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.
A Study of Talent Management Practices and Strategies in the Service SectorDr. Amarjeet Singh
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
Making employee training and development a tool for efficiency and effectiven...Alexander Decker
This document discusses employee training and development in Ghanaian universities. It begins by defining training and development, noting that training focuses on acquiring specific skills for a job, while development focuses on future career growth. The document then outlines some benefits of training and development, including improved employee performance, productivity and efficiency, higher staff retention which reduces costs, and internal promotion opportunities. It concludes by recommending that Ghanaian university management make training and development continuous to maintain and improve employee skills and motivate professional growth.
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.
The document discusses perspectives from HR practitioners on HR education in business schools. It notes that while business schools have grown, HR education needs to focus more on practical skills and keeping curricula relevant to industry needs. A survey was conducted of HR practitioners in Bengaluru, India across various industries to understand their views on areas for improvement in HR students' knowledge, skills, internships and job preparedness. The study aims to better align HR education with industry requirements to improve graduates' employability.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
The document is a study that analyzes training practices and their impact on employee productivity at Life Insurance Corporation (LIC) in India. It reviews literature on training and development. LIC provides various training programs for employees, including standard programs, role orientation courses, and sales training. The study aims to examine differences in employee perceptions of training based on gender, designation, and education level. A questionnaire was administered to 250 LIC employees, and statistical analysis was used to analyze the data. The results show that employee training at LIC is average and perceptions do not differ significantly based on demographics. Recommendations include ensuring all employees receive necessary training and properly analyzing training's contribution to organizational effectiveness.
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.
A Study of Talent Management Practices and Strategies in the Service SectorDr. Amarjeet Singh
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
Making employee training and development a tool for efficiency and effectiven...Alexander Decker
This document discusses employee training and development in Ghanaian universities. It begins by defining training and development, noting that training focuses on acquiring specific skills for a job, while development focuses on future career growth. The document then outlines some benefits of training and development, including improved employee performance, productivity and efficiency, higher staff retention which reduces costs, and internal promotion opportunities. It concludes by recommending that Ghanaian university management make training and development continuous to maintain and improve employee skills and motivate professional growth.
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.
The document discusses perspectives from HR practitioners on HR education in business schools. It notes that while business schools have grown, HR education needs to focus more on practical skills and keeping curricula relevant to industry needs. A survey was conducted of HR practitioners in Bengaluru, India across various industries to understand their views on areas for improvement in HR students' knowledge, skills, internships and job preparedness. The study aims to better align HR education with industry requirements to improve graduates' employability.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
The document is a study that analyzes training practices and their impact on employee productivity at Life Insurance Corporation (LIC) in India. It reviews literature on training and development. LIC provides various training programs for employees, including standard programs, role orientation courses, and sales training. The study aims to examine differences in employee perceptions of training based on gender, designation, and education level. A questionnaire was administered to 250 LIC employees, and statistical analysis was used to analyze the data. The results show that employee training at LIC is average and perceptions do not differ significantly based on demographics. Recommendations include ensuring all employees receive necessary training and properly analyzing training's contribution to organizational effectiveness.
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.
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
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.
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
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
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.
Towards integrated learning and development for improving bottom line--a prac...learnonline4
This document discusses integrated learning and development practices adopted by companies in India to achieve business excellence. It analyzes 11 companies that received the BM Munjal Award for business excellence through learning and development between 2009-2013. The key findings are:
1) Companies focused on a combination of leading and lagging business excellence indicators, including financial performance, customer satisfaction, and environmental/social commitments.
2) Winning companies implemented systematic, integrated learning models involving training needs assessments, multi-level training programs, and measuring the impact of training on business goals.
3) Advanced practices included linking learning to talent management, career planning, and leadership development to prepare employees to achieve improved business results.
Significance of the training on enhancing effectiveness of communication skiIAEME Publication
This document summarizes a study on the significance of training in enhancing communication skills in the IT industry. The study found that most employees in the IT sector have received little training, with 40% attending only one training program. Those trainings focused on technical skills like networking rather than communication. However, effective communication is important for client satisfaction in the IT field. The study concluded that training is needed to develop employees' communication abilities and adapt them to changes in business environments. Providing such training could improve job performance and benefit both employees and organizations.
This study examines the relationship between training and development programs and employee performance at a highway construction company in Klang Valley, Malaysia. The study aims to identify common training programs, investigate their impact on employee performance, determine if involvement in training relates to performance, and suggest best practices. It argues that training is important for adapting to changes, competing, innovating, and achieving goals. However, limited research exists on training's effects in developing countries. The study seeks to address this gap and add to the understanding of human resource development issues.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
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.
MM Bagali...... HR Education..... HR Educaters......Students hr subject_perce...dr m m bagali, phd in hr
This document discusses a study on the rigour and relevance of HR education in business schools in Karnataka, India. It conducted a survey of 238 HR students from 23 institutions across university types. The survey found that 35% of students viewed certain core HR subjects as redundant, particularly those related to HR skills and development. Another 21% saw subjects on industrial relations and labor laws as redundant. 15% viewed subjects on organizational development and change management as redundant. However, 23% felt all HR subjects were important. The results varied significantly between university types, with state university students more likely to view certain subjects as redundant compared to central university students who felt all subjects were important. The study aims to understand how HR education needs to evolve to meet
The New-Normal of Talent & Knowledge Management – A Framework towards Virtual...Dr. Amarjeet Singh
Indian economy since the pre and post-independence period has witnessed a drastic transformation from an agrarian economy to a knowledge-based economy thus creating a knowledge-based workforce and organisations. With the change of time, the learning became more complex and necessity thus creating havoc and high-pace change in the character of the job in an organisation even creating a situation where artificial intelligence is replacing human intelligence.
Today’s employees are more competitive in terms of skills, pay-packages, and also work challenges. Amidst of all these changes, the present uncertainty and crisis hovering the entire world i.e .the Corona Virus pandemic which has forced almost all organizations to accept virtual learning and virtual knowledge sharing as a competitive edge and adapting virtual-cost-effective learning and communication system. It is prime time when the management of the organisation has to initiate a holistic approach towards virtual learning and knowledge sharing with a clear objective of up-skilling its workforce to new normals during and post-pandemic. The new normal norms will bring in new challenges of a new set of skills and competencies and operational processes to revive the broken economy and business setbacks.
This paper further concentrates and focuses on applying and improving virtual knowledge management practices in organisation. It also focuses on effective talent up-gradation and management systems which most important in the present scenario to have a ‘Fact-Based Communication' And 'Virtual Connectivity'.
Here, Descriptive Research is adopted for the study. Literature review of articles and research papers is analytically conducted to develop a significant process for crucial talent management systems that will aid in the up-skilling workforce through virtual mode to combat and resurgence the Post- COVID-19.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
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.
- The document discusses a study on the impact of training on worker motivation and job involvement in banks in Pakistan. It analyzes data collected through questionnaires from bank employees in Multan.
- Statistical analysis found a positive relationship between training and both motivation and job involvement. Training explained 28.4% of the variation in motivation and 6.7% of the variation in job involvement.
- The study concludes that training programs help inspire workers and improve their ability to achieve goals in the banking sector. Regular training is important for both employees and organizational performance.
The document presents a project proposal for a study on the effect of talent management practices on organizational performance at Vijayjyot Seats Private Limited. The objectives are to examine the talent management process, understand its importance, study its impact on performance, and provide suggestions. The research design will be exploratory and descriptive. Primary data will be collected through employee questionnaires and interviews. Secondary data sources include literature, journals, books, and company reports. Data analysis methods like content analysis and statistics will be used to draw conclusions on the relationship between talent management and organizational effectiveness.
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.
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!
This document discusses a study on the effect of training and development programs on employee performance in Punjab National Bank and HDFC Bank in India. It analyzes the current training practices in these banks and assesses the link between training and productivity. The study uses statistical techniques to analyze data collected on training programs and perceptions of employees. The results show that training in these banks is average and needs improvement. Employee perceptions of training differ based on gender and designation. The study recommends conducting thorough needs assessments to improve the value and effectiveness of training programs in the banking sector.
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
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
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.
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
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
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.
Towards integrated learning and development for improving bottom line--a prac...learnonline4
This document discusses integrated learning and development practices adopted by companies in India to achieve business excellence. It analyzes 11 companies that received the BM Munjal Award for business excellence through learning and development between 2009-2013. The key findings are:
1) Companies focused on a combination of leading and lagging business excellence indicators, including financial performance, customer satisfaction, and environmental/social commitments.
2) Winning companies implemented systematic, integrated learning models involving training needs assessments, multi-level training programs, and measuring the impact of training on business goals.
3) Advanced practices included linking learning to talent management, career planning, and leadership development to prepare employees to achieve improved business results.
Significance of the training on enhancing effectiveness of communication skiIAEME Publication
This document summarizes a study on the significance of training in enhancing communication skills in the IT industry. The study found that most employees in the IT sector have received little training, with 40% attending only one training program. Those trainings focused on technical skills like networking rather than communication. However, effective communication is important for client satisfaction in the IT field. The study concluded that training is needed to develop employees' communication abilities and adapt them to changes in business environments. Providing such training could improve job performance and benefit both employees and organizations.
This study examines the relationship between training and development programs and employee performance at a highway construction company in Klang Valley, Malaysia. The study aims to identify common training programs, investigate their impact on employee performance, determine if involvement in training relates to performance, and suggest best practices. It argues that training is important for adapting to changes, competing, innovating, and achieving goals. However, limited research exists on training's effects in developing countries. The study seeks to address this gap and add to the understanding of human resource development issues.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
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.
MM Bagali...... HR Education..... HR Educaters......Students hr subject_perce...dr m m bagali, phd in hr
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The New-Normal of Talent & Knowledge Management – A Framework towards Virtual...Dr. Amarjeet Singh
Indian economy since the pre and post-independence period has witnessed a drastic transformation from an agrarian economy to a knowledge-based economy thus creating a knowledge-based workforce and organisations. With the change of time, the learning became more complex and necessity thus creating havoc and high-pace change in the character of the job in an organisation even creating a situation where artificial intelligence is replacing human intelligence.
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The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
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.
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The document presents a project proposal for a study on the effect of talent management practices on organizational performance at Vijayjyot Seats Private Limited. The objectives are to examine the talent management process, understand its importance, study its impact on performance, and provide suggestions. The research design will be exploratory and descriptive. Primary data will be collected through employee questionnaires and interviews. Secondary data sources include literature, journals, books, and company reports. Data analysis methods like content analysis and statistics will be used to draw conclusions on the relationship between talent management and organizational effectiveness.
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.
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!
This document discusses a study on the effect of training and development programs on employee performance in Punjab National Bank and HDFC Bank in India. It analyzes the current training practices in these banks and assesses the link between training and productivity. The study uses statistical techniques to analyze data collected on training programs and perceptions of employees. The results show that training in these banks is average and needs improvement. Employee perceptions of training differ based on gender and designation. The study recommends conducting thorough needs assessments to improve the value and effectiveness of training programs in the banking sector.
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
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
Impact of Training and Development, training design and on the job training ...inventionjournals
This document summarizes a research study that examined the impact of training and development, training design, and on-the-job training on employee commitment in the banking sector of Pakistan. The study found a positive relationship between the independent variables of training and development, training design, and on-the-job training, and the dependent variable of employee commitment. However, the strength of the relationships was not very high, indicating there are other factors that influence employee commitment beyond these training variables alone. The study was conducted using a questionnaire distributed to employees at two banks in Pakistan.
An Empirical Study of Human Capital Management and Employee Capabilitiesijtsrd
Human capital management HCM considers employees to be capital, which means that investing in them makes sense now will help the organization grow in the future. Human capital management assists company in hiring the right personnel. This will prevent from hiring employees that are unfit for the company. Workers abilities bring an organisation with an improvement in the forum. When workers progress to expand new abilities and develop on actual ones, this converts into enhanced growth and quality, secure climate company will cultivate the improvement over its challengers. The sensibility of a company is its capability to advance in feedback to consumer interest. Knowledgeable and proficient workers are more likely to feel more confident about their job position in the organisation because not only are they able to provide acquainted aid, they feel their point of view is appreciated.Employees skills, refinement, and involvement in an organisation are referred to as human capital. Because a talented workforce can lead to increased productivity, the talents have a monetary value. The human capital strategy recognises that not everyone possesses the same set of skills or experience. Also, the aspect of work can be enhanced by contributing to people’s discipline. This paper explores totally different aspects of human capital management and worker capabilities within the current state of affairs. Akriti Singh | Dr. Javed Alam "An Empirical Study of Human Capital Management and Employee Capabilities" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50318.pdf Paper URL: https://www.ijtsrd.com/management/other/50318/an-empirical-study-of-human-capital-management-and-employee-capabilities/akriti-singh
A Study on Impact of Training Facilities and Training Effectiveness with refe...syamala devi
This study examines the relationship between training facilities and training effectiveness at Amara Raja Batteries Limited in Tirupathi, India. The study collected primary data through questionnaires distributed to 60 employees, with 55 returned. The objectives were to understand the impact of training facilities on effectiveness, employee involvement in training programs, and the methods and frequencies of training. A review of literature found that training facilities are an important factor influencing training effectiveness. The results revealed a significant relationship between training facilities and effectiveness. The study aims to help organizations understand how to improve training outcomes by focusing on facility-related factors.
The advantages of implementing the employee benefits plan and tis role in red...AI Publications
The research entitled "Advantages of Implementing Employee Benefits Plan and its Role in decrease the Costs of Human Resource promotion" includes clarifying the benefits and advantages of applying the retirement benefit plan and its role in developing, upgrading, qualifying and utilizing the human resources properly for the establishment and improving its capacity and efficiency effectively, thus demonstrating its impact on reducing production cost. The elimination of waste and wasteful in units.The problem discussed by the study can be presented as follows ((wasteful wastefulness in the possibilities available, and the shortening of human resources in exploiting them)). In order to find solutions and offer treatments to get rid of this problem. The study clarifies and explains the concept and history of the retirement benefit plan and its definition and then the types of the retirement benefits plan and methods of participation The plan of retirement benefits and methods of participation in them as well as factors affecting them, and how to measure the cost of retirement benefits, and investment of retirement benefit funds and disclosed in the financial statements, and then indicate the importance of human resources in the facility and its functions and characteristics, which is characterized by a fundamental and strategic role in the preparation and training of cadres of humanity and training and improve Developing its capabilities and efficiency in the success and achievement of the objectives of the establishment. In order to give clarification on the problem of the study. In order to solve the research problem, the study relies on adopting the following in order to reach the results that represent suggested solutions to the problem at hand, the following basic hypothesis can be formulated: (The adoption and implementation of the retirement benefit plan makes improvement and development ability and efficiency of human resources and reduce costs and eliminate aspects of wastefulness, and waste).The researcher prepared a questionnaire and fact-finding by asking questions and conducting a statistical analysis of the opinions of the members of the research sample. The researcher reached to a number of results displayed in conclusions.
This document discusses the effect of training on employee performance. It begins by stating that employees are a company's most valuable asset and that proper training is necessary for employees to have the skills and knowledge to do their jobs well. The document then reviews literature that shows a positive relationship between effective training programs and improved employee and organizational performance. Specifically, training leads to higher employee retention, motivation, and productivity. The purpose of the paper is to further investigate this relationship between training and performance and provide suggestions for companies on how to design effective training programs to boost employee performance.
The impact of employee training and development on employeemissnurin
This document discusses the impact of employee training and development on employee productivity. It first defines training and development, noting that training is meant to systematically improve skills while development allows employees to acquire new skills and knowledge. The document then reviews literature showing that training and development can positively impact employee productivity, commitment, and retention. When done effectively, training and development programs can boost both individual employee performance as well as overall organizational productivity and competitiveness.
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.
This document discusses the Kirkpatrick model for evaluating the effectiveness of training and development programs. It describes the four levels of the Kirkpatrick model: reaction, learning, behavior, and results. At each level, different methods are used to measure the impact of training. The reaction level measures participant satisfaction. The learning level assesses knowledge gained through pre- and post-tests. Behavior is evaluated by observing changes in on-the-job performance after training. Finally, results determine if training impacted overall business goals. The document also reviews other models and emphasizes the importance of evaluating all levels to improve training design and ensure a return on investment.
Attract, develop and retain employees by assured pipeline of knowledgeable and qualifying people is important for the success of the institutions which is known as talent management. The main issues facing by the educational institutes is shortage of competent and qualified faculties. It has resulted in institutions focusing on how to retain the talent and how to develop them. Where institutions are running at risk of talent crisis talent retention is the not only the choice of the managers but also the need for the institutions.The important factors which contributes to faculty retention and recruitment are benefits, supportive environments, spouse employment opportunities, start-up and resources and salaries. This research paper provides few strategies which institutions can adopt for attracting and retaining talent which is best available for them.
The document discusses the role of training on employee performance and organizational effectiveness. It analyzes data collected through questionnaires from 223 employees of public sector organizations in Ethiopia. The results show that:
1) Training design and delivery styles have an effect on employee performance. However, needs assessments and designing training based on job requirements are lacking.
2) Training design positively impacts overall organizational performance, but emphasis is given to on-the-job rather than off-the-job training.
3) Major challenges to training programs are lack of training materials, budgets, and needs assessments. Improving needs assessments and designing training based on job needs could increase individual and organizational performance.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
Importance of Skill development and Training Sampledissertationprime
This summary provides an overview of the key points from the document in 3 sentences:
Training and skills development are important for improving employee and organizational performance according to the literature. It enhances self-efficacy, motivation, knowledge and skills, which leads to higher quality services, customer satisfaction, and financial benefits. The literature establishes that training is crucial for efficient human resource management, corporate reputation, and long-term organizational sustainability in competitive environments.
This document discusses a study analyzing the role of competitive advantage in relationships between talent management, knowledge management, and organizational performance at Sharia banks in Indonesia. The study used a quantitative survey of 105 bank employees. The results showed that talent management and knowledge management significantly influence competitive advantage and organizational performance, and competitive advantage also influences organizational performance. The document provides background on talent management, knowledge management, competitive advantage, and organizational performance based on prior literature.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
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The influence of performance training and development on organizational performance: A case study of private banks in Kurdistan
1. International Journal of Advanced Engineering, Management and Science (IJAEMS) [Vol-4, Issue-4, Apr- 2018]
https://dx.doi.org/10.22161/ijaems.4.4.4 ISSN: 2454-1311
www.ijaems.com Page | 233
The influence of performance training and
development on organizational performance: A
case study of private banks in Kurdistan
Nawroz Ahmed Abdulrahman
Business Administration, Erbil Polytechnic University, Erbil-Kurdistan
Abstract— 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.
Keywords— Training, Development, Banks, Erbil,
Kurdistan.
I. INTRODUCTION
The primary question of each bank is to enhance its
performance however it can never be conceivable without
the effective performance of workers. Accordingly, the
performance management framework happened as a
management change to address and review concerns, banks
had about performance (Subramony, et al., 2018). In banks
area, an extensive variety of changes that emphasis on the
performance has additionally been actualized
(Padmasiri,2018).
Training and development has developed as a noteworthy
instructive undertaking in the course of recent decades. This
expansion is related with a request in the work environment
for performance at all levels to enhance performance in
their present employments to obtain aptitudes and learning
to do new occupations, and to proceed with their vocation
advance in a changing universe of work (Glaister, et al.,
2018). Various authoritative sayings recommend that
individuals are the way to any effective business task. This
accentuation isn't vacant as it is winding up progressively
certain that no human endeavor can prevail without
legitimately gifted and learned human asset improvement
experts (Bell, et al., 2018). Continuous performance
development is basic to the short and long haul achievement
of each business benefit or non-benefit (Khan, et al., 2018).
Each bank is confronting numerous difficulties with respect
to changed nature of work and work environment condition
because of mechanical headway or some other factor. This
fast change requires able, effective, able, adaptable and
learned workforce for fulfillment of hierarchical objectives
and long haul gainfulness. For growing such aptitudes and
abilities in workers, training assumes an indispensable part
alongside inspiration and support (Rathore, 2017). Training
is getting more critical step by step to numerous
organizations for their survival, their development and to
get upper hand among contenders. Training gives assistance
to development of the bank as its different offices' survival
depends on training. Both the performances' and
hierarchical objectives are influenced via training results
and it is considered as a critical and important human asset
rehearse that can effect on bank's prosperity (Law, et al.,
2017).
Training is an ordinarily utilized word, it generally 'has a
place' to the coach or the bank, it ought to be about entire
individual development– not simply exchanging abilities,
the conventional translation of training at work. Being
practical, corporate states of mind and assumptions about
what 'training, and does can't be changed overnight, and
most banks ability consider 'training' to be being
constrained to work aptitudes, classrooms and power point
introductions However, when your begin to envision and
ponder dynamic demeanors to creating individuals past and
conventional aptitudes training (Riley, et al.,2017). The
objectivity of training and improvement and its kept
2. International Journal of Advanced Engineering, Management and Science (IJAEMS) [Vol-4, Issue-4, Apr- 2018]
https://dx.doi.org/10.22161/ijaems.4.4.4 ISSN: 2454-1311
www.ijaems.com Page | 234
learning process has dependably been use with abank and
now it has moved toward becoming rather a general pattern
of social needs, accentuating that banks must instill learning
society as a social duty. It has been additionally
demonstrated by numerous investigations in the past that
there are sound banks between different training and
development hones and distinctive measures of
authoritative performance (Guest, 2017).
To a great extent, work force division has been related with
securing and employing the HR. In any case, after the
recently named performances join the bank, it is important
to give training to them to make them able for the
occupations that they should deal with. In present day
modern condition, the requirement for training of
performances is broadly perceived to keep the workers in
contact with the new innovative advancements. Each
organization must have a deliberate training program for the
development and development of its workers. It might be
noticed that term 'training' is utilized as a part of respect to
educating of particular abilities, while the term
'advancement' signifies general improvement of identity of
the performances. This section ponders the different
techniques for training and improvement, which are utilized
by different banks, especially those occupied with the
business and modern exercises (Thaler, et al., 2017).
Training is giving a particular aptitude to complete a
specific employment while improvement manages general
upgrade and development of individual expertise and
capacities through cognizant and oblivious learning. The
fundamental reason for training and development is by
enhancing the performance skills with the goal that banks
can augment proficiency and viability of their human
resources (Asfaw, et al., 2015). According to (Hammond &
Churchill, 2018) unmistakably expressed in his book that
banks could profit by training and improvement through
winning the "heart and brains of" their workers to inspire
them to relate to the bank, to endeavor more for its benefit
and to stay with the bank.
Bank and individual should create and advance all the while
for their survival and accomplishment of common
objectives. So every modem management needs to build up
the bank through human asset improvement. Worker
training is the critical sub-arrangement of human asset
improvement. Worker training is a particular capacity and is
one of the principal agent capacities for HR management
(Sung & Choi, 2014).
Conceptual framework
Fig.1: Research Model
Hypotheses
H1: There is a positive and significant influence of
employee training on banks performance in Erbil.
H2: There is a positive and significant influence of
employee development on banks performance in Erbil.
II. LITERATURE REVIEW
Training and Development
Understanding the concept of worker training and
development require comprehension of the considerable
number of changes that occur because of learning (Falola, et
al., 2014). As the generator of new information, worker
training and improvement is put inside a more extensive key
setting of HR management, i.e. worldwide authoritative
management, as an arranged staff instruction and
advancement, both individual and gathering, with the
objective to profit both the bank and workers. To safeguard
its acquired positions and increment upper hand, the bank
should have the capacity to make new learning and not
exclusively to depend entirely on usage of the current
(Bandura & Lyons,2015). Training and Development
fundamentally manages the obtaining of comprehension,
skill, methods and practices. Truth be told, training and
developmentis one of the objectives of human asset
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management as it can enhance performance at individual,
collegial and authoritative levels. As the way toward
'expanding one's ability to make a move, banks are
presently progressively getting to be specific with
authoritative learning and along these lines aggregate
improvement. Authoritative learning, then again, alludes to
the "productive strategy to process, translate and react to
both inside and outside data of a prevalently express nature.
As per Tahir (2014), the development of the idea of
authoritative learning is focal on the until now thought that
earlier supports of learning are kept an eye on its business
noteworthiness and are missing of observational data on
learning forms. Training and development out in the open
and private undertaking is an indispensable division to the
bank. Hierarchical difficulties today seem unparalleled ever
(Noe, et al., 2014). As indicated by(Liu, et al., 2014), the
most seasoned type of training in industry in Western
culture is the apprenticeship framework which was
produced in the medieval times by the exchange societies
and amid the Elizabethan time frame apprenticeship started
to decay. The modern upset speeded the decrease of the
apprenticeship convention. Considering the significance and
need of training isn't just vital however it is likewise
important to realize that what kind and the amount of
training is required for a specific employment require. In
considering this, one needs to figure out who ought to be
prepared, what zones of training ought to be secured, what
techniques and assets can be utilized and who should lead
the training (Padachi & Lukea Bhiwajee, 2016). (Bai, et al.,
2017), also included that the picture of an organization
ascends to top when a performance ends up ready to
execute the aptitudes effectively in his viable work which
he has procured from training. Just those banks can
accomplish superior. Training and improvement are crucial
vital apparatuses for viable individual and bank
performance, in this manner, bank are going through cash
on it with certainty that it will gain them an upper hand in
the realm of business, However, for any bank to accomplish
its expressed objectives and goal in this aggressive world,
satisfactory and significance training and development of
staff can't be over stressed. Banks are relied upon to
distinguish training need of its performances and
configuration training programs that will help to ideally use
their workforce towards completion of bank objective.
Training and development is a systems use to exchange to
the workers applicable aptitudes, information and capability
to enhance performances performance on current
employments and future task. It isn't debatable for banks to
sufficiently prepare their workers for effective and ideal
performance toward the acknowledgment of their set
objectives and goals (Kum, et al., 2014). Aruna & Anitha,
(2015), clarify training as a "learning background, in that, it
looks for a moderately lasting change in a person that will
enhance his capacity to perform at work". This mean
training must be outlined such that, it will include the either
the changing or improving of aptitudes, learning, states of
mind, and social conduct. This change or upgrade of
abilities, learning, demeanors, and social conduct could
include what the performance knows, how he works, his
relations and banks with collaborators and managers
(Cloutier, et al., 2015).
Organizational performance
Organizational performance is typically taken a gander at as
far as results. Be that as it may, it can likewise be taken a
gander at as far as conduct (Seidle, et al., 2016). Anitha,
(2014) expressed that performance's performance is
estimated against the performance measures set by the bank.
There are various measures that can be mulled over when
estimating performance for instance utilizing of efficiency,
productivity, viability, quality and benefit measures (Odle-
Dusseau, et al., 2016) as quickly clarified from now on.. It
is communicated as the proportion of gross benefit to deals
or profit for capital utilized (Shinbaum, et al., 2016).
Proficiency and adequacy - productivity is the capacity to
deliver the coveted results by utilizing as insignificant
assets as could reasonably be expected while viability is the
capacity of performances to meet the coveted destinations
or target (Subramony, et al., 2018). Profitability is
communicated as a proportion of yield to that of info
(Padmasiri, et al., 2018). It is a measure of how the
individual, bank and industry changes over info assets into
merchandise and enterprises. The measure of how much
yield is delivered per unit of assets utilized (Glaister, et al.,
2018). Quality is the normal for items or managements that
bear a capacity to fulfill the expressed or suggested needs
(Bell, et al., 2017). It is progressively accomplishing better
items and managements at a logically more focused value.
As substantiated by(Khan, et al., 2017), it is the duty of the
organization administrators to guarantee that the banks
endeavor to and accordingly accomplish superior levels.
This in this manner suggests that administrators need to set
the coveted levels of performance for any periods being
referred to. This they can do by for instance defining
objectives and principles against which singular
performance can be estimated. Organizations guarantee that
their workers are adding to creating amazing items or
potentially benefits through the procedure of organizational
performance management (Rathore, 2017). This
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management procedure urges workers to get engaged with
getting ready for the organization, and along these lines
partakes by having a part in the whole procedure in this
manner making inspiration for superior levels. Note that
performance management incorporates exercises that
guarantee that authoritative objectives are by and large
reliably met in a compelling and productive way.
Performance management can center on performance of the
workers, an office, and procedures to fabricate an item or
management, and so forth. Prior research on profitability of
specialists has demonstrated that performances who are
happy with their activity will have higher employment
performance, and in this way preeminent activity
maintenance, than the individuals who are not content with
their occupations (Law, et al., 2017). Additionally still,
(Riley, et al.,2017)report that hierarchical performance is
higher in glad and fulfilled specialists and the management
think that it’s simple to persuade superior workers to
accomplish firm targets.
Effect of training on performance
In reality, hierarchical development and improvement is
influenced by various variables. In light with the present
research amid the improvement of banks,
performancetraining assumes a fundamental part in
enhancing performance and expanding efficiency (Guest,
2017). This thus prompts setting banks in the better
positions to confront rivalry and remain at the best. This
hence infers a presence of a noteworthy distinction between
the banks that prepare their workers and banks that don't.
Existing writing presents proof of a presence of clear
impacts of training and improvement on worker
performance. A few examinations have continued by taking
a gander at performance as far as performance specifically
(Thaler, et al., 2017)while others have stretched out to a
general viewpoint of authoritative performance (Guest
1997; Swart et al. 2005). Somehow, the two are connected
as in performance is a component of authoritative
performance since worker performance impacts general
hierarchical performance. In connection to the above,
Hammond & Churchill, (2018), take note of that worker
abilities change through powerful training programs. It in
this manner not just enhances the general performance of
the performances to successfully play out their present
occupations yet additionally improves the information,
aptitudes a state of mind of the laborers vital for the future
employment, consequently adding to predominant
hierarchical performance. The branch of prior research on
training and performance has found intriguing discoveries
with respect to this relationship (Asfaw, et al., 2015).
Training has been demonstrated to produce performance
change related advantages for the worker and in addition for
the bank by decidedly affecting performance through the
improvement of performance learning, aptitudes, capacity,
abilities and conduct (Sung & Choi,2014). As indicated by
Falola et al., (2014), crossing over the performance hole
alludes to actualizing an applicable training intercession for
creating specific aptitudes and capacities of the
performances and upgrading worker performance. They
additionally expand the idea by expressing that training
encourage bank to perceive that its laborers are not
performing great and an in this manner their insight,
abilities and states of mind should be shaped by the firm
needs. It is generally with the goal that performances have a
specific measure of information identified with various
occupations. Nonetheless, take note of this isn't sufficient
and performances need to always adjust to new necessities
of employment performance (Bandura & Lyons, 2015). As
such, banks need constant arrangements of training and
holding of performances and in this way not to sit tight for
events of expertise and performance holes. As per Tahir, et
al., (2014), performance abilities change through
compelling training programs. It not just enhances the
general performance of the performances to adequately play
out the present place of employment yet additionally
upgrade the learning, abilities and disposition of the
specialists essential for the future occupation, in this way
adding to prevalent hierarchical performance. Through
training the performance capabilities are produced and
empower them to actualize the activity related work
effectively, and accomplish firm goals in an aggressive way
(Noe, et al., 2014). Additionally still, disappointment
grievances, absenteeism and turnover can be incredibly
diminished when workers are so all around prepared that
can encounter the immediate fulfillment related with the
feeling of accomplishment and information that they are
building up their natural abilities (Liu, et al., 2014).
III. METHODOLOGY
The research was carried out at banks in Erbil the capital of
Kurdistan. The researcher planned to examine the most of
significance factor that affects banks performance, through
measuring and comparing employee training and employee
development at banks.Though, the researcher distributed
surveys to employees at banks in Erbil. The researcher
distributed 250questionnaires, but only 209questionnaires
were received from employees and been completed. The
researcherused a quantitative research method to investigate
the most of significance factor that affects banks
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performance, through measuring and comparing employee
training and employee development at banks.
IV. RESULTS
Reliability analysis
The reliability analysis employed to investigate the
reliability of questions used to measure the organizational
performance (as seen in table-1- ). Based on the research
model (as seen in figure-1-), the researcher developed two
research hypotheses through using employee training and
employee development as independent factors to measure
banks performance as dependent variable. Moreover, the
findings of the reliability analysis were as follow: The
reliability analysis for employee training, the alpha was
found to be .812 for 11 questions used in the analysis, the
reliability analysis for employee development, the alpha
was found to be .767 for 10 questions used in the analysis,
and the reliability analysis for banks performance, the alpha
was found to be .799 for 11 questions used in the analysis.
However, the results of reliability analysis revealed that all
alpha’s value were above 0.7 for all variables, this
demonstrated that all questions employed for the current
study were reliable.
Table.1: Reliability analysis
Variables Cronbach's Alpha Items
Training .812 11
Development .767 10
Banks
performance
.799 11
Source; author, 2018
Correlation Analysis
The researcher used correlation employed to find the
relationship between employee training with organizational
performance and employee development with banks
performance(as seen in table -2- ). The results of correlation
analysis were as follow:
- The value of correlation between employee
training with banks performance = .785**,
as we
know that (**). Correlation is significant at the
0.01 level (2-tailed), therefore it was found that
there is a positive and strong correlation between
employee training and banks performance.
- The value of correlation between employee
development and banks performance in = .708**,
as
we know that (**). Correlation is significant at the
0.01 level (2-tailed), therefore it was found that
there is a positive and strong correlation between
employee development and banks performance.
However, the findings of correlation analysis revealed
that the correlation between employee training with
banks performance is stronger than the correlation
between employee development and banks
performance.
Table.2: Correlations Analysis
Factors Correlation Banks performance
Training
Correlation .785**
Sig. (2-tailed) .000
N 209
Development Correlation .708**
Sig. (2-tailed) .000
N 209
**. Correlation is significant at the 0.01 level (2-tailed).
Source; author, 2018
Regression Analysis
Multiple regression analysis (as seen in table-3- ) employed
to examine the research hypotheses, however, the findings
revealed the followings:
- It was found the P-value between performance
achievement and organizational performance =
.000, therefore, the first research hypothesis is
supported which stated that ‘’ Performance
achievement as a motivation factor has a
significant and positive role on organizational
performance’’.
- It was found the P-value between growth and
organizational performance = .000, therefore, the
second research hypothesis is supported which
stated that ‘’ Growth as a motivation factor has a
significant and positive role on organizational
performance’’.
- It was found the P-value between recognition and
organizational performance = .000, therefore, the
third research hypothesis is supported which stated
that ‘’ Recognition as a motivation factor has a
significant and positive role on organizational
performance’’.
- It was found the P-value between working
condition and organizational performance = .000,
therefore, the fourth research hypothesis is
supported which stated that ‘’ Work condition as a
motivation factor has a significant and positive role
on organizational performance’’.
- It was found the P-value between company policy
and organizational performance = .000, therefore,
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the fifth research hypothesis is supported which
stated that ‘’ Company policy as a motivation
factor has a significant and positive role on
organizational performance’’.
- It was found the P-value between pay and benefit
with organizational performance = .000, therefore,
the sixth research hypothesis is supported which
stated that ‘’ pay and benefit as a motivation factor
has a significant and positive role on
organizational performance’’.
- It was found the P-value between employee
training with banks performance = .000, therefore,
the first research hypothesis is supported which
stated that ‘’There is a positive and significant
effect of employee training on banks performance
in Erbil’’.
- It was found the P-value between employee
development with banks performance = .000,
therefore, the second research hypothesis is
supported which stated that ‘’There is a positive
and significant effect of employee development on
banks performance in Erbil’’.
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.
Table.3: Regression Analysis
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
(Constant) 1.235 .078 16.132 .000
Training .799 .012 .806 2.184 .000
Development .704 .019 .712 2.241 .000
a. Dependent Variable: Organizational Performance
Source; author, 2018
V. DISCUSSIONS
The finding of this examination affirms that the training and
improvement exercises in which performances had partaken
acquires new possibilities of workers performing errand and
brought about performance viability. The finding was in
accordance with the standards of Padachi & Lukea (2016)
proposal deliberately of encouraging training as it was to
make a learning media coordinated towards the obtaining of
particular information and abilities with the end goal of an
occupation or errand. As to require evaluation or
distinguishing proof of expertise deficiencies were found as
once in a while performed movement. This could be
because of that the greater part of the common management
change exercises are gotten from abnormal state choice.
Over this in light of the finding of this exploration the way
of life of training assessment creases low.
Business leading and survival in the present day turbulent
condition are depending on authoritative learning as it were
of a giving convenient and appropriate reply to challenges.
The capacity of people and banks to get and ace new
learning has turned into the key near preferred standpoint.
The idea of knowledge management and management of
HR, particularly the capacity of worker training and
development inside the learning bank, are locked in with the
fundamental asset of current business, i.e. with learning and
its usage. Restoring learning is a basic for the bank, and
impossible. The rate of learning must be more prominent
than the rate of changes. Training and development of
workers is a consistent system which is the main significant
and legitimate approach in the state of learning out of date
quality, dynamic changes and expanding requirement for
steady item and management developments. HR
demonstrates to scholarly capital which is the new
wellspring of authoritative assets, and the bank could
expand them just through training, development and
inspiration of performances. The success of banks turns out
to be unequivocally reliant on the scholarly limit of their
performances and their capacity to change and conform to
the dynamic business condition.
In the meantime, every one of the connections proposed
among the factors in the examination demonstrate were
tried and it was discovered that relationship exists among
the factors having subjected the gathered information to
experimental investigation with the utilization of expressive
insights. In any case, the consequences of the discoveries
demonstrated that training and development influences
performances' performance and hierarchical viability, which
infer that exertion must be made to guarantee that workers'
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aptitudes and information are completely underutilized
through sufficient and opportune training plan and usage.
The general outcome demonstrated that proposed
speculations tried were acknowledged. It is thusly suggested
that Individual ought to be more proactive and look to be
more inventive and creative to contribute their amount
through their calling and expertise. Bosses of work and
leaders should try to make empowering training condition
and great training strategies that will give each laborer
chance to go to training. Management ought to likewise
contemplate the training need of every laborer and go about
as suitable. The significance of training and development in
the corporate world has been featured in the past writing.
Along these lines, it is basic to look at any issues identified
with training and development in any business area. The
reason for this examination is to look at the impacts of
training on worker performance inside the broadcast
communications industry in Uganda. In addition, sub
objectives are produced to encourage a reasonable
accomplishment of the motivation behind the investigation.
Training is seen, by pioneers in business and industry has
changed significantly lately. Training is presently perceived
as not only a noteworthy supporter of organization
efficiency and gainfulness yet in addition as basic for the
survival of an bank in the worldwide commercial center. In
the mission of a reasonable upper hand organizations have
at long last come to understand that, what manages is the
learning that is in individuals in the bank which can be
handled as abilities and experienced as performance.
VI. CONCLUSION
Performance is a profitable asset (resource) of the bank. The
achievement or disappointment of the bank relies upon
performance. Along these lines, banks are contributing
tremendous measure of cash on worker advancement. The
paper looks at and examines the writing audit on worker
development and its effect on performance. The key factors
distinguish identified with worker improvement and
Performance. The paper shows the significance of the
performance formative exercises, significance of interest in
a human capital, and difficulties in worker advancement.
The further exchange builds up a proposed show which
clarifies the connection between worker improvement
factors (performance learning, expertise development, self-
coordinated, performance mentality) and worker
performance variable. The performance will influence on
hierarchical adequacy.
Assessment of training is an imperative action since it is the
best way to legitimize the speculations. But in a couple of
circumstances, the aftereffects of training are not obvious
instantly. Training adequacy is how much students can learn
and apply the information and abilities procured amid the
program. The states of mind, interests, qualities and desires
of the learners and the training condition impact it. The
criteria to gauge the adequacy of training depend on the
responses, learning, conduct and results. Post-training
assessment can be comprehended as far as Immediate,
short-term and long haul impacts of training. It is most
regular to gauge the prompt impacts of training. The normal
methods for the same are Post-course evaluations and tests,
management training and questioning, polls, examinations,
reviews, repertory frameworks, perception and so on.
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