Author:Joyce A. Coronacion, Andreana Deanne B. Borgonos, Nichole P. Gonzaga, Kayrll P. Rubina

Doi: 10.26480/mjhrm.02.2024.111.121

This is an open access article distributed under the Creative Commons Attribution License CC BY 4.0, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited

Training serves as a powerful instrument to enhance employees’ efficiency and competency as well as organizational development. This study focuses on creating an action plan for the improvement of the training and development programs at the Results Companies in Lipa, City. Specifically, the problem dealt with the perceptions of the employees on the factors that affect the implementation of training programs and the effectiveness of the training and development programs in employees’ performance. The study aimed to determine the impact of the training and development program on employees’ performance. The study employed the quantitative research method. Weighted mean and ANOVA were used. The findings indicated that emotional intelligence, managerial support, facilities and material resources, training content, as well as financial factors, significantly influence the implementation of the training programs. Additionally, the findings show that overall training and development are positively correlated with the overall employees’ performance in terms of productivity, growth, satisfaction, engagement, and morale. The research affirmed the proposition that training and development have a positive impact on employees’ performance. To test the hypotheses, an online survey was conducted to the employees of Results Companies Lipa, City, which was selected through simple random sampling. A total of fifty (50) respondents participated in the survey. The data gathered from the respondents was analyzed using the ANOVA test. The results revealed that there are no significant differences in the effectiveness of the training and development programs as perceived by the employees in terms of productivity, growth, satisfaction, engagement, and morale. Therefore, the null hypothesis was accepted. While it shows that there is a significant difference in the factors that affect the implementation of the training and development programs as perceived by the employee. Therefore, the null hypothesis was rejected. It is recommended that management should consider and accept the proposed action plan for the better improvement of the training and development programs at the organization.