Abstract
This study analyzed the impact of training, development and communication on employees engagement in banking sector of Karachi. Data was taken thorough questionnaires from 120 employees out of which 100 were returned. Different statistical techniques such as descriptive statistics, confirmatory factor analysis and structural equation modeling were used for analysis. Results showed a positive impact of training and development and internal communication on engagement. Findings of the study have the potential of practical implication for managers and employees alike where they can increase engagement level in banking sector through strategic and tactical communication process and fulfilling the training needs of employees to meet the requirement of current job settings. Hence, practitioners need to understand the value of the participatory factors to compete effectively at the national and global levels through effective implementation in the engagement strategy.
Highlights
The main goal of each organization is to choose the right people for the right job, and to attract and retain them in the organization
Findings of the study have the potential of practical implication for managers and employees alike where they can increase engagement level in banking sector through strategic and tactical communication process and fulfilling the training needs of employees to meet the requirement of current job settings
The results showed full support for the hypothesis and that there is a positive relationship between internal communication and employee engagement
Summary
The main goal of each organization is to choose the right people for the right job, and to attract and retain them in the organization. Employees are the primary asset of any organization. There is some practices which done by human resource are recruitment, selection, preparation, employee performance improvement, planning strategy and evaluation (Tessema & Soeters, 2006). Effective training and communication must be provided for these unique assets to maximize professional commitment. They are able to cope with the challenges of today's competitive business environment. Sims (2002) recently suggested that employee engagement can show how powerful human resource management practices can be more effective in implementing individuals and businesses. The organizational goal is to improve its performance, but without the effective performance of its employees, this will never be possible. A series of performance-oriented reforms have been implemented in the banking industry
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