Article2007

Exploring potential factors leading to effective training

Ching‐Yaw Chen · Phyra Sok · Keo Mony Sok

31 citations0/0 files storedJournal of Management Development

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Human Resource Development and Performance Evaluation Employee Performance and Management Organizational Learning and Leadership

Abstract

Purpose A previous study found that the quality of education in Cambodia is poor compared to other developing countries. However, the working performance of commercial banks in Cambodia is high. It was speculated that effective training was the main factor underlying this contradiction. Therefore, the main purpose of this article is to explore the elements of training conducted by commercial banks in Cambodia and to examine their relationship with training effectiveness. Design/methodology/approach The research focuses on six factors: training needs assessment; training program; flexibility of training; self‐efficacy; social support; and transfer of knowledge. The data came in the form of questionnaires and desk research. A descriptive analytical approach is then used to describe these six factors. Findings The banking industry in Cambodia offers very effective training to its employees. It is also worth noting that more than 80 percent of employees are satisfied with the training, despite few attempts on the part of management to elicit opinions from employees on what training methods should be employed. Research limitations/implications As research studies involving Cambodia are relatively rare, it was difficult for to gather primary data. Because of this limitation and the purpose of this study, descriptive data interpretation was employed. Practical implications Even though training can make up for poor education, it is only a short‐term solution. In the long term, education needs to be enhanced to increase working performance. Originality/value This research provides a good framework for commercial banks in other developing countries to compare. A cross‐cultural study is also proposed for future research.

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References

1999Self-Efficacy: The Exercise of Control 1998Working knowledge: how organizations manage what they know 1988TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH 2001The Science of Training: A Decade of Progress 1986Training in Organizations: Needs Assessment, Development, and Evaluation 1992Training and Development in Work Organizations 1986THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL 1989Effects of alternative training methods on self-efficacy and performance in computer software training.

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