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Chapter 1
INTRODUCTION
1.0. Introduction
through which organization can improve its service quality, decrease labor cost and
increase productivity and profitability (Kim, 2006). Organization will keep valuable
employees who have skills and knowledge. The use of new technologies such as PI
tools are more effective in conveying training. The employees will try adapting to
such as lectures, conferences, movie/films and case studies provide effective means
used for training and education led in particular situations. Both new technologies and
traditional methods have their own advantages and disadvantages but there are very
ensures that human capital instruct required knowledge and abilities. It is considered
employees to training in order to increase their efficiency that will lead in increasing
the productivity of the organization. Thus, it makes the organization more capable to
compete with the competitors. Besides, an organization also can enhance the human
program is a program that able to delivers what is intended. The content of the
program itself should be beneficial and reasonable for the trainees. In addition the
training program also should be able to motivate and increase the employees’ morale.
The top management interested to know the impact of training program on trainees
because of huge investments, effort and time involvement in training function. They
hope it is worth for them to spend more in order to produce a quality and valuable
employees. Employees on the other hand should giving their best in understanding
the content of the training and apply it effectively in their daily job tasks. The
organization also should send the employees to cross-training which means train them
in another tasks differ from their daily job tasks. Thus, the employees will be capable
in more than one aspect of the business. It will be very helpful to the organization
when setting schedules or filling in for absences. Moreover, training also can train the
unproductive performance. The focus of the study is to find out whether the training
programs which are been used by the departments at Mara University of Technology,
Kelantan are actually helping employees to develop and perform the task. Pitfield
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(1982) is of the opinion that the objectives of training are to: provide the skills,
knowledge and aptitudes necessary to undertake required job efficiently develop the
technological and skills of the employees. The employees of the organization are
less skillful, less knowledge and unable to compete with big or well-known
Machang, Kelantan.
Practical implication
development in future. The training program that created by the organization will
help employee to plan for their future career. It is important for the organization
Theoretical implication
with both immediate and long-range returns. Banking sector have a separate
policy in the aspects of training their employees. The training should have a
organization image.
The current study has some reservations as it does possess some limitations. The
(UiTM) hesitant to give their cooperation and honesty while answering the
questions given. There are also higher possibilities that the respondent will give
the excuses.
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Only information that related to Training Design, On the Job Training, and
The study is only focusing on the three important factors that influence
employee’s performance. The factors involve the training design, on the job
training and delivery style. Thus, the other factors that influence employees
The result can only be use at Mara University of Technology Machang, Kelantan
suitable to be used for any other organizations. This is because the finding of this
Training
Its purpose, in the work situation, is to develop the abilities of the individual and
to satisfy the current and future needs of the organisation” (Beardwell and
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knowledge, capabilities and out look of the employees that results in effective
performance, and that training can address some of the factors contributing to
staff retention, such as perceived support from the supervisor, the agency, and
community.
Effectiveness
specific population.
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Performance
Employee Performance
It refers to the higher in happy and satisfied workers and the management who
find it easy to motivate high performers to attain firm targets (Kinichi and
employees the knowledge intended for better effectiveness that can be analyzed
Chapter 2
LITERATURE REVIEW
Literature review of this paper has been segregated into four sections as enlisted under:
applicable training. Farooq and Khan (2011) concluded that role of the valuable
training is to improve the quality of task process that brings improvement in the
linked with the commitment of the organization and that can be improved by
learning is been facilitated (Neo, 2008). Donovan et al (2001) had a research and
finding of that research was that employees are more active and quick in
responding and accepting changes, build their inner confidence stronger and
employees should perceive that they are being treated fairly and equitably with
regard to the training they receive (Schmidt Steven W., 2009). A research by Kate
Hutchings, Cherrie J. Zhu, Brian K. Cooper, Yiming Zhang and Sijun Shao
perceived value of training has differed by age and position. Organization that is
ii. Training had prepared them better for future job assignments
salary.
3. Training Evaluation
(1992) argued that for a training to be effective, the employee must actually
transferred the knowledge and skill learnt during training on the job. Hung
pointed out that in most studies related to training effectiveness, the focus was on
of learning, ability of the trainer to delivered the trainees to absorb, abilities of the
institute and the trainers to recognize needs and properly addressed them, and
their ability to transfer techniques to their jobs. Training effectiveness can also be
(Scaduto Anne, Lindsay Douglas & Chiabur S. Dan, 2008). Evaluating the
how well the training objectives have been met and whether it is the best method
2.0.Theoretical Framework
Adapting to the local environment and relevance of the study, the key elements
used in this framework are training design, On the Job Training and delivery Style.
Training Design
Employees’
On the Job Training
Performance
Delivery Style
Performance.
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There are many factors which improves the work of the employee such as:
i. Training design
1. Training Design
develop a good training design according to the need of the employees as well as
On the job training helps employees to get the knowledge of their job in a
better way (Deming, 1982). It is better to give the employees on the job training
because it is cost effective and time saving (Ruth Taylor et al., 2004).
3. Delivery Style
and he is not capturing the attention of the audience it is means he is wasting the
time (Mark A. Griffin et al., 2000). It is very necessary for a trainer to engaged its
Chapter 3
METHODOLOGY
The research design that had been use in this research was the descriptive. This
technique describes phenomena as they exist. It was used to identify and obtain
was again selected because it has the advantage of producing good amount of
responses from a wide range of people. Also, this design provides a meaningful and
accurate picture of events and seeks to explain people’s perception and behaviour on
the basis of the data collected (Tetteh, Asiedu, Odei, Comfort Bright-Afful, &
Akwaboah, 2012).
3.2. Population
The population of the study were the employees from Mara University of
Technology (UiTM). The total population of the employees were 150 people.
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The sampling technique that had been use in this research was the simple
random sampling. The simple random sampling technique was adopted by the
ensures that bias was not introduced regarding who’s included in the survey. The
Asiedu, Odei, Comfort Bright-Afful, & Akwaboah, 2012). Thus, the researcher
had randomly handed over the questionnaire to the employees in Mara University
The sample size of the respondent was used based on the table of Krejcie
& Morgan, 1970. Figure 3.1 below showed the table Krejcie & Morgan, 1970.
The unit of analysis that had been used in the study was the employees
This research uses the data collection procedure. The data collection that
Questionnaire
give randomly and not all of the employees received the questionnaire. Only the
chosen employees will received it. Copies of the questionnaire are open ended
and well-designed. It will be delivered by hand to the respondents and they were
given one week to respond. The questions will be explained by the researcher
because through the explanation, it help the respondents feel easy to understand
and it can avoid doubt, suspicious, biases and also to be able to provide their
3.7. Instrument
was because the researcher wants the information to be valid. The questionnaire
Section B: Questions for Part B were divided into four (4) parts. Each of the
and dependent variable. The first part contains the questions about
second part and the followed parts contain questions about the
Table below shows the source of the questionnaire that had been taken according
Affecting Employee
Organisation
Employee Performance: A
(Ghana) Limited
Employee Performance.
The researcher used two (2) types of questions, which were 5 Likert scale
and check box response. The questionnaires using 5 Likert scale question was
Section B
1 = Strongly Disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
The instrument was tested for its content validity. Content validity was
where the expert opinion was used to establish the validity of the questionnaire.
As for this study, the expert was chosen among the lecturer in Mara University of
Mislan, the lecturer from Business Management Faculty. The expert made
the respondents.
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REFERENCES
Akintayo, M.O (1996) Upgrading the teachers status through in-services training by
Chiaburu, D.S. and Tekleab, A.G. (2005), “Individual and contextual influences on
NY.
Mathis, R.L. and Jackson, J.H. 2009. Human Resource Management. Mason, OH, USA:
Swart, J., Mann, C., Brown, S. and Price, A. (2005),Human Resource Development: