Research Paper (postgraduate) from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: B, ( Atlantic International University ) (School of Business and Economics), course: Ph.D. Economics, language: English, abstract: The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the impact of Training and Development on public sector organizations using Ghana Ports and Harbors Authority (GPHA) as a case study. The research was intended to determine the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of GPHA, who were randomly selected. The study assessed the training and development process of GPHA and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of GPHA. Personal interviews were held with some management staff of the organization. The results indicated that GPHA’s employees were not well informed about training and development programmes in the organization. Most of the employees were of the view that training and development were effective tools for both personal and organizational success. The findings revealed that training practices, methods and activities at GPHA are not in line with the best practices regarding the planned and systematic nature of the training process as is generally known. It was recommended among other things, that the processes involved in training be duly followed, GPHA should help its staff identify their career paths and to guide them in the pursuit of higher education.

"Adds new information covering the use of computer technology and the web to conduct training, as well as coverage of contemporary training issues, such as changes in demographics, the influences of technology, and the increasing emphasis on international concerns." --Cover.

Seeks to find a balance between research and company practices. This text provides students with a background in the fundamentals of training and development - needs assessment, transfer of training, designing a learning environment, methods, and evaluation.

In today’s business landscape, the intersections between innovation and cognition play a crucial role in shaping current management practices. As organizations strive to remain competitive, leaders must foster innovative thinking while understanding which cognitive processes drive decision-making and problem-solving. Such management strategies assist business leaders in navigating complex challenges, harnessing creativity, and cultivating an adaptive workplace culture. Exploring how innovation and cognition influence strategic choices is necessary for companies looking to enhance responses to change, making room for sustained growth and success in a constantly shifting business environment. Impacts of Innovation and Cognition in Management explores the effects of innovative strategies and technologies, as well as cognitive psychology, in management practices for businesses and organizations. The impact on sustainability and organizational development is examined, along with the usefulness of technologies like artificial intelligence, machine learning, and data analytics. This book covers topics such as absorptive capacity, data science, and cognitive psychology, and is a useful resource for business owners, managers, psychologists, economists, data scientists, researchers, and academicians.

The Contemporary Journal of Education and Business (CJEB) is bi-annual professional publication that publishes information, views, opinions and well- researched articles in contemporary issues in education and business. These scholarly articles are useful for scholars, students, researchers, business executives, educators and business practitioners. The articles published observe to high quality and context that the Editorial Board believes would be a significant contribution to the international community of scholars and readers.

Unemployment and underemployment are global development challenges. The situation in Ghana is no different. In 2016, it was projected that, given the country’s growing youth population, 300,000 new jobs would need to be created each year to absorb the increasing numbers of unemployed young people. Yet the employment structure of the Ghanaian economy has not changed much from several decades ago. Most jobs are low skill, requiring limited cognitive or technology know-how, reflected in low earnings and work of lower quality. An additional challenge for Ghana is the need to create access to an adequate number of high-quality, productive jobs. This report seeks to increase knowledge about Ghana’s job landscape and youth employment programs to assist policy makers and key stakeholders in identifying ways to improve the effectiveness of these programs and strengthen coordination among major stakeholders. Focused, strategic, short- to medium-term and long-term responses are required to address current unemployment and underemployment challenges. Effective coordination and synergies among youth employment programs are needed to avoid duplication of effort while the country’s economic structure transforms. Effective private sector participation in skills development and employment programs is recommended. The report posits interventions in five priority areas that are not new but could potentially make an impact through scaling up: (1) agriculture and agribusiness, (2) apprenticeship (skills training), (3) entrepreneurship, (4) high-yielding areas (renewable energy†“solar, construction, tourism, sports, and green jobs), and (5) preemployment support services. Finally, with the fast-changing nature of work due to technology and artificial intelligence, Ghana needs to develop an education and training system that is versatile and helps young people to adapt and thrive in the twenty-first century world of work.