IMPACT OF ONLINE TRAINING PROGRAMS ON EMLOYEE

PERFORMANCE AND BUSSINESS GROWTH ALONG WITH

MEDIATING EFFECT OF WORK ENVIORMENT

Subject: Advance Business Research

Research Proposal / Synopsis

Submitted to:
Mam Fizza Rizvi

Submitted by:
Sittara tanveer
Roll # M20MBA083
MBA 2 Years
Section A (Morning)
Semester 1

Hailey College of Banking & Finance

 IMPACT OF ONLINE TRAINING PROGRAMS ON EMLOYEE
PERFORMANCE AND BUSSINESS GROWTH ALONG WITH
MEDIATING EFFECT OF WORK ENVIORMENT
SITTARA

Abstract:
Purpose – To determine the effect of online training on job performance. It proposes work
environment, job satisfaction and work motivation as mediating variables, and answers how
work from-home affects employee performance through them.
Design/methodology/approach: an expected 71 valid respondents who answered the
questionnaire came from employees, which were obtained from online social media. The data
were tested for validity and reliability with SPSS 25.0 software, then the model was analyzed
using Structural Equation Model (SEM) SPSS 25.0.
Findings - Based on statistical data processing it is known that working from home employees
experience greater work motivation so that it can improve job performance, but it has no
relationship with job satisfaction and work environment.
Practical implications – The study has implications for business practitioner who intend to
measure the effectiveness of their work-from-home policies. This is especially pertinent during
the Work from Home policy. The original contribution of this study lies within its questionnaire
that has been attuned to changes caused by Work from Home policy.
Originality/value - This paper offers an important contribution on how the perception of work
from home implication to job performance in human resources management academic.
Paper type - Research proposal
Keywords: employee training, employee performance, business growth

1. INTRODUCTION
1.1 Background of the Study
There is no doubt that organizations are focusing more on employee performance for success.in
order to utilize human resource effectively. Organizations emphasize on their human resources to
keep them up to date based on environmental changes, technology and competition. In so doing
organizations tend to focused on managers to pay special attention on human assets to attain
organizational goals and objectives. Now a day due to covid-19 online training are offer.
Organizations try to capture turbulent dynamic market, they strongly focus on human capital in
order to get financial solvency and competitive advantage. The success of organizations depends
on employee skill, knowledge and attitude
The primary purpose of the study is to find out the relationship of an innovative framework for
online training based on current scenarios and find out the effect they produce on employee
performance and business growth in future. In recent years, the literature is increasingly more
focused on online internships and their value to students in different disciplines (Bayerlein, 2015,
DeWitt & Rogers, 2009, Goldsmith & Martin, 2009, Kruse, Harlos, Callahan, & Herring, 2013,
Pike, 2015, Weible & McClure, 2015). However, those internships took place online and had
little in the way of a brick and filling component of practice. workplace environments.
Institutions of higher learning continuously search for ways to improve the overall experience of
an education that does not have a face-to-face component. An effective internship will teach
students to apply knowledge and skills in real-world settings and thus increase their employment
opportunities after graduation. The literature on the benefits students gain after a real-life
experience, whether it was called an internship, an externship, community project, or field
experience, shows it gave them an advantage (Daugherty, 2011, Knouse & Fontenot, 2008,
Weible & McClure, 2015). One challenge for an internship that is conducted on the ground and
integrated with an online academic program is the need to connect the student with the employer
organization.
Present associations are confronting broad rivalry, consistently changing innovative and business
climate. Globalization and truly changing client needs have included more difficulties on
business associations. To address these difficulties associations should prepare and foster their
workers. As indicated by current associations should manage preparing requires connected up
with modifying and developing internationalization of industry, different public perspective and
a changed labor force. So for this reason people are set up with the correct kind of aptitudes, data
and abilities to complete their distributed obligations and consequently preparing is considered to
enormously affect authoritative effectiveness. It is likewise seen that more cost in preparing has
prompted greater efficiency. according to ivancevich (2010), training and development is an
important core function that provides skills, information and understanding of the organization
and its goals to employees. Cole (1997) defines the list of factors that affects the quantity and
quality of training activities are as follows: That the degree of change in the external
environment e. g. Technology, legislation and so on has influence on training and development.
Training emphasizes on internal change e. g. New markets, new processes, new competitor’s
Suitable knowledge, skills and attitude within the existing workforce 4. Training focuses on
adaptability of existing workforce 5. The commitment of senior management to training as an
essential part of economic success 6. The extent to which the organization supports the idea of
internal career development 7. The extent to which management sees training as a motivating
factor in work and finally. Training is a type of activity which is planned, systematic and it
results in enhanced level of skill, knowledge and competency that are necessary to perform work
effectively (Gordon 1992). Development is a broad ongoing multi-faceted set of activities
(training activities among them) aimed at bringing someone or an organization up to another
threshold of performance, often to perform some job or a new role in the future (McNamara
2008). Employee performance is defined as the outcome or contribution of employees to make
them attain goals (Herbert, John & Lee 2000) while performance may be used to define what an
organization has accomplished with respect to the process, results, relevance and success Uganda
National Development Program (1995). Afshan et al. (2012) define performance as the
achievement of specific tasks measured against predetermined or identified standards of
accuracy, completeness, cost and speed. Employee performance can be manifested in
improvement in production, easiness in using the new technology, highly motivated workers.
In order to succeed. Organizations have to obtain and utilize human resources effectively
Organizations, therefore, need to design its human resource management in ways that fit into the
organization’s structure as this it will make the organizations achieve their goals and objectives.
Moreover, it is also important for organization to assist their workforce in obtaining the
necessary skills needed and, increase commitment. The general consensus is that learning the ins
and outs of an industry virtually, using contemporary internship methods, strengthens the
students’ expertise and better prepares them for future workplace environments. Institutions of
higher learning continuously search for ways to improve the overall experience of an education
that does not have a face-to-face component. An effective internship will teach students to apply
knowledge and skills in real-world settings and thus increase their employment opportunities
after graduation. The literature on the benefits students gain after a real-life experience, whether
it was called an internship, an externship, community project, or field experience, shows it gave
them an advantage (Daugherty, 2011, Knouse & Fontenot, 2008, Weible & McClure, 2015). One
challenge for an internship that is conducted on the ground and integrated with a virtual
academic program is the need to connect the student with the employer organization. We are
living in the earlier stage of twenty-first century in a global world. In under developing countries
like Pakistan, education system is still in improvement process. Here, although teachers are
facilitated, they are not directed to enhance practical knowledge of their students with conceptual
knowledge during a course program. Inappropriate teaching methodology may be one of the
reasons due to which students find it difficult to implement conceptual knowledge in solving
their daily lives problems. This problem can be solved with the help of online internship
programs. In Pakistan, it is supposed the online internship programs would be beneficial and
helpful to improve the performance of the faculty members and to enhance the workplace
experience of the students during the course work of their degrees.
organizations are updating their employee’s performance, knowledge, skills and attitude due to
changes in political, economic and technological advancement (Evans, puck & barsoux 2002,
32) that’s why it is very important for an organization to train their employees so they can adapt
changing environment easily. Training put greater impact on employee performance and make
employees knowledgeable so it is the primary concern for any organization to increase job
performance of the employees, employees are the asset for every organization therefore they are
trained to achieve organizational goals and objectives. employees are intellectual property for an
organization (houger 2006), so managers ensure that they are being provided adequate training
so their competencies and skills will be increased and training is the best way to developed
employee’s behavior and knowledge towards their job. When organization hires a new employee
he or she is not familiar to the relevant knowledge skills and culture of an organization they need
training to know about their tasks, assignments and how to interact with customer, organizational
policies and procedure. Training is also important for an existing employee for updating their
competencies. Training helps to redirect the current employees, if organization puts greater
concentration on training programs the knowledge, skills, attitude and interest automatically
changes when the environment changes so it puts positive impact. Organizations provide
transferrable skills by training in this way employees adapt change and be ready for future
change.

Problem statement
The world of education and learning is moving towards online training. The benefits are
undeniable: reduced costs, great flexibility for the owners and the ability to train thousands of
people all over the globe at the same time. The people in your organization come from different
backgrounds and have unique experiences. As such, your online training program shouldn’t take
a one-size-fits-all approach by offering everyone the same online training activities and support
tools. feedback gives employees insight on what they are good at and what can be improved.
The LMS itself should be structured to provide corporate learners with feedback so they know
where they stand. They use complicated E-Learning software and have lack of motivation.
Rewarding your learners is just as important as getting their feedback. And due to these factors
we will find out if we make our online training successful then productivity and business
growth will increase or not, because lack of motivation is one of the reason to reduce growth
and employee performance

Gap identified
Previously many researchers who have conducted the study was based only on effect training
employees in organization but due to current situation everything has gone online and nothing
has done yet to check the effectivity of online based training on business growth and employee
performance
Research questions
 Is there relationship exist between online training and employee performance?
 Is there relationship exist between online training business growth?
 What key internal and external factors influence the impact of online training?

Research objectives
Through the relevant review of different studies, reports, journals and books, on the topic under
consideration following objectives could be drawn
 Investigate the meaning and importance of online training.
 To identify the significance of employee performance through online trainings.
 To explore the relationship between online Training and business growth.
 To develop guideline for assessing the employee performance

Significance of the study

Many organizations worldwide are looking at online training as a way of keeping people
informed and engaged during the present pandemic.it reduce cost flexibility in delivery no
problem in time location length, class size, may have a positive impact on training budgets,
consistent with just in time management philosophy waste is reduce on the other hand online
training can be less desirable with participants, some technical issues happen, challenging to get
full engagement from participants ,some cultural resistance and group interaction is awkward
dues to this factors some employees ignore the training . and organizations try to capture
unsettled dynamic market, they strongly focus on human capital in order to get financial
solvency and competitive advantage. The success of organizations depends on employee skill,
knowledge and attitude and when they did not focus on training something wrong happens which
is not good for the business growth

Contributions to the practice and literature

The paper provide recommendation to HR department for better practice for online training to
make employees more committed to their jobs. In online training employee are not more
motivated through this training we will get to know how this training has any contribution in
literature and how online training should be conducted for effective business and employee
performance, previously no research has been conduct on impact of online training on business
growth and employee performance
 LITERATURE REVIEW
Based on these previous studies, the researcher created the similarities and differences in
variables between previous studies. The aim of this research is analyzing the influence of work
from home on work environment, job satisfaction, work motivation, and their implication to job
performance and business growth

Dependent variable:
The dependent variable of this research is employee performance and business growth
which depends upon training of employees. Literature review also reveals that
performance and business growth are independent variable and it is enhanced by
Providing effective training

Independent variable:
The independent variable of this research is online training. Literature review
recommends that Training of employees have a greater impact on the performance of
employees but online training have not much greater impact on performance as well as
business growth. There is indirect Relationship between online training and performance
as well as on business growth i.e. Training enhances the performance.

Literature and hypothesis development

Job Performance Theory:
Javed, Baloch, and Hassan (2014) defined job performance as generally referring to whether a worker
carries out his/her duty well or not. Aguinis (2009) also indicated that “the definition of performance does
not include the results of an employee’s behavior, but only the behaviors themselves”. Performance refers
to the behavior or actions of employees, not the production or the outcome of their work. In another
study, performance is considered as a function of an individual ability/skill/effort in a given situation
(Lawler & Porter, 1967). Job performance also is “the total expected value to the organization of discrete
behavioral episodes that an individual carries out over a standard period” (Motowidlo, S. J., & Kell, H. J.,
2012). Task performance and contextual performance are two components to measure employee job
performance (Kahya, 2009). In terms of the companies, the job performance of employees is categorized
as when workers apply their specific knowledge and skills to accurately conduct their tasks according to
the standard service procedures of accommodation establishments. Employees perform various tasks
within the organization, primarily providing guests with functions such as accommodation services,
catering services and other additional services and jobs related to features such as finance, accounting,
marketing, sales and personnel. All these activities performed by the staff are related to the organization’s
goals.

Online Training
Noe, (2001) says that organizations that embrace training and development practices are able to
retain their customers, suppliers, employees, shareholders and other stakeholders in the long run
as they are deemed more trustworthy and better custodians of the interests of the various
stakeholders. This translates into better financial performance for the business. Myles (2002),
states that a company that seeks to train and develop its employees well and reward them for
their performance has its employees in turn are motivated and thus are more likely to engage in
their work hence improving their performance and loyalty to their company. These same
employees being the point of contact with customers will provide better service, leading to more
repeat business and more referrals from the satisfied customers. The increase in sales through
repeat business and referrals will translate into an increase in business profits thus improving
shareholders ‘investment. The shareholders are therefore benefiting from the increased returns on
their investment and may choose to increase their investment into the business. This example
illustrates the ‗virtuous circle ‘as described by Lick (1996) where there is a reciprocal
relationship between training and development and performance. 14 Learner (1986), conducted
an eleven-year study and found that organizations with cultures that emphasized training and
development and ethical values in every area with regards to employees, customers and
stakeholders, as well as leadership from managers, outperformed companies that did not have
this cultural characteristic by a huge margin. Seligman (1978) stated that where values are
clarified and shared, productivity and job satisfaction increase. The argument that trainings
highly influences on employee performance has been confirmed by previous research (Loan, L.,
2020; Guzmán, S. A. et al., 2018; Gul, H., et al., 2018; Khan et al., 2016). If the purpose online
trainings are not achieved, then employee performance will be poor, as their productivity will be
negatively affected. On the contrary, satisfied employees are motivated to perform their duties to
the best degree possible.

Employee performance and business growth:

Employees must know what they need to do to perform their job successfully. Setting
performance expectations and goals for individuals and groups to channel their efforts towards
achieving organizational objectives. Getting employees involved in the planning process helps
them understand the goals of the organization, what needs to be done, why it needs to be done
and how well it should be done, Terrington (1995). Performance expectations need to be
understood and where possible, to involve the contribution from the employees as Terrington
(2005) puts it. Williams (2000), argues that as individuals cannot always control their results, it’s
important to have behavioral targets as well as output targets. It is recommended that there is a
personal development plan which would again underpin the achievement of objectives. Price
(2005) states that managing employee performance every day is the key to an effective
performance management system. Setting goals, making sure expectations are clear and
providing frequent feedback help people perform most effectively. Goal setting involves
managers and subordinates jointly establishing and clarifying employees ‘goals. It affects
performance through influencing what people think and do by focusing their behavior in the
direction of goals, energize behavior, motivate people to put forth the effort to reach difficult
goals that are expected and clarifies duties and responsibilities. Participation convinces
employees that the goals are achievable and can increase motivation and performance Cummings
and Worley (2005). Clear performance expectations are a critical factor in teamwork success,
whether your goal is to develop a project team, your departmental team, or a sense of teamwork
company-wide, clear performance expectations support teamwork success. Use clear
performance expectation to help employees develop accountable, productive, meaningful,
participatory teamwork Armstrong (2003).
Relationship between Training and Employee Performance
Myles (2000), states that a company that seeks to train and develop its employees well and
reward them for their performance has its employees in turn motivated and thus are more likely
to be engaged in their work hence improving performance and loyalty to their company. These
same employees, being the point of contact with customers will provide better service, leading to
more business and more referrals from the satisfied customers. The increase in sales through
referrals and repeat businesses will translate into an increase in business profits thus improving
shareholders ‘investment. The shareholders 23 are therefore benefiting from increased returns on
their investment in the business. In addition, good financial performance also attracts new
shareholders to the business. Suppliers will be eager to do business with the company due to its
financial strength and its positive reputation. The company is therefore able to negotiate friendly
purchase terms with suppliers. This example illustrates the ‗virtuous circle ‘as described by Lisk
(1996) where there is a reciprocal relationship between training & development and
performance.
Relationship between Training and business growth
When employees get training from home, their work motivation becomes higher because of two
primary reasons: productivity and personal life. Employees find it easier to increase their
productivity because when they telecommute, they can avoid traffic jams and transportation
expenses, and they can even live in a cheaper location such as a suburb, even if it is not close to
their office. They also have a chance to take care of private affairs during working hours,
enabling them to seek higher fulfilment of personal life (Akhmetshin et al., 2018; Olafsen, A. H.,
et al., 2018; Shockley & Allen, 2012; Zhu, Y. Q. et al., (2018)

Online trainings → Employee Performance

Hypothesis (H2).
 H2: Online trainings have a positive and significant effect on employee performance
The argument that trainings highly influences on employee performance has been confirmed by
previous research (Loan, L., 2020; Guzmán, S. A. et al., 2018; Gul, H., et al., 2018; Khan et al.,
2016). If the purpose online trainings are not achieved, then employee performance will be poor, as
their productivity will be negatively affected. On the contrary, satisfied employees are motivated to
perform their duties to the best degree possible

Online trainings → business growth

Hypothesis (H3)
 H3: Online trainings have a positive and significant effect on work business growth
When employees get training from home, their work motivation becomes higher because of two
primary reasons: productivity and personal life. Employees find it easier to increase their
productivity because when they telecommute, they can avoid traffic jams and transportation
expenses, and they can even live in a cheaper location such as a suburb, even if it is not close to
their office. They also have a chance to take care of private affairs during working hours,
enabling them to seek higher fulfilment of personal life (Akhmetshin et al., 2018; Olafsen, A. H.,
et al., 2018; Shockley & Allen, 2012; Zhu, Y. Q. et al., (2018)

MEDIATING EFFECT
WORK ENVIROMENT:
Previous studies suggest that telecommuting positively affects work environment and is
considered the most relevant literature to form a hypothesis for this research. Researchers argued
that working from home can create a more flexible work environment because employees feel
free to arrange their own work schedule and workplace environment (Baltes et al., 1999; Allen,
Golden & Shockley, 2015). Their personal needs and taste can be fulfilled because they can
customize their own working area according to their personality (Gajendran & Harrison, 2007;
Easton, S., & Van Laar, D., 2018)
Previous studies suggest that telecommuting positively affects work environment and is
considered the most relevant literature to form a hypothesis for this research. Researchers argued
that working from home can create a more flexible work environment because employees feel
free to arrange their own work schedule and workplace environment (Baltes et al., 1999; Allen,
Golden & Shockley, 2015). Their personal needs and taste can be fulfilled because they can
customize their own working area according to their personality (Gajendran & Harrison, 2007;
Easton, S., & Van Laar, D., 2018)
The argument that work motivation highly influences employee performance has been confirmed
by previous research (Loan, L., 2020; Guzmán, S. A. et al., 2018; Gul, H., et al., 2018; Khan et
al., 2016). If work motivation is not achieved, then employee performance will be poor, as their
productivity will be negatively affected. On the contrary, satisfied employees are motivated to
perform their duties to the best degree possible.

H3: Online training has positive and significant effect on employee performance with
mediating effect of work environment

H4: Online training has positive and significant effect on business growth with mediating
effect of work environment

WORK MOTIVATION:
It is an effective choice to enhance employees’ performance by increasing their motivation with respect to
both personal and organizational goals (Steinbauer, R. Et al., 2018). The increase in work motivation of
employees is an influential factor in increasing work efficiency and productivity, which is widely
understood as a characteristic of good job performance (Breaugh, J., 2018). The positive contribution of
work motivation to job performance has also been suggested by Al-Mansoori, S. S. (2018) and Riyadi, S.
(2020), who previously conducted research to examine the effect of work environment and work
motivation on performance. He further suggested that job satisfaction mediates the effect of work
motivation and environment on job performance. Organizational goals have a higher chance of being
achieved when employees are highly motivated to do their job. Therefore, companies should pay close
attention to it.It is an effective choice to enhance employees’ performance by increasing their
motivation with respect to both personal and organizational goals (Steinbauer, R. Et al., 2018).
The increase in work motivation of employees is an influential factor in increasing work
efficiency and productivity, which is widely understood as a characteristic of good job
performance (Breaugh, J., 2018). The positive contribution of work motivation to job
performance has also been suggested by Al-Mansoori, S. S. (2018) and Riyadi, S. (2020), who
previously conducted research to examine the effect of work environment and work motivation
on performance. He further suggested that job satisfaction mediates the effect of work motivation
and environment on job performance. Organizational goals have a higher chance of being
achieved when employees are highly motivated to do their job. Therefore, companies should pay
close attention to it.

H5: Online training has positive and significant effect on employee performance with
mediating effect of work motivation

H6: Online training has positive and significant effect on business growth with mediating
effect of work motivation

Conceptual Framework

Work environment
(MV)

Employee
Online trainings performance/bus
iness growth
(IDV)
(DV)

Work motivation
(MV)
 Empirical Review:
Independent Variable Mediating variable Dependent Variable Expected Effect

Online training Work motivation/ Employee performance Positive/negative

work environment

Online training Work motivation / Business growth Positive/negative

work environment

The framework of this study is based on the relationships of the independent variable online
training and the dependent variable employee performance, business growth with mediating
effect of work environment and work motivation. To study or to find out the relationship
between these variables SEM analysis is used

METHODOLOGY
This chapter presents a description of the methodology that is employed in the study. It spells out
the techniques and methods of sampling, data collection, processing, analysis, and the area in
which the study is carried out. The chapter also highlights the limitations and problems
encountered while collecting data

Research Design
In order to answer the study questions, this study will adopt the qualitative research approach. In
this kind of a research, unstructured and semi-structured interviews and questionnaires can be
used. Qualitative research helps to obtain the insights about the phenomena in question and is
flexible in the sense that it helps in identifying the missing part of what is unknown or partially
known. Further still, qualitative research is said to be more relevant in the context of discovery
and thus be able to get access to what was never known before. However, if the research problem
is not well understood, there is a possibility that the researcher will be overwhelmed by data due
to unnecessary data collection. This will make the analytical part of research more difficult.

Sampling & Data collection method

This section details the sources of the data used in the dissertation and the data collection
methods employed. The study is limited to those companies that provide telecommunications
training to their employees. In choosing the limited companies to be studies, purposive sampling
was used and selected. Simple random sampling was then applied when selecting respondents
from the on-line training and this was done to eliminate bias. In data collecting, only primary
data was collected during this study. Primary data is data collected directly from first-hand
experience. The only primary source of data employed in this study is the questionnaire. A
structured questionnaire comprising of 18 questions is designed and administered to all
employees dealing with handling customers in the case companies by the researcher. The
purpose of the questionnaire is to investigate the impact of online training on employee
performance and business growth. The questions in the questionnaire are made short and clear in
order to ensure that it takes the respondents not more than 15 minutes to answer and therefore
encourage participation. The questionnaire included a cover This cover letter sent out to the
respondents has a number of objectives; first, to provide respondents with brief information
about what they were being requested to respond to and, Second, to motivate them into
participating in the questionnaire.

Statistical Analysis Technique

The data analysis has been performed through SPSS, using reliability test and SEM analysis

MEASURES:
All responses were measured by using six-point Likert-type scales ranging from 1 (strongly
disagree) to 6 (strongly agree). This expected scale had Cronbach’s alpha value of 0.6 to 0.7 in
the study. As a measuring tool for the variables above, an identification code is made for each
indicator, and it is measured by a 6-point Likert scale, namely: 1 = Strongly Disagree 2 =
Disagree 3 = Slightly Disagree 4 = Slightly Agree 5 = Agree 6 = Strongly Agree

Expected results:
To ensure that the questionnaire was applied to this study expected total respondent are 100 and
total of expected 71 participants provided correct feedback on the online questionnaire, the
characteristics of the respondents are
Gender:
Demographics characteristics will be looking at the various categories into which the
respondents are classified. This included gender, job position, education levels and years of
service.
Respondent formed the majority of the target population with a total of 54% while 46% of the
respondents were males out of the 100 respondents, the majority 54 respondents representing
54% were female while 46 respondents representing 46% were males. The results have also been
represented
Qualification
The expected qualification wise participants from among 87 graduates (60.0%) and 13 post-
graduates (40.0%), this means that graduates dominated the proceedings with substantiate
margin.
Reliability analysis were conducted using SPSS. Then the methods of structural equation
modeling (SEM) were chosen to analyze the data. The type of data analysis has been widely
applied in various fields (Su and Yang, 2010). Compared with other methods, the greatest
advantage of SEM is the ability to simultaneously measure the relationship between potential
variables in the case of errors (Hair, 2006). Statistical Package for the Social Sciences (SPSS)
software was used to find Cronbach’s Alpha reliability analysis and factor analysis. The
reliability of the all constructs is satisfied when Cronbach’s ‘α’ coefficient is over 0.7 for all the
constructs (Nunnally, 1978)

SEM and Hypothesis:

Testing Based on the hypothesis, the initial structural model with a null correlation among errors
was tested using maximum likelihood (ML). The fit index of the final structural model satisfied
conformity (CR ≥ 1.98). The standardized path coefficients of the final structural model, which
was used to verify the previous hypothesis.
The research hypotheses were examined by following a two-step approach in structural equation
modeling using SPSS. in the first step, confirmatory factor analysis was used to validate the
measurement of research variables because these we read aped from other published sources
(Anderson and Gerbing, 1988).
H1: There is a positive relationship among online training and work environment Expected (CR
= 8.517).
H2: There is a positive relationship among online training and employee performance Expected
(CR = 7.485).
H3: Online training has positive and significant effect on employee performance with mediating
effect of work environment Expected (CR = 8.549).
H4 Online training has positive and significant effect on business growth with mediating effect
of work environment. Expected (CR = 10.517).
H5: Online training has positive and significant effect on employee performance with mediating
effect of work motivation. Expected (CR = -1.435).
H6 Online training has positive and significant effect on business growth with mediating effect
of work motivation Expected (CR = 0.645).
To examine the dependent and independent variable effect of online training in the direct effect
of on employee performance and business growth we used a two-step hierarchical regression
analysis. First, independent and moderating variables were regressed with the dependent
variable. Second, an interactional term between independent and moderating variable was
computed and regressed with dependent variable to identify its significance. While expected
result of this relation is (beta= 0.22, p=0.01

Conclusion:
This study is to analyze the effect of online training on employee performance and business
growth. The results of the analysis show that online training has greatly affects the work
environment, work motivation and employee performance and business growth. Work
motivation positively affects employee performance when training from home. However, work
environment and business growth non-significance to job performance when training from home.
Finally, this study proves the positive relationship of “online training” with the “employee
performance” and positive implication to “work motivation”. This study is focused on an online
random survey of employees, so that future researchers can investigate by conducting interviews
with companies that implement a permanent work from home policy. The recording and
recognition of employee proposals for being more satisfied is another future subject of research
arising from this study.
Findings of the study reveal that online training able to improve job performance. This policy not
be able to continue into a permanent policy; it is not very positive in contributing to business
growth However, the work environment will be improved employed somehow motivated
somehow not motivated because a long taking in zoom apps or others sites employee will be
distracted only listening power of all the peoples in not good. due to this such as improving
infrastructure and facilities needed for employees related to training from home or work from
home.
REFERENCES
Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanam, F. (2014). Impact of employee
motivation on employee performance. European Journal of Business and Management, 6(23),
159-166.
Ahmad, S., Ahmad, M., & Asghar, R. A. (2014). Impact of training and development on
employee performance. Arabian Journal of Business and Management Review, 2(4), 19-24.
Abbott, J. A., Klein, B., Hamilton, C., & Rosenthal, A. J. (2009). The impact of online resilience
training for sales managers on wellbeing and performance. Sensoria: A Journal of Mind, Brain
& Culture, 5(1), 89-95.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European
journal of Business and Management, 5(4), 137-147.
Garcia, M. U. (2005). Training and business performance: The Spanish case. The International
Journal of Human Resource Management, 16(9), 1691-1710.
Shamir, B., & Salomon, I. (1985). Work-at-home and the quality of working life. Academy of
Management Review, 10(3), 455-464.
Shockley, K. M., & Allen, T. D. (2012). Motives for flexible work arrangement use.
Community, Work & Family, 15(2), 217-231
Kuznia, K. D. (2014). Corporate eLearning impact on employees. Global Journal of, 1.
Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence
Job Satisfaction. Ali, BJ, & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and
its Influence Job Satisfaction. International Journal of Engineering, Business and
Management, 5(2), 21-30.
Driskell, J. E. 2011. Effectiveness of Different Detection Training: A Meta – Analysis. Psychology, Crime
and Law 10 (2011), 1-19.

(1994), ‗The impact of previous training on productivity and wages ‘, in L. Lynch (ed.),
Training and the Private Sector — International Comparisons, Chicago: University of Chicago
Press. Black, S. Eland Lynch, L. M. (1996), ‗Human -capital investments and productivity’,
American Economic Review, vol. 86, pp. 263
Langley, D. J., van Doorn, J., Ng, I. C., Stieglitz, S., Lazovik, A., & Boonstra, A. (2021). The Internet of
Everything: Smart things and their impact on business models. Journal of Business Research, 122, 853-
863.

Mingyue, F., Krampah-Nkoom, A., Manu, B. D., & Oduro, D. (2020). Evaluating the Effects of Online
Training on Employee Self-efficacy. A Dilemma from the Banking Industry in Ghana. Journal of Arts and
Humanities, 9(2), 01-16.

Vincent, M. (2020). Impact of Training and Development on Employee Job Performance in Nigeria.  Saudi
Journal of Humanities and Social Sciences, 5(05), 265-268.

Mohammad, H. S. J. (2020). An Empirical Study on the Relationship of Effectiveness of

Training on Employee Performance among Private Hospitals and Clinics in the Kingdom of
Bahrain. iKSP Journal of Innovative Writings, 1(1).
Aropah, V. D. W., & Sumertajaya, I. M. (2020). Factors Affecting Employee Performance
during Work from Home. INTERNATIONAL RESEARCH JOURNAL OF BUSINESS
STUDIES, 13(2), 201-214.
Qing, K. J., Kee, D. M. H., Soon, J. C. T., Hui, C. K., Singh, A., Kurniawan, O. E., ... & Sin, L.
G. (2020). The impact of employee satisfaction, organizational commitment, job performance
and teamwork as the success factors in FedEx: A study of FedEx’s employees in
Malaysia. International journal of Tourism and hospitality in Asia Pasific, 3(2), 48-56.
AlShehhi, H., Alshurideh, M., Al Kurdi, B., & Salloum, S. A. (2020, October). The impact of
ethical leadership on employees’ performance: A systematic review. In International Conference
on Advanced Intelligent Systems and Informatics (pp. 417-426). Springer, Cham.
PAAIS, M., & PATTIRUHU, J. R. (2020). Effect of motivation, leadership, and organizational
culture on satisfaction and employee performance. The Journal of Asian Finance, Economics,
and Business, 7(8), 577-588.
Guterresa, L. F. D. C., Armanu, A., & Rofiaty, R. (2020). The role of work motivation as a
mediator on the influence of education-training and leadership style on employee
performance. Management Science Letters, 10(7), 1497-1504.
Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource
flexibility, employee competency, organizational culture adaptation and job satisfaction on
employee performance. Management Science Letters, 10(8), 1775-1786.
Steinbauer, R., Renn, R. W., Chen, H. S., & Rhew, N. (2018). Workplace ostracism, self-regulation, and job
performance: Moderating role of intrinsic work motivation. The Journal of social psychology, 158(6),
767-783.

Virick, M., DaSilva, N., & Arrington, K. (2010). Moderators of the curvilinear relation between extent of
telecommuting and job and life satisfaction: The role of performance outcome orientation and worker
type. Human relations, 63(1), 137-154.

Wang, J., & Wang, X. (2019). Structural equation modeling: Applications using Mplus. John Wiley &
Sons. Wixom, B. H. and Watson, H. J., 2001, “An empirical investigation of the factors affecting data
warehousing”, MIS Quarterly, 25, 1, pp. 17-41. Zhang, J. (2016).

Loan, L. (2020). The influence of organizational commitment on employees’ job performance: The
mediating role of job satisfaction. Management Science Letters, 10(14), 3307-3312.

Marshall, G. W., Michaels, C. E., & Mulki, J. P. (2007). Workplace isolation: Exploring the construct and
its measurement. Psychology & Marketing, 24(3), 195-223

Riyadi, S. (2020). The Influence of Leadership Style, Individual Characteristics and Organisational Climate
on Work Motivation, Job Satisfaction and Performance. International Journal of Innovation, Creativity
and Change, 13(7), 662-77