THE IMPACT OF ORGANIZATIONAL TRAINING AND DEVELOPMENT ON THE ORGANIZATIONAL PERFORMANCE

Abstract

Improving organizational performance in today's fast-paced and competitive business world is mostly driven by organizational training and development (OTD) programs. In order to better understand how training interventions, affect KPIs, this study will investigate the complex link between OTD programs and organizational performance. Theoretically, we can comprehend how OTD affects organizational performance after a thorough literature analysis. To shed light on the workings of this connection, a number of theoretical frameworks are employed, such as the resource-based view, social exchange theory, and human capital theory. In addition, the study's conceptual framework is informed by the synthesis of empirical evidence from previous research projects, which helps to uncover trends and patterns in the literature. Examining critical mediating elements between OTD initiatives and organizational performance results is central to the analysis. Since training and development programs increase employees' dedication, enthusiasm, and discretionary effort to the organization's objectives, employee engagement becomes an important mediator. In a similar vein, work satisfaction is recognized as an important intermediary variable; training interventions boost employee satisfaction, which in turn leads to lower turnover costs and improved retention rates. Keywords: Organizational training, development, performance, employee engagement, job satisfaction, innovation, organizational culture, leadership support.