Modeling Human Resource Training Using Social Network Theory and Analytics

Abstract

Although employee training is vital for the human resource management and for improving the performance of firms, few research has been conducted on the role of employee networks in receiving effective human resource training. This study provides a deeper understanding on the impact of employees’ social networks at the structure, actor and tie levels and human resource training. Data were collected from 130 employees who have undergone training at their workplace in the past. Results from social network analysis and partial least squares path modelling show that the social network variables of betweenness, efficiency and tie strength positively impact training, while density and degree have no significant impact. In addition, findings reveal that gender slightly moderates the relationship between social networks and training. The study recommends that in order to improve the effectiveness of human resource training, organizations should enhance networking environments at the workplace to support relationships between employees regardless of their position.