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Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic
Purpose
This paper aims to explore the direction and extent of changes in the approach of organisations to employee development that have occurred as a result of the COVID-19 pandemic.
Design/methodology/approach
This research is of a qualitative nature. The thematic exploration uses the analysis of findings from 19 in-depth interviews with experienced HR managers and is preceded by desk research.
Findings
The findings advance our understanding of how the COVID-19 pandemic has affected developmental processes in organisations. The results indicate, apart from the change in the form and methodology of employee trainings due to the pandemic, that employees also desire new subjects to aid their development. One also noticed decreased employee engagement and increased fatigue with the use of multiple, online development initiatives.
Practical implications
For learning and development (L&D) practitioners, there are implications in relation to tailoring developmental offerings to fit the needs of employees to help them to progress more in the course of their work. In this new reality, an agile approach to employee development can work much better. The activities of the L&D departments should also take into greater account the changing and unpredictable reality as well as the evolving nature of information and communication technologies (ICT). The COVID-19 pandemic may contribute to the analysis and modernisation of existing offerings for development in organisations and foster a culture of lifelong learning.
Originality/value
This research makes an important contribution to the literature by examining the impact of situational context on modifications in development activities undertaken in organisations. The results indicate the need to change the existing role of L&D teams in organisations, taking into account the maximum use of e-learning potential, while understanding its limitations. It can be assumed that while the pandemic develops, designing hybrid learning will become even more important and L&D professionals will focus on combining the flexibility of self-training and available online resources with highly engaging real-world experiences.
Journal Article
Building brains : 600 activity ideas for young children
\"This book lists activities without all the \"ingredients\" needed to execute them in the home or classroom. The easy to use activity lists allow adults to choose an idea or a group of related activities to enhae their existing curriculum\"-- Provided by publisher.
Book
Organizations, Learning, and Sustainability: A Cross-Disciplinary Review and Research Agenda
This paper explores the role of learning in organizational responses to sustainability. Finding meaningful solutions to sustainability challenges requires companies and other actors to broaden their thinking, go beyond organizational boundaries and engage more with their stakeholders. However, broadening organizational perspective and collaborating with diverse stakeholders involves inherent political and process-related tensions. Learning has been identified as a key organizing process for overcoming the challenges that arise through collaborative action for sustainability. In order to understand the role of learning in organizational responses to sustainability, we conduct a cross-disciplinary systematic review of the literature on learning for sustainability and incorporate perspectives from diverse disciplines including business, management, environmental science, sociology, policy, urban planning, and development. The review explores how different disciplines conceptualize and operationalize learning for sustainability and identifies the common themes and challenges. Our findings highlight the different ways that power relations influence learning and decision-making processes, and how entrenched traditional value structures and ‘reflexive complicity’ limit practitioners and researchers alike in finding meaningful sustainability solutions. We conclude that shifting how we motivate business and management research on learning for sustainability, in a way that prioritizes sustainability outcomes over firm performance, could bring us a step closer to more meaningful responses to sustainability. Similarly, breaking patterns of ‘reflexive complicity’ by key actors in business could assist in shifting toward more radical and long-term responses to sustainability in practice.
Journal Article
Computational trust models and machine learning
\"This book provides an introduction to computational trust models from a machine learning perspective. After reviewing traditional computational trust models, it discusses a new trend of applying formerly unused machine learning methodologies, such as supervised learning. The application of various learning algorithms, such as linear regression, matrix decomposition, and decision trees, illustrates how to translate the trust modeling problem into a (supervised) learning problem. The book also shows how novel machine learning techniques can improve the accuracy of trust assessment compared to traditional approaches\"-- Provided by publisher.
Book
The Complete Works of William Shakespeare (Abridged), or International and National Trends in Workplace Learning in Public Administration
Aim: In this paper we analyse the L&D related results of the 2024 international EUPAN research. We explore Gen Z’s main characteristics and needs; furthermore present the means by which the different countries provide for the development of their central government officials. We also examine to which extent generational awareness is present. We place the results of the parallel Hungarian generational research into international context. Methodology: We apply an international questionnaire survey (N= 26), a questionnaire survey of Hungarian government officials (N= 12.500), document and content analysis, statistical data analysis as well as interviews (N= 8). Findings: When designing L&D systems the perception of generational differences is as important as the differences themselves. In addition to generational affiliation attention must be paid to various other factors. Generational characteristics can be translated into needs which in turn can be translated into strategy guidelines. The discourse is useful as it draws attention to trends that are relevant not only for gen Z but the entire workforce (e.g. exponentially increasing digitalisation, mental well-being challenges). We display a range of good practices. Value: The paper offers insight for modernising L&D strategy in public administration. Based on extensive international and national questionnaire research, we identify trends and good practices related to, among others, mentoring, training, coaching, self-directed learning, personalised development, microlearning as well as digital platforms.
Journal Article
Artificial intelligence in learning and development: a systematic literature review
Purpose
The presented research explored artificial intelligence (AI) application in the learning and development (L&D) function. Although a few studies reported AI and the people management processes, a systematic and structured study that evaluates the integration of AI with L&D focusing on scope, adoption and affecting factors is mainly absent. This study aims to explore L&D-related AI innovations, AI’s role in L&D processes, advantages of AI adoption and factors leading to effective AI-based learning following the analyse, design, develop, implement and evaluate approach.
Design/methodology/approach
The presented research has adopted a systematic literature review method to critically analyse, synthesise and map the extant research by identifying the broad themes involved. The review approach includes determining a time horizon, database selection, article selection and article classification. Databases from Emerald, Sage, Francis and Taylor, etc. were used, and the 81 research articles published between 1996 and 2022 were identified for analysis.
Findings
The result shows that AI innovations such as natural language processing, artificial neural networks, interactive voice response and text to speech, speech to text, technology-enhanced learning and robots can improve L&D process efficiency. One can achieve this by facilitating the articulation of learning module, identifying learners through face recognition and speech recognition systems, completing course work, etc. Further, the result also shows that AI can be adopted in evaluating learning aptitude, testing learners’ memory, tracking learning progress, measuring learning effectiveness, helping learners identify mistakes and suggesting corrections. Finally, L&D professionals can use AI to facilitate a quicker, more accurate and cheaper learning process, suitable for a large learning audience at a time, flexible, efficient, convenient and less expensive for learners.
Originality/value
In the absence of any systematic research on AI in L&D function, the result of this study may provide useful insights to researchers and practitioners.
Journal Article
Moving From Risk to Hope: Count Us In
In “Moving From Risk to Hope: Count Us In,” the author describes the report entitled From a Nation at Risk to a Nation at Hope released in January 2019 by the Aspen Institute National Commission on Social, Emotional, and Academic Development. The report and related brief, Building Partnerships in Support of Where, When, and How Learning Happens offer recommendations for how the education sector can support social and emotional learning and development. This article offers a reflection on the Nation at Hope report recommendations for the youth development field and professionals. There are significant opportunities for the youth development field to partner with other sectors, intentionally support social and emotional learning, train professional staff on strategies to support learning and development, and research our efforts in ways that are accessible and foster practice. It is a critical and hopeful time for the youth development field to honor our history, employ the recommendations in the report, and build our youth development knowledge and practice in light of what we now know about how to optimally foster learning and development.
Journal Article
The effectiveness of workplace coaching: a meta-analysis of contemporary psychologically informed coaching approaches
Purpose>The authors examine psychologically informed coaching approaches for evidence-based work-applied management through a meta-analysis. This analysis synthesized previous empirical coaching research evidence on cognitive behavioral and positive psychology frameworks regarding a range of workplace outcomes, including learning, performance and psychological well-being.Design/methodology/approach>The authors undertook a systematic literature search to identify primary studies (k = 20, n = 957), then conducted a meta-analysis with robust variance estimates (RVEs) to test the overall effect size and the effects of each moderator.Findings>The results confirm that psychologically informed coaching approaches facilitated effective work-related outcomes, particularly on goal attainment (g = 1.29) and self-efficacy (g = 0.59). Besides, these identified coaching frameworks generated a greater impact on objective work performance rated by others (e.g. 360 feedback) than on coachees' self-reported performance. Moreover, a cognitive behavioral-oriented coaching process stimulated individuals' internal self-regulation and awareness to promote work satisfaction and facilitated sustainable changes. Yet, there was no statistically significant difference between popular and commonly used coaching approaches. Instead, an integrative coaching approach that combines different frameworks facilitated better outcomes (g = 0.71), including coachees' psychological well-being.Practical implications>Effective coaching activities should integrate cognitive coping (e.g. combining cognitive behavioral and solution-focused technique), positive individual traits (i.e. strength-based approach) and contextual factors for an integrative approach to address the full range of coachees' values, motivators and organizational resources for yielding positive outcomes.Originality/value>Building on previous meta-analyses and reviews of coaching, this synthesis offers a new insight into effective mechanisms to facilitate desired coaching results. Frameworks grounded in psychotherapy and positive appear most prominent in the literature, yet an integrative approach appears most effective.
Journal Article