IMPACT OF TRAINING AND DEVELOPMENT, WORKING CONDITIONS AND PERFORMANCE FEEDBACK ON EMPLOYEE PERFORMANCE

Abstract

This is empirical research to examine how training and development (TD), working condition (WC), and performance feedback (PF) respectively influence employee performance (EP) in banking industry in Pakistan. In quantitative research, analyzing the results of 160 banking experts in Noshero Feroze District was done through the SPSS 27. All the variables were measured using a structured questionnaire (12 items; 5-point Likert scale). The internal consistency was high as accepted by the analysis of reliability (Cronbachs 2 = .896). The results of correlations showed or indicated positive relationships to be significant (p <. 01) with PF-EP showing the highest relationship (r = .871). It was computed that the combination of TD, WC and PF explains 68.7 percent of the variance of EP (Adjusted R 2 =. 782, F (3,156) = 191.568, p<. 001). Out of all of them, Performance Feedback turned out to be the most powerful predictor (beta = .702, p < .001), followed by WC (beta = .135, p = .015) and TD (beta = .127, p = .014). All hypotheses are confirmed and point out the most crucial role of PF in performance improvement. The research promotes the strategic investment in AI-based feedback mechanism, training in line with the cultural ethos (such as Islamic finance course), and redesigning workplace (ergonomics). These evidence-based practices provide deliverable avenues through which banks in emerging economies can establish high-performance work systems (HPWS) and maximize on workforce efficacy.