Abstract

he aim of this paper is to examine the impact of training on employee performance. The study

investigates the association and offers proposals for additional investigations. There is a need

to check the HR Practices and also quantify the effect across employees’ performance. Based on the studies

conducted by previous researchers, the study shows similar results that training practices and employee

performance have a strong correlation. Taking other aspects into account, it can be said in general that the

research discoveries are shifted; however, context remains similar. A few studies have discovered a positive

affiliation, some negative, and some no affiliation at all. It was found from the result of the study that training

has a positive effect on employee performance. This study shows that there is a solid relationship between

training and employee performance. Therefore our result matched with the above researcher. The research

shows a strong relationship between training and employee performance. The paper concludes with direction

for future research by putting in the various levels of analysis on investigating the effect of training on employee

performance.

Key Words

Training, Employee Performance, HR Practices, Training Strategies &

Organizational Effectiveness

Introduction

The genuine resources of the organization are employees, and it's considered the engine of any

organizations. There is a developing need to have staff carrying out their responsibilities

appropriately, and the organization gets the necessary yield from employees. To accomplish those

objectives, we need employees’ who want to play out their obligations just as has improvement and

motivator to achieve the necessary objective.

Recruitment of the employees is an important task and is done carefully. Those employees are

selected who are creative. As an employee is the one who illuminates their screen, designs their

sets, and promotes their programs so, he should be the one who creates in nature and can generate

new ideas. Continues improvement and change are necessary to get the attraction of the audience

otherwise, people will get bored of the old things and prefer other substitutes, and at this of healthy

competition it is really difficult to sustain yourself in the market and employees are among the

important sources of retaining customers. During the employees' selection, their qualities as

required by their particular task to do are seen. For example, if an anchor is selected, it is to be

seen that if he can talk and he has the complete knowledge about that job, and he can present in

front of the people. As per numerous different Studies on employee profitability, it is focused on

that laborer who is happy with their work will have a higher work efficiency, and along these lines

a higher level of Job maintenance than the individuals who are not happy with their work, it is

guaranteed that laborers. Turnover is more likely if they are not fulfilled and consequently demotivated to demonstrate great performance. So the selected web channel needs to offer training

to the employee to do great performance; the employee performance has more effect on the

association, so the employee will be performing well when they are getting training—successful

training and advancement projects planned for improving employee proficiency. Training alludes to

overcoming any issues between present and standard wanted pointers. Training can be done

utilizing different techniques, for example, instructing and tutoring, coordinated effort with

associates, and support of subordinates.

* Associate Professor, Department of Leadership and Management Studies, National Defence University,

Islamabad, Pakistan. Email: drziaofficial@gmail.com

† Lecturer, Department of Business Administration, University of Sahiwal, Sahiwal, Punjab, Pakistan.

‡ National Defence University, Islamabad, Pakistan.

Abstract

Impact of Training on Employees’ Performance

Vol. V, No. III (Summer 2020) 121

This cooperation enables Employees to effectively take an interest in the work and gives more

prominent efficiency, in this way, expanding hierarchical profitability. Training is significant for the

Kohat news web to arrange at whatever point they are prepared with the goal that they can, without

much of a stretch, access their news to individuals and make their news association effective.

Training is likewise characterized as the way toward showing new employees the fundamental

aptitudes they have to perform their occupations (Fardaniah Abdul Aziz and Ahmad 2011). It is the

utilization of precise and arranged guidance exercises to advance learning (McLeod, Armstrong, et

al. 2009).

Problem Statement

The web channels like Urdu point, daily Pakistan, is one of the leading web news channels of

Pakistan. The important thing about those channels was the concept of giving news after every hour

to keep people updated and aware of everything happening in a country and outside it because

employees in those channels are properly trained according to their particular jobs, and proper

allocation of budget is done for training. For example, a reporter is trained for interacting with the

people and questioning them, while a cameraman is trained to have an eye on the event, and he

should capture everything necessary. So employees are trained and prepared professionally to

perform their jobs effectively, and the quality of work does not affect them.

In Kohat news, the employees are not well educated these employees are unable to perform

their job well because the organization does not give them proper training about technology and

techniques which is used for proper collection of data that is why the performance of employees'

are poor due to which the Kohat news is not famous like other famous channels.

In my review, the training of the employees is significant as it is necessary to make employees

capable of doing their work. If employees are not told and taught about their job, there will

definitely, be a poor performance from them and ultimately the channel to suffer. So I select that

topic in that organization to collect information about employees and provide information to that

organization, and they will use that information and can improve their employee performance. The

current investigations in the connection (Spillane, Schoch, et al. 2009) have taken a general asset

to the board (HRM) center making a hole around issues, for example, the impact of training on

employee performance through continuous sessions.

Research Question of Study,

There exist a strong and positive association between employee performance and the training of

employees.

Significance of the Study

The current study has great significance because it is conducted on one of the pitching issues about

training strategies and how to get performance better and more efficient and sets forward proposals

for the administrators identifying with employees responsibility.

Top administration, thus, must teach a domain where employees look for training and openings

proactively and remain committed and stay longer with the organizations in order to take

competitive advantage.

Despite the fact that Pakistan is as yet considered a productivity-driven or factor-driven

economy, a significant number of its organizations are positively influencing the worldwide markets

in advancement and innovation, requiring a gifted and submitted workforce which is just

conceivable through training and developing employees.

Literature Review

Employee Performance Tat

Schmidt, in his analysis, based on Hawthorne’s investigations and examination on laborer efficiency,

argues that laborer’s satisfaction with the work is directly linked to work profitability and jobs

retention -laborers happy with their work performance are likely to produce better results than

those who are not. (Schmidt 2007) in addition, it's far expressed that employees are increasingly

more willing to the body of workers turnover if they're not fulfilled and this manner de persuaded

to demonstrate brilliant outcomes. Employee profitability is better for fulfilled and

fulfilled personnel, and it is simple fortification administration to awaken profoundly proficient

employees to acquire strong goals (Westover et al. 2010).

Muhammad Zia-ur-Rehman, Riaz Hussain Ansari and Himayat Ali

122 Global Management Sciences Review (GMSR)

The employees’ satisfaction is directly affected by his/her competency for the job, which can be

inculcated through different workshops and trainings. As per (Jerez-Gomez, Cespedes-Lorente, et

al. 2005), organizations focusing on quality information to maintain an edge over competitors are

likely to harness an environment that is built on a consistent training framework. In their analysis,

(Elnaga and Imran 2013) argued that training is essential to create a strong and highly capable

workforce to rule the market, and it enables laborers and workers to complete their job with more

efficacy making a crucial component of HR as vital.

Training as the utmost important factor to increase employees’ performance is highlighted in

numerous works of scholars such as Jerez-Gomez, Cespedes-Lorente, et al. 2005. The viability

of employees received through schooling implies the prompt improvement of information of

aptitudes and capacities to finish related work sporting activities and, in this manner, the

accomplishment of a greater not worthy responsibility of employees in carrying out the organization

destinations (Enlarge and Imran 2013). (Kamoche and Mueller 1998). While elaborating terms

employee performance, it is basically about everything that is linked to the performance of

employees within a firm, organization, industry or corporation. It inculcates all the features and

views that, in one way or the other, can affect the employee-employer relationship, and employees

contribute to the firm’s profitability.

Training

Up-to-date trainings and workshops to increase employees’ performance is key to organizational

success. These trainings evaluate the existing performance of employees with the standard

performance that is asked for. Resultantly, it removes the gaps between the two and helps to achieve

the standard practice. Such trainings can take many forms, from education to instructions, from

peers’ joint efforts and collaboration between sub-ordinates. The coordination at the mid and low

level engages in sharing practices for better work performance upon the discussion of experiences

and lessons learnt.

This cooperation empowers personnel to effectively partake at paintings and delivers better

performance, consequently improving authoritative performance Training packages create

employees, but also assist associations to gain as plenty as feasible from their HR to growth all

upper hand. According to Farooq and Khan, along these lines, the employer thinks of it as obligatory

to layout those education packages for its personnel to develop their aptitudes and essential talents

within the operating environments (Farooq and Khan 2011). On the other hand, McClosky and

Charniak are of the view that if on one side, these trainings build up the aptitudes of the employee,

on the other hands, it disturbs their psychological capacities and innovativeness to settle on better

choices in time (McClosky, Charniak, et al. 2006). Regardless, this framework within an organization

enables workers to have a better relationship with their clients and makes them present for client’s

queries and objections. (Hollenbeck, DeRue, et al. 2004).

As per multiple investigations highlighting the role of training towards employees’

performance, it is argued that such programs produce better results even in times of crises and

inculcates state of the art practices among employees to surely make their work viable and effective.

(Gan and Yus of 2019). Furthermore, trainings allude to an organized mediation deliberate for

improving man or woman works (Chiaburu and Lindsay 2008). It is tied in with improving the basic

essential aptitudes to accomplish the association objectives. Training tasks can likewise enable

personnel to decrease tension or disappointment introduced approximately by way of work inside

the workplace. (Chang and Chang 2007).

For this purpose, once workers see that coaching is continually accessible once needed, then

they need the feeling of great reference to the organization. They feel that organization is loyal to

them that construct duty in them. This emotional duty improved by supporting attention to coaching

opportunities. Perceived accessibility of coaching has a direct positive relation with the total of

feeling duty. For this purpose, once workers are targeted on their occupations, they will not quit

their place of employment, which will diminish the turnover intentions.

Moreover, employees get aware that if the training is required, then it will be available to them

at all times as the organization understands its duty for them which resultantly improve emotional

relationships between the two. With such projects, they are certain of the organization’s loyalty

towards them and the commitment to grow together. With the support of awareness regarding the

provision of coaching camps, their commitment becomes higher. Coaching handiness has a direct

positive affair with emotive commitment. Once staff takes their jobs, they'll not leave their work,

which can cut back the severity of the amendment.




Impact of Training on Employees’ Performance

Vol. V, No. III (Summer 2020) 123

Training and Employee Performance

The majority of earlier studies show that the relationships are a strong effect between the practice

of human resource management (HRM) and institutional effectiveness. (Sahinidis and Bouris, 2008).

“According to (Guest 1997) in his investigation expressed that the training and development

programs, as one of the essential practices of human asset the board, decidedly sway on the nature

of the information, aptitudes, and capacities of representatives, and in this way, lead to an expansion

inefficiency of the work at the work environment. This frame of mind, at last, adds to more prominent

authoritative adequacy”. The result of (Farooq and Khan 2011) investigation show a positive

association between employee performance and trainings (r=0.233) in this manner, from this end;

we can predict that an organization can't get higher benefits without utilizing its HR, and this can

happen when the organization can be opportune to fulfil the necessities of the requirements of its

employees connected to work. Training is the main approach to distinguish employees who are

denied their needs and, after that, manufacture the fundamental degree of their aptitudes with the

goal that they can play out their errands well to accomplish authoritative objectives. Moreover, the

result of the study of (Arasa and Gathinji 2014), Tin the telecommunication sector in Pakistan, R2

is referred to as 501, which means that 50.1 percent of employees’ productivity differences create

training sessions. Furthermore, the T value has 8.6, which clarifies that series of training is a

blameless forecaster of employee performance in the organization.

As shown by the effort of Sahinidis & Bouris 2008, learning through training influences the

viability of the association by expanding employee productivity and is viewed as a key factor in

accomplishing corporate destinations. Be that as it may, the presentation of training programs as

remission to take care of profitability issues, for example, crossing over any barrier among standard

and effectiveness, is Tan viable approaches to expand employee efficiency (Mozael 2015). According

to (Kinnie, Hutchinson, et al. 2005), crossing over the performance hole alludes to the execution of

satisfactory training intercession to build up specific aptitudes and capacities of employees and

increment employees' efficiency. According to Wright and (Wright and Geroy 2001), employee

abilities are changing through compelling training programs. Through training, the aptitudes of

employees create and empower them to viably perform business-related work and accomplish their

objectives on a focused premise.

Expectancy Theory

Vroom (196b4) defined expectation as "an instantaneous belief about the probability that a

particular act precedes a particular result". Its formulation suggested that the execution of the work

(P) is the result of the interaction of two components, force (F) and ability (A), with a skill that

represents the potential to perform a given task. The effect on the effectiveness of results (E) and

the valence or reward of these results (V). In the form of an equation, the theory says P = f (FXA)

(cited in Kilgore, b1997). The Vroom model emphasizes a person's skill or ability rather than a

willingness to perform a specific task. Since the first acquaintance, the model has been perfected

and expanded. The exception is the version of the theory of expectations presented by Porter and

Lawler, which offers a new look at the relationship between employee satisfaction and performance

(Moorhead & Griffin).

Conceptual Model

Hypothesis
There exists a significant and positive association between employee performance and training.
Operational Definitions
S. No IV and DV References
1)
2)
"Training is an organized procedure by which people
learn knowledge and/or skills for a specific purpose)”.
Training stands the course of improving the expertise
then attitudes of workforces towards achieving the
organization's goals.
Dubashi (1983) .Beach
(1980),
Training Employee, Performance
Muhammad Zia-ur-Rehman, Riaz Hussain Ansari and Himayat Ali
124 Global Management Sciences Review (GMSR)
S. No IV and DV References
Employee performance has been defined as the total
expected value of employee behavior over a period of
time.
(Schmidt & Motowidlo,
Borman 1997,)
Research Methodology
The research follows the descriptive analytical approach that the developed hypotheses are tested
after conducting the planned data collection process. The researcher depends on using the
statistical package for (SPSS) to analyze the data collected by a questionnaire which is considered
the primary source."
Source of Data
Primary Data; A questionnaire is the used tool to collect data about the performance of employees
on the (training). The Likert scale was used following 5 points, strongly agree, neutral, disagree,
and strongly disagree. This questionnaire was used to collect the required data on the Kohat news
web channel."
Research Design
The followings are the steps followed by the researcher to conduct and implement the research; it
includes developing the research proposal that contains identifying and defining the problems and
establishment objective of the research and development research plan." "After receiving the
approval of the research proposal, a comprehensive literature review was conducted about HRM,
training employees, and after training services. It is for distributing the questionnaire. This
questionnaire was used to collect the required data on the Kohat news web channel."
The researcher targets sample of 73 employees from the Kohath news web channel. The data
were gathered by using a questionnaire possessing twenty statements. A Likert scale was employed
started from 5-1, indicating agree, neutral, disagree, and strongly disagree. The instrument for data
collection was personally distributed among offices and collected by hand. The table shows the
gender representation of 73 employees from the Kohath news web channel, where 64 are male, and
9 are female.
Table 1. Frequency Table
Gender Frequency Percent Valid Percent Cumulative Percent
Valid
Male 64 87.7 87.7 87.7
Female 9 12.3 12.3 100.0
Total 73 100.0 100.0
Table 2. Age Interval
Frequency Percent Valid Percent Cumulative Percent
Valid
Between 20-30 53 72.6 72.6 72.6
Between 31-35 16 21.9 21.9 94.5
Between 36-40 4 5.5 5.5 100.0
Total 73 100.0 100.0
The table depicts the age of the employees.
Table 3. Organizational Statues
Frequency Percent Valid Percent Cumulative Percent
Valid
Between 20-30 53 72.6 72.6 72.6
In this study kohat news web channel is targeted. That it is a private sector
organization.
Table 4. Employees Ststues
Gender Frequency Percent Valid Percent Cumulative Percent
Valid
Contract 12 16.4 16.4 16.4
Permanent 61 83.6 83.6 100.0
Total 73 100.0 100.0
Impact of Training on Employees’ Performance
Vol. V, No. III (Summer 2020) 125
Total 5. Reliability Statistics
S.No Variables Cronbach’s Alpha N of Items
1 Training .71413
2 Employee .8717
The training variable is (.714) is considered good reliability. Employee performance variable is
(.871) is considered high reliability. If Cronbach alpha value is less than 60%, the result will not be
significant, and if Cronbach alpha value is more than 70%, the result will be a significant and positive
result.
Table 6. Descriptive Statistics
N Minimum maximum mean Std. Deviation
Training 12 16.4 16.4 16.4
Employee performance 61 83.6 83.6 100.0
Valid N (list wise) 73 100.0 100.0
A descriptive statistic is quantitative results are shown in the table.
Table 7. Correlations
Training Employee Performance
Training
Pearson correlation 1 .606**
Sig. (2-tailed) .000
N 73 73
Employ performance
Pearson Correlation .606** 1
Sig. (2-tailed) .000
N 73 73
Correlation analysis shows the degree and kind of connection between any at least two amount
variables in which they different together finished a period correlation can be certain or negative.
A positive relationship exists where the high estimations of one variable related to the high
estimation of the other variable. A negative relationship implies a relationship of high estimation of
one variable with the low estimation of other variables. Correlation can differ +1 to 1 quality near
+1 demonstrate a high level of positive correlation and qualities near -1 high level and negative
relationship. Qualities near-zero demonstrate the poor correlation of either kind, and 0 show no
relationship by any means; the relationship is valuable in finding a conceivable association between
factors it does not demonstrate or disapprove any circumstances and end results correlation
between them.
The correlation table represents that the personal relationship between training and employee
performance is .606, and this value is also greater than the sig (2-tailed) value which is .000 that
correlation is statistically significant. A correlation value is near to 1, so the correlation between
independent variable training and dependent variable employee performance is highly positive.
Table 8. Regression
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .606a .367 .359 .15385
Coefficients
model Un standardized Coefficients Standardized
Coefficients
T Sig.
B Std. Error Beta
1 (Constant) 2.064 .386 5.354 .000
Training 559 .087 .606 6.423 .000
Regression analysis communicates the statistical way to deal with estimations change in the
dependent variables on the change of the progress in at least one independent variables referred to
likewise as bend fitting or line fitting on the ground that regression analysis equation can be utilized
as a part of fitting a bend or line information focuses from the bend line are minimized. Connection
depicted in a regression analysis is in any case affiliated just, and any cause-effect indication is
simply subjective from the above exhibit fee of correlation of training and employee performance
(R is .606). R square indicates the percentage of variance or predictor variable. Therefore, training
Muhammad Zia-ur-Rehman, Riaz Hussain Ansari and Himayat Ali
126 Global Management Sciences Review (GMSR)
the only description for (.367*100 = 36.7%) of variation in employee performance. In figure shows
0.000, and this is less than alpha (.05); therefore, the model is significant. It means that statistically,
the training has a significant impact on employee performance. The value of t is 5.354 and 6.423,
and the acceptance values level of t is 1.96, so it means the values of t are accepted. So the
hypothesis is accepted.


Conclusion

The aim of the research was conducted to find out the significance of the training on employee

performance. I observe from this research that there is a positive relationship between training and

employee performance. The correlation value of training and employee performance indicates the

significant positive correlation between the independent variable and the dependent variable. Based

on the significant correlation, a regression analysis was performed, and the regression analysis

provides strong support for the causal nature of the link between the variables. The overall

hypothesis of the impact of training on employee performance is positive and significant, which

supports the developed theoretical hypothesis."

Recommendations

The study was conducted to check the effectiveness of training in Kohat news web channel. The

study suggests a positive and significant relationship between training and employee performance.

In general, it is noted that organization which was studied effectively benefits from training courses,

and they consider the importance of continuous follow up for the acquired knowledge and skills

through providing suitable facilities and support to the trained employees to apply what they learned

at training effectively, employees are aware for the goals of training at the targeted organization,

this enables them easily applying their new skills at the workplace, and motivate them to improve

the level of their performance to achieve the known goals." "The practical activities that are

provided for trained employees are important because of their role in effectively applying the new

skills, especially that employees cooperate each other toward achieving the targeted level of

performance after having the training."

Training employees have a contribution in developing the employee skills; this indicates to the

right process companies followed in organizing the training programs. The employees are aware of

the importance of training in improving themselves, that they are interested in developing their

skills to keep pace with a surrounded changing environment."

"There is a match between the training that employees have and the requirements of their work;

this lets them apply what they learned, and effect positively on their performance. The interests of

the supervisor to follow up on trained employee's performance after training" "enhance the

utilization from training and maximize its benefit to the organization. This is achieved by providing

facilities, tools, and a suitable environment that enable employees to apply their new knowledge

and skills."

Limitation

The training provider should activate the concept of after training services when submitting their

technical offers for the organization, and suggest a clear methodology for employees follow up after

training delivery. This enhances the training importance with regard to organization and employee."

The organization should not consider just the direct supervisor feedback about the trained

employee's performance after the training, but also the employees peer, subordinates, and clients

opinions should be obtained, especially the clients feedback because he or she is the main

determinant for the quality of organization services." "The organization should focus on measuring

the profits achieved after the cost spent for developing training if the organization does not increase

profit level after training, this means that the needs analysis does not effectively develop or the

organization needs another solution to increase its profit as modifying its organizational structure."

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