This document summarizes a study on the effectiveness of human resources training programs for batik artisans in increasing productivity in the batik small industries of Jambi Province, Indonesia. The study found that training conducted by the Department of Industry and Trade was not effective at producing skilled craftsmen, as only a small percentage of trainees were deemed skilled after the training. Interviews and observations revealed shortcomings in the planning, implementation, and evaluation of the training programs. The document reviews theories on the objectives and indicators of effective training, as well as the factors that influence productivity. It concludes that well-planned training focused on developing skills, discipline, and business management abilities could help increase batik artisans' productivity if outputs meet quality,
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This study provides invaluable insights and information on the significance of training courses and their impact on the development of both government and business organizations. That is, the researcher highlights the relevance of training and development in the ever-changing world of service delivery, be it in private or public institution and particularly its relevance for the situation in the UAE. The study also brings out the problem statement, objectives, vision and the mission. The UAE witnesses an era of technological, social change, and unprecedented development in all spheres of life. To safeguard its sustainable development, appropriate and skilled human resources are essential to ensure the production of high quality and to implement more efficient and effective production processes based on new technologies. Thus, proactive human resources management is highly essential and highly required in the UAE in order to achieve the abovementioned change and to allow organizations in the UAE to meet the challenges today and in future. The study includes good practices in human resources management and training carried out by the various departments of human resources management throughout the world, especially in the developed countries. The study covers a range of issues about training of qualified staff and setting up training programs, to competence mapping and management development. Some of these issues have been presented at a number of seminars and workshops on human resources management and training from 2006 up to date
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This study provides invaluable insights and information on the significance of training courses and their impact on the development of both government and business organizations. That is, the researcher highlights the relevance of training and development in the ever-changing world of service delivery, be it in private or public institution and particularly its relevance for the situation in the UAE. The study also brings out the problem statement, objectives, vision and the mission. The UAE witnesses an era of technological, social change, and unprecedented development in all spheres of life. To safeguard its sustainable development, appropriate and skilled human resources are essential to ensure the production of high quality and to implement more efficient and effective production processes based on new technologies. Thus, proactive human resources management is highly essential and highly required in the UAE in order to achieve the abovementioned change and to allow organizations in the UAE to meet the challenges today and in future. The study includes good practices in human resources management and training carried out by the various departments of human resources management throughout the world, especially in the developed countries. The study covers a range of issues about training of qualified staff and setting up training programs, to competence mapping and management development. Some of these issues have been presented at a number of seminars and workshops on human resources management and training from 2006 up to date
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This study investigated training and development strategies on career growth of employees in
commercial banks in Nigeria via survey research design. Specifically, the units of analyses are employees of
four (4) commercial banks in four cities in Delta State. The instrument of data collection was questionnaire
which was administered to one hundred and nine (109) respondents, out of which one hundred and three (103)
were fully retrieved. T
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1. www.ijbcnet.com International Journal of Business and Commerce Vol. 6, No.02: [39-47]
(ISSN: 2225-2436)
Published by Asian Society of Business and Commerce Research 39
Effectiveness of Human Resources Training Crafters in Increasing
Productivity in the Batik Small Industries of Jambi Province
Prof. Dr. Mukhtar
Director and Lecturer in the Graduate Program IAIN STS Jambi Indonesia
Prof. Dr. Khairinal
Professor of the Faculty of Education Sciences University of Jambi Indonesia
Dr. Khairunas. R
Post-Graduate Doctoral Program IAIN STS Jambi Indonesia
Prof. Dr. Hapzi Ali, CMA
Professor of Graduate MercuBuana University Jakarta Indonesia
prof.hapzi@Gmail.Com
Abstract
The problem studied are small industries batik artisans who have skillfully executed after
training Department of Industry and Trade in Jambi Province. The purpose of this study
are: (1) Find phenomena have not been effective implementation of skills training in
improving business productivity batik, as well as educative cause of batik artisans have
not skilled batik, after training in batik centers, (2) Revealing why the effectiveness of
training conducted agency Perindstrian and trading in Jambi Province can not print a
skilled craftsman, (3) How pengembangkan training effectiveness in increasing business
productivity batik batik centers. The approach in this study using qualitative methods
through observation, interviews, and dokumetasi (triangulation) with a case study on
batik centers in East TanjungJabung, Jambi and Merangin district in Jambi Province.
The result is the average of batik artisan East TanjungJabung unskilled. Only 5 people
were categorized as skilled and unskilled 27 people. Jambi City, skilled 28 people and
unskilled 101 people. Kab. Merangin, skilled and unskilled 7 people 31 people. That the
cause has not been skilled artisans after mengikuiti training is planning immature,
recruiting, teaching staff has not selective, yet based on the Standard Operational
Training (SOP), discipline and motivation crafters low, training patterned project, yet
have a target, the training has not been systematically, and evaluation are qualitative
(ceremonial).
Keywords: Effectiveness of Training and Productivity
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(ISSN: 2225-2436)
Published by Asian Society of Business and Commerce Research 40
1. INTRODUCTION
One phenomenon that is never absent studied and researched in the management of businesses
both large industry and small and medium enterprises (SMEs), is the ability and quality of Human
Resources (HR) professionals, specialized wabil skill level or expertise in the operation.
These conditions encourage the government to conduct training that actually planned overcooked
and berkesisteman such conduct effective skills training. Large industries, including groups that are
already developed and developing, in contrast to small industries that have not developed and developing.
Advanced businesses need ongoing formation in the form of human resource development which
accompanied the achievement of effective work in improving the productivity of the business. While
small undeveloped industrial touches and requires special treatment through technical training because
they are in very limited conditions. Under these conditions, the increased productivity of businesses are
adequately be conducted technical training effectively by the government.
Knowledge gained through education and training is a necessity of life and human life both as
individuals and as a group masyaratat to improve the quality and skills of human resources (HR).
Training has been proven capable of developing human resource potential for the grace of Allah, and has
a powerful ability to develop the values of the Islamic work in the life of an increasingly demanding
competitive rivalry.
Convinced formal and informal education of the most fundamental and strategic as a vehicle for
the preparation of the resource in development (in the broad sense), of course the Muslims, especially the
educational institutions and prominent scholar should be called to appear as a pioneer and driving
progress in all fields, particularly the field of entrepreneurship batik.
That there are at least three things that can be used as a justification of Islamic excellence in
education, namely: first, in terms of religion, Islam has put their mastery of science as an instrument to
achieve excellence of human life, especially that have specific expertise or have a high-power
effectiveness. second, in the development of its history, Islam has been enough to provide a reference and
encouragement for the advancement of science and technology and proven as the power of Islam and the
basis for the development of science and civilization of the western world today, and the third, Indonesian
Muslims are quite rich with educational institutions as a strategic choice for development economics
(Khairunas, 2011: 1-2)
At best, the effectiveness of training accomplished by traditional on-the-job training is open to
question because little, if any, attempt is made to evaluate performance during the training period. At the
end of training, we seldom really know how much the trainee can do. Only after placement on the job can
we tell how well the training worked, and at that point, all too frequently there is no turning back, even
with a marginal performer on the job(Sisson R Gary, 2009:5).
Entrepreneurial must be keen in managing money, managing the organization and managing
people (Measures to Increase efficiency and effectiveness; managing money, managing Organisations and
managing people). Effectiveness of the work should be able to: estimate the costs, resources used as
inputs effort, estimated results (output), and measure the effectiveness of determined (compare these two
things) (Alex Matheson, 2001).
Effectiveness is a picture of the level of success or excellence in achieving the targets and the
relationship between values vary. Effectiveness is a measure that gives an idea of how far away the target
3. www.ijbcnet.com International Journal of Business and Commerce Vol. 6, No.02: [39-47]
(ISSN: 2225-2436)
Published by Asian Society of Business and Commerce Research 41
can be achieved. Understanding the effectiveness is more oriented to the output, while the issue of the use
of less input is a major concern. If efficiency is associated with the effectiveness despite increased
effectiveness is not necessarily increased efficiency (Sedarmayanti, 2009: 59).
Effectiveness of the training is the process of developing human resource quality crafters who
will ultimately make these resources become more productive and therefore could contribute to the
achievement of corporate goals (Syahrial Joseph, 2010: 246). Further said that the training objectives are:
to improve the skills and knowledge are not limited to new jobs, the performance of the workers that exist
today can often be corrected through additional training, only with training to meet changes in demand
and the demands on them. And indicators of effective training is, determining training needs, planning
training programs, management training programs, and evaluation of training programs.
Productivity implies "wants" and efforts to "workers to constantly improve the quality of work in
all areas on an ongoing basis. Productivity is expected to produce the quantity and quality of products that
are highly competitive. National Productivity Council (DPN) in Triton, productivity is a form of mental
attitude which always holds that the quality of life today should be better than yesterday and tomorrow
better than today. Understanding the concepts and theories of well productivity can be done by way of
distinguishing it from efektifias and efficiency (Trinton, 2007: 248).
Based on the view as follows: “Today is better than yesterday, and tomorrow must be better than
today, there should not be a single day passing without repair and improvement, the problems that arise is
an opportunity to carry out repair and improvement, appreciate the improvement and enhancement though
small, and the improvement and enhancement should not require a large investment”(Vincent Gaspersz,
2013: 510).
Preliminary results (Grand tour) research sites in East Tanjung Jabung, Jambi, and District
Merangin that, training skills already implemented the Department of Industry and Trade has not resulted
in effective working craftsman-craftsmen in running and managing a business batik. Successive data
indicates that Kab. Tanjabtim, Jambi and Kab. Merangin seen that, the number of artisans trained 32
people, 129 people, and 38 people, producing skilled artisans 5, 28, and 7 people.
For more details, group development joint venture (KUB), the number of batik artisans, who have
and have not skilled as recapitulation below:
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Published by Asian Society of Business and Commerce Research 42
Table 1. Summary of artisans have training, which is already highly skilled, and unskilled in the district,
Tanjabtim, Jambi and Kab. Merangin 2015.
District/City Total
KUB
Amount of People
Craftsman Already
Exercis
e
Already
Skilled (%)
Unskilled
(%)
1 2 3 4 5 6
Tanjabtim
District
5 35 32 5
( 15,6 % )
27
( 84,4 % )
Jambi City 19 141 129 28
( 21,7 % )
101
( 78,3 % )
Merangin
District
5 42 38 7
( 18 % )
31
( 82 % )
Total and
Cumulative (%)
29 218 199 40
( 20 % )
159
( 80 % )
Data Sources: observation, data is processed
2. THEORETICAL REVIEW
To obtain superior human resources and has the specific expertise necessary technical training.
Through worker training will acquire knowledge to face the challenges in the era of competitive rivalry.
Then the training conducted with the effective and planned will be able to increase the ability and skills to
complete the work performed.
Kathryn M. Bartol and David C., Martin, was quoted as saying UberSilalahi, define the
effectiveness of the training is the ability to select the goals or objectives appropriate to achieve it.
Because of the effectiveness refers to the link between the output or what has been achieved or that the
actual results achieved by purpose or what has been set out in the plan or the expected results
(UlberSilalahi, 2013: 416).
Effectiveness has the goal of training; so that at the end of their training who participate can
understand: the objectives and principles of performance management, a series of activities that will take
place, to set goals, requirements regarding expertise, knowledge and competence, evaluate performance
on an ongoing basis, providing feedback, preparing a work plan (Surya Dharma, 2005: 283). Training to a
group assumes instruction happens only in one direction from the trainer to the participants. Training with
a group acknowledges that learning is bilateral it's an exchange between individuals. Further that, Become
effective training to team members. In fact, many companies spend nothing at all on such training. To
survive, many organizations now will need to train both leaders and employees in the skills they need to
work cooperatively in partnership relationships (Rich Allen, 2008: 8).
Productivity of an activity will be realized properly if it can utilize existing resources with fefektif
and efficiently. Humans are one of the other, the resources available. Management manages five main
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Published by Asian Society of Business and Commerce Research 43
types of resources: 1) man; 2) money; 3) machine including other facilities and energy; 4) matherial; 5)
Information technology including database. Other resources can also be a market and method, (Hapzi Ali,
2009: 49).
Marzuki, said the training is teaching or giving it to someone's experience developing behavior
(knowledge, skills, attituded) in order to achieve something to be desired. Training for employees is a
process of teaching specific knowledge and expertise as well as the attitude that the employees more
skilled and able to carry out their responsibilities with the better, in accordance with the standards.
Training is focused on improving the ability to perform a specific job at this time, and the development of
more focused on improving the knowledge to do the job in the future (NailaSuhada, 2016).
The purpose of training to improve: 1) Productivity:Sikula, as cited Joni that training can improve
your skills, knowledge, skills and behavior change level. This can improve the organization's
productivity, 2) Quality: This kind of training can not only improve the quality of employees but is
expected to reduce the occurrence of errors in the work. Thus the quality of the output produced will be
maintained and even increased, 3) Morale: Hopefully, by the training will be able to improve work
performance. It can raise employee morale to be more responsible towards their duties and 4) Personal
Growth: Provide opportunities for workers to improve their knowledge and capabilities, including
improved personal development (DoniPriansa June, 2014: 177-178).
Factors to consider when planning and implementing effective training programs, as follows: 1)
Determining needs, 2) Setting objectives, 3) Determining subject content, 4) Selecting of participants, 5)
Determining the best schedule, 6) Selecting appropriate facilities), 7) Selecting appropriate instructors, 8)
Selecting and preparing audiovisual aids, 9) Coordinating the program, and 10) Evaluating the program
(Donald L, Kirkpatrick and James D, Kirkpatrick, 2009: 3).
From several studies theories presented by experts at the top and the study of theory in the
background, it can be more specific that is the Effectiveness of Training Human Resource batik artisans
are: 1) The work done by someone or a group of batik artisans should be planned and implemented
carefully, 2) Generate batik production in accordance with a predetermined plan, 3) have the mental
attitude of religious, 4) Responding to changing situations and 5) developing businesses. The indicators
are: Business batik is managed according to the SOP, backed special skills, artisans have been trained
disciplined, committed to advancing the use of infrastructure, appropriate and well targeted, the delivery
of timely production and responsible, and the result of performance batik industry to meet the target (
minimal).
Productivity is the ratio of results (goods and services) divided by the input (resources, such as
labor and capital), increased productivity means increased efficiency (Jay Heizer and Barry Render, 2015:
9).
According Greeberg, as quoted Tjutju Yuniarsih, productivity is the ratio between the totallity of
expenditure at a given time divided by the totality of inputs during the period. Shows the level of labor
productivity in the employee's ability to achieve results (output), especially in terms of quantity,
productivity is the ratio between the totality of expenditure at a given time divided by the totality of inputs
during a certain period (Tjutju Yuniarsih, 2009: 157).
Productivity is, no day without the dynamics of change as the responsibility towards humanity of
each person, the business carried on by promoting productivity, God willing, to achieve maximum results.
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Therefore, productivity can be a good change of direction. Kemaksimalan result, of course starts with a
design and proper preparation (Mukhtar and Iskandar, 2009: 159).
Measurement of labor productivity is a condition to measure the ability to produce products:
individual, group, and organization. Productivity is determined by the support of all the organization's
resources, which can be measured in terms of effectiveness and efesensi, which is focused on the
following aspects: First, the final result (tangible products) achieved is the quality and quantity. Second,
the duration or length of time used to achieve the end result. Third, the optimal use of resources, as well.
Fourth, the ability to adapt to market demand or the user (TjutjuYunarsih and Suwanto, 2009: 222).
Thus it can be concluded that the productivity of batik artisans in this study are: skills of a person
or group doing a job with high motivation, sustainable, and consistently produce products of assured
quality and quantity to be guided by: 1) Control the ability of self, 2) always make changes, 3) obtain
financial benefits, and 4) Contributing to society and gain recognition for the effort. As for the indicators
of achievement of productivity a batik business, if: 1) Have a work ethic, motivation, creative for more
advanced, 2) to save operating costs, 3) The quantity and quality of the product increases, the marketing
area more spacious, 4) The business is growing, and developing business turnover.
3. RESEACH METHODS
Researchers applied research approach is qualitative type and use strategies case studies (case
study), that the case study is a research strategy in which researchers investigated carefully a program,
event, activity, process, or group of individual. The cases are limited by time and activity, and researchers
gather complete information using a variety of data collection procedures based on a predetermined time
(Creswell, 2014: 20).
The subject of research is a reliable source of information to get the data through observation,
interviews, documentation. Furthermore informants in qualitative research related to how the steps taken
researchers so that the data or information can be obtained. Therefore in this important discussion is the
researcher "determine" the informant and how researchers "get" the informant (Burham Bungin, 2011:
107).
Way researchers determine informants is by procedure snowballs or also known as chain referral
procedure or procedures networking, which the researchers had contact and meet potential informants to
participate in meeting the needs of researchers. That the snowball procedure often used to locate and
recruit “secret informants”, a group which is easily accessible through a strategy of making researchers
more informants. Determination of research subjects or people who will be observed or interviewed
would also be adjusted by the process and the problems that have been established that the effectiveness
of training in batik artisans increased productivity in Jambi Province, namely: 1) Head and Head of
Department of Industry and Trade District. Tanjabtim, Jambi, Kab. Merangin namely, respectively 1 and
2 or equal to 6 people. 2) Craftsmen who attended the training which represented 3 KUB by KUB each 3
or equal to 9 people. 3) Teachers or coaches 2 people.
Techniques of data collection or data collection strategies by using the approach of observation,
interviews, and documentation, audio-visual materials (Creswell, 2014: 272). The form of observations
which can be used in qualitative research is the participation observation, observation is not structured,
and unstructured observation group. In-depth interviews in general is a process of acquiring information
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for research purposes by way of question and answer face to face between the interviewer with the
informant or person interviewed. Emphasis through in-depth interviews are getting accurate information
to the informant, either individually or in groups, or horizontally and vertically, and used repeatedly.
Emphasis documentation method is to obtain written data, images, and other documents as evidence
relating to the results of data processing. Test the reliability of data by triangulation, done in mere
interpretation-in “elaborative” until the saturation point data. Triangulation can be done with four ways:
triangulation, triangulation method, researcher triangulation, and triangulation theory.
3. RESULT AND DISCUSSION
1. ....................................................................................................... Why HR training
artisans have not been effective in improving the productivity of Small Industry Batik in Jambi
Province.
1) East TanjungJabung: Discussion of the results showed that a) the training has not been effective
due to, (1) Participants expect compensation, (2) there is no SOP (3) The training process
carelessly. b) Discipline and motivation of the participants is low, c) Results of the training has
not met the target (training evaluation and training benchmarks is not good).
2) The city of Jambi: a) Recruit participants and teachers are not selective, b) SOP yet, c) has not
been systematically training process, d) The behavioral characteristics are less well maintained;
and e) Not to do further training (repetitions).
3) District Merangin: a) training is not planned carefully (1) the short training time, (2) Systematic
training yet either, b) Perception training has not been the same and c) Craftsmen moved over the
profession.
2.................................................................................................................Why did the
management of human resources training of craftsmen that have not effectively implemented the
Department of Industry and Trade to boost the effectiveness of Small Industry Batik in Jambi
Province.
1)..........................................................................................................East TanjungJabung: a)
Program management training has not been planned, seen from (1) Lecturer, (2) Business Group
Craft Batik, (3) The division of duties of the committee, (4) Management training, (5)
Supervision of training; b)Thetraining methods have not been good; c). Financing is relatively
small.
2)..........................................................................................................The city of Jambi: a)
Planning immature, b) evaluation and follow-up training serimonial 3) Output of training has not
reached the target.
3)..........................................................................................................District Merangin: a)
Pre-planning is not conducted visits of (1) Data base (barn data) no, (2) Funding of training does
not meet the needs, b) Theory and practice of batik has not been submitted simultaneously, and c)
Results training has not been measured.
3.................................................................................................................How should
pengembangkan HR artisans in KUB Small Industry Batik effective in increasing the productivity of
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the batik industry in the province of Jambi: 1) Strategic planning training using (1) a SWOT Analysis
(2) Design training 2) Consistently implement the program, namely, (1) Step first, demand planning,
(2) the second step, filing program (3) the third step, implementation and evaluation of training. 3) The
quality of the participants and faculty professional.
4. CONCLUSION
Based on the problems and discussion about the effectiveness of the training of human resources
(HR) artisans in improving the productivity of small businesses batik industry in East Tanjung Jabung,
Jambi and Merangin district in Jambi Province, it can be concluded as follows:
Training has been given by the Department of Industry and Trade of East Tanjung Jabung, Jambi
and Merangin district in Jambi Province batik artisans have not been able to improve the skills
(expertise) artisans in applying the batik process. Not achieving the effectiveness of training
artisans to improve business productivity greatly influenced some aspects.
Training the skilled craftsman can not print due to several factors: (1) Management training has
not been executed properly, (2) Motivation and discipline artisans is very low, (3) The business of
batik as a sideline (not fixed), (4) Method training boring participants, (5) teachers have not been
able to bring a change of attitude and mentality of the participants, (6) Selection of participants
cause social jealousy fellow crafters, (7) There are accommodated participants who have and
have not skilled, (8) the training has not berasaskan management, and (9) The training has not
been evaluated by the fact during the training was conducted.
Human Resources Development artisans in the group of joint ventures (KUB), by the Department
of Industry in Jambi Province through training has not brought a change of attitude and mental
crafters significantly. Human Resources Development unskilled is due to several aspects: (1) The
consistency of the planning and implementation of training have not menerapan aspects of
management, (2) training is not based on design aspects that needed craftsmen, (3) Selection of
participants and lecturers have not been adjusted in the aspect of problem solving , (4) Pre-
planning has been based on aspects of the SWOT analysis, namely, the power (strengths),
weaknesses (weaknesses), opportunities (opportunities) and threats (threats), and (5) Practice
training is done meraton (compressed) and not apply aspects of the specification of skills by using
benchmarks.
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