Literature Review Of Training And Development

Literature Review Of Training And Development-46
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The subject have been dealt with as an element of the “employer brand” in recruitment to achieve advantage in the increasingly tough market, or as an instrument to improve retention, than an issue in its own right.

Some of the recent published research studies in by Connor et al., (2003) explained the greater variety of approaches now being taken by organisations to training and development, an outcome of trends in both the supply-side and demand-side.

Brown and Sitzmann 2011 also reviews the literature and emphasizes research on the processes that are required to ensure that training benefits emerge. 2003 meta-analyzes the literature on training effectiveness.

Russ-Eft 2002 proposes a typology of training designs. 2012 offers recommendations for evidence-based training practice.

An opportunity to learn developments further and also get an update of current issues for employers would be timely.

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A variety of disciplines offer insights into this topic, including, but not limited to, industrial and organizational psychology, educational psychology, human resource development, organizational development, industrial and labor relations, strategic management, and labor economics.

The focus of this bibliography is primarily psychological with an emphasis on theory and practice that examines training processes and the learning outcomes they seek to influence.

There are a number of reasons why a detailed study of the current trends in training and development would be of interest to many organisations.

First, whilst recruitment and retention has been a focus of much research according to (Barber et al., 2005; AGR, 2006; Dawson et al., 2006) and it also transitions to work, Holden and Hamblett,(2007) and early careers (CIPD, 2006; Elias and Purcell, 2005; HESA, 2007), much less attention has been given to detailed training and development.

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