Abstract :
Investing in people today through training has become very valuable for an organization’s success in their industry. Today employee training has become critical to create a culture in which employees feel valued and entrusted with the organization’s success. The objective of the paper was to analyse the various factors which contributes to effective training in the organization. The paper also analyses the relationship between training and organizational commitment of employees in a manufacturing unit of a national biscuit and confectionary brand. A questionnaire was developed which contained questions on the training conducted , how the training received by employees contributed to their performance in job, confidence level and taking up of higher responsibilities .This questionnaire was administered to 75 employees who are in the lower and middle managerial levels of a manufacturing Unit . A factor analysis was conducted to understand the major factors which contributed to the effectiveness of training. Also statistical tools like correlation was conducted to understand whether there is any relation between effectiveness of training conducted with organizational commitment .Analysis reveals primarily four factors like Organizational support in conducting training, Personal and professional development, Pre and Post training support, Training needs assessment and evaluation .It is also found that there is a positive relation between effectiveness of training and organizational commitment.
Key words: organizational commitment, Training , effectiveness
Table of Contents
1. INTRODUCTION:
2. REVIEW OF LITERATURE:
3. OBJECTIVES OF THE STUDY:
4. HYPOTHESES OF THE STUDY:
5. Scope of the study:
6. Sample size and nature of respondents:
7. Statistical tools applied (using SPSS)
8. RESEARCH METHODOLOGY:
8.1 Formulation of Questionnaire:
9. Sample Profile:
10. Reliability Analysis- Cronbach's α (alpha)
11. Factor analysis :
12. Hypothesis to be tested :
13. Summary of the findings:
14. Recommendations:
15. Conclusion:
16. Limitations:
17. Scope of further Research:
Objectives and Topics
This study aims to identify the key factors contributing to training effectiveness within a prominent biscuit manufacturing facility in Bangalore and to empirically examine the correlation between these training efforts and employee organizational commitment.
- Identification of determinants for effective training programs.
- Analysis of the link between training outcomes and organizational commitment.
- Evaluation of training support systems (pre- and post-training).
- Assessment of the role of personal and professional development in employee retention.
Excerpt from the Book
INTRODUCTION:
Today, the corporate world has become increasingly knowledge based that investing in intangible assets of an organization has become a strategic source for competitive advantage. Increasing competition, globalization and environmental changes have made learning an ongoing process in the corporate world. It has become a success factor more important than ever in any organization. Research suggests that workplace learning not only contributes to improvement of employees skills and abilities but also enhances their satisfaction with the job and to organizational commitment (Barlett 2001, Rowder 2002, Conine 2005).Researchers have also found out that overall job satisfaction contributes to higher organizational commitment (Iverson and Roy, 1994).Further organizational commitment has been identified as a predictor for employee workplace performance and organizational success ( Bateman and Strasser, 1984, Brooks 2002,Samad 2005, 2006).Despite the considerable amount of money and resources organizations spent on training and development, it has yet to be determined to examine to what extent these investments have been successful for the employees and the organizations. It was found that only a fraction of the skills and abilities learned from a training program has been transferred to the job (Baldwin and Ford, 1988; Broad and Newstrom, 1992; Burke and Baldwin, 1999).
Summary of Chapters
INTRODUCTION: Provides a theoretical background on the importance of organizational training as a competitive advantage and identifies gaps in current research regarding training effectiveness and transfer.
REVIEW OF LITERATURE: Examines established models such as Baldwin and Ford’s training transfer framework and the expectancy theory to understand motivational factors in training.
OBJECTIVES OF THE STUDY: Defines the research goals, specifically focusing on identifying effectiveness factors and testing the relationship between training and commitment.
HYPOTHESES OF THE STUDY: Proposes that a positive correlation exists between training effectiveness and organizational commitment.
RESEARCH METHODOLOGY: Outlines the census sampling approach used for 75 managerial employees and describes the questionnaire design.
Factor analysis : Details the statistical process, using principal component analysis and KMO testing, to group variables into four major factors of training effectiveness.
Summary of the findings: Synthesizes the results, identifying organizational support, professional development, post-training support, and needs assessment as the primary pillars of effective training.
Recommendations: Suggests practical improvements for the organization, such as better feedback loops and aligning training with career development.
Keywords
Organizational commitment, Training, Effectiveness, Workplace learning, Training transfer, Factor analysis, Employee development, Managerial level, Training needs assessment, Skill acquisition, Employee retention, Human resource management.
Frequently Asked Questions
What is the core focus of this research paper?
The paper explores the effectiveness of employee training programs within a biscuit manufacturing unit in Bangalore and how these programs impact organizational commitment.
What are the primary themes discussed?
The themes include training transfer, factors influencing training effectiveness, the relationship between training and job satisfaction, and strategies for organizational commitment.
What is the main objective of the study?
The main objective is to identify the specific factors that make training effective and to determine if there is a positive correlation between such effective training and the commitment employees feel toward the organization.
Which scientific method was employed?
The study utilized a quantitative research methodology, gathering primary data via a 27-statement questionnaire, which was then analyzed using Factor Analysis and Pearson Correlation via SPSS.
What does the main body cover?
The main body covers the literature review of training transfer, the research design, the statistical reliability and factor analysis of the training variables, and a discussion of the empirical findings.
Which keywords best characterize this work?
Key terms include organizational commitment, training effectiveness, training transfer, and employee development.
What were the four main factors identified for training effectiveness?
The study identified four factors: organizational support in conducting training, personal and professional development, post-training support, and training needs assessment and evaluation.
How does training affect employee retention?
The research suggests that when organizations provide effective, relevant training, employees feel more valued and committed, which leads to a higher likelihood of long-term retention.
- Quote paper
- Purnima Thampi (Author), Lakshmi Jagannathan (Author), Bhavani Patil (Author), 2012, An Empirical study on the Effectiveness of Training at a Biscuit Manufacturing Factory in Bangalore, India, Munich, GRIN Verlag, https://www.grin.com/document/191262
