Management and Evaluation of Vocational Training Programs at the Ponorogo Regency Vocational Training Center (VTC)

The issue of employment and a decent living is crucial. This is complicated by developing an increasingly global world with increasingly fierce competition. Training is a factor in the development of Human Resources (HR). The success of an activity program depends on the management and evaluation results of the training program. This research aims to analyze the management and evaluation of the Ponorogo Regency Vocational Training Center. This research was a descriptive study with a qualitative approach using observation, interviews, and documentation. The information is obtained first, then used sources and techniques to triangulate it before being presented for discussion. The results of this study stated that training management at the Vocational Training Center (VTC) includes: the training process at the Vocational Training Center (VTC) covers planning, organization, implementation, and evaluation. The evaluation results show that the training met all requirements and needs (antecedents phase), was effectively implemented (transaction phase), and produced good average test results for trainees (outcomes phase). This indicates the VTC's commitment to providing quality training with successful outcomes.The issue of employment and a decent living is crucial. This is complicated by developing an increasingly global world with increasingly fierce competition. Training is a factor in the development of Human Resources (HR). The success of an activity program depends on the management and evaluation results of the training program. This research aims to analyze the management and evaluation of the Ponorogo Regency Vocational Training Center. This research was a descriptive study with a qualitative approach using observation, interviews, and documentation. The information is obtained first, then used sources and techniques to triangulate it before being presented for discussion. The results of this study stated that training management at the Vocational Training Center (VTC) includes: the training process at the Vocational Training Center (VTC) covers planning, organization, implementation, and evaluation. The evaluation results show that the training met all requirements and needs (antecedents phase), was effectively implemented (transaction phase), and produced good average test results for trainees (outcomes phase). This indicates the VTC's commitment to providing quality training with successful outcomes

What Matters to Whom? Managing Trust Across Multiple Stakeholder Groups

Trust has been widely recognized as a key enabler of organizational success. Prior research on organizational trust, however, has not distinguished between the potentially varying bases of trust across different stakeholder groups (e.g., employees, clients, investors, etc.). We develop a framework that distinguishes among organizational stakeholders along two dimensions: intensity (high or low) and locus (internal or external). The framework also helps to identify which of six potential antecedents of trust (benevolence, integrity, competence, reliability, transparency, and identification) will be relevant to which type of stakeholder. We test the predictions of our framework using survey responses from 1,296 respondents across four stakeholder groups from four different organizations. The results reveal that different antecedents of trust are indeed relevant for different stakeholder types, and provide strong support for the validity of the intensity and locus dimensions. This publication is Hauser Center Working Paper No. 39. The Hauser Center Working Paper Series was launched during the summer of 2000. The Series enables the Hauser Center to share with a broad audience important works-in-progress written by Hauser Center scholars and researchers

Antecedents of trust in international joint ventures' (IJVS) performance in developing countries: A review of empirical evidence

Trust in international joint venture has received much attention for the last 20 years. This study highlights the importance of social capital in international joint ventures (IJVs) in developing countries. This paper assesses the impact of antecedents of trust on performance of international joint ventures in developing countries, which is based on social exchange theory. Little attention has been paid to exploring the concept in IJV. The impacts of components of inter partner-fits and relational factors on trust and the effect of trust on performance of IJVs will be considered. In addition the impact of religion and country risk on level of trust in IJVs in these countries will be evaluated. A framework has been developed based on this review analyses and integrates empirical evidence in order to identify convergence and conflict in IJV. The paper addresses a problem of relevance to both international academics and practitioners in addressing managerial implications. It is hoped that the study will provide a meaningful implication to the process of selection of IJV partners

Understanding employees’ intrapreneurial behavior: a case study

Purpose – The purpose of this paper is to provide a deeper insight into the organizational factors and personal motivations of intrapreneurs that may foster intrapreneurial behaviors of employees in a new technology-based firm (NTBF). Design/methodology/approach – The paper takes a qualitative approach to explore organizational and individual antecedents of employees’ intrapreneurial behavior. A single case study was conducted on the basis of semi-structured interviews with the founders and top managers of the firm and with intrapreneurial employees. Findings – Results show that intrapreneurial projects may arise in firms whose top managers support corporate entrepreneurship (CE) in a non-active manner. Intrapreneurial behaviors of employees can emerge despite the lack of time and limited resources available for undertaking projects. Moreover, work discretion and mutual confidence and the quality of the relationship between employees and top managers are the most valued factors for intrapreneurs. Practical implications – Based on the intrapreneurial projects studied, this paper helps to contextualize intrapreneurs’ perception of organizational support and the personal motivations for leading projects within an NTBF. Originality/value – Traditionally, the literature has mainly focused on the top-down implementation of entrepreneurial projects within large firms. This paper contributes to the understanding of the combination of firm- and individual-level factors that facilitate intrapreneurial behaviors of employees. It also illustrates the contextual conditions and the firms’ orientation on CE within an NTBF

Why organizational identification ‘matters’ as a communication variable: A state-of-the-art review of past, present, and future trends

The purpose of this paper is to examine the area of identification from an organizational communication perspective. In so doing, the author attempts to achieve three major goals. First is an examination of the concept of organizational identification, where the author examines what this concept means, how scholars have defined this concept, how both the definition and nature of identification have changed over the past several decades, and why both scholars and practitioners should be interested in issues of identification. Second, the author examines how scholars have studied issues of identification and how, methodologically, there seems to have been a shift in how one uncovers employee identification with one or more organizational targets (e.g. profession, organization, department, team). Finally, the author concludes with a detailed analysis of several gaps in the area of organizational identification as represented within the literature, as well as suggestions for future research and how the nature of organizations has perhaps forced scholars to re-think, re-conceptualize, and re-model what it truly means for an employee to “become identified.

The Knowledge Application and Utilization Framework Applied to Defense COTS: A Research Synthesis for Outsourced Innovation

Purpose -- Militaries of developing nations face increasing budget pressures, high operations tempo, a blitzing pace of technology, and adversaries that often meet or beat government capabilities using commercial off-the-shelf (COTS) technologies. The adoption of COTS products into defense acquisitions has been offered to help meet these challenges by essentially outsourcing new product development and innovation. This research summarizes extant research to develop a framework for managing the innovative and knowledge flows. Design/Methodology/Approach – A literature review of 62 sources was conducted with the objectives of identifying antecedents (barriers and facilitators) and consequences of COTS adoption. Findings – The DoD COTS literature predominantly consists of industry case studies, and there’s a strong need for further academically rigorous study. Extant rigorous research implicates the importance of the role of knowledge management to government innovative thinking that relies heavily on commercial suppliers. Research Limitations/Implications – Extant academically rigorous studies tend to depend on measures derived from work in information systems research, relying on user satisfaction as the outcome. Our findings indicate that user satisfaction has no relationship to COTS success; technically complex governmental purchases may be too distant from users or may have socio-economic goals that supersede user satisfaction. The knowledge acquisition and utilization framework worked well to explain the innovative process in COTS. Practical Implications – Where past research in the commercial context found technological knowledge to outweigh market knowledge in terms of importance, our research found the opposite. Managers either in government or marketing to government should be aware of the importance of market knowledge for defense COTS innovation, especially for commercial companies that work as system integrators. Originality/Value – From the literature emerged a framework of COTS product usage and a scale to measure COTS product appropriateness that should help to guide COTS product adoption decisions and to help manage COTS product implementations ex post

Organizational speed as a dynamic capability: Toward a holistic perspective

Current research on organizational speed has been disjointed, which has left organizational speed as an underdeveloped area of study. In this essay, we expand the view of organizational speed as a multidimensional gestalt-like construct that may influence firm performance and competitive advantage. We offer a capability-based definition of organizational speed and identify and review the building blocks of organizational speed. We propose new avenues and questions for future research based on our perspective

The antecedents of e-learning adoption within Italian corporate universities: A comparative case study

The implementation of Information and Communication Technologies (ICT) in business education appears to be influenced by a number of organizational issues, such as culture and technological sophistication. However, extant research has had very little to say about the antecedents that shape the adoption and diffusion of ICT across companies. In order to shed light on the phenomenon under investigation, this paper presents a comparative case study between five Italian companies that have instituted a corporate university. By distinguishing companies in typical cases and deviant cases with regard to the extensive use of e-learning technologies, our findings provide some useful insights about the antecedents that make companies more or less prone to employ the new frontiers of technology in their CUs

Perceived Organizational Support and Perceived Supervisor Support as Antecedents of Work Engagement

Research has examined how providing employees with support through the organization and its supervisors is related to beneficial workplace outcomes. However, the use of nearly identical scales in measuring perceived organizational support (POS) and perceived supervisor support (PSS) might have led to consistent correlations and redundancies between the two constructs. To explore whether these scales are problematic in measuring POS and PSS, the purpose of this study was to develop and test new measures of POS and PSS designed to capture the unique characteristics of each construct. Additionally, organizations have become particularly interested in the benefits of work engagement; more specifically, POS and PSS have been found to be predictive of work engagement. Thus, the purpose of this study was also to use the proposed scales to measure POS and PSS as antecedents of work engagement. Participants in this study included 382 employees in a Southern California healthcare company. The findings of this study suggest that the proposed measures were able to successfully capture the unique qualities of POS and PSS. Furthermore, POS and PSS were found to be predictive of work engagement, with POS being the stronger predictor. These findings also suggest that while providing employees with supervisor support increases engagement, organizational support is likely to make a larger impact. However, perceptions of organizational support are likely to include how employees perceive support from their supervisors