NIpa Final

download NIpa Final

of 34

Transcript of NIpa Final

  • 7/28/2019 NIpa Final

    1/34

    Page 1 of34

    1. Background of the study

    Economic globalization, increasing consumer demand for better quality products or services,

    explosions in technological advances and constant changes in the business environment have

    created the need for organizations to continuously provide their employees with certain

    skills, knowledge and abilities (SKAs) in order to maintain market competitiveness and

    business survival. Training is an important factor that could facilitate a firms expansion,

    develop its potentials and enhance its profitability (Cosh, et al, 1998).

    Human Resource Management (HRM) is a planned approach to managing people effectively

    for performance. The core activities of HRM are manpower Planning, Recruitment,Performance Management, Training and Development, Staff Relations. Among of these

    training is the most important act to utilize employees talent and skills. Training include: the

    improvement of employee job performance, employee development (Burden and Proctor,

    2000).

    Especially for the Multi-national Companys (MNCs) staff training is essential as MNCs

    operate in a complex and uncertain environment which creates a unique set of

    organizational, co-ordination and managerial issues for managers. Like others MNCsEricsson also has a huge budget for employee training. Ericsson is now a top company in the

    world only because of its personnel so it trusts that people are assets, it motivates its people

    to be creative and hard work through satisfying them. Actually the company recruits talent

    people and try to utilize their capability and finally retain them.

  • 7/28/2019 NIpa Final

    2/34

    Page 2 of34

    2. Background of the company

    Ericsson is a world-leading supplier of telecommunications equipment and related services

    to mobile and fixed network operators globally. Its 1,000 networks in 140 countriesutilize its network equipment and 40 percent of all mobile calls are made through its

    systems. It has been present in Bangladesh since 1997, to support its customers

    through a local branch office, Ericsson AB Branch Office Dhaka. At present the

    countrys largest end-to-end telecommunications solutions provider with complete in-

    country expertise and support team with a staff-strength of more than 400. Ericsson

    trusts its employees are its greatest asset. Every employee is important in helping them

    to reach its vision and goals so every employee counts

    3. The problems statement and Significance of the study

    The 21st century companies are facing unique competitive, economic and global

    challenges. With the challenges the global business climate also facing a challenge for

    managing and employing people. People are one of the key inputs into organizations

    (Campbell and Butterworth: 2005). Any companys success depends on its manpower.

    To reach the vision of a company, it has to recruit talent, proactive, innovative, trustworthy

    and responsive staffs. Then improve their SKAs by training and justify the potential results

    or feedback from the trained staffs. Training enhances organization performance with

    employees individual performance.So the main intension of the study is to gain a better

    understanding of the effectiveness of training those enhance personnels performance in

    EBL.

    http://library.books24x7.com/books.asp?imprintid=145http://library.books24x7.com/books.asp?imprintid=145
  • 7/28/2019 NIpa Final

    3/34

    Page 3 of34

    4. Research objectives and questions

    From the problem discussion above, the main objective of the research is a general

    evaluation of EBL to assess its training effectiveness to enhance employees performances.

    These are the main intentions why the research is done:

    i. To evaluate the effectiveness of training in EBL

    ii. Assessing the effectiveness of training motivation in EBL

    iii. Scrutinize the relationship between employee perceived training effectiveness

    and job satisfaction in EBL

    iv. To identify the EBLs training strategies for enhancing employees

    performances?

    The following three research questions have been developed in order to support the

    objectives of the study in the best way possible. The following research questions will be

    explored in the study:

    i. Does training enhance employees performances?

    ii. How employees could be utilized for the betterment of the organization viaeffective training?

    5. Review of Literature

    5.1 Definition of Training

    Cascio (2003) stated training consists of planned programs designed to improveperformance at the individual, group or organizational levels. It is a learning experience in

    that it seeks a relatively permanent change in an individual that will improve the ability to

    perform on the job. it includes experiences intended to meet essential job requirements,

    update skills, prepare people for career movement of any kind, rectify knowledge or skill

    deficiencies, and evoke new insights or even create new knowledge (Rothwell & Kazanas,

    2003). Its main purpose is workplace is to develop the abilities of the individuals and to

    satisfy the present and future needs of the organization.

  • 7/28/2019 NIpa Final

    4/34

    Page 4 of34

    5.2 Types of training

    According to Robbins (2005) training can include everything from teaching employees

    basic reading skills to advanced courses in executive leadership. There are four general skills

    categories:

    Figure 1: Skills categories of training

    Source: Robbins, 2005. Pp.521

    5.3 Training Methods

    According to McConnell (2005) there are two procedures of training and these are 1)

    Internal training & 2) External training. Internal training is that training offered and

    conducted by the organization. External Training is also job-related, but an external source

    rather than the organization itself. There are two methods of training;

  • 7/28/2019 NIpa Final

    5/34

    Page 5 of34

    Figure 2: Training Methods

    Source; Beardwell et al., 2004

    5.3.1 On-the-job training: Training a person to learn a job while working on it. it is

    planned, organized, and conducted at the employee's worksite.

    i. Coaching or Understudy method: Coaching is is considered as a remedial method

    for inadequate performance.

    ii. Sitting by Nellie and learning by doing: these traditional methods are used to

    teach new skills and methods to employee and they can be very effective.

  • 7/28/2019 NIpa Final

    6/34

    Page 6 of34

    iii. Mentoring: Mentoring provides guidance and clear understanding of how the

    organization goes to achieve its vision and mission to the junior employee.

    It is not as structured and regular than in coaching.

    iv. Shadowing & Job rotation: It usually aims to give trainee managers a feel for the

    organization by providing experience of working in different departments.

    v. E-learning: a more recent concept of the informational and learning exchange

    environment is electronic learning (Beardwell et al, 2004).

    5.3.2 Off-the-job training:

    It can involve both theory and practical training and may comprise assessment andexaminations. But it may not provide as much transfer of training to the actual job as do on

    the job program (Fisher et al, 2005). There are some methods of off-the-job training;

    Table 1: Off the training methods

  • 7/28/2019 NIpa Final

    7/34

    Page 7 of34

    5.4 Importance of Training

    Training is used to improve employee performance which leads to improved business

    results. Various authors pointed out many advantages of training. Summary of which are as

    follows:

    i. Supply of talent: Training is a way to create a supply of talent within the

    organization through structured but flexible long-term individual development plans.

    It creates a pool of qualified applicants in the right numbers and with the right skills

    for higher-level jobs inside an organization.

    ii. Equipping individuals with the knowledge, skills, and attitudes: training is an

    important and useful tool for equipping individuals with the knowledge, skills, and

    attitudes.

    iii. Retention of potential talent: Employee switching may lead to a loss of human

    resources weakening competitive positions. Training reduces employees switching.

    iv. Increase ability: Job-related training increases an employee's ability to perform job

    related tasks. As Job satisfaction is an important motivator for employee performance

    and is negatively related to turnover so to satisfy employees through training is really

    very important.

    v. Help to meet commitment: Company commitment to the training needs of its

    employees positively influences employee satisfaction, leading to an increase in

    employee motivation and an increase in retentionand such commitment culminates

    in employee exposure to quality job-related training, leading to better employee

    morale, an increased sense of employee achievement and accomplishment.

    vi. Lead to productivity:Bartel (1994) had used a value-added measure of productivity

    and found that the introduction of new training programs led to a productivity gain of

    18.86% over three years and this gain applied across the board to low performing and

    high performing companies.

    vii. Employee loyalty: Training employees leads to increased employee satisfaction,

    facilitates the updating of skills, leads to an increased sense of belonging and benefit,

    increased employee loyalty to the organization.

  • 7/28/2019 NIpa Final

    8/34

    Page 8 of34

    The worlds top companies for instance IBM, Accenture, Intel and Lockheed Martin

    alone each spend in excess of $300 million a year on employee training (Robbins: 2005).

    5.5 Disadvantages of training

    Ineffective implemented training may disadvantageous for employee and organization both:

    Training can be a financial drain on resources; Ineffective training may expensive for

    development and testing, expensive to operate.

    It often takes people away from their job for varying periods of time so it may create

    irregularity

    Equips staff to leave for a better job: trained people may leave the job to join inanother better.

    5.6 A systems model of the training cycle

    Cole (2005) states that to contribute to the organizations overall goals training programs

    should be developed systematically. There is an Instructional Systems Design (ISD) how

    the organization recover its haphazardness and failure possibilities of training.

    Figure 3: an instructional Systems Design Model

  • 7/28/2019 NIpa Final

    9/34

    Page 9 of34

    Source; Fisher et al., 2005 pp. 372

    5.7 Training, employees performances and organizational performance: According to

    Harrison (2000), learning (training) is a variable that may have a positive effect on

    organizational performance and is considered to be a key element to the attainment of

    organizational goals. This becomes clearer by examining Bramley's individual model of

    training:

    Figure 4:Bramley's individual model of training

    The model dictates that the organization should recognize that its employees are not

    effective and a change should be attempted in their knowledge, attitudes and skills.

    According to Swart et al. (2005) an individual improvement will be contingent on the

    quality of the training program, the motivation of the individual and the individual's needs.

    The model generally assumes that employee knowledge, skills and attitudes will change by

    the adoption of a training program and if the employee believes, there is an improvement in

    his knowledge and skills; there will be an increase in the person's individual performance.

  • 7/28/2019 NIpa Final

    10/34

    Page 10 of34

    6. Methodology

    6.1 Research Purpose

    According to Saunders et al (2003) the most commonly used classification of purpose of

    research is; exploratory, descriptive and explanatory.

    Descriptive Research: Descriptive research design is used to develop snapshot of a

    particular situation. Generally things are described by providing measures of an event

    or activity. It focuses to describe a particular situation.

    Exploratory Research: Exploratory research includes exploring or searching

    through problem or solution to provide insights and understanding.

    Explanatory Research: According to Saunders et al (2003) an explanatory study

    aims to establish casual relationships between variables.

    The study is mainly descriptive because descriptive data has been collected through detailed

    interviews and library studies. But it will also move into the exploratory and explanatory

    stages as the study is done to gain a deeper understanding the effectiveness of human resourcetraining to enhance employees performances in Ericsson Bangladesh Limited.

    6.2 Research Approach:

    According to Maxwell (1996) the qualitative or quantitative approaches are used for the

    collection and analysis of the empirical data.

    Qualitative Method: A qualitative approach is used to find a deeper understandingof the area studied. A qualitative methods purpose is to create a holistic view of the

    problem.

    Quantitative Method: A quantitative approach involves a statistical analysis of the

    collected data. Data used in this approach is based on numbers and variables and as a

    result it is easier to communicate the results (winter, 1992).

  • 7/28/2019 NIpa Final

    11/34

    Page 11 of34

    For the study combining the quantitative and the qualitative methods has used. A qualitative

    research is suitable to understand which variables affect employees performance and why

    this is the case. A quantitative research is suitable to support the qualitative research and

    give the major characteristics and patents of a population.

    6.3 Research Strategy

    Research strategy will be a general plan of how researcher will go about answering the

    research questions that have been set by researcher. According to Yin (1994) there are five

    primary research strategies, in the social sciences: experiments, surveys, archival analysis,

    histories, and case studies;

    Strategy Form of research

    Question

    Requires control over

    behavioural events?

    Focuses on

    contemporary events?

    Experiment How, why Yes Yes

    Survey Who, what where, howmany, how much

    No Yes

    Archival analysis Who, what where, howmany, how much

    No Yes/No

    History How, why No No

    Case study How, why No Yes

    Source: Yin, 1994

    Table 2: Summery of research strategies

    Since the type of the study is combining of exploratory, descriptive and explanatory and the

    aim of the study was to collect answers from large scales of sample (senior level managers,

    general employees and trainer) among EBL in order to formulate the answer of the

    investigated problem, so the study mainly conducted by survey. Meanwhile, survey is moreappropriate method in order to gain a better understanding of the research area in quantitative

    study.

    6.4 Data Collection

    Two types of data can be collected, primary and secondary data. Primary data is

    recognized as data that is gathered for a specific research in response to a particular problem

    through interviews, questionnaires or observations. Whereas secondary data information can

    be obtained through various kinds of documents, e.g., research reports, annual reports, books,

  • 7/28/2019 NIpa Final

    12/34

    Page 12 of34

    and articles (Wiedersheim-Paul and Eriksson, 1999).

    In this work both type of data have been used. A questionnaire has been used as the main

    source of data collection (primary data) (For questionnaire please refer Appendix A). For

    this literature review secondary has been gathered from various books, news articles, surveysdone by different agencies, news paper.

    6.5 Sample Selection

    Sampling is selecting some of the elements in a population; researchers may draw

    conclusions about the entire population.Traditional sampling method can be divided into two

    broad categories: probability and non-probability sampling (Samouel et al, 2003).

    Figure 5: Sampling Methods

    Source: Samouel et al, 2003

    Probability: In probability sampling, sampling elements are selected randomly and the

    probability of being selected is determined ahead of time by the researcher (Hair et. al.,

    2003).

    Non-probability: the aim of being statistically representativeof the population (Samouel ,

  • 7/28/2019 NIpa Final

    13/34

    Page 13 of34

    2003). According to Samouel et al., (2003) most common non-probability sampling methods

    are Convenience sampling, Judgment sampling (Researchers judgment is used to select

    sample element and it involves for a specific purpose) and Quota Sampling (Samouel,

    2003).For the study sample has been selected from the Ericssons staffs because it took less time to

    conduct research. Sample was selected by using judgment because is more convenience and

    low cost involvement. Samples sizes are;

    Table 3: Sample size

    6.6 Data Analysis

    According to Yin (2003, p.109) data analysis consists of examining, categorizing,

    tabulating, testing or otherwise recombining qualitative evidence to address the initial

    propositions of a study. For quantitative data analysis, statistical softwares for analysing

    data SPSS 13.0 for windows and Microsoft Office Excel 2007 were used for data input and

    analysis. The statistics results were presented by graphical form with detail descriptions.

    7. Data Analysis

    7.1 General information of the respondents

    Samples Size

    Senior level managers 20

    General employees 100

    Trainers of EBL 4Total samples 124

  • 7/28/2019 NIpa Final

    14/34

    Page 14 of34

    In this section the data related to general specifications of respondents such as sex, income,

    position in the company. APPENDIX B provides Demographic Information of the

    respondents.

    7.2 Analysis the Questionnaire of senior level managers (sample size 20)

    Question 1: General questions to senior level managers..

    Table 3: General questions to senior level managers

    Question 2; do you feel EBL has adequate facilities to develop its human resources?

    Here 90% of respondents said- yes EBL has adequate facilities to develop its human

    resources but 10% respondents said that it does not have enough facilities it should consider

    many other facilities for its human resources development. Ericsson believes employees are

    its greatest asset. So EBL provides the better facilities to its human resources development to

    utilize employees skills and talent. The employees are provided with training and

    development programs on a regular basis in a multi-technology environment.

    Question 3; do you feel there is adequate emphasis on developing managerial

    capabilities of the managerial staff through training?

    General questions to Senior level managers Responses

    a. Approximately how many employees does your organization have? 800 employees

    b. How much money EBL budget for the T&D? 5 million

    c. Approximately how many employees are trained yearly? Almost 400

    d. Does HR department conduct briefing and debriefing sessions for

    employees sponsored for training?

    Yes

    e. Is the company's management is committed to training and development? Yes

  • 7/28/2019 NIpa Final

    15/34

    Page 15 of34

    Here 40% respondents strongly claimed that there is adequate emphasis on developing

    managerial capabilities of the managerial staff through training and 50% respondents agreed

    with them but 10% respondents were totally disagree with them and said EBL does not have

    adequate emphasis on developing managerial capabilities of the managerial staff through

    training. Basically managers supervise other personnel of the organization so they should

    have adequate managerial capabilities. They also support and assist employees development

    by discussing, documenting and implementing their development plan. EBL has adequate

    importance on developing managerial capabilities of the managerial staff through training. It

    provides local and foreign training to its managers. But sometimes it may not provide

    training in special circumstance.

    Question 4; Do you think that employees are sponsored for training programmes on

    the basis of carefully identified development needs?

    To answer this question, 60% respondents strongly stated that employees are sponsored for

    training programmes on the basis of carefully identified development needs and 20%

    respondents also supported them but 10% were not agreed with them. And other 10%

    respondents could not answer of the question and they did not give any clear opinion. They

    said it varies on basis of different cases.

    Question 5; How true is that induction training is given adequate importance in EBL?

  • 7/28/2019 NIpa Final

    16/34

    Page 16 of34

    Here 80% respondents claimed that it is somewhat true that induction training is given

    adequate importance in EBL and 10% of respondents said it is true to a great extent but

    another 10% alleged that it is a little true. Induction training is absolutely vital for new

    personnel at organization. Good induction training ensures new personnel are retained, andthen settled in quickly and happily to a productive role. That is why induction training is

    given adequate importance in EBL. Colleagues and senior level managers generally help

    during induction training.

    Question 6; Is it true that senior managers take interest and spend time with the new

    staffs during the On-the-Job training?

    In EBL, senior managers take interest and spend time with the new staffs during the On-the-

    Job training if it is needed. To answer this, question 80% respondents claimed it is somewhat

    true that senior managers take interest and spend time with the new staffs during the On-the-

    Job training and another 20% said it is a little true.

    Question 7; How would you rate the quality of training programs in your organization?

    45% respondents stated that EBLs training programmes are very good and 50% also support

    them to claim that the programmes are good but another 5% stated that the programmes are

    neither good nor bad. EBL provides quality training programmes to its personnel and it is a

    world-leading supplier of telecommunications equipment and related services to mobile and

    fixed network operators globally because of its expert human resources and hi technology.

    Question 8; How would you indicate a training area most important to your

    development over the next two years?

  • 7/28/2019 NIpa Final

    17/34

    Page 17 of34

    To indicate a training area most important to EBL development over the next two years 20%

    respondents suggested that the organization needs technical/professional training more but

    80% suggested that they should management development more for future. In any

    organization management development should be the main focus of training programmes.

    As organized management can reach the companys goal or vision so EBL has to focus on

    management development as well as technical training in future.

    Question 9: How would you rate the effectiveness of EBL training programs to enhance

    organizational performances?

    Here 50% respondents rate the effectiveness of EBL training programs to enhance

    organizational performances as very good and 50% also rate as saying good. According to

    Harrison (2000), training is a variable that may have a positive effect on organizational

    performance and is considered to be a key element to the attainment of organizational goals

  • 7/28/2019 NIpa Final

    18/34

    Page 18 of34

    Question 10; How satisfied are you with your overall experience of working in EBL to

    enhance your performance or skills?

    Here, 40 % respondents are satisfied with their overall experience of working in EBL to

    enhance your performance or skills. However 50 % are very satisfied with their overall

    experience of working in EBL to enhance your performance or skills. Ericsson Training

    Programs is value-for-money training that enhances internal competence, giving personnel a

    strong base of in-house, leading-edge skills and expertise. But another 10% are either

    satisfied or dissatisfied with their overall experience of working in EBL to enhance your

    performance or skills.

    7.3 Analysis the Questionnaire For general employees or line managers (sample size

    100 persons)

    Question 1; How would you rate the training process of the company for employees?

  • 7/28/2019 NIpa Final

    19/34

    Page 19 of34

    To answer the question 80% respondents stated that the training processes of the company

    for employees are very good and another 20% supported them saying that the processes are

    good. EBL delivers different training programmes to all its employees based on their needs.

    To attract and retain motivated professionals who perform to their full potential, EBL offers

    a unique employee value proposition such as one that encourages individual drive and

    achievement while also focusing on how every employee can contribute to, and benefit from,

    their collective strengths. So it is clear that EBLs training program is really good according

    to its employees.

    Question2;do you agree with the following statement By receiving training, one can

    enhance his/her performances and also overall companys performance very well?

    About 62% respondents were agree with the statement By receiving training, one can

    enhance his/her performances and also overall companys performance very well, 35%

    strongly agreed with the statement, 2% were uncertain to answer the question but 1%

    respondents claimed disagree with the statement. EBL believes that By receiving training,

    one can enhance his/her performances and also overall companys performance very

    well.

    Question 3; How important training affect your performance towards your job?

  • 7/28/2019 NIpa Final

    20/34

    Page 20 of34

    To anwer this question, 75% respondents claimed that training affect our performance

    towards our job highly important, 22% stated it as important, 2% said as average and 1%

    stated as less important. As EBL provide training based on needs assessment of employee so

    the training enhances job related knowledge and employees can work properly.

    Question 4; Are you satisfied with the quality of training and development that you

    receive for your current position in the company?

    76% respondents are very satisfied with the quality of training and development that they

    receive for their current position in the company and 20% are satisfied. However 2% are

    neither satisfied nor dissatisfied on the other hand 2% are dissatisfied with the quality of

    training and development that they receive for their current position in the company.

    Employees receive training identifying their development needs. EBL utilizes their resources

    globally, promote global networking, and anticipate employees to work across

    organizational and national boundaries. It encourages international careers and job rotation

    to reinforce EBLs global approach.

    Question 5; Do you agree with the following statement that On-the-job Training is

    better than off-the-job training?

  • 7/28/2019 NIpa Final

    21/34

    Page 21 of34

    98% respondents strongly agreed with the following statement that On-the-job Training is

    better than off-the-job training and another 2% also agreed with them.. As OJT provides

    practical knowledge about the job so we can say On-the-job Training is better than off-the-

    job training.

    Question 6; Do you agree that EBLs training are implemented, including cultural

    awareness, communication and conflict resolution?

    13% respondents are strongly agreed that EBLs training is implemented, including cultural

    awareness, communication and conflict resolution, 85% are agreed but 1% is uncertain about

    this and another 1% claimed as disagree. Ericsson is a truly global company and therefore

    has to communicate globally, and so its employees have the opportunity to work with

    different cultures and travel to all sorts of wonderful places. Ericsson is less hierarchical an

    organization and is very informal compared to lots of other companies - there are no barriers

    to communication. To cope up with multi-cultural challenges the company offer some

    special training programme so EBLs training are implemented, including cultural

    awareness, communication and conflict resolution

    Question 7; Are you satisfied with how your supervisor has worked with you to create a

    development plan for a future position at the company?

  • 7/28/2019 NIpa Final

    22/34

    Page 22 of34

    Managers are very focused on development and the next stage in each person's career -

    they're not scared to lose an individual; they're focused on how they can move him or her

    forward and benefit the whole company. Here, 66% respondents are very satisfied with how

    your supervisor has worked with you to create a development plan for a future position at the

    company, 20% are also satisfied, 7% did not comment specifically on it and they just said

    we are neither satisfied nor dissatisfied but 5% are dissatisfied and 2% respondents are very

    dissatisfied.

    Question 8; Do you agree with the following point Training development is positively

    significant with your (employee) satisfaction?

    To answer this question, 15% answerers were strongly agreed and 74% were agreed with the

    following point Training development is positively significant with our satisfaction.

    However 6% respondents claimed as disagree and 5% are vague. In EBL employees are

  • 7/28/2019 NIpa Final

    23/34

    Page 23 of34

    sponsored for training programmes on the basis of carefully identified development needs so

    employees can improve their weaknesses or lacking through training. So employees believe

    that Training development is positively significant with their satisfaction.

    Question 9: Does training increase your level of commitments towards organization?

    Here 98% answerer said yes training increase our level of commitments towards

    organization but 2% were disagree with them. career development, employee evaluation of

    appraisal practices, and assessment of the benefits offered by the organization have an effect

    on both affective and normative commitment, while training was found not to contribute to

    the increase in employee commitment.

    Question 10: How would you rate the training motivation of EBL?

    50% respondents stated their training motivation is good but 25% stated bad, another 25%

    neither good nor bad. So organization should more concern on training motivation as the

    more motivated the trainee, the more likely he/she are to reap the intended benefits from the

    training experience (Noe and Wilk, 1993).

    7.4 Analysis the Questionnaire For trainer (sample size 4)

  • 7/28/2019 NIpa Final

    24/34

    Page 24 of34

    Question 1; what are the training methods does EBL deliver to its employees and

    managers?

    EBL delivers on the job trainings, local seminars, workshops, foreign seminars and

    workshops to all its employees. Generally, on the job trainings help people to develop theirknowledge on the ongoing business scenarios and internal work processes. Formal trainings

    and workshops enhance knowledge more on general level such as products, skills such as

    communication skills; excel knowledge, VAT & tax knowledge etc. Providing training is a

    continuous process which the company believes help employees to grow as professionals

    with the organization.

    Question 2; what are the draws back of the training process?

    On the job training has more scope of interaction and feedback whereas formal trainings

    may not have that. In EBL formal training is proposed for an employee when other forms of

    development are deemed ineffective.

    Question 3; Are there any other training areas EBL should consider? Please list:

    EBL should consider; Organizational attachments and Job rotation.

    Job rotationusually aims to give trainee managers a feel for the organization by providing

    experience of working in different departments. It provides the employees with opportunities

    to widen the horizon of knowledge, skills, and abilities by working in different departments,

    business units, functions, and countries (Beardwell et al., 2004).

    8. Conclusion

  • 7/28/2019 NIpa Final

    25/34

    Page 25 of34

    8.1 Research Questions

    The majority of employees today expect to be trained and they trust that training is very

    much effective to enhance their skill and satisfy them. In this chapter the research questions

    would be answered:Question 1; does training enhance employees performances?

    Training is a variable that may have a positive effect on organizational performance and is

    considered to be a key element to the achievement of organizational goals as organizational

    performance is depends on its human resources performance. However EBL adopt a

    training activity as a solution to lagging performance presupposes that this performance

    problem, i.e. this gap between the desired and the actual performance, is due to lack of

    training. Its management ought to adopt training interventions to bridge this gap. Bridging

    the performance gap involves adopting a particular training intervention aiming at changing

    specific skills and attitudes of the employees. As the employee believes, there is an

    improvement in his knowledge and skills; it may be safe to also assume that, there is an

    increase in the person's individual performance. Through training the person's competencies

    will be reinforced and will enable him to execute the tasks assigned effectively and

    efficiently. As a result there will be an increase in the overall performance of the

    organization. In EBL about 97% employees believe that By receiving training, one can

    enhance his/her performances and also overall companys performance very well. As EBL

    provide training based on needs assessment of employee so the training enhances job related

    knowledge and employees can work properly.

    Question 2: How employees could be utilized for the betterment of the organization via

    effective training?

    To the extent that employee training programs are effective, organizations are able to avoid

    wasteful spending and improve performance and productivity. It is clear that training

    improve employees performance so training is also effective to utilize other inputs as

    human resources are run or work the other inputs of the organization. For betterment of the

    organization the employees who perceived training utilize other management resources very

    efficiently.

  • 7/28/2019 NIpa Final

    26/34

    Page 26 of34

    Figure 7:1 Key management resources

    Source: Davies (2001)

    When an employee perceived training effectively then he can apply it in its new or

    complicated methods. They can use job materials as skilled. Within a short time (Minutes)

    they can perform his job even in low cost (Money) than other employees who did not

    perceive training. An effective worker can work more and in an organized way. EBL knowhow to help employees to utilize other management resources for betterment of the

    organization. People are the controller of other factors. So, if organization can develop, train

    or utilize its human resources then they can work others elements very efficiently and

    effectively.

    8.2 Justification of research objectives

    In this part it would be revealed that how the research objectives are met

    Research objective 1: to evaluate the effectiveness of training in EBL

    According to the respondents EBL provides very good training to its senior level manageress

    and also employees and that affect their job performance very much. EBL utilizes its human

    resources talent and increase productivity providing different training programs to its staffs.

    EBL training program is very much effective as it evaluates every employees performance

    through IPM process and provides proper training to resolution staffs SKAs lacking. EBLs

    http://library.books24x7.com/search.asp?qdom=author&scol=%7Ball%7D&qstr=Eddie%20Davieshttp://library.books24x7.com/search.asp?qdom=author&scol=%7Ball%7D&qstr=Eddie%20Davies
  • 7/28/2019 NIpa Final

    27/34

    Page 27 of34

    training helps them reduce their anxiety or frustration, brought on by work demands, that

    they are not familiar with, and they are lacking the skills to handle effectively.

    Research objective 2: Assessing the effectiveness of training motivation in EBLGenerally motivation is a characteristic of an individual willing to expend efforts toward a

    particular set of behavior. From a training context, motivation can influence the willingness

    of an employee to attend the training program and to transfer what they learn in the program

    onto the job. Thus, it is likely that trainees cannot reap the full benefits of training without

    considering training motivation. Trainees who possess higher training motivation will

    demonstrate more training effectiveness than those who have low motivation. EBL motivate

    its employees through training, its personnel prefer being trained then they prefer finding out

    things with themselves. EBL should concern on training motivation more because only 50%

    employees are happy with their training motivation.

    Research objective 3: Scrutinize the relationship between employee perceived training

    effectiveness and job satisfaction in EBL

    Job satisfaction is an important motivator for employee performance and is negatively

    related to turnover, so to satisfy employees training is really very important in EBL. About

    90% managers are satisfied with their overall experience of working in EBL to enhance their

    SKAs.

    Research objective 4: To identify the EBLs training strategies for enhancing

    employees performances?

    EBL delivers on the job trainings, local seminars, workshops, foreign seminars and

    workshops to all its employees. It delivers training based on its Individual Performance

    Management process where every employee has an individual performance goal. EBLs

    training is implemented, including cultural awareness, communication and conflict

    resolution. So EBLs training strategies for enhancing employees performances are very

    much effective.

    EBL provides effective training to employees that is co efficiently related with employee

    performance, job satisfaction, employee commitment and training motivation etc. according

  • 7/28/2019 NIpa Final

    28/34

    Page 28 of34

    to respondents it should be more concerned on training motivation. But overall training

    process is very good and satisfactory to enhance employees performances.

    9. Recommendations

    Within the framework and limitations of this study and based upon the findings and

    conclusions of this study, the following recommendations are specifically directed to the

    EBL in terms of effective employee training development process design.

    EBL should introduce updated programs such Organizational attachments and Job

    rotation to get higher outputs from its human resources concerning on training costs.

    Enhance the scope of interaction and feedback of its formal training.

    The supervisors and senior managers should act as a team leader in the directing

    subordinates

    More concern on training motivation

    EBLs training program may concern more on cultural awareness, communication

    and conflict resolution

    More importance should be given on management and technical training programs.

    Induction training should be given adequate importance in EBL

    Refine the criteria for approval of training classes to ensure consistency and fairness

    for all employees.

    EBL may open a university like Motorola University that created a new internal

    institute named College of Learning Technologies (CLT) to develop employees

    educational delivery systems through satellite, Internet and virtual classrooms.

    Reference List

    1. BEARDWELL, IAN; HOLDEN, LEN; & CLAYDON, TIM. (2004). Human

    Resource Management; A contemporary Approach. 4th edition. Prentice Hall; New

    York.

    2. Burden, R. and Proctor, T. (2000). Creating a sustainable competitive advantage

    through training. Team Performance Management 6(5,6)

  • 7/28/2019 NIpa Final

    29/34

    Page 29 of34

    3. Campbell, David andButterworth-Heinemann, Tom, Craig. (2005). Organisations

    and the Business Environment.2nd edition.

    4. Cascio, Wayne. F. (2003). Managing Human Resource. 6th edition. Tata McGraw-

    Hill Publishing Limited; New Delhi.

    5. Cosh, A, Duncan, J & Hughes, A 1998, Investing in training and small firm growth

    and survival: an empirical analysis for the UK 1987 1997, DfEE research report

    RR36, HMSO, London

    6. Fisher, Cynthia. D. Schoenfeldt, Lyle. F. & Shaw, James. B. (2005). Human

    Resource Management. 5th edition. Biztantra; New Delhi-110002

    7. McConnell, John H.( 2005).How to Develop Essential HR Policies and Procedures.

    AMACOM .

    8. Robbins, Stephen P. (2005). Organizational Behavior. 11th edition. Prentice-Hall of

    India Private Limited: New Delhi- 110001

    9. Rothwell, William J. and Kazanas, H.C. (2003). Planning and Managing Human

    Resources: Strategic Planning for Human Resources Management, Second Edition.

    HRD Press Samouel,P. (2003), " Essentials of Business Research Methods ." USA.

    Wiley and Sons.10. Saunders,M., Lewis,P. and Thornhill,A. (2003), "Research methods for business

    students " 3rd ed. Harlow: Prentice Hall

    11. Swart, J., Mann, C., Brown, S., Price, A. (2005), Human Resource Development:

    Strategy and Tactics , Elsevier Butterworth-Heinemann Publications, Oxford,

    12. Yin,R.K. (2003), "Case Study Research Design and Methods" 3rd edition Sage:

    Thousand Oaks

    Appendices

    APPENDIX A: Questionnaire

    For senior level managers (sample size 20)

    Question 1: General questions to senior level managers..a. Approximately how many employees does your organization have?

    http://library.books24x7.com/book/id_17774/search.asp?qdom=author&scol=%7Ball%7D&qstr=David%20Campbellhttp://library.books24x7.com/books.asp?imprintid=145http://library.books24x7.com/books.asp?imprintid=145http://library.books24x7.com/book/id_17774/search.asp?qdom=author&scol=%7Ball%7D&qstr=Tom%20Craighttp://library.books24x7.com/books.asp?imprintid=93http://library.books24x7.com/search.asp?qdom=author&scol=%7Ball%7D&qstr=H.C.%20Kazanashttp://library.books24x7.com/books.asp?imprintid=90http://library.books24x7.com/book/id_17774/search.asp?qdom=author&scol=%7Ball%7D&qstr=David%20Campbellhttp://library.books24x7.com/books.asp?imprintid=145http://library.books24x7.com/book/id_17774/search.asp?qdom=author&scol=%7Ball%7D&qstr=Tom%20Craighttp://library.books24x7.com/books.asp?imprintid=93http://library.books24x7.com/search.asp?qdom=author&scol=%7Ball%7D&qstr=H.C.%20Kazanashttp://library.books24x7.com/books.asp?imprintid=90
  • 7/28/2019 NIpa Final

    30/34

    Page 30 of34

    b. How much money EBL budget for the T&D?c. Approximately how many employees are trained yearly?d. Do you feel EBL has adequate facilities to develop its human resources?e. Is the companys management is committed to training and development?

    a. Yes

    b. NoQuestion 2; do you feel EBL has adequate facilities to develop its human resources?

    a. Yesb. No

    Question 3: Do you feel there is adequate emphasis on developing managerial capabilities

    of the managerial staff through training?

    a. Strongly agreeb. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 4; Do you think that employees are sponsored for training programmes on the

    basis of carefully identified developmental needs?

    a. Strongly agreeb. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 5; How true is that Induction training is given adequate importance in EBL?

    a. Not at all true

    b. A little truec. Somewhat trued. True to a great extente. Very true

    Question 6 ;Is it true that senior managers takes interest and spends time with the new

    staff during the On-the-job training?

    a. Not at all trueb. A little truec. Somewhat trued. True to a great extente. Very true

    Question 7; How would you rate the quality of training programmes in yourorganisation?

    a. Very goodb. Goodc. Neither d. very bade. bad

    Question 8; How would you indicate a training area most important to your development

    over the next two years?

    a. Market trainingb. Technical/professional training

    c. Management developmentd. Presentation skills training

  • 7/28/2019 NIpa Final

    31/34

    Page 31 of34

    e. Foreign language trainingIf others please mention that..

    Question 10: How would you rate the effectiveness of EBL training programs to enhance

    organizational performances?

    a. Very goodb. Goodc. Neither d. very bade. bad

    Question 11; How satisfied are you with your overall experience of working in EBL to

    enhance your performance or skills?

    a. Very satisfiedb. Satisfiedc. Neither satisfied nor dissatisfiedd. Dissatisfiede. Very Dissatisfied

    For general employees or line managers (sample size 100 persons)

    Question 1; How would you rate the training process of the company for employees?

    a. Very goodb. Goodc. Neither d. very bade. bad

    Question 2; Do you agree with the following statement By receiving training, one canenhance his/her performances and also overall companys performance very well?

    a. Strongly agreeb. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 3; How important training affect your performance towards your job?

    a. Highly importantb. Importantc. Average

    d. Less importante. Not important

    Question 4; Are you satisfied with the quality of training and development that you

    receive for your current position in the company?

    a. Very satisfiedb. Satisfiedc. Neither satisfied nor dissatisfiedd. Dissatisfiede. Very Dissatisfied

    Question 5; Do you agree with the following statement that On-the-job Training is better

    than off-the-job training?a. Strongly agree

  • 7/28/2019 NIpa Final

    32/34

    Page 32 of34

    b. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 6; Do you agree that EBLs training are implemented, including cultural

    awareness, communication and conflict resolution?a. Strongly agree

    b. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 7; Are you satisfied with how your supervisor has worked with you to create a

    development plan for a future position at the company?

    a. Very satisfiedb. Satisfiedc. Neither satisfied nor dissatisfiedd. Dissatisfiede. Very Dissatisfied

    Question 8; Are Human relations competencies are adequately developed in your

    organisation through training in human skills?

    a. Strongly agreeb. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 10: Do you agree with the following point Training development is positively

    significant with your (employee) satisfaction?a. Strongly agreeb. Agreec. Uncertaind. Disagreee. Strongly disagree

    Question 11 ; Does training increase your level of commitments towards organization?

    a. Very goodb. Goodc. Neither d. very bad

    e. badQuestion 12: How would you rate the training motivation of EBL?

    a. Very goodb. Goodc. Neither d. very bade. bad

    For trainer (sample size 4)

    1. What are the training methods does EBL deliver to its employees?

    2. What are the draws back of the training process?

    3. Are there any other training areas EBL should consider? Please list

  • 7/28/2019 NIpa Final

    33/34

    Page 33 of34

    Appendix B: Demographic Information of the respondents

  • 7/28/2019 NIpa Final

    34/34

    Page 34 of34

    Questions for Senior level ManagersVariables Measuring

    Group

    Frequency Percentage %

    Gender Male 18 18

    Female 2 2

    Total 20 20

    Age 30-40 13 13

    40-50 7 7

    Total 20 20

    Income 100000-150000 5 5150000-250000 15 15

    Total 20 20

    Questions for general employees (Sample 100)Variables Measuring

    Group

    Frequency Percentage %

    Gender Male 85 85

    Female 15 15

    Total 100 100

    Age 25-35 70 70

    36-48 30 30

    Total 100 100

    Income 20000-50000 51 51

    50000-100000 49 49

    Total 100 100

    For Trainer (Sample 4)Variables Measuring

    Group

    Frequency Percentage %

    Gender Male 4 4

    Female 0 0Total 4 4

    Age 27-35 2 2

    35-45 2 2

    Total 4 4