The Impact of Training and Development On Employee Performance

Running head: DISSERTATION
The Impact of Training and Development
On
Employee Performance
A Study on Celcom Axiata Berhad
Name of the Student
Name of the University
Author Note

1DISSERTATION
Table of Contents
Chapter 4: Findings and Discussion...........................................................................................2
Chapter 5: Conclusion and Recommendation............................................................................7
Linking with the objectives....................................................................................................7
Recommendation....................................................................................................................8
Limitations of the study.......................................................................................................10
Future scope of the research.................................................................................................10

2DISSERTATION
Chapter 4: Findings and Discussion
The frequency table has shown that the number of respondents who are female are 49
whereas the male respondents were 75 in total. This shows that the researcher has taken the
point of view of the male employees so that the research can be conducted in a proper
manner.
From the analysis, it can be seen that the factors that have been considered for the
process of the research are the different demographic factors along with the variables that will
help in analysing the data of the research. Most of the male employees are of the view that
the departments that provide services to the customers with respect to the sale of the products
have participated in the survey in a major manner. The educational background of the
employees who are working in Celcom Malaysia are mostly degree holders who are serving
the organization.
The participants in the survey are mostly the managers of the company who has
provided their valuable feedbacks so that the research can be done in a proper manner. The
tenurity of the managers are more than 5 years, which has helped in gathering the data in a
proper manner. The respondents have also stated that they have a proper knowledge
regarding the developmental policies that are present within the organization, which helps
them in working in an effective manner.
The respondents have also stated that they have received formal training after they
joined the organization so that it can help them in understanding the nature of the task that
they need to carry out. The respondents also stated that they attended the courses in public as
well as within the organization so that it can help them in developing their skills and
knowledge in a proper manner. They also stated that the training impacted on a good manner
on, as it helped them in understanding the objectives and the values of the organization.

3DISSERTATION
The hypothesis has been taken together and tested through the descriptive statistics,
which helps in calculating the mean, median, mode and standard deviation. The mean of job
rotation has come to be 2.412, which states that the value above the number will result in
increasing the performance of the employees if they want to change their job to another
organization. the mean for the training and development has come to be 2.498 that indicates
that the employees who belong to the higher category is in need of training so that it can
result in increasing their level of skills within the organization. The e-learning activities of
the employees has shown a result of 3.512, which states that the employees who are above
the numerical data are interested in the e-learning activities that will result in increasing their
performance within the organization. The employees also stated that the enrichment of their
knowledge will enable them in increasing their performance within the organization so that it
can help them in increasing their level of productivity within the organization. The use of
proper mentoring processes will enable them in increasing their knowledge within the
organization, as they would have a better idea of the work so that it can be done in a limited
period of time.
Descriptive Statistics
N Minimum Maximum Mean
Std.
Deviation
JR2 124 1.0 5.0 2.597 1.1751
JR3 124 1.0 5.0 2.387 .8136
JR5 124 1.0 4.0 2.250 .8227
TD1 124 1.0 5.0 2.097 1.3154
TD2 124 1.0 5.0 2.597 1.0274
TD3 124 1.0 5.0 2.581 .9204
TD4 124 1.0 5.0 2.718 .9590
EL1 124 2.0 5.0 4.040 .9405
EL2 124 2.0 4.0 2.984 .8063
JE3 124 1.0 2.0 1.742 .4393
JE4 124 1.0 3.0 2.435 .5737
JE5 124 1.0 3.0 2.234 .5718
CM1 124 1.0 4.0 2.702 .8262
CM2 124 2.0 4.0 3.161 .7029
CM3 124 2.0 5.0 3.427 1.1629

4DISSERTATION
CM5 124 2.0 4.0 3.161 .5897
EP4 124 2.0 4.0 3.008 .7380
EP5 124 2.0 3.0 2.492 .5020
Job Rotation 124 1.3 4.3 2.412 .5752
Training &
Development 124 1.5 4.3 2.498 .5908
E-learning 124 2.0 4.5 3.512 .6359
Job Enrichment 124 1.5 3.0 2.335 .4311
Coaching &
Mentoring 124 2.3 4.0 3.113 .5309
Employee
Performance 124 2.0 3.5 2.750 .4394
Valid N (listwise) 124
Descriptive Statistics
N Minimum Maximum Mean
Std.
Deviation Skewness Kurtosis
Statistic Statistic Statistic Statistic Statistic Statistic
Std.
Error Statistic
Std.
Error
JR2 124 1.0 5.0 2.597 1.1751 .191 .217 -.506 .431
JR3 124 1.0 5.0 2.387 .8136 .925 .217 .485 .431
JR5 124 1.0 4.0 2.250 .8227 -.317 .217 -1.124 .431
TD1 124 1.0 5.0 2.097 1.3154 1.039 .217 -.077 .431
TD2 124 1.0 5.0 2.597 1.0274 .649 .217 .062 .431
TD3 124 1.0 5.0 2.581 .9204 .744 .217 .043 .431
TD4 124 1.0 5.0 2.718 .9590 .596 .217 .518 .431
EL1 124 2.0 5.0 4.040 .9405 -.141 .217 -1.741 .431
EL2 124 2.0 4.0 2.984 .8063 .029 .217 -1.459 .431
JE3 124 1.0 2.0 1.742 .4393 -1.119 .217 -.759 .431
JE4 124 1.0 3.0 2.435 .5737 -.400 .217 -.759 .431
JE5 124 1.0 3.0 2.234 .5718 -.036 .217 -.345 .431
CM1 124 1.0 4.0 2.702 .8262 .519 .217 -1.179 .431
CM2 124 2.0 4.0 3.161 .7029 -.236 .217 -.947 .431
CM3 124 2.0 5.0 3.427 1.1629 .116 .217 -1.446 .431
CM5 124 2.0 4.0 3.161 .5897 -.049 .217 -.249 .431
EP4 124 2.0 4.0 3.008 .7380 -.013 .217 -1.147 .431
EP5 124 2.0 3.0 2.492 .5020 .033 .217 -2.032 .431
Job Rotation 124 1.3 4.3 2.412 .5752 .547 .217 .518 .431
Training &
Development 124 1.5 4.3 2.498 .5908 .780 .217 .280 .431
E-learning 124 2.0 4.5 3.512 .6359 -.046 .217 -.779 .431
Job
Enrichment 124 1.5 3.0 2.335 .4311 .157 .217 -.856 .431
Coaching &
Mentoring 124 2.3 4.0 3.113 .5309 -.211 .217 -1.296 .431
Employee
Performance 124 2.0 3.5 2.750 .4394 -.146 .217 -.674 .431
Valid N
(listwise) 124

5DISSERTATION
The analysis has been done based on the dependent and the independent variables.
The dependent variable for the research is employee performance whereas the independent
variables are job rotation, training and development, e-learning, job enrichment and coaching
and mentoring. The ANOVA test has been conducted on all the independent variables, which
will help in finding out the association with the dependent variables. The significant value for
the test that has been conducted for job rotation has come to be 0.010, which shows that the
null hypothesis for the test has been rejected. It can be stated that the positive hypothesis has
been accepted, as the rotation of the job among the employees within the organization will
have a direct impact on the performance of the employees.
The ANOVA test that has been conducted for finding the association between the
training and development on the performance of the employees has come to be 0.622. This
shows that there is an association as the significant value is more than 0.005. This shows that
the null hypothesis has been rejected and the performance of the employees can be increased
with the help of training and development that are being offered to the employees within the
organization. The test that was conducted for the e-learning activities have a significant value
of .972, which shows that the null hypothesis has been again rejected. It can therefore be
stated that the performance of the employees will be impacted with the help of e-learning
activities that are provided to them. The e-learning activities of the employees will result in
increasing their level of skills and knowledge within the organization so that it can enable
them in being productive and increase the efficiency of the organization. The performance of
the employees will increase to a great extent with the help of these activities that are being
provided to the employees.
The job enrichment of the employees can only be done with the help of proper
training methods so that the employees can be skilled and use the knowledge that is present
within them in a proper manner, which will enable them to increase their performance in the

6DISSERTATION
organization. The ANOVA test that has been conducted for job enrichment has shown a
significant value of 0.324, which shows that the null hypothesis has been rejected. It can thus
be stated that the enrichment of the job will result in increasing the performance of the
employees within the work place.
The coaching and mentoring process also needs to be available within the
organization, as it will enable the company in increasing the efficiency of the employees.
This would result in increasing the output of the company to a greater extent so that the
customers can be attracted towards the company. It can be seen that the ANOVA test that has
been done coaching and mentoring against the dependent variable that is employee
performance has a significant value of 0.971. This shows that the null hypothesis has been
rejected, as the minimum value had to be 0.005. This shows that the conducting workshops in
a better manner within the organization will result in increasing the level of efficiency of the
employees to a great extent.
Model
Unstandardized
Coefficients
Standardize
d
Coefficients
t Sig.
Collinearity
Statistics
B
Std.
Error Beta Tolerance VIF
1 (Constant) 2.892 .425 6.810 .000
Job Rotation -.195 .075 -.256 -
2.618 .010 .821 1.218
Training & Development .034 .069 .046 .494 .622 .920 1.087
E-learning .002 .064 .003 .035 .972 .908 1.102
Job Enrichment .105 .106 .103 .990 .324 .718 1.392
Coaching & Mentoring -.003 .086 -.004 -.036 .971 .718 1.392
a. Dependent Variable: Employee Performance

7DISSERTATION
Chapter 5: Conclusion and Recommendation
This chapter will focus mainly on concluding the process of research by summarizing
the entire research and linking the objectives that has been taken up for the research. It will
allow the researcher in providing the recommendations that will help in increasing the
performance of the employees within the organization. The gap that has been identified
within the research will allow the researcher in making the recommendations in a proper
manner so that the organization can benefit from it. The survey that had been conducted on
the employees have been analysed, which has allowed the researcher in gaining better ideas
regarding the topic of the research.
Linking with the objectives
To find out the importance of training and development on employee performance at Celcom
Malaysia
The data that has been analysed has shown that the performance of the employees will
be impacted in appositive manner with the help of the training and the development process
that is provided to the employees. The employees need to be provided with the training
facilities in the correct manner so that it can help in increasing the level of efficiency within
the organization. The data analysis has shown that the coaching and the mentoring process
will have a positive impact on the development of the employees so that it can increase their
level of productivity within the organization.
To find out the positive impact of effective training and development
The analysis of the data along with the review of the literature has shown that the
process of training and development has a positive impact on the performance of the
employees. The positive impact of training and development is that it will result in increasing
the level of efficiency of the employees so that the organization can earn a better level of

8DISSERTATION
profit. It will also allow the organization in gaining a competitive advantage in the market
over the rival firms that are operating in the market. The use of better training facilities for
the employees have resulted in enriching the knowledge of the employees so that it can
enable then in increasing the efficiency.
To analyse the improvement in business of Celcom because of training and development of
the employees
The data analysis has shown that the organization will improve the training and
development process for the employees so that it can result in increasing the level of
efficiency of the employees. It will also allow the employees in gaining a better knowledge of
the objectives that are present within the organization so that it can enhance the level of
productivity within the organization.
Recommendation
The training and the development process can be increased within the organization
with the help of certain attributes that needs to be present within the employees. The
organization is successful in the Malaysian market, which attracts employees belonging to
different cultural backgrounds. The employees need to be provided training regarding the
language that needs to be used in the organization. This will allow the company to enhance
the process of communication within the organization. The global manner of the organization
will enable the company in harnessing the best talents that are present in the market so that it
can increase the efficiency of the work place. The language barrier needs to be overcome by
providing better training facilities so that it can result in increasing the power of
communication within the organization. It will also enable the managers in understanding the
needs of the employees so that they can work in a proper manner. This training procedure

9DISSERTATION
will also result in increasing the engagement of the employees within the organization as
well.
The training of the employees also needs to be provided with respect to their
teamwork qualities. It will enable the employees in understanding the importance of work in
a team so that the job can be performed within the least amount of time. This will also result
in increasing the power of retention within the organization for the employees. The
performance of the employees on an individual basis will also increase, as the output of the
team will depend on the individual performances of the employees. The individual
performance of the employees will help the team in achieving the results in a better manner
and within a minimum amount of time.
The employees also need to be provided with leadership training so that it can result
in increasing their level of performance. The training on leadership for the company will
result in providing double rate of return on the investment that the organization will do on the
employees. The training of the leaders, in this case the managers and the supervisors in a
proper manner will result in increasing the performance of the employees as well. This will
lead to a better level of competency among the employees within the organization. The
leadership training that will be provided will help in increasing the level of transparency
within the organization that will increase the communication power as well within the
organization. The training to the leaders will result in increasing the trust within the
employees so that they can be committed towards the work and can be retained within the
organization as well.
The employees also need to be provided with emotional intelligence training so that it
can help them in understanding the cynical positions that may arise within the organization.
The increase in the level of emotional intelligence within the employees will result in

10DISSERTATION
increasing the level of effectiveness among them as well. It will help the employees in
understanding the critical situation so that it can be avoided within the organization. The
stressful situations that may arise within the organization can be avoided by the employees by
detecting the root cause through this training.
The employees also need to be provided training with respect to the technique that
will result in increasing the work flow within the company. The training needs to be given by
trained experts so that it can help the employees in gaining a better insight regarding the
methods that will result in increasing the level of productivity within the organization. This
will also result in increasing the level of performance of the employees as well. This training
procedure will also allow the employees to be motivated within the work place so that higher
amount of productivity achieved by them will result in increasing their rewards within the
organization as well. The training procedure will also result in creating a better environment
within the organization so that the employees can work in an effective manner.
Limitations of the study
This process of research was conducted by taking in to consideration certain
limitations that the researcher had to face. The most important limitation that the researcher
faced was the time constraints. The limited period of time that was available to the researcher
has resulted in conducting the process of research in a small manner. The availability of more
time to the researcher would have resulted in conducting the survey process in a proper
manner so that the responses could be collected from a larger sample. This would have
helped the researcher in gaining better insights regarding the topic that has been taken up for
the process of research. Another important factor was the cost that had to be borne by the
researcher. If the cost of the research would have been higher, it would allow the researcher
in gaining access to the authentic company websites so that proper information can be

11DISSERTATION
gathered. The restriction in the cot has limited the researcher from accessing the websites, as
payment needs to be made to view the information.
Future scope of the research
This process of research has been conducted in a successful manner by the researcher.
The data that has been collected for this research along with the primary analysis of the data
can be used by other researchers as a secondary source so that it can enable them in
understanding their research in a proper manner. The use of this research process may not
only be restricted towards the telecommunication industry and can be used for other sectors a
swell by the different researchers in conducting their literature review.

12DISSERTATION
Appendices
Statistics
G
en
de
r
Dep
artm
ent
Ed
uca
tion
Cu
rre
nt
Po
siti
on
Te
nu
re
Awareofthetrain
inganddevelole
mentpolicy
haveyoureceivedand
formoftrainingsincejo
iningcelcom
cours
eatte
nded
howdidthetrainingi
mpactonyourwork
performance
N Va
lid
13
3 133 133 13
3
13
3 133 133 133 133
Mi
ssi
ng
0 0 0 0 0 0 0 0 0
Gender
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
Female 1 .8 .8 7.5
Female 48 36.1 36.1 43.6
male 12 9.0 9.0 52.6
Male 63 47.4 47.4 100.0
Total 133 100.0 100.0
Department
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
Customer service
and Retail 2 1.5 1.5 8.3
Customer service
and Sales 74 55.6 55.6 63.9
Customer Service
and Sales 1 .8 .8 64.7
HR & Admin 17 12.8 12.8 77.4
Project division 30 22.6 22.6 100.0
Total 133 100.0 100.0
Education
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
Degree 82 61.7 61.7 68.4

13DISSERTATION
Dilpoma 1 .8 .8 69.2
diploma 15 11.3 11.3 80.5
Diploma 16 12.0 12.0 92.5
Master 2 1.5 1.5 94.0
spm 4 3.0 3.0 97.0
Spm 1 .8 .8 97.7
SPM 3 2.3 2.3 100.0
Total 133 100.0 100.0
Current Position
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
Asst Manager 1 .8 .8 7.5
Executive 30 22.6 22.6 30.1
Head /Service vice
President 1 .8 .8 30.8
Manager 74 55.6 55.6 86.5
Officer 1 .8 .8 87.2
Senior Executive 17 12.8 12.8 100.0
Total 133 100.0 100.0
Tenure
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
between 3 and 5
years 4 3.0 3.0 9.8
less than 3 years 21 15.8 15.8 25.6
more than 5 lyears 1 .8 .8 26.3
more than 5 years 92 69.2 69.2 95.5
more than 5 year 6 4.5 4.5 100.0
Total 133 100.0 100.0
Awareofthetraininganddevelolementpolicy
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
not sure 1 .8 .8 7.5
yes 123 92.5 92.5 100.0
Total 133 100.0 100.0

14DISSERTATION
haveyoureceivedandformoftrainingsincejoiningcelcom
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
yes 16 12.0 12.0 18.8
Yes 108 81.2 81.2 100.0
Total 133 100.0 100.0
courseattended
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
In House 4 3.0 3.0 9.8
In House and
Public 120 90.2 90.2 100.0
Total 133 100.0 100.0
howdidthetrainingimpactonyourworkperformance
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid 9 6.8 6.8 6.8
Better than before
training 17 12.8 12.8 19.5
Execellent 22 16.5 16.5 36.1
good 35 26.3 26.3 62.4
Good 13 9.8 9.8 72.2
very good 21 15.8 15.8 88.0
Very good 16 12.0 12.0 100.0
Total 133 100.0 100.0
ANOVAa
Model Sum of Squares df
Mean
Square F Sig.
1 Regression 1.779 5 .356 1.911 .098b
Residual 21.971 118 .186
Total 23.750 123
Collinearity Diagnosticsa
Mode
l
Eigenvalue Condition
Index Variance Proportions
(Constant) Job
Rotatio
Training &
Development
E-
learning
Job
Enrichmen
Coaching
&

15DISSERTATION
n t Mentoring
1 1 5.838 1.000 .00 .00 .00 .00 .00 .00
2 .071 9.075 .00 .36 .21 .03 .01 .00
3 .039 12.185 .00 .19 .49 .02 .09 .13
4 .031 13.751 .00 .01 .17 .57 .15 .03
5 .014 20.105 .01 .03 .00 .11 .75 .63
6 .007 29.538 .98 .40 .13 .28 .00 .20
a. Dependent Variable: Employee Performance
Residuals Statisticsa
Minimum Maximum Mean
Std.
Deviation N
Predicted Value 2.314 2.998 2.750 .1203 124
Residual -.8934 .9217 .0000 .4226 124
Std. Predicted
Value -3.625 2.059 .000 1.000 124
Std. Residual -2.071 2.136 .000 .979 124
a. Dependent Variable: Employee Performance

16DISSERTATION

17DISSERTATION