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[Type the document subtitle]
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19. Goals settings:..............................................................................................................................15
20. Relation between training and employee performance:................................................................15
CONCEPTUAL FRAMEWORK:...................................................................................................16
HYPOTHESIS:.................................................................................................................................16
LIMITATIONS:................................................................................................................................17
METHODOLOGY:..........................................................................................................................17
21. RESULTS AND DISCUSSION...................................................................................................17
REGRESSION..................................................................................................................................18
MODEL SUMMARY.......................................................................................................................19
RELIABILITY STATISTICS...........................................................................................................19
CORRELATION ANALYSIS...........................................................................................................20
CONCLUSION.................................................................................................................................21
REFERENNCES...............................................................................................................................22
QUESTIONIER……………………………………………………………………….........24
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IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE IN
TELECOM PAKISTAN
ABSTRACT:
The main object behind training is to assist employee with regards to fundamental of their job
role and its vital part of HR. If the aspiration of funding to training is substantially precise in
extent, the expertise and potential is going to refine properly. In telecom sector specifically, the
skillful employees are crucial for every organization to execute successfully and effectively;
additionally it turns out to be significant competition and in current environment the interest of
training is important so that firm has well trained workers. A research took place at Telenor
Pakistan where the outcome of training and development performance of the employees were
analyzed, data set of 50 employees were taken for assessment through software SPSS. The
analysis was done using 3 methods regression, correlation and reliability.
The research show 3 variable which effects employee’s performance which are:
Training design
On the job training
Of the job training
INTRODUCTION:
In this new era every organizations is trying to compete each other or their competitors in the
same trade. As a result of many analysis and research it is found that it is a core performance of
look for the ways how to achieve organization goals and how to penetrate prolong in the market.
Without training workers do not have edge on their duties. Training is the basic want in any
organization in today’s world. . Organizations notice that training programs are important for
workers performance and by this they will simply gain their competitive edge in the market ,
additionally in previous researches, it's proven that these training programs facilitate to realize
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The advantages of training for employees is to face challenges more efficiently with in the
proper time and to help other employees effective training programs facilitates in developing a
more improved and convenient learning atmosphere for staff and the workers. Lacking of
productivity and decrease in turnover can be controlled by training and development of the
employees.
It has a direct reference to the workers performance if we increase the ground of training
program’s for the workers this will result in a big area and results in increase productivity of the
organization. Improved ability, information and talent of the employees are the results of training
The main advantage of training is to boost information, skills and behavior towards the tasks
that is said to their work. it's additionally vital issue to each short and long run edges for the
In this new period of difficult challenges between the organizations in the market the most ideal
approach to beat the competitors is the preparation of their workers with the goal that they can
give efficiency to the organization and upgrade their performance. This development has not
exclusively been constrained on innovation but it has increased efforts involved to development
of structure of human resource. My main purpose is to fill the gap between training and
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PROBLEM STATEMENT:
Training and development plays a vital role in developing employees and directly effects the
performance of an organizations and it workers, but training and development is very vast
domain which is not being discovered completely in developing countries as well as in Pakistan
which is the big question mark (?) for growing organizations. So this research will help to
Pakistan.
RESEARCH OBJECTIVES:
RESEARCH QUESTIONS:
This study is primarily conducted to know the impact of training on the workers of Telenor
Pakistan. It is second biggest versatile telecommunication company in Pakistan more than 2050
staff. The analysis evaluated the employee’s performance of staff of Telenor branches of
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Karachi. Also, this analysis is a cross-sectional study during which information was analyzed as
a selected time.
• Training facilitate to develop management system which boosts strength and growth of the
company.
• Training programs enhances the data of employees and facilitate them to arrange by skills.
• This analysis helps to planning better programs for the higher and effective results.
LITERATURE REVIEW:
Training and development is the most significant a part of Human Resource Management
[ CITATION woo05 \l 1033 ] . It is the most important factor that tells us where basically we need the
training, what kind of training, where we are lacking than build strategy that a way to implement
them finally judge the results [ CITATION raj11 \l 1033 ] The main advantage of training is to boost
information, skills and behavior towards the tasks that are associated with their work. It is
additionally the vital inspiring issue to each short and long terms enhancements for the
organization still as individual. Training and Development makes sure to remove the gap
Training includes the differ worked designs of each giving attention to form and simple ways in
which to put on down learning and on the opposite hand training likewise empowers the firm to
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regulate with the changes that meet the tastes and downsizing of shoppers [ CITATION dru11 \l
1033 ].
Now a day, the managers of every organization are doing their best efforts to improve their
employee's abilities by providing them a competitive work conditions. They are eventually
arranging the effective training programs for them to improve their abilities, knowledge to reach
their desired goals and goals. [ CITATION And033 \l 1033 ]. The effort by the upper (system where
things or people are in separate levels of importance) not only improves the performance of staff
but also on the other hand it will also help [ CITATION raj11 \l 1033 ]to improve the image of the
firm across the world [ CITATION jia \l 1033 ]. According to [ CITATION gro04 \l 1033 ]. Training
must be tended to such that is caterer the needs of workers performance and is as per their sets of
expectations. They should also recognize the methods of training which apply a great effect on
the staff at their workplace, so further he/she can be easily willing to their duties in a way that
[ CITATION col02 \l 1033 ] Mostly training programs are organized for success, well-being and
safety at work place and for self-improvement, so to build up their staff firms using people to
train them. Most of the companies are aware of this needed thing and put action and different
According to [ CITATION cal001 \l 1033 ] companies developed the training programs by watching/
noticing/ celebrating/ obeying the firm missions and targets are very skillful or not and training
can't just change the ability of work-force concerning present place of employment as well as to
help to make the happiness (from meeting a need or reaching a goal) of future responsibilities, so
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TYPES OF TRAINING:
[ CITATION baj16 \l 1033 ] discussed some kinds of training in their books, mentioned as:
• Retraining:
In cross functional, there are various tasks for the worker to perform higher and to improved
coordination.
This training involves advance learning systems to boost staff capability to come up with new
There are Huge change of benefits of training [ CITATION col02 \l 1033 ] wrote these benefits
below:
Training improves the boldness and mood of the workers and in addition (gives a reason to do
something) them to work quickly. Training decrease the employee turnover and training
programs enhance effectiveness and proficiency of staffs. Staff stay up up to now with new
innovation and so utilize gift ones throughout an accurate suggests that. So eventually there's a
less consumption of money, capitals and time once staff are completely trained [ CITATION
Des05 \l 1033 ]
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Also [ CITATION sim02 \l 1033 ] states that worker training programs improve basic experience of
workers of workers and have interaction them to handle their tasks freely, in different big picture
a well-prepared workers are going to be all around with their duties and later need less of
management. [ CITATION cal001 \l 1033 ] the many mistakes happen as a result of a different
workers don't have the data and talents that complete the need for his or her job. Non- stop
training programs (promise that something will definitely happen or that something will
definitely work as described) that the workers adopt the correct experience at right time.
Making a group of cross-trained staff support to fill holes if somebody out of the rules from the
organization. This leads us to know where the worker is lacking for example service, sales,
operations and management. Cross-training also encourage help as staffs welcome problems,
[ CITATION gre031 \l 1033 ] educational program influence the employees to feel happier with what
they perform within the company. this is often determined by the vast capability they obtain to
perform their duties. They believe they to learn with the firm that they work for and therefore the
Most of the employees have some flaws in their work surroundings, that threat them for
delivering the most effective yield. training facilitate with getting rid of these flaws, by
reinforcing worker experience and dissolving internal hindrance [ CITATION baj16 \l 1033 ] A well
managed training programs provides worker to extend learning. It means that hands is constant
therefore the firm doesn’t got to rely on exacting worker [ CITATION bed02 \l 1033 ].
To organize systematic training it’s important to decrease amount training. On the off probability
that if employees gain data through conducting tests. they're going to take a additional extended
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time and even won't possible to realize right techniques for doing work. Here training deals with
everybody of those things smaller thanks to decrease the time span of self-adapting [ CITATION
kli15 \l 1033 ].
Training programs to assist expand data associated with job and talents of employees people
HR NEEDS OF TRAINING:
[ CITATION Wog01 \l 1033 ] define 3 different levels of organizations training need includes:
Strategic level where the top hierarchy decided the needs with the respect to the goals,
Tactical level where the middle level decided the needs with the respect of to the
Operational level where the lower level and the workers decided the needs regarding the
issues inside the organization such as performance individual person. Along the line
programs which are designed for the training needs should focus on the different needs.
Moreover the selection of content of the program and their trainee’s totally hang on the
Organization planned some objectives through that they ensure whether or not or not they
training programs are about to be easier or not, so the found out are about to be goes through by
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the four stages: develop the set up, designed training lesson, selection of trainer and so the brace
the trainer [ CITATION zac01 \l 1033 ]. In training found out there's guideline for the effectiveness
of programs for the every beginner and so the trainer. Presently the additional arising with of
training lesson has been drawn, this stage primarily supports the candidate to concrete on the
In the last 2 stage, used Associate in Nursing recent trainer to begin the training the foremost
important issue is that trainer they have to be wise communication with the trainer and exchange
the data with them effectively, so by the trainer performance their task correct because of attain
TRAINING DESIGNING:
Training vogue is basically a bag of instruction for individual training programs which could be
offered by the organization. It need to be organized enough and will be designed to satisfy the
objectives.[ CITATION And032 \l 1033 ]. Objectives that square measure the set for the training is
TRAINING DELIVERY:
When training has been planned, then the best extremely important choices to create this
involves to cover those area where training is needed [ CITATION Nas13 \l 1033 ]. All the activities
are set to boost this job performance of individual. Train new power for complete new
employment after that and growth for the two of us and company do on able to meet worker's
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ON THE JOB TRAINING:
On the job training does not price should due to the fact it is conducted internal the organization.
Experience of worker would be frequent criteria, and above all the trainees of the enterprise are
MENTORING:
Mentoring is having a extra certified personnel fellow who gives aid and assistance to much less
certified co-workers to beautify his/her performance related to their job. [ CITATION Wog01 \l
1033 ] Mentoring gives is an inward to response to people and character needs of training as it
can be custom-made and if the mentor is the on the spot boss or unequalled of the employee so it
can be legitimate.
[ CITATION bed02 \l 1033 ] Planned that web-based access correspondence over the corporate
intranets or by mean of the online, training is presently mean being created accessible to the team
to their own explicit work-place. These explicit programs organized by the staff to require care
of his/her skills and elite career. Training programs essentially planned by the staff will gain the
information and head on their enlargement. It supports the staff to remain in reality with
Way of conveying the knowledge of service or products. It can be verbal and/or physical
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Off the job training:
Off the job training provides you forum where you can have discussions and it also provide study
material to gain your skills [ CITATION gre031 \l 1033 ]. There are some techniques involve:
Vestibule training:
This kind of training is used to train lower level employees. This training technique is successful
in instructing semi-talented staff. The training is carried out part of task or conference etc
Lecture:
A way to transfer knowledge at minimal tariff to a forum. It contains in-depth information about
particular topics. The verbal introduction of the data by the coach to huge group of people
Demonstrations:
In this training approach the adviser perform the task himself to help workers understand to
achieve the goals. This technique is a blend of picture, lectures and other things; it is very
Employee performance:
Employees are the essence of any organization. The success of firm depends on the employee
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Experience:
The organization uses expertise of experienced workers to train the employees in gaining
experience however if the productivity has issues then those staff members doesn’t have
Work home-balance:
As the supervisor you might not be affect by the issues your employees has got but the individual
can impact productivity of other workers, manager should be delicate to workers home issues
and assess their problems. If an employee wants some time off to handle the issues then by
allowing them to take that time off show that organization looks after their employees.
If the employees are not criticized by their manager then they won’t be able to judge their
performance. The staff must be trained by the supervisor to deal with positive and negative input.
The programs should be made in odd circumstance targeting the insufficiency of the employees,
so for the workers it becomes stress-free to know if they are doing right or wrong and chance to
Goals settings:
Setting goals enable to workers to enhance to performance, manager should set some objectives
that the staff requires to a accomplish, and also enable staff to comprehend what is predictable
from him at every last it is also have to produce benefits to employee inspiration to set
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Relation between training and employee performance:
[ CITATION far111 \l 1033 ] The performance issues can overcome by undertaking training
programs. For example: The efficient method of improving employee performance is to fill the
CONCEPTUAL FRAMEWORK:
ON JOB TRAINING
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EMPLOYEE
OFF JOB TRAINING
PERFORMANCE
TRAINING DESIGN
HYPOTHESIS:
LIMITATIONS:
In the telecom sector I have focused on Telenor Pakistan because of the time limitation I have
only used 4 factors which analyzes the the results only for Karachi where as in future we can
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target all over Pakistan as well. This research tells us that how these 4 variables can change the
Some other variables which were not discussed (organization performance, job enlargement etc)
METHODOLOGY:
There are two types of strategies qualitative and quantitative. In this study we are using
gather information about the satisfaction level off training been provided to the employees by
Telenor Pakistan. This Methodology can show the abstract framework of this analysis that
embodies the dependent and experimental variable and their relationship. It will also explain the
philosophy, strategy and design of the research. The research philosophy will additionally
We are using deductive approach in this research for the collection of data and which will show
the relationship between on the job training, of the job training and training design with
employee performance. , we used to develop hypotheses that rely on previous and current
knowledge.
The sample size we are using is 50. We have collected data from 50 employees of Telenor
Pakistan. In this study likert scale was adopted which had a range of strong disagree to strongly
agree. The results from this study identify the employee point of view. According to Raosoft
software 325 sample size should be filled at 95% of confidence interval and 5% of margin of
error but we have use convenient sampling and used 50 as a sample size.
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RESULTS AND DISCUSSION
The research is based on the data that we have collect through questioner, the sample size of the
collected data is 50 which were distributed among the employees of Telenor Pakistan. SPSS is
REGRESSION
We have used linear regression in this study because dependent variable depends on independent
variables
TABLE 1:
DEVIATION
EMPLOYEE 4.886 1.409 .756 1.793
PERFORMANC
E
ON JOB 3.12 1.113 .336 -.460
TRAINING
OFF JOB 2.67 1.465 .404 .203
TRAINING
TRAINING 4.64 1.441 .612 -.513
DESIGN
The above ranges in the table should be between (-3.5 to +3.5) which means the data is normally
distributed. In table 1 we can see that only two independent variable which are on the job
training and off the job training has normal data where as other variables have some values
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MODEL SUMMARY
TABLE 2:
The R square in the above table is .473 which means independent variables can predict up to
RELIABILITY STATISTICS
TABLE 3:
Cronbach alpha should be greater than (0.70) which means data is reliable but over here
cronbach alpha is .569 which is lesser than the required value this mean we have to review
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CORRELATION ANALYSIS
TABLE 4:
TRAINING
OFF THE JOB -.012 -.119 .806
TRAINING
TRAINING .214 2.141. .035
DESIGNING
In co-relation analysis shows us weather the variable have significant level or not than we will
see weather significant figure which will further shows us the relationship of dependent variables
From above table we can analyze that the significant value of on job training is .697 which is
greater than 0.05 which means now we will see beta as it is positive so we will accept our
Now as off the job training also have great significant value which is .806 which means now we
Training designing also have relationship with employee performance as value is .035 greater
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CONCLUSION
The main reason of this research is to find the relationship between the training and the
performance of employees. This research was conduct to know the impact of training in telecom
sector. We choose Telenor for our research sample. The results are evaluated from SPSS
software. The result is analyzed from 50 questioners filled from Telenor employees. The above
results show that all three independent variable have effect on employee performance where as in
past studies we have demonstrated that many other variable also have it effects on training.
REFERENNCES
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Anderson. (2003). issn 2222-1905.
bajram, d. d. (2016). the impact of training and develpoment on employees performance. arena
publications.
farooq, a. a. (2011). the effect oftraining on employee performance. business ana management, issn
2222-1905.
Greer. (2003). the impact of training on employee performance. scientific research, issn 1990-9233.
guest. (2002). the effect of training on employee performance. businessand management, issn 2222-
1905.
jia-fang. (n.d.). the effect of training on employee performance. 2010: business and management.
raja abdul ghafoor khan, f. a. (2011). impact of training and development on organization performance.
global journal , management and business research.
swart. (2005 ). the effect of training onemployee performance. business and management, issn 2222-
1905.
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Wognum, A. A. (2001). Vertical integration of HRD policy within companies. human resorce
international, 4(3), 345-378.
woodall, w. a. (2005). the effect of training on the employee performance. (2 ed., Vol. 52). business
economics.
Zaccarelli. (2001). Impact of training on employee performance. business and management startegy,
issn 2157-6068.
QUESTIONAIRE
General:
Q1: Name
Q2: Gender
Male
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Female
Q3: Age
18-25
26-35
34-41
41 and above
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Training increase employee confidence when performing work
related task after training.
1 2 3 4 5
Training motivates employee to enhance their performance.
1 2 3 4 5
Part 3: On job training
On job training has resulted in higher productivity and financial returns
for the organization.
1 2 3 4 5
On job training has helped to reduce employee turnover in an
organization.
1 2 3 4 5
On job training provides the ability to change methods to improve daily
tasks.
1 2 3 4 5
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