BUSINESS RESEARCH METHODS FINAL PROJECT

A PROPOSAL ON

Impact of training on employee performance

An empirical study in context of higher education sector of Pakistan;
Submitted by Name M.Waqas Akram Roll # BCH 10022 Class B.com

Submitted to Maam Shabnam Khan

The impact of training on employee performance in higher education sector of Pakistan

Introduction
Higher education is very important for the country growth, because if the generation is highly qualified the country will automatically rise up. And if we want our new generation to be more powerful then we should give them education till universities. And for giving them standard education we should have competitive teachers. Universities exist to enrich and extend human knowledge and understanding. Lack of quality education means bad impact on economy of Pakistan. So, if the level of education will be high the economy growth will be more. So we should give them latest training for update their knowledge. If the training will give to teachers their motivation level will be high. And if they are motivated so they will be satisfied for their jobs. And will be committed to do something for their organization and country.

Purpose statement
The purpose of this quantitative survey will be to test the theory of The impact of training on employee performance for teachers at Pakistan. The data will be collected from the teachers of 3 universities in Lahore. The independent variable Training and dependent variable Employee Performance will be generally defined as Do training really play a role for batter employees performance.

M.Waqas Akram BCH (10022)

Superior University

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Significance
The study will be significant in many ways. Firstly, the proposed study will help the organization to fulfill their need of training. Furthermore the unique findings of the study may also help to increase employees performance, increase efficiency of work, and update their knowledge etc. Secondly, this study will help to access the needs of training to their employees. Especially for the developing countries like Pakistan, where the trainings are not given to their employees in many organizations. Thirdly, least research has been found on the impact of training on employee performance. Thus identifying those Training will leads to teachers performance would be a significant benefit for the management of the organizational and similarities it will enhance the quality of the organizations. By the help of this research many universities will came to realize the employees need of training.

Literature review
Training is very compulsory for the every employee. Employee development is something that most people imagine as intrusive all-day group training sessions. Unfortunately, this dreaded approach to employee development is just the opposite of how employee development should occur and feel to employees. Employee development can manifest itself in many forms of training, evaluations, educational programs, and even feedback. If executed correctly, the effects of training on employee performance can often encourage growth within the worker and the organization itself (Nickels,2009). In addition to George (2003) said training and development boost the morale of employee upgrade skills, improve their performance and gives them to opportunity to get lucrative jobs and excel in their jobs also. The findings shows that the training aimed at providing the trainee the opportunity to changing their behavior and contribute to their effectiveness and upgrade their skills. Training leads to increase productivity. It increases the quality of work.
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Training job satisfaction and employee performance

The commitment of any organizations and firms is to achieve the higher productivity whereby the employees as functioning organizational system. The idea that motivated and committed workers are the essential condition for accomplishing the organizational goal. The human resource management practices 47 or HRM practices have to be addressed in this position, in order to examine the behavior and performance of the employees. This paper proposes that the certain human resource management practices create the favorable approach on the job satisfaction which will be explicated reversely on the turnover. Three main variables of HRM practices namely supervision, job training and pay practices have play a crucial role to enhance job satisfaction of employee. The strongly positive relationship between HRM practice and job satisfaction provide a wisdom way on how an organization can motivate an employee to work efficiently. In addition, the negative relationship of HRM practice and turnover is clearly enlighten the important of providing a good supervision, training, and pay practice in order to reduce turnover rates of employees. Besides, job satisfaction is directly effect on turnover with negative relationship. In other words, job satisfaction can reduce turnover of employee when there is high job satisfaction, vice versa. Thus, the organization needs to take a consideration about job satisfaction and apply HRM practice in the workplace in order to reduce turnover and gain the organization goals. (Mudor, tooksoon 2011). But in opposition Halepota (2010) said factors that affect employee job satisfaction in public sector. Conceptual approach followed to understand employee perception about factors i.e. procedural justice, job training, esprit de corps, and job clarity. Findings from this study demonstrated that employee perception of organizational justice, trainings provided on job and level of team work in public health organization has significant positive impact on job satisfaction.

M.Waqas Akram BCH (10022)

Superior University

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Training, motivation and employee performance

The employees motivation is very important for retaining the employee for long term. One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills. In fact, this opportunity to continue to grow and develop through training and development is one of the most important factors in employee motivation. There are a couple of secrets about what employees want from training and development opportunities, however. Plus, training and development opportunities are not just found in external training classes and seminars. These ideas emphasize what employees want in training and development opportunities. They also articulate your opportunity to create devoted, growing employees who will benefit both your business and themselves through your training and development opportunities (Heathfield,2009). But in addition to Malik, Ghafoor(2006) said employee motivation and organizational effectiveness. Employee performance has a positive relation with organizational effectiveness and employee motivation has also positive relation with organizational effectiveness. There is a relation among these variables but strong relationship does not exist.

Training POS and employee performance

Organization spent a lot of time and money on hiring and giving training to an employee. and if organization spent money on employee how can be he become an organizational supporter, Despite being unable to compare observed score differences in pre-training and post-training perceived organizational support, this study did reveal that the event of training soldiers in foreign language changed the way they conceptualized organizational support. This change could impact their training transfer and their commitment to the military. In addition, this research indicates that respondents perceptions of certain negative variables became more dissimilar after training. (Meade, 2006). Although a linkage between the two appears to exist, the linkage is not categorized as strong. But McKnight (2010) said Because of this variation, the two constructs perceived organizational support and organizational support for training do appear to be separate in their respective scopes. Further, one construct does not appear to be a direct subset of the other. However, additional research should investigate the degree to
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which an organizations support for training is related to overall perceptions of organizational support.

Theoretical framework

Job satisfaction

Training

Motivation

Employee performance

POS

Research objective
Main objective
To determine the impact of training on employee performance in higher education sector of Pakistan.

Sub objective
To determine the relationship between training and job satisfaction To determine the relationship between training and motivation To determine the relationship between training and perceived organization support To determine the relationship between job satisfaction and employee performance To determine the relationship between motivation and employee performance To determine the relationship between perceived organization support and employee performance
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Research Questions and hypothesis

H1: There is relationship between training and job satisfaction Ho: There is no relationship between training and job satisfaction H2: There is relationship between training and motivation Ho: There is no relationship between training and motivation

H3: There is relationship between training and perceived organization support Ho: There is no relationship between training and perceived organization support

H4: There is relationship between job satisfaction and employee performance Ho: There is no relationship between job satisfaction and employee performance

H5: There is relationship between motivation and employee performance Ho: There is no relationship between motivation and employee performance

H6: There is relationship between perceived organization support and employee performance Ho: There is no relationship between perceived organization support and employee performance

M.Waqas Akram BCH (10022)

Superior University

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Methodology
In this proposed survey based Quantitative study the impact of training on employee performance will be explore. And positivism paradigm will use. This research study will be conducted to explore the relationship between the training and employee performance. Data will be collected through questionnaire. 150 Questionnaire will be used to collect the data. 50 Questionnaire will be filled from each university. The time frame for the study is from January 2012 to March 2012. The targeted population will be teachers from different universities. Structured Questionnaire will be used as research instrument and closed ended questions will be asked from respondent. And after collecting the data, for data analysis SPSS software will be use.

Limitation and delimitation

Because I am a student of superior university Lahore I have low resources. Due to limited availability of resources, the study is limited to the population size of only Higher education sector in Lahore.

Ethical consideration
During my completion of this research proposal the ethical issues will kept deeply in consideration since the project started and till now. And the ethical considerations which are mention below will be kept under consideration during the research process. It is been insured that this study will give benefits to every individual. It is been insured that the participants would not be marginalized or disempowered at any step. The studys purpose is to made easy for the reader and respondent because they can avoid any ambiguity The respondent will be allow while data collection that he can quit any time

M.Waqas Akram BCH (10022)

Superior University

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Before data collection it is your duty to give full information about your research. That it can make clear for him The consent form will be signed from respondent and researcher both. In order to avoid any interruption prior time adjustment will be made for the flow in research site. The respondent will make sure by you that data will be kept secret The permission will be taken if you want to save the data as your ownership The coding and anonymous form will be released so that the reader would determine by himself the credibility of the study.

M.Waqas Akram BCH (10022)

Superior University

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References

Benson George 2003, ouuupational stress. Donald Nickels, M.A, The Effects of Training on Employee Performance, Hamdia Mudor1 Phadett Tooksoon, Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Page no 41-49, (2011) Jamshed A.Halepota, Zahir Irani, The Impact of Organizational Antecedents on Employee Job satisfaction. An empirical Evaluation of Public Sector Employees in Pakistan, (2010) Mark A. McKnight, Ph.D., TRAINING AND PERCEIVED ORGANIZATIONAL SUPPORT: AN ANALYSIS OF THE IMPACT OF THE ORGANIZATIONAL TRAINING SUPPORT INDEX AND THE SURVEY OF PERCEIVED ORGANIZATIONAL SUPPORT, (2010) Prof. Dr. Muhammad Ehsan Malik, Muhammad Mudasar Ghafoor, ORANIZATIONAL EFFECTIVENESS: A CASE STUDY OF TELECOMMUNICATION AND BANKING SECTOR OF PAKISTAN, vol no 2, (2011) Susan M. Heathfield, Training and Development for Employee Motivation and Retention, (2009) Torrey Rieser Mullen, Christy Kroustalis, Adam W. Meade, Assessing Change in Perceived Organizational Support Due to Training

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Superior University

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