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This book offers an integrated and contextualised framework for
learning and development (L&D) effectiveness that addresses
both the nature of L&D and its antecedents and outcomes in
organisations. Scholars and practitioners alike have recognised the
important role that L&D plays in organisations, where the
development of human capital is an essential component of
individual employability, career advancement, organisational
performance, and competitive advantage. The development of
employees' knowledge, skills, and attitudes constitutes one of the
most important HR challenges that organisations face. The evidence
indicates that organisations continue to invest in L&D
programmes as part of their HR strategy. In addition, there has
been an enormous growth in research on L&D in organisations;
however, there is some ambiguity concerning the effectiveness of
these activities and it largely remains unclear how they can be
best implemented. This book seeks to address this gap in the
literature. The authors propose a framework for L&D
effectiveness based on key findings from reviews, empirical
research, and meta-analyses, as well as previously established
theoretical frameworks within the field. Combining theory and
practice, the new framework this book offers provides key guidance
for L&D practitioners and researches interested in the area.
This comprehensive book brings together research published during
2021 analysing the impact of the Covid-19 pandemic on the economy -
on output and employment, on inequality, and on public policy
responses. The Covid-19 pandemic has been the greatest public
health crisis for a century - since the 'Spanish Flu' pandemic of
1919. The economic impact has been equally seismic. While it is too
early to measure the full economic cost - since much of this will
continue to accumulate for some time to come - it will certainly be
one of the greatest global economic shocks of the past century.
Some chapters in this edited volume report on specific countries,
while some take a comparative look between countries, and others
analyse the impact upon the global economy. Even before the
Covid-19 pandemic, there had been calls for a 'great reset' in face
of the climate crisis, the increased income and wealth inequality,
and the need to avoid further global financial crisis. With the
devastating Covid-19 pandemic - a harbinger for further such
pandemics - there is an even greater need for a reset, and for the
reset to be that much greater. The chapters in this book were
originally published as special issues in the journal International
Review of Applied Economics.
First published in 1999, this volume is about unemployment and
discrimination, with a focus on Northern Ireland and its debate
over patterns of inequality between unemployed Catholics and
Protestants. The Unequal Unemployed uses the important and
revealing context of Northern Ireland to review the international
debate on discrimination and the role of unemployment within it.
This intellectual and political debate, active throughout the past
decade, represents a conflict between: a) The traditional view that
unequal unemployment is evidence of labour market discrimination
against minorities and other distinct social groupings. b) Recent
models which explain unemployment either in terms of individual
responsibility or innate inferiority and attack the 'equal
opportunities industry for its attempts at social engineering.
Maura Sheehan and Mike Tomlinson approach these theories using
unique survey evidence, gathered through a comprehensive evaluation
of anti-discrimination policy. They contradict the view that
differences in unemployment between Catholics and Protestants in
Northern Ireland are the result of personal attitudes and
'religious culture'. The book demonstrates that unequal
unemployment arises from various discriminatory structures and
practices - all of which are amenable to policy intervention.
However, while more radical measures may achieve change, these must
be developed within a policy framework which stimulates labour
demand and economic development. Such a framework is constrained by
the continuing political conflict within Northern Ireland.
First published in 1999, this volume is about unemployment and
discrimination, with a focus on Northern Ireland and its debate
over patterns of inequality between unemployed Catholics and
Protestants. The Unequal Unemployed uses the important and
revealing context of Northern Ireland to review the international
debate on discrimination and the role of unemployment within it.
This intellectual and political debate, active throughout the past
decade, represents a conflict between: a) The traditional view that
unequal unemployment is evidence of labour market discrimination
against minorities and other distinct social groupings. b) Recent
models which explain unemployment either in terms of individual
responsibility or innate inferiority and attack the 'equal
opportunities industry for its attempts at social engineering.
Maura Sheehan and Mike Tomlinson approach these theories using
unique survey evidence, gathered through a comprehensive evaluation
of anti-discrimination policy. They contradict the view that
differences in unemployment between Catholics and Protestants in
Northern Ireland are the result of personal attitudes and
'religious culture'. The book demonstrates that unequal
unemployment arises from various discriminatory structures and
practices - all of which are amenable to policy intervention.
However, while more radical measures may achieve change, these must
be developed within a policy framework which stimulates labour
demand and economic development. Such a framework is constrained by
the continuing political conflict within Northern Ireland.
This book offers an integrated and contextualised framework for
learning and development (L&D) effectiveness that addresses
both the nature of L&D and its antecedents and outcomes in
organisations. Scholars and practitioners alike have recognised the
important role that L&D plays in organisations, where the
development of human capital is an essential component of
individual employability, career advancement, organisational
performance, and competitive advantage. The development of
employees' knowledge, skills, and attitudes constitutes one of the
most important HR challenges that organisations face. The evidence
indicates that organisations continue to invest in L&D
programmes as part of their HR strategy. In addition, there has
been an enormous growth in research on L&D in organisations;
however, there is some ambiguity concerning the effectiveness of
these activities and it largely remains unclear how they can be
best implemented. This book seeks to address this gap in the
literature. The authors propose a framework for L&D
effectiveness based on key findings from reviews, empirical
research, and meta-analyses, as well as previously established
theoretical frameworks within the field. Combining theory and
practice, the new framework this book offers provides key guidance
for L&D practitioners and researches interested in the area.
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