Impact of Integrating Training Environment and Working Environment on Training Effectiveness

The purpose of this research is to investigate whether training environment and working environment impacts on training effectiveness among employees in private-sector organisation.

The present study focused on correlational design and found the difference in cross-sectional level. A total of 60 samples was selected through purposive sample technique for the study. The major statistical tools such as inter-correlation matrix, t-test and regression analysis were used for analysing the data.

The results revealed, there is a significant relationship between training environment, work environment and employee effectiveness. The training environment and work environment impacts on training effectiveness of employees in private-sector organisations. The demographic variables such as age and gender do not have a significant relationship with training environment, work environment and training effectiveness of employees.

The research emphasises the importance of managing employees by imparting training to the employees develop their knowledge, skills and attitude; the management should understand the value of trainees’ skills and need to add necessary requirements before, during and after the training programme. Training environment (training design, contents, delivery, methodology, layouts, technical supports and ambiance) and work environment (social support, opportunity to perform, reward system, organisational culture/transfer climate and follow-up) are major factors influencing training effectiveness in terms of perception of the trainees, learning of the participants, behaviour change in the job and organisational impacts. Therefore, training practitioners can design, implement and evaluate training programmes and develop techniques to help trainees apply transfer strategies before, during and after training that will facilitate the trainees’ improved job performance and organisational effectiveness.

Managers, HR professionals and training practitioners may find the gap in – before, during and after the training programme and also when they look into the transfer and effectiveness of training. Similarly, the trainees should communicate frequently their expectations and training gaps to the management and also training managers, so that they can obtain specific training requirement, training skills and other facilities to fulfil the gap of training in – before, during and after the training programme which may lead to better transfer of training, effectiveness, better job performance and enhanced productivity in the organisation.