HR Training's Impact on the Overall Performances: A survey ofBudgeted Hotels in India and Pakistan
Keywords:
Employee commitment, employee performance, HR training, hotel industryAbstract
This
qualitative research is commenced at the 2 2-stars hotels in the India and Pakistan to investigate the impact of
the HR training on the overall performance of the employees in the Eastern part of world. The study is mainly
carried with the aim to establish a correlation between HR training and the ac tual performance of employees. The
literature showed that employee commitment and performance are due to effective HR practices inside the
organisation. This study is consisted with the theories related to correlation between HR training and actual
perform ance. The literature at hand and present findings both indicate that there is significant and strong relation
between research variables in the east part of world. Using purposive sampling exactly 600 respondents in survey
by having equal 300 from each cou ntry through self self-administered questionnaire were used. The survey
questionnaire used in research is degree degree-based matrix one, developed based on Likert scale. The results confirmed
that HR training has significant impact on employees’ overall performance in both countries . Furthermore, present
study confirmed that training is an essential tool to motivate employees as those perceiving training as an
opportunity for the growth in careers performs better. Social orientation due to training is higher in Pakist an but
career aspects and other factors are more visible in India. Lastly, job rotation is a recommended strategy for better
performance.
References
Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice. 11th Ed. Kogan Page. London and Philadelphia.
Appelbaum, S. H., Audet, L., & Miller, J. C. (2003). Gender and leadership? Leadership and gender? A journey through the landscape of theories, Leadership & Organization Development Journal, 24(1), 43-51.
Awamleh, N. A. H. K. (2013). Enhancing Employees Performance via Empowerment: A Field Survey. Asian Journal of Business Management, 5(3), 313-319.
Awamleh, N. A. H. K. (1996). Organizational commitment of civil service managers in Jordan: a field study, Journal of Management Development, 15(5), 65-74.
Baloch, Q. B., Ali, N., Kiani, T. S., Ahsan, A., & Mufty, A. (2010). Relationship between HR Practices and Perceived Employees' Performance of Bankers in NWFP, Pakistan (An Empirical Evidence), European Journal of Social Sciences, 18(2), 210-214.
Bartlett, K. R. (2001). The relationship between training and organisational commitment: A study in the health care field, Human Resource Development Quarterly, 12(4), 335-352.
Bartlett, K. R., & Kang, D. S. (2004). Training and organisational commitment among nurses following industry and organisational change in New Zealand and United States, Human Resource Development International, 7(4), 423-440
Becker, G. S. (1975), Human Capital, New York: Columbia University Press.
Bhatnagar, J. and Sharma, A. (2005). The Indian perspective of strategic HR roles and organizational learning capability, International Journal of Human Resource Management, 16(9), 1711–1739
Cepeda, G., & Martin, D. (2005). A review of case studies publishing in Management Decision 2003-2004: Guides and criteria for achieving quality in qualitative research. Management Decision, 43(6), 851-876.
Dearden, L., Machin, S., Reed, H., & Wilkonson, D. (1997). Labour turnover and work-related training, The Institute for Fiscal studies, London.
Donovan, P. Hanningan, K., & Crowe, D. (2001). The learning transfer system approach to estimating the benefits of training: Empirical evidence, Journal of European Industrial Training, 25(2), 221-228.
Faizan, R., & Zehra, N. (2016). Quality Work-Life as predictor to Organizational Commitment under contrasting Leadership Styles: I.T Responses from Pakistan's private software houses, Global Journal of Management and Administration, 16(6), 9-23.
Godard, J. (2001). Beyond the High‐Performance Paradigm? An Analysis of Variation in Canadian Managerial Perceptions of Reform Programme Effectiveness, British Journal of International Relations, 39(1), 25-52.
Green H. J., Thomson J. A., Ball M. E., & Hughson R. L. (2012). Employee training in short-term operations. Journal of employee relations. 56(2), 45–53.
Grossberg, A.J. (2000), The Affect of Formal Training on Employment Duration, Industrial Relations, 39(4), 578-599.
Guest, D., (2002). Human Resource Management, Corporate Performance and Employee Well-being: Building the Worker into HRM, The Journal of Industrial Relations, 44(3),335-358.
Haque, A. U., Aston, J., & Kozlovski, E. (2018). “The impact of stressors on organisational commitment of managerial and non-managerial personnel in contrasting economies: Evidences from Canada and Pakistan”, International Journal of Business, 23(2), 152-168
Haque, A. U., Faizan, R., & Cockrill, A. (2017). The relationship between female representation at strategic level and firm's competitiveness: evidences from cargo logistic firms of Pakistan and Canada, Polish Journal of Management Studies, 15(2), 69-81.
Haque, A. U., Aston, J., & Kozlovski, E. (2016). Do causes and consequences of stress affect genders differently at operational level? Comparison of the IT sectors in the UK and Pakistan. International Journal of Applied Business and Management Studies, 1(1), 1-7.
Haque, A. U., & Aston, J. (2016). A Relationship between Occupational Stress and Organizational Commitment of I.T Sector's Employees in Contrasting Economies. Polish Journal of Management Studies, 14(1), 95-105.
Haque, A. U., & Yamoah, F. (2014). Gender Employment Longevity: I.T staff response to Organisational Support Programme in Pakistan, International Journal of Academic Research in Business and Social Science (IJ-ARBSS), 4(12), 324-347.
Khatri, N., Fern, C. T., & Budhwar, P. (2001). Explaining employee turnover in an Asian context, Human Resource Management Journal, 11(1), 54-74.
Khilji, S. E. (2002). Modes of Convergence and Divergence: An Integrative View of Multinational Practices in Pakistan, The International Journal of Human Resource Management, 13(2), 232–53
Koslowsky, M., Caspy, P. & Lazar, M. (1988). Are Volunteer More Committed Than Non- Volunteers, journal of applied Social psychology, 18(11), 985-991.
Lewis, J. (2012) Gender equality and work-family balance in a cross-national perspective. In: Scott, Jacqueline and Dex, Shirley and Plagnol, Anke C., (eds.) Gendered Lives: Gender Inequalities in Production and Reproduction. Edward Elgard Publishing Ltd, Cheltenham, 206-224.
London, M. (1989), ‘‘Managing the training enterprise’’, San Francisco CA: Josey-Bass.
Marwat, Z. A., Qureshi, T. M., & Ramay, M. I. (2006). Impact of human resource management (HRM) practices on employees’ performance. International Journal.
Mathieu, J. E., & Zajac, D. M. (1990). A Review and Meta-analysis of the antecedents, Corelates, and Consequences of organisational Commitment, Psychological Bulletin, 108(2), 171-194.
Meyer, J., & Smith, C. (2000), 'HRM practices and organisational commitment: test of a mediation model’’, Canadian Journal of Administrative Sciences, 17(4), 319-331.
Meyer, J. P., Allen, N. J., & Gellatly, I. R. (1990) ‘Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations’, Journal of Applied Psychology, Vol. 75 No.6, pp.710-720.
Mohamed, N., Abdul Karim, N. S., & Hussein, R. (2010). Linking Islamic Work Ethic to Computer Use Ethics, Job Satisfaction and Organisational Commitment in Malaysia. Journal of Business Systems, Governance and Ethics, 5(1), 13-22.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organisation linkages: The psychology of commitment, absenteeism, and turnover, New York: Academic Press
Noe, R. A. (2008). Employee training and development, 4th edition, Singapore: McGraw-Hill International
Neo, R. A., & Wilk, S. L. (2013). Investigation of the Factors that Influence Employees‟ Participation in Development Activities. Journal of Applied Psychology, 291-302.
Noe, R. A. & Wilk, S. L. (1993). Investigation of the factors that influence employee’s participation in development activities, Journal of Applied Psychology, 78(2), 291–302.
Patrick, O. L. (2006). One more reason not to cut your training budget: The relationship between training and organizational outcomes, Public Personnel Management, Vol.35, No.2, pp. 163-171.
Payne, S.C. & Huffman, A. H (2005). A longitudinal examination of the influence of mentoring on organisational commitment and turnover, Academy of Management Journal, Vol. 48, No.1, pp 158-168.
Qureshi, T. M., Akbar, A., Khan, M. A., Sheikh, R. A., & Hijazi, S. T. (2008). Do human resource management practices have an impact on financial performance of banks? African Journal of Business Management, 4(7), 1281-1288.
Qureshi T.M. & Hijazi S. T. (2011). Do Human Resource Management Practices Impact on Financial Performance of the Banks? African Journal of Business Management. 4 (7), 1281-1288.
Santos, A., & Stuart, M. (2013). Employee PErception and their Influences on training effectiveness. Human Resource Management Journal. 13. Pp: 25-39.
Shahzad, K., Rehman, K. U., & Abbas, M. (2011). HR practices and leadership styles as predictors of employee attitude and behavior: Evidence from Pakistan. European Journal of Social Sciences, 14(3), 417-426.
Syrett, M. (1994), Through Thick and Thin, Asian Business, 30(12), 26-30.
Voorde, K. V. D. (2009). HRM, Employee Well-being and Organizational Performance: A Balanced Perspective. Ridderprint Offsetdrukkerij B.V. Berlin.
Wiener, Y. (1982). Commitment in Organizations: A Normative View, The Academy of Management Review, 7(3), 418-428.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human Resources and Sustained Competitive Advantage: A Resource-based Perspective. International Journal of Human Resource Management, 5(2), 301-326.
Zaman, A. K., & Bakar, R.A. (2003), ‘The Association Between Training and Organizational Commitment Among White-Collar Workers in Malaysia’ International Journal of Training and Development, 7, 166-185.
Zehra, N. (2016), Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber, International Journal of Academic Research in Business and Social Sciences, 6(6), 246-267.
Zehra, N., & Faizan, R. (2017). The Impact of Occupational Stress on Employees at Project Based Organizations (PBOs) in Pakistan, International Journal of Applied Business and Management Studies, 2(1), 1-9.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Swapna Jose, Nasreen Zehra, Riffat Faizan (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.