Is employee training really gender-neutral? Introducing a sex/gender-sensitive model of training

Kroese, Ingeborg

doi:10.1016/j.hrmr.2021.100890

Cited by 12 publications

(8 citation statements)

References 94 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Equally, Moats and McLean (2009) suggest that theory becomes ‘more mature ’ (p. 512) with input from practice. I can strongly relate to this suggestion and have found that my sex/gender-sensitive model of training (Kroese, 2022) is maturing and becoming more insightful by connecting with the knowledge from practitioners in my train-the-trainer sessions. So, for me, the key ‘why’ of writing for practice is not just to help practitioners do a better job, but to advance HRD knowledge, both scholarly and practical, in order to improve the realities and well-being of our learners, in all its complexities.…”

Section: Reflect On Why Writing the Implications For Practice Is Impo...mentioning

confidence: 85%

Implications for Practice: How to Write a Meaningful Contribution

Kroese

2023

Advances in Developing Human Resources

Self Cite

View full text Add to dashboard Cite

Problem There is a continued, well documented disconnect between HRD scholars and practitioners. Specifically, the ‘Implications for HRD Practice’ section in academic articles is often lacking in relevance and meaning. This is harmful for both academia and practice, but especially for the well-being of learners. Solution This essay focusses on how to write a meaningful ‘Implications for HRD Practice’ section and suggests five areas to consider: why writing for practice is important; understand who practice is; relate to practitioners’ knowledge; provide evidence-based suggestions and finally, connect with practice. Stakeholders HRD scholars who are committed to write for, and connect with, practice.

show abstract

Section: Reflect On Why Writing the Implications For Practice Is Impo...mentioning

confidence: 85%

Implications for Practice: How to Write a Meaningful Contribution

Kroese

2023

Advances in Developing Human Resources

Self Cite

View full text Add to dashboard Cite

show abstract

“…Vidal-Gomel and Delgoulet (2022) developed a study on work and training situations, where training may have an impact on the short term only. Further-more, the training topics incites researchers to investigate even more subtle elements, like gender neutrality and potential behavior towards training, skill preference and other elements (Kroese, 2022). McCrie and Lee (2022) argue in their paper the importance of training design, being at the peak for human development research and social sciences.…”

Section: Literature Reviewmentioning

confidence: 99%

Learning practices as a continuum

Stativă

Todoran

2022

Proceedings of the International Conference on Business Excellence

View full text Add to dashboard Cite

Continuous learning culture frontlines the purpose into developing such research on learning and skills relevance and the adoption of a learning culture. Ignoring the elements of development and skill relevance in the business world, implies a full dependency on robots (which is highly unlikely, still) or a risky ignorance into sustaining a poor business strategy. Based on such business assumptions, the paper is aiming to identify the current perception of leaders towards learning practices and similarly of their direct reports, in understanding the triggering elements for consuming knowledge and maintaining the learning appetite. While the economic landscape is now shifting into developing a green economy, with green skills, this research goes into the understanding of the human behavior and development need, to generate a sustainable business. While development is a continuous act and people dependent, the effects of it are directly impacting the business deliverables. The current paper investigates the learning practices, by running a study within an organization on a large-scale operational team. The method of data collection is a set of interviews with the top management, then a larger qualitative data collection through focus groups and the third approach is deploying a survey with the most tenured employees. By understanding their perspectives and expectations, and compared with historical training attendance records, the authors proposed a set of recommendations towards developing that culture of knowledge that enables growth and in the long term the mobility of other job opportunities within the organization. The results are proposing a slight adjustment towards the learner’s needs, by addressing it with micro topics, bite size learning, for immediate applicability and a better communication strategy for content awareness, given the vast inflow of learning opportunities.

show abstract

“…(10) Por lo que, incorporar estrategias de aprendizaje organizacional con temáticas de diversidad e inclusión podrían mejorar las condiciones laborales de este grupo y mantener climas laborales en los cuales heterosexuales y minorías sexuales puedan compartir y llevar a cabo el trabajo en conjunto sin escenarios de conflictos. (13) Las organizaciones en las cuales no existe aprendizaje organizacional en temas de diversidad e inclusión de minorías sexuales tienden a ser organizaciones que pierden el poder de adaptación a la sociedad global actual. (14) La teoría del capital humano argumenta que las empresas que excluyen a los candidatos en función de cualquier característica que no sea la productividad pueden perjudicar su propio desempeño al privar a la organización de diversidad y personas talentosas.…”

Section: Desarrollounclassified

Organizational learning, diversity and inclusion of sexual minorities in the healthcare workplace

Silva-Sánchez

Reynaldos-Grandón

2022

Salud, Ciencia y Tecnología

View full text Add to dashboard Cite

Las minorías sexuales y de género están expuestos a discriminación en los entornos laborales y en particular, en organizaciones sanitarias. El diseño de políticas y estrategias que favorezcan la inserción de los trabajadores es un desafío para las organizaciones y es donde el aprendizaje organizacional cumple un rol relevante para producir cambios de mentalidad y de comportamiento frente trabajadores pertenecientes a minorías sexuales. La generación de aprendizaje organizacional en las temáticas de inclusión laboral permite la integración de todos los equipos al interior de la organización, mejorando el clima laboral, la productividad, las ganancias y la capacidad de resolución de problemas. El desafío es abordar los cambios que vive la sociedad actual y las nuevas políticas que protegen y amparan a estos grupos diversos de colaboradores sanitarios, sin olvidar que el aprendizaje individual no garantiza el aprendizaje organizacional.

show abstract

Is employee training really gender-neutral? Introducing a sex/gender-sensitive model of training

Cited by 12 publications

References 94 publications

Implications for Practice: How to Write a Meaningful Contribution

Implications for Practice: How to Write a Meaningful Contribution

Learning practices as a continuum

Organizational learning, diversity and inclusion of sexual minorities in the healthcare workplace

Contact Info

Product

Resources

About