Employee Training And Development Programs Management

Employee training and development programs are becoming more critical in order to accomplish organizational objectives and goals effectively and efficiently. Organizations continue to struggle with the specific issues of employee retention and manpower shortages. Accordingly, there has been an increased interest in organizational commitment. The exploration of the relationship between organizational commitment and training benefits is still in its early stages and need to be explored.

Although, there have been several studies reported on training and organizational commitment in western countries, very little has been done in Pakistan. Therefore, the relationship between organizational commitment and training benefits is yet unclear in Pakistan.

Purpose of the Study:

The purpose of this study is to examine the relationship between employees' beliefs regarding training benefits (Personal, Career and Job Related) and three components of those employees' organizational commitment: Affective Commitment, Continuance Commitment and Normative Commitment.

Introduction:

The Research Topic, Theoretical Framework and Model of this intended research work have been adopted, with the difference of target sample, from the literature. The idea has been taken from the work of Mohammed Asad Shareef Al-Emadi and Michael J. Marquardt (2007). "Relationship between employees' beliefs regarding training benefits and employees' organizational commitment in a petroleum company in the State of Qatar", International Journal of Training and Development 11:1 ISSN 1360-3736.

Although, literature gives importance to organizational commitment and training, the nature of relationship between the two is still unclear. For example, there continues to be lack of empirical studies that identify which benefits of employee training (Personal, Career and Job-related) is the best predictor of which component of organizational commitment (affective, normative and continuance). Dr. Kamarul Z. A. & Raida A. B. (2003) conducted a study to find the relationship among organizational commitment and training in Malaysian context. But the training construct was not investigated as is intended in this research work (focusing on the components of training benefits).

Literature shows that Training contributes to gains in competitive advantage and improvements in productivity and organizational performance. On the other hand, organizational commitment is an increasingly valued work-related attitude, especially in the context of employee training and development.

Training Benefits: Noe and Wilk (1993) grouped employee training benefits into three categories: personal benefits, career benefits and job-related benefits.

Personal: Personal benefits represent the extent to which employees believe that participation in training activities help them network, improve their job performance and make progress towards their personal development.

Career-related: Career benefits result from participation in training activities that lead to identifying career objectives, reaching career objectives and creating opportunity to purse new career paths.

Job-related: Job-related benefits lead to better relationships between peers and managers, and provide a necessary break from the job.

Organizational Commitment: organizational commitment is, in a general sense, the employee's psychological attachment to the organization. Allen and Meyer (1997) proposed a three-dimensional measure of organizational commitment.

Affective Commitment: employee's positive emotional attachment to the organization.

Continuance Commitment: due to the perception of high costs of losing organizational membership, including economic costs (such as pension etc) and social costs (friendship ties with co-workers)

Normative Commitment: because of feelings of obligation for example training and development efforts of the company for the employee

Research Questions:

The major research question that guides this study is "what is the relationship between employees' beliefs regarding training benefits and the commitment of those employees to the organization?" However, given below are the three sub-questions derived from the components of two main variables in question i.e. organizational commitment and beliefs regarding training benefits.

What is the relationship between Affective Commitment and personal benefits, career benefits, and job-related benefits of employee training in Pakistan?

What is the relationship between Continuance Commitment and personal benefits, career benefits, and job-related benefits of employee training in Pakistan?

What is the relationship between Normative Commitment and personal benefits, career benefits, and job-related benefits of employee training in Pakistan?

Hypothesis:

This study will examine the following research hypotheses:

Affective commitment

H1a

Article name: Employee Training And Development Programs Management essay, research paper, dissertation