Abstract
Training and development have been applied in many aspects for organization performance. The purpose of this study is to investigate the relationships between training and development and organizational performance. In addition, the study also analyzes the influence of organizational culture as a mediator in the relationship between training and development and organizational performance. The data are analyzed using descriptive and inferential statistics. IBM Statistical Package for the social sciences software (IBM-SPSS) version 23 and Smart Partial Least Square (SmartPLS) version 4.3 were used to evaluate the hypotheses of the study. The survey of the study involved 219 employees in courier service organizations in Malaysia. The finding of the study shows that there was a positive relationship between training and development and organizational performance. Furthermore, the finding also reveals that organization culture mediate the relationship between training and development and organization performance. Hence organizations should consistently train and develop their employees through formal and informal training programs as well as encourage employees to embrace organizational culture and values as well as cultivate the core values of organizational culture amongst employees to strengthen and improve organizational performance.
Highlights
The purpose of this study is to investigate the relationships between training and development and organizational performance
Krempl and Pace (2001) state that training and development refers to knowledge management in developing organizational culture, to enhance individual performance and to strengthen organization’s ability
Research methodology This study aims to examine the relationship between training and development and organizational performance as well as the impact of training and development on organizational performance
Summary
The challenges faced by the public and private sector call for a structural change and a paradigm shift for organizations to continue its existence and stay relevant. To achieve this goal, both public and private service workers’ efficiency and performance must be at a certain level. According to Mamat (2001) training in organizations is a learning program designed to enhance employees’ knowledge, skills, and performance. Kleiman (2004) defines training and development as a learning experience designed to teach employees how to effectively perform current and future tasks. Swanson et al (2001) define training and development as a systematic process of knowledge-related work development and employees’ skills development for performance improvement
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