60 99-1-sm (2)

ISSN: 2395 - 2180 Available online at http:// www.ijemmr.co.in
International Journal of Engineering, Management & Medical Research (IJEMMR)
Vol- 1 , Issue- 12 , DECEMBER -2015
Research Paper
EFFECTIVENESS OF TRAINING ON EMPLOYEE PERFORMANCE: A STUDY OF
NATIONAL THERMAL POWER CORPORATION
MEENAKSHI SHARMA1, SURBHI MITTAL2
1. ASST. PROF. DEPARTMENT OF FINANCIAL STUDIES, THE IIS UNIVERSITY. JAIPUR, (RAJASTHAN)
2. RESEARCH SCHOLAR, DEPARTMENT OF MANAGEMENT, THE IIS UNIVERSITY. JAIPUR, (RAJASTHAN)
Abstract
Training is the efficient development of the knowledge, skills and attitudes required by an
individual to achieve adequately a given task or jobs. Purpose of the study was to know the
effectiveness of training provided by NTPC on employee performance. The area of study
was Kota region and sample size was 50 employees of NTPC. The Primary Data has been
collected through questionnaire and interview and the Secondary Data has been collected
with the help of journals, magazines, books and internet. Random sampling method was
used in present study. Present study concludes that there is a association between Training
and Employee Performance.
Keywords
Training, Knowledge workforce, Systematic Development, Techniques.

Introduction
Training is the efficient development of
the knowledge, skills and attitudes
required by an individual to achieve
adequately a given task or jobs. Training
can involve learning of different kinds and
in various situations i.e. on the job, off the
job, in the company or outside the
company. It can involve the use of many
techniques like demonstration, practice,
coaching guided reading, lectures,
discussions, case studies, role playing,
assignments, projects, group exercises,
programmed learning, seminars,
workshops, games, quizzes etc., These
techniques can be deployed by many
people, especially by company Trainers,
Managers, Supervisors, colleagues or
External Trainers and Educationists.
TRAINING CONSISTS OF
 The identification and analysis of
training needs—All Training
Programmes should be aimed
towards the fulfillment of defined
needs: for the company as a whole,
for definite functions or groups of
employees, or for individual.
 The definition of training objective
–Training must aim to attain
measurable goals expressed in terms
of the development or changes
expected in corporate, function,
departmental or individual
performance.
 The measurement and analysis of
results: This refers to the
confirmation of the achievements of
each Training Programme beside its
aim and the education of the result
of the whole Training scheme on
company or departmental
performance.
 The feedback of the results: This
refers that getting feedback of
validation and evaluations so that
training plans, programmes and
techniques can be enhanced.
 The preparation of training plans—
these plans must explain the overall
schemes of training and its costs and
benefits. It also offer for the growth
of training programmes and
services, the selection and use of
suitable training methods and the
selection of trainers.

 The implementation of Training
plans: This includes the
maintenance of training records.
About NTPC
NTPC Limited is the largest thermal
power generating company of India. A
public sector company, it was incorporated
in the year 1975 to accelerate power
development in the country as a
completely owned company of the
Government of India. At present,
Government of India holds 89.5% of the
total equity shares of the company and the
balance 10.5% is held by FIIs, Domestic
Banks, Public and others. Within a span of
31 years, NTPC has emerged as a truly
national power company, with power
generating facilities in all the major
regions of the country.
Training at NTPC
To initiate talent and groom them into a
dedicated cadre of power professionals
"Executive Trainee" Scheme was
introduced in the year 1977 for
recruitment in the disciplines of
Mechanical, Electrical, Civil, Control &
Instrumentation and now encompasses
Computer Science, Chemistry, HR and
Finance discipline Also. Besides a
complete one year training comprising
theoretical inputs as well as on-the-job
training, the new recruits are also close
with senior executives under a organized
and formal 'Mentoring System' of the
company to integrate them into the Culture
of the company.
Review of Literature
 Ahmad, N., Iqbal, N., Mir, M.,
Haider, Z., Hamad, N., (2014) in his
research paper ―Impact of Training
and Development on the Employee
Performance: ―A Case Study from
different Banking Sectors of North
Punjab‖ concluded that training and
development has positive effect on
employee performance. The purpose
of this study is to investigate in
measuring training needs of the
employees at Government sectors,
because in Pakistan all the
Government sectors are facing
terrible downfall and the finding of
this research is that even there is no
concept of training and development
although on-job training is provided

at some extent but not in a proper
way and but in private sector a huge
investment is spend on training it
shows the importance of training
and the progress of these
organization.
 Khan, R., Khan, F., Dr. Khan, A.,
(2011) in this research paper
―Impact of Training and
Development on Organizational
Performance‖ stated that On the Job
Training is very effective and it also
saves time and cost. Training and
Development, On the Job Training,
Training Design and Delivery style
have significant effect on
Organizational Performance and all
these have positively affect the
Organizational Performance. It
means it increases the overall
organizational performance.
 Hameed, A., Waheed, A., (2011) in
this research paper ―Employee
Development and Its effect on
Employee Performance a
Conceptual Framework‖ concluded
that the paper examines and
investigates the literature review on
employee development and its
effect on employee performance.
The key variables identifies related
to employee development and
Employee performance. The paper
presents the importance of the
employee developmental activities,
importance of investment in a
human capital, and challenges in
employee development. The further
discussion develops a proposed
model which explains the
relationship between employee
development variables (employee
learning, skill growth, self-directed,
employee attitude) and employee
performance variable. The
employee performance will effect
on organizational effectiveness.
 Ishrat, G., (2013) in this research
paper ―A comparative study of
Recruitment & Selection, Training
and Development policies in Indian
MNCs and Foreign MNCs‖
concluded that training and
development activities are needed
for employee’s performance and
organizational development. The
research paper indicates that
employees are interested in training

& development activities; they feel
that such types of activities are
necessary for improving their
performance and creating awareness
among the employees.
Research Methodology
Sampling Distribution: For this study
determination, consider the employees of
NTPC functioned at Kota Region to
conclude our sampling frame. We
employed Proportional Random Sampling
method for sampling purpose.
Area of study: The area of study is Kota
Region.
Research instrument: Structured
questionnaire.
Sample size: 50 employees of NTPC.
Sampling Technique: Random Sampling
Technique.
Data Collection: The Primary Data has
been collected through questionnaire and
interview and the Secondary Data has
been collected with the help of journals,
magazines, books and internet.
OBJECTIVES OF THE STUDY
 To determine the impact of training
programs and their effectiveness in
NTPC ltd.
 To find out the perfection of the
employees work skills based upon
the training programs.
 To study the scope for employee
development and career
development opportunities in NTPC
Ltd.
Hypothesis
The Hypothesis of the study are as under:
H0 – There is no significant association
between training provided by NTPC and
performance of the employees.
H1 – There is a significant association
Test of Reliability
Table 1: Reliability Statistic
Reliability Statistics
Cronbach's Alpha N of Items
.775 5
From the above table, it can be seen that
Cronbach’s alpha is 0.775 which indicates

a high level of internal consistency for the
scale with this present study.
Data Analysis
Table 2: Demographic details of Respondents
Demographic Profile Frequency Percent
Gender
Male 48 96.0
Female 2 4.0
Total 50 100.0
Age
26-35 years 5 10.0
36-45 years 9 18.0
46-55 years 36 72.0
Total 50 100.0
Chart 1
Chart 2
It is evident from the above demographic
details of respondent that research had
tried to cover a broad demographic profile
of NTPC employees as respondent. As in
the current study the total sample size is
n=50.
Table 3
Chart 3
Acquire New Skills & Information
Frequency Percentage
Strongly
Disagree
1 2.0
Disagree 4 8.0
Neutral 1 2.0
Agree 24 48.0
Strongly
Agree
20 40.0
Total 50 100.0

From the above table it has analysed that
employees acquires new skills and
information through training. It shows that
48% respondents agreed and 40%
respondents strongly agreed that they
acquire new skills and information through
training whereas only 10% respondents
either strongly disagreed or disagreed with
the same.
Table 4
Chart 4
From the above table it has concluded that
training enhance employee performance. It
shows that 50% respondents agreed and
22% respondents strongly agreed that
training increase the performance of
employee whereas only 10% respondents
either strongly disagreed or disagreed with
the same.
Table 5
Chart 5
Training Enhance Employee Performance
Strongly
Disagree
2 4.0
Disagree 3 6.0
Neutral 6 12.0
Agree 28 56.0
Strongly Agree 11 22.0
Total 50 100.0
Boost Knowledge
Strongly
Disagree
0 0
Disagree 4 8.0
Neutral 8 16.0
Agree 26 52.0
Strongly Agree 12 24.0
Total 50 100.0

From the above table it has determined
that training boost the knowledge of
employees. It shows that 52% respondents
agreed and 24% respondents strongly
agreed that training increase the employee
awareness whereas only 8% respondents
disagreed with the same.
Table 6
Chart 6
From the above table it has evaluated that
employees can adopt new technologies
through training. It shows that 48%
respondents strongly agreed and 34%
respondents agreed that they have adopted
innovative technologies through training
whereas only 8% respondents either
strongly disagreed or disagreed with the
same.
Table 7
Chart 7
Adopt New Technologies
Frequency Percent
Strongly
Disagree 3 6.0
Diasgree
1 2.0
Neutral
5 10.0
Agree
17 34.0
Strongly Agree
24 48.0
Total 50 100.0
Career Progression
Frequency Percent
Strongly
Disagree
2 4.0
Diasgree 3 6.0
Neutral 3 6.0
Agree 29 58.0
Strongly
Agree
13 26.0
Total 50 100.0

From the above table it has inferred
opinion of selected employees regarding
career progression. It shows that 58%
respondents agreed and 26% respondents
strongly agreed whereas only 10%
respondents either strongly disagreed or
disagreed with the same.
Hypothesis Testing
H0 – There is no significant association
H1 – There is a significant association
Descriptive Statistics
Mean Std.
Deviation
N
Training
Enhance
Employee
Performance
3.8600 .96911 50
Training 4.0500 .79057 50
Correlation between Training & Employee
Performance
Correlations
Employee
Performan
ce
Traini
ng
Employee
Performance
Pearson
Correlation
1 .775
**
Sig. (2-tailed) .000
N 50 50
Training
Pearson
Correlation
.775
**
1
Sig. (2-tailed) .000
N 50 50
**. Correlation is significant at the 0.05 level (2-tailed).
Present study concludes from the above
that there is a strong positive correlation
between Training and Employee
Performance. It can see that Person
Correlation value 0.775 and sig. value is
0.000 which signpost that there is a
statistical significance association between
Training and Employee Performance.
Conclusion
In NTPC training programs help
employees in learning new skills and
knowledge. Employees working in NTPC
are satisfied that the training provided to
them help to identify actions to attain
organisational goals. In this organization

training programs help employees to
identify strengths and weaknesses.
Employees are satisfied with the training
provided to them helps them in working
independently.
Present study evaluated that effective
training can enhance the performance of
employees. Present study aims that to
identify the impact of training provided by
NTPC on employee performance. Present
study concluded that there is a significant
association between training and employee
performance which means that if training
will be effective in NTPC so performance
of employees has uplift ultimately.
Reference:
 Gupta, D. (2008). Job Satisfaction.
In Human Resource Management
(Ninth ed., p. 30.2). New Delhi:
Sultan Chand & Sons, Educational.
 Armstong, M., (2001), A handbook
of Human Resource Management
Practice, Kogan Press Limited,
London.
 Jelena, V. (2007), Economic &
Organisation: Employee Training
Development and the Learning
Organisation. Facdf3ta universitatis
series, 4(2), 209-216.
 Ahmad, N., Iqbal, N., Mir, M.,
Haider, Z., Hamad, N., (2014).
Impact of Training and
Development on the Employee
Performance: ―A Case Study from
different Banking Sectors of North
Punjab.‖ Arabian Journal of
Business and Management Review,
2(4), 19-24.
 Khan, R., Khan, F., Dr. Khan, A.,
(2011). Impact of Training and
Development on Organizational
Performance. Global Journal of
Management and Business
Research, 11(7).
 Hameed, A., Waheed, A., (2011).
Employee Development and Its
Affect on Employee Performance a
Conceptual Framework.
International Journal of Business
and Social Science, 2(13), 224-229
 Ishrat, G., (2013). A comparative
study of Recruitment & Selection,
Training and Development policies
in Indian MNCs and Foreign

MNCs. Journal of Business and
Management, 7(5), 29-43.

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