Evaluating the Impact of Training Alternatives on SME Business Wellbeing

This study considers the relationship between the satisfaction SMEs have towards their training needs being met by a diverse range of Training Alternatives (TAs) and the levels of impact the training has on organisation well-being. TAs considered includes “learning at a local college” and “training provider outside of the workplace”. To investigate both the interdependence and dependence of satisfaction levels of training needs met and organisation well-being, correlation and regression-type analyses are undertaken. The literature recognises that employee well-being is in the best interests of organisations who invest resources into staff development. The relationship between training provision and well-being remains under researched within SMEs. The study examines a dataset of 3,467 enterprises considering the relationship, interdependence and dependence, between the satisfaction SMEs have towards their training needs being met by a diverse range of TAs and the impact levels of training towards organisation well-being. To investigate the interdependence between these items, a series of correlation analyses are presented. To investigate the dependence between the items, the Regression-type Classification and Ranking Belief Simplex (RCaRBS) technique is employed, which offers an uncertain reasoning based visual approach to the exposition of findings. The nascent RCaRBS technique employed is able to analyse SMEs irrespective of the number and which TAs they utilise (a sparse data set). The results on the interdependence (using correlation), between SMEs training satisfaction and organisation well-being, indicate varying levels of interdependence from different TAs, with 'Somebody within the workplace providing on the job training' and 'Learning by doing/in-house training by staff' most significant, and 'E-learning' and 'Distance learning' least significant. When considering dependence (using RCaRBS), the graphical results demonstrate 'Learning by doing/in-house training by staff' most contributory and 'By a private training provider outside of the workplace' and 'Distance learning' least contributory. The results indicate distinctions between the relevance/contribution of TAs, namely those constructed and taking place within the workplace and those occurring externally towards organisation well-being. SMEs need to consider the construction, value and impact of training towards organisation well-being.