Human Resource Development Requirements in Industrial Revolution 4.0

Man, Mandy Mok Kim

doi:10.1108/978-1-80043-392-220201011

Cited by 7 publications

(9 citation statements)

References 3 publications

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“…The COVID-19 pandemic had ramifications on many levels – health, economy, job market, education, perception of technological improvements or approach to new regulatory limitations. It allowed users to access training materials (on-demand) from anywhere using a variety of devices (Fake and Dabbagh, 2020; Bhat et al , 2021; Man, 2020; Kshirsagar et al , 2020). The crisis has forced us to confront outstanding questions related to the amount of technological interference in professional life (Kochoian et al , 2022; Mount and Mazerolle, 2021).…”

Section: Problem and Purpose Of This Studymentioning

confidence: 99%

“…All of these roles have changed dramatically. Employee training and development is crucial for firms, but equally important is the transfer of the same to the workplace (Yang and Watson, 2022; Yang et al , 2020; Man, 2020; Kochoian et al , 2022; Mount and Mazerolle, 2021; Kshirsagar et al , 2020).…”

Section: Problem and Purpose Of This Studymentioning

confidence: 99%

“…The conceptual framework of the latter, in particular, has sparked a slew of empirical studies to investigate how individual characteristics, job attitudes and work environment influence the transfer of training processes (Baldwin et al, 1991;Clark et al, 1993;Facteau et al, 1995;Ford et al, 1992Ford et al, , 1998Ford et al, , 2018Wartocchio, 1992;Mathieu et al, 1992). Despite significant effort and investment in training, it has not always been effective at developing and facilitating the application of specified knowledge and skills (Baldwin et al, 2017;Blume et al, 2019;Yang et al, 2020;Man, 2020).…”

Section: Introductionmentioning

confidence: 99%

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The influence of learner characteristics, instructional design and work environment on the transfer of training

Bhat

Mir²,

Raja³

et al. 2022

ICT

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Purpose This study aims to highlight the role of individual and instructional design factors on training transfer and explore and review focal training factors that influence the transfer of training. Design/methodology/approach A conceptual framework has been developed for this study to better present the prevalent factors that have been empirically validated. Findings The facets of transfer encompassed in this study have gathered enough evidence to demonstrate a positive association with the transfer. This review points out that all predictor variables (learner characteristics, instructional design and environmental factors) positively and significantly influence the transfer of training. A mix of variables is proposed, with further investigation recommended to develop a robust training transfer hypotheses. Research limitations/implications This study contributes to the training transfer literature in three ways. First, the authors have shown the positive influence of pre-training factors on training transfer. This study is grounded in a robust theoretical framework, thus fulfilling the previous gaps. This conceptual study elaborates on the importance of factors to establish the training transfer hypothesis. Future studies should test the suggested framework and look for other things that could help learners be more effective and motivated so that training can be more effective and transferable. Practical implications This study has significant findings for organizations operating in the current business scenario to enhance learning transfer, where the transfer is very low and a significant cause of concern for every organization. By making management aware of the success factors of training transfer, they can ensure a better training transfer. In this study, the transfer design considerations are discussed in detail, and their practical consequences are provided for training transfer in general and training professionals in particular. Originality/value The training transfer literature showcases two significant gaps; first, it lacks appropriate characteristics, and second, there is variability in the results. This study bridges the gaps and attempts to advance our understanding of training transfer grounded in the theoretical framework by focusing on learner characteristics, instructional design and work environment in training transfer, which predictor variables can improve training transfer. This study also contributes to the current training transfer literature by proposing a combination of factors that provide a theoretical foundation for developing a solid training transfer theory.

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Section: Problem and Purpose Of This Studymentioning

confidence: 99%

Section: Problem and Purpose Of This Studymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The influence of learner characteristics, instructional design and work environment on the transfer of training

Bhat

Mir²,

Raja³

et al. 2022

ICT

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“…The organization’s production enhances and the economy improves because of the skilled HR. At the national level, a country’s human resource development policy and HR training programs will serve as a catalyst for increased employee productivity (Man, 2020). The risk management system is like a closed-loop system.…”

Section: Introductionmentioning

confidence: 99%

Risk management (RM) and project success (PS) of electrical power transmission and distribution systems: the moderation role of human resource management

Akbar

Shahid

2022

IJESM

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Purpose This study aims to examine the moderation role of human resource management (HRM) in the relationship between risk management and project success of electrical power transmission and distribution systems. Design/methodology/approach A questionnaire was used to collect data from the electrical companies of Pakistan. A 100 professionals working in power sector companies took part in it. To analyze the impact, correlation analysis and linear regression analyses have been performed using IBM SPSS V-22®. Findings The linear regression results obtained the significant impact of risk management on project success (p < 0.05). The moderated regression represented a change in the percentage variation (R2) that is 0.463 without moderating effect and it increased to 0.528 after including human resource (HR) moderator indicating a moderating effect of HRM. Research limitations/implications Because of the theoretical significance of growing awareness about the importance of HRM and development, this study has significant practical implications. This study can be implemented practically to support the business strategies of the organization and HR competency and engineering will contribute in shaping those business strategies as well. Originality/value This study provides evidence on the impact of HRM on project success as a moderating variable with risk management. The study shows the increment in the ratio of project success in the electrical sector of Pakistan. This research provides the importance of HRM functions in the electrical sector of Pakistan.

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“…The key advantage of incorporating collaborative technologies into the learning environment is that users are able to have constant accessibility on the training materials (on-demand) from anywhere using various devices (Fake and Dabbagh, 2020). At the country level, a nation's human resource development (HRD) policy and human resource trainings schemes become catalyst for the growth of the workforce's productivity, especially in the Industrial Revolution 4.0, which requires advanced technological knowledge (Man, 2020). To some extent, the crisis has also forced us to face a number of outstanding issues related to the scale of technological interference in both professional and private life.…”

Section: Introductionmentioning

confidence: 99%

Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic

Mikołajczyk

2021

EJTD

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Purpose This paper aims to explore the direction and extent of changes in the approach of organisations to employee development that have occurred as a result of the COVID-19 pandemic. Design/methodology/approach This research is of a qualitative nature. The thematic exploration uses the analysis of findings from 19 in-depth interviews with experienced HR managers and is preceded by desk research. Findings The findings advance our understanding of how the COVID-19 pandemic has affected developmental processes in organisations. The results indicate, apart from the change in the form and methodology of employee trainings due to the pandemic, that employees also desire new subjects to aid their development. One also noticed decreased employee engagement and increased fatigue with the use of multiple, online development initiatives. Practical implications For learning and development (L&D) practitioners, there are implications in relation to tailoring developmental offerings to fit the needs of employees to help them to progress more in the course of their work. In this new reality, an agile approach to employee development can work much better. The activities of the L&D departments should also take into greater account the changing and unpredictable reality as well as the evolving nature of information and communication technologies (ICT). The COVID-19 pandemic may contribute to the analysis and modernisation of existing offerings for development in organisations and foster a culture of lifelong learning. Originality/value This research makes an important contribution to the literature by examining the impact of situational context on modifications in development activities undertaken in organisations. The results indicate the need to change the existing role of L&D teams in organisations, taking into account the maximum use of e-learning potential, while understanding its limitations. It can be assumed that while the pandemic develops, designing hybrid learning will become even more important and L&D professionals will focus on combining the flexibility of self-training and available online resources with highly engaging real-world experiences.

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Human Resource Development Requirements in Industrial Revolution 4.0

Cited by 7 publications

References 3 publications

The influence of learner characteristics, instructional design and work environment on the transfer of training

The influence of learner characteristics, instructional design and work environment on the transfer of training

Risk management (RM) and project success (PS) of electrical power transmission and distribution systems: the moderation role of human resource management

Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic

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