Loading article...
Loading article...
Stream/Area:
-
Subject:
-
Paper ID:
IJSREM64073
Volume:
10 |
5 |
May 2026
Pages:
1-6
Publication Frequency:
Monthly (12 issues per year)
License:International Journal of Scientific Research in Engineering and Management follows the Creative Commons Attribution 4.0 (CC BY 4.0) License, allowing free use and distribution with proper attribution.
Department of MBA
KG REddy college of Engineering & Technology
Department of MBA
KG REddy college of Engineering & Technology
Training and development are very crucial aspects for companies to amend their employees' job performance and outcompete their rivals. The study examines the wallop of training and evolution on the effectiveness of workers. The overall objective is to ascertain the impinging of learning skills grooming and continuous learning of new skills on the productivity of employees, their efficiency and their overall job performance. We did a study. Gathered information from various staff members. Questionnaires were used to prayer data on the effectiveness of training programmes, the skills possessed by employees, their knowledge of their work, their motivation and their job performance. We investigated whether there was a kinship betwixt training and development programs and the effectiveness of the employees at their work tasks through the use of statistics. What we discovered, is that it was a human relationship between training and development programmes and worker performance. Staff that received training were found to be more effective, satisfied and motivated in their jobs. We also learned that employees who are continually learning are better equipped at their jobs and companies are better equipped to adapt to the changes in the business world. The study concludes that companies should invest in training programs that're well-structured and meet the needs of their employees. Well-designed training can result in employees being more productive when they make mistakes and remain in the workplace longer. This particular study contributes to the knowledge of training and development since it provides evidence that indeed training and development work in a way to make employees better. Future studies can look at how different industries train their employees and how it affects their companies in the run.
KEYWORDS
This research examined the effects of training and development on the performance of employees. Training was correlated with job performance in the workplace. The data proves that excellent training programs do indeed teach employees a lot of skills and do a lot of jobs a lot better. Pros who received training were more satisfied with their careers. They were also more productive at work. The figures demonstrate the significance of training and development to the employees' performance in accomplishing their duties. There's a very tight link between job performance and training. The results are consistent with other studies examining the effects of training and job performance. Overall, it was concluded that training and development are not simply 'nice to have' but are essential to ensure the employees do their work properly and the business is successful. Companies that prioritize training and development are more likely to adapt to changes in the market and stay competitive, with companies.
1. Armstrong, M. (2014). Armstrong’s handbook of human resource management practice. 2. Bandura, A. (1977). Social learning theory. 3. Becker, G. S. (1964). Human capital. 4. Campbell, J. P. (1990). Modeling the performance prediction problem in organizational psychology 5. Elnaga, A., & Imran A. (2013). The effect of training on employee performance. 6. Jehanzeb, K., & Bashir N. A. (2013). Training and development. Its benefits to employees and organizations. 7. Kraiger, K. (2003). Perspectives on training and development. 8. Noe, R. A. (2017). Employee. Development. 9. Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations. 10. Tharenou, P., Saks, A. M., & Moore, C. (2007). A. Critique of research on training and organizational-level outcomes.
Publication Date
5/27/2026
Peer Review Type
Double-Blind Peer Review
Review Rounds: 2
Documents
Article Views
1
Total views since publication
PDF Downloads
3
Total downloads since publication
Geographic Reach
5
Digital Preservation: This article is permanently archived on Zenodo and complies with all data preservation standards across major indexing platforms.
Plagiarism Screening
This manuscript has been checked for plagiarism using TurnitinPlagiarismChecker software.
Conflict of Interest
The authors declare no conflict of interest related to this research work.
Funding Information
No funding information available for this research.
Related research in the same subject area
Loading similar articles...