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Publisher: Emerald   (Total: 311 journals)

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A Life in the Day     Hybrid Journal   (Followers: 9)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 19)
Accounting Research J.     Hybrid Journal   (Followers: 23, SJR: 0.148, h-index: 3)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 4, SJR: 0.972, h-index: 30)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2, SJR: 0.107, h-index: 4)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 36)
Advances in Gender Research     Full-text available via subscription  
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 44, SJR: 0.211, h-index: 3)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 22)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 9)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 109, SJR: 0.339, h-index: 15)
American J. of Business     Hybrid Journal   (Followers: 9)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 5, SJR: 0.309, h-index: 23)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 6)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.237, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 6)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.174, h-index: 3)
Aslib J. of Information Management     Hybrid Journal   (Followers: 6)
Aslib Proceedings     Hybrid Journal   (Followers: 170, SJR: 0.558, h-index: 23)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.439, h-index: 20)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.2, h-index: 10)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 6, SJR: 0.554, h-index: 28)
British Food J.     Hybrid Journal   (Followers: 9, SJR: 0.361, h-index: 25)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 15, SJR: 0.248, h-index: 3)
Business Process Management J.     Hybrid Journal   (Followers: 7, SJR: 0.841, h-index: 31)
Business Strategy Series     Hybrid Journal   (Followers: 5, SJR: 0.151, h-index: 3)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.246, h-index: 12)
Career Development Intl.     Hybrid Journal   (Followers: 9, SJR: 0.721, h-index: 22)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.419, h-index: 6)
China Finance Review Intl.     Hybrid Journal   (Followers: 4)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.424, h-index: 7)
Circuit World     Hybrid Journal   (Followers: 14, SJR: 0.297, h-index: 15)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 21, SJR: 0.176, h-index: 13)
Collection Building     Hybrid Journal   (Followers: 10, SJR: 0.461, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 5, SJR: 0.224, h-index: 18)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 15)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.394, h-index: 18)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.345, h-index: 21)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.311, h-index: 11)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 7, SJR: 0.648, h-index: 6)
Development and Learning in Organizations     Hybrid Journal   (Followers: 7, SJR: 0.123, h-index: 6)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 14, SJR: 0.352, h-index: 24)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 59, SJR: 0.129, h-index: 2)
Education + Training     Hybrid Journal   (Followers: 17, SJR: 0.39, h-index: 21)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal   (SJR: 0.243, h-index: 6)
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.446, h-index: 16)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.567, h-index: 36)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.468, h-index: 20)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 3)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 12, SJR: 0.37, h-index: 4)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 9, SJR: 0.109, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 5, SJR: 0.368, h-index: 15)
European J. of Innovation Management     Hybrid Journal   (Followers: 14, SJR: 0.442, h-index: 22)
European J. of Marketing     Hybrid Journal   (Followers: 20, SJR: 0.957, h-index: 38)
European J. of Training and Development     Hybrid Journal   (Followers: 8, SJR: 0.296, h-index: 18)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 2, SJR: 0.34, h-index: 13)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.62, h-index: 16)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 10, SJR: 0.495, h-index: 17)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 4, SJR: 0.345, h-index: 13)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 37, SJR: 0.121, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 8, SJR: 0.102, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 8, SJR: 0.155, h-index: 3)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 13, SJR: 0.105, h-index: 5)
Humanomics     Hybrid Journal   (Followers: 2, SJR: 0.104, h-index: 1)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.131, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.318, h-index: 10)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 6, SJR: 0.46, h-index: 15)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.989, h-index: 54)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 3, SJR: 0.421, h-index: 25)
Info     Hybrid Journal   (SJR: 0.337, h-index: 17)
Information and Computer Security     Hybrid Journal   (Followers: 14, SJR: 0.29, h-index: 28)
Information Technology & People     Hybrid Journal   (Followers: 58, SJR: 0.664, h-index: 21)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 13)
Interlending & Document Supply     Hybrid Journal   (Followers: 85, SJR: 0.593, h-index: 10)
Internet Research     Hybrid Journal   (Followers: 63, SJR: 0.846, h-index: 44)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 8)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 6, SJR: 0.265, h-index: 4)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.672, h-index: 26)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 9, SJR: 0.211, h-index: 3)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.436, h-index: 20)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.322, h-index: 31)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 11, SJR: 1.2, h-index: 24)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13, SJR: 0.113, h-index: 1)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 6)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 5, SJR: 0.181, h-index: 5)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 4, SJR: 0.508, h-index: 16)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 1)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.187, h-index: 7)

        1 2 3 4 | Last

Journal Cover   European Journal of Training and Development
  [SJR: 0.296]   [H-I: 18]   [8 followers]  Follow
    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 2046-9012
   Published by Emerald Homepage  [311 journals]
  • Constituent Aspects of Workplace Guidance in Secondary VET
    • Authors: Robert Swager, Ruud Klarus, Jeroen J. G. van Merriënboer, Loek F.M. Nieuwenhuis
      First page: 358
      Abstract: European Journal of Training and Development, Volume 39, Issue 5, June 2015.
      Purpose To improve workplace guidance practices in VET, this article presents an integrated model of workplace guidance to enhance awareness of what constitutes good guidance. Design/methodology/approach To identify constituent aspects of workplace guidance, a systematic search of Web of Science was conducted, focussing on mentoring literature, research on institutional socialization tactics, and research on didactical interventions and their effects. Findings The model interprets workplace learning as a relational and integrated process of participation, acquisition, guidance, and social interaction. Psychosocial support, structure-providing interventions and didactical interventions are discussed as essential components of guidance. How these components are enacted is influenced by the characteristics of training firms and their employees’ readiness to provide guidance. This makes guidance an intrapersonal process. Workplace guidance is also an interpersonal process in which the agencies of employees mediate the relationship between guidance and interaction, and the agencies of trainees mediate the relationship between, on the one hand, participation and acquisition and, on the other hand, social interaction. Originality/value Integrated models of what constitutes good workplace guidance are rare. To fill this gap, this article highlights constituent aspects of workplace guidance and brings them together in an integrated model. The model can help mentors/employees choose effective interventions to improve workplace learning.
      Citation: European Journal of Training and Development
      PubDate: 2015-06-23T12:26:51Z
      DOI: 10.1108/EJTD-01-2015-0002
       
  • Exploring Shared and Distinctive Aspects of Coaching and Mentoring
           Approaches Through Six Disciplines
    • Authors: Judie M Gannon
      First page: 373
      Abstract: European Journal of Training and Development, Volume 39, Issue 5, June 2015.
      Purpose Coaching and mentoring have emerged as important interventions as the role of helping relationships have gained prominence in human resource development. However, there appear to be contexts where one or other is preeminent, without consistent explanation of their suitability. Such inconsistency arguably creates confusion and doubt about these interventions and their efficacy notably amongst those who commission such interventions and their potential beneficiaries. This study focuses on this inconsistency of coaching or mentoring by exploring practitioners’ approaches within six disciplines: executive coaches, coaching psychologists, sports coaches, mentors of leaders, mentors of newly qualified teachers and mentors of young people, with the aim of assisting those seeking support with development. Design/methodology/approach This exploratory study was undertaken using a qualitative methodology where in-depth interviews were completed with experienced practitioners to elucidate their approaches and practice. Findings The findings show that approaches may be discipline-specific where practitioners specialise in a particular type of coaching or mentoring requiring distinctive knowledge and/or skills. However, the sharing of good practice across disciplines and the value of understanding the common dimensions which emerged is also evident, providing clients and those who commission coaching and mentoring with reassurances regarding the nature of these helping relationships. Research limitations/implications As the research focused only upon the practitioners’ experiences of their work in these disciplines, it is vital that the mentees’ and coachees’ experiences are captured in future research. There is also value in further exploration of the model developed. Practical implications By deploying the model concerned the future development of these interventions suggests practitioners can expand their capacity and scope by adopting interdisciplinary and multidisciplinary approaches. Originality/value By directly exploring the shared and distinctive approaches of coaching and mentoring practitioners in six contexts this study provides opportunities to understand where practitioners can benefit from imparting best practice across these interventions and highlighting specific aspects for their context.
      Citation: European Journal of Training and Development
      PubDate: 2015-06-23T12:27:04Z
      DOI: 10.1108/EJTD-02-2015-0014
       
  • Well-being and innovativeness: Motivational trigger points for mutual
           enhancement
    • Authors: Laura Honkaniemi, Mikko H. Lehtonen, Mervi Hasu
      First page: 393
      Abstract: European Journal of Training and Development, Volume 39, Issue 5, June 2015.
      Purpose Purpose: This paper focuses on employees’ motivation to participate in innovation at the workplace. The best arguments to persuade employees to renew their work were searched. According to Expectancy Theory (Vroom, 1964), a plausible link must be perceived for a motivational state to arise. The paper investigated the perceptions that employees, team-leaders and directors have about the relationships between innovativeness and well-being. Design/methodology/approach Methods: The data consisted of thematic interviews with 14 persons from knowledge- and labour-intensive organisations in the public service sector. Data included material from directors, team-leaders and front-line workers. The theoretical model of Huhtala and Parzefall (2007) was applied to analyse perceptions about links between well-being and innovativeness. Findings Findings: Results indicated that all eight possible links between well-being and innovativeness were perceived as plausible. The most common views were that high innovativeness connects to high well-being and vice versa. Additionally, low well-being was seen to decrease innovativeness. All organisational levels of knowledge- and labour-intensive organisations shared these views. More specifically, the interviewees shared the view that participating in innovation activities gives the employee opportunities to influence one’s work, which in turn leads to well-being. Another commonly shared perception was that if employees were encouraged and praised for their efforts, innovativeness would increase. These provide plausible arguments for leaders to persuade employees to participate. Practical implications Practical implications: Practical advice about effective arguments for motivating employees is given: tell them that innovativeness is desired for, time and space is allocated for innovations, the amount of change will be managed and the innovation activities present an opportunity to have voice. Originality/value Value: This paper shows potential motivational trigger points for enhancing the interaction between well-being and innovation.
      Citation: European Journal of Training and Development
      PubDate: 2015-06-23T12:27:02Z
      DOI: 10.1108/EJTD-11-2014-0078
       
  • Predictors of Protean Career and the Moderating Role of Career Strategies
           among professionals in Malaysian Electrical and Electronics (E & E)
           Industry
    • Authors: Siew Chin Wong, Roziah Mohd Rasdi
      First page: 409
      Abstract: European Journal of Training and Development, Volume 39, Issue 5, June 2015.
      Purpose The purpose of this paper is to examine the effects of individually related variables and the moderating role of career strategies on protean career among professionals in Malaysian Electrical & Electronics (E&E) industry. Design/methodology/approach Research data were gathered from a sample of 306 of professional employees in 18 Electrical and Electronics multinational corporations (MNCs) in Malaysia. Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed to examine the influences of individually related factors and the moderating role of career strategies on protean career. Findings The results demonstrate that individually related variables, namely self-efficacy, outcome expectation, goal orientation and locus of control are viewed as potential predictors of protean career. There is significant moderating effects of career strategies on the relationship between goal orientation and protean career among professional employees. Research limitations/implications This paper provide an empirical framework to explain protean career based on the review of career related literatures Practical implications The findings provide implications to both individuals and Human Resource Development (HRD) practitioners on new career trends of protean career. Practical interventions are suggested to assist individuals and organisations towards protean career development. Originality/value This paper offers new insight into the predicting factors of protean career and its moderating role on career strategies.
      Citation: European Journal of Training and Development
      PubDate: 2015-06-23T12:26:59Z
      DOI: 10.1108/EJTD-02-2015-0009
       
  • Firm Size, Ownership, Training Duration and Training Evaluation Practices
    • Authors: Muhammad Ali ASADULLAH, PERETTI Jean Marie, Arain Ghulam Ali, Marina Bourgain
      First page: 429
      Abstract: European Journal of Training and Development, Volume 39, Issue 5, June 2015.
      Purpose We tested mediating role of training duration in relationship between firm characteristics and training evaluation practices. We also investigated if this mediating effect differs with respect to the size of the firm. Design/methodology/approach We collected data from 260 professionals of 90 call centers. Findings We found that training duration mediates the relationship between firm size and training evaluation. We also found that indirect effect of firm size on training evaluation through training duration differs across different levels of firm size but not across different levels of ownership. Research limitations/implications This is a cross-sectional study that emphasized on training evaluation practices only. Practical implications The study has implication for both evaluation researchers and practitioners in terms of designing training evaluation policies and practices. Originality/value This is the first study in its nature that explains the intervening role of training duration in relationship of firm characteristics and training evaluation practices.
      Citation: European Journal of Training and Development
      PubDate: 2015-06-23T12:26:56Z
      DOI: 10.1108/EJTD-10-2014-0072
       
  • Becoming an Expert: Developing expertise in an applied discipline
    • Authors: Diane Orlich Kuhlmann, Alexandre Ardichvili
      First page: 262
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015.
      Purpose This paper examines the development of expertise in an applied discipline by addressing the research question: How is professional expertise developed in an applied profession? Design/methodology/approach Using a grounded theory methodology (GTM), nine technical-tax experts, and three experienced, non-expert tax professionals were interviewed regarding their experience in developing technical-tax expertise. Employing GTM procedures, a core concept and variables (categories and properties of categories) were identified. A theory is advanced which explains the interaction of the core concept and the variables. Findings This theory proposes that expertise in applied disciplines occurs through years of engaging in the high-value, non-routine work. Professionals with an intelligence matched to the discipline and willingness to work hard are more likely to be successful in this non-routine work. Professionals who find the discipline fascinating and who revel in ambiguity are likely to repeatedly seek this non-routine work. Finally, professionals in organizations with complex client issues are more likely to have opportunities to engage in non-routine work. Research limitations/implications This study proposed a theory related to a very specific profession—tax accounting. Future research would be appropriate to determine whether other applied disciplines have a similar dynamic in developing expertise. Originality/value Based on existing theories of expertise, this study developed a new theory of how professional expertise is developed in an applied discipline.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:57 GMT
      DOI: 10.1108/EJTD-08-2014-0060
       
  • Antecedents of Philanthropic Behavior of Health Care Volunteers
    • Authors: Siti Noormi Alias, Maimunah Ismail
      First page: 277
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015.
      Purpose This paper aims to propose a conceptual model of philanthropic behavior of volunteers in health care sector. Design/methodology/approach This study is based on an extensive review of past research on philanthropic behavior. To conduct the literature review, keywords such as philanthropy, philanthropic behavior, giving, donating, competencies, volunteering, and social network in health care were identified. Findings From the literature reviewed, three groups of antecedents of philanthropic behavior among health care volunteers (HCVs) were identified, viz. individual factors, social factors and organizational factors. This paper proposes social network as a mediating variable in linking the three groups of antecedents with philanthropic behavior. The paper offers a number of propositions which explain the proposed model of philanthropic behavior of HCVs. Research limitations/implications - Practical implications Further research is suggested to test and validate the framework to provide empirical evidence. Upon model validation, the paper could offer practical interventions for HRD managers to assist philanthropic-based organisation towards developing and managing philanthropic behavior of HCVs The paper highlights the importance of social network in order to promote individuals to engage in philanthropic actions. Originality/value The paper yields a new approach in theorizing philanthropic behavior among HCVs by integrating the Theory of Planned Behavior, Social Identity Approach, and Organizational Support Theory. The proposed social network as a mediator could provide new insights to the HRD practitioners on developing philanthropic behavior among HCVs subject to model validation. The research contributes to literature in philanthropy, HRD, and community development.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:57 GMT
      DOI: 10.1108/EJTD-01-2014-0005
       
  • Signs and Wonders: Exploring the Effects and Impact of the Investors in
           People Logo and Symbols
    • Authors: Simon Smith, Peter Stokes
      First page: 298
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015.
      Purpose This paper examines and assesses the reputational impact of the logo and symbols of the UK Standard, Investors in People (IiP). The extant literature highlights differing opinions in terms of the likely benefits that IiP generates following achievement of the Standard. This paper focuses specifically on the perceptions of reputational claims made regarding existing employees, potential employees and customers. Design/methodology/approach The debate is explored through thirty-eight interviews using the perceptions of managers and frontline employees within six IiP-accredited firms and one non-accredited firm. Findings The study indicates that the logo and symbols of the Standard have minimal meaning and significance for the interviewees and their outlook on potential employees and customers. There were some indications, however, that the wider reputational implications of carrying the logo may have some potentially beneficial effects. Originality/value The paper concludes that the overarching findings present a potentially serious issue for IiP, and that there is a need to understand further the impact and value of the logo and symbols.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:38 GMT
      DOI: 10.1108/EJTD-11-2014-0074
       
  • The training demand in organizational changes processes in the Spanish
           wine sector
    • Authors: Alfonso J. Gil, Jorge L. Garcia-Alcaraz, Mara Mataveli
      First page: 315
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015.
      Purpose The purpose of this paper is to describe the role of training demand in the organizational changes. Design/methodology/approach The paper describes the demand of training courses in the Rioja wine sector in Spain and its relation with the changes in the sector carried out in recent years. Through a questionnaire, wineries' managers asked about the training demand in the sector and change processes. It is proposed, first, the relationship between the demand for training and changes made by companies of Rioja wine in entering in new markets and innovation in products and, secondly, that these changes explain the demand of training in marketing and oenology topics. To confirm the hypotheses a binary logistic regression analysis is performed. Findings It was found the relationship between the demand for training and the processes of change, and that the change processes in companies of Rioja wine sector originate a specific demand for training. Practical implications The paper provides a review of the importance of training in changes processes of companies. A critical factor in the change process is the development of workers competences to cope with the changes in the organization, but it is also important to develop a culture of change in the organization. Originality/value This paper provides empirical evidence of the relationship between organizational changes and training demands in a key sector from the Rioja Community in Spain.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:36 GMT
      DOI: 10.1108/EJTD-09-2014-0067
       
  • A Methodology for the assessment of experiential learning lean: The Lean
           Experience Factory case study
    • Authors: Giovanni De Zan, Alberto Felice De Toni, Andrea Fornasier, Cinzia Battistella
      First page: 332
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015.
      Purpose The purpose of this paper is to present a methodology to assess the experiential learning processes of learning lean in an innovative learning environment: the Lean Model Factories. Design/methodology/approach A literature review on learning and lean management literatures was carried out to design the methodology. Then, a case study methodology was used to test the framework. Findings The methodology permitted to asses learning processes and courses contents of educational dynamics carried out in Model Factories and to theoretically ground such learning processes. The test showed that learning lean management is supported through a complete coverage of the 8 phases learning path. Research limitations/implications The methodology contributes to the literatures of lean management and experiential learning, proposing a methodology of assessment. Part of the framework could be applied also to other disciplines. Practical implications The methodology could be double used: to design training courses or to assess existing experiential learning courses. Originality/value Due to its intrinsic complexity, learning literature presents few practical framework or tools. Among them, none have provided practical and theoretically-based advice on how to use experiential learning precepts to teach lean management.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:45 GMT
      DOI: 10.1108/EJTD-05-2014-0040
       
 
 
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