10 Literature Review

1Kibum Kwon(2018) examined in his study about the long-term effect of training and
development investment on financial performance in Korean companies and here is the
abstract:
The purpose of this paper is to examine the relationship between training and development
investment and financial performance over time. Human capital literature suggests that
training and development investment may not immediately affect financial performance but
may instead create effects that are realized over time. However, most existing cross-sectional
research explores the influence of training and development investment on performance while
overlooking training and development investment’s long-term effects.
Design/methodology/approach
This study focuses on the recovery period following the Great Recession circa 2008 in the South
Korean business context. Longitudinal data from 312 firms, including four distinct waves, were
used. Latent growth modeling was used to help identify a pattern of reciprocal relationships
between training and development investment and financial performance over time.
Findings
The results indicate that even though growth in training and development investment is stable
over time, there are significant between-firm differences in training and development
investment trajectories over time. Prior financial performance was shown to be positively
related to higher levels of training and development investment, but it was not related to
growth in training and development investment. The initial level of training and development
investment did not predict subsequent profit, but growth in training and development
investment was positively related to future financial performance.
Originality/value
This study suggests that as an organization’s training and development investment increases
over time, a delayed effect on financial performance may emerge because of this accumulated
investment. Ultimately, the results highlight the importance of having a stock of human capital,
rather than concentrating upon momentary flows that yield immediate effects.
2Anna Wallin, Petri Nokelainen and Susanna Mikkonen wrote a literature review on How
experienced professionals develop their expertise in work-based higher education and here is
the abstract:
This study explores how industry-university partnerships contribute to the expertise
development of highly experienced professionals, and what kind of challenges such
development entails. We used an integrative approach to review literature and acquire a
deeper understanding of how previous research has described the development of expertise in
work-based postgraduate higher education. Consistent with earlier research, this review
confirms that expertise is developed through transforming and integrating theoretical, practical
and self-regulative knowledge. Results suggest that (1) learners should be supported but also
allowed to self-manage their learning in order to build agency and self-regulative skills, (2)
continuous problem solving with ill-defined, non-routine problems should be encouraged along
with challenges that trigger learning, (3) learners’ personal transformation processes and
change of identity should be supported, and (4) expertise development should be viewed as an
ongoing, context-dependent and individualised process.

3Michal Perlstein wrote a literature review on HRM roles in cross culture training provision:
insights from Israeli companies and here is the abstract:

Purpose
The purpose of this paper is to contribute to cross culture training (CCT) literature by exploring
the HR managers roles in CCT provision and the reasons affecting the given role enactment.
Design/methodology/approach
This exploratory study is based on in-depth interviews with 15 Israeli HR managers in charge of
the provision of CCT in their respective companies and five interviews with CCT professionals
who provide CCT training for a wide range of companies operating in Israel.
Findings
The study highlights the significant impact of HR managers’ awareness and perceptions of CCT
on its provision and discusses a related self-perpetuating cycle of current practice
reinforcement that limits the likelihood of practice improvement.
Research limitations/implications
The limitations of the exploratory design of the study call for further research on HR roles in
CCT provision.
Practical implications
The findings suggest that HR managers partly design and implement practice according to what
they believe are unmet expatriate needs and what they perceive as effective HR tools. The
authors discuss the practical value of raising their awareness not only of CCT designs and
methodologies, but also of the complexities of expatriate adjustment and the opportunities
offered by rigorous evaluation of current practice.
Originality/value

4Johannes Mwangangi Kitaka, Dr. David Kiragu and Prof. Simmy M. Marwa wrote a literature
review on MANAGEMENT CAPABILITY AND SUSTAINABILITY OF KENYA’S INSURANCE
COMPANIES
Purpose: The study explored how management capability influences sustainability of insurance
companies in Kenya.
Study Methodology: The study adopted the positivist research philosophy and employed a
descriptive research design. The target population of the study was the 51 insurance companies
as registered by the Insurance Regulatory Authority of Kenya as at 31st December 2016. The
study took a proportionate sample of 30 companies from 10 life assurance companies, 15 from
those conducting general insurance business and 5 from those performing both life and general
business as composite companies. The primary data collection was through a structured
questionnaire with closed questions. A pilot study was carried out before questionnaire
distribution, which ensured the research instrument validity and reliability, before distribution
through both hand delivery and email, followed by a telephone call to the respondents and a
research assistant later visiting the respondents to collect the filled questionnaires, while
secondary data was collected using data collection sheets. The raw data was cleaned, edited,
coded and analyzed using SPSS analytical tool to generate descriptive and inferential statistics.
The study performed data analysis using multiple regressions to determine the relationship of
the independent variable to the dependent variable. Using descriptive statistics such as the
mean, standard deviation and frequencies the data was analyzed. Further, the study applied
inferential statistics such as the ANOVA and the T-test.
The Study Findings: The findings of the study were that management capability has a positive
and significant effect on sustainability of Kenya’s insurance companies. In conclusion, the
slogan of people being companies’ most valued asset should not just be mentioned in passing
in employee-management and board meetings, but must be practiced across the company.
Unique Contribution: The Kenyan insurance companies should review their operating
organizational structures so that the mix of employees in the middle management, senior
management and junior staff is adjusted to achieve an efficient and effective structure to
enhance customer experience, as this is critical and is a significant cost driver in the
management cost structure of an insurance company. There should be more staff assigned to
operations that is policy administration, renewal retention units, customer service and claims
management. Specialists and management should be few and either internal staff or
outsourced services. In conclusion insurance companies should ensure embedment of their
recruitment, hiring, training and development policies in their business processes.

5.Fahdia Khalid on The Choreography of Talent Development in Higher Education

Higher Education Institutions (HEIs) are undergoing financial, structural and cultural
transformation. With the marketization of higher education, „war for talent‟ is also gaining
momentum. As bars are raised on evaluating academics‟ performance, the human resources
and academic leadership need to rethink their approach to talent identification, development,
and deployment. The staff development function needs some adaptations to sustain in this
knowledge-intensive industry. In the light of literature review and professional reflection, I
argue academics as „the talent‟ for any higher education institution. This paper discusses talent
development in higher education and advocates „an exclusive‟ approach to their professional
development. It unpacks the three levels of HEIs talent development needs and presents a
framework to meet them. The paper also elaborates on the interventions that are favourable
for the fulfilment of academics‟ and institution‟s talent development needs. It finally proposes
areas for further research.

6.Justin M.Weinhardt and TraciSitzmann on Revolutionizing training and education? Three

questions regarding massive open online courses (MOOCs)
MOOC stands for Massive Open Online Course and represents an instructional approach that
permits hundreds of thousands of students to access online courses anywhere around the
world and typically free of charge. There have been a number of stories in the popular press
suggesting that MOOCs may revolutionize training and education, but evidence regarding the
instructional effectiveness of MOOCs is primarily anecdotal and overarching statistics reveal
that the vast majority of students drop out before completing these courses. We pose three
questions that need to be answered about the use and effectiveness of MOOCs before MOOCs
can be considered a credible and useful instructional approach: 1) Who enrolls in MOOCs and
why do they enroll? 2) Are students self-aware and able to self-regulate their learning in
MOOCs? 3) Are MOOCs effective and how can we maximize their effectiveness?

7 Md. Ataur Rahman, Md. Ashraful Islam on corporate Social Responsibility and Sustainable
Development: A Study of Commercial Banks in Bangladesh
This paper investigates the practices of Corporate Social Responsibility (CSR) by commercial
banks in Bangladesh and the achievement of sustainable development through this practice.
The motive of this descriptive research is to look at the framework of CSR areas and
contribution by the state-owned and private commercial banks to those areas during 2011-
2017. This study reveals that commercial banks contribution in CSR is increasing every year and
new CSR areas are being concentrated on by commercial banks as part of their responsibility to
the society and more and more focus is being given to important CSR areas to achieve
sustainable development. This study also shows that there is a positive relationship between
CSR and sustainable development. This research effort suggests that a precise guideline by the
government about CSR expenditure, large corporation’s timely involvement in CSR activities
and CSR disclosure in the bank’s annual report will fulfill the desired objectives of the business
organizations. These will also ensure the successful and sustainable development of the
country.

These will also ensure successful and sustainable development of the country.

8. Nadine MadanchiEmail authorSebastian ThiedeManbir SohdiChristoph Herrmann on

Development of a Sustainability Assessment Tool for Manufacturing Companies

Regarding the increasing global population and the related demand for natural resources, the
societal and political demand for a sustainable development has increased significantly over the
last decades. Although the traditional definition of a sustainable development “development
that meets the needs of the present without compromising the ability of future generations to
meet their own needs” (WCED, Our Common Future (the Brundtland Report), Oxford, 1987)
appears comprehensible, it still poses a challenge to actually assess a sustainable development.
As a result, sustainability assessment is becoming a rapidly developing area with a growing
number of frameworks and tools with a wide range of different focus levels. Despite the
variety, many of these tools are not adaptable for manufacturing companies. They are, for
example, too general or focus only on specific elements. Furthermore, the existing tools usually
require a lot of effort and insight data in order to be applied. Against this background, the
development of a tool at the level of manufacturing companies is presented. Based on existing
integrated sustainability assessment tools, a set of indicators is compiled and integrated into a
framework that calculates an overall composite index combining different indicators. The
developed tool distinguishes itself from other tools because it can be used from an external as
well as from an internal perspective and it allows the assessment of a manufacturing company’s
overall and relative sustainability with minimal time effort.
9.Krista Jaakson on Dimensions of organisational innovativeness and company financial
performance in the biotechnology sector

Purpose
The relationship between organisational innovativeness (OI) and company performance has
been studied extensively, and the associations found have mostly been positive. However, as OI
is a multidimensional concept, more nuanced research is needed to identify which dimensions
of innovativeness companies should focus on. The purpose of this paper is to longitudinally
investigate the links between dimensions of OI and company financial performance, based on a
sample of Finnish and Estonian pharmaceutical biotechnology companies.

Design/methodology/approach
Interviews inquiring about OI were conducted in 26 biotechnology companies and then their
performance was measured over three subsequent years using objective financial data. Due to
limited sample size, qualitative comparative analysis is employed in addition to non-parametric
statistical tests.

Findings
Overall, OI did not decisively influence financial performance in the studied sector. There were,
however, dimensions related to human resource policies that appeared to have more potential
to positively impact financial performance, whereas the strategic dimension was actually
aversive to certain performance indicators.

Research limitations/implications
The study limitations are a small sample, possible managerial bias in the assessment of OI, and
focus on financial measures only.

Practical implications
The study demonstrates that OI is a multidimensional construct and not all dimensions play an
equal role in financial performance. Innovation-supportive human resource policies and
strategic flexibility contributes to financial performance in the pharmaceutical biotechnology
sector.

Originality/value
The contribution of the study is the analysis of a specific sector with a longitudinal approach by
bridging quantitative and qualitative approach.

10. Nai-Hsin Pan; Ren-Yi Kung on CONSTRUCTION OF A MANAGEMENT COMPETENCY SCALE

FOR SITE MANAGERS OF PROPERTY MANAGEMENT COMPANIES.

With limited land, dense population, and numerous high-rise buildings in Taiwan, the public has
shown higher demands for the quality of life and the services of property management
companies. As a result, the execution ability and service scope of property management
companies have improved over the years. Property management is a people-oriented industry.
Only with enthusiasm and professionalism in the services provided could the companies sustain
long-term development. Hence, the competency possessed by the site managers is the basis of
the operation for property management companies. By means of literature review, this
research invited experts, scholars, and industry managers for expert reviews on the
questionnaire. The survey was conducted on-site managers from property management
companies in Taichung City, New Taipei City, Taipei City, Kaohsiung City, Taoyuan City, and
Tainan City. A total of 500 questionnaires were distributed, and 465 samples were retrieved,
including 439 valid samples, with a valid return rate of 87. 8%. The collected data were analyzed
with exploratory factor analysis, and the scale was purified. This study then generalized 4
dimensions covering 33 items. Then the Cronbach's a test and relevant screening were carried
out on the dimensions and items. The results showed good internal consistency and reliability
of each dimension, and the a value met the criterion. The 4 dimensions were named
"professional skill", "personality trait", "motivation trait", and "leadership skill". This
"Management competency scale for site managers" developed by this research can be provided
to property management companies a reference tool for assessing the management
competencies of site managers, selecting and promoting the outstanding first-line managers,
thus further enhancing the corporate competitiveness.