Tangile and Intangile Coorelation
Study Of Training Programs Through Tangible And Intangible Factors To Measuring Employees Performances With Reference To Petroleum Sectors In Maharastra
*S K Verma
ABSTRACT
Training and development is essential to organizations which seek to gain a competitive advantage through a highly skilled and flexible workforce, and are seen as a major element to high productivity and quality performance. A skilled workforce can increase productivity by producing a higher level of work with greater value. A skilled workforce can improve a firm’s operative flexibility as they will be easier to retrain due to their broad knowledge base of multi-skills. This allows management to be confident in using new technology and provide employers with progressive adjustment to change in production methods, produce requirement and technology. Training is growing importance to companies seeking to gain an advantage among competitors. There has been significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success.
Key Words : Training Programs, Tangible And Intangible Factors, Measuring Employees Performances, Petroleum Sectors In Maharastra
*Ph.D Scholar, Sunrise University, Alwar (Rajasthan)
INTRODUCTION 1) Wood and Menezes (1998) described high performance management (HPM) as high involvement of management which transfers workplace and bring flexible production systems through high performance system. 2) Mahoney and Watson (1993) argue that the employee involvement model of workplace has the most potential impact on performance,
*S K Verma
ABSTRACT
Training and development is essential to organizations which seek to gain a competitive advantage through a highly skilled and flexible workforce, and are seen as a major element to high productivity and quality performance. A skilled workforce can increase productivity by producing a higher level of work with greater value. A skilled workforce can improve a firm’s operative flexibility as they will be easier to retrain due to their broad knowledge base of multi-skills. This allows management to be confident in using new technology and provide employers with progressive adjustment to change in production methods, produce requirement and technology. Training is growing importance to companies seeking to gain an advantage among competitors. There has been significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success.
Key Words : Training Programs, Tangible And Intangible Factors, Measuring Employees Performances, Petroleum Sectors In Maharastra
*Ph.D Scholar, Sunrise University, Alwar (Rajasthan)
INTRODUCTION 1) Wood and Menezes (1998) described high performance management (HPM) as high involvement of management which transfers workplace and bring flexible production systems through high performance system. 2) Mahoney and Watson (1993) argue that the employee involvement model of workplace has the most potential impact on performance,
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