Zulridah Mohd Noor

TRAINING IMPACT ON EMPLOYEE’S JOB PERFORMANCE: A SELF EVALUATION

Abstract Nurturing a high-quality, knowledgeable and innovative human capital with strong moral and ethical values has become a new source of driving the nation’s productivity growth and competitiveness. Therefore, Human Resource Development Council (HRDC) was established in 1992 to generate lifelong learning in workplace setting to improve labor productivity, technology transfer and innovation. In 2002 it was renamed as Human Resource Development Limited (HRDL). All registered employers with HRDL are eligible for the employees training grants. The total approved training places and disbursement of training grants had increased over the years. This paper investigates to what extent the training programs improve employee knowledge, skills, works behavior and job performance, and what are the significant training related factors influencing job performance. The paper is based on data collected through self-reported survey on 1200 employees (458 responded) at hotels, resorts and ICTs companies in four selected states. Out of the responses, 73 percent attended various training programs coordinated by HRDL. The result shows that, in general, the training programs improve knowledge, skills and positive work behavior of employees. Multiple linear regression analysis supports the hypothesis that training related variables have positive impact on employees’ job performance except cognitive competence.

The impact of training on the conditional wage distribution in selected service subsectors in Malaysia

Human capital theory postulates that human capital investment has positive impact on wages. Training as one of the human capital components is important for providing the workforce with the necessary skills, enhancing workers skills and productivity and hence raising their wages. The objective of this paper is to investigate the degree to which workrelated training affect the location, scale and shape of the conditional wage distribution using quantile regression (QR) approach. Using data from the Workers’ Competitiveness Survey conducted in the year 2007/2008, we utilize both ordinary least squares (OLS) and QR regression techniques to estimate associations between work-related training and wages for selected services subsectors in Malaysia. The results show that the association between number of training attended and wages are dissimilar across the five quantiles. The training affects not only the location but the scale and the shape of the conditional wages distribution. We also observe positive and significant training effects as well as symmetrical-sloping profiles across quantiles of the conditional wages distribution.

Using Evaluation to Support Organizational Learning in E-Government System: A Case of Malaysia Government

This paper discusses the need for a framework to understand the use of evaluation to support learning in the process of implementing an e-Government system in a developing country, namely, Malaysia. A conceptual interpretive framework focusing on evaluation use and evaluation practices to support organizational learning is proposed. The framework makes use of organizational learning theory and integrates the focus of previous interpretive frameworks. Application of the framework in a case study of an e-Government system is also elaborated. The framework is useful for exploring and understanding the use of evaluation to support learning in improving the e-Government system and helps in identifying the need for learning about evaluation practices to extend the benefits from evaluation. An implication from the analysis reveals the need for Knowledge Management Systems that is capable of providing feedback and feed-forward of shared information to support learning about the e-Government system and its evaluation practices.

Impact of Training under Human Resource Development Limited on Workers’ Mobility in Selected Malaysian Services Sector

Training is an important component of human resource development and is emphasized in the Malaysian economic development process. The Malaysian Government has established the Human Resource Development Fund (HRDF) managed by the Human Resource Development Limited (HRDL) to enhance and monitor the aspect of workers’ training. The HRDF has managed to increase the workers’ training activities; nevertheless, the issue raised here is to elucidate whether the training has adversely encouraged the workers’ mobility. This paper aims to analyze this issue based on 817 workers in a selected services sub-sector, namely, the information and communication technology (ICT) and the hotel sub-sector in the Klang Valley, Johor Bahru, and Penang, collected in the period of 2008/2009. The results show that the HRDL training has a positive and significant influence on workers’ mobility.

Kecekapan teknik institusi pendidikan tinggi swasta di Malaysia

Artikel ini bertujuan untuk mengukur kecekapan teknik bagi sektor perkhidmatan pendidikan tinggi swasta (sektor PPTS) di Malaysia bagi tahun 2010. Sektor itu dijangkakan mampu untuk menyumbang sehingga RM 1.3 bilion setahun kepada Pendapatan Negara Kasar (PNK) dari tahun 2010 hingga 2020 melalui dasar liberalisasi pendidikan swasta. Institusi Pendidikan Tinggi Swasta (IPTS) di Malaysia merupakan sub sektor terpenting dalam sektor PPTS yang juga merupakan salah satu sektor dalam Bidang Keberhasilan Ekonomi Negara (NKEA). Namun, tidak terdapat sebarang petunjuk ekonomi mahupun prestasi terkini sektor PPTS sehingga kini. Maka, artikel ini akan mengenal pasti tahap kecekapan teknik IPTS menggunakan data keratan rentas 126 buah IPTS berdasarkan bancian tahun 2011 yang diperoleh daripada Jabatan Perangkaan Malaysia. Tahap kecekapan teknik diukur menggunakan Data Envelopment Analysis (DEA) bukan parametrik yang berorientasikan output dengan nilai ditambah sebagai output manakala bilangan pekerja dengan pendidikan tertiari, menengah dan rendah, bilangan pekerja pengurusan, profesional dan eksekutif, bilangan pekerja teknikal dan penyeliaan, bilangan pekerja perkeranian dan berkaitan, bilangan pekerja pekerjaan am, bilangan pelajar dan jumlah aset sebagai input. Selain itu, tahap kecekapan teknik dianalisis dengan lebih lanjut menggunakan jadual silang dan ujian chi-square dengan saiz operasi dan intensiti modal IPTS. Kajian mendapati lebih banyak IPTS bersaiz sederhana dan besar serta IPTS yang lebih berintensifkan modal beroperasi pada tahap kecekapan teknik yang lebih tinggi berbanding IPTS bersaiz kecil dan IPTS yang kurang berintensifkan modal. Kesimpulannya, IPTS di Malaysia adalah beroperasi secara kurang cekap bagi tahun 2010. Implikasi dasar adalah IPTS perlu meningkatkan keupayaan pengeluaran, mengurangkan kos dan meningkatkan kualiti perkhidmatan, seterusnya meningkatkan penjanaan pendapatan sektor PPTS.