Sales trainer roles, competencies, skills, and behaviors: A case study

Numerous studies have examined different issues related to evaluating the effectiveness of sales training programs. Limited needs assessment, lack of training objectives, no alignment between training objectives and corporate goals, and sales training content, are all potential factors that can influence the effectiveness of training programs. Yet, little attention has been paid to the role of a central actor in the training process — the sales trainer. The evaluation of sales training programs is incomplete without taking into consideration the qualifications of the trainer. Through a case study, this paper suggests there are 8 roles that are associated with the sales trainer position. To effectively execute these roles, this exploratory investigation identified 18 related skills that are grouped into 5 competencies. Recommendations are offered regarding the relevance of this research for practitioners and suggestions are provided for future research in this area.     

Developing a framework for understanding the impact of deskilling and standardisation on the turnover and attrition of chefs

The occupation of cookery has been identified as one sharing a shortage of skilled employees. While the trade attracts moderate numbers of new recruits, the attrition or wastage rate, either before completion of an apprenticeship or soon after, is high. While chefs share many of the traditionally perceived poor working conditions of their hospitality colleagues, well documented in the literature, this paper presents an alternative explanation for their high mobility. It will be argued that labour mobility and attrition rates partly result from deskilling and standardisation. These are often consequences of technological applications in the kitchen, business operators seeking outsourced means of production and the controlled production of menus and recipes. This paper will examine the processes of deskilling and standardisation in the contemporary professional kitchen and their relationship with labour mobility, primarily through intention of labour turnover models. Particular attention will be given to occupational communities in this relationship, since it is widely accepted that creativity and skill are defining features of chefs’ occupational culture. Finally, a model will be proposed that reconciles the unique occupational experiences of chefs with generic, and hospitality specific, intention of labour turnover models.     

Who should teach what? Australian perceptions of the roles of universities and practice in the education of professional accountants

This paper addresses the respective roles and responsibilities of universities and practitioners in educating professional accountants. The issues are explored by a review of the literature in accounting and other professions regarding the respective roles of universities and employers in the development of both technical and non-technical knowledge and skills of professionals, particularly accounting practitioners. The literature review suggests that critics of university-based education fail to recognise (a) the changes that have occurred in the roles and responsibilities of accounting practitioners, and (b) the opportunity costs necessarily associated with providing generalist accounting degrees. Universities and employers have comparative advantages for the development of different types of professional skills and knowledge. These insights are extended by way of a series of interviews with Australian accounting practitioners, representatives from professional accounting bodies, recent accounting graduates, and accounting students about their perceptions of the respective responsibilities and roles of universities and employers. Although some interviewees recognised that universities cannot be ‘all things to all people’, there was a tendency to expect universities to have the major responsibility for the development in accounting graduates of both technical and non-technical knowledge and skills. Such perceptions tended to understate the responsibilities and comparative advantage of employers and result in unrealistic expectations about the outcomes of a university education. Employers need to be made more aware of the resource and other limitations associated with university programs and should develop meaningful opportunities for learning and reflection within workplace contexts.     

政策支持、资本技能互补与农产品加工企业技能结构升级

技能结构升级是促进农产品加工企业高质量发展的重要驱动力,而政策支持是突破农产品加工企业劳动密集发展局限的可行思路.本文根据资本技能互补理论,利用中国工业企业数据库,以2002年实施的支持政策为准自然实验,利用双重差分模型研究政策支持对农产品加工企业技能结构的影响及其升级路径.研究发现,政策支持有助于促进重点领域农产品加...     

海外投资、经济发展水平与国内就业技能结构——理论机理与基于我国数据的实证研究

本文阐述了当经济发展水平不同时,海外投资如何影响不同技能劳动的就业。实证研究结果表明:当经济发展水平较低时,海外投资会减少高技能劳动就业,增加低技能劳动就业,进而降低就业技能结构;而当经济发展水平较高时,海外投资则能促进高技能劳动就业,减少低技能劳动就业,提升就业技能结构。同时,本文使用分位数回归检验了当就业技能结构处于不同分位数时,海外投资提升就业技能结构的经济发展水平临界值存在的差异,由此可以推断我国企业在不同就业技能结构下的海外投资动机。     

施工企业工程项目部的建设浅论

工程项目的一次性决定了工程项目部的一次性，而工程项目成本中心与企业利润中心地位又辱致工程项目部的临时性，在工程项目实践过程中，项目经理部的一次性在实现其功能的过程中可能会产生很多局限和负面影响，故项目部应具有相对的稳定性，在此基础上，本对工程项目部建设实践进行了初步总结并提出了建议。     

中国制造业就业增长的反向变动趋势

本文试图考察在我国技术进步偏向资本增加情况下,资本深化对劳动密集型、资本密集型和技术密集型制造业就业增长的反向作用。鉴于我国技术进步具有要素偏向性,本文在构建理论模型时加入有偏技术进步假设,发现在技术进步偏向资本要素投入的条件下,资本深化会加深对就业的负向冲击。并利用wind数据库公布的中国制造业2383家上市企业2007-2018年数据,从横向和纵向两个维度验证了这点,结果发现:(1)在技术进步偏向资本要素投入时,资本劳动比增长率提高会降低整个制造业的就业增长率,技术进步吞噬就业。但是,资本深化对劳动密集型与资本密集型、技术密集型的就业增长作用呈反向趋势。(2)自供给侧结构性改革提出后,该反向变动趋势加强。这意味着,在技术进步和制造业深度融合过程中,劳动者需不断提高自身技能,提高就业竞争力;企业和政府配合提供培训支持,防止工人由于技能不匹配而导致大规模的结构性失业。     

贸易自由化、有偏的学习效应与发展中国家的工资差异

本文构建了一个模型来研究贸易自由化对熟练劳动力与非熟练劳动力工资差异的影响,从而解释发展中国家工资差异之谜。在贸易自由化之后,发展中国家接触和学习到相对多的与熟练劳动力匹配的技术知识,因此,和生产与非熟练劳动力匹配的技术知识相比,生产与熟练劳动力匹配的技术知识的生产力水平上升相对较多。也就是说,学习效应是有偏的。因为技术知识的生产是熟练劳动力密集型的,所以学习效应会导致对熟练劳动力需求的增加,扩大工资差异。同时,有偏的学习效应会使技术进步更偏向于技能密集型,从而进一步导致对熟练劳动力需求的增加,扩大工资差异。     

Skill premium in Portuguese manufacturing industries

The debate between the skill-biased technological change (SBTC) approach and the international trade (IT) explanation to obtain the best explanation for the wage gap between skilled and unskilled workers continues. In this article, we divide the Portuguese manufacturing industries into high-tech and low-tech and study the approach that best justifies the wage gap, for the period between 2007 and 2014. The results point out that the SBTC approach is the main explanation to the formation the wage gap between the labour force with tertiary education (skilled) and with secondary and primary education (unskilled).     

Analyzing skilled and unskilled labor efficiencies in the US

In this paper, I analyze the time paths of the efficiencies of skilled and unskilled labor in a production framework where skilled and unskilled labor are imperfect substitutes. Their implications for economic growth and wage inequality in the US between 1950 and 2005 present two main findings. First, although skilled labor efficiency has a strong upward trend, I find no evidence of acceleration in its growth rate to support the common view that there has been an acceleration in the new skilled-biased technologies. Second, beginning around 1970, there has been a decline in the absolute level of the efficiency of unskilled labor, implying that the decline has played a significant role in the overall productivity slowdown and the substantial widening in the US wage structure.