Summary
Training is one of the most pervasive methods for enhancing the productivity of individuals and communicating organizational goals to new personnel. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. This paper examines the importance, relevance, and implications of training in organizations today, and attempts to identify the significant determinants of training effectiveness. By constructing a hypothetical research model to investigate the effect of four moderating variables on the training participants (independent variable) towards training effectiveness (dependent variable), a survey questionnaire was distributed to employees in various organizations who have attended training programs. Data from a sample size of 200 was obtained and subjected to reliability tests using Cronbach's Alpha, and the eight hypotheses drawn up from the research model were subjected to Two-way ANOVA tests of significance. Instructor competence and training type (in-house vs. external consultant) were found to be significant factors contributing to training effectiveness. Though not an exhaustive conclusion, this finding holds extensive implications for training in organizations and would pave the way for further research.
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Extract
The Determinants of Training Effectiveness in Malaysian Organizations
1. Introduction
Organizations in both the private and public sectors, regardless of types or nature of organization, agree that training and development is essential to the growth and development of the business (Lee, 2007). This research study will focus on the topic of training in organizations, its importance and the determinants that influence its effectiveness in organizations. The ability of any organization to channel its organizational talent and obtain the best from its resources is of paramount importance to its optimum performance and continued success. Organizations can no longer afford to provide training that has not been evaluated for its contribution to the organization's strategic goals and mission and its effectiveness and use on the job to achieve those goals (Brinkerhoff, 2005). Effectiveness goes to the heart of what training and development in an organization: giving employees the knowledge, skills and ability (KSA). The effectiveness of training depends on the beliefs of various group including organiza...See the full content of this document
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