AMBER – ABBS Management Business and Entrepreneurship Review

Open Access Open Access  Restricted Access Subscription Access

A Contemporary View on Employee Training and Development that Plays a Strategic Role in Organisational Performance at a Service-Based Firm


Affiliations
1 Sharda University, Uzbekistan
 

The employee training and development on the organizational effectiveness is investigated. The study establishes the association among training and development and organizational efficiency to highlight the advantages of training and development at service based firm; and to measure the effect of training and development in organizational efficiency. The data is collected by a structured questionnaire was distributed to the employees in the service based firm and the sample size (N=100) is collected. The research concluded that increasing job satisfaction and reducing the turnover of employees benefit training and development. The study’s result may be helpful in implementing successful workforce development programs that foster cherished ideals of the company. Due to time constraint it was not possible to interact with employees in detail. The answers given by the respondents may be biased due to the disinterest on their part.

Keywords

Employee Training and Development, Organizational Effectiveness, Organizational Performance, Organizational Sustainability, Etc.
User
Notifications
Font Size

  • • Abdullateef Ameen and Mohd NazriBaharom (2019), “An Appraisal of the Effect of Training on Employee performance in an Organization” 2321-8819, 7(3).

  • • Akter, N. (2016). Employee Training and Employee Development Is the Predictors of Employee Performance; A Study on Garments Manufacturing Sector in Bangladesh. 18 (11), 48–57.

  • • Alvarez, K., Salas, E., &Garofano, C. M. (2004).An integrated model of training evaluation and effectiveness. Human resource development Review, 3(4), 385-416.

  • • Anjum, S., & Ali, T. (2018).Role of Effective Training and Development Programs in Achieving High Professional Performance in Asian Banking Industry. Journal of Finance, Accounting and Management, 9(2), 1-10.

  • • Aragón-Sánchez, A., Barba-Aragón, I., &Sanz-Valle, R. (2003).Effects of training on business results1. The International Journal of Human Resource Management, 14(6), 956-980.

  • • Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied psychology, 88(2), 234.

  • • Asfaw, A. M., Argaw, M. D., &Bayissa, L. (2015). The impact of training and development on employee performance and effectiveness: A case study of District Five Administration Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), 188.

  • • Barber, J. (2004). Skill upgrading within informal training: lessons from the Indian auto mechanic. International Journal of Training and Development, 8(2), 128-139.

  • • Birdi, K. S. (2005). No idea? Evaluating the effectiveness of creativity training. Journal of European Industrial Training, 29(2), 102-111.

  • • Burke, L. A., & Hutchins, H. M. (2007). Training transfer: An integrative literature review. Human resource development review, 6(3), 263-296.

  • • Burke, M. J., & Day, R. R. (1986).A cumulative study of the effectiveness of managerial training. Journal of applied Psychology, 71(2), 232.

  • • Chand, M., &Ambardar, A. (2010). Training and development practices in Indian hotel industry: An empirical investigation. International Journal of Development Studies, 2(4), 118-128.

  • • Chimote, N. K. (2010). Training Programs: Evaluation of Trainees’ Expectations and Experience. IUP Journal of Organizational Behavior, 9(3).

  • • Costen, W. M., & Salazar, J. (2011). The impact of training and development on employee job satisfaction, loyalty, and intent to stay in the lodging industry. Journal of Human Resources in Hospitality & Tourism, 10(3), 273-284.

  • • Dysvik, A., &Kuvaas, B. (2008). The relationship between perceived training opportunities, work motivation and employee outcomes. International Journal of Training and Development, 12(3), 138-157.

  • • Kenny, S. (2019). Employee productivity and organizational performance: A theoretical perspective.

  • • Laing, I. F. (2009). The impact of training and development on worker performance and productivity in public sector organizations: A casestudy of Ghana Ports and Harbours Authority (Doctoral dissertation).

  • • Nda, M. M., &Fard, R. Y. (2013).The impact of employee training and development on employee productivity. Global Journal of commerce and management perspective, 2(6), 91-93.

  • • Ng, Y. C., &Siu, N. Y. (2004). Training and enterprise performance in transition: evidence from China. The international journal of human resource management, 15(4-5), 878-894.

  • • Nolan, C. T., &Garavan, T. N. (2016). Human resource development in SMEs: a systematic review of the literature. International Journal of Management Reviews, 18(1), 85-107.

  • • Obi-Anike, H. O., &Ekwe, M. C. (2014). Impact of training and development on organizational effectiveness: Evidence from selected public sector organizations in Nigeria. European Journal of Business and Management, 6(29), 66-75.

  • • Panneerselvam, K. (2018). Employee Training and Development and the Learning Organization. International Journal of Advanced Scientific Research & Development (IJASRD), 5(3), 489-492.

  • • Quartey, S. H. (2012). Effect of employee training on the perceived organisational performance: A case study of the print-media industry in Ghana. Human Resource Management (HRM), 4(15).

  • • Rama Devi, V., & Shaik, N. (2012).Evaluating training & development effectiveness-A measurement model.

  • • Rasool, H., Bashir, F., &Nasir, Z. M. (2015). The other side of goal orientation and training outcomes: Mediating role of training motivation. Journal of Service Science and Management, 8(05), 726.

  • • Song, J. H., Kim, H. M., & Kolb, J. A. (2009).The effect of learning organization culture on the relationship between interpersonal trust and organizational commitment. Human Resource Development Quarterly, 20(2), 147-167.

  • • Sundaray, B. K. (2011). Employee engagement: A driver of organizational effectiveness. European Journal of Business and Management, 3(8), 53-59.

  • • Thomas, G. (2008). Enriching Human Capital Through Training & Development. Indian Journal of Industrial Relations, 44(1), 130-132.

  • • Valerio, A., Parton, B., & Robb, A. (2014). Entrepreneurship education and training programs around the world: dimensions for success. The World Bank.

  • • Vemic, J. (2007). Employee training and development and the learning organization. FACTA UNIVERSITATIS Series: Economics and Organization, 4(2), 209-216.

  • • Widodo, J., Rahman, M., &Prihatin, T. (2015).Effectiveness of Participatory Training Model for Development of Cognitive Ability in Scientific Articles Writing as Research Results. International Journal of Innovation, Management and Technology, 6(4), 290.

  • • Yadapadithaya, P. S., & Stewart, J. (2003). Corporate training and development policies and practices: a cross national study of India and Britain. International Journal of Training and Development, 7(2), 108-123.


Abstract Views: 217

PDF Views: 135




  • A Contemporary View on Employee Training and Development that Plays a Strategic Role in Organisational Performance at a Service-Based Firm

Abstract Views: 217  |  PDF Views: 135

Authors

K. Sankar Ganesh
Sharda University, Uzbekistan

Abstract


The employee training and development on the organizational effectiveness is investigated. The study establishes the association among training and development and organizational efficiency to highlight the advantages of training and development at service based firm; and to measure the effect of training and development in organizational efficiency. The data is collected by a structured questionnaire was distributed to the employees in the service based firm and the sample size (N=100) is collected. The research concluded that increasing job satisfaction and reducing the turnover of employees benefit training and development. The study’s result may be helpful in implementing successful workforce development programs that foster cherished ideals of the company. Due to time constraint it was not possible to interact with employees in detail. The answers given by the respondents may be biased due to the disinterest on their part.

Keywords


Employee Training and Development, Organizational Effectiveness, Organizational Performance, Organizational Sustainability, Etc.

References