BUSINESS RESEARCH PROJECT

ON
THE IMPACT OF TRANING AND DEVELOPMENT ON
EMPLOYEES PERFORMANCE IN JINDAL STAINLESS
STEELWAY LIMITED
GURUGRAM,HARAYANA
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE
BACGELOR DEGREE IN BUSINESS ADMINSTRATION
OF

HEMVATI NANDAN BAHUGUNA GARHWAL UNIVERSITY

SUPERVISED TO:
MR. ARPIT WALIA
HOD
Department of Management
SUBMITTED BY:
KOMAL DUGGAL
ROLL NO. 19203510004
(BATCH 2019-22)
 CERTIFICATE
It is to certify that Komal Duggal are bonafide student of 6th Semester
of the Bachelor’s degree in Business administration (Batch 2019-22), of
Alpine Group of institute, Dehradun.
They have completed business research work entitled “THE
IMPACT OF TRANING AND DEVELOPMENT ON EMPLOYEES
PERFORMANCE” under my guidance.
I certify that this is there original efforts and this project has also been
submitted in any other institute/University for the purpose of award of
any degree under my guidance.
This project fulfils the requirement of the curriculum prescribed by this
institute for the said course. I recommend this project work for
evaluation and consideration for the award of Degree to the student.

Signature:
Name of the Guide:
Designation:
Date:
 ACKNOWLEDGEMENT

On the very outset of this report, I like to Extend my sincere and

heartfelt obligation to all the persons who have helped me in this
endeavor. Without their active guidance, help, cooperation and
encouragement, I would not made headway in the project.

Firstly, we feel the sense of gratitude to the who gave this

commendable opportunity without which I cannot start this project.

Secondly, we thankful to Internal guide who helped me at every

fact of this project and guide me on the every headway of this
project.
++

NAME BBA
KOMAL DUGGAL HUMAN RESOURCE
MANAGEMENT
 FACULTY DECLARACTION

This is to certify that, KOMAL DUGGAL the student of ALPINE GROUP OF

INSTITUTES has undertaken his project work under my supervision . Her survey
title is “THE STUDY OF IMPACT ON TRANING AND DEVELOPMENT ON EMPLOYEES
PERFORMANCE”

This project has undertaken for the partial fulfillment of requirement for ward of
BBA.

This is further certified this work has not been submitted elsewhere for the award
of my degree and has not been published for any other purpose to the best of my
knowledge. This information collected through this survey work shall be used only
for research purpose.

MR. ARPIT WALIA SIGNATURE

ALPINE GROUP OF INSTITUTE
DEHRADUN, UTTRAKHAND
 CONTENTS

CERTIFICATE 2
ACKNOWLEDGEMENT 3
FACULTY DECLARACTION 4
ABSTRACT 5
INTRODUCTION 6
LITERATURE REVIEW 7
OBJECTIVE 8
METHODOLOGY OF THE STUDY 9
MEASURES AND SCALES 10
ANALYSIS AND RESULTS 11
DISCUSSION AND FINDINGS OF THE STUDY 12
RECOMMEDATION 13
CONCLUSION 14
REFERENCES 15
Abstract
Training has become the buzz word in the dynamic competitive market. Human

capital differentiates a great organization from a good one. Organizations

investing in effective training and development for human resource tend to

achieve both short and long term benefits. This study presents a literature review

on the significant of training and development on employee productivity.

Employees tends to become absolute, and therefore making the need to adapt to

the continuous learning and updating of the skill and knowledge invaluable, due

to the organizational, technological and social dynamics. Thus, in order for

organizations to achieve optimum returns from their investment, there is

imperative need to effectively manage training and development programs.

However, the most vital asset of every organization under stiff and dynamic

competition is its human capital. Training and development is an instrument that

aid human capital in exploring their skills. Therefore training and development

is vital to the productivity of organization’s workforce.

Key words: Employee Training, Employee Development, employee Productivity

1.INTRODUCTION

Employee training and development has emerged as a major educational

enterprise over the past three decades. This Increase is associated with a demand

in the workplace for employee at all levels to improve performance in their

Present jobs to acquire skills and knowledge to do new jobs, and to continue their

career progress in a changing World of work (Armstrong, 2001;

Craig, 1987). Numerous organizational adages suggest that people are the key to

Any successful business operation. This emphasis is not empty as it is becoming

increasingly clear that no human Enterprise can succeed without properly skilled

and knowledgeable human resource development professionals (Goldstein &

Ford, 2002). Ongoing employee development is critical to the short and long term

success of every Business profit or non-profit (Becker, 1962; Pittam, 1987).

Although definitions frequently include learning experiences provided to

employees to bring about changes in Behavior that promote the attainment of

the goals and objectives of the organization, the definitions in the literature

Range from quite narrow to broad and all-encompassing. More often, the

definitions use the term human resource Development (HRD), rather than training

and development, to identify the function (Tracey, 1992). “What should Training

be called?” This question has larger implication than may be immediately

apparent. The issue amounts to Much more than a question about semantics or

definitions. Confusion over the name of the training field perpetuates A

perception that, in general, training lacks focus (Rothwell, 1996). This call for

focus is one of the reasons we chose To explore more closely the definitions of

training.
We believe the exploration of training and development definitions is a natural

question given the ongoing dialogue regarding definitions of HRD. Although some

are describing the definitional explorations going on in the HRD field to be

representative of confusion, we view this ongoing clarification as a natural part of

any human endeavor. Those who seek definition and redefinition are not, in our

opinion, adrift or confused but rather are interested in thoughtful comparisons

between the past, present, and future. The logic in focusing on training definitions

in the midst of this environment of definitional exploration is associated with a

definition of HRD forwarded by McLagan (1989) in which she suggests that

training and development is a significant portion of HRD along with career

development (CD) and organization development (OD). Earlier discussions

regarding definitions of OD (Egan, 2002) and CD (Upton, Egan, & Lynham, 2003)

have added to our understanding of these two elements associated with HRD.

Given prior explorations, we felt that training and/or training and development

should also be explored.

Training and development are often used to close the gap between current

performance and expected future performance. Training and development falls

under HRD function which has been argued to be an important function of HRM

(Weil & Woodall 2005). Amongst the functions activities of this function is the
Identification of the needs for training and development and selecting methods

17 and programs suitable for these needs, plan how to implement them and

finally evaluating their outcome results (McCourt & Eldridge 2003, 237. Guest

(1987) argues that policies are necessary to ensure that employee performance is

evaluated, which in turn ensures that the appropriate training and development

take place. With the help of the performance appraisal reports and findings, the

organization can be able to identify development needs. However, individuals

themselves can help to indicate the areas requiring improvement as a result of

the issues raised in the performance appraisal process and their career path

needs.

Goldstein, I., & Ford J.K. (2002). Training in organization: needs assessment,

development and evaluation. CA: Wadsworth.

1.1. Definition of key concepts

Human resource management is the way organizations manage their staff and

help them to develop (McCourt & Eldridge 2003, 2) in order to be able to execute

organizations’ missions and goals successfully.

 Human resource development is the integration of individual, career and

organization development roles in order to achieve maximum productivity,

quality, opportunity and fulfillment of organizations members as they work to

accomplish the goals of the organization (Pace, Smith & Mills 1991, 6).

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.

The term “Training” is large range of things and often used in knowing the

changes in the behaviours based on experience and encountered the same in our

lives. Training is a learning experience which has capacity to make positive

changes and reaches the desired objectives of organization.

Oxford dictionary defines “training” is the process of learning the skills that you

need to do a job. Training plays vital role to support the competitive edge over

esteemed respective competitors of any organization in perspective of

changing business horizon. Training and Development are vertical in HR

domain and it is crucial updating of methods with respect to change in

business activities. Training is one of the parameter for enhancing the

ability of workforce for achieving the organizational activities. There are different

approaches for creative training which produce enhanced human capital that play

important role to render knowledge and intellect for accomplishing organizational

goals. Outbound training is a one of the training method to enhance organizational

performance based on experimental learning.

The term “Training” is large range of things and often used in knowing the

changes in the behaviours based on experience and encountered the same in our
lives. Training is a learning experience which has capacity to make positive

changes and reaches the desired objectives of organization.

Oxford dictionary defines “training” is the process of learning the skills that you

need to do a job. Training plays a vital role to support the competitive edge over

esteemed respective competitors of any organization in perspective of

changing business horizon. Training and Development are vertical in HR

domain and it is crucial updating of methods with respect to change in

business activities. Training is one of the parameter for enhancing the

ability of workforce for achieving the organizational activities. There are different

approaches for creative training which produce enhanced human capital that play

important role to render knowledge and intellect for accomplishing organizational

goals. Outbound training is a one of the training method to enhance organizational

performance based on experimental learning.

The term “Training” is large range of things and often used in knowing the

changes in the behaviors based on experience and encountered the same in our

lives. Training is a learning experience which has capacity to make positive

changes and reaches the desired objectives of organization.

Oxford dictionary defines “training” is the process of learning the skills that you

need to do a job. Training plays a vital role to support the competitive edge over
esteemed respective competitors of any organization in perspective of changing

business horizon. Training and Development are vertical in HR domain and it is

crucial updating of methods with respect to change in business activities. Training

is one of the parameter for enhancing the ability of workforce for achieving the

organizational activities. There are different approaches for creative training

which produce enhanced human capital that play important role to render

knowledge and intellect for accomplishing organizational goals. Outbound

training is a one of the training method to enhance organizational performance

based on experimental learning.

Nowadays, employee’s enrollment in training program has increased over the

years in order to develop skills to sustain in this knowledge economy. Companies

carry out training programs both in-house and outdoor for developing employee

skills, also encouraging the employees for learning outside the work environment.

These outdoor training programs expected to create awareness and promotes out

of box thinking.

Training is the most important factor in every sector because the training

increases the efficiency and effectiveness of both employees and organization. It

is to enhance the capabilities of employee, who have more experience and better
performance based on their skills and competencies. Training is required in the

workplace, because without training, employees don’t have their responsibilities

and duties. It is one of the crucial functions in human resource management

which refers to capacity and capability building on employee or organization to

meet standard performance level.

1.2. Importance of Training:

Training is important and an imperative tool for organization to improve

the performance of all employees for organizational growth and success. It gives

benefit to both employees and employers and make more efficient and

productive in all aspects. Every organization can develop and enhance the quality

level of employees by providing comprehensive training and development. It is

essential not only for increasing productivity and also to motivate and inspire the

employees by let them know the importance of their jobs and their need to

perform those jobs (Anonymous, 1998). Some of the benefits through employee

training are: increased job satisfaction and morale, increased motivation,

increased efficiencies in all process, financial gain, increased capacity to adopt

new technologies and methods, innovation in products and reduced employee

turnover.
1.3. Training and Development Enhance Employee

Performance

Employee training and development programs are critical for enhancing

employee performance. In fact, a 2019 report published in The International

Journal of Business and Management Research indicates that 90% of employees

surveyed agreed or strongly agreed that training and development programs

improved their job performance.

Companies can offer many kinds of in-person or online training and development

opportunities for employees. And they can use in-house training, third-party

training, or off-site activities to provide those opportunities. These are some types

of training and development often available to employees:

 Management training

 Sales training

 New employee training

 Mentoring programs

 Apprenticeships
Training for New Responsibilities

Whether they are cross-training to understand multiple roles or moving into new

positions, employees can prepare for additional responsibilities through training

and development opportunities. Training and development programs can help

employees learn the skills they need in their current roles and introduce

leadership skills and software knowledge they will need in the future. One form of

training, apprenticeship, allows employees to start as trainees and progress to a

higher-level role.

Learning About Industry and Technology Updates

Employee training and development programs can help staff stay up to date on

changes in their industry, such as in ethics, safety, or quality standards. They also

can show staff new ways to think and work, employing updated technology and

processes and educating workers about cybersecurity threats. Putting these new

tools and practices to work in their day-to-day roles can lead to better outcomes

for employees — and their employers.

Adapting to Remote Work

Safety precautions related to the COVID-19 pandemic moved about 80% of

employees to remote work, according to research firm Brandon Hall Group. Since

most of the employees previously worked on-site, companies and those working

for them have grappled with finding and implementing new tools and resources

to accommodate this new environment for work. Training and development

focused on these new processes can aid in making this transition.

Updating New Employee Training

New employees often receive training as part of the onboarding process. But

refreshers on the information they learned in that training are valuable. The

lessons often are easier to digest once employees are more familiar with the

organization and their own roles. Additionally, these updates provide

opportunities to reinforce diversity, equity, and inclusion (DEI) education.

Companies often mandate that employees complete annual training courses on

important issues such as anti-harassment and legal compliance.

Addressing Performance Review Findings

Training and development programs can help employees build on strengths and

address deficiencies identified in their performance reviews. These reviews often

recommend knowledge or skills on which an employee should focus for

improvement, and training and development efforts can help the employee meet

that need. Training and development programs also can help employees discover

areas in which they could use additional educational opportunities and support.

Developing Soft Skills

Employee training and development programs can strengthen the soft skills that

are essential in adapting to changes at work and in society. Training that

highlights examples of soft skills such as resilience, emotional intelligence, and

agility in professional settings can create an atmosphere that fosters productivity

and camaraderie.
 1.4. TRAINING AND DEVELOPMENT BOOST EMPLOYEE

PRODUCTIVITY

Employee productivity is another area where the importance of training and

development can be seen. Employees who take part in effective training and

development programs work more efficiently. To evaluate the effectiveness of

their employee development and training programs, organizations can perform

these measures, according to HR Technologist:

 Measuring performance results — Evaluating work outcomes to determine

levels of improvement

 Giving pre- and post-training assessments — Asking employees to share

what they expect from training and development programs and whether

the company’s efforts met those expectations

 Mining data — Studying data such as time spent on a course or dropout

rates to glean insights about how employees are engaging with the content

 Conducting polls and tests — Polls and competitions within the training can

measure employees’ knowledge and engagement

Employee productivity can be an indicator of a training’s effectiveness. Below are

some examples of ways that training and development programs boost employee

productivity.

1.4.1 Improving Task Management

Training and development programs help employees manage tasks individually or

in teams, relying on a greater understanding of processes and clearly defined

goals. Because employees are well-versed in the skills required for their job, they

will require less time to find ways to perform tasks.

1.4.2 Targeting Required Skills

Providing training and development to employees allows employers to pinpoint

the knowledge and skills they want their employees to have. Training and

development programs can educate employees about new skills or provide

updates on existing skills to enhance productivity.

1.4.3 Encouraging Continuous Improvement

Today’s ever-changing technologies call for upskilling on a regular basis, and

training and development programs provide that opportunity. These efforts

encourage innovation and a willingness to take risks to improve processes — with

less need for supervision.

1.4.4 Instilling Confidence

Not only will employees who have participated in training and development

programs be more confident in their knowledge and abilities, but so will their

managers. This confidence fosters a sense of enthusiasm and accountability for

work results.

1.4.5 Clarifying Expectations

Training and development programs can help organizations clarify for staff the

expectations they have of them. This effort promotes a performance-based

culture in which employees set attainable goals based on well-defined

organizational principles.
1.4.6 Enhancing Employee Engagement

When employees know they have a supportive employer, they are more

engaged and enthusiastic about performing at a high level. Providing

employees with training and development opportunities shows an

employer is willing to support its employees throughout their careers.

1.5. TRAINING AND DEVELOPMENT ASSIST WITH IMPROVING

COMPANY CULTURE

Improving company culture is another benefit of providing employee training and

development programs. Chris Dyer, author of the 2018 book The Power of

Company Culture, reports that training and development opportunities are in line

with attributes he calls the key pillars for a strong company culture:

 Transparency — Communicating about organizational details such as staff

feedback and financial status

 Positivity — Accepting challenges by building on an organization’s

strengths

 Measurement — Collecting, measuring, and evaluating information.

 Acknowledgment — Praising and rewarding good work

  Uniqueness — Advancing a company’s unique qualities

 Listening — Encouraging active listening that leads to action

 Mistakes — Fostering an environment where employees learn from

missteps

Dyer notes that company leaders should be open about the importance of

training and development to the company and its employees as part of a positive

culture. The following are among the ways training and development programs

can help improve company culture.

1.5.1 Reducing the Need for Constant Supervision

Training and development programs can enhance employees’ competence in

their own jobs and familiarize them with the work required of others on their

team. This improved task management and teamwork help reduce the need for

close oversight.

1.5.2 Attracting and Retaining Talent

A training and development program that addresses individuals’ strengths and

values shows a company’s commitment to promoting each employee’s learning

and growth. This focus on innovation and overcoming personal challenges makes

an organization more attractive to top talent.

1.5.3 Boosting Employee Morale

Mastery of a task — even if it is mundane or relies on a skill with which an

employee already is familiar — provides a sense of accomplishment. Providing

training opportunities that allow employees to excel helps give them a sense of

self-worth and improves morale.

1.5.4 Providing a Path for Improvement

Training and development programs provide a clear path for employees to learn

and advance. Learning that addresses specific needs for a current or future role

helps employees set a course for their own success.

1.5.5 Helping Employees Feel Recognized

Successful training and development programs feature recognition of employees’

learning achievements. In fact, LinkedIn Learning’s “2020 Workplace Report”

shows that many employees were more likely to take part in training if

management recognized their learning efforts. Younger employees, in particular,

responded to the appreciation of their managers, with 44% of employees under

age 22 falling into this category.

1.5.6 Cementing Employee Knowledge of Company Culture

Training and development programs can help companies emphasize their

commitment to addressing issues such as diversity and inclusion in the workplace

and how their employees can help champion those priorities. A company’s core

values — and how training and development programs advance those values —

should be clear in programs that promote employee learning and growth.

1.5.7 Embracing Individual Values

Holistic training and development programs celebrate differences and encourage

learning based on individual interests and backgrounds. Promoting an

understanding of other employees’ cultures and values improves teamwork and

helps create a more inclusive and cohesive team.

1.5.8 Enhancing an Organization’s Reputation

Employees who take part in staff training and development are more likely to feel

good about their employers. They also are more likely to perform their jobs well,

yielding a positive performance that enhances a company’s reputation among

customers and other stakeholders.

1.6.Frequently Asked Questions (FAQ's)

1. WHAT IS THE PURPOSE OF TRAINING AND DEVELOPMENT IN ORGANIZATIONS?

The reason why training is absolutely essential for any business is -

1.6.1 Lowers Attrition

Training is one of the best ways to value your employees. It shows them

that you are as invested in their well being and growth as they are in the

your growth as a company. Employees who are looked after will never want

to look elsewhere.

1.6.2 Prepares for upcoming challenges

Training can be a pre-emptive step to train employees for

expected/unexpected changes in the industry. In times like ours when

trends change constantly under the influence of online evolution, keeping

our teams prepared just makes good sense.

1.6.3 Fosters Leadership

There is no better way to create future leaders than to train the best bunch.

This will also lead to a clear career path for employees preventing attrition

and dissatisfaction.

1.6.4 Growth of the company

Any company dedicated to training its workforce will only prosper and

move forward. The employees are a major part of a company's assets and

taking care of them will mean taking care of the organisation.

2. WHAT ARE THE TYPES OF TRAINING AND DEVELOPMENT?

The types of training programs are -

o Technical training is a type of training meant to teach the new

employee the technological aspects of the job.

o Quality training refers to familiarizing employees with the means of

preventing, detecting, and eliminating non-quality items, usually in

an organisation that produces a product.

o Skills training, the third type of training, includes proficiency needed

to actually perform the job.

 o The fourth type of training is called soft skills training. Soft skills refer

to personality traits, social graces, communication, and personal

habits that are used to characterize relationships with other people.

o Professional training is a type of training required to be up to date in

one’s own professional field.

3. WHAT ARE THE EXAMPLES OF TRAINING AND DEVELOPMENT?

The examples of training and development could be that tax laws change

often, and as a result, an accountant must receive yearly professional

training on new tax codes. Lawyers need professional training as laws

change. A personal fitness trainer will undergo yearly certifications to stay

up to date in new fitness and nutrition information. In a consulting

business, technical training might be used so the consultant knows how to

use the system to input the number of hours that should be charged to a

client. In a restaurant, the server needs to be trained on how to use the

system to process orders.

4. WHAT ARE THE BENEFITS OF TRAINING AND DEVELOPMENT?

The benefits of training and development are -

 o Employee training and development increases job satisfaction and

morale among employees.

o Reduces employee turnover.

o Increases employee motivation.

o Increases efficiencies in processes, resulting in financial gain.

o Increases capacity to adopt new technologies and methods.

o Increases innovation in strategies and products.

5. WHAT IS THE BEST PRACTICE FOR TRAINING AND DEVELOPMENT OF EMPLOYEES?

Some of the best practices for training and development of employees are -

o Align training with management’s operating goals - Management

always has operating goals like better performance, productivity,

quality, or customer satisfaction, to name a few. Once you know the

goals, you can design targeted programs.

o Survey your employees first - The best source of information about

organisational performance and needs are the current employees.

They know a lot about what’s going on and what, if anything, should

be changed.

o Consider different learning styles and methods - While creating

learning content and courses for your L&D staff, keep in mind that
 they’ll each have different learning styles and methods too, the same

way the rest of the employees do. Make sure you have learning

materials available for each type of learning style.

o Measure results - Successful companies measure outcomes to make

sure they continue to get the biggest bang for their buck.

6. WHAT IS THE MOST CHALLENGING ASPECT OF LEADERSHIP TRAINING AND

DEVELOPMENT?

One of the most challenging aspects of leadership training and

development is ensuring strategic alignment between training programs

and business goals. It’s important not just to look at business goals but also

why the organisation has those goals.

7. WHAT IS TRAINING AND DEVELOPMENT IN HRM?

Training and development is one of the main functions of the human

resource management department. Training refers to a systematic setup

where employees are instructed and taught matters of technical knowledge

related to their jobs. It focuses on teaching employees how to use

particular machines / software's or how to do specific tasks to increase

efficiency.
 Whereas, development refers to the overall holistic and educational growth

and maturity of people in managerial positions.

Training and development in human resource management is the

foundation for getting the best out of each and every employee.

8. HOW IS EMPLOYEE TRAINING AND DEVELOPMENT INTEGRATED WITH TALENT

MANAGEMENT STRATEGIES?

Talent management is defined as the methodically organized, strategic

process of getting the right talent onboard and helping them grow to their

optimal capabilities keeping organisational objectives in mind.

The process thus involves identifying talent gaps and vacant positions,

sourcing for and onboarding the suitable candidates, growing them within

the system and developing needed skills, training for expertise with a

future-focus and effectively engaging, retaining and motivating them to

achieve long-term business goals..

9. WHY DO COMPANIES SPEND MONEY ON TRAINING AND DEVELOPMENT?

Companies spend money on training and development as -

o Training opportunities increase employee retention.

 o Training is cheaper than replacing.

o Regular training is a must for remaining current with industry trends

and technologies.

o When it comes to filling an open position, training a current

employee in a new skill and moving said person between roles or

departments is a potential cost savings rather than hiring a new one.

10.WHAT IS DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT VIS-A-VIS LEARNING AND

DEVELOPMENT?

Training and Development - It is a learning process in which employees get

an opportunity to develop a skill, competency and knowledge as per the job

requirement. It can be referred to as job focused.

Learning and Development - It is a broader term in which the employee

gains more knowledge through other learning methods than just training

(which is one dimensional and is focused on job requirement). It focuses on

career and is a motivational factor.

2.Literature Review

Human resource is the very important and the backbone of every organization

and it is also the main resource of the organization. So organizations invest huge

amount on the human resource capital because the performance of human

resource will ultimately increase the performance of the organization.

Performance is a major multidimensional construct aimed to achieve results and

has a strong link to strategic goals of an organization (Mwita, 2000) .As the Mwita

(2000) explains that performance is the key element to achieve the goals of the

organization so to performance increase the effectiveness and efficiency of the

organization which is helpful for the achievement of the organizational goals. But

the question arise that how an employee can work more effectively and efficiently

to increase the growth and the productivity of an organization (Qaiser Abbas and

Sara Yaqoob). There are many factors which improves the work of the employee

such as flexible scheduling, training etc.

It is very necessary for the organization to design the training very carefully

(Michael Armstrong, 2000). The design of the training should be according to the

needs of the employees (Ginsberg, 1997). Those organizations which develop a

good training design according to the need of the employees as well as to the

organization always get good results (Partlow, 1996; Tihanyi et al., 2000;

Boudreau et al., 2001). It seems that Training design plays a very vital role in the

employee as well as organizational performance. a bad training design is nothing

but the loss of time and money (Tsaur and Lin, 2004).
3.OBJECTIVES OF THE STUDY

The study investigated the impact of training and development on employee

performance. This research work looks at training and development as an HRM

practices and its effect on employee performance in the organization. Definitely,

the aim of the study is to find out:

The factor affecting training and development of employees performance

The impact of training and development on organizational productivity

The impact of training on employees satisfaction

The need of employees training in organization

4. METHODOLOGY OF THE STUDY

4.1. Sample and Data Collection

10 questionnaires were distributed among the different employees in the

organization. 10 questionnaires were completed information required. The

response rate was agreeable. Convenience sampling technique was used for this

study. The data was gathered by using self-administered questionnaire and the

participation was voluntary.

4.2. Measures and Scales

Two variables were used in this study i.e. Training and development, and

employee performance . Equally 10 questions of training and development and

employee performance were used. All variables were measured using a 5-point

liker scale in which 5 represented strongly agree to 1 which is strongly

disagreeing.
5. ANALYSIS AND RESULTS

The main purpose of this study is to evaluate the impact of training and

development on employee performance in the organization. Here data have been

gathered on the sampled respondents on the impact of training and development

on employees‟ performance, motivation, job satisfaction of the organization. The

findings of this research study and the subsequent evaluation carried out on the

responses reflect the key areas of training and development and its challenges on

employee performance, motivation, retention and morale. Findings from

Employees a total number of twenty (20) employees were selected to provide

answers to the structured questionnaire .Analysis of survey data is given bellow.

Source: Questionnaire Survey

From this chart it can be said that, 30 percent employees are strongly believed

that they can improve their performance after getting training where 50 percent

are agreed with this training content and 15 percent are remain neutral to vote

for the training provided by the organization.

Source: Questionnaire Survey

This chart is telling that 40 percent employees are strongly agreed with this

statement. 10 percent are disagreed with this content. On the other hand 50

percent are agreed with this statement.

Source: Questionnaire Survey

From this chart it is clear that among 60 respondents are strongly agreed with

the statement while 30 respondents are just agreed but 10 respondents are not

agree with this. On the other hand respondents are remaining neutral. So it can

be said that training has high influential impact on employee performance

Source: Questionnaire Survey

From the above figure it is said that 90 percent employees are strongly agree with

this training content , 10 percent are not agreed with this statement .Though

majority is supporting the content, here the organization should change the

training content in such ways where employees feel interest to attend the training

for better performance.

Source: Questionnaire Survey

From the analysis, 90% of the employees beliefs that training program is

compulsory for better performance and 10% employees are not agree with this

statement.
Source: Questionnaire Survey

The above table telling that among 30 respondents 85% respondents believed

training program helps to create job satisfaction and 15% respondents don‟t

believe this statement. Majority percent respondents are nagree with this

content.
Source: Questionnaire Survey

The table is telling that 20% employees are expressed that on-the-job training

directly effect on performance .On the other hand 15% employees are believed

that off-the-job training directly effect on performance. On the other hand 40%

employees believed that Refresher directly effect on performance. Rest the

employees believed that mentoring are directly effect on performance. So we

can say that what type of training has positive impact on employee‟s

performance.
Source: Questionnaire Survey

From the above table we can say that among 45% employees believed that

quarterly training program improve the performance. On the other hand 45 %

once in year training can improve performance and productivity. On the other

hand 10% employees believed that Rarely program improve the performance.

Here majority percent are believed with this statement.

Source: Questionnaire Survey

It shows that among 90% employees believed training has positive impact on

organization while 10% employees are not believed with this statement. The

frequency of training and development has positive impact on performance.

Source: Questionnaire Survey

From the analysis, 90 % of the employees beliefs that training program is

compulsory for better performance and 10% employees are not agree with this

statement.
6. DISCUSSION AND FINDINGS OF THE STUDY

Training is one of the most potential motivators which can lead to many possible

benefits for both individuals and the organization that helps to achieve objectives

of the organization. This study examined the impact of training and development

on employees‟ performance. The objective is to evaluate and analyze the impact

of training and development of employee‟s performance. To achieve these

objectives a sample of 10 respondents were selected. The study revealed some

findings like average employee strongly belief that training improves skills,

knowledge, and abilities and it helps to create their job satisfaction of employees.

This statement is similar with the view of Ewuim and Ubochi (2007). Basically

better productivity depends on proper training to the employees.

7. RECOMMENDATION

Many organizations have come to the realization of the importance of the role of

training and development programs as it increases the organization’s staff

efficiency, skills and productivity. In order to achieve the benefits of training

initiative. The research shows that there is strong impact of training and

development on employee performance. All Employees of the organizations find

their training and development beneficial for their performance. Employers

should be provided with more training programs in order to reduce the cost of

recruiting and training new staff members. On the other hand the provision of

feedback to employees after training is recommended in order for employees to

become aware of areas where they can improve their performance.

8. CONCLUSION

Training and Development is an important aspect of human resource

management. It is important for organization to get skilled and capable

employees for better performance, and employees will be than competent

when they have the knowledge and skill of doing the task. Training and

Development would provide opportunities to the employees to make a

better career life and get better position in organization. Therefore, the

purpose of this study is to analyze the impact of training and development

on employee performance. HR Department is continuously hiring skilled

people from wide market and thus provides trainings to cope with global

challenges. Through various HR activities and training programs they retain

talents in the organization, ensure career path for performers to perform

more efficiently and effectively to contribute more and more.

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