Linking Training Efficacy with Training Outcome under the Ambit of Talent Management

The South African public service has adopted an outcomes-based approach based on the theory of
change linking inputs and activities to outputs and outcomes. Hence, increased focus on impact
assessments emphasising the influence of training interventions thus training efficacy. The research
purposed exploring the triad facets of training efficacy, viz. organisational, individual and trainingrelated
factors and the impact thereof on training outcome within the context of the South African
public service. The rationale for afore stated is premised on public service training expenditure which
is increasingly becoming unsustainable without any indication of the impact i.e. efficacy thereof on, for
example service delivery. The longitudinal study adopted a quasi-experimental non-equivalent control
group design in which experimental and control groups were utilized to investigate the link between
training effectiveness and outcome. The self-constructed questionnaire was specifically designed for
the project and based on the content of the training intervention. A total of 70 respondents were
included in the final sample. Using correlation and regression analyses the research estimated the link
between training effectiveness (i.e. organizational, individual and training-related aspects) and training
outcome. Results indicated that there is a statistically significant correlation between training-related
aspects and training outcome. Individual and organizational factors statistically significantly influence
training-related aspects. The triad facets of training efficacy should be taken into consideration when
commissioning training to increase the effectiveness of the intervention.