Impact of Training and Development on the Performance of Employees - A Comparative Study on Select Banks in Sultanate Of Oman

Abstract

This paper studies the impact of Training and Development practices on the employee performance in the select Omani Public and Private sector banking organizations. The aim of the paper is to analyze the impact of training and development practices on employee performance. The study adopts descriptive research design and it imbibes both primary and secondary data. Convenience sampling method is applied for collecting the data through administering a structured questionnaire. The sample size for the study is 300. Statistical tools like Pearson Correlation Analysis, Regression Analysis and ANOVA were applied to test the proposed alternate hypothesis. The study concludes that Training and Development Practices have a positive influence on employee performance in the Omani Banking Industry

Effect of Training and Development on Employee Performance in the Aqaba Special Economic Zone Authority

“…The results in this study indicate that there a strong significant correlation between Training and Development programs and Employee Performance in the Aqaba Special Economic Zone Authority, this relation can be explain (30%) of the employees performance as a result from T&D programs. This positive effect of the T&D programs on the employee's performance was reported by Sanyal & Hisam (2018) in studying the employees in the Omani Banking Industry, and concludes that there was a positive influence on employee performance by T&D programs which support the study results.…”

“…The outcomes of this research will help and support the banks to identify the Training and Developmentfactors that influence the employee performance in the banking organizations. On the other hand, the research will be helpful in the department of human resource of every organization which is trying to increase the productivity of their employees (Sanyal, & Hisam, 2018).…”

“…Training is learn a specific skill to do a certain job (Sanyal, & Hisam, 2018) while development deals with general increasing and evolution of individual skill and capacity through conscious and unconscious learning (Armstrong, 2009).…”

“…Employees considered an essential part of each organization (Masa'deh, 2012;Hafeez, & Akbar, 2015), so the employees are expected to be qualified and having an experience and competent to complete their tasks effectively (Al-Dmour, et al, 2015;Hidayat, & Budiatma, 2018). Some employees don't have the necessary knowledge and skills to achieve the requested goals effectively, and need for more Training and Development (T&D) programs to met the desired goals (Sanyal, & Hisam, 2018). As a result, the importance of training and developing programs emerged to help the employees to achieve their work excellently and professionally (Khan, et al 2017).…”

Impact of different training and development programs on employee performance in Bangladesh perspective

“…In the same vein, Scott, Clothier and Spriegel (1977) claimed that training practice is have a strong bond with all other human resource practices as it enables employees to develop themselves within the firm and raise their market value in the market. Moreover, Sanyal and Hisam (2018) believed that training supports to shape employees' jobrelated behaviour and facilitate them to participate for the success of the organization and ultimately firm gets higher return due to superior performance of its employees. Mamoria (1995) further mentioned that a well-trained worker is able to make a best use of organizational resources along with minimum level of wastages.…”