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• v.15(SP); 2019 Oct

Training for Impact: PhD Modernization as a Key Resource for Learning Health Systems

Pour une formation qui a de l'impact: modernisation des études doctorales pour mieux connaître les systèmes de santé, meghan mcmahon.

Associate Director, CIHR Institute of Health Services and Policy Research, Institute of Health Policy, Management and Evaluation, University of Toronto, Toronto, ON

Stephen Bornstein

Professor, Division of Community Health and Humanities, Faculty of Medicine, Department of Political Science, Faculty of Arts, Memorial University; Director, Newfoundland and Labrador Centre for Applied Health Research; Co-Director, SafetyNet Centre for Occupational Health and Safety Research, St. John's, NL

Adalsteinn Brown

Dean, Professor, Dalla Lana School of Public Health, University of Toronto, Toronto, ON

Robyn Tamblyn

Professor, Department of Medicine and Department of Epidemiology, Biostatistics and Occupational Health, McGill University; Scientific Director (former), CIHR Institute of Health Services and Policy Research, Montreal, QC

Introduction

The Institute of Medicine (IOM) has articulated a vision of a learning health system (LHS) as one that provides the best care at lower costs and that constantly, systematically and seamlessly improves based on data and evidence ( IOM 2013 ). The IOM identifies the four foundational characteristics of an LHS as the real-time use of data and informatics to capture the care experience, patient-clinician partnerships, incentives aligned for value and a leadership-instilled culture of learning ( IOM 2013 ). Although much policy research and commentary has focused on informatics and incentives, relatively less has focused on the critical question of creating a culture of learning in these systems. And although its source is debated, most management gurus agree with the adage that “culture eats strategy for breakfast” ( Cave 2017 ), which is why a focus on the cultural dimension is critically important. Some scholars have recognized the important role of human capital – and of front-line clinicians in particular – in the LHS ( Verma and Bhatia 2016 ). In addition to clinicians, doctorally prepared individuals, such as those with a PhD in health services and policy research (HSPR) and fields such as health economics, epidemiology and health informatics, have the potential to make significant contributions to LHSs and health system reform ( Bornstein 2016 ; Brown and Nuti 2016 ; CIHR-IHSPR 2016 ). But having a PhD in these fields is not the same as being prepared to support progress toward an LHS. As argued in other papers, substantial change in doctoral training is needed so that graduates can contribute to their full potential and help drive real innovation within the health system ( Bornstein 2016 ; CIHR-IHSPR 2016 ; Reid 2016 ).

The collection of papers in this special issue of Healthcare Policy/Politiques de Santé is based on work led by the Canadian Institutes of Health Research's Institute of Health Services and Policy Research (CIHR-IHSPR) and the Canadian Health Services and Policy Research Alliance (CHSPRA) in collaboration with many partners across the country (please see the Acknowledgements section at the end of this introduction for the full list of our partners). It represents a response to a pan-Canadian consensus effort to modernize HSPR doctoral and post-doctoral training for greater health system impact. These modernization efforts have focused on preparing a cadre of Canada's PhD graduates for success as leaders of evidence-informed health system innovation in settings that bridge the academy and the health system at the juncture of health policy, health service delivery and LHSs. The papers cover emerging lessons learned from a new embedded fellowship program in Canada, the Health System Impact (HSI) Fellowship, as well as the Delivery System Science Fellowship in the US that inspired key design elements of the HSI Fellowship, both of which recognize the importance of experiential learning inside the health system. In line with the push-pull model suggested by Lomas and Brown (2009) , these opportunities allow PhD trainees and post-doctoral fellows to apply and adapt their academic skills to real-world challenges – to embed evidence – into complex and dynamic settings. They also create a pull for more evidence by helping organizations whose leaders are committed to instilling a learning culture to experience first-hand the benefits that PhD talent can bring to problem solving, innovation and decision-making. These experiences also help build leadership capacity in the trainees, primarily through supervision and mentorship from health system leaders who have taken on this role for every embedded fellow.

The issue opens with the first-ever study of HSPR PhD graduate career outcomes, which helps establish a case for training modernization efforts and programs such as the HSI Fellowship. Using social media sources, McMahon and colleagues (2019c) track the employment trajectories of 20 years of graduates from many of Canada's HSPR doctoral training programs. They find that employment in academic positions has declined over time and that today's graduates are more likely than past graduates to work in a variety of sectors and roles that stretch well beyond academia to include government, healthcare delivery and the not-for-profit and private sectors. This finding is in line with early work from the CHSPRA Training Modernization Working Group (TMWG), which described different career trajectories and role archetypes ( Bornstein et al. 2018 ; CHSPRA TMWG 2015 ).

Canada is not alone in its commitment to modernizing HSPR training to better support and enable health system improvement. The second paper ( McMahon et al. 2019a ) examines an innovative fellowship program in the US, AcademyHealth's Delivery System Science Fellowship, and compares its key elements to those of Canada's HSI Fellowship in order to identify lessons learned from different approaches to a common goal and to propose future directions for training modernization in both jurisdictions.

The authors of the third paper, Blanchette and colleagues (2019) , are members of the inaugural cohort of HSI fellows who were curious about the contributions they and their colleagues had made to their health system partner organizations in their first year of the program. Reflecting the desired culture of an LHS, they designed a research project to satisfy their curiosity and inform improvements to the HSI Fellowship program. The resulting eDelphi study reveals a strong consensus among fellows, health system supervisors and academic supervisors that fellows had made significant contributions to their respective health system partner organization, primarily through their research and analytic skills.

An enriched core competency framework that emphasizes traditional research and analytic skills but also professional skills such as leadership, change management and project management is at the foundation of the HSI Fellowship program (see Bornstein et al. 2018 for details). In the fourth paper, McMahon and colleagues (2019b) analyze the extent to which fellows' competencies improved over the course of the first year. Whereas Blanchette and colleagues found that fellows' research and analytic skills made the biggest contribution to health system organizations, McMahon and colleagues suggest that the program provides fellows with an opportunity to develop the full suite of enriched core competencies, particularly the professional competencies that are not currently emphasized in most HSPR doctoral curricula.

Finally, Bornstein and colleagues (2019) examine the role and value of mentorship by health system leaders in the training and professional development of embedded fellows. They find that the fellows' health system supervisors developed a range of innovative, individualized and effective approaches for guiding their fellows. They also identify opportunities for improvement, such as strengthening the relationship between fellows' health system and academic supervisors for team-based co-mentorship.

Although the first years of the HSI Fellowship program appear to be a success, that is not sufficient in itself to create and sustain a culture of learning across our health system, for several reasons. First, culture needs to be enabled and reinforced for it to be lasting. This is why there are four foundational characteristics to an LHS, as highlighted above. Just as a culture of learning helps organizations use data, forge partnerships and respond appropriately to incentives, these factors can stimulate the development of a learning culture and sustain it beyond any one individual's fellowship. Second, the HSI Fellowship is in its formative phase. Although it is a remarkably fast-growing program, the HSI Fellowship can cover only a small part of what is a very large sector of our economy with many universities, health system organizations and employees. Others have noted that for programs such as the HSI Fellowship to succeed, the academic context in which they are situated must also evolve to value and support a diversity of career trajectories, performance measures that extend beyond peer-reviewed publications and partnerships with the health system ( Hunter 2019 ; McKee 2019 ). Finally, the new fellows are in the early stage of their careers. Although their mentors are invariably senior leaders in their field, they also represent a small component of the overall leadership cohort in our health system. To accelerate progress toward an LHS through a leadership-instilled culture of learning, we will need to pay attention to the full career trajectories of a wide range of leaders in our system.

Despite Canada's sizable annual investment in healthcare (in 2015, 10.9% of GDP), our health system continues to rank average or below compared to other countries, regardless of whether we use Organisation for Economic Co-operation and Development (OECD), Commonwealth Fund or other rankings ( Najafizada et al. 2017 ; OECD 2017 ; Schneider et al. 2017 ). We have a tremendous opportunity for improvement in the way healthcare is financed, organized and delivered and for research and innovation to be key enablers of this improvement. PhD-trained individuals can be a critical element of this improvement while building impactful careers within and outside the academy.

Acknowledgements

The HSI Fellowship program, which is a primary focus of the papers included in this special issue, is made possible because of partnerships with many organizations across the country. The CIHR-IHSPR team and the TMWG co-leads of the CHSPRA (Dr. Adalsteinn Brown and Dr. Stephen Bornstein) would like to acknowledge the invaluable engagement and support of the partners, who play an instrumental role in the program, including: the CIHR and its Institutes of Aging (IA), Cancer Research (ICR), Circulatory and Respiratory Health (ICRH), Gender and Health (IGH), Infection and Immunity (III), Indigenous Peoples' Health (IIPH), Musculoskeletal Health and Arthritis (IMHA), Neurosciences, Mental Health and Additions (INMHA), Nutrition, Metabolism and Diabetes (INMD), Population and Public Health (IPPH) and the Science Policy Branch; Michael Smith Foundation for Health Research (MSFHR); Fonds de recherche du Québec – Santé (FRQS); New Brunswick Health Research Foundation (NBHRF); Research Nova Scotia (formerly the Nova Scotia Health Research Foundation [NSHRF]); the Saskatchewan Health Research Foundation (SHRF); Mitacs; and the 62 health system organizations and 23 universities that have partnered to host Health System Impact Fellows.

Contributor Information

Meghan McMahon, Associate Director, CIHR Institute of Health Services and Policy Research, Institute of Health Policy, Management and Evaluation, University of Toronto, Toronto, ON.

Stephen Bornstein, Professor, Division of Community Health and Humanities, Faculty of Medicine, Department of Political Science, Faculty of Arts, Memorial University; Director, Newfoundland and Labrador Centre for Applied Health Research; Co-Director, SafetyNet Centre for Occupational Health and Safety Research, St. John's, NL.

Adalsteinn Brown, Dean, Professor, Dalla Lana School of Public Health, University of Toronto, Toronto, ON.

Robyn Tamblyn, Professor, Department of Medicine and Department of Epidemiology, Biostatistics and Occupational Health, McGill University; Scientific Director (former), CIHR Institute of Health Services and Policy Research, Montreal, QC.

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Dissertations / Theses on the topic 'Employee development and training'

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Marquis, Geraldine L. "Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.

McCargar, Cindy L. "Development and evaluation of a train-the-trainer program for subject matter experts at Company X." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.

Seger, Alfiya, and Atoosa Graylee. "Employee development programs: Employee motivation to attend voluntary technical trainings in High-tech companies in Sweden." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-19482.

Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.

Ntile, Zukiswa. "Assessing the personal development of employees in a municipal environment." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.

Cox, Lillian Sharon. "Teacher empowerment change and Reading Recovery professional development training /." free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137691.

Black, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.

Santos, Miller Amanda Carmin. "Training for the Future| College Student Employee Persistence through Engagement and Development." Thesis, University of La Verne, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13806317.

Purpose. The purpose of this qualitative phenomenological study was to understand the lived experiences of student leader employees in relation to retention through the lens of development via engagement at a small, non-profit private university in Southern California.

Methodology. This study used a phenomenological approach to understand the lived experiences of student employee leaders. The researcher interviewed ten full-time undergraduate student employees who had been working in their leadership role for at least one year. The students interviewed were juniors and seniors.

Findings. The student employee leaders reported building strong relationships with their supervisors and peers as a result of on-campus employment. Students reported that their place of employment was a safe place for them to be and that they enjoyed the convenience of flexible hours and financial stability. The student employee leaders in this study felt supported and connected due to the people they have encountered throughout their employment at the institution. The student employee leaders also faced challenges and growth through their experiences working on campus. Lastly, students learned skills through various training methods.

Conclusion. The student employee leaders in this study reported that their relationships with supervisors and students contributed to their decision to remain at the institution. The students interviewed in this study also felt that what they learned in their place of employment could have longer implications in applying what they are learning to their future careers.

Recommendations. It is essential for student employees on campus to gain valuable experiences while working during college to engage and develop students to prepare for the future. Universities should emphasize for students to work on campus to help them build transferable skills and engage students in meaningful work to make the best of their time while in college.

Tillotson, Kenyon. "An Exploratory Study of Factors Eliciting VA Employee No-Show Behavior In Veterans Affairs Employee Development Courses." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6417.

Hundley, Katrina M. "A Profile of Current Employee Training Practices in Selected Businesses and Industries in Southwest Virginia." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/28542.

Mitchell, Debora R. D. "The effects of assessment center feedback on employee development." Diss., Georgia Institute of Technology, 1997. http://hdl.handle.net/1853/29848.

Almeida, Rita Loução de. "How training evaluation can be used to potentiate employee development in an organization." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11829.

Teffu, Matome Edward. "Aligning employee training needs and workplace skills plan in the Limpopo Department of Health." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1404.

Dressler, Jacqueline Faith. "Factors which influence employee participation in training and development : a study of clerical staff at McGill University." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22582.

Cole, Jennifer Elizabeth. "Skills development training and its impact on employee self-image : a case study of employee responses to training in the wholesale and retail sector in the Western Cape." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/8211.

Hobson, Nicole DeJarnett. "Succession Planning and Situational Engagement." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5168/.

Tengberg, Fredrika, and Stefanie Forsman. "Effektiv kompetensutveckling : En undersökning av hur olika perspektiv på lärande påverkar effekterna av kompetensutveckling under Training Days." Thesis, Högskolan Väst, Avd för företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6746.

Shah, Naimatullah. "Determinants of employee readiness for organisational change." Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.

Hiraoka, Calvin H. Wircenski Jerry L. "Influence of pre- and post testing on return on investment calculations in training and development." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-6097.

Bernard, Kevin Lance. "Strategies to Reduce Voluntary Employee Turnover in Business Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5163.

Pierce, Heather R. "Employee development as an exchange process : perceived organizational support, leader-member exchange and perception of benefit." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29897.

Kane-Sellers, Marjorie Laura. "Predictive models of employee voluntary turnover in a North American professional sales force using data-mining analysis." [College Station, Tex. : Texas A&M University, 2007. http://hdl.handle.net/1969.1/ETD-TAMU-1486.

Menze, Menyezwa Nozizwe Mandu. "The impact of stress on productivity of employees at the Education Training and Development practices Sector Education and Training Authority /." Diss., Pretoria: [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-04262007-161101.

Jensen, Vicki J. "Analysis of the capabilities for development of employee extrusion technology training programs within the El Paso, Texas area." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008jensenv.pdf.

Panagiotakopoulos, Antonios. "An empirical investigation of employee training and development in Greek manufacturing small and medium-sized enterprises (SMEs)." Thesis, University of Leeds, 2009. http://etheses.whiterose.ac.uk/1565/.

Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.

Cooper, Jean Henry. "A training programme based on the principles of social constructivism and focused on developing people for the future world of work an evaluation /." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-03162005-142319.

Hoepner, Terri Jo. "Marketing training and development activities in Chippewa Valley businesses." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003hoepnert.pdf.

Dowler, Alan Reginald. "A consideration of the effectiveness and efficiency of employee training and development in a range of commercial organisations." Thesis, University of Birmingham, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324172.

Barcus, Sydney Anne. "The impact of organizational learning and training on multiple job satisfaction factors." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5202/.

Warman, Mendy L. "A center for training and development." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1077.

Rejdová, Nela. "VZDĚLÁVÁNÍ A ROZVOJ ZAMĚSTNANCŮ." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-205130.

Nhlapo, Tsholo Mzawazi Solomon. "The implementation of human resource development strategy for total quality management within the Department of Correctional Services : focus on Groenpunt management area / Tsholo Mzawazi Solomon Nhlapo." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4831.

Paek, Jeeyon. "A study of training program characteristics and training effectiveness among organizations receiving services from external training providers." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1118351733.

Kunder, Linda Holder. "Employees' Perceptions of the Status and Effectiveness of the Training and Development System and of the Value of Training and Development." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30411.

Vanterpool, Maureen Olivia. "Concerns of training managers about the competency standards prescribed by the American Society for Training and Development /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487330761216806.

Al, Majdalawi Mazen. "Human resource development in Palestinian higher education, with special reference to evaluation of employee development and training at the Al-Aqsa University, Gaza, Palestinian Authority." Thesis, University of South Wales, 2015. https://pure.southwales.ac.uk/en/studentthesis/human-resource-development-in-palestinian-higher-education-with-special-reference-to-evaluation-of-employee-development-and-training-at-the-alaqsa-university-gaza-palestinian-authority(be3c766a-50f7-44c4-8775-6394a7a6f0bd).html.

Tronnier, Julia K. "Development of a valid level one evaluation instrument for ABC Company's Lean Training Program." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009tronnierj.pdf.

Ntlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.

Hiraoka, Calvin H. "Influence of pre and post testing on return on investment calculations in training and development." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc6097/.

Knight, FRANCELIA Luis. "Strategies to Retain Employees in the Health Care Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5888.

Krantz, Michelle. "Diversity-Awareness Training Experiences of School of Education Employees." NSUWorks, 2012. http://nsuworks.nova.edu/fse_etd/51.

Van, Heerden Alan Joshua. "The development of a competency based model for training operators within the confectionery industry." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/83.

Gadu, Thandiswa Constance. "An evaluation of selected skills development programmes in the Amathole District Municipality." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020587.

Rach, Margaret M. (Margaret Mannion). "The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331995/.

Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

DeLozier, John. "Community College Grow Your Own Leadership: A Phenomenological Study of Employee Perceptions of Individual and Organizational Leadership Development." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3623.

Alhassan, Joy Ukwo. "The relationship between employee perceptions of training, organisational commitment and their impact on turnover intentions: a survey of selected SMMEs in the Cape Metropole Area." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1728.

Ntlebi, Nontsikelelo. "Training and development in South African local government :the case of the Helderberg municipality." University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&amp.

Hires, Teri Meadows. "An Analysis of the Utilization of Needs Assessments by Training and Development Professionals." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc331728/.

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The impact of training and development on employee's performance in term of productivity in local firms and multinational corporations in Bangladesh Module Title and Code: Dissertation Project (BU6605

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International Journal of Entrepreneurial Research

Rashed Al Karim

The quality of the human resource of an organization is essential to its success. Thus, every organization must seek to improve the quality of its workforce. One way of achieving this is through training and development programs. The importance of training and development programs can only be appreciated with a clear understanding of its direct impact on employee performance. The purpose of this study is to determine the impact of training and development programs on employee performance. The data for this study has been collected through a structured questionnaire by conducting a survey. The sample size of this study is 100 and is chosen based on convenience sampling technique from different chemical and manufacturing industries of Bangladesh. All the data of this study were processed and analysed through SPSS 20. The value of Cronbach Alpha was 0.725, means that the data of this study is reliable according to Nunnaly, (1978). Hypotheses were tested through multiple regression anal...

South Asian Journal of Social Studies and Economics

fatema jeni

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking se...

International Journal of Asian Social Science

proshanta podder

Today, necessity of a private company as an economic contributor is notable. Due to globalization and mechanical changes, they need experienced and active working power. The research considers the impact of Training and Development on employee performance for businesses at all levels. It is typically vital for administrations of firms to maintain their employees&#39; knowledge and abilities. It becomes of utmost importance for private companies, to gather new information for competitively serving and then to communicate it to the staff using some sorted out and precise methodology. Assessing this, descriptive and quite empirical approach is chosen to conduct an investigation looking at the impact that T and D has on the performance level of workers. The sample size in this study was 150 respondents of different private companies in Bangladesh. Major findings show that the majority of employees agree with in the points by indicating that T & D had a positive impact on their job knowl...

International Journal of Research -GRANTHAALAYAH

Dhanonjoy Kumar

Training and development is incredibly vital for ensuring effectiveness of the employees in an organization. The organizations have stretched understood so as to their most precious asset is their human capital where many are convinced for the large investments in employee training and development. This study aims to investigate the significance of training along with development program and its benefits to employees and organization. It focuses on the relative importance of training and development program and their impact on the overall organizational success. To do so, 50 bank employees from Agrani Bank Limited (ABL) have been interviewed through a structured questionnaire. The sample has taken from the Kushtia and Jhenaidah district followed by stratified random sampling. The study has found that training and development program increase the skill, ability and intellectuality of the bank employees. The study also has proposed some suggestions related with the present field.

Monowara Begum Mamy

An organization’s have various resources such as; human and non­ human resources. Employees are human resources. They are also life blood of an organization as like as capital. They plays an important role by performing different activities within and outside the organization. So every organizations should give more attention to the improvement of employees for achieving more effective outcome from them. Also make them efficient to survive in the competitive business world. Many researchers have conducted research activities in the field of Human Research Management, the same cannot be said on employee training and development especially as it concerns developing countries like Bangladesh. The purpose of this study was to evaluate the effects of skill development training on employee performance, using the garments industry in Bangladesh. For understanding the aim of this study, three goals were developed and these focused particularly on investigating the meaning and importance of ...

Israrkhan yousafzai

Rasmita Behera

In this competitive world, training plays an important role in the competent and challenging format of business. Training is the nerve that synthesized the smooth functioning of the organization and enhancing the quality of work life of the employees. Development is a process that leads to qualitative as well as quantitative advancements in the organization, especially at the managerial level, it is less considered with physical skills and is more concerned with knowledge, values, attitudes and behavior in addition to specific skills. The purpose of this paper is to measure the impact of training and development on employee&#39;s performance and productivity. This paper is quantitative in nature. Data for the paper have been collected through primary source that are from questionnaires surveys of Odisha Cement Limited, Odisha. The study result implies that there is a positive impact of training and development in the improvement of productivity and employee&#39;s performance of OCL.

IJRMS Journal

In this competitive world, training plays an important role in the competent and challenging format of business. Training is the nerve that synthesized the smooth functioning of the organization and enhancing the quality of work life of the employees. Development is a process that leads to qualitative as well as quantitative advancements in the organization, especially at the managerial level, it is less considered with physical skills and is more concerned with knowledge, values, attitudes and behavior in addition to specific skills. The purpose of this paper is to measure the impact of training and development on employee's performance and productivity. This paper is quantitative in nature. Data for the paper have been collected through primary source that are from questionnaires surveys of Odisha Cement Limited, Odisha. The study result implies that there is a positive impact of training and development in the improvement of productivity and employee's performance of OCL.

Nuray Akter

In the age of rapidly changing business environment as well as workplace environment globally, the practices of effective employee training and their development is the vein for fetching the best employee performance in the various industrial sector as well as garments sector too. The current study conducted for exploring the associations of employee training (ET), employee development (ED) as predictors on employee performance (EP). For investigating the results, ET and ED were taken as independent variables with the most essential items for measuring their relationships with EP. An exploratory research design and deductive approach were followed to conduct the study and a questionnaire survey method was used for collecting primary data from different established garment organizations in Chittagong and BGMEA. A purposive sampling technique and survey strategy was followed to collect data and only 321 applicable responses were used for result analysis. The overall theoretical propos...

Nigerian Chapter of Arabian Journal of Business and Management Review

Zeeshan Haider , Naqvi Hamad , Emir Čičkušić

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