Informal training and learning in Australian firms: The need for a new perspective

IF 1.5 Q3 MANAGEMENT

International Journal of Training and Development Pub Date : 2023-08-09 DOI:10.1111/ijtd.12307

Erica Smith, Andrew Smith

引用次数: 0

Abstract

This paper examines the use of informal training for workers, by Australian companies and other organisations. Using survey data, it reports the prevalence of informal training and also the utilisation of different types of informal training. Differences are found by employer size, particularly for the different types. By examining qualitative responses, it is found that employers' perceptions of informal training are often not those reflected in existing literature. The paper therefore argues for a new definition of informal training which is comprehensible to employers and workers alike, so that more, and more reliable, research can be undertaken.

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澳大利亚公司的非正式培训和学习:需要一个新的视角

本文考察了澳大利亚公司和其他组织对工人进行非正式培训的情况。利用调查数据，报告了非正式培训的普遍性以及不同类型非正式培训的利用情况。雇主的规模不同，尤其是不同类型的雇主。通过研究定性反应，发现雇主对非正式培训的看法往往没有反映在现有文献中。因此，该论文主张对非正式培训进行一个新的定义，雇主和工人都能理解，以便进行更多、更可靠的研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

International Journal of Training and Development MANAGEMENT-

CiteScore

3.40

自引率

11.10%

发文量

期刊介绍： Increasing international competition has led governments and corporations to focus on ways of improving national and corporate economic performance. The effective use of human resources is seen as a prerequisite, and the training and development of employees as paramount. The growth of training and development as an academic subject reflects its growth in practice. The International Journal of Training and Development is an international forum for the reporting of high-quality, original, empirical research. Multidisciplinary, international and comparative, the journal publishes research which ranges from the theoretical, conceptual and methodological to more policy-oriented types of work. The scope of the Journal is training and development, broadly defined. This includes: The determinants of training specifying and testing the explanatory variables which may be related to training identifying and analysing specific factors which give rise to a need for training and development as well as the processes by which those needs become defined, for example, training needs analysis the need for performance improvement the training and development implications of various performance improvement techniques, such as appraisal and assessment the analysis of competence Training and development practice the design, development and delivery of training the learning and development process itself competency-based approaches evaluation: the relationship between training and individual, corporate and macroeconomic performance Policy and strategy organisational aspects of training and development public policy issues questions of infrastructure issues relating to the training and development profession The Journal’s scope encompasses both corporate and public policy analysis. International and comparative work is particularly welcome, as is research which embraces emerging issues and developments.