Re‐examining the training side of productivity improvement: evidence from service sector

Abstract

Purpose -The purpose of this paper is to review past and current research on the productivity problems and how to alleviate it by appropriate training. Design/methodology/approach -The article presents the collective results of two experiments, a grocery store chain, and a top outsourcing provider to show the higher levels of productivity can be achieved by proper training methods. Findings -The results of two experiments specify that businesses should incorporate proper training techniques in order to increase their productivity. If such an approach to generating high levels of productivity contingent on training is implemented, we expect that business should harvest the benefits. Research limitations/implications -Ideally, the experiments reported on should be extended to comprise a measure of the amount of employer-provided on-the-job training and training costs. Originality/value -This research contributes to the current training and productivity literature by emphasizing, to both human resource practitioners and policy makers, inadequate investment in workforce training is related directly to poor employee. The results have offered practical implication to organizational training.

Factors influencing the productivity of knowledge workers: a case study from an Iranian Oil Company

“…On-the-job training (OJT) provides an effective and efficient way to satisfy the demand for skill in organisations characterised by continuous change in technology and competition. Lack of appropriate education and staffs' not having a good understanding of productivity are among the factors having adverse effects on productivity (Aghazadeh, 2007). Education improves the productivity of workforce in three ways: educated people perform a greater amount of work per time with their work being more valuable, they are more skilled at allocating resources, and they are able to present more inventions, discoveries and innovations.…”

“…Aghazadeh (2007) utters education, in its broad sense, is perceived as a canalised relationship targeting a specific group of people, which is aimed at developing skills in, changing behaviours of and enhancing competence in them. On-the-job training (OJT) provides an effective and efficient way to satisfy the demand for skill in organisations characterised by continuous change in technology and competition.…”

A study on the effect of workaholism on human resource productivity: A case study of managers of East Azerbaijan Water and Waste Water Company

“…The word "productivity" means the ability to produce, generate or yield (Moghli & Azizi, 2011). Table 1 summarizes some of the mostly known definitions of productivity, Anyaegbunam et al, 2010 To maximize use of sources, manpower and other measures based on scientific methods in order to reduce costs and meet desires of the staff, managers and consumers Aghazadeh, 2007 Productivity is a culture, a wise approach towards work and life that intends to make the activities smarter for having a better and more active life Moghli & Azizi, 2011 Productivity is to maximize use of resources, manpower, facilities, etc. in scientific way and to reduce production costs, develop markets, creation more jobs, to increase real salaries and to improve living standards in favor of the staff, management and all consumers.…”

Understanding social sustainability of capture fisheries

“…Therefore, the outcome indicator for on-the-job training concerns the type of company procedure for on-the-job training. The rubric for this indicator is based on the types of procedures for onthe-job training distinguished by Aghazadeh (2007) (Table 3.4).…”