EFFECTS OF TRAINING MANAGEMENT PRACTICES ON THE JOB PERFORMANCE OF KEN KOI CO, INC. EMPLOYEES

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A Research Study in
Partial Fulfillment for
Method of Research

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MA. ANTONIETTE C. ORIJUELA

Chapter I
INTRODUCTION

Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success.
Krueger and Rouse (1998) examined the effect that training and workplace education programs can have on various organizations. The study included an analysis of numerous outcome variables that may be achieved through training. Variables relating to performance, wages, productivity, satisfaction, motivation, and absenteeism were all examined. These variables are analogous too many of those that are commonly scrutinized in the training and development literature. This paper seeks to move away from the frequently assumed training outcomes and focus more on the relationship of training and employee commitment. The effect of this relationship on employee turnover will also be explored. Through an analysis of pertinent literature and research, this paper will seek to better understand and clarify the impact that training has on employee commitment and employee turnover.
The importance of