Management Studies and Entrepreneurship Journal

Vol 4(1) 2023 : 162- 168

Literature Reviews: Analysis of the Relationships Between Training and

Employees Performance in a Company

Vitratin SP , M.Sc , _ Serley Oktaviana Sari

PRASETIYA MANDIRI MARITIME INSTITUTE
sherlioktaviana92@gmail.com .

ABSTRACT
The knowledge and skills of workers acquired through training have become essential in dealing with the
increasingly rapid changes in technology, products and systems. The purpose of this research is to analyze
the relationship between training and employee performance in a company. In the review presented in this
article, the focus is mainly on research published in many reputable national and international journals
that are in accordance with the studies in this article, namely Human Resource Management. Literature
review consistently using the right methodological approach is a type of qualitative research, a type of
literature research. It is used inductively so that it does not raise further questions. This study provides a
review of the literature on employee training and its effect on performance in firms and developments and
proposes a framework for analyzing training and corporate performance issues to assess the strengths and
weaknesses of many previous studies (eg, research design, variable measurement and firm performance
or estimation methods). ), to suggest directions for future research, and improve the accuracy of the results
of future research on this topic.
Keywords: training, Performance, Company

1. Introduction
Training designed For equip participant educate with knowledge and skills required _ For work
they moment this (Fitzgerald, 1992) because only few people came to company with existing
knowledge and experience _ complete what is required For do assigned work _ to them . (Becker,
1962) provides explanation systematic about investment in human capital and productivity ,
wages , and mobility related workers . _ Investment sort of That No only create superiority
competitive for something organizations (Salas & Cannon-Bowers 2001), but also provide
innovation and opportunity For learn technology new and improving skills , knowledge , and
performance company employees .

In fact , there is enhancement awareness in organization that investment in training can

increase performance organization in matter enhancement sales and productivity , increase
quality and market share , reduction turnover , absenteeism and conflict , ( eg , Huselid 1995,
Martocchio & Baldwin 1997, Salas & Cannon-Bowers 2000). Instead , training has criticized as
faddish, or too expensive (Salas & Cannon-Bowers 2000, Kraiger , McLinden & Casper 2004), and
there are increasing skepticism _ about practice and foundation theoretical connect training
with performance companies ( Alliger , et al. 1997, Wright & Geroy 2001).
 Studies conducted _ during This about training and relationships performance company
can characterized as following . Although a number big studies one country that has estimate
effect training on performance companies ( e.g. , Bishop, 1991, Black & Lynch 1996, Bassi & Van
Buren 1998, Boon & van der Eijken 1998, Fey, Bjorkman & Pavlovskaya , 2000, Faems , et al.
2005, Zwick 2006), not clear is theme scientific from study This has enough . Besides that 's
difficult For find proof strong from theme This in literature source Power humans , especially at
the level analysis organization . Therefore _ that's the goal main from study This is 1) for review
occurrence and attributes connection between training and performance company , 2) for
develop and propose framework theoretical For fulfil condition For analyze training and
problems performance company .

Review This arranged as following . First , the article This reviewing a number of
characteristics training general and specific , explaining the connecting theoretical model
training with performance company , and develop as well as propose framework Work For
analyze training and problems performance company . Second , articles This review studies that
have been estimate influence training to performance company with using level data company
from sample big company or detailed data from One company certain . Third , deep explanation
article review results This in a way short summarize advantages and disadvantages from second
approach the using data from sample big company and one company certain , as well measure
its influence to performance company . Paper this also summarizes How studies previously has
measure and estimate impact training to performance company . Finally , the article This discuss
problem theoretical and methodological , limitations studies previous , and implications
managerial for practitioner as well as provide advice and direction For future research _ about
topic this .

2. Overview References

Training Employee

Knowledge And Skills worker Which obtained through training has become important in
face change increasingly technology , products and systems _ fast . Part big organization invest
in training Because they believe that more performance _ tall will generated ( Alliger , et al. 1997,
Kozlowski, et al. 2000). However , framework theoretical For connection between training and
performance company has become material enough debate _ big . ( Devanna , Formbrun and
Tichy , 1984) proposed a model that emphasizes interconnectedness and coherence policy and
performance management source Power human (HRM). According to their model , training and
other HRM activities aim For increase performance individual , Which believed leads on
performance company Which more high .

(Guest, 1987) develop framework theoretical For show How HRM policies can influence
source Power people and results organization . Model strength Guests is framework Work
analytical Which valuable For learn connection between HRM policies and performance
organization , because is track expression For more Lots careful , clear and easy testing empirical
.
 He see commitment as vital, related results with connecting goals _ employee with
performance company Because objective quality important For ensure quality high products and
services. Therefore that's policy training and development play role important in HRM and
contribute to improvement integration strategic, commitment employees, flexibility and quality.
HRM results later can leads to performance high work , activity _ solution high problem ,
effectiveness _ high costs , and low turnover , reduction _ absence and more A little complaint .
Framework other theorists emphasize interconnectedness and coherence HR practices ,
strategies company , and results level company presented by (Wright and McMahan, 1992).
They serve six theoretical models from field theory organization , finance and economics . Three
of them ( views based source Power from corporations , cybernetic systems , and perspectives
behavior ) consider connection between training and performance company .

First , is appearance based source power . Source Power company includes physical
capital , human capital , and enabling organizational capital company For increase efficiency And
its effectiveness . Source its power determine strength company in period long . However , in
order to source Power company can give superiority sustainable competitive , they _ must own
four attributes : 1) valuable , 2) rare , 3) not can imitated in a way No perfect , and 4) no can
replaced with source other power by company competitor (Barney 1991). By Because that ,
capital man is source main superiority sustainable competitiveness _ for something company
Because regardless from four listed criteria _ No can duplicated or purchased in the market by
competitors . Apply view based source Power For training show that training can give knowledge
and skills for employees and in turn This can cause performance high company . _

Performance Employee

(Kozlowski, et al. 2000) recommend approach For repair And development organization
based on enhancement knowledge , skills and attitudes or ability power work . Paradigm This
can achieved through activity training . From perspective this is training effective so far in a way
direct contribute to a strategy , goal , or the result becomes center effectiveness organization .
However , framework theoretical No handled in a way adequate in the current model this . With
thus , a theoretical model proposed with hope will help in understand connection between
training and performance company .

For contribute to the literature theoretical , framework theoretical developed and

proposed For fulfil condition For analyze training and problems performance company . Training
based on contribution to goal , results , And performance groups and organizations more levels
_ high . A number HR results and performance company , which is important in analyze
relationship , mentioned in box second and third . Attention focused on several variable critical
that shows that training influence whole knowledge , skills , abilities , attitudes , behavior and
motivation employees . HR results have impact directly on performance company .

Picture 1. Framework Work Analysis Connection Training And Performance Employee

3. Method Study
In the review presented in article This is the focus especially in research published in
many _ National journals as well internationally of appropriate reputation _ with study of the
article This ie Management Source Power Human . Literature Review in a way consistent with
use method approach methodology appropriate is type from study qualitative type literature
research . That thing used in a way inductive so that No give rise to question continued . Reason
done study qualitative is research the own characteristic explorative . Next , do it discussion in
depth in parts References related or reviewed literature . _

4. Results and Discussion

In part This Already Lots studies that have been estimate impact training on
performance company with using level data company from sample big company reported . Profit
from studies previously is can generalized to other companies , meanwhile studies case No can
disclose problem in a way general . In connection with method measurement performance a
number of researchers (Bishop 1991, Bassi & Van Buren 1998, Fey, et al. 2000), who estimate
effect training on performance company , has use size performance subjective . Loss from size
subjective is that results study No comparable throughout _ company from time to time and
depends on a lot assumptions . For example , (Bishop, 1991) use data about 2594 giver Work For
his studies , and then produce estimation tentative about cost opportunities and effects
productivity from training . With thus , reliability estimation This depending on accuracy
assumption about cost training , as well accuracy estimation subjective performance company (
Bartel , 2000).

For overcome limitations size subjective performance , other researchers (Black & Lynch,
1996, Boon & van der Eijken 1998, Faems , et al. 2005, Zwick 2006) have use level data set
company in standard regression function Cobb-Douglas production for estimate impact training
to performance company . They has measure performance company with sale clean or mark add
. More special again , Black and (Lynch, 1996) used data from the National Center on the
Educational Quality of the Workforce (EQW) National Employers' Survey and measured
productivity with sale net , estimate function production where variable dependent is sales ,
receipts or delivery . On the contrary ( Faems , et al. 2005) study influence of individual HR
domains to performance finance with using survey data from 416 companies small and medium
and measuring productivity based on mark add .

Type training used _ For estimation different throughout _ study . For example , Barrett
and O'Connell (2001) estimate effect productivity from training general , training special , and
all type training combined . They find that training general more related with growth sale when
company own more capital investment big than more little . Or , (Ahmad and Schroeder, 2003)
estimate influence training Skills work and training cross to performance company operational .
Research results they show that training only related with performance operational through
its influence to commitment organization in factory, while (Fey, et al, 2000) concentrates on
influence training technical and non- technical to performance company in a way overall .
 About type the position being assessed in reported studies _ previously , Black and Lynch
(1996) divided company become two group : company manufacturing and non- manufacturing
companies . (Ng and Siu, 2004) collected data from 800 companies manufacture state -owned
and corporate non- state -owned manufacturing of survey in Shanghai for evaluate influence
training to performance company . ( Faems , et al, 2005) estimate impact training to
performance company small and medium . Other authors use data from company in industry
certain For estimation them . For example , ( Ichniowski , Shaw and Prennushi , 1997) collected
data from 41 lines production steel in Japan and the US, while (Paul and Anantharaman , 2003)
collected data from 34 companies in the industry device Indian soft .

For summarize , review studies previously about sample big company give interesting
picture _ about connection between training and performance company . The writers article This
try catch influence training to performance company with differentiate type training , company
, performance company , use data level company from One or a number of sector And various
method For measure performance . However , they Possible No control data effectively accuracy
, complex production processes , and other factors ( e.g. , technology new , change product , or
power market conditions work ) apart from training .

As expected , training _ own various effect positive on performance company financial

and nonfinancial . Effect This Possible Far more wide than results from Lots study previously
suggest . This means that effects This very important in matter theory and implications
managerial . Therefore _ that 's necessary For identify and develop potential ideas For
discussions and provide suggestions and direction For future research _ about topic this .

5. Closing
Conclusion
Study This give review literature about training employees and their influence to
performance in company And develop And propose framework Work For analyze training and
problems performance company For evaluate advantages and disadvantages from Lots study
beforehand ( e.g. , design research , measurement variables and performance company or
method estimate ), for recommend direction For future research , and improve accuracy results
future research _ about topic this . article This reviewing matter important and proposed
framework Work For analyze training and problems performance company . Data from study
previously used For evaluate influence training to performance company .

Suggestion
Study This only study about connection training with performance employee through a
literature review, with That expected There is research advanced For another topic _ so Can
impact Good to company .

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