Training has been used by the organization to achieve specific goals. Training is conducted in order to help to increase worker productivity by improving their ability to do their current job. This is the fundamental reason for having training. An effective training programs speeds up the learning process so that the worker’s is able to contribute to the job after the recruitment. Through training, they can work faster and thus increase their output and can give better quality of work. Besides that, training exists in order to increase job satisfaction. Through training, the worker will enjoy with their work and respected for their ability to do the job, usually have less stress problems and are healthier. It can also reduce the turnover rate. Training is use in organization because to keep workers up-to-date. Nowadays, technology rapidly changed. Therefore, through training, the workers can adapt with new technology. (Gerald, 2002). In order to gain very high performance workers, training is the best tool to guide the workers to achieve the high performance. Workers can enjoy their work since they had deeply understood their job description. Besides that, it also helped to motivate workers. The training helped the workers to understand their duties thoroughly, and this will motivate them in doing their job. Plus, training can assist in instilling corporate culture and value in the public sector with the provision of necessary trainings to the personnel in regards to needs and expectation of the country. Furthermore, training is important in every organization either public or private in order to achieve their goals through the effectiveness of their workers in performing their job. (Steven P. Robbins, 1982). Lately, we can see that every organization implement training programs, and as the result, their workers become more effective and efficient. In this research, it introduces people to the important of training that affect the performance of the employees and the organization. This research is focus more on the employees and the organization.
1.2 Problem statement
The Higher Education Ministry will allocate RM 1.2 billion under its academic training program in line with the strategy to raise capacity in skills qualification and research (BERNAMA, 2000). But, in order to set up the training program there are several problem arises. Firstly is staffs behaviour. The staffs are not willing to join the training program because they feel that training program does not contribute anything to them.
Some of the staffs did not give full commitment to the training program for example, the trainee fall asleep during the training progress. The next problem is poor management supervision. The management could not determine who should send to the training program and does not know what activities should be included in the training program. Some of the training program failed because of the principle of the content of the training program sometimes is not relate to the training scope of job. They should implement the training program by add some interesting activities such as provide a successful instructor, give interesting presentation and so that, the trainee will interested and give full commitment toward the training program. However, we do not know whether the training conducted in higher learning is effective to the staff. Thus, we are aware to do this research to analysis on the effectiveness of training program to uitm staff.
1.4.1 Whether pre-training requirement lead to the effectiveness of training program? 1.4.2 Whether the types of training contribute to the effectiveness of training program? 1.4.3 Whether the implementation of training leads to its effectiveness? 1.4.4 Whether the implication from training is a proof of its effectiveness?
1.4 Research Objectives