or socio-cultural context. I used Bronfenbrenner's ecological models to explain the impact exposure to violence has on human development and cognitive growth within an ecological system. The research approach made use of a qualitative case study of two primary schools, each situated in a different socio-economic area of Mitchell's Plain. The data was collected from participant observations, focus group interviews, and document analysis of learners' writings and drawings. The research found the sample of learners from both schools to have been affected both mentally/cognitively and emotionally by the violence in the area, and that this had caused these learners to lose focus and had certainly affected their academic performance. A key point that emerged was that the sample of learners participating in the study were struggling to create quality relationships with their teachers and peers. The research showed that, causally related to this, children in the study who had been directly or indirec

关键词： learning and development

来源：评论

学校读者我要写书评

暂无评论

Succession in Chinese family-SMEs: a gendered analysis of successor learning and development

引用

HUMAN RESOURCE development INTERNATIONAL 2019年第5期22卷 504-525页

作者： Mustafa, Michael Elliott, Carole Zhou, Li Univ Nottingham Malaysia Campus London England Univ Roehampton London England Univ Loughborough London England

Due to characteristics such as size, financial constraints and entrepreneurial origins, HRD and learning in SMEs is generally regarded as informal in nature. How SME employees, including those in family SMEs, learn new knowledge and skills is receiving increasing attention. This paper studies learning approaches in Chinese family-SMEs during the succession process. We suggest that founder/owners' and family-members' perceptions of gender influence the nature of successors' learning and firm leadership opportunities by identifying the masculinization/feminization of different learning modes. We argue that many SMEs' informal nature and owner characteristics may exacerbate negative gendered stereotypes and norms, ultimately affecting women's leadership learning and legitimacy. The study identifies disruptions to the traditional gendered order as it emerges from women successors' role and learning in SMEs. This offers a new lens to understand why some family-SMEs might succeed and/or fail in the second generation.

关键词： Family business learning and development HRD gender succession

来源：评论

学校读者我要写书评

暂无评论

Evolving face of workplace learning and development: a case of an Indian HR consulting firm

引用

Strategic HR Review 2020年第1期20卷 23-26页

作者： Mohammad Faraz Naim Department of Management Birla Institute of Technology and Science Pilani Pilani Rajasthan India

Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm. Design/methodology/approach Structured interviews were conducted with 24 delivery managers to collect primary data and then content was analysed to develop the case study. Findings Mentoring, cross-training, knowledge sharing, job rotation, elearning and social media–enabled learning tools are instrumental in executing L&D strategy of the case company. Research limitations/implications The author recognises the scope of this study is limited to the HR consulting sector in India, and it lacks empirical investigation. Practical implications Organisations must implement a holistic L&D strategy. Originality/value It is one of the first studies to explore L&D practices in the context of Indian HR consulting sector.

关键词： India Recruitment Staffing learning and development HR consulting

来源：评论

学校读者我要写书评

暂无评论

A Perspective of Group Size on Children's Conditions for Wellbeing, learning and development in Preschool

引用

SCANDINAVIAN JOURNAL OF EDUCATIONAL RESEARCH 2019年第5期63卷 696-711页

作者： Williams, P. Sheridan, S. Samuelsson, I. Pramling Univ Gothenburg Dept Educ Commun & Learning POB 300 SE-40530 Gothenburg Sweden

This study explores how group size influences children's conditions for wellbeing, learning and development in preschool in relation to the intentions in the revised (2010) Swedish preschool curriculum. The study is based on qualitative methods generated from interviews and open-ended questions in a questionnaire. Group size is dependent on three dimensions of preschool teacher's experiences of group size, constituted of various aspects: preschool teacher qualifications and competence, physical indoor and outdoor environment and the composition of the child group. The dimensions and aspects affect the critical number of children for it to function in a qualitative good manner. If these dimensions and aspects do not interact constructively, teachers and children experience the group as large.

关键词： Group size preschool preschool teachers children conditions for wellbeing learning and development

来源：评论

学校读者我要写书评

暂无评论

Talent development in Emerging Economies Through learning and development Capacity Building

引用

ADVANCES IN DEVELOPING HUMAN RESOURCES 2018年第4期20卷 498-516页

作者： Muyia, Machuma Helen Wekullo, Caroline S. Nafukho, Fredrick M. Texas A&M Univ Educ Adm & Human Resource Dev 542 Harrington Tower College Stn TX 77843 USA Texas A&M Univ Higher Educ Adm Program College Stn TX USA Texas A&M Univ Coll Educ & Human Dev Fac Affairs College Stn TX USA

The Problem It has been argued correctly that of all the resources that nations are endowed with including physical resources such as land, gas, oil, mineral resources, and financial resources, the most durable resource is people. It is also a truism that regions endowed with large populations such as Brazil, China, and India are now emerging nations with very strong and growing economies. As the world of work changes globally, the demand for talent development is becoming one of the greatest opportunities for profit and nonprofit organizations in emerging economies such as Kenya. Africa with its young and educated population and its competition for talent poses both opportunities and challenges as the continent tries to address this critical component. Nowhere is this opportunity for talent development (TD) more urgent than in Kenya. The Solution Given the rising of Africa's youth population and the need to develop talent in this region of the world, there is no easy or ready-made solution to guide human resource development (HRD) researchers and practitioners and policy makers in developing and optimally utilizing Africa's best resource-its people. However, this article seeks to demonstrate how strategic planning and provision of quality education are the best form of intervention for TD in Africa. The fact that individuals have talent is not sufficient, hence the importance of developing talent through learning. Thus, learning requires well-designed quality education and training programs that can lead to people being open to new ideas and a disposition to question what people already know. This is even more seminal especially in the fast-changing technology-controlled workplace. The Stakeholders Human resource officers, learning and development officers, Directors of Human Resource Management, HRD researchers, HRD practitioners.

关键词： talent development learning talent management learning and development human capital development capacity building talent development learning talent management learning and development human capital development capacity building

来源：评论

学校读者我要写书评

暂无评论

The Effect of learning and development Program on employees Competency development in Key Leadership positions the case of Commercial Bank of Ethiopia

The Effect of Learning and Development Program on employees ...

引用

作者： Girma Lewoyehu ADDIS ABABA UNIVERSITY

学位级别：硕士

The Main objective of this study is to explore the effect of learning and development on leadership competency development of key leaders in Commercial Bank of Ethiopia. The study covers different middle level managers at Head office, grade III and IV managers at branches, District operation managers and credit appraisal managers. Leadership competency is the dependent variable in the study, while, Training, coaching and mentoring are the independent variables in the study. The methodology employed in this research was explanatory type research on which the effect and relation of factors were tested trough regression and correlation analysis. A total of 126 Questionnaires were distributed to managers at different processes and sub processes across the bank which were categorized under pool two of the career succession management program in CBE. 104 Questionnaires were returned and the response rate is 82.5%. The correlation analysis in the study show that there is a positive relation among variables. The independent variable training is moderately and positively correlated and accounts for (r=.557, P <.01), similarly coaching and mentoring was strongly and positively related with the independent variable leadership competency and accounted for (r=.584, P <.01). As a result we can found that training interventions had strong relation as well moderately and positively affect leadership competency, in the same way coaching and mentoring also had strong relation, and strongly and positively affect leadership competency development of middle level managers in CBE. The researcher recommends that the bank should farther strengthen and increase the level of learning and development intervention in order to attain the strategic objectives as well as competitive edge of the firm.

关键词： Competency Leadership Competency Competency Model learning and development development Training Coaching Mentoring

来源：评论

学校读者我要写书评

暂无评论

"That was a good shift" Interprofessional collaboration and junior doctors' learning and development on overtime shifts

引用

JOURNAL OF HEALTH ORGANIZATION AND MANAGEMENT 2017年第4期31卷 471-486页

作者： Johnson, Anya Nguyen, Helena Parker, Sharon K. Groth, Markus Coote, Steven Perry, Lin Way, Bruce Univ Sydney Sch Business Work & Org Studies Sydney NSW Australia Univ Western Australia UWA Business Sch Ctr Transformat Work Design Perth WA Australia UNSW UNSW Business Sch Sch Management Sydney NSW Australia Cent Coast & Northern Sydney Area Hlth Serv Gosford Hosp Counter Disaster Unit Gosford NSW Australia Univ Technol Sydney Fac Hlth Sydney NSW Australia South Eastern Sydney Local Hlth Dist Sydney NSW Australia Prince Wales Hosp Randwick NSW Australia Community Hlth Serv Randwick NSW Australia

Purpose - The purpose of this paper is to investigate a boundary spanning, interprofessional collaboration between advanced practice nurses (APNs) and junior doctors to support junior doctors' learning and improve patient management during the overtime shift. Design/methodology/approach - A mixed methods evaluation of an intervention in an adult tertiary referral hospital, to enhance interprofessional collaboration on overtime shifts. Phase 1 compared tasks and ward rounds on 86 intervention shifts with 106 "regular" shifts, and examined the effect on junior doctor patient management testing a model using regression techniques. Phase 2 explored the experience of the intervention for stakeholders. 91 junior doctors participated (89 percent response rate) on 192 overtime shifts. Junior doctors, APNs and senior medical professionals/administrators participated in interviews. Findings - The intervention was associated with an increase in self-initiated ward rounds by junior doctors, partially explained by junior doctors completing fewer tasks skilled nurses could also complete. The intervention significantly reduced doctors' engagement in tasks carried over from day shifts as well as first year (but not more experienced) junior doctors' total tasks. Interviews suggested the initiative reduced junior doctors' work pressure and promoted a safe team climate, situation awareness, skills, confidence, and well-being. Originality/value - Junior doctors overtime shifts (5 p.m. to 11 p.m.) are important, both for hospitals to maintain patient care after hours and for junior doctors to learn and develop independent clinical decision making skills. However, junior doctors frequently report finding overtime shifts challenging and stressful. Redesigning overtime shifts to facilitate interprofessional collaboration can improve patient management and junior doctors' learning and well-being.

关键词： Team working Boundary spanning learning and development Nurse Interprofessional collaboration Junior doctors Patient management

来源：评论

学校读者我要写书评

暂无评论

Competencies of disabled entrepreneurs in Iran: implications for learning and development

引用

DISABILITY & SOCIETY 2017年第1期32卷 69-92页

作者： Bagheri, Afsaneh Abbariki, Mahnaz Univ Tehran Fac Entrepreneurship Dept Entrepreneurship Dev Tehran Iran Univ Lancaster Sch Management Dept Leadership & Management Lancaster England

This qualitative research set out to explore competencies of disabled entrepreneurs by presenting their lived experiences in developing their capabilities to create and manage their own business. The research also aimed to identify the dimensions and components of entrepreneurial competencies of disabled entrepreneurs. The participants were 16 entrepreneurs with physical and mobility disabilities, four educational managers of disabled vocational education and rehabilitation centers, and four entrepreneurship academics. Our findings suggested that the disabled entrepreneurs possess specific personal and functional entrepreneurial competencies. Personal competencies include attitudinal competencies, entrepreneurial self-efficacy and entrepreneurship learning self-efficacy. Functional competencies encompass entrepreneurial competencies, commitment and social competencies.

关键词： Disabled entrepreneur entrepreneurial competencies learning and development vocational education and rehabilitation programs

来源：评论

学校读者我要写书评

暂无评论

建议与咨询留下您的常用邮箱和电话号码，以便我们向您反馈解决方案和替代方法

时间限定

文献类型

馆藏选择

核心期刊

语言

文献类型

帮助

文字说明：

检索规则说明：

检索范例：

分类表

所选分类

限定检索结果

文献类型

馆藏范围

日期分布

学科分类号

主题

机构

作者

语言

请选择保存的检索档案：

请选择收藏分类：

通借通还

建议与咨询 留下您的常用邮箱和电话号码，以便我们向您反馈解决方案和替代方法

时间限定

文献类型

馆藏选择

核心期刊

语言

文献类型

帮助

文字说明：

检索规则说明：

检索范例：

分类表

所选分类

限定检索结果

文献类型

馆藏范围

日期分布

学科分类号

主题

机构

作者

语言

请选择保存的检索档案： 新增检索档案 确定 取消

请选择收藏分类： 新增自定义分类 确定 取消

通借通还

建议与咨询留下您的常用邮箱和电话号码，以便我们向您反馈解决方案和替代方法

请选择保存的检索档案：

请选择收藏分类：