Question: Write an in$-$depth discussion on the key findings of the literature review listed below.

$8\mathrm{.}1.$ Employee Planning and Development

Empirical data suggests that properly structured employee training initiatives improve competencies, adaptability, and overall productivity. These initiatives facilitate the retention of highly trained individuals, reduce employee turnover, and promote continuous improvement. These programs enhance employees' technical proficiency and problem$-$solving aptitude, enabling them to effectively manage diverse duties and adjust to dynamic work situations. This ultimately improves the overall effectiveness of the organisation.

$8\mathrm{.}2.$ Financial Stability and Operational Efficiency in Small $$ Medium Enterprises

Dynamic Display, a small firm, experiences significant concerns over its financial viability. Otoo's $(2024)$ research reveals that financial challenges in small businesses often stem from inadequate project management, prolonged project timelines, and the underestimating of project costs. Organisations can mitigate these problems by adopting well$-$organised planning and training programs, which ensure that personnel are sufficiently prepared to handle projects with efficiency and effectiveness. Furthermore, possessing a workforce that possesses a diverse array of talents amplifies operational efficiency by empowering individuals to undertake various activities and adjust to varied jobs as necessary $($Mckinsey & Company, $2020).$ The flexibility is particularly beneficial for small enterprises that need to efficiently utilise their resources and quickly respond to changes in the market.

$8\mathrm{.}3.$ Employee Training and Development

Training refers to the deliberate and organised activities undertaken by an organisation to assist employees in acquiring job$-$specific information, skills, abilities, and behaviours, with the ultimate aim of applying these effectively in their work $($Noe and Hollenbeck, $2019).$ Training is a methodical process of altering behaviour by using learning techniques. It allows individuals to enhance their knowledge, skills, and qualifications required to do their tasks effectively. A training needs assessment aids corporations or organisations in ascertaining the necessity of training. Training needs assessment involves analysing the disparity between the current state of a job or positions and the desired state, depending on the organization's operations and strategic objectives $($Lussier and Hendon, $2020).$ Noel and Hollenback $(2019)$ identified many training approaches, such as instructor$-$led training, e$-$learning, case study, behaviour modelling, role$-$playing, training games, in$-$basket training, on$-$the$-$job training, and apprenticeship training.

$8\mathrm{.}4.$ Defining Employee performance

Employee performance refers to the successful completion of specified and clearly defined activities inside an organisation. These tasks are evaluated based on well designed and predetermined goals and objectives $($Safitri$,$ Lathifah, and Usman, $2019).$ According to Armstrong $(2020),$ Employee Performance management is an ongoing process that aims to enhance performance by establishing individual and team objectives that are in line with the organization's strategic goals. This process involves planning performance to attain these goals, evaluating and monitoring progress, and fostering the growth of individuals' knowledge, skills, and abilities $($Armstrong$,2020).$ The primary performance metrics include productivity, efficiency, effectiveness, quality, and profitability $($Armstrong$,2020).$ The employees' performance shown enhanced output through the proficient utilisation of new technologies, facilitated by highly motivated personnel $($Al$-$Omari et al$.,2020).$ Managers already established rigorous criteria to evaluate employee performance and enhance organisational effectiveness $($Buchanan and Badham, $2020).$

$8\mathrm{.}5.$ The Impact of Training on Employee Performance

According to Landa $(2018),$ there is a strong and positive correlation between training and employee performance. Training is seen as an essential element in enhancing the organisational capability and attaining its objectives $($Sasidaran$,2018).$ According to Afroz $(2018),$ training and development is a strategic tool used by organisations to enhance employee performance. This is achieved by providing employees with up$-$to$-$date skills, knowledge, and the appropriate organisational mindset through the implementation of best practices. The ultimate aim is to enable employees to effectively carry out their tasks in alignment with the organization's goals and objectives. Training is a crucial factor that strongly predicts employees' performance. It improves their talents, skills, competences, and their acknowledgement for their work and responsibilities $($Kenny and Nnamdi, $2019).$