Subhani, Muhammad Imtiaz and Hasan, Syed Akif and Rahat, Omer (2010): Effects of business embedded & traditional training models on employees’ job motivation.
Download (95kB) | Preview
Service industry is now focusing more and more on providing valuable training opportunities to its employees in order to improve the quality of its services and benchmarking them as its competitive advantage. This research has attempted to understand the effects of the Business Embedded Training Model and the Traditional Training Model on employees’ job motivation. A sample of 80 organizations and 1000 respondents was taken and Group T-Test and Log Linear Logit techniques were used to evaluate that which training model is preferred over the other by the service industry and which training model has more positive effects on employees’ job motivation.
|Item Type:||MPRA Paper|
|Original Title:||Effects of business embedded & traditional training models on employees’ job motivation|
|Keywords:||Training, Motivation, Performance|
|Subjects:||P - Economic Systems > P1 - Capitalist Systems > P17 - Performance and Prospects
J - Labor and Demographic Economics > J3 - Wages, Compensation, and Labor Costs > J31 - Wage Level and Structure; Wage Differentials
P - Economic Systems > P2 - Socialist Systems and Transitional Economies > P27 - Performance and Prospects
|Depositing User:||Muhammad Imtiaz Subhani|
|Date Deposited:||15. Nov 2010 13:36|
|Last Modified:||12. Feb 2013 06:37|
Baird, L.& Meshoulam, I.(1988). Managing Two Fits of Strategic Human Resource Management, The Academy of Management Review, Volume 13, Page 7-10.
Bodimer, J.(2009). Use Training and Development to Motivate Staff, retrieve from, (About.com) http://humanresources.about.com/od/coachingmentorin1/a/trainmotivation_2.htm
Brown, J.(2002). Training Need Assessment is a must for developing a effective training program. Public Personnel Management Volume 31, 2002, article retrieve from http:// www.owlnet.rice.edu/.../courses/.../Brown%20(2002)%20PPM.pdf
Carr, F. W.(1999). Designing an effective Training Evaluation Process, retrieve from http://www.ispi.org/pdf/suggestedReading/Carr.pdf
Cauwenbergh, V. A. & Cool, K.(2000). Strategic Management in a New Framework. Strategic Management Journal, Vol. 3, page 13.
Dwyer, M. B. (2002).Training Strategies for the Twenty-First Century: Using Recent Research on Learning to Enhance Training retrieve from http://www.informaworld.com/index/6W7T73K4XKYW3AQA.pdf
Lewis, P.(1997). A framework for research into training and development, The International Journal of Training and Development, Volume 3, page 18-26.
Lovas, B.& Ghoshal, S.(2000). Strategy as Guided Evolution. Strategic Management Journal, Vol. 21, Page 18-21.
Martin, A.(1999). Employee Training and Development: The Success of Your Business depends upon it, retrieve from http://www.lgt-cpa.com/resources/articles/TrainingTrends
Mathieu, E. J.,Tannenbaum, I. S. Salas, E.(1992). Influences of Individual and Situational Characteristics on Measures of Training Effectiveness. The Academy of Management Journal, Vol. 35, page 102-109.
McDougall, M. & Beattie S. R. (1998). The Missing Link? Understanding the relationship between individual and organizational learning. International Journal of Training and Development Volume 4.
Miller, A. J.& Diana, M. O.(1996). Training Needs Assessment, retrieve from http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf
Miller, S.(2008). Measuring Training Evaluation Effectiveness, retrieve from www.EzineArticles.com, http://ezinearticles.com/?Measuring-Training-Evaluation-Effectiveness&id=1075085 Milliman, J.,Glinow, von A.M.& Nathan, M.(1991). Organizational Life Cycles and Strategic International Human Resource Management in Multinational Companies: Implications for Congruence Theory. The Academy of Management Review, Vol. 16, page 241-255.
Nchez, ´n-Sa Arago A., Arago, B. I. and Valle, Sanz R. (2003). Effects of Training on Business Results, Int. Journal of Human Resource Management, Volume 4, page 105-122.
Noe, R.(1996). Employee Training & Development. In the “A guide to Training & Development”, 4th Edition. Published by McGraw-Hill/Irwin, a business unit of McGraw-Hill Companies Inc.
Rajan, S.(2004). How to structure a training program, retrieve from http://www.itpeopleindia.com/20040329/management1.shtml#
Rouda, H. R.& Jr. Kusy, E. M.(1996). High Performance Training, retrieve from http://www.alumni.caltech.edu/~rouda/T6/1997_HPT.html
Simon, A. H.(1993). Strategy and Organizational Evolution. Strategic Management Journal, Vol. 14, page 16. Special Issue: Organizations, Decision Making and Strategy. Turkiewicz, L. C., Massey, K.T. & Brown, G. R., Jr. (1998).
Motivation in Public and Private Organizations: A Comparative Study. Public Productivity & Management Review, Vol. 2, page 36-45. Valle, R. M. F.& Romero, M. P. & Dolan, L. S. (2003). Business Strategy, Work Processes and Human Resource Training: Are They Congruent? The Journal of Organizational Behavior, Vol. 21, page 222-226.
Vemić, J. (2007) Employee Training & Development and the Learning Organization. Economics and Organization Vol. 4, page 16-23.
Wells, B. J., Layne, H. B. & Allen, D. (1991). Management Development Training and Learning Styles. Public Productivity & Management Review, Vol. 14, page 167-176.