Training the knowledge worker: A descriptive study of training practices in Irish software companies

Journal of European Industrial Training

Volumn 27, Issue , 2003, Pages 137-146

  Acton, Thomas ^a   Golden, Willie ^a  

^a NATIONAL UNIVERSITY OF IRELAND   (Ireland)

Author keywords

Employee development; Information technology; Knowledge workers; Retention; Training

Indexed keywords

EID: 84986079038     PISSN: 03090590     EISSN: None     Source Type: Journal    
DOI: 10.1108/03090590310468958     Document Type: Article

References (43)

1. Al-Khayyat, R.M. and Elgamal, M.A. (1997), “A macro model of training and development: validation”, Journal of European Industrial Training, Vol. 21 No. 3, pp. 87-101
2. Auer, K. (1995), “Smalltalk training as innovative as the environment”, Communications of the ACM, Vol. 38 No. 10, pp. 115-17
3. Borsook, T.K. and Higginbotham-Wheat, N. (1992), A Psychology of Hypermedia: A Conceptual Framework for Research & Development, Association for Educational Communications and Technology, Washington, DC
4. Bostrom, R.P., Olfman, L. et al. (1988), “The importance of individual differences in end-user training: the case for learning style”, Special Interest Group on Computer Personnel Research Annual Conference. Proceedings of the ACM SIGCPR Conference on Management of Information Systems Personnel, College Park, MD
5. Burden, R. and Proctor, T. (2000), “Creating a sustainable competitive advantage through training”, Team Performance Management, Vol. 6 No. 5-6, pp. 90-7
6. Bushardt, S.C., Fretwell, C. et al. (1994), “Continuous improvement through employee training: a case example from the financial services industry”, The Learning Organization: An International Journal, Vol. 1 No. 1, pp. 11-16
7. Cappelli, P. (2000), “Managing without commitment”, Organizational Dynamics, Vol. 28 No. 4, pp. 11-24
8. Cheng, A. and Brown, A. (1998), “HRM strategies and labour turnover in the hotel industry: a comparative study of Australia and Singapore”, International Journal of Human Resource Management, Vol. 9, pp. 136-54
9. Compeau, D.R. and Higgins, C.A. (1995), “Computer self-efficacy: development of a measure and initial test”, MIS Quarterly, Vol. 19 No. 2, pp. 189-211
10. Eighteen, R. (1999), “Training needs analysis for IT training”, Industrial and Commercial Training, Vol. 31 No. 4, pp. 149-53
11. Elizur, D. (1996), “Work values and commitment”, International Journal of Manpower, Vol. 17 No. 3, pp. 25-30
12. Foxon, M. (1989), “Evaluation of training and development programs”, Australian Journal of Educational Technology, Vol. 5 No. 2, pp. 89-104
13. Hallier, J. and Butts, S. (1999), “Employers’ discovery of training: self-development, employability and the rhetoric of partnership”, Employee Relations, Vol. 21 No. 1, pp. 80-95
14. Hallier, J. and Butts, S. (2000), “Attempts to advance the role of training: process and context”, Employee Relations, Vol. 22 No. 4, pp. 375-402
15. Huang, T.-C. (2001), “The relation of training practices and organizational performance in small and medium size enterprises”, Education and Training, Vol. 43 No. 8-9, pp. 437-44
16. Hughey, A.W. and Mussnug, K.J. (1997), “Designing effective employee training programmes”, Training for Quality, Vol. 5 No. 2, pp. 52-7
17. James, C. and Roffe, I. (2000), “The evaluation of goal and goal-free training innovation”, Journal of European Industrial Training, Vol. 24 No. 1, pp. 12-20
18. King, A.S. (1997), “The crescendo effect in career motivation”, Career Development International, Vol. 2, pp. 293-301
19. MacDonald, C.J., Gabriel, M.A. et al. (2000), “Factors influencing adult learning in technology based firms”, The Journal of Management Development, Vol. 19 No. 3, pp. 220-40
20. Mak, B. and Sockel, H. (1999), “A confirmatory factor analysis of IS employee motivation and retention”, Information and Management, Vol. 38, pp. 265-76
21. Mann, S. (1996), “What should training evaluations evaluate?”, Journal of European Industrial Training, Vol. 20 No. 9, pp. 14-20
22. Mann, S. (1997), “Implications of the response-shift bias for management”, The Journal of Management Development, Vol. 16 No. 5, pp. 328-36
23. Mathews, B.P., Ueno, A. et al. (2001), “Quality training: findings from a European survey”, The TQM Magazine, Vol. 13 No. 1, pp. 61-71
24. Moore, J.E. (2000), “One road to turnover: an examination of work exhaustion in technology professionals”, MIS Quarterly, Vol. 24 No. 1, pp. 141-68
25. Morris, M. (1984), “The evaluation of training”, Industrial & Commercial Training, Vol. 16 No. 2, pp. 9-16
26. Motwani, J.G., Frahm, M.L. et al. (1994), “Quality training: the key to quality improvement”, Training for Quality, Vol. 2 No. 2, pp. 7-12
27. Mulder, M. (2001), “Customer satisfaction with training programs”, Journal of European Industrial Training, Vol. 25 No. 6, pp. 321-31
28. Murray, L. (1998), “CALL and Web training with teacher self-empowerment: a departmental and long-term approach”, Computers and Education, Vol. 31 No. 1, pp. 17-23
29. Pate, J., Martin, G. et al. (2000), “Company-based lifelong learning: what’s the pay-off for employers?”, Journal of European Industrial Training, Vol. 24 No. 2,3,4, pp. 149-57
30. Ranft, A. and Lord, M. (2000), “Acquiring new knowledge: the role of retaining human capital in acquisitions of high-tech firms”, The Journal of High Technology Management Research, Vol. 11 No. 2, pp. 295-319
31. Read, C.W. and Kleiner, B.H. (1996), “Which training methods are effective?”, Management Development Review, Vol. 9 No. 2, pp. 24-9
32. Roberts, C. and McDonald, G. (1995), “Training to fail”, The Journal of Management Development, Vol. 14 No. 4, pp. 16-31
33. Roepke, R., Agarwal, R. et al. (2000), “Aligning the IT human resource with business vision: the leadership initiative at 3M”, MIS Quarterly, Vol. 24 No. 2, pp. 327-53
34. Rowley, G. and Purcell, K. (2001), “‘As cooks go, she went’: is labour churn inevitable?”, International Journal of Hospitality Management, Vol. 20, pp. 163-85
35. Sadler-Smith, E., Down, S. et al. (2000), “‘Modern’ learning methods: rhetoric and reality”, Personnel Review, Vol. 29 No. 4, pp. 474-90
36. Schonewille, M. (2001), “Does training generally work? Explaining labour productivity effects from schooling and training”, International Journal of Manpower, Vol. 22 No. 1-2, pp. 158-73
37. Smallbone, D., Supri, S. et al. (2000), “The implications of new technology for the skill and training needs of small- and medium-sized printing firms”, Education and Training, Vol. 42 No. 4,5, pp. 299-308
38. Smith, P.J. (2002), “‘Modern’ learning methods: rhetoric and reality – further to Sadler-Smith et al.”, Personnel Review, Vol. 31 No. 1, pp. 103-13
39. Switzer, M. and Kleiner, B.H. (1996), “New developments in training teams effectively”, Training for Quality, Vol. 4 No. 1, pp. 12-17
40. Ventakesh, V. (1999), “Creation of favourable user perceptions: exploring the role of intrinsic motivation”, MIS Quarterly, Vol. 23 No. 2, pp. 239-60
41. Wiedenbeck, S., Zila, P.L. et al. (1995), “End-user training: an empirical study comparing on-line practice methods”, Conference on Human Factors in Computing Systems, Denver, CO
42. Williams, S. (2001), “Increasing employees’ creativity by training their managers”, Industrial and Commercial Training, Vol. 33 No. 2, pp. 63-8
43. Wills, M. (1994), “Managing the training process: putting the basics into practice”, Journal of European Industrial Training, Vol. 18 No. 6, pp. 4-28