• Title, Summary, Keyword: Employee Training

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Evaluation of the food safety training for food handlers in restaurant operations

  • Park, Sung-Hee;Kwak, Tong-Kyung;Chang, Hye-Ja
    • Nutrition Research and Practice
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    • v.4 no.1
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    • pp.58-68
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    • 2010
  • This study examined the extent of improvement of food safety knowledge and practices of employee through food safety training. Employee knowledge and practice for food safety were evaluated before and after the food safety training program. The training program and questionnaires for evaluating employee knowledge and practices concerning food safety, and a checklist for determining food safety performance of restaurants were developed. Data were analyzed using the SPSS program. Twelve restaurants participated in this study. We split them into two groups: the intervention group with training, and the control group without food safety training. Employee knowledge of the intervention group also showed a significant improvement in their score, increasing from 49.3 before the training to 66.6 after training. But in terms of employee practices and the sanitation performance, there were no significant increases after the training. From these results, we recommended that the more job-specific and hand-on training materials for restaurant employees should be developed and more continuous implementation of the food safety training and integration of employee appraisal program with the outcome of safety training were needed.

The Influence of Educational Training Program Traits Perceived by Employee on Organizational Effectiveness and Job Performance (근로자가 인식한 교육훈련 프로그램 특성이 조직유효성 및 직무성과에 미치는 영향)

  • Lee, Won-Seok;Ju, Dong-Beom
    • Journal of Fisheries and Marine Sciences Education
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    • v.25 no.2
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    • pp.349-363
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    • 2013
  • Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.

An analysis of structural relationships among employee training, servant leadership, self-efficacy, transfer behavior of training, and knowledge sharing (교육훈련, 서번트 리더십, 자기효능감, 교육훈련 전이, 지식공유 간의 구조적 관계 분석)

  • Song, In-Sook;Kwon, Sang-Jib
    • Knowledge Management Research
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    • v.18 no.4
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    • pp.261-286
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    • 2017
  • Key factors enhancing transfer behavior of training and knowledge sharing are of great interest to researchers and executives because training transfer and knowledge sharing activities are remarkable predictors of organizational growth. This study investigates the core motivations for boosting transfer behavior of training and knowledge sharing. To empirically test the impacts of employee training, servant leadership and self-efficacy, a survey was conducted in small-medium sized companies. The data (N=292) were analyzed using structural equation modeling analysis. The results indicate that higher employee training positively leads to self-efficacy and transfer behavior of training. Servant leadership is positively leads to self-efficacy, transfer behavior of training, and knowledge sharing. Self-efficacy of employees induces greater transfer behavior of training and knowledge sharing. Finally, transfer behavior of training encourages workers to increase knowledge sharing. This study represents an initial step to examine the psychological mechanism of improving employees' transfer behavior of training and knowledge sharing activities based on the employee training qualities and servant leaderships.

Training-Effectiveness and Team-Performance in Public Organization

  • UMAR, Akmal;TAMSAH, Hasmin;MATTALATTA, M.;BAHARUDDIN, B.;LATIEF R, Abdul
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.11
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    • pp.1021-1031
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    • 2020
  • This study aims to invest in empirical relationships in a model that becomes the process of Team-Performance due to participation in practical training through causality between Training Effectiveness variables, soft-skill competence, Employee-Creativity, and team performance. This study uses a quantitative approach. The analytical tool used is structural equation modeling (SEM) using AMOS version 23 software. Accidental sampling technique is used to collect the sample. As many as 202 respondents filled up a survey questionnaire with complete and valid answers. This study's results significantly contribute to fill the gap of inadequate empirical evidence that can answer critical questions about the missing link between training and employee-performance, more specifically between training-effectiveness and team-performance. The results showed that practical training would encourage employees' soft-skill competence, improve Employee-Creativity, and improve Team-Performance. Furthermore, training-effectiveness also plays a significant role in enhancing employee-creativity and helping in optimal team-performance. This study also found that the relationship between employee-creativity and team-performance did not show positive and significant results; therefore, empirically, it did not support the hypothesis built in this study. Practical training targeted towards increasing soft-skills and creativity is a fundamental reason which not only aims to contribute toward organizational performance but also provides personal feedback for self-development.

Employee Performance Optimization Through Transformational Leadership, Procedural Justice, and Training: The Role of Self-Efficacy

  • KUSUMANINGRUM, G.;HARYONO, Siswoyo;HANDARI, Rr. Sri
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.12
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    • pp.995-1004
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    • 2020
  • This study aims to analyze the effect of transformational leadership (TL), procedural justice (PJ), and training (T) on employee performance (EP) mediated by self-efficacy (SE). The object of this research is Rumah Sakit Umum Daerah (RSUD) M.Th. Djaman, a hospital in Sanggau Regency, while the subjects are the institution's staff. Data collection search uses purposive sampling with a total of 120 samples. Data are obtained through questionnaires distributed directly to respondents using the Google Form application. Data analysis techniques used in this study include standard error of mean (SEM) with AMOS software version 24.00. Methods use to test validity and reliability of data include Confirmatory Factor Analysis (CFA), Construct Reliability (CR) and VE. The results of the analysis show that only training has a significant effect on self-efficacy, and self-efficacy has a significant effect on employee performance. Also, self-efficacy is proven to mediate the role of training on employee performance; the other hypotheses are not significant. Training is the most prominent positive factor affecting self-efficacy and self-efficacy has a significant effect on employee performance at RSUD M.Th. Djaman. The results of this study can be used as a reference by management in determining what policy priorities should take precedence.

The Impact of Motivation and Self-Activation on Career Effectiveness and Employee Satisfaction upon Completion of Employee Training Programs of a Chain Hotel in China - A Case Study of Sheraton Sheraton Hotel in China - (중국 체인 호텔의 교육 훈련 후 동기 부여와 자기실현이 경력 유효성 및 만족도에 미치는 영향 - 중국 Sheraton Shenzhen Hotel을 중심으로 -)

  • Ahn, Seh-Kil
    • Culinary science and hospitality research
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    • v.16 no.5
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    • pp.118-133
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    • 2010
  • The purpose of this study is to identify the influence of motivation and self-activation on career effectiveness and employee satisfaction after completion of employee training programs of the chain hotel in China. Four hypotheses have been set for the study. The hypothesis 1 is the motivation by training programs will be positively influenced on career effectiveness. The hypothesis 2 is the motivation by training program will be positively influenced on employee satisfaction. The hypothesis 3 is self-activation after training will influence positively on career effectiveness. The hypothesis 4 is self-activation after training will be positively influenced employee satisfaction. The results shows that training programs cause positive effects on motivation(p-value 0.003) and self-activation(p-value 0.036) respectively. Also, self-activation after training influences positively on career effectiveness(p-value 0.000) and employee satisfaction(p-value 0.020). The results show that the training programs of the chain hotel in China have been implemented positively. The limitation of this study is that the training programs are analyzed as a whole not by individually.

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The Study on Education and Training Raise the Effectiveness for University Hospital Employee. (대학병원종사자의 교육훈련 유효성 제고를 위한 연구)

  • Kim, Young-Bae
    • Korea Journal of Hospital Management
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    • v.12 no.4
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    • pp.96-118
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    • 2007
  • This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

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The Effect of Employee Training on Organizational Commitment: Mediating Effect of Ambidexterity Innovation and Moderating Effect of Organizational Communication (교육 훈련이 조직 몰입에 미치는 영향: 양면성 혁신의 매개 및 조직 커뮤니케이션의 조절효과)

  • Park, Youngyong;Kwon, SangJib
    • The Journal of the Korea Contents Association
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    • v.20 no.4
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    • pp.373-384
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    • 2020
  • This study analyzed the 2017 human capital corporate panel data provided by the Korea research institute for vocational education. We examined the mediating effect of ambidexterity innovation on the relationship between employee training and organizational commitment. In addition, we examined the moderating effect of organizational communication between employee training and ambidexterity innovation. The hypothesis test results are as follows. Hypothesis1. Ambidexterity innovation has been shown to partially mediate the relationship between employee training and organizational commitment. Thus, Hypothesis1 was partially supported. Hypothesis2. Organizational communication has been shown to play a positive moderating role in the relationship between employee training and ambidexterity innovation. Thus, hypothesis2 was supported. Based on the empirical results, we suggest implications for academia and practical avenues.

Role-Play Training Factors that Positively Influence Training Satisfaction and Customer Service Orientation

  • Shin, Chung-Sub;Nam, Jae-Chul;Kim, Hey-Soo;Lee, Sang-Youn
    • Journal of Distribution Science
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    • v.13 no.9
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    • pp.29-36
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    • 2015
  • Purpose - The purpose of this study is to examine the influence of effective role-play and training on employee education satisfaction and customer orientation. Evidence of the suggested objective is obtained by monitoring the effectiveness of hotel service training. Research design, data, and methodology - Data were collected from 280 role-play sessions performed in a Korean Hotel and examined using a frequency analysis, reliability/validity assessments, correlation analysis, and regression analysis using SPSS 19.0. Results - 1) Entrepreneurs and training instructors should enthusiastically apply service education in order to enhance each employee d evaluation in terms of customer satisfaction and customer orientation. 2) The most effective factor on customer satisfaction and orientation is the instructor's qualifications. 3) Since a higher level of education-training satisfaction leads to better customer orientation, effective education-training is essential to achieve this result. Conclusions - The study was able to obtain practical evidence that can confirm that service education-training through role-play positively affects employee customer service orientation. In future advanced research on training effects on customer orientation, various internal factors of a business should also be considered.

Employee Expectation to Demonstrate Innovative Work Behaviour in Asia

  • Jadhav, Veena;Seetharaman, A.;Rai, Shivkumar
    • The Journal of Asian Finance, Economics and Business
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    • v.4 no.1
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    • pp.67-78
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    • 2017
  • The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.