The impact of training and development on employee performance
Abstract:
In today’s dynamic environment the stipulate for professional and
highly skillful workforce are necessary for every organization to
perform well in this environment. The employees need to be trained and
the development of an employee to be highly skilled is essential. The
research proposes how the employee performance can be enhanced by proper
training and development. For the purpose of research two companies are
selected “Ericsson Pakistan” and “Shell Pakistan”. A questionnaire was
distributed among the employees of both organizations with people from
different departments within the same organization. A total of 50
questionnaires were distributed among both organizations including two
department heads of the organizations. The completed questionnaire forms
the foundation of this research.
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Introduction:
There is a need in every organization to enhance the job performance of
the employees. The implementation of training and development are one of
the major steps that most companies need to enhance employee
performance. With organization having better trained and developed
employees organizations are able to avoid wasteful spending and improved
performance.
In today’s environment employees or staffs are increasingly demanding change, choice, flexibility, as well as variety in their work. The value of the organization increases with better trained employees and also employees trained properly are highly motivated and have a sense of responsibility as captivating the organization as their own.
In today’s environment employees or staffs are increasingly demanding change, choice, flexibility, as well as variety in their work. The value of the organization increases with better trained employees and also employees trained properly are highly motivated and have a sense of responsibility as captivating the organization as their own.
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i.
The purpose of the study is to
investigate how effective the employee training and development is
for any organization.
ii. To discuss the
current practices in organizations for training and development that
are supposed to contribute to the enhancement of the employees’ skills
and employee performance
iii. To
evaluate the views of management personnel on effective employee
training and development program as enhancing the employee performance.
Research questions:
ž
What is the effect on a company's performance having better
trained and developed employees?
ž What are the actions of the companies in doing training of the
employees?
ž What are the greatest problems that usually call for training and
development of employees?
ž What are the major objectives of the training and development for the
employees?
ž What are the desired outcomes of the training?
Research significance:
The purpose of the research is to conduct a descriptive study on the
impact of training and development to employee performance. The research
specifically examines the employee training and development program within an
organization.
Limitation:
Following are the some limitation of the study
i.
The sample size is not enough to give the complete picture of all
organizations functioning in Pakistan.
ii.
Data is collected thorough simple structured questionnaire and other
method could have been used for collecting data
iii.
Time factor as a constraint as did not have enough time to investigate
other organizations
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Literature review:
An organization survives if it is performing well in the environment by
being profitable but if it fails to do so the organization may not
survive. And worse is the decay of both human and physical structures
(Manguènnandongo, 2002). The rationale of training and development is
not only on the ordinary employees but as well as to their executives, to develop skills required in the
diversification and competitiveness by making the organization
successful. The benefits fall entirely for the employees and for the
private companies. The target of the program being implemented in the companies is
ultimately expected to contribute in the achievement of the objectives
of the companies,
increase the competency in the market, and improve the living conditions
of the employees (ADBG, 2008). Under the participation of the
stakeholders, the guidelines and implementation of training in the
employees can achieve positive results. The workforce development is
focused on attracting, developing, and retaining, the best of the people
from the broadest business practices to meet the objectives
or goals of the
companies. Intentionally, training and development are provided for the
employees with best of the career opportunities in different industry
and encourages their individual growth and achievement (Kruger,
2008).
Theoretical frame work:
Based on the literature review, the relationship between “training and
development” and “employee performance” were conceptualized, with
“training and development” being the independent variable and “employee
performance” being the dependent variable. With reference to the
interview with the management personnel it has been noted that “culture
and environment” and “employee motivation” serve as moderating
variables.
Methodology:
Primary data is collected through survey which consist a questionnaire
which contains closed ended questions. Surveys provide quick,
inexpensive, efficient and accurate means of assessing information about
the population. Also surveys are considered quite flexible. Statistics
are used to analyze the data. Secondary data is obtained from articles,
books and internet.
For this study, descriptive research method is utilised. In this
method, it is made possible that the study be cheap and quick. It can
also suggest unanticipated hypotheses. Also this method is very hard to
rule out alternative explanations and especially deduce causations. This
descriptive type of research utilises observations in the
study.
The purpose of employing this method is to describe the nature of a
situation, as it exists at the time of the study and to explore the
cause of particular phenomena.
To come up with pertinent findings and to provide credible
recommendations, this study utilizes two sources of research: primary
and secondary. Questionnaire survey and in-depth interview was conducted. On the
other hand, the secondary research data was obtained from previous studies on the same
topic.
Study population:
This study is conducted with help of two organizations “Ericsson
Pakistan” and “Shell Pakistan”. The employees of the organization were
the sample size. This study encompasses the employees of both
organizations and two management personnel of both organizations.
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Sampling:
Human resource at “Ericsson Pakistan” and “Shell “Pakistan” is the
population. Fifty employees from different departments of both
organizations is the sample size.
|
Type of investigation:
|
Co relational study
|
|
Instrument:
|
Structured questionnaire
|
|
Population:
|
“Ericsson Pakistan’
“Shell Pakistan”
|
|
Sample size:
|
50 employees
|
|
Scale:
|
Ordinal
|
|
Sampling technique:
|
Quota sampling
|
Ordinal scale is used as I am measuring knowledge, feeling, and
experience of employees. Quota sampling technique is used as to cover
all the business level from clerical to managerial level from different
departments.
|
Correlations
|
||||||
|
|
|
Company’s performance having better trained and developed
employees
|
Actions of companies in doing training of employees
|
Greatest problems calling for training and development of
employees
|
Major objectives of training and developing employees
|
Desired outcomes of training
|
|
Employee performance
|
Pearson Correlation
|
1
|
0.3
|
-0.5
|
0.6
|
0.4
|
|
Sig. (2-tailed)
|
|
.289
|
.805
|
.430
|
.421
|
|
|
N
|
50
|
50
|
50
|
50
|
50
|
|
|
Essential or not
|
Pearson Correlation
|
-0.5
|
0.3
|
0.3
|
0.6
|
0.4
|
|
Sig. (2-tailed)
|
.287
|
|
.224
|
.681
|
.624
|
|
|
N
|
50
|
50
|
50
|
50
|
50
|
|
|
High turnover
|
Pearson Correlation
|
1
|
0.3
|
-0.5
|
0.6
|
0.4
|
|
Sig. (2-tailed)
|
.800
|
.220
|
|
.285
|
.323
|
|
|
N
|
50
|
50
|
50
|
50
|
50
|
|
|
To increase productivity
|
Pearson Correlation
|
1
|
.3
|
0.5
|
0.6
|
0.4
|
|
Sig. (2-tailed)
|
.422
|
.689
|
.285
|
|
.362
|
|
|
N
|
50
|
50
|
50
|
50
|
50
|
|
|
Better organization performance
|
Pearson Correlation
|
1
|
-0.5
|
0.6
|
0.4
|
0.3
|
|
Sig. (2-tailed)
|
.424
|
.624
|
.323
|
.362
|
|
|
|
N
|
50
|
50
|
50
|
50
|
50
|
|
The above mentioned correlation results are explained in the analysis
for forming the conclusion and recommendations of the study.
Analysis and recommendations:
Based on the results it is evident that training and development
enhances the employee performance. Through the training and development
of people, the responsibilities and the roles they play inside the
organization is emphasized. There is a great effect not only in the
performance but also in the cost control and managing of the employees.
The need for the improvement in the employees’ skill is emphasized by
different business executives among the
private companies.
An organizational culture where employees are considered an integral
part of the growth process of the organization fosters employee
commitment towards the organization. They align their goals and
objectives with those of the organization and feel responsible for the
overall well-being of the organization. As their efforts are in turn
appreciated by the management and are better trained and developed, have
immense job satisfaction. In such organizational cultures, the employees
are committed to achieving their goals and thus have a positive effect
on the overall performance of the organization.
Organizational culture to a large extent determines the performance of
the employees. Therefore, it is in the interest of organizations to
eliminate negative factors that slow down employee performance in order
to foster a positive workplace environment or a positive organizational
culture.
Conclusion
Training and development is a popular action that runs in the mind of
the business leaders and Human Resource manager. Through intensive
training, the development both can contribute in the overall performance
of the employee and the organization.
Questionnaire:
Questionnaire for research study on
“The impact of training and development on employee
performance”
INSTRUCTIONs:
·
Please read each question CAREFULLY
·
ENCIRCULE the best option
·
ENCIRCULE only one option
ž
What is the effect on a company's performance having better
trained and developed employees?
•
Enhanced employee performance
•
Decreased employee performance
•
Demotivated employee
•
High employee turnover
•
No effect
ž
What are the actions of the companies in doing training of the
employees?
•
Providing detailed description of job
•
Providing facilities to improve performance
•
Providing benefits
•
Providing specialized courses
ž
What are the greatest problems that usually call for training and
development of employees?
•
Demotivated employees
•
High turnover
•
Decreased organization performance
•
Organization not being profitable
ž
What are the major objectives of the training and development for the
employees?
•
To enhance employee performance
•
To increase productivity
•
To enhance organizations performance
•
To make organization successful
ž
What are the desired outcomes of the training?
•
Employee performance
•
Skilled workforce
•
Better organization performance
•
Less turnover rate
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