Competency-based Training and Its Relationships with Training Effectiveness and Organisational Performance in the Oil and Gas Company in Malaysia
The purpose of this research is to determine the relationships between competency-based training (CBT) and training effectiveness in terms of the training outcomes of reaction, learning, behaviour and organisational results of the Kirkpatrick’s evaluation model (Kirkpatrick & Kirkpatrick, 2006)...
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| Format: | Thesis |
| Language: | English English |
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Universiti Malaysia Sarawak, (UNIMAS)
2021
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| Online Access: | http://ir.unimas.my/id/eprint/34483/2/Chong%20Thin%20Kiong%20-%2024%20pgs.pdf http://ir.unimas.my/id/eprint/34483/1/Chong%20Thin%20Kiong.pdf http://ir.unimas.my/id/eprint/34483/ |
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| Summary: | The purpose of this research is to determine the relationships between competency-based training (CBT) and training effectiveness in terms of the training outcomes of reaction, learning, behaviour and organisational results of the Kirkpatrick’s evaluation model (Kirkpatrick & Kirkpatrick, 2006) and the determinants of organisational performance in terms of productivity, organisational commitment and job satisfaction in the context of the oil and gas company in Malaysia, an emergent economy. A research design based on the Saunders Research Onion (Saunders, Lewis & Thornhill, 2012) was applied for this study. A mixed methodology was used. Data were collected, through close-ended and open-ended survey questionnaires, from employees and their managers working in the oil and gas company in Malaysia. The sampling techniques employed were systematic sampling and purposive sampling. Pearson’s product-moment correlation analysis was applied to test the hypotheses using SPSS version 23 based on 297 usable responses of the employees to the close-ended questionnaire while content analysis was applied to manually analyse the 14 usable responses of the managers to the open-ended questionnaire. The findings suggest that CBT has a positive significant relationship with the training outcomes of reaction, learning, behaviour and results of the Kirkpatrick’s model and with organisational performance in terms of productivity, organisational commitment and job satisfaction. The results of the qualitative analysis lend support and reinforce the results of the quantitative study. The empirical analysis indicates that CBT which measured its relationship with the training outcomes is effective and add value to organisational performance. Therefore, it is vital for the company to focus on these critical areas in order to improve their performance. In addition, the findings in this study contributed to the knowledge, theories and practices of CBT with training effectiveness and organisational performance and also have implications for individual worker, team or group and the organisation. Future research directions include conducting similar research in other companies in the oil and gas industry in Malaysia; studying the mediating role of factors in the relationship between CBT and performance; employing the longitudinal research design to determine the direction and magnitude of causal relationships between the constructs under study.
Keywords: Training, competency-based training, training effectiveness, evaluation, relationship, organisational performance. |
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