Abstract:

The Employee Experience (EX) approach has emerged as a pivotal framework for investigating and intervening in contemporary workplace dynamics. In response to escalating challenges such as soaring turnover rates and evolving generational values, a burgeoning body of scientific literature and organizational practices advocates for prioritizing a positive workforce experience. This paradigm shift, rooted in the analogous concept of client experience from the marketing domain, has swiftly permeated the realm of people management and development, adapting across the entire spectrum of the employee lifecycle.

This research endeavours to delve deeper into the EX paradigm, particularly within the milieu of workplace learning and development, by introducing the novel concept of Employee Training Experience (ETE). Through a qualitative inquiry, this study employed a multifaceted approach encompassing both an expansive open-ended questionnaire distributed to 500 participants and in-depth semi-structured interviews conducted with 50 individuals. The qualitative data collected were meticulously analyzed utilizing thematic content analysis techniques, integrating both pre-defined and emergent categories to unveil nuanced insights.

The findings of this study not only contribute to a richer conceptual understanding of ETE but also furnish a practical roadmap for enhancing organizational training initiatives. A conceptual model elucidating the constituent elements of ETE is presented, delineating the intricate interplay between internal variables, encompassing both positive and negative facets of the training experience, and external factors that exert influence. Moreover, the categorical structure discerned from the analysis not only identifies key determinants of ETE but also underscores the pivotal role of organizational context and leadership in shaping training outcomes.

This study underscores the imperative for organizations to adopt a holistic perspective towards employee training, emphasizing not only the delivery of content but also the cultivation of an enriching training experience. By fostering a conducive learning environment and aligning training programs with the diverse needs and expectations of employees, organizations can foster greater engagement, retention, and ultimately, organizational success. The implications of these findings extend beyond the confines of this study, offering valuable insights for HR practitioners, organizational leaders, and scholars alike, as they navigate the evolving landscape of workplace learning and development in the 21st century.

Keywords:

Employee Experience, Training, Learning and Development.