EFFECTIVENESS OF LINE MANAGERS TRAINING ON JOB PERFORMANCE AND JOB SATISFACTION
Keywords:
Training, job satisfaction, line managers, job performanceAbstract
Cutthroat labor force, business practices have developed to reflect financial seriousness in creating and holding capable employees. Associations are persistently looking for new answers for evaluate employee improvement. Preparing known as the nerve that gets the job done the need of smooth working of work which helps in improving job satisfaction among employee. The motivation behind this article paper is to survey the examination on the effectiveness of line managers preparing on job performance and job satisfaction.
Downloads
References
Ahmadi, G. (2010). The Impact of Human Resource Management Practices on Operational Performance. Journal of Operational Management, 21(1): 19-43.
Ambler, (2009).Training Needs Assessment and Analysis: A Case of Malaysian Manufacturing Firms. European Journal of Scientific Research, 351-360.
Arthur, W. Jr., Bennett, W. Jr., Bell T.S., and Edens, S.P. (2007). Effectiveness of training in organisations: a meta- analysis of design and evaluation features. Journal of Applied Psychology, 88 (2), 234-245.
Attiyah, H.S, (2011). The role of perceived organizational support and supportive human resources practices in the turnover process. Journal of Management, 29, 99–118.
Bates, R., Holton, E. (2007). Learning transfer system inventory. Journal of European Industrial Training, 31(3), 195- 211.
Cole, M. and Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?. Journal of Organizational Behavior,. 27, 586-605.
Dawson (2017). Human resource management; the strategic role of human resource management. New Jercy, NJ: Prentice Hall, Inc.
Dessler, G. (2010). Human resource management; the strategic role of human resource management. New Jercy, NJ: Prentice Hall, Inc.
Deloitte, (2015) Evaluation of management development: a case study Journal of Management Development 13(3): 22- 26.
Fleck, (2016). Training evaluation: clients’ roles, Journal of European Industrial Training. 25(7). 374-379.
Galvan, J. L. (2013), Writing literature reviews: A guide for students of the social and behavioral sciences. Glendale, CA: Pyrczak.
Holton, E., Bates, R. and Naquin, S. (2000) Large-scale Performance driven Training Needs Assessment: A Case Study. Public Personnel Management, Vol. 29 No. 2. Summer. pp 249– 268.
Howard. (2007). Implementing e-HRM: The readiness of SME manufacturing company in Malaysia. Asia Pacific Business Review, Vol.12, No.4, 465-485
Joyce, (2015). Training Needs Assessment: A Must For Developing an Effective Training Program. Public Personnel Management, 31, 4, pp 569 - 79.
Kamau, (2016). Theory and Practice: Essential Balance In The Education Of Staff In The Hotel Industry. Mediterranean University, Podgorica, Montenegro, Faculty of Tourism
Laschinger, H. K. S., North, N. and Stone, P. W. (2006). Nurse turnover: a literature review. International Journal of Nursing Studies. 43(2).
Lin, R., Chen, R., and Chiu, K. (2010). Customer relationship management and innovation capability: An empirical study. Industrial Management and Data Systems, 110(1), 111-133.
Malek, K. (2012). Manager training in the hotel environment and its effect on employee turnover intentions, Master Thesis. University of South Carolina.
Martin, D., and Cepeda, G. (2009). A review of case studies publishing in management decision: guides and criteria for achieving quality in qualitative research. Management Decision, 43(6), 851-876.
Mudor, H. and Tooksoon, P. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies. 2(2), 41-49.
Noe (2005). Employee training and development (3rd ed.). Boston: Irwin, McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., and Wright, P. M. (2006). Human resource management: gaining a competitive advantage (6th ed.). Boston: MA: McGraw-Hill Irwin.
Nurul Umi, (2014). A true training needs analysis. Training & Development, Universiti Teknologi Malaysia, Johor, Malaysia.
Paul Vogt (2005), Dictionary of Statistics & Methodology. (3rd ed., p. 291). Thousand Oaks, CA: SAGE Publications, Inc.
Persaud, N. (2010), Primary data source. In N. Salkind (Ed.), Encyclopedia of research design. (pp. 1095-1098). Thousand Oaks, CA: SAGE Publications, Inc.
Rozhan, (2012), “Does training matter? Employee experiences and attitudes”. Human Resource Management Journal, 6(3), 7-21.
Sharma,M. & Chandra.S, (2013).Managerial training and development in Malaysia, Malaysian Institute of Management, Kuala Lumpur.
Tzafrir,J. (2016). The Effect of Individual HR Domains on Financial Performance. International Journal of Human Resource Management, 16(5): 676-700.
Zalk, M., Bensch, D., Maab, U., Schult, V., Vogel, M., & Buhner, M. (2016). Big Five Facets as Predictors of Job Training Performance: The Role of Specific Job Demands. Learning and Individual Differences, 29, 1-7.
Downloads
Published
How to Cite
Issue
Section
License
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.