scholarly journals EMPLOYEE TRAINING AND DEVELOPMENT AS A MODEL FOR ORGANIZATIONAL SUCCESS

2020 ◽  
Vol 5 (3) ◽  
pp. 181-189
Author(s):  
Oduwusi Oyewole Oluwaseun
Keyword(s):  
Service Delivery ◽  
Organizational Performance ◽  
Significant Relationship ◽  
Employee Performance ◽  
Employee Training ◽  
Training And Development ◽  
Organizational Success ◽  
Organizational Growth ◽  
Improved Performance

This article reviewed employee training and development as a model for organizational performance and effectiveness. The various literatures reviewed on the topic in question showed that, training and development had positively correlated and claimed statistical significant relationship with employee performance and effectiveness and can advance organizational growth and success. In order to improve employee training and development as well as improved performance and service delivery, it is recommended that management should increase the number of employees taking part in training and development.

scholarly journals Training and development methods and organizational performance: A case of the local government organization in Central Region, Ghana

2021 ◽  
Vol 2 (1) ◽  
pp. 35-53
Author(s):  
Godson Kwame Amegayibor ◽  
Keyword(s):  
Local Government ◽  
Service Delivery ◽  
Organizational Performance ◽  
Significant Relationship ◽  
Training And Development ◽  
Job Rotation ◽  
Government Sector ◽  
Job Orientation ◽  
Municipal Assembly ◽  
Development Methods

Abstract Purpose: Is to investigate the relationship between training and development (T&D) methods and organizational performance in the local government sector, as well as contribute to knowledge. Research Methodology: The study employed a quantitative approach and correlation design, a census sampling method to sample 215 employees, a structured questionnaire to collect data, multiple linear regression to test hypotheses, and the Statistical Package for Social Science (SPSS) version 20 to input, transform and analyze the data. Result: The result shows that training and development (T & D) methods (job orientation, job rotation, workshop & conference, and classroom lectures) had a significant relationship with organizational performance. The findings also revealed that training and development (T & D) methods (job orientation, workshop & conference, and classroom lectures) have a significant relationship with the quality of service delivery. However, job rotation has no relationship with quality service delivery. Limitation: The study's main weakness is that it only looked at four different training and development methods and their impact on organizational performance and service quality. Another flaw in the study is that it only looked at one metropolitan assembly. Contribution: In this regard, metropolitan and municipal assembly executives and managers should consider employing training and development methods that provide stronger predictions to boost the organization’s performance and delivery of quality services to communities. They should train and develop employees within the organization as soon as political power changes hands to enhance organization performance because policy adherence is critical to the organization's performance.

scholarly journals The role of employee performance mediation on organizational performance

2021 ◽  
Vol 8 (6) ◽  
pp. 585-594
Author(s):  
Efi Herawati ◽  
Syamsurijal Tan ◽  
Tona Aurora Lubis ◽  
M. Syurya Hidayat
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Employee Performance ◽  
Employee Training ◽  
Training And Development ◽  
Performance Training ◽  
Certification Testing ◽  
Pls Analysis ◽  
Testing Center

This study aimed to analyze the effect of employee training and development, motivation, work environment, employee competence on employee performance, and organizational performance. This study also aims to analyze employee performance as a mediating variable on organizational performance. The method of this research used SEM-PLS analysis. This research used all civil servants employees in The Regional Technical Implementing Unit for Goods Quality and Certification Testing Center (UPTD BPSMB) of the Jambi Province, Indonesia. This research concluded that Organizational performance is influenced by motivation, employee competence, work environment, and employee performance. Training and development, motivation, and work environment affect employee performance.  Training and development, employee competence, work environment affect organizational performance mediated by employee performance. However, the influence of motivation on organizational performance cannot be mediated by employee performance

scholarly journals The Impact of Employee Commitment and Satisfaction on Training Effectiveness

2021 ◽  
Vol 6 (1) ◽  
pp. 147
Author(s):  
Rumaizah binti Che Md Nor ◽  
Norlina Mohamed Noor ◽  
Sueb Ibrahim ◽  
Hannah Shahirah Shahril Anwar ◽  
Muhammad Akmal Mohamad Azlan
Keyword(s):  
Significant Relationship ◽  
Return On Investment ◽  
Employee Satisfaction ◽  
Employee Training ◽  
Employee Commitment ◽  
Training And Development ◽  
Training Effectiveness ◽  
Significant Difference ◽  
The Impact ◽  
And Training

Employee training and development are essential tools for anorganization’s continuing growth and productivity. Training and development provide benefits to both the individual and organization as a whole that make the cost and time a worthwhile investment. Thus, thesuccess of employee training and development in an organization can only be quantified in a financial term as return on investment (ROI). The main aim of this study was to investigate the impact of employee commitment and satisfaction on training effectiveness. This study utilized quantitative approach in gathering the data. A total of 100 public sector employees participated in this study. The data were analyzed using the IBM SPSS Statistics software. The findings indicate the existence of a significant relationship between employee satisfaction and training effectiveness but there was no significant relationship between employee commitment and training effectiveness. The findings also indicate that there was a significant difference between employee satisfaction and training effectiveness in relation to gender and working experience. However, there was no significant difference between employee satisfaction and trainingeffectiveness in relation to marital status, age, race and education level. From these findings of the study, organizations will be able to identify employee needs for training and development. Organizations will also find this study useful in formulating their internal policies for training and development to gauge training effectiveness and of course, increase return on investment.

scholarly journals Impact of Telecommuting on Employees’ Performance

2018 ◽  
pp. p54
Author(s):  
Uchenna Onyemaechi ◽  
Uruakpa Peter Chinyere ◽  
Uche Emmanuel
Keyword(s):  
Service Delivery ◽  
Significant Relationship ◽  
Positive Relationship ◽  
Employee Performance ◽  
Rank Correlation ◽  
Quality Of Work ◽  
Work At Home ◽  
The Impact ◽  
At Home

This work examined the impact of telecommuting on employees’ performance. The dynamic nature of the environment in which our organizations operate and customers need made this investigation very necessary. The objectives of the study were; to find out if arrangement that enables employee to work at home has a positive relationship with better quality of work and to ascertain whether an arrangement that allows employee to work at agreed location has significant relationship with speedy service delivery. To achieve the objectives, a survey research design was adopted. The techniques employed in analyzing the data were descriptive statistics and spearman rank correlation coefficient. The results indicated that the arrangement that enables employee to work at home has a weak and positive relationship with better quality of work. It was also found that arrangement that allows employee to work at agreed location has a significant relationship with speedy service delivery. Based on the findings, the researcher concluded that telecommuting has impact on employee performance. It was recommended that managers of telecommunication out-fits should continue with the arrangement that allows employees to work at agreed location since it was found to have significant relationship with speedy service delivery but also ensure that, there is a strong mechanism on ground to monitor the activities of the telecommuters.

EMPLOYEE PERFORMANCE APPRAISAL AND ITS IMPLICATION FOR INDIVIDUAL AND ORGANIZATIONAL GROWTH

2012 ◽  
Vol 01 (09) ◽  
pp. 92-97
Author(s):  
Chris Obisi
Keyword(s):  
Competitive Advantage ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Appraisal System ◽  
Organizational Growth ◽  
Management By Objectives ◽  
Effective Performance ◽  
Invaluable Tool ◽  
The Individual

Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. The inability of organization to install an effective performance appraisal strategy has hindered them from achieving competitive advantage which they require more now than ever before. Appraisal processes are not systematic and regular and often characterized by personal influences occasioned by organizations preoccupation to use confidential appraisal system which hinders objectivity and fairness. Often organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. 360 degrees appraisal method whereby superiors and the appraise their subordinates, subordinates appraise their superior and the appraisee appraise himself or herself and the average of all the appraisal taken to arrive at the final appraisal outcome should be now be considered by organizations. Also post appraisal counseling whereby the appraisal outcomes are analyzed to explain strengths and weaknesses and set agenda for better future performance. Organizations should stop giving less attention to the evaluation of their employees and recognize that organizational training needs can only be identified from performance appraisal outcomes. It is an invaluable tool but in the hands of human resource management officers to continuously evaluates and audits the performance of its employees in other to help organizations win competitive advantage.

scholarly journals Training-performance relationship: A Study of Nepalese Banking Sector

2017 ◽  
Vol 8 ◽  
pp. 31-41
Author(s):  
Dhruba Lal Pandey
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Survey Design ◽  
Employee Performance ◽  
Development Program ◽  
Cross Sectional ◽  
Organizational Growth ◽  
Training Performance ◽  
Training Techniques ◽  
Relationship Of

Training is one of the dominant techniques of management development program in modern organizations. Substantial number of studies on human resource management literature focuses the relationship between training and employee performance with its broader implication on organizational growth and profitability particularly the training effect in gaining sustained competitive advantages. This study aims to test the hypothesized relationship of training and organizational performance in Nepalese banking sector. A survey design approach was applied. Ten commercial banks were selected randomly and 230 respondents from various banks participated in the survey. Likert scale questions were used for getting responses. Multiple regression analysis, ANOVA, and simple descriptive statistics were used for data analysis. All training techniques taken individually and in group (formal, informal) were regressed on turnover growth. The study result confirmed that the both incidence and intensity of training has strong effect on organizational performances particularly the turnover growth. Interestingly the study found that the firms investing predominantly in formal training better performed than those relying on informal training. However, the firm size, organization structure and technology have moderating effect on training-performance relationship stressing for requisites of further research to confirm the cross sectional validity of findings rather than to its early generalizations.The Saptagandaki Journal Vol.8 2017: 31-41

scholarly journals Critical motivational factors for enhancing employee performance in construction firms based on correlation and principal component analyses

2020 ◽  
Vol 39 (3) ◽  
pp. 647-653
Author(s):  
M.B. Zailani ◽  
A.G. Ibrahim ◽  
Y. Bahago
Keyword(s):  
Organizational Performance ◽  
Work Performance ◽  
Employee Performance ◽  
Principal Component ◽  
Influential Factors ◽  
Motivational Factors ◽  
Employee Productivity ◽  
Construction Firms ◽  
The Difference ◽  
Improved Performance

Over the years, construction firms have often hinged their success on the effective motivation of their employees so as to ensure productivity and improved performance. Previous studies noted that various factors affect the motivational level of employees with regards to work performance. However, due to the difference in employee needs, not all motivational factors have influence on employees’ performance. This study sets out to assess the influence of motivational factors on the performance of employees in construction firms. The study aim was achieved through the identification and assessment of critical motivational factors (intrinsic and extrinsic) in the Nigerian construction firms. Perceptual data was collected from employees of selected construction firms using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics. Motivational factors were ranked based on respective mean scores from the most to the least influential. Extrinsic motivational factors such as promotion when due, availability of resources and provision of transportation for employees were found to be the most influential factors on performance. Whereas, constant supervision was found to have the least influence on performance. Findings of the study provides construction firms with empirical data on factors that influence the motivation level of employees with a view to optimizing employee productivity. It is recommended that construction firms should pay close attention to the peculiar needs of respective employees which aids in optimizing organizational performance. Keywords: Motivation, Employee performance, construction firms, critical factors

THE EFFECT OF TRAINING ON EMPLOYEE PERFORMANCE

2021 ◽  
Author(s):  
Oksana Khilukha
Keyword(s):  
Employee Performance ◽  
Corporate Training ◽  
Employee Training ◽  
Employee Development ◽  
Training And Development ◽  
Training Methods ◽  
Knowledge And Skills ◽  
Close Relationship ◽  
General Improvement ◽  
Key Variables

As companies try to survive in the violent changing market, strong emphasis must be laid on human capital to be competitive and financially solvent. Though there are other determinants that affect organizations’ success; organizations must possess productive employees. Training and development are an important process that seeks to improve employees' performance in the organization. Employees development is one of the most critical business projects. Employees development includes lifelong training of employees, which gives them knowledge and skills, abilities and experience; advanced training of employees, which help to improve the professional knowledge and skills of employees; employees' retraining, which help in any professional reorientation. Training presents a particular skill to do a specific task, while development deals with general improvement and individual talent growth through understanding and unconscious learning. Employee performance means developing the skills of an employee and the organization as a whole. Hence, there is a close relationship between employee training and employee performance. When companies are willing towards the employee development activities, the employees work hard; use their full abilities and energies to achieve the organizations' goals. This paper investigates the theoretical structure & models related to employee training and its effect on employee performance. The key variables identify related to employee performance. The article examines that corporate training should focus on improving an employee's knowledge and abilities. As a result, general and specific professional competencies meet the modern needs of the state, society, labor market, and personal potential. The strategy's main priorities are developing levels of education, determining the frequency of training, increase educational and methodical support of training. As a result, employee development will affect organizational effectiveness. The process of corporate employee training includes determining the need for employee development. It defines training objectives, determining the content of programs and the choice of training methods, setting requirements for the employee, creating a training budget, and evaluating the training process's effectiveness.

scholarly journals Assessing the impact of change management on employee performance

2021 ◽  
Vol 10 (4) ◽  
pp. 525-534
Author(s):  
Udeme Archibong ◽  
Umar Abbas Ibrahim
Keyword(s):  
Service Delivery ◽  
Change Management ◽  
Organizational Performance ◽  
Employee Performance ◽  
Academic Staff ◽  
Descriptive Survey ◽  
The Impact ◽  
The Relationship ◽  
Structured Questionnaire

This article assessed the impact of change management on employee performance with evidence from Nile University of Nigeria. This study made use of a descriptive survey research design. Burke Litwin model of organizational change was adopted for this study because the model explains the linkages between variables and individual and organizational performance. The population consists of 1,400 staff (Academic and Non-Academic) staff of Nile University of Nigeria Abuja. Stratified random sampling techniques were employed to select the sample size of 311 from the population. Regression analysis was used to analyze the data that was collected using a five-point likert scale structured questionnaire. The results showed that Change in organizational structure has a significance on the quality of employee service delivery in Nile University of Nigeria, there is a relationship between technological change and quality of employee service delivery in Nile University of Nigeria even though the relationship was not very strong. Leadership change significantly influences the quality of employee service delivery at Nile University of Nigeria. Human resource is an important internal strength of every organization and a source of competitive advantage, the study, therefore, recommended amongst others that organizations should communicate details of the change to the employees to minimize resistance.

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