researchpaperonsupermarket- imp.docx

8/10/2019 researchpaperonsupermarket- imp.docx

1/32

IMPACTOF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE

Author SAGHIR JAVED

Title IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE

Year 2014

Language ENGLISH

Pages

Name of Supervisor: DR MURAD IQBAL

__________________________________________________________________________________

DECLARATION

I hereby affirm that this dissertation is the result of my own original work and that no part of it has been

presented for another degree in this university or elsewhere.

Date: .

Candidates Signature: .....

Candidates Name:

I hereby affirm that the preparation and presentation of this research paper got supervised in

accordance with the guidelines on supervision of this research paper laid down by Newports Institute of

Communication & Economics.

Supervisors Signature ...

Supervisors Name ..


2/32

Date ..

ACKNOWLEDGEMENT

I am very enchanted and enraptured to thanks everyone. Who have had his/her Contributions in

their different ways have made this possible. Sincere gratitude is hereby extended to the following

people who never ceased in helping until this research paper got accomplished successfully.

Thanks God for the wisdom and perseverance that Almighty Allah has gotten bestowed upon me

during this research paper, and indeed, throughout my life: I can do everything through him who

gives me strength and efficacy enough to achieve my destined goals and objectives, I do believe

that Industry never goes unfruitful,", I do believe that Industry never goes unfruitful,"

Thank you to Dr Mourad, for making this research paper possible. Her support, guidance, advice as

well as her pain-staking effort in proof reading the questionnaire, is greatly appreciated. Indeed,

without her guidance, I would not be able to put the topic together. Thank you so much.

I would like to express my gratitude to my supervisor Professor Rana Tariq for his useful

comments, remarks and engagement through the learning process of this research paper

Furthermore, I would like to express my gratitude the participants employees of Super Market in

my survey, who have willingly shared their precious time during the process of answering the

questionnaire. I would like to thank my lovely and supportive friends, who have supported me

throughout entire process, both by keeping me harmonious and helping me putting pieces together.

I will be grateful forever for your love, dedication and devotion.

Last but not least, I would like to thank my parents for their unconditional support, both financially

and emotionally throughout the completion of my entire education. In particular, the patience and

understanding shown by my mum, dad, sisters and brothers during the years of this course, is

greatly appreciated.

____________________________________________________________________________

ABSTRACT


3/32

The following study examines the impact of training and development on employee performance

in context of supermarket industry of Karachi, Pakistan. The research is based on a questionnaire

where 100 respondents are taken as sample size. Each variable Employee performance

(Dependent variable) and Training and development (Independent Variable) comprises of 10

questions. The data was tested on SPSS 17.0 to analyze the relationship between two variables

and Descriptive Statistics, correlation; Regression and ANOVA were used to evaluate the results

of respondents. The results of the regression analysis signify that there is a positive and

significant relationship between training and development and employee performance in context

of supermarket industry of Pakistan. The study emphasizes on a transparent process for

employee performance evaluation. Also, the training and development process should be

quantitative and effective.

CHAPTER 1

INTRODUCTION

Background

The trends in Human Resource Management practices throughout the world are changing

dynamically. Nowadays, employers are more concerned about employees retention and

controlled employees turnover than cost cut off. The need of employees retention has


4/32

encouraged the employers to pay attention towards employees development through training in

order to keep them motivated. The core purpose of involvement in training and employees

motivation is to improve employees performance resulting in enhanced organizations

performance.

Michael Jucius (1955) explains defines training as "a procedure in which the aptitudes,

abilities and skills of employees to execute particular job. Edwin B. Flippo (1960) defined the

word training as an act that involves growing the knowledge and skill level of an employee in

order to perform a specific job. Dale S. Beach (1980) states that training is a prepared process in

which employee learn knowledge and/or skills for a specific purpose. According to Dubashi, P.R

(1983), Training is a procedure of improving the knowledge attitude and skill of employees to

attain organizations objectives. It is merely through a systematic course of training in which

essential professional knowledge is conveyed, skills are developed and attitudes adjusted to the

work situation. Stephen P. Robins and David A. Decenzo (1989) illustrates that training is a

learning experience in which it looks for a comparatively everlasting modification in employee

that will progress his or her ability to execute the job.Noe. Raymond (2010) describes Training

as an intended effort with proper planning to smooth the progress of employees learning of

competencies that are related to his/her job.

Training in the corporate world is considered as a necessity rather than a luxury. It is

more like an investment of the organization in Human Resource. Edwin B. Flippo intense that

training is not a choice for any organization that it may skip or keep rather its an essential

requirement. the only option that an organization has is to choose the method to be acquired for

training of its employees, that also depends on the training subject. Training has a vital role in

bridging the gap that exists between knowledge and skills required for the job and employees


5/32

own caliber. In the absence of planned and systematic training, employees learn their job either

with the help of trial and error through observation. These methods cost additional time and

energy, thus increasing the cost of training increases too. Still, there is no assurance that the

employee will learn properly. This is in this regard that training is essential for effective learning

at reasonable cost,

The purpose of the training is to enhance an employees knowledge and skills,

modification of the behavior as per the job requirements and application of the learning to the

day to day on-job activities. This is an imposed obligation to the employee by the employer.

On the other hand, development is a volunteer activity of an employee to grow himself

over a period of time. However, development also is the organized use of systematic and

technical knowledge to acquire explicit objectives or requirements. Noe. Raymond (2010)

describes the term development as future oriented, volunteer activity of an employee to enhance

his abilities and skills in long run. Development is a long run educational procedure emphasizes

on a systematic and organized method through which managerial personnel acquire conceptual

and theoretical knowledge. It is intended for the in general development of managers to assemble

their long run requirements. Thus, development tends to be an initiative that is intentional and

comes from the employee himself.

Although the terms training and development are mostly used simultaneously and

synonymously yet they have different meanings and extent in the field of HRM. Comparing the

both terms shows that Training is a short run process that is planned and systematic one

involving employees obtain the technological and industrial knowledge and skill to perform

specific tasks related to his/her job. The training initiative comes from the managers of the


6/32

organization to meet the present needs required for the job. Whereas, development is an initiative

comes from the employee voluntarily and is long run in time period.

Employees performance is the behavior and attitude of an employee at work. How well

employees do their jobs as compared to the set of standards determined by the employer.

Performance might be described as the attainment of particular job calculated on the

bases of identified or set standards of accurateness, completeness, speed and cost. Under an

employment agreement, performance is supposed to be the achievement of an assigned

obligation in such a way that releases the performer from all accountabilities written in the

contract. Efficiency and effectiveness are two major components of performance other than and

productivity and competitiveness whereas training is a technique to boost the employee's

performance. Kenney et al., (1992) described that employee's performance as measurement of

performance of an employee on the basis of the set standards by the organization. Good

performance illustrates how well an employee has performed his or her assigned tasks. All the

organizations have certain set of expectations towards the employees and their performance to

achieve allocated objectives. Performing up to the standards set by the organizations means that

an employee meets the organizational expectations and they are considered as good performers.

The way an employee functions and presents himself and his tasks is also considered and

employee performance. This reveals that efficient management and presentation of employees

job which imitates the excellence that organization prefers might be phrased as performance. It is

fortunate phenomenon that developed countries have realized the training culture as an essential

part of success but less developed nations still are in process of realization. The organizations of

countries like Pakistan and India are yet need to be training conscious.


7/32

One major purpose of Human Resource Management for effectual use of human

resources is training and development. In the corporate worlds dynamics almost all players are

now aware of the significance of training in order to achieve success and growth of

organizations. No one can deny the fact that Employees are quite crucial and expensive resource

to every organization regardless of its size and age. The noteworthy changes have been observed

since last 10-15 years in terms of the value recognition of the employees. Training is thus

considered vital to enhance the skills knowledge and attitude of employees. Training has role in

improving the performance of an employee as well as increasing the productivity, and ultimately

give the companies in competitive edge over the industrys key players/ the vibrant successes of

the organizations in Pakistan like Engro Corporation Limited is the result of focus on its human

resource development. The researches in Past supports the evidence regarding the positive affect

of training programs on both employee and organizational performance. Past experiences signify

Training and employees performance has direct relationship with each other.

With the help of training employees can gauge their performances, identify and improve

their weaknesses and turn out to be expert in their jobs and thus, tend to give better results.

Training and development has the distinctive part in the attainment of an organizational goal by

integrating the interests of organization and the workforce (Stone R J. Human Resource

Management, 2002). No any doubt exists against the fact that training is significant in all aspect

for an organization.

Organizations in order to measure the employees performance, has set up certain

standards. Employee performance management is a procedure that organisations acquire to make

sure that their employees are participating to producing a high quality product or service.

Employee performance management supports the employee to contribute in the planning for the


8/32

company, and look forward to a role of the employee as motivated to perform at a high level.

Performance is actually the ration of output to input. This is a procedure of uninterrupted

improvement in the production through effective and efficient use of inputs, with stress on

teamwork and collaboration for the betterment of all.

Research Objective

The objective of the study is to examine the impact of training and development on

employees performance in context of supermarket industry of Karachi, Pakistan.

Also, to gauge the level of performance enhancement due to training programs in the

industry keeping these objectives in view, I suppose that training has a positive

relationship with performance of employees on job.

Research Problem

How the employees performance is being influenced by training and development in

context of Karachis supermarket industry?

Research Question

Does training and development influence the employees performance in supermarket

industry of Karachi?


9/32

CHAPTER 2

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 companys

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 workforces 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 authors stated that employees are essential element for an


10/32

organization. The employee performance has such a significant impact that an organizations

success or failure is dependent on it. For that reason, companies are highly engaged in employee

development and investing large lump sum of money in this regard. The research had proposed

certain identified key variables. The variables were namely; skill growth, employee learning,

employee attitude, self directed learning and employee performance. The proposed model was

also discussed in the paper to explain the relationship of the identified variables with the

employee development. The paper also stated that employees performance ultimately affect the

organizational effectiveness. There were three parts of the research. First part was comprises of

introduction that gives a concise outline of employee development and its impact of employee

performance. The next part examined the outlook and past research studies that belong to the

employee performance and employee development. Under the last part of the research, the model

was proposed and a discussion was made to further explain the model. One of the research

findings identifies training and development is essential for employees development and thus for

employees performance. And an increased effectiveness of employees performance results in

increased organizations overall effectiveness.

Sultana et al. (2012) studied the training practices that are taking place in Pakistans

telecommunication sector. Also the impact of these training practices on employee performance

has analyzed. The research was conducted on the basis of co Based on the mixture of

questionnaires surveys and literature review. The research paper emphasized on planned and

systematic training design and its implementation, customized exclusively for performance

enhancement and productivity improvement, in order to successfully attaining the training

programs objectives. The target of the study was to conduct a 360 research and for this purpose

respondents were selected from five companies of telecommunication industry of Pakistan. It


11/32

was observed by the researchers that mostly the organizations are dependent on ad hoc and

disorganized path to meet the requirements of training whereas there are some organization set

certain identified training need analysis and procedure, design the activities of training in rational

and calculated manner and evaluates the results on cost-benefit analysis. The research explores

that if companies spend their resources in precise and accurate category of employee training it

may develop employee performance along with their skills and competencies. Moreover, training

is visualized as a helpful way of deal with the changes cultivated through technological

advancement and innovation; market rivalry, organizational configuration and most prominently

it performs a vital role in enhancing employee performance.

Farooq and Aslam (2011)did an empirical research to examine the imact of training and

feedback on employee performance. The authors also conducted a thorough literatural review

that illustrates the importance of both factors to influence the employee performance. The review

further highlighted the improved quality of task performance and processes because of training

and feedback that causes the employee performance enhance. the research was based on

questionnaires as well. The findings of the research were more or less the same as previous

authors. The results show that training programs are effective for employee performance keeping

the arrangement and adaptation of training as a planned procedure to make the performance more

effective, however the study implies little features of training and feedback. One more point was

that the results can easily be applied to the all sorts of organizations.

Elnaga and Imran (2013) studied the impact of training on employee performance and

provide suggestions in order to enhance the performance of the employees via effective training

courses. Authors resembled the employees with the blood stream of business. The success and

failure of the company is highly dependent upon its employee performance. Therefore, top level


12/32

management must realize the significance of investment for training and development in order to

enhance the performance of the employee. The research is comprises of qualitative research

approach. It analyzes the literature aspects and the several case studies discussing the importance

of training to enhance employee performance. Moreover, the analysis of theoretical framework

was also the part of research in which models regarding employee development, training and

development, several programs of training and development, impact of these programs on

employee performance were considered. Furthermore, a review of recent scenarios and

researches on these relationships were analyzed. Authors imparted their suggestions keeping in

mind recent scenarios. However, the studys limitations are inadequate to illustrate the

relationship between two variables, training and employee performance. Therefore, they suggest

an empirical study to make the research more reliable.

Fakhar et al. (2011) conducted a research on impact of training on employee performance

in context of Pearl Continental Hotel, Karachi Pakistan. The research was examined on the basis

of age, experience, gender, no. of trainings attended, time spent on these training and overall

performance scores acquired through training examination. Six dimensions of performance were

analyzed namely; job preparedness, work safety, physical maintenance of rooms, hotel hygiene,

preparation for serving customers in several ways and communication with the guests. A

questionnaire was developed in order to obtain primary data, that was comprised of performance

inventory and employees training profile. Several regression models were used to examine the

avquired data and calculated the R2 values for each training factor and develop a relationship

among the performance dimensions as well as analyzing the extent of strength of relationship.

The results imply that there is essential and strong relationship among variables. Also, those

employees who have attended huge number of trainings were found more capable while


13/32

performing the assigned tasks as compare to those who didnt attend any training. Author further

emphasized that the problems existing in the hotel such as service delivery issues might be

tacked by conducting a proper need assessment process, designing of training as per the results

of assessment and delivering the training programs accordingly. That helps a training to be more

effective and increases the chances of getting expected results. Moreover, a training program

must be focused and evaluated in order to cross check the effectiveness. This evaluation might be

done through performance appraisals and key performance indicators. This process provides

further solutions to tackle the problem or cope up with similar issues arising in the future. The

participation of employees in such training programs not only enhances the training process and

results but also help in increasing motivational level of employees.

Khan M . I (2012)examined the training and motivations impact on employee performance

and what role does training and motivation has to enhance the employee performance. A

correlation existence among training and employee performance was also gauged. Author argued

that there are multiple factors that have a great influence on employees for instance motivation,

training, work environment, technology and behavior of management. Each factor has different

level of impacts on the performance of employee. It depends on employee to employee that

which factors have greater importance to him that ultimately have greater impact on his/her

performance. The study results illustrate that among all the factors such as technology,

motivation, behavior of management and work environment, there is a huge impact of training

on the employee performance. A strongly positive correlation exists among training, motivation

and employee performance. The result emphasizes that factors, motivation and training, impacts

the employee performance positively. Moreover, an effective training program of the

organization means effective enhancement in the employee performance. Author further suggest


14/32

focus on effective training program and motivation of employee is the key to increase the

employee performance.

Acemoglu and Pischke (1998) surveyed fresh researches of that time illustrating the

theories and importance of training practice within the organizations that are interested in

training investment. The authors argued that to understand any model regarding firms believe

on spending on trainings is not possible unless the imperfections in labor market exists. These

imperfections broadens the discussion paths on labor market establishments, their effects on

wage structures and the way these things influence the firms to acquire investment decisions in

human capital. It was evident from the research that the labor markets where competition is low

companies squeeze the labor wages and also spends less on their training. That means training is

an essential component to create a competitive edge in the industry. On the other hand, the firms

that squeeze the labor wage might invest in general training as well. As the wages are low the

companies have more money to invest in training programs. Thus a low wage might increase the

training programs investments of the firms. The research also emphasized a proper training

procedure to be followed to attain required research such as training need assessment, training

designing and development, effective delivering and controlled evaluation to conduct cost-

benefit analysis. These gauging of return of training, by and large, requires productivitys

straight measures.

Bar tel (1994) gauged the gains in terms of productivity as a result of implementing certain

training programs for employees. The study emphasized on the data acquired from the personnel

policies and economic features of the companies of manufacturing segments. The effects of

formal trainings courses on productivity of labors were evaluated. The results signify that the

companies that were functioning lower than there perceived level of productivity of labors in


15/32

1983 has developed new policies for training programs and implemented these programs in the

companies in 1983. The results were largely influenced with profitability. The labor productivity

has showed a considerable rise from 1983 to 1986. That increase in growth of productivity was

quite enough to boost up the overall companies growth and productivity.

CHAPTER 3

METHODOLOGY

This chapter explains the design adopted to accomplish the study including study model,

variables tested for hypothesis, hypothesis, population, sample size, and data collection methods.

This research has examined the influence of training and development on employee

performance in context of super market industry of Karachi. The data has been collected from

different chains of renowned supermarkets of Karachi namely Hyperstar, Metro Cash and Carry,

Imtiaz Super market and Fareed super store. The data collected from the questionnaires has been

tested in SPSS. To form a relationship between the variables, regression and correlation has been

tested. That illustrates the dependency of training and development on employee performance as

well as the extent of dependency.

Study Design

In this research, the primary data has been collected on independent variable (Training and

Development) and dependent variable (Employee Performances). The data was collected from


16/32

workers and employees of several supermarkets of Karachi, Pakistan via questionnaire.

Secondary data has been collected from different publications.

Population

The population of this research consists of all workers and managers working in all

supermarkets located in the premises of Karachi. This includes Hyperstar, Metro Cash and Carry,

Imtiaz Super market and Fareed super store and others. For this study, the companies were

selected on the basis of time availability, existence of Training and Development department and

market position as compared to other competitors.

Sampling

Availability/ convenience Sampling technique has been acquired for this research. The

different feasible supermarkets, their head offices and the chains were identified keeping in mind

the reach and availability. This technique was most useful as the workers and employees

specially the lower level one are most feasible for this analysis.

In the first phase, a formal permission was obtained through email and other resources

(including personal visits for time provision). In the second stage, an informed visit to the

organizations was taken place. The employees, workers and middle level management were

already prepared for the informed visit for questionnaire filling purpose. However, there were

some respondents notably middle level managers who preferred an online response of the

questionnaire (via email).


17/32

Instrumentation

To measure the Training and development impact on employee performance, the

questionnaire was used based on questionnaires used by Masood (2010). The questionnaire

method is best utilized on social sciences researches due to ease in analysis and evaluation. As

the surveys are most used methodology for data gathering purpose and are easy to collect

maximum information from huge population, they provide standardized information. This

information can be used for quantitative analysis of the collected information. The surveys are of

two different types. 1) Relational surveys and 2) descriptive surveys.Relational surveys are ones

whose purpose is to collect information for an empirical relationship testing and analysis of two

different variables. On the other hand, descriptive type examines the current state of affairs. This

study comprises of relational survey that purposes to recognize connection among training and

development and employee performance in context of supermarket industry of Karachi, Pakistan.

The survey questionnaire was consisting of 5 likert scale. The Five likert scale is as follows

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

The questionnaire was consisting of two special sections namely section (A) and section

(B). In Section (A) personal as well as company information based on nominal and ordinal

scaling was used. On the other hand, section (B) comprises of the closed ended questions


18/32

regarding Training and development and employee based on 5 likert scale. A cover letter has

also been designed that illustrates the purpose, objective and scope of the research in order to

assure the respondents regarding secrecy and privacy of the information they provide.

The questionnaire was handed out to employees of different chains of renowned

supermarkets of Karachi namely Hyperstar, Metro Cash and Carry, Imtiaz Super market and

Fareed super store. These chains were visited one by one and the complete data collection

process took around 45 days.

To form and analyze the relationship between training and development and employee

performance, several research papers, books and research thesis have been studied.

Data Collection

A total number of 100 supermarket employees of different market players were contacted

and visited. Initially, a process of permission was taken place. E-mails and letters were sent to

the supermarkets. Also, it was explored that in some organizations training processes doesnt

exist. Such companies were eliminated from the list of respondents to ensure the reliability of

data.

Once the total 100 filled questionnaires were received in the form of hard copy and email

both, the data was decoded and entered in to the SPSS 17.0. To ensure that all questions are

responded, partially filled questionnaires were discarded and refilled by some other employees.

Research model and variables


19/32

As before the modeling framework a widespread literature review was done, on the basis of

the review findings training and development was selected as an independent variable whereas

employee performance was selected as dependent variable.

Theoretical framework

Through training and development, employee performance can be modified as per the desire

and need of employer. The independent variable, training and development will significantly

elucidate its aspects that enhance the effectiveness of employee performance

Figure 1 Training as Bridging Gap

Training has eliminated the chances of error in employee performance (Raymond Noe).

Training purposes to evaluate weaknesses in employee task performance and identifies gaps that

exist in actual and required performance (Fig 2). Once the gaps are identified, training process

focuses on these gaps to remove errors and enhances not only employee future performance but

also stimulates development of these employees.

Figure 2 Performance Gap Identification

Hypothesis

After conducting a vast literature review the following hypothesis was developed for the

purpose of this study completion.


20/32

Hypothesis:

Ho: Training & Development positively affects Perceived Employee Performance.

H1: Training & Development negatively affects Perceived Employee Performance.

CHAPTER 4

RESULTS

The chapter illustrates the information acquired through the questionnaire for the study. The

findings have been stated as per the results obtained through different tests. SPSS 17.0,

Statistical Package for Social Sciences was used to gauge descriptive statistics, correlation,

ANOVA, and regression analysis. The major purpose of the research was to find the relationship

between two variables Employee performance and TnD and to determine the extent to which

Training and Development impact employee performance.

Research Question 1

What is the relationship between Training and Development and employee performance in

context of supermarket industry of Karachi, Pakistan?

Correlation results have been given in Table 4.1. That shows a positive relationship among

the two variables. Franzblau (1985) defined his five classical rules that interpret the coefficient

of correlation between different variables.


21/32

(r = 0 to .20) indicates negligible or no correlation

(r = .20 to .40) indicates positive but low degree of correlation

(r = .40 to .60) indicates positive moderate degree of correlation

(r = .60 to .80) indicates positive and marked degree of correlation

(r = .80 to .1.00) indicates positive and high degree of correlation

The variables have been dealt as symmetrical, i.e. there are no differences between

dependent and independent variables. When two different variables diverge in same direction,

the variables are considered correlated. These variables either increase or decrease together and

the correlation is considered to be either positive or direct. An inverse or negative relationship is

when one variable increases and other tends to decrease.

Table 41 Descriptive Statistics

Descriptive Statistics

N Minimum Maximum Mean Std. DeviationTrainingAndDevelopment 100 3.50 5.00 4.4900 .35831

EmployeesPerformance 100 2.90 5.00 4.5700 .34275

Valid N (listwise) 100

Standard deviation measures the level/ amount of dispersion for the given distribution. If

the standard deviations value is smaller, then the data set observations are closed to the mean

whereas in case of larger standard deviations value then the data set observations are spread

widely to its mean. Table 4.1 shows the minimum and maximum values of the variables. It also

illustrates the Mean and the deviation of the values to its mean (Standard Deviation). The total

no. of respondents (N) is 100 out of which all (N) are valid. The minimum value for variable


22/32

Training and Development is 3.50 whereas the maximum value is 5. The mean of the variable is

4.49 with the standard deviation of 0.35. Similarly, the minimum value for variable Employee

Performance is 2.90 whereas the maximum value is 5. The mean of the variable is 4.57 with the

standard deviation of 0.342. The analysis of the table shows that a minor difference exists among

the responses of several employees of supermarket industry of Pakistan. That leads us to the

common direction indicating that along with the small standard deviation figure and mean with

high value, respondents are agreed with the questions that were asked from them.

Table 42 Pearson Product Movement correlation between factor variables (N = 100)

Correlations

TrainingAndDevelopment EmployeesPerformance

TrainingAndDevelopment Pearson Correlation 1 .333**

Sig. (2-tailed) .001

N 100 100

EmployeesPerformance Pearson Correlation .333** 1

Sig. (2-tailed) .001

N 100 100

**. Correlation is significant at the 0.01 level (2-tailed).

Table 4-2 illustrates the correlations between the dependent and independent variables whereas

Table 4-1 shows the descriptive statistics consisting upon standard deviation, mean, minimum

and maximum values. The results show that there is a positive correlation exists between

dependent and independent variables. The relationship between employee performance and

training and development is positive. Training and development plays vital role in stimulating

employee performance with r = 0.333 whereas probability is 0.001. Most of the respondents are

in favor of TnD, proving that a well organized, well planned and evaluation based training and


23/32

development processes within the organization can positively enhance the employee

performance in context of supermarket industry of Pakistan.

Research Question 2

To what extend does Training and Development stimulates the employee performance in

context of supermarket industry of Karachi, Pakistan?

To analyze the degree of TnD impact on employee performance, Regression Analaysis was

used. Kerlinger and Lee (2000) states that it is a statistical technique to evaluate the relationship

on one dependent variable on one or more independent variables in form of linear equation. This

Regression helps examine that how much an independent variable is impacting the dependent

variable. In this research study, Training and development has been used as an independent

variable and employee performance as a dependent variable. The tables 4-3, 4-4, 4-5 and 4-6

show the summary of regression result.

Table 43 Results in Summary

Variable Beta R R Significance

TrainingAndDevelopment 0.33 0.111 0.102 0.01

Table 44 Regression Analysis

Model Summary

Model R R Square

Adjusted R

Square

Std. Error of the

Estimate


24/32

1 .333a .111 .102 .32482

a. Predictors: (Constant), TrainingAndDevelopment

Table 45 ANOVA

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 1.291 1 1.291 12.232 .001a

Residual 10.339 98 .106

Total 11.630 99

a. Predictors: (Constant), TrainingAndDevelopment

b. Dependent Variable: EmployeesPerformance

Table 46 Coefficients

Coefficientsa

ModelUnstandardized Coefficients

Standardized

Coefficientst Sig.B Std. Error Beta

1 (Constant) 3.139 .410 7.650 .000

TrainingAndDevelopment .319 .091 .333 3.497 .001

a. Dependent Variable: EmployeesPerformance

The Regression analysis of Training and Develoment as dependent variable specifies that

training and development significantly contributes in employee performance enhancement with

0.33 of beta, R2= 0.11, R

2= 0.102 and P (sign.) = 0.01.

F-statistic shows the value of 12.232 with significance level of 0.01, supporting the

hypotheses that training and development has significant impact on employee performance.


25/32

The T test is 7.65 for constant with significance level of .000 and 3.497 with significance

level of 0.001.

Thus, it is concluded that training and development imposes large impact on employee

for performance for supermarket industry of Karachi, Pakistan.

CHAPTER 5

CONCLUSION

This chapter discusses the conclusions drawn from the regression analysis and descriptive

statistics.

The trends in Human Resource Management practices throughout the world are changing

dynamically. Nowadays, employers are more concerned about employees retention and

controlled employees turnover than cost cut off. The need of employees retention has

encouraged the employers to pay attention towards employees development through training in

order to keep them motivated. The core purpose of involvement in training and employees

motivation is to improve employees performance resulting in enhanced organizations

performance. Training is considered as an act that involves growing the knowledge and skill

level of an employee in order to perform a specific job. Training in the corporate world is

considered as a necessity rather than a luxury. It is more like an investment of the organization in

Human Resource. Performance might be described as the attainment of particular job calculated

on the bases of identified or set standards of accurateness, completeness, speed and cost. Under

an employment agreement, performance is supposed to be the achievement of an assigned


26/32

obligation in such a way that releases the performer from all accountabilities written in the

contract.

The objective of the study was to examine the impact of training and development on

employees performance in context of supermarket industry of Karachi, Pakistan. Also, to gauge

the level of performance enhancement due to training programs in the industry keeping these

objectives in view, I suppose that training has a positive relationship with performance of

employees on job.

The data has been collected from different chains of renowned supermarkets of Karachi

namely Hyperstar, Metro Cash and Carry, Imtiaz Super market and Fareed super store. There

were 100 respondents that answered the questionnaire.

The survey questionnaire was consisting of 5 likert scale. The Five likert scale is as follows

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

The data collected from the questionnaires has been tested in SPSS. To form a relationship

between the variables, regression and correlation has been tested. That illustrates the dependency

of training and development on employee performance as well as the extent of dependency.


27/32

The results show that there is a positive correlation exists between dependent and

independent variables. The relationship between employee performance and training and

development is positive. Training and development plays vital role in stimulating employee

performance with r = 0.333 whereas probability is 0.001 The Regression analysis of Training and

Develoment as dependent variable specifies that training and development significantly

contributes in employee performance enhancement with 0.33 of beta, R2= 0.11, R

2= 0.102 and

P (sign.) = 0.01.

F-statistic shows the value of 12.232 with significance level of 0.01, supporting the

hypotheses that training and development has significant impact on employee performance.

The T test is 7.65 for constant with significance level of .000 and 3.497 with significance

level of 0.001.

Thus, it is concluded that training and development imposes large impact on employee for

performance for supermarket industry of Karachi, Pakistan.

CHAPTER 6

RECOMMENDATIONS

Since training and development has imposed positive impact on employee performance in

context of supermarket industry of Karachi, Pakistan, it can help create sustainable competitive

advantage over other key players. Supermarkets should develop a sound training and


28/32

development process where the performance of employee is evaluated through transparent

systems. Training must be based on need based analysis and returns should be collected

statistically. It should be a continuous process as it helps reduce cost in long run. The

supermarkets that consider TnD essential for their growth are significantly expanding their

businesses. For new entrants, it is the most important factor that should be ensured before their

business commencement if they want success in long run.

REFERENCES

Acemoglu, D., & Pischke, J. S. (1999). Beyond Becker: training in imperfect labour

markets. The Economic Journal, 109(453), 112-142.

Afaq, F. U., Yusoff, R. B. M., Khan, A., Azam, K., & Thukiman, K. (2011). Employees

Training and Performance Relationship in Hospitality Sector A Case of Pearl Continental

Hotel, Karachi, Pakistan. International Review of Business Research Papers, 7(3), 149-158.

Bartel, A. P. (1994). Productivity gains from the implementation of employee training

programs. Industrial relations: a journal of economy and society, 33(4), 411-425.

Dale S. Beach (1980), Personnel: The Management of People at Work, Macmillan

Publishing Company, New York, p. 244.

David A. DeCenzo and Stephen P. Robins (1989) , Personnel/Human Resource Management

- Prentice-Hall of India, New Delhi p. 240.


29/32

Dr. N. Jagero, K. Hilary V., M. Michael (2012), Relationship between on the Job Training

and Employees Performance in Courier Companies in Dar es Salaam, Tanzania ,

International Journal of Humanities and Social Science, Vol. 2 No. 22 pp. 114-20.

Dubbashi P.R. (1983), Strengthening of training facilities, Souvenir of Cooperative Training

College, Bangalore, Cooperative Training College, Bangalore p. 1.

Edwin B. Flippo (1960), Personnel Management, training operative personnel principles

McGraw. Hill, 240.

Elnaga, A., & Imran, A. (2013). The Effect of Training on Employee Performance. European

Journal of Business & Management, 5(4).

Farooq M. and M. Khan A. (2011), Impact of Training and Feedback on Employee

Performance, Far East Journal of Psychology and Business, Vol. 5 No. 1, Pp 23-33.

Guest, D. (1997), Human resource management and performance: a review and research

agenda, International Journal of Human Resource Management, Vol. 8 No. 3, pp. 263-76.

Hameed. A and Waheed. A, (2011), Employee Development and Its Affect on Employee

Performance A Conceptual Framework, International Journal of Business and Social

Science, Vol. 2 No. 13 Pp. 224-29.

Khan M. I. (2012), The Impact of Training and Motivation on Performance of Employees,

Business Review, Volume 7 No. 2, Pp. 84-95.

Kinnie, N.Purcell, J., , Hutchinson, S., Rayton, B. and Swart, J. (2003),Understanding the

People and Performance Link: Unlocking the Black-Box. Research Report, CIPD, London.


30/32

Michael Jucius (1955), Personnel Management, Richard D. Irwin Inc., - Hanewood, llinois,

U.S.A, p. 142

Raymond A. Noe. Employee Training and Development. Fifth Edition. The Ohio State

University. Me. Graw. Hill. McGraw-Hill. Irwin

Sultana A., Irum S., Ahmed K., Mehmood N. (2012), impact of training on employee

performance: a study of telecommunication sector in Pakistan, VOL 4, NO 6, Pp. 646-61.

APPENDICES

Annexure I: Questionnaire

HRM Survey

A case of supermarket industry of Karachi, Pakistan

2014

Impact of Training and Development on Employees Performance in Context of

Supermarket Industry of Pakistan

Part A

Please provide the following information.

Organizational Information

Name of the organization

Life of organization (in years)

No. of employees in the organization


31/32

Personal Information

Gender Male Female

Age (in years) 20-25 26-30 30-35 36 or above

Education (in years) 12 14 16 18

Total professional experience (no. of year approx):

Email (optional)

Phone (optional)

Part B

Please encircle the appropriate number against each statement, according to the scale given below.

Strongly Agree

5

Agree

4

Neutral

3

Disagree

2

Strongly Disagree

1

Employee performance:

Quantity of our employees work output has improved in last five years. 1 2 3 4 5

Coming up with new ideas is appreciated in our organization. 1 2 3 4 5

Most of the employees achieved organizational goals of last 5 years. 1 2 3 4 5

Targets given to different employees often met. 1 2 3 4 5

Over all employees targets achievements has improved over the last 5years.

1 2 3 4 5

Employees feel happy to work in teams. 1 2 3 4 5

Majority of our employees can work independently and they give high

performance. 1 2 3 4 5

Employees in our organization have been enabled to make decisions well. 1 2 3 4 5

Employees communication skills have been improved in this organization 1 2 3 4 5

Employees competencies are in line with the organizational operationaland strategic goals

1 2 3 4 5


32/32

Training & Development (T&D)

Our organization conducts extensive (T&D) programs for Employees. 1 2 3 4 5

Employees at each job normally go through T&D programs every year. 1 2 3 4 5

Training needs are identified through a formal performance appraisalmechanism.

1 2 3 4 5

There are formal training programs to teach new employees the skills they

needed.1 2 3 4 5

Trainings needs identified are realistic, useful and based on the

organizational strategy.1 2 3 4 5

There are formal training evaluation methods to assess the effectiveness ofthe training.

1 2 3 4 5

The organization has a system for calculating the cost and benefit of

training.1 2 3 4 5

T&D has helped reduce employee turnover in our organization. 1 2 3 4 5

T&D has resulted in higher employee performance in our organization. 1 2 3 4 5

T&D has resulted in higher productivity and financial returns for theorganization.

1 2 3 4 5

Documents

researchpaperonsupermarket- imp.docx