IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE

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1 IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE HARINDERPAL SINGH Assistant professor, TraiShatabdi Guru Gobind Singh Khalsacollege, Amritsar - ABSTRACT Performance refers to the accomplishment of goals with effectiveness.in contributing to the overall goal of the organization, training and development processes are implemented as this benefits not just the organization but also the individuals making up that organization. Businesses today must compete in the global marketplace, and the diversity of the work force continues to increase. As a result, companies need to train employees to work with persons from different cultures. For the organization, training and development leads to improve profitability while cultivating more positive attitudes toward profit orientation. For the individuals, training and development improve job knowledge while also helping in identifying with the goals of the organization. Training and development is defined as the planned learning experiences that teach employees how to perform current and future jobs. As such, performance contributes to the growth of the organization specifically since they can implement in combination competences and expertise acquired through training and development. Training and development also helps a company to meet competitive challenges and become leader in the global market. INTRODUCTION Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce. Human being are 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. Now a days training is the most important factor in the business world because training increases the efficiency and the effectiveness of employees. The employee performance depends on various factors. But the most important factor of employee performance is training.training is important to enhance the capabilities of employees. The employees who have more on the job experience have better performance because there is an increase in the both skills & competencies because of more on the job experience.training also has impact on the return on. The organizational performance dependson theemployee performance because human resource capital of organization plays an important role in the growth and the organizational performance. With the passage of time and coming up of new technology the knowledge and skills of employees become outdated, so to cope up with the changing requirements there is dare need on the part of organization to impart training to their employees for their advancements and this will automatically improve the employee performance. LITERATURE REVIEW Sims (2002) emphasizes that training focuses on present jobs while development prepares employees for possible future jobs. Basically, the objective of training and development is to contribute to the organization's overall goal. Chris Amisano(2010) concluded that Employee performance depends on many factors like job satisfaction, knowledge and management but there is relationship between training and performance. Mwita (2000)put emphasizes that organizations invest huge amount on the human resource capital because the performance of human resource will ultimatiley 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. Shepard ( 2003) Training and development increase the 1

2 overall performance of the organization although it is costly to give training to the employees but in the long run it give back more than it took. NEED Within the fast changing environment and day by day advancement an organization can stand in competition only if the performance of its employees is up to date. It is impossible for employee to perform well without pre training. Providing training like to be a costly process but in long run it returnsit s back to organization in the form of higher return. OBJECTIVES OF THE STUDY 1. To examine the perceptions of employees regarding training programme 2. To examine the impact of training on employees performance 3. To study the issues involved in providing training on the part of management RESEACH METHODOLOGY 1. Coverage of the study The research study covers the employees of some productive units of Amritsar. 2. Source of Data a. Primary Sources Data and information were gathered from the primary sources by mean of field survey using the questionnaires, visits to productions units and personal interviews with employees and their supervisors. b. Secondary sources It includes books, journals, newspapers, magazines, websites and some research studies. 3. Sample Size Sample size was 10 productive units and their 100 employees and 20 managerial members. Questionnaires were prepared for collection of primary data by keeping in mind the objectives of study. The data is collected by well developed, structured five point Likert scale is considered which consists of 5 point scale where 5 as strongly agree and 1 as strongly disagree Strongly disagree (1 point) Disagree (2 point) Neutral( 3 point) Agree (4 point) Strongly agree (5 point) 2

3 ANALYSIS Questionnaire regarding examine employees perception of training and development in an organizations. My organization has a training and development policy applicable to all employees? Supervisor tells employees whether they are doing job as per training imparted or not? Organization links training and development with the company business strategy? When employee arrives from training, supervisor encourages them to share their knowledge with others? Organizationshavefull-fledged training and development department with competent professional? Supervisors support the use of techniques learned in training to jobs? Supervisor helps employees in setting their realistic goals? Supervisor assigns higher responsibility to employees coming back from training? Employees become able to handle the workload of job after training? Resources are available on the job to support what employees learned in training? Questionnaire measuring the impact on employee performance Is training helpful in acquiring new skills and knowledge? Training is helpful in morale boosting of employees? Training leads to job security? Training help in taking more responsibility and cope up with pressure situations? Training lead to increase the productivity level? Training help in bringing creativity and implementing new ideas? After training promotion opportunities increase? Training reduces the chance of dispute in work environment?

4 Chance of accidents and wastage are reduced so much? Questionnaire that highlights the issues involved in training programs based on managerial members opinions Imparting training is a unnecessary burden? Due to different nature of jobs training becomes difficult? Imparting Training is a costly process due to lack of resources? Due to different psychology of each employee training process become complicated? Training lead to discrimination between efficient and less efficient employees? Imparting training is responsibility of colleges and universities from where employees get education? CONCLUSION In this research we review a lot of materials related to the variables used in this research and in the light of all this research and all the material which is being used to conduct this research and all the literature review we came to the following decision There should be Training and Development in every organization. Training helps in improve the performance of employees. They become more versatile in doing their jobs. Training help in reducing the wastage of scare resources. Trained employees require less supervision. Employees exercised self control. New Opportunities for promotion and growth opened. Overall time for completion of work has reduced. Training should be provided by assessing the job requirement There should be proper training policy and competent professional in organization. Top level management should provide support to these kinds of training programs. Although there are some disadvantages like it is costly to give training to the employees,butthe advantages of Training are much more than its disadvantages. Training and Development has positive effect on Organizational Performance. Training design has significant effect on the employees performance.it improves the Organizational Performance. Job Training is very effective and it also saves time and cost. It does not show immediate results and help in long run in the form of higher productivity and profitability. 4

5 REFERENCES Sims, R. (1990)An Experiential Learning Approach to Employee Training Systems. New York: Quorum Books. Phillip Seamen, Anita Eves The management of food safety the role of food hygiene training in the UK service sector. International journal of hospitality management Vol. 25(2), pp: Richard Chang Associates, INC., Measuring the impact of training, demonstrate the measureable results and return on investment. Michael Armstrong Understanding training. Human Resource Management Practice. 8th Edition. Kogan page limited, London. pp:543 Ruth Taylor, Doug Davies Aspects of training and remuneration in the accommodation industry. Journal of European Industrial Training. Vol: 28(6), pp:1-2. Hashim, M. (2013). Understanding Organizational Behavior. Academic Press Corporation, Salk lake city, United State. Gilley, J., England, S. and Wesley, A. (1998). Principles of Human Resource Management. Perseus Publishing. Yongsun, P., Barbara, S. and Christy, M., (2002). How to improve repatriation management: are motivations and expectations congruent between the company and expatriates, International Journal of Manpower, 23 (7), pp Robichaud, Y. E., McGraw and Roger, R., (2001). Toward the Development of a measurement for entrepreneurial motivation, Journal of Development entrepreneurship, 6, pp Jinkyung, N., Shinobu, K., (2011). Will people work hard on a task they choose? Social-eyes priming in different cultural context, Journal of Experimental Social Psychology, 48(2012), pp