Training and Development Influence on Organizational Performance through Learning Outcomes: A Moderating Role of Employees Voluntary Turnover

Abstract

Employee training and personal development are highly linked with organizational performance turnover (Colvin, S. 2011). The direction of the study is to check the impact of employee training and development on organizational performance with the mediating role of employee learning outcomes. The research posits over voluntary turnover moderating role over the relationship between training and development (T&D) and organizational performance (OP). This study attempts to disclose the relationship that might exist between the Telecom organizations perception towards training and development (T&D) and organizational Performance (OP), which is important to the organizations in determining the long term effectiveness of their organizations (Batt, R. 2013). Towards training and development (T&D) is a most frequent topic of discussion around the globe; determined the influences of training and development (T&D) on organizational performance (OP) the same being verified with sample of 344 covering two major telecom organizations Telenor & PTCL operating in Pakistan. Primary and cross-sectional data was used. SmartPLS3 software is used for analysis and interpretation of data. The result of study shows that there is statistically relationship between training & Development (T&D) with organizational performance. when using the voluntary turnover as moderating variable it decreases the 21.8% of organization performance.