International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4
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The influence of performance training and development on organizational performance: A case study of private banks in Kurdistan Nawroz Ahmed Abdulrahman Business Administration, Erbil Polytechnic University, Erbil-Kurdistan Abstract— Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil. Keywords— Training, Development, Banks, Erbil, Kurdistan. I. INTRODUCTION The primary question of each bank is to enhance its performance however it can never be conceivable without the effective performance of workers. Accordingly, the performance management framework happened as a management change to address and review concerns, banks had about performance (Subramony, et al., 2018). In banks area, an extensive variety of changes that emphasis on the performance has additionally been actualized (Padmasiri,2018). Training and development has developed as a noteworthy instructive undertaking in the course of recent decades. This expansion is related with a request in the work environment for performance at all levels to enhance performance in their present employments to obtain aptitudes and learning to do new occupations, and to proceed with their vocation advance in a changing universe of work (Glaister, et al.,
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2018). Various authoritative sayings recommend that individuals are the way to any effective business task. This accentuation isn't vacant as it is winding up progressively certain that no human endeavor can prevail without legitimately gifted and learned human asset improvement experts (Bell, et al., 2018). Continuous performance development is basic to the short and long haul achievement of each business benefit or non-benefit (Khan, et al., 2018). Each bank is confronting numerous difficulties with respect to changed nature of work and work environment condition because of mechanical headway or some other factor. This fast change requires able, effective, able, adaptable and learned workforce for fulfillment of hierarchical objectives and long haul gainfulness. For growing such aptitudes and abilities in workers, training assumes an indispensable part alongside inspiration and support (Rathore, 2017). Training is getting more critical step by step to numerous organizations for their survival, their development and to get upper hand among contenders. Training gives assistance to development of the bank as its different offices' survival depends on training. Both the performances' and hierarchical objectives are influenced via training results and it is considered as a critical and important human asset rehearse that can effect on bank's prosperity (Law, et al., 2017). Training is an ordinarily utilized word, it generally 'has a place' to the coach or the bank, it ought to be about entire individual development– not simply exchanging abilities, the conventional translation of training at work. Being practical, corporate states of mind and assumptions about what 'training, and does can't be changed overnight, and most banks ability consider 'training' to be being constrained to work aptitudes, classrooms and power point introductions However, when your begin to envision and ponder dynamic demeanors to creating individuals past and conventional aptitudes training (Riley, et al.,2017). The objectivity of training and improvement and its kept
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International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4 learning process has dependably been use with abank and now it has moved toward becoming rather a general pattern of social needs, accentuating that banks must instill learning society as a social duty. It has been additionally demonstrated by numerous investigations in the past that there are sound banks between different training and development hones and distinctive measures of authoritative performance (Guest, 2017). To a great extent, work force division has been related with securing and employing the HR. In any case, after the recently named performances join the bank, it is important to give training to them to make them able for the occupations that they should deal with. In present day modern condition, the requirement for training of performances is broadly perceived to keep the workers in contact with the new innovative advancements. Each organization must have a deliberate training program for the development and development of its workers. It might be noticed that term 'training' is utilized as a part of respect to educating of particular abilities, while the term 'advancement' signifies general improvement of identity of the performances. This section ponders the different techniques for training and improvement, which are utilized
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by different banks, especially those occupied with the business and modern exercises (Thaler, et al., 2017). Training is giving a particular aptitude to complete a specific employment while improvement manages general upgrade and development of individual expertise and capacities through cognizant and oblivious learning. The fundamental reason for training and development is by enhancing the performance skills with the goal that banks can augment proficiency and viability of their human resources (Asfaw, et al., 2015). According to (Hammond & Churchill, 2018) unmistakably expressed in his book that banks could profit by training and improvement through winning the "heart and brains of" their workers to inspire them to relate to the bank, to endeavor more for its benefit and to stay with the bank. Bank and individual should create and advance all the while for their survival and accomplishment of common objectives. So every modem management needs to build up the bank through human asset improvement. Worker training is the critical sub-arrangement of human asset improvement. Worker training is a particular capacity and is one of the principal agent capacities for HR management (Sung & Choi, 2014).
Conceptual framework
Fig.1: Research Model Hypotheses H1: There is a positive and significant influence of employee training on banks performance in Erbil. H2: There is a positive and significant influence of employee development on banks performance in Erbil. II. LITERATURE REVIEW Training and Development Understanding the concept of worker training and development require comprehension of the considerable number of changes that occur because of learning (Falola, et al., 2014). As the generator of new information, worker
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training and improvement is put inside a more extensive key setting of HR management, i.e. worldwide authoritative management, as an arranged staff instruction and advancement, both individual and gathering, with the objective to profit both the bank and workers. To safeguard its acquired positions and increment upper hand, the bank should have the capacity to make new learning and not exclusively to depend entirely on usage of the current (Bandura & Lyons,2015). Training and Development fundamentally manages the obtaining of comprehension, skill, methods and practices. Truth be told, training and developmentis one of the objectives of human asset
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International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4 management as it can enhance performance at individual, collegial and authoritative levels. As the way toward 'expanding one's ability to make a move, banks are presently progressively getting to be specific with authoritative learning and along these lines aggregate improvement. Authoritative learning, then again, alludes to the "productive strategy to process, translate and react to both inside and outside data of a prevalently express nature. As per Tahir (2014), the development of the idea of authoritative learning is focal on the until now thought that earlier supports of learning are kept an eye on its business noteworthiness and are missing of observational data on learning forms. Training and development out in the open and private undertaking is an indispensable division to the bank. Hierarchical difficulties today seem unparalleled ever (Noe, et al., 2014). As indicated by(Liu, et al., 2014), the most seasoned type of training in industry in Western culture is the apprenticeship framework which was produced in the medieval times by the exchange societies and amid the Elizabethan time frame apprenticeship started to decay. The modern upset speeded the decrease of the apprenticeship convention. Considering the significance and need of training isn't just vital however it is likewise important to realize that what kind and the amount of training is required for a specific employment require. In considering this, one needs to figure out who ought to be prepared, what zones of training ought to be secured, what techniques and assets can be utilized and who should lead the training (Padachi & Lukea Bhiwajee, 2016). (Bai, et al., 2017), also included that the picture of an organization ascends to top when a performance ends up ready to execute the aptitudes effectively in his viable work which he has procured from training. Just those banks can accomplish superior. Training and improvement are crucial vital apparatuses for viable individual and bank performance, in this manner, bank are going through cash on it with certainty that it will gain them an upper hand in the realm of business, However, for any bank to accomplish its expressed objectives and goal in this aggressive world, satisfactory and significance training and development of staff can't be over stressed. Banks are relied upon to distinguish training need of its performances and configuration training programs that will help to ideally use their workforce towards completion of bank objective. Training and development is a systems use to exchange to the workers applicable aptitudes, information and capability to enhance performances performance on current employments and future task. It isn't debatable for banks to sufficiently prepare their workers for effective and ideal www.ijaems.com
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performance toward the acknowledgment of their set objectives and goals (Kum, et al., 2014). Aruna & Anitha, (2015), clarify training as a "learning background, in that, it looks for a moderately lasting change in a person that will enhance his capacity to perform at work". This mean training must be outlined such that, it will include the either the changing or improving of aptitudes, learning, states of mind, and social conduct. This change or upgrade of abilities, learning, demeanors, and social conduct could include what the performance knows, how he works, his relations and banks with collaborators and managers (Cloutier, et al., 2015). Organizational performance Organizational performance is typically taken a gander at as far as results. Be that as it may, it can likewise be taken a gander at as far as conduct (Seidle, et al., 2016). Anitha, (2014) expressed that performance's performance is estimated against the performance measures set by the bank. There are various measures that can be mulled over when estimating performance for instance utilizing of efficiency, productivity, viability, quality and benefit measures (OdleDusseau, et al., 2016) as quickly clarified from now on.. It is communicated as the proportion of gross benefit to deals or profit for capital utilized (Shinbaum, et al., 2016). Proficiency and adequacy - productivity is the capacity to deliver the coveted results by utilizing as insignificant assets as could reasonably be expected while viability is the capacity of performances to meet the coveted destinations or target (Subramony, et al., 2018). Profitability is communicated as a proportion of yield to that of info (Padmasiri, et al., 2018). It is a measure of how the individual, bank and industry changes over info assets into merchandise and enterprises. The measure of how much yield is delivered per unit of assets utilized (Glaister, et al., 2018). Quality is the normal for items or managements that bear a capacity to fulfill the expressed or suggested needs (Bell, et al., 2017). It is progressively accomplishing better items and managements at a logically more focused value. As substantiated by(Khan, et al., 2017), it is the duty of the organization administrators to guarantee that the banks endeavor to and accordingly accomplish superior levels. This in this manner suggests that administrators need to set the coveted levels of performance for any periods being referred to. This they can do by for instance defining objectives and principles against which singular performance can be estimated. Organizations guarantee that their workers are adding to creating amazing items or potentially benefits through the procedure of organizational performance management (Rathore, 2017). This Page | 235
International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4 management procedure urges workers to get engaged with getting ready for the organization, and along these lines partakes by having a part in the whole procedure in this manner making inspiration for superior levels. Note that performance management incorporates exercises that guarantee that authoritative objectives are by and large reliably met in a compelling and productive way. Performance management can center on performance of the workers, an office, and procedures to fabricate an item or management, and so forth. Prior research on profitability of specialists has demonstrated that performances who are happy with their activity will have higher employment performance, and in this way preeminent activity maintenance, than the individuals who are not content with their occupations (Law, et al., 2017). Additionally still, (Riley, et al.,2017)report that hierarchical performance is higher in glad and fulfilled specialists and the management think that it’s simple to persuade superior workers to accomplish firm targets. Effect of training on performance In reality, hierarchical development and improvement is influenced by various variables. In light with the present research amid the improvement of banks, performancetraining assumes a fundamental part in enhancing performance and expanding efficiency (Guest, 2017). This thus prompts setting banks in the better positions to confront rivalry and remain at the best. This hence infers a presence of a noteworthy distinction between the banks that prepare their workers and banks that don't. Existing writing presents proof of a presence of clear impacts of training and improvement on worker performance. A few examinations have continued by taking a gander at performance as far as performance specifically (Thaler, et al., 2017)while others have stretched out to a general viewpoint of authoritative performance (Guest 1997; Swart et al. 2005). Somehow, the two are connected as in performance is a component of authoritative performance since worker performance impacts general hierarchical performance. In connection to the above, Hammond & Churchill, (2018), take note of that worker abilities change through powerful training programs. It in this manner not just enhances the general performance of the performances to successfully play out their present occupations yet additionally improves the information, aptitudes a state of mind of the laborers vital for the future employment, consequently adding to predominant hierarchical performance. The branch of prior research on training and performance has found intriguing discoveries with respect to this relationship (Asfaw, et al., 2015). www.ijaems.com
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Training has been demonstrated to produce performance change related advantages for the worker and in addition for the bank by decidedly affecting performance through the improvement of performance learning, aptitudes, capacity, abilities and conduct (Sung & Choi,2014). As indicated by Falola et al., (2014), crossing over the performance hole alludes to actualizing an applicable training intercession for creating specific aptitudes and capacities of the performances and upgrading worker performance. They additionally expand the idea by expressing that training encourage bank to perceive that its laborers are not performing great and an in this manner their insight, abilities and states of mind should be shaped by the firm needs. It is generally with the goal that performances have a specific measure of information identified with various occupations. Nonetheless, take note of this isn't sufficient and performances need to always adjust to new necessities of employment performance (Bandura & Lyons, 2015). As such, banks need constant arrangements of training and holding of performances and in this way not to sit tight for events of expertise and performance holes. As per Tahir, et al., (2014), performance abilities change through compelling training programs. It not just enhances the general performance of the performances to adequately play out the present place of employment yet additionally upgrade the learning, abilities and disposition of the specialists essential for the future occupation, in this way adding to prevalent hierarchical performance. Through training the performance capabilities are produced and empower them to actualize the activity related work effectively, and accomplish firm goals in an aggressive way (Noe, et al., 2014). Additionally still, disappointment grievances, absenteeism and turnover can be incredibly diminished when workers are so all around prepared that can encounter the immediate fulfillment related with the feeling of accomplishment and information that they are building up their natural abilities (Liu, et al., 2014). III. METHODOLOGY The research was carried out at banks in Erbil the capital of Kurdistan. The researcher planned to examine the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks.Though, the researcher distributed surveys to employees at banks in Erbil. The researcher distributed 250questionnaires, but only 209questionnaires were received from employees and been completed. The researcherused a quantitative research method to investigate the most of significance factor that affects banks Page | 236
International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4 performance, through measuring and comparing employee training and employee development at banks.
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However, the findings of correlation analysis revealed that the correlation between employee training with banks performance is stronger than the correlation between employee development and banks performance.
IV. RESULTS Reliability analysis The reliability analysis employed to investigate the reliability of questions used to measure the organizational Table.2: Correlations Analysis performance (as seen in table-1- ). Based on the research Factors Correlation Banks performance model (as seen in figure-1-), the researcher developed two Correlation .785** research hypotheses through using employee training and Training Sig. (2-tailed) .000 employee development as independent factors to measure N 209 banks performance as dependent variable. Moreover, the Development Correlation .708** findings of the reliability analysis were as follow: The Sig. (2-tailed) .000 reliability analysis for employee training, the alpha was found to be .812 for 11 questions used in the analysis, the N 209 reliability analysis for employee development, the alpha **. Correlation is significant at the 0.01 level (2-tailed). was found to be .767 for 10 questions used in the analysis, Source; author, 2018 and the reliability analysis for banks performance, the alpha was found to be .799 for 11 questions used in the analysis. Regression Analysis However, the results of reliability analysis revealed that all Multiple regression analysis (as seen in table-3- ) employed alpha’s value were above 0.7 for all variables, this to examine the research hypotheses, however, the findings demonstrated that all questions employed for the current revealed the followings: study were reliable. - It was found the P-value between performance achievement and organizational performance = Table.1: Reliability analysis .000, therefore, the first research hypothesis is Variables Cronbach's Alpha Items supported which stated that ‘’ Performance Training .812 11 achievement as a motivation factor has a Development .767 10 significant and positive role on organizational performance’’. Banks .799 11 - It was found the P-value between growth and performance organizational performance = .000, therefore, the Source; author, 2018 second research hypothesis is supported which Correlation Analysis stated that ‘’ Growth as a motivation factor has a The researcher used correlation employed to find the significant and positive role on organizational relationship between employee training with organizational performance’’. performance and employee development with banks - It was found the P-value between recognition and performance(as seen in table -2- ). The results of correlation organizational performance = .000, therefore, the analysis were as follow: third research hypothesis is supported which stated - The value of correlation between employee **, that ‘’ Recognition as a motivation factor has a training with banks performance = .785 as we significant and positive role on organizational know that (**). Correlation is significant at the performance’’. 0.01 level (2-tailed), therefore it was found that It was found the P-value between working there is a positive and strong correlation between condition and organizational performance = .000, employee training and banks performance. therefore, the fourth research hypothesis is - The value of correlation between employee **, supported which stated that ‘’ Work condition as a development and banks performance in = .708 as motivation factor has a significant and positive role we know that (**). Correlation is significant at the on organizational performance’’. 0.01 level (2-tailed), therefore it was found that It was found the P-value between company policy there is a positive and strong correlation between and organizational performance = .000, therefore, employee development and banks performance. www.ijaems.com
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International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4
-
-
the fifth research hypothesis is supported which stated that ‘’ Company policy as a motivation factor has a significant and positive role on organizational performance’’. It was found the P-value between pay and benefit with organizational performance = .000, therefore, the sixth research hypothesis is supported which stated that ‘’ pay and benefit as a motivation factor has a significant and positive role on organizational performance’’. It was found the P-value between employee training with banks performance = .000, therefore, the first research hypothesis is supported which
Model
(Constant) Training Development
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stated that ‘’There is a positive and significant effect of employee training on banks performance in Erbil’’. - It was found the P-value between employee development with banks performance = .000, therefore, the second research hypothesis is supported which stated that ‘’There is a positive and significant effect of employee development on banks performance in Erbil’’. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Table.3: Regression Analysis Unstandardized Standardized Coefficients Coefficients B Std. Error Beta 1.235 .078 .799 .012 .806 .704 .019 .712
t
Sig.
16.132 2.184 2.241
.000 .000 .000
a. Dependent Variable: Organizational Performance Source; author, 2018 V. DISCUSSIONS The finding of this examination affirms that the training and improvement exercises in which performances had partaken acquires new possibilities of workers performing errand and brought about performance viability. The finding was in accordance with the standards of Padachi & Lukea (2016) proposal deliberately of encouraging training as it was to make a learning media coordinated towards the obtaining of particular information and abilities with the end goal of an occupation or errand. As to require evaluation or distinguishing proof of expertise deficiencies were found as once in a while performed movement. This could be because of that the greater part of the common management change exercises are gotten from abnormal state choice. Over this in light of the finding of this exploration the way of life of training assessment creases low. Business leading and survival in the present day turbulent condition are depending on authoritative learning as it were of a giving convenient and appropriate reply to challenges. The capacity of people and banks to get and ace new learning has turned into the key near preferred standpoint. The idea of knowledge management and management of HR, particularly the capacity of worker training and development inside the learning bank, are locked in with the www.ijaems.com
fundamental asset of current business, i.e. with learning and its usage. Restoring learning is a basic for the bank, and impossible. The rate of learning must be more prominent than the rate of changes. Training and development of workers is a consistent system which is the main significant and legitimate approach in the state of learning out of date quality, dynamic changes and expanding requirement for steady item and management developments. HR demonstrates to scholarly capital which is the new wellspring of authoritative assets, and the bank could expand them just through training, development and inspiration of performances. The success of banks turns out to be unequivocally reliant on the scholarly limit of their performances and their capacity to change and conform to the dynamic business condition. In the meantime, every one of the connections proposed among the factors in the examination demonstrate were tried and it was discovered that relationship exists among the factors having subjected the gathered information to experimental investigation with the utilization of expressive insights. In any case, the consequences of the discoveries demonstrated that training and development influences performances' performance and hierarchical viability, which infer that exertion must be made to guarantee that workers' Page | 238
International Journal of Advanced Engineering, Management and Science (IJAEMS) https://dx.doi.org/10.22161/ijaems.4.4.4 aptitudes and information are completely underutilized through sufficient and opportune training plan and usage. The general outcome demonstrated that proposed speculations tried were acknowledged. It is thusly suggested that Individual ought to be more proactive and look to be more inventive and creative to contribute their amount through their calling and expertise. Bosses of work and leaders should try to make empowering training condition and great training strategies that will give each laborer chance to go to training. Management ought to likewise contemplate the training need of every laborer and go about as suitable. The significance of training and development in the corporate world has been featured in the past writing. Along these lines, it is basic to look at any issues identified with training and development in any business area. The reason for this examination is to look at the impacts of training on worker performance inside the broadcast communications industry in Uganda. In addition, sub objectives are produced to encourage a reasonable accomplishment of the motivation behind the investigation. Training is seen, by pioneers in business and industry has changed significantly lately. Training is presently perceived as not only a noteworthy supporter of organization efficiency and gainfulness yet in addition as basic for the survival of an bank in the worldwide commercial center. In the mission of a reasonable upper hand organizations have at long last come to understand that, what manages is the learning that is in individuals in the bank which can be handled as abilities and experienced as performance. VI. CONCLUSION Performance is a profitable asset (resource) of the bank. The achievement or disappointment of the bank relies upon performance. Along these lines, banks are contributing tremendous measure of cash on worker advancement. The paper looks at and examines the writing audit on worker development and its effect on performance. The key factors distinguish identified with worker improvement and Performance. The paper shows the significance of the performance formative exercises, significance of interest in a human capital, and difficulties in worker advancement. The further exchange builds up a proposed show which clarifies the connection between worker improvement factors (performance learning, expertise development, selfcoordinated, performance mentality) and worker performance variable. The performance will influence on hierarchical adequacy. Assessment of training is an imperative action since it is the best way to legitimize the speculations. But in a couple of www.ijaems.com
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circumstances, the aftereffects of training are not obvious instantly. Training adequacy is how much students can learn and apply the information and abilities procured amid the program. The states of mind, interests, qualities and desires of the learners and the training condition impact it. The criteria to gauge the adequacy of training depend on the responses, learning, conduct and results. Post-training assessment can be comprehended as far as Immediate, short-term and long haul impacts of training. It is most regular to gauge the prompt impacts of training. The normal methods for the same are Post-course evaluations and tests, management training and questioning, polls, examinations, reviews, repertory frameworks, perception and so on. REFERENCES [1] Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308. [2] Aruna, M., &Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94. [3] Asfaw, A. M., Argaw, M. D., &Bayissa, L. (2015). The impact of training and development on employee performance and effectiveness: A case study of District Five Management Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), 188. [4] Bai, Y., Yuan, J., & Pan, J. (2017). Why SMEs in emerging economies are reluctant to provide employee training: Evidence from China. International Small Business Journal, 35(6), 751-766. [5] Bandura, R. P., & Lyons, P. R. (2015). Performance templates: An entrepreneur's pathway to employee training and development. Journal of Business and Entrepreneurship, 26(3), 37. [6] Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., &Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305. [7] Cloutier, O., Felusiak, L., Hill, C., & PembertonJones, E. J. (2015).The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics, 12(2), 119. [8] Falola, H. O., Osibanjo, A. O., &Ojo, S. I. (2014). Effectiveness of Training and Development on Employees ‘performance And Organization Competitiveness In The Nigerian Banking Page | 239
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[18] Padachi, K., &LukeaBhiwajee, S. (2016). Barriers to employee training in small and medium sized enterprises: Insights and evidences from Mauritius. European Journal of Training and Development, 40(4), 232-247. [19] Padmasiri, M. D., Sandamali, J. G. P., Mahalekamge, W. G. S., &Mendis, M. V. S. (2018). The Relationship between Training and Development and Employee Performance of Executive Level Employees in Apparel Organizations. International Invention of Scientific Journal, 2(01). [20] Rathore, P. S. (2017). Significance of training and hospitality skills for hotel employees. International Journal of Engineering and Management Research, 7(3), 53-56. [21] Riley, S. M., Michael, S. C., & Mahoney, J. T. (2017). Human capital matters: Market valuation of firm investments in training and the role of complementary assets. Strategic Management Journal, 38(9), 18951914. [22] Seidle, B., Fernandez, S., & Perry, J. L. (2016). Do leadership training and development make a difference in the public sector? A panel study. Public Management Review, 76(4), 603-613. [23] Shinbaum, S., Crandall, P. G., & O'Bryan, C. A. (2016).Evaluating your obligations for employee training according to the Food Safety Modernization Act. Food Control, 60, 12-17. [24] Subramony, M., Segers, J., Chadwick, C., &Shyamsunder, A. (2018). Leadership development practice bundles and organizational performance: The mediating role of human capital and social capital. Journal of business research, 83, 120-129. [25] Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412. [26] Tahir, N., Yousafzai, I. K., Jan, S., &Hashim, M. (2014). The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), 86. [27] Thaler, J., Spraul, K., Helmig, B., &Franzke, H. (2017).Satisfaction with and Success of Employee Training from a Public Service Motivation Perspective. International Journal of Public Management, 40(1), 1-11. Page | 240