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Impact of Training Program Components On Training Effectiveness

IMPACT OF TRAINING PROGRAM COMPONENTS ON TRAINING PROGRAM EFFECTIVENESS A STUDY OF BANKING SECTOR OF PAKISTAN

1Mohsin Akhter Mufti

By

Email : mohsin.7891@hotmail.com
2Salman

Lodhi

Email : salman.lodhi@hotmail.com
3Sidra

Aslam

Email :sidra_deepeyes@hotmail.com

BBA-15 (Session 2010) ARMYPUBLICCOLLEGE OF MANAGEMENT SCIENCES (APCOMS) RAWALPINDI NATIONAL UNIVERSITY OF MODERN LANGUAGES ISLAMABAD

Impact of Training Program Components On Training Effectiveness

CHAPTER#1 INTRODUCTION

Impact of Training Program Components On Training Effectiveness

Impact of Training Program Components On Training Effectiveness

Introduction
Training is defined as a deliberate learning experience designed to bring about permanent change in an individual's knowledge, attitudes, or skills. Why training is important within an organization and how it really benefits the organization in long-term? An organization has a close bound with the trainer and the trainees. The organization especially require training when the organization needs to hire new employees, when organization want to expand, it also become essential for an organization to impart training when there is change in nature of job, change in terms of customer taste. Mann (1996) yield that with the huge investments in developing training strategies and programs, the question is no longer whether organizations should train or not but rather it is about whether or not training is worthwhile and effective (Mann, 1996) When the employers know that what kind of skill need to be polished in an employee then only he can achieve the change he likely to see in the employee performance obviously organization spend time and money on a particle employee so that he/she can return to the organization in long term but if organization failed to know the essential need of an employee in which he/she need training the training efforts are not likely to give any return rather it will turn in to the high cost for an organization as Guthrie and E. Schwoerer (1994), indicate that An accurate understanding of the training needs of employees is essential to ensure an efficient and effective use of the heavy investment organizations make in the delivery of training programs (Guthrie and Schwoerer,1994).

Impact of Training Program Components On Training Effectiveness The training objectives of any organization are associated with the acquisition of Knowledge, skills and attitudes and are therefore linked to a enhanced plant and human performance so that employee work to their level of competency and come up with better outcome for the organization whereas, the knowledge has become a key source of competitive advantage, effective training is an efficient tool to encourage knowledge. As Guidetti & Mazzanti (2007) yields that Employers provide funding for specific training, that is, the acquisition of knowledge/skills that will positively influence productivity in their firms (Guidetti & Mazzanti, 2007) as different people need to be trained to different competence levels and need to acquire different skills for the current job and future prospects and Training is also significant to help in underemployment and employee retention. R. Wholey found that operating a training program facilitates employers to systematically screen and evaluate employees and to retain the best (Wholey, 1990). The training help the employers to keep track of workers performance and employers must complete the fundamental training that they consider high schools and technical colleges fail to provide. The employer can see an absolute change in the performance of employee before and after training which also help employer to see how well an employee is accomplishing the task in his hand from this perspective it become effortless for the employer to retain the best worker. As it is argued by Borodzicz and Haperen (2003), that the anticipated changes in job behavior should be associated with changes in organizational effectiveness (Borodzicz & Haperen, 2003).Training effectiveness is an extent of achievement of defined training objectives within the planned training schedule and available budget. To measure training is one of the key components on how a business will succeed. If a training program is proven to be effective, it will

Impact of Training Program Components On Training Effectiveness definitely yield to positive results, As it is given by Roberson, Kulik and M.Peppe (2001), that in the nonexistence of efficient evaluation efforts, human resource professionals are left uncertain regarding how to conduct training for maximum effectiveness (Roberson, Kulik & Pepper, 2001). It is given by Hesseling (1966), that now as organizations are spending more and more on training, evaluating the effectiveness of training has become critical. The main tasks of the trainer are to test for training effectiveness and to confirm that the selected training methods have achieved the desires result (Hesseling,1966).Evaluating the training effectiveness id the starting point when we talk about organization benefits because training is a tool which is used to change peoples behavior, attitude and skills and emulating the training programs organization do focus on these centered changes. Raymond A. Noe give in that Training and management development activities are currently receiving increased attention in the industrial and academic communities (Noe,1986) as training is recognized as a key aspect for addressing and preventing exposures training is a contributing element which increase the awareness of the workers of hazards and also recommend them of the safe work environment. If the organization selects an efficient training the employees can come with an immense improvement and the chances of the success become very obvious. There are a variety of training techniques available to prepare people for work as it is suggested by R. Ryan Nelson and Paul H. Cheney(1987), that Tutorial: so that each individual is taught by an instructor/colleague, Courses, Lectures or Seminars, Computer-Aided Instruction, Interactive Training Manual (ITM), Resident Expert, Help Component, External (Nelson and Cheney ,1987). The organization can impart training using these methods to enable workers to become

Impact of Training Program Components On Training Effectiveness competency which will enhance skills, knowledge, attitude and behavior and worker will able to work with more determination.

Problem Statement:
Training often is considered for new employees only which is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Training helps organization to increase productivity in order to increase in the productivity companies need more skilled workforce for this purpose most of the organizations invest in offering training programs to their employees which includes on the job and off the job training which help increase the knowledge and skills of employees. The companies should have on going career development plan. Tuition reimbursement or skill training program. An investment in upgrading the workforce is of the best investments a company can make when looking at long-term growth.

When the organization impart training employees develop a greater sense of self-worth, dignity and well-being as they become valuable in the organization they are working for these are the factors which give employees sense of satisfaction through the achievement of personal and organizations goals. The bank play a very essential roles in an countrys economy therefore, the most important thing to make pace with s growing competition is to work on the most important determinants of employee training, i.e. what are the factors of training that can help the employees to enhance their skills competencies and knowledge so that they become adaptable to the changing needs of the business and how training make them committed to the organization.

Impact of Training Program Components On Training Effectiveness

Importance of the study:


Training has become increasingly important as human capital, knowledge, and skills become competitive assets or tools within organizations. Leading management theoreticians argues that it is much more profitable to invest a given sum in knowledge assets than to spend the same amount on material assets if a company wants to maintain competitive advantage because without knowledge, no organization can make effective use of its resources to produce goods and services. As knowledge has become a source of competitive advantage, effective training is an effective tool to instill knowledge. Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitude and behaviors to enhance the performance of employees. Training is recognized as a key factor for addressing and preventing hazards. Training effectiveness can improve levels of knowledge and skills for workers, which can be a contributing factor in increasing awareness of hazards and recommended safe work environment, so training program are designed for enhancing specific skill. If organization select effective training for employees it can vastly improve the chances of success. Evaluating a training program means continuously assessing its progress and effectiveness. Some benefits of assessing training are it improves the future planning and implementation of training. Evaluation helps determine the extent to which training objectives have been achieved. Another important aspect of training program is the continuing education during their jobs. In fact providing the good training program to the employees is the on going responsibility of the associates in the department. These training programs help the staff members to have all the current policies and procedures regarding technology being used in the department so that they are able to perform better. A continuous

Impact of Training Program Components On Training Effectiveness effort, either formal or informal, must be placed on reminding the staff about various procedures and concepts.

Research Objectives:
To identify the different ways to make the training program effective. To improve the capabilities, skills and employee performance through training program Importance of evaluating training effectiveness for an organization. The training process and outcomes. Study the weak points of the Banking sector due to which they can not maintain the training effectiveness of the trainees.

SCOPE OF THE STUDY:


The study aims to evaluate the effectiveness of training program. As now a days it becomes necessary for the organization to impart training to remain competitive in a global economy. By providing training the employees are better able to work across job functions, to apply information, and to think critically and act logically. Trained employees are better able to adapt to change which becomes necessity in todays economy. In the banking sector to provide training is of utmost importance as new technologies. methods and procedures are coming up and in order to cope with in the intense competition which is going on banks need to train their employees on regular basis because new banks are coming in and they snatched the talented people by offering with high perks and privileges and offering them an effective training program which effect the performance of the bank which lost its employee. In this study we are taking the following banks of Pakistan (Rawalpindi/Islamabad): Askari Bank

Impact of Training Program Components On Training Effectiveness Alflah Bank Dubai Islamic Bank Silk Bank Royal Bank of Scotland In this study we basically analyze the most important or the core determinants of training that enhance the skills, knowledge, competencies of the employees and committed and retained.

BANKS PROFILE:
ASKARI BANK:

Askari Bank Ltd better known as Askari Commercial Bank which was incorporated in Pakistan on October 9.1991, as a Public Limited company. It started its operations during April 1.1992. The bank principally deals with banking. The bank is listed on the Karachi, Lahore &Islamabad Stock Exchange and its shares are currently the highest quoted from among the new private sector banks in Pakistan. Askari Bank has expanded into a nationwide presence of 150 branches, and on offshore banking Unit in Bahrain. A shared network of over 1.100 online ATMs covering all major cities in Pakistan supports the delivery channels for customer service. As on December 31, 2008, the bank had equity of PKR 12.27 billion and total assets of PKR 182.17 billion, with over 800,000 banking customers, services by 6,808 employees. Askari is providing the following services to its customers: Corporate &Investment Banking Personal Banking Mortgage Finance

Impact of Training Program Components On Training Effectiveness Business Finance Travelers Cheques Profits/Markup Rates on Retail Products.

ALFLAH BANK:
Bank. Alfalah Limited is a private type of Bank of Pakistan that is owned by the Abu Dhabi Group. In Pakistan, Bank. Alfalah became functional in the year 1997. Initially it was started working as a public limited company. In the same year, in the month of November it started working as a Bank. Alfalah has a partnership with the Abu Dhabi Group that allows the bank to invest advanced and effective technology in order to widen the range of its services and products outside Pakistan.

Services:
Branch Banking, which included deposits, Remittances. Foreign trade, Lockers etc. Consumer Banking that includes Auto Loans. Credit cards, Home loans, Consumer durables, RTCs and etc. Treasury and Investment that includes services such as Money Market, Forex Market, Investment, government securities, correspondents banking etc.

Pakistani Branches of Alfalah Bank:


Currently there are 238 branches of Alfalah Bank in the 75 different cities of Pakistan. The head office is located in Karachi at I.I Chundrigarh Road. Some major cities where Alfalah branches are located are as follows:

Impact of Training Program Components On Training Effectiveness Karachi, Islamabad, Lahore, Sargodha, khan, Kasur, Gawadar, Faisalabad, Sukkur, Rawalpindi, D.I Murree ,

Pirmahal , Sialkot,

Attock, Gujranwala, Peshawar, Quetta, Hyderabad.

DUBAI ISLAMIC BANK:


Dubai Islamic Bank Pakistan Limited (DIBPL), commenced operations in 2006, since then, DIBPL has undertaken major initiatives to expand its branch network across country. Under its consumer banking division, the bank is offering state-of-the art Sharia complaint products that effectively compete with those being offered in the market by conventional banks. It also has expertise in providing Retail, Private, Small and medium Enterprises, Corporate, investment Banking and Advisory services. DIBPL has also introduces Priority Banking and internet Banking, both of which are being recognized as benchmark products in their respective categories. Besides regular banking services, the Bank is committed in bringing foreign investment in the country.

Services:
DIBPL is provided a different service to its customer includes: Internet Banking SMS Banking Visa Debit Card Schedule of charges

Impact of Training Program Components On Training Effectiveness

SILK BANK:
On September 15, 2001, under the supervision of State Bank of Pakistan (SBP), then the prudential bank was acquired by the management and associates of the Saudi Pak industrial and Agricultural investment company (Pvt) Ltd, (SAPICO). On March 31, 2008, a Consortium comprising of IFC, Bank Muscat, Nomura International and Sinthos Capital and led by senior bankers Shaukat Tarin and Sadeq Sayeed acquired an 86.55% stake in Silk bank for around $213 million or $0.47 per share (PKR 29.3 equivalent per share).

Services:
Visa Debit card Mobile Banking E-statements SMS Alerts Silk bank Directs

RBS (ROYAL BANK OF SCOTLAND):


The Royal Bank of Scotland Limited engages in retail and corporate banking, and treasury related businesses. In Pakistan as of December 31, 2008, it operated a network of 79 branches, including 3 Islamic banking branches in Pakistan, and Azad Jammu and Kashmir. The Royal Bank of Scotland Limited was formerly known as ABN AMRO Bank (Pakistan) Limited. The company was incorporated in 1991 and is headquartered in Lahore, Pakistan. As of April 5, 2007, The Royal Bank Of Scotland Limited operates as a subsidiary of ABN AMRO Holding N.V.

Impact of Training Program Components On Training Effectiveness

Services:
The company offers various products and services, including: Loans and Deposits Credit and Debit cards Insurance products and funds transfer E-statement SMS banking, and locker services to consumers Small and medium enterprises and borrowers agriculture sector. It also provides commercial baking services, such as cash management, trade, foreign exchange, online, project finance, export finance, trade finance, leasing, lending, guarantees, bills of exchange, and deposits from corporate customers, as well as risk management services. In addition, the company offers investment banking services, such as merger and acquisition, underwriting, privatization, securitization, initial public offers, and secondary private placements; and treasury, money market, and capital market services.

Impact of Training Program Components On Training Effectiveness

CHAPTER#2 LITERATURE REVIEW

Impact of Training Program Components On Training Effectiveness

Literature Review:
This chapter gives the detail about effectives of training program and the factors that determine the employee needs of training. Firstly this chapter describes the importance providing the training to the employees performance environment and the impact of training outcomes toward role the for on employee and which his/her plays commitment an important organization. and

Secondly, it discusses the training method and training facility imparting transference of effective training and as well as trainees selection which make the training successful in all sense .Thirdly, researches conducted on employees training need analysis swell as training budget determinants are discussed to understand the nature and importance of employee training within the banking sector of Pakistan.

Effectiveness of Training Program:


Every organization requires competent employees for the successful functioning of its various departments. To ensure that the staff works efficiently and effectively, the organization has to continuously evaluate their performance and bridge any performance gaps by providing appropriate training to them. The effectiveness of training also depends upon individual if they are unmotivated to learn they will learn less. The factors to determine training motivation which helps in increasing training effectiveness are personality, training environment and resources. (Robins, 2009)

Two approaches to training intervention effectiveness research can be used to uncover results without committing extraordinary resources.

Impact of Training Program Components On Training Effectiveness One approach employs triangulation (use of multiple data sources and methods) to gather data from prospective end users and combine qualitative data (e.g., from focus groups, interviews, and observations) with various forms of quantitative data (e.g., those from controlled study situations (Scharf, Bell & Smith, 2006) The other approach to effectiveness research explores cause-and-effect relationships that are pertinent to the learning process and have been established through years of training research, including meta-analyses. (Alvarez, Salas & Garafano, 2004) The training outcomes can be measured through training effectiveness. Its focuses as a whole learning system and training outcomes are viewed in a broader way. (Acemoglu & Pischke, 1999) According to (Kenneth.C.jones) he has explained some guiding principles for effective organizational training are Training should be proactive and continual process in the organization and should not be only done only when problem arises it should be an ongoing process. To facilitate the learning process should be the main focus of training in order to support and meet organization needs. Future capacity of the organization should be built on the basis of training. Training should must be evaluated and measured.(Joness, 1999)

Training effectiveness usually is determined by assessing some combination of the criteria presented in Kirkpatrick's (1967), hierarchical model of training outcomes. This hierarchy is composed of four levels of training outcomes: (a) trainees' reactions to the program content and training process (reaction); (b) knowledge or skill acquisition (learning);

Impact of Training Program Components On Training Effectiveness (c) behavior change (behavior); and (d) improvements in tangible individual or organizational outcomes such as turn- over, accidents, or productivity (results) (Kirkpatrick's, 1967). o Each training outcome affects the next level in the hierarchy. Trainees' satisfaction with the program is believed to have an important influence on learning, the content of the training program must be mastered to some degree for improvements in on-the-job behavior, and behavior change is important for positive changes in results such as quality or quantity of production. Clement (1978), has provided the strongest evidence in support of the hierarchy by using path analysis, he found that trainee reactions had a causal impact on learning and learning had a significant influence on behavior change.

Training Methods:
Training method refers to the programs manners or mode. The orderly, logical or systematic way of instruction, inquiry or presentation. (Towne, 2001) Training methods are mostly classified as formal or informal and as onthe-job or off-the-job training. (Mahall & Belletti, 1999) Training and management development activities are currently receiving increased attention in the industrial and academic communities. According to Huber (1985), that the training emphasis is illustrated by recent figures which report that organizations spend upwards of $30 billion dollars annually for training programs involving 15 billion work hours (Huber, 1985). In academic circles, the importance of training and development is reflected by the fact that the Annual Review of Psychology has devoted two chapters in the last five years to the topic of personnel training. In past training was only meant to be formal but according to a

Impact of Training Program Components On Training Effectiveness survey now 70% of organization are having informal training.Formal training is recognised, accepted training, recognised organisation, certain standards are met and where as informal training is unstructured, unplanned and easily adapted according to situations (Hanry , hill & leitch,2004). Currently, the majority of applied work and academic research has focused on the appropriateness of various instructional methods, needs assessment, and evaluation methodology.

Training Characteristics:
According to Tziner, Fisher, Senior & Weisberg (2007), there are various training characteristics goals which and help the trainers Some to of achieve them the are organizational objectives.

conscientiousness, self-efficacy, motivation to learn, learning goal orientation, performance goal orientation, instrumentality and work environment characteristic have also enhance the effectiveness and efficiency of the training program. (Tziner, Fisher, Senior & Weisberg, 2007). According to Muszynski & Wolfe (1989), Employers who conduct training sessions do well to comprehend that the benefits of programmable expertise come into view to be greater where there is a profound prominence placed on the planning and accomplishment of high worth training of the employees. (Muszynski & Wolfe 1989). Kabanoff and bottger (1991), found that the impact of training differ from the components of the creativity process and training produced an enhancement in ideational to facilitate the comparable to a simple practice or motivational interference. (Kabanoff & bottger 1991), Trainers characteristics play significant role in effecting the result of all training programs. According to Cohen, Maier, James and Weide (1981), that Human resource management has been formulated to assist executives with their planning, decision and control problems in a

Impact of Training Program Components On Training Effectiveness variety of banking areas. They have taken characteristics as an independent variable and found various characteristics of trainers like age, qualification, previous training experience (Cohen, Maier, james and Weide., 1981). Bartel (1995), the impact of training characteristic on the performance of the individual can be able to evaluate the training's consequence on wages, in order to test the strength of the calculated relationship among the training and productivity outcomes that effect on the job. (Bartel 1995), Trainer characteristics play a vital role in the effectiveness of training programs as all the communication and learning by the trainer and he acts as a bridge between the trainee and the training program. They may include trainer experience in training, his professional knowledge and skills about training program and the number of persons to be trained in the training session. As Mathieu , Tannenbaum and Salas (1992), acknowledged that giving the best performance in the training may prepare trainees for development of other career opportunities, those who execute high career planning should be highly motivated i.e. who report high career planning should be highly motivated (Mathieu, Tannenbaum and sales, 1992). Training and management development actions are presently getting very high intension in the industrial as well as in academic communities. Noe (1986), certain characteristics of the trainers such as optimistic reactions towards work, learning attitude, behavior change, and enhancement in job-related results helps to conduct the efficient and effective training program (Noe 1986),. Ryan, Guss (1989), well known organizations organize training experiences for trainers which help in

Impact of Training Program Components On Training Effectiveness reducing the gaps in inventory. They also make options to support and prevent the values and needs of the trainers. (Ryan, Guss 1989),

Training Selection Criteria:


Robbins, judge & sanghi (2009) Selection procedure is applicable in the most of the well-known organizations. Few organizations choose to check into a candidates background correctly away. Rest wait until the candidate is about ready to be hired, conditional on everything checking out. (Robbins, judge & sanghi 2009) .The trainees selection criteria is of much importance to make a training program effective for this purpose organization should take into account their recruitment process. Such as according to (Recruitment of Batch XI of Management Trainees, 2009) 1) Qualification:- (from University/Institution recognized by HEC). 2) Age Limit: - Maximum age limit 26 years. 3) Compensation: - Management Trainees will be appointed as Officer Grade-Il in regular cadre and will receive a gross compensation of around Rs.30,000/ month plus bonuses, liberal perks and end service benefits. 4) Training & Development:- They will receive comprehensive training in banking and management to groom them as professional bankers. 5) Career Growth: - Management Trainees on completion of three years will be promoted as Officer Grade-I and in next three years as Assistant Vice President on the basis of their performance. 6) Selection Process:- Candidate will be required to appear for written test on the pattern of GMAT/GRE According to Patrick Magarick (1961), he said that to have the most

effective training program it should be highly formal in this sense that it should be well planned and executed with best trainees selection criteria

Impact of Training Program Components On Training Effectiveness (Magarick ,1961). Selection of trainees needs to be conducted under strict criteria and motivation must be carefully assessed. Effectively evaluating training requires the systematic collection of information from a variety of sources. As organizations use training to achieve a variety of organizational goals, there is no universal approach to evaluating training each organization must select the criteria that are most relevant to their organizational objectives. Successful innovative training program depends on selection criteria of trainees. the trainees selection criteria is of much more importance to make a training program effective for this purpose the organization should take into account while doing there recruitment process some important points the qualification.

Training Facility Environment:


Encouraging environment within an organization is always motivational for the employees for learning and positive environment make the transference of learning successful. The environment effect on both the trainers and trainees to a large extend as it is given by Christopher Orpen (1999) that, Trainee motivation and perceived training quality appear to be essential ingredients for training effectiveness, relatively little research has examined the sort of training environment that encourages trainees to be motivated (Orpen, 1999). As it is given by P.Moxnes and Eilertsen (1976) that, by organizational environment we mean the way organization workers experience the quality of their internal environment. We describe 'learning climate' as a multidimensional observation of essential attributes of the organizational environment, such as communication, leadership and interpersonal conflicts (Moxens and Eliertsen, 1976), therefore the learning environment is dependent on the culture of organization which means the values, attitudes and beliefs which are reflected within

Impact of Training Program Components On Training Effectiveness organization mission, goals and practices of the organization.

Organization must encourage learning at all levels level of workers within the organization What are basically the characteristics of an organization culture of excellence? Its an environment where employees contribute to each other learning and to the success of the organization. As Christopher Orpen (1999) was of the view that there are four personal aspects of the training environment considered from an organizational perspective, that are employee organization commitment, job involvement, self esteem, personal control(Orpen, 1999). Consequently, the organization must get employee commitment by valuing them organization must consider the employees a real asset for them if the environment the employees will get free of stress and encouraging one the employees will surely be devoted and get committed to the organization. There must be a sense of team and ownership, of being a stakeholder. The factors which promote such an environment comprise of: Shared vision, goals and objectives Commitment for the fulfillment of the vision and mission Mutual support by staff for each

One of the most critical and imperative human resource need is the training of workers, at all level is (line workers, managers, engineers, etc.) in skills they need to make an organization competitive. P.Moxnes and Eilertsen(1976) is of the view that training philosophy led organization obviously to look for the outcome of MT not in the betterment of interpersonal skills, knowledge or performance of the individual trainee but in an improved organization environment(Moxens and Eliertsen, 1976). Therefore, it is wise to scan not only the content

Impact of Training Program Components On Training Effectiveness of the planned training but also the delivery style and its also important to establish an environment which is conductive to learning which is an important factor in starting up a training its usually a duty of manager to develop such environment which ensure that participants walk in to a relaxed atmosphere and an environment that is welcoming and ready manager must welcome each trainer and greet them to the training session these are small blocks which leads an organization and their team to an ultimate success.

Training Budget:
According to some to our research some surveys conclude that HR managers require an e-learning platform which facilitates close cooperation with a tool that allows calculation of training budget policies, based on several metrics, and prediction of the companys yields and its employees benefits. These different functionalities arise from HR managers expectations to enhance their job by scheduling training programs subject to specific budget. The computation of training analytics grants the opportunity to decrease costs and deploy a common hierarchical scheme adaptive to the organizational strategies (Kyriakosk Mamoukaris, Contantinos Makropoulos, and Panagiotis Telonis, 2002). In this paper researchers evaluated training cost programs and recognized that the difference between the trainees pre and post training earnings was a poor estimate of the training effect. Noting that in a dynamic economy the trainees earning may grow even without an effective program (Robert J. Lalonde, 1986) Training is an expensive process and there are required some legal requirements for it. Employee training and education activities cause costs. These costs may be due to the employer and/or its employees. One way employers may promote employee training and development is by assuming some or all of those costs, and although employers may

Impact of Training Program Components On Training Effectiveness have good reasons on their own to pay for training and education, the tax code also offers breaks or incentives for employers to assume training costs. Beyond the issue of direct financial support for employee training, employers may wish to encourage the educational selfdevelopment and improvement of their employees by taking advantage of various statutorily authorized provisions of the Internal Revenue Code (IRC) (Alan Clardy, 2003). According to one research paper the wage structure is distorted away from the competitive benchmark and in favor of the less skilled workers, firms may want to invest in the general skills of their employees. For this result it is necessary that workers do not need to be credit constrained. What matters is the form of labor market frictions and institutions. This paper also showed that more frictional and regulated labor markets may encourage more firm-sponsored training (Daron Acemoglu and Jornsteffen Pischke, 2000).

Training Need Analysis:


Miller, Diana and Sphr (2002) argued that The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. Gaps can include discrepancies/differences between: What the organization expects to happen and what actually happens. Current and desired job performance. Existing and desired competencies and skills. (Miller, Diana & Sphr, 2002)

Impact of Training Program Components On Training Effectiveness Training needs analysis process is basically use to evaluate the organization needs. it is used to fill the bridge between the knowledge, attitude, skill the workers currently possess and the Knowledge, attitude and skill which is required by the organization to attain the set and desired objectives. M.V.Wart (1995) is of the view that, assessments of employee attitude and values have turn out to be much more common and more imperative in helping organizations make significance/valued adjustments (Wart, 1995) an organization uses TNA within their organization on workers inside the organization who are providing their services in order to recognize the learning needs of the employees and also of the organization. As it is given by Ban and R. Faerman (1976), that training evaluation consist simply of assessing participants' response to the program or of giving a test at the end of the training to see how much was learned (Ban and Faerman, 1976). So the organization to be successful and efficient must begin all training program with needs assessment before any actual training take place then the training manager must determine that who, what, when, where, why and how training will be given, for that training manager must analyze as much information as possible such as : Organization and its goals and objectives. Job related tasks that need to be learned Competencies and skills that are need to perform the job by the employee. Individuals who are to be trained.

Analysis of an organization includes looking at the internal structure of the organization which influence the employee performance and also help to evaluate that how well the organizational goals are objectives

Impact of Training Program Components On Training Effectiveness the employees are attaining and also identify the performance deficiencies on the organizational level. As Van de Ven (1976), that a comprehensive assessment of the internal structure and performance of a complex organization need a theory and methodology that cuts across and links the macro (overall organization) and micro (work unit or department) levels of analyses (Ven, 1976)

Impact of Training Program Components On Training Effectiveness

CHAPTER#3 METHODOLOGY

Impact of Training Program Components On Training Effectiveness

INTRODUCTION TO METHODOLOGY
Methodology is the essential part of the research as we know that in this chapter researcher will address the critical part of the research i.e. how the research is going to be conducted in reality? This chapter will address the methodology followed to solve the research question/hypothesis/stated problem and will also highlight the research instruments, research approach and the type of the research. The final portion of this chapter will mention the sources of data, sample of the population used, the methods used for data collection, the procedures adopted for data analysis and finally theoretical framework and hypothesis.

Research
According to Umma Seekaran (2000) research is an organized, systematic, data based, critical, objective, scientific inquiry or investigation into a specific problem undertaken with the purpose finding answers or solution to it. Research provides the desirable information that guides the manager to make informed decisions to helpfully deal with problems and obstacles. The information provided could be the result of a careful analysis of data gathered at first hand or of data that is already available in the company, industry or archives. Data can be quantities, as generally gathered through structured questions or qualitative, as generated from broad answers to specifics questions in interviews, or from responses to open-ended questions. It can be gathered through observations, or from readily available information gathered from various sources.

Impact of Training Program Components On Training Effectiveness

Types of Business Research


Research can be undertaken for two different purposes; Applied Research: Seeks the specific knowledge necessary to improve the treatment of a particular disease. This type of research use to solve a current problem, demanding a timely solution for example an employee may not be marketing as effectively as he/she is considered to and the manager wants to find the reason, this type of problem, specific to a certain situation will come under applied research. Basic Research: Research done primarily to enhance the understanding of certain problems that commonly occur in organizational settings and seek methods of solving them. Sometimes it is also termed and referred as pure research.

Methodology
According to White (2000), The way the researcher address the problem is stated as methodology. It is very essential to consider the appropriate methodology for analyzing a specific research. Therefore, academics distinguish two main areas, they are: Quantitative Research Qualitative Research

Quantitative Research
In this type of research the results are given numerical values and the researchers use a mathematical and statistical treatment to evaluate the results of the research findings. This approach involves an objective way of studying things. It is also known as positivistic approach. It aim to be objective, collects and uses numerical data.

Impact of Training Program Components On Training Effectiveness

Qualitative Research
Quantitative research is defined as the numerical representation and management of observations for the purpose of describing and explaining the phenomena that those observations reflect. This is a process of presenting and interpreting numerical data which helps the reader to get a picture of the data collected and used in the research project. This methodology permits to get the analysis after the statistical inferences of the collected data by which conclusion would be generalized for the banking sector of Pakistan. Likert scales (1-5), which anchors ranging from strongly disagree to strongly agree were used for all question to gather the data from the trainees (employees) of banking sector of Pakistan to have their perception on effectiveness of training program and its importance to them. Which will help to find the relationship amongst variables and provide recommendations to the management of banking sectors of Pakistan.

Impact of Training Program Components On Training Effectiveness

Theoretical Framework

Independent Variables

Training Methods Trainees Selection Trainees characteristics Training Facility Environment TNA Training Budget Dependent Variables

Effectiveness of Training Program

The theoretical framework is a model of logical relationship amongst the factors (Effectiveness of Training Program, Training Methods, Trainees Selection Criteria, Trainers Characteristics, Training Facility Environment, Training budget and Training needs analysis). In other words the theoretical framework is the graphical summary of the whole literature review. In sum we can say the theoretical framework discusses the relationship among the determinants that are deemed to be integral

Impact of Training Program Components On Training Effectiveness to the dynamics of situation being investigated. In above diagram the theoretical framework is showing the relationship among training effectiveness on and its effect on Training Methods, Trainees Selection Criteria, Trainers Characteristics, Training Facility Environment, Training Budget and Training needs analysis it will help us to test the postulates and certain relationships and will improve our understanding of the dynamics of the situation.

Hypothesis to be tested:
Following hypothesis will be tested against the objective which we set in this study. Hypothesis 1: H1: Training methods correlates positively with the effectiveness of

training program which means higher the training methods in the organization higher it will lead to training effectiveness. Hypothesis 2: H2: Trainees selection criterion has the positive effect on the

effectiveness of training programs. Hypothesis 3: H3: Trainers characteristics have positive relation with the

effectiveness of training programs. Hypothesis 4: H4: Better training facility environment can make the training program more effective which means that both have a positive correlation.

Impact of Training Program Components On Training Effectiveness Hypothesis 5: H5: Increase the budget of training program have significant positive impact on the effectiveness of training program.

Research Variables
The variables that are being considered are described in the theoretical framework. Effectiveness of training program is the dependent variable, which is going to be checked for the relationship with training method, trainees selection criteria, training budget, training facility environment, TNA which are independent variables.

TRAINING

METHOD:

Five items for the training method was adapted to measure the response of the participants. The response format for these measures included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

Trainees Selection Criteria:


Four items for the training selection criteria were taken to measure the response of the respondents. The response format for these measures included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

Trainees Characteristics:
Four items for the trainees characteristic were taken to measure the response of the respondents. The response format for these measures

Impact of Training Program Components On Training Effectiveness included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

Training Facility Environment:


Four items for the training facility environment were taken to measure the response of the participants. The response format for these measures included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

Training Budget:
Four items for the training budget were taken to measure the response of the respondents. The response format for these measures included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

Effectiveness of Training Program:


Four items for the effectiveness of training program were taken to measure the response of the participants. The response format for these measures included a 5-point scale. (1=strongly disagree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree).

The Study Design:


Pearson Correlation coefficient will be used to determine the magnitude of the relationships between each of the variables. With the multiple linear regressions, separate and collective contributions of each specified independent variables to the variation of the dependent variable are determined.

Impact of Training Program Components On Training Effectiveness Pearsons correlation coefficient assumes that each pair of variables is bivariate normal and it is a measure of linear association. Two variables can be perfectly related, but if the relationship is not linear, Pearsons correlation coefficient is not an appropriate statistic for measuring their association. The value of the correlation coefficient range from -1 to +1. The sign of the correlation coefficient indicates the direction of the relationship (positive or negative). The absolute value of coefficient indicates the strength, with larger absolute values indicating stronger relationships. The correlation coefficients on the main diagonal are always 1, because each variable had a perfect positive linear relationship with itself.

Population
Population is defined as the entire group under study as specified by the objectives of the research project. Population is the aggregate of material or objects related with the subject of the study. It is usually difficult to conduct a research on a huge scale since availability of time and resources are limited. Our target audience was the trainees and the trainers from the Middle and Upper level of Banking Sector of Pakistan specifically Rawalpindi and Islamabad were selected and the Banks were; Alfalah Bank Ltd Askari Bank Dubai Islamic Bank Royal Bank of Scotland Silk Bank

Impact of Training Program Components On Training Effectiveness

Sampling Technique:
There are two types of sampling techniques; probability or representative sampling and non probability or judgmental sampling. The researchers have used convenience sampling technique for the research. The questionnaires were distributed to the major banks of Rawalpindi/Islamabad. The respondents were those people who were working as trainers and trainees in banks of Rawalpindi/Islamabad who were correctly and purposefully facilitating the researchers in data collection. All necessary steps that have to be taken in order to gather the accurate responses are considered while conducting the research.

Sample Size:
Sample is known as a representative part of the population. When we have a large population to study then we take a small part of it to draw conclusions about the population and that is known as a Sample. It comprises of a specific numbers of individuals selected from the entire population .The total sample size for the research is 120. The researchers had distributed 120 questionnaires in the 5 Banks of Rawalpindi and Islamabad as par to in-convenience and time limitations. The researchers got response from only 105 respondents. Out of these 120 responses 105 respondents provide the feedback through questionnaires and some of the responses out of 105 were considered as false as those respondents ticked throughout only one option against each item. As a result only 70 responses/questionnaires are considered for data punching and analysis

Impact of Training Program Components On Training Effectiveness

Data Collection
Questionnaire
Questionnaire developed regarding IMPACT OF TRAINING PROGRAM COMPONENTS ON TRAINING EFFECTIVENESS was an Exploratory Study. The questionnaire contains eight sections. Section I describes Biographical and demographical characteristics of the respondents. Section II Effectiveness of Training Program which contains 6 items, section III is about Training Methods which contains 5 items, section IV is about Trainees Selection Criteria which contains 4 items, section V is about Training Characteristics which contains 4 items, section VI is about Training Facility Environment which contains 4 items, section VII is about Training Budget which contains 4 items, section VIII is about Training Need Analysis which contains 4 items. It was personally administered to the employees of concerned Banks. Questionnaire for variables used 5 point Likert type scales to measure respondents possible responses from strongly disagree to strongly agree coded from:

Strongly Disagree 01

Disagr Uncert ee 02 ain 03

Agr ee 04

Strongly Agree 05

Five large commercial Banks functioning across Pakistan took part in our survey . The survey was conducted on random basis i.e. questionnaires were distributed among the employees of banking sector without discrimination or bias. We found the chosen field very attractive one for the study of IMPACT OF TRAINING PROGRAM COMPONENTS ON TRAINING EFFECTIVENESS. Our research is a cross-sectional study as we have collected the data only once. Due to some limitations, the sample

Impact of Training Program Components On Training Effectiveness consists of 102 employees from which data was collected of 70 people from the above mentioned sector, but the accuracy has not been compromised.

Data Collection Procedure:


The data collection was done through both primary and secondary resources. The primary data was collected through questionnaire surveys and secondary data from different research papers. The questionnaires were distributed among the employees of Middle and Upper Level of different departments. The survey period spanned 15-18days for collecting data. The advantage of selecting this method for questionnaire distribution is that it ensures that the participants can answer the questionnaire without getting discouraged about confidentiality. It also helps in keeping track of those who do not return the questionnaire on time and need to be reminded again.

Analysis and Interpretation:


This is a study of relationship of various variables. So after the data collection a co relational analysis was performed using the acquired data, to ascertain the existence of relationship between the variables. For doing the data analysis, Statistical Package for Social Sciences (SPSS) 14 was used, because it is a very systematic computer program that can deal with a large amount of data and can give out accurate results. With the help of SPSS, results would be analyzed by tabulating the data into the following application:

Impact of Training Program Components On Training Effectiveness

Impact of Training Program Components On Training Effectiveness

CHAPTER#4 ANALYSIS OF DATA

Impact of Training Program Components On Training Effectiveness

Introduction
This chapter will address the results of the research that what are the results and how they impact the research either the results are favourable or not. For the result SPSS software is being used for the data analysis and compiling results. This study represents the analysis of the data and the results of the study are discussed. Hypothesis 1, 2, 3, 4, 5 and 6 were tested against correlation using Pearson co relational and through regression analysis.

2.1 Findings
This chapter presents the analysis for evaluation of the effectiveness of the training program of employees training at banks. The study test the hypothesis about various factors effecting the outcome of these training programs and the results have shown a strong effect on the effectiveness of training and also some variables having less and moderate effect on the success of failure of training program and we will discuss all variables here. 1.2

Correlation and Regression Analysis of Research Results

1.2.1 Pearsons Correlation Coefficient Analysis: Correlation is a statistical technique which can determine the degree of relationship between two variables and this relationship can vary from strong to weak. When a relationship is strong this means that knowing a persons score on one variable helps predict their score on the other variable. The value of correlation ranges from +1 to -1 and both these values show strong positive and negative relationships. In this present study

Impact of Training Program Components On Training Effectiveness Pearsons correlation is used which measures the degree of relationship between two continuous variables and in this case its between two continuous variables and in this case its between effectives of training
Training
Effectivene ss Training of

Trainin g Budget TNA

Trainin g Method s

Trainees Selection Criteria

Trainers Characterist ics

Facility Environm ent

Effectiveness of Training

1 .675(**) .596(**) 1 .448(*) 1

Training Methods Trainees Selection Criteria Trainers Characteristi cs Training Facility Environment Training Budget TNA

.539(**)

.252

.202

.550(**) .504(**) .455(**)

.269 .304 .193

.256 .171 .274(*)

.297 .251 .208(*)

1 .154 .328(**) 1 . 427(** 1

) programs as dependent variable and all other independent variables.

1.3 Correlation coefficient matrix


Table 4.1

** Correlation is significant at the 0.01 level (2-tailed). * Correlation is significant at the 0.05 level (2-tailed).

Impact of Training Program Components On Training Effectiveness Effectiveness of Training Program (dependent variable) Training Methods (Independent Variable) Trainees Selection Criteria (Independent Variable) Trainers Characteristics (Independent Variable) Training Facility Environment (Independent Variable) Training Budget (Independent Variable) Training needs analysis (Independent Variable) The correlation indicates a strong and significant relationship b/w Training Effectiveness and Training Methods (.675*) then relationship among Training Effectiveness and Trainees Selection Criteria is (.596**) which is quite significant then relationship b/w Training Effectiveness and Trainers Characteristics (.539) which is quite significant then relationship b/w Training Effectiveness and Training Facility Environment is (.550**) which is very strong then relationship b/w Training Effectiveness and Training Budget (.504**) that is also a strong relationship then relationship b/w Training Effectiveness and Training needs analysis is (.455**) that is also a quite strong relationship

Regression Analysis:Regression analysis is a statistical tool for the investigation of relationships between variables. Usually, the investigator seeks to determine the causal effect of one variable upon another; the effect of a price increase upon demand, for example, or the effect of changes in the money supply upon the inflation rate etc. To explore such issues, the investigator assembles data on the underlying variables of interest and employs regression to estimate the quantitative effect of the causal variables upon the variable that they influence. The investigator also typically assesses the

Impact of Training Program Components On Training Effectiveness statistical significance of the estimated relationships, i.e. the degree of confidence that the true relationship is close to the estimated relationship. This type of analysis is useful in order to know about the particular model fitness, either it is useful or not and if useful than to what extant?

Impact of Training Program Components On Training Effectiveness Table 4.2: Independent Variables
Training Methods Trainees Selection Criteria Trainers Characteristics Training Facility Environment Training Budget

Beta .335 .282 .254 .274 .248 .241

T 3.178 2.777 2.610 2.824 2.590 3.197

Sig. .004 .010 .015 .009 .016 .002

TNA

a. Predictors: Training Methods, Trainees Selection Criteria, Trainers Characteristics, Training Facility Environment, Training Budget, TNA b. Dependent Variable: Effectiveness of training
Adjusted Model R R square Square R Std. error of the estimate

1 .642a Predictors: (constant) N: 70 R square: F:11.106 of training

.412

.375

.25582

.412

Adjusted R square: .375

Significance:.000Dependent Variable: effectiveness

The value of R2 in regression analysis is (0.412), which is quite significant it shows that 41% variation on dependent variable is caused by the independent variables while 59% variation remains unexplained which is caused by some other unknown variable. The value of F=11.106 which is significant. The Beta value for Training Methods is (0.335) while the t value is 3.178 which are significant at (0.004). The Beta value for Trainees Selection Criteria is (.282) while the t value is (2.777) which is significant at (0.010). The Beta value for Trainers

Impact of Training Program Components On Training Effectiveness Characteristics is (.254) while the t value is 2.610 which is significant at (0.015). The Beta value for Training Facility Environment is (.274) while the t value is (2.824) which are significant at (0.009). The Beta value for Training Budget is (.248) while the t value is (2.590) which are significant at (0.016). The Beta value for Training needs analysis is (.241) while the t value is (3.197) which are significant at (0.002). Findings

1.3.1

Findings for Hypothesis 1:

The hypothesis H proposed that training methods correlates positively with the effectiveness of training program which means higher the training methods in the organization higher it will lead to training effectiveness. This prediction was supported. Training methods is positively correlated with the effectiveness of training program. The B value of Training method is .335 that is it has 33.5% impact on training program effectiveness. On the same side t value also showed result of 3.178 which showed a significant impact on training program effectiveness

1.3.2

Findings for Hypothesis 2:

The hypothesis H2 proposed that trainees selection criterion has the positive effect on the effectiveness of training programs. This prediction was supported. Trainees selection is positively related to training program effectiveness. The B value of Trainees selection is .282 that is it has 28.2% impact on training program effectiveness. On the same side t value also showed result of 2.777 which showed a significant impact on training program effectiveness

1.3.3

Findings for Hypothesis 3:

Impact of Training Program Components On Training Effectiveness The hypothesis H3 proposed that Trainers characteristics have positive relation with the effectiveness of training programs. This prediction was supported. Trainers characteristic is positively related to training program effectiveness. The B value of Trainers characteristics is .254 that is it has 25.4%impact on effectiveness of training programs. On the same side t value also showed result of 2.610 significant impact on training program effectiveness which showed a

1.3.4

Findings for Hypothesis 4:

The hypothesis H4 proposed that Better training facility environment can make the training program more effective which means that both have a positive correlation. This prediction was supported. Training facility environment is positively related to training program effectiveness. The B value of training facility environment is .274 that is it has 27.4% impact on training program effectiveness. On the same side t value also showed result of 2.824 which showed a significant impact on training program effectiveness.

1.3.5

Findings for Hypothesis 5:

The hypothesis H5 proposed that Increase the budget of training program have significant positive impact on the effectiveness of training program. This prediction was supported. Training budget is positively related to training program effectiveness. The B value of Training budget is .248 that is it has 24.8% impact on training program effectiveness. On the same side t value also showed result of 2.590 which showed a significant impact on training program effectiveness.

1.3.6

Findings for Hypothesis 6:

The hypothesis H6 proposed that Proper need analysis results into the higher level of training program effectiveness. This prediction was supported. TNA budget is positively related to training program

Impact of Training Program Components On Training Effectiveness effectiveness. The B value of TNA is .241 that is it has 24.1% impact on training program effectiveness. On the same side t value also showed result of 3.197 which showed a significant impact on training program effectiveness.

Discussion:
Banks play very important role in the economy of a country and Pakistan is no exemption. Banks in Pakistan account for 95% of the financial sector. Pakistan has a well-developed banking system, which consists of a wide variety of institutions ranging from a central bank to commercial banks and to specialized agencies to cater for special requirements of specific sectors. Now a days many new international banks are coming in which take a crew of people from local banks by offering them attractive training programs which is beneficial for them so to make the employees satisfied, retained and to increase the productivity of the services of the banks. Our research results of each Bank of Rawalpindi/Islamabad in our study provides the comparison of the training program they initiate as well as it shows that what are the most important determinants of training program effectiveness according to the opinion of the trainer and trainees of the Banks. According to the correlation analysis results, from the table the correlation coefficient is (.675*) i.e. 67.5 which means that 67.5% trainees are with the opinion that training method effects on effectiveness of training program. It shows a strong positive relationship b/w Training Effectiveness and Training Methods. This result indicates that training method has a significant effect on the outcomes of training program. Whereas the value for correlation coefficient is (.596**) i.e.: 59.6% trainees are with the opinion that trainees selection criteria effect on training program. It shows a strong positive relationship

Impact of Training Program Components On Training Effectiveness between trainers selection criteria and the effectiveness of training program. This result indicates that experience of the trainers have a significant effect on the outcomes of a training program. Where the value for correlation coefficient is 539(**) i.e. 53.9% trainees are with opinion that trainees selection criteria effect on training programs. It shows a strong positive relationship between trainers characteristics and the effectiveness of training program. This result indicates that experience of the trainers have a significant effect on the outcomes of a training program. And the value of coefficient correlation is 550(**) i.e. 5.50% people says that training facility environment affects the training program. It shows a strong positive relationship between training facility environment and the effectiveness of training program. This result indicates that better training facility environment have a significant effect on the outcomes of a training program, the value of coefficient correlation is .504(**) i.e. 50.4% trainees are with the opinion that training budget affects the training programs. It shows a strong positive relationship between training budget and the effectiveness of training program. This result indicates that maximum training budget have a significant effect on the outcomes of a training program where as the value of coefficient correlation is .455(**) trainees are with the opinion that need analysis effects on training programs. It shows a strong positive relationship between training need analysis and effectiveness of training program. This result indicates that proper need analysis has a significant effect on the outcomes of a training program. 1.3.7 Impact of Training Methods on Training Program Effectiveness The correlation value of Training Method is 67.5 while the beta value is 33.5% that shows the very significant relationship with the training program effectiveness. This research reveals that training method must

Impact of Training Program Components On Training Effectiveness be carefully selected and administered by the management of the bank because if any flaw occur in the selection of training method the very meaning of imparting training will be diminish and it will simply be a burden on the bank rather than any benefit. From hypothesis one, the results reveal that Training methods correlates positively with the effectiveness of training program which means higher the training methods in the organization higher it will lead to training effectiveness. So it is clear that training method selection plays a major role to make the training program effective. Impact of trainees selection criteria on Training Program Effectiveness The correlation value of trainees selection criteria is.596(**) while the beta value is .282 that shows the very significant relationship with the training program effectiveness. This research reveals that Selection of trainees needs to be conducted under strict criteria and motivation must be carefully assessed. Many people with disabilities are fully capable of accomplishing required tasks however, their motivation needs to be carefully assessed therefore, and selection remains a key component to ensure sustainability and replicability. From hypothesis two, the results reveal that Trainees selection criterion has the positive effect on the effectiveness of training programs. Its make very clear that trainees selection criterion is also very important factor to make training program effective. Impact of Trainers characteristics on Training Program

Effectiveness The correlation value of Trainers characteristics is .539(**) while the beta value is .254 that shows the very significant relationship with the

Impact of Training Program Components On Training Effectiveness training program effectiveness. This research reveals that it is

necessary to identify some of the significant qualities that go to enhance the performance of a trainer. Some of these qualities are: Empathy: This is the ability to put oneself in the shoes of another. It is the faculty for recognizing the fears and uncertainties in the minds of trainees when learning additional techniques or skills Honesty: This is the courage to recognize personal strengths and weaknesses and to be frank about these aspects to the personnel being trained, for their own benefit. Patience: This is shown in the willingness to compliment slow progress and refrain from the anger when mistakes are made. It includes the techniques of repeating instructions, breaking down a task into small units and allowing time for learners to try out. Pace: This is closely integrated with empathy and patience Democracy: This refers to the kind of atmosphere created when learning takes place. The trainer should be supportive and nonthreatening in presentation. The tone of voice and facial expression should lead the learners to feel comfortable An ability to listen: The trainer must hear questions raised by trainees From hypothesis three, the results reveal that Trainers characteristics have positive relation with the effectiveness of training programs. Impact of Training Facility Environment on Training Program Effectiveness The correlation value of Training Facility Environment is .550(**) while the beta value is .274 that shows the very significant relationship with the training program effectiveness. This research reveals that training

Impact of Training Program Components On Training Effectiveness can only be successful if the training facility is good by all mean the room must be air-conditioned if its summer because the trainer can distract if in cabin hotness prevail he will not able to learn what actually trainer would be delivering, the screen which are used by trainer must be checked by himself that everyone can see from even the entrance of the door, the speaker, mike everything must be perfect which actually help in transference of leaning. From hypothesis four, the result discloses that good facility environment has a positive significant impact on training program effectiveness Impact of Training budget on Training Program Effectiveness The correlation value of Training Budget is .504(**) while the beta value is .248 that shows the very significant relationship with the training program effectiveness. This research reveals that budgets are constantly being squeezed and there is a high degree of vigilance to prevent overspending. In most organizations, the days are past when you could cheerfully exceed your training budget by a 15 or 20%. Unfortunately, when economic conditions are constrained, training is one of the first things that get cut. There is a high cost to effective training courses. It is appealing to put off a training course that has a high priority impact because of the apparent high cost From hypothesis five, the result disclose that Increase budget of training program have significant positive impact on the effectiveness of training program. Impact of TNA on Training Program Effectiveness The correlation value of Training need analysis is .455(**) while the beta value is .241 that shows the very significant relationship with the

Impact of Training Program Components On Training Effectiveness training program effectiveness. This research reveals that the needs

analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances. An in-house trainer performs a needs analysis to collect and document information concerning any of the following three issues: 1. Performance problem 2. Anticipated introduction of new system, task or technology 3. A desire by the organization to benefit from a perceived opportunity From hypothesis five, the result demonstrates that increased TNA has have positive significant impact on effectiveness of training program.

Impact of Training Program Components On Training Effectiveness

CHAPTER#5 CONCLUSION AND RECOMMENDATIONS

Impact of Training Program Components On Training Effectiveness

Conclusion & Recommendation Conclusion:


The study reveals that the training program conducted by banks are of less amount budget which set aside for the training program which did not meet the requirements to make it effective. The study helps to find the ways by which training programs become effective and skills for the employees increases as the goal of every training program is to develop an effective and skilled work force. The results shows that training method, budget, trainees characteristics and the facility environment plays a vital role in making the training program effective and enhancing the skill competency of employees working at banks. The study is limited to the Banks of Rawalpindi/Islamabad.

Recommendations:
There are some recommendations for the evaluation of training programs. A detailed training model should be used to evaluate the effectiveness of training programs which is identify in this study.

Impact of Training Program Components On Training Effectiveness Training need analysis should be done to know in which area employees are feeling difficulty and then according to that contents of the training program should be made. Time should be given to the employees for implementation of their learning in their jobs.

Banking Sector Implication:


There is an intense competition among the Banking sector of Pakistan service which is rapidly increasing at a very high rate. The climate with in organizations demonstrates the transference of learning at the time of climate which is a vital factor. They believe that the immediate head were trying to understand their problems and the weakness areas where training impartment is necessary so that banks can work above their par in the era of intense competition new methods and procedure are introducing so frequently which make the workforce unhealthy for any organization success so it become vital to make the employees update with the frequent changes occurring within the market so that the chances of bank success become prevalent. When any bank take up these actions then such actions promote a workplace characterized by fairness, consistency, respect, openness, trust and professionalism. Employees feel useful, feel they have purpose, and should be recognized for their hard work. This study suggests that effect training affect the employees

effectiveness increase employees commitment reduce turnover and increase chances of growth within organization. In todays era, work environment are supposed to be critically evaluated especially internal climate and practices for their ability to retain current staff. To engage the hearts of followers and strengthen the commitment,

Impact of Training Program Components On Training Effectiveness a lot of practical and creative approaches are practiced by the organizations. Good working environment have a great impact on employees to stay with the organization and shape ones career pyramid upwards by transforming and acquiring knowledge, skills and abilities to stay with in banking sector. The determinants discussed in this study that are training methods, trainees characteristics, trainees selection criteria, training facility environment, training need analysis and training budget can greatly support the banking sector in effectives of training program which they impart. The banks must be willing to invest in the training activities by imparting new technology and equipment in order to allow employees to increase efficiency and productivity without increasing their workload. The supervisor, managers must ensure the employees needs for training for short and long run if the need of the employees are better accesses by the management the success training can result in to higher profit for both the bank and for the employees.

Impact of Training Program Components On Training Effectiveness

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