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The impact of training and development practices on innovation and financial performance

机译：培训和发展实践对创新和财务绩效的影响

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Purpose - Over recent years, firms have been implementing novel human resource practices. The purpose of this paper is to analyse four specific training practices to determine if and up to what extent the adoption of such practices affects innovation and financial performance. Design/methodology/approach - A Spanish sub-sample of the European Manufacturing Survey is used to contain the responses of 162 manufacturing firms. Findings - The positive relation between T&D practices and innovative performance was partially accepted, as new-to-the-firm products and new services had a significant relation with these practices. Conversely, the hypothesis stating that there is a positive relation between a new-to-the-market product and the aforementioned T&D practices was rejected. Furthermore, the positive relation between these and financial performance was partially accepted. Research limitations/implications - This research presents the following limitation: the small number of responses restricts the general reliability of the findings. The inclusion of other countries' data using the same questionnaire would further enrich the analysis. Practical implications - First, general training and development is not enough; thus, the present study evidences the positive results of specific training practices such as training and development for creativity and innovation (TD4CI) on firm performances. Second, it also reveals a relation between training practices and innovation by differentiating among the three dimensions of innovation (new product to the firm, new product to the market and new services). Moreover, the present research highlights the benefits of implementing these types of practices, not only for innovation performance but also for financial performance. This paper also suggests that not all the training practices have the same impact on firm performance. Consequently, the company should be clear about their main aim to obtain the highest performance. The third contribution is based on the Spanish context wherein training is not considered as an important organisational function. Thus, this study provides positive results showing that TD4CI might enhance firm performance. Last, the degree of detail of the different training practices analysed, the recent nature of the data related to their implementation and the link between implementation and organisation performance are also part of the contribution of the present analyses. Originality/value - This research offers recent and relevant data about implementing novel T&D practices and their relation with firm performance.
机译：目的-近年来，公司一直在实施新颖的人力资源实践。本文的目的是分析四种特定的培训实践，以确定采用这种实践是否会影响创新和财务绩效，以及在何种程度上影响创新和财务绩效。设计/方法/方法-欧洲制造业调查的西班牙子样本用于包含162个制造公司的答复。调查结果-T＆D做法与创新绩效之间的积极关系被部分接受，因为新到公司的产品和新服务与这些做法有着重要的关系。相反，假设新产品和上述T＆D实践之间存在正相关的假设被拒绝了。此外，这些与财务业绩之间的积极关系被部分接受。研究的局限性/含义-该研究存在以下局限性：答复数量少限制了研究结果的总体可靠性。使用同一调查表包括其他国家的数据将进一步丰富分析。实际意义-首先，一般的培训和发展是不够的；因此，本研究证明了特定培训实践的积极成果，例如针对公司绩效的创造力和创新培训（TD4CI）。其次，它还通过区分创新的三个维度（企业的新产品，市场的新产品和新服务）揭示了培训实践与创新之间的关系。此外，本研究强调了实施这些类型的实践的好处，不仅对于创新绩效，而且对于财务绩效。本文还建议并非所有的培训实践对公司绩效都有相同的影响。因此，公司应明确其获得最高性能的主要目标。第三个贡献是基于西班牙的情况，其中培训不被视为重要的组织职能。因此，这项研究提供了积极的结果，表明TD4CI可能会增强公司的业绩。最后，分析了不同培训实践的详细程度，与实施相关的数据的最新性质以及实施与组织绩效之间的联系也是本分析的一部分。原创性/价值-这项研究提供了有关实施新颖的T＆D实践及其与公司绩效的关系的最新和相关数据。

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