Impact of Training and Development on Employee Performance

2017 ◽  
Vol 4 (3) ◽  
pp. 53-68 ◽  
Author(s):  
Alsharif S Abogsesa ◽  
Geetanjali Kaushik
Keyword(s):  
Job Performance ◽  
Turnover Rate ◽  
Employee Performance ◽  
Training And Development ◽  
Training Needs ◽  
Job Turnover ◽  
Participant Selection ◽  
Evaluation Of Training ◽  
The Impact ◽  
Effective Procedures

This article was aimed at investigating the impact of training and development on employee performance and productivity in Jumhuria bank. Interviews were conducted with employees. It was observed that there was a lack of a comprehensive system for assessing the training needs, participant selection and effective procedures for their evaluation. Further the evaluation of training was poor and only for namesake. Also, rather than playing highly proactive role training was just reactive in nature. It was also found that training and development was highly relevant and effective in improving the staff member's knowledge, skills, behaviour and attitudes. training did not have any impact over innovation, absenteeism, job turnover rate and job satisfaction. Nevertheless, training increased the employee's job performance and productivity. It was observed that the process of training and development was associated with various problems.

scholarly journals The Impact of Training and Development on Job Performance in Ugandan Banking Sector

2015 ◽  
Vol 6 (2) ◽  
pp. 65 ◽  
Author(s):  
Kanyesiga Johnson Amos ◽  
Bazinzi Natamba
Keyword(s):  
Job Performance ◽  
Banking Sector ◽  
Evaluation Process ◽  
Training And Development ◽  
Training Needs ◽  
Knowledge Application ◽  
Independent Variables ◽  
Training Technique ◽  
The Impact ◽  
The Relationship

The study examined the impact of training and development on job performance in the Banking sector in Uganda among the selected four banks of Equity Bank, Bank of Africa, Barclays Bank Uganda and Centenary Bank and specifically looked at the relationship between training needs identification, training methods, monitoring, evaluation of training and job performance in the banking sector in Uganda. The study used correlation research design to address the relationship between variables. The study involved managers, heads of departments at each bank and employees. Data was collected using questionnaires to facilitate quantitative approaches in the study. Data was analyzed at three levels that is; univerariate, bi-variate and multi-variate. Univeriate analysis fetched descriptive statistics in form frequencies and percentages while bivariate analysis obtained correlations between variables. At multivariate level a logistic regression model was used to ascertain the magnitude of effect of each independent variable on the dependent variable. Study findings at a bi-variate level revealed a positive and significant relationship between the independent variables (identify training needs, identify training objectives, training content, on the job training technique, off the job training technique, skills application and Knowledge application) and the dependent variable (job performance). At the multi-variate level, it was revealed that all independent variables except knowledge application in the training and evaluation process explain 69% of job performance in the model. It was concluded that identification of training objectives, identification of training objectives and skills application have a positive significant effect on job performance in the banking sector in Uganda. It was therefore recommended that there is need to need to streamline the needs assessment process before the training process, endeavor to clearly define training objectives and have a strict monitoring and evaluation process on trainees.

The impact of family roles on employee’s attitudes and behaviors

2016 ◽  
Vol 35 (5) ◽  
pp. 623-635 ◽  
Author(s):  
Scott L Boyar ◽  
Teresa A. Wagner ◽  
Amanda Petzinger ◽  
Ronald B. McKinley
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Structural Model ◽  
Employee Performance ◽  
Performance Data ◽  
Family Roles ◽  
Content Type ◽  
Hiring Process ◽  
Core Self ◽  
The Impact

Purpose – The purpose of this paper is to examine two important family roles, financial and caregiver, and their impact on four relevant outcome variables: absenteeism, partial absences, employee performance, and life satisfaction; they also explore the intervening impact of core self-evaluations (CSE) among these relationships. Design/methodology/approach – Data are collected using a questionnaire and actual employee performance data. Hypotheses were assessed in a structural model using LISREL. Findings – The results demonstrate the impact of family roles on important outcomes, such as absenteeism and life satisfaction, as well as limited support of the moderating impact of CSE. Further, life satisfaction was significantly impacted by family roles and influenced job performance. Research limitations/implications – Although the measures were self-reported, actual job performance data were collected from company records; such a design should limit the risk of common method variance (Podsakoff et al., 2003). Practical implications – Two family roles were shown to impact life satisfaction and these were positively moderated by CSE. Therefore, organization can develop family-friendly programs and policies to support employee’s multiple family roles in an effort to increase employee’s levels of life satisfaction and job performance. Incorporating CSE in the hiring process or providing employees with the skills and abilities to enhance their level of CSE should impact job performance. Originality/value – The study contributes by assessing family roles using gender-neutral measures that assess level of role engagement. It also incorporates a dispositional variable, CSE, and its relation to family roles and job performance.

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 Reward on Employee Performance (A Case Study of Malakand Private School)

2015 ◽  
Vol 52 ◽  
pp. 95-103 ◽  
Author(s):  
Muhammad Ibrar ◽  
Owais Khan
Keyword(s):  
Job Performance ◽  
Private School ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Reward System ◽  
Performance Impact ◽  
School Study ◽  
The Impact ◽  
Regression Tests

Purpose: The aim of this study is to investigate how to employee performance impact on reward in private school. The study also aims to show how to employee improve the performance has in reward system. Design/methodology/approach: Questionnaire is used as instrument and 100 questionnaires were used to check the respondent’s opinion. Findings: descriptive analysis, correlation and multiple regression tests were applied for data analysis. Conclution: Study concludes that there is positive relationship between rewards (extrinsic and intrinsic) and employee’s job performance. Most of the organizations implement rewards system to increase the job performance and job satisfaction. Originality/value: By reviewing the different finding that the reward and employee performance. the contribution of this paper is to look at how to finding the effective solution of employee performance will be in reward system inter-organisational and school. Study of paper: The study of this paper is exploratry is qualitative study of research.

scholarly journals An Assessment on the Impact of Training and Development on Employees’ Performance in the Namibian Defence Force at Okahandja

2020 ◽  
Vol 10 (3) ◽  
pp. 153
Author(s):  
Ingrid Zemburuka ◽  
Fanuel Dangarembizi
Keyword(s):  
Employee Performance ◽  
Training And Development ◽  
Development Programs ◽  
Continuous Training ◽  
Organizational Mission ◽  
Descriptive Research ◽  
Cost Cutting ◽  
Training Development ◽  
Training Activities ◽  
The Impact

The study focused on assessing the impact of training and development on employee performance in the Namibia Defence Force (NDF) at Okahandja. Since its inception, the NDF has been providing continuous training and development programs to pursue the organizational mission & vision. Sadly, for the past two (2) years when the organization started facing financial challenges; it suspended most of its training activities both internal and external. This, in turn, has affected employees’ performance who should be continuously trained during peacetime to upgrade their skills, knowledge, and competencies needed to perform their duties professionally. The study employed descriptive research design to draw a sample of 100 employees from a population of 500 employees. Correlation analysis was used to establish relationship between training, development, and employee’s performance. The study found out that there was positive relationship between training and development with employee’s and NDF performance. It also revealed that employee’s performance increased the way the NDF staffs works with other government agencies across the country. Therefore, the NDF should seek to prioritize their training and development (T&D) programmes based on the training budget and avoid random cost cutting. 

Impact of Training & Development Programs on Working Proficiency of Employees in Rajasthan: Engaged in Technical and Professional Institutions

2019 ◽  
pp. 1171-1178
Author(s):  
Preeti Kulhari ◽  
Vinita Agarwal
Keyword(s):  
Human Resource ◽  
Positive Impact ◽  
Employee Performance ◽  
Training And Development ◽  
Education Sector ◽  
Primary Data ◽  
Success Factor ◽  
Public And Private Sector ◽  
The Impact

The quality of Human Resource of any organization is regarded as an asset as well as a success factor. So every organization must improve the quality of Human Resource by investing time as well as resources. This can be achieved through the process of training. Training positively affects the job performance of the employees. Training plays an important role in inculcating positive changes in skill, knowledge and attitudes. So in today's fast changing world regarding technology and environment, training and development programmes are very essential to improve the performance of the employees at each and every level. Training is very necessary in Education sector also. This paper aims to determine the relationship between training and its impact on the performance of the employees in the education sector of Rajasthan. This study assesses whether training has positive impact on employee performance or not. For this study, a questionnaire was designed with structured questions to collect primary data from employees of various public and private sector institutions. In this paper, the impact of training and development on the working efficiency of employees especially in technical and professional institutes of Rajasthan .We all know that Education Industry is a growing industry now, where numerous private institutes have been opened so proper development of faculty as well as students has become an indispensable part since they are the future of our country.

Evaluation of Training

1978 ◽  
Vol 3 (4) ◽  
pp. 289-300
Author(s):  
Udai Pareek
Keyword(s):  
New York ◽  
San Francisco ◽  
Evaluation System ◽  
Training Programs ◽  
Management Training ◽  
Training And Development ◽  
Evaluation Of Training ◽  
American Society ◽  
American Management Association ◽  
The Impact

Though a good amount of money is spent on training, very little attention is paid to evaluation of training. This paper reviews some of the recent publications on this vital issue. Books Reviewed Anderson, S.B.; Ball, S.; and Murphy, R.T., Encyclopedia of Educational Evaluation: Concepts and Techniques for Evaluating Education and Training Programs (San Francisco: Jossey Press, 1975). Hamblin, A.C., Evaluation and Control of Training (London: McGraw-Hill, 1974). Kirkpatrick, Donald L.(ed.), Evaluating Training Programs (Madison: American Society for Training and Development, 1975). Tracey, William R., Evaluating Training and Development Systems (New York: American Management Association, 1968). Training Evaluation System: Branch Manager Programme�A Study on the Impact of Training on Branch Managers (Hyderabad: State Bank Staff College, n.d.). Warr, Peter; Bird, Michad; and Rackham, Neil, Evaluation of Management Training (London: Grower Press, 1970). Whitelaw, Malt The Evaluation of Training: A Review (London: Institute of Personnel Management 1978).

scholarly journals A study on the impact of Job Satisfaction on Job Performance of Employees working in Automobile Industry, Punjab, India

2017 ◽  
Vol 9 (1) ◽  
pp. 117
Author(s):  
Shaju. M. ◽  
Subhashini Durai
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Automobile Industry ◽  
Social Factors ◽  
Employee Performance ◽  
Exploratory Research ◽  
Business World ◽  
And Performance ◽  
The Impact

Performance evaluation is a major measure adopted by the organizations in evaluating the quantitative and qualitative contributions rendered by their employees. The competitive and employee oriented business world has now joined hands with the HR department in assisting and managing employee performance. Psycho-social factors of employees would be considered at various managerial levels for enhancing employees’ job performance. Job satisfaction is such a psychological attribute, whose contribution to the concept of employee performance is much more. A satisfied employee would have an emotional bond with the organization and takes pride in their membership, which paves way to keep up industrial integrity and a high morale. This is an exploratory research, attempting to discover how the dimensions of job satisfaction are significantly related to the job performance of an employee. The data were collected from employees working in Automobile industry, Punjab having experience of above or below 10 years, so as to ensure relatively accurate responses on performance evaluation at different groups of employees in the Automobile industry. The result shows the existence of a positive correlation between the dimensions of job satisfaction and performance of employees at both supervisors and workers levels working in the Automobile industry.

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