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Purpose - To outline the reasons for staff shortages in the UK catering industry and then to decide if further training could help to address these issues. Design/methodology/approach - The objectives have been achieved by examining the training provisions at a college, and then asking the students, their training staff, employers and employees about their needs. Findings - The study has revealed that the basic training available is suitable for purpose. However, the career ambitions of the students were focussed on restaurants, and they ignored the other catering outlets. A greater knowledge of other forms of employment could retain more staff within the industry. In addition, restaurants could offer greater training to their staff, particularly as the need to manage new skills such as stock control are encountered. Research limitations/implications - It should be noted that this study merely reports on one small area of the country, and is further limited by small samples. To make more definitive suggestions, a more extensive study should be undertaken. Practical implications - The work suggests that greater co-ordination between the training provider and all sections of the industry could ensure that more catering staff remain within the sector. Originality/value - It is hoped that this paper will initiate debate on the issue of staff retention and persuade the non-restaurant sector to act more positively on the issue.

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Purpose - The purpose of this research is to examine the construct and predictive ability of a German version of the Learning Transfer Systems Inventory (GLTSI), an instrument designed to assess a constellation of 16 factors known to influence the transfer of training in work settings. Design/methodology/approach - The survey data for this study was collected from 569 employees working in 17 private sector organizations in Germany. This data was used to test the construct validity of the GLTSI using principle components analysis (common factor analysis). The predictive validity of the instrument was tested against individual and organizational level outcome measures using hierarchical stepwise multiple regression. Findings - Exploratory factor analysis of the GLTSI produced a 16 factor solution that was a highly consistent original English version of the LTSI. The results of the regression analysis showed that a subset of GLTSI scales were significant predictors of measures of individual transfer results and organizational performance. Research limitations/implications - The study relies on self-report data for both the independent and dependent variables and, although there is no evidence suggesting this was a problem, factors such as common method variance or social desirability could have influenced the correlations in this study in unknown ways. Certainly future criterion-related validation research with the GLTSI using outcome measures that do not rely on self-reports would be valuable. Future research with the GLTSI should also seek to modify certain items or add new items to enhance the emic or culture-specific nature of specific scales. Originality/value - This study contributes [to] the study and practice of human resource development by furthering the dissemination of analytical tools across linguistic settings and enhancing the potential for the cross-cultural study of learning transfer and training effectiveness.

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Purpose - The purpose of the current study is to examine the utility of Six Sigma interventions as a performance measure and explore its applicability for making the training design and delivery operationally efficient and strategically effective. Design/methodology/approach - This is a single revelatory case study. Data were collected from multiple sources. In depth interviews of Six Sigma champion, black belt and green belt executives were conducted for understanding the Six Sigma interventions in HR [human resource] function in general and in training functions in particular. Findings - Application of Six Sigma approach was found to be helpful for better alignment of training function in MNC bank with the organizational requirements. Six Sigma changed the role of the function towards proaction. Research limitations/implications - This study has usual limitation of single case study research. Moreover, the impact of Six Sigma and its dependence on organizational structure, organizational culture, leadership role, social embeddedness, role stress etc. are identified as areas for future research. Practical implications - The study brings out the applicability of Six Sigma approach for HR department and training function. Originality/value - The paper delineates the application of Six Sigma approach in training function. It explores the applicability of this approach to ensure the training effectiveness by pulling the training function closer to internal and external customers' requirements and by its strategic alignment with organizational goals.

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Purpose - The purpose of this article is to investigate the role peer relationships play in making tacit knowledge explicit and accessible in the wider organization and whether they contribute to learning in a learning environment. Design/methodology/approach - A dominant-less dominant design, with the qualitative design being the dominant paradigm. Semi-structured interviews provided qualitative data while the dimensions of the learning organization questionnaire (DLOQ) yielded quantitative data. Findings - It was found that peer relationships provide the context within which sensemaking can take place and that the peer relationship by definition is the context within which these constructs already function effectively. Research limitations/implications - The findings are relevant to this case, a small organization within a specific industry, printing, and so cannot be generalized. Existing research addresses sensemaking in hierarchical organizations. Future research should address sensemaking in the context of the flatter organization. Such research must look at the role of peer relationships. Originality/value - Adds to limited existing body of knowledge peer relationships. Shows how peer relationships can contribute to learning within the organization through the use of dialogue, inquiry, and the process of sensemaking and that the learning organization is an environment in which sharing of tacit knowledge can take place.

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Purpose - The purpose of this study is to determine the relationship between four independent variables - educational level, longevity, type of enterprise, and gender - and the dependent variable culture, as a dimension that explains organizational learning readiness in seven small-size business enterprises. Design/methodology/approach - An exploratory correlational research design was employed to survey 498 employees in seven small-size business enterprises in the Southern and mid-Western United States. Findings - Three pseudo-interval variables (education, longevity, and type of enterprise) accounted for 15.3 per cent of the variance in the dependent variable culture as a means to explain organizational learning readiness. Research limitations/implications - Generalizing results beyond the specific context of small-size business enterprise may not be possible. Thus, the interpretations are limited to the seven small-size business enterprises studied. Practical implications - Certain types of enterprises form learning cultures conducive to organizational learning readiness more than do others. Also, seasoned employees may have developed a keen sense for detecting deficiencies within the learning infrastructure. Originality/value - This study focused on variables not previously studied in small-size business enterprises that explain organizational learning readiness. Thus, the results of this study will benefit the small-size business entrepreneur interested in building a learning culture.

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Purpose - The purpose of this paper is to deal with the design of small-business training programs and [it] focuses on women business owners, their real needs and the supply of adequate training. How and to what extent are client selection and support needs influenced by the gender system? Design/methodology/approach - An in-depth study of an ambitious Swedish project is reported. Interviews with the participating business-owners and advisors, combined with observations during lectures and coaching sessions have been conducted. Findings - Even gender-conscious support organizations may have a biased process of client recruitment, leading to an unintended discrimination of women business owners. The women meet the same obstacles as men but also give witness to the subtle obstacles which originate in the gender-system. Research limitations/implications - The study is qualitative and does not aim to provide statistically valid generalizations. Practical implications - Gender awareness of support organizations is crucial, in client selection as well as in designing programs and when coaching. These business owners need to understand the gender system in order to handle it more effectively. It is argued that special programs are still needed, even in a country like Sweden known for its relative equality between women and men. Originality/value - The context is interesting and the longitudinal in-depth approach brought the author unusually close to advisors and participants. It enabled an understanding of what happened over a short period of time in the minds of those involved, regarding sensitive issues.

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Purpose - The purpose of this paper is to examine the existing literature related to organizational vision and discuss its potential implications for human resource development (HRD). Furthermore, the paper aims to provide a forum for debate on the utility and effectiveness of organizational vision and how it is related to HRD and strategic management. Findings - Examination of the organizational vision literature revealed three commonly addressed themes: the visioning process; vision content selection; and vision implementation. Practical implications - Implications of these findings for leadership and HRD are presented and include the role of HRD as a strategic partner in the visioning process and the role of leaders in advancing visioning efforts. Originality/value - Goes some way to fulfilling the need for research in the area of organizational vision, particularly as it relates to leadership, motivation, strategy, and commitment.

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Purpose - The purpose of this paper is to study human resource development (HRD) and organisational learning issues in a small expert organisation. Design/methodology/approach - This is a qualitative single case study conducted in one Finnish SME [small and medium enterprise]. It is part of an ongoing study. It is descriptive in nature and the aim is to find out whether the existing HRD and OL [organisational learning] practices are relevant and appropriate in the small context. Findings - The results reveal that small organisations do consider HRD to be an issue, even though it may not be as visible or official as in larger companies. The HRD, OL or strategy issues merge into the territory of just one man. The case organisation represents the small firm sector very well. Research limitations/implications - Current literature has established that the models designed for larger organisations are not directly applicable to the small context. Future research should concentrate on finding out what model SMEs use for the development of human resources. This study cannot be generalised because, at this point, it is a single case study. Practical implications - From the SME perspective, the paper suggests that there is a lot a small organisation can do in terms of human resource practices, even without vast resources. Originality/value - The paper examines the HRD and OL issue from a practical point of view.

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Purpose - The purpose of this paper is to analyse the determinants of employability in Portugal. Design/methodology/approach - Calculations were made using official data for 1991, 1994 and 1997 on education, skills and tenure, and on 1990, 1991, 1996 and 1997 regarding training. Findings - High skills, high levels of education and high levels of tenure seem to generate employability in Portugal. However, it was also found in Portugal that low skills, low education and low levels of tenure also generate employability, indicating that Portugal has a very dual labour market. Furthermore, in what concerns training, the public sector and the private sector seem to be complementary: when the investments are publicly financed they generate more employability, while privately funded investments tend to be a way of substituting untrained workers with trained ones. Research limitations/implications - The concept of employability used is linked to the growth of employment by sub-sector of activity. This is a considerable limitation, but it was not possible to obtain better data, given that the study uses published data. A more detailed analysis is under way, using unpublished company-based data, provided by the public authorities. Practical implications - First, the Portuguese authorities should try to help the establishment in the country of companies that might extract returns from the skilled, educated and experienced workers that exist. Those actions would improve the employability of the HR [human resources] possessors. Second, the Portuguese authorities should continue to support the investments in education and in training. That support would generate a form of Welfare State in which the public presence is considerable, far away from the liberal guidelines and ideas that tend to marginalize the public actions in the social domain. Originality/value - The paper tries to apply the concept of employability to a country, and this is seldom the case in HRD [human resource development] studies, due mainly to lack of data.

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Purpose - The purpose of this article is to analyse the mediating effects of perception of learning between occupational satisfaction, affective reactions, utility reactions and perceived training transfer. Design/methodology/approach - The participants in the study were 185 Portuguese teachers who attended a professional training programme. Findings - The results of this study show that occupational satisfaction, affective and utility reactions are associated with perception of learning and perceived training transfer. Furthermore, the results also reveal that perception of learning fully mediates the relationship between occupational satisfaction and perceived training transfer and partially mediates the relationship between affective reactions, utility reactions and perceived training transfer. Research limitations/implications - Results are based on self-reported measures to evaluate training transfer. Practical implications - Organisations interested in maximising their return on investment in training and development should regularly monitor the employees' level of satisfaction with their occupation and determine whether new actions need to be taken regarding human resources practices or the working conditions. To enhance training transfer, careful attention should be given to the training design in order to ensure that it reflects the trainees' needs previously identified and to guarantee that trainees acquire a good level of learning in the programme. Originality/value - The present study extends the empirical literature about the predictors of training transfer, showing that learning can play a mediating role between some predictors and transfer.

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