Impact of On-Job Training on Employee Performance

This research study aims to analyze the impact of on-job training on employee performance. The study focuses on the relationship between job training and employee performance, the importance of training, and the theoretical framework. The research methodology includes a qualitative approach with interviews of executives.

Running head: INDEPENDENT RESEARCH PROJECT
Independent Research Project
Name of Student:
Name of University:
Author’s Note:

1INDEPENDENT RESEARCH PROJECT
Table of Contents
1. Background and Introduction:.....................................................................................................3
1.1 Background context:..............................................................................................................3
1.2 Research Problem, Purpose, Aims and Objectives:...............................................................3
1.3 Significance of the Research:................................................................................................4
1.4 Scope of Report:....................................................................................................................4
2. Literature Review:.......................................................................................................................4
2.1 Background and information:................................................................................................4
2.2 Job Training:..........................................................................................................................5
2.3 The importance of training on the job:..................................................................................6
2.4 Employee performance:.........................................................................................................7
2.5 Explanation of the independent variable:..............................................................................7
2.6 Explanation of the dependent variable:.................................................................................8
2.7 Theoretical framework:.........................................................................................................8
3. Research Methodology:...............................................................................................................9
3.1 Methodology:.........................................................................................................................9
3.2 Research Philosophy:.............................................................................................................9
3.3 Research Approach:...............................................................................................................9
3.4 Research design:....................................................................................................................9
3.5 Population sampling and sampling technique:....................................................................10

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3.6 Data collection:....................................................................................................................10
3.7 Analysis:..............................................................................................................................10
3.8 Ethical considerations:.........................................................................................................11
3.9 Limitations of the research:.................................................................................................11
4. Discussion and Analysis:...........................................................................................................12
5. Recommendations and implementation:....................................................................................15
6. Conclusion:................................................................................................................................18
7. References and Bibliography:....................................................................................................19
8. Appendix:..................................................................................................................................23
Interviewee 1:............................................................................................................................23
Interviewee 2:............................................................................................................................26

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1. Background and Introduction:
1.1 Background context:
In the world of today the organisations aim to manage their businesses and profits
properly. There are different types of changes which have taken place in the internal as well as
external business environment. This has happened due to several factors. For the sustainability of
the dynamic conditions of business and perform in a suitable manner, there is a requirement to
possess adequate resources. These include management in the organisations, man power and the
resources required in order to manage all the aspects of the business. In order to ensure that an
organisation is running properly, it needs to be ensured that the employees of the organisation are
happy. For this reason the organisation employs several strategies for the purpose of employee
development. It is commonly believed that the paid on-job training can be used for the
improvement as well as development of the performance of the employees. This particular study
comprises of two major variables which include that of job training which is the “independent
variable and the employee performance which is the dependent variable”. Recruitment and
selection is basically the concept of attracting individuals on a timely basis in order to help
attract suitable qualifications. The selection of candidates is possible only when there is the right
calibre of candidates available for the respective post (Almeida, Behrman & Robalino, 2012).
1.2 Research Problem, Purpose, Aims and Objectives:
It is seen that the companies at present have to experience issues due to the constant
change in the business environment which is responsible for forcing the organisations to adapt
their environment and members to the concept of sustainability. The performance of an
organisation depends on the human resource applications. The link amid the productivity of the

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employees and training on the job, the performance of the “employees and job training” and also
the job satisfaction of the employees and their training is to be studied. The research aims to
study all the respective areas of the study.
1.3 Significance of the Research:
It has been seen that the researchers and several theorist have try to expand a connection
between the “paid on-job training and also the performance of the employees”. The study in this
connection aims to emphasize the main factors which develop a connection between the training
on the job as well as the performance of the employees. It is crucial to develop and conduct such
a research because the organisations need to understand the implications of their on job training
facilities on the employees and their retention.
1.4 Scope of Report:
The scope of the report is quite significant because there are organisations all over the
world which rely on the training of their employees in order to ensure that the people who join
their organisation stay and do not leave for any personal reasons.
2. Literature Review:
2.1 “Background and information”:
In the new and better world of business, it has been seen that the organisations experience
a lot of challenges in the sustainability of the challenges in the business. It has been seen that the
literature states the crucial importance and understanding of the training facilities or programmes
which help in the improvement of the performance of the employees. Such training programs
also help in the improvement of employee performance. Thus it is crucial for the employees to
take part in the procedure of training in the organisations. The retention capability of the

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workforce is also increased and therefore more and more employees stay in their respective
companies due to increasing interest in their jobs.
2.2 Job Training:
“On the job training also known as OJT” basically concerned with teaching specific
skills, knowledge and the competencies which are required for the employees in order to perform
a specific job within the place of work as well as the work environment. Employees can learn in
a particular “environment where they can practice the knowledge and the skills which are taught
in the training”. It is seen that employees experience different types of experiences on their job.
There might be different places in which the employees get their job training. The main objective
of the on-job training is the competent performance on the job which the person is teaching.
There can be different facets of employee training and these might include interpersonal skills,
policies of the companies, requirements of the company and also training and leadership. It is
aimed that the employees get a proper amount of training on their job and also get an
understanding of the situations which they might have to face in their respective offices in the
future (Butterworth et al., 2012).
The main aim of on-the-job training is aimed at overcoming the gap between existing
performance and desired performance. It is seen that the training programs aim at the
improvement of the performance of the employees. Training is useful in the utilization of the gap
among the standard and present performance of the employees. There are different utilizable
methods of providing on job training. This can be by mentoring, coaching, participation of the
people of the office and so on. Training makes the employees competent enough in order to
ensure that they are capable of understanding the newer capabilities which are demanded in their
place of work due to the changing times. It is also responsible for the enhancement of the

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capabilities of the employees to deal with the customers effectively and have an overall positive
approach in their work (Carnevale, Smith & Strohl, 2013).
It is considered that training is basically a considered intervention which aims at the
improvement of the job performance of the employees. The overall programs help in the support
of the employees in the reduction of the level of frustration of the employees as well as their
respective anxieties which are related to their job. In case the employees are not able to grasp
their training properly, it becomes difficult for them to cope up with the additional
responsibilities at work with the passage of time (Terera & Ngirande, 2014).
2.3 The importance of training on the job:
There are employees in organisations who have weaknesses in the skills which are
required in their place of work. “A training program allows the employees to develop their skills
and the development program brings all the employees to a higher level so that they have similar
skills and knowledge”. This helps in the reduction of any weak links in order to understand the
basics of the tasks and work. It is an obvious fact that the employees who receive the necessary
training is better capable of the job performance. The individual concerned becomes much more
aware of the safety practices and proper procedures for the basic tasks. The training also helps in
building the confidence of the employees as they have a strong understanding of the industry as
well as the responsibilities on the job. The confidence which is acquired as a result of the
increased performance and newly acquired skills helps in better achievements (Yang, Wan & Fu,
2012).
Consistent training also “ensures that the employees possess a consistent experience and
background information. The amount of consistency is relevant for the basic policies and

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procedures of the organisation. The employees need to be aware of the expectations and the
procedures which are existent within the company. This includes proper safety, discrimination
and administrative responsibilities as well”. Employees who experience the feelings of
appreciation and are challenged by means of training opportunities have higher chances of
feeling satisfied towards their jobs (Phillips, 2012).
2.4 Employee performance:
Based on the different researches which have been conducted it has been seen that the
employees who are satisfied to a certain degree with their jobs have a better performance in their
respective jobs which results in high retention of jobs and the contended workers. It is also seen
that the workers who have high rates of turnover and are always unsatisfied with their jobs need
to be motivated in order to help them in the achievement of the desired targets.
2.5 Explanation of the independent variable:
The independent variable which is to be considered in this particular scenario is “job
training”. In connection to the independent variable it can be said that the individuals are bound
to give different answers to the different situations as the level of learning or the cognitive skills
of the individuals are bound to vary with each individual. In this situation the independent
variable which is being considered is that of job training. The importance of job training is bound
to be perceived in a different light by different employees. In case the behavioural approach is
adopted it is believed that it is beneficial in case of areas which need problem solving. In case of
cognitive theory it is considered that there can be a better amount of control which can be
established over the work as well as the outcomes of work.

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2.6 Explanation of the dependent variable:
The dependent variable which is to be considered in this particular scenario is that of
“employee performance”. It can be stated that the dependent variable can be properly explained
by means of motivation theory. Based on the motivation theory in connection to the Maslow’s
Hierarchy of needs, there are certain specific needs which are to be accomplished for keeping a
balance in the level of motivation in case of the individuals. Based on the viewpoints of the
different authors it has been seen that the workforce needs to be kept motivated and their needs
need to be met. Effective training also needs to be conducted to help them achieve the company
objectives better.
2.7 Theoretical framework:
In order to implement a proper understanding, the major independent variables of interest
are on the job training, training and development and design of training. It has been studied that
there is a significant and positive relation among the performance of the employees and their
training and work related measures. Training and work related developments help in the overall
development of the competencies of the employees. All the factors which can impact the
performance of the employees need to be carefully studied and understood. In case all the factors
are considered, the employees get better help and feel much more committed towards their work.
The main aim of the training process is to increase the value of the performance of the
employees. Thus all the business organisations need to develop and design the session of training
with proper goals and objectives at the time of focus on the need of the organisations. Therefore
it is the duty of the organisational management to arrange the training in a proper and effective
manner (Sinha & Sinha, 2012).

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3. Research Methodology:
3.1 Methodology:
Research methodology is an organised procedure which is linked to the knowledge of the
research design. The systematic body of research comprises of philosophy, approach as well as
the research design. The procedure of sampling is crucial and helps in the analysis of the findings
of the research. There are two major methods of research quantitative and qualitative. In this
study qualitative research is to be adopted and interview of the executives have been taken and
their responses are to be analyzed (Savin-Baden & Major, 2013).
3.2 Research Philosophy:
Research philosophy helps in gathering information and also in its analysis in a proper
and systematic manner. In this particular research procedure the positivism theory has been
selected. Positivism basically adheres to the viewpoint that only facts which are gained by means
of observation including that of measurement is worthy of trust. Positivism often leads to
observations which are quantifiable and help in the evaluations by means of statistical analysis.
3.3 Research Approach:
Research approach is responsible for the development of the theory and patterns which
are basically impacted by the analysis of methodical data. The research approach which has been
adopted in this particular study is that of inductive approach. This is helpful in the generalisation
of the initial connection between the research and theories of observation.
3.4 Research design:
The aim of the research design is to identify the general plan of research for answering
the research questions which the study majorly aims at. In this particular research design the

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descriptive design of research has been utilized. Importance has also been given in understanding
the characteristics of the samples.
3.5 Population sampling and sampling technique:
In this particular research the non-probability technique of sampling has been employed.
In many cases there are probability sampling techniques which are employed, where each
member of the population has an equal probability of being selected in the sample (Mugera,
2013). The sample sizes are also to be selected based on the aims of the research. In this case
non-probability sampling has been used because only the managers of specific organisations can
answer the questions which are to be asked regarding job training and employee performance.
Five managers of companies are interviewed for this particular research (Smith, 2015).
The research is qualitative in nature. The interview responses are to be studied and the
main issues which are identified with respect to job training and employee performance are to be
studied.
3.6 Data collection:
The data is to be collected from five managers of reputed organisations and this is due to
the reason that they are the best and most suitable people to answer the relevant questions. These
questions are to be formulated based on the requirements of the questions and they need to cover
the entire purpose of the research.
3.7 Analysis:
At the time of the analytical considerations of the topic the idea of paid on-job-training is
a procedure which is responsible for the enhancement of the chances of the future increment of
the employees and the establishment of a proper position. In cases where the employees are

11INDEPENDENT RESEARCH PROJECT
asked to upgrade their respective performance there is the training of newer and better things
which are essential for the overall benefit of the organisation. In this case the non-probability
sampling is to be utilized for the purpose of collecting the relevant sample from the entire
population under consideration.
3.8 Ethical considerations:
There are certain ethical considerations which need to be maintained in case of the
different sorts of research. Certain ethics involved are so much crucial that these are considered
to be the pillars of the foundation of research. In cases where interviews are conducted, there is
no requirement of any manipulation. It is essential in case of interviews to maintain the privacy
of the individuals taking part in the interviews. There is a specific level of privacy as well as
confidentiality which is essential in case of conducting important interviews. Such ethical
considerations were all maintained in case of the interview.
3.9 Limitations of the research:
There are bound to be certain limitations in case of a particular research. In case there
were not any boundaries of time, more people could have been interviewed and this would help
in getting a much more comprehensive understanding of the research problem. There could have
been additional questions which could have been asked to the respondents in order to understand
their opinions regarding the on-job-training and its impact on the employee performance. In case
of the collection of the data it could have been clearly increased in order to get more perspectives
on the chosen topic. It was also not considered that some of the respondents might not have
given absolutely accurate responses in order to keep the actual proceedings of their respective
organisations a secret.

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4. Discussion and Analysis:
The results of the interviews have pointed to some new facts as well as put forward the
idea that the employees need to develop proper understanding of the functions they need to
perform and develop based on the needs of the organization of which they are to be a part.
Managing employees successfully along with their performance has become crucial as the large
and small businesses are taking important interests in the improvement of productivity and
performance. Based on what the managers have stated in their interviews it can be clearly stated
that the employees need to significantly improve the overall performance and management of the
day to day system of their work. The organisational managers need to set clear expectations
based on their requirements for specific job posts. Also it is desirable that performance coaching
is started. There needs to be individual attention which should be given in order to cater to the
needs of the employees by making them capable of improvement of skills as well as aptitudes.
There are certain coaching sessions which the manager needs to discuss by means of which they
can improve their performance (Aruna & Anitha, 2015).
Employee training and development are a crucial part of any proper management
practices as well as strategies of risk management. The following issues as well as the changes in
organisation have the probability of indicating the employee training and development. With the
increase in the need for employee training and development, the time and money which are
available in organisations for the traditional forms of learning in the training courses have
decreased. In order to bridge the gap between the need for training as well as the accessibility
there have been a variety of inexpensive methods which can be employed for employee
development. It has also been seen that employee development opportunities help in ensuring
that the organisation is extremely desirable as a place of work.

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The employees need to be given more and more autonomy in order to ensure that they
remain empowered to push their own limits and become much more productive. The team needs
to be encouraged and they need to invest the time necessary to allow employee engagement and
retention. The importance of feedback is often ignored and therefore proper importance needs to
be given to that aspect of work. Every possible issue which has the capability of impacting
different performance drivers like engagement, motivation and development needs to be
encouraged. Looking after every possible issue in due course of time is bound to ensure long
term performance as well as the productivity along with the creation of a work environment
which is healthy. It needs to be understood that there are goals which need to be set and achieved
for a certain degree of success. There need to be individual performance milestones for each of
the team members as well as for the teams as a whole. This helps in gauging the overall
achievement of the teams in the backdrop of their organisational objectives. Measuring the
performance is crucial. This is helpful at the time an efficient performance strategy is to be
developed (Terera & Ngirande, 2014).
There needs to be a certain level of adaptability and the understanding regarding the
levels of performance. There also need to be certain feedback which needs to be kept in mind at
the time of understanding the specific needs of the organisation. Innovation in the organisation
needs to be given importance as well as commitment to the areas of improvement which arise in
specific areas. The employees need to be made aware of the fact that their actions have the
capability of influencing the overall project or team objectives. There need to be certain
ambitions, thoughts and desires which need to govern people. Therefore the performance of the
employees needs to be impacted in a positive way (Mehta, Kurbetti & Dhankhar, 2014).

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The advancement in technology has become responsible for the conventional methods
being replaced by new age techniques. “Globalization is on the rise and the companies all over
the world are not at all restricted by geographical barriers”. It has also been seen that the
economies are rising and falling along with their constant evolution. There is also the existence
of the human resource function. For the integration of the operations and the strategies of a
business, the role of human resource managers has been seen to be a constantly evolving one. “In
order to integrate the operations and the strategies of the business across a wide array of
products, ideas and services, the role of the human service managers is a constantly evolving
one”.
It can easily be stated that the attraction of suitable talent begins with the planning of the
requirements of the manpower in the organisation. There needs to be a proper gauge of the needs
of the human resource requirements of the organisation. The employer branding is a crucial
aspect of the innovation and capabilities of any organisation as it is helpful in its success. Hiring
of resources is the aspect in which there is the search for relevant locations like finding of
relevant locations to look in as well as to reach out to a maximum of the potential candidates
which is done by the utilization of the mass communication mediums as well as the filtering of
irrelevant applications.
In this connection it can be stated that the importance of training is often neglected as
there is a difference in the way different organisations perform different tasks. It is absolutely
imperative for the HR department of any organisation to help in the incorporation of a training
programme which is due to the help of all the employees irrespective of their definite skill set. It
is desirable that there is the inclusion of an enterprise social networking platform which helps in
the increase of the overall employee engagement.

15INDEPENDENT RESEARCH PROJECT
Training also adds the required amount of flexibility as well as efficiency. The employees
can be cross trained in order to be free in certain aspects of the business. They need to be taught
to be competent in sales, customer service as well as operations and administration. They need to
be kept interested and helpful for the setting of schedules or for taking care of different sorts of
absence in the workplace. Training is crucial for the transfer of knowledge among the staff (Das
& Baruah, 2013).
5. Recommendations and implementation:
It is recommended that the managers of different organisations understand the benefits of
employee training and employee understanding. There are certain business leaders who worry
that they do not possess the time or the money which is crucial for the correct training to take
place. However it needs to be understood that the talented individuals need to be retained and the
programs can pay for themselves by means of cultivation of an efficient place of work. The
search for new employees and bringing them to the level and the speed in the workplace is often
very difficult but development programs are often very helpful in this particular regard. In
addition to the boosting of the engagement of the employees, the concept of training can enhance
the overall competence of the workplace, their competence, their camaraderie and also the
amount of sensitivity.
Training of the staff is essential for the specific purposes which are connected to the
business. It is required that the workers undertake the instructions based on first aid, handling of
booking systems in addition to the other facilities. Those employees who are more satisfied are
bound to stay longer and be much more productive at the time when they are performing in their
respective teams.

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A positive environment for learning is always crucial for success, be it the environment
of a classroom or the environment of an organisation. The environment which an organisation
provides can be a function of an organisational culture or the values attitudes and the beliefs
which are reflected in case of the mission, goals as also the practices. It is necessary to create the
right culture and find employees who have a strong bond with the company so that the
environment attracts such employees. This needs to be reflected in the on job training
requirements as well. Training is required because the different businesses require professionals
who are completely trained as well as certified. Companies need to be paid well in order to
ensure that they are retained by the company as it becomes easy for the employees to shift to
companies which provide attractive compensations.
It has been seen that majority of the employees who receive poor job training are very
much likely to leave their respective positions within a year. They state that it is the lack of
proper skills, training and development which is the most crucial reason for their moving on into
better opportunities. Despite the monetary crunches, there are several benefits of training.
Training helps in the proper running of a business and the trained employees are better equipped
in order to handle the enquiries of the customers and computer systems are also utilized in this
regard. It is usually considered that training is a recruiting tool. The present generation of the
workers are bound to handle enquires of the customers or make a certain sale or utilization of the
development opportunities. Training also helps in the promotion of job satisfaction whereby the
employees are nurtured and they are also allowed to learn newer and better skills. Training is
actually a tool of retention which helps in instilling loyalty and commitment from workers who
can prove to be assets to the organisation. Staff who look or challenges are much more likely to
stay in case they are given offers to learn and stay at the time they are in their companies.

17INDEPENDENT RESEARCH PROJECT
There needs to be the design of training in a proper way so as to adjust to the overall
individual needs of the organisation. Therefore the training programmes should be designed in
order to benefit all the different aspects of the organisational requirements. In case employee
development is worked on from a nascent stage, it helps in preparing the employees of the
organisation for the battles which they might have to face in the future. The training
opportunities which are well run assist the businesses in attracting and also retaining talented
individuals. There needs to be a proper consideration of the tools which are to be needed for
survival of the organisation in the face of immense competition. It is necessary to train
The resources need to be hired in a way that the recruitment strategies are properly put
into action. In the present era there is huge amount of competition due to the gaining of the best
amount of talent in the market. Therefore it is the duty of the HR manager to find the best
possible employee who is suited to the needs of the organisation. Whatever be the requirements,
efforts need to be put in that particular direction.
It is also required that the employees irrespective of their varying levels of merit are
being applauded as well as appreciated. It also needs to be ensured that the talented and best
performing employees are to be appreciated and informed that they are performing extremely
well. This needs to be done at regular intervals specifically during training in order to ensure that
the employees do not feel unnoticed or neglected. It is desirable that the effects of the on job
training be majorly positive so that the employees decide to stay with the company in due course
and the costs of training and replacing employees who have left is collected. For this reason the
trainers need to be skilled as well as the choices taken by the organisation are to be accurate.

18INDEPENDENT RESEARCH PROJECT
6. Conclusion:
The most important objective of the training programs is for increasing the employee
performance in the different organisations. It is desirable for each organisation to design the
training and development sessions of the workers in the form of a regular activity. The aim of the
training programs is to achieve the organisational targets by means of allowing the employees to
achieve such feats. “Training is significant in the building of capacities of the employees for
performance of the jobs in an efficient and effective way”.
Employee engagement is responsible for attracting the different sorts of interest from the
employers across numerous sectors of the economy. In certain respects it can be considered to be
a very old aspiration. There is the need for the employers to find ways and means by which the
employee motivation ad their commitment to the job as well as the organisation can be increased.
There is a greater price to be paid in case the workers are less engaged that the employees of the
competitors based on the state of international competition and the rise in the efficiency
standards of the companies. It also needs to be understood that there needs to be importance
given to the work which is a part of the employee engagement. The major requirements of
success and the procedure of implementation needs to be understood. There is a wider sense of
the techniques of measurement which are required to access the trends in the engagement as well
as the effecting of a certain degree of change. This helps in the affable transformation of
aspiration into action.

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Sinha, C., & Sinha, R. (2012). Factors affecting employee retention: A comparative analysis of
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Hospitality Management, 31(3), 837-848.

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8. Appendix:
This section comprise of the five sets of interview questions and the answers which have
been given by the managers of different organisations. Two of the set of questions and answers
have been shared below.
Interviewee 1:
1. What is the reason behind paid job training?
- I feel that paid on job training helps in retaining great employees as it helps in the
building of loyalty.
2. What do you think about optimum employee performance?
- Optimum employee performance according to me is the maintenance of certain
parameters of the job description as well as catering to the needs of the company.
3. How employee performance effects due to training issues?
- I feel that employee performance can be increased by means of better training and
more accurate understanding of the needs of the company.
4. Why is employee satisfaction required for the sustainable development of the company?
- Unless an organization has employees who are content and satisfied they are not
likely to work for the organization in a proper manner.
5. How is productivity depending on the paid on-job-training sessions?
- In case the paid on-job sessions are developed in line with the requirements of the
company, the employees can perform according to requirements and become much
more dependable and productive.
6. What are the motivational factors aligned with paid on-job training programs?

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- In case the employees are taking part in the paid on-job training programs they have
been seen to stay loyal and devoted to the company.
7. In case of developing skills and knowledge how effective part will be played by paid on-
job training program?
- On-job training programs are extremely effective in ensuring that proper knowledge
about the job and the skills and the training which are required for the job are
developed.
8. What is the future planning of paid on-job training program?
- The on-job training programs need to focus on the development of the employees in
connection to the needs of the organization. I believe that on-job training is set to be
the next important thing in the organizational training and employee retention
scenario.
9. What is the entire cost of this paid on-job training program and how employees will
deliver the amount?
- The entire cost of the paid on-job training is considerable and it varies based on the
requirements of the post for which the candidates are being considered.
10. What are the faculties of paid on-job training and what specialization they provided to
employees?
- There are several facilities of on-job training in terms of the fact that they give
training as per the posts in which the prospective employees are to be placed.
11. Why is job training associated with peer cooperation of employees?

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- Job training I feel, is linked to the peer cooperation of the employees as group
performance and the helping of each other assists in the overall development of skills
and success of the employee development programs.
12. What are the roles and responsibilities human resource team need to convey for the
implementation of this paid on-job training program?
- Some of the important responsibilities which need to be highlighted include that of
attracting talent, hiring resources and focusing on proper employee relations among
others.
13. What are the positive approaches to paid on-job-training process?
- There can be approaches which help the new candidates in understanding the culture
of the organization.
14. How self-efficacy of an employee develops through the paid on-job training program?
- In case a selected employee can absorb all that which is taught during the on-job
training program it is possible for them to emerge victorious amidst the challenges of
their job.
15. In case of gaining competitive advantages, how much importance of paid on-job training
program for employees?
- I consider it to be extremely important.
16. How will the organizational policy change due to the implementation of the paid on-job
training program?
- Paid on job training is crucial in the development of proper policy of the
organizations according to me.

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17. Is intrinsic and extrinsic motivation is related to employees performance? If so, how will
job training impact them?
- Motivation is very much related to employee performance. Job training is benefited
and properly absorbed in case the employees remain motivated towards their work.
18. In case of understanding a problem, what are the cause and effects of paid on-job-
training?
Interviewee 2:
1. What is the reason behind paid job training?
- I feel that it helps in increasing the reputation of the company as an employer who is
caring enough to provide paid training.
2. What do you think about optimum employee performance?
- Optimum employee performance is achieved only when the employees are positive
and properly motivated.
3. How employee performance effects due to training issues?
- In case the employees are suitable then the proper training is even more crucial in
ensuring that their performance is bettered.
4. Why is employee satisfaction required for the sustainable development of the company?
- Unless the employees are satisfied, they will not work properly for the development
of the company.
5. How is productivity depending on the paid on-job-training sessions?
- There are many factors which impact productivity. In paid on job training several
things are taught which help the employees understand the inner nature of their job.
6. What are the motivational factors aligned with paid on-job training programs?

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- Employees who are a part of the training programs feel that in case they learn
everything well on the job their success will be proportional to their acquired
knowledge and skills.
7. In case of developing skills and knowledge how effective part will be played by paid on-
job training program?
- On job training programs are very effective in such a scenario.
8. What is the future planning of paid on-job training program?
- The future of the programs is very bright as they help in making the employees
competent.
9. What is the entire cost of this paid on-job training program and how employees will
deliver the amount?
- The cost is considerable. In case the employees remain devoted to the company and
deliver well they will be able to deliver the amount.
10. What are the faculties of paid on-job training and what specialization they provided to
employees?
- There are several faculties of finance, HR, management among others.
11. Why is job training associated with peer cooperation of employees?
- This is because the peers can support and encourage each other.
12. What are the roles and responsibilities human resource team need to convey for the
implementation of this paid on-job training program?
- They need to set goals, measure performance, get valuable feedback among others.
13. What are the positive approaches to paid on-job-training process?

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- There are several positive approaches but most important is when the employees are
valued.
14. How self-efficacy of an employee develops through the paid on-job training program?
- As the employees become aware of the responsibilities which they need to shoulder,
they can succeed.
15. In case of gaining competitive advantages, how much importance of paid on-job training
program for employees?
- It is of huge importance. This is because the employees help the organization achieve
its objective.
16. How will the organizational policy change due to the implementation of the paid on-job
training program?
- The organizational policy can include the signing of a bond in order to ensure that
employees stay with the organization for a stipulated time point in order to deliver the
cost of training.
17. Is intrinsic and extrinsic motivation is related to employees performance? If so, how will
job training impact over them?
- It is very much related. Job training is bound to make employee performance better
than it could have been previously.
18. In case of understanding a problem, what are the cause and effects of paid on-job-
training?
- On job training is implemented for achievement of better performance and as a result
motivated employees are obtained who remain inclined towards serving their
companies.

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