In this globalization era, organization aims to achieve a better performance in term of their efficiency and effectiveness. In order to meet this aim, organization should focuses on work motivation for every employee. Previous studies found that the work motivation is derived from a good training program that has been implemented in an organization. Due to increases public complaints issue arised among the public service servants, the public organizations totally need to put high priority to organize good training program so that work motivation able to build among their employees. Therefore, this article attempts to propose an investigation on the effect of Personnel Development Training Program on work motivation amongst public service servants at Department of Education in Kedah State, Malaysia. The results of the study are expected to guide the top management of that public sector organization in order to provide more effective training program and better understanding on the concept of public service servant work motivation

Noor Aznida Azmar

PhD Abd Rahim Romle

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Australian Journal of Basic and Applied Sciences, 9(4)  Special 2015, Pages: 74-77 
 
AENSI Journals 
Australian Journal of Basic and Applied Sciences 
 ISSN:1991-8178 
 
 
Journal home page: www.ajbasweb.com 
 
 
Corresponding Author: Noor Aznida Azmar, Student , College of Law, Government & International Studies, University  
Utara Malaysia,  
Tel: +60175122720  E-mail: nora_nieda@yahoo.com  
New Prospect on the Impact of Training Program Towards Work Motivation Amongst 
Public Service Servants 
 
1Noor Aznida Azmar and 2Abd. Rahim Romle, PhD  
 
1Noor Aznida Azmar, College of Law, Government & International Studies, Universiti Utara Malaysia, Malaysia 
2Abd. Rahim Romle, PhD., College of Law, Government & International Studies, Universiti Utara Malaysia, Malaysia 
 
A R T I C L E  I N F O   A B S T R A C T  
Article history: 
Received 11 October 2014 
Received in revised form 21 November 
2014 
Accepted 25 December 2014 
Available online 16 January 2015 
 
Keywords: 
job performance, public service 
servants, training and development, 
work motivation 
 In this globalization era, organization aims to achieve a better performance in term of 
their efficiency and effectiveness. In order to meet this aim, organization should focuses 
on work motivation for every employee. Previous studies found that the work 
motivation is derived from a good training program that has been implemented in an 
organization. Due to increases public complaints issue arised among the public service 
servants, the public organizations totally need to put high priority to organize good 
training program so that work motivation able to build among their employees. 
Therefore, this article attempts to propose an investigation on the effect of Personnel 
Development Training Program on work motivation amongst public service servants at 
Department of Education in Kedah State, Malaysia. The results of the study are 
expected to guide the top management of that public sector organization in order to 
provide more effective training program and better understanding on the concept of 
public service servant work motivation. 
 
 
© 2015 AENSI Publisher All rights reserved. 
To Cite This Article: Noor Aznida Azmar and  Abd. Rahim Romle, PhD, New Prospect on the Impact of Training Program Towards Work 
Motivation Amongst Public Service Servants. Aust. J. Basic & Appl. Sci., 9(4): 74-77, 2015 
 
INTRODUCTION 
 
 In Malaysian public sector organization, the government had allocated 3 to 5 per cent of their allocation for 
staff training and development. Under the Ninth Malaysia Plan, the Government had allocated RM 4792.6 
million for corporate training, and this include Industrial Training, Commercial Training and Management 
Training to further improve the quality of the labour force with an increased supply of educated and skilled 
human resource due to expansion in the capacity of education and training institutions. However, although the 
government had put more effort in allocating more money to develop the public servants’ skills and abilities, the 
human resources training and development practiced at the public sectors organization still not effective enough 
to develop their public servants’ motivation in increasing knowledge, skills and abilities to deliver the public 
services. In this globalization era, training and development is one of the key human resources functions. In 
order to face the global challenges in the organizational environment, the top management need to organize the 
training programme to their employees. Therefore, most organizations look at training and development as an 
integral part of the human resource development activity especially in developing work motivation. Control 
stifles motivation while involvement creates a more productive environment. If the workers feel they are being 
treated fairly and with respect, this attitude will develop and guide their behavior in a positive direction. 
Activities that can gain interest on the part of workers include employee participation committees, task force 
efforts, training programs, opportunities for outside education, newsletters, contests, and congratulatory 
messages from management (Kennish, 1998). In order to make it clear and precise, work motivation also can be 
develop through training program that had been organized by the top management to their own employees.  
 
Problem statements: 
 The reputation of government will depend on public service delivery by their public servants. However, 
public service delivery among the public sector organization still had received many complaints from the 
citizen. According to Navaratman (2013), based on the honest appraisal of the Public Complaints Bureau’s 
Annual Report, the public service delivery is letting the citizen all down badly by the employees’ bad services to 
them. From the complaints, it can be analyzed that training program still unable to increase efficiency public 
service delivery. In fact, lack of work motivation had caused an increasing number of complaints have been 
75                                                   Noor Aznida Azmar1, Abd. Rahim Romle, PhD, 2015 
Australian Journal of Basic and Applied Sciences, 9(4)  Special 2015, Pages: 74-77 
made the public due to delays by public sectors’ employees in term of service delivery (Zaherawati et al, 2012). 
This was totally shown that the human resources training and development practiced at the public sectors 
organization still not effective enough to develop their public servants’ motivation in increasing knowledge, 
skills and abilities to deliver the public services. Based on the problem, Department of Education in Kedah 
State, Malaysia management had put training’s effectiveness as the most priority issues to solve the problems of 
public’s bad perceptions and complaints regarding bad services delivery among the public sectors organization. 
So, Department of Education in Kedah State, Malaysia had established Unit of Training and Development in 
order to conduct effective training for the employees as well as evaluating the outcome of the training. However, 
to what extent training program organized by Department of Education able to increase public service servants’ 
work motivation instead from enhanced their knowledge, skills and ability? To what extent training program 
effect the public service servant’s work motivation in completing the task given? From these questions, this 
study proposed to investigate on the effect of Personnel Development Training Program towards work 
motivation amongst public service servants at Department of Education in Kedah State, Malaysia 
  
Research objectives: 
 Generally, the objective of this study is to examine the effect of training and development’s criteria towards 
work motivation among public service servants at Department of Education in Kedah State, Malaysia. 
Therefore, the researcher had highlighted three main specific objectives in order to answer all research 
questions. There are:  
a) To know the level of public servant’s work motivation at Department of Education in Kedah State, 
Malaysia  
b) To determine the relationship between Personnel Development Training Programmed effectiveness criteria 
and public servant’s work motivation. 
c) To investigate the most influential Personnel Development Training Programmed effectiveness criteria that 
leads to public servant’s work motivation. 
 
Literature review: 
Work Motivation amongst Public Service Servants: 
 Work motivation is thusly manifested by attention, effort, and persistence. The ability to measure factors 
that energize, channel, and sustain work behaviour over time (Steers et al., 2004). It is essential for capturing 
employee motivation and for developing interventions aimed at enhancing motivation, and in turn, job 
satisfaction and performance. Motivation is getting more important every day since the competition in the 
workplace is increasingly on a daily basis as well as the unemployment rate (Hertel, 2003). In order to achieve 
motivation, managers must know each employee. Managers must have a wide range of motivational techniques 
available. Each employee has a different set of values and personal experiences that brought them to where they 
are today. For example, employees are motivated by learning and should likewise be motivated to learn. 
Workers should be offered regular opportunities to attend conferences in their field, seminars, or in-house 
training programs (Buhler, 1998). With the explanation, it is clear that training programme able to increase the 
employees’ motivation since the employees had motivated to learn more and improved their carrier 
development. From that, a supervisor can provide the environment in which employees are willing to motivate 
themselves. The purpose of a motivating environment is to encourage every member of an organization to 
motivate himself to contribute his best effort to the job at all times. 
 
Effectiveness Criteria in Training and Development Programme: 
 The effectiveness of training and development program is very important variable that need to be evaluated 
in order to measure the benefit that the organization occurred after conducting training program. As elaborate by 
Palameta et al. (2011), an effective training program can be defined as it designed and delivered in a way that is 
well aligned with the learning needs of its target population such that it enables participation and produces 
relevant skill gains that lead to beneficial labour market outcomes. In other word, effectiveness of training 
program reflected as the successful training program designed and fulfilling the objectives of training in order to 
enhance the employees’ skills and knowledge as well as developing the employees’ career development. 
Besides that, according to Jayawardana and Prasanna (2007), effectiveness is measured by how many training 
participants successfully apply their learning on the job penetration, learning on the job sustainability and how 
quickly the organization will realize the benefits for the entire target audience (speed). From that, it can be 
concluded that, effectiveness of training program can be established through the positive changes occurred 
among trainees and learning application after participate in the training especially building their work 
motivation.  
 
 
 
76                                                   Noor Aznida Azmar1, Abd. Rahim Romle, PhD, 2015 
Australian Journal of Basic and Applied Sciences, 9(4)  Special 2015, Pages: 74-77 
Methodology: 
 In this cross-sectional survey, the data will be collected from Department of Education in Kedah State, 
Malaysia employees through distribution of questionnaires and the data will be analyzed and interpreted through 
Statistical Package for Social Sciences (SPSS), version 19.0 to determine the relationship involved. In the 
context of this study, researcher using Proportionate Stratified Random Sampling to identify each of the 
employees at every management hierarchy which had lower level management, middle level management and 
top level management. Based on Krejcie and Morgan (1970), a total of 175 respondents will be selected to 
become the respondents in this study to answer the questionnaires given. The researcher is going to identify the 
relationship between variables by using Pearson correlation. Besides that, the most influential Personnel 
Development Training Program effectiveness criteria that lead to public servants’ work motivation will be 
analyze based on the Multiple Regression Analysis. In addition, the researchers also aim to identify the level of 
public service servant work motivation based on descriptive analysis.  
 
Conclusion: 
 
 
Diagram 1: Conceptual Framework of the Effect of Personnel Development Training Programme Effectiveness  
Criteria towards Public Servants’ Work Motivation 
 
 Diagram 1 above shows the relationship criteria of training and development towards on work motivation. 
In this diagram it consists of three criteria training and development program (i.e. professional trainers factor, 
employees factor and also the training methods factor). Thus, this model will describe the relationship of two 
variables and this proposed model will give better understanding either the relationship will impact directly on 
the relationship between criteria of training and development towards on work motivation. 
 In order to understand impact of training program towards work motivation amongst public service 
servants, this conceptual framework provides the criteria of training and development that able to facilitate the 
employees to gain more knowledge and improve their skills as well as work motivation. From the conceptual 
framework, the independence variables consists the professional trainers factor, employees factor and also the 
training methods factor. The dependable variable in this research is about the public service servants’ work 
motivation. The conceptual framework highlight that effectiveness training and development program based on 
the successful training program designed and fulfilling the objectives of training in order to enhance the 
employees’ skills and knowledge as well as developing the employees’ motivation and career development 
(Palameta and et., 2011). According to Kirkpatrick, and Kirkpatrick (2009), the effectiveness of training 
program can be established through several elements such as setting objective, selecting qualified participants, 
selecting appropriate instructors, selecting appropriate facilities, determine subject contents and methods of 
training program. With all the elements of effectiveness training program, the authors had built variables that 
showed the relationship towards effectiveness of training program through the evaluation of training program. 
From that, the authors had showed the important elements that achieving effective training program. According 
to Jayawardana & Prasanna (2007), training effectiveness literature describes many factors that influence the 
effectiveness of training provided to employees such categorized as individual factors, motivational factors and 
organizational or environmental factors. The finding of this previous study also showed that all three variables 
had relationship with the effectiveness of training program. Other previous study also found that there are three 
main variables that able to affect the effectiveness of training and development program such as role of 
structural forces, individual factors and roles of program design (Palameta and et., 2011). As for the finding of 
this study also concluded all three variable had significance difference and relationship towards the 
effectiveness of training program.  
77                                                   Noor Aznida Azmar1, Abd. Rahim Romle, PhD, 2015 
Australian Journal of Basic and Applied Sciences, 9(4)  Special 2015, Pages: 74-77 
 Based on the scholars that had been conducted previous researches regarding the criteria that contributes to 
the effectiveness of training program, it is clearly highlight that, the factors of professional trainers, training 
facilities and employees’ attitude towards training program, had been chosen to evaluate the effectiveness of 
training and development program. These are because of the dominant factors that established by the previous 
researchers to evaluate the effectiveness of training and development program in order to improve the 
employees’ work motivation in the organization. Therefore, it was very important for the researchers to 
highlight all dominants effectiveness factors that able to influence work motivation among public service 
servants in Department of Education in Kedah State. 
 
REFERENCES 
 
Bohlender, G., S. Snell, 2010. Managing Human Resources (15
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Buhler, P., 1998. Motivating the employee of the 90s. New York: Irwin Publishers, pp: 8-11. 
Donald Kirkpatrick, L., D. James Kirkpatrick, 2009. Evaluating Training Programs, (3
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Berrett-Koehler Publishers, retrieved 2013, May 21 from www.bkconnection.com 
Hertel, F., 2003. Motivation in the Workplace. GRIN Verlag retrieved 2013, May 28 from google book 
online database.  
Jayawardana, K.L., H.A.D. Prasanna, 2007. Factors Affecting the Effectiveness of Training Provided to 
Merchandisers of Garment Industry in Sri Lanka, Sri Lankan Journal of Management, Sri Lanka.  
Kennish, J.W., 1998. Motivating with a positive participatory policy. Englewood Cliffs, NJ: Prentice-Hall, 
Inc., pp: 22-24. 
Krejcie, R.V., D.W. Morgan, 1970. Determining Sample Size for Research Activities, Educational and 
Psychological Measurement, 30: 607-610. 
Navaratman, R., 2013. Public service a letdown, retrieved September 24, 2014 from 
http://www.thestar.com.my/story 
Palameta, Myers, Gyarmati and Voyer, 2011. Understanding training program effectiveness: A 
comprehensive framework, published by the Social Research and Demonstration Corporation, United State of 
America.  
Pinder, C.C., 1998. Work motivation in organizational behavior. Upper Saddle River, NJ: Prentice Hall. 
Steers, R.M., R.T. Mowday, D.L. Shapiro, 2004. Introduction to Special Topic Forum the Future Of Work 
Motivation Theory. Academy of Management Review, 29(3): 379–387. 
 
 
 


New Prospect on the Impact of Training Program Towards Work Motivation Amongst Public Service Servants

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New Prospect on the Impact of Training Program Towards Work Motivation Amongst Public Service Servants

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