As past research has identified frontline employees as the primary communicators of a company's CSR, this paper reports on a large-scale quasi-field experiment aimed at gaining a deeper understanding ...of the levers of successful in-store, pointof-sale, CSR communication. In cooperation with a large international retailer, the authors analyzed the effects of varying in-store CSR communication strategies in 48 unique stores, combining data from a customer survey (N = 38,999), company records of customers' real visits and purchases, and interviews with store managers. Taking into account the nested structure of the data, the authors reveal that CSR-related training of frontline employees bestows its favorable effect on customers and customer behavior only if it is accompanied by the store managers' personal support for CSR.
This paper investigates the impact of boundary-spanning search on innovation performance, with knowledge recombination as the underlying mechanism. It also explores the contingent effect of in house ...training of employees by considering not invented here syndrome derived from attitude theory, and examines communication investment as a second-order moderator. We test the hypotheses based on a sample of 184 Hong Kong manufacturing firms. The results show that boundary-spanning search is positively related to innovation performance, which is negatively moderated by in house training of employees. Moreover, communication investment has a suppressing effect on the moderating role of in house training of employees. This paper highlights the not invented here syndrome and its mechanism of attitude theory to examine the contingent effects, providing insights for managers to balance among in house training of employees, communication investment, and boundary-spanning search to enhance innovation performance.
Build a Modern L&D TeamOrganizations are facing an era of rapid acceleration. As new technology and digital strategies are integrated, workers at all levels will be required to build capability much ...faster than before, navigating more complex systems and processes. Yet, learning and development (L&D) has lagged in this area, as too many L&D functions still focus on transactional interactions across a broad and complex portfolio while starved for resources. In L&D’s Playbook for the Digital Age, Brandon Carson makes the case that it’s time to reorient L&D, take a more proactive role in enabling the workforce, and create a new framework for developing skills and capabilities. L&D leaders must realize theirs is one of the most critical business functions and must be appropriately funded and resourced to realize the performance gains that are crucial to the business.L&D cannot be caught standing still and, in fact, needs a new playbook to navigate the radical and complex transformation the digital age is demanding. Stemming from the sports world, a playbook ensures the players know their roles, connect as a team, and understand the winning strategy and how to execute the game plan. For L&D, a playbook can help build alignment across the team and with stakeholders by being flexible as business needs change. Carson walks you through the steps to formulate how a new playbook could help the alignment of your L&D function—whether it’s restructuring, new skilling, or rescoping. He asks readers to speak the language of business instead of the language of learning. For example, does your workforce repair aircraft or do they enable safe flight? In other words, can you be the visionary your organization requires?
Teachers Make Great TrainersSchoolteachers are leaving their profession at a higher rate than ever before-and for myriad reasons. Passion for teaching is generally not one of them. If you are a ...schoolteacher thinking about making a career change, knowing that your passion and purpose for education will transfer with you to your new career may be the assurance you need to make the shift. Knowing that you can be effective and create a spark for learning as well as still have the flexibility, compensation, and development you crave in a career could be the motivation to step into a new role. Teachers to Trainers: Apply Your Passion and Skills to a New Career introduces you to career opportunities in the growing industry of talent development, where all those aspirations are possible.This first-ever volume offers you a view of a different education system: the world of talent development. In each chapter, former teachers recount the stories of how they made the career switch, describe their current roles, and share resources and tips for success. You will discover why these former teachers decided to seek a change and gain valuable insights into how they transitioned into talent development roles, including what they wished they had known when making the switch and the obstacles they overcame. You will also learn about the rewards they achieved in their transitions and, most importantly, see that their passion for teaching remains. The book includes a full range of resources to guide you-skills assessments, worksheets, descriptions of certifications and certificate programs, and print and online reading recommendations. You'll also find tips about: transferable skills job market research resume creation what you need to go forward.
Start, Build, and Navigate Your Training and TD CareerATD’s Handbook for Training and Talent Development is the premier resource and compendium of everything a training and talent development (TD) ...professional needs to know to start, build, and navigate a thriving career. Now in its third edition and grounded by the Talent Development Capability Model, this is more than a revised volume. This edition offers an up-to-date view of the growing roles of talent development professionals, our changing world of work, and the critical need for business alignment. Edited by Elaine Biech, the third edition is divided into eight sections comprising 57 chapters authored by 100 expert practitioners—the brightest thinkers in the field—who share foundational and advanced perspectives and information. The Handbook dives deeply into growing professional expertise and personal skills, virtual learning and remote work, trends affecting TD, managing organizational and career change, growing roles in TD, and understanding organizational impact and business alignment. Fifty online tools are available to download, and there is also a glossary and references. TD professionals, keep this practical, companionable volume close by; it’s the reference you will always turn to. A Who’s Who of Talent Development Experts and Leaders Contributors Section I: The Foundations of Learning and Development: Tacy Byham Contributors: Lorrie Lykins • Becky Pike Pluth • Jonathan Halls • Preethi Anand Section II: Planning a Career in Talent Development: Beverly Kaye Contributors: Morgean Hirt • Rich Douglas • Catherine Lombardozzi • Ryan Gottfredson • Travis Waugh • Jean Greaves Section III: Training and Development Basics: Bob Pike Contributors: Angel Green • Ingrid Guerra-Lopez • Sharon Boller • Brian Washburn • Crystal Kadakia and Lisa Owens • Hadiya Nuriddin • Mhairi Campbell • Nancy Duarte • Jeff Davenport • Jim Kirkpatrick • Wendy Kirkpatrick • Jack Phillips • Patti Phillips Section IV: Enhancing and Supporting Talent Development: Elliott Masie Contributors: George Hall • Jennifer Hofmann • Maureen Orey • Emma Weber • Diane Elkins • Cindy Huggett • Cindy Clay Section V: Required Forward-Focused Proficiencies and Attitudes: Rita Bailey Contributors: Wendy Gates Corbett • David Macon • Greg Owen-Boger • Dale Ludwig • Michael Wilkenson • Diana Booher • Maria Morukian • Alex Adamopoulos • JD Dillon Section VI: Expanded Roles of Talent Development: Kimo Kippen Contributors: Wendy Axelrod • Barbara Goretsky • Halelly Azulay • Jenn Labin • Laura Francis • Kim Barnes • Bev Scott • Andrew Sobol • Tammy Bjelland • Lou Russell Section VII: Aligning the Learning Function to the Organization: Ken Blanchard Contributors: Jack Zenger • Joe Folkman • William Rothwell • Angela Stopper • Aileen Zaballero • Jim Kouzes • Barry Posner • Kevin Cope • Norma Dávila • Wanda Piña-Ramírez • David Vance • Emily Wood Section VIII: Talent Development’s Role for Future Success: John Coné Contributors: Holly Burkett • Tanya Wilson • Andy Trainor • Dave Forman • Christie Ward • Jennifer Stanford • Karl Kapp • Jessica Briskin • Larry Wolf
Your Fix-It Guide to TrainingWhen you need to repair an appliance on the fritz, you can consult the instruction manual. But if you’re stuck when designing or facilitating training, what resource can ...you turn to for solutions to your problem?Part troubleshooting guide, part introduction to training design and delivery, Troubleshooting for Trainers delivers in-the-moment fixes and longer-term solutions for common challenges at every stage of the learning and development process. Pull it out when you’re in a predicament, flip to the related challenge listed in the table of contents, and find some immediate relief. Better yet, use it to discover tips and strategies that will help you proactively avoid the crises new trainers face. Covering more than 40 challenges, the book offers solutions for when:you feel a lack of personal and professional credibilitytraining isn’t well regarded you don’t have enough resources you have minimal learning design expertiseyou’re uncertain about measurement and reporting metricslive training surprises throw you for a loopyou encounter challenging participants.Perfect for the busy trainer, each chapter briefly describes a challenge for trainers, offers a series of solutions for overcoming it, and includes some resources to go deeper about the topic. Job aids and sample worksheets accompany the solutions.“If only I knew this when I was starting out.” Experienced trainers often express this sentiment later in their careers. Why wait? The next time you’re at a training impasse, troubleshoot your way out.
Background and purpose: Lack of learning motivation, large amount of information that must be learned in a short time, and lack of up-to-date content are among the limitations of effective learning. ...Flipped learning is suggested as a solution in which direct teaching in classroom environment is replaced by teaching and individual learning using educational tools and technologies. In this study, we investigated flipped learning process in Mazandaran University of Medical Sciences, aiming in-service training of employees, 2020. Materials and methods: A qualitative study using grounded theory approach was performed. The participants (n=16) included elite university experts and members of the education and empowerment committees in Mazandaran, Babol, and Tehran universities of medical sciences. They were selected via purposeful sampling. In-depth interviews were done and data were analyzed by MAXQDA 2018. Results: Flipped learning process in Mazandaran University of Medical Sciences has 12 dimensions, including learning motivation, individual factors, factors of organizational culture, structural factors, establishment of flipped learning, facilitating measurements, organizational barriers and challenges, non-organizational barriers and challenges, planning, awareness, the quality of education, and learning quality. Conclusion: Acknowledging flipped learning, as an independent approach, by senior managers, providing and improving the quality of e-learning infrastructure and facilities, and improving management capabilities and performances through recruiting professors who are familiar with this phenomenon can be of great benefit in implementing this approach.
Introduction. The key role in the organization of the pharmacovigilance system is played by the Marketing Authorization Holder (MAH), who monitors the safety and effectiveness at all stages of the ...life cycle of drugs, the need for which is determined by regulatory documents in the field of pharmacovigilance. The possibility of ensuring the required quality of the processes and the results obtained in the pharmacovigilance system of the MAH is directly related to the availability of a sufficient number of competent, qualified and trained personnel in the units that closely interact in the pharmacovigilance system of the MAH, which necessitates the formation of appropriate competencies for the implementation of procedures provided for when identifying changes in the safety profile of drugs. An integral part of the formation of competencies of employees and departments involved in the pharmacovigilance system of the MAH is training according to a specially developed program and evaluation of its effectiveness. Aim. Substantiation of the formation of professionally specialized competencies and training of employees in the pharmacovigilance system of the MAH. Materials and methods. The research materials were the results of the works of domestic scientists, data from their own research and regulatory legal acts regulating pharmacovigilance in the Russian Federation, the EAEU. Methods of sociological, logical analysis, and interactive learning were used as research methods. Results and discussion. The necessity has been established and the professionally specialized competencies of managers and specialists of the MAH in the pharmacovigilance system have been formed, for the mastery of which an educational program has been developed and training has been conducted. Information and methodological support of personnel has been introduced. Conclusion. In the course of the conducted research, it was found that training is an integral part of the organization of an employee's independent workflow. In order to achieve high-quality performance of processes and tasks related to pharmacovigilance, it is necessary to have a sufficient number of competent and trained personnel in the MAH. In order to update the acquired knowledge on pharmacovigilance, it is advisable to carry out intra-corporate training with a certain frequency.
Your Periodic Table of Learning ElementsEngaging, effective training programs are a mixture of science and art, requiring the right balance of adult learning theory, available technology, intuitive ...tools, proven practices, creativity, and risk. How does a trainer find the right combination and proportion of these elements? How does a trainer know what’s possible?To answer these questions, Brian Washburn offers a simple yet elegant periodic table of learning elements modeled on the original periodic table of chemical properties. Washburn’s elements—which are organized into solids, liquids, gases, radioactive, and interactive categories similar to their chemical cousins—are metaphors for the tools and strategies of the field of learning design; when they’re combined, and under certain conditions, they have the potential to create amazing learning experiences for participants. They are that impactful. From critical gas-like elements like the air we breathe, present in every training room (think instructional design or visual design), to radioactive elements, powerful and dangerous yet commonly used (think PowerPoint), Washburn guides you through the pitfalls and choices you confront in creating engaging learning experiences. A well-designed training program can be world-changing, he argues, and if you believe in your craft as a learning professional, you can do this too. Whether you’re an experienced learning designer or new to the field, this book inspires with new ideas and ways to organize the design of your learning programs. With stories from Washburn’s professional experience, the book includes a hands-on glossary of definitions and descriptions for more than 50 of his elements.
Foundational guidance you’ve been looking for The best organizations recognize that no leader or employee can be expert in everything, but that everyone needs to be at their best if organizations are ...to be productive and successful. If your goal is to develop talent within your organization, this concise yet foundational book has the keys to success. Renowned industry leader and bestselling author Elaine Biech guides you through getting started, designing and implementing your talent development program, demonstrating success, and planning next steps. But just as important, she poses critical questions that only you and your organization can answer. Biech interweaves best practices with the latest technology to offer many templates, tools, worksheets, and tips to help you explore how to support your organization into the future. Starting a Talent Development Program is part of a new ATD series, What Works in Talent Development, which addresses the most critical topics facing today’s talent development practitioners. Each book in the series is written for trainers, by trainers, and offers an examination of core subject matter and a defined way to solve real issues.
