Linking Training to Performance: A Qualitative Study of Structured Development Programs Using the Nominal Group Technique

Shamsul Baharin Saihani, Wan Edura Wan Rashid, Mohd Ali Bahari Abdul Kadir and Mohd Zainizam Mhd Salimi
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Shamsul Baharin Saihani: Institute of Business Excellence, Universiti Teknologi MARA, Shah Alam, Selangor, Malaysia
Wan Edura Wan Rashid: Institute of Business Excellence, Universiti Teknologi MARA, Shah Alam, Selangor, Malaysia
Mohd Ali Bahari Abdul Kadir: Institute of Business Excellence, Universiti Teknologi MARA, Shah Alam, Selangor, Malaysia
Mohd Zainizam Mhd Salimi: Institute of Business Excellence, Universiti Teknologi MARA, Shah Alam, Selangor, Malaysia

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 9, 5640-5648

Abstract: Organizations worldwide continue to invest heavily in structured development programs (SDPs) to strengthen employee knowledge, skills, and attitudes, aiming to improve both individual and organizational performance. Yet evidence on whether training translates into sustained outcomes remains mixed. This study investigates SDPs implemented in three Malaysian companies representing retail pharmacy, manufacturing, and automotive sectors, with a total of 64 participants. A qualitative design was employed using the Nominal Group Technique (NGT) to collect and prioritize participant perspectives. The study is theoretically grounded in Kirkpatrick’s Four-Level Evaluation Model and Human Capital Theory, which together explain how training outcomes emerge at both the individual and organizational levels. Findings reveal that employees perceived notable improvements in the application of job-related knowledge, communication, teamwork and collaboration, as well as a clearer understanding of performance expectations. Managers also observed improvements in customer service, workflow efficiency, and coordination. However, sustaining motivation beyond the training period emerged as a persistent challenge. Theoretically, the study extends Kirkpatrick’s model by highlighting sector specific mediators and the moderating role of post-training motivation, while also refining Human Capital Theory by demonstrating that organizational systems and reinforcement mechanisms shape the extent to which training investments yield long-term productivity. Methodologically, it demonstrates the value of NGT as a participatory tool for evaluating training outcomes. Practically, the findings provide actionable insights for HR managers and policymakers, particularly in supporting Malaysia’s HRD Corp agenda.

Date: 2025
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