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This paper aims to synthesize existing knowledge on trainee motivation to transfer (MTT) soft skills training through a systematic literature review (SLR).

By applying a rigorous reproducible process, this SLR identified a total of 33 peer-reviewed articles on MTT in soft skills training.

The systematic review offers several important findings. First, research on MTT has accelerated in the recent past with studies conducted in varied geographic contexts. Second, MTT has been operationalized and measured as an antecedent and mediator of training transfer as well as an outcome itself is sampled papers. Third, MTT is recognized as critical in facilitating the transfer of soft skills. Finally, an investigation of empirical studies helped locate gaps in research methodologies, measurement of MTT and finally its predictors.

The study is limited by the search string and its choice of peer-reviewed articles published in the English language only.

In the absence of systematic reviews on MTT in the context of soft skill, the study contributes immensely by providing an updated, cogent summarization of extant work and potential directions for future research/practice.

After studying the case, the students will be able to: 1. understand the business and existing HR practices at Precision Engineering; 2. evaluate the factors affecting business that may require the company to formalise its HR practices; 3. create recruitment and selection-related solutions for HR 2.0 using appropriate models and theory to aid the company meet its business goals; 4. create training needs identification and evaluation practices for HR 2.0 using appropriate models and theory to aid the company meet its business goals; and 5. create performance planning and review-related solutions for HR 2.0 using appropriate models and theory to aid the company meet its business goals. The case helps students objectively assess HR practices related to three core verticals – recruitment and selection; training; and performance management systems. It also enables them to reassess these practices with the help of specific metrics and models.

Precision Engineering was a manufacturer of machined metal components in the Indian automotive components industry. It had been a family-run business since its inception in 1995. Precision was awarded the prestigious Automotive Component Manufacturers of India award in 2020 for excellence in HR. Ms Sakshi Kapoor, General Manager of Innovation, was ecstatic at the receipt of this award. She, however, was thoughtful about the informal human resource (HR) practices at the company. The top management had announced an aggressive growth plan and advised Ms Kapoor to leverage HR practices to facilitate these plans. Recruitment and selection, employee training and performance management systems needed to be formalised on a priority basis to strategically aid the future business agenda at Precision. Ms Kapoor faced the challenge of preparing the roadmap of HR 2.0 while preserving the employee-centric beliefs at Precision. The case initiates a discussion to achieve this goal by adopting suitable HR metrics and models.

It should be taught in the core course on Human Resource Management for first-year Masters in Business Administration (MBA) students. Alternatively, it could be used in elective courses such as Strategic Human Resource Management, Training and Development and Performance Management Systems for second-year MBA students.

Teaching notes are available for educators only.

CSS 6: Human Resource Management.

Trainees’ motivation to transfer the training imparted is an important constituent in determining required training outcomes in organizations. The purpose of this study is to examine the effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training.

Research hypotheses were tested using a survey. A questionnaire was used to collect data from employees of an Indian governmental power transmission organization, attending any one soft skills training programme in the past year. Out of the 500 questionnaires distributed, 389 were deemed useable for the study, producing an effective response rate of 77.8 per cent.

The findings establish a direct and positive association between trainee characteristics, training attitudes and need analysis with transfer motivation.

This study contributes to extant literature by examining associations in hitherto underexplored areas such as that of training attitudes and training need analysis with transfer motivation. In addition, the findings provide insights into challenges pertaining to transfer motivation in soft skills training initiatives.

The introductory paper begins with the issue about the relevance of research in management. It emphasizes the need for scholars to adopt methodologies best suited to the research problem of their choice. This paper contains sections on the nature of management research, dominant research paradigms, the methodological domain, quantitative versus qualitative research, and triangulation in using multiple methodologies. The paper provides a background to the purpose of the book and summarizes in brief the purpose of each the subsequent papers.

Management research is a discipline characterized by heterogeneity in viewpoints, the application of research to real-life problems in the organization and the multidisciplinary nature of research problems. The need for a good literature review is paramount in doctoral dissertations with a view to justifying research agendas and help interested scholars use synthesized organization of extant work. The paper aims to provide an overview of the types of review, pointers for effective review, evaluating sources of information, referencing the sources cited, and avoidance of plagiarism in writing literature reviews. The paper is intended to make doctoral scholars understand the importance of literature reviews, the organization and synthesis of ideas involved, and the rigor in detailing references and avoiding plagiarism to increase the quality of the finished output.

Nowadays, structural equation modeling is a buzz word in the arena of research in management, social sciences, and other equivalent fields. Although the theoretical base bears its significance in building the measurement and structural models, assessing different goodness-of-fit indices (GOFI) equally retains its importance for model validity and conformity. There are various alternative GOFI available for the researchers and the threshold values of each differ. The present paper discussed all the well-accepted and reported GOFI and their threshold value, which will be a great help to researchers and practitioners who use structural equation modeling in research. The author has also presented the different GOF values and validity results of her current research carried out in an Indian power transmission organization in Odisha, India.

This chapter explains the “reason” and “procedure” of research. It also pertains to the substances of undertaking research including hypothesis building, conceptual framework, and theory advancement. It is intended to serve as a fundamental resource to equip the researcher with a manual for research.

Purpose of this study was to understand intention of tourists to visit a destination by exploring factors related to destination image and self-congruity of tourists with destination image. A quantitative survey-based methodology was employed for gathering data. Study used a convenience sample of 225 students and faculty members from a leading university in India. Regression analysis was carried out for testing the main effect and moderation impact. The results revealed that cognitive destination image and self-congruity had a direct impact on destination image. However, the results did not establish a moderating effect of self-congruity on relationship between destination image and return intention. The study findings have direct implication for destination marketing managers for drafting a positioning strategy for their destinations.