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Proof, Evidence, and Complexity: Understanding the Impact of Training and Development in Business
11 references·2 citing·33 second hop
Proof, Evidence, and Complexity: Understanding the Impact of Training and Development in Business (2008)Proof, Evidence, and Complexity: Understa…Training for Impact: How to Link Training to Business Needs and Measure the Results (2008)Training for Impact: How to L…CONSTRAINTS ON THE ADOPTION OF PSYCHOLOGY‐BASED PERSONNEL PRACTICES: LESSONS FROM ORGANIZATIONAL INNOVATION (1993)CONSTRAINTS ON THE ADOPTION O…Return on Investment: Accounting for Training. (1990)Return on Investment: Account…Beyond Belief: Randomness, Prediction and Explanation in Science (1990)Beyond Belief: Randomness, Pr…Qualitative Approaches to Evaluation in Education: The Silent Scientific Revolution (1988)Qualitative Approaches to Eva…Forecasting Financial Benefits of Human Resource Development (1988)Forecasting Financial Benefit…An integrated evaluation model for HRD (1988)An integrated evaluation mode…Costing Human Resources: The Financial Impact of Behavior in Organizations (1984)Costing Human Resources: The …Cost Effectiveness: A Model for Assessing the Training Investment. (1978)Cost Effectiveness: A Model f…Introduction to research in education (1972)Introduction to research in e…TRAINING AND DEVELOPMENT HANDBOOK. (1967)TRAINING AND DEVELOPMENT HAND…The Effectiveness of OJT in the Context of HRD (2006)The Effectiveness of OJT in t…Explaining the (In)effectiveness of on-the-job training (2006)Explaining the (In)effectiven…The diffusion of innovations (1983)The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields (1983)Socialization and Newcomer Adjustment: The Role of Organizational Context (1998)The iron cage revisited institutional isomorphism and collective rationality in organizational fields (2004)Human resource configurations: Investigating fit with the organizational context. (2008)Strategic human resource practice implementation: The critical role of line management (2014)Equity Risk and the Labor Stock: The Case of Union Contracts (2001)A model for evaluating the effectiveness of middle managers' training courses: evidence from a major banking organization in Greece (2009)Revisiting Kirkpatrick's model ― an evaluation of an academic training course (2009)On the economics and analysis of diversity (1998)Nonlinear causality between crude oil price and exchange rate: A comparative study of China and India (2015)Applying digital twins for inventory and cash management in supply chains under physical and financial disruptions (2022)THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL (1986)Applying trained skills on the job: The importance of the work environment. (1995)The flawed four‐level evaluation model (1996)Qualitative-Quantitative Research Methodology: Exploring the Interactive Continuum (1999)Ensuring the Quality of the Findings of Qualitative Research: Looking at Trustworthiness Criteria (2014)The Advantages and Disadvantages of Using Qualitative and Quantitative Approaches and Methods in Language “Testing and Assessment” Research: A Literature Review (2016)The Evaluation of Training: (1994)Crisis Management in Construction Projects (2000)Evaluating Organizational Effectiveness (2008)Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover (2003)Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace (2004)Meta-analysis of the modality effect (2005)A new integrated framework for training needs analysis (1998)Improving training impact through effective follow‐up: techniques and their application (2010)Evaluation of Training and Development: An Analysis of Various Models (2012)A case study in forecasting the financial benefits of unstructured and structured on‐the‐job training (1992)Training: quantifying the financial benefits (1995)Early History of the Fields of Practice of Training and Development and Organization Development (2016)Qualitative research and its place in psychological science. (2008)Interaction Equivalency in Self-Paced Online Learning Environments: An Exploration of Learner Preferences (2009)Phenomenography: the development and application of an innovative research design in higher education research (2015)
this work references cited by second hop

References

  • 1972Introduction to research in education7,698 cited
  • 1967TRAINING AND DEVELOPMENT HANDBOOK.925 cited
  • 1984Costing Human Resources: The Financial Impact of Behavior in Organizations446 cited
  • 1988Qualitative Approaches to Evaluation in Education: The Silent Scientific Revolution235 cited
  • 1993CONSTRAINTS ON THE ADOPTION OF PSYCHOLOGY‐BASED PERSONNEL PRACTICES: LESSONS FROM ORGANIZATIONAL INNOVATION215 cited
  • 2008Training for Impact: How to Link Training to Business Needs and Measure the Results132 cited
  • 1990Beyond Belief: Randomness, Prediction and Explanation in Science112 cited
  • 1990Return on Investment: Accounting for Training.83 cited
  • 1988An integrated evaluation model for HRD50 cited
  • 1988Forecasting Financial Benefits of Human Resource Development49 cited
  • 1978Cost Effectiveness: A Model for Assessing the Training Investment.19 cited

Cited by

  • 2006The Effectiveness of OJT in the Context of HRD6 cited
  • 2006Explaining the (In)effectiveness of on-the-job training5 cited

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