Speaker 1: Assalamualaikum warahmatullahi wabarakatuh. My name is Farida Al-Adawiyah binti Luqman. I am a matrix number 061026. Today I would like to present the effect of training on

Speaker 2: employer performance. Effects of training on employer performance. There are different ways of defining the

Speaker 1: term training. It may be defined as a systematic development of the knowledge, skills and behaviour required by employers to do adequately on a common task or job, or simply learning that is provided in order to improve performance on the present job. Thus, managers in charge of human resource training design different training programmes to develop the desirable skills, knowledge and capability of employers and position them to perform their responsibilities. So, managers in charge of human resource training design different training programmes according to each company. The study will give an insight to different training methods and their outcomes on the organisation that could help organisation managers to see the best fit training programme for their organisation. Obviously, this will surely increase the organisation's productivity and ultimately their profit. Therefore, in addition to this broader aim, the key point of focus includes first to find out types of training programmes, second to find out the benefits of proper training programmes and the last one to explore the challenges

Speaker 2: of implementing proper training programmes. First, types of training programmes. The study has revealed that the two companies,

Speaker 1: which Bonjus and Katip and Alami Company, design training programmes that focus on short-term skills and development programmes for long-term abilities. Some of the programmes include organising programmes outside the workplace, attending workshops, participating in department activities and watching others. Most of organisations facilitate the training through the development of programmes with the ability to meet their employers' needs. Other than that, the internal programmes are more effective than the external ones. The external programmes are not always ineffective, but in some cases they are better than the internal training programmes since they impart new and essential knowledge or skills that an organisation may not have information about. Furthermore, the study has shown there are two strategies that are integrated into managerial and employer training, which are namely off-job training and on-the-job training. First, off-job training. Off-job training entails providing training to the employers or managers in a context away from the site where the skills and knowledge gained are to be applied. Second, on-the-job training. Conversely, on-the-job training is undertaken in the workplace as the trainee handles work responsibilities. Next, benefits of proper training programmes. Firms focus on providing the employers with opportunities for the development of general and specific skills when designing training programmes. The programmes are meant to make available sales, technical, communications, organisational development, management development, career development and supervisory development training, among others. The training influences employer engagement in a number of ways. It has shown that training enhances employer engagement in change process, which in turn influences positively the employer and organisational performance. Training most likely motivates the top level to be committed to taking initiative in helping other employers. This, in line with the arguments by Will 2009 explain, the training is not provided to the lower level. Besides that, it is important to determine inner satisfaction among employers as well as lifelong learning, quality output and interpersonal relationship. Next, the challenges of implementing proper training. There are some challenges of implementing proper training programmes. First, training requires financial support, training rooms, experienced trainers and time. However, delays in identifying key resources have made the company to implement programmes within a stipulated time frame. Other than that, the company also coupled with the fear that by spending more on employers, the company might incur more loss. For example, organising programmes such as inviting keynote speakers to talk about the specific topic will require the company to pay such speakers. In addition, it can derail training programmes when an organisational lacks effective communication. So, in conclusion, the study has revealed that training positively influences employer performance by having a positive influence on employer engagement. The training will influence the conduct of employers and their working abilities, resulting in improved performance and further productive change that serves to boost the performance of the employer. Furthermore, training most likely motivates the top level to be committed to taking initiative in helping other employers. Lastly, employers who have access to training and development programmes are in a better position than those who are ignored and left to seek out training chances on their own in various businesses. Thus, employers who experience challenges in applying applications through training opportunities may be more content with their work. This encourages people to be more inventive which enhances their performance.