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THE EFFECTIVENESS OF TRAINING IN THE PUBLIC SERVICE

American Journal of Scientific Research ISSN 1450-223X Issue 6, 2009

SCORE
MILA WULANSARI 1263620031 Batch 6 Prof Syamsir Abduh Human Resources Management in Hospitality & Tourism

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CONTENT

INTRODUCTION LITERATURE REVIEW METHODOLOGY FINDING AND DISCUSSION CONCLUSION

In Malaysia, the goverment policy is to provide a minimum of seven training days per year for every employee as cited in the Public Service Department Service Circular 2005, which happens that training and development taking place as an event.

The goverment has spent enermous of amount of money in order to achieve a knowledge-based work force and knowledge economy in tangent with the country vision in 2020.

INTRODUCTION

However presently many grievances and complaints have been directed towards sector employees for their ineffectiveness and ineffeciency. Complaint on public sector employees in 2007 was 5.347 cases and in 2008 became 7149 cases ( Increase 33.7%) In order for a training and development system to be value to an organization, it must be elevated to a high status and it must measures its effectiveness.

Factors that can influence the effectiveness of training and development :


Reaction Learning Behaviors Result ROI Transfer of Training Others Factors Affective Training Effectiveness (Kirkpatrick 1998)

LITERATURE

REVIEW

Brinkerhoff, 2005 Organizations can no longer afford to provide training that has not been evaluated for its contribution to the organizations strategic goals and mission and its effectiveness and use on the job to achieve goals those goals. Noe & Schmitt, 1986 Effeciveness goes to to the heart of what training and development are all about organization : giving employee the knowledge and skills they need to perform their jobs effectively.

LITERATURE REVIEW

Factors that can influence the effectiveness of training and development :


Reaction Learning Behaviors Result ROI Transfer of Training Others Factors Affective Training Effectiveness (Kirkpatrick 1998)

LITERATURE REVIEW

The Aim Examine the effectiveness of training and development in the public sector using training evaluation framework and transfer of training elements. 120 questionnaires to various Ministries and departments in the Federal Territories of Kualalumpur and Putrajaya with 50% Response Rate. Research Approach Quantitative method Survey by using questionnaire Open Ended Question Data were analyzed through Statistical Package for Social Science (SPSS)

METHODELOGY

Reaction Level of Evaluation


78.3% agree that the enjoy the course attended. 78.4% agree that the objectives of training 76program have been fully achieved. 78.3% responded that their training program is relevant to their job. 81.7% reported that the training is important to their job.

FINDING AND DISCUSSION

76.6% agree that they learn what they need and got some new ideas. Majority of respondents (80%) agree that overall rating for training porgram is good.

Learning Level of Evaluation


Only 8.3% having high level of knowledge and skill before attending the program. However most of responded 73.4% having high level of knowledge and skill after completing trainng program.

Behavioral Change Level of Evaluation


Majority of the respondent 81.7% agree that they acquired information and knowledge that is new to them.

Results Level of Level Evaluation


Most of the respondents 71.6% think the ideas and information will improve their effectiveness and results. 66.7% respondents view on the job performance will improve after attending the training program.

Return On Investment
75% respondents agree that the training program will help them to contribute significantly to their organizations bottom line.

FINDING AND DISCUSSION

Transfer of Training
73.3% respondents agree that the were encourageg to reinfornce the application of new skill on the job.

Factors Influencing the Effectiveness of Training


Categorized into for groups of attitudinal, training practice, job related and top management. Attitudinal problem is the finding revealed most of the respondents suggest that there exist negative groups who resist and do not support the effectiveness of training programs. In training practice category the findings revealed that budget is constraint, lack of feedback after training, training needs analysis were not performed, inappropriate selection of trainer and lack of planning for training. In job-related category, the findings revealed that most of the time other works clashes with training allocated time, work load, wherby the employees too busy with some others tasks, too many procedure and bureaucracy and time constraints does not permits them to attend training program.

FINDING AND DISCUSSION

In Top Management, commitment and support category, the findings revealed that there is no guidance and follow up from top management, leadership problem and lack of support as well from fellow colleagues. There is no commitment from others to implement new knowledge and skill on the job. And there is no direct involvement of the supervisor in selecting the participants, no clear attempts at evaluating training results.

The findings revealed that on the use of a five level evaluation model for employee training program :
a. Level 1 Most of respondent were satisfied with training programs. b. Level 2 Majority of the respondents learned the skills taught.

CONCLUSION

c. Level 3
The respondent used the new skills on the job. d. Level 4 Training programs was productive and cost effective that is to measure change in the result of the organization to ensure the progress made at organizational level. e. Level 5 Training program will help to them to contribute significantly to their organizations bottom line and improve the effectiveness of training.

Contribution of Study
1. Facilitate in adding knowledge to existing literature related with effectiveness of training and develpoment. 2. Provide information to the publics sector training institution

CONCLUSION

about employees perception on training and development. (assist management decision). 3. Contribute to the policy maker since the information gathered

to justify the return on investment aspect which related to KPI


for every civil service employees to achieve.

Implication of Research Findings To enhance on-the-job performance in order to achieve KPI, management might start from employees support system from the aspect of evaluation and transfer of training elements, as lack of support and cooperation from the management and co-workers are the most cited reason for ineffectiveness of transfer training. Limitation and Recommendation for Future Research In the future, in-depth analysis of the performance and promotion trend of civil service employees could be made to understand how their training and development help their career development and growth.

CONCLUSION