排序方式: 共有3条查询结果,搜索用时 0 毫秒
1
1.
John Loan‐Clarke Boocock Alison Smith John Whittaker 《International Journal of Training and Development》2000,4(3):176-195
Small and medium‐sized enterprises (SMEs) are considered increasingly important for economic growth (Wilson, 1995) and effective management of them is regarded as essential for their survival and success (Jennings and Beaver, 1995). This study adopted a multi‐stakeholder perspective in order to explore the promotion, via Training and Enterprise Councils (TECs); provision and (potential for) purchase of competence‐based management training and development (MTD) in the SME sector in the United Kingdom. Survey data from (551) and interviews with (12) SMEs; plus interviews (6) with TECs and interviews (29) with providers of MTD are reported. ‘Product’ deficiencies in competence‐based MTD are identified and recommendations for promotion made. 相似文献
2.
Boocock J.G. 《The Service Industries Journal》2013,33(1):124-146
This article reviews recent developments in the provision of long-term external funds to small and medium-sized firms in the UK; particularly, it attempts to establish how far the actions taken by the group of institutions, the specialist financial intermediaries (SF/s), have remedied perceived defects in the intermediation process.The activities of the SFIs are compared with those of the clearing banks, and the impact of government initiatives in this sphere is examined. While progress has undoubtedly been achieved in supplying external f u n k in amounts exceeding £250,000, attention still need to be directed towards raising less than that figure and, especially, below f 100,000. 相似文献
3.
Small firms contribute significantly to the UK economy, but most research into learning and work features the experience of large organisations. This article focuses on learning and work in small organisations. An interpretive framework relating to organisational learning is derived from the literature. Data on learning in small firms that internationalise are analysed to assess the extent to which models of organisational learning are applicable to the context and challenges they face. The article suggests that the large firm model of learning is inappropriate; the distinctive culture and communication systems of small organisations require different approaches to the acquisition, transmission and interpretation of knowledge. Tacit knowledge, developed through informal learning, is a priority and learning through local business networks is more important than participation in formal programmes. Advocacy of human resource development (HRD) practices based on conventional theories of organisational learning, therefore, may hinder rather than encourage performance in small organisations. 相似文献
1