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1

THE IMPACT OF TRAINING ON EMPLOYEE AND

ORGANIZATION PERFORMANCE IN PETROLEUM

DEVELOPMENT OMAN

Ibrahim Khalfan Aziz AL-Hadi

(Matric No. 4100034)

Thesis submitted in fulfilment for the degree of

DOCTOR OF PHILOSOPHY

HUMAN RESORCE MANAGEMENT

Faculty of Leadership and Management

UNIVERSITI SAINS ISLAM MALAYSIA

NILAI

Disember 2013

2

CHPTER ONE

INTRUDOCTION

1.1 Background of the Study

Recent studies mentioned that training is an essential element for

sustainable competitive advantage and survival in 21st century as it increases

the efficiency and the effectiveness of employees and the organizations’

performance (Hamidun,2009; Katou,2009; Mohamad,et.al,2009; Khan,2010;

Niazi;2011, Raja et.al, 2011). In current times, training is being viewed as one of

the special approaches to provide employees with modern strategies, skills, and

methods that qualify them to enhance their performance and productivity (Brewer,

2007). However, organizations have always been concerned about the cost,

impact, effectiveness of training programs (Theophilus, 2009), and about the

value for money they get from their training budgets (Raja, et al, 2011). One of

the best ways organization can find out about either of these concerns is

through a systematic process of training evaluation (Boehle,2006;

Fardows,2007; Junaida Hashim,2002a; HR Focus,2006; Kirkpatrick,2010a;

Lovell,2007; Rouse, 2011; Ward,et.al,2006;).

According to Kirkpatrick (2010a, 2010b, 2008c, 2006d, 1998e, 1996f, 1994g)

and Kirkpatrick and J. Kirkpatrick (2006a), the evaluating impact of training is a

targeted process to measure training effectiveness and efficiency of training plan, the

amount of achievement of established goals, and the statement of the weaknesses and

strength of training. Training evaluation is now considering one of the main and

215

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