Abstract
Employee Training and Development (T&D) should address not only their knowledge & skills but attitude & self-perception as well. The effects of T&Ds are not identical. The study investigates the varying effects of different trainings for operational and servicing tasks. The findings would aid to motivate employees and to design effective T&Ds. The study utilized an experimental design. The data was analyzed using two factor analysis of variance technique. The effect of different types of trainings on self-efficacy (SE) found to be vary from one task to another. The mastery experience remains as the most effective training for both tasks. The effects of vicarious experience and verbal persuasion are less predictive. Employee T&Ds are needed to base on the evaluation of relative effect of SE antecedents for a specific task. This will improve the effectiveness of T&Ds while keeping the cost of them lowest as possible.
Published on
22 Sep 2014.
Peer Reviewed
