Training Effectiveness And Employee Performance In A Malaysian Government-Linked Company

Training Effectiveness

Fraser (1994) defines effectives as a measure of the match between stated goals and their action of accomplishing. It a comparable way to deal with Erlendsson (2002), describes viability as how much goals are met by doing the right things. Kennedy et.al (2013) stated that the organization relied upon to distinguish training need of its workers and configuration training programs that will help in the best possible way use to all the employees in a company towards becoming real of organization goal.

Training can also be defined as a learning process in which employees get knowledge, skills, experience and attitudes that they need in order to do their job better for the completed of their organizational goals this statement based on Ngirwa (2009). Training programs can likewise help the workforce to diminish their uneasiness or disappointment, started by the work on job (Chen, et al., 2004). Furthermore, Rowden (2002), highlighted that training may also be an efficient tool for improving one's job satisfaction, as employee better performance leads to appreciation by the top management, hence employee feel more adjusted with his job.

In order to have an effective training program, trainees should believe that when they participate in learning, they would get desired rewards in agreement (Chiaburu & Takleab 2005). Although it is expensive to give training to the employees but, in the long run, it gives back more than it took (Kaynak, 2003).

Employee Performance

An employee is a group of people who are working together such as related to department or research team. Employees refers to a pool of HR under the association's control in an immediate work relationship (Bhatnagar, 2007). Employees need to manage their performance to show the great attitude, the better performance and working well to achieve organization objective.

Furthermore, employees need to manage their performance to show the great attitude, the better performance and working well to achieve organization objective.

The employee performance means using their skills, ability, experience and so forth to complete the assigned job demanded by their subordinate with the effectiveness and producing something (DuBrin, 2006). In light of Martin & Bartol (1998) highlighted that the employee performance is about to do something that was completed of given job measured and that can be against of the present standards of quality. Champathes (2006) also stated when employee performances increased and this will lead to the organization effectiveness.

According Mondy, Noe and Premeaux (2002) having different tasks working together as one unit is a procedure for managers to work with their labourers to set the expectation, measure, and review results, and reward performance, in order to improve employee performance, with the final aim of positively affecting organizational success.

The Relationship between Training Effectiveness and Employee Performance

Nowadays, most of the managers were recognized that training as an effective tools in achieving productivity in the organization. It is well known fact that organizations always focus to the activities and programs which can help in the achievements of the objective for which such organizations were established. Thus, it is crucial that organization should have a well-trained and experience employee to carry out the various tasks and responsibilities to achieve organizational goals and objectives. (Ogbu & Idowu, 2017).

According to Shazwani (2012), training of employees is equal to investing in the organizational most important valuable thing that is the employee. It develops their skills, changes their point of view towards work and builds their loyalty to the company because of this improved performance.

Appiah (2010) stated that employee's performance is measured against the performance standards set by the organization. According to Appiah (2010), training creates benefits for the employee knowledge, skills, ability, abilities and behaviour. Training improves employee performance in the human resource as well as the organisation (Shazwani, 2012). Based on Swart et al., (2005) bridging the performance gap refers to implementing a relevant training intervention for the sake of developing particular skills and abilities of the workers and enhancing employee performance.

Training is the only ways of identifying the hinder need of employees and then building their needed competence level so that they may carry out well to accomplish organizational goals (Farooq & Aslam, 2011). Obisi (2001) reported that training is a sensible process of improving the attitudes, knowledge, and skills, because of this; it leads to the acceptable performance by the workers at the job. Training has proved to create performance improvement related benefits for the employee as well as for the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, abilities and behaviours (Appiah 2010; Harrison 2000)

Is there any relationship between training effectiveness and employee performance?

This inquiry was produced to recognize whether the viability of the training has the relationship with the worker performance or not. This inquiry will give a response to this research where the principle goal of this exploration is to know whether the effectiveness of the training has a relationship with the employee performance.

Research Framework

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Data Collection Tools

Using quantitative form of research design, this study employs quantitative survey through questionnaire in order to achieve the objective of the study. A 200-questionnaire has been distributed and only 176 usable questionnaires have been retrieved from the GLC’s employees. Likewise, it separated into three sections which to be specific demography information, independent variable and dependent variable. The five-point liker scale is utilized to measure the independent and dependent factors.

Method of Analysis

After the data gathered from the questionnaire, the information gathered will be make sense of the quality with the Statistical Package for Social Sciences (SPSS) Adaptation 23. The descriptive analysis were done in this survey. Descriptive statistics are used to describe the basic features of the data in a study. It’s providing simple summaries about the sample and the measures. Together we simple graphic analysis, they form the basis of almost every quantitative analysis of data. This descriptive statistic includes the following areas, which are frequency distribution, measures of central desire and measures of spreading out.

Person Correlation Coefficient analysis also was carried out in this study. The Pearson correlation will be used to measure the significance of linear bivariate between the independent and dependent variables thereby achieving the objective of this study. The correlation analysis was used to describe the strength and direction of the linear relationship between two variables. It also figures out whether two variables are linearly correlated, could use scatter plot to visualise the relationship. A statistical t-test could then be used to test the significance of the linear relationship. If the two variables are not related correlated, then the correlation coefficient should be zero.

Descriptive Analysis

The respondents consist of 62.5% males, while the females consist of the rest 37.5% and most respondents aged between 21 to 30 years, which represents 35.2% of total of the sample. Most of the respondents are with married status (68.2%). Furthermore, most of the respondents hold posiiton as lower level employees (23.9%), 63.1% of the respondent are SPM holder and 26.7% of the respondents have 5 to 10 years working experiences.

Cronbach Alpha

The results of Cronbach’s Alpha for all tested elements under independent and dependent variables. Training Effectiveness is an independent variable while Employee Performance is the dependent variables. For training effectiveness, the Cronbach’s Alpha is 0.950 (20 items) in the element which can be considered as acceptable. Meanwhile, the dependent variable which is Employee Performance were tested using 20 items of an element produced a Cronbach’s Alpha 0.941 which is classified as good.

Correlation Analysis

Table 2 shows the finding on the correlation between the training effectiveness and employee performance Based on the result, the value of correlation between both variables at p-value is 0.00** (coefficient correlation at .886). This indicates that there is a strong relationship between training effectiveness and employee performance of the GLC. This attempts to imply that the training programs which are conducted for the GLC’s employees play a significant influence towards the performance of its employees. This is consistent with the study done by Dabale et.al (2014) who affirmed that there was a positive relationship between training and employee performance as he proved that employee knowledge, skills, ability, competencies and behaviour are amongst the benefits gained from the training. Therefore, the hypothesis is accepted.