Thesis CHP 1-5

The Contemporary Training Practices in SMES of Karachi
CHAPTER ONE INTRODUCTION 1.1 Background As early era the work of grown-up people is trained to children to get ready them for maturity but gradually as time had passed the social orders have changed and become very complicated because the entire environment of work had changed like types of work, skills to handle work and tools to operate this types of work also changed thus job training developed to deal with these changes (Sleight, 1993). When people invented new object or technologies, the requirement- of preparing other people how to operate this became essential and the most important objective of training is to develop skills into peoples to do a certain job (Sleight, 1993). Since people invented apparatus, arms, wearing, protection, and speech, the requirement for training turn out to be necessary element in the walk of progress (Steinmetz, 1976, p. 1-3). Special kinds of effective Training were developed because technologies became very complicated also guiding practices were developed that is very important for that time (Brethower and Smalley, 1992, p. 26). These diverse applications were formed at diverse era, and a few of them altered gradually by the years, however the entire of them are applicable nowadays is up to the training requirement as well as condition (Sleight, 1993).
Impact of Training on the Performance of Employees

1
In 1950s: Initial training lessons were performed like: shorthand, typing, sales training and many different scientific and corporate skills. Corporate training games include business games, in basket exercises, decisionmaking simulations and role playing. Evaluation played a minor task during 1950s.
In 1960s: Training labs were originated sensitivity training and behavioral changes were applying extensively. Assessment centers turn out to be very famous near the closing stages of the 1960. Planned coaching was broadly used training method in 1960s. Administrative Training, motivation, association growth and structure approaches were all applicable. Needs assessment, evaluation technique including performance appraisal and the training director grow to be essential during 1960s. In 1970s: Women and minorities were trained and promoted to managerial position in reaction to new government hiring regulations and quotas. Trainers became more specialized in reaction to new offered awareness in shaping training need, evaluation, management development, motivation, and training function and methods. Management methods, interpersonal relations and group dynamics further gain acceptance in both human resource development (where the training and personnel departments were concerned with people) and in organizational
The History of Training by Miller
development (manager, selection, personnel development and organization structure). By capability based learning workforces build up abilities which are the need of their work also known accessible abilities which obtained stuffs to the task prepared in needs assessment, task analysis and evaluation.
2
In 1980s: Desktop processor invented a lot of associated peoples required to be trained in word processing. Behavior modeling in management skills training became more famous, and career development was highlighted. The Baldrige national quality award was recognized by legislation. This improved companys awareness of total quality management and gained attention to quality training and management. With the closing stages of the 80s a lot of companies were enforced to reflect on the international market place to stay alive and then Training directors had to familiarize yourself to the new necessities of companies with international businesses.
In 1990s and beyond: Up-and-coming technologies are altering the system the information is formed, applied and shared. This will powerfully convince the design and delivery of
The History of Training by Millers

3
training. Computer based instructions are rising to complement and in a few cases
change classroom training courses. There will be requirement for frequent knowledge to recognize task by process reengineering and total quality management. Most of the new learning models may have to extended, particularly those inside the framework of task. The claims of the worldwide economy, by values put by a more varied market continue to convince the system businesses are planned and controlled. The main latest function of trainers will be maintaining the firm in functioning and adjusting to these ever-changing surroundings.
3 The History of Training by Millers
1.1.1 Contextual Frame This research is belongs to a country that is Pakistan in the city of Karachi in which researcher have concerned only SMES or pvt.ltd companies of Karachi where training practices are applicable which includes Liberty Books Pvt.Ltd, Paramount
Publishing Enterprise to analyze the importance of standard training practices in SMES that currently running in Karachi. In order to support her thesis the researcher also have shared the experience of training consultants includes Trainer Naeem Sadiq from Quality Control Consultancy firm and Trainer Moti-ur-Rahman from U.G Food Company Pvt.Ltd. Liberty Books is well thought-out one of the top book business in Pakistan, recognized in 1980, Liberty has prolonged in range of action by not just lengthening its bookseller base but also in advance solitary distributorship for few of the best known magazines in the world, which includes Newsweek, National Geographic, Readers Digest and The Economist with time listed and strong relations with distributors
worldwide, liberty has a different and huge variety of books and magazines basically on any subject in the world given that books and magazines to suit all ages and inclinations. Liberty Books has books that cater to all needs. Paramount Publishing Enterprise is one of the largest wholesale and retail distributors cum publishers in Pakistan and distributing books from key publishers in India and abroad. Their website provides readers access to more than a million variety books in 35 different sections. Paramount Publishing Enterprise believes that customers
are the only cause for their success and each customer should be treated in a friendly, considerate, courteous and fair manner. 1.1.2 Problem Identification In recent times, some efforts encompass to enlighten the fruitless use of Training programs in domestic organizations of Karachi. Pakistan. These efforts to provide special outlooks for our understanding, but dispute for developing a universal rather than slow approach to the study of training practices. Taking a lead from such earlier attempts, the present study explores the Todays training practices in SMES of Karachi (Pakistan) using a framework that relates such practices to workforces and Firm Performance and profitability. Firms require skilled and trained labor all the time to meet the need of this present corporate culture of industries in order to stand with the global market. This problem is becoming a challenge for todays employees and organization both, it also creating the working environment more competitive and challenging, with the increasing realization of good and skilled human resource in Organizations and it has become an important activity to research. Therefore the standard training practices at continuous basis is required for the firms to make their workforces as well as company profitable. 1.2 Purpose of the Research The purpose of this research is to explore the Contributions of training practices in Small and Medium Enterprises (SMES) of Karachi regarding the performance of employees as well as profitability of organizations.
This research recognizes that whether these enterprises aware of the benefits of Standard training practices or not.
This study highlighted the technique by which organizations can makes their workforces competitive and capable to compete in the business market of this era and the positive results also being highlighted by the application this technique.
By this research the researcher will find out the reasons of no application of Standard training Practices in domestic companies and the motivating factors to increase the efficiency of employees to accomplishing their task more smartly.
After reading this research the management will know the reasons behind employees low efficiency towards work and found the way to solve that kind of problem.
1.3 Research Questions (Primary) 1. How Training practices contributes overall human capital of SMES of Karachi? And how this training practices makes difference in the organizations profitability? (Secondary) 1. Are the Small and Medium Enterprises of Karachi aware about the importance of standard training practices? 2. What changes the Companies observe in participants after getting trainings from them? 3. Why small and medium enterprises of Karachi not practicing standard Trainings in their sector?
Impact of Training on the Performance of Employees 4.
What are the attempts the Small and Medium Enterprises is assembling for the application of standard training practices nowadays in their sector?
1.4 Justification/Significance This study is important for the firms as well as employees. From this research firms will better understand the importance of training for organizational success. It will guide firms about the role of training programs in motivation and retention of employees, and may help employees to enhance their skills for the betterment of their future prospects and they also would be able to increase the chances of growth and career advancement. 1.5 Delimitation of Studies The time is one of the major constraints in working on this research as having such broad study requires more time. This study requires to be finish within the limited time period. This study is basically centers on the Training and its role on the efficiency of employees and also focuses its benefits towards workforces as well as the Company. This study only focuses on SMES (Small and Medium Enterprises) of Karachi conducting training practices for their workforces nowadays. And this research is concerned only the trainers who are responsible for training and development in different firms including SMES (Small and Medium Enterprise).
CHAPTER TWO LITERATURE REVIEW

4
THEORETICAL FRAMEWORK
TRAINING CYCLE
4Book
ASTD (American Society of Training and Development0, By Tricia
Emerson and Mary Stewart
10
EMPERICAL STUDIES 2.1 Definition of Training Training is typically defined as a considered and organized attempt to adjust or develop skills and attitude by learning experiences, to attain successful performance in an action within current job focus (Garavan, 1997). Training is a practical education in any profession, talent or expertise (The Oxford English Dictionary, n.d). Training defines as having narrow objectives, specifying the accurate way to do something (Rodger, 1986). Training is a variety of entire methods by which one increase the competencies that needs for job related works (Organization For Economic Development, 1997). The researcher further explained training is an effort; the degree to which capabilities are truly expand in any case depends on the intensity and extent of effort to discover the natural talent and inspiration of the trainees (Organization For Economic Development, 1997). 2.2 Categories of Training
Current job focus as an action emerges to cover a lot of limitations including onthe -job and off-the-job training, training for younger workers and adult training, formal and informal training through work experience (Human Resource
Management/Development, n.d). On-the-job training is further classified into general and specific training (Becker, 1964). According to researcher general training increases the marginal product of workforce in many other firms and firm gets return on investment in competitive market and specific training are only beneficial for the training firm also return on investment is
11
low as compare to the training (Becker, 1964). On-the-job training increases the productivity growth of the workforce in a firm and the foundation of productivity growth depicts the idea of learning by doing (Arrow, 1962, Sheshinsky, 1967 and Young, 1991). Economies are continuously changing and firms require to retrain their workforces to capable them meet the need of the competitive environment therefore this need forcing the firm towards (OFT) off-the-job training (Lechner, 1999). The researcher further suggested that the result of (OFT) off-the-job training is the change in labor market, current or expected earning and career growth of labor force (Lechner, 1999). After analyzing further the researcher found that before (OFT) off-the-job training unemployment level moved up at level of 20% and after OFT it undoubtedly decrease also OFT effects the earnings which is low before OFT and after evaluation of OFT it goes up (Lechner, 1999). Formal training are usually define as training which is organized and conducted within the specific fix time not like that training which is conducting during the normal routine work (Decision Research Ltd, 1997). While Informal training is defines as training in which employees learn during work usually through their colleagues by request queries and understand by their own understandings (Long et al, 2000). A Training which is conveyed to the trainees by a person who is also a member of staff of that organization is termed as Internal raining though a training which is conveyed by a person who is not the member of that organization is termed as External training while In-house training is a training that delivered to the trainees in order to meet the particular requirement of organizations own worker which can suppose as both external or internal training (Organization For Economic Development, 1997).
12
2.3 Sources of Training Sources of training information is categorized into two basic and famous sources at this time for adapting behavior changed in which one is Future Payoff that can be attained through the suggestion of specific person who are experienced on the desired area of learning and can able to predict the future value of that area that will reduce the chances of error throughout the learning process (Samuel, 1963, Lee & Mahajan, 1988). The second source of training information is usually called Book Move that would be attained by individuals through observing the act of specialist of specific area or individual also can ask to specialist of what is the appropriate way of doing in specific condition and then follow according to the suggestion of specialist that would be very informative way of learning (Samuel, 1967). 2.4 Training Model Previously there have been two thoughts of management training the first is Normative model, and second is Contingency approach, Normative model refers to managers whose complete attention toward the production and the human asset of organization thus work and people together makes a team and are excellent for all circumstances (Blake & Mouton, 1964). Contingency approach refers that there is no excellent way of management to deliver the things it depends on expertise of subordinates on work that make the delivering style of management arranged (Hersey & Blanchard, 1982). Conventional Management training also called Human relations management training in which management training program should be considered and applied and to make training effective and beneficial for the resolution of problems and minimizes the differences among managers and employees is necessary hence any model
13
of management training whether it is normative model or contingency approach is used the essential thing is that the training should be realistic, more valuable ad dynamic (Gabris, 1989).
2.5 Training measures Several researcher measure training by input, some measure training effectiveness, and some measure many sorts of abilities and other features (Rendall, 2001). In input the two important measures that are cost and volume, that can be easily assemble the whole organization including all members of staff or a single individual (Organization For Economic Development, 1997). Volume measures the working period, occurrence or contribution percentage and strength within the workers while cost is describe as all the cost that organization invest in conducting training these cost can be the cost of training requirement etc (Organization For Economic Development, 1997). 2.6 Effectiveness of training According to Kirkpatrick (1994) there are four levels of effectiveness of training within firm listed below: Level 1: Reaction- in which trainer note down what are the perceptions of trainees concerning all training session also called measure of customer satisfaction. Level 2: Learning- this is the notification of knowledge gain, talent enhanced, and performance modify by attending this training. Level 3: Behavior- measuring that through the training program how much change occur in the behavior of participants.
14
Level 4: Results- it is the observation of outcome for the organization that carried out by this training which are increments in sale, productivity boost are and low quit rate of work force (Kirkpatrick, 1996). Training provides many benefits to employees such that to upgrade their education, to minimize unemployment rate, satisfy them with their wok, increase their wages and professional growth (Organization For Economic Development, 1997). Training is also beneficial for the organization like it boost the productivity, enhances the quality of output, higher the employee morale, decrease the production cost, increase in sales and profit, minimizes the rate of absenteeism and also minimize the quit rate (Organization For Economic Development, 1997). Training also provides positive impact on economies such as it decrease the inflation rate, maximize international competitiveness and economic prospect (Organization For Economic Development, 1997). 2.7 Training process According to Miller, SPHR, Osinski, & SPHR (1996), generally there are five stages in training process which is Need assessment, Instructional objectives, Design, Implementation and Evaluation. As need recognition is the first step of training program in which organization first identify the gap between the existing skills and required skills of employees and that gap is between: What is currently going on and what the organization want. Existing and required performance related to job. Current and required ability and talent.
Once the training need recognized then the trainers will able to place the objective/goal of training in which they find out that who requires training and which type of training
15
required after completion of both steps the third step which is designing a training program started which include: Choose a person who is either member of organization or outside the organization for planning and developing the training program. Choose and plan the material of training program. Choose the element to assist the training like role play, any activity, business games, lectures, and videos related to the topic of training. Choose suitable location for training. Choose trainer who will be responsible to deliver training.
Once the designing stage finished the implementation stage starts which includes: Make a time table for lectures, participation and other arrangements. Make a time table for trainer who delivers the training. Arrange contents and send it to the location. Carry out training.
The last stage in training process is evaluation of the training program in which trainers identify either training goals were accomplish or not. In evaluation process trainer observe the response of trainees regarding training program that at which extent the trainees acquire skills and how much they become capable to apply this skills on their work. According to Miller, SPHR, Osinski, & SPHR (1996), out of all stages in training process training need assessment is the most essential part it consist of three levels organizational analysis, task analysis, and individual analysis. Organizational Analysis recognizes:
Impact of Training on the Performance of Employees Effects of environment. Condition of economy and effect on operating expenses.
16
Varying labor demographics and requirement to tackle the difficulties towards language and society.
Varying mechanization and technology. Growing market place of world. Objective of organization and capital offered. Environment and encouragement for training.
Task analysis includes: Actions related to the performance of job. Analysis of knowledge, talent, behavior and capabilities. Judgment of performance differences. Examine the work. Do the work. Assess the work regarding its effectiveness. Gather information about work.
Individual analysis includes: Identify the performance of individual in a organization and also identify who needs training and what type of training require. 2.8 Purpose of training The purpose of Training is to develop skills that are immediately useful in particular situations although general principles are introduced in training and generally accomplished in a less time than teaching and has more fruitful results (Wart, 1993).
Impact of Training on the Performance of Employees 2.9 Important steps for training program
17
Gabris (1999) stated that some components are listed below which is very important to make a training program successful: 1. First recognize the need of trainees then design a training program which affects the lacking area of trainees. 2. Training must be an in-house attempt and all work forces should be involved including all administrators from all administrative levels. 3. Analytical results should be announced instantly and take attention towards action planning and team building exercises. 4. Attain agreement early on a general board beliefs announcement. What are the standards that should force the entire organization training? 5. Training program should be for long period of time because short-range training is not credible. 6. Design training program according to current activity of organization and application of learning is must. 2.10 Steps to avoid in training program According to Kouzes & Posner (1987) some training practices that are occurring during training session are responsible to damages all training program therefore training associations should avoid those practices listed below: 1. Training programs are executed from the top down, or senior administration recognizes better. 2. Start Training session without identifying the need of training and not even aware what type of training program require.
18
3. No new improvement in training packages that responsible to damage the health of organizations culture. 4. Generate training programs for very limited time that not covers all area because it is on short-range and temporary basis. 5. Providing out of house training to the managers which is quite different from their own organization therefore application become impossible for the trainees. 6. Training conducted only for particular employees of management not for all work forces of organization. 7. Most managerial training programs are not understandable of what should be contents of training programs to train managers. 2.11 Training and productivity Productivity of company boost up by conducting training programs for employees that is by increasing training 1% productivity increase by 3% (Zwick, 2002). Employees Knowledge, and skills are increasingly essential competitive assets within firms and the employee training sponsored by the firm is therefore supposed as most essential measures to increase and maintain productivity especially on that firms which are based on a comparatively high share of well qualified employees who regularly work in flexible, difficult and broad environment to obtain competitive advantages (Appelbaum and Batt, 1994, Roth, 1997). External and internal training programs effects more on the productivity of employees that leads a beneficial impact on the company another effective outcomes company gain by electronic training device and quality circles means that firms conducting training programs in order to minimize the productivity gap and also firms are motivated to train in order to get competitiveness means and gain a high
19
productivity as compare to their competitors (Zwick, 2002). After analysis of continuous training in Germany for the years 1986 to 1989 the researcher observed that to gain a larger productivity experience and professional education is not enough the on- the- job training and learning by doing is required to enhance the skills of the workers in their current job pischke (2001). Productivity are actually depicts the performance of employees within the firm yet productivity is a multidimensional term and it is a ratio between output and input also firms want to improve their input to lower their cost and achieve more output and for this they train their employees to enhance their performance and make them beneficial thus performance includes competition and manufacturing excellence whether it is connected to cost, flexibility, speed, dependability or quality and regard as the success of a company and its operations (Thomas and Baron, 1994). Productivity and performance both are characterize same with different aspects like improvements in quality means product with no fault showing the productivity of manufacturing firm and reason behind this is the improvement in the capability of the work force (Tangen, 2004). Performance outcome and productivity improvement is a result of investment in training of workforce to enhance their knowledge, skills and attitudes because adoption of technology and the improvement in all working activity is depends on the knowledge, skills and attitude of trained workforce (Siddique and Asghar, 2008). Human resource management of organization is responsible to link between skills, technology and the organizational changes and the lower level employees can brings the technological and organizational change back. (Reenen, 2005).The Researcher further suggested that training and effort of labor is the main reason of productivity differences among organizations and countries (Reenen, 2005).Training is very important
20
for firms who wish to improve their productivity and enhance the skills of their workforce within the organizations and also essential for performance improvement (Savery and Luks, 2004). 2.12 Training in different aspects A latest book on leadership recommended that leaders are not born but come out by the acquirement of leadership skills (Kouzes & Posner, 1987). Managers acquiring leadership if organization provides them training in that manner that develop leadership skills in their behavior that leads leadership achievement all over the organization and also leads a job satisfaction among work force (Hackman & Oldham, 1980). Employees adapting new skills getting by training that direct to valuable business outcomes like increased sales, reduced costs, or increased retention of key staff also training enhances the trainees ability to perform and the value from this training comes when ability is transformed into improved job performance that leads increasing the return on training investments and some of the factors such as direction, feedback, incentives, rewards, job aids and tools, all work together to make performance when these factors are effective, complete, and aligned, employees capability will be converted into superior performance and if they are not performance will consistently goes down to levels far below employee capability (Brinkerhoff, 2006). The researcher further suggested that the training program should be efficiently and effectively help participants to gain new and improved skills and knowledge that are important for adopting new job behaviors or improving effectiveness of current job behaviors (Brinkerhoff, 2006). A nonstop program of training for production in a manufacturing process whether it is continuous flow, consignment, one-off production is important for achieving higher
21
productivity, better on the job performance and improved quality (Tennant, Boomerang, Roberts, 2002). Training is positively and extensively linked with job satisfaction and that job satisfaction is also positively linked with the workplace performance (K.Jones, J.Jones, Latreille, and Sloane, 2008).The researcher measure the performance by productivity, product quality, financial performance, pay rates, turnover, efficiency scrap rates, labor turnover, job creation, absenteeism, perceived organizational performance and perceived market performance and found that organization can improve performance of employees by increasing the volume of training and taking action to raise the job satisfaction of the employees and to make this successful they also need to pay attention to the amount and type of training offered (Jones, Jones, Latreille, & Sloane, 2008). The researcher further suggested that training that covers all area according to the training need and for a longer period of time is most beneficial and effective and there is uncertain evidence that having a higher percentage of over-skilled workers is associated with improved performance but also with a lower quit rate and lower quit rate is essential because firms want to retain their trained employee (Jones, Jones, Latreille, & Sloane, 2008). Training impact on earnings is positive as wage rate of trained worker is high as compare to the untrained worker because the effect of training on earnings differs for different workers like high-skilled workers profit more from training than low-skilled workers as training includes courses and seminars, participation in trade fairs, lectures, on-the-job training, quality circles, special tasks, and reading of specialist literature all these enhance the capability of employees that leads a significant positive impact on their wages (Kuckulenz and Zwick , 2003). Workers having high capabilities receiving more
Impact of Training on the Performance of Employees training and have higher wage growth from other sources as well (Jovanovic, 1979).
22
Importance of Training in large companies is greater than compare to the small or medium size companies as researcher conducted a survey of different large and small companies and got that as large companies having full of resources and employees around 1000 is more focusing on the training programs and the way they are delivering the training to the trainees is the proper understanding of its Need Assessment, Methods, Design and Delivery, evaluation and the feedback. The researcher also discussed that Manufacturing, Agriculture and Fishing companies treat training as a vital function and they have training departments or component in their company's structure and they conducting training are more visible in than in other like Retail, wholesale, utilities, and communications companies give little interest to the training programs (Abdelgadir & Elbadr, 2001). Researchers also observed that out of all training process the most important area is the Need recognition of trainees in order to overcome the lacking and make the employees expert in that particular area and the another essential part is evaluation by this the company could easily understand whether training is effective or not and if anything uncover during training program they easily able to analyze and improve (Abdelgadir & Elbadr , 2001). As businesses become global that creates a need of best value in their goods and services because new technologies are continuously invented that change the way of working therefore organizations should always arrange trainings for their employees in a specific area that enhance their knowledge, skills and abilities (SKAs) to meet the requirement of competitive market and the prospect of industry also training assist the firms growth and expand the business as well as generate profit (Cosh, 1998).
23
Competitive advantage of firm require qualified and trained work force (Chun, 2001). Training should be arranged according to the steps that is start from training need recognition, then design properly to support need, then implementation and in the end evaluation of training if these steps are arranged properly then firms can take the pleasure of return on investment and make the training effective (Blanchard & Thacker, 2003, Golstein & Ford, 2002 and Noe, 2005). Training need analysis (TNA) play important role in return on investment as well as reduce the mistakes of training program (Elbadri, 2001). The researcher emphasize that if training need is not accurately analyzed then training will not achieved the strategic goal of organization (Wilson, Driscoll & Taylor, 1992). The researcher after their survey found that the organizations supposed that their training program were strategic because they follow some essential steps such as identify the need, assume some method to analyze that training need and design their training program obvious, related and exact (Jamil & Som, 2007). Training becomes very essential when the personnel is not sufficiently qualified then firms require to retrain workers internally in order to decrease the turnover rate and diminish the turnover cost and want to overcome the lacking of skilled workers on the labor market (Zwick and Schroder, 2001). The employees tenure in a particular organization increases when employee remain loyal with organization and loyalty depends on the cooperation of organization with employees by conducting training programs to enhance the capabilities of workforce and when organizations not cooperate with employees than turnover increases and employees easily move towards other firm (Glance, Hogg & Huberman, 1997).
24
Coordination between Businessmen often fail due to lacking of their communications skills because there is problem in exchanging their perceptions so to enhance communication skills by conducting training in communication is the better solution to keep the business discussion clear and open (Graham & Tung, 1984). Firms most likely need administrative professionals not professional administrators (Rhody, 1984).Trained communicators are able to communicate well and clarifying questions regarding organization and people involved and training in communication helps manager to overcome all issues concerning discussion (Poon & Fatt, 1996). The researcher also suggested that communication skills are no doubt very valuable and turn to outstanding success in career so communication professionals should attempt not just to communicate but to communicate to manage (Poon & Fatt, 1996). Training can increase employment rates because it helps unemployed people to improve their job skills that helps participants to find job within their area of interest and also training must be useful because it assist employees maintain usual jobs by improving their task practice (Ham & lalonde, 1996). Trainees reactions had a fundamental impact on learning and learning had a significant influence on behavior change and also optimistic response of participants learning, behavior change, and improvements in job-related out-comes are the result of well-designed and managed training programs in fact the attitudes, interests, values, and expectations of trainees enhance the effectiveness of training (clement, 1978). The
researcher further suggested that training can be more effective if organization understand about the behavior of trainees and design training programs according to their learning style that will change the trainees behavior immediately and improve their
25
performance (Clement, 1978). Employees willingness towards training is necessary to fulfill the objectives of training and to increase the willingness of trainees trainers can inform them about the training element, training environment, difficulty of training contents and all necessary things associated with training program in order to achieve effective training and in this way the firm will get maximum change in the behavior of employees and their performance will also improved (Tai, 2004). In training motivation is the power that influences enthusiasm in training program its a way that guide the participants to learn and try to become expert in the content of the program and training becomes more effective when the trainees are highly motivated to obtain knowledge and skills instead of facing problems during training session (Steers & Porter, 1975).Motivation of trainees plays a vital role to make the training successful and attainable and if motivation is low than trainees fail to get benefit from the training session (Colquitt, 2000). Firms are usually adopting benefits by training especially off-the-job training is more effective to increase the productivity of labor because during off-the-job training trainees are only focusing at their training programs without any responsibility regarding their ongoing job and hence fully achieve all contents of training that leads drastic change in their behavior and skills and after attending training when employees are capable to accomplish work better as before then firms get return of their investment because return is important for the firm who invest that much amount during all training session (Schonewille, 2001). According to analysis training programs will be quite helpful within a controlled work group environment which helps to boost the change within in a team member or a
26
particular area and the controlled structure and development of such environment will ultimately lead to specific awards and reward for both management and operational staff who with pinpoint accuracy as they provide feedback and encouragement for either their subordinates or newly appointed trainees having new skill sets. Though its necessary for the trainees to ensure materials, tools, job related information and budgetary support which are necessary to support such crucial operations in the long run and these kind of plannings are decided before such dedicated events and also Employees' perceptions of the accessibility of situational assets earlier to agenda participation probable pressure and motivation to learn with respect to the needs and demand of the environment (Noe, 1986). Training for the growth of managers leads the rapid development of all activities of business that brings change in organization especially improvement in quality assurance (Smith, 2006). The researcher said the training of both managers and workforce result the career development of individual that link the overall development of firm (Smith, 2006). The researcher further suggested that the training of managers not only helps in career development of individual but also organizational development and connect it with business strategy of enterprise for the overall growth of organization trainers offer more training for operational level employees and human resource management system like performance management and selection/recruitment for further progress of the learning and development system (Smith, 2006). Government sectors in most of the countries are supporting the growth of training systems in business organization and encourage them to train their workforce to enhance
27
the knowledge, skills and attitude of existing employees that results improvement of all businesses of country (Robinson, 2001). Training is an easy and low cost then recruiting because organizations acquire high cost and facing many problems in recruiting skilled labor as training is conducted to change the behavior of workforce to upgrade their skills therefore training is considered as a substitute for the cost of recruitment (Stevens, 1994). The Researcher found that when training is not conducted during 1980 because of high interest rate that results skill shortage occurs among work force by 1986-8 when interest rate on average and again training supply started that results clearly the enhancement in the skills of labor force (Stevens, 1994). Capability to resolve current problem by past obtained information termed as Fluid Intelligence (Gf) so Gf is regarded as one of very essential element in acquiring knowledge and also associated with the professional and educational achievements (Jaeggi, Buschkuehl, Jonides & Perrig, 2008). The researcher further stated that training is necessary for the development of Gf among workforce within the firm hence more training more development of Gf (Jaeggi, Buschkuehl, Jonides & Perrig, 2008). Adoption of human resource innovation techniques among workforce leads improvement in their performance therefore the conduction of training for innovative human resource practice is necessary for the firm (Erickson & Jacoby, 2003). The researcher further suggested that social interaction of employer with the other outside professional network is playing vital role in innovation diffusion and acquiring knowledge related to organization also interacting with these network helps employer to adopt new skills and get opportunities and more information about the application and
28
outcomes of innovations (Erickson & Jacoby, 2003). Employer network are a foundation of reasonably helpful information that assist the adoption of high-performance task practices and training (DiMaggio & Powell 1983). Administrators who are networked are more vulnerable to conformism and they try to become smart in front of their colleagues staff and to make a professional image they acquire human resource innovation (DiMaggio & Powell 1983). Internet technology reflects a great impact on many industries (Evans & Wurster, 1997). In present era many colleges and universities promote web based learning as compare to the past established education sector (McCormick, 2000). Virtual learning environment (VLEs) is the computer based environment that facilitate the contributors/participants to interrelated with each other and giving way to large varieties of assets and also it faster the electronic interaction and discussion among contributors (Wilson, 1996). The researcher found that computer based training is more important in present competitive world that makes people more expert in technology and changed their behavior according to the demand of continuously emerging market and it also provides learner more satisfaction because technology makes the task easier to handle and produce successful outcome (Piccoli, Ahmad & Ives, 2001). According to analysis top level executives are seriously practicing ethical values in their daily working environment as compare to the lower level non-experience work force of organization and also top level executives dont give attentions towards their personal assessment because they want to be more popular in organization (Harris, 1990, Posner & Schmidt, 1984). The researcher found that lower level work force of
29
organization require training in the area of ethical values that develop the sense of ethics in them that leads positive changed in all environment of organization (Callan, 1992).
Impact of Training on the Performance of Employees CHAPTER THREE METHODOLOGY 3.1 Research Purpose
30
Research is organized, official, accurate and specific process for workers to find out resolution to issues and/or to determine and interpret latest details and interactions. (Waltz & Bausell, 1981). It is the procedure of looking for an exact respond to a particular query in a controlled goal and in a reliable manner (Payton, 1979). Research is organized, restricted, experiential and significant exploration of theoretical suggestions about the assumed affairs among natural phenomena (Kerlinger, 1973). There are different way of conducting research i.e. Exploratory, Descriptive & Explanatory. The purpose of this research is exploratory basically interview will be undertaken by training experts in order to gather data in which researcher identifies the impact of training on performance of employees and also identifies in Karachi whether training brings positive effect on both organization and employees or not. Exploratory Research In various public discipline, exploratory research look for how people get together in the surroundings in subject, what sense they present to their dealings, and what problems concern them (Schutt, n.d). The objective is to find out 'what is going on here?' and to explore societal phenomena without explicit prospects (Schutt, n.d). Exploratory research is adopted when the area or problem is new and when information is hard to gather (Barbie, 1989). Exploratory research is flexible and can deal with research questions of all types: what, why, how (Barbie, 1989).
Impact of Training on the Performance of Employees 3.2 Research Approach
31
There are two main research methods to choose when scripting research qualitative method or quantitative method (Yin, 1993; Holme & Solvang, 1991). The objective for both the qualitative and quantitative methods is to create a improved perceptive of the culture and to comprehend how people,
groupings and associations act and have an influence on each other (Holme and Solvang, 1997). The Researcher in this research uses Qualitative approach where the researcher centers on the concrete practices in training being done in different organizations of Karachi. The key approach that will need to implement a qualitative analysis through exploratory research by means of focus interviews will be carry out with the training proficient. Qualitative Research This type of study usually clear any kind of investigations that generate findings not arrived at by means of statistical procedures or other means of quantification, character of qualitative studies are that they are stand mainly on the researcher's own explanation, feelings and response (Yin, 1994). The qualitative approach also comprises an immense convenience to the respondents or to the source that the data is being collected from (Holme & Solvang, 1991). The qualitative approach is differentiated by assemble rich information and to explore a number of variables from a few numbers of things, to take use of the prospects to gather high quality data the most familiar way to do this is with the application of case studies and interviews where no set answering alternatives are being available (Holme and Solvang, 1991).
32
3.3 Research Design
The design of qualitative research is possibly the stretchiest of the many tentative techniques, encircling a range of acknowledged process and composition. From an individual case study to a wide interview, this nature of study still requires to be cautiously assembled and designed, but there is no consistent composition (Martyn Shuttle worth, 2008). The researcher adopts phenomenology as a method of her research. 3.3.1 Phenomenology Phenomenology opens the hidden practices and implication of individuals understandings. This methodology is the exploration of that information which cannot be discovered by common examination. It is the discipline of awareness of important constitution. Phenomenology focuses on the difference where the awareness and real actions meet instead of focusing on subject matter and entity of the experience (Edie, 1962, p.19). Fundamental nature obtains the awareness of experience of the individual on purpose deliberately to match the difference of their experience and the actual process of accomplishing the scheme. Hence, phenomenology considers on known happening and investigation of this happening in the sense of previous awareness then highlighted the current actions of era (Sanders, 1982). The progress of this technique is to get the awareness of theme of research logically by the experience and the objective of phenomenological technique is to encourage the investigator of the study to adopt this method to provide as a briefing for people who desire to get expert in the fields speech and process. Diagram below to demonstrate the model (Sanders, 1982).
Impact of Training on the Performance of Employees Noesis---------------------------noema (experiencer) experiencing- experienced 3.3.2 Phenomenological Process
33
1. Epoche Setting to the side prejudgments unlocking the research interview with an fair, friendly existence (Moustakas, 1994) 2. Eidetic Reduction Eidetic reduction is the process which extracts the main theme that is hidden in a material of experience. It is get done by the application of perception and suggestion due to its confidence on inspection basically it is that thing which is known by an individual only and one cannot observe and understand it by simple observation therefore to find out main theme out of huge material is the task that has been done under the head of eidetic reduction in phenomenology (Sanders, 1982) For this research, phenomenology is adopted because here the experience of professionals is needed to be shared in order to determine the real practices of training which has been conducted in organization of Karachi and its impact of on performance of employees. And with the help of phenomenology, actual enhancement in employees due to training in organization would be found. 3.3.3 Sample A sample is a small percentage of the population that is chosen for study and analysis. By examining the characteristics of the sample, one can make definite suggestions about the characteristics of the population from which it was drawn (Best & kahn, 2006)
Impact of Training on the Performance of Employees 3.3.4 Population of Interest
34
This research study is conducted with the assist of information assembled from the companies which are concerned in conducting training in their organization. The researcher chosen the companies from the region of Karachi (Pakistan). The researcher is conducted Qualitative Research which will have the detailed information about the training programs and what will be their importance and outcomes. 3.3.5 Sampling Technique The researcher use non-random sampling technique in which
judgmental/purposive sampling is adopt because research is qualitative. Judgmental/purposive Sampling In Judgmental/purposive Sampling the participants are often selected because they are typical or particularly interesting (Best & kahn, 2006). Purposeful sampling permit the researcher to pick those participants who will provide the richest information, those who are the most fascinating, and those who obvious the characteristics of most concern to the researcher (Best & kahn, 2006). The researcher in this research adopts purposive sampling because data has been collected from the respondent of specific area that is the individuals who are experts in the field of Training. 3.3.6 Sample Size Sample size consists of four experts belongs to training department for in depth interview in order to get real data about the practices of training. 3.4 Designing and Development of Instrument
35
To develop a instrument, the researcher will perform un-structured interviews to the four respondents who are expert in the field of training and development in order to share their experience regarding todays training practices in SMEs of Karachi. 3.5 Data Collection Qualitative method consists of three kinds of data collection: (1) in-depth, openended interviews; (2) direct observation; (3) written documents (Patton, 1990, p. 247). The researcher in this research adopted in-depth open-ended/Un-structured interviews in which the researcher and the subject are fully interactive. The researcher is conducted open-ended interviews to the four experts of training and development in Karachi (Pakistan) region that are Liberty Books pvt.ltd, Paramount Publisher Pvt.ltd, a Trainer from Quality Concern and another Trainer from U.G. Food Pvt.ltd. Un-structured Interview Unstructured interviewing engage straight communication between the researcher and a respondent or group (Trochim, 2006). It vary from traditional structured interviewing in quite a lot of important ways, first, while the researcher may have a few early leading questions/checklist or main theory to investigate, not using structured interview as a tool of research study and the most important is the researcher has right to stir the conversation to any route of attention that arise during interview. Unstructured interview is particularly valuable to discover a subject generally because every interview is different from each other in same topic (Trochim, 2006). The material which the researcher has taken from the interviews of her respondents is totally based on the experiences, opinions, feelings, and knowledge of respondents (Patton, 1990, p. 247). 3.6 Data Analysis
36
The audio-recorded expert opinions were listened and transcribe, which itself is a process of data analysis and interpretation (Gillham 2005). The data was transcribed widely/comprehensively and the comments were written down in the relevant section (Glaser and Strauss, 1967). The raw data that comes emerged from subjects experience about Training and its impact is reduced into units of analysis on the basis of common themes. 3.7 Strength and Limitation Strength of this research is that to determine the real practices of training in Pakistan and what is its benefit for both employees and organization. And limitation is that this research is applicable only that organization where human resource department is exists and they are conducting training programs for the enhancement of employees that provides development in both organization and employees career. 3.8 Trustworthiness The Trustworthiness in a qualitative analysis is to sustain the matter that the inquirys reaction is value paying consideration to (Lincoln & Guba, 1985, p.290). The main theme of trustworthiness is to declare whether the belongings that will be explicated by the respondents are transcribed according to what they indicate to speak and meaning is not change by the researcher. There are four issues of trustworthiness need to notice are credibility, transferability, dependability, and conformability. Credibility: Credibility is an evaluation of whether or not the research responds be a credible conceptual understanding of the information strained from the participants real information (Lincoln & Guba, 1985, p.296). The researcher were selected those
37
respondents for interview who were the experts in the field of training in order to improve credibility.
Transferability Transferability is the level to which the outcome of this investigation can apply or
transfer ahead of the limits of the task (Lincoln & Guba, 1985). The entire set of data analysis credentials are on field and information are purely authentic. This will assist and give instructions to other researchers in other research. Dependability & Conformability Dependability is an evaluation of the excellence of the incorporated procedures of data collection, data analysis, and theory generation and Conformability is a determination of how well the inquirys results are carried by the data collected (Lincoln & Guba, 1985). After completion of this research, the supervisors will
comprehensively check all of the original transcripts and data analysis documents based on recognized precedent in Qualitative Research, they assessed both the dependability and conformability of the project. 3.9 Ethical Issues The ethical concern which the researcher have taken while accomplishing this research are that information given by the respondents must keep in privacy, to collect the information according to the permission of the respondents, the researcher have to reassure that the information will not be used in any illegal sense.
38
CHAPTER FOUR DATA ANALYSIS Primary Research Question: 1. How Training practices contributes overall human capital of SMES (Small and Medium Enterprises) of Karachi? And how this training practices makes difference in the organizations profitability? RESPONDENT-A Q. Your opinion about the training given for employees/workforce is beneficial with regarding their performance? RESPONDENT: Well basically it depends. Its varying company to company ok? For
5
example: currently I am working with print media training needs are different when it compare to automotive sector where I was before both are different for example. In Yamaha it usually focuses on technical side of training when it comes to Liberty Books we focuses on soft skills training more but there is no substitute of technical training and soft skills can be given by anyone basically the way of deliver the things is different and when it comes to technical side if we want to run a machine on PLC or CNC ok? Then
5 Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS Pvt.ltd
Dated 5th March, 2011
39
the specialist will run that machine ok? But training is very much important in life of employees most probably in order to groom his skills for example he is working for past position for a last 5 years he doesnt get the chance to groom himself and to be on the top on a managerial side definitely training will help him in this regard. We find out the hidden skills of an employees and conditioning him motivating him ok? And we encourage him that you can do this if you do so then you will come to this level so basically training I think personally its a most important thing. Q. I am talking about SMEs of Karachi my targeted company is SME thats why I am more focus on SME and you are from Liberty Books that is SME so tell me about something related to SME or related to only your organization. RESPONDENT: When it comes to my company ok? Basically it is existing in Karachi is last 3 records ok? Before 1990s we dont have any concept of HR here ok? Because after 1995 HR used to enter in Pakistan ok? Before that there is no concept here and MNCs brings this concept and when it brings to training need in Liberty Books we are doing it here at daily basis fortunately and why we are doing it here on daily basis because we are involved here in publication sector ok? Every time a new graphic designer or publication expert or professional leader used to come we have to give them training on daily basis by the specialist of that field. Ok? This is a symbiosis process that continuously following. If a person came to me and if I tell him about our mission, vision, orientation policy, how to follow code of conduct so these all are included in part of training which is necessary to bring a new employee in a track. Q. What are the challenges faced by your company to conduct standard training practices? I am more focuses on standard training practices?
40
RESPONDENT: Let me tell you something that training is not something that revolutionizes the world ok? It takes time, it takes patients and people resist change. The main problem is that, that people resist change and you know change brings by training, by business process reengineering which is part of training so at start the problem arise which is people working for last five years ten years in a particular position and then when they resist change and start threatening to resign then the problem arise because there is no back up of them and they even dont let company to make backups then we have to make them understand at from the very drastic level that how this become beneficial for you for example I have an employee who has been cashier for last 15 years ok? But when today he gets computer or other software trainings because today we have a software like people soft, ERP etc then he is reluctant and saying I cant understand this I will resign how much you try on him he must be resigned. Q. And the last thing I want to know is that how much return your company receives by conducting trainings for their employees. And what is the difference between the investment of your company on training and return the company get from employees by doing this? RESPONDENT: Currently when our budget approved I will not tell you in figure that was a marginal budget in which there are so many discremencies and so many ifs and buts but currently the results start to come that is 80% - 85% success rate so management is very much willing to invest more money over it. RESPONDENT- B: Q. In your opinion what are the importance of training in SMEs in Karachi?

6
41
RESPONDENT: Well as far as my perception concern training is important for every small, medium, local and multinational without training they cannot improve their performances and they cannot really meet with the competitions. Q. And what about SMES of Karachi think about training? Basically what is their perception about training program? RESPONDENT: Any organization proves establish itself for a long term and they have a long term program in term of their targets in term of their achievements they always like to hire people and develop them. They can deliver their objectives if the people will not be trained then they will never be able to achieve their targets as somebody said All action have certain mission, vision, and goals those vision, mission and goals can be achieve through the peoples if your people are not communicate if your people are not trained enough and not competent enough they never ever able to give result so good organization respective of small, Big, medium, local and multinational they always look after their people very well they train them so that they can achieve their objectives. Those organizations which have short term objectives they dont invest on people because their objectives are very short so instead of investing money on people they try to hire people with existing skills they use them for year and two and after that they hire new and they lose the business. Q. And the last thing I want to know from you is that how much return the company receives by conducting trainings for their workforces? And what is the difference between the investment of the company on continuous training and the return the company get from employees by doing this?
6 Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011
42
RESPONDENT: The return cannot be measured directly. It is the improvement in their performance even 5% improvement brings 80% increase in their profitability because 5% improvement makes a huge difference in profitability. RESPONDENT-C Q. Your opinion about the training given for employees/workforce is beneficial with regarding their performance? RESPONDENT: Yes. Very beneficial.
7
Q. In your opinion what are the importance of training? RESPONDENT: Well Training is very very important thing. We know the importance of training very well but we cannot apply here because in our company there is no trait of standard training at that level you know what the trait is following here nowadays people dont want to change themselves. Q. And the last thing I want to know from you is that how much return your company receive if you conducting trainings for your workforces. And what is the difference between the investment of your company on continuous training and the return the company get from employees by doing this? RESPONDENT: Ok this is very in depth information you want me to tell you. Well I must say if we follow then we receives a lot in term of profitability and also skilled
7 Expert opinion of General Manager Sales and Administration Paramount Books Pvt.ltd Dated 29th March,
20
43
people will change the overall culture, norms, rules and regulation and definitely company get a lot of positive results. RESPONDENT-D Q. Your opinion about the training given for employees/workforce is beneficial with regarding their performance? RESPONDENT: Yes it is beneficial for company and their workforces both.
8
Q. What are the desired outcomes of training? RESPONDENT: Every training has a purpose thats why we are doing that for example the purpose of a training could be a people could learn how to make an invoice how to run a machine, how to attend a telephone calls how to do investigation whatever will be the subject so the desired outcome is the fellowship do that perfectly after getting training he has competence to perform the task which is being done. Q. And the last thing I want to know from you is that how much return the company receive by conducting trainings for their workforce. And what is the difference between the investment of Company on continuous training and the return the company get from employees by doing this? RESPONDENT: Somebody might receives 90% competencies and somebody might 20% competencies in the same group different people tend to receives differently off course the company would also be evaluate and find who exactly a good trainer among many who is useful and effective probably call that particular trainer again. CONCLUSION
8 Expert opinion of Trainer Quality Concerns Dated 18th April, 2011
44
After analyzing the views of her four research respondent the researcher concludes that SMES (Small and Medium Enterprise) of Karachi which includes Liberty Books pvt.ltd and Paramount Books pvt.ltd, Trainer Motiur-Rahman from U.G Food pvt.ltd and Trainer Naeem Sadiq from Quality Control consultancy. SMES have many reasons hence they are unable to apply standard Training programs in their sectors like: The first and very basic reason is that the traits of our SMES (Small and Medium Enterprises) not permit them for the application of standard training practice in their sector because they dont want to upgrade their skills and they are not willing to groom themselves. They want to keep themselves stay at same methods that they are working since many years. Another reason is that people of SMES resist change therefore they are not showing their interests towards training and if management force them they start to threatening that we will resign you. Another reason of not practicing standard training practices in SMES at that extent is that they have short term objectives they dont invest on people because their objectives are very short so instead of investing money on people they try to hire people with existing skills they use them for year and two and after that they hire new and they lose the business. As far as profitability concern that how much profit the Company get by conducting standard training programs for their workforces including top management to subordinates. The researcher receives positive reply from her all respondent which is approximately 5% changed in performance which translate 80 - 85% benefit in terms of profitability towards company.
Impact of Training on the Performance of Employees Secondary Research Questions: 1. Are the Small and Medium Enterprises of Karachi aware about the importance of standard training practices? RESPONDENT - A
45
Q. What do you think about what is training and whats your perception about the purpose of training? RESPONDENT: Yah basically training is something different from learning ok? When
9
you used to learn definitely you have to corporate new technologies something new a knowledge base culture ok? For example if children go school to study then they came back to learnt something and when comes to training, training is a motivational thing conditioning thing that you know a things already you are doing it for last 5 years, 4 years, 3 years, 2 years but you dont know that how you can utilize it perfectly ok? Thats not only the benefit of a company but also become a reason for growth for employees so thats the things that hidden inside the people which are their knowledge, skills and ability we have to extract that qualities basically this is the difference between learning ad training thats why if you see in the MNCs most probably they used to incorporate the word learning and development not only they train on the regular basis but they also incorporate learning programs to enhance the knowledge base of existing employees. Q. SMES of Karachi have realized now the benefit regarding Training? RESPONDENT: No actually still at very lower level may one or two companies which recognized others not. RESPONDENT B
46
Q. In your opinion are the SMES of Karachi nowadays realizing the benefits of Training practices? RESPONDENT: Yes now they are start to realize at some extent because they are
10
hiring fresh graduates and MBAs in their sectors and their those newly qualified employees make them realize the advantages and positive outcomes of Training. RESPONDENT - C: Q. What do you think about what is training and whats your perception about the purpose of training? RESPONDENT: Training is tool to develop people, to polish him/her. Definitely the
11
purpose is to make them more perfect in their regular task in company. CONCLUSION After analyzing the views of her four research respondents the researcher concludes that some SMES (Small and Medium Enterprise) of Karachi aware about the advantages of standard training practices at some extent and they are realizing the requirement of training and also they know at what extent training contributes in their profitability. But not all the SMES that currently are running in Karachi realizing in fact some realizing most and some still not. 2. What changes the Companies observe in participants after getting trainings from them? RESPONDENT- A Q. Upon completion of the training, what should a participant be able to know and do?
10 Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011 11 Expert opinion of General Manager Sales and Administration Dated 29th March, 2011

12
47
RESPONDENT: Yah definitely they become able to do things accurately. It gives positive result. RESEARCHER: Actually in most of the SMES the authorize person says that if we let any employee even typing on word that the broad contribution from themselves and we are continuously conducting trainings and I personally will say that this a wrong perception and training means you know standard level of training practices ok? They usually used to give their employee little bit knowledge about how to counsel and something like that but this is actually not standard training this is regular training they perceive it standard and I want to know by you about standard training practices nowadays running in our SMES? RESPONDENT: Yah exactly this is right because the concept of training is brought here by MNCS before that this has been followed here at lower level this definitely not brings 100% result. And you know our saits says that nowadays companies going hand to mouth and we cant cut our cost for trainings in the long run. RESPONDENT- B Q. Upon completion of the training, what should a participant be able to know and do? RESPONDENT: It depends upon vision, Mission, Goal and target because you know
13
where to go and then you prepare your team to take them there but those who only has a short term goal do not see the need of developing people they hire people to achieve short term goal but the trend is changing now and they have also started realizing the need of
12 Expert opinion of Manager Human Resource and Organizational development Liberty Books Pvt.ltd

48
training human resource and make them competent and also realize the solution of failure of business which training and development activities will overcome this type of issues.
RESPONDENT- D Q: Upon completion of the training, what should a participant be able to know and do? RESPONDENT: They should be able to perform that particular task or be able to have
14
particular knowledge or the particular skill for which training has been given. All these are components of training results. CONCLUSION After analyzing the views of her four research respondents the researcher concludes that when SMES (Small and Medium Enterprise) of Karachi arrange training programs for their employees then definitely their employee become competent and capable of doing things more perfectly and also be able to compete in a todays competitive market. 3. Why small and medium enterprises of Karachi not practicing standard Trainings in their sector? RESPONDENT- A Q. Why most of the SMES not following standard training practices?
14 Expert opinion of Trainer QUALITY CONCERNS Dated 18th April, 2011

15
49
RESPONDENT: Actually in our SMES the concept of our saits is that they think if we train our employees they left and then we bear a big loss so they have small budget, small investments and short term goals. RESPONDENT- B Q. Why most of the SMES not following standard training practices? RESPONDENT: Those organizations which have short term objectives they dont
16
invest on people because their objectives are very short so instead of investing money on people they try to hire people with existing skills they use them for year and two and after that they hire new and they lose the business. RESPONDENT- C Q. Why you are not following standard training practices in your sector? RESPONDENT: We know the importance of training very well but we cannot apply
17
here because in our company there is no trait of standard training at that level you know what the trait is following here nowadays people dont want to change themselves. CONCLUSION After analyzing the views of her four respondents of research the researcher concludes that hence small and medium enterprises having short term goals and small budget so they are not able to apply the standard training practices in their sectors. And also they have a fear of facing loss and dont want to take risk.
Dated 5th
March, 2011
16 Expert opinion of Manager Human Resource and Trainer U.G Food Pvt.ltd Dated 25th March, 2011 17 Expert opinion of General Manager Sales and Administration Dated 29th March, 2011
50
4. What are the attempts the Small and Medium Enterprises is assembling for the application of standard training practices nowadays in their sector? RESPONDENT- A Q. Whats your planning nowadays for the application of standard training in future? RESPONDENT: They start planning for this because result is better than before and
18
they didnt practice this as before and even not follow regularly by all SMES so now they are realizing that we make our workforces more skill full by doing the training practices and if anyone resign then no need to worry at all because we have backups at the back so that our business process will not suffer. RESEARCHER: Means SMES have realized now? RESPONDENT: No actually still at very lower level may one or two companies which recognized others not. RESPONDENT- B Q. What SMES nowadays plan for the application of standard training? RESPONDENT: Because of hiring new qualified employees in their organization, the
19
Company start to plan for the application of standard training practices in their sector and for this they are trying to hire a person having skills to train others staff. RESPONDENT- C
18 Expert opinion of Manager Human Resource and Organizational Development LIBERTY BOOKS
Pvt.ltd Dated 5th
March, 2011
20 Expert opinion of General Manager Sales and Administration Dated 29th March, 2011
Impact of Training on the Performance of Employees Q. Whats your planning nowadays for the application of standard training in future?
51
RESPONDENT: We definitely trying continuously to train our staff by ourselves and

20
for this first of all we are plan to prepare ourselves mentally and our managerial staff also to start campaign of training and development programs for our workforces. CONCLUSION After analyzing the views of her four respondents of research the researcher concludes that as the SMES (Small and Medium Enterprises) of Karachi realizing the benefit of standard trainings therefore they are making so many attempts like hiring trainers as their permanent employee in their sector as well as they start to agree to invest big amount in training programs because they start to observe the fruit of this activity in overall performance as well as profitability.
CHAPTER FIVE
20
Impact of Training on the Performance of Employees CONCLUSION & RECOMMENDATION
52
The work of a manager in the agency is to get things complete through employees. To do this the manager should be able to encourage employees. But that's easier said than done! Training is one of the most beneficial tool to encourage employees to do work in more and more perfect manner as they are doing before. Today Small and Medium Enterprises of Karachi facing so many challenges regarding their business and profitability and they know the solution to overcome these obstacles by the application of Standard training Practices at continuous basis but still they are unable to apply because their people are not willing to follow the trainings and the reason are their trait etc, also Company have short term goals and small budget so that they are not able to apply till now but by this research the researcher identify that nowadays they are start to realize the benefit of training in their sector and very much willing to apply because gradually they are seeing the fruit of this activity and they are start to plan to invest on standard training programs in order to minimize the turnover rate, to improve efficiency and productivity of their employees and also to enhance their skills of their upper level staff to lower level employees to make them competent and capable to compete in a competitive market and to increase the profitability of their firms. RECOMMENDATION There are some recommendations for the local companies that are currently running in Karachi: Companies should start application of standard training practices in their sectors and should realize the importance and benefit of giving trainings to their employees at regular basis in order to compete in a competitive business market,
53
in order to work at the level of multinationals, in order to groom their workforces and make them enable to compete not only their firm as well as become the need of every profitable organizations. For the application of standard training practices the local companies should prepare strategic plan and have to change the old trait of their people to resist change. To add new talents with them in order to cope in a technological world. Always incur new techniques of things to be done in their business process. Companies should introduce new methods not only for lower and middle level people also for upper level management in order to make entire workforce productive. Companies should plan for long term goals which gives them more profit and more achievements in their businesses in term of profitability as well as goodwill sort of matter. As human resources of the company, including top to lower level staffs is the major asset of the company so local companies should be concerned on their motivation, on their self respect and their decisions towards strategy making process of company. FUTURE RECOMMENDATION Future recommendation translates into the recommendation for policy makers of the Company whose the strategic planners of our local companies. As researcher chose the companies including Liberty Books Pvt. Ltd and Paramount Books pvt.ltd hence for them there are some recommendations after this research study:
54
First of all they should apply standard training practices for their workforces because it is most essential activity to them to enhance the skills, behavior and knowledge of their workforces to capture the market since they are basically publishers and distributors of all types of books all over the Pakistan and Books is one of the essential need of all age people including children, youth as well as older one thus only their profitability does not matter also the requirement of general public does matter a lot.
Another most important thing is that the Training and Development is also require for the vendors of these publishers like their Packaging Dealers, Graphic designers and Creative Designers so not only they should apply in their sector but also they should give advice to their vendors in order to get improved high quality raw materials.
They have to encourage their entire team to willingly hold up them to start training and Development programs in their firm as regular basis.
Lastly, dont get pressurize by the economic conditions of our country and keep their work carry on with the passion and enthusiasm more than before because you are serving nation by serving the medium for education.
55

Thesis CHP 1-5

Загружено:

Сведения о документе

Исходное описание:

Оригинальное название

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Thesis CHP 1-5

Загружено:

Авторское право:

Доступные форматы

The Contemporary Training Practices in SMES of Karachi

Impact of Training on the Performance of Employees

The History of Training by Miller

Impact of Training on the Performance of Employees

The History of Training by Millers

Impact of Training on the Performance of Employees

3 The History of Training by Millers

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees 4.

Impact of Training on the Performance of Employees

CHAPTER TWO LITERATURE REVIEW

ASTD (American Society of Training and Development0, By Tricia

Emerson and Mary Stewart

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees 3.2 Research Approach

Impact of Training on the Performance of Employees

3.3 Research Design

Impact of Training on the Performance of Employees 3.3.4 Population of Interest

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Dated 5th March, 2011

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

8 Expert opinion of Trainer Quality Concerns Dated 18th April, 2011

Impact of Training on the Performance of Employees

Dated 5th March, 2011

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Dated 5th March, 2011

Impact of Training on the Performance of Employees

14 Expert opinion of Trainer QUALITY CONCERNS Dated 18th April, 2011

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Pvt.ltd Dated 5th

RESPONDENT: We definitely trying continuously to train our staff by ourselves and

Impact of Training on the Performance of Employees CONCLUSION & RECOMMENDATION

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees

Impact of Training on the Performance of Employees