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TRAINING AND DEVELOPMENT EFFECTIVENESS AND EMPLOYEE PERFORMANCE: THE
MEDIATING ROLE OF EMPLOYEE MOTIVATION AND CREATIVITY

Potentially, results of this study will Employee performance can be view as
assist for strategy formulation related to the individual commitment to achieve
success of the industry together with organizational objectives. There is an impact
individual organizations and as a guideline of training and development on employee
for future plans. Also, this will lead for performance positively (Falola, Osibanjo &
future studies on apparel industry in Sri Ojo, 2014). The motivated employees lead
Lanka. for the growth of the company thus,
employee motivation and organizational
2 LITERATURE REVIEW effectiveness are directly related (Manzoor,
2012).
Training and development are
indispensable strategic tools in an Many theoretical literatures suggest the
organization. Training refers to a planned positive relationship between empowerment
effort by an organization to facilitate & training and creativity (Nawaz M et al.,
employee’s job related competencies like 2014). Consequently, enhancing motivation,
knowledge, skills, attitude and behaviors satisfaction and commitment of the
(Noe, 2010). Following the liberalization in employees is important and because of this
1977 the structure of exports in the economy reason, training programs are prominent in
changed drastically from agricultural to organizations (Naeem, Irml & Zahra, 2014).
industrial base. Emergence of industries like

rubber base products, machinery, diamonds,
travel goods, footwear and fish products 3 RESEARCH PROBLEM
gradually increased while textile remains
same on their product portfolio Being a labour intensive industry, the
(Deerasinghe, 2002). performance of an apparel firm is merely
depending on the performance of the
Major challenges in apparel industry workforce. Since the firms invest its
can be highlighted as concentrated on a few resources in T&D, understanding the effect
export markets, insufficient product of such programs on individual performance
diversification, lack of solid raw material is worthwhile. T&D programs should
base and lack of skilled labor including positively impact on firm performance;
managerial positions. Lack of properly otherwise it will be an event with a little
trained labor, high labor turnover, payback for the organization.
difficulties in obtaining seasonal labor and
outsourcing labor are conditions which are
responsible for the low labor productivity 4 METHODOLOGY
(Deerasinghe, 2002).
The main purpose of this study is to
Though, the question of whether determine whether there is a significant
questions of whether or not training is impact of T & D programs on employee
worthwhile and effective for the performances in apparel sector. Also,
organization is prevailing (Altarawneh, identify the mediating role of employee
2009). Kirkpatrick proposed a four stage creativity and motivation. From the
training effectiveness evaluation model in reviewed literature, a conceptual framework
1959 (Galloway, 2005) that include four has been developed as shown in Figure 1.
levels of measures such as reaction,
learning, behavior and results. This model is The study administrated the
simple, easy and sensible as compared with questionaaire across sewing operators and
newer models (Doherty, 2004) and it has their immediate supervisors of four apparel
been used by many researchers to measure manufacturing firms during a two months
the training effectiveness in the period.
manufacturing industry.

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