Linking employee training and development to job performance: Insights from public sector institutions in Hyderabad, Sindh

Abstract

This review synthesizes empirical and theoretical literature focused on the impact of employee training and development on job performance within Hyderabad, Sindh, Pakistan, especially within the public sector, from 2020 to 2025. It highlights 5 key trends within the literature. These are training and development and performance relationship theories, training types and training delivery modes, outcomes assessed such as task performance, service quality and productivity, frameworks on job satisfaction and organizational commitment including transfer climate, and public sector literature of Pakistan and other developing countries of similar context. Overall, the empirical literature, whether based on cross-sectional surveys, quasi-experimental designs, program evaluations, or systematic reviews, presents results indicating a positive relationship between training and development and performance. The extent of the impact, however, hinges on program design, job alignment, supervisory support, and the criticality of evaluation. In the context of local evidence, in-service civil service professional development and teacher training, active initiatives in Sindh connote the policy relevance of training and development. This review outlines the distinct absence of longitudinal studies and impact evaluations within the public sector of Hyderabad as a database limitation, along with the practical resource scarcity and poor monitoring as other database limitations. Future studies and HR strategies focus on ensuring the T&D investments made by public organizations remain effective and sustainable