Evaluation of Training and Development Models: A Case Study on Bank Industry in Uzbekistan

Abstract

Training design plays are an important role in the employee besides administrative performance. A bad training design is a waste time and money (Tsaur and Lin, 2004). Mathis and Jackson (2014) asserted that their primary considerations: determining learner’s readiness, understanding different learning styles, and designing training for transfer. Designed for training to be effective and capable of influencing administrative performance, the trainees should be simple skills needed for learning, the cause to learn and possess self-efficacy.