Training and organizational effectiveness: moderating role of knowledge management process
Purpose – Training alone is not sufficient to enhance organizational effectiveness to a greater level because not all knowledge obtained from the training is properly transferred and applied to the organization. This study aims to investigate whether efforts invested by Malaysian manufacturers in...
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| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Emerald Group Publishing Limited
2013
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| Online Access: | http://psasir.upm.edu.my/id/eprint/30832/1/Training%20and%20organizational%20effectiveness.pdf http://psasir.upm.edu.my/id/eprint/30832/ |
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| Summary: | Purpose – Training alone is not sufficient to enhance organizational effectiveness to a greater level
because not all knowledge obtained from the training is properly transferred and applied to the
organization. This study aims to investigate whether efforts invested by Malaysian manufacturers in
employee training and knowledge transfer affect organizational effectiveness.
Design/methodology/approach – This study adopted a quantitative research design. The
questionnaire developed for this study captured the training related to individual/managerial skills,
the knowledge management process in place to capture and apply the knowledge obtained through
training, and the organizational effectiveness. A closed-ended online survey was sent to 1,000
members of the Federation of Malaysian Manufacturers (FMM) throughout Malaysia and 88
manufacturers responded. The unit of analysis was an organization.
Findings – The study found the following: training employees to acquire individual/managerial
skills and process skills helps in improving organizational effectiveness; knowledge application and
knowledge protection interact with individual/managerial skills training to improve organizational
effectiveness; and knowledge acquisition, knowledge application and knowledge protection interact
with process skills training to enhance organizational effectiveness.
Practical implications – Organizations are urged to devise training modules depending on the
needs of individual employees, create an environment that will encourage the trained employees to
apply their skills (knowledge), and develop policies to retain these employees.
Originality/value – This paper addresses an important and not so well researched issue. It analyzes
the interactions between the dimensions of knowledge management practices and type of training in
improving the organizational effectiveness of manufacturing firms in Malaysia |
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