Abstract
Background: Training is a common activity done in HR management practices. However, previous studies on the effectiveness of trainings show inconsistent results, in particular, on developing soft skills. Theoretically, achieving effectiveness is more difficult compared to hard skill training. Objectives: This study is aimed at examining whether training is effective to develop individual’s competencies in an organization, especially in the area of soft skills. Methods: This research uses experimental method by The Untreated Control Group Design with Pre-Post-Test. The study was conducted at a private hospital X in Semarang city. The participants of this study comprised of 496 subjects, which were divided into experimental and control groups. The intervention given to the experimental group was empathic communication training which is aimed at building sumeh (friendly) and nulungan (helpful) behavior, as the actualization of organizational values. The measurement of friendly and helpful behavior was done before and after the intervention, that was by post-test 1 and post-test 2. Results: There was a significant difference between the scores of pre-test and post-test 1 and there was no difference between the scores of post-test 1 and post-test 2 for experimental group. For the control group, there was no difference either between the scores of pre-test and post-test 1 or between post-test 1 and post-test 2. Conclusion: Emphatic communication training is effective to develop friendly and helpful behavior, where both of the behaviors are included in soft skills category.
Highlights
Soft skills have a very important role in determining the performance of individuals in an organization
There was a significant difference between the scores of pre-test and post-test 1 and there was no difference between the scores of post-test 1 and post-test 2 for experimental group
Emphatic communication training is effective to develop friendly and helpful behavior, where both of the behaviors are included in soft skills category
Summary
Soft skills have a very important role in determining the performance of individuals in an organization. With those various reasons, organizations develop the soft skills of their employees through training methods. Due to the importance and strategic role of training, the organization allocates and invests its funds in organizing training programs for its HR. No similar data has been found on organizations in Indonesia, it is assumed that organizations in Indonesia allocate and invest their resources to carry out training to improve their HR soft skills. Is this large expenditure offset by equivalent benefits? Is training effective to develop the soft skills of the employees in the organization?. Achieving effectiveness is more difficult compared to hard skill training
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
