Role of Training & Skill Development in Employee Commitment in IT companies of Punjab & Chandigarh (original) (raw)
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International Journal of Management Studies, 2018
The Management of each organization desires to have skilled and competent people to make the organisation competitive in the market. From the viewpoint of the organisation, the human resources are considered as the sum total of the creative abilities, talents, knowledge, skills, attitudes and beliefs of the individuals involved. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. HRM represent the quantitative and qualitative measurement of the workforce required in an organisation. It is easy to find a suitable person for the job but it I very difficult to retain the person for sufficiently longer period. There are several dimensions to this issue such as training/ reskilling of employees, performance measurement, promotion policy, transfer policy, talent management, communication etc. The ultimate aim is to develop the human resource up to the extent that it results in organisational commitment. In simple words, organisational commitment is the strength of attachment an employee feels towards an organisation. The present Paper is an effort to find out effects of Training and development on the organisational Commitment.
Examination of the Relationships Among Organizational Training and Organizational Commitment
European Journal of Human Resource Management Studies, 2019
There is a clear relationship between organizational training and organizational commitment. The relationships between organizational training and organizational commitment has been the main concern of researchers in organizational behavior over the times. This study examined the causal relationship among organizational training and organizational commitment by reviewing previous theoretical and empirical studies on organizational training and organizational commitment. It is also describe the important theoretical approaches. Used data from previous studies to assess the effect of organizational training on organizational commitment. The main findings of this study are that: there is a significant positive association among organizational training and organizational commitment. In addition, the study concludes that the more training giving to employees, the higher their level commitment to the organisation.
Effect of Training on Employee Commitment in Hormuud Telecom Mogadishu Somalia
Journal of Law and Sustainable Development
Purpose: Nowadays in the competitive world, It's far crucial to take into account that employees are the inspiration of any agency irrespective of how big or small the business enterprise is employees are the actual determinants of how a success or inept a commercial enterprise might be as a end result having a personnel that is properly taught, when the staff is well trained they will become committed in t he organization. Regular Training may be adaptable if businesses require a high level of flexibility continues training inspires employees to achieve the HR function's strategic goals by aligning personal interests with company goals. The purpose of this study is to assess the effect of training on employee commitment in Mogadishu, Somalia. Design/Methodology/Approach: To achieve the objectives of this study data was collected through close ended questionnaire and interview from a sample of 71 staff and managers of the Homuud telecom mogadishu somalia, and the design w...
Enhancing Employees' Commitment to Organisation through Training
International Journal of …
The role of training in human resource management practice has spur renewed and vigorous debate about the need for training and development. The debate has led academics and management to ponder on some issues germane to the benefits or otherwise of training. Is training an investment in people or cost? If training is required, what are the criterion used to determine who should be trained and when to train? These questions have permeated management circle and those in HRM department. Recent years have seen training terms renamed as training and development or learning and development, a sign of the spate of debate on the issue. Given these flurry, this paper explores the relationship between training and employees' commitment to their organisation. The paper was based on a survey of 250 employees and management staff of a financial firm based in the South Western part of Nigeria. Statistical Package for the Social Sciences (SPSS) was used to conduct several forms of analysis. The analysis revealed some evidence that suggest a positive statistical significant relationship between the different levels of training and employees' commitment to organisation. A regression analysis was conducted on the data collected. The study revealed a positive statistical significant relationship between the different levels of training and employees' commitment to the organisation. The paper concludes that the more the training giving to employees, the higher their level commitment to the organisation.
In this competitive and rapidly changing era, most of the business organizations are highly concerned to provide their employees with training throughout their careers so that they will remain enough motivated and focused to their work. But the success of any training program depends on effective construction of its pre-defined schedule or model. The training model must be constructed on the basis of particular training needs and consisted of all relevant and important steps which are to be followed by training sessions. Wrong development of model and missing of any important step can leads towards ineffective and useless consequences. This article is based on the analysis of eight training models. The purpose of reviewing these models is to discuss the similarities, differences and lacking steps among these models so that researchers could make another new effective training model by including these missing steps. After in depth analysis of these models, researchers have proposed a more comprehensive training model for corporate world to overcome the missing. This is a simple but detailed model which, if implemented properly could contribute a lot towards enhancing both the employees' performance and effectiveness of the organization as a whole.
2017
The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are: • There is a positive relationship between five training-related variable...
Exploring the impact of training on organisational commitment - dissertation.
The purpose of this study is to explore the impact of training on organisational commitment in private sector UK companies. Literature from earlier studies provides the basis and hypothesis. Surveys and interviews provided data for a mixed method of analysis. The four training variables are availability of training, support for training, benefits of training, and motivation to learn. The two commitment variables are affective commitment and continuance commitment. A strong relationship was found between training and affective commitment and a much weaker relationship was found between training and continuance commitment. The theoretical framework that guides the study is supported and the findings of the research provides valuable information for organisational decision makers and HRD practitioners.
International Journal of Human Resource Studies, 2013
To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training ...
Journal of International Business and Management (JIBM), 2021
This study aims to empirically investigate the effect of training and development on the organisational commitment of employees in the context of higher education. The study adopts a quantitative research approach where data is collected using a self-administered survey questionnaire distributed among faculty staff of the Aden University in Yemen. A total of 296 usable responses were received. Data was analysis by confirmatory factor analysis (CFA) and structural equation modelling (SEM). The finding reveal a positive relationship between training and development, and organisational commitment. This study concludes that when organisations provide training and development to enhance the knowledge and skills of their employees, it will contribute towards employees extending greater effort into their commitment to that organisation.
Effects of training on employee commitment, retention and performance
The principal purpose of this study was to analyze the effects of training on employee commitment, retention and performance in a Local Municipality situated in Mpumalanga Province, South Africa. Based on convenience sampling method, a total of one hundred and thirty employees were selected and participated in the study. A questionnaire structured in a likert scale format was employed to gather data on training, employee commitment, retention and performance. Data was analyzed using SPSS statistical package. The Cronbach alpha of 0.813 and the Keiser-Meyer-Olkin of 0.865 were obtained from the data analyzed. The findings derived from multiple regression analysis using the ordinary least squares regression technique confirmed that, training has a significant effect on employee commitment retention and performance enhancement within the local municipality examined.