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Training and Development - Research Paper Example

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The determination and evaluation of the effects of training on business performance have contributed to the development of various human resource management theories that emphasize the diverse functions of human resources in organizational effectiveness (Úbeda-García et al.,…
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Download file to see previous pages gic resources that can provide rare competitive advantages to organizations, while the human capital theory argues that the level of knowledge, skills, and abilities of human resources are essential factors of economic-value production in firms (Hamid, 2013, p. 187). García (2005) studied the relationship between training policies and business performance for a sample of Spanish organizations across different industries. She proposed that training policies have inherent features of durability, transmission possibility, and replication and transparency potential that can affect stakeholder satisfaction and firm productivity (García, 2005, pp. 1694-1695).
García (2005) followed the universalist approach in testing her four hypotheses. This approach is already widely used and is appropriate to her analysis of multiple firms in diverse industries. The questionnaire on training policy determined the following: (1) functions of the training services; (2) training policy objectives; (3) nature of training (proactive versus reactive); and (4) training evaluation (García, 2005, pp. 1699-1700). The four hypotheses of the study were the following:
These hypotheses determine the relationships between training and worker satisfaction, client satisfaction, shareholder satisfaction, and firm productivity. While other studies focus on training-productivity relationships (Dearden, Reed, & Van Reenen, 2006), this study underscores the importance of other dependent variables in measuring training success.
This article used a survey research design that targeted the population of Spanish firms with at least 100 employees. García (2005) conducted a multi-sectoral study and used the services industry as a control group because its large population may skew the results of the survey (p. 1699). A postal survey was mailed to human resource managers of 420 firms in 1998, wherein 78 provided valid responses, which means that the study had a response rate of 18.57%. For data ...Download file to see next pagesRead More
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