Impact Of Training And Development On O
Impact of Training and Development on Organizational
Performance
Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on
Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the
Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review.
By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan,
Dr. Muhammad Aslam Khan
University of Lahore, Islamabad Pakistan
Published at Global Journal of Management and Business Research
Volume 11 Issue 7 Version 1.0 July 2011
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals Inc. (USA)
Print ISSN: 0975-5853
Refrences Refrences Refrencias
1. Stone R J. (2002), Human Resource Management
2nd Edition, Jhon Wiley & Sons 2002.2. Fakhar Ul Afaq, Anwar Khan (2008), “Case of Pearl
Continental hotels in Pakistan, Relationship of training with Employees’ Performance in Hoteling
Industry”.3. Richard Chang Associates, INC., “Measuring the impact of traning, demonstrate the measureable results and return on investment.”4. Iftikhar Ahmad and Siraj ud Din,Gomal
Performance
Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on
Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the
Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review.
By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan,
Dr. Muhammad Aslam Khan
University of Lahore, Islamabad Pakistan
Published at Global Journal of Management and Business Research
Volume 11 Issue 7 Version 1.0 July 2011
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals Inc. (USA)
Print ISSN: 0975-5853
Refrences Refrences Refrencias
1. Stone R J. (2002), Human Resource Management
2nd Edition, Jhon Wiley & Sons 2002.2. Fakhar Ul Afaq, Anwar Khan (2008), “Case of Pearl
Continental hotels in Pakistan, Relationship of training with Employees’ Performance in Hoteling
Industry”.3. Richard Chang Associates, INC., “Measuring the impact of traning, demonstrate the measureable results and return on investment.”4. Iftikhar Ahmad and Siraj ud Din,Gomal
References: 3. Bowling, N. A. (2007). Is the job satisfaction–job performance relationship spurious? A meta-analytic 4. Brum, s. (2005). WHAT IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND J. W. (1990). AN EXPLORATORY STUDY OF LOTTERY PLAYING, GAMBLING ADDICTION AND 6. Calisir, F. (2010). Factors affecting intention to quit among IT professionals in Turkey. 7. Chen, G. (2007). Training and development of human resources at work: Is the state of our science 9. Chiaburu, D. S. (2005). Individual and contextual influences on multiple dimensions of training 11. Owens, P. L. (2006). One more reason not to cut your training budget. 12. Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. 13. Wells, J. E. (2010). Turnover intentions Do leadership behaviors and satisfaction with the