ASSIGNMENT 2

SEMESTER

SUBJECT CODE :

SUBJECT TITLE :

LEVEL : MASTER

STUDENT’S NAME :

ID NO. :

PROGRAMME :

LECTURER :

LEARNING CENTRE :
 Formal Employee Training Programs and Their Impact on Labor Produc-tivity:

Evidence from a Human Resources Survey

Abstract

This paper objective is to study about the employee training and development. Industrial

Relations Research Center of the Columbia Business School conducted a survey of human

resources policies and practices in American businesses. A questionnaire was sent to the

executives responsible for 7,765 business units during the time period. Respondents who

are involved In this study included technical employee, clerical employee and production

employee.

Method of Sampling

The econometric analysis of the determinants of the variation in training across the

businesses was used in this research to show the predictions of the profit-maximization

model. Binary logit model also used in this paper on the subset of the firms that reported to

have formal training programs for the particular occupation under study.

Results

Results show that many companies with formal training programs did not respond to the

question regarding the cost of formal training per employee. The response rate initially rises

with size but it falls off for the very large business although these large organizations are

most likely to have formal training programs. This is because the choose not to report
information on cost of training or do not have the training programs. The outcomes of the

training programs and training expenditures are 49.2% which is the highest percent for the

managers with formal training programs while 32.9% is the lowest for clerical employee of

non-union worker.

Summary

This paper focused was on the organization as the unit of observation. Although economic

models of training decisions are framed in terms of a company's calculation of the

coats and benefits of such training, empirical work has never been able to test this

model directly on company behaviour. Researchers have been forced to make

inferences about company behaviour based on data on the careers of individuals. By

utilizing a unique data base on human resource practices in U.S. businesses, this

research was able to study the variation in the training effort 2 across companies.

Conclusion

As the conclusion, this paper has utilized corporate survey data to study employee training

and development. By using previous research as references, most studies of training rely

on data provided by individuals and therefore focus on the variation in training across

individuals and its impacts on their career advancement. Formal training was found to have

a positive effect on labour productivity, especially in those businesses that evaluated their

training programs based on productivity indicators.

Abstract

The aim of this study is to discuss the training method to maximize the performance

of employees. The main findings of this research are that there are several training

methods which are used to enhance employee performance. The main purpose of

this study is to discuss several training methods which can be used to increase

employee performance, a comparison between various methods are given which

leads to some recommendations to enhance employee performance as well as

improve their skills and knowledge to contribute to enhancing organizational

performance by using the data from previous research.

Results

Employee training enhances and improves skills, attitude and knowledge in order for

a higher performance and productivity. It also increases the quality and ability of

employees toward work related tasks, and eventually achieve change management

for instance, increasing new skills and information which lead to better understanding

among employees. Secondly, training program provides the possibility for employees

to upgrade their allowances, including enhanced safety and security at the workplace

which could lead to reduced employee turnover. Thirdly, one of advantages of

training is the reduced cost and time because a well-trained employee will be able to

achieve tasks within a shorter period of time and with minimum cost. Finally, training

helps employees to enhance their morale and motivate them to perform tasks easily.
Summary

Training has become one of the necessary functions in most organizations, as

training leads to superior performance in the same field and is an important part of

human resource department as it has a significant impact on the success of an

organization through enhancing employee performance as well as, organizational

performance. This paper helps to identify the benefits of training and how it can

affect employees performance. Training method also discussed in this research to

ensure it is suitable for the employees regarding the time.

Conclusion

In conclusion, as long as training becomes a major method or way to improve

organizational performance, training activities contribute to enhance employee

capabilities, skills, knowledge and attitude because trained employees perform their

tasks efficiently rather than untrained employees. The main contribution of the

proposed solution is to create a new method to provide employees with practical

training, to save cost for the organization and increase employee performance

through the integration of the dynamic training method and diagnosis of poor

performance or skills which require training as an efficient solution to increase

organizational performance.
Training and Development Program and its Benefits to Employee and Organization:

A Conceptual Study

Abstract

The purpose of this paper is to present a conceptual study established on the employee

training and development program and its benefits. Organizations find it difficult to stay

competitive in recent global economy. Importance of employee development program is

growing for the organizations those pursuing to receive an advantage among competitors.

The study described here is a vigilant assessment of literature on fundamental of employee

development program and its benefits to organizations and employees. This study has

collected support for the positive outcomes of training program for the organizations. These

benefits comprises better organizational performance for example profitability, efficiency,

and output also further benefits that directly or indirectly related to employee performance.

Results

The study described a vigilant assessment of literature on fundamental of employee

development program and its benefits to organizations and employees. Employees

required feeling like they are producing a noteworthy modification to corporate success and

providing positive results and intentions to do their jobs well. It is difficult for most of the

companies to develop corporate level institutions and provide extensive opportunities for

internal promotions, but it is easy for organizations to help their employees in making career

goals and action plans for the development of their career. In this study there is a

substantial support for individuals and organization to get the several benefits from training
program. Such benefits contain efficiency and factors that related directly or indirectly to the

employee performance.

Summary

In this study, the proposed benefits of training might have a positive effect like as individual

employee benefits, which later affect organizational results. However, research is required

to recognize the features that enable a smooth transfer of employee development benefits

on different level. Furthermore, some special questions of vertical transfer that how training

and development directly influence on individual and organizational level.

Furthermore, there is a gap existing between the applied and academic literature

concerning the usage of cycle time as a factor to measure usefulness of training and

development program (Holton 2003). The size of effect on the quality of performance may

not the similar as individuals and organizations recognize and apply solutions to new

problems. Organizations are realizing the benefits of employee training and development

programs as they are receiving pressure from the competitor market. Research is required

concerning the factors that can raise the awareness of the benefits of training and

development at numerous stages of exploration.

In conclusion, the fact of observation that training leads to important benefits for

individuals and organizations. The existing analysis of literature proposes that these

benefits vary from individual and organizational performance. Implementation of

different level and different disciplinary perspective of employee development

program has been done in this paper to understand the benefits of training and

development program. An organized and efficient development program with

supportive apparatuses will significantly assist the organizations to retain the most

valued human resource, especially those who have a lot of experience with the

organization.
 Human resource training and development: The outdoor management

method

Abstract

Employers invest in employee training as a method to meet a need or solve a

problem within the organization/company. Due to increasing international

competition in today’s economy, companies must empower their employees and

develop skills to maximize productivity and profits. The fast-moving, ever changing

global economy calls for a new work order and requires a flexible, multi-skilled,

knowledgeable and adaptable workforce at all levels. This paper presented the

introduction of a recent type of development which is the Outdoor Management

Development (OMD). The main reason for this review paper is the perception

stemming from empirical experience that OMD programs are rarely used in Greece

by organizations and companies.

Results

As any training method aims to increase the organizational performance, it is

necessary to review the impact on individual or organizational level. Results from a

team building training program using the outdoors which is rope courses indicate that

participants managed successfully the challenges by solving problems of

communicating and working together. This behaviour is characteristic of groups in

stage one of team development. In order to proceed to the next stage, group

members need to understand one another and the goals they are trying to
accomplish. This training enables the groups to get to know one another, which

increases communication. Each activity allowed participants to complete tasks in a

non-threatening environment. The result of the rope courses each group was able to

function as a team. This was illustrated by increased communication and improved

efficiency of the activities throughout the day.

Summary

The importance of training in contemporary organizations was realized and this

paper will address the introduction of a recent type of development: Outdoor

Management Development (OMD). It is considered as a process of learning, a

description of the training environment presented was in the first part of the paper,

including the objectives and benefits of training, as well as the process and the

variety of training methods. The second part of the paper present an inclusive

approach to OMD by giving the basic characteristics, the different types, the goals,

the process of learning, the benefits and its impact, theories and models of OMD and

the evaluation process as well.

Conclusion

As far as the evaluation of the OMD program is concerned, there is a gap in

establishing measurable main effects on this type of programs. Possible reasons for

that may be the variance in time duration of these programs and the variety of

specialized outdoor training activities. Future research on OMD programs and their

impact on organizational performance should be more carefully designed and

controlled including observation and report activities to lead to more valid results.
 Examining the Effects of Employee Empowerment, Teamwork, and Employee

Training on Organizational Commitment

Abstract

This study aims to examine the effects of three factors namely employee

empowerment, teamwork, and employee training on organizational commitment in

Malaysian higher education context. The data were collected using an online survey

by distributing 870 questionnaires an only 242 employees at the public universities in

northern Malaysia. The collected data were analysed on SPSS and structural

equation modelling (SEM). The findings indicated that employee empowerment has

a significant positive effect on organizational commitment. The effect of teamwork on

organizational commitment was also found to be positive and statistically significant.

Method of Sampling

Cronbach’s alpha was used to examine the reliability of the developed instrument.

Confirmatory factor analysis (CFA) also conducted in this study to confirm construct validity.

Results

Based on the questionnaire, the results shows 26.9% of them are male and 73.1% of the

rest are female. In general, the results showed that all the values of Cronbach’s alpha for

the selected constructs are acceptable as they range from 0.771 to 925; employee

empowerment (0.771), teamwork (0.925), employee training (0.864), and organizational

was found that it is acceptable which are more than 0.70. Results based on CFA shows

0.559 for teamwork that has positive effect on job satisfaction and 0.084 estimate for

employee training that has positive effect on the job satisfaction which represented the

lowest score.

Conclusion

For the conclusion, this research found that employee training has a significant positive

effect on the organizational commitment. Training is a useful technique that many

organizations use in order to enhance the skills and knowledge of their employees. This is

because if the employees are trained well, they will be more efficient in their jobs. This result

provides practical implication for the decision makers in higher educational institutions to

focus on providing training programs for their employee to ensure that they have enough

skills and knowledge to perform their duties efficiently.