Examining the Relationship of Training on Job Satisfaction and Organizational Effectiveness

Training is considered an important element in the organization, as it heavily influences people to learn how to be more effective at work by modifying knowledge, skills or attitudes through the learning experience to achieve a successful performance. Likewise, training is a long term allegiance to all employees because they have to learn new skills and knowledge which become a turning point for their success in the workplace, moreover the behavior modifications will occur after the training process because they have to come forth with a novel style of managing things. For instance, employees have to apply safe manual handling techniques to ascertain all the processes of the work completed manually. Instead the training involves two-way communication between the trainer and the person learning. However, training does not mean sitting in a room while listening to the speaker otherwise simply watching a video for our reference to implement own selves whatever we had seen in a video. Parenthetically, training can be formal or informal otherwise off or on the job. Training is widely understood as a communication directed because training focuses on what needs to be known to attain the purpose of developing skills, changing behavior, and increasing competence. As a result of this study, employees and employers are likely to deliver a better understanding in recognizing the importance of training that reveals in the employee’s work commitment and performance. Future research should further explore the same independent variables and its effect on trainers’ performance for postgraduate studies at University. Another future research could look at the effects of training on public and private school teachers (specific course outlined). Human Resource Management should be aware of this because applicable training can help employee’s to develop their career, while they can commit to the work to increase their performance. As a long term measure to ascertain the effectiveness of the training, performance monitoring system should be set up to work after continuous training to enable an organization to identify the effectiveness of the training to the participants and to identify the basicneeds of training in time will come. This study examined the effect of training on the work commitment, job satisfaction and job performance. The four components of training such as training commitment, training needs assessment, training contents and delivery approaches and training evaluation are important in human resource management One hundred and eighty employees in Malaysia were surveyed for the psychoanalysis. Data from the questionnaires were analyzed using SPSS version 20.0 software. The techniques employed in examining the data included descriptive statistics, reliability analysis, correlation analysis, and regression analysis. The outcomes demonstrated an alpha value of all variables are well above 0.80, which is considered a dependable indicator of national consistency. The correlation coefficients indicate the hard point of the connector between the variables, where a coefficient is considered significant if the p – value is less than 0.05. Overall, the results from this work revealed that training commitment, training needs assessment, training contents and delivery approaches, and training evaluation positively and significantly influence the employee’s work commitment, job satisfaction and job performance.