Factors affecting the effectiveness of the staff development system in Industrial Centre of The Hong Kong Polytechnic University

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Factors affecting the effectiveness of the staff development system in Industrial Centre of The Hong Kong Polytechnic University


Author: Tam, Mei-yuk Juliana
Title: Factors affecting the effectiveness of the staff development system in Industrial Centre of The Hong Kong Polytechnic University
Degree: M.Sc.
Year: 1998
Subject: Hong Kong Polytechnic University. Industrial Centre
Hong Kong Polytechnic University -- Employees -- In-service training -- Case studies
Organizational effectiveness -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: x, 87, [49] leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1428572
URI: http://theses.lib.polyu.edu.hk/handle/200/1263
Abstract: A study was carried out to investigate the factors which influence participation in ataff development. Markets in which Industrial Centre (IC) of the Hong Kong Polytechnic University operates are becoming more competitive and technologically based; and the skill demands made on staffs are escalating. Concurrently, there is a constraint in the recruitment of new staff due to the recent budget limits. Therefore, effective staff development is important to assure our delivery of high quality service, serving our University mission and mastering IC's own destiny. Staff development is an investment. If no one participates, the money spent on staff development is wasted rather than invested. Individuals' active participation in development is being recognized as a critical route towards successful staff development. Literature also reveals careful design of training programs cannot compensate for a lack of interest in participating in development. However, a concentration on the training program design is found to be too narrow in development; there should be a shift of attention to help the individual to foster a positive attitude towards staff development to cope with ever-changing environment. A model was derived in part from the literature review; it identifies individual perception and social support as the main determinant variables of the participation in development. Demographic differences in age, level of education attainment, job position, term of service and martial status were tested as moderating variables across the model. Data were obtained by questionnaire survey from 110 staff in Industrial Centre of Hong Kong Polytechnic University. It is a cross-sectional study. The results of bivariate and multivariate analysis confirmed that self-efficacy and intrinsic training utility (as aspects of individual perception), supervisor support (as an aspect of social support) were a significantly effect on the participation in development. Further examination of demographic difference revealed that different ages have a moderating effect on the propensity to participation in development. In particular, those in older age are most susceptible to be reported less training self-efficacy, lower intrinsic training utility, and less favorable for supervisor support. Based on the findings, several recommendations are made to human resource development professionals. For instance, it is important to enhance self-efficacy of individuals through successful experience and support, cultivate their value to training utility through more communication and understanding about staff development, and encourage supervisor support through eliminating the bias due to inaccurate stereotypes based on demographics such as age. In order to more effective use of staff development, implications for how to keep the elder staff interested in development are addressed. These include enhancing the individual self-efficacy and perception of intrinsic training utility through tailor design and implementing the training program and boost supervisor support through eliminating the old dog syndrome to maximize the participation rate. And finally, several limitations to the research are noted. Since the study relied on self-report, response bias is likely induced. The cross-sectional nature of the study cannot establish causal relationships between participation in development and its determinants.

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