abstract: This action research study utilized a mixed-method approach to better understand the current situation of the research administration community with respect to addressing the training and development needs for new and junior staff within Arizona State University’s Fulton Schools of Engineering and encompass other departments and units at Arizona State University. The study extended on those efforts of support by implementing an innovative resource library as a foundation, to decipher the needs of the research administration community and better equip staff through successful training, development and learning experiences. This study assessed Arizona State University’s research administration training and development platforms and other institutional platforms (e.g., National Council of University Research Administrators, National Science Foundation, Grants.gov, and National Institutes of Health) – to garner the necessary ingredients and components to creatively design, develop and implement the innovative library. This study involved two naturally occurring groups consisting of a cohort of research administration staff with varying levels of experience. Specifically, a group of junior and a group of senior research staff were invited to participate in this study. The groups delivered on their experience, perceptions, evaluations, and ideas, which also aided in the necessary modifications to the library resource. For instance, following the delivery from the group of senior participants’ adjustments and modifications aided in the preparation of the junior participants' performance in the library portal. The junior participants performance experience in the library embodied and measured their perceptions, experience, confidence, and comfort levels. Performances within the site enabled the participants to clearly identify and clarify areas of need within the research administration infrastructure within Fulton Schools of Engineering and at Arizona State University overall. In addition, encouragement for future iterations of the library resource were strongly declared and proposed. The revelations brought about through the discussion modules from both groups gave insight through the eyes of participants (e.g., seniors and juniors); which heightened and strengthened the results of the study. Overall, the outcomes received and tracked through the discussion modules from both groups suggested that the current training and development research administration infrastructure within Arizona State University’s research community needed adjustments. / Dissertation/Thesis / Doctoral Dissertation Higher and Postsecondary Education 2020

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The purpose of this study was to develop, implement, and evaluate the effectiveness of a training program for L.D.S. priesthood home teachers.A twelve week workshop was written and field tested in the Fullerton California Stake. The evaluation pointed out the need for a structured and ongoing program with emphasis on the fostering of interpersonal communication and relationship skills among individual priesthood home teachers. The outcome of this project was the development of a functional product entitled "A Home Teacher's Training Manual."

The need for online remote working from home significantly increased due to the COVID-19 pandemic. This unexpected crisis forced individuals and organizations to rapidly transition from face-to-face training to remote learning at home. This switch happened overnight and was not optional but necessary. Employees had to adapt to new online learning techniques, seeking to preserve the same level of learning as working from the office. The study participants were male and female remote workers in the United States aged 18 and over. A questionnaire focused on evaluating online training in the workplace and a survey measuring two types of attitudes related to the transfer of training and technology integration while taking online training courses that were distributed online. The study collected a total of 50 responses from participants for analysis. According to the study results, employees noted some positive features of remote learning, such as flexibility, self-paced learning opportunities, and faster content absorption. Areas employees identified for improvement were closely related to the causes of complaints, such as network and technology issues, using a learning management system (LMS), instructions for using an LMS or course management system (CMS), face-to-face tech support, distractions, and suitable workspace at home. The study's results revealed a need to design and improve an effective emergency remote training system that maintains remote learning similar to traditional classroom training and opportunities for non-co-located workers to prepare for future emergencies.

This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.

The study evaluated the training and development in Vereeniging cluster. The South African Police Service is the principal law enforcement institution and has a crucial role in contributing to the safety and security of South African citizens, including those who visit the country. Based on this it is essential that the organisation has skilled employees who will be able to meet the objectives and future challenges of the organisation. Training and development, therefore, is regarded as an important tool by an organisation, to facilitate the learning and development of all employees of the South African Police Service. Training and development identify, assure and develop individual competencies that will assist them to perform their current and future jobs. The research was conducted in the Vereeniging cluster. Only six stations were considered part of the target population. The respondents were randomly selected from the following stations: Heidelberg, Meyerton, Kliprivier, DeDeur, Ratanda and Vaal Marina. The systematic sampling method was used, where each unit had a chance of being selected. The duty list was utilised to obtain the sample. Structured questionnaires were utilised to obtain the responses from the respondents. The results of the findings indicated that employees were not satisfied about the recruitment and selection procedure and need assessment is not done before employees are sent for training. Respondents indicated that training equipment is not sufficient to assist them to acquire more knowledge during the facilitation of the learning programme. The results also highlighted that post-training appraisal is not done after each learning programme, which is important to determine the need for re-training, if any. The study concludes and recommends that the SAPS should focus on ensuring that the skills development facilitators understand the primary role of skills development. Training practices should be in line with the training standards and requirements and should be systematic and transparent / M Development and Management--North-West University, Vaal Triangle Campus, 2015.

The study evaluated the training and development in Vereeniging cluster. The South African Police Service is the principal law enforcement institution and has a crucial role in contributing to the safety and security of South African citizens, including those who visit the country. Based on this it is essential that the organisation has skilled employees who will be able to meet the objectives and future challenges of the organisation. Training and development, therefore, is regarded as an important tool by an organisation, to facilitate the learning and development of all employees of the South African Police Service. Training and development identify, assure and develop individual competencies that will assist them to perform their current and future jobs. The research was conducted in the Vereeniging cluster. Only six stations were considered part of the target population. The respondents were randomly selected from the following stations: Heidelberg, Meyerton, Kliprivier, DeDeur, Ratanda and Vaal Marina. The systematic sampling method was used, where each unit had a chance of being selected. The duty list was utilised to obtain the sample. Structured questionnaires were utilised to obtain the responses from the respondents. The results of the findings indicated that employees were not satisfied about the recruitment and selection procedure and need assessment is not done before employees are sent for training. Respondents indicated that training equipment is not sufficient to assist them to acquire more knowledge during the facilitation of the learning programme. The results also highlighted that post-training appraisal is not done after each learning programme, which is important to determine the need for re-training, if any. The study concludes and recommends that the SAPS should focus on ensuring that the skills development facilitators understand the primary role of skills development. Training practices should be in line with the training standards and requirements and should be systematic and transparent / M Development and Management--North-West University, Vaal Triangle Campus, 2015.

This research explores the nature and extent of training and development (TD) provision, as well as top managers' and TD personnel's attitudes towards the TD function within the medium and large-size private manufacturing organisations of Saudi Arabia. Extensive details of the TD situation are provided and assessed for their adequacy, covering among other elements a descriptive analysis of the main characteristics of the organisations concerned, an evaluation of their TD plans and policies, and a review of their budget allocation and funding. The research then proceeds to describe and discuss the extent to which such organisations are applying a systems approach to TD, both in terms of its design and implementation. Thereafter, the main factors impeding the effectiveness of TD programmes are examined, followed by a consideration of the future challenges that are likely to increase the importance of TD for the organisations in question. The research has adopted a mainly descriptive approach and uses both quantitative and qualitative analytical methods. The required data were gathered through a combination of semi-structural interviews with a number of top managers, and survey questionnaires addressed to the persons responsible for TD within the targeted organisations. The sampling strategy was disproportional stratified random sampling. In total 16 senior executives, 132 medium-size organisations and 94 large-size organisations took part in the study. The findings reveal that although attitudes towards the value of TD are generally favourable, in practice in the majority of cases TD is under-resourced, unplanned and patchy, hardly the ideal features of a systematic model of TD that will enable private manufacturing business to successfully meet the challenges of the future ahead. The research ends with a number of specific and practical recommendations intended to improve the effectiveness of TD in the private manufacturing sector of the Kingdom of Saudi Arabia, as well as a number of suggestions for further research.

This study examined training evaluation practices in U.S. nonprofit sector organizations. It offered a framework for evaluating employee training in the nonprofit sector and suggested solutions to overcome the barriers to evaluation. A mail survey was sent to 879 individuals who were members of, or had expressed an interest in, the American Society for Training and Development. The membership list consisted of individuals who indicated association/nonprofit or interfaith as an area of interest. Data from the survey show that training in the nonprofit sector is evaluated primarily at Level 1 (reaction) and Level 2 (learning). It also shows decreasing use from Level 3 (application) through Level 5 (ROI). Reaction questionnaires are the primary method for collecting Level 1 data. Facilitator assessment and self-assessment were listed as the primary method for evaluating Level 2. A significant mean rank difference was found between Level 2 (learning) and the existence of an evaluation policy. Spearman rho correlation revealed a statistically significant relationship between Level 4 (results) and the reasons training programs are offered. The Kruskal-Wallis H test revealed a statistically significant mean rank difference between "academic preparation" of managers with Level 3 evaluation. The Mann-Whitney U test was used post hoc and revealed that master's degree had a higher mean rank compared to bachelor's degree and doctorate. The Mann-Whitney U test revealed that there were statistically significant mean rank differences on Level 1, Level 2, Level 3, and Level 5 evaluation use with the barriers "little perceived value to the organization," "lack of training or experience using this form of evaluation," and "not required by the organization." Research findings are consistent with previous research conducted in the public sector, business and industry, healthcare, and finance. Nonprofit sector organizations evaluate primarily at Level 1 and Level 2. The existence of a written policy increases the use of Level 2 evaluation. Training evaluation is also an important part of the training process in nonprofit organizations. Selecting programs to evaluate at Level 5 is reserved for courses which are linked to organizational outcomes and have the interest of top management.

O livro didático (LD) tem sido, historicamente, o principal recurso material da Educação. Objeto de estudo de alguns pesquisadores, os olhares para ele em geral se voltam à sua metodologia e ao seu conteúdo. No entanto, são escassos os trabalhos que se aproximam das suas funções e da sua utilização no cenário de ensino de espanhol como língua estrangeira no Brasil. Nesta investigação recuperamos seu histórico, diretamente associado a medidas político-educacionais, bem como suas possíveis funções e usos, com base em alguns documentos oficiais nacionais Parâmetros Curriculares Nacionais PCN (BRASIL, 1998b); Orientações Curriculares para o Ensino Médio OCEM (BRASIL, 2006) e Diretrizes Curriculares Nacionais da Educação Básica DCN (BRASIL, 2013d) e em estudos de pesquisadores da área, sobretudo Choppin (2002, 2004); Gérard; Roegiers (1998); Lajolo (1996); Oliveira; Guimarães; Bomény (1984) e Richards (2002). Ademais, apresentamos aspectos relativos à formação inicial e continuada de professores no país que exercem impacto no papel do livro em sala, com base na Lei de Diretrizes e Bases da Educação LDB (BRASIL, 1996a) e na Resolução CNE/CP nº 2 (BRASIL, 2015e); questões referentes à (des)valorização docente, segundo as DCN (BRASIL, 2013d) e Nóvoa (1999); entre outros tópicos que abordam a relação dos mestres com o LD, de acordo com Almeida Filho (2010), Eres Fernández (2009), Fiscarelli (2008), Leffa (2008a) e Munakata (1997, 2012a). Damos voz a duas docentes do estado de São Paulo uma de escola pública e outra de colégio privado e, por meio delas e do referencial legal e teórico, aproximamo-nos do cotidiano do LD de espanhol. Para tanto, tomamos como base três instrumentos de pesquisa complementares: questionários, entrevistas e assistências às aulas e procedemos à triangulação dos dados obtidos. Constatamos de que modo o LD é usado e em poucas ocasiões pudemos observá-lo sendo suplementado por outros recursos. Concluímos que sua principal função é a referencial (CHOPPIN, 2004, p. 552-553) e que as profissionais em raras situações usufruíram do seu arbítrio na utilização dele, o que é prejudicial para o ensino e a aprendizagem por atribuir pouca importância às especificidades de cada realidade. Diante desta constatação, creditamos a prática de utilização dependente ao histórico de desvalorização docente, à capacitação deficiente do professorado e às crenças sobre o ensino de línguas que constituem a trajetória das profissionais em questão. Com o objetivo de preparar os mestres para essa desejável autonomia do LD, explicitamos que, a nosso ver, é necessário repensar os cursos superiores de formação. Observamos também que o acesso a recursos didáticos ou didatizáveis complementares a eles não tem relação direta com o nível socioecomômico da escola, e sim com o comprometimento do profissional. Por fim, com vistas a contribuir para reflexões e melhorias no objeto de nosso estudo e no seu cotidiano em sala, propusemos sugestões de alternativas para a concepção e o emprego desse recurso educacional de presença tão expressiva. / Textbooks have been, historically, a core resource in Education. As the object of study for many researchers, they are generally analyzed from the point of view of methodology and content. However, studies on the functions and use of textbooks in the field of teaching Spanish as foreign language in Brazil are scarce. The present study traces back the history of textbooks related to educational policies and examines the possible functions and uses of textbooks, grounded on some official national documents such as the National Curriculum Parameters PCN (BRASIL, 1998b); Curricular Orientations for the High School Level OCEM (BRASIL, 2006) and the Basic Schooling National Curricular Guidelines DCN (BRASIL, 2013d) and on studies carried out by researchers in the field, mainly Choppin (2002, 2004); Gérard; Roegiers (1998); Lajolo (1996); Oliveira; Guimarães; Bomény (1984) and Richards (2002). In addition, the study presents aspects related to: the initial training and continuous development of practising teachers in the country and their impact on the role of the textbook in class, under the terms of the Law on Brazilian Education Guidelines and Bases LDB (BRASIL, 1996a) and on Decision number 2 of the National Council of Education (BRASIL, 2015e); issues related to the (de)(a)ppreciation of the teaching staff, according to the DCN (National Curricular Guidelines) (BRASIL, 2013d) and Nóvoa (1999); among other topics related to teachers relationship with the textbook, as found in Almeida Filho (2010), Eres Fernández (2009), Fiscarelli (2008), Leffa (2008a) and Munakata (1997, 2012a). We give voice to two teachers from the State of São Paulo one from a state school and one from a private institution and through them and the legal and theoretical framework, we approach the daily use of the textbook in the area of Spanish. To that aim, we made use of three complementary research instruments: questionnaires, interviews and attendance to classes, and then triangulated the data obtained. We observed the way in which the textbook is used and found out that only in rare instances the textbook was supplemented by other resources. The conclusion is that the main function of the textbook is referential (CHOPPIN, 2004, p. 552-553) and that teachers seldom exercise discretion in its use, negatively affecting the teaching and learning process by not giving due importance to the specificities of each learning situation. In view of these findings, we credit the practice of dependent use of the textbook to the history of depreciation of teaching, to the inefficient qualification available to teachers and to the beliefs on language teaching under which those teachers have operated. With the aim of empowering teachers to enjoy a desirable autonomy in relation to the textbook, we suggest that there is a need to rethink the content of teacher development courses. We also observed that the access to teaching resources or to other resources which may be a complement to the former does not correlate directly to the socioeconomic level of the school, but rather, with the level of commitment of the professionals involved. In conclusion, with a view to contributing to discussions and improvements related to the object of our study and to its daily use in the classroom, we propose alternatives for the creation and use of this educational resource which has such a crucial role in the classroom.