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EVALUATION OF TRAINING AND DEVELOPMENT PRACTICES IN EDUCATIO | 52799
International Research Journals

Educational Research

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EVALUATION OF TRAINING AND DEVELOPMENT PRACTICES IN EDUCATIONAL MARKETING

Abstract

Jaspreet Kaur Sri Aurobindo College of Commerce and Management, (Affiliated to Panjab University), Ludhiana, India

In today’s globalized economy, the success or failure of every business organizations depends on the quality of their human resources. Well trained and highly developed employees are considered as corner stone for success of every organization. Therefore, the prime purpose of this study is to examine the relationship between training and development practices and employees’ performance and productivity in selected public sector banks and private sector banks operating in region of Punjab, India. To evaluate the impact of training and development programmes on performance of employees in banking sector, multiple regression analysis was employed in both log as well as log-linear forms. Also the impact of three sets of training i.e. objectives, methods and basics on level of satisfaction of respondents with the training was also examined through employing the regression analysis in the similar Customer service, productivity, employee retention and growth, uncertainty in the economy, the use of new technology - these are just some of the issues affecting companies in all industries and sizes and influencing training practices. The overall goal of training and development is learning. Learning refers to employees acquiring knowledge, skills, competencies, attitudes or behaviors. But the focus of training and development is not just on employees learning for its own sake. Today, merely offering training programmes is not enough to get support and funding from executives and to establish the credibility of training and development function to managers and employees. Learning needs to demonstrate how it contributes to the Organization’s competitive advantage through improving employee performance, supporting the business strategy, and contributing positively to business such as quality, productivity, development of new products, and retaining key employees. From an organization’s perspective, what employees learn contributes to the development of intangible assets such as human capital. Human capital refers to knowledge, advanced skills, system understanding and creativity, and motivation to deliver high quality products and services.Human capital may be more valuable than physical capital (equipment or technology) International Research Journals Volume 11 issue 2 DOI: http:/dx.doi.org/11.14303/er.2020.240 or financial capital (monetary assets, cash) for providing a company with an advantage over its competitors, because it is difficult to imitate or purchase and it is unique to the organization. Many organizations, recognizing the strategic importance of learning, have strived to become learning organizations. Learning organizations is a company that has an enhanced capacity to learn, adapt, and change. Training processes are carefully scrutinized and aligned with company goals. In a learning organization, training is seen as one part of a system designed to create human capital. It provides employees with the knowledge and skills to perform more effectively. This allows them to meet current job requirements or prepares them to meet the inevitable changes that occur in their jobs.Today with the advancement in information technology, the world has become the global village and its bringing revolution in all the business, where banking is not an exception. The banks started emerging with technology based and IT based products and services. Nowadays, customers are highly demanding and the only way to satisfy customers requirement effectively is through the use of emerging technology. In this highly competitive environment, liberalization, globalization, and privatization have brought forward new dimensions in banking industry. Therefore, banks need to train their employees, not just at the entry level, but on a continuous basis.Training and development programmes have a positive impact on knowledge enhancement, skill development and job enrichment of bank employees, which in turn reduces the attrition rate, increase the job retention and prove to be beneficial for the value addition of employees. All these factors contribute to improve the market share of banks and increase the productivity. Therefore, in the present paper an attempt has been made to evaluate the Training and Development practices in banks with respect to performance of employees

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