...------------------------------------------------- Impact of Training and Development on Employees Performance and Productivity Problem statement: The human resource department is the only one department wherein a good decision is being carried out from the start of hiring process up to the point of the promotion and retention. One purpose of HR is to produce a talent that would be fit in the needs of the organization and be suitable the human knowledge in their position. The idea of having a right people in the right position is not impossible through the integration of the training and development. But on How will the training can affect the productivity of the employees in service sector? Objectives of research: The main objective is to increase the understanding regarding employee’s training and development in relation to firm's performance. * Identify the major purposes of training and development, as well as the key internal and external influences on training. * Ascertain the training and development policy in operation at selected organizations (Bank of Punjab, National Bank of Pakistan, PTCL, and Ufone). * To explore the employee training contributes to their performance. To explore why Training is important for employees and firm performance. * To find out whether training and development programmers have positive effect on the performance of workers and productivity. * Outline and explain the training and development practices and processes...
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...LITERATURE REVIEW Training and development are one of the major areas of the Human Resource Management functions that are particularly relevant to the effective utilization of human resources of the organization. Hardly any organization these days would disagree with the significance of training influencing the success of an organization. In the world of hi-tech era, Employees are a critical and expensive resource whose retention is essential. The optimization of the employees’ contribution in order to achieve the aims and goals of the company is necessary for company’s growth and effective performance. Most of the leading writers have done the research in this regard. They have strong belief and statistic prove to the importance of training and development for the growth of organization as well as the economy. For example, according to Guest (1997) training and development programs is one of the vital human resource management practices that affects the value of the workforce’s knowledge, capability and skills positively, ultimately consequences are higher on job employee performance and superior organizational performance. Kinnie et al. (2003) state that studies in proofs the existence of strongly positive relationship among HRM practices and organizational performance. Hameed A. and Waheed A. (2011) wrote a research evaluating the theoretical framework and models that are linked with the development of employee and the impact of these models on the performance of employee. The...
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...Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance. GJMBR-A Classification...
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...IMPACT OF TRAINING AND COMPENSATION ON EMPLOYEE PERFORMANCE A CASE STUDY OF NILAI UNIVERSITY COLLEGE Introduction Employees are one of the most important and valuable resources of an organization which is needed to accomplish the objectives of an organization (Jiang et al., 2012, Soomro, Gilal, Jatoi, 2011). The importance of employee is more pronounced in a service organization. For a service organization like a college to accomplish its objectives, it must have the right kind of staff with appropriate skills to provide the service since the employees will be in direct contact with the customers (Soomro et al., 2011). Employees can be source of competitive advantage for an organization since they could effectively used the other resources to accomplish organizational objectives (Tiwari, 2011). Effective HR practices are important in motivating the employees to perform their functions well in order to achieve organizational objectives and reduce the number of employees leaving the organization (Soomro et al., 2011). Thus, good HR practices enhance performance of employees which in turn enhances organizational performance. Having the needed skills is not sufficient to ensure the organization maintains it competitive advantage but there is need for continuous training to upgrade the skills of the employees (Jiang et al., 2011). Apart from regular training of the employees, the organization needs to have a compensation package that will attract and maintain...
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...Effects of spiritual training and development programs on Government banks to enhance the performance Advanced Research Method Final Project Report Submitted By: Rana Sajid Ali ID: 12123010 Submitted To: Ma’am Tasneem Akhtar Due Date: 17-07-2015 Acknowledgement I would like to pay gratitude from the deepest core of my heart to the Allah Almighty, who never cease in loving us and for the continued guidance and protection and aided me with the strength, wisdom, patience to complete this term paper on time. The deepest gratitude and warmest appreciation to our respected and worthy teacher Dr. Tasneem Akhter for her guidance and support in the duration of the study, her timely guidance and motivation as well as her endless encouraging behavior throughout the duration of this research paper have been exemplary. DEDICATION I am dedicating this report to my parents who were always there to support me with guidance, their precious time and holding my hand at each step. It is also dedicated to my teachers whose utmost love, care and struggle against all odds, brought me to this height of knowledge by the benevolence of Almighty (ALLAH). Table of contents Items | 1. Introduction | 1.1 Rational of Study | 1.2 Significance of Study | 1.3 Problem Statement | 1.4 Aim of Study | 1.5 Research Questions | 1.6 Research Objectives | 1.7 Delimitation of Study | 2. Literature Review | 3. Framework | Hypothesis | 4. Research Methodology...
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...In the beginning we can say that the most important factors that affect the operational performance of the companies is the human resources. Therefore, in order to enhance the importance of relation the development of organizational commitment needs effective human resource management practices. The current study is intended to provide analysis of the relationships between HRM practices and organizational commitment. These include “manufacturing and human resources fit, behavior and attitude, team activities, interaction facilitation, incentives to meet objectives, training on job skills, training in multiple functions, communication of strategy, feedback on performance. In organizational behavior and industrial and organizational psychology, organizational commitment is the individual's psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance.. Data was analyzed using descriptive statistics to project the respondents’ profiles as well as the general patterns of the variations in the HRM variables and organizational commitment. Correlations and multiple regression, statistic regression analysis were used to explore the relationship between the variables involved in the study. As a result of analysis of the findings from top, middle and, the first-tier managers except for “training on job skills”. It was found that there was a strong and statistically positive significant...
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...INTRODUCTION 1.1 Background to the Study The effect of training and manpower development on employee’s productivity and organization performance has attracted considerable interest in the analytical and empirical literature. On the whole, human resources management theory has paid considerable attention to this debate; however, the theoretical predictions are ambiguous. Depending on their underlying assumptions, some approaches predict that the performance of an organization is necessarily based on innovative labour force, technology, quality management, and customer satisfaction; while others see training as a tool in the hands of human resources managers to activate and empower the productive base of an organization (Dhamodharan, 2010). Barron and Hagerty (2001) asserted that employee training and manpower development is very vital to job productivity and organization performance, since the formal educational system does not adequately provide specific job skills for a position in a particular organization. While, few individuals may have the requisite skills, knowledge, abilities and competencies needed to fit into a specific job function, some others may require extensive training to acquire the necessary skills to be able to fit in a specific job function and also make significant contribution to the organization’s performance. Guest (2007) asserted that human capital theory provides evidence which indicates that training and education raises the productivity of workers by...
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... | | | Introduction of Perceived Effective training and Employees performance Employee training tries to improve skills or add to the existing knowledge so that employees are better equipped to perform their jobs or to prepare themselves for higher position with increased responsibilities. Organizational growth is linked with its individual growth of employees. According to Elippo (British author) ‘‘Training is the act of increasing the knowledge and skill of an employee for doing a particular job’’ Job performance is the way employees perform their work (by Carl hose) .The job performance of each employee is assessed on an annual or quarterly basis in order to help them identify suggested areas for improvement. INDEPENDENT VARIABLE: PERCEIVED TRAINING DEPENDENT VARIABLE: EMPLOYEE PERFORMANCE Purpose: The purpose of this study is to evaluate the impact of perceived training and development on job performance of employees working in an organization. The quality of employees and their development through the way they perceive training and education are major factors in determining long-term profitability of organization. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity by showing result in increased performance. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing...
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...ENTREPRENEUR TRAINING OF INNOVATIONS AND SMALL MEDIUM FIRM PERFORMANCE By : M. Mohd Rosli & Rosman Mahmood (Univesity of Malaysia Kelantan & University of Technology Mara) This study aims to address the questions of how HRM practices and entrepreneur training interact with innovation, which then affect SMF performance. To study was conducted to examine and investigate the direct relationship of ; (1) HRM practices (training & recognition), entrepreneur training, innovations and control variables (Firm Age and Firm Size) with the performance of SMF’s, and the (2) Interacting effects of HRM Practices (training & recognition) and entrepreneur training on the relationship between innovation and SMF performance. Two hundred eighty-four (284) organizations throughout Malaysia participated in the study. The major activity of the firm must be in the three industries that is food and beverage, textiles and clothing and wood-based products. The unit of analysis for this study is the owner or manager of the firm. The respondents were requested to fill up a self-administered questionnaire containing variable on company background, HRM practices and entrepreneur training, innovation and firm performance indicators. Seven hypotheses has been developed to study the direct relationship of HRM practices, entrepreneur training, innovation and control variables with the performance of SMF’s and the interacting effects of HRM practices and entrepreneur training on the...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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...The Effect of HRM Practices on the Perceptions of Organizational and Market Performance of the Firm • 185 THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON THE PERCEPTIONS OF ORGANIZATIONAL AND MARKET PERFORMANCE OF THE FIRM Gedaliahu H. Harel and Shay S. Tzafrir The purpose of our study is to extend the emerging empirical literature on the firm-level impact of human resource management practices. Results based on a national sample of organizations from private and public sectors in Israel indicate that these practices have a significant impact on both the perceived organizational and market performance of the organization. The single independent variable found to be statistically significant in affecting perceived organizational performance was training practices. In the case of perceived market performance, we found that, in addition to training practices, employee selection practices also significantly affected the perceived market performance.1 © 1999 John Wiley & Sons, Inc. Introduction In today’s world, organizations are in a constant state of competition. The intensity of competition increases annually and the need to continuously improve organizational performance has never been greater. Managers must be on a constant lookout for ways to maximize their organizations’ strategic resources. The resource base approach contends that the organization can develop a sustained competitive advantage only if its activities create value in a unique way, one that...
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...Akhtar, Syed M. Azeem, Ghullam M. Mir. Impact of HRM practices on perceived organizational performance. International Journal of Academic Research Part B; 2014; 6(5), 23-30. DOI: 10.7813/2075-4124.2014/6-5/B.3 Library of Congress Classification: L7-991 IMPACT OF HRM PRACTICES ON PERCEIVED ORGANIZATIONAL PERFORMANCE 1 2 Nadeem Akhtar , Syed Muhammad Azeem , Ghullam Mustafa Mir 3 1,2 Yanbu University College (SAUDI ARABIA) 3 University of Gujrat (PAKISTAN) Emails: muhammadn@rcyci.edu.sa, azeems@rcyci.edu.sa, mustafa.mir@uog.edu.pk DOI: 10.7813/2075-4124.2014/6-5/B.3 Received: 16 Feb, 2014 Accepted: 05 Jul, 2014 ABSTRACT Present study examines the role of HRM practices in perceived organizational performance. A questionnaire consisting 50 items is used to collect the data from higher education institutions in Pakistan. The results revealed that HRM practices have significant relationship with perceived organizational performance. Promotion is not found significant as a predictor of commitment as HR outcome. Regression analyses show that promotion and empowerment are significant predictors of commitment. Empowerment was found to be a significant predictor of perceived organizational performance. Key words: Empowerment, Commitment, Perceived organization performance, Promotion 1. INTRODUCTION Earlier studies on human resource management focused on individual impact of HRM practices on firm’s performance, however in recent years researchers moved...
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...all the reason for Shan foods to rises suddenly in the industry is no doubt their performance is enhanced there would be many rezones but still Shan is at competing stage from National. This is a case study of Shan Foods. In this research I have try to find out the factors affecting transfer of training. As I have conducted research at Shan Food, want to know that what’s the perception of the employees regarding their performance at work and the factors which affects transfer of training at Shan food industry. Whether these factors of transfer of training plays an effective or ineffective role in order to bring effective change into employee behavior after receiving training and applying it directly on actual job environment The purpose of this research is to know that what kind of factors affecting the transfer of training at Shan foods industry. The cause of failure occurs which fails the transfer of training and employee may not able to direct apply their learned knowledge, skill and abilities on their actual environment. Certain factors are found in this research which actually affects transfer of training are supervisory support, peer support, technical support and employee self efficacy which has a correlation to the employee perceived performance. Other than that I have also find the strength of female and male perception about their performance and factors which affects their training implementation. This research is quantitative and qualitative due to which I have...
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...A RESEARCH PAPER On HUMAN RESOURCE PRACTICE IN DEPZ Prepared for: Ms. Rubina Easmin Research paper Supervisor Assistant lecturer Faculty of business administration Prepared by: Md Abu Yusuf chy ID-120204047 MBA (1) Human Resource Management Date of Submission: 30/08/2013 Faculty of Business Administration BGC Trust University Bangladesh EXECUTIVE SUMMARY To meet the requirement of the course outline as well as to comprehend the application of the theoretical knowledge in the practical fields, the research report on HUMAN RESOURCR PRACTICE in DEPZ has been conducted. The main focus of the study is Hrm Practices And Firm Performance Recruitment And Selection Performance Appraisal ,Unionisation ,Training And Development ,Compensation ,Hrm Practices to analyze the, to identify the strengths and weaknesses of existing Recruitment and selection Process and suggest some measures for bringing effectiveness in Recruitment and Selection Process. I prepared an overview of “Foreign Direct Investment in Bangladesh” based on secondary data and information. For this specific purpose I collected data and information from various sources like published materials such as the Bangladesh Economic Review, Different articles of Board of Investment (BOI) and Bangladesh Export Processing Zone (BEPZA), Daily Statement of Affairs of different Internet based publication and other books on Foreign Direct Investment in Bangladesh and articles related to...
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...Introduction The discussions surrounding the advantages and disadvantages of investing in employee training are a common place in literature across multiple disciplines (McDermott & Keating, 2011). Perspectives on providing employee training vary but there is consensus regarding the benefits companies receive from equipping employees with the tools needed to perform in their designated roles as well as improve their skills (Heyes & Stuart, 1996). Workplace motivation is explicitly linked to training and career advancement opportunities provided by employers (Delaney & Heselid, 1996). As such companies ought to look at providing work related training that promotes a positive environment in which the employees are eager to work. Additionally, increasing employee competences creates a company culture that boosts employee morale and aids in employee retention (Brown, 2007). These strategies in turn can have significant impact on organization reputation and profitability as the nature of the reputation will influence the way in which consumers, competitors, and even employees, interact with the organization (Clardy, 2005). Many organizations’, whose focus is primarily the bottom line, make the assumption that the employee only has a financial incentive for working with them and as such they neglect to provide training that will enhance job satisfaction or careers (Jehanzeb, Rasheed, & Rasheed, 2013). They fail to take into account that the lack of skills may render the employee...
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