Browsing by Subject "henkilöstökoulutus"
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(2018)Goals. This study aim is to produce new knowledge relating to a personnel training concerning to employees' agency. The study examines personnel training as a regulator and a facilitator of an employees' agency giving space especially for employees' views. There are differences in understanding the concept of agency between sciences but in this study the agency is referred to individual's activity, initiative, involvement and an experience in managing their own work. As a subject of review is especially building a professional agency. Previous research data about a personnel training emphasizes very often company's view, not so much individual's view. Because of this, study offers a new knowledge in the field of adult education. Previous research data shows that there has been growth relating to involvement to a personnel training. Despite of this companies have not been able to pay enough attention to the relationship between personnel training and employee's agency. An assessment and a planning of a personnel training has found to be inadequate. Thus, could be said that individuals have equal opportunities to participate in personnel training provided by the company despite for example individual´s earlier education background, age or the nature of the employment relationship. Methods. The aim of this study was to bring answers for the research questions presented earlier through a case study. The target company was a domestic logistics company Niemi Palvelut Oy. A research material was collected at the target company during spring 2018 by using questionnaire. A total of participants participated in the survey was 40 people, which included employees from the office and from the production side. The collected material was analysed by using the theme analysis. Results and conclusions. Personnel training proved to be an actor regulating and enabling factor based on employees’ responses. Employees’ responses strongly emphasized the importance of the employer support as well as the support of colleagues. Opportunities for training were unequal among different personnel groups, employees felt also that they were not informed enough. Employees needed more guidance and support in the field of personnel training. Although this is a case study, the results obtained can also be applied to other companies. The research data obtained is relevant for the individual, for the society but also for the companies.
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(2019)Organizations invest a lot of resources in personnel training and therefore it is important that these training programs are effective. A comprehensive evaluation is however needed in order to gain understanding of how training achieves its objectives and contributes to human resources development. Inspired by this need, it became the purpose of this study to comprehensively evaluate the effectiveness of a certain personnel training. The aim was to examine how effective the training is based on the participants’ reactions, learning and training transfer readiness. These three elements arose from the theory background of training effectiveness and the Kirkpatrick’s four levels of evaluation-model, which was chosen to form the framework for effectiveness evaluation. Also Pineda’s ideas on the pedagogical consistency of training were included in the theoretical framework of the study. This study was a mixed methods case study. The data was collected from the intervention- and control group as a two-time repeated measure. In between the measures, the intervention group participated in the training and the control group worked normally. There were 27 participants, from which 17 participated in the intervention group and 10 in the control group. The data was collected using questionnaires and a knowledge test. For qualitative analysis abductive content analysis was used. The quantitative change in answers between measures was analysed with Wilcoxon’s signed mark test and related samples t-test. The answers of intervention and control group were compared by using Mann-Whitney’s u-test and the analysis of variance (ANOVA). The main result was that the studied training provoked desirable effects. In the intervention group, participants’ interest in the topic, experienced importance of topic and the experi-ence of knowing the basics improved significantly. Also the knowledge about the topic in-creased significantly. In the control group, no significant differences between measurement times were found. Overall the reactions to the training were mainly positive and participants felt that their learning process was quite well supported. In addition to positive results, areas of improvement were also found. These were the support on active processing of information, slowing down the pace and changing the way presentation material is used.
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