The Impact of Training on Employee Retention: An Empirical Research on Private Sector

Abstract

Training and development is regarded as one of the essential ways through which organizational performance can be enhanced and the turnover rates reduced among the workforce of most companies in the globe. The purpose of this article is to look at previous studies to establish the connection between training of employees and conformity in organizations. Thus, the idea of attracting skilled employees is not enough; it is also necessary to teach them in good practices to remain with the firm for a long time. The framework for further research on the relationship between development of the employee and the performance of the business is rooted in the human capital theory and Herzberg’s two-factor theory. Such perceptions imply that training investment not only enhances workers’ content knowledge and proficiency but also enhances their attitude to their work and productivity. Nevertheless, they are still sparing investment on training, considering it as an experiment on uncertain funds – the managers. These studies are aimed at understanding how the level of training affects the level of employee turnover, customer satisfaction performance, need for communication, and other similar parameters. Structured questionnaires were administered to the employees across various establishments belonging to the private sector to capture the relevant data. Data analysis by employing Hierarchical multiple regression through Integrated Business Machines Automatic System/Statistical Product and Service Solutions-Statistics Version 28. Thus, path analysis with a value of 0 was employed to assess the data and also determine the connection between the stated variables. The analysis of results yields several interesting implications. First, the literature presented here validates that training and development program do affect employee turnover. Training organizations show that they highly value the training process and will therefore ensure that the employee stays with them. Apart from enhancing the expertise of the workers, the implementations of such programs are also beneficial with regards to the satisfaction of the employees and their dedication to the firm. Employees who are satisfied with their roles and have a good view of the workplace are more likely to stay in the organization. This highlights the importance of integrating training programs with employees' development needs and aspirations. Interestingly, the research found no direct impact on employee performance. This suggests that although performance is important to the success of the organization, it may not be the determining factor in employee retention. Effective communication, another issue examined in the study, was found to have different effects on the relationship between work and retention, depending on the organizational context and communication. In summary, this study highlights the important role of employee training in improving employee retention in international organizations. Using both human capital theory and Herzberg theory, organizations can improve their training to increase employee satisfaction and retention. However, a general introduction to insurance policies that takes into account issues beyond performance measurements is still necessary. Future research could explore different educational and organizational culture influencing insurance outcomes in different international settings and sectors. More importantly, although competition and understanding of training costs are emerging, its important role in improving business productivity and retaining employees is not yet known. Organizations that invest in training and development are well positioned to create a motivated, committed workforce that leads to sustainable growth and global business competitiveness. Good Work, Good Communication

 Keywords: employee retention, training and development, job satisfaction, job performance, effective communications