Effect Of Employee Training Research Articles

Can Employee Training Stabilise the Workforce of Frontline Workers in Construction Firms? An Empirical Analysis of Turnover Intentions

The construction industry is a critical pillar of China’s economy, providing substantial employment opportunities for society. However, the high turnover rate among frontline construction workers has become a significant challenge to the development of the industry. This high mobility not only increases recruitment and training costs for companies but also seriously affects the quality, safety, and productivity of construction projects. This study aims to investigate the impact of employee training on the turnover intention of frontline employees in the construction industry, as well as to analyze the role of organizational identification and perceived supervisor support. Data were analyzed through a structured questionnaire survey of 533 frontline construction employees using the study’s Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training is effective in reducing turnover intention among frontline employees and that this effect is partly achieved by increasing employees’ organizational identification. In addition, perceived supervisor support moderates the relationship between employee training and turnover intention, and the effect of employee training on reducing turnover intention is more significant when perceived supervisor support is high. This study further validates the applicability of social exchange theory in the context of China’s construction industry, reveals the key roles of employee training and organizational identification in reducing turnover intention, and highlights the important influence of perceived supervisor support as a means of enhancing the effectiveness of employee training, which provides a rationale for Chinese construction firms to optimize the training system and enhance supervisor support in order to improve employee retention intention.

Pengaruh Training Karyawan terhadap Kinerja Karyawan yang dimediasi oleh Produktivitas Kerja (Studi Kasus Karyawan PT. Berkah Subuh Transport)

This study aims to examine the effect of employee training on employeeperformance mediated by work productivity. The method used is quantitative analysis by taking samples from employees working in the company. The results of the study indicate that the training variables reflected in the indicators of goals and objectives, trainers, methods, materials, training participants have a positive and significant effect on employee performance. Training activities carried out continuously by the company will improve employee abilities in carrying out their work which in turn can improve employee performance. Training variables described in indicators of goals and objectives, trainers, methods, materials, training participants have a positive and significant effect on employee performance through motivation. Training accompanied by motivation will have a significant impact which will ultimately affect employee performance.

Effectiveness of Employee Training and Development in Increasing Productivity and Innovation in Multinational Companies

This study explores the effectiveness of employee training and development in enhancing productivity and innovation within multinational companies. Utilizing a qualitative approach, this research employs literature review and library research to analyze existing studies and theoretical frameworks related to employee development strategies. The findings indicate that well-structured training programs significantly contribute to increased employee performance, job satisfaction, and overall organizational productivity. Moreover, continuous professional development fosters a culture of innovation by equipping employees with the necessary skills to adapt to rapidly changing market demands. The review highlights various training methodologies, including on-the-job training, mentoring, and e-learning, demonstrating their impact on enhancing workforce capabilities. Additionally, the study underscores thae importance of aligning training initiatives with organizational goals to maximize effectiveness. This research contributes to the understanding of how employee development can serve as a strategic tool for multinational companies seeking to maintain a competitive edge in the global market. Recommendations for future research include examining the long-term effects of specific training programs on employee retention and organizational success. Overall, this study emphasizes the critical role of employee training and development in driving productivity and innovation in multinational corporations.

Assessing Impact of AI on Resource Efficiency in Manufacturing in West Africa

This study investigates the impact of Artificial Intelligence (AI) on resource efficiency in the manufacturing sector within West Africa, a region characterized by infrastructural challenges and resource constraints. Through integrating Transaction Cost Economics (TCE) and the Resource-Based View (RBV) theories, the research explores how AI-driven technologies, including predictive maintenance, production optimization, real-time data analytics, and smart manufacturing systems, enhance resource efficiency. A quantitative research design with a correlational approach was employed, surveying 381 professionals across various manufacturing sectors. The study also examined the moderating role of the regulatory environment and the mediating effect of employee training and adaptation on these relationships. Findings indicate that AI-driven technologies significantly improve resource efficiency by reducing downtime, optimizing production processes, and enhancing decision-making. The regulatory environment positively moderates the relationship between AI technologies and resource efficiency, particularly when coupled with employee training. This study contributes to the existing body of knowledge by providing empirical evidence on the strategic role of AI in resource-constrained environments, emphasizing the importance of supportive regulations and workforce adaptation. The results offer practical implications for policymakers and industry leaders in West Africa, highlighting the need for targeted investments in AI infrastructure, regulatory development, and capacity building to fully leverage AI's potential in manufacturing.

Analysis of the Effectiveness of Employee Training and Development In Islamic Boarding Schools in Improving the Quality of Education

Traditional educational institutions such as Islamic boarding schools combine a curriculum that includes religious subjects, such as tafsir, hadith, and fiqh, with general subjects, such as math, science, and languages. This study aims to analyze the effectiveness of employee training and development in boarding schools in improving the quality of education. Using a qualitative approach, this study examines various training and development programs implemented in several Islamic boarding schools, as well as their impact on the competence of teaching and education personnel. Data were collected through literature studies and analyzed to identify the relationship between training programs and improved performance and teaching quality. The results showed that systematic and continuous training significantly improved the skills and knowledge of the educators, which contributed to a more effective and adaptive teaching and learning process. In addition, continuous professional development helps educators in pesantren to remain relevant to developments in teaching methodologies and educational technology. These findings confirm the importance of investing in staff training and development as a key strategy to improve the quality of education in pesantren.

Effect of Employee Training and Development on Performance of Level Four Hospitals in Kericho County, Kenya

Universal health care is among the government's big four agenda and a key pillar for Vision 2030. The government has considered the health sector a priority in ensuring the efficient delivery of health services. However, many health facilities in Kericho County face many challenges in achieving optimum performance. Past studies have established that the quality of human capital determines the organization's performance level. However, it is unclear to what extent employee training influences organizational performance, especially in the health sector. On this basis, the study sought to assess the influence of employee training and development on the performance of level four hospitals in Kericho County. Specifically, the study assessed the influence of training methods on the performance of the level four hospital in Kericho County. The study was anchored on Human Capital Theory. The study adopted a descriptive research design and targeted 198 employees drawn from 7 departments of the 4 level four hospitals in Kericho County. The sample size of 132 respondents was determined scientifically using Yamane's (1967) formula, and the respondents were picked randomly from the sample. The study relied on primary and secondary data, where primary data was collected using self-administered structured questionnaires. Data were analyzed using descriptive statistics by means and standard deviation, while inferential statistics was carried out using regression and correlation analysis. The study Findings revealed that training methods had a positive statistical relationship with organization performance at the level four hospital where β =0.511, P<0.000. The study recommended that level four hospitals in Kericho County adopt and implement human resource policies that will help them improve the efficiency of employee training to enhance their performance.

Effect of Employee Training on Organizational Performance in Public Sector in Rwanda. A Case Study of Rwanda Social Security Board (RSSB)

Effect of Employee Training on Organizational Performance in Public Sector in Rwanda. A Case Study of Rwanda Social Security Board (RSSB)

The Effect of Employee Training on Job Performance in Local Governments: A Case of Bukedea District, Uganda

This study investigated the influence of employee training on performance in Local Governments, with a focus on Bukedea district. Objectives included establishing the link between training and performance, assessing employed training methods, and gauging the relevance of employee programs. The research utilized a cross-sectional descriptive survey design with 172 randomly selected staff, incorporating both qualitative and quantitative approaches. Data collection involved questionnaires, interviews, and documentary analysis, followed by editing, coding, and analysis using SPSS. Results were presented graphically, revealing a training gap, indicating the absence of pre-training needs assessment and a local government training policy. These deficiencies raised concerns about the effectiveness of training initiatives in enhancing overall performance. Recommendations were made, emphasizing the need for a comprehensive reevaluation of the training process in Bukedea district. This involves conducting thorough needs assessments, establishing a robust training policy, and implementing evaluation mechanisms to enhance the effectiveness of training initiatives, ultimately contributing to improved performance in the Local Government context. Keywords: Employee, Training, Job, Performance and Local Governments

THE EFFECT OF EMPLOYEE TRAINING IN ACHIEVING COMPETITIVE ADVANTAGE IN TANZANIA’S HIGHER EDUCATION INSTITUTIONS

This study is about the effect of employee training on competitive advantage in HEIs in Tanzania. The study was conducted at University of Dar es Salaam. The study employed positivism research philosophy and a descriptive survey design. Stratified random sampling techniques was used in this study to select academic staff as respondents. Primary data were collected through the selfadministration of 299 questionnaires to academic staff. Data were analyzed using descriptive statistics, correlation and inferential statistics. The mean score of descriptive statistics was 4 indicating agree the statement employee training have effect on competitive advantage in terms of Teaching and Learning Environment, Academic Staff-Student Ratio, and Flexibility/Adaptation to Change. The result also show positive correlation between employee training and competitive advantages. The findings inferential statistics show the all five independent variables of employee training were positively influence competitive advantages. The study concludes ha employee training helps UDSM become more competitive on a national and international scale by encouraging innovation, developing a knowledgeable and talented workforce, and raising the standard of instruction and services. Therefore, the study recommends the need of providing of training to employees to enhance career development, acquisition of useful skills and being competent.

Relationship between Seminars and Employee Performance in Level Four Hospitals in South-Rift Region, Kenya

Health sector is an area of priority for efficient delivery of services. Health policies have been developed and adopted to enhance accessible and quality health care. Poor service delivery has been attributed to employee performance. Unmatched skills set to job requirements are assumed to have a significant impact on the performance of employees. The effectiveness of employee training and development programs such as seminars can bridge the gap between job requirements an employee’s ability to perform. However, it is not yet clear to what extent seminar activities influence employee performance. Therefore, the study sought to assess the relationship between seminars and employee performance in Level Four Hospitals operating within the South-Rift Region in Kenya. Specifically, it established the relationship between structured seminars, work environment-based seminars and performance feedback-based seminars and employee performance in Level Four Hospitals in South-Rift Region in Kenya. Human capital theory, knowledge-based theory of the firm and social learning theory was used. Correlational and survey research designs were employed with a target population of 663 and a sample of 249.Stratified simple random sampling was used to pick the respondents. Data was collected using structured questionnaire and reliability Cronbach alpha coefficient of 0.7625 obtained. Descriptive statistics mean and standard deviation were used in data analysis while the study hypothesis was tested using correlation coefficient. The findings were presented in tables. The findings indicated that seminars had a positive and significant relationship with employee performance at Level Four Hospital in the South-Rift region where (R = 0.570, β1= 0.483, R2=0.325, p<0.05) was established. The study recommended that Level Four Hospitals in the South-Rift region adopt seminar activities that will help improve the efficiency of the training techniques. The findings may be useful to hospital management, human resource departments, scholars, and researchers in human resources management.

Pengaruh Pelatihan Karyawan dan Kompensasi Terhadap Kinerja Karyawan

This study aims to analyze the effect of employee training and compensation variables on employee performance variables. The type of research used is quantitative method with descriptive analysis. The data collection technique was carried out online in the form of a questionnaire with the help of the Microsoft Forms application using a Likert scale of one to five and obtained by a simple random sampling method on 32 respondents with the criteria of office workers or employees. The data analysis techniques used in this study are: Outer Model with the calculation of Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, VIF and Inner Model with calculations on R-Square, Adjusted R-Square, and f-Square hypothesis testing on the calculation of T statistic, P-Value, and Original Sample using SmartPLS (Partial Least Square) software version 4. The results showed that: 1) Employee training has a positive and significant effect on employee performance with t test results of 3,774, p-value 0.000, and positive Original Sample. 2) Compensation has a positive and significant effect on employee performance with a t-test result of 3.454, p-value 0.001, and positive Original Sample. 3) Employee training and compensation together have a positive and significant effect on employee performance with an R-Square result of 0.650 or 65% influence. Recommendations from this study are to add independent variables and expand the population area for better results.

Evaluating the Mediating Effect of Employee Training on the Link between Employee Empowerment and Organizational Performance

Assessing employee training as a mediator on the relationship between employees' empowerment and organizational performance offering insights for effective training interventions to further enhance employee empowerment and overall organizational success. Hence, this paper discusses a study on assessing a mediation effect of employee training which act as mediator to the relationship between the employee empowerment constructs with organisational performance construct. Data used to develop this mediation model was from 115 employees of UAE Federal National Council Organization. The model was developed and assessed in SmartPLS software using the concept of PLS-SEM technique of model development. The model was assessed in three processes which are the PLS Algorithm; Blindfolding and Bootstrapping. The results of mediating modelling assessments found that there is no evidence of mediation effect of Employee Training on the relationships of Meaning and Organization Performance and also, between Competence and Organization Performance. However, there is a partial mediation effect of Employee Training on the relationship between Impact and Organization Performance, indicating that Employee Training partially mediates the relationship between Impact and Organization Performance. Additionally, Employee Training fully mediating the relationship between Self-determination and Organization Performance. The table provides insights into the complex relationships within the model, clarifying the role of mediation in explaining the associations between variables. The findings from this study contributes knowledge on the mediation model of employees’ empowerment on organisational performance.

Maximizing Training Outcomes: An Analysis of Factors Affecting Employee Training in Manufacturing Firms

Training effectiveness is crucial for employee and organizational growth. This study aims to explore the factors that affect employee training effectiveness in manufacturing companies in Ethiopia. The study focuses on trainers, training content, supervisor support, and the training environment as independent variables, with training effectiveness as the dependent variable. A quantitative research design was adopted, and data were collected from employees who recently underwent training at four manufacturing companies in Bishoftu City, Ethiopia. The findings revealed that competent trainers, well-organized training content, supportive supervisors, and a conducive training environment significantly influenced training effectiveness. The study contributes to addressing the gap in literature regarding the specific effects of these factors on the manufacturing industry in Ethiopia.

The Effect of Organizational Commitment, Employee Engagement and Training on Employee Performance of Energy Supply Chain Company

This study's goal is to investigate the effects of employee training and engagement on workers' performance, with organizational commitment acting as a bridging variable. Data for this study was gathered quantitatively from employees in one of supply chain company in Indonesia. Employing a probability sampling approach as a sample technique. Path analysis was employed as a data analysis approach in this study with the use of the analytic program SPSS. The study's findings include a significant positive relationship between employee engagement and organizational commitment, a significant positive relationship between employee engagement and training, a significant positive relationship between employee engagement and training, and a significant positive relationship between employee engagement and employee performance. Training has a very favorable impact on staff performance. Organizational commitment has an impact on employees' performance. Organizational commitment, training, and employee engagement all have an impact on employee performance. This study is anticipated to be utilized as a resource for thought, the sharing of concepts, and the introduction of alternative solutions to issues in businesses pertaining to employee engagement and training that are beneficial in enhancing It is anticipated that this will enhance worker performance and eventually aid in the accomplishment of corporate objectives.

The Effect Of Employee Training, Competence And Commitment On Employee Performance In OCB On Non-Medical Staff Of RSUD Dr. H Koesnadi Bondowoso

This study aims to examine the effect of training, skills, and employee involvement on employee performance through organizational citizenship behavior (OCB) at dr. H Koesnadi Bondowoso. This study involved non-medical employees as the research sample. The research method used is a survey method using a questionnaire as a data collection instrument. The sample of this study consisted of 120 non-medical employees of RSUD dr. H Koesnadi Bondowoso was selected by purposive sampling technique. Data analysis was performed using path analysis techniques. The results showed that employee competence and commitment had a significant effect on OCB while training had no significant effect on OCB. The results of the study show that employee training, skills, and engagement have a significant effect on employee performance. In addition, OCB also acts as a mediating variable between competence and employee commitment to employee performance. This research contributes to the development of theory and practice of human resource management in the health sector. The practical implication of this research is the importance of management in providing quality training, building employee skills, and encouraging high employee engagement to improve the performance of non-medical staff at RSUD dr. H Koesnadi Bondowoso.

The Effect of Employee Training, Organizational Commitment and Self Efficacy on Employee Performance in the Hospitality Industry

This study examined how self-efficacy, employee development, and organizational commitment affected workers' performance. The sample for this study, which incorporates quantitative research, consists of 70 permanent hotel employees. A saturated sampling approach is used in the sampling process. Techniques for gathering data include surveys, literature reviews, and supplementary secondary data. Validity tests, reliability tests, cross-tabulation tests, correlation tests, determination tests, simple linear regression, multiple linear regression, t-tests, and f-tests with SPSS 26.0 were all used in the data analysis process. The finding of this study demonstrates that organizational commitment, employee training, and self-efficacy are all factors that simultaneously affect employee performance. Employee performance is partially influenced by organizational commitment, employee training, and self-efficacy, but not by either factor alone. 0.647, or 64.7%, for the corrected R square. It is recommended for hotels to improve employee self-efficacy based on the magnitude (self-confidence) indicator. In addition to hotels having to increase employee training based on reaction indicators (participation in hotel activities) and behavior (becoming the best employee), hotels must also increase commitment based on affective indicators (paying attention).

The Effects of Employee Training on Open Innovation in Emerging Markets : Evidence from ASEAN countries

This study aims to investigate the effectiveness of employee training programs on open innovation performance in Southeast Asian emerging markets. In particular, we investigate the impacts of general job training and innovation-focused training on product innovation and process innovation with or entirely by external partners as well as the purchase of intellectual property right by firms in Cambodia, Indonesia, Malaysia, Philippines, Thailand, and Vietnam. To this end, we select 6,024 firms from the World Bank Enterprise Survey (WBES) dataset and adopt the Heckman two-stage regression model to control for endogeneity. This study finds that both general and innovation-focused training have positive impacts on product and processes innovation with or entirely by external partners. Both types of training are also positively associated with the purchase of intellectual property right. The findings of this study have important implications as they emphasize the role of employee training in Southeast Asian emerging markets.

Mediation Effect of Employee Training on Implementation of Hotel Environmental Management Practices for Hotel Business Sustainability in Tanzania

Mediation Effect of Employee Training on Implementation of Hotel Environmental Management Practices for Hotel Business Sustainability in Tanzania

Effects of Employee Training and Development Programs on Corporate Financial Performance

This study explores the impact of employee training and development on corporate financial performance through qualitative inquiry. It aims to understand perceptions of training effectiveness, challenges in implementation, and the influence of organizational culture and technology. Employing a qualitative case study approach, data was gathered from employees and managers across diverse industries known for robust training programs. Semi-structured interviews, focus groups, and document analysis were used to gather and analyze data, ensuring comprehensive insights into training outcomes. Participants generally perceived training as effective in enhancing skills and productivity, aligning with literature highlighting its positive correlation with financial performance. Challenges included managerial support and resource allocation issues. Best practices identified integrating training into business strategy, employing diverse training methods, and fostering a supportive organizational culture. Technological advancements, such as e-learning, were noted to enhance training efficiency. The findings underscore the importance of strategically integrating training programs that are aligned with business goals. They suggest enhancing managerial support and resource allocation to maximize training effectiveness. Organizations benefit from cultivating a culture of continuous learning and leveraging technological tools for flexible learning environments, ultimately contributing to improved financial performance and competitiveness.

THE IMPORTANCE OF DEVELOPING THE PROFESSIONAL COMPETENCES OF THE STAFF OF SERVICE SECTOR ENTERPRISES

The article deals with the problems of advanced training and development of professional competencies of personnel of service enterprises. The key competencies that the personnel of the enterprise should have are analyzed. The directions of improving communicative competence as the main factor of a modern enterprise in the conditions of fierce competition are considered. The service organization process requires special competencies from the staff, the possession of which ensures in practice a well-coordinated and uninterrupted process of the full functioning of all services, and many of these competencies are invisible to the client, but only as long as the enterprise meets its expectations. The success of a modern enterprise depends on how well employees can meet customer needs. Therefore, first of all, it is necessary to determine the level of qualification and types of skills required for a particular position, and train employees to be competent. If the managers of the enterprise are fully competent to perform tasks, then their job satisfaction will increase. The study found that high employee job satisfaction in the workplace can improve the quality of customer service and eliminate such negative factors as long time spent on handling customer complaints, loss of reputation, and low level of employee motivation to work. Also, the article considers the importance of evaluating the effectiveness of training staff. To evaluate the effectiveness of professional development, it is suggested to evaluate not only economic indicators such as labor productivity, income, profit, but also to use evaluation of training programs by managers and employees themselves. Evaluation of the effectiveness of employee training is based on feedback information received from employees who have completed the training. When evaluating training, it is also necessary to evaluate the manager’s satisfaction with the subordinate employee who has completed the training. To achieve professional success, it is necessary to constantly develop. If the company’s personnel does not acquire new knowledge, its competitive advantage will gradually be lost. Continuous training of personnel indicates the achieved success in the field of human resources management and, as a result, increasing the level of their labor potential. Consequently, the development of professional competences of the company’s personnel has a great impact on the quality of customer service and the profitability of the company as a whole.