Introduction:Employees are the most important resources in any organization. Their skills and knowledge plays very important role in their work performance. Therefore skills of an employee must be high because technology is improving regularly. Employee training plays an important role as it is boost the efficiency of an employee performance and help them to do work with efficient manner. Also every organization has their own culture and methods of doing work so it creates barriers to employees to perform their tasks. Some employees have less knowledge and skills so that they failed to accomplish their task on timely basis.In these days the trainings which offered to employees are inside training to maximize the productivity and to less the frustration from employees. In most cases less skilled staffs leaves their work because they don’t understand the technicalities of assigned task. Skilled employees can take over the critical situations in most cases with effectively. Furthermore training can help employees to increase their knowledge, skills and abilities. Several studies show that training helps to enhance the managerial skills in employees. In recent practices, many organizations have fixed some separate budget for the employees training expenses that will be supportive for organization to achieve their objectives and goals.In banking sector of Pakistan, studies shows that most of the employees are not much skilled and trained and unable to perform their task in effective way. So that training is needed to increases the performance of employees, if employees are trained so they will be well aware of their job specifications and will be able to use new technologies, so that their motivation level will be increased which will be also beneficial in enhancement of performance and working environment so they produced maximized performance which will be helpful to achieve the organizational goals effectively.In today’s world, competitiveness is a very important factor which closely linked to training. As every organization in the world wants to compete their competitors, so they have to increase their employee performance. When employees are given training, they feel some betterment in their own performance and they do more hard work to achieve organizational goals. So if an organization wants to remain in competition then they have to maintain continuous improvement and give training to employees.Problem statementThe problem statement is that the trends in HRM practices throughout the world are developing day by day. And the employees are not much trained to survive in these situations. The way they are using the technology is not updated so they are not much satisfied and motivated. As a result there is not much efficiency in their work.Research objectivesThe research objective is to determine the impact of training on employee performance of banks in Pakistan. Key Research QuestionsWill the training influence the employee performance of banks in Pakistan? Will the training help to make the employee satisfied and motivated?Will employee become updated through training?LimitationsTime period is given for the study is very limited.The sample size is very small due to time limitations.Financial limitations because it is for learning purpose.The study will be limited to banking sector and on Faysal bank and Meezan Bank.Scope of the StudyThe report will help to other banks to determine that what outcomes and performance will come by giving training to the employees of banks. The study will also help other HR departments of other organizations to determine the impact of giving training to the employeesTheoretical frameworkHypothesis: Effective Training ProgramsH1: There might be a relation between effective training programs and employee performance.H0: There might be no relation between effective training programs and employee performance.H1: There may be a relation between on the job, off the job training and employee performance.H0: There may not be a relation between on the job, off the job training and employee performance.H1: There may be a relation between learning culture environment and employee performance.H0: There may not be a relation between learning culture environment and employee performance.Literature Review:From past few years the environmental uncertainty of the business is changing throughout the world rapidly, so many organization realize that its limitations with new challenges. For overcoming these situations, organization should invest in training programs to make their employees more competitive and to take effective decisions on time and be able to face many uncertainties. (Tai, 2006) It is beneficial for the organization to give effective training to the employees in many ways, like it plays an important role in building capabilities on organizational as well as individual level, so the process of organizational will be improved.(Vallet al 2000). Furthermore, it enhances the ability of the employees, so that it decreases the unintentional job rotation of the workers.(jones and wright, 1992: Shaw et al., 1998). Moreover the employees will be more committed towards organization so it increases the motivational level of the employees.(Pfeffer,1994). All of these contributions will lead to achieving competitive advantages for the organization and to enhance the performance of the employees and productivity of the organization. (Dr. Amir Elnaga. Amen Imran, Vol,5 No,4, 2013)TrainingTraining programs focuses on improving the employee’s performance. Training is the main point to fill the gap between the current performance of the employee and the desired performance. Training methods could be different like coaching, peers cooperation, participation by the subordinates etc. This team work participation helps the employees on the job and to produce better performance and this will result the improved organizational performance.These training programs are not only for developing the employees but they also help in organization to use their human resources in competitive environment. Therefore it is very much important for any organization to organize training programs for their employees to enhance their competencies and abilities that will be needed at the workplace. (Jie & Roger 2005).Moreover training programs not only improves and develops the capabilities of the workers but also it sharpen their thinking ability and creativity which will helps to take the better decision on time with more productivity. (David, 2006) And it also improves the employees to deal with the customer in effective manner and to solve their issues on timely basis. (Hollenbeck, Derue and Guzzo, 2004). Training also develops self efficiency so that it result in better performance on the job by changing the weak practices with effective and efficient work (Kathiravan, devadason and zakkeer, 2006) Training is giving to the individual and its aimed is to enhancing the job performance of individual. It is for the improving skills of the employees which is important for achieving the organizational goals. These training programs can also help to worker to decrease their frustration and anxiety which comes through burden of work on job. (Chennet al, 2004). Those employees who unable to perform their tasks with the effective level of performance usually decided to leave the firm ( Chennet al. 2004). Therefore their stay in the organization is useless and they not produce productivity with their work. (Kanelopoulos and Akrivos, 2006). If the gap between the skills which are necessary is higher than the dissatisfaction of the employees will increases. Rowden(2002), suggested that training is an efficient way to improving job satisfaction of the employee, because if employee performance is better then he may get appreciation by the top management so it feels more satisfied with his job. According to Rowden and Conine (2005), the employees which are trained, they can satisfy the customers and they feel comfortable, so it shows a level of job satisfaction.. (Dr. Amir Elnaga & Amen Imran, Vol.5, No.4, 2013)Effective Training ProgramsEffective training which are given to employees leads to increase in good quality and services so that it will result the minimum mistakes done by the employees. Furthermore good customer care, accuracy, safety practices and effectiveness will be expected from workers. By giving the effective training to the employees, organizations can save money by retaining their employees and the costs of recruitment and training of new workers (Franklin Dang, Richard Cowden, Anis mahomed Karodia, vol.3, No.3, 2014)The Effective Training identifies its effect on quality and to provides skills to the employees to improve their performance. Ruthwell and Kazanas(2006,234) defines that the training not only helps to influence the bottom line but it also helps to reduce the organizational cost, and also the level of turnover of the employees will reduced. (Franklin Dang, Richard Cowden, Anis mahomed Karodia, vol.3, No.3, 2014). It is also said that not only the employees should trained, managers and supervisors of an organization should also be trained, because many managers are pointed as managers because of their expertise and skill, but lack of knowledge and lack of experience to manage people referred to as non managers. Sono and Werner(2004:167) states that,  in any organization workers are assets and should treated as human capital to any organization, so that investing in training for employees is very important in today’s competitive marketplace.On the job & off the job trainingAccording to Smit and De Cronje (2003: 73) On managerial learning there have been several studies shows that from the on job training, the Employees learn most with the assignments that are given to them which they found very much difficult and challenging. With these, they learn their most important objectives and goals related to their jobs. This training education should include the job rotation plans and assignments which also can relate to the technology improvement in organization so that it stretches employee’s limitations. (Warnich, Carrel, Elbert, Grobler and Hatfield, 3006:123). This helps employees to develop the knowledge, skills and the Experiences which are needed on the job and it teaches the employees that how to work on the job which they are hired for.In Off the job training, the training which given to employees, which includes techniques like group training, communication workshops and outward bound’s trips. The purpose of this training is to make employees more aware off their own behaviors and others. Moreover it enhances the personal growth and leadership qualities of the employees. In this type of training, the trainer makes a small group of eight to fourteen people who are strangers to each other and then assisted them. In the discussion, the employees discuss their own feelings and the group process. (Grobler et al., 2006:130). The most frequent changes come to the employees is that they become more self perception and they work with other employee’s in a friendly environment and to help others.Learning culture environmentThe culture is known as a cluster of principles, language, objects, formal procedures and operation inside of an organization. Further it suggested that learning the organizational culture is a kind of culture which inspires the gain in knowledge and experience at all levels of an organization. Such culture supports learning and facilitates the employees to share their own believes without any hesitation. So that culture can be learned through beliefs, values, ethics and rituals. (Schein 1983, Hatch 1993, Hawkins 1997).Organization learning occurs through the knowledge and the mental models of members of the organization. It builds from past experiences and knowledge which depends on organizational policies and strategies. It is said that in organizational learning culture, team learning is more beneficial for the employees because they share their experiences with other groups in organization. Team learning can be more useful if they are rewarded for the learning which they contribute to the organization (Jyrki J.J Kasvi(30735p)  For betterment of the learning culture environment of the organization, Employers and managers should focus on some strategies like to develop learning programs throughout the organization, develops the discipline of dialogue in the organization and to build team learning skills. (Michael J. Marquardt)RESEARCH METHODOLOGY:The Research is based on both Qualitative as well as Quantitative Techniques. To give the strong background of the research and to support the mathematically explained model and hypothesis secondary information is being elaborated here and many of the research articles and research papers have been referred in this report which highlights the positive aspects of Employee performance. To justify the Hypothesis developed here in this report Primary data is also been extracted through Questionnaire for which people (especially Banks employees) associated with the two commercial banks including Faysal bank and Meezan bank which operating in Karachi Pakistan and they have been identified and set as the sample of the total population. The data gathered was tested for Hypothesis with the help of SPSS and Z-test for Proportion was used as a Statistical tool to reach some concrete conclusion.Sample DesignPopulationPeople associated with the Banking sector operating in Pakistan.Sample Analyses of 37 Employees associated with the two commercial banks including Faysal bank and Meezan bank and their different branches located in different areas of Karachi.Data Collection MethodsData collection for research is based on both methods primary data as well as secondary data.Primary Data GatheringPrimary data collection is based upon Surveys in which Questionnaires were used to gather data. Secondary Data GatheringPrevious Research articles and Journals.Statistical Tool and Software for Data Analysis and ProcessingStandard statistical techniques are used to identify and analyze the data and to generate some meaningful results from the data gathered. Statistical ToolThese standard statistical techniques are used to analyze different hypothesis. Frequency DistributionZ-test of mean Z Test of proportion Software Spread sheet and SPSS software are used for processing and analyzing of data.H-1 Data Null Hypothesis                    m=3Level of Significance0.05Population Standard Deviation0.618153558Sample Size33Sample Mean4.3333333Intermediate Calculations Standard Error of the Mean0.107606722Z Test Statistic12.39079929Two-Tailed Test Lower Critical Value-1.959963985Upper Critical Value1.959963985p-Value0.000E+00Reject the null hypothesis As p value is less than 0.05 therefore we will reject the null hypothesis that means there might be a significant relationship between Effective Training programs and Employee Performance.H-2Data Null Hypothesis                    m=3Level of Significance0.05Population Standard Deviation0.836369671Sample Size33Sample Mean4.181818182Intermediate Calculations Standard Error of the Mean0.145593272Z Test Statistic8.117258216Two-Tailed Test Lower Critical Value-1.959963985Upper Critical Value1.959963985p-Value4.441E-16Reject the null hypothesis As p value is less than 0.05 so we will reject null hypothesis that means there might be a significant relationship between On the job, off the job training and Employee performance.H-3Data Null Hypothesis                    m=3Level of Significance0.05Population Standard Deviation0.651813511Sample Size33Sample Mean4.272727273Intermediate Calculations Standard Error of the Mean0.113466168Z Test Statistic11.21679963Two-Tailed Test Lower Critical Value-1.959963985Upper Critical Value1.959963985p-Value0.000E+00Reject the null hypothesis As p value is less than 0.05 there we will reject null hypothesis that means there might be a significant relationship between Learning culture environment and Employee Performance.Conclusion: The new era of business management believes in technological advancement and less chances of error.  The working culture of new era also implies on the banking sector where these advancements are given importance to get the competitive advantage. Therefore, this research was conducted to measure the impact of factors such as effective training programs, on the job training and off the job training and learning culture environment on employee performance. These factors were measured by filling out the questionnaire in two different banks of Karachi so the results shows that, effective training programs are important to get the optimum level of employee performance, the respondents were also in favor of on the job and off the job training in order to increase the employee performance and in the end the factor of learning culture environment also has a significant impact on consistent and better employee performance. Recommendation: In this research after we discussing all the factors and findings researcher recommends as Banking sector should have to launch the Effective training programs for their employees so that they can grip the challenging environment of technological changes. Training increases the efficiency of working and the productivity so banks need to take in the sense of investment not the expenses. References: Abbas, Z. (2014). Identification of Factors and their Impact on Employees’ Training and Organizational Performance in Pakistan. KASBIT Business Journal (KBJ), 17.Amin, A., Saeed, R., Lodhi, R. N., Mizna, Simra, Iqbal, A., & Rida-e-Tehreem. (2013). The Impact of Employees Training On the Job Performance. Middle-East Journal of Scientific Research, 6.Elnaga, A., & Imran, A. (2013). The Effect of Training on Employee Performance. European Journal of Business and Management, 11.Hafeez, U. (2015). “Impact of Training on Employees Performance”. Business Management and Strategy, 16.Kum, F. D., Cowden, R., & Karodia, A. M. (2014). THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE. SINGAPOREAN JOuRNAl Of buSINESS EcONOmIcS, ANd management studies, 34.Sultana, A., Irum, S., Ahmed, K., & Mehmood, N. (2012). IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE: A STUDY OF TELECOMMUNICATION SECTOR IN PAKISTAN. INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS, 16.

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