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Purpose - The paper aims to explore the changing influences and relevance of passive and experiential methods of learning within what can be described as a new era of entrepreneurial education. What still largely remains unaddressed in the literature is how are entrepreneurs best educated and developed in a manner which can have a direct impact on their personal and business development. Design/methodology/approach - The paper suggests that learning is action oriented, and that entrepreneurs are not merely 'doers'; they are 'practitioners'. An integral part of being a 'practitioner' is the use of practice to help move the firm beyond the 'adaptive' learning which takes place in naturally occurring non-contrived learning occasions. The paper is theoretical in its intent and adopts a social constructionist view of knowledge and learning. The research approach is informed by practitioner-based practice and research, education and participation as a process of social learning. Findings - The development of experiential knowledge in entrepreneurs is an incremental process that evolves throughout the course of their working lives. This means that attempts to stimulate 'real life' experience through formal modes of passive education and training are unlikely to have a strong influence or impact on the development of the entrepreneur as a practitioner. Practical implications - The paper sets out to develop an argument against the traditional 'passive' means of business education, by suggesting that entrepreneurs who are exposed to passive learning are spectators rather than active participators. Originality/value - The paper contributes to our current understanding of entrepreneurial learning by recognising that entrepreneurial learning in the context of higher education takes place beyond the domain of the classroom learning experiences, through experiential and discovery-based learning which questions traditional orthodox pedagogies. The paper illustrates how knowledge is constructed through a situated practice of knowing, and demonstrates how a practice-based perspective might be useful for the study of entrepreneurial education.

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Purpose - The purpose of this paper is to examine the ways in which the small firm’s external relationships influence its approach to formal training and training providers. Design/methodology/approach - A qualitative approach was adopted, involving semi-structured interviews with senior managers, in 25 small firms in South Wales. These interviews were informed by prior workplace observation and analysis of organisational documentation. Further interviews were conducted with employees in nine of the firms. Findings - The findings indicate that the small firm’s informal relationships with trusted, familiar and credible contacts, referred to as insiders, following Gibb, are central to the way in which it perceives both training and training providers. Government agencies, training providers and other traditional stakeholders generally sit outside these informal insider networks, and tend to be viewed as culturally remote by the small firm. Research limitations/implications - The findings emphasise the need for training providers and government agencies to obtain the support and co-operation of insider networks if they wish to promote training within the small business sector. The main limitations include the relatively narrow geographical focus and the absence of retail firms from the sample. Originality/value - While the importance of informal networks within the small business community is now well established, the constitution of such networks and their effects on attitudes towards training providers are less well understood. The paper helps to address these gaps by starting the process of mapping insider networks and illuminating their impact on small firms’ perceptions of training providers. Show less

Purpose - This study aims to explore the intercultural training needs for US business expatriates on assignment in Taiwan. The study assesses Taiwan culture-specific training needs of US expatriates from the perspectives of both US expatriates and their Taiwanese colleagues and compares the perceived importance of these intercultural training needs between these two groups. Design/methodology/approach - This study used the survey method to assess the opinions of US business expatriates as well as their Taiwanese colleagues. A questionnaire was developed for the study. A total of 26 items were identified as knowledge and skills needed for US business expatriates in Taiwan. The items all fall within six categories: knowledge of the nation, relationship building, interpersonal communication, business protocol, legal issues, and living in Taiwan. Findings - Data collected from 78 US respondents and 78 Taiwanese respondents were analyzed using matched pairs t-tests. Between-group differences for the overall 26 items and each category were examined. Results indicate that there was a significant difference between the US and Taiwanese respondents in the perceived importance of the overall items. Originality/value - Although there has been an abundance of literature on intercultural training, rarely has research been done on Taiwan cultural-specific training. A study in this area can help human resource practitioners in developing expatriate training programs. Research results can contribute to the knowledge base of expatriate training and development, as well as the development of theories in this area.

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Purpose - The purpose of this paper is to identify critical components for service science curricula that address the unique competency needs of the service sector. Design/methodology/approach - The method for this investigation included a comprehensive review, analysis, and synthesis of service science, as well as service science management and engineering (SSME) related literature. As human capital is of unique importance in this business sector, particular emphasis was placed on examining the need for human resource development-related content in service science curricula. Findings - Expansion of the services sector globally has been unprecedented. 'Some analysts predict that by 2020, services will account for 50 per cent of world trade' (Downe et al.). Yet a global shortage of graduates with the skills needed for success in service sector jobs has been forecast. Compounding this talent shortage is the relatively small number of degree programs available to prepare professionals for service sector jobs. Because the growth in the service sector has outpaced improvements in productivity, quality, and innovation, and there is a lack of skilled talent to address these challenges, increasing attention is being placed on service science curricula. Originality/value - Given the economic importance of, and current deficiencies in, the service sector it is poised to make a significant impact by improving service science education.

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Purpose – The purpose of this paper is to provide a synthesis based on a review of the existing literature with respect to the variations in training practices and attitudes across national cultures. Design/methodology/approach – A content analysis technique was adopted with a comparative cross-cultural management perspective as a backdrop to address the occurrence of differences in practices and attitudes across various national cultures. Findings – Most of the extant literature remains distant from providing a systematic and analytical repertoire on the subject. In efforts to bridge this gap, a synthesis of the literature has been elaborated, identifying a range of variations that have been grouped around the following categories: importance of organizational training; access to organizational training; different types of training provided to employees; actors involved in organizational training; and organizational support for training. Research limitations/implications – The heterogeneity of the literature impeded the use of a theoretical training management framework for the present review. Practical implications – Organizations operating overseas and [human resources management/human resource development] HRM/HRD practitioners should consider the complexity of diverse cultural differences, while managing employee training in culturally diverse settings. Nations ought to be aware of training practices abroad to observe trends and changes caused by globalization, as they may influence the shaping of national training practices and regulations. From a theoretical point of view, it is important to undertake conclusive research by further examining training practices and attitudes through the various national cultures with the objective of better circumventing the differences and by highlighting their prominent characteristics and implications. Originality/value – The present contribution is the first documented synthesis of the literature on the subject.

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Purpose – The main aims of this paper are to determine the extent to which experienced traders in investment banks based in London are learning by informal methods, which methods are to the fore, and whether [human resource development] HRD staff are providing support for informal learning. It also seeks to find evidence that such investment banks were attempting to become learning organisations. Design/methodology/approach – Empirical research was conducted involving in-depth semi-structured interviews with experienced traders, line managers of traders, and HRD professionals involved in the training of traders in London based investment banks. Findings – Most of the ongoing learning conducted by traders was informal, and on-the-job in nature. This informal learning was ad hoc, poorly recorded, and limited in scope. Support of line managers to learning by their subordinate traders was patchy, with little accountability. HRD professionals were almost entirely concerned with organising formal training courses, and had little knowledge of, or involvement with, informal learning by traders. There was very little evidence of investment banks striving to become learning organisations. Research limitations/implications – The research study was limited to those investment banks willing to take part in the study, and by the banks selecting those to be interviewed. Practical implications – Investment banks have become a powerful component of the UK economy, and the ways in which their traders learn, or could learn, effectively in terms of competence improvement is key to the performance of these banks. Originality/value – Informal learning by traders in investment banks in the UK has been little researched to date. This paper addresses this inadequacy.

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Purpose - The purpose of this paper is to evaluate the effectiveness of a mentor training intervention for experienced entrepreneurs in order to support and advise new and early stage female entrepreneurs in an attempt to enrich the limited literature of empirical data in the area of mentor training intervention assessment. Design/methodology/approach - For the evaluation of the mentor training programme, a three-level process has been used (reactions to training, knowledge and skills, behavior). Empirical research consists of quantitative research and different questionnaires were used to obtain information from respondents on a post basis. The sample consists of 52 mentors (experienced entrepreneurs) and 52 female mentees (early stage entrepreneurs). Descriptive statistics were generated by the analysis of quantitative and qualitative data. Findings - Mentors responded positively to the training, they acquired knowledge and improved their skills, and they were able to transfer their improved knowledge and skills to their mentoring relationship and to their personal and professional lives. Research limitations/implications - Findings are based on preliminary research and a more comprehensive evaluation could be devised using pre- and post-programme evaluation and resultant relationships could be further evaluated through a qualitative study. Practical implications - A mentor training intervention evaluation is needed to enhance delivery of mentoring functions tailored to the needs of female entrepreneurs. This study serves as a starting-point for further research in the field of female entrepreneurial learning and particularly mentor training to policy makers, academics and professionals. Originality/value - Although the literature on female entrepreneurship, mentoring and training is growing, very little has been done to assess mentor training interventions. The present paper is one of the first to address and explore this issue.

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Purpose – The purpose of this paper is to explore ageing trends and age stereotypes about older workers, focusing primarily on the Italian employment context. Design/methodology/approach – Beginning from a review of the literature on ageing, the paper: outlines ageing trends and discriminatory behaviours against older workers in Italy; identifies patterns in the age discrimination phenomenon based on organisational characteristics; describes training-based good practices for enhancing the employability of older workers, as implemented by an Italian energy company; presents a range of best practices for age management. Findings – Despite trends towards an ageing general population and an ageing workforce, there is overwhelming evidence of age discrimination against older workers. This paper reports that the age at which workers may be considered 'old' is not clearly defined in the literature and that age discrimination does not follow the same pattern across work contexts. In particular, both organisational characteristics and the particular position held by the employee influence discriminatory behaviour towards older workers on the part of employers. Furthermore, although older workers enjoy fewer training opportunities, training is the most widespread policy for dealing with age discrimination. Practical implications – This paper points up important implications for human resource professionals and employers with regard to how to optimize an ageing workforce scenario. Originality/value – The paper provides an in-depth overview of ageing trends within Italian society and culture and outlines the possible implications for both older workers and organisations.

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Purpose - This paper seeks to provide an overview of the concept of training needs analysis (TNA), current practice, models and the impact that training needs analysis currently has on nurses in public hospitals in Australia. Thus, the paper should aid future research in the area of TNA of nurses through helping researchers to clarify the conceptual boundaries of training needs of nurses; providing a theoretical framework that could help researchers in framing their research efforts in the area; and establishing a research agenda and identifying the impact this research will potentially have on human resource managers in hospitals across Australia. Design/methodology/approach - This paper examines the TNA process by examining literature regarding the importance and benefits of TNA, issues relating to TNA and current practice and models. This paper then looks at how TNA applies to, and is currently practised within, the healthcare industry, specifically amongst a group of nurses. This paper also addresses how TNA tools relate to healthcare workers, particularly nurses, within Australia and how it may be able to improve the current TNA process for nurses in Australia. Findings - The specific contribution of the current paper is in developing a logical model of TNA for nurses employed in healthcare organizations in Australia. In so doing insights are drawn from a number of discreet literature bases. Originality/value - Research in this area has been carried out primarily in the UK, in the USA, and in other countries. Unfortunately, TNA for nurses in Australia is very much an under-researched topic. Equally, there is scant research available into the importance and benefits of conducting appropriate TNA for nurses in Australia. The research that has been conducted involving training needs of nurses in Australia has not been focused on a TNA using a psychometrically valid tool, nor has the research considered the factors that may influence the training needs of particular nurses or organizations. Show less

Purpose - The aim of this paper is to propose a model for international harmonization of the training and qualification of human resources for industrial professions. The outcome is a system based on training guidelines and a quality assurance methodology that is now in use in 42 countries around the world. Design/methodology/approach - The paper describes the motivations that led to the development of the International System for the Training and Qualification of Welding Personnel. The structure of this system and the documents on which it is based are outlined. Findings - The approach used has gained wide international acceptance. The progress achieved is analysed in the final part of the paper. More than 150,000 qualifications have so far been awarded around the world. Practical implications - The need for a harmonized International System for the Training and Qualification of Welding Personnel has been recognized by industry and the authorities. The reference to this system in international standards and the general recognition of its reliability by stakeholders is leading to its widespread use in more countries and by more professionals. Originality/value - The harmonized international system for the qualification of human resources in welding technology is unique in Europe. The methodology used has proved to be successful and can be benchmarked for application in human resources development for other professions.

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