thesis chp 1-5
TRANSCRIPT
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The Contemporary Training Practices in SMES of Karachi 7
CHAPTER ONE
INTRODUCTION
1.1 Background
As early era the work of grown-up people is trained to children to get ready them for
maturity but gradually as time had passed the social orders have changed and become
very complicated because the entire environment of work had changed like types of
work, skills to handle work and tools to operate this types of work also changed thus job
training developed to deal with these changes (Sleight, 1993). When people invented new
object or technologies, the requirement- of preparing other people how to operate this
became essential and the most important objective of training is to develop skills into
peoples to do a certain job (Sleight, 1993).
Since people invented apparatus, arms, wearing, protection, and speech, the
requirement for training turn out to be necessary element in the walk of progress
(Steinmetz, 1976, p. 1-3). Special kinds of effective Training were developed because
technologies became very complicated also guiding practices were developed that is very
important for that time (Brethower and Smalley, 1992, p. 26). These diverse applications
were formed at diverse era, and a few of them altered gradually by the years, however the
entire of them are applicable nowadays is up to the training requirement as well as
condition (Sleight, 1993).
1
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Impact of Training on the Performance of Employees 2
1In 1950s:
Initial training lessons were performed like: shorthand, typing, sales training and
many different scientific and corporate skills.
Corporate training games include business games, in basket exercises, decision-
making simulations and role playing.
Evaluation played a minor task during 1950s.
In 1960s:
Training labs were originated sensitivity training and behavioral changes were
applying extensively.
Assessment centers turn out to be very famous near the closing stages of the
1960.
Planned coaching was broadly used training method in 1960s.
Administrative Training, motivation, association growth and structure approaches
were all applicable.
Needs assessment, evaluation technique including performance appraisal and the
training director grow to be essential during 1960s.
In 1970s:
Women and minorities were trained and promoted to managerial position in
reaction to new government hiring regulations and quotas.
Trainers became more specialized in reaction to new offered awareness in shaping
training need, evaluation, management development, motivation, and training
function and methods.
Management methods, interpersonal relations and group dynamics further gain
acceptance in both human resource development (where the training and
personnel departments were concerned with people) and in organizational
1 The History of Training by Miller
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development (manager, selection, personnel development and organization
structure).
By capability based learning workforces build up abilities which are the need of
their work also known accessible abilities which obtained stuffs to the task
prepared in needs assessment, task analysis and evaluation.
2In 1980s:
Desktop processor invented a lot of associated peoples required to be trained in
word processing.
Behavior modeling in management skills training became more famous, and
career development was highlighted.
The Baldrige national quality award was recognized by legislation. This improved
companys awareness of total quality management and gained attention to quality
training and management.
With the closing stages of the 80s a lot of companies were enforced to reflect on
the international market place to stay alive and then Training directors had to
familiarize yourself to the new necessities of companies with international
businesses.
In 1990s and beyond:
Up-and-coming technologies are altering the system the information is formed,
applied and shared. This will powerfully convince the design and delivery of
2 The History of Training by Millers
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3training. Computer based instructions are rising to complement and in a few cases
change classroom training courses.
There will be requirement for frequent knowledge to recognize task by process
reengineering and total quality management. Most of the new learning models
may have to extended, particularly those inside the framework of task.
The claims of the worldwide economy, by values put by a more varied market
continue to convince the system businesses are planned and controlled.
The main latest function of trainers will be maintaining the firm in functioning
and adjusting to these ever-changing surroundings.
3 The History of Training by Millers
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1.1.1 Contextual Frame
This research is belongs to a country that is Pakistan in the city of Karachi in
which researcher have concerned only SMES or pvt.ltd companies of Karachi where
training practices are applicable which includes Liberty Books Pvt.Ltd, Paramount
Publishing Enterprise to analyze the importance of standard training practices in SMES
that currently running in Karachi. In order to support her thesis the researcher also have
shared the experience of training consultants includes Trainer Naeem Sadiq from Quality
Control Consultancy firm and Trainer Moti-ur-Rahman from U.G Food Company
Pvt.Ltd.
Liberty Books is well thought-out one of the top book business in Pakistan,
recognized in 1980, Liberty has prolonged in range of action by not just lengthening its
bookseller base but also in advance solitary distributorship for few of the best known
magazines in the world, which includes Newsweek, National Geographic, Readers
Digest and The Economist with time listed and strong relations with distributors
worldwide, liberty has a different and huge variety of books and magazines basically on
any subject in the world given that books and magazines to suit all ages and inclinations.
Liberty Books has books that cater to all needs.
Paramount Publishing Enterprise is one of the largest wholesale and retail
distributors cum publishers in Pakistan and distributing books from key publishers in
India and abroad. Their website provides readers access to more than a million variety
books in 35 different sections. Paramount Publishing Enterprise believes that customers
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Impact of Training on the Performance of Employees 6
are the only cause for their success and each customer should be treated in a friendly,
considerate, courteous and fair manner.
1.1.2 Problem Identification
In recent times, some efforts encompass to enlighten the fruitless use of Training
programs in domestic organizations of Karachi. Pakistan. These efforts to provide special
outlooks for our understanding, but dispute for developing a universal rather than slow
approach to the study of training practices. Taking a lead from such earlier attempts, the
present study explores the Todays training practices in SMES of Karachi (Pakistan)
using a framework that relates such practices to workforces and Firm Performance and
profitability.
Firms require skilled and trained labor all the time to meet the need of this present
corporate culture of industries in order to stand with the global market. This problem is
becoming a challenge for todays employees and organization both, it also creating the
working environment more competitive and challenging, with the increasing realization
of good and skilled human resource in Organizations and it has become an important
activity to research. Therefore the standard training practices at continuous basis is
required for the firms to make their workforces as well as company profitable.
1.2 Purpose of the Research
The purpose of this research is to explore the Contributions of training practices
in Small and Medium Enterprises (SMES) of Karachi regarding the performance
of employees as well as profitability of organizations.
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This research recognizes that whether these enterprises aware of the benefits of
Standard training practices or not.
This study highlighted the technique by which organizations can makes their
workforces competitive and capable to compete in the business market of this era
and the positive results also being highlighted by the application this technique.
By this research the researcher will find out the reasons of no application of
Standard training Practices in domestic companies and the motivating factors to
increase the efficiency of employees to accomplishing their task more smartly.
After reading this research the management will know the reasons behind
employees low efficiency towards work and found the way to solve that kind of
problem.
1.3 Research Questions
(Primary)
1. How Training practices contributes overall human capital of SMES of Karachi?
And how this training practices makes difference in the organizations
profitability?
(Secondary)
1. Are the Small and Medium Enterprises of Karachi aware about the importance of
standard training practices?
2. What changes the Companies observe in participants after getting trainings from
them?
3. Why small and medium enterprises of Karachi not practicing standard Trainings
in their sector?
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4. What are the attempts the Small and Medium Enterprises is assembling for the
application of standard training practices nowadays in their sector?
1.4 Justification/Significance
This study is important for the firms as well as employees. From this research
firms will better understand the importance of training for organizational success. It will
guide firms about the role of training programs in motivation and retention of
employees, and may help employees to enhance their skills for the betterment of their
future prospects and they also would be able to increase the chances of growth and
career advancement.
1.5 Delimitation of Studies
The time is one of the major constraints in working on this research as having such
broad study requires more time. This study requires to be finish within the limited time
period. This study is basically centers on the Training and its role on the efficiency of
employees and also focuses its benefits towards workforces as well as the Company.
This study only focuses on SMES (Small and Medium Enterprises) of Karachi
conducting training practices for their workforces nowadays. And this research is
concerned only the trainers who are responsible for training and development in
different firms including SMES (Small and Medium Enterprise).
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CHAPTER TWO
LITERATUREREVIEW
4THEORETICAL FRAMEWORK
TRAINING CYCLE
4Book ASTD (American Society of Training and Development0, By Tricia
Emerson and Mary Stewart
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EMPERICAL STUDIES
2.1 Definition of Training
Training is typically defined as a considered and organized attempt to adjust or
develop skills and attitude by learning experiences, to attain successful performance in an
action within current job focus (Garavan, 1997). Training is a practical education in any
profession, talent or expertise (The Oxford English Dictionary, n.d). Training defines as
having narrow objectives, specifying the accurate way to do something (Rodger, 1986).
Training is a variety of entire methods by which one increase the competencies that needs
for job related works (Organization For Economic Development, 1997). The researcher
further explained training is an effort; the degree to which capabilities are truly expand in
any case depends on the intensity and extent of effort to discover the natural talent and
inspiration of the trainees (Organization For Economic Development, 1997).
2.2 Categories of Training
Current job focus as an action emerges to cover a lot of limitations including on-
the -job and off-the-job training, training for younger workers and adult training, formal
and informal training through work experience (Human Resource
Management/Development, n.d).
On-the-job training is further classified into general and specific training (Becker,
1964). According to researcher general training increases the marginal product of
workforce in many other firms and firm gets return on investment in competitive market
and specific training are only beneficial for the training firm also return on investment is
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low as compare to the training (Becker, 1964). On-the-job training increases the
productivity growth of the workforce in a firm and the foundation of productivity growth
depicts the idea of learning by doing (Arrow, 1962, Sheshinsky, 1967 and Young, 1991).
Economies are continuously changing and firms require to retrain their workforces to
capable them meet the need of the competitive environment therefore this need forcing
the firm towards (OFT) off-the-job training (Lechner, 1999). The researcher further
suggested that the result of (OFT) off-the-job training is the change in labor market,
current or expected earning and career growth of labor force (Lechner, 1999). After
analyzing further the researcher found that before (OFT) off-the-job training
unemployment level moved up at level of 20% and after OFT it undoubtedly decrease
also OFT effects the earnings which is low before OFT and after evaluation of OFT it
goes up (Lechner, 1999).
Formal training are usually define as training which is organized and conducted within
the specific fix time not like that training which is conducting during the normal routine
work (Decision Research Ltd, 1997). While Informal training is defines as training in
which employees learn during work usually through their colleagues by request queries
and understand by their own understandings (Long et al, 2000).
A Training which is conveyed to the trainees by a person who is also a member of staff of
that organization is termed as Internal raining though a training which is conveyed by a
person who is not the member of that organization is termed as External training while
In-house training is a training that delivered to the trainees in order to meet the particular
requirement of organizations own worker which can suppose as both external or internal
training (Organization For Economic Development, 1997).
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2.3 Sources of Training
Sources of training information is categorized into two basic and famous sources
at this time for adapting behavior changed in which one is Future Payoff that can be
attained through the suggestion of specific person who are experienced on the desired
area of learning and can able to predict the future value of that area that will reduce the
chances of error throughout the learning process (Samuel, 1963, Lee & Mahajan, 1988).
The second source of training information is usually called Book Move that would be
attained by individuals through observing the act of specialist of specific area or
individual also can ask to specialist of what is the appropriate way of doing in specific
condition and then follow according to the suggestion of specialist that would be very
informative way of learning (Samuel, 1967).
2.4 Training Model
Previously there have been two thoughts of management training the first is
Normative model, and second is Contingency approach, Normative model refers to
managers whose complete attention toward the production and the human asset of
organization thus work and people together makes a team and are excellent for all
circumstances (Blake & Mouton, 1964). Contingency approach refers that there is no
excellent way of management to deliver the things it depends on expertise of
subordinates on work that make the delivering style of management arranged (Hersey &
Blanchard, 1982). Conventional Management training also called Human relations
management training in which management training program should be considered and
applied and to make training effective and beneficial for the resolution of problems and
minimizes the differences among managers and employees is necessary hence any model
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of management training whether it is normative model or contingency approach is used
the essential thing is that the training should be realistic, more valuable ad dynamic
(Gabris, 1989).
2.5 Training measures
Several researcher measure training by input, some measure training
effectiveness, and some measure many sorts of abilities and other features (Rendall,
2001). In input the two important measures that are cost and volume, that can be easily
assemble the whole organization including all members of staff or a single individual
(Organization For Economic Development, 1997). Volume measures the working period,
occurrence or contribution percentage and strength within the workers while cost is
describe as all the cost that organization invest in conducting training these cost can be
the cost of training requirement etc (Organization For Economic Development, 1997).
2.6 Effectiveness of training
According to Kirkpatrick (1994) there are four levels of effectiveness of training
within firm listed below:
Level 1: Reaction- in which trainer note down what are the perceptions of trainees
concerning all training session also called measure of customer satisfaction.
Level 2: Learning- this is the notification of knowledge gain, talent enhanced, and
performance modify by attending this training.
Level 3: Behavior- measuring that through the training program how much change occur
in the behavior of participants.
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Level 4: Results- it is the observation of outcome for the organization that carried out by
this training which are increments in sale, productivity boost are and low quit rate of
work force (Kirkpatrick, 1996).
Training provides many benefits to employees such that to upgrade their education, to
minimize unemployment rate, satisfy them with their wok, increase their wages and
professional growth (Organization For Economic Development, 1997). Training is also
beneficial for the organization like it boost the productivity, enhances the quality of
output, higher the employee morale, decrease the production cost, increase in sales and
profit, minimizes the rate of absenteeism and also minimize the quit rate (Organization
For Economic Development, 1997). Training also provides positive impact on economies
such as it decrease the inflation rate, maximize international competitiveness and
economic prospect (Organization For Economic Development, 1997).
2.7 Training process
According to Miller, SPHR, Osinski, & SPHR (1996), generally there are five stages
in training process which is Need assessment, Instructional objectives, Design,
Implementation and Evaluation. As need recognition is the first step of training program
in which organization first identify the gap between the existing skills and required skills
of employees and that gap is between:
What is currently going on and what the organization want.
Existing and required performance related to job.
Current and required ability and talent.
Once the training need recognized then the trainers will able to place the objective/goal of
training in which they find out that who requires training and which type of training
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required after completion of both steps the third step which is designing a training
program started which include:
Choose a person who is either member of organization or outside the organization
for planning and developing the training program.
Choose and plan the material of training program.
Choose the element to assist the training like role play, any activity, business
games, lectures, and videos related to the topic of training.
Choose suitable location for training.
Choose trainer who will be responsible to deliver training.
Once the designing stage finished the implementation stage starts which includes:
Make a time table for lectures, participation and other arrangements.
Make a time table for trainer who delivers the training.
Arrange contents and send it to the location.
Carry out training.
The last stage in training process is evaluation of the training program in which trainers
identify either training goals were accomplish or not. In evaluation process trainer
observe the response of trainees regarding training program that at which extent the
trainees acquire skills and how much they become capable to apply this skills on their
work.
According to Miller, SPHR, Osinski, & SPHR (1996), out of all stages in training process
training need assessment is the most essential part it consist of three levels organizational
analysis, task analysis, and individual analysis.
Organizational Analysis recognizes:
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Effects of environment.
Condition of economy and effect on operating expenses.
Varying labor demographics and requirement to tackle the difficulties towards
language and society.
Varying mechanization and technology.
Growing market place of world.
Objective of organization and capital offered.
Environment and encouragement for training.
Task analysis includes:
Actions related to the performance of job.
Analysis of knowledge, talent, behavior and capabilities.
Judgment of performance differences.
Examine the work.
Do the work.
Assess the work regarding its effectiveness.
Gather information about work.
Individual analysis includes: Identify the performance of individual in a organization and
also identify who needs training and what type of training require.
2.8 Purpose of training
The purpose of Training is to develop skills that are immediately useful in
particular situations although general principles are introduced in training and generally
accomplished in a less time than teaching and has more fruitful results (Wart, 1993).
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2.9 Important steps for training program
Gabris (1999) stated that some components are listed below which is very
important to make a training program successful:
1. First recognize the need of trainees then design a training program which affects the
lacking area of trainees.
2. Training must be an in-house attempt and all work forces should be involved including
all administrators from all administrative levels.
3. Analytical results should be announced instantly and take attention towards action
planning and team building exercises.
4. Attain agreement early on a general board beliefs announcement. What are the
standards that should force the entire organization training?
5. Training program should be for long period of time because short-range training is not
credible.
6. Design training program according to current activity of organization and application
of learning is must.
2.10 Steps to avoid in training program
According to Kouzes & Posner (1987) some training practices that are occurring during
training session are responsible to damages all training program therefore training
associations should avoid those practices listed below:
1. Training programs are executed from the top down, or senior administration recognizes
better.
2. Start Training session without identifying the need of training and not even aware what
type of training program require.
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3. No new improvement in training packages that responsible to damage the health of
organizations culture.
4. Generate training programs for very limited time that not covers all area because it is
on short-range and temporary basis.
5. Providing out of house training to the managers which is quite different from their own
organization therefore application become impossible for the trainees.
6. Training conducted only for particular employees of management not for all work
forces of organization.
7. Most managerial training programs are not understandable of what should be contents
of training programs to train managers.
2.11 Training and productivity
Productivity of company boost up by conducting training programs for employees
that is by increasing training 1% productivity increase by 3% (Zwick, 2002). Employees
Knowledge, and skills are increasingly essential competitive assets within firms and the
employee training sponsored by the firm is therefore supposed as most essential measures
to increase and maintain productivity especially on that firms which are based on a
comparatively high share of well qualified employees who regularly work in flexible,
difficult and broad environment to obtain competitive advantages (Appelbaum and Batt,
1994, Roth, 1997). External and internal training programs effects more on the
productivity of employees that leads a beneficial impact on the company another
effective outcomes company gain by electronic training device and quality circles means
that firms conducting training programs in order to minimize the productivity gap and
also firms are motivated to train in order to get competitiveness means and gain a high
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productivity as compare to their competitors (Zwick, 2002). After analysis of continuous
training in Germany for the years 1986 to 1989 the researcher observed that to gain a
larger productivity experience and professional education is not enough the on- the- job
training and learning by doing is required to enhance the skills of the workers in their
current job pischke (2001). Productivity are actually depicts the performance of
employees within the firm yet productivity is a multidimensional term and it is a ratio
between output and input also firms want to improve their input to lower their cost and
achieve more output and for this they train their employees to enhance their performance
and make them beneficial thus performance includes competition and manufacturing
excellence whether it is connected to cost, flexibility, speed, dependability or quality and
regard as the success of a company and its operations (Thomas and Baron, 1994).
Productivity and performance both are characterize same with different aspects like
improvements in quality means product with no fault showing the productivity of
manufacturing firm and reason behind this is the improvement in the capability of the
work force (Tangen, 2004). Performance outcome and productivity improvement is a
result of investment in training of workforce to enhance their knowledge, skills and
attitudes because adoption of technology and the improvement in all working activity is
depends on the knowledge, skills and attitude of trained workforce (Siddique and Asghar,
2008). Human resource management of organization is responsible to link between
skills, technology and the organizational changes and the lower level employees can
brings the technological and organizational change back. (Reenen, 2005).The Researcher
further suggested that training and effort of labor is the main reason of productivity
differences among organizations and countries (Reenen, 2005).Training is very important
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for firms who wish to improve their productivity and enhance the skills of their
workforce within the organizations and also essential for performance improvement
(Savery and Luks, 2004).
2.12 Training in different aspects
A latest book on leadership recommended that leaders are not born but come out
by the acquirement of leadership skills (Kouzes & Posner, 1987). Managers acquiring
leadership if organization provides them training in that manner that develop leadership
skills in their behavior that leads leadership achievement all over the organization and
also leads a job satisfaction among work force (Hackman & Oldham, 1980).
Employees adapting new skills getting by training that direct to valuable business
outcomes like increased sales, reduced costs, or increased retention of key staff also
training enhances the trainees ability to perform and the value from this training comes
when ability is transformed into improved job performance that leads increasing the
return on training investments and some of the factors such as direction, feedback,
incentives, rewards, job aids and tools, all work together to make performance when
these factors are effective, complete, and aligned, employees capability will be converted
into superior performance and if they are not performance will consistently goes down to
levels far below employee capability (Brinkerhoff, 2006). The researcher further
suggested that the training program should be efficiently and effectively help participants
to gain new and improved skills and knowledge that are important for adopting new job
behaviors or improving effectiveness of current job behaviors (Brinkerhoff, 2006).
A nonstop program of training for production in a manufacturing process whether
it is continuous flow, consignment, one-off production is important for achieving higher
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productivity, better on the job performance and improved quality (Tennant, Boomerang,
Roberts, 2002). Training is positively and extensively linked with job satisfaction and
that job satisfaction is also positively linked with the workplace performance (K.Jones,
J.Jones, Latreille, and Sloane, 2008).The researcher measure the performance by
productivity, product quality, financial performance, pay rates, turnover, efficiency scrap
rates, labor turnover, job creation, absenteeism, perceived organizational performance
and perceived market performance and found that organization can improve performance
of employees by increasing the volume of training and taking action to raise the job
satisfaction of the employees and to make this successful they also need to pay attention
to the amount and type of training offered (Jones, Jones, Latreille, & Sloane, 2008).
The researcher further suggested that training that covers all area according to the
training need and for a longer period of time is most beneficial and effective and there is
uncertain evidence that having a higher percentage of over-skilled workers is associated
with improved performance but also with a lower quit rate and lower quit rate is essential
because firms want to retain their trained employee (Jones, Jones, Latreille, & Sloane,
2008).
Training impact on earnings is positive as wage rate of trained worker is high as
compare to the untrained worker because the effect of training on earnings differs for
different workers like high-skilled workers profit more from training than low-skilled
workers as training includes courses and seminars, participation in trade fairs, lectures,
on-the-job training, quality circles, special tasks, and reading of specialist literature all
these enhance the capability of employees that leads a significant positive impact on their
wages (Kuckulenz and Zwick , 2003). Workers having high capabilities receiving more
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training and have higher wage growth from other sources as well (Jovanovic, 1979).
Importance of Training in large companies is greater than compare to the small or
medium size companies as researcher conducted a survey of different large and small
companies and got that as large companies having full of resources and employees
around 1000 is more focusing on the training programs and the way they are delivering
the training to the trainees is the proper understanding of its Need Assessment, Methods,
Design and Delivery, evaluation and the feedback. The researcher also discussed that
Manufacturing, Agriculture and Fishing companies treat training as a vital function and
they have training departments or component in their company's structure and they
conducting training are more visible in than in other like Retail, wholesale, utilities, and
communications companies give little interest to the training programs (Abdelgadir &
Elbadr, 2001). Researchers also observed that out of all training process the most
important area is the Need recognition of trainees in order to overcome the lacking and
make the employees expert in that particular area and the another essential part is
evaluation by this the company could easily understand whether training is effective or
not and if anything uncover during training program they easily able to analyze and
improve (Abdelgadir & Elbadr , 2001).
As businesses become global that creates a need of best value in their goods and
services because new technologies are continuously invented that change the way of
working therefore organizations should always arrange trainings for their employees in a
specific area that enhance their knowledge, skills and abilities (SKAs) to meet the
requirement of competitive market and the prospect of industry also training assist the
firms growth and expand the business as well as generate profit (Cosh, 1998).
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Competitive advantage of firm require qualified and trained work force (Chun, 2001).
Training should be arranged according to the steps that is start from training need
recognition, then design properly to support need, then implementation and in the end
evaluation of training if these steps are arranged properly then firms can take the pleasure
of return on investment and make the training effective (Blanchard & Thacker, 2003,
Golstein & Ford, 2002 and Noe, 2005). Training need analysis (TNA) play important role
in return on investment as well as reduce the mistakes of training program (Elbadri,
2001). The researcher emphasize that if training need is not accurately analyzed then
training will not achieved the strategic goal of organization (Wilson, Driscoll & Taylor,
1992). The researcher after their survey found that the organizations supposed that their
training program were strategic because they follow some essential steps such as identify
the need, assume some method to analyze that training need and design their training
program obvious, related and exact (Jamil & Som, 2007).
Training becomes very essential when the personnel is not sufficiently qualified
then firms require to retrain workers internally in order to decrease the turnover rate and
diminish the turnover cost and want to overcome the lacking of skilled workers on the
labor market (Zwick and Schroder, 2001). The employees tenure in a particular
organization increases when employee remain loyal with organization and loyalty
depends on the cooperation of organization with employees by conducting training
programs to enhance the capabilities of workforce and when organizations not cooperate
with employees than turnover increases and employees easily move towards other firm
(Glance, Hogg & Huberman, 1997).
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Coordination between Businessmen often fail due to lacking of their
communications skills because there is problem in exchanging their perceptions so to
enhance communication skills by conducting training in communication is the better
solution to keep the business discussion clear and open (Graham & Tung, 1984). Firms
most likely need administrative professionals not professional administrators (Rhody,
1984).Trained communicators are able to communicate well and clarifying questions
regarding organization and people involved and training in communication helps
manager to overcome all issues concerning discussion (Poon & Fatt, 1996). The
researcher also suggested that communication skills are no doubt very valuable and turn
to outstanding success in career so communication professionals should attempt not just
to communicate but to communicate to manage (Poon & Fatt, 1996).
Training can increase employment rates because it helps unemployed people to
improve their job skills that helps participants to find job within their area of interest and
also training must be useful because it assist employees maintain usual jobs by improving
their task practice (Ham & lalonde, 1996).
Trainees reactions had a fundamental impact on learning and learning had a
significant influence on behavior change and also optimistic response of participants
learning, behavior change, and improvements in job-related out-comes are the result of
well-designed and managed training programs in fact the attitudes, interests, values, and
expectations of trainees enhance the effectiveness of training (clement, 1978). The
researcher further suggested that training can be more effective if organization
understand about the behavior of trainees and design training programs according to their
learning style that will change the trainees behavior immediately and improve their
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Impact of Training on the Performance of Employees 25
performance (Clement, 1978). Employees willingness towards training is necessary to
fulfill the objectives of training and to increase the willingness of trainees trainers can
inform them about the training element, training environment, difficulty of training
contents and all necessary things associated with training program in order to achieve
effective training and in this way the firm will get maximum change in the behavior of
employees and their performance will also improved (Tai, 2004).
In training motivation is the power that influences enthusiasm in training program
its a way that guide the participants to learn and try to become expert in the content of
the program and training becomes more effective when the trainees are highly motivated
to obtain knowledge and skills instead of facing problems during training session (Steers
& Porter, 1975).Motivation of trainees plays a vital role to make the training successful
and attainable and if motivation is low than trainees fail to get benefit from the training
session (Colquitt, 2000).
Firms are usually adopting benefits by training especially off-the-job training is
more effective to increase the productivity of labor because during off-the-job training
trainees are only focusing at their training programs without any responsibility regarding
their ongoing job and hence fully achieve all contents of training that leads drastic change
in their behavior and skills and after attending training when employees are capable to
accomplish work better as before then firms get return of their investment because return
is important for the firm who invest that much amount during all training session
(Schonewille, 2001).
According to analysis training programs will be quite helpful within a controlled
work group environment which helps to boost the change within in a team member or a
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Impact of Training on the Performance of Employees 26
particular area and the controlled structure and development of such environment will
ultimately lead to specific awards and reward for both management and operational staff
who with pinpoint accuracy as they provide feedback and encouragement for either their
subordinates or newly appointed trainees having new skill sets. Though its necessary for
the trainees to ensure materials, tools, job related information and budgetary support
which are necessary to support such crucial operations in the long run and these kind of
plannings are decided before such dedicated events and also Employees' perceptions of
the accessibility of situational assets earlier to agenda participation probable pressure and
motivation to learn with respect to the needs and demand of the environment (Noe,
1986).
Training for the growth of managers leads the rapid development of all activities
of business that brings change in organization especially improvement in quality
assurance (Smith, 2006). The researcher said the training of both managers and
workforce result the career development of individual that link the overall development
of firm (Smith, 2006). The researcher further suggested that the training of managers not
only helps in career development of individual but also organizational development and
connect it with business strategy of enterprise for the overall growth of organization
trainers offer more training for operational level employees and human resource
management system like performance management and selection/recruitment for further
progress of the learning and development system (Smith, 2006).
Government sectors in most of the countries are supporting the growth of training
systems in business organization and encourage them to train their workforce to enhance
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Impact of Training on the Performance of Employees 27
the knowledge, skills and attitude of existing employees that results improvement of all
businesses of country (Robinson, 2001).
Training is an easy and low cost then recruiting because organizations acquire
high cost and facing many problems in recruiting skilled labor as training is conducted to
change the behavior of workforce to upgrade their skills therefore training is considered
as a substitute for the cost of recruitment (Stevens, 1994). The Researcher found that
when training is not conducted during 1980 because of high interest rate that results skill
shortage occurs among work force by 1986-8 when interest rate on average and again
training supply started that results clearly the enhancement in the skills of labor force
(Stevens, 1994).
Capability to resolve current problem by past obtained information termed as
Fluid Intelligence (Gf) so Gf is regarded as one of very essential element in acquiring
knowledge and also associated with the professional and educational achievements
(Jaeggi, Buschkuehl, Jonides & Perrig, 2008). The researcher further stated that training
is necessary for the development of Gf among workforce within the firm hence more
training more development of Gf (Jaeggi, Buschkuehl, Jonides & Perrig, 2008).
Adoption of human resource innovation techniques among workforce leads
improvement in their performance therefore the conduction of training for innovative
human resource practice is necessary for the firm (Erickson & Jacoby, 2003). The
researcher further suggested that social interaction of employer with the other outside
professional network is playing vital role in innovation diffusion and acquiring
knowledge related to organization also interacting with these network helps employer to
adopt new skills and get opportunities and more information about the application and
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Impact of Training on the Performance of Employees 28
outcomes of innovations (Erickson & Jacoby, 2003). Employer network are a foundation
of reasonably helpful information that assist the adoption of high-performance task
practices and training (DiMaggio & Powell 1983). Administrators who are networked are
more vulnerable to conformism and they try to become smart in front of their colleagues
staff and to make a professional image they acquire human resource innovation
(DiMaggio & Powell 1983).
Internet technology reflects a great impact on many industries (Evans & Wurster,
1997). In present era many colleges and universities promote web based learning as
compare to the past established education sector (McCormick, 2000). Virtual learning
environment (VLEs) is the computer based environment that facilitate the
contributors/participants to interrelated with each other and giving way to large varieties
of assets and also it faster the electronic interaction and discussion among contributors
(Wilson, 1996). The researcher found that computer based training is more important in
present competitive world that makes people more expert in technology and changed
their behavior according to the demand of continuously emerging market and it also
provides learner more satisfaction because technology makes the task easier to handle
and produce successful outcome (Piccoli, Ahmad & Ives, 2001).
According to analysis top level executives are seriously practicing ethical values
in their daily working environment as compare to the lower level non-experience work
force of organization and also top level executives dont give attentions towards their
personal assessment because they want to be more popular in organization (Harris, 1990,
Posner & Schmidt, 1984). The researcher found that lower level work force of
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organization require training in the area of ethical values that develop the sense of ethics
in them that leads positive changed in all environment of organization (Callan, 1992).
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CHAPTER THREE
METHODOLOGY
3.1 Research Purpose
Research is organized, official, accurate and specific process for workers to find
out resolution to issues and/or to determine and interpret latest details and interactions.
(Waltz & Bausell, 1981). It is the procedure of looking for an exact respond to a
particular query in a controlled goal and in a reliable manner (Payton, 1979) . Research is
organized, restricted, experiential and significant exploration of theoretical suggestions
about the assumed affairs among natural phenomena (Kerlinger, 1973).
There are different way of conducting research i.e. Exploratory,
Descriptive & Explanatory.
The purpose of this research is exploratory basically interview will be undertaken
by training experts in order to gather data in which researcher identifies the impact of
training on performance of employees and also identifies in Karachi whether training
brings positive effect on both organization and employees or not.
Exploratory Research
In various public discipline, exploratory research look for how people get together
in the surroundings in subject, what sense they present to their dealings, and what
problems concern them (Schutt, n.d). The objective is to find out 'what is going on here?'
and to explore societal phenomena without explicit prospects (Schutt, n.d). Exploratory
researchis adopted when the area or problem is new and when information is hard to
gather (Barbie, 1989).Exploratory research is flexible and can deal with research
questions of all types: what, why, how (Barbie, 1989).
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3.2 Research Approach
There are two main research methods to choose when scripting research
qualitative method or quantitative method (Yin, 1993; Holme & Solvang, 1991). The
objective for both the qualitative and quantitative methods is to create a
improved perceptive of the culture and to comprehend how people,
groupings and associations act and have an influence on each other (Holme and
Solvang, 1997).
The Researcher in this research uses Qualitative approach where the researcher
centers on the concrete practices in training being done in different organizations of
Karachi. The key approach that will need to implement a qualitative analysis through
exploratory research by means of focus interviews will be carry out with the training
proficient.
Qualitative Research
This type of study usually clear any kind of investigations that generate findings
not arrived at by means of statistical procedures or other means of quantification,
character of qualitative studies are that they are stand mainly on the researcher's
own explanation, feelings and response (Yin, 1994). The qualitative approach also
comprises an immense convenience to the respondents or to the source that the data is
being collected from (Holme & Solvang, 1991). The qualitative approach is differentiated
by assemble rich information and to explore a number of variables froma few numbers
of things, to take use of the prospects to gather high quality data the most familiar way
to do this is with the application of case studies and interviews where no set answering
alternatives are being available (Holme and Solvang, 1991).
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3.3 Research Design
The design of qualitative research is possibly the stretchiest of the many tentative
techniques, encircling a range of acknowledged process and composition. From an
individual case study to a wide interview, this nature of study still requires to be
cautiously assembled and designed, but there is no consistent composition (Martyn
Shuttle worth, 2008).
The researcher adopts phenomenology as a method of her research.
3.3.1 Phenomenology
Phenomenology opens the hidden practices and implication of individuals
understandings. This methodology is the exploration of that information which cannot be
discovered by common examination. It is the discipline of awareness of important
constitution. Phenomenology focuses on the difference where the awareness and real
actions meet instead of focusing on subject matter and entity of the experience (Edie,
1962, p.19). Fundamental nature obtains the awareness of experience of the individual on
purpose deliberately to match the difference of their experience and the actual process of
accomplishing the scheme. Hence, phenomenology considers on known happening and
investigation of this happening in the sense of previous awareness then highlighted the
current actions of era (Sanders, 1982). The progress of this technique is to get the
awareness of theme of research logically by the experience and the objective of
phenomenological technique is to encourage the investigator of the study to adopt this
method to provide as a briefing for people who desire to get expert in the fields speech
and process. Diagram below to demonstrate the model (Sanders, 1982).
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Noesis---------------------------noema
(experiencer) experiencing- experienced
3.3.2 Phenomenological Process
1. Epoche
Setting to the side prejudgments unlocking the research interview with an fair,
friendly existence (Moustakas, 1994)
2. Eidetic Reduction
Eidetic reduction is the process which extracts the main theme that is hidden in a
material of experience. It is get done by the application of perception and suggestion due
to its confidence on inspection basically it is that thing which is known by an individual
only and one cannot observe and understand it by simple observation therefore to find out
main theme out of huge material is the task that has been done under the head of eidetic
reduction in phenomenology (Sanders, 1982)
For this research, phenomenology is adopted because here the experience of
professionals is needed to be shared in order to determine the real practices of training
which has been conducted in organization of Karachi and its impact of on performance of
employees. And with the help of phenomenology, actual enhancement in employees due
to training in organization would be found.
3.3.3 Sample
A sample is a small percentage of the population that is chosen for study and
analysis. By examining the characteristics of the sample, one can make definite
suggestions about the characteristics of the population from which it was drawn (Best &
kahn, 2006)
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3.3.4 Population of Interest
This research study is conducted with the assist of information assembled from thecompanies which are concerned in conducting training in their organization. The
researcher chosen the companies from the region of Karachi (Pakistan). The researcher is
conducted Qualitative Research which will have the detailed information about the
training programs and what will be their importance and outcomes.
3.3.5Sampling TechniqueThe researcher use non-random sampling technique in which
judgmental/purposive sampling is adopt because research is qualitative.
Judgmental/purposive Sampling
In Judgmental/purposive Sampling the participants are often selected because
they are typical or particularly interesting (Best & kahn, 2006). Purposeful sampling
permit the researcher to pick those participants who will provide the richest information,
those who are the most fascinating, and those who obvious the characteristics of most
concern to the researcher (Best & kahn, 2006). The researcher in this research adopts
purposive sampling because data has been collected from the respondent of specific area
that is the individuals who are experts in the field of Training.
3.3.6 Sample Size
Sample size consists of four experts belongs to training department for in depth
interview in order to get real data about the practices of training.
3.4 Designing and Development of Instrument
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To develop a instrument, the researcher will perform un-structured interviews tothe four respondents who are expert in the field of training and development in order to
share their experience regarding todays training practices in SMEs of Karachi.
3.5 Data Collection
Qualitative method consists of three kinds of data collection: (1) in-depth, open-
ended interviews; (2) direct observation; (3) written documents (Patton, 1990, p. 247).
The researcher in this research adopted in-depth open-ended/Un-structured
interviews in which the researcher and the subject are fully interactive. The researcher is
conducted open-ended interviews to the four experts of training and development in
Karachi (Pakistan) region that are Liberty Books pvt.ltd, Paramount Publisher Pvt.ltd, a
Trainer from Quality Concern and another Trainer from U.G. Food Pvt.ltd.
Un-structured Interview
Unstructured interviewing engage straight communication between the researcher
and a respondent or group (Trochim, 2006). It vary from traditional structured
interviewing in quite a lot of important ways, first, while the researcher may have a few
early leading questions/checklist or main theory to investigate, not using structured
interview as a tool of research study and the most important is the researcher has right to
stir the conversation to any route of attention that arise during interview. Unstructured
interview is particularly valuable to discover a subject generally because every interview
is different from each other in same topic (Trochim, 2006). The material which the
researcher has taken from the interviews of her respondents is totally based on the
experiences, opinions, feelings, and knowledge of respondents (Patton, 1990, p. 247).
3.6 Data Analysis
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The audio-recorded expert opinions were listened and transcribe, which itself is a
process of data analysis and interpretation (Gillham 2005). The data was transcribed
widely/comprehensively and the comments were written down in the relevant section
(Glaser and Strauss, 1967). The raw data that comes emerged from subjects experience
about Training and its impact is reduced into units of analysis on the basis of common
themes.
3.7 Strength and Limitation
Strength of this research is that to determine the real practices of training in
Pakistan and what is its benefit for both employees and organization. And limitation is
that this research is applicable only that organization where human resource department
is exists and they are conducting training programs for the enhancement of employees
that provides development in both organization and employees career.
3.8 Trustworthiness
The Trustworthiness in a qualitative analysis is to sustain the matter that the
inquirys reaction is value paying consideration to (Lincoln & Guba, 1985, p.290). The
main theme of trustworthiness is to declare whether the belongings that will be explicated
by the respondents are transcribed according to what they indicate to speak and meaning
is not change by the researcher. There are four issues of trustworthiness need to notice are
credibility, transferability, dependability, and conformability.
Credibility:
Credibility is an evaluation of whether or not the research responds be a credible
conceptual understanding of the information strained from the participants real
information (Lincoln & Guba, 1985, p.296). The researcher were selected those
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respondents for interview who were the experts in the field of training in order to
improve credibility.
Transferability
Transferability is the level to which the outcome of this investigation can apply or
transfer ahead of the limits of the task (Lincoln & Guba, 1985). The entire set of data
analysis credentials are on field and information are purely authentic. This will assist and
give instructions to other researchers in other research.
Dependability & Conformability
Dependability is an evaluation of the excellence of the incorporated procedures of
data collection, data analysis, and theory generation and Conformability is a
determination of how well the inquirys results are carried by the data collected (Lincoln
& Guba, 1985). After completion of this research, the supervisors will
comprehensively check all of the original transcripts and data analysis documents based
on recognized precedent in Qualitative Research, they assessed both the dependability
and conformability of the project.
3.9 Ethical Issues
The ethical concern which the researcher have taken while accomplishing this
research are that information given by the respondents must keep in privacy, to collect
the information according to the permission of the respondents, the researcher have to
reassure that the information will not be used in any illegal sense.
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CHAPTER FOUR
DATA ANALYSIS
Primary Research Question:
1. How Training practices contributes overall human capital of SMES (Small
and Medium Enterprises) of Karachi? And how this training practices
makes difference in the organizations profitability?
RESPONDENT-A
Q. Your opinion about the training given for employees/workforce is beneficial with
regarding their performance?
RESPONDENT:5Well basically it depends. Its varying company to company ok? For
example: currently I am working with print media training needs are different when it
compare to automotive sector where I was before both are different for example. In
Yamaha it usually focuses on technical side of training when it comes to Liberty Books
we focuses on soft skills training more but there is no substitute of technical training and
soft skills can be given by anyone basically the way of deliver the things is different and
when it comes to technical side if we want to run a machine on PLC or CNC ok? Then
5Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS Pvt.ltd
Dated 5th March, 2011
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Impact of Training on the Performance of Employees 39
the specialist will run that machine ok? But training is very much important in life of
employees most probably in order to groom his skills for example he is working for past
position for a last 5 years he doesnt get the chance to groom himself and to be on the top
on a managerial side definitely training will help him in this regard. We find out the
hidden skills of an employees and conditioning him motivating him ok? And we
encourage him that you can do this if you do so then you will come to this level so
basically training I think personally its a most important thing.
Q. I am talking about SMEs of Karachi my targeted company is SME thats why I am
more focus on SME and you are from Liberty Books that is SME so tell me about
something related to SME or related to only your organization.
RESPONDENT: When it comes to my company ok? Basically it is existing in Karachi
is last 3 records ok? Before 1990s we dont have any concept of HR here ok? Because
after 1995 HR used to enter in Pakistan ok? Before that there is no concept here and
MNCs brings this concept and when it brings to training need in Liberty Books we are
doing it here at daily basis fortunately and why we are doing it here on daily basis
because we are involved here in publication sector ok? Every time a new graphic
designer or publication expert or professional leader used to come we have to give them
training on daily basis by the specialist of that field. Ok? This is a symbiosis process that
continuously following. If a person came to me and if I tell him about our mission,
vision, orientation policy, how to follow code of conduct so these all are included in part
of training which is necessary to bring a new employee in a track.
Q. What are the challenges faced by your company to conduct standard training
practices? I am more focuses on standard training practices?
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RESPONDENT: Let me tell you something that training is not something that
revolutionizes the world ok? It takes time, it takes patients and people resist change. The
main problem is that, that people resist change and you know change brings by training,
by business process reengineering which is part of training so at start the problem arise
which is people working for last five years ten years in a particular position and then
when they resist change and start threatening to resign then the problem arise because
there is no back up of them and they even dont let company to make backups then we
have to make them understand at from the very drastic level that how this become
beneficial for you for example I have an employee who has been cashier for last 15 years
ok? But when today he gets computer or other software trainings because today we have
a software like people soft, ERP etc then he is reluctant and saying I cant understand this
I will resign how much you try on him he must be resigned.
Q. And the last thing I want to know is that how much return your company receives by
conducting trainings for their employees. And what is the difference between the
investment of your company on training and return the company get from employees by
doing this?
RESPONDENT: Currently when our budget approved I will not tell you in figure that
was a marginal budget in which there are so many discremencies and so many ifs and
buts but currently the results start to come that is 80% - 85% success rate so management
is very much willing to invest more money over it.
RESPONDENT- B:
Q. In your opinion what are the importance of training in SMEs in Karachi?
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Impact of Training on the Performance of Employees 41
RESPONDENT: 6Well as far as my perception concern training is important for every
small, medium, local and multinational without training they cannot improve their
performances and they cannot really meet with the competitions.
Q. And what about SMES of Karachi think about training? Basically what is their
perception about training program?
RESPONDENT: Any organization proves establish itself for a long term and they have
a long term program in term of their targets in term of their achievements they always
like to hire people and develop them. They can deliver their objectives if the people will
not be trained then they will never be able to achieve their targets as somebody said All
action have certain mission, vision, and goals those vision, mission and goals can be
achieve through the peoples if your people are not communicate if your people are not
trained enough and not competent enough they never ever able to give result so good
organization respective of small, Big, medium, local and multinational they always look
after their people very well they train them so that they can achieve their objectives.
Those organizations which have short term objectives they dont invest on people
because their objectives are very short so instead of investing money on people they try
to hire people with existing skills they use them for year and two and after that they hire
new and they lose the business.
Q. And the last thing I want to know from you is that how much return the company
receives by conducting trainings for their workforces? And what is the difference
between the investment of the company on continuous training and the return the
company get from employees by doing this?
6Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
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RESPONDENT: The return cannot be measured directly. It is the improvement in their
performance even 5% improvement brings 80% increase in their profitability because 5%
improvement makes a huge difference in profitability.
RESPONDENT-C
Q. Your opinion about the training given for employees/workforce is beneficial with
regarding their performance?
RESPONDENT:7Yes. Very beneficial.
Q. In your opinion what are the importance of training?
RESPONDENT: Well Training is very very important thing. We know the importance
of training very well but we cannot apply here because in our company there is no trait of
standard training at that level you know what the trait is following here nowadays people
dont want to change themselves.
Q. And the last thing I want to know from you is that how much return your company
receive if you conducting trainings for your workforces. And what is the difference
between the investment of your company on continuous training and the return the
company get from employees by doing this?
RESPONDENT: Ok this is very in depth information you want me to tell you. Well I
must say if we follow then we receives a lot in term of profitability and also skilled
7Expert opinion of General Manager Sales and Administration Paramount Books Pvt.ltd Dated 29th March,
20
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Impact of Training on the Performance of Employees 43
people will change the overall culture, norms, rules and regulation and definitely
company get a lot of positive results.
RESPONDENT-D
Q. Your opinion about the training given for employees/workforce is beneficial with
regarding their performance?
RESPONDENT:8Yes it is beneficial for company and their workforces both.
Q. What are the desired outcomes of training?
RESPONDENT: Every training has a purpose thats why we are doing that for example
the purpose of a training could be a people could learn how to make an invoice how to
run a machine, how to attend a telephone calls how to do investigation whatever will be
the subject so the desired outcome is the fellowship do that perfectly after getting training
he has competence to perform the task which is being done.
Q. And the last thing I want to know from you is that how much return the company
receive by conducting trainings for their workforce. And what is the difference between
the investment of Company on continuous training and the return the company get from
employees by doing this?
RESPONDENT: Somebody might receives 90% competencies and somebody might
20% competencies in the same group different people tend to receives differently off
course the company would also be evaluate and find who exactly a good trainer among
many who is useful and effective probably call that particular trainer again.
CONCLUSION
8Expert opinion of Trainer Quality Concerns Dated 18th April, 2011
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After analyzing the views of her four research respondent the researcher
concludes that SMES (Small and Medium Enterprise) of Karachi which includes Liberty
Books pvt.ltd and Paramount Books pvt.ltd, Trainer Motiur-Rahman from U.G Food
pvt.ltd and Trainer Naeem Sadiq from Quality Control consultancy. SMES have many
reasons hence they are unable to apply standard Training programs in their sectors like:
The first and very basic reason is that the traits of our SMES (Small and Medium
Enterprises) not permit them for the application of standard training practice in
their sector because they dont want to upgrade their skills and they are not
willing to groom themselves. They want to keep themselves stay at same methods
that they are working since many years.
Another reason is that people of SMES resist change therefore they are not
showing their interests towards training and if management force them they start
to threatening that we will resign you.
Another reason of not practicing standard training practices in SMES at that
extent is that they have short term objectives they dont invest on people because
their objectives are very short so instead of investing money on people they try to
hire people with existing skills they use them for year and two and after that they
hire new and they lose the business.
As far as profitability concern that how much profit the Company get by
conducting standard training programs for their workforces including top management to
subordinates. The researcher receives positive reply from her all respondent which is
approximately 5% changed in performance which translate 80 - 85% benefit in terms of
profitability towards company.
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Secondary Research Questions:
1. Are the Small and Medium Enterprises of Karachi aware about the
importance of standard training practices?
RESPONDENT - A
Q. What do you think about what is training and whats your perception about the
purpose of training?
RESPONDENT:9Yah basically training is something different from learning ok? When
you used to learn definitely you have to corporate new technologies something new a
knowledge base culture ok? For example if children go school to study then they came
back to learnt something and when comes to training, training is a motivational thing
conditioning thing that you know a things already you are doing it for last 5 years, 4
years, 3 years, 2 years but you dont know that how you can utilize it perfectly ok? Thats
not only the benefit of a company but also become a reason for growth for employees so
thats the things that hidden inside the people which are their knowledge, skills and
ability we have to extract that qualities basically this is the difference between learning ad
training thats why if you see in the MNCs most probably they used to incorporate the
word learning and development not only they train on the regular basis but they also
incorporate learning programs to enhance the knowledge base of existing employees.
Q. SMES of Karachi have realized now the benefit regarding Training?
RESPONDENT: No actually still at very lower level may one or two companies which
recognized others not.
RESPONDENT B
9Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS Pvt.ltd
Dated 5th March, 2011
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Q. In your opinion are the SMES of Karachi nowadays realizing the benefits of Training
practices?
RESPONDENT: 10Yes now they are start to realize at some extent because they are
hiring fresh graduates and MBAs in their sectors and their those newly qualified
employees make them realize the advantages and positive outcomes of Training.
RESPONDENT - C:
Q. What do you think about what is training and whats your perception about the
purpose of training?
RESPONDENT:11
Training is tool to develop people, to polish him/her. Definitely the
purpose is to make them more perfect in their regular task in company.
CONCLUSION
After analyzing the views of her four research respondents the researcher
concludes that some SMES (Small and Medium Enterprise) of Karachi aware about the
advantages of standard training practices at some extent and they are realizing the
requirement of training and also they know at what extent training contributes in their
profitability. But not all the SMES that currently are running in Karachi realizing in fact
some realizing most and some still not.
2. What changes the Companies observe in participants after getting trainings
from them?
RESPONDENT- A
Q. Upon completion of the training, what should a participant be able to know and do?
10Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
11Expert opinion of General Manager Sales and Administration Dated 29th March, 2011
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Impact of Training on the Performance of Employees 47
RESPONDENT: 12Yah definitely they become able to do things accurately. It gives
positive result.
RESEARCHER: Actually in most of the SMES the authorize person says that if we let
any employee even typing on word that the broad contribution from themselves and we
are continuously conducting trainings and I personally will say that this a wrong
perception and training means you know standard level of training practices ok? They
usually used to give their employee little bit knowledge about how to counsel and
something like that but this is actually not standard training this is regular training they
perceive it standard and I want to know by you about standard training practices
nowadays running in our SMES?
RESPONDENT: Yah exactly this is right because the concept of training is brought here
by MNCS before that this has been followed here at lower level this definitely not brings
100% result. And you know our saits says that nowadays companies going hand to mouth
and we cant cut our cost for trainings in the long run.
RESPONDENT- B
Q. Upon completion of the training, what should a participant be able to know and do?
RESPONDENT: 13It depends upon vision, Mission, Goal and target because you know
where to go and then you prepare your team to take them there but those who only has a
short term goal do not see the need of developing people they hire people to achieve short
term goal but the trend is changing now and they have also started realizing the need of
12Expert opinion of Manager Human Resource and Organizational development Liberty Books Pvt.ltd
Dated 5th March, 2011
13Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
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Impact of Training on the Performance of Employees 48
training human resource and make them competent and also realize the solution of failure
of business which training and development activities will overcome this type of issues.
RESPONDENT- D
Q: Upon completion of the training, what should a participant be able to know and do?
RESPONDENT:14They should be able to perform that particular task or be able to have
particular knowledge or the particular skill for which training has been given. All these
are components of training results.
CONCLUSION
After analyzing the views of her four research respondents the researcher
concludes that when SMES (Small and Medium Enterprise) of Karachi arrange training
programs for their employees then definitely their employee become competent and
capable of doing things more perfectly and also be able to compete in a todays
competitive market.
3. Why small and medium enterprises of Karachi not practicing standard
Trainings in their sector?
RESPONDENT- A
Q. Why most of the SMES not following standard training practices?
14Expert opinion of Trainer QUALITY CONCERNS Dated 18th April, 2011
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Impact of Training on the Performance of Employees 49
RESPONDENT:15Actually in our SMES the concept of our saits is that they think if we
train our employees they left and then we bear a big loss so they have small budget, small
investments and short term goals.
RESPONDENT- B
Q. Why most of the SMES not following standard training practices?
RESPONDENT: 16Those organizations which have short term objectives they dont
invest on people because their objectives are very short so instead of investing money on
people they try to hire people with existing skills they use them for year and two and after
that they hire new and they lose the business.
RESPONDENT- C
Q. Why you are not following standard training practices in your sector?
RESPONDENT: 17We know the importance of training very well but we cannot apply
here because in our company there is no trait of standard training at that level you know
what the trait is following here nowadays people dont want to change themselves.
CONCLUSION
After analyzing the views of her four respondents of research the researcher
concludes that hence small and medium enterprises having short term goals and small
budget so they are not able to apply the standard training practices in their sectors. And
also they have a fear of facing loss and dont want to take risk.
15Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS Pvt.ltd
Dated 5th March, 2011
16Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
17Expert opinion of General Manager Sales and Administration Dated 29th March, 2011
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Impact of Training on the Performance of Employees 50
4. What are the attempts the Small and Medium Enterprises is assembling for
the application of standard training practices nowadays in their sector?
RESPONDENT- A
Q. Whats your planning nowadays for the application of standard training in future?
RESPONDENT: 18They start planning for this because result is better than before and
they didnt practice this as before and even not follow regularly by all SMES so now they
are realizing that we make our workforces more skill full by doing the training practices
and if anyone resign then no need to worry at all because we have backups at the back so
that our business process will not suffer.
RESEARCHER: Means SMES have realized now?
RESPONDENT: No actually still at very lower level may one or two companies which
recognized others not.
RESPONDENT- B
Q. What SMES nowadays plan for the application of standard training?
RESPONDENT: 19Because of hiring new qualified employees in their organization, the
Company start to plan for the application of standard training practices in their sector and
for this they are trying to hire a person having skills to train others staff.
RESPONDENT- C
18 Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS
Pvt.ltd Dated 5th March, 2011
19Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
20 Expert opinion of General Manager Sales and Administration Dated 29th March, 2011
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Impact of Training on the Performance of Employees 51
Q. Whats your planning nowadays for the application of standard training in future?
RESPONDENT: 20We definitely trying continuously to train our staff by ourselves and
for this first of all we are plan to prepare ourselves mentally and our managerial staff also
to start campaign of training and development programs for our workforces.
CONCLUSION
After analyzing the views of her four respondents of research the researcher
concludes that as the SMES (Small and Medium Enterprises) of Karachi realizing the
benefit of standard trainings therefore they are making so many attempts like hiring
trainers as their permanent employee in their sector as well as they start to agree to invest
big amount in training programs because they start to observe the fruit of this activity in
overall performance as well as profitability.
CHAPTER FIVE
20
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Impact of Training on the Performance of Employees 52
CONCLUSION & RECOMMENDATION
The work of a manager in the agency is to get things complete through
employees. To do this the manager should be able to encourage employees. But that's
easier said than done! Training is one of the most beneficial tool to encourage employees
to do work in more and more perfect manner as they are doing before. Today Small and
Medium Enterprises of Karachi facing so many challenges regarding their business and
profitability and they know the solution to overcome these obstacles by the application of
Standard training Practices at continuous basis but still they are unable to apply because
their people are not willing to follow the trainings and the reason are their trait etc, also
Company have short term goals and small budget so that they are not able to apply till
now but by this research the researcher identify that nowadays they are start to realize the
benefit of training in their sector and very much willing to apply because gradually they
are seeing the fruit of this activity and they are start to plan to invest on standard training
programs in order to minimize the turnover rate, to improve efficiency and productivity
of their employees and also to enhance their skills of their upper level staff to lower level
employees to make them competent and capable to compete in a competitive market and
to increase the profitability of their firms.
RECOMMENDATION
There are some recommendations for the local companies that are currently
running in Karachi:
Companies should start application of standard training practices in their sectors
and sh