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Kene Henkens - One of the best experts on this subject based on the ideXlab platform.

  • Training Opportunities for older workers in the netherlands a vignette study
    Social Science Research Network, 2015
    Co-Authors: Kasia Karpinska, Kene Henkens, Joop Schippers, Mo Wang
    Abstract:

    Demographic changes and labor market challenges highlight the importance of lifelong learning and development for all employees. The current study analyzes the factors that may influence managers’ propensity to offer older workers different kinds of Training (specific or general). To investigate this question, a vignette study among 153 managers in Dutch organizations was conducted. Managers were randomly assigned into one of the four experimental conditions that involve a decision regarding specific or general Training (aimed at internal or external mobility). The results suggest that managers perceive Training incidences as a tool to increase productivity of older workers who perform well and are highly motivated, and far less as a tool to increase productivity of workers who need updating their human capital. The implication of these results is discussed.

  • what factors influence Training Opportunities for older workers three factorial surveys exploring the attitudes of hr professionals
    International Journal of Human Resource Management, 2013
    Co-Authors: A Lazazzara, Kasia Karpinska, Kene Henkens
    Abstract:

    The core research questions addressed in this paper are: What factors influence human resource (HR) professionals in deciding whether to approve Training proposals for older workers? What kind of Training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific Training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to Training decreases strongly with age, while highly skilled older employees with low absenteeism rates are more likely to enjoy Training Opportunities. In addition, older workers displaying positive performance are more likely to receive Training than older workers who perform poorly, suggesting that Training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating Training proposals, the higher the probabilit...

  • what factors influence Training Opportunities for older workers three factorial surveys exploring the attitudes of hr professionals
    Social Science Research Network, 2011
    Co-Authors: A Lazazzara, Kasia Karpinska, Kene Henkens
    Abstract:

    The core research questions addressed in this paper are: What factors influence HR professionals in deciding whether to approve Training proposals for older workers? What kind of Training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific Training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to Training decreases strongly with age, while highly-skilled older employees with low absenteeism rates are more likely to enjoy Training Opportunities. In addition, older workers displaying positive performance are more likely to receive Training than older workers who perform poorly, suggesting that Training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating Training proposals, the higher the probability that older workers will be recommended for Training.

Judith S Palfrey - One of the best experts on this subject based on the ideXlab platform.

  • global gaps in Training Opportunities for pediatricians and pediatric subspecialists
    Academic Pediatrics, 2020
    Co-Authors: Beth D Harper, Waceke Nganga, Robert W Armstrong, Kevin D Forsyth, Hazen P Ham, Julie Vincuilla, William J Keenan, Judith S Palfrey
    Abstract:

    Abstract Objective A comprehensive, well-trained pediatric workforce is needed to ensure high-quality child health interventions around the globe. Further understanding of pediatric workforce Training capacity would assist planning at the global and country level. The purpose of this study was to better understand the availability and process of Training programs for pediatricians and pediatric subspecialists worldwide, as well as in-country presence of subspecialists. Methods A survey was developed and distributed by e-mail to national pediatric leaders across the globe. The survey asked about the number of pediatric Training programs, duration and logistics of Training, and whether practicing pediatric subspecialists and subspecialty Training programs were available in their country. Results We received responses from 121 of the 166 countries contacted (73%). Of these, 108 countries reported the presence of one or more general pediatric postgraduate Training programs, ranging from 1 to 500 programs per country. The number of Training programs did not vary significantly by gross domestic product but did vary by region, with the fewest in Africa (P Conclusion Education for general pediatrics and pediatric subspecialties is quite limited in many of the countries surveyed, particularly in Africa. The creation of additional educational capacity is a critical issue challenging the adequate provision of pediatrics and pediatric subspecialty services.

Kasia Karpinska - One of the best experts on this subject based on the ideXlab platform.

  • Training Opportunities for older workers in the netherlands a vignette study
    Social Science Research Network, 2015
    Co-Authors: Kasia Karpinska, Kene Henkens, Joop Schippers, Mo Wang
    Abstract:

    Demographic changes and labor market challenges highlight the importance of lifelong learning and development for all employees. The current study analyzes the factors that may influence managers’ propensity to offer older workers different kinds of Training (specific or general). To investigate this question, a vignette study among 153 managers in Dutch organizations was conducted. Managers were randomly assigned into one of the four experimental conditions that involve a decision regarding specific or general Training (aimed at internal or external mobility). The results suggest that managers perceive Training incidences as a tool to increase productivity of older workers who perform well and are highly motivated, and far less as a tool to increase productivity of workers who need updating their human capital. The implication of these results is discussed.

  • what factors influence Training Opportunities for older workers three factorial surveys exploring the attitudes of hr professionals
    International Journal of Human Resource Management, 2013
    Co-Authors: A Lazazzara, Kasia Karpinska, Kene Henkens
    Abstract:

    The core research questions addressed in this paper are: What factors influence human resource (HR) professionals in deciding whether to approve Training proposals for older workers? What kind of Training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific Training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to Training decreases strongly with age, while highly skilled older employees with low absenteeism rates are more likely to enjoy Training Opportunities. In addition, older workers displaying positive performance are more likely to receive Training than older workers who perform poorly, suggesting that Training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating Training proposals, the higher the probabilit...

  • what factors influence Training Opportunities for older workers three factorial surveys exploring the attitudes of hr professionals
    Social Science Research Network, 2011
    Co-Authors: A Lazazzara, Kasia Karpinska, Kene Henkens
    Abstract:

    The core research questions addressed in this paper are: What factors influence HR professionals in deciding whether to approve Training proposals for older workers? What kind of Training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific Training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to Training decreases strongly with age, while highly-skilled older employees with low absenteeism rates are more likely to enjoy Training Opportunities. In addition, older workers displaying positive performance are more likely to receive Training than older workers who perform poorly, suggesting that Training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating Training proposals, the higher the probability that older workers will be recommended for Training.

Harvey M Friedman - One of the best experts on this subject based on the ideXlab platform.

Amit Chandra - One of the best experts on this subject based on the ideXlab platform.

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