Influence of sejahtera management support, training design, and motivation in sustaining training effectiveness
Sejahtera is an outcome of peace, harmony, unity, and tranquility in oneself and others. Sejahtera training produces happiness, satisfaction, and enhanced competency. Effective training yields the return on the investment in developing and enhancing human resources of an organization with both immed...
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| Main Authors: | , |
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| Format: | Book |
| Language: | English |
| Published: |
Sejahtera Consumerism Department of Business Administration KENMS IIUM
2022
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| Subjects: | |
| Online Access: | http://irep.iium.edu.my/101460/7/101460_Influence%20of%20sejahtera%20management%20support%2C%20training%20design%2C%20and%20motivation.pdf http://irep.iium.edu.my/101460/ |
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| Summary: | Sejahtera is an outcome of peace, harmony, unity, and tranquility in oneself and others. Sejahtera training produces happiness, satisfaction, and enhanced competency. Effective training yields the return on the investment in developing and enhancing human resources of an organization with both immediate and long-term returns. This research aims to examine the influence of sejahtera in management support, training design, nature of training, and motivation on training effectiveness of employees. This research has been conducted within the Department of Skill Development of the Ministry of Human Resources in Putrajaya Malaysia. The data for this research was collected from self-administered questionnaire. A total of 100 employees have responded the questionnaire. Out of 100 questionnaires, only 87 were deemed usable (valid and completed). In this research, there have been attempts to examine the relative influence of employee training dimensions in order to figure out which dimensions are important determinants of preference based on training programs. The effectiveness of training was measured on a scale ranging from 1= strongly disagree to 7= strongly agree. The resulting output had an adjusted R2 of 0.60 (p=0.01) and yielded four dimensions contributing significantly towards explaining the variance in the overall employee training program and all the dimensions were statically significant (p<0.01). Training Motivation is found to be the most important dimension of employee preference in the training program. Secondly, the training design and management support are less significant to the effectiveness of training. It was recommended that the management should strictly conduct the training evaluations to ensure training and qualifications programs are providing and maintaining the needed competencies. |
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