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Related Concept Videos

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Behavioral approaches have often been criticized for ignoring mental processes and focusing solely on observable behavior. However, these approaches provide an optimistic perspective for individuals seeking to change their behaviors. Rather than concentrating on intrinsic personality traits, behavioral approaches suggest that even longstanding habits can be modified by changing the reward contingencies that maintain them.
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Unveiling training effectiveness through behavior and performance evaluations: A case from developing country.

Md Faisal-E-Alam1, Zeennat Ara Begum2, Abu Reza Md Towfiqul Islam3

  • 1Institute of Bangladesh Studies (IBS), University of Rajshahi, 6205, Bangladesh; Department of Management Studies, Begum Rokeya University, Rangpur 5404, Bangladesh.

Evaluation and Program Planning
|February 4, 2025
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Summary

Training significantly improves employee behavior and performance in Bangladesh's private banking sector. This enhances teamwork, job satisfaction, and client relations, boosting both individual and organizational success.

Keywords:
Behavioral ChangesEmployee performanceKirkpatrick’s training evaluation modelOrganizational performanceTraining effectiveness

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Area of Science:

  • Business Administration
  • Organizational Behavior
  • Human Resource Development

Background:

  • Training evaluation often focuses on lower levels, neglecting behavioral and performance impacts.
  • The private banking sector in Bangladesh presents a unique context for studying training effectiveness.
  • Theoretical frameworks like the Theory of Planned Behavior and Goal-Setting Theory can explain training outcomes.

Purpose of the Study:

  • To investigate the impact of training on employee behavior and performance in Bangladesh's private banking sector.
  • To explore the third and fourth levels of Kirkpatrick's training evaluation model, focusing on behavioral changes and performance outcomes.
  • To empirically link behavioral change evaluation with performance outcome evaluation following training interventions.

Main Methods:

  • Structured questionnaires were used to collect data from employees.
  • Paired sample t-tests were employed for data analysis.
  • The study utilized the Theory of Planned Behavior and Goal-Setting Theory.

Main Results:

  • Training positively influences employee behavior, leading to improved individual and organizational performance.
  • Key performance enhancements include better teamwork, increased job satisfaction, higher work quality, and improved task efficiency.
  • Training also positively impacts client retention and acquisition.

Conclusions:

  • Comprehensive training programs are crucial for skill development and enhancing employee behavior and performance in the banking sector.
  • Findings offer valuable insights for policymakers and organizational leaders in Bangladesh.
  • Future research should utilize larger sample sizes, longitudinal designs, and advanced statistical methods like SEM.