Report on Impact of training on employee performance

Chapter 4 Analysis of Impact of training on employee performance

There are two kinds of particular analyses that have been conducted in order to measure the effects of media coverage on the blasphemy laws. These analyses are descriptive and inferential analysis. The descriptive analysis is particularly utilized in order to explain the frequencies of the variables as well as the reliability of the variables. Meanwhile, inferential analyses are utilized to explain the relationships and effects of variables on each other. The responses of the respondents are better evaluated through the frequency distribution. The following is given the frequency distribution along with the respective pie-charts for the demographic variables.

Descriptive Analysis of Impact of training on employee performance

Gender
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Female	13	28.3	28.9	28.9
	Male	32	69.6	71.1	100.0
	Total	45	97.8	100.0
Missing	System	1	2.2
Total		46	100.0

Interpretation

The details related to the frequency distribution and the relevant percentages for the respondents of the gender are given in the above table. 71% of the respondents are a part of the gender male with the frequency 28% of the respondents are a part of the gender female with frequency 13. This frequency distribution shows that most of the respondents are male.

 

 

Interpretation

The information related to the frequency distribution and the relevant percentages for the respondents of the age is given in the above table. 88% of the respondents are a part of the age range of fewer than 22-31 years and the frequency for the said age range is 6.7% of the respondents belong to the age range of 31-41 years and the relevant frequency is mentioned above. The respondents who belong to the age range of 42-52 years and 52 years plus have a frequency of 1 and respondents along with the relevant percentages of 2.2 respectively. Most of the respondents are part of the age range of fewer than 22-31 years with 88%.

 

 

Interpretation

The information related to the frequency distribution for the educational level and the relevant percentages for the said respondents is given in the above table. 57% of the total respondents are a part of the bachelor’s degree and the frequency for the said educational level is 26. 13.3% of the respondents belong to the post graduate degree and the relevant frequency is 6 respondents. The respondents, who belong to the diploma holder, are the 13 of respondents along with the relevant percentages of 28% respectively. Most of the respondents are part of the educational level Bachelor with the frequency.

 

Interpretation

The above given table illustrating that there are only 60 % respondents who had on job training meanwhile reaming 40% had no idea about on job training.

Inferential Analysis
Reliability analysis

Data Reliability Analysis of Impact of training on employee performance

The data reliability is accessed by using the Cronbach Alpha Value for the current study variables. The idea of Cronbach Alpha was introduced in 1951 by Cronbach. The range for the Cronbach Alpha lies between 0 and 1. It shows that all the items of the questionnaire are better evaluated on the similar concept & idea. The data set for which the value of Cronbach Alpha is more than 0.70; it means that the data is highly reliable (Nunnallly, 1978). For the present research work, the overall value of the Cronbach Alpha is shown in the below-given table.

Interpretation

The above-given table is showing that the overall Value of Cronbach Alpha is greater than 0.70 such as 0.774 for Job training that is the independent variable in this study. The Cronbach Alpha value for Employee Performance is 0.915. It means that the data items are highly reliable.

Regression Analysis

 

Interpretation

In the regression model, the value of R-Square provides the measure for the goodness-of-fit. This value tends to depict the %age variance change in the dependent variable due to the independent variables. Based on the regression analysis for the current data set, it is evaluated that the value of R is 133. As far as the value of R-square for the current study variables is concerned, it is 0.018. This value is determining a significant percentage change on the dependent variable (employee performance) due to the study independent variables (training). The value of adjusted R-square provides for a comparison between the study models. This value is 0.27 which shows that out of total variation narrated by the regression line, the variation %age is significant. In case we talk about the value of p for the regression model, this value is less than 0.05 for all the study independent variables shows the significant relationship of the variables. As indicated in the study of the (Athar, 2015)In this particular study  the conducted results are showing that there is positive relationship among training and employee performance but not significant because the value of the P is greater 0.05 (Appiah, 2010).

Correlation Analysis of Impact of training on employee performance

The association of the study variables can better be determined by the Pearson product-moment correlation coefficient. It was developed by Karl Pearson in 1985. The test results for this coefficient lie between +1 and -1. For a positive correlation, the test result is +1. For no relationship, the test result is 0. The negative relation between the variables is depicted by -1. The correlation analysis and its results are shown in the below-given table.

Interpretation

The relationship of the study dependent and the independent variables are determined by using the Pearson correlation coefficient. For p<0.01, the value of the Pearson coefficient is showing that there exists a strong positive correlation between the study dependent and the independent variables (i.e. Training and Employee performance has strong association with each other. Yet it means in order to enhance the performance of the employees there must be adequate training to the employees (Iqbal, 2014).

Conclusion and recommendations of Impact of training on employee performance

By summing up entire discussion it has been concluded that the training is the one of the most important and key elements for any employee in any organization because it offers the chances o get awareness about the operations functions and working of that particular organization. It is the good source to offers the ways to employees for work according to the existing methods and SOPs of the organization. The employee's performance can be defined as the ability he possesses in order to achieve the goals required of him according to known standards and measurements such as accuracy, speed, cost, and others One of the most important factors in enhancing employee performance is on-the-job training. On-the-job training is done through the guidance of employees with higher positions. As well as the employees are transferred between different tasks at different times. Employees are trained to increase their skills and job capabilities, so that they can improve the quality of work. The findings of the study mostly similar to the study of (Elnaga, 2013)

Training for employees adds communication to advance the organization. The trained employee may receive training within or outside his organization. Training improves the non-financial factors that were previously mentioned. If the employers want to ensure that the employee remains in the company after the contract expires, they can follow the training strategy to reinforce the commitment. The correct training has to do with employee performance in the organization. One of the inspiring ways to increase employee motivation for job performance is to create a relationship between old and new employee skills and work to improve and develop them with training. It has been concluded in this study by conducting the several analyses there is strong association among the job training and employee performance. It is the good ways to enhance the performance of the organization even the productivity of the organization can be enhanced as well.

Recommendations of Impact of training on employee performance

It has been recommended that there must be particular training program to encourage the employees for good performance. The Oman Petroleum Development must be introduced the various new and innovative strategies by which they can offer the good training to the employees and enhance their performance. There must be indoor and outdoor training for getting the knowledge about the new and innovative products and technology by which the efficiency and effectiveness of the work can be enhance in good ways. The OPD must be introduced the various training programs such as conference and campaign in order to know about the new technology. They must be hire intellectual HR staff with latest and innovative capability and establish their trainee officers for the performance of the organization.