The risk of losing the most talented workers due to limited career opportunities had become an issue for telecommunication organizations. Talented workers became disengaged when there were limited opportunities for growth and development. To address this issue, human resource practitioners created employee development programs aimed at increasing employee engagement to help retain talented workers. However, data to determine the link between employee development programs, engagement, and retention were limited. The purpose of this qualitative study was to explore managers' and employees' perceptions of how a telecommunication organization's employee development program contributes to employee engagement and to explore employees' experiences resulting from the transfer of learning. Kahn's engagement model and Kirkpatrick's and Phillips's and Phillips's evaluation models provided the conceptual framework for this study. The guiding research questions focused on employees' and managers' perceptions of how the telecommunication organization's employee development program contributes to employee engagement and on employees' experiences resulting from the transfer of learning engagement concepts and activities. Using purposeful sampling, 10 employees who attended the employee development program and 5 managers shared their perceptions and experiences. The thematic analysis of the interview data uncovered 3 themes that are critical for engagement – employee-centric culture, support for career development, and management knowledge needed for real-time support. The implication of the project study was a 3-day professional development workshop for managers. Understanding how the employee development program contributes to employee engagement could offer better ways to retain talents.

The topic of this thesis is the evaluation of education in a healthcare facility. The aim of the thesis is to evaluate selected educational events in a healthcare facility and to propose changes in educational activities based on the acquired knowledge. In the theoretical part, which is divided into three chapters, the introductory chapter identifiesd the concept of human resources and its development from the identification of educational needs, fromr planning to implementation. The importance of managers in the management and education of human resources and the subsequent evaluation process is also mentioned. The second chapter defines the concept of evaluation, including individual models of subsequent evaluation, which constitute a key source of information on the effectiveness of selected educational programs. The concept of efficiency is also clarified here. The third chapter deals with education in medical facilities with a focus on teaching hospitals. Its specifics are defined here, which must be taken into account in particular in accordance with the applicable legislation. The possibilities of education in teaching hospitals in terms of content and target groups are outlined. The practical part characterizes a specific medical facility, with the mention of internal procedures of a...

Increased mobility and a growing presence in the workforce by millennial employees are pushing sustainability to the forefront of concerns for business leaders. Especially for small to medium enterprises (SMEs) with limited human capital resources and no formal succession plans. Thus, increasing the need for insight on millennial employee development to mitigate voluntary turnover. The purpose of this multiple case study was to explore successful millennial employee developmental strategies employed by 3 SMEs leaders in southern New Jersey. These SMEs leaders were the ideal population with millennial employees with 3 or more years of employment and not solely family-run organizations. The unfolding model of voluntary turnover, expectancy theory, and the human capital theory was the conceptual framework that guided introspection into this phenomenon. Semistructured interviews collected data about the perceptions held by the SMEs leaders of the phenomenon in their respective organizations. Methodological data triangulation enabled the identification of evident millennial employee development themes and the basis of millennial employment development strategies as mitigation or the exertion of motivational force. The effort to answer the posed questions identified 4 prevalent themes (a) flexibility, (b) organic culture, (c) self-governance, and (d) laissez-faire leadership, which aligned with the mitigation versus motivational conceptions. The findings may contribute to societal change by broadening perceptions held by individuals and communities, particularly leaders, about millennial employees to dispel preconceived stigmas, reduce interaction ambiguities, and minimize the escalation of generational conflicts and discourse within respective communities.

Employee turnover is a concern for the highway maintenance leaders in the construction industry because employees with turnover intentions may exhibit decreased commitment and increased cynicism towards the organization, which may affect business profits. The purpose of this correlational study was to examine the relationship between employee development, employee burnout, and employee turnover intentions in highway maintenance organizations in the United States. Hobfoll's conservation of resources theory was the framework for this study. A convenience sampling of participants, which included a target audience who accessed the paper-based surveys from 6 field offices and the central office building within the northwestern region of Pennsylvania, returned 68 useable surveys for a response rate of approximately 33%. The data from the 68 participants were analyzed using multiple linear regression analysis. The population for the study consisted of supervisors, foremen, executive staff, and full-time management personnel. Results of the multiple linear regression analysis indicated a statistically significant relationship between employee development and employee turnover intentions (p < 0.05, β = 0.360) and between employee burnout and employee turnover intentions (p < 0.05, β = 0.512). The results of this study may contribute to positive social change by reducing employee turnover in the construction industry, keeping skilled employees within local communities, and helping employees accomplish career goals while increasing economic value. Highway maintenance leaders could use the money saved from turnover to invest in employee development and employee wellness programs.

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The goal of my thesis is to compare the impact of two developmental methods (role playing and discussion about a video specially recorded for the developmental activity). In theoretical part I introduce employee development area from a psychological point of view and I describe psychological concepts in the background of concrete skills as leadership, self-management, communication and influencing. I strive for deeper understanding of ways we use to absorb these skills and understanding of possibilities to be used to enhance employees' development whether we mean the concrete developmental methods or training and development process management as a whole. This knowledge is applicable in training and development, which is an area, where my research is conducted. In empirical part I made two researches. In qualitative research I was identifying target group developmental needs to be able to set relevant developmental goals and chose developmental methods corresponding with actual needs of employees which is an important premise of influencing behaviour. In the main research part I conducted quasi-experiment where I compare the target group score before and after the developmental intervention. I compared statistically significant differences between scores in experimental groups and in control group....

This thesis offers an overview of Personal Employee Development Planning focusing on its objectives and perspectives in current practice. Attention is paid to the employees' personal development in organization, relation between work performance management and personal development planning, main trends in the preparation of plans and the tools and methods used in the creation and realization of development plans. The thesis explores the benefits of personal employee development planning for the organization, and for professional and personal life of employee. The work is focused on defining the areas of the organization's approach to personal employee development, competencies and learning. It analyzes the process of creating personal development plans. The work contains a qualitative analysis of the results of survey conducted in eighteen organizations in the Czech Republic, focused on the use of personal development plans in practice. Future prospects and recommendations are proposed based on the results of the analysis. Powered by TCPDF (www.tcpdf.org)

The thesis deals with the human resources development and education of employees in an international company, preparation and conduct of a particular educational program and especially its evaluation. Thesis consists of theoretical, methodological and practical part. The theoretical part focuses on the benefits of employees' training for the company. It shows the system of business education and his creation. Furthermore, it analyzes all 4 phases of development of the educational system and concentrates mainly on the last stage of the system, the evaluation. Evaluating the effectiveness of education in the company can be accomplished by using a variety of methods. These are the supporting points for the analytical part and the actual evaluation. Methodological section describes the methods which were used for research, the survey sample and data collection. Moreover, the hypotheses are set here. Their validity is verified by analyzing outcomes of the investigation at the end of the thesis. The practical part introduces Komerční banka a.s. as a company and the Human resources department as a major creative element of educational system in the organization. It gives an idea of the process of creating specific training in the KB, its progress and participant's feed-back on it. In the analytical part, here comes the rare evaluation of outputs gained from mystery shopping method and on-line questionnaire. Based on the previous results, the validity of hypotheses is determined and positive and negative aspects of the educational events identified. Following stand the recommendations and suggestions raised by the author.

Business managers' failure to retain dissatisfied customers leads to millions of dollars in lost revenue. The purpose of this single case study was to explore managers' training strategies to teach sales associates customer service skills. The sample included 3 training managers from the mobile phone industry in Michigan who recorded a 25 % increase in customer retention after implementing customer service training. The conceptual framework for this study was human capital theory. Data were collected from semistructured interviews and training documents. Data analysis entailed using coding techniques and cluster analysis. Member checking applied to clarify the interpretation of participants' responses and reveal missing information. The 3 themes that emerged were mentoring and recruitment, training and development, and customer satisfaction. Mentoring and recruitment surfaced from the managers' need to hire qualified sales associates. Training and development grew from the need to have a strategy to train sales associates in customer service skills. Customer satisfaction emerged from the need to retain customers for a stable business environment. The findings from this study may contribute to social change by showing the training strategies managers use to teach customer service skills to sustain business and mitigate harmful effects of job loss. The data suggested a trained sales force could work to retain customers and provide customer satisfaction. Data from this study may contribute to the prosperity of mobile phone customers from well-educated sales associates that enhance the quality of using mobile phones in the local communities. The beneficiaries of this research include business managers, sales associates, and customers.

The aim of this thesis is to investigate and identify the present communication gaps between cultures within an organization. For these couple decades, there has been numerous international joint ventures happening in China by the Taiwanese firms in order to reduce cost and to reach both economies of scale and economies of scope. In doing so the international joint venture firm has to hire and employee the local Chinese people where the culture is much different than Taiwanese people. This thesis studies and examines the possible communication issues and problems that could arise due to differences in culture. The qualitative method of interview was conducted in this thesis, composed of 5 Taiwanese managers and 3 Chinese managers inside the organization. The interview consists of 19 questions which were divided into three categories as follows: Communication, differences between ethnicity, and leadership and change. The responses were carefully examined and compared to see whether the difference in culture created some communication issues in the organization. The results from the interviewees and through chart comparison it was clear to conclude that there indeed have been communication issues and problems between the Taiwanese culture and Chinese culture at the workplace. The thesis provides four types of recommendation, including conflict management, internal communication and employee development, management communication strategy for change and strategic employee communication to facilitate major change. This thesis hopes to offer and improve a successful communication change between the different cultures within the organization.