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The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda.

The authors used correlation, regression and MedGraph to investigate the hypotheses.

The findings revealed that there is a positive relationships between training and employee commitment (r = 0.507**, p < 0.01), a positive relationship between training and job satisfaction (r = 0.744**, p < 0.01) and a positive relationship between job satisfaction and employee commitment (r = 0.519**, p < 0.01). The regression model showed that the predictor variables explain at least 29.7 per cent of the variance in employee commitment (adjusted R² = 0.297). MedGraph results revealed a partial type of mediation because the correlation between training (independent variable) and employee commitment (dependent variable) decreased from 0.507*** to 0.271*** by inclusion of job satisfaction (mediating variable).

This study is one of the pioneers to extend the employee commitment debate to Ugandan banking sector. It provides an explanation with empirical evidence by demonstrating that training extends direct positive effect on employee commitment in the banking sector in Ugandan situation. The study also demonstrates that, in the banking sector in Uganda, job satisfaction helps to partially transmit the effect of training on employee commitment. This study further builds a model that will help researchers and practitioners in investigating and explaining employee commitment in the banking sector in Ugandan situation.

Banking sector is an important subset of any economy and plays a very crucial and significant part in its growth and development. The expansion and credibility of banking sector is attributed to the fact that it caters to the financial needs and accordingly provides customised solutions for the people at large. The new millennium has witnessed metamorphosis in the banking sector. The pace and trend of transformation is all set to accelerate in the coming decade. The process of Liberalisation, Privatisation and Globalisation Model (LPG Model) banking practices which being unleashed a few decades back will reach to greater heights as we step into the next decade. The innovative technology has brought about a paradigm shift in all aspects of banking like routine operations, transactions, products and processes, delivery of services in terms of various e-channels, credit administration and credit management, audit and compliance and Fin-Techs partnership. Digital transformations in the banking sector have received much needed thrust because of ‘The Digital India Moment’. The current study attempts to highlight the role of technology in banking and how technology-led innovations and initiatives will determine the business of banking as a whole. The significance of these technology-driven innovations and transformations is that they put both banker and customer in a win-win situation as drawn from existing literature related to financial institutions. The focus is on investigating the digital innovations adopted by the different banks both public and private to understand the economic structural changes resulted out of it.

The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts.

This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review.

Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development.

This review discusses practical implications for human resource management practitioners.

This review is a unique attempt to assess the human capital and well-being literature systematically.

The purpose of this study is to analyse the perception of employees towards training and also examine the mediation effect of employee engagement between training and task performance.

An integrated model has been developed highlighting the relationship of the motivation for training and support for training and their implications on task performance through the mediating role of employee engagement. Using the sample of 397, structural equation modelling has been used with the help of SPSS and AMOS to validate the hypothesized relationship and evaluate the responses of employees working in travel agencies operating in Delhi (capital), India.

The findings of this study demonstrated a positively significant relationship between training and task performance of employees in the tourism and hospitality industry. Simultaneously, employee engagement positively mediates the relationship between training and task performance directly and indirectly. This study goes over the ramifications of the findings and offers some suggestions for practical implementations.

The findings of this study can be used by managers and HR professionals to organize exclusive training programs for improving employees’ performance based on the dimensions used in this study. This study also suggests that training program enhances employee engagement in organizational activities which leads to build up team work and overall organizational as well as individual performance.

This study also introduces a conceptual model and theoretical framework that provide a significant contribution to the training and task performance of employees. This study provides a strong theoretical foundation by incorporating the social exchange theory to confirm the role of employee engagement in performance. Further, this novel piece of research explores the relationship between training and task performance with employee engagement as a mediator, especially in the Indian tourism and hospitality industry.