Training and Job Performance
CHAPTER 1
INTRODUCTION
Background of the study
Training is an event of planning a learning process in order to improve the person’s knowledge, ability and skills. According to Raymond (2010) “Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance”. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. Globalizations have forced organizations to own competitive advantages which will enhance their level of competition with other global competitors. “By continuously providing training and development opportunity to their employees can develop employees knowhow, thus building a strategic assets that can lead to a sustainable competitive advantage” (Lori and Robert, 2004). In addition, Lucie & Stéphane (2004) stated that, investment in training by the organization will increase the value of human capital and lead for a better performance and productivity.
Training design is refer that to any factors that built into the training context in order to increase the possibility of the transfer of training will occur
(Raymond, 2010).Training design should be carefully design in order to improve the probability of an employees to apply what they have learned in their training program into their work environment. According to Robert & John, (2004), “once training objectives have been determine, training design can be start”.
They also mention that to design effective training design, learning concepts, training approach and legal issues must be consider. Work environment is also related with the training concept. Work environment is refer to factors inside the job that will influence transfer of training, such as managers, peers and technology supports, the climate for transfer and the opportunity to use the new capabilities to the job
INTRODUCTION
Background of the study
Training is an event of planning a learning process in order to improve the person’s knowledge, ability and skills. According to Raymond (2010) “Planned effort by a company to facilitate to employees’ learning of job competencies. These competencies include knowledge, skills or behaviors that are critical for successful job performance”. This means that any organizations or institutions which want to improve job performance must provide trainings to their employees. Globalizations have forced organizations to own competitive advantages which will enhance their level of competition with other global competitors. “By continuously providing training and development opportunity to their employees can develop employees knowhow, thus building a strategic assets that can lead to a sustainable competitive advantage” (Lori and Robert, 2004). In addition, Lucie & Stéphane (2004) stated that, investment in training by the organization will increase the value of human capital and lead for a better performance and productivity.
Training design is refer that to any factors that built into the training context in order to increase the possibility of the transfer of training will occur
(Raymond, 2010).Training design should be carefully design in order to improve the probability of an employees to apply what they have learned in their training program into their work environment. According to Robert & John, (2004), “once training objectives have been determine, training design can be start”.
They also mention that to design effective training design, learning concepts, training approach and legal issues must be consider. Work environment is also related with the training concept. Work environment is refer to factors inside the job that will influence transfer of training, such as managers, peers and technology supports, the climate for transfer and the opportunity to use the new capabilities to the job
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