Research aimed at the examination of the relationship between performance and training and the description of the role of training in increasing employee performance

With this work, the relationship between professional training and the performance of the executives and employees of certain public and private banks in the region of Thrace, and the contribution of their training to their performance has been studied. As a result of the analysis of the numerical data obtained from the surveys conducted; thirty five sub-dimensions out of forty sub-dimensions did the employees seem to have concluded that their performance was positively affected by the training they received. As a result of the research conducted to determine the effect on performance of the professional training provided in banking sector, depending on the socio-demographic characteristics of the employees; four sub-factors have been formed in relation to training and performance, in line with the answers given to the training and performance scale. The first factor represents the sub-dimension of Conflict and Effectiveness in Promotions, the second factor represents the sub-dimension of Behavioral Development, Communication and Competence, the third factor represents the sub-dimension of Job Satisfaction, Motivation and Performance Increase and the fourth factor represents the sub-dimension of Theoretical and Practical Information regarding the Job. Later, whether a significant difference existed between these sub-dimensions and the socio-demographic characteristics of the clerks and executives of public and private-sector banks in the provinces of Edirne and Kırklareli, was tested and explained through the interpretation of the findings obtained. As regards the subject of our thesis; it is possible to say that training is a process, that there are certain main factors that contribute to the effectiveness and productivity of this process such as talent, attitude, motivation, adequacy, experience and awareness of the need for training, that there is a constant interaction between these factors, that training develops a person as a result of this interaction and thus performance is absolutely improved, whether little or much. It is considered that performance can be increased if feedback is provided in a timely, effective and appropriate manner, before any malfunction or failure takes place. As a consequence of the employers? support for the employees, not only the satisfaction of the employees but also their job performance increase. The supporting of the employees through a professional training program increases their trust and loyalty for their jobs and corporations, and the second pillar of performance, i.e. work, behaviors and potential expected to be realized in the future, is thereby improved.Keywords: Performance, Training, Employees, Commercial bank, Ability.