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E-learning is a global phenomenon and is central to many industries as an additional method of training that complements more traditional methods of learning. In this paper, the practice of a blended approach adopted by an anonymised large multinational banking organisation is presented as a case study. E-learning is in its infancy within this organisation with pilots taking place in their overseas branches. However, questions arise as to whether adopting overseas implementation approaches will work in their UK branches. Are the implementation/change management approaches compatible with the UK culture and technology infrastructure? This paper investigates the implementation of e-learning by this particular company, including the pre-implementation attitudes and perceptions of employees. The findings are discussed together with the implications for research and practice.

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Purpose - This paper examines the way social class influences the relationship between business mentors and small business owner-managers. Design/methodology/approach - The paper is based on the author’s experience of mentoring businesses with The Prince’s Trust. Three businesses were selected as cases. The methodological approach involved participant-observation over an extended period of time. These observations were supplemented by semi-structured interviews. Findings - The paper focuses on Bourdieu’s concepts of habitus and cultural capital as key influences on the values and dispositions of owner-managers. The working class owner-managers in this study lacked a future orientation and as a result ‘lived for today’. They also had a fatalistic attitude to life arising from both their experience and an understanding of their ‘position’ in society. Low aspiration levels were also evident in the way the owner-managers in this study viewed ambition as ‘pretentious’ and ‘getting above oneself’. In addition, they resisted the idea of being ‘rational’ and preferred to utilise informal or ‘hot’ information. Practical implications - This paper concludes that professionals should resist adopting a ‘deficit model’ that automatically assumes the values of the mentor are superior to those of the owner-manager. In order to avoid this it is suggested that professionals should adopt a reflexive approach in their relationships with clients. Originality/value - It could be argued that other factors besides social class will influence the owner-manager/business mentor relationship and the way these businesses are run. However, a focus on social class was felt to be appropriate because of its neglect in small business research.

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Purpose - The purpose of this article is to present a case study of an HRD [human resource development] team from the UK that delivers training to a large public service Hungarian organization with the aid of interpreters and translators. Design/methodology/approach - The article takes the form of a case study. Findings - The article acts to illustrate good and ineffective practices, and practical difficulties inherent in the acts of translation and interpretation within an HRD context. Originality/value - The article helps set the base for best practice in similar situations, and will therefore be useful to practitioners undertaking work through interpreters and translators. Implications for HRD research are also presented.

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Describes research conducted into some of the potential inhibitors which can reduce the effectiveness of a hospital performance appraisal system in relation to training and development plans. Takes as its perspective the views of the appraisees which counter the more usual overview provided by managers and other commentators. Relates these findings to literature on the subject and concludes that in spite of its limitations the performance appraisal process is likely to remain. Finally, makes a number of recommendations to improve the process and make it more supportive of training and development interventions.

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Purpose - The intentions of this article are to contribute reflections of an empirical account of working with critical reflection within an organisational development programme, addressing the following questions: What space is there for critical reflection in organisational development? What issues are raised for in-company developers and providers by advocating critical reflection in organisation practice? Design/methodology/approach - A case study approach is taken, presenting an empirical account of a management and organisational development programme that integrated action learning and critical reflection. Findings - The account illustrates difficulties of employing critical reflection within the workplace arising from the more complex power relations between the multiple stakeholders in a commercial context. In particular, dissonance provoked by critical reflection confronts the client with a tension over whether to see organisation members primarily as customers to please or as participants in a change process which inevitably will disrupt. Practical implications - In making sense of the perspectives of different stakeholders a model is presented to help practitioners in development of this kind to anticipate potential issues. Originality/value - The paper presents a rare account of employing critical reflection in a work organisation development programme.

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Purpose - Seeks to explain some of the dynamics of scripts creation as used in training, to offer some theoretical underpinning regarding the influence of script creation on behavior and performance, and to offer some examples of how script creation is applied in training activities. Design/methodology/approach - The paper explains in detail and demonstrates the general processes of script creation for training uses. The design of the paper is to present, in sequence, a generalized script creation process, the theoretical grounding of the processes, and evidence of the efficacy of script creation. Findings - While there is not a lot of research available to practitioners about script creation uses in training, the research that does exist gives credible support for script creation applications. There is a body of research in cognition and cognitive processes that tangentially treats script behavior; however, that body of research is highly technical and esoteric and not of practical value to most practitioners. Practical implications - The script creation processes and supporting information give practitioners a considered view of some useful training applications and generally add to the toolbox of trainers and facilitators. A sequence of events is offered that may be tailored for a specific training application. The script creation process, in general, offers a model for trainers to consider in applications such as exploration of new skills, skills improvement, continuous performance improvement and change initiatives, among others. The basis of the process explained in this paper is firmly grounded in motivation theory that describes how the process is attractive to employees. Originality/value - As far as the author knows, there is no generally available model or template for script creation activities in a training context. This paper helps to address the matter. Of value to practitioners and managers is the explication of a general, malleable model for training activities that is grounded on sound learning and motivation theory.

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Purpose - To explore and describe the roles, activities and strategies of French human resource development [HRD] professionals. Design/methodology/approach - This paper is based primarily on exploratory and descriptive research. A range of secondary sources on European and French human resource development is critically reviewed to generate a number of research questions designed to identify the corporate perspective on human resource development by means of cases drawn from six organizations located in Eastern France. Findings - These confirm the lack of a clear understanding of human resource development on the part of French companies; the wide range of activities that is considered to fall within human resource development; an emerging interest in management development, career development and skills forecasting, but a neglect of training evaluation; the similarity of human resource development practitioner roles to those elsewhere in Europe; growing evidence of the involvement of line managers in human resource development activity, and a strong commitment to the strategic significance of human resource development. Research limitations/implications - The study was based on an opportunity sample of just six companies in Eastern France, and may therefore not be representative, but it does provide findings that expand upon and also qualify earlier research. Practical implications - This study provides new knowledge and understanding of the context and practice of human resource development in France and makes a number of suggestions for further research. Originality/value - This paper provides original research based on recent cases of corporate human resource development practice, and should be of interest to scholars of international human resource development.

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Purpose - This paper aims to explore the challenges and opportunities for expediting critical reflection in management education and development to highlight particularly how critical reflection has been facilitated within the context of a professionally focused doctoral programme. Design/methodology/approach - The paper draws on empirical research conducted for a broader project, focusing here on two awaydays for [Doctorate in Business Administration] DBA supervisors (n=25 in 2005 and n=16 in 2006) and a UFHRD workshop in 2007 (n=12) for members involved and/or interested in doctoral programmes in HRD, where the empirical research findings were presented and discussed. The paper presents selected findings from the perspective of staff through their own critical reflections, drawing on the data from the two awaydays and the UFHRD workshop. Detailed handwritten notes were taken and transcribed, in addition to flipchart material provided by the participants. These qualitative data are analysed using thematic analysis. The quotations presented are as accurate as possible (verbatim) and any ambiguous notes have been deliberately excluded. Findings - Emerging findings include the need to clarify the concept for both staff and students, and embed critical reflection from the beginning of the programme and throughout written assignments. Insights into how staff perceive critical reflection within a DBA programme are offered, including how staff might assume (incorrectly) that advanced practitioners arrive with a high level of maturity to engage in critical reflection, and yet advanced practitioners 'worry' about critique and perceive it as negative and/or failure. Research limitations/implications - It is acknowledged that the subjective experience of student participants is not central to this discussion, and, whilst a limitation of this paper, this presents an avenue for further research. Practical implications - The paper presents a critical and reflexive account from a facilitator's perspective and offers practical suggestions for incorporating critical reflection within a DBA programme. Originality/value - Given the dearth of literature of facilitating critical reflection in the context of professionally focused doctoral programmes, this paper makes a small and initial contribution to this field.

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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 aim of this paper is to analyse critically the youth labour market (YLM) and the YLM policies in Portugal. The analysis covers essentially the period after 1986, when Portugal entered the European Union. Design/methodology/approach - The paper consists of three main sections. In the first the main players dealt with (government, private sector, third sector) are defined, and the main theories on the YLM exposed. In the second section the evolution of the YLM and of the YLM policies in Portugal, are analysed in three main phases. In the third section the paper's conclusions are presented, and some further research is suggested. Findings - Until 1986 YLM policy in Portugal was almost non-existent. Then, as a consequence of the adhesion to the European Communities, massive investments began to be made. As a consequence, in the last 20 years, young persons (less than 25 years of age) have been given much more support in the labour market than older persons (more than 25 years-of-age). That advantage means that since 1986 quality, and not quantity, is the problem of YLM policies in Portugal. Research limitations/implications - The study should be complemented with a large microeconomic analysis of the 'young' and 'old' cohort. The findings suggest that, contrary to the conventional wisdom, 'young' persons have been given too much support in the last years, and more support should be given to 'older' members of the workforce, especially the least qualified. The problem with the support to 'young' people is quality, not quantity. Originality/value - The paper provides an analysis of the development of a Portuguese Education and Training (E&T) strategy. Few studies in the field of E&T and Human Resources Development (HRD) have emanated from Portugal and this paper presents an opportunity to gain an insight into Portuguese developments in the field.

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