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Global Journal of Management and Business Research
Volume 11 Issue 7 Version 1
...
(USA)
Print ISSN: 0975-5853

Impact of Training and Development on Organizational
Performance
By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan,
Dr
...
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
...
Four Hypotheses are developed to see the Impact of all the independent
variables on the overall Organizational Performance
...
These Hypotheses came from the literature review and we have
also proved them with the help of literature review
...
It means it increases the overall
organizational performance
...
However, results are
strongly based on the literature review
...

GJMBR-A Classification : JEL Code: M53

Impact of Training and Development on Organizational Performance
Strictly as per the compliance and regulations of:

© 2011
...
Muhammad Aslam Khan
...
0 Unported License
http://creativecommons
...
0/), permitting all non-commercial use, distribution, and reproduction in any
medium, provided the original work is properly cited
...

I
...
Human Resource Management, 2002)
...

The employee performance depends on various factors
...
Training is important to enhance the
capabilities of employees
...
Phil Scholar, University of Lahore, Islamabad,
Author
Pakistan,Tel: 00 92 333 5808821
...
com
...
Phil Scholar, University of Lahore, Islamabad, Pakistan ,
E-mail : fani_1987@hotmail
...


...
com
...
Training also has impact
on the return on investment (Richard Chang Associates,
INC
...
So to
improve the organizational performance and the
employee performance, traning is given to the employee
of the organization
...

Training & development increse the employee
performance like the researcher said in his research that
traning & development is an important activity to
increase the performance of health sector organization
(Iftikhar Ahmad and Siraj-ud-din, 2009)
...
Employee performance depends on
many factors like job satisfaction, knowledge and
management but there is relatinship between traning
and performance (Chris Amisano,2010)
...
Thus the purpose of this study is to
show the impact traning & development on the
employee performance
...
A
researcher said that traning increase or develop the
managerial skills (Robart T
...
despite focusing on efficiency and cost control
the spending on traning should increse because
organization get more efficiency , effectiveness out of
the traning and development (workforce special report,
2006)
...

“I think people are talking more about
performance and results and consequences
...
From this it is clear that traning
and development is the important factor
...
Traning is important for the

Global Journal of Management and Business Research

Abstract - Training and Development, On the Job Training,
Training Design and Delivery style are four of the most
important aspects in organizational studies
...
The back bone
of this study is the secondary data comprised of
comprehensive literature review
...
The Hypotheses
show that all these have significant effect on Organizational
Performance
...
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 effect the Organizational Performance
...
We
also prove our Hypothesis through empirical data
...
Results
show that Training and Development,On the Job Training and
Training Design and Delivery style have significant effect on
Organizational Performance and all these have positively effect
the Organizational Performance
...
Muhammad Aslam Khan

© 2011 Global Journals Inc
...
A,2009)
...


Global Journal of Management and Business Research

Volume XI Issue VII Version I

64

People learn from their practical experience much better
as compare to bookish knowledge
...
, 1995; Kaynak,
2003; Heras, 2006)
...
, 2004)
...
, 2007)
...
Primo Braga, 1995)
...
If someone is not delivering
the training in an impressive style and he is not
capturing the attention of the audience it is means he is
wasting the time (Mark A
...
, 2000)
...
, 2005)
...

It is very difficult for an employee to perform well
at the job place without any pre-training (Thomas N
...
Trained employees perform well as
compared to untrained employees (Partlow, 1996;
Tihanyi et al
...
, 2001)
...
, 1995; Kaynak, 2003; Heras,
2006)
...
,
2003)
...
, 1995; Kaynak, 2003; Heras, 2006)
...
Primo Braga,
1995)
...
So organizations invest
huge amount on the human resource capital because
the performance of human resource will ultimatiley
increase the performance of the organization
...
As the
Mwita (2000) explanis that performance is the key
element to acheieve the goals of the organization so to
performance increase the effectiveness and effeciancy
of the organization which is helpful for the acheivement
of the organizational goals
...
There
are many factors which improves the work of the
employee such as flexible scheduling, training etc
...
The design of the training should be according to
the needs of the employees (Ginsberg, 1997)
...
, 2000; Boudreau et al
...
It seems that
Training design plays a very vital role in the employee as
well as organizational performance
...

Theoretical framework
and Lin, 2004)
...
and independent variables are shown in the theoratical

Elements

Training
Design
On The Job
Training
Delivery
Style
© 2011 Global Journals Inc
...


Methodology

The study sample comprised of 100 employees
of different organizations of Islamabad, capital of
Pakistan
...
The data is collected through a questionnaire
consists of 15 questions
...
All questionnaires were distributed
and collected by hand from the offices of the
organizations in the office timings
...
95 of them gave the response to our
questionnaire
...
These 79
questionnaires were included in the study
...
All mean and
medians were calculated using SPSS
...
The design of the training should be according to
the needs of the employees (Ginsberg, 1997)
...
, 2000; Boudreau et al
...
It seems that 65
Training design plays a very vital role in the employee as
well as organizational performance
...
All these results prove our first
Hypothesis which is H1: Training design has significant
effect on the organizational performance
...
It
improves the organizational performance
...
This also
proves our first hypothesis which is; H1: Training design
has significant effect on the organizational performance
...
It
means the data and the results are significant of our first
hypothesis
...
On the basis of
litrature review and above thoratical frame work we
came to develop following hypothesis
...
Therefore our first hypothesis is:
H1: Training design has significant effect on the
organizational performance
...

During training & development the delivery style of the
person who is giving the traning also effects the
organizational performance so our third hypothesis is:
H3: Delivery style has significant effect on the
organizational performance
...


VI
...


variables and to conclude the results on the basis of
secondary and primary data
...


z - Test:
Variable 1
Mean
Observations
Hypothesized Mean Difference
z
P(Z<=z) one- tail
z Critical one -tail
P(Z<=z) two -tail
z Critical two - tail

Variable 2

4
...
278481013

79
0
-0
...
41862512
1
...
83725024
1
...
(US)

Global Journal of Management and Business Research

framework
...
These two variables have been
chosen to see the relationship between these variables
i
...
The theoretical frame work
can also be seen from the following diagram
...
2532
4
...
8734
3
...
1139
4
...
1392
3
...
8987
4
...
7975
4
...
4430
4
...
4557

Std
...
79208

...
18069
1
...
39585
1
...
16282
1
...
95535
1
...
27480

...
67457

...
50122

Variance

...
511
1
...
315
1
...
413
1
...
198

...
676
1
...
640

...
252

...
151898734

4
...
066067436
0
...
644853627
0
...
959963985

79

On the job training helps employees to get the
knowledge of their job in a better way (Deming, 1982)
...
On the job training
reduces cost and saves time (Flynn et al
...
It is better for the organizations to
give their employees on the job training because it is
cost effective and time saving (Ruth Taylor et al
...

It is good for organization to give their employees on the
job training so that their employees learnt in a practical
way (Tom Baum et al
...
All these results prove our
second Hypothesis which is H2: On the job training has
significant effect on the organizational performance
...

It
improves
the
organizational
performance
...
This also proves our second hypothesis
which is; H2: O the job training has significant effect on
the organizational performance
...
It improves the
organizational performance
...
It means the data and the
results are significant of our second hypothesis
...
(US)

Mean

Variable 2

4
...
797468354

79
0

79

6
...
1552E-11
1
...
3104E-11
1
...

It
improves
the
organizational performance
...
But most of the respondents lie between
the brackets of 4-5
...
The
majority of our respondents say that delivery style is very
important in the training
...
It improves the
organizational performance
...
It means the data and the
results are significant of our third hypothesis
...

Garavan, 1997)
...
, 2000; Boudreau et al
...
It is very
necessary for any organization to give its employees
training to get overall goals of the organization in a
better way (Flynn et al
...
Training and development increase the overall
performance of the organization (Shepard, Jon et al
...
Although it is costly to give training to the
employees but in the long run it give back more than it
took (Flynn et al
...

Every organization should develop its employees
according to the need of that time so that they could
compete with their competitors (Carlos A
...
All these results prove our fourth Hypothesis
which is H4: Training & development has significant
effect on the organizational performance
...
It
improves the organizational performance
...
This also
proves our fourth hypothesis which is; H4: Training &
development has significant effect on the organizational
performance
...
It means the data and the results are
significant of our fourth hypothesis
...
53164557

4
...
933440973
0
...
644853627
0
...
959963985
VII
...
Training and development is basically
directly related to employee but its ultimate effect goes
to organization because the end user is organization
itself
...
It will also
help organization to understand which factors are
important to keep in mind during the training and how a
good training can be deliver to their employees
...

VIII
...
In the light of all
this research and all the material which is being used to
conduct this research and all the literature review we
came to the decision that there should be Training and
Development in every organization
...
We recommend that
all organizations should provide Training their
© 2011 Global Journals Inc
...
Primo Braga, 1995)
...
If someone is not delivering
the training in an impressive style and he is not
capturing the attention of the audience it is means he is
wasting the time (Mark A
...
, 2000)
...
, 2005)
...

All these results prove our third Hypothesis which is H3:
Delivery style has significant effect on the organizational
performance
...
We already have discussed that Training
and Development have advantages not only for
employee but the ultimate benefit is for the organization
itself
...

IX
...
Discussion of all the
results proves the hypotheses; H1: Training design has
significant effect on the organizational performance, H2:
On the job training has significant effect on the
68 organizational performance, H3: Delivery style has
significant effect on the organizational performance and
H4: Training & development has significant effect on the
organizational performance
...
It improves
the Organizational Performance
...
Training
and Development, On the Job Training, Training Design
and Delivery style have significant effect on
Organizational Performance and all these have
positively affect the Organizational Performance
...

X
...
Study can be conduct on
different departments of the organizations that which
department needs more training and development
...


Refrences Refrences Refrencias
1
...


3
...


5
...

7
...
(2002), Human Resource Management
2nd Edition, Jhon Wiley & Sons 2002
...

Richard Chang Associates, INC
...
”
Iftikhar Ahmad and Siraj ud Din,Gomal Medical
College
and
Gomal
University,
D
...
Khan,Pakistan(2009),“EVALUATING TRAINING
AND DEVELOPMENT”
Chris
Amisano,
(2010),
eHow
contributer
“Relationship between traning and employee
performance”
...
Rosti Jr, Frank shipper, (1998), “A study of
the impact of traning in a management
development programm based on 360 feedbacks”
...
com, (May 22, 2006), “Special report:
Traning and Development)
...
A,(2009),

© 2011 Global Journals Inc
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payscale
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html
8
...
2000
...

Human Resource Management Practice
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Kogan page limited, London
...
Mark A
...
Andrew Neal
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“Perceptions of
Safety at Work: A Framework for Linking Safety
Climate to Safety Performance, Knowledge, and
Motivation”
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5(3), pp:347-358
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...
Anita Eves
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“The
management of food safety—the role of food
hygiene training in the UK service sector”
...

25(2), pp: 278-296
11
...
Garavan
...
“Interpersonal skills
training for quality service interactions” Industrial
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Carlos A
...
1995
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Article based on a World
Bank report, Global Economic Prospects and the
Developing Countries Washington
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worldbank
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htm
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Computer Shopper
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Flynn, B
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"The impact of quality management practices on
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659-91
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Frances Devine
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“Skills and
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Shepard, Jon Robert W
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Ohio Glencoe McGraw-Hill
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Vol: 28(6), pp:1-2
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Partlow, C
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1996
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...
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