Impact of Training and Development Programmes on the Productivity of Employees in the Banks

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Jaspreet Kaur
Keyword(s):  
Regression Analysis ◽  
Banking Sector ◽  
Human Resources Management ◽  
Training And Development ◽  
Linear Forms ◽  
Knowledge And Skills ◽  
Resources Management ◽  
Level Of Satisfaction ◽  
Log Linear ◽  
The Impact

Manpower training and development is an important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. Training is a continuous and perennial activity. It provides employees with the knowledge and skills to perform more effectively. The study examines the opinions of trainees regarding the impact of training and development programmes on the productivity of employees in the selected banks. To evaluate the impact of training and development programmes on productivity of banking sector, multiple regression analysis was employed in both log as well as log-linear forms. Also the impact of three sets of training i.e. objectives, methods and basics on level of satisfaction of respondents with the training was also examined through employing the regression analysis in the similar manner.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals The Impact of Human Resources Management Practices on Job Performance: The Case of Nurses at Siloam Lippo Village Hospital

2020 ◽  
Vol 15 (3) ◽  
Author(s):  
Ditta Amelia ◽  
Rosdiana Sijabat
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Performance Appraisal ◽  
Management Practices ◽  
Human Resources Management ◽  
Training And Development ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
The Relationship

<p>Human resources management has a huge role in increasinghospital performance. This study aimed to examine the effect of compensation, performance appraisal, recruitment and selection, teamwork, training, and development, on nurses' performance at the Siloam Lippo Village Hospital. A simple random sampling technique was used to collect data for this study. A questionnaire was distributed among 210 nurses at the hospital. The PLS-based Structural Equation Modeling (SEM) approach was used to check the impact of human resource management practices on job performance. The organizational commitment was used as a mediator variable on the relationship between human resource management practices and job performance. The results indicate that teamwork and organizational commitment have a significant impact on nurses' performance. This study also finds that compensation, performance appraisal, and training and development have a significant impact on organizational commitment, which leads to an increase in the nurses' performance. Organizational commitment significantly mediates the relationship between performance appraisal, teamwork, training and development, and job performance.</p>

scholarly journals The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho

2018 ◽  
Vol 8 (2) ◽  
pp. 16
Author(s):  
Mamofokeng Eliza Motlokoa ◽  
Lira Peter Sekantsi ◽  
Rammuso Paul Monyolo
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Blood Stream ◽  
Working Environment ◽  
Skill Gaps ◽  
Management Literature ◽  
The Impact ◽  
Self Administered Questionnaire

Human Resources Management literature regards training as the blood stream of any organization because the success of an organisation to achieve its objectives and goals heavily highly depends on its workforce. For this reason, organizations should invest in employees’ training in an effort to enhance their performance and that of an organisation. Nonetheless, some organizations regard training as unnecessary expenditure and always cut training budgets in an effort to improve their financial standing to the detriment of their employees’ welfare because that action incapacitate staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 171 employees from a population of 300 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job-satisfaction in the banking sector in Lesotho. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in Lesotho should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job-satisfaction.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals A Conceptual Review On Strategic Human Resources Management And Planning In Non Profit Motive Organization

2018 ◽  
Vol 1 (1) ◽  
pp. 18-26
Author(s):  
Gyanendra Bikram Shah
Keyword(s):  
Nonprofit Organizations ◽  
Human Resources Management ◽  
Board Members ◽  
Profit Motive ◽  
Non Profit ◽  
Knowledge And Skills ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management ◽  
Effective Delivery

The nonprofit and public sectors are facing significant numbers of impending retirements from the traditionalists and baby boomers in their workforces. In an effort to retain the knowledge base of an agency or to better serve its clients, some organizations have developed creative ways to encourage retirement-eligible employees to remain on the job. Public and nonprofit organizations are driven by the knowledge and skills their employees possess. It is shortsighted for elected officials, board members, funders, executives, and other agency leaders to dismiss the importance of SHRM. As important, organizations must reinforce the importance of human capital and the contribution that knowledge management makes to the effective delivery of services.  

scholarly journals Indefinite vs. fixed-term work contracts: the impact over the teachers’ work-engagement

2020 ◽  
Vol 14 (1) ◽  
pp. 893-905
Author(s):  
Sorina Ioana Mişu
Keyword(s):  
Human Resources ◽  
Work Engagement ◽  
Quantitative Research ◽  
Human Resources Management ◽  
Present Moment ◽  
Resources Management ◽  
Strategic Human Resources ◽  
School Year ◽  
State Of Mind ◽  
The Impact

AbstractA teacher’s work during the school year should be seen as a marathon or as a sprint? This paper intends to contribute to the expanding body of literature on the work-engagement issues of education employees from a perspective of strategic human resources management. It investigates how the length of their working contracts influences the level of engagement shown for their work. It was assumed that the existence of an indefinite or a fixed-term work contract brings up aspects such as stability, predictability and coherence for a teacher’s work, all thought to be parts of a positive engagement state of mind. Nevertheless, the acknowledgement and the acceptance of a short time collaboration could bring just as good results if the focus remains on the present moment. In order to gain a better understanding it was performed a quantitative research materialized in a questionnaire, answered by school teachers employed under both forms of contracts. The findings of this study are of value for any of the educational field stakeholders as the system’s human resources are the most valuable asset for a qualitative result. In the end, implications of a predominant engaged or disengaged stuff will be discussed and human resources management suggestions will be made.

Adoption and Success of E-HRM in European Firms

2009 ◽  
pp. 24-30 ◽  
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

Sign in / Sign up

Export Citation Format

Share Document