An Appraisal of the Effect of Training on Employee performance in an Organisation: A Theoretical Discussion.
The existing empirical evidence has indicated that training is an imperative administrative issue in any organisation. Thus, this study aims to appraise the effect of training on employee productivity in the organisation, since the major objective of training is to lead to employee’s productivity and organizational development. Based on the comprehensive review of reports, published research, and other relevant materials, this paper presented a logic-based and empirically-based conceptual discussion regarding the role of training in enhancing employee performance in the organisation. The finding of this research indicates that training plays a significant role in improving employee performance. Based on this finding, it is suggested that organisation should make training of employee an inevitable obligatory policy for every personnel. Therefore, future researchers should direct their focus towards the role training play in enhancing employee performance as this will expand the scope of the existing body of knowledge.
Aguinis, H. (2009). Performance Management (2nd edition). Person Education, Inc., publishing as Prentice Hall.
Ahmad, S. & Shahzad, K. (2011). HRM and employee performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in Pakistan. African Journal of Business Management, 5 (13), 5249-5253.
Alavi, M., & Leidner, D. E. (2001). Knowledge management and knowledge management systems: Conceptual foundations and research issues. MIS quarterly, 107-136.
Ameeq-ul-Ameeq, H. F. (2013). Superior University Lahore. Journal of Business Studies Quarterly 2013; 4(4), 20-32.
Armstrong, M., & Baron, A. (2005). Managing performance: performance management in action. CIPD publishing.
Bartel, A. P. (1991). Employee training programs in US businesses. In Market Failure in Training? (pp. 99-134). Springer, Berlin, Heidelberg.
Bartel, A. P. (1994). Productivity gains from the implementation of employee training programs. Industrial relations: a journal of economy and society, 33(4), 411-425.
Bishop, J. H. (1990). Job performance, turnover, and wage growth. Journal of Labor Economics, 8(3), 363-386.
Bollinger, A. S., & Smith, R. D. (2001). Managing organizational knowledge as a strategic asset. Journal of knowledge management, 5(1), 8-18.
Boyne, G.A., Farrell, C, Law, J, Powell, M., & Walker R.M. (2003). Managing the Public Service: Evaluating Public Management Reforms. Open University Press, Buckingham.
Campbell, J. P. (1990). Modelling the performance prediction problem in industrial and organizational psychology. In M. Dunnette and L. M. Hough (eds.), Handbook of Industrial and Organizational Psychology (Vol. 1, 2nd edn., pp. 687-731). Palo Alto, CA: Consulting Psychologists Press.
Campbell, J. P. McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. Personnel selection in organizations. New York: Lawrence Erlbaum Associates, Taylor & Francis Group.
Cascio, W. F. (2000). Costing human resources: The financial impact of behavior in organizations, (4th ed.). Boston, MA: PWS-Kent Publishing Company.
Colarelli, S. M., & Montei, M. S. (1996). Some contextual influences on training utilization. The Journal of Applied Behavioral Science, 32(3), 306-322.
Cole, G. A. (1997). Personnel Management 4th ed. Ashford Colour Press, Gasport Great Britain.
Cole, G. A. (2002). Personnel and Human Resource Management. 5th Edition. Continuum Publisher, London.
DeCenzo, D. A. & Robbins, S. P. (2001). Human Resource Management. 7th edition, Wiley.
Deckop, J. R., Konard, A. M., Perlmutter, F. D & Freely, J. L. (2006). The effect of human resource management practices on the job retention of former welfare clients. Hum. Resour. Manage., 45(4), 539-559.
Divine, M. B. (2017). Impact of Training and Development on Staff Productivity in Local Government Administration in Nigeria. Sahel Analyst: Journal of Management Sciences, 15(7), 1-12.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.
Garavan, T. N., Costine, P., & Heraty, N. (1995). Training and development in Ireland: context, policy, and practice. Cengage Learning EMEA.
Harrison, R. (1993). Diagnosing Organizational Culture: Trainer’s Manual. Amsterdam: Pfeiffer & Company.
Holzer, H. J., Block, R. N., Cheatham, M., & Knott, J. H. (1993). Are training subsidies for firms effective? The Michigan experience. ILR Review, 46(4), 625-636.
Iqbal, N., Ahmad, N., & Javaid, K. (2014). Impact of Training on Employee Performance in the context of Telecommunication sector of DG Khan,(Pakistan). International letters of social and humanistic sciences, 6(1), 60-73.
Ismail, A., Majid, A. H. A., Rahman, M. A., Jamaluddin, N. A., Susantiy, A. I., & Setiawati, C. I. (2018). Aligning Malaysian SMEs with the Megatrends: The Roles of HPWPs and Employee Creativity in Enhancing Malaysian SME Performance. Global Business Review, 0972150918811236.
Ivancevich, J. M. (2010). Human Resource Management 8th ed. Boston: Irwin McGraw-Hill.
Kanfer, R. (1990). Motivation theory and industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd edn., Vol. 1, pp. 75–170). Palo Alto, CA: Consulting Psychologists Press.(accessed May 02 2018).
Langer, N., & Mehra, A. (2010). How Training Jump-Starts Employee Performance. Indian Management, 49(6), 14-18.
MacDuffie, J. P., & Kochan, T. A. (1995). Do US firms invest less in human resources?: training in the world auto industry. Industrial Relations: A Journal of Economy and Society, 34(2), 147-168.
Manju, S., & Suresh, B. H. (2011). Training Design Interventions and Implications for the Productivity Effectiveness. Synergy (0973-8819), 9(1).
McConnell, C. R. (2003). The Manager's Approach to Employee Performance Problems. The Health Care Manager, 22 (1) 63-69.
Murphy, K. R. (1989). Dimensions of job performance. In Dillon R, Pellingrino J (Eds.), Testing: Applied and theoretical perspectives (p. 218-247). New York: Praeger.
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.
Nodler, L. Ed. (1984). The Handbook of Human resourses Development. John Wiley and Son, New York
Noe, R. A., & Peacock, M. (2002). Employee training and development.
Raghuram, S. (1994). Linking staffing and training practices with business strategy: A theoretical perspective. Human Resource Development Quarterly, 5(3), 237-251.
Rama-Devi, V., & Shaik, N. (2012). Evaluating training & development effectiveness-A measurement model.
Roe, R. A. (1999). Work performance: A multiple regulation perspective. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology, 14, 231–335. Chichester: Wiley (accessed May 02 2018).
Saks, A. (2015). Managing Performance Through Training & Development, (Canadian ed.). Nelson Education.
Sims, R. R. (1998). Reinventing training and development. Greenwood Publishing Group.
Tai, W. T. (2006). Effects of training framing, general self-efficacy and training motivation on trainees' training effectiveness. Personnel Review, 35(1), 51-65.
Tams, S. (2008). Constructing self-efficacy at work: a person-centred perspective. Personnel Review, 37(2), 165-183.
Wright, P. C., & Geroy, G. D. (2001). Changing the mindset: the training myth and the need for world-class performance. International Journal of Human Resource Management, 12(4), 586-600.
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.