CERO_MARY GRACE CRITIQUE PAPER

ST. MARY’S COLLEGER OF TAGUM INC.
GRADUATE EDUCATION PROGRAM
NAME: MARY GRACE O. CERO MAED-1

DATE: DECEMBER 1, 2023
SUBJECT: INTEGRATIVE TRAININGS AND SEMINARS
PROFESSOR: KARL PATRICK B. AMPER, LPT, MAEd
TOPIC DISCUSSED: CHAPTER 3: RECOGNIZING TRAINEES’ LEVELS OF BEHAVIOR
CHOSEN PEER-REVIEWED ARTICLE:
 TRAINEES’ BEHAVIOR, ORGANIZATIONAL INTERVENTIONS AND THEIR
IMPACT ON TRAINING EFFECTIVENESS: A CASE OF PUBLIC SECTOR
ORGANIZATION OF KHYBER PAKHTUNKHWA
CRITIQUE PAPER
The primary goal of this study, according to Khan et al. (2021), was to investigate how
trainees' motivation, employees' commitment, and learning, as well as organizational interventions
such as training needs assessment and training framing, all impacted the total efficacy of training
in Khyber Pakhtunkhwa's organizations in the public sector. The overwhelming majority of public
sector organizations struggle to inform their staff members about the purpose of their training
initiatives. The focus regarding the training course should be on enhancing the understanding of
the trainees. Without training awareness, financial and human resources will be squandered
because nobody will be able to meet expectations. Supervisors are crucial in shaping trainees'
positive attitudes toward training in order to get the most from the opportunities that are offered
through training framing and awareness (Park et al., 2018). The underpinning study's findings
show a positive correlation between TNA and training efficacy, indicating that incorporating TNA
into public sector training initiatives will undoubtedly boost that efficacy. The analysis also
confirms the positive association between training effectiveness and other independent variables
in the foundation study, namely employees' learning, motivation, and commitment. Continuous
learning is essential for creating and preserving a sustainable competitive advantage. Competitors
are unable to match an organization's trained workforce, making trained personnel the primary
pillar of development and expansion. Even though training promotes organizational development,
it is still heavily criticized for producing subpar outcomes and having a limited impact (Rahman,
2021).
Furthermore, the study's keywords include training needs assessment (TNA), employee
motivation, learning, commitment, training framing, and training effectiveness. This study is
distinctive in that it looks at how employees (motivation, commitment, and learning) behave as
trainees as well as organizational interventions (training needs assessment and training framing)
in Khyber Pakhtunkhwa's public sector organizations. Decision-makers gain a better
understanding of the training process as well as an introduction to cutting-edge ideas in employee
training and development. The results of this underpinning study, which demonstrate how to raise
training effectiveness and these organizations' overall performance, will be helpful to
policymakers, administrators, and trainers. The cross-sectional nature of the data, the quantitative
study, the requirement that respondents be government employees working in bps 17 and higher,
and the use of personal administrative questionnaires were some of the primary limitations of the
underlying study. The overall understanding could have been enhanced by a longer-term
qualitative research study that looks at how trainees use newly learned material in work
environments and includes pre- and post-training assessments. The "traditional approach," in
which the trainer is the only one who suggests training topics, and the "corporate approach," in
which employees who have already received training are retrained after identifying gaps from the
business plan, are two examples of these strategies, according to Rahman (2021). Similar to this,
weaknesses in the "process-oriented approach" are found by looking at the work that is done in
various organizational departments. The results of the evidence analysis showed that staff
members' effectiveness and instruction had a positive relationship. To put it simply, focusing on
the skills and expertise that are required in the training program will undoubtedly improve the
performance of both employees and the organization. Employee commitment is impacted by
training programs, which also actively contribute to the advancement of the company's targets,
goals, and procedures. Employees that are highly committed to the company put in a greater
number of hours, have lower employee turnover, pay more attention, work harder, pick things up
faster, and have lower absenteeism rates to put it simply, focusing on the skills and expertise that
are required in the training program will undoubtedly improve the performance of both employees
and the organization. Employee commitment is impacted by training programs, which also actively
contribute to the advancement of the company's targets, goals, and procedures. Employees that are
highly committed to the company put in a greater number of hours, have lower employee turnover,
pay more attention, work harder, pick things up faster, and have lower absenteeism rates. A number
of investigators have noted in the body of existing literature that there is a double impact on
training effectiveness due to employee motivation, in addition to the positive correlation already
established. The results further supported the findings of the current study by demonstrating a
positive relationship between employee commitment and the efficacy of their training. They also
added that achieving a long-term competitive advantage is largely dependent on having high levels
of determination. Learning to operate framing is found to moderate the relationship between staff
involvement and instructional effectiveness, according to empirical findings. Employees who are
dedicated to their work are motivated to learn new skills and knowledge in order to succeed in
their field, and the organization benefits from this kind of behavior as well. To improve training
transfer and guarantee training effectiveness, managers and researchers are coming up with new
strategies. A key factor in training transfer is the close relationship between the work environment
and the training materials. The trainees' assessment of the training contents' significance is highly
correlated with the contents of the training.
As a result, the study that examines these variables—trainee behaviors (motivation,
employees' commitment, and learning) and organizational interventions (training needs
assessment and training framing) in Khyber Pakhtunkhwa's public sector organizations—is
unique. It will aid in decision-makers' comprehension of the training process and introduce new
ideas in the workplace. Policy makers, administrators, and trainers will benefit from the
underpinning study's findings, which show how to improve training effectiveness and these
organizations' overall performance. In the absence of any analysis, departments operating under
administrative purview are typically asked to suggest trainees for a particular training program.
The theory of incompetence training provides strong support for this irrational practice in public
sector organizations, which correctly identifies the primary reason for training failure. In actuality,
however, TNA provides the framework for the training program's main components, including the
learners' preparedness, the learning environment and objectives, the creation of content, the
delivery of training, the evaluation strategy, and the training transfer. Training engagement theory
supports viewing training programs as holistic and interdependent. A longitudinal qualitative study
in the future that includes pre- and post-training assessments and examines how the trainees apply
their newfound knowledge to the workplace may improve general comprehension. As a result, this
study improves employee behavior in their respective workplaces—not just in one area, but
throughout the entire organization—because the participants will receive quality training, practice
multitasking activities that will improve their ability to manage clients or audiences in the
workplace, and have access to an efficient and successful training program.
Reference:
Khan, M., & Rahman, W. (2021). Trainees’ Behavior, Organizational Interventions and
Their Impact On Training Effectiveness: A Case of Public Sector Organization
Of Khyber Pakhtunkhwa. https://media.neliti.com/media/publications/408185-
trainees- behavior- organizational-interve-04e184dc.pdf
Park, S., & Kang, H. S. (2018). The role of supervisor support on employees’ training and job
performance: an empirical study. https://media.neliti.com/media/publications/408185-
trainees-behavior-organizational-interve-04e184dc.pdf

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ST. MARY’S COLLEGER OF TAGUM INC.

GRADUATE EDUCATION PROGRAM

NAME: MARY GRACE O. CERO MAED-1

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