The Impact of Training and development on organizational performance Chapter 1 Introduction

Training is very important in achieving the goal of the organization as it increases the efficiency and effectiveness of employees and ads value in the organizational performance. The performance of employees depends on different factors but training is most important because it enhance capabilities, skills and competencies of the employees. The organizational performance depends on employee performance and for employees performance training is key factor. A researcher says that training has impact on the return on investment. So now a days most of the organizations spend a lot of money on training and development in order to bring effectiveness and efficiency in the behavior and personality of the employees. The effectiveness and success of an organization therefore lies on the people who work within the organization. Therefore, employees in the organization will be able to perform their duties and could make meaningful contribution to the success of the organizational goals.

Problem statement
We have to measure that training and development increases effectiveness and efficiency of employees to achieve the organizational goals. We have to analyze the impact of training and development affects the organizational performance. We have to measure that organizational lay out and design increase employees performance.

Objective
The main objective of our study is to know how the training increases the employee performance. The training is very important because it determines the designed and content of the trainings programmed. Contents of the training remain the same no matter the type of training involved. It is for the increase of personal efficiency, professional growth, and smooth organizational goals. Now a days most of the multinational companies invest huge amount for on and off job training just to enhance and polish the skills of their employees which increases their performance and ultimately the performance of organization.

Significance/ Importance
The training and development increase the employee performance as a researcher said that it is an important activity to enhance the performance of health sector organization. The performance of employees depends on distinct factors like depends on job satisfaction and on knowledge management so training is important for job satisfaction so for the

employees and in the same way employee performance ad value to organizational performance. Training and development indicates the weak areas in which employees suffers and gives methods to overcome such circumstances. After identification of weak areas of employees, required training can be given and then it is easy to overcome to the problems. The managements of every organizations want performance and tasks to be done more efficiently and also they want more from the employees so they conduct training and development workshops for their employees to get result positively after all this ultimately the organizational performance increases.

Chapter 2

Literature Review
Mivta (2004) stated that human resource is the very important and the back bone of the every organization as it is the main resource of the organization. So organizations invest huge amount on the human resource capital because the performance of human resource will ultimately increase the performance of the organization. Performance is a major multidimensional construct aimed to achieve results and has a strong link to strategic goals of an organization. As the Mivta Explains that performance is the key element to achieve the goals of the organization so to performance increase the effectiveness and efficiency of the organization which is helpful for the achievement of the organizational goals. But the question arise that how an employee can work more effectively and efficiently to increase the growth and the productivity of an organization. There are many factors which improves the work of employees such as flexible scheduling, training etc. Michael Armstrong (2000), stated that It is very important for the organization that it design the training very carefully and the training should be given according to the needs of the employees as well as for the organization to get always good results. It also seems that training design plays very important role in the employee as well for the performance of the organization. If wrong training or irrelevant training is given then is just waste of time and money. Tasur and Lin (2004), state that this literature review examines the relationship between employee training and development and organizational performance. The research helps the general belief that employee training and development plans make positive contributions to organizational performance. From a human resource view, research on employee development has a great importance. Employee development means giving more importance to the future needs than present needs. MichaeS.Lane, Gerald.L.Blakely (1990), stated that the Management development programs are now increasingly being studied and evaluated, regarding their efficiency and effectiveness. It presents the results of a survey of 156 directors and the vice-presidents of personnel and human resource management departments relating to the current status of their management development programs. The result shows that management development programs do not seem to differentiate between the levels of management.

(OladeleAkin, 1991), states that evaluation is increasingly being regarded as a powerful tool to enhance the effectiveness of training. Three major approaches to training evaluation quality description, quality assessment and quality control are highlighted. In order to enhance the effectiveness of training, evaluation should be integrated with organizational life through out. Evaluation will be made before and after training as after giving training

the performance should be increased. The organization invests on employees to give training so that they expect more from employees as well. After training the employee should be performing more for the organization to because trainings purpose is to polish the skills of the employees and organization expects that these polish skills will increase the performance of the organization. (PhillipC.Wright,1992) stated that the training is given to the employees and compare its performance reports on a study of current and past training literature which suggests That, to be effective and to isolate both training needs and those problems having other, non-trainable solutions, training must be preceded by a needs analysis. The problems which untrained employees in the organization are facing should not be same which trained people may me facing because training s main objective is to remove hurdles from employees tasks so that they can work with devotion for the organization. (Farhad,Analou, 1995) states that traditionally, the effectiveness of the senior officials within the public sector has been disproportionately associated with task instead of peoplerelated skills. A study of 74 senior managers within Indian Railways, over three years, has revealed that managers, in order to become effective, not only require task and people skills but also self-development knowledge and skills. Moreover, the above broad categories of managerial skills form a hierarchy which suggests that the more senior positions which managers occupy, the greater the need for people and self-development. Explores the implications of the above for senior management training and development in public sector.

Chapter 3 Methodology

1. Hypothesis Development of hypothesis is very important because its acceptance or rejection shows the significance of study. H0: There is no relation between Training and employees performance H1: On the job training has significant effect on the performance of employees H2: Training and development has significant effect on employees performance H3: Delivery style has significant impact on employees performance H4: Training layout has significant effect on the performance of employees

2. Purpose of the research

The purpose of our research is to find the effect of training and development on organizational performance.

3. Population and sampling

Our sample size includes 150 employees from different organizations of Islamabad, the capital of Pakistan. Population consists of both genders, i.e. males and females, working at different levels of management.

4. Theoretical framework
Training programs offered by the organization helps employees to groom their skills so they will be able to work according to the work requirements. So employees performance depends on the training and development and both the variables are positively correlated.

IV
Training and Development

DV
Employees Performance

5. Instrument and scale

The data is collected by a questionnaire containing 16 questions. The liker scale was used following 5 points strongly agree, agree, neutral, disagree, strongly disagree. The entire question were distributed in offices and conducted by hand.

6. Longitudinal or cross sectional

Our research is cross sectional because we have collected the data for one time and we are not conducting research for more than time.

7. Validity and reliability

Our data about training and development and its effect on organization is valid as conducted by questionnaire from related people by hand immediately so our research is valid and reliable.

8. Limitation
On the job training has significant effect on organizational performance. Discussions and questionnaire has proved the H1. Training and development has strong effect on employees performance and ultimately on organizational performance at it provides additional knowledge to employees so after survey has proved H2. After conducting survey by questionnaire from organizations we have come to know that training layout, design and delivery style also have positive relation with organizational performance so H3 and H4 proves correct as well.