دانلود رایگان مقاله انگلیسی اثر آموزش مهارت های نرم بر عملکرد کارکنان - امرالد 2017

Purpose

The purpose of this paper is to investigate the effect of soft skill acquisition and the training methodology adopted on employee work performance. In this study, the authors study the trends of research in training and work performance in organisations that focus on the acquisition of technical or ‘hard skills’ for employee training and evaluating work performance. This study was conducted to redirect the focus of employee training and development goals to the acquisition of soft skills, which have a very high and lasting impact on improving employee performance.

Design/Methodology/Approach

This study adopted a quantitative research approach. Questionnaires were administered to selected managers and executives of a few Malaysian private companies. The questionnaire was specifically designed to examine the competencies of various Malaysian-based company managers, executives and supervisors who had undergone a soft skills training program over a period of a few weeks or months. These soft skills training programs were not conducted consecutively, but rather with a break or ‘time-space’ in between each session. The target population in this study consisted of 810 employees from nine companies. The sample size was 260 trainees who were selected from the population with a 95 percent confidence level within 0.05 risk of sampling error.

Conclusion

Returning to the original research question, it can be stated here that there is a positive relationship between training (soft skills and training methodology) and work performance. Although the researcher cannot claim absoluteness in the prediction of the criterion measure, both soft skills and training methodology appear to play an important role in employees' performance on their job. The predictors of work performance—training methodology and soft skills training—were used to assess employees' leadership skills, ability for teamwork, creativity, communication skills and problem-solving skills before and after the soft skills training program was conducted by the trainer. In summary, work performance was predicted by soft skills and the training methodology adopted. It might be expected that the training methodology (timespaced learning) has an impact on the employees' transfer of the soft skills acquired during the training to their job, which invariably improves work performance.