Examining the Relationship of Training on Job Satisfaction and Organizational Effectiveness
Subject Areas : General Management
1 - International Business School (IBS), University Technology Malaysia (UTM), Kuala Lumpur, Malaysia
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Abstract :
Training is considered an important element in the organization, as it heavily influences people to learn how to bemore effective at work by modifying knowledge, skills or attitudes through the learning experience to achieve asuccessful performance. Likewise, training is a long term allegiance to all employees because they have to learnnew skills and knowledge which become a turning point for their success in the workplace, moreover thebehavior modifications will occur after the training process because they have to come forth with a novel style ofmanaging things. For instance, employees have to apply safe manual handling techniques to ascertain all theprocesses of the work completed manually. Instead the training involves two-way communication between thetrainer and the person learning. However, training does not mean sitting in a room while listening to the speakerotherwise simply watching a video for our reference to implement own selves whatever we had seen in a video.Parenthetically, training can be formal or informal otherwise off or on the job. Training is widely understood as acommunication directed because training focuses on what needs to be known to attain the purpose of developingskills, changing behavior, and increasing competence. As a result of this study, employees and employers arelikely to deliver a better understanding in recognizing the importance of training that reveals in the employee’swork commitment and performance. Future research should further explore the same independent variables andits effect on trainers’ performance for postgraduate studies at University. Another future research could look atthe effects of training on public and private school teachers (specific course outlined). Human ResourceManagement should be aware of this because applicable training can help employee’s to develop their career,while they can commit to the work to increase their performance. As a long term measure to ascertain theeffectiveness of the training, performance monitoring system should be set up to work after continuous training toenable an organization to identify the effectiveness of the training to the participants and to identify the basicneeds of training in time will come. This study examined the effect of training on the work commitment, jobsatisfaction and job performance. The four components of training such as training commitment, training needsassessment, training contents and delivery approaches and training evaluation are important in human resourcemanagement One hundred and eighty employees in Malaysia were surveyed for the psychoanalysis. Data fromthe questionnaires were analyzed using SPSS version 20.0 software. The techniques employed in examining thedata included descriptive statistics, reliability analysis, correlation analysis, and regression analysis. Theoutcomes demonstrated an alpha value of all variables are well above 0.80, which is considered a dependableindicator of national consistency. The correlation coefficients indicate the hard point of the connector between thevariables, where a coefficient is considered significant if the p value is less than 0.05. Overall, the results fromthis work revealed that training commitment, training needs assessment, training contents and deliveryapproaches, and training evaluation positively and significantly influence the employee’s work commitment, jobsatisfaction and job performance.