Designing Training Programs

Nadler, Zeace; Nadler, Leonard

doi:10.4324/9780080503974

Cited by 23 publications

(38 citation statements)

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“…That is, using a systematic training program to train the professional knowledge, skills and attitudes needed to develop staff to meet the requirements of their work (Abiodun, 1999). Nadler & Nadler (2012) assert that human resource development includes education and training. The purpose of education is to train employees, enhance their current work ability, and should coincide with organizational strategic planning.…”

Section: Effects Of Training On Task Performancementioning

confidence: 99%

The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

Yang¹,

Fang²,

Huang³

2017

IJBA

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This study aimed to determine the mediating role of competency (professional competency, technical competency, and core competency) between training and task performance in pharmacists. Questionnaire was the tool of collecting data from a sample of (210) pharmacists. The results of the study indicated that there is a positive effect of training on task performance. Also, there is full effect of the two mediator variables (professional competency; technical competency) and partial effect of the one mediator variable (core competency) on the relationship between independent and dependent variables.

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Section: Effects Of Training On Task Performancementioning

confidence: 99%

The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

Yang¹,

Fang²,

Huang³

2017

IJBA

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“…HRD is an evolving field, but the basic goal remains the same -improving individual, group, and organizational performance through training, career development, and organizational development initiatives (Garavan, 2007;Nadler & Nadler, 2012). HRD has advanced beyond the narrow view of simply training and has evolved into a more complete approach to learning, not only at the individual level, but at the organizational level as well.…”

Section: Human Resource Developmentmentioning

confidence: 99%

“…Additionally, some of the same themes that were concerning to the contract management profession in its earliest form still hold true today. Since the earliest times of contract management in the United States, there have been concerns about the contract management workforce and efforts to make improvements (Nadler & Nadler, 2012).…”

Section: Summary Of the Studymentioning

confidence: 99%

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The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

Singleton

2014

SSRN Journal

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This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract ManagementAssociation to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories -Kirkpatrick's hierarchy and contingency theory. The data were evaluated against each of these theories.

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“…That is, systematic training program used to train the professional knowledge, skills, and attitudes. Human resource development includes training (Nadler & Nadler, 2012), it needed to develop staff to meet the requirements of their work. (Abiodun, 1999).…”

Section: Effects Of Perceived Usefulness Of Training (Put) On Task Pementioning

confidence: 99%

The Consequences of Perceived Usefulness of Training (PUT): The Self-Efficacy Perspective

Yang¹,

Fang²,

Huang³

2017

IBR

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This study aimed to exploring the consequences of perceived usefulness of training (PUT) and use self-efficacy perspective. Questionnaire was the tool of collecting data from a sample of (240) pharmacists. Our findings confirmed that there is a positive effect of PUT on task performance and context performance. As well as, there are full effect professional competency and core competency on the relationship between PUT and tas k performance and context performance. Finally, our study proposed some theoretical and managerial implications.

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Designing Training Programs

Cited by 23 publications

References 0 publications

The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

The Consequences of Perceived Usefulness of Training (PUT): The Self-Efficacy Perspective

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