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Craft apprenticeship in Ireland has been traditionally of the time-served type, in which the attainment of pre-determined standards of competence and knowledge was not mandatory. However, in 1991 a new standards-based apprenticeship system was introduced and that in future, to be recognised as a crafts worker, a person would have to have the National Craft Certificate as a compulsory requirement. Previously an apprentice underwent four to five years of training to achieve status as a qualified tradesperson, regardless of actual competency. This paper reports on research work conducted on the apprenticeship system in Ireland, and particularly the perceptions of the outcomes of the change from a time-served to standards-based apprenticeship system. The focus of attention is the construction industry, and the research work was conducted in a large city in the south of Ireland. The research work consisted of interviewing a wide variety of personnel in this industry, from employers to trainers. The research findings are supported by contextual data on the construction industry. Broadly speaking, most interviewees expressed satisfaction with the new system mentioning, in particular, the value of having competent standards rather than simply using time. A number of criticisms were voiced. However, these criticisms related primarily to the specific operation of the new scheme and were especially relative to problems in gaining access to particular training courses at the right time.

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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 paper is to provide insight into the central role of critical reflection for practitioners. Design/methodology/approach - This joint paper is informed by a practitioner and an academic perspective and is an output from ongoing research. An MA in Strategic HR provides the initial focus. This partnership programme is informed by action learning ethos and method and the emancipatory potential of critical reflection. The paper illustrates how students talk about becoming critically reflective, and in doing so it explores the opportunities and challenges involved. Findings - It is argued that in order for critical reflection to realise its potential of emancipatory change, pedagogy needs to be underpinned by critical process and critical content. However, it is unfortunate that a majority of critical literature appears to be addressed to an academic audience. The paper also highlights the need to support learning conversations beyond the original set. Originality/value - The paper highlights the need for development initiatives to support the questioning of taken-for-granted assumptions. This draws attention to the necessity of supporting an emerging community of critically reflective practitioners by ensuring an open dialogue about values and practice.

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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 purpose of this paper is to identify and define dimensions of organizational learning and the way it affects small- or medium-size enterprise (SME) performance. Design/methodology/approach – The empirical research is carried out in Polish SMEs (the sample size is 211 enterprises). In order to test the constructed hypotheses we use factor analysis with varimax rotation, correlation analysis and cluster analysis. The sales and employment growth figures and synthetic McKenzie index are used to evaluate SME performance. Findings – In the empirical study, 11 empirical dimensions of organizational learning are identified and defined. The empirical research shows that sales and employment growth is most dependent on the following dimensions: dialogue and empowerment of the employees, collaboration, team learning, leaders' attitudes. In this research, it is suggested that there is an empirical relationship between organizational learning and organizational performance. In practice it means that organizations reaching a higher level of organizational learning probably achieve higher performance. Research limitations/implications – This research uses a single-respondent questionnaire. Further research could include analysis of other SME members and take into consideration subjective measures of SME development. Practical implications – The research results in some important recommendations for SME leaders, who should make every effort to inspire the employees' confidence in each other and create an atmosphere of honest and frank exchange of information and ideas. Originality/value – The results of the research fill a gap in the current knowledge of strategic management and can be used by managers, specialists, independent experts.

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Purpose - To provide information on differences between recruitment methods and training practices used in SMEs and large organizations in Turkey, as a representative of a developing country. Design/methodology/approach - A survey as designed by the Cranfield Network on International Human Resource Management (CRANET-G) was used for this study. The survey aims to obtain data that is based on facts and it does not ask for information based on respondents' opinions, attitudes or perceptions. Findings - It provides information about recruitment methods and training practices used in organizations in Turkey. It suggests that, in Turkey, small businesses are more likely to rely on employment agencies, which are considered formal recruitment sources in order to fill managerial positions, contrary to the existing literature and theoretical propositions. Additionally, with regard to training practices, it shows that large organizations use more formal training methods compared with small- and medium-sized enterprises (SMEs). Research limitations/implications - This study only includes SMEs and large organizations in Turkey as a representative of developing countries, but the findings may have implications for other developing countries. Practical implications - A very practical study which provides further insights for academics and managers of both large and small organizations. Originality/value - This paper fulfils the need of further enhancing the research in the field of HRM [human resource management] in developing countries, and offers practical help to individual managers operating in the same settings as Turkey.

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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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Ireland is increasingly becoming a knowledge economy and demands for technology skills are important requirements in this new environment. This study aimed to examine the strategic initiatives and corresponding changes in recruitment practices necessitated by the lack of availability of technology skills. The methodological strategy employed in this study involved detailed interviews with policy makers, including An Tanaiste and the Chairman of the Expert Group on Future Skills Needs. The main conclusions of the study, in relation to the response of Irish policy makers, highlight the importance of establishing a partnership approach and attracting world-class skills to the country from abroad. The recommendations relate to an increased need for improved awareness of the upskilling process at both industry and national levels.

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The rapid advancement in information and communication technologies (ICTs) has brought enormous business opportunities as well as challenges. One of these challenges is the demand for ICTs skills and expertise in adopting and implementing these emerging technologies. Coping with skills shortage poses a serious challenge across all European countries. Lack of ICTs skills and knowledge is more evident in small- and medium-sized enterprises (SMEs). As training is regarded as the most effective way of improving skills and enhancing knowledge, this paper attempts to address skills shortage at pan-European level by identifying SMEs' needs on ICTs training in the UK, Portugal and Poland. The investigation focuses on the most needed training areas, the required training levels and the preferred training delivery channels. The paper summarises findings from three-country investigations and highlights the implications of findings for the design and development of a Web-based training system for the use of ICTs in SMEs.

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