Received: 18 Mar 2018 , Published: 23 April 2018
Views: 683 , Download: 234
|1||R K N D Darshani|
The current research was initiated with the main purpose of identifying the significant impact of training and development on employee job performance. Further, the research examines the significant impact of training need identify on employee job performance, the significant impact of training applicability of the job on employee job performance, the significant impact of training design improve skill on employee job performance, the significant impact of development opportunities on employee job performance, the significant impact of Perception of the organization long term on employee job performance and the significant impact of Continuous commitment to investment in employee development on employee job performance in the study area. The research was conducted among the sample of 100 employees in Regional Development Bank Head office. Stratified random sample techniques was used to choice the research sample. The response rate was 100%. Data was gathered from a standard questionnaire. Data analysis was through using the Statistical Package for Social Sciences (SPSS) with the support of descriptive statistics, correlation analysis, and regression analysis. Findings shown that there is a significant impact of training and development on employee job performance. Moreover, it was found that the most impact dimension (r2 = 0.091) of employee training need identify and the lowest was training applicability on job (r2 = 0.016) in the Regional Development bank Head Office. Hence, it is recommended to study about training and development on employee job performance extremely.
Appiah, B. (2010). The impact of training on employee performance: a case study of HFC Bank (Ghana) Limited (Doctoral dissertation).
Armstrong , M.(2009)Armstrong’s Handbook of Performance Management (4ed.).London
Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and developmentt on employee performance and effectiveness: A case study of district five administration office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), 188.
Beatrice I.J.M. van der Heijden, René Schalk, Marc J.P.M. van Veldhoven, (2008) "Ageing and careers: European research on long?term career development and early retirement", Career Development International, Vol. 13 Issue: 2, pp.85-94
Cheng-Liang Yang, M.H. (2014). https:/doi.org/10.1108/CMS-09-2011-0079. Retrieved from Emeral.
D’Cruz, P. (2010). Identity disruptions and identity work: understanding the impact of workplace bullying on targets. International Journal of Organisational Behaviour, 15(1).
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
Elena P. Antonacopoulou, (2000) "Employee development through self?development in three retail banks", Personnel Review, Vol. 29 Issue: 4, pp.491-508
Falola, H. O., Osibanjo, A. O., & Ojo, S. I. (2014). EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES'PERFORMANCE AND ORGANISATION COMPETITIVENESS IN THE NIGERIAN BANKING INDUSTRY. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), 161.
Jacobs, R., & Washington, C. (2003). Employee development and organizational performance: A review of literature and directions for future research. Human Resource Development International, 6(3), 343-354.
Kuvaas, B., & Dysvik, A. (2010). Exploring alternative relationships between perceived investment in employee development, perceived supervisor support and employee outcomes. Human Resource Management Journal, 20(2), 138-156.
Lee, C. H., & Bruvold, N. T. (2003). Creating value for employees: investment in employee development. The International Journal of Human Resource Management, 14(6), 981-1000.
Mansour, M. (2013). Evaluation of Training in Organizations: An Empirical Investigation from a Developing Country. International journal of education and research, 1 (6), 1-12.
Muhammad Zahid Iqbal, Shahab Alam Malik, Rashid Ahmad Khan, (2012) "Answering the journalistic six on the training needs assessment of pharmaceutical sales representatives: Comparative perspectives of trainers and trainees", International Journal of Pharmaceutical and Healthcare Marketing, Vol. 6 Issue: 1, pp.71-96
Obisi, C. (2011). Employee training and development in Nigerian organisaitons: Some observations and agenda for research. Australian Journal of Business and Management Research, 1(9), 82.
Opatha, H. N.D.P.(2009). Human Resource Management. Published by author printed in Sri Lanka.
Raheja, K. (2015). Methods of Training and Development. International Journal of Business and Management .
Ridha Al?Khayyat, (1998) "Training and development needs assessment: a practical model for partner institutes", Journal of European Industrial Training, Vol. 22 Issue: 1, pp.18-27
Sekaran, U., & Bougie, R. (2009). Research method for business: A skill building approach.
Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), 86.
www.rdb.lk/aboutus.php. (n.d.). Retrieved from Regional Development Bank.