Effective Training and Development Practices and Their Influence on Performance

Abstract

This study pursues the perceived training effectiveness by applying the theory of planned behavior (TPB) and Technological acceptance model (TAM)and intend to examine the effects of individual differences on perceived training effectiveness and performance of individuals. The main focus is to evaluate the perceived training effectiveness, and role of individual differences in terms of learning. The significant application of this study isto explain the role of individual differences, measured in terms of creative self-efficacy, intrinsic motivation, creativity and emotional intelligence.Implications for theory, task and contextual performance are discussed. Despite the relatively a big portion of literature concerning training and development effectiveness, most of the studies focusing the evaluation of effectiveness of training and development practices in terms of environment and delivery and in few studies generalized individual differences were focused. This study is based on the Theory of planned behavior (TPB) and Technology acceptance model (TAM) and intend to examine the effects of individual differences on perceived training effectiveness and performance of individuals. The main focus is to evaluate the perceived training effectiveness, and role of individual differences in terms of learning. Implications for theory, task and contextual performance are discussed. This study draws on cross sectional type of data of trainees: academia and bureaucracy. The sample data of 204 trainees were analyzed using Structural Equation Modeling (SEM). Validity and reliability of scales were checked prior to use SEM The results of this study supported all the hypothesis that participants with higher level of creative self-efficacy, intrinsic motivation, creativity and emotional intelligence (EI) will have greater inclinations to learn. Results showed that perceive training effectiveness is positively related to training transfer and training transfer increase the performance of individuals. In general, results significantly agree with the Theory of planned behavior (TPB) which was applied to measure the perceived training effectiveness and suggest trainee’s perception of usefulness, ease and benefits enhance learning dimensions of participants that make any program effective. The study has highlighted a number of issues that influence the perceived training effectiveness. As this is included as a first endeavor to situate training effectiveness within the TPB, and individual differences (creative self-efficacy, intrinsic motivation, creativity and EI) with Pakistani focus because most of the studies covers the western culture. This study thus contributes to frame a pragmatic approach in developing the new concepts of effectiveness of training and development practices for future research.