Impact of Training and Development on Employee Performance: A Report

This report provides an in-depth analysis of the impact of training and development on employee performance, drawing on three key studies. The executive summary highlights the importance of HRM, focusing on staffing, selection, and training. The research question investigates the impact of training on employee performance, with the rationale emphasizing its contribution to business success and competitive advantage. Stakeholder analysis considers employees, shareholders, customers, and competitors. The literature review critiques sources, including studies by Nassazi (2013), Asfaw, Argaw, and Bayissa (2015), and Zwick (2015), discussing methodologies, findings, and implications. The report emphasizes the role of training in updating workforce knowledge, creating a competitive edge, and fostering goodwill. The mixed method approach, including qualitative and quantitative analysis using SPSS and frequency tables, is employed. The findings suggest that effective training programs lead to improved employee skills, increased productivity, and ultimately, enhanced organizational outcomes. The report concludes with recommendations for assessing training needs and providing a supportive work environment.

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EXECUTIVE SUMMARY
The human resources management is considered as the most important field or
department of the business. This covers different aspects such as staffing, selection and training
and development. All these functions are very important through which firm ensures its upward
direction. Present report is based on impact of training and development on performance of
employees which has been completed by considering the three different studies conducted on the
same topic. For this purpose, selected three studies were analyzed. In the study, it was essential
to emphasize on the importance of training and development because that has a direct impact on
performance and productivity facets of organizational employees. Thus, in such context the role
and contribution of training and development aspects are being stated.
The mixed method of analysis were used under the studies such as qualitative and
quantitative under which researcher used SPSS (Statistical Package for the Social Science) and
frequency table both. In addition to this, appropriate sample size has been selected so as to
represent the population.
The findings of study reveals that training and development facilitates to update the
knowledge level of workforce and accordingly they support management in achieving the long a
well as short term objectives. It aids to create competitive edge of the business and also support
the same to build goodwill in the marketplace.
The management of organization should effective assess the training need among
workforce and hire the expert personnel for offering training. It would be effective to understand
their issues and provide the comfortable work environment so as to work with integration.
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TABLE OF CONTENTS
2.1 Identifying the area....................................................................................................................4
Research question........................................................................................................................4
Rationale of the study..................................................................................................................4
Stakeholders analysis...................................................................................................................5
2.2 & 1.1 Critiquing the sources......................................................................................................5
2.2 & 1.1 Analyzing the findings.....................................................................................................8
3.1 Conclusion and recommendations.............................................................................................9
Recommendations......................................................................................................................10
REFERENCES..............................................................................................................................12
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2.1 IDENTIFYING THE AREA
Human resources management is considered as the most important aspect for the business
through which all business activities are integrated by the association of several kind of people.
The major functions covered under the HRM are staffing, compensation, performance appraisal
and training and development as well as building good employee relationship. It plays vital role
in deriving growth of the business and support corporation to align all business related activities
in the direction of higher level of development of the business. These basic HRM functions are
important for the successful operation of the business because of its contribution towards the
higher level of growth (Armstrong, 2009).
The current research is based on training and development and its direct impact on the
employees performance. It assists corporation to determine higher level of growth with the
association of highly skilled personnel and imparting good quality of knowledge among them
(Ongalo and Tari, 2015). Hence, the selected areas for the research in the HRM is training and
development which plays vital role in assisting personnel and providing them right kind of
environment so as to ensure their 100% contribution towards the success of the business. The
first study is on “Effects of training on employee performance” and the second one is “the
impact of training and development on employee performance and effectiveness” and the third
one is on “impact of training and development on employees performance” (Zwick, 2015).
These studies are conducted on the same topic to ensure to understand the impact of training and
development on performance of workforce (Malik, Ghafoor and Naseer, 2011).
Research question
What the impact of training and development on performance of employees?
Rationale of the study
The rationale behind selecting these sources or topic is importance of training in
contemporary world that how it is contributing towards the success of the businesses. Without
implementation of such kind of program, it is not possible for businesses to determine the growth
of the businesses. However, it is the only learning program whereby workforce come to know
about the new practices of completing the work and bring innovation to the organization for the
purpose of creating its competitive edge in the marketplace (Khan, Khan and Khan, 2011). It
leads to meet the expectations of large stakeholders and provide them better services or product
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as per their requirement. Owing to this, selected areas of HR is significant due to its contribution
towards the long term success of the business via updation among personnel on time to time
(Rahman, Ng, Sambassivan and Wong, 2013). The completion of current research would be
more effective in addressing the issues which are being faced by researcher or companies in
building the competitive edge in the marketplace.
Stakeholders analysis
There are several stakeholders associated with the project which affect the performance
of the business to a great extent. However, shareholders play important role in determining the
success of the business as they invest their financial resources so as to earn higher rate of return.
The current project or report covers the influence of topic on stakeholders such as employees,
shareholders, customers and competitors (Malik, Ghafoor and Naseer, 2011). For example,
trained and experienced workforce contribute better towards the success of the business. Owing
to this, it is important to consider the impact of training and development on performance of
workforce. This would be highly effective in case workforce are provided right kind of learning
program for their better performance.
In this domain, the concept of stakeholder mapping can be applied which defines the
need of involving stakeholders in organization. Stakeholder mapping can be done through four
simple steps:
 There must be proper identification of stakeholders so that their interest and contribution
in the organization can be ascertained accordingly.
 Further, stakeholder analysis is essential through considering impact and influence. This
can also effect organizational work processes and at the same time their contribution can
also be ascertained accordingly.
 Next is to plan and manage stakeholder communication and reporting and through this,
their contribution in organizational performance can be encouraged accordingly.
 There must be proper engagement of all the stakeholders in company’s prospects as they
are entitled to hold the same position.
Hence, in this way the organization will be able to carry out all the activities in suitable manner.
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2.2 & 1.1 CRITIQUING THE SOURCES
The literature review is considered as the important section of the report which provides
in-depth information related to the topic. The literature review of the current research report has
been completed by considering different aspect associated with the research. The entire literature
review of the report has been focusing on impact of training and development and critical
evaluation of all selected articles. It has been covered one by one-
Nassazi, A., 2013. Effects of training on Employee performance. Evidence from Uganda.
Business Economics and Tourism. pp. 57.
Nassazi (2013) conducted the research and found that training program of workforce is
important for their continuous development of skills. It will help to improve their current level of
knowledge and make them more independent so as to ensure the work is being completed on
time. He further explained human resources management in the following form.
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(Illustration 1: Source: Nassazi, 2013)

The aforementioned graph is showing that training and development is the most
important section. However, instead of training and development, there are several employees
and department that do not perform their activities in appropriate manner. Training needs are
different for all the employees; therefore with a single training program, training could not be
imparted to all the employees. It covers several things such identification of needs, program
planning and implementation as well as evaluation. It reflects the structured process through
which corporation can effectively meet the expectations of personnel. For example, first of all
management of the business identify the need of training and then accordingly provide learning
among them. He further explained that evaluation is done on the basis of accomplishment of the
objectives (Ongalo and Tari, 2015). In this manner, training and development is the most
important aspect through which organisational objectives can be achieved.
The research methodology adopted under the current investigation is qualitative. In the
study, Qualitative methodology has been taken into account because it is based on social
constructivism perspective. Moreover, this is also considered research problems have become
major research question which is also based on prior research experience. This is also being
selected as interpretation is based on a combination of several research perspective.
Sampling is the process of selecting units from the entire population for the research
study. It is used in statistical analysis wherein a predetermined number of observations are taken
from a larger population. The categories of sampling are probability and non-probability and in
the present study, probability sampling has been taken into account. In this regard, purposive
sampling design was selected in order to gather the primary data from the respondents. It would
be effective to meet the objectives of the study in an effectual manner. Also, questionnaire
method has been adopted so that overall time taken for the completion of the data collection
method will be reduced. In this manner, selected methodology is effective. Reliability is regarded
as the measure which determines stability and consistency in the procedure. It is also an
assessment tool that aids in obtaining stable outcomes after applying any process. However, on
the other hand, validity refers to analyzing the effectiveness of a measure. This is usually
adopted while putting it into any measure. Thus, study has been completed by considering the
reliability and validity aspect. In the study, small size will be selected because that is essential in
producing suitable and accurate results. However, the issue of biasness will be managed through
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selecting only suitable sample people. The point of validity will be measured through analyzing
if correct and accurate outcomes are being acquired through applying the techniques and tools.
Therefore, in this respect all the authentic and relevant sources are being utilized. The study
seems to be relevant since it focuses on all germane sources.
Asfaw, A. M., Argaw, M. D. and Bayissa, L., 2015. The Impact of Training and Development on
Employee Performance and Effectiveness: A Case Study of District Five Administration Office,
Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies.
3. pp.188-202.
Asfaw, Argaw and Bayissa (2015) reported that importance of training has been
increasing due to need of innovation at workplace. Therefore, here it can be said that because of
training and development, employees can enhance their efficiency level which can aid them in
contributing more in organizational success. This brings the technological development and
better management of all operational activities. For this purpose, business can cope up with
changing scenario. He found that effective management of people is done through the human
resources management only as it consists of several practices which shed light on overall
development of the workforce. At the same time, training is helpful for managing the change at
workplace and addressing the issues which are being faced by workforce in completing their
work on time. It is all covered under the human resources management concepts only through
which quality movement are taken so as to realise the importance of training program (Zwick,
2015). Owing to this, continuous training program are implemented in the business through
which firm or management both can put equal efforts for development and growth of the
business. He further noticed that employee development and long term education are made
possible with the help of training and development programs only. He further found that several
kinds of practices used to impart the knowledge among workforce which aids to increase the
productivity and profitability of the business.
The methodology used for current study was quantitative under which simple random
sampling was used. Further, the sample size was kept 150 so as to represent the entire population
in an effectual manner. Furthermore, Pearson correlation and Linear Regression Statistical model
are used so as to understand the impact of one variable on another. Apart from this, reliability
was ensure by conducted by the piloted study so as to ensure that respondents do understand the
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facts and figures of the research in an effectual manner. Also, ethical aspects were considered in
completing the entire study (Allen, 2010). In terms of limitations, it can be said that it might be a
lengthy procedure because of involving different resources. Time was the major element that
might affect the entire study. It enables researcher to bring out appropriate solution so as to
derive the valid outcome. Apart from this, there was financial and time constraint and
accordingly researcher had to select the small sample size.
Tanveer, A., 2015. Impact of training & development on employees’ performance in banks of
Pakistan. European Journal of Training and Development Studies. 3(1). pp.22-44.
Tanveer (2015) explained that trend of continuous learning has been increasing due to
technological exploitation and globalisation as well as increasing competition. It would be
effective to address the issues which are being faced by workforce and provide them better work
environment so they can cope up with changing scenario easily. He reviewed that successful
training program must have several elements such as support from top management, assessing
the learning results and hiring right people as well as integrating into all processes while
focusing on the objectives of the business (Batool and Batool, 2012). In addition to this, putting
the quality first and selecting the partners offering the best training providers are some of the
important aspect. It contribute towards organisational success and integrating all activities. These
strategies or elements support management or ensure the effectiveness of training program. In
this manner businesses are introducing right kind of training program through which
organisational activities can be aligned. He also found that several kind of methods are adopted
for rendering training to employees such as on the job, job instruction training and programmed
one as well as electronic performance support system. All these methods are applicable as per the
requirement of the business.
The methodology applied under the research was quantitative under which SPSS has
been applied. At the same time, convenience and referral sampling were used so as to collected
the primary data by using the questionnaire method. In addition to this, 104 people were selected
in the form of respondents who can provide the important information related to the study. The
selection of sampling was appropriate so that entire population can be represented by using the
same method. Thus, reliable and valid study was conducted with the application of suitable
methods.
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2.2 & 1.1 ANALYSING THE FINDINGS
The findings of first article represent that companies provide different kind of training
program for personnel. Also, it has been found that majority of participants are participating in
the training program conducted by the organisation. From the sample of 120, approximate 72.5%
respondents are taking part in the training whereas remaining 27.5% people are not taking part in
the training program which are being conducted by the business. Furthermore, majority of people
get selected in the training at the time of joining the organisation. Apart from this, 47%
respondents stated that schedule of training is not fixed as it can be organised as per the
requirement. On the other hand, 86.7% respondents found that the impact of training methods on
their skills. Moreover, majority of the respondents stated that quality of training program is very
good and they are updating themselves by learning (Hameed and Waheed, 2011). In this manner,
workforce found that positive impact of the training but at the same time they also feel the need
of further training.
The findings of study conducted by Asfaw, Argaw and Bayissa (2015) revealed that
training and development do affect the employee performance. It is because mean score of
training and development with standard deviation was found as 11.98 ± 4.34 whereas the mean
score for standards deviation in context employee effectiveness. Accordingly, it was found that
there exist positive correlation between both the variables. Thus, if the workforces are provided
right kind of training and development program then company can easily notice the kind of
improvement among their personality. It leads to determine long run success and well-being of
the business. It proves to be effective in deriving the valid outcome and supporting corporation in
meeting the long as well as short term objectives.
The findings of Tanveer (2015) study reflected training and development aids to improve
the job knowledge of workforce and contribute towards increasing the performance of
workforce. It has been found that approximate 39.4% respondents strongly agreed and 50 agreed
that knowledge gained from training and assisted them to improve their performance. Majority of
workforce also stated that skills and knowledge derived from training contributed towards
delivering good quality of services to end users. Not only has this but workforce found drastic
changes in their functional skills with the help of training and development (Training in HRM:
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