20090606-cover-Assessment-and-AccreditationThis chapter provides an overview of the non-formal management education and in-service training and identifies various assessment tools used in Western Europe and Northern America. The chapter ends with an examination of options of safeguarding the value of non-formal management education and management development programmes in the spirit and context of life-long learning. Published in June 2009 in The Sage Handbook of Management Learning, Education and Development by Steven J Armstrong and Cynthia V Fukami. Author: Lichia Yiu, Raymond Saner

20090502-Human Resources I S booksSince the 1990s, more and more corporate learning has been moved online to allow for flexibility, just-in-time learning, and cost saving in delivering training. This trend has been evolved along with the introduction of web-based applications for HRM purposes, known as electronic human Resource Management (e-HRM).

Author: Yiu, L., Saner, R.
View article For copy of the full article, please contact the authors

Human capital is seen as one of the key factor conditions contributing to national competitiveness and economic performance (Porter, 2002). Productivity performance of OECD countries tends to correspond to the skill levels of the workforce in specific countries. Hence, governments increasingly view human capital formation, both quantity and quality of workforce, as one of the key levers in ensuring sustained productivity gains and standard of living.
Author: Yiu, L., Saner, R.

Saner, Raymond, Yiu Lichia, “ Renforcer la corrélation entre formation et performance”, in Persorama, Nr. 4, 2006, pp. 44-46

20090918-icon8Saner, R. "The Need for Quality Assurance Systems of Training and Education in China to ensure Competitiveness and Sustainable Socio-Economic Development". Technoeconomics & Management Research 1. Beijing, 2005.

20090918-icon5This article delineates the link between high quality education and training and the filed of national competitiveness theory. In particular, the author's goal here is to develop the reasons why countries increasingly need well trained and motivated human resources.

An article published in "Technoeconomics & Management Research", Vol. 6 (2004 ) & Vol. 1 (2005) Beijing, Vol. 6 pp: 11-13 Vol.1 pp.11-14, Beijing.

Saner, R. Ensuring efficacy and efficiency of training investment based on ISO 10015 Quality Assurance. In The role of training in the implementation of the policy of sustainable spatial development in Europe. European spatial planning and landscape. No. 76, March 2005. pp 39-45

Saner, R., & Yiu, L.,: ISO 10015: A Strategic Instrument in Human Capital Development, 2004.

In "Sound Governance: Policy and Administrative Innovations", 2004. Farazmand A. (ed.). Praeger.

Articles References


This article includes several country reports on the use – or lack of it – made of ISO 10015, Quality management – Guidelines for training. It is not restricted to description alone, since the principal author argues against “ the party line ” which defends generic standards and advocates a sector-specific approach to training quality standards without which, he maintains, the customer may no longer shop at ISO.

Saner, R. "Quality Management in training , generic or sector specific?". (in German, French, Spanish), ISO Management Systems. Vol 2(4), 2002.

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