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SUBMITTED TO: DR.ABDULLAH
SUBMITTED BY: SYEDA RIDA FATIMA (62123)
 TABLE OF CCONTENT
ABSTRACT:………………………………………………………………………………………….4
INTRODUCTION:.............................................................................................................................4
PROBLEM STATEMENT:...............................................................................................................5
PURPOSE OF THE STUDY:............................................................................................................5
RESEARCH OBJECTIVES:.............................................................................................................6
RESEARCH QUESTIONS:...............................................................................................................6
SCOPE OF THE STUDY:..................................................................................................................6
CONTRIBUTION TO THE STUDY:...............................................................................................6
LITERATURE REVIEW:.................................................................................................................7
1. TYPES OF TRAINING:.................................................................................................................8
• Retraining:...................................................................................................................................8
• Creative thinking training:...........................................................................................................9
2. INDIVIDUALS BENEFITS FROM TRAINING:..........................................................................9
3. HR NEEDS OF TRAINING:........................................................................................................10
4. TRAINING OBJECTIVES AND PLAN:.....................................................................................11
5. TRAINING DESIGNING:...........................................................................................................12
6. TRAINING DELIVERY:.............................................................................................................12
7. ON THE JOB TRAINING:..........................................................................................................12
8. MENTORING:.............................................................................................................................12
9. INTERNAL BASED TRAINING:...............................................................................................13
10. Seminar and lectures:....................................................................................................................13
11. Off the job training:......................................................................................................................13
12. Vestibule training:........................................................................................................................13
13. Lecture:.........................................................................................................................................13
14. Demonstrations:............................................................................................................................14
15. Employee performance:................................................................................................................14
Factors of affecting on employee performance:..............................................................................14
16. Experience:...................................................................................................................................14
17. Work home-balance:.....................................................................................................................14
18. Interaction with manager:.............................................................................................................15

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 19. Goals settings:..............................................................................................................................15
20. Relation between training and employee performance:................................................................15
CONCEPTUAL FRAMEWORK:...................................................................................................16
HYPOTHESIS:.................................................................................................................................16
LIMITATIONS:................................................................................................................................17
METHODOLOGY:..........................................................................................................................17
21. RESULTS AND DISCUSSION...................................................................................................17
REGRESSION..................................................................................................................................18
MODEL SUMMARY.......................................................................................................................19
RELIABILITY STATISTICS...........................................................................................................19
CORRELATION ANALYSIS...........................................................................................................20
CONCLUSION.................................................................................................................................21
REFERENNCES...............................................................................................................................22
QUESTIONIER……………………………………………………………………….........24

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IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE IN
TELECOM PAKISTAN

ABSTRACT:

The main object behind training is to assist employee with regards to fundamental of their job
role and its vital part of HR. If the aspiration of funding to training is substantially precise in
extent, the expertise and potential is going to refine properly. In telecom sector specifically, the
skillful employees are crucial for every organization to execute successfully and effectively;
additionally it turns out to be significant competition and in current environment the interest of
training is important so that firm has well trained workers. A research took place at Telenor
Pakistan where the outcome of training and development performance of the employees were
analyzed, data set of 50 employees were taken for assessment through software SPSS. The
analysis was done using 3 methods regression, correlation and reliability.

The research show 3 variable which effects employee’s performance which are:

 Training design
 On the job training
 Of the job training

INTRODUCTION:

In this new era every organizations is trying to compete each other or their competitors in the

same trade. As a result of many analysis and research it is found that it is a core performance of

human resource which is training and worker performance. It is HR department responsibility to

look for the ways how to achieve organization goals and how to penetrate prolong in the market.

Without training workers do not have edge on their duties. Training is the basic want in any

organization in today’s world. . Organizations notice that training programs are important for

workers performance and by this they will simply gain their competitive edge in the market ,

additionally in previous researches, it's proven that these training programs facilitate to realize

how achieve goals strategically.

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 The advantages of training for employees is to face challenges more efficiently with in the

proper time and to help other employees effective training programs facilitates in developing a

more improved and convenient learning atmosphere for staff and the workers. Lacking of

productivity and decrease in turnover can be controlled by training and development of the

employees.

It has a direct reference to the workers performance if we increase the ground of training

program’s for the workers this will result in a big area and results in increase productivity of the

organization. Improved ability, information and talent of the employees are the results of training

[ CITATION baj16 \l 1033 ].

The main advantage of training is to boost information, skills and behavior towards the tasks

that is said to their work. it's additionally vital issue to each short and long run edges for the

businesses likewise as individual.

PURPOSE OF THE STUDY:

In this new period of difficult challenges between the organizations in the market the most ideal

approach to beat the competitors is the preparation of their workers with the goal that they can

give efficiency to the organization and upgrade their performance. This development has not

exclusively been constrained on innovation but it has increased efforts involved to development

of structure of human resource. My main purpose is to fill the gap between training and

developing programs being adopted by telecom sector Telenor Pakistan.

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PROBLEM STATEMENT:

Training and development plays a vital role in developing employees and directly effects the

performance of an organizations and it workers, but training and development is very vast

domain which is not being discovered completely in developing countries as well as in Pakistan

which is the big question mark (?) for growing organizations. So this research will help to

overcome this gap by examining training methods specifically in telecommunication Sector

Pakistan.

RESEARCH OBJECTIVES:

1. To check the impact of training style on worker performance.

2. To see impact of On Job training on worker performance.

3. To see impact of off job training on worker performance

RESEARCH QUESTIONS:

1. How the training style result on worker performance?

2. What are the impact of the training on worker performance?

3. How Off Job training considerably impact on worker performance?

SCOPE OF THE STUDY:

This study is primarily conducted to know the impact of training on the workers of Telenor

Pakistan. It is second biggest versatile telecommunication company in Pakistan more than 2050

staff. The analysis evaluated the employee’s performance of staff of Telenor branches of

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Karachi. Also, this analysis is a cross-sectional study during which information was analyzed as

a selected time.

CONTRIBUTION TO THE STUDY:

• Training is as a very important element for workers.

• Training facilitate to develop management system which boosts strength and growth of the

company.

• Training programs enhances the data of employees and facilitate them to arrange by skills.

• This analysis can help to understand the importance of training to management.

• This analysis helps to planning better programs for the higher and effective results.

LITERATURE REVIEW:

Training and development is the most significant a part of Human Resource Management

[ CITATION woo05 \l 1033 ] . It is the most important factor that tells us where basically we need the

training, what kind of training, where we are lacking than build strategy that a way to implement

them finally judge the results [ CITATION raj11 \l 1033 ] The main advantage of training is to boost

information, skills and behavior towards the tasks that are associated with their work. It is

additionally the vital inspiring issue to each short and long terms enhancements for the

organization still as individual. Training and Development makes sure to remove the gap

between present performance and future performance.

Training includes the differ worked designs of each giving attention to form and simple ways in

which to put on down learning and on the opposite hand training likewise empowers the firm to

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regulate with the changes that meet the tastes and downsizing of shoppers [ CITATION dru11 \l

1033 ].

Now a day, the managers of every organization are doing their best efforts to improve their

employee's abilities by providing them a competitive work conditions. They are eventually

arranging the effective training programs for them to improve their abilities, knowledge to reach

their desired goals and goals. [ CITATION And033 \l 1033 ]. The effort by the upper (system where

things or people are in separate levels of importance) not only improves the performance of staff

but also on the other hand it will also help [ CITATION raj11 \l 1033 ]to improve the image of the

firm across the world [ CITATION jia \l 1033 ]. According to [ CITATION gro04 \l 1033 ]. Training

must be tended to such that is caterer the needs of workers performance and is as per their sets of

expectations. They should also recognize the methods of training which apply a great effect on

the staff at their workplace, so further he/she can be easily willing to their duties in a way that

produces a lot with very little waste.

[ CITATION col02 \l 1033 ] Mostly training programs are organized for success, well-being and

safety at work place and for self-improvement, so to build up their staff firms using people to

train them. Most of the companies are aware of this needed thing and put action and different

property in training programs.

According to [ CITATION cal001 \l 1033 ] companies developed the training programs by watching/

noticing/ celebrating/ obeying the firm missions and targets are very skillful or not and training

can't just change the ability of work-force concerning present place of employment as well as to

help to make the happiness (from meeting a need or reaching a goal) of future responsibilities, so

this way it's process can't ignore by the firms.

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TYPES OF TRAINING:

[ CITATION baj16 \l 1033 ] discussed some kinds of training in their books, mentioned as:

• Retraining:

Maintaining worker learning and skill as employment requirements simply because of

technological advancement and structure reconstruction.

• Cross purposeful training:

In cross functional, there are various tasks for the worker to perform higher and to improved

coordination.

• Creative thinking training:

This training involves advance learning systems to boost staff capability to come up with new

thoughts and new methodologies.

INDIVIDUALS BENEFITS FROM TRAINING:

There are Huge change of benefits of training [ CITATION col02 \l 1033 ] wrote these benefits

below:

Training improves the boldness and mood of the workers and in addition (gives a reason to do

something) them to work quickly. Training decrease the employee turnover and training

programs enhance effectiveness and proficiency of staffs. Staff stay up up to now with new

innovation and so utilize gift ones throughout an accurate suggests that. So eventually there's a

less consumption of money, capitals and time once staff are completely trained [ CITATION

Des05 \l 1033 ]

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Also [ CITATION sim02 \l 1033 ] states that worker training programs improve basic experience of

workers of workers and have interaction them to handle their tasks freely, in different big picture

a well-prepared workers are going to be all around with their duties and later need less of

management. [ CITATION cal001 \l 1033 ] the many mistakes happen as a result of a different

workers don't have the data and talents that complete the need for his or her job. Non- stop

training programs (promise that something will definitely happen or that something will

definitely work as described) that the workers adopt the correct experience at right time.

Making a group of cross-trained staff support to fill holes if somebody out of the rules from the

organization. This leads us to know where the worker is lacking for example service, sales,

operations and management. Cross-training also encourage help as staffs welcome problems,

delays, etc. faced by co-mates[ CITATION gro04 \l 1033 ].

[ CITATION gre031 \l 1033 ] educational program influence the employees to feel happier with what

they perform within the company. this is often determined by the vast capability they obtain to

perform their duties. They believe they to learn with the firm that they work for and therefore the

best thanks to compensate it by delivering the foremost wonderful management they'll.

Most of the employees have some flaws in their work surroundings, that threat them for

delivering the most effective yield. training facilitate with getting rid of these flaws, by

reinforcing worker experience and dissolving internal hindrance [ CITATION baj16 \l 1033 ] A well

managed training programs provides worker to extend learning. It means that hands is constant

therefore the firm doesn’t got to rely on exacting worker [ CITATION bed02 \l 1033 ].

To organize systematic training it’s important to decrease amount training. On the off probability

that if employees gain data through conducting tests. they're going to take a additional extended

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time and even won't possible to realize right techniques for doing work. Here training deals with

everybody of those things smaller thanks to decrease the time span of self-adapting [ CITATION

kli15 \l 1033 ].

Training programs to assist expand data associated with job and talents of employees people

level. It extends the prospects of human intelligence and general determine to

employees[ CITATION cal001 \l 1033 ].

HR NEEDS OF TRAINING:

[ CITATION Wog01 \l 1033 ] define 3 different levels of organizations training need includes:

 Strategic level where the top hierarchy decided the needs with the respect to the goals,

problem and mission of the organization.

 Tactical level where the middle level decided the needs with the respect of to the

collaboration between the units of firms

 Operational level where the lower level and the workers decided the needs regarding the

issues inside the organization such as performance individual person. Along the line

programs which are designed for the training needs should focus on the different needs.

Moreover the selection of content of the program and their trainee’s totally hang on the

goals of training programs..

TRAINING OBJECTIVES AND PLAN:

Organization planned some objectives through that they ensure whether or not or not they

training programs are about to be easier or not, so the found out are about to be goes through by

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the four stages: develop the set up, designed training lesson, selection of trainer and so the brace

the trainer [ CITATION zac01 \l 1033 ]. In training found out there's guideline for the effectiveness

of programs for the every beginner and so the trainer. Presently the additional arising with of

training lesson has been drawn, this stage primarily supports the candidate to concrete on the

develop the segments.

In the last 2 stage, used Associate in Nursing recent trainer to begin the training the foremost

important issue is that trainer they have to be wise communication with the trainer and exchange

the data with them effectively, so by the trainer performance their task correct because of attain

in a very positive results.

TRAINING DESIGNING:

Training vogue is basically a bag of instruction for individual training programs which could be

offered by the organization. It need to be organized enough and will be designed to satisfy the

objectives.[ CITATION And032 \l 1033 ]. Objectives that square measure the set for the training is

utilized to shut gap [ CITATION sim02 \l 1033 ].

TRAINING DELIVERY:

When training has been planned, then the best extremely important choices to create this

involves to cover those area where training is needed [ CITATION Nas13 \l 1033 ]. All the activities

are set to boost this job performance of individual. Train new power for complete new

employment after that and growth for the two of us and company do on able to meet worker's

gift and so the long run goals.

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ON THE JOB TRAINING:

On the job training does not price should due to the fact it is conducted internal the organization.

Experience of worker would be frequent criteria, and above all the trainees of the enterprise are

gaining the know-how while earning[ CITATION gre031 \l 1033 ].

MENTORING:

Mentoring is having a extra certified personnel fellow who gives aid and assistance to much less

certified co-workers to beautify his/her performance related to their job. [ CITATION Wog01 \l

1033 ] Mentoring gives is an inward to response to people and character needs of training as it

can be custom-made and if the mentor is the on the spot boss or unequalled of the employee so it

can be legitimate.

INTERNAL BASED TRAINING:

[ CITATION bed02 \l 1033 ] Planned that web-based access correspondence over the corporate

intranets or by mean of the online, training is presently mean being created accessible to the team

to their own explicit work-place. These explicit programs organized by the staff to require care

of his/her skills and elite career. Training programs essentially planned by the staff will gain the

information and head on their enlargement. It supports the staff to remain in reality with

everything running in their business.

Seminar and lectures:

Way of conveying the knowledge of service or products. It can be verbal and/or physical

demonstration not necessary undertaken by a co-employee, it can be presented by another

organization employee [ CITATION Des05 \l 1033 ].

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Off the job training:

Off the job training provides you forum where you can have discussions and it also provide study

material to gain your skills [ CITATION gre031 \l 1033 ]. There are some techniques involve:

Vestibule training:

This kind of training is used to train lower level employees. This training technique is successful

in instructing semi-talented staff. The training is carried out part of task or conference etc

[ CITATION zac01 \l 1033 ].

Lecture:

A way to transfer knowledge at minimal tariff to a forum. It contains in-depth information about

particular topics. The verbal introduction of the data by the coach to huge group of people

[ CITATION Bea04 \l 1033 ].

Demonstrations:

In this training approach the adviser perform the task himself to help workers understand to

achieve the goals. This technique is a blend of picture, lectures and other things; it is very

important for to demonstrate workers how the task is carried out.

Employee performance:

Employees are the essence of any organization. The success of firm depends on the employee

performance system which helps produce excellent service or products by managing

Factors of affecting on employee performance:

Several factors affecting on enhance productivity:

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Experience:

The organization uses expertise of experienced workers to train the employees in gaining

experience however if the productivity has issues then those staff members doesn’t have

experience to fulfill their role [ CITATION And033 \l 1033 ]

Work home-balance:

As the supervisor you might not be affect by the issues your employees has got but the individual

can impact productivity of other workers, manager should be delicate to workers home issues

and assess their problems. If an employee wants some time off to handle the issues then by

allowing them to take that time off show that organization looks after their employees.

Interaction with manager:

If the employees are not criticized by their manager then they won’t be able to judge their

performance. The staff must be trained by the supervisor to deal with positive and negative input.

The programs should be made in odd circumstance targeting the insufficiency of the employees,

so for the workers it becomes stress-free to know if they are doing right or wrong and chance to

enhance their skills.

Goals settings:

Setting goals enable to workers to enhance to performance, manager should set some objectives

that the staff requires to a accomplish, and also enable staff to comprehend what is predictable

from him at every last it is also have to produce benefits to employee inspiration to set

objectives.[ CITATION and03 \l 1033 ]

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Relation between training and employee performance:

[ CITATION far111 \l 1033 ] The performance issues can overcome by undertaking training

programs. For example: The efficient method of improving employee performance is to fill the

gaps between genuine and standard execution.

CONCEPTUAL FRAMEWORK:

ON JOB TRAINING

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 EMPLOYEE
OFF JOB TRAINING
PERFORMANCE

TRAINING DESIGN

HYPOTHESIS:

H1: There is a significant impact of Training Design on Performance Employee.

H2: There is no significant impact of Training Design on Performance Employee.

H3: There is a positive impact of On Job Training on Performance Employee.

H4: There is a negative impact of On Job Training on Performance Employee.

H5: There is a significantly impact of Off Job Training on Performance Employee.

H6: There is a no significantly impact of Off Job Training on Performance Employee.

LIMITATIONS:

In the telecom sector I have focused on Telenor Pakistan because of the time limitation I have

only used 4 factors which analyzes the the results only for Karachi where as in future we can

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target all over Pakistan as well. This research tells us that how these 4 variables can change the

productivity as well as quality of the employee at the work place.

Some other variables which were not discussed (organization performance, job enlargement etc)

METHODOLOGY:
There are two types of strategies qualitative and quantitative. In this study we are using

quantitative study as data is collected by distribution of questioner. This questioner helped to

gather information about the satisfaction level off training been provided to the employees by

Telenor Pakistan. This Methodology can show the abstract framework of this analysis that

embodies the dependent and experimental variable and their relationship. It will also explain the

philosophy, strategy and design of the research. The research philosophy will additionally

interpret in descriptive form.

We are using deductive approach in this research for the collection of data and which will show

the relationship between on the job training, of the job training and training design with

employee performance. , we used to develop hypotheses that rely on previous and current

knowledge.

The sample size we are using is 50. We have collected data from 50 employees of Telenor

Pakistan. In this study likert scale was adopted which had a range of strong disagree to strongly

agree. The results from this study identify the employee point of view. According to Raosoft

software 325 sample size should be filled at 95% of confidence interval and 5% of margin of

error but we have use convenient sampling and used 50 as a sample size.

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RESULTS AND DISCUSSION

The research is based on the data that we have collect through questioner, the sample size of the

collected data is 50 which were distributed among the employees of Telenor Pakistan. SPSS is

the software from which data is collected an examined.

REGRESSION

We have used linear regression in this study because dependent variable depends on independent

variables

TABLE 1:

MEAN STANDARD SKEWNESS KURTOSIS

DEVIATION
EMPLOYEE 4.886 1.409 .756 1.793

PERFORMANC

E
ON JOB 3.12 1.113 .336 -.460

TRAINING
OFF JOB 2.67 1.465 .404 .203

TRAINING
TRAINING 4.64 1.441 .612 -.513

DESIGN

The above ranges in the table should be between (-3.5 to +3.5) which means the data is normally

distributed. In table 1 we can see that only two independent variable which are on the job

training and off the job training has normal data where as other variables have some values

within the range.

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MODEL SUMMARY

TABLE 2:

MODEL R R Square Adjusted R Square

1 .612 .473 .445

The R square in the above table is .473 which means independent variables can predict up to

47.3% variance in dependent variable.

RELIABILITY STATISTICS

TABLE 3:

CRONBACH’S ALPHA NO. OF ITEMS

.569 12

Cronbach alpha should be greater than (0.70) which means data is reliable but over here

cronbach alpha is .569 which is lesser than the required value this mean we have to review

questioner or data again.

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CORRELATION ANALYSIS

TABLE 4:

CONSTRCT BETA T Sig.

ON THE JOB .039 -.391 .697

TRAINING
OFF THE JOB -.012 -.119 .806

TRAINING
TRAINING .214 2.141. .035

DESIGNING

In co-relation analysis shows us weather the variable have significant level or not than we will

see weather significant figure which will further shows us the relationship of dependent variables

with independent variable.

From above table we can analyze that the significant value of on job training is .697 which is

greater than 0.05 which means now we will see beta as it is positive so we will accept our

hypothesis which is There is a positive impact of On Job Training on Performance Employee.

Now as off the job training also have great significant value which is .806 which means now we

will see beta as it is negative so we will accept our hypothesis which is

There is a no significantly impact of Off Job Training on Performance Employee.

Training designing also have relationship with employee performance as value is .035 greater

than 0.05. so we will accept the hypothesis.

There is a significant impact of Training Design on Performance Employee.

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CONCLUSION

The main reason of this research is to find the relationship between the training and the

performance of employees. This research was conduct to know the impact of training in telecom

sector. We choose Telenor for our research sample. The results are evaluated from SPSS

software. The result is analyzed from 50 questioners filled from Telenor employees. The above

results show that all three independent variable have effect on employee performance where as in

past studies we have demonstrated that many other variable also have it effects on training.

REFERENNCES

Anderson. (2003). business and management, issn 2157-6068.

21 | P a g e
Anderson. (2003). issn 2222-1905.

Anderson. (2003). Impact of training onemployee performance.

anderson. (2003). the effect of training on employee performance. issn 2222-1905.

bajram, d. d. (2016). the impact of training and develpoment on employees performance. arena
publications.

Bearedwell. (2004). effects of training on employee performance. international business, 57+2.

bediako, a. (2002). training on employee performance. business and management.

Callahan. (2000). impact of training on employee performance. businessandmanagement, issn 2222-

1905.

cole. (2002). impact of training on employees. emerald.

Dessler. (2005). business and management, issn 2222-1905.

drummond. (2011). impact of training and development on organizational performance. global ,

management and business research.

farooq, a. a. (2011). the effect oftraining on employee performance. business ana management, issn
2222-1905.

Greer. (2003). the impact of training on employee performance. scientific research, issn 1990-9233.

grober, w. c.-1. (2004). the effect of training on employee performance. ( 2222-1905).

guest. (2002). the effect of training on employee performance. businessand management, issn 2222-
1905.

jia-fang. (n.d.). the effect of training on employee performance. 2010: business and management.

kline. (2015). effect of training on workers. 54-76.

Nassazi, A. (2013). EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE. : Evidence from Uganda.

Vaasan ammattikorkeakoulu.

raja abdul ghafoor khan, f. a. (2011). impact of training and development on organization performance.
global journal , management and business research.

simonsen, o. i.-6. (2002). impact of training in employee performance. 2157-6068.

swart. (2005 ). the effect of training onemployee performance. business and management, issn 2222-
1905.

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Wognum, A. A. (2001). Vertical integration of HRD policy within companies. human resorce
international, 4(3), 345-378.

woodall, w. a. (2005). the effect of training on the employee performance. (2 ed., Vol. 52). business
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Zaccarelli. (2001). Impact of training on employee performance. business and management startegy,
issn 2157-6068.

QUESTIONAIRE
General:

Q1: Name

Q2: Gender
 Male

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  Female
Q3: Age
 18-25
 26-35
 34-41
 41 and above

Part 1: Training design Questionaire

This questionnaire is taken from the journal “the impact of training

development on employee performance” evidence by aidah nassazi
(2013). The numbers 1 to 5 indicate your opinion about the questions.
Please circle the number below:
There is a clear view of training objectives in conducting training
program in your company.
1 2 3 4 5
Training objectives is the basis for measuring effectiveness of the
training in knowledge, skills and attitudes expected of trainees.
1 2 3 4 5
Validity of training objectives is able to link the training which is to be
delivered.
1 2 3 4 5
Part 2: Employee performance
Training improves the performance of employee and gives more
job security.
1 2 3 4 5

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 Training increase employee confidence when performing work
related task after training.
1 2 3 4 5
Training motivates employee to enhance their performance.
1 2 3 4 5
Part 3: On job training
On job training has resulted in higher productivity and financial returns
for the organization.
1 2 3 4 5
On job training has helped to reduce employee turnover in an
organization.
1 2 3 4 5
On job training provides the ability to change methods to improve daily
tasks.
1 2 3 4 5

Part 4: Off job training

In off training interest and motivation are high as real job conditions are
duplicated.
1 2 3 4 5
Off job training can be utilized to train any numbers of employee and
jobs involves risks.
1 2 3 4 5
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Efficiently created programs may add lot of values.
1 2 3 4 5
THANK YOU

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