The Impact of Training on Employee Advancement

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In recent years, organizations have invested increasing financial and labor-related resources on employee training. The assumption is that training will benefit the organization through improved performance which will result in greater efficiency, greater customer satisfaction and, ultimately, increased revenue and profits. Further, employees are assumed to benefit because their improved performance should lead to career advancement and increased compensation. However, measuring the effect of training on employee performance has been problematic due to the difficulty of isolating the effect of training from other human resource management practices and environmental and organizational influences. Hierarchical multiple regression analyses were used to test ... continued below

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Bradley, Lori May 2011.

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This dissertation is part of the collection entitled: UNT Theses and Dissertations and was provided by UNT Libraries to Digital Library, a digital repository hosted by the UNT Libraries. It has been viewed 1503 times , with 71 in the last month . More information about this dissertation can be viewed below.

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  • Bradley, Lori

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Description

In recent years, organizations have invested increasing financial and labor-related resources on employee training. The assumption is that training will benefit the organization through improved performance which will result in greater efficiency, greater customer satisfaction and, ultimately, increased revenue and profits. Further, employees are assumed to benefit because their improved performance should lead to career advancement and increased compensation. However, measuring the effect of training on employee performance has been problematic due to the difficulty of isolating the effect of training from other human resource management practices and environmental and organizational influences. Hierarchical multiple regression analyses were used to test a model for predicting merit pay increase, job promotion and performance ratings from measures of general and finance training, as well as employee tenure, gender, educational level and organizational level. It was found that while significant contributions (i.e., betas) were made by finance and general training for performance ratings, promotion and merit pay increase, they did not increase the variance accounted for by tenure, organizational level and gender.

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UNT Theses and Dissertations

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  • May 2011

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  • Jan. 9, 2012, 9:53 p.m.

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Bradley, Lori. The Impact of Training on Employee Advancement, dissertation, May 2011; Denton, Texas. (digital.library.unt.edu/ark:/67531/metadc67962/: accessed November 21, 2017), University of North Texas Libraries, Digital Library, digital.library.unt.edu; .