THE ROLE OF STRATEGIC EMPLOYEE TRAINING AND HUMAN RESOURCE MANAGEMENT PRACTICES IN ENHANCING ORGANIZATIONAL PRODUCTIVITY AND INNOVATION

Abstract

This study examines the impact of employee training and human resource management practices on organizational productivity, emphasizing their role in fostering innovation and organizational adaptability. The analysis focuses on the roles of selection procedures, training design, delivery style, employee perceptions, and training exposure in driving performance outcomes aligned with strategic HRM objectives. Using a survey design with 248 respondents across multiple organizations, the study employed descriptive statistics, regression analysis, and chi-square tests to more precisely evaluate the strength and direction of the relationships among key variables. Results indicate that all five training-related factors significantly influence organizational productivity, with well-structured selection procedures, relevant training content, participatory delivery methods, positive employee perception, and consistent exposure enhancing both individual and organizational outcomes. These findings highlight the importance of equitable access to training, inclusive HR policies, and participatory decision-making in fostering industrial harmony, employee satisfaction, and innovation as core components of productive organizational climates. Policy implications suggest that organizations should prioritize merit-based selection, design contextually relevant training programs, adopt interactive delivery methods, and implement monitoring frameworks that continuously evaluate training effectiveness and organizational impact to optimize productivity gains. The study contributes to human capital theory, social exchange theory, and high-performance work systems literature by providing evidence that strategic HRM-aligned training is crucial for sustainable organizational competitiveness and long-term innovative capacity.