HRM-5009 v2

Arabi, E., & Garza, T. (2023). Training design enhancement through training evaluation: Effects on training transfer. International Journal of Training and Development, 27(2), 191. https://digitalscholarship.unlv.edu/cgi/viewcontent.cgi?article=4987&context=thesesdissertations

Lynch, S. E., & Mors, M. L. (2019). Strategy implementation and organizational change: How formal reorganization affects professional networks. Long Range Planning, 52, 255–270. https://doi-org.proxy1.ncu.edu/10.1016/j.lrp.2018.02.003
https://go.openathens.net/redirector/nu.edu?url=https%3A%2F%2Fwww.sciencedirect.com%2Fscience%2Farticle%2Fpii%2FS0024630117305344

Meyer, L. (2023, April 1). A remedy for unnecessary training: Allowing newly hired nurses to test out of a full training program to instead attend a modified version enabled them to start patient care sooner and resulted in cost savings. TD Magazine, 77(4), 22.
https://search.ebscohost.com/login.aspx?direct=true&AuthType=sso&db=edsinc&AN=edsinc.A745554933&site=eds-live&scope=site&custid=natuniv

Trullen, J., Stirpe, L., Bonache, J., & Valverde, M. (2016). The HR department’s contribution to line managers’ effective implementation of HR practices. Human Resource Management Journal, 26(4), 449–470. https://doi-org.proxy1.ncu.edu/10.1111/1748-8583.12116
https://go.openathens.net/redirector/nu.edu?url=https%3A%2F%2Fonlinelibrary.wiley.com%2Fdoi%2F10.1111%2F1748-8583.12116

Zane L. Berge. (2022). Designing workplace training for generational differences: Does it matter? Merits, 2(28), 400–407. https://doi.org/10.3390/merits2040028 https://www.mdpi.com/2673-8104/2/4/28