Training's Impact on Job Performance in the Australian Retail Sector

This report presents a literature review investigating the impact of training on the job performance of retail industry employees in Australia. It begins with an introduction, research background, research question, objectives, and hypothesis, followed by a comprehensive literature review that explores factors affecting employee training, job performance theories, and the impact of training on performance within the retail sector. The review synthesizes existing research to identify a research gap, specifically the lack of studies focusing on training's influence on Australian retail employees' job performance. The report concludes with implications for the retail sector and employees, highlighting the importance of training and development. It emphasizes the need for ongoing skill enhancement and the role of various theories and concepts in shaping job performance. The report also discusses future implications and provides a bibliography of cited sources. The research aims to provide insights into how training can improve employee performance and contribute to business success in the retail sector.

Impact of Training on Job Performance of Retail Industry Employees of Australia
Student Details
12/20/2019

Contents
Introduction......................................................................................................................................3
Research background...................................................................................................................3
Research Question........................................................................................................................3
Research Objectives.....................................................................................................................3
Hypothesis....................................................................................................................................3
Literature Review............................................................................................................................4
Factors affecting training of employees.......................................................................................4
Review of Job Performance Theories..........................................................................................5
Impact of training on job performance of retail industry employees...........................................6
Research Gap...................................................................................................................................7
Conclusion.......................................................................................................................................7
Future Implications..........................................................................................................................8
Bibliography....................................................................................................................................9

Introduction
Job efficiency refers to how an institution's workers function in the workplace as well as
how they execute the job duties that they have been assigned to perform. It is significantly
affected by their teaching. In this study the Impact of Training on Job Performance of Retail
Industry workers of Australia is identified and analysed.
Research background
Retail is the practice of selling manufactured goods or services to consumers in order to
make a profit across various distribution channels. Retailers meet the demand defined by a
supply chain. There are many companies operating in different types of retail products in
Australia. According to Neault and other 2017, it becomes important to train retail sector
workers as it is a very large industry and its management is in the hands of its human resources
(Neault, Artess, & Tien, 2017).
Research Question
The in-depth analysis of scholarly articles have facilitate researcher in identification of
bellow mentioned research question:
“What is the Impact of Training on Job Performance of Retail Industry Employees of Australia?”
Research Objectives
In order to identify solutions for research question, following objectives are framed:
1. To identify factors affecting training of retail industry employees of Australia.
2. To review and analyze theories related to job performance.
3. To identify the impact of training on job performance in retail industry of Australia.
Hypothesis
In order to accomplish the established objectives, following hypothesis is framed:
H0: There is no significant Impact of Training on Job Performance of Retail Industry Employees
of Australia.

H1: There is significant Impact of Training on Job Performance of Retail Industry Employees of
Australia.
Literature Review
It is important to analyze the established literature about a topic as it helps the researcher
in identification of important elements for research like theories, models, concepts, etc. In this
study few articles are reviewed in order to accomplish desired objectives and provide a base for
accepting or rejecting of hypothesis.
Factors affecting training of employees
The progressive economic, social as well as cultural changes experienced by the
employment market in current decades have helped explain the pivotal role of the learning
experience in specific job growth as well as organizational performance. According to Amelia
Manuti and others in 2015, skills and competencies are increasingly obsolete in such fast-
changing working contexts as well as need to be applied and strengthened continuously as a
tactical driver for international competitiveness (Anwar, Nisar, Khan, & Sana, 2014). Modern
learning models within as well as outside the administrative center have turn out to be incapable
of explaining the nature of such a development, weaving amid formal and informal components
and overlapping them.
The purpose of this paper, beginning with this assumption, was to explore the role of
knowledge as well as experience as effective learning frameworks that enable the workforce
skills to be learned and created. To accommodate the institutional and individual responsibilities
involved with the process of the human capital planning approach has been implemented. To do
the same, the strategy was to review the latest institutional learning literature, concentrating in
general on its traditional and modern aspects (Manuti, Pastore, Scardigno, & Giancaspro, 2015).
Sun Young Sung and others 2013 research explores the impact on organizational
creativity of training and development. Specifically, we recommend that an organization's
training and development investments influence its creative success by encouraging different
learning principles. Writers have statistically tested hypothesis utilizing dual-source data
accumulated across from 260 Korean firms covering various sectors. The analysis showed that

business investment in organizational learning predicts relational and institutional learning
practices that actually enhance creative performance.
The research also showed that in organizations with better innovative environments, the
positive connection between interpersonal as well as organizational culture activities in addition
to pioneering success is greater (Singh & Sharma, 2015). In comparison, investment in
workforce growth by financial support for training outside a company has a major negative
influence on its creative success and no major impact on learning phenomenon. This research
provides a plausible elucidation for a process that improves an organization's creative success by
investing in employees (Sung & Choi, 2013).
Review of Job Performance Theories
The definition of job performance is some basic criteria or requirements that are
applicable to workers on the basis of which the degree of job performance is measured,
determined and monitored. It is measured on the basis of labor standards that had a direct
influence on workers’ performance (Deery & Jago, 2015). The analysis of organizational
motivational predictors, employee work efficiency, including work associations motivational
conduct factors facilitated as per George Lazaroiu's 2015 study. This research paper contributes
to the research by presenting evidence of the causal relationship between employee satisfaction
of different requirements and work performance, the impact of need happiness and satisfaction
on work actions, and employee work quality components (Lăzăroiu, 2015).
The 2014 study conducted by Arnold B. Bakker and others addressed the resource theory
associated with job demand and efficiency. The study outlines the work-required resource
building blocks (JD‐R) theory, a theory influenced by task design and theories of job stress.
While the theories of profession design have often overlooked the position of work triggers or
anxiety, job stress frameworks have largely overlooked job resources ' motivational capacity.
The theory of JD‐R blends the two patterns of study and discusses how work demands moreover
task; resources encompass special and multiplicative sound effects on job stress in addition to
motivation. Furthermore, the theory of JD‐R suggests upturned causal impacts: while burned-out
workers might generate more job burden for themselves over time, hired employees mobilize
their own work capital to remain engaged (Bakker & Demerouti, 2014).

Work satisfactions in addition to employee performance have been a subject matter of
investigation for decades, according to the report by Stephen I. Dugguh and others in 2014. It
relics a crucial question for managers along with psychologists whether work satisfaction affects
employee contentment in companies. That's where the issue lies (Narayanan, 2016). The purpose
of this paper is therefore to outline the affiliation between job contentment and workers’
performance in companies with specific indication to Nigeria.
Similar research on few job satisfaction theories like as emotional movements, two-
variables, fairness as well as role distinctiveness has been examined and results from various
theories suggest so as to a number of variables such as accomplishment, appreciation, obligation,
compensation, and working conditions and soon had a positive influence on workers’
presentation in companies (Cappelli & Keller, 2014). The article adds to the academic discussion
about whether job contentment has a positive impact on the performance of workers.
It concludes that while the idea of job satisfaction is complex, however by using
appropriate variables and methods, it could go a long way towards increasing employees' job
performance. It means that managers use the factors that influence workers ' productivity to
make them proud, increase overall well-being, as well as improve the atmosphere. It also
specifies reasonable methods for supporting analytical approaches using a conceptual model
which often neglect clarity as to why parameters are connected (Dugguh & Ayaga, 2014).
Impact of training on job performance of retail industry employees
Employees are every organization's major assets. The industry's success relies on the
presentation of its workers. Therefore, upper management recognizes the significance of training
investment for the purpose of enhancing employee performance and also positions them in
organize to get together the demands of the viable business climate of today. According to Uzma
Hafeez as well as others ' 2015 report, the goal is to monitor the pressure of employee
presentation development and training in the Pharmaceutical sector of Karachi, Pakistan.
Wherein Training defines itself as autonomous although dependent factor, where
'Employee Performance ' has its performance fields like presentation of teamwork, interpersonal
skills, customer service, social contact and reduced absenteeism as well as growth areas.
Work satisfaction, employee retention, new technologies, system efficiency and innovation to

strategies as its levers (Ambrosius, 2018). The paper provides a concise summary of the
literature on the importance of training to improve employee performance. There are listed four
pharmaceutical companies. There are two sets of theories that are directly related to the research
questions.
The analysis showed a good significant union between them, as well as the results show
which is the more training the worker gets, the more it effectives their performance stages would
be. The final section of the paper ends with a suggestion to provide recommendations for future
research (Hafeez & Akbar, 2015). The goal of Neelam Tahir and others researching in 2014 is to
study how training along with development affects the efficiency and productivity of employees.
In its essence, this paper is quantitative. Evidence for the paper was obtained from questionnaire
surveys through the primary source.
The data was tested for the collision of training as well as development on the
presentation including the productivity of workers through statistical analysis (Krishnan &
Scullion, 2017). For the study, eight specific united banks were chosen. For data collection,
eighty questionnaires were distributed. In order to see the reliability and accuracy, descriptive
statistical methods SPSS were applied to the questionnaire. The goal was to see if instruction and
development has an contact with performance in addition to productivity of employees.
Information have been examined and debated. The result showed that the variables were
substantially related, the Pearson correlation was used in the analysis and Cronbach Alpha was
obtained for each questionnaire (Tahir, Yousafzai, & Jan, 2014).
In above paragraphs some scholarly studies of famous authors has been reviewed in order
to accomplish the established objectives and on the basis of this the establish hypothesis is
proved or disproved. The analysis covers the factors affecting training of an employee, the
theories considered for job performance of retail sector employees and ultimately also analysed
the pressure of development through preparation on the work performance of employees of retail
sector. On the basis of these articles the research gap of this study is identified.
Research Gap
It is the gap which frames the bridge between what is known and what is unknown. It is
identified by reviewing the literature in depth and on the basis of that the gaps are identified.

Among them the researcher according to its expertise chooses the variations must be overcome
by his or her research. In this study by reviewing many research articles, books and scholarly
studies, it is identified that the many studies talked about pressure of preparation on the
employee or job presentation; however no study has been done to discuss the influence of
training resting on job facilitation of employees working in retail sector of Australia. Hence this
research study gap is considered in this study and tried to fulfill in effective and efficient manner.
Conclusion
Training is considered crucial for employees of every industry either its is manufacturing
industry or retail industry. In this study by in depth review of literature on the basis of the
objectives and hypothesis of the research it is identified that the job performance of retail
industry employees of Australia is severally influenced by their training needs and development
phenomenon. The training can never be completed without the involvement of development
phenomenon; hence the study also put some insights in the developmental sides of the employees
as well. The study also accomplished that there is the influence of identified theories and
concepts on their job performance of retail employees of Australia. With the identified results
there are some implications on the sector and employees of the retail industry of Australia.
Future Implications
The results of study help the researcher in identifying solutions for its established
objectives, which further get accomplished by in depth review of the scholarly articles. The
results and conclusion of the study established the statement that says that there is significant
influence of training on the job or employee performance of retail sector workers of Australia. In
future the results can be implied on the researchers which are based on primary data collection
method and this can help them in providing more meaning to the current scenario (Hamidi,
Saberi, & Safari, 2014). On the other hand there is another future implication of this study is that
the study can be taken into a wider region, in which it can cover region beyond Australia.

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