The influence of training dimensions on employee’s work performance at Kuching Regional Office of Sarawak Energy Berhad

The quality of human resource is an asset to any organization. Therefore, every organization must see to improve the quality of its workforce through training. The importance oftraining can only be appreciated with a clear understanding ofits impact on employee’s performance. Thus, this study is aimed to determine the most important dimension of training and to investigate the influence of four dimensions of training on the employee’s work performance. The data was derived through questionnaires distributed to several departments in Kuching Regional Office of Sarawak Energy Berhad. The findings of this research found that training needs assessment is the most important dimension as compared to the other training dimensions. This is because training needs assessment has the highest mean from overall mean for training dimensions. From the result, most of the respondents agreed that training assessment is able to clarify what are the goals in training and it should determine what are the skills and knowledge that need to be included in training. Furthermore, this study indicates that the early hypothesis is supported in which there is a relationship between each of the training dimensions and employee’s work performance. Among those correlation results, employee’s work performance is highly correlated with training commitment. This is due to the highest result of coefficient statistic. Hence, it can be concluded that, training commitment is the most influence training dimensions toward employee’s work performance.