Training and employee development for improved performance.

By K. Brown, Traci Sitzmann. 2011

99 citations recorded by the source corpus.

Subfields: Applied Psychology, Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/25e052e237845eba651fd410491e3aa103a929c6

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In Applied Psychology

In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

A META-ANALYTIC EXAMINATION OF THE INSTRUCTIONAL EFFECTIVENESS OF COMPUTER-BASED SIMULATION GAMES (2011, background): “Furthermore, peer production of training content (e.g., Youtube, Wikipedia) is becoming increasingly commonplace (Brown & Sitzmann, 2011).”
Training Engagement Theory: A Multilevel Perspective on the Effectiveness of Work-Related Training (2018, background): “Furthermore, the vast majority of training effectiveness research has been conducted at the between-person level of analysis (see Blume et al., 2010; K. G. Brown & Sitzmann, 2011; Colquitt et al., 2000; Sitzmann et al., 2008, for reviews of the literature).”
Emotion regulation and academic underperformance: The role of school burnout (2017, background): “Pedagogically active engagement with course content fosters deeper learning (e.g., Bell & Kozlowski, 2008; Brown & Sitzmann, 2011; Keith, Richter, & Naumann, 2010).”
An Investigation into the Relationship between Training Evaluation and the Transfer of Training (2012, methodology): “Training evaluation is a systematic process of collecting data in an effort to determine the effectiveness and/or efficiency of training programs and to make decisions about training (Brown & Gerhardt, 2002; Brown & Sitzmann, 2011).”
What monetary rewards can and cannot do: How to show employees the money (2013, background): “For example, valuable training and development opportunities, offered as rewards for good performance, help not only motivate employees but also increase their job-relevant knowledge and skills (Brown & Sitzmann, 2011).”