Abstract
Service industry is now focusing more and more on providing valuable training opportunities to its employees in order to improve the quality of its services and benchmarking them as its competitive advantage. This research has attempted to understand the effects of the Business Embedded Training Model and the Traditional Training Model on employees’ job motivation. A sample of 80 organizations and 1000 respondents was taken and Group t-Test and Log Linear Logit techniques were used to evaluate that which training model is preferred over the other by the service industry and which training model has more positive effects on employees’ job motivation. The study revealed that Business Embedded Training Model has more positive effects on employees’ motivation than the Traditional Training Model.
Highlights
In nearly every modern market, a large portion of the business world provides training and development opportunities to their employees to improve the level of their performances, thereby adding value to their company growth and success (McDougall & Beattie, 1998)
Through the analysis it is revealed that there is a significant effect of Business Embedded Training model on the level of employee’s motivation
The reason is that the Business Embedded Model allows the companies to achieve the benefit of centralized training but at the same time ensuring that the training programs, their substance & the delivery techniques should meet the specific needs of the business
Summary
In nearly every modern market, a large portion of the business world provides training and development opportunities to their employees to improve the level of their performances, thereby adding value to their company growth and success (McDougall & Beattie, 1998). To maximize the benefits of training, researchers and practitioners must know more than whether it worked. Knowing the relevant dimensions of employee motivational information is vital to anyone concerned with organizational performance, as it gives the ability to make objective assessments of what people expects from their employment. Whether it is formulating personal policy, strategic plans, or reengineering processes, keeping employees motivated is necessary to reach goals of productivity and efficiency (Turkiewicz, Massey & Brown, 1998)
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