SUMMER TRAINING PROJECT REPORT ON “THE IMPACT OF

TRAINING ON EMPLOYEE PERFORMANCE: A CASE STUDY ON

TRAINING OF STATE INSTITUTE OF PUBLIC ADMINISTRATION
AND RURAL DEVELOPMENT (SIPARD)”

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE A WARD OF MASTERS IN BUSINESS
ADMINISTRATION
‘Approved by AICTE, New Delhi’

UNDER THE GUIDANCE OF UNDER THE SUPERVISION OF

Dr. Nirmalya Debnath Mr. Rajib Malakar
Assistant Professor Assistant Professor
Department of Business , SIPARD, Government of Tripura
Management, Tripura University.

SUBMITTED BY
PANAKJ DEB
Enrollment No- 1906460056
MBA 2nd Semester

Department of Business Management

Tripura University
(A CentralUniversity)
Agartala,Surjyamaninagar-799002,Tripura(West)
 SUMMER TRAINING PROJECT REPORT ON “THE
IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE: A CASE
STUDY ON TRAINING OF STATE INSTITUTE OF PUBLIC
ADMINISTRATION AND RURAL DEVELOPMENT (SIPARD)”

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE A WARD OF MASTERS IN BUSINESS
ADMINISTRATION
‘Approved by AICTE, New Delhi’

UNDER THE GUIDANCE OF UNDER THE SUPERVISION OF

Dr. Nirmalya Debnath Mr. Rajib Malakar
Assistant Professor Assistant Professor
Department of Business , SIPARD, Government of Tripura
Management, Tripura University.

SUBMITTED BY
PANAKJ DEB
Enrollment No- 1906460056
MBA 2nd Semester

Department of Business Management

Tripura University
(A CentralUniversity)
Agartala,Surjyamaninagar-799002,Tripura(West)
 On company Letter head

To whom it may concern

This is to certify that Mr.Pankaj Deb, Enrollment No- 1906460056 is the student of MBA. He
has worked on the project titled “The impact of Training on employee performance: A case study
on Training of State Institute of Public Administration and Rural Development ( SIPARD )”
under my supervision and guidance. This is an original and authenticated work done by him/her.

Signature of the Industry Supervisor

Place:

Date:
 CERTIFICATE

This is to certify that the project entitled “The impact of Training on employee performance : A
case study on Training of State Institute of Public Administration and Rural Development
(SIPARD)” submitted by Pankaj Deb, Enrollment No1906460056 to the Department of
Business Management, Tripura University is a bonafied record of work carried out under my
supervision guidance. This report has fulfilled the entire requirement as per the regulation of the
university.

Dr. Nirmalya Debnath

Assistant Professor
Department of Business Management
Tripura University (A Central University)
Place:

Date:
 CERTIFICATE

This is to certify that the project entitled “ The impact of Training on employee performance : A
case study on Training of State Institute of Public Administration and Rural Development
( SIPARD )” is a bonfire work carried out by Pankaj Deb under my supervision and guidance.
This project report is submitted towards the partial fulfillment of 2 years, full time Master in
Business Administration.

This work has not been submitted anywhere else for any other degree/diploma. The original
work was carried during 15-06-2020 to 07-08-2020 in ‘State Institute of Public Administration
and Rural Development ( SIPARD )’ Agartala.

Mr. Rajib Malakar

Assistant Professor

SIPARD, Agartala,Tripura(West)

Place:

Date:
 Acknowledgment
Every project big or small is successful largely due to the effort of a number of wonderful people
who have always given their valuable advice or lend a helping hand. I sincerely appreciate the
inspiration; support and guidance of all those people who have been instrumental in making this
project a success.

I am highly indebted to Mr. Rajib Malakar ,Assistant professor, State Institute of Public
Administration and Rural Development, for his guidance and constant supervision as well as for
providing necessary information regarding the project and also for his support for which I have
successfully completed the project.

I also extent our gratitude to Dr. Nirmalya Debnath, Assistant Professor, Department of Business
Management, Tripura University(A Central University), who assisted me in compiling the
project.

I would also acknowledge with much appreciation to Dr. Debarshi Mukherjee , Head of the
Department of Business Management ,Tripura University for his contribution in stimulating
suggestion and encouragement, which helped me to co-ordinate this project.

I would also like to thank all the faculty members of Department of Business Management,
Tripura University for their critical advice and guidance without which this project would not
have been possible.

A special thanks to all of teammates, who helped me to assemble the parts and gave suggestion
about the task.

Last but not the least I place a deep sense of gratitude to my family members and my friends
who have been constant source of inspiration during the preparation of this project work.

Yours Faithfully

Pankaj Deb

Enrollment No-1906460056

MBA, 2nd semester

 DECLARATION

I, Pankaj Deb, Enrollment No- 1906460056, student of MBA of Department of Business

Management, Tripura University , Suryamaninagar, Agartala , hereby declare that project
entitled “The impact of Training on employee performance : A case study on Training of State
Institute of Public Administration and Rural Development ( SIPARD )” is an original and
authenticated work done by me.

I further declare that it has been submitted elsewhere by any other person in any of the
University/Institutes for the award of any degree or diploma.

Pankaj Deb

Enrollment No- 190640056

( MBA, 2020-20201)

Tripura University

( A Central University )

Place:

Date:
CONTENT
 1 INTRODUCTION

1.1 Background Of The Study:

Training is necessary for each and every employee of the organization for developing and
enhancing their skill. A proper training helps in improving the capability, capacity and
productivity of the individual working in the organization. Training increases the productivity of
the individual and organization both, and helps to achieve the desire goal in a short period of
time . Training is the process of increasing the knowledge, and skills for doing a particular job.
Training is aimed at improving the behavior and performance of a person and also it is a never
ending or continuous process. Employee performance refers to the ability of employees to
perform a job in an effective and efficient way to produce the best results. When the employees
are provided with the proper training, they will be more committed towards their job and
improve their performance in the organization. Employee performance is normally looked at in
terms of outcomes employees contribute to their assigned tasks. There are a number of measures
that can be taken into consideration when measuring performance for example, using
productivity, efficiency, effectiveness, and quality and profitability measures. Employees are the
sources and assets of an organization if they are skilled and trained, will perform better than
those who are untrained. Many scholars state that training evaluation program should be
implemented before, during and after the training program.

Training and development is one of the imperatives of human resource management as it can
improve performance at individual, collegial and organizations levels. The emergence of the
concept of organizational learning is central on the hitherto idea that prior advocacies of learning
are tended to its commercial significance and are lacking of empirical information on learning
processes. The purposes of learning from the employee perspective are basically to acquire
skills and knowledge to do the job and to gain promotion and advance career. In facilitating
career changes, training and development also cater for the personal and professional
development. Training provides organization , the employees with a caliber of increasing the
organization ‟s productivity & profitability. Employee performance refers to the ability of
employees to perform a job in an effective and efficient way to produce the best results.

Basically the project is aimed to study the Training and employee performance who has attended
the Training crocuses of State Institute of Public Administration and Rural Development
(SIPARD). In the about paragraph I have mentioned about the importance of training and how it
will help the employees of the organisation. In this particular project report I need to know that
in which area or section the training is facing problem and needs guidance or need to go through
training programme.
1.2. ABOUT SIPARD:
State Institute of Public Administration and Rural Development (SIPARD) is a composite
training institute for public administration and rural development in Tripura. The institute has
come into existence in the year 1993 and since then it has been organizing training programmers
for the state government official, representatives of PRIs, members of NGOs etc. working in the
State. SIPARD

SIPARD is an autonomous training institute registered under the Registration of Societies Act,
1860 and it enjoys financial and functional autonomy. Main activity of the institute relates to
training of State Government officials, PRI representatives, NGOs etc. in the relevant areas of
their activity, comprising public administration, accounts and finance, office procedure, legal &
judicial matters, RTI Act along with training on computer and other educational and research
activities, including evolution studies and publication of newsletter, books, compendium etc. on
various subjects. Since its inception the institute is in the process of evolution and is trying to
adopt itself to the socio-economic and technological changes taking place in the society and
accordingly train the public servants.

1.3. Training Activities of SIPARD:

State Institute of Public Administration and Rural Development (SIPARD) has been create the
training institute in Tripura in the area of public administration and rural development. State
Institute of Public Administration and Rural Development (SIPARD) organize training for the
following category of the people.

 Government Officials
 Non-government organizations
 Representatives of PRI
The training programmes are designed to meet the requirement of different departments.
However the main emphasis is given on subject related to Rural Development, Tribal welfare,
Public Administration and Management, Computer Education etc. The training programmes
conducted by SIPARD is generally sponsored by DOPT, Government of India, Ministry of Rural
Development, Government of India, National Disaster Management Authority NIDM, Tribal
welfare department, Government of Tripura, General Administration Department, Government
of Tripura and other State Government Departments.

1.4. Facilities of SIPARD:

State Institute of Public Administration and Rural Development (SIPARD) is spread over an area
of 10 acres land with a storied 3 main building. The institute has provide the Air-conditioned
Lecture Halls as well as conference hall with the includes all modern facilities. SIPARD provide
a hostel with a capacity to accommodate 50 trainees and a small library with more than 6000
books/journals is opening from 10AM to 8PM. The main conference hall air-conditioned can
accommodate 120 participants. The lecture hall are all air conditioned and well equipped with
the latest modern facilities. SIPARD has provide one mini bus for transportation of the
participants within the Agartala areas. During the training period the participants can have
access to books and journals in the library. For the training period convenience of the
participants SIPARD has Xerox, telefax, internet and E-mail facilities. The boarding and
lodging for the participants is taken care of by SIPARD and for all training programmes
boarding and lodging facilities are provided to the trainees free of cost. A ladies guest house to
accommodate 10 trainees are located in the campus of the SIPARD.

The academic faculty consists of five Assistant Professors with specialization in Public
Administration, Rural Development, Gender Studies, Social Development, and Information
Technology. In order to enrich the training and research evaluation studies being taken up by the
resource persons, through out the country both from the Government and Non-government
organizations has been identified as the guest faculty to complement the efforts of the core
faculty.

1.2. Purpose of the Study

The main purpose of this study was to investigate the impact of training and
development on employee performance: A case study on Trainees of State
Institute of Public Administration and Rural Development ( SIPARD )
 2 OBJECTIVES OF THE PRESENT STUDY

1. To study the impact of training on employees performance and productivity.

2. To know the extent of transfer of learning i.e. the extent to which a trainees applies
to his/her job.
3. To recommend well structured training process that can be used to improve the
training and development.
 3 LITERATURE REVIEW

3.1 General:
The purpose of literature review is to explore various aspects of Training and employees
performance studied by different agencies and authors so far. It will also indicate various
dimensions explored by others. Therefore, it will also indicate the gap in the area of
study. The review of literature includes process and impact studies on various aspects of
performance of Training and employee scheme, which will ultimately help to draw
conclusion and policy recommendations. A significant number of studies have been
found where the details about Training and employee on different issues are highlighted.
By going through the study of various agencies and authors the following review has
been attempted.

3.2. Review of previous studies:

[ CITATION Ana191 \l 1033 ]:Training is an on-going and continuous process which aimed to
achieve better employee performance through improving employee attitude and the way
employee behaved at work (Mozael, 2015). It is also an action of upgrading employee skills for a
specific task (Nischithaa& Rao, 2014). According to Uma (2013), steps taken to improve
knowledge, skills and capability of an employee is known as training. It is essential for training
to take place in any organization to ensure employee‟s skills is always up to par with the market
standard especially in today‟s era of fast changing environment and technology, and to
constantly uphold the quality of work (Imran et al, 2014; Zahra et al, 2014; Otuko et al, 2013).
With training, employee would be able to adapt to the ever-changing situation and manages daily
work operation while maintaining or even improving their job performance, as training prepared
employee to be ready for any huddles and also reduces employee resistance to change (Khan et
al, 2016; Shafini et al, 2016). According to Aragón et al (2003), training not only promotes new
knowledge, skills and ability but also cultivate a learning behavior and preparing employee for
any uncertainty that might occur. According to Holton (1996), not only the need of training is
important yet the essence of training such as type, content, method and resources are equally
significant because only when employee are able to implement the learning to practical daily
operations the organization then would be able to rise to the peak. Hence, training become
inevitable and indispensable in order to have a capable and well prepared workforce attaining
high quality of work and maintain at an optimal level of performance toward achieving
organization objectives and goals (Falola et al, 2014).
[ CITATION Keb17 \l 1033 ]:Additionally,
in the changing phase of the market, all
organizations have a number of opportunities to grab and number of challenges to
meet. Due to such environment, the dynamic organizations are smoothly surviving
in the present competition. While facing these challenges, there is a great pressure
of work on the shoulders of management. It is a responsibility of the management
to make necessary changes at the workplace as per the requirement of the job. To
survive in the competition and to meet the requirements, the management needs to
change their policies, rules and regulations. The organizations face a lot of pressure
in the competence for talented work force, for constantly improving the production
methods, entrants of advanced technology and for the employees who are inclined
to achieve work life balance

[ CITATION RAn16 \l 1033 ]:The

effective functioning of an organisation depends upon
the efficiency or capability of the human resources. This human resource‟s
potential can be elevated to the next level through the proper training which helps
the organizational growth & success.

[ CITATION Ana19 \l 1033 ]:Training is an on-going and continuous process which aimed
to achieve better employee performance through improving employee attitude and
the way employee behaved at work . It is also an action of upgrading employee
skills for a specific task , steps taken to improve knowledge, skills and capability
of an employee is known as training . With training, employee would be able to
adapt to the ever-changing situation and manages daily work operation while
maintaining or even improving their job performance, as training prepared
employee to be ready for any huddles and also reduces employee resistance to
change (Khan et al, 2016; Shafini et al, 2016).

[ CITATION SSa18 \l 1033 ]:Managers Are Trying Their Level Best To Develop The Employee‟s
Capabilities, Ultimately Creating Good Working Environment Within The Organization. For The
Sake Of Capacity Building Managers Are Involved In Developing The Effective Training
Programs For Their Employees To Equip Them With The Desired Knowledge, Skills And
Abilities To Achieve Organizational Goals. This Struggle By The Top Management Not Only
Improves The Employee Performance But Also Creates Positive Image Of The Firm Worldwide,
(Jia-Fang, 2010). Effective Training Programs Helps Employees To Get Acquaintance With The
Desired New Technological Advancement, Also Gaining Full Command On The Competencies
And Skills Required To Perform At S Particular Job And To Void On The Job Errors And
Mistakes. Improved Capabilities, Knowledge And Skills Of The Talented Workforce Proved To
Be A Major Source Of Competitive Advantage In A Global Market (Mckinsey, 2006). To
Develop The Desired Knowledge, Skills And Abilities Of The Employees, To Perform Well On
The Job, Requires Effective Training Programs That May Also Effect Employee Motivation And
Commitment (Meyer And Allen, 1991). Amongst The Important Function Of Human Resource
Management, One Of The Crucial Function Is Employee Development Through Proper Training
And Development Programs. Employee Development Refers To The Capacity And Capability
Building On An Employee, And Thus As Of Whole Organization, To Meet The Standard
Performance Level (Elena P. 2000). More The Developed Employees, More They Are Satisfied
With Their Job, Hence Increasing The Firm Productivity And Profitability. (Champathes, 2006).

[ CITATION DrJ18 \l 1033 ]:Training

enables employees to be competent and more
effective in their work. According to Wright and Geroy (2001), effective training
programmes change the competency level of an employee positively. Mathis and
Jackson (2008) argued that training and development are also a means for
employers to address the employees‘ needs. Robert (2006) stated that effective
training programmes help employees to acquire new technology that helps them to
perform their job and at the same time gaining full command on the competencies
and skills required to perform that particular job with fewer errors and mistakes.
Relatively, Valle et al, (2000) supported that effective training helps the
organization to build and maintain employee’s capabilities. Jie and Roger (2005)
narrated that raining help the organization to enhance its employee’s abilities and
competencies that are needed in the workplace.

[ CITATION Muh14 \l 1033 ]:Training

and Development basically deals with the
acquisition of understanding, knowhow, techniques and practices. In fact, training
and development is one of the imperatives of human resource management as it
can improve performance at individual, collegial and organizational levels. As the
process of ‘increasing one’s capacity to take action, organizations are now
increasingly becoming particular with organizational learning and therefore
collective development. Organizational learning, on the other hand, refers to the
“efficient procedure to process, interpret and respond to both internal and external
information of a predominantly explicit nature. According to Easterby-Smith
(1999), the emergence of the concept of organizational learning is central on the
hitherto idea that prior advocacies of learning are tended to its commercial
significance and are lacking of empirical information on learning processes.
 4 RESEARCH METHODOLOGY
4.1 General:

Research Methodology is the process to collect information and data for the purpose of making
Performance. It is the systematic, theoretical analysis of the methods applied to the online study.
The study entitled “The impact of Training on employee performance : A case study on Training
of State Institute of Public Administration and Rural Development ( SIPARD )” in Agartala city
was carried out during 15th June, 2020 to 31st July,2020. The objectives of the study are
performance of employee and how much improve your work and your Job efficiency after taking
training, and to know the trainees satisfaction level about the SIPARD provide service and
facilities , after training to find out the perception of trainee’s about skill, quality, performance
and improvement.

4.2 Sources of Data:

The study is based on the primary data and secondary data. Both primary and secondary data
was collected through instruments structured at different levels. The various sources of data are-

 Primary Data:
The primary data were collected through semi structured questionnaires. Respondents were
the target audience for collecting data in the area of research.

 Secondary Data:
The secondary data was collected from State Institute of Public Administration and Rural
Development (SIPARD) and also from the sipard.gov.in website. Detailed discussions were held
with the trainees at various levels to gather information on implementation of the training.

4.3. Target Population:

A “population” relates to the entire set of data that is of interest to the researcher, and the “target
population” refers to the group of people or objects from which the sample should be taken.
Because it is not feasible to collect data for the entire statistical population, a sample, which is a
representative of the population, was drawn from the participants of SIPARD who has attended
training programmes during the last two year (2018-19 to 2019-20). Based on that, the target
population is 19,014 nos. participants. The population comprises of Government employee,
Elected Representative, Social worker, Self employee, Administrative staffs, Technical officers,
supports staff were targets of the study. The target population characteristics are summarized as
shown in Table (1).
Table (1): The Target Population Characteristics

SL.NO YEAR POPULATION SAMPLE SIZE

1 2018-2019 8353 100

2 2019-2020 10661 100

Total 19,014 200

4.4 Research design

4.4.1 Sampling Method: Non probability Sampling

4.4.2 Sampling Technique: Simple Random Sampling

4.4.3 Sample Size: Sample size is referred to the appropriate number of respondents chosen for
the study and it is extracted from the total target population of percentage. Who has attended the
training programme SIPARD during 2018-19 to 2019-20. From the above target population as
sample of 100 per year was perspective selected. From the selected 5 training programme per
year. Therefore, Sample size of the study 150 response from 10 Training Programmes.

4.4.4 Method of data collection: Semi-structure questionnaire through Online Survey.

4.4.5 Analytical Tools:

4.4.6 Analysis of the Data

The data has been analyzed by using mainly to software’s SPSS and MS
Excel, so we are going to analyze the data with the help of various statistical
tools in this research

The data has been examined and analyzed using both qualitative methods and
quantitative methods of research. There are many steps involved in analyzing
the data such as

. Preparing the data interpreting data

. representing the data.

Statistical tools

Reliability Test : Reliability test ensure the true meaning of the questionnaire
is reliable or not, when the valu of cronbach’s alpha is .7 or more than .7 it
means that it is reliable data.
Frequency Test:

Correlation Test:

Three types of correlation.

a) Pearson r correlation
b) Kendall correlation
c) Spear correlation

Pearson r correlation

Pearson r correlation is the most widely used correlation statistic to measure to degree of the
relationship between linearly related variables.

Chi Square Test:

Chi square is a statistical test commonly used to compare observed data with data we would
expect to obtain according to a specific hypothesis.

The formula for calculating chi-square is: -

The chi-square test is defined for the hypothesis

The data follow a specified distribution.

Test for the chi-square goodness of fit computation.

 DATA ANALYSIS

Case Processing Summary

N %

Valid 150 100.0

Excludeda 0 .0
Cases
150 100.0
Total

a. Listwise deletion based on all variables in the

procedure.

Reliability Statistics

Cronbach's N of Items
Alpha

.707 6

Interpretation- From the above table it shows that cronbach’s Alpha is more than .7, which
means it is reliable and the value of cronbach’s alpha is .707

Frequencies
Statistics

Gender Age MaritalStatus WorkStatus Qualification Whattypesofpr Howmanytraining

oblemsdoyouf programmershav
acewithregardt eyouattendinSIP
otrainingan ARD

Valid 150 150 150 150 150 150 150

N
Missing 0 0 0 0 0 0 0
Median 1.0000 3.0000 2.0000 2.0000 4.0000 3.0000 2.0000
1.00 3.00 2.00 2.00 4.00 3.00 1.00a
Mode

a. Multiple modes exist. The smallest value is shown

Frequency Table
 Gender

Frequency Percent Valid Percent Cumulative

Percent

Male 120 80.0 80.0 80.0

Female 30 20.0 20.0 100.0

Valid
150 100.0 100.0
Total

Interpretation- From the above table it shows that out of the 150 respondents, there were 120
male and only 30 female . male respondent percentage of 80.00% and female respondent
percentage of 20.00%.

Age

Frequency Percent Valid Percent Cumulative Percent

21 – 30 39 26.0 26.0 26.0

31 – 40 69 46.0 46.0 72.0

41 – 50 32 21.3 21.3 93.3

Valid
Above 50 10 6.7 6.7 100.0

150 100.0 100.0

Total

Interpretation- From the above table it shows that 21-30 respondent 26.00%, 31-40 respondent
46.00% , 41-50 respondent 21.30% and 50 above 6.70%.
Marital Status

Frequency Percent Valid Percent Cumulative Percent

Unmarried 33 22.0 22.0 22.0

Married 117 78.0 78.0 100.0

Valid 150 100.0 100.0

Total

Interpretation- From the table it shows that Marital status , there were 117 Married and only 33
Unmarried. Married respondent 78.00% and Unmarried respondent 22.00%.
 Work Status

Frequency Percent Valid Percent Cumulative

Percent

Self employee 6 4.0 4.0 4.0

Govt. employee 132 88.0 88.0 92.0

Social Worker 4 2.7 2.7 94.7

Valid Youth Volunteer 4 2.7 2.7 97.3

Elected Representatives 4 2.7 2.7 100.0

150 100.0 100.0

Total

Interpretation- From the table it shows that Work Status, Self employee respondent 4.00%,
Govt. employee respondent 88.00%, Social worker/Youth Volunteer/Elected Representatives
respondent 2.70%.

Qualification

Frequency Percent Valid Percent Cumulative

Percent

Below Matriculation 4 2.7 2.7 2.7

Matriculation 10 6.7 6.7 9.3

Higher Secondary 34 22.7 22.7 32.0

Valid
Graduate 65 43.3 43.3 75.3

Post-graduate 37 24.7 24.7 100.0

150 100.0 100.0

Total

Interpretation- From the table it shows that Qualification, 2.7% have studies below
Matriculation .6.7% percent are Matriculation . 22.7% percent are Higher Secondary. 43.30% of
the respondents was studied Graduate. 24.7% respondents are post gradute.

What types of problems do you face with regard to training an

Frequency Percent Valid Percent Cumulative Percent

 Communication skill 34 22.7 22.7 22.7

Office communication 29 19.3 19.3 42.0

Knowledge of job role 37 24.7 24.7 66.7

Valid
Knowledge of government policy 22 14.7 14.7 81.3

Service delivery mechanism 28 18.7 18.7 100.0

Total 150 100.0 100.0

Interpretation- From the table it shows that 22.7% percent are Communication skill , Office
Communication respondents are 19.3%. 24.7% are Knowledge of job role, Knowledge of
government policy respondents are 14.7% and Service delivery mechanism are 18.7%.

How many training programmers have you attend in SIPARD

Frequency Percent Valid Percent Cumulative

Percent

1 -2 59 39.3 39.3 39.3

3–4 59 39.3 39.3 78.7

Valid 5 -6 20 13.3 13.3 92.0

Above 6 12 8.0 8.0 100.0

Total 150 100.0 100.0

Interpretation- The above table shows that,1-2 and 3-4 respondents are 39.3%, 13.3% percent
respondents are 5-6 and above 6 respondents 8.0%.

Crosstabs
Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

themethodusedduringtraininghasanimpactony 150 100.0% 0 0.0% 150 100.0%

ourskil * Gender
themethodusedduringtraininghasanimpactony 150 100.0% 0 0.0% 150 100.0%
ourskil * Age
themethodusedduringtraininghasanimpactony 150 100.0% 0 0.0% 150 100.0%
ourskil * MaritalStatus
themethodusedduringtraininghasanimpactony 150 100.0% 0 0.0% 150 100.0%
ourskil * Qualification
Thetrainingprogramisveryrelevanttoyourwork * 150 100.0% 0 0.0% 150 100.0%
Gender
Thetrainingprogramisveryrelevanttoyourwork * 150 100.0% 0 0.0% 150 100.0%
Age
Thetrainingprogramisveryrelevanttoyourwork * 150 100.0% 0 0.0% 150 100.0%
MaritalStatus
Thetrainingprogramisveryrelevanttoyourwork * 150 100.0% 0 0.0% 150 100.0%
Qualification
Afterattendingthetrainingprogramyouperforma 150 100.0% 0 0.0% 150 100.0%
ncehasb * Gender
Afterattendingthetrainingprogramyouperforma 150 100.0% 0 0.0% 150 100.0%
ncehasb * Age
Afterattendingthetrainingprogramyouperforma 150 100.0% 0 0.0% 150 100.0%
ncehasb * MaritalStatus
Afterattendingthetrainingprogramyouperforma 150 100.0% 0 0.0% 150 100.0%
ncehasb * Qualification
Afterattendingthetrainingprogramyourlevelofm 150 100.0% 0 0.0% 150 100.0%
otivat * Gender
Afterattendingthetrainingprogramyourlevelofm 150 100.0% 0 0.0% 150 100.0%
otivat * Age
Afterattendingthetrainingprogramyourlevelofm 150 100.0% 0 0.0% 150 100.0%
otivat * MaritalStatus
Afterattendingthetrainingprogramyourlevelofm 150 100.0% 0 0.0% 150 100.0%
otivat * Qualification
Afterattendingthetrainingtheprogramyouorgani 150 100.0% 0 0.0% 150 100.0%
sation * Gender
Afterattendingthetrainingtheprogramyouorgani 150 100.0% 0 0.0% 150 100.0%
sation * Age
Afterattendingthetrainingtheprogramyouorgani 150 100.0% 0 0.0% 150 100.0%
sation * MaritalStatus
Afterattendingthetrainingtheprogramyouorgani 150 100.0% 0 0.0% 150 100.0%
sation * Qualification
Haveyourappliedthek2wledgewhichyouhaveg 150 100.0% 0 0.0% 150 100.0%
athersfromt * Gender
Haveyourappliedthek2wledgewhichyouhaveg 150 100.0% 0 0.0% 150 100.0%
athersfromt * Age
Haveyourappliedthek2wledgewhichyouhaveg 150 100.0% 0 0.0% 150 100.0%
athersfromt * MaritalStatus
Haveyourappliedthek2wledgewhichyouhaveg 150 100.0% 0 0.0% 150 100.0%
athersfromt * Qualification
Pleasementiontheareasofyourimprovementaft 150 100.0% 0 0.0% 150 100.0%
erattending * Gender
Pleasementiontheareasofyourimprovementaft 150 100.0% 0 0.0% 150 100.0%
erattending * Age
Pleasementiontheareasofyourimprovementaft 150 100.0% 0 0.0% 150 100.0%
erattending * MaritalStatus
Pleasementiontheareasofyourimprovementaft 150 100.0% 0 0.0% 150 100.0%
erattending * Qualification

The method used during training has an impact on your skil * Gender

Crosstab

Gender Total

Male Female

Count 38 13 51

Strongly Agree Expected Count 40.8 10.2 51.0

% within Gender 31.7% 43.3% 34.0%

Count 55 12 67

Agree Expected Count 53.6 13.4 67.0

% within Gender 45.8% 40.0% 44.7%

Count 18 4 22
Themethodusedduringtraininghasanimpacto
Neutral Expected Count 17.6 4.4 22.0
nyourskil
% within Gender 15.0% 13.3% 14.7%

Count 3 1 4

Disagree Expected Count 3.2 .8 4.0

% within Gender 2.5% 3.3% 2.7%

Count 6 0 6

Strongly disagree Expected Count 4.8 1.2 6.0

% within Gender 5.0% 0.0% 4.0%

Count 120 30 150

Total Expected Count 120.0 30.0 150.0

% within Gender 100.0% 100.0% 100.0%

Inter

Chi-Square Tests

Value Df Asymp. Sig. (2-sided)

a
Pearson Chi-Square 2.752 4 .600
Likelihood Ratio 3.875 4 .423
Linear-by-Linear Association 1.779 1 .182
150
N of Valid Cases

a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is .80.

Inter

Inter

The method used during training has an impact on your skil * Age
 Crosstab

Age Total

21 – 30 31 – 41 – 50 Above 50
40

Count 13 24 9 5 51

Strongly Expected 13.3 23.5 10.9 3.4 51.0

Agree Count

% within Age 33.3% 34.8% 28.1% 50.0% 34.0%

Count 24 24 14 5 67

Expected 17.4 30.8 14.3 4.5 67.0

Agree
Count

% within Age 61.5% 34.8% 43.8% 50.0% 44.7%

Count 2 13 7 0 22

Themethodusedduringtraininghasanimp Expected 5.7 10.1 4.7 1.5 22.0

Neutral
actonyourskil Count

% within Age 5.1% 18.8% 21.9% 0.0% 14.7%

Count 0 3 1 0 4

Expected 1.0 1.8 .9 .3 4.0

Disagree
Count

% within Age 0.0% 4.3% 3.1% 0.0% 2.7%

Count 0 5 1 0 6

Strongly Expected 1.6 2.8 1.3 .4 6.0

disagree Count

% within Age 0.0% 7.2% 3.1% 0.0% 4.0%

Count 39 69 32 10 150

Expected 39.0 69.0 32.0 10.0 150.0

Total Count

100.0% 100.0 100.0% 100.0% 100.0%

% within Age
%

Inter

Chi-Square Tests
 Value Df Asymp. Sig. (2-
sided)
a
Pearson Chi-Square 16.901 12 .153
Likelihood Ratio 21.546 12 .043
Linear-by-Linear Association .172 1 .678
N of Valid Cases 150

a. 12 cells (60.0%) have expected count less than 5. The minimum expected count is .27.

Inter

Inter

The method used during training has an impact on your skil * MaritalStatus
 Crosstab

MaritalStatus Total

Unmarried Married

Count 9 42 51

Expected Count 11.2 39.8 51.0

Strongly Agree
% within 27.3% 35.9% 34.0%
MaritalStatus

Count 21 46 67

Expected Count 14.7 52.3 67.0

Agree
% within 63.6% 39.3% 44.7%
MaritalStatus

Count 3 19 22

themethodusedduringtraininghasanimp Expected Count 4.8 17.2 22.0

Neutral
actonyourskil % within 9.1% 16.2% 14.7%
MaritalStatus

Count 0 4 4

Expected Count .9 3.1 4.0

Disagree
% within 0.0% 3.4% 2.7%
MaritalStatus

Count 0 6 6

Expected Count 1.3 4.7 6.0

Strongly disagree
% within 0.0% 5.1% 4.0%
MaritalStatus
Count 33 117 150

Expected Count 33.0 117.0 150.0

Total
% within 100.0% 100.0% 100.0%
MaritalStatus

Inter

Chi-Square Tests
 Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 7.689a 4 .104

Likelihood Ratio 9.691 4 .046
Linear-by-Linear Association 1.155 1 .283

N of Valid Cases 150

a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is .88.

Inter

Inter
 The method used during training has an impact on your skil * Qualification
Crosstab

Qualification Total

Below Matricul Higher Graduat Post-

Matriculation ation Seconda e graduate
ry

Count 0 4 20 18 9 51

Expecte 1.4 3.4 11.6 22.1 12.6 51.0

d Count
Strongly Agree
% within 0.0% 40.0% 58.8% 27.7% 24.3% 34.0%
Qualifica
tion

Count 4 6 7 32 18 67

Expecte 1.8 4.5 15.2 29.0 16.5 67.0

d Count
Agree
% within 100.0% 60.0% 20.6% 49.2% 48.6% 44.7%
Qualifica
tion

Count 0 0 4 10 8 22

Expecte .6 1.5 5.0 9.5 5.4 22.0

themethodusedduringtrai
d Count
ninghasanimpactonyours Neutral
% within 0.0% 0.0% 11.8% 15.4% 21.6% 14.7%
kil
Qualifica
tion

Count 0 0 0 3 1 4

Expecte .1 .3 .9 1.7 1.0 4.0

d Count
Disagree
% within 0.0% 0.0% 0.0% 4.6% 2.7% 2.7%
Qualifica
tion

Count 0 0 3 2 1 6

Expecte .2 .4 1.4 2.6 1.5 6.0

Strongly d Count
disagree % within 0.0% 0.0% 8.8% 3.1% 2.7% 4.0%
Qualifica
tion
 Count 4 10 34 65 37 150

Expecte 4.0 10.0 34.0 65.0 37.0 150.0

d Count
Total
% within 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
Qualifica
tion

Inter

Chi-Square Tests

Value Df Asymp. Sig. (2-sided)

Pearson Chi-Square 26.053a 16 .053

Likelihood Ratio 29.892 16 .019
Linear-by-Linear Association 2.501 1 .114
N of Valid Cases 150

a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .11.

Inter:
 Inter:

Thetrainingprogramisveryrelevanttoyourwork * Gender

Crosstab

Gender Total

Male Fema
le

Count 36 11 47

Expected 37.6 9.4 47.0

Strongly
Thetrainingprogramisveryrelevanttoyour Count
Agree
work % within 30.0 36.7 31.3%
Gender % %

Agree Count 59 11 70
 Expected 56.0 14.0 70.0
Count

% within 49.2 36.7 46.7%

Gender % %

Count 16 5 21

Expected 16.8 4.2 21.0

Neutral Count

% within 13.3 16.7 14.0%

Gender % %

Count 6 3 9

Expected 7.2 1.8 9.0

Disagree Count

% within 5.0% 10.0 6.0%

Gender %

Count 3 0 3

Expected 2.4 .6 3.0

Strongly
Count
disagree
% within 2.5% 0.0% 2.0%
Gender
Count 120 30 150

Expected 120.0 30.0 150.0

Total Count

% within 100.0 100.0 100.0%

Gender % %

Inter:
Chi-Square Tests

Value df Asymp. Sig. (2-

sided)

Pearson Chi-Square 3.084a 4 .544

Likelihood Ratio 3.578 4 .466
Linear-by-Linear Association .002 1 .965
N of Valid Cases 150

a. 4 cells (40.0%) have expected count less than 5. The minimum expected
count is .60.

Inter:
 Inter:

Thetrainingprogramisveryrelevanttoyourwork * Age

Crosstab

Age Total

21 – 31 – 41 – Abov
30 40 50 e 50

Thetrainingprogramisveryrelevanttoyou Count 11 22 9 5 47
rwork Expected 12.2 21.6 10.0 3.1 47.0
Strongly
Count
Agree
% within 28.2 31.9 28.1 50.0 31.3%
Age % % % %

Agree Count 22 29 15 4 70
 Expected 18.2 32.2 14.9 4.7 70.0
Count

% within 56.4 42.0 46.9 40.0 46.7%

Age % % % %

Count 6 14 1 0 21

Expected 5.5 9.7 4.5 1.4 21.0

Neutral Count

% within 15.4 20.3 3.1% 0.0% 14.0%

Age % %

Count 0 2 6 1 9

Expected 2.3 4.1 1.9 .6 9.0

Disagree Count

% within 0.0% 2.9% 18.8 10.0 6.0%

Age % %

Count 0 2 1 0 3

Expected .8 1.4 .6 .2 3.0

Strongly
Count
disagree
% within 0.0% 2.9% 3.1% 0.0% 2.0%
Age
Count 39 69 32 10 150

Expected 39.0 69.0 32.0 10.0 150.0

Total Count

% within 100. 100. 100. 100.0 100.0%

Age 0% 0% 0% %

Inter:
Chi-Square Tests

Value df Asymp. Sig. (2-

sided)

Pearson Chi-Square 22.503a 12 .032

Likelihood Ratio 25.038 12 .015
Linear-by-Linear Association .362 1 .547
N of Valid Cases 150

a. 12 cells (60.0%) have expected count less than 5. The minimum

expected count is .20.

Inter:
 Inter:

Thetrainingprogramisveryrelevanttoyourwork * MaritalStatus

Crosstab

MaritalStatus Total

Unmar Marri
ried ed

Thetrainingprogramisveryrelevanttoyou Count 7 40 47
rwork Expected 10.3 36.7 47.0
Strongly
Count
Agree
% within 21.2% 34.2 31.3%
MaritalStatus %

Agree Count 20 50 70
 Expected 15.4 54.6 70.0
Count

% within 60.6% 42.7 46.7%

MaritalStatus %

Count 6 15 21

Expected 4.6 16.4 21.0

Neutral Count

% within 18.2% 12.8 14.0%

MaritalStatus %

Count 0 9 9

Expected 2.0 7.0 9.0

Disagree Count

% within 0.0% 7.7% 6.0%

MaritalStatus

Count 0 3 3

Expected .7 2.3 3.0

Strongly
Count
disagree
% within 0.0% 2.6% 2.0%
MaritalStatus
Count 33 117 150

Expected 33.0 117.0 150.0

Total Count

% within 100.0 100.0 100.0%

MaritalStatus % %

Inter:
Chi-Square Tests

Value df Asymp. Sig. (2-

sided)

Pearson Chi-Square 7.058a 4 .133

Likelihood Ratio 9.627 4 .047
Linear-by-Linear Association .066 1 .798
N of Valid Cases 150

a. 4 cells (40.0%) have expected count less than 5. The minimum expected
count is .66.

Inter:
 Inter:

Thetrainingprogramisveryrelevanttoyourwork * Qualification

Crosstab

Qualification Total

Below Matric Higher Gra Post-

Matricu ulation Secon duat gradua
lation dary e te

Thetrainingprogramisveryrelevan Strongly Count 0 5 14 19 9 47

ttoyourwork Agree Expected 1.3 3.1 10.7 20.4 11.6 47.0
Count

% within 0.0% 50.0% 41.2% 29.2 24.3% 31.3%

Qualificati %
on
 Count 1 3 14 33 19 70

Expected 1.9 4.7 15.9 30.3 17.3 70.0

Count
Agree
% within 25.0% 30.0% 41.2% 50.8 51.4% 46.7%
Qualificati %
on

Count 0 1 6 8 6 21

Expected .6 1.4 4.8 9.1 5.2 21.0

Count
Neutral
% within 0.0% 10.0% 17.6% 12.3 16.2% 14.0%
Qualificati %
on

Count 3 1 0 3 2 9

Expected .2 .6 2.0 3.9 2.2 9.0

Count
Disagree
% within 75.0% 10.0% 0.0% 4.6 5.4% 6.0%
Qualificati %
on

Count 0 0 0 2 1 3

Expected .1 .2 .7 1.3 .7 3.0

Strongly Count
disagree % within 0.0% 0.0% 0.0% 3.1 2.7% 2.0%
Qualificati %
on
Count 4 10 34 65 37 150

Expected 4.0 10.0 34.0 65.0 37.0 150.0

Count
Total
% within 100.0 100.0 100.0 100. 100.0 100.0%
Qualificati % % % 0% %
on

Inter:
Chi-Square Tests

Value Df Asymp. Sig. (2-

sided)
a
Pearson Chi-Square 42.679 16 .000
Likelihood Ratio 25.235 16 .066
Linear-by-Linear Association .026 1 .871
N of Valid Cases 150

a. 17 cells (68.0%) have expected count less than 5. The minimum

expected count is .08.

Inter:

Inter:

Afterattendingthetrainingprogramyouperformancehasb * Gender

Crosstab

Gender Total

Male Female

Afterattendingthetrainingpro Strongly Agree Count 34 11 45

gramyouperformancehasb Expected Count 36.0 9.0 45.0

% within Gender 28.3% 36.7% 30.0%

 Count 64 9 73

Agree Expected Count 58.4 14.6 73.0

% within Gender 53.3% 30.0% 48.7%

Count 17 7 24

Neutral Expected Count 19.2 4.8 24.0

% within Gender 14.2% 23.3% 16.0%

Count 4 2 6

Disagree Expected Count 4.8 1.2 6.0

% within Gender 3.3% 6.7% 4.0%

Count 1 1 2
Strongly
Expected Count 1.6 .4 2.0
disagree
% within Gender 0.8% 3.3% 1.3%
Count 120 30 150

Total Expected Count 120.0 30.0 150.0

% within Gender 100.0% 100.0% 100.0%

Inter:

Chi-Square Tests

Value df Asymp. Sig. (2-

sided)
a
Pearson Chi-Square 6.293 4 .178
Likelihood Ratio 6.162 4 .187
Linear-by-Linear Association .725 1 .394
N of Valid Cases 150

a. 5 cells (50.0%) have expected count less than 5. The minimum expected
count is .40.

Inter:
Inter:

Afterattendingthetrainingprogramyouperformancehasb * Age

Crosstab

Age Total

21 – 30 31 – 40 41 – 50 Above
50

Afterattendingthetrainingprogramyouperf Count 12 19 9 5 45
ormancehasb Expected 11.7 20.7 9.6 3.0 45.0
Strongly Agree
Count

% within Age 30.8% 27.5% 28.1% 50.0% 30.0%

Agree Count 24 31 13 5 73
 Expected 19.0 33.6 15.6 4.9 73.0
Count

% within Age 61.5% 44.9% 40.6% 50.0% 48.7%

Count 3 15 6 0 24

Expected 6.2 11.0 5.1 1.6 24.0

Neutral
Count

% within Age 7.7% 21.7% 18.8% 0.0% 16.0%

Count 0 3 3 0 6

Expected 1.6 2.8 1.3 .4 6.0

Disagree
Count

% within Age 0.0% 4.3% 9.4% 0.0% 4.0%

Count 0 1 1 0 2

Strongly Expected .5 .9 .4 .1 2.0

disagree Count

% within Age 0.0% 1.4% 3.1% 0.0% 1.3%

Count 39 69 32 10 150

Expected 39.0 69.0 32.0 10.0 150.0

Total
Count

% within Age 100.0% 100.0% 100.0% 100.0% 100.0%

Inter:
Chi-Square Tests

Value df Asymp. Sig. (2-

sided)

Pearson Chi-Square 14.050a 12 .298

Likelihood Ratio 17.366 12 .136
Linear-by-Linear Association .338 1 .561
N of Valid Cases 150

a. 11 cells (55.0%) have expected count less than 5. The minimum

expected count is .13.

Inter:
References:
Ananthalakshmi Mahadevan, M. H. (2019). Impact of Training Methods on Employee Performance in a
Direct Selling Organization, Malaysia. IOSR Journal of Business and Management (IOSR-JBM) , 21 (10), 7-
14.