The Impact of Training and Development on Organizational Performance

Nur Shafini Mohd Said, Farah Ahlami Mansor and Siti Rapidah Omar Ali
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Nur Shafini Mohd Said: Faculty of Business and Management University Technology Mara UiTM Terengganu, 23000 Dungun, Terengganu
Farah Ahlami Mansor: Faculty of Business and Management University Technology Mara UiTM Terengganu, 23000 Dungun, Terengganu
Siti Rapidah Omar Ali: Faculty of Business and Management University Technology MARA Cawangan Kelantan, Kampus Machang, Bukit Ilmu,18500 Machang, Kelantan, Malaysia

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 3, 3859-3865

Abstract: Training is a key element in human resource management, essential for optimizing the use of human resources. People are an organization’s most valuable asset, and training can occur in various settings, both on and off the job, within and outside the organization. This conceptual study paper was backed by literature that enhanced the understanding of the specific gap within the researchers’ niche. It is crucial to assess the impact of training and development, as they play a significant role in influencing organizational performance. Therefore, through comprehensive literature reviews, this conceptual paper will enhance the relationship between training and development and its correlation with organizational performance, while also validating the significance of this relationship. The study’s findings revealed a strong relationship between training and development (on-the-job training, off-the-job training, job rotation) and organizational performance. The results indicate that organizations that focus on training and development tend to see increased employee satisfaction, reduced turnover, and a more adaptable approach to market changes, leading to long-term business growth and a stronger competitive edge. Future studies could apply the conceptual framework proposed in this conceptual study to conduct quantitative analyses in specific sectors or industries, thereby validating the effectiveness of these variables.

Date: 2025
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