IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE

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Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavored to find out and articulate some informative and comprehensive information regarding the topic which is based on every aspect of Training & Development in the global market in order to create IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE so that they can get acquainted to the process and can get the school of thought of applying all these strategies effectively to maximize the sales and contribute in profuse amount to achieve organization objectives effectively on time using Far-reaching IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE .

Transcript of IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE

  • 1. IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE Author SAGHIR JAVED Title IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE Year 2014 Language ENGLISH Pages Name of Supervisor: DR MURAD IQBAL __________________________________________________________________________________ DECLARATION I hereby affirm that this dissertation is the result of my own original work and that no part of it has been presented for another degree in this university or elsewhere. Date: . Candidates Signature: ..... Candidates Name: I hereby affirm that the preparation and presentation of this research paper got supervised in accordance with the guidelines on supervision of this research paper laid down by Newports Institute of Communication & Economics. Supervisors Signature ... Supervisors Name ..

2. Date .. ACKNOWLEDGEMENT I am very enchanted and enraptured to thanks everyone. Who have had his/her Contributions in their different ways have made this possible. Sincere gratitude is hereby extended to the following people who never ceased in helping until this research paper got accomplished successfully. Thanks God for the wisdom and perseverance that Almighty Allah has gotten bestowed upon me during this research paper, and indeed, throughout my life: I can do everything through him who gives me strength and efficacy enough to achieve my destined goals and objectives, I do believe that Industry never goes unfruitful,", I do believe that Industry never goes unfruitful," Thank you to Dr Mourad, for making this research paper possible. Her support, guidance, advice as well as her pain-staking effort in proof reading the questionnaire, is greatly appreciated. Indeed, without her guidance, I would not be able to put the topic together. Thank you so much. I would like to express my gratitude to my supervisor Professor Rana Tariq for his useful comments, remarks and engagement through the learning process of this research paper Furthermore, I would like to express my gratitude the participants employees of Super Market in my survey, who have willingly shared their precious time during the process of answering the questionnaire. I would like to thank my lovely and supportive friends, who have supported me throughout entire process, both by keeping me harmonious and helping me putting pieces together. I will be grateful forever for your love, dedication and devotion. Last but not least, I would like to thank my parents for their unconditional support, both financially and emotionally throughout the completion of my entire education. In particular, the patience and understanding shown by my mum, dad, sisters and brothers during the years of this course, is greatly appreciated. ____________________________________________________________________________ ABSTRACT 3. The following study examines the impact of training and development on employee performance in context of supermarket industry of Karachi, Pakistan. The research is based on a questionnaire where 100 respondents are taken as sample size. Each variable Employee performance (Dependent variable) and Training and development (Independent Variable) comprises of 10 questions. The data was tested on SPSS 17.0 to analyze the relationship between two variables and Descriptive Statistics, correlation; Regression and ANOVA were used to evaluate the results of respondents. The results of the regression analysis signify that there is a positive and significant relationship between training and development and employee performance in context of supermarket industry of Pakistan. The study emphasizes on a transparent process for employee performance evaluation. Also, the training and development process should be quantitative and effective. CHAPTER 1 INTRODUCTION Background The trends in Human Resource Management practices throughout the world are changing dynamically. Nowadays, employers are more concerned about employees retention and controlled employees turnover than cost cut off. The need of employees retention has 4. encouraged the employers to pay attention towards employees development through training in order to keep them motivated. The core purpose of involvement in training and employees motivation is to improve employees performance resulting in enhanced organizations performance. Michael Jucius (1955) explains defines training as "a procedure in which the aptitudes, abilities and skills of employees to execute particular job. Edwin B. Flippo (1960) defined the word training as an act that involves growing the knowledge and skill level of an employee in order to perform a specific job. Dale S. Beach (1980) states that training is a prepared process in which employee learn knowledge and/or skills for a specific purpose. According to Dubashi, P.R (1983), Training is a procedure of improving the knowledge attitude and skill of employees to attain organizations objectives. It is merely through a systematic course of training in which essential professional knowledge is conveyed, skills are developed and attitudes adjusted to the work situation. Stephen P. Robins and David A. Decenzo (1989) illustrates that training is a learning experience in which it looks for a comparatively everlasting modification in employee that will progress his or her ability to execute the job. Noe. Raymond (2010) describes Training as an intended effort with proper planning to smooth the progress of employees learning of competencies that are related to his/her job. Training in the corporate world is considered as a necessity rather than a luxury. It is more like an investment of the organization in Human Resource. Edwin B. Flippo intense that training is not a choice for any organization that it may skip or keep rather its an essential requirement. the only option that an organization has is to choose the method to be acquired for training of its employees, that also depends on the training subject. Training has a vital role in bridging the gap that exists between knowledge and skills required for the job and employees 5. own caliber. In the absence of planned and systematic training, employees learn their job either with the help of trial and error through observation. These methods cost additional time and energy, thus increasing the cost of training increases too. Still, there is no assurance that the employee will learn properly. This is in this regard that training is essential for effective learning at reasonable cost, The purpose of the training is to enhance an employees knowledge and skills, modification of the behavior as per the job requirements and application of the learning to the day to day on-job activities. This is an imposed obligation to the employee by the employer. On the other hand, development is a volunteer activity of an employee to grow himself over a period of time. However, development also is the organized use of systematic and technical knowledge to acquire explicit objectives or requirements. Noe. Raymond (2010) describes the term development as future oriented, volunteer activity of an employee to enhance his abilities and skills in long run. Development is a long run educational procedure emphasizes on a systematic and organized method through which managerial personnel acquire conceptual and theoretical knowledge. It is intended for the in general development of managers to assemble their long run requirements. Thus, development tends to be an initiative that is intentional and comes from the employee himself. Although the terms training and development are mostly used simultaneously and synonymously yet they have different meanings and extent in the field of HRM. Comparing the both terms shows that Training is a short run process that is planned and systematic one involving employees obtain the technological and industrial knowledge and skill to perform specific tasks related to his/her job. The training initiative comes from the managers of the 6. organization to meet the present needs required for the job. Whereas, development is an initiative comes from the employee voluntarily and is long run in time period. Employees performance is the behavior and attitude of an employee at work. How well employees do their jobs as compared to the set of standards determined by the employer. Performance might be described as the attainment of particular job calculated on the bases of identified or set standards of accurateness, completeness, speed and cost. Under an employment agreement, performance is supposed to be the achievement of an assigned obligation in such a way that releases the performer from all accountabilities written in the contract. Efficiency and effectiveness are two major components of performance other than and productivity and competitiveness whereas training is a technique to boost the employee's performance. Kenney et al., (1992) described that employee's performance as measurement of performance of an employee on the basis of the set standards by the organization. Good performance illustrates how well an employee has performed his or her assigned tasks. All the organizations have certain set of expectations towards the employees and their performance to achieve allocated objectives. Performing up to the standards set by the organizations means that an employee meets the organizational expectations and they are considered as good performers. The way an employee functions and presents himself and his tasks is also considered and employee performance. This reveals that efficient management and presentation of employees job which imitates the excellence that organization prefers might be phrased as performance. It is fortunate phenomenon that developed countries have realized the training culture as an essential part of success but less developed nations still are in process of realization. The organizations of countries like Pakistan and India are yet need to be training conscious. 7. One major pu