The document is a study that analyzes training practices and their impact on employee productivity at Life Insurance Corporation (LIC) in India. It reviews literature on training and development. LIC provides various training programs for employees, including standard programs, role orientation courses, and sales training. The study aims to examine differences in employee perceptions of training based on gender, designation, and education level. A questionnaire was administered to 250 LIC employees, and statistical analysis was used to analyze the data. The results show that employee training at LIC is average and perceptions do not differ significantly based on demographics. Recommendations include ensuring all employees receive necessary training and properly analyzing training's contribution to organizational effectiveness.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
The linkage between strategic human resource management, innovation and firm ...IOSR Journals
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
The linkage between strategic human resource management, innovation and firm ...IOSR Journals
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Impact of Training and Development, training design and on the job training ...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This study investigated training and development strategies on career growth of employees in
commercial banks in Nigeria via survey research design. Specifically, the units of analyses are employees of
four (4) commercial banks in four cities in Delta State. The instrument of data collection was questionnaire
which was administered to one hundred and nine (109) respondents, out of which one hundred and three (103)
were fully retrieved. T
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Stud...paperpublications3
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by different literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively affect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-off between the two methods and less emphasis has been given to off-the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Effect of On-The-Job Training on Employee Performance in Kenya: Case of Mumia...paperpublications3
Abstract: The quality of the human resource of an organization is essential to its success. Thus, every organization must seek to improve the quality of its workforce. It is worth noting that in Mumias Sugar Company, most unskilled workers rise up to positions that require specific skills with specific duties. Even some cane cutters find themselves in positions requiring skills, therefore the need for on-the-job-training. It is in this respect that the current study sought to establish the effect of on-the-job-training on employee performance in Mumias Sugar Company; Kakamega County based on the study objectives. The objectives of the study were: To establish the effect of on-the-job-training to employee’s performance at Mumias Sugar Company Limited, to establish the effect of on-the-job-training to employees’ task requirement at Mumias Sugar Company Limited and lastly to establish the effect of on-the-job training to the employees’ satisfaction at Mumias Sugar Company Limited. This study adopted a descriptive research design. The target population for the study was 115 employees where a sample size of 90was selected using Krejcie and Morgan table of determining sample size for research activities. Data was derived through questionnaires distributed to selected employees as well as the finance and human resource managers. Data was analyzed using the chi-squire and presented using frequency tables. The study findings show that on-the-job-training programmes are more likely to enhance employee capability than without. There was a significant direct relationship between on-the-job-training maintained by the firm and employee task requirements. The study recommends that organizations should come up with on-the-job-training programmes that enhance employee efficiency and performance, that will make the employee to love the job he/she is undertaking hence providing employee satisfaction services which intend to increase profitability in the organization.
The impact of employee training and development on employee
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A STUDY OF TRAINING IN INSURANCE AND THEIR IMPACT ON
EMPLOYEES PRODUCTIVITY
Dr. Shefali Verma*
Rita Goyal**
ABSTRACT
The training and development function plays a further enhanced role and holds more
importance, as it deals with knowledge of workers .Employees are entrusted different roles and
responsibilities in the LIC. Training enables them to carry out these roles and responsibilities
efficiently and also learn new things, which will prepare them to take up higher responsibilities
in the future. In the insurance sector, the training and development function holds a key
responsibility by helping employees to upgrade their performance on a continuous basis. This
paper analyzes the status of various training and development practices in Life Insurance
Corporation in India and explores the proposed link between the training and employees
productivity. The study makes use of statistical techniques such as mean, standard deviation, Z
test. Correlation analysis and regression analysis to process and analysis the data collected for
this study. The result shown that the Training in Life Insurance Corporation is average and the
perception of employees regarding the Training and Development do not differ significantly. The
paper ends by offering useful suggestions to the management involved in the operations of the
corporations. Some of the recommendations are- it is vital that managers, senior executive, as
well as all employees receive training; and that any training/management development which
takes place is based on proper analysis of its contribution to the effectiveness and efficiency of
an organization.
Key words: Training Programme, LIC, Employees Productivity
*Associate Prof. MMIM,
, **Lecturer Dept. of Humanities and Social Sciences, MMEC,Maharishi Markendeshwar
University, Mullana (Ambala)
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INTRODUCTION
Human resource development (HRD) is concerned with the provision of learning and
development opportunities that support the achievement of business strategies and improvement
of organizational, team and individual performance (Armstrong and Baron, 2002).The journey
toward s a knowledge economy demands the new additional type o f competencies like team
spirit, co-operation, etc. To reach the destination of knowledge economy in high productivity
places like insurance, the lifelong learning concept should be applied to its workforce. During
the last ten years, “lifelong learning” has become one of the most frequently heard terms in
training circles. This is perhaps an apt response to the increasingly rapid changes under-way in
modern societies. As a sequel, every business entity worth its salt is placing utmost importance
on the development of Human Capital - the knowledge, skills and motivation embodied in
people. The growing share of economic output in the services sector is turning to be knowledge
and information-intensive. This in itself is placing a high premium on the continued
chronological development. This reality according to Goldstein and Gillian (2006); and Zager
(2008), has magnified the importance of successful training and development programs with
measurable results. Consequently training and development has become one of the most critical
aspects of human resource management effectiveness.
No matter the way one looks at training and development, they help employees to learn how to
use the resources in an approved fashion that allows the organization to reach its desired output.
Able people may grow to a point where they are ready for responsibilities beyond their initial
assignment. When this happens, training and development become imperative. Training and
development has grown concerned not only with helping individuals to adequately fill their
positions, but also with helping whole organizations and sub departments grow and develop. .
Training is concerned with the meeting between two inputs to organizational effectiveness, that
is, people and technology. Since an organization can rarely secure people who are at the time of
employment, total masters of their unique requirements, organizations need a good training and
development programme.
Training changes uninformed employees to informed employee; training changes unskilled or
semiskilled workers in to employees who can do their assigned tasks in the way the organization
wants them done into workers who do things the right way. Training and development could then
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3. IJRESS Volume 1, Issue 1(October, 2011) (ISSN 2249-7382)
be seen as a mixture of activities aimed at improving the performance of personnel in
organizations for the attainment of continuous improvement in productivity.
Productivity provides us with a way of looking at how efficiently production inputs are used in
an economy. Mali (2002) sees productivity as “the measure of how well resources are brought
together in organizations and utilized for accomplishing a set of results. Productivity is reaching
the highest level of performance with the least expenditure of resources. Productivity is often
seen as total output/total input. Thus the productivity of an employee is seen as the relationship
between the employee’s input and the effectiveness of the use of the factors of production to
produce goods and services is commonly referred to as productivity.
LITERATURE REVIEW
Donald L. Kirkpatrick (2006), Evaluation, Training and Development Handbook approached
its, evaluation process in a more logical way. The author emphasized that while evaluating
training, instead of just studying the reactions of the trainees, the study could be carried out in
four different levels viz., i.e., reaction, learning, behaviour and results. The author’s guidelines
and discussions on each level of evaluation of training are worth mentioning. Jane Richards
(1997), Management Training the Real Objectives views that while embarking upon a
management programme, the real objective must be to focus on the individual manager, not the
position in the company. The author's discussion on training needs analysis i.e., about core
competencies, job profiling and identification of competencies gaps-either against core
competencies for individuals or against job profiles for generic roles is worth mentioning.Niki
Glaveli; Stella Kufidu (2005), in their paper analyzed the changes that took place in the Greek
banking industry in the last years, their impact on the role of employees training and
development for strategy implementation and success, using four case studies to investigate the
effect of the environmental changes on these particular banks and the role of their training and
development strategies in adjusting themselves to th e changing industry environment. Riyaz
Rainaye (2004), in their study empirically examined the training policy in two commercial
banks, namely, State Bank of India and Jammu & Kashmir Bank Limited. The focus is on the
various facets of training including Management’s attitude towards training, training inputs,
quality of training programmes and transfer of training to the job. Whereas it records that the
training scenario is to a large extent satisfactory. it evaluates the opinions of the employees of
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two cadres of both banks: in particular that it can be made fully effective only when the training
needs assessment and transfer of training to the job are considerably improved, besides bringing
in finer improvements in other dimensions.
Shishupal Singh Badhu and Karunesh Saxena (1999), Role of Training in Developing Human
Resources is another work of relevance. In this, the authors concluded that an organization
should have well-defined training policy as well as training manual and training should be made
an ongoing process. Regarding the executive development programmes the authors have
concluded that, these programmes have been found to be useful in improving the productivity,
efficiency and effectiveness of managers. The authors have suggested that these programmes
should be included as an integral part of the training programme. To meet the demands required
of businesses in today's highly competitive market, companies are finding it necessary to provide
ongoing training to their employees. In the past, the training offered by most businesses was
driven by regulation, customer service requirements, and safety compliance issues. However,
businesses are now providing training as a means of increasing worker productivity and
performance and improving worker retention.
TRAINING STRATEGIES IN LIC:
The programme should be designed to impart different skills/knowledge as stated above and will
differ from one course to another, depending upon the requirements of type of the job and the
level of people. Training programme should be repeated at regular intervals for individuals to
provide reinforcement of learning.
At present the following types of programmes will be designed and conducted by the training
centres.
1. Standard programme on repetitive basis.
2. Role orientation courses in functional areas.
3. Special courses and seminars.
4. Sales training for supervisory and field personnel.
The first category should be attended by all employees at predetermined intervals. A course will
also be given to all officers when they move from one level of job to another. When an officer is
appointed as Branch, Divisional or Zonal Managers for the first time, he would be assigned to a
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5. IJRESS Volume 1, Issue 1(October, 2011) (ISSN 2249-7382)
programme to help him understand the demands of his new role. This will also apply to persons
who are appointed as Heads of a Department in Branch office.
The second and third category of courses will be arranged regularly for officers as they enter into
that function at the Divisional, Zonal of Central office level in case they have not attended a
programme in that function earlier. No officer should hold a post in functional area for more than
six months unless he has attended a programme in that function. The third categories of courses
are special programmes depending on the specific requirements of the particular level or the
group. The fourth categories of courses are meant for field staff-development officers and
Agents.
OBJECTIVES OF THE STUDY
1. To study the Training practices prevailing in some selected Branches of LIC.
2. To study the differences in the perception of employees on the basis of gender.
3. To study the differences in the perception of employees on the basis of designation.
4. To study the differences in the perception of employees on the basis of Qualification.
RESEARCH DESIGN
SAMPLING
For the purpose of the study, the researcher selected the branches of LIC on the basis of
judgmental sampling and respondents on the basis of non probability random sampling.
SAMPLE DESIGN
Data Collection and period of study
The researcher personally contacted 250 employees in four branches of LIC in northern India.
They were appraised about the purpose of the study and request was made to them to fill up the
questionnaire with correct and unbiased information.
QUESTIONNAIRE
The questions were designed to facilitate the respondents to identify major strengths and
weakness of the Corporations and provide insights. The endeavors were to identify the key
training & Development issues, on which employee’s perception can be obtained. The
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respondents were requested specifically to ignore their personal prejudices and use their best
judgment on a 5 point Likert scale. The purpose of this exercise was to make the response a true
reflection of organization reality rather than an individual opinion. The 5 point of the scale
indicated in the questionnaire are- 1. Strongly disagree, 2 disagree, 3-Undecided, 4-Agree and 5-
Strongly Agree. Reliability (Cronbach’s coefficient alpha) of the questionnaire has found to be
0.89.This shows data has satisfactory internal consistency. Reliability Cronbach's alpha is the
most common form of internal consistency reliability coefficient. An examination had been
made from the reliability of the data to check whether random error causing inconsistency and
in turn lower reliability is at a manageable level or not.
HYPOTHESIS
Hypothesis 1
H0: There is no significant difference between the perception of male and female employees.
Ha: The difference is significant between the perception of male and female employees.
Hypothesis 2
H0: The difference is not significant between the perception of employees at different level..
Ha: The difference is significant between the perception of employees at different level..
Hypothesis 3
H0: The difference is not significant between the perception of graduate and post graduate
employees.
Ha: The difference is significant between the perception of graduate and post graduate
employees.
Perception of employees regarding Training
Factor Strong agree Indiffere Disagre Strongly Total
ly nt e Disagree
agree
1. Induction training is No. 76 49 110 21 4 250 - 250
given adequate importance % 30.4 19.6 44 8.4 1.6 100 - 100
now than in the past.
2. Induction training is well No. 59 90 83 34 2 250 6 250
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planned exercise and is of % 23.6 36 33.2 13.6 0.8 100 2.4 100
sufficient duration.
3. The senior officers take No. 22 60 117 45 12 250 12 250
interest in and spend time % 4.4 24 46.8 18 4.8 100 4.8 100
with new recruits during
induction training.
4. There is a structured, No. 28 62 111 40 10 250 7 250
widely shared training % 11.2 24.8 44.4 16 4 100 2.8 100
policy in your corporation
based on its business needs.
5. Employees are helped to No. 30 72 115 48 - 250 4 250
acquire technical % 12 28.8 46 19.2 - 100 1.6 100
knowledge and skill
through training.
6.There is adequate No. 33 63 128 35 11 250 - 250
emphasis on developing % 13.2 25.2 51.2 14 4.4 100 - 100
managerial capabilities of
colleagues through training
7.Human relations No. 40 81 100 43 21 250 5 250
competencies are % 16 32.4 40 17.2 8.4 100 2 100
adequately developed in
this corporation through
training in human skills
8. In the corporation, in- No. 16 77 124 32 6 250 6 250
house training programmes % 6.4 30.8 49.6 12.8 2.4 100 2.4 100
are handled by competent
senior officers.
9. The senior officers are No. 21 73 128 40 4 250 9 250
eager to help their juniors % 8.4 29.2 51.2 16 1.6 100 3.6 100
to develop their
competencies through
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training.
10. Employees returning No. 34 65 126 48 9 250 5 250
from training are given % 13.6 26 50.4 19.2 3.6 100 2 100
adequate free time to
reflect and plan
improvements.
11.External training No. 19 66 120 32 4 250 10 250
programmes are carefully % 7.6 26.4 48 12.8 1.6 100 4 100
chosen after collecting
enough information about
their quality and suitability
12. Experimental action No. 15 78 99 29 7 250 16 250
oriented techniques, % 6 31.2 39.6 11.6 2.8 100 6.4 100
including game are used to
training programs.
13. Various methods are No. 39 82 106 36 4 250 4 250
used to help employees % 15.6 32.8 42.4 14.4 1.6 100 1.6 100
learn and implement
creative ideas.
14. Corporation encourages No. 42 75 115 18 - 250 - 250
and support self learning an % 16.8 30 46 7.2 - 100 100
education by its managers.
15. Managers are provided No. 29 79 112 30 - 250 - 250
opportunities to perform % 11.6 31.6 44.8 12 - 100 - 100
different tasks and acquire
competencies.
16. Training programs No. 31 42 124 40 13 250 13 250
quality and the % 12.4 16.8 49.6 16 5.2 100 5.2 100
globalization of business is
the very core of the
corporation curriculum.
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17. Your organization No. 30 55 120 34 11 250 11 250
training programs are % 12 22 48 13.6 4.4 100 4.4 100
evaluated and improved
every year.
18.The officers are No. 20 71 111 39 9 250 9 250
sponsored for training % 8 28.4 44.4 15.6 3.6 100 3.6 100
programmes on the basis of
carefully identified
developmental needs
19.The officers sponsored No. 32 79 102 37 - 250 - 250
for training go with a clear % 12.8 31.6 40.8 14.8 - 100 100
understanding of the
knowledge and skills they
are
expected to acquire from
training.
20.Training helps in No. 45 105 82 18 - 250 - 250
increasing employee’s % 18 42 32.8 7.2 - 100 100
Productivity
SAMPLE OF THE STUDY
Following table represents the sample of study:
Gender-wise distribution of employees
N Percent
Male 185 74
Female 65 26
Total 250 100
It is observed from the above table that 74% of the respondents are male and the remaining
26%are female.
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Designation-wise distribution of employees
Employees
N Percent
Class-1 100 40
Class-11 69 27.6
Class-111 81 32. 4
Total 250 100
It is observed from the above table that 40% of the respondents belongs to class I ,27.6 of the
respondents belongs to class II ,the remaining 32.4 of the respondents belongs to class III.
Tab. 1.3 Qualification wise distribution of Employees
Employees
No. Percent
Graduate 140 56
Post Graduate 110 44
Total 250 100
It is observed from the above table that 74% of the respondents are male and the remaining
26%are female.
Mean and % Scores of All the Four branches of LIC
Branches Mean Scores Percentage Scores
All the four branch 3.49 61.39 %
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Tab.2.1 Perceptual differences between male and female employees
Particulars Sample Size Mean Variance SD SE Z-Value LS
Male Employee 185 3.79 76.10 11.17 2.57 -0.58 0.05
Female Employees 65 3.98 84.12 9.28
Tab.2.2. Perceptual differences between employees at different level
Particulars Sample size Mean Variance SD SE Z value LS
Class-1 100 120.86 78.20 8.78 2.60 -0.65 0.05
Class-11 69 123.31 205.26 14.33
Class-111 81 127.41 9.67
Tab.2.3.Perceptual differences between Employees with graduate and postgraduate
qualification
Particulars Sample size Mean Variance SD SE Z value LS
Graduate Emp. 140 128.26 112.22 10.54 2.49 -0.57 0.05
Postgraduate Emp. 110 126.32 159.90 12.64
Table 3 Training practices affecting employee’s productivity
(N=250)
Dependent variable= employees productivity
Beta(^) Simple r t- value
F1 Training .291** 5.49** 3.341
Significant at 0.01 levels
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DATA ANALYSIS AND DISCUSSION
Descriptive Statistical Analysis
Table 1 provides the perception of employees about the Training prevailing in the selected
branches of LIC. The mean and % score indicate that the Training in selected branches of LIC
is average and there is a tremendous scope of improvement in the Training..
Our next objective was to compare the perception of training practices first between male and
female respondents. A Z-test was conducted for this purpose. Results are tabulated in table
respectively.
The statistics in Table 2.1describes that there is no significant difference between the perception
of male and female employees in terms of observance of training practice. Male and female
employees have a slight difference in perception of training. The calculated Z value (- 0.58) falls
under the acceptance region (-1.96 to +1.96) at 0.05 significance level, therefore we accept the
null hypothesis that the difference is not significant between the perception of Male and Female
employees regarding the training in selected branches of LIC.
Our next objective was to compare the perception of Training practice between the classes I,
class II, and class III employees A Z-test was conducted for this purpose. Results are tabulated in
table respectively.
When compared between managers at different level the calculated Z value (- 0.65) falls under
the acceptance region (-1.96 to +1.96) at 0.05 significance level , therefore we accept the null
hypothesis that the difference is not significant between the perception of employees regarding
the training in selected branches of LIC.
Our next objective was to compare the perception of training practices between graduate and
post graduate employees. A Z-test was conducted for this purpose. Results are tabulated in table
respectively. The calculated Z value (- 0.57) falls under the acceptance region (-1.96 to +1.96) at
0.05 significance level, therefore we accept the null hypothesis that the difference is not
significant between the perception of Graduates and Post Graduates employees regarding the
training in selected branches of LIC.
RECOMMENDATIONS
To improve the Training practices in the insurance companies the following steps should be
taken immediately.
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13. IJRESS Volume 1, Issue 1(October, 2011) (ISSN 2249-7382)
• Training system, in these corporation have to increase its focus on improving the quality
of service given to clientele.
• There is a need for developing a high level of competence and involvement and thus
inculcates a sense of deep commitment and understanding of the challenges of future.
• There is a need for a continuous programme of training for every individual to work as a
member of an effective team and activate the potential to achieve the corporation’s goal.
• The training has to move from traditional training, to training of the latest technological
up gradation.
• Training focus has to shift from mere knowledge development to more of skill
enhancement and creating an attitude for service.
• Training professionals have to be used more for training rather than departmental
experts.
• Instead of traditional and passive methods such as lecture, more of active methods like
case study, business games, and simulations have to be used.
• Corporation have to use extensive e-learning methods, which can save a lot of time and
need not require employees to be away from jobs which hamper work.
• The benefits of Training and Development methods have to be utilized for practical
purposes rather than they being used just to reflect it on paper.
LIMITATIONS OF THE STUDY
1. The study was conducted in selected branches of LIC in Northern India which may not give
the exact picture of the situation.
2. The sample size was very small.
3. Sampling approach has been used in this study. As such, the study suffers from the limitations
of sampling.
4. There was very little literature available in the LIC regarding the HRD system.
CONCLUSION
Training plays a very important role in the success of any organization because directly or
indirectly it affects the performance of the employees. Through training opportunities, workers
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14. IJRESS Volume 1, Issue 1(October, 2011) (ISSN 2249-7382)
can develop and maintain skills that are required for employment in a continually changing
workplace. By providing training, employers support the skill development of their employees. If
the training is good than the employees will contribute their maximum for the achievement of the
organizational objectives. The result of the present study shown that the training practices in the
selected branches of LIC are average and there is lot of scope for improvement. The result also
shown that there is no difference in the perception of the employees on the basis of gender,
qualification, designation. In the insurance, employee’s behavior plays a vital role in improving
the productivity of an organization. By incorporating personality development programmes
such as role play, group discussion and business games the superior and subordinate
relationship can be strengthened. Corporation should take necessary steps in such a way that
employees should feel training is essential to enhance the productivity and customer satisfaction
to meet the present challenges in India.
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