Claire Gubbins | Dublin City University (original) (raw)

Papers by Claire Gubbins

HRD in small …, 2004

PartIII Applying HRD methods in small organisations 11 The management development needs of owner-... more PartIII Applying HRD methods in small organisations 11 The management development needs of owner-managers in manufacturing SMEs: mapping the skills and techniques 218 ALISON WILSON AND GILL HOMAN 12 The value of HRD in small owner-managed ...

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM

Learning and Development Effectiveness in Organisations, 2020

This chapter summarises the research on the effectiveness of learning and development in organisa... more This chapter summarises the research on the effectiveness of learning and development in organisations. It makes research recommendations of the content of effectiveness research, recommendations for research design, and recommendations for practice. It summarises key gaps in the research base, as well as highlighting practice recommendations that learning and development specialists can implement to enhance the overall effectiveness of these activities in contributing to organisational performance.

There are numerous theoretical perspectives that researchers have used to study the effectiveness... more There are numerous theoretical perspectives that researchers have used to study the effectiveness of training in organisations. We describe and evaluate four theoretical perspectives (universalistic, contingency, configurational and architectural) that researchers have used to explain training effectiveness. We then evaluate a selection of theoretical perspectives including human capital theory, the resource-based view, the behavioural approach, social exchange theory, the behavioural approach, ability-motivation-opportunity theory and attribution theory, each of which suggests different reasons for a link between training and effectiveness. The chapter concludes with a discussion of external and internal contextual factors that shape training effectiveness in organisations.

European Journal of Training and Development, 2012

PurposeThis paper aims to present a case study illustrating the issues involved in the tacit know... more PurposeThis paper aims to present a case study illustrating the issues involved in the tacit knowledge conversion process and to determine whether such conversion delivers value to the organisation in terms of business value and return on investment (ROI).Design/methodology/approachA single‐case multiple baseline participants experimental design, replicated across two participants, was utilised. Aaron's KM V‐model of evaluation is utilised to determine the ROI of the initiative.FindingsWhile the evaluation of the tacit knowledge conversion initiative suggests positive value to the business; analysis of the conversion process also reveals a number of individual level factors, which reinforce the challenges associated with efforts to access, capture and share expert tacit knowledge.Research limitations/implicationsThe results of this study may stimulate further research on tacit knowledge management processes, and specifically the influence of the individual in the success or fail...

Organization Studies, 2009

In many fields within management and organizational literature there is considerable debate and c... more In many fields within management and organizational literature there is considerable debate and controversy about key theoretical concepts and their definitions and meanings. Systematic metaphor analysis can be a useful approach to study the underlying conceptualizations that give rise to these controversies and putting them in perspective. It can help identify the different ways a theoretical concept is structured and given meaning, provide insight into the way these different conceptualizations relate to each other, and show how these conceptualizations impact further theorization about the concept. This article describes the procedure for a systematic analysis of the metaphors used to conceptualize key theoretical concepts. To examine its usefulness, the authors apply the approach to the field of social capital, and in particular to the concept of ‘relationships’ in organizations. In the metaphor analysis of three seminal articles on social capital, the authors identify seven met...

Journal of Management Inquiry, 2013

It is accepted that knowledge and competencies are key drivers of innovation. Knowledge is a key ... more It is accepted that knowledge and competencies are key drivers of innovation. Knowledge is a key resource to manage if innovative efforts are to succeed. Despite this, it is noted that the process is intricate, complex, and difficult to manage. To facilitate understanding and management of this process, in-depth studies into the roles of network actors, implications of network characteristics over time, and greater understanding of interaction effects is required. This paper analyzes how a social network perspective can inform the key stages of a knowledge management for innovation process and conducts an exploration of this process on three university–industry knowledge networks. The set of findings reflect the evolution of the structural, relational, and cognitive social capital components and identify the most valuable characteristics relevant at each phase of the innovation process.

... The competitive environment, and specifically the MNC context, provides an opportunity for HR... more ... The competitive environment, and specifically the MNC context, provides an opportunity for HRD professionals to demonstrate their ability to “deliver value” to managers and other stakeholders by reconceptualizing their role as “strategic” or business partners. ...

HRD in small …, 2004

... Competence-based management development approaches are considered to have enhanced potential ... more ... Competence-based management development approaches are considered to have enhanced potential to align ... development; the owner-manager's perceptions of the nature of managerial work practices; the ... Where a written policy does exist, the owner-manager prepares it. ...

Learning and Development Effectiveness in Organisations, 2020

This chapter addresses the current state of research on training effectiveness in organisations. ... more This chapter addresses the current state of research on training effectiveness in organisations. It summarises the key findings on what we know about training effectiveness, the research emphasis given to different components of the model, and how research informs the ways in which organisations should approach learning and development to maximise effectiveness. The chapter highlights the role of training needs analysis, the types of attendance policies that should be used, the most effective design of training delivery to maximise effectiveness, the relative effectiveness of training methods, the organisation of training content, the importance of learning or training transfer, and the types of outcomes that are derived from learning and development.

Are you inclined to 'agree,' 'unavailable,' or do you 'decline' whe... more Are you inclined to 'agree,' 'unavailable,' or do you 'decline' when you receive a personal review invitation from Human Resource Development Quarterly (HRDQ)? We sincerely hope that you will accept our invitations to perform reviews when we reach out to personally solicit your expertise. However, we do acknowledge that many reviewers immediately decline, note their lack of availability, or send us emails acknowledging the personal and professional commitments that preclude them from contributing to the journal in the capacity of a reviewer. We fully appreciate that many potential reviewers are being overly burdened with a high volume of review requests from many different journals, and that, at times, declining reviews may be necessary, particularly if declining is better than not delivering Yet, the high quality of the manuscripts that we publish in HRDQ is largely contingent upon the high quality and timeliness of the peer review process. Therefore, ...

Human Resource Management Journal

This chapter presents an open system informed model of training effectiveness in organisations. T... more This chapter presents an open system informed model of training effectiveness in organisations. The model is composed of inputs, process components and outputs. The inputs consist of macro external inputs, internal micro-level inputs and training design inputs. The process elements of the model consist of three components: individual and organisational reactions to training, individual and organisational learning outcomes, and individual and organisational-level training transfer factors. The outputs component of the model consists of emergence enablers, collective human resource outcomes, operational performance outcomes and financial outcomes. The chapter summarises the literature on each component of the model.

Human Resource Development Quarterly

Learning and Development Effectiveness in Organisations

HRD in small …, 2004

PartIII Applying HRD methods in small organisations 11 The management development needs of owner-... more PartIII Applying HRD methods in small organisations 11 The management development needs of owner-managers in manufacturing SMEs: mapping the skills and techniques 218 ALISON WILSON AND GILL HOMAN 12 The value of HRD in small owner-managed ...

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM

Learning and Development Effectiveness in Organisations, 2020

This chapter summarises the research on the effectiveness of learning and development in organisa... more This chapter summarises the research on the effectiveness of learning and development in organisations. It makes research recommendations of the content of effectiveness research, recommendations for research design, and recommendations for practice. It summarises key gaps in the research base, as well as highlighting practice recommendations that learning and development specialists can implement to enhance the overall effectiveness of these activities in contributing to organisational performance.

There are numerous theoretical perspectives that researchers have used to study the effectiveness... more There are numerous theoretical perspectives that researchers have used to study the effectiveness of training in organisations. We describe and evaluate four theoretical perspectives (universalistic, contingency, configurational and architectural) that researchers have used to explain training effectiveness. We then evaluate a selection of theoretical perspectives including human capital theory, the resource-based view, the behavioural approach, social exchange theory, the behavioural approach, ability-motivation-opportunity theory and attribution theory, each of which suggests different reasons for a link between training and effectiveness. The chapter concludes with a discussion of external and internal contextual factors that shape training effectiveness in organisations.

European Journal of Training and Development, 2012

PurposeThis paper aims to present a case study illustrating the issues involved in the tacit know... more PurposeThis paper aims to present a case study illustrating the issues involved in the tacit knowledge conversion process and to determine whether such conversion delivers value to the organisation in terms of business value and return on investment (ROI).Design/methodology/approachA single‐case multiple baseline participants experimental design, replicated across two participants, was utilised. Aaron's KM V‐model of evaluation is utilised to determine the ROI of the initiative.FindingsWhile the evaluation of the tacit knowledge conversion initiative suggests positive value to the business; analysis of the conversion process also reveals a number of individual level factors, which reinforce the challenges associated with efforts to access, capture and share expert tacit knowledge.Research limitations/implicationsThe results of this study may stimulate further research on tacit knowledge management processes, and specifically the influence of the individual in the success or fail...

Organization Studies, 2009

In many fields within management and organizational literature there is considerable debate and c... more In many fields within management and organizational literature there is considerable debate and controversy about key theoretical concepts and their definitions and meanings. Systematic metaphor analysis can be a useful approach to study the underlying conceptualizations that give rise to these controversies and putting them in perspective. It can help identify the different ways a theoretical concept is structured and given meaning, provide insight into the way these different conceptualizations relate to each other, and show how these conceptualizations impact further theorization about the concept. This article describes the procedure for a systematic analysis of the metaphors used to conceptualize key theoretical concepts. To examine its usefulness, the authors apply the approach to the field of social capital, and in particular to the concept of ‘relationships’ in organizations. In the metaphor analysis of three seminal articles on social capital, the authors identify seven met...

Journal of Management Inquiry, 2013

It is accepted that knowledge and competencies are key drivers of innovation. Knowledge is a key ... more It is accepted that knowledge and competencies are key drivers of innovation. Knowledge is a key resource to manage if innovative efforts are to succeed. Despite this, it is noted that the process is intricate, complex, and difficult to manage. To facilitate understanding and management of this process, in-depth studies into the roles of network actors, implications of network characteristics over time, and greater understanding of interaction effects is required. This paper analyzes how a social network perspective can inform the key stages of a knowledge management for innovation process and conducts an exploration of this process on three university–industry knowledge networks. The set of findings reflect the evolution of the structural, relational, and cognitive social capital components and identify the most valuable characteristics relevant at each phase of the innovation process.

... The competitive environment, and specifically the MNC context, provides an opportunity for HR... more ... The competitive environment, and specifically the MNC context, provides an opportunity for HRD professionals to demonstrate their ability to “deliver value” to managers and other stakeholders by reconceptualizing their role as “strategic” or business partners. ...

HRD in small …, 2004

... Competence-based management development approaches are considered to have enhanced potential ... more ... Competence-based management development approaches are considered to have enhanced potential to align ... development; the owner-manager's perceptions of the nature of managerial work practices; the ... Where a written policy does exist, the owner-manager prepares it. ...

Learning and Development Effectiveness in Organisations, 2020

This chapter addresses the current state of research on training effectiveness in organisations. ... more This chapter addresses the current state of research on training effectiveness in organisations. It summarises the key findings on what we know about training effectiveness, the research emphasis given to different components of the model, and how research informs the ways in which organisations should approach learning and development to maximise effectiveness. The chapter highlights the role of training needs analysis, the types of attendance policies that should be used, the most effective design of training delivery to maximise effectiveness, the relative effectiveness of training methods, the organisation of training content, the importance of learning or training transfer, and the types of outcomes that are derived from learning and development.

Are you inclined to 'agree,' 'unavailable,' or do you 'decline' whe... more Are you inclined to 'agree,' 'unavailable,' or do you 'decline' when you receive a personal review invitation from Human Resource Development Quarterly (HRDQ)? We sincerely hope that you will accept our invitations to perform reviews when we reach out to personally solicit your expertise. However, we do acknowledge that many reviewers immediately decline, note their lack of availability, or send us emails acknowledging the personal and professional commitments that preclude them from contributing to the journal in the capacity of a reviewer. We fully appreciate that many potential reviewers are being overly burdened with a high volume of review requests from many different journals, and that, at times, declining reviews may be necessary, particularly if declining is better than not delivering Yet, the high quality of the manuscripts that we publish in HRDQ is largely contingent upon the high quality and timeliness of the peer review process. Therefore, ...

Human Resource Management Journal

This chapter presents an open system informed model of training effectiveness in organisations. T... more This chapter presents an open system informed model of training effectiveness in organisations. The model is composed of inputs, process components and outputs. The inputs consist of macro external inputs, internal micro-level inputs and training design inputs. The process elements of the model consist of three components: individual and organisational reactions to training, individual and organisational learning outcomes, and individual and organisational-level training transfer factors. The outputs component of the model consists of emergence enablers, collective human resource outcomes, operational performance outcomes and financial outcomes. The chapter summarises the literature on each component of the model.

Human Resource Development Quarterly

Learning and Development Effectiveness in Organisations