Final Project Business Reseach Method (A)
Final Project Business Reseach Method (A)
Final Project Business Reseach Method (A)
FINAL PROJECT
BUSINESS RESEARCH METHODS
TOPIC:
The Effect of Training on Employee Performance
SUBMITTED BY:
In spite of the large number of researches on the relationship between training and employee
performance, there appears to be a gap, concerning the study of effect of training on employee
performance. The purpose of this study is to close this gap by deeply investigating this
phenomenon through the relevant literature, shedding more light into the relationship of training
effectiveness, and superior employee performance and providing suggestions to the firms as how
they can make best use of training programs to make their employees perform well on job.
RESEARCH PROBLEM:
This study begins from the realization of the need to effectively administer the effect of training
on employee performance. Training is a systematic process to enhance employee’s skill,
knowledge and competency, necessary to perform effectively on job. Overall, training impacts
organizational competitiveness, revenue and performance. Unfortunately, the majority of
governmental, private organization and international organizations are not recognizing the
importance of training to increase their employee's productivity and when the economy slows or
when profits decline, many organizations first seek cuts in their training budgets. This will lead to
high job turnover then increase the cost to hire new employees which low down the organizational
profitability.
Past researches proved a positive link between training and employee performance, as training
brings benefits for the employee along with for the firm by positively impacting employee
performance through the enhancement of employee’s competencies and behavior. Firms that
focuses on shareholders and customer satisfaction realized the importance of investing in training,
and thus recognizes the worth of employee development.
RESEARCH OBJECTIVES:
To investigate the meaning and importance of training.
To identify the significance of employee performance.
To explore the relationship between Training and employee’s performance.
To develop guideline for assessing the employee performance
HYPOTHESIS:
Training has a positive effect on employee performance
RESEARCH QUESTIONS:
How training affect the employees’ performance.
Literature review:
According to Hawthorne studies, and many other research work on productivity of worker
highlighted the fact that employees who are satisfied with their job will have higher job
performance, and thus supreme job retention, than those who are not happy with their jobs.
Moreover, it is stated that employees are more likely to turnover if they are not satisfied and hence
demotivated to show good performance. Employee performance is higher in happy and satisfied
workers and the management find it easy to motivate high performers to attain firm targets. The
employee could be only satisfied when they feel themselves competent to perform their jobs, which
is achieved through better training programs.
Recognizing the role of training practices, enable the top executives to create better working
environment that ultimately improves the motivational level as well as the performance of the
workforce
According to Leonard-Barton an organization that gives worth to knowledge as a source of gainin
g competitive edge than competitors, should build up system that ensure constant learning, and o
n the effective way of doing so is training. Prefer highlights that well-trained workforce is more c
apable of achieving performance targets and gaining competitive advantage in the market. Traini
ng is determined as the process of enabling employee to complete the task with greater efficiency
, thus considered to be vital element of managing the human resource performance strategically.
As depicted by the work of Harrison, learning through training influence the organizational
performance by greater employee performance, and is said to be a key factor in the achievement
of corporate goals. However, implementing training programs as a solution to covering
performance issues such as filling the gap between the standard and the actual performance is an
effective way of improving employee performance.
According to Wright, employee competencies changes through effective training programs. It not
only improves the overall performance of the employees to effectively perform the current job but
also enhance the knowledge, skills an attitude of the workers necessary for the future job, thus
contributing to superior organizational performance. Through training the employee competencies
are developed and enable them to implement the job related work efficiently, and achieve firm
objectives in a competitive manner.
Reports that there is a positive correlation between effective training program and employee
productivity, however to make it possible, it is the responsibility of the managers to identify the
factors that hinders training program effectiveness and should take necessary measures to
neutralize their effect on employee performance. In concluded that high level of employee
commitment is achieved if training achieve learning outcomes and improves the performance, both
on individual and organizational level. These findings are also consistent with the results of
research work.
Although the above literature provides the evidences regarding the benefits of training and its
positive influence on employee performance.
Being the intellectual property of the firm, employees proves to be a good source of gaining
competitive advantage and training is the only way of developing organizational intellectual
property through building employee’s competencies.
Employee
Training
Performance
Independent variable dependent variable
TEAM WORK
EMPLOYEE
EMPLOYEE
PERFORMANCE
EMPOWERMENT
TRAINING
METHODOLOGY:
This research is based on quantitative techniques. For quantitative techniques, proper hypothesis
is developed and will be tested with proper statistical techniques. The collected data will be
analyzed through Statistical techniques and use (SPSS). Descriptive statistics will also be used for
variable description and analysis. Secondly, Regression analysis will be used for analyzing
variables of the study.
The population of my research consist of the employees of government and private organizations
and institutes. However, the sample size is 15 to 25 and Convenience sampling would be used to
gather the data.
Frequency variables:
The frequencies of variables of age and gender as follows
Frequencies
Statistics
Age Gender
N Valid 12 12
Missing 0 0
Frequency Table
Age
Cumulative
Frequency Percent Valid Percent Percent
Valid Below 30 10 83.3 83.3 83.3
31 - 40 2 16.7 16.7 100.0
Total 12 100.0 100.0
Gender
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 9 75.0 75.0 75.0
Male 1 8.3 8.3 83.3
3 1 8.3 8.3 91.7
4 1 8.3 8.3 100.0
Total 12 100.0 100.0
Pie Chart
RELIABILITY
/VARIABLES=EP1 EP2 EP3
/SCALE ('ALL VARIABLES') ALL
/MODEL=ALPHA.
Reliability
Reliability Statistics
Cronbach's
Alpha N of Items
.088 3
RELIABILITY
/VARIABLES=TW1 TW2 TW3
/SCALE ('ALL VARIABLES') ALL
/MODEL=ALPHA.
Reliability
Reliability Statistics
Cronbach's
Alpha N of Items
.153 3
RELIABILITY
/VARIABLES=EE1 EE2 EE3
/SCALE('ALL VARIABLES') ALL
/MODEL=ALPHA.
Reliability:
Scale: ALL VARIABLES
Reliability Statistics
Cronbach's
Alphaa N of Items
-1.897 3
a. The value is negative due to a
negative average covariance
among items. This violates
reliability model assumptions.
You may want to check item
codings.
RELIABILITY
/VARIABLES=T1 T2 T3
/SCALE('ALL VARIABLES') ALL
/MODEL=ALPHA.
Reliability
Reliability Statistics
Cronbach's
Alphaa N of Items
-.004 3
a. The value is negative due to a
negative average covariance
among items. This violates
reliability model assumptions.
You may want to check item
codings.
Correlations:
Correlations
EP TW EE T
EP Pearson Correlation 1 -.883** .073 -.133
Sig. (2-tailed) .000 .823 .680
N 12 12 12 12
TW Pearson Correlation -.883** 1 -.167 .243
Sig. (2-tailed) .000 .604 .446
N 12 12 12 12
EE Pearson Correlation .073 -.167 1 -.268
Sig. (2-tailed) .823 .604 .400
N 12 12 12 12
T Pearson Correlation -.133 .243 -.268 1
N 12 12 12 12
REFRENCES:
SR Manzoor - … Journal of Academic Research in Business …, 2017 - academia.edu
A Ameen1&2, MN Baharom - Asian Journal of Multidisciplinary …, 2019 - researchgate.net
FHM Taufek, M Mustafa - Global Business and Management …, 2018 - search.proquest.com
QUESTIONARE THAT ARE USED TO COLLECT DATA:
Academic Survey
Dear Participant,
I am conducting a research study on the “THE EFFECT OF TRAINING ON
EMPLOYEE PERFORMANCE” as part of my Bachelor’s thesis at University of
Lahore and I would like to encourage you to take some time out to participate in this
study. The responses obtained from you will strictly remain confidential and will only be
used for academic purposes. The results of this study will be calculated by only using an
aggregated score.
Gender:
1. Male
2. Female
Age:
1. Below 30
2. 31 – 40
3. 41 – 50
4. Above 50
Using the scale given below, rate your experience with the brand you hate:
1 (Strongly Disagree) 2 (Disagree) 3 (Neutral) 4 (Agree) 5 (Strongly Agree)
SD D N A SA
Is Training and development boost up the morale
1 1 2 3 4 5
of the employee?
Is Training and Development brings positive
2 1 2 3 4 5
attitude in employee?
Most of the employers consider training and
3 1 2 3 4 5
development waste of time and waste of money?
Training and development reduce the stress of the
4 1 2 3 4 5
employees?
Do you think Training could be seen as an
5 Organizational effort aimed at helping an employee 1 2 3 4 5
to acquire basic skills
SD D N A SA
Training promises employee success in an
6 1 2 3 4 5
organizations
Training of either upper line or lower line
7 employee, is most important for successful 1 2 3 4 5
organization
Training program are conducted every month In
8 1 2 3 4 5
organization
Training of every employee of an organization is
9 1 2 3 4 5
done on same platform
After every month there is a special workshop for
10 the training of the employee for the successful 1 2 3 4 5
projects of an organization
SD D N A SA
11 Training always Deliver the Promised Content 1 2 3 4 5
12 Training effectiveness is only for the organization 1 2 3 4 5
Training impacts both positive or negative on
13 1 2 3 4 5
employees