Payneabus71004introductioncompanies Can Tremendously Gain From The Tra ✓ Solved
PAYNEABUS71004 Introduction Companies can tremendously gain from the training and development programs offered to employees. Investing in employee training and development can result in high customer retention rates, creativity, and customer satisfaction. Training employees pays off significantly to the company, as it results in several benefits to its reputation and finances. Effective training can lead to job satisfaction, increased employee morale and loyalty to the company. This paper presents an annotated bibliography of seven scholarly studies on the impact of training on employee satisfaction in their jobs.
Bibi, P., Ahmad, A., & Majid, A. H. A. (2018). The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business , 20 (1), 113 .
This survey examines the impact of training and development of employees on their levels of retention within the company. The ongoing study similarly examines the diminishing effect of the development of a positive work environment on the connection between training and employee job satisfaction. The researchers surveyed 250 faculty members from the public sector. The researchers then apply PLS modeling to collect and analyze the data. The findings of this study reveal that the training and development of employees have a positive influence on employee job satisfaction and job retention.
Additionally, the results also indicate that the positive work environment promotes effective training and development processes for the employees and in turn leads to employee job satisfaction. The researchers add that training and development in companies are accompanied by several benefits including higher client satisfaction, improved job performance, and increased employee productivity. The researchers then provide these implications for the future and further research. Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment.
Procedia-Social and Behavioral Sciences , 229 , . According to Hanaysha (2016), developing organizational commitment among the employees is a crucial factor to consider for the effectiveness of any organization. The researchers add that committed employees can always lead to positive business outcomes. This research bases its argument on the review of literature that there is limited information on the organizational commitment in the duration sector. This study, therefore, examines the impact of factors such as teamwork, employee empowerment and employee training on the organizational commitment of the employees in a Malaysian company.
The researchers collect information using online interviews from 240 employees at the companies in Malaysia to fulfill the stated objective. The findings of the collected and analyzed data showed that employee training has a positive influence on their commitment to the organization. The researchers also confirmed the positive effects of teamwork and employee empowerment on their commitment to the organization and job satisfaction. These findings provide constructive suggestions for the management of the companies to improve employee job satisfaction by improving their organizational commitment. Iliopoulos, E., Morrissey, N., Baryeh, K., & Polyzois, I. (2018).
Correlation between workplace learning and job satisfaction of NHS healthcare professionals. British Journal of Healthcare Management , 24 (5), . According to Iliopoulos and other researchers, employee job satisfaction is directly related to employee job performance. The researchers add that job performance can be achieved through effective training and development of the employees. This correlation is essential particularly in the healthcare organizations whereby the performance of the employees is evaluated through the outcome of patient care.
This study therefore aimed at examining the existence of the above correlations. The researchers distributed workplace learning and job satisfaction questionnaires among the healthcare employees at the NHS Hospital. The participants of the study were directly engaged in the provision of patient care. Most of them included physicians, nurses, nurse practitioners, radiographers, physiotherapists, and paramedics. The results of the study indicated a directly significant correlation between workplace training and learning and employee job satisfaction.
The researchers, therefore, concluded that workplace learning through training and development of employees was directly connected with employee job satisfaction in NHS Hospital. Malik, M. and Kanwal, M. (2018), "Impacts of organizational knowledge sharing practices on employees’ job satisfaction", Journal of Workplace Learning , Vol. 30 No. 1, pp. 2-17.
The main aim of this study was to examine the impacts of the knowledge sharing practices on the job satisfaction levels of employees, learning commitment and the interpersonal adaptability of the employees. The researchers used self-administered interviews and questionnaires for data collection. The study population for this survey was the workers from the service sector organizations. A sample of 435 employees was interviewed. Linear regression analysis was then conducted for statistical analysis.
The findings of the study indicated that the knowledge sharing tactics positively impacted the learning commitment, employee job satisfaction and the interpersonal adaptability of the employees within the public sector. The findings additionally revealed that the mediating role of the IA was greater than the learning outcomes of the study. The limitations of this study are that it presents its reasoning basing on the decision-makers and the implementers of the knowledge sharing practices but not the results of the study. Still, the implication for this research is that it is limited to test and the major effects of the knowledge sharing practices can be determined through the daily outcomes of the employees.
Furthermore, this study provides empirical evidence of the impacts of knowledge sharing practices on employee job satisfaction. Mamofokeng Eliza Motlokoa, L. P. (2018). The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho. International Journal of Human Resource Studies , 1-34 This study focuses on literature reviews on human resource management strategies for improving employee job satisfaction and employee retention within organizations.
The researchers point out that the training and development of employees is the bloodstream of organizational success in achieving its goals and objectives. For this research, the researchers recommend that organizations should invest in training and development for their employees. Nevertheless, the researchers suggest that the training and development of employees can be an effective strategy of improving the financial standing of organizations through improved employee satisfaction, productivity, performance and ultimately the productivity of the company. These scholars employ the use of stratified sampling approaches to collect information from the study participants. A sample of 170 employees is derived from a population of 300 employees using the self-stratified questionnaires to determine the effects of training and development on employees on their performance, productivity, inspiration and job satisfaction levels among employees in a bank in Lesotho.
The results of the study indicate that training and development of employees within the banking organization improve their motivation, performance, productivity and ultimately, job satisfaction. The limitation of this study is that other job training approaches may not have an influential impact on the job satisfaction among the bank employees. For this reason, the researchers attribute the preponderance of alignment training as a strong training option for the employees, particularly in the banking sector. As such, this study encourages the banking organizations in Lesotho to regularly allot the resources for employee training and development based on the gaps in skills, abilities and the knowledge of the employees to improve their motivation and job satisfaction.
Navimipour, N. J., & Zareie, B. (2015). A model for assessing the impact of e-learning systems on employees’ satisfaction. Computers in Human Behavior , 53 , . Navimipour states that e-learning has significantly led to the extensive use of advanced communication and information technologies in the delivery of learning experiences to employees.
He states that these technologies can contribute to employee job satisfaction through training and development. He adds that the flexibility of the e-learning technologies enables employees to develop different skills and therefore improves employee job satisfaction. The researchers contend that limited information is available on the exploration of the relationship between e-learning technologies with employee job satisfaction. They add that most researches emphasize the learning styles, learning emotions and the educational content of the e-learning technologies. This paper, therefore, explored the relationship between employee job satisfaction and the use of e-learning technologies for the training and development of employees.
The researchers provide the framework and model for the evaluation of the impact of e-learning technologies on employee job satisfaction. The results of the study confirm the hypothesis that the use of e-learning technologies for the training and development of the employees results in employee job satisfaction. The researchers, therefore, conclude that training and development through technology and motivation can lead to increased job satisfaction among employees. Park, S. , Kang, H. and Kim, E. (2018), "The role of supervisor support on employees’ training and job performance: an empirical study", European Journal of Training and Development , Vol. 42 No.
1/2, pp. 57-74. The main aim of this study was to observe the relationship between the support of supervisors, training readiness, awareness of the training needs of the employees and motivation to learn. The study follows a design approach of 215 respondents from educational institutions in the United States. The researchers use the structural equation modeling method to collect and analyze data.
The results of the study show that the support of the supervisors had a positive correlation with the motivation of the employees to learn new skills. Similarly, the findings indicate that the awareness of the employee training needs and training readiness of the employees had positive effects on their job performance and ultimately job satisfaction. This research implies that support from supervisors has a significant role in employee motivation, job performance, and job satisfaction. The researchers, therefore, recommend the need to conduct an initial training needs assessment before the implementation of the training and development for the employees. Human resource departments can, therefore, collaborate with the supervisors to support the employees in their professional development plans through effective training and development to improve job satisfaction among the employees.
Despite the existing literature supporting the notion that supervisor support, training transfer, and motivation has a significant influence on employee job satisfaction, little is known about the prognostic properties of the role of supervisors in the training and development of the employees. Supervisors play an important role in leveraging the participation of their subordinates on the training and development initiatives. They can also play a significant role in supporting the employees in their plight to improve their skills and capabilities. Conclusion Several factors determine the effectiveness of the training and development programs for employees and their influence on employee job satisfaction.
Different researches indicate that there is a significant impact on the training and development of employees on their job satisfaction levels. The management of organizations must determine the effectiveness of the training programs that would be appropriate for their employees. References Bibi, P., Ahmad, A., & Majid, A. H. A. (2018).
The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business , 20 (1), 113. Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences , 229 , .
Iliopoulos, E., Morrissey, N., Baryeh, K., & Polyzois, I. (2018). Correlation between workplace learning and job satisfaction of NHS healthcare professionals. British Journal of Healthcare Management , 24 (5), . Malik, M. and Kanwal, M. (2018), "Impacts of organizational knowledge sharing practices on employees’ job satisfaction", Journal of Workplace Learning , Vol. 30 No.
1, pp. 2-17. Mamofokeng Eliza Motlokoa, L. P. (2018). The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho.
International Journal of Human Resource Studies , 1-34 Navimipour, N. J., & Zareie, B. (2015). A model for assessing the impact of e-learning systems on employees’ satisfaction. Computers in Human Behavior , 53 , . Park, S. , Kang, H. and Kim, E. (2018), "The role of supervisor support on employees’ training and job performance: an empirical study", European Journal of Training and Development , Vol.
42 No. 1/2, pp. 57-74.
Paper for above instructions
Annotated Bibliography: The Impact of Training and Development on Employee Job SatisfactionIntroduction
Organizations seeking to enhance overall performance and retain talent often invest in training and development programs for their employees. The investment pays off through increased employee job satisfaction, retention rates, productivity, and ultimately organizational success. This annotated bibliography presents a selection of scholarly studies that explore the impact of training and development on employee satisfaction and performance.
---
1. Bibi, P., Ahmad, A., & Majid, A. H. A. (2018). The impact of training and development and supervisor support on employees’ retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business, 20(1), 113.
This study explores the dynamics between training and development, supervisor support, and employee retention in educational settings. Through a survey of 250 faculty members across public institutions, the authors applied PLS modeling to analyze the data. Their findings indicate a positive correlation between training and development programs and job satisfaction, bolstered by supportive work environments. This illustrates how investment in employee development leads to higher retention rates (Bibi et al., 2018).
---
2. Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229.
Hanaysha examines the crucial role of employee commitment as a driver for organizational success. Using responses from 240 employees in Malaysian companies, the study highlights that effective training, coupled with a collaborative environment, significantly bolsters organizational commitment and job satisfaction. The research recommends that management should focus on enhancing these dimensions to foster higher employee engagement (Hanaysha, 2016).
---
3. Iliopoulos, E., Morrissey, N., Baryeh, K., & Polyzois, I. (2018). Correlation between workplace learning and job satisfaction of NHS healthcare professionals. British Journal of Healthcare Management, 24(5).
In this research, the authors explore the correlation between workplace learning and job satisfaction among healthcare professionals in the NHS. Data collected via questionnaires indicated that effective training correlates positively with job satisfaction and workplace performance. As healthcare employee performance is essential for patient care, this study supports the necessity for continuous training to enhance job satisfaction in high-stress environments (Iliopoulos et al., 2018).
---
4. Malik, M., & Kanwal, M. (2018). Impacts of organizational knowledge-sharing practices on employees’ job satisfaction. Journal of Workplace Learning, 30(1), 2-17.
This research investigates how knowledge-sharing practices influence employee satisfaction and interpersonal adaptability within service sector organizations. Through a survey of 435 employees, the study found that knowledge-sharing initiatives positively impact job satisfaction and learning commitment. The authors suggest that when companies encourage knowledge sharing, it contributes to a more satisfying work environment (Malik & Kanwal, 2018).
---
5. Mamofokeng Eliza Motlokoa, L. P. (2018). The impact of training on employees’ performance: The case of banking sector in Lesotho. International Journal of Human Resource Studies, 1-34.
Focusing on the banking sector in Lesotho, this research emphasizes the link between training, employee motivation, and performance. By surveying 170 employees, the study suggests that ongoing training is critical in influencing job satisfaction. It posits that organizations gain financially when they invest in employee development, resulting in improved performance and productivity (Mamofokeng Eliza Motlokoa, 2018).
---
6. Navimipour, N.J., & Zareie, B. (2015). A model for assessing the impact of e-learning systems on employees’ satisfaction. Computers in Human Behavior, 53.
This study discusses how e-learning technologies can affect employee satisfaction, offering a framework to assess this relationship. The findings indicate that e-learning provides flexibility that enhances skill development, contributing to greater job satisfaction. This underscores the potential of integrating technology into training programs (Navimipour & Zareie, 2015).
---
7. Park, S., Kang, H., & Kim, E. (2018). The role of supervisor support on employees’ training and job performance: An empirical study. European Journal of Training and Development, 42(1/2), 57-74.
The authors of this empirical study investigate how supervisor support impacts employee training, readiness, and motivation. Analyzing responses from 215 educational institution employees in the U.S., the research concludes that supportive supervisors facilitate better training uptake, positively influencing job performance and satisfaction. Their findings highlight the importance of supervisors in fostering a training-friendly culture (Park et al., 2018).
---
Conclusion
The studies reviewed highlight a consistent theme: investment in employee training and development significantly enhances job satisfaction and overall organizational commitment. Organizations that prioritize training programs are not only improving employee morale but also enhancing performance and retention rates, thus catalyzing broader business success.
---
References
1. Bibi, P., Ahmad, A., & Majid, A. H. A. (2018). The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business, 20(1), 113.
2. Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229.
3. Iliopoulos, E., Morrissey, N., Baryeh, K., & Polyzois, I. (2018). Correlation between workplace learning and job satisfaction of NHS healthcare professionals. British Journal of Healthcare Management, 24(5).
4. Malik, M., & Kanwal, M. (2018). Impacts of organizational knowledge sharing practices on employees’ job satisfaction. Journal of Workplace Learning, 30(1), 2-17.
5. Mamofokeng Eliza Motlokoa, L. P. (2018). The impact of training on employees’ performance: The case of banking sector in Lesotho. International Journal of Human Resource Studies, 1-34.
6. Navimipour, N. J., & Zareie, B. (2015). A model for assessing the impact of e-learning systems on employees’ satisfaction. Computers in Human Behavior, 53.
7. Park, S., Kang, H., & Kim, E. (2018). The role of supervisor support on employees’ training and job performance: an empirical study. European Journal of Training and Development, 42(1/2), 57-74.