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Journal articles on the topic 'Employee training and development'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Revathi, S. "Training and Development - Improving Employee Performance." International Journal of Science and Research (IJSR) 13, no. 6 (2024): 558–62. http://dx.doi.org/10.21275/sr24604160809.

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2

Noe, Raymond A. "Employee Training & Development." NHRD Network Journal 2, no. 4 (2009): 87–88. http://dx.doi.org/10.1177/0974173920090420.

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Philpot, Denise R., and Mariya Gavrilova Aguilar. "Post-Leave (Return to Work) Training Needs and Human Resource Development." Advances in Developing Human Resources 23, no. 2 (2021): 171–84. http://dx.doi.org/10.1177/1523422320982935.

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The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In additi

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A, Jefna, and Mrs Vandana V. "Impact Of Employee Training And Development On Organizational Success." International Journal of Research Publication and Reviews 6, no. 4 (2025): 6353–58. https://doi.org/10.55248/gengpi.6.0425.14146.

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Ganesh Prasad Niraula and Shreekrishna Kharel. "Impact of Training and Development on Employee Engagement in Nepalese Commercial Banks." Nepalese Journal of Management Research 5, no. 1 (2025): 38–46. https://doi.org/10.3126/njmgtres.v5i1.75870.

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The purpose of this research is to examine the relationship between training and development and employee engagement in Nepalese commercial banks. This cross-sectional study employs a causal-comparative research design grounded in positivist assumptions. A survey of 384 bank employees from 10 commercial banks was conducted, and the data were analyzed using statistical package for social science (SPSS) to assess the relationship. The results reveal that training efficiency, leadership support and work alignment are significantly and positively associated with employee engagement. This study pro

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Putri, Errytrina Kurnia, Budhi Setianto, and Agus Aan Adriansyah. "WORKFORCE ECOSYSTEM DEVELOPMENT AT HOSPITAL X SURABAYA." Jurnal Manajemen Kesehatan Indonesia 12, no. 3 (2024): 321–26. https://doi.org/10.14710/jmki.12.3.2024.321-326.

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X Hospital is one of the hospitals in Surabaya that continues to improve its medical services following several negative reviews found on Google Business between January and April 2024. These reviews suggest that human resource performance, particularly in patient care, needs improvement. In response, the hospital is focusing on internal development by cultivating a workforce ecosystem that includes organic employees, non-organic employees, and interns. This study aims to analyze the development of the workforce ecosystem at Manyar Hospital by evluating employee performance, skill training, an

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Sapfirova, A. А., and M. A. Arakelyan. "Legal aspects of employee training: current state and development prospects." Voprosy trudovogo prava (Labor law issues), no. 4 (April 7, 2025): 218–25. https://doi.org/10.33920/pol-2-2504-04.

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The article pays special attention to such types of employee training as an apprenticeship contract, additional vocational education, mentoring, and labor protection training. The analysis of the training regulations showed that, firstly, the legal basis for almost all types of training is the Labor Code of the Russian Federation and other regulatory legal acts containing labor law norms, but a special feature is the possibility of regulating the training process at a specific employer by local regulatory acts, fi lling in the gaps in the legislation. Secondly, the authors distinguish between

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8

Aparna and YV Ambikar. "Profitability from training and development programmes." World Journal of Advanced Research and Reviews 19, no. 1 (2023): 1166–74. http://dx.doi.org/10.30574/wjarr.2023.19.1.1445.

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The purpose of this document is to provide a conceptual overview of the employee training and improvement software and its benefits. This post examines the nature and drivers of employee training and software improvement, and then discusses the impact on quality for employees and the organization. Organizations are finding it difficult to live aggressively in today's global economy. The importance of developing worker improvement software is for companies looking to gain a competitive edge. Staffs are valued for help from the agency and achievement or failure of the relief agency in the overal

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Aparna and Ambikar YV. "Profitability from training and development programmes." World Journal of Advanced Research and Reviews 19, no. 1 (2023): 1166–74. https://doi.org/10.5281/zenodo.10303154.

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The purpose of this document is to provide a conceptual overview of the employee training and improvement software and its benefits. This post examines the nature and drivers of employee training and software improvement, and then discusses the impact on quality for employees and the organization. Organizations are finding it difficult to live aggressively in today's global economy. The importance of developing worker improvement software is for companies looking to gain a competitive edge. Staffs are valued for help from the agency and achievement or failure of the relief agency in the overal

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Alhowaish, Jawaher Ali. "Training and Development - Enhancing Employee Performance." Journal of Global Economy, Business and Finance 6, no. 11 (2024): 41–45. https://doi.org/10.53469/jgebf.2024.06(11).09.

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The purpose of this study was to how beneficial of training and development programs on employee performance for organisation development. Training and development programs typically involve educational activities that advance a worker’s knowledge and ignite greater motivation to enhance job performance. The study also reveals that training and development is a necessity in every company/organisation particularly for the unskilled, semiskilled, newly inducted or the less experience employees. Generally, employees’ work contribution was greatly improved due to the different training methods and

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11

Armstrong, Michael B., and Richard N. Landers. "Gamification of employee training and development." International Journal of Training and Development 22, no. 2 (2018): 162–69. http://dx.doi.org/10.1111/ijtd.12124.

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Ogbulu, Tamunonengiyeofori, Edwinah Amah, and Nkasiobi Otuonye Okocha. "Employee Training, Development, and Organizational Growth." Research Journal of Management Practice 4, no. 5 (2024): 15–28. https://doi.org/10.5281/zenodo.11265203.

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<em>The focus of this study was on organizational development, worker training, and development. Within the dynamic, competitive market context, the buzzword has evolved to be "training and development." An ethical corporation can be distinguished from a good one by its human capital. Organizations that invest in efficient human resource training and development are likely to reap both immediate and long-term benefits. An overview of the literature on the impact of training and development on organizational growth is included in this paper. Due to organizational, technical, and social dynamics

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O., Ambrose, N., and Abdul Hamidu, A. "Effects of Training and Development on Employees’ Performance in the Ministry of Niger Delta Development Abuja." Zamfara International Journal of Humanities 2, no. 02 (2023): 1–11. http://dx.doi.org/10.36349/zamijoh.2023.v02i02.001.

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This study examines the effects of training and development initiatives on employee performance in the Ministry of Niger Delta Development, Abuja, Nigeria. Given its crucial role in driving socio-economic progress in the Niger Delta region, the Ministry's efficacy rests heavily on its workforce's competence. To explore the correlation between training, development, and employee performance; this research employed a survey-based approach is ascertain the relationship, a questionnaire was distributed among employees and management personnel of the Ministry to gather primary data. The data collec

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Nardo, Rio, and Ratnasartika Aprilyani. "The Effect of Training and Development on Innovative Behaviour in Organisations." Journal of International Conference Proceedings 7, no. 1 (2024): 272–83. http://dx.doi.org/10.32535/jicp.v7i1.3064.

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Innovation is the development of work according to the skills of employees. If the thoughts and actions of employees are creative and innovative, innovation emerges. The need for innovation arises when someone tries to do cognitive work that is not routine. This study aims to test and analyze the effect of training and development on employee innovative behavior. The benefit of this study is that it provides data on employee innovative behavior for training and development. This study employed a quantitative approach with 52 participants of Company X in Jakarta, Indonesia. Data analysis utiliz

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Noorzad, Ghousddin, and Joseph P.D. "Impact of Training and Development on Employee Performance in the Telecommunication Sectors in Afghanistan." Asian Research Journal of Arts & Social Sciences 23, no. 2 (2025): 17–24. https://doi.org/10.9734/arjass/2025/v23i2637.

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Training and development are critical in enhancing employee performance in the telecommunication sector. The telecommunication sector is dynamic and characterized by continuous technical progress. Employees' skills and abilities are improved through training programs that keep them abreast of emerging trends, techniques, and technology. This makes it possible for them to work more productively and successfully. This study aimed to determine the impact of training and development on employee performance in the telecommunication sectors in Afghanistan. This study employed qualitative and quantit

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Sinaga, Marida, and Setyo Riyanto. "TRAINING AND DEVELOPMENT TO IMPROVE EMPLOYEE PERFORMANCE." ECOBISMA (JURNAL EKONOMI, BISNIS DAN MANAJEMEN) 8, no. 2 (2021): 66–71. http://dx.doi.org/10.36987/ecobi.v8i2.2081.

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Human resources (HR) is an important aspect in supporting the sustainability of business activities in the company. A company can increase work productivity if there is good cooperation and a reciprocal relationship between the company's management and its employees. One way is to conduct training and development programs for employees. The achievement of an organization's goals depends on the performance of its employees. If a company wants the advantage of competing through human resources (HR), then it must contain the concept of training and development of human resources on an ongoing bas

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Sinaga, Marida, and Setyo Riyanto. "TRAINING AND DEVELOPMENT TO IMPROVE EMPLOYEE PERFORMANCE." ECOBISMA (JURNAL EKONOMI, BISNIS DAN MANAJEMEN) 8, no. 2 (2021): 66–71. http://dx.doi.org/10.36987/ecobi.v8i2.2153.

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Human resources (HR) is an important aspect in supporting the sustainability of business activities in the company. A company can increase work productivity if there is good cooperation and a reciprocal relationship between the company's management and its employees. One way is to conduct training and development programs for employees. The achievement of an organization's goals depends on the performance of its employees. If a company wants the advantage of competing through human resources (HR), then it must contain the concept of training and development of human resources on an ongoing bas

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18

Padayachee, Premilla, and Paul Muinde Maweu. "IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE AT POWERCUBE COMPANY IN DURBAN SOUTH AFRICA." International Journal of Business Management and Economic Review 07, no. 04 (2024): 230–44. http://dx.doi.org/10.35409/ijbmer.2024.3601.

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The study was about the impact of training and development on employee performance at Powercube company in Durban South Africa. The specific objectives were to examine the nature of current training and development on employee performance and to assess the effects of training and development on employee performance at Powercube company. Descriptive research design which involved quantitative research approach was used. The population consisted of 140 employees of Powercube company. The sample size was 104. Stratified sampling and simple random sampling technique adopted to select the sample si

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Umana, Victoria S., Esitime S. Umana, and Johnson O. Odohoedi. "Training and Development and Employee Retention in Commercial Banks in Akwa Ibom State, Nigeria." European Journal of Training and Development Studies 11, no. 1 (2024): 1–18. http://dx.doi.org/10.37745/ejtds.2014/vol11n1118.

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This study focused on training and development and employee retention in commercial banks in Akwa Ibom State, Nigeria. Primarily, the study was conducted to investigate the influence of training and development on employee retention in select banks. The survey research design was adopted and this involved administration of copies of questionnaire on employees of case banks who served as respondents. The study’s population was 497 while the sample size was 384 determined using Cochran’s sample size determination formula. The sampling method employed in the study was random sampling. The questio

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20

Hamzah, Mohammad. "The Influence of Training and Development on Employee Performance at CV Tiara Abadi pamekasan." Assyarikah: Journal of Islamic Economic Business 4, no. 2 (2023): 123. http://dx.doi.org/10.28944/assyarikah.v4i2.1297.

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One important factor in sustaining the company's existence in advancing quality and performance management is the mastery of capabilities possessed by human resources and the clarity of career development. A clean and healthy company is certainly due to good employee performance. Employee performance will improve if employees are given the training to improve their abilities and also a clear career development program.Â The purpose of this research is to find out the effect ofÂ trainingÂ andÂ career development to employeee performance atÂ CV Tiara Abadi pamekasan, partially andÂ Simultaneousl

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Adetunji, Omosebi Mayowa, Farin Ponfa Matthew, Awatt Christiana Efiong, Ikpeme Bennyta Bassey, Nkongho Martha Otang, and Bernard Samuel Eventus. "A PPMC Study on Management Development Programs and Employee Job Performance." Frontiers in Management Science 2, no. 6 (2023): 1–6. http://dx.doi.org/10.56397/fms.2023.12.01.

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The study examined management development programs on employee job performance. The specific objectives were to; examine the impact of training programs on employee job performance, investigate the impact of seminar programs on employee job performance, assess the impact of conference programs on employee job performance and to determine the impact of workshop programs on employee job performance. The study adopted descriptive design and primary data were sourced from questionnaire. The study employed Pearson Product Moment Correlation analysis to measure the relationship between variables tes

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Osewe, Joseph Ouma, and Jarso Yusuf Gindicha. "Effect of Training and Development on Employee Satisfaction: A Case of the Judiciary of Kenya." European Journal of Humanities and Social Sciences 1, no. 3 (2021): 661–67. http://dx.doi.org/10.24018/ejsocial.2021.1.3.50.

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Abstract -The study aimed determining the relationship between training and development and employee job satisfaction in the Judiciary of Kenya. The research used explanatory cross-sectional survey design. The research population consisted of 5,419 judicial officers and staff. Structured questionnaires containing closed-ended questions were sent to all employees via their e-mails. 2,684 employees representing 50% of the population returned filled questionnaires. Statistically this was large enough to render the results permissible and acceptable as a representation of the entire population. Th

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William, Aryee Armah. "Examine the staff training and development culture of public universities in Ghana and its impacts on employee retention." International Journal of Arts and Social Science 5, no. 6 (2023): 40–52. https://doi.org/10.5281/zenodo.7752217.

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: The study examined the relationship between training and development and employee retention in some selected public universities in Ghana. Public universities in Ghana are faced with myriad of problems related to training and development and employee retention. For instance, ninety-seven percent of public universities in the country do not allow employees to have required external training or developmental training. In fact, if an employee develops a personal ambition for further training or self-development; the public universities would rather he/she tendered a resignation before he or she

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William, Aryee Armah. "Examine the staff training and development culture of public universities in Ghana and its impacts on employee retention." International Journal of Arts and Social Science 5, no. 6 (2023): 40–52. https://doi.org/10.5281/zenodo.7754629.

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The study examined the relationship between training and development and employee retention in some selected public universities in Ghana. Public universities in Ghana are faced with myriad of problems related to training and development and employee retention. For instance, ninety-seven percent of public universities in the country do not allow employees to have required external training or developmental training. In fact, if an employee develops a personal ambition for further training or self-development; the public universities would rather he/she tendered a resignation before he or she e

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Shrestha, Sarish. "Impact of Employee Welfare Facilities on Employees’ Efficiency in Nepalese Commercial Banks." Nepalese Journal of Management 11, no. 3 (2024): 178–93. https://doi.org/10.3126/njm.v11i3.79617.

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This study examines the impact of employee welfare facilities on employees’ efficiency in Nepalese commercial banks. Employee efficiency is the dependent variable. The selected independent variables are work life balance, health and wellness programs, training and development opportunities, financial benefits, and career development opportunities. The primary source of data is used to assess the opinions of respondents regarding work life balance, health and wellness programs, training and development opportunities, financial benefits, and career development opportunities. The study is based o

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Annisa Primaharani and Padmono Wibowo. "Pengaruh Training And Development Terhadap Employee Comptence Lembaga Pemasyarakatan Narkotika Kelas IIA Yogyakarta." Jurnal Riset dan Inovasi Manajemen 1, no. 4 (2023): 258–68. http://dx.doi.org/10.59581/jrim-widyakarya.v1i4.1478.

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This research aims to evaluate the impact of training and development on the level of employee competence at Class IIA Narcotics Penitentiary in Yogyakarta. The enhancement of employee competence in this penitentiary is facilitated through training programs covering various technical fields. Each employee has the right to participate in and receive structured training. Data was collected using a questionnaire, and data analysis was conducted through simple linear regression analysis. The research results indicate that Training and Development have a significant impact on employee competence. T

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V., T. Shailashri, and Sureka Shenoy Dr. "CONTINUOUS TRAINING AND DEVELOPMENT FOR EMPLOYEE ENGAGEMENT." International Journal of Advanced Trends in Engineering and Technology 1, no. 1 (2017): 108–13. https://doi.org/10.5281/zenodo.240276.

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Right talent is the greatest asset for any enterprise and one of the essential roles of HR is to make sure that the employees with the right skills stick with the company for long enough. The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company, but spend little time into retaining and developing talent. One of the most important factors that go into IT business is human capital, thus attracting the right talent, up-skilling, motivating and retaining them in the organization is essential. Tata Consultancy Services (TCS), o

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Anyika, Michael Ikenna, Henry Sonna Ojukwu, Ejike Daniel Chukwuma, and Ijeamaka Charity Mgbemena. "Training and Development Programme for Employee Performance." African Journal of Management and Business Research 14, no. 1 (2024): 233–57. http://dx.doi.org/10.62154/84m2vp15.

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The success of business organisations in today’s very competitive environment depends significantly on the people working in those organisations. Employee training and development happen to be one of the strategies as they positively affect both employee and organisational performance. There are different methods available for employee training and development. The aim of this research work is to improve training and development Programme in Pharmaceutical firms for enhanced employee performance. The data for the research work were generated using questionnaires and oral interviews. Data obtai

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Sabnam, Jahan. "Employee Development:." DIU Journal of Business and Entrepreneurship 2, no. 02 (2007): 120–34. http://dx.doi.org/10.36481/diujbe.v02i2.j9w7wx72.

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Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective people motivation in both workplace and elsewhere and therefore effective management and leadership. Employee motivation is the major part of employee development. Effective motivation enhances the employees’ intrinsic sense of accomplishment, contribution, involvement, and satisfaction. A number of techniques have been discussed to develop the motivation of employees. As a guideline, there are broadly several strategies for motivation: ambition, need achievement, mon

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Oduwusi, Oyewole Oluwaseun. "EMPLOYEE TRAINING AND DEVELOPMENT AS A MODEL FOR ORGANIZATIONAL SUCCESS." International Journal of Engineering Technologies and Management Research 5, no. 3 (2018): 181–89. https://doi.org/10.5281/zenodo.1218174.

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<strong><em>This article reviewed employee training and development as a model for organizational performance and effectiveness. The various literatures reviewed on the topic in question showed that, training and development had positively correlated and claimed statistical significant relationship with employee performance and effectiveness and can advance organizational growth and success. In order to improve employee training and development as well as improved performance and service delivery, it is recommended that management should increase the number of employees taking part in training

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Al-Neimat, Mahmoud Atallah Subeih, Saud Musa Arshid Al-Tayeb, Ahmed Nahar Mufleh Al-Rufou’, et al. "The Effect of Training and Development Effectiveness on Jordanian Municipalities." International Journal of Professional Business Review 8, no. 10 (2023): e03881. http://dx.doi.org/10.26668/businessreview/2023.v8i10.3881.

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Purpose: This study investigates the impact of training and development effectiveness on Jordanian municipality's performance. It aims to understand the relationship between training programs and municipal outcomes, with a focus on employee performance and organizational effectiveness.  Theoretical framework: The study employs a descriptive analysis approach to explore its objectives. It relies on a questionnaire-based data collection method, targeting all workers in Jordanian municipalities and the Greater Amman Municipality. The research uses statistical analysis software SPSS fo

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Ramamoorthy, Sankarasubramanyan. "Towards a New Paradigm: Employee Development through OD." NHRD Network Journal 15, no. 3 (2022): 307–15. http://dx.doi.org/10.1177/26314541221088045.

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Employee development is focused on training, education, coaching and on-the-job learning experiences for strengthening the competencies and improving the confidence of employees to deliver the needs of organisations. Organisation development (OD) is a planned process of organisation change based on the current situation and the desired future. Employee development has been significantly impacted by the VUCA (volatile, uncertain, complex and ambiguous) world created by the pandemic, remote working, and a significant reduction in training budgets. This is further amplified by the changing nature

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Nwali, Ndidi, and Moses Adekunle. "Does Training and Development Impact the Employee Performance or another Ritual." Applied Journal of Economics, Management and Social Sciences 2, no. 1 (2021): 42–48. http://dx.doi.org/10.53790/ajmss.v2i1.11.

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Today’s competitive business environment requires that for organizations to survive the fierce competition in the business environment, the organization must invest heavily on human resources training and development to stay up-to-date on the best industry business practices across the globe. One such way to improve and increase the available skill sets, knowledge, and capabilities of the employee to meet all the important needs of the organization customers is through training and development. Thus, this study evaluates the impacts of training and development on employee performance using qua

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Kosali, Ahmad Yani. "PENGARUH PELATIHAN DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING." Inspirasi Ekonomi : Jurnal Ekonomi Manajemen 5, no. 1 (2023): 11–25. http://dx.doi.org/10.32938/ie.v5i1.4188.

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This study aims to analyze the effect of training dan career development on employee performance with employee engagement as an intervening variable for Sinergi Sriwijaya Peduli Office employees. The sampling technique used in this research is non-probability sampling, which is a saturated sample of 40 employees who are the staff level and have a minimum two years of work. The data analysis method in this study used path analysis with the help of SPSS 26 software. The result of this study indicate that 1) training has a effect on employee engagement 2) career development has a effect on employ

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Ognjanović, Jasmina. "Preferred attributes of employer brand attractiveness among potential employees in the hotel industry." European Journal of Applied Economics 18, no. 2 (2021): 146–60. http://dx.doi.org/10.5937/ejae18-32929.

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Successful management of preferred attributes of employer brand attractiveness provides appropriate benefits for hotels. The research aim is to examine the preferred attributes of employer brand attractiveness among potential employees in the hotel industry. The research was conducted at the Faculty of Hospitality and Tourism and includes 148 fourth-year undergraduate students and master students studying in Hospitality Management. Descriptive statistics were used in the paper. By analyzing the results, author concluded that the preferred attributes of employer brand attractiveness are career

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S., Vignesh* P. T. J. K. Lilian** &. Dr. B. Velmurugan***. "WORKFORCE DIVERSITY: A KEY TO IMPROVE PRODUCTIVITY AT PREETHI HOSPITAL." International Journal of Scientific Research and Modern Education (IJSRME) 8, no. 1 (2023): 87–90. https://doi.org/10.5281/zenodo.8077172.

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This paper describes about the employee’s workforce diversity in terms of culture, age, gender, ethnicity, racial background and training in terms of its need, development and effectiveness. This study reveals when the organization has a good training for practicing workforce diversity, employees will enjoy all the positive benefits such as motivation, knowledge and skill transfer, creativity and better decision making. Hence employees are enhances the organization’s growth. If workforce diversity and training is not handled correctly, the diverse workforce will badly effect organi

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Jesus, Fhrizz S. De, and Lyka Mae L. Fajardo. "The Benefits of Training and Development Programs for Lending Organization Personnel: Basis for Development of Training Program." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 18, no. 1 (2022): 13. http://dx.doi.org/10.21013/jmss.v18.n1.p2.

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Employee development and training programs are critical to the global success of firms. Not only do these programs enable employees to develop new abilities, but they also enable businesses to increase employee productivity and improve company cultures. Assistance for Central Luzon Lending Inc.(ACLLI), is a newly established organization which aims to provide a training and development program for its employees. The researchers of this study focus on the emerging situation and the need for training and development, its implications on individual performance and the achievement of the instituti

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Shamaylah, Nancy, Suleiman Ibrahim Mohammad, Badrea Al Oraini, et al. "Data-Driven Decision-Making for Employee Training and Development in Jordanian Public Institutions." Data and Metadata 4 (April 4, 2025): 886. https://doi.org/10.56294/dm2025886.

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Introduction: AI-driven training and HR analytics have revolutionized employee development by offering personalized learning experiences and optimizing skill enhancement. Public institutions are increasingly leveraging AI-based recommendations and adaptive learning algorithms to improve workforce training. However, the effectiveness and challenges of these approaches in real-world applications require further investigation.Methods: This study employed a descriptive and analytical research design, utilizing both quantitative and qualitative methods. Data was collected from 385 employees in Jord

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Jain, Shilpa, and Nitya Khurana. "Enhancing employee engagement through training and development." Asian Journal of Management 8, no. 1 (2017): 1. http://dx.doi.org/10.5958/2321-5763.2017.00001.4.

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Putrapandowo, Habie Purwokusumo, and Yohana F. Cahya Palupi Meilani. "The Impact of Employee Competence, Employee Training, and Human Resource Development on Employee Performance Mediated by Employee Performance at Insurance Company X." TRANSEKONOMIKA: AKUNTANSI, BISNIS DAN KEUANGAN 5, no. 3 (2025): 787–805. https://doi.org/10.55047/transekonomika.v5i3.904.

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In an era of increasingly fierce competition, human resources (HR) are crucial to a company's success. Competence, training, and HR development are important elements in improving employee performance. A positive work culture also significantly contributes to employee performance. Insurance Company X, facing challenges in meeting performance targets, is committed to improving HR quality through training and cultivation. Through Insurance Company X's work culture, the purpose of this study is to inspect how employee competence, employee training, and human resource development affect employee p

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Setiawan, Irfan. "Analysis of Employee Competency Development." Jurnal MSDA (Manajemen Sumber Daya Aparatur) 11, no. 2 (2023): 14–35. http://dx.doi.org/10.33701/jmsda.v11i2.3311.

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AThis research aims to examine the analysis of the competency development of the State Civil Officials in Tangerang Regency. This study uses a descriptive qualitative research method with an inductive approach. Primary data collection comes from observations and interviews with informants, namely employees who have the authority and duties in developing the competence of Officialsin Tangerang Regency, and Secondary Data obtained from documents at the Tangerang Regency Personnel and Human Resources Development Agency. Researchers used the data analysis technique of the Miles & Huberman mode

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Ismail Nor, Abdijabbar. "Improving Employee Performance and Public Service Delivery through Training and Development: Case of Civil Service of Federal Government of Somalia." International Journal of Business and Management 18, no. 2 (2023): 145. http://dx.doi.org/10.5539/ijbm.v18n2p145.

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The study examined the relationship between training and development and employee performance and public service delivery. The main aim of the study was to determine the contribution of training and development to employee performance as well as the improvement of public service delivery. The study employed a Cross-sectional research design using a questionnaire to collect the data from a Sample of 97 respondents from trainees of Civil Servants of the federal government of Somalia who benefited from the training provided by the School of Management and Public Administration (SMPA) and Kenya Sc

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Arwab, Mohd, Jamal Abdul Nasir Ansari, Mohd Azhar, and Mohd Ashraf Ali. "Exploring the influence of training and development on employee’s performance: Empirical evidence from the Indian tourism industry." Management Science Letters 12, no. 2 (2022): 89–100. http://dx.doi.org/10.5267/j.msl.2021.10.004.

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The aim of this paper is to explore the influence of training and development on employee’s performance through different dimensions. Moreover, this study proposes a model in the area of human resource development to be used for testing and improving the performance of employees in the Indian travel and tourism sector. An integrated model was developed highlighting the relationship between the training and development and employee performance. Using the sample of 146 employees, structural equation modelling (SEM) was employed to validate the hypothesized relationship by evaluating the response

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Hubais, Mohammed Ghanim, and Muhummad Khairul Islam. "The Influence of Training and Development on Employee Performance in Port of Salalah in the Sultanate of Oman." WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 21 (March 22, 2024): 801–10. http://dx.doi.org/10.37394/23207.2024.21.67.

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Salalah Port is considered an important contributor to the economic development of Oman in terms of generating revenue from the non-oil sector and employing local Omanis. This study aims to examine the impact of training and development on employee performance in Salalah Port in Oman. To achieve this objective a positivist research paradigm, a deductive approach, a quantitative research strategy, and a simple random sampling technique were employed. A survey questionnaire instrument was employed to collect data from 219 employees working at Salalah Port in Oman. For analyzing the data, the SPS

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Kamara, Alhadji Musa, Widayat, and Bambang Widagdo. "The Effectiveness of Training and Development On Employee Performance to Enhance Competitive Advantage: A Case Study of Social Enterprise Development Sierra Leone (Send-Sl)." Manajemen Bisnis 12, no. 02 (2022): 102–21. http://dx.doi.org/10.22219/mb.v12i02.23109.

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This study aimed to examine the effect of Human Resources development and training on performance. Data were collected using questionnaires from 71 workers who were selected at random. The collected data were analyzed using Structural Equation Modeling (SEM), which employed Smart-PLS3. The analysis results show that on-the-job training measured by (Job- rotation, Job-instruction, orientation and workshop) had no significant direct effect on Employee Performance but a significant direct effect on Employee Competitive Advantage. While Off-the- job training measured by (exchange learning, short c

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Abu Rumman, Amani, Lina Al-Abbadi, and Rawan Alshawabkeh. "The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants." Problems and Perspectives in Management 18, no. 1 (2020): 130–40. http://dx.doi.org/10.21511/ppm.18(1).2020.12.

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Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire f

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Gibran, Nabila, and Danny Ramadani. "The Effect of Training and Career Development on Employee Performance." Almana : Jurnal Manajemen dan Bisnis 5, no. 3 (2021): 407–15. http://dx.doi.org/10.36555/almana.v5i3.1680.

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Job knowledge, skills, and morals in a particular organization. So, nowadays many organizations consider employee training and career development as an important part of human resource management. The purpose of this study is to determine the effect of training on employee performance, to determine the effect of career development on employee performance, to determine the effect of training and career development on employee performance. The research method used is descriptive and verification. Respondents in this study were 106 employees of the Karawang District Health Office. Data collection

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Massalena, Atthathur, and Heru Sulistyo. "ANTENSEDEN PENGEMBANGAN KARIR DI BADAN DIKLAT PROVINSI JAWA TENGAH." Jurnal Ekonomi dan Bisnis 16, no. 1 (2015): 27. http://dx.doi.org/10.30659/ekobis.16.1.27-39.

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Career development is the process of implementation (implementation) career planning. Employee career development can be done through two pathways, namely through education and training (Training) and through non-training (Weighman, 2002). Career development of an employee to occupy a position position is influenced by factors that include the attitude of employers and co-workers, experience, education, achievement, and factors fate. Research Labbase (2010) mentions factors that consists of education and training (training), work performance, work experience and expertise of employees simultan

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Stofkova, Zuzana, and Viera Sukalova. "Sustainable Development of Human Resources in Globalization Period." Sustainability 12, no. 18 (2020): 7681. http://dx.doi.org/10.3390/su12187681.

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The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employee

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Niraula, Ganesh Pd, and Shreekrishna Kharel. "Human Resource Development and Employee Engagement in Nepalese Development Banks." Tribhuvan University Journal 38, no. 01 (2023): 135–53. http://dx.doi.org/10.3126/tuj.v38i01.56213.

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The purpose of this study is to determine how employee engagement in Nepalese development banks is affected by human resource development. The study’s independent variables include employee training, personal development, career development, and professional development. The dependent variable in the study is employee engagement. The research design is descriptive research design. The population of the study consisted of 18 development banks, and a simple random sample technique was used to select the employees of 7 development banks at random basis. Data collected using a standardized questio

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