International Journal of Scientific Research and Management (IJSRM) ||Volume||06||Issue||03||Pages||EM-2018-191-198||2018|| Website: www.ijsrm.in ISSN (e): 2321-3418 Index Copernicus value (2015): 57.47, (2016):93.67, DOI: 10.18535/ijsrm/v6i3.em02 Shouvik Sanyal, IJSRM Volume 06 Issue 03 March 2018 [www.ijsrm.in] EM-2018-191 Impact of Training and Development on the Performance of Employees - A Comparative Study on Select Banks in Sultanate of Oman Shouvik Sanyal a* , Mohammed Wamique Hisam b Corresponding Author: a* Assistant Professor, Department of Management and Marketing, College of Commerce and Business Administration, Dhofar University, Salalah , PO Box. 2509, PC.211, Sultanate of Oman. E- mail: shouviksanyal2000@gmail.com b Assistant Professor, Department of Management and Marketing, College of Commerce and Business Administration, Dhofar University, Salalah, PO Box. 2509, PC.211, Sultanate of Oman. Abstract This paper studies the impact of Training and Development practices on the employee performance in the select Omani Public and Private sector banking organizations. The aim of the paper is to analyze the impact of training and development practices on employee performance. The study adopts descriptive research design and it imbibes both primary and secondary data. Convenience sampling method is applied for collecting the data through administering a structured questionnaire. The sample size for the study is 300. Statistical tools like Pearson Correlation Analysis, Regression Analysis and ANOVA were applied to test the proposed alternate hypothesis. The study concludes that Training and Development Practices have a positive influence on employee performance in the Omani Banking Industry. Keywords: Training and Development, Employee Performance, Impact. Introduction Human resources (Armstrong, 2009) have played a significant role in the economic development in most developed countries. Developing countries like India, can adopt these lessons to their growing economy. To manage an organization both large and small requires staffing them with competent personnel. The formal educational system does not adequately teach specific job skills for a position in a particular organization. Few employees have the requisite skills, knowledge, abilities and competencies needed to work effectively. As a result, many require extensive training to acquire the necessary aforementioned requisites to be able to make substantive contribution towards the organization’s growth. Training is imparting a specific skill to do a particular job while development deals with general enhancement and growth of individual skill and abilities through conscious and unconscious learning. The main purpose of training and development is by improving the employee competencies so that organizations can maximize efficiency and effectiveness of their human assets. Armstrong (2009) clearly stated in his book that organizations could benefit from training and development through winning the “heart and minds of” their employees to get them to identify with the organization, to exert themselves more on its behalf and to remain with the organization. If employees are to experience flexibility and effectiveness on the job, they need to acquire and develop knowledge and skills, and if they are to believe that they are valued by the organization they work for, then they need to see visible signs of management’s commitment to their training and career needs. Training and