The philosophy and practice of training and development: the case of the Jordanian electricity sector

Abstract

This study aimed to gain an understanding of training and development (T&D) as a philosophy and practice in Jordanian electricity companies and to explore factors that shape T&D. Data were gathered through in‐depth interviews, observation and document analysis. Results indicate that T&D was interpreted in terms of learning, was development focused and emphasized a utilitarian outlook. The T&D role was perceived as being ‘instrumental’, showing an inclination towards a functionalist philosophical perspective. T&D activities were found to have a reactive role, designed to meet particular or short‐term needs. Findings support the general argument proposed in the human resource development literature about the role of T&D philosophy in guiding actions, but also indicate that the way of thinking about T&D is shaped through the prism of ‘situation needs’ and T&D ‘utility’. Furthermore, this study argues that the perceptions, understanding and application of T&D are shaped in the crucible of industry and organizational internal specification.

Factors Influencing Middle Administrative Manager Training and Development at Vietnam National University Ho Chi Minh City

“…Human resource training and development in any organization is influenced to an extent by environmental factors [1][2][3][4]. Among these, many studies have asserted that institution leaders need to pay special attention to internal factors within the institution, since these are factors that can be actively controlled, adjusted, and mastered [5]. These factors are divided into 03 categories: organizational, functional and personal.…”

“…The most important resource is human resource, including the leaders, managers, and those responsible for human resource activities in an organization [5,11]. Their quantity, quality, capabilities, roles, responsibilities, and tasks correspond with the organization's human resource training and development demands.…”

Human Resource Management Practice in Lithuania: Evidences and Challenges

“…When analysing training and development many researchers take them as one integral human resource development practice (Otoo et al, 2019, Otoo andMishra, 2018). Others (Ensour and Kharabsheh, 2015;Bilan et al, 2017;Susomrith et al, 2019) have pointed out to the differences. Training refers to the activities that aim to equip the person with specific skills and knowledge targeted to adequately perform a particular job, whereas development refers to a broader landscape.…”

“…Training refers to the activities that aim to equip the person with specific skills and knowledge targeted to adequately perform a particular job, whereas development refers to a broader landscape. It relates to future and longer term development of people throughout their career (Ensour and Kharabsheh, 2015). Training and development are seen as the areas where cultural features could play very important role.…”

Human resource development in Arab writing

“…Hamlin and Stewart (2011) conducted a definitional review of HRD and state among their limitations that the definitions used in their study are based on predominantly Western conceptualizations. Later, Ensour and Kharabsheh (2015) who studied training and development (T&D) philosophies and practice in Jordan claimed that the Arab philosophy of HRD and the theoretical base that guide its practices have not received adequate interest.…”