PROJECT;The Effects of Training on Employee Performance RESEARCH

CHAPTER 1: INTRODUCTION 1.1. Research Background Across the world, organizations have sought to rely on improved skills, knowledge, and capability of the talented workforce to create competitive advantage (Shu-Rung & Chun-Chieh, 2017). To develop the desirable skills, knowledge, and capability of employee and position them to perform their responsibilities, managers in charge of human resource training design different training programs (Lakra, 2016). Such training programs not only target to improve familiarity of employees about their responsibilities but that it also helps to encourage employees to develop more commitment towards their job. Huang and Jao (2016) explain that organizations design training programs to prepare their employees to perform their jobs correctly and according to the laid down standards. Organizational personnel design training sessions to ensure that they optimize potentials of employees. Khan and Baloch (2017) explain that majority of organizations prefer to invest in different programs that create new skills through long-term planning. It enables them to adapt to any current and future uncertainties. Therefore, they ensure that they improve the performance of their employees through either superior levels of commitments and motivation. Employees are the backbone of any organization. No matter how big or small the organization; employees are the true determinants of success or failure of an organization. Therefore, having a properly trained workforce is vital to ensure that the workplace has the right employees that have been trained and are qualified to do their tasks properly. The problem is that the economy is very dynamic, and organizations are expected to give more output than they were 3 giving before. All this demand causes managers to pressure their employees for better performance and output. However, to have a productive workforce, it is vital that employees get the adequate training. In return, Organizations are forced to implement updated employee training strategies now and then to increase the productivity of employees. 1.2. Research gap/problem The standpoint of this study begins with a realization that every organization must administer the effects of employee training to achieve positive performance. Training forms a systematic process that managers use when they want to enhance skills, competency, and knowledge among their employees to achieve positive performance. Unfortunately, it is critical to point out that majority of international organizations, private businesses, and governments have failed to recognize the importance of training when they want to increase productivity. This is because the concept of training and its impact to performance has only been treated within a broader framework of human resource practices that integrates employee lifecycle, education, and training considered as the triple bottom line of performance (Hossein Rahmati, Mojtaba Hosseinifard & Alimadadi, 2014). The education and training component has always been considered as seeking to strike a balance between employees receiving information concerning workplace standards though implementation of different training sessions and achieving organizational goals (Rahmati, Hosseinifard & Alimadadi, 2014; Gerpott, Lehmann-Willenbrock & Voelpel, 2017). To Date, the manner in which organizations in Lebanon achieves the level of education and training has continued to remain unclear. Therefore, this implies that research work seeking to uncover the effect of training on performance among companies in Lebanon is important (Bin Atan, Raghavan & Nik Mahmood, 2015; Marlowe, Brown & Zheng, 2016). One important aspect is