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Hypothesized model of Mediating effect of training motivation on the relationship between Training Attitude and training effectiveness (* significant at p < 0.05 level).

Likely Implications:

The results of this research study might possibly have immense impact on the Training & Development function of the HR department of organizations in India. The study will provide basis for the HR department to take into account employee preferences and the effectiveness of various training methods to develop an efficient and user acceptable training programme to suit the needs of their respective organizations, thus enhancing the role and impact of the HR department. Also by knowing the attitudes towards training it will be possible to create a conducive organizational culture in which employees feel that the training will help them to discharge their duties more efficiently and also enhance their future job prospects.

The HR department has been traditionally viewed as a cost centre & this study might help to bring some of those costs in check while ensuring the training achieves its objectives for the organisation. For instance allowing employees to choose between learning on the job and attending training programs might achieve the required learning objective at a lower cost. Especially in times of recession and layoffs, this study will provide HR department with tools to dole out new and effective outcome focused training & show its impact on the company's numbers or make its presence felt on the financial statements of the company.

Limitations:

The survey was conducted in a few organizations due to lack of time and resources. Also the effect of organizational culture on the training needs was not studied .Since the organizational culture is major factor affecting employee preference, performance and training motivation this can be said to be the biggest limitation of this survey. The effect of the industry and the sector on the training attitudes cannot be studied accurately and the study cannot be said to be representative of the entire country. Also the study is limited to manufacturing sector. Hence generalizations cannot be made from the findings of this study.

The training effectiveness measured is based on perception of the trainees and their supervisors. The most accurate method would be to do a pre and post training measurement of the Kirkpatrick's parameters on the trainees. But since it would be difficult to find such organisations with the ongoing training where this method can be applied, we have to stick to perceived training effectiveness.

Scope for future study:

If this study establishes concretely the correlation between training attitudes, preferences, motivation and training effectiveness then further study can be made on 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。