| The purpose of this study was to develop an understanding of workplace learning programs and their outcomes in an international organization in Thailand. The study sought to give voice to the stakeholders through the discovery of the meanings the programs had for them, and the factors they associated with the success and failure of workplace learning programs in the organization. The findings of the study were used as the basis to offer suggestions for best practices that enhanced success in the workplace learning programs in the study organization and in international organizations across Thailand.;The findings of the study revealed that participants' definition of success of workplace learning programs fell into three categories. The categories related to: (1) the reactions of stakeholders to the programs, and the extent to which the programs accomplished their goals and objectives; (2) benefits of the programs to stakeholders, including, employees, organization, and society; and (3) the programs' capability to activate and promote continuous learning and development of employees and the organization. Further, the research revealed that both external and internal factors were associated with the success or failure of workplace learning programs. The external factors related to instructions that Headquarters supported and mandated, customer requirements, legal position of government agencies, economic crises, the advancement of hard skill, and the limitation of the organization's evaluation practices for soft skill learning. The internal factors related to the organizational characteristics, organizational inputs, and the attributes and characteristics of individual employees. The findings revealed that such external and internal factors either enhanced or limited success in the organization's workplace learning programs.;The study offered recommendations for best practices in workplace learning programs. One of the key recommendations related to the critical roles and responsibilities of administrators, managers, HRD personnel, and employees in enhancing the success of workplace learning programs .The study offered suggestions for further research.;The study employed hermeneutic phenomenology as the research methodology. The basic method of data collection was semi-structured interviews involving the use of open-ended questions that were administered to 24 participants. The research employed a convenience sampling strategy, and the sample comprised three groups of organizational employees, namely, administrator and manager, white collar, and blue collar. Other data collection methods that the study employed were a review of relevant documents and field notes. |
