This paper examines the impact of modern and traditional training and development programs on the employees of banking sectors' organizational commitment and overall performance within Karachi, Pakistan. Furthermore, the paper explores the causal-effect relationship between organizational commitment's distinctive attributes and T&D program through mediating role of job satisfaction, by particularly looking at the contractual and permanent employees. By combining the strata, convenience, and purposive sampling, we gathered data from the 307 employees working in the Karachi's banking sector. Since, the study falls largely into positivist paradigm thus quantitative analysis are conducted in this study.Interestingly, the findings revealed that modern methods of training and development are highly preferred by the contractual workers. In addition to that, the working efficiency of the employees aging between 30-40 years is significant positively affected by modern T&D methods. On the other hand, working efficiency does not improve for the permanent employees under both; traditional and modern methods to notable extent. In addition to that, irrespective of the type of employment status, the affective and normative commitment of male employees is significant positively affected by the salary increment while the continuance commitment of female workers is significant positively affected by the training and development programs. Nevertheless, job satisfaction has significant mediating role in improving the organizational commitment of employees under both; traditional and modern methods of training and development. Interestingly, the continuance commitment is less visible in contrast to affective commitment and normative commitment among both permanent and contractual employees working within the banking sector.

The article attempts to investigate the moderating role and effect of the modern methods of training and development programs in private banks on the individual work performances of the employees. Through area cluster sampling technique survey questionnaire, the data was gathered from 280 employees working at the operational level in 8 major cities of Pakistan. The results confirmed that the private banks have significant contribution in improving the overall performances of the banking sector whereas modern methods of training and development has statistically significant effect on enhancing the working performance of contractual employees. The frequently evident practices; professionalism and employee engagement developed through training are considered and both have significant relationship with the enhanced work performance of employees. Hence, modern training and development methods are pivotal moderator in improving the working efficiency of the private banks and enhancing the knowledge, skills and abilities of the contractual workforce.

This study investigates the role of training and development methods in improving the empowerment and professionalism among the banking industry of Pakistan. It also determines the comparison between the modern and traditional methods in private and public banks. Using purposive and convenient sampling techniques, total 380 responses were gathered from professionals working in the banking sector of Pakistan. The results showed in that private banks, professionalism and empowerment significantly get improved under modern methods in contrast with traditional methods at public banks. Moreover, findings also revealed that professionalism and empowerment are positively affected by the modern methods of training whereas there is non-significant impact of traditional training on empowerment and professionalism. Permanent employees showed greater professionalism and empowerment as compared to contractual employees. The study theorizes that modern methods of training leads to empowerment, which further enhances the professionalism among banking industry of Pakistan.