Factor associated with employed training:

Presented To:
Sir Khurram Shahzad

Presented BY:

Saleha Rehman Munaza arshad Asia Abbas Zeeshan Tareen Salman Tariq

BB-07-34 BB-07-37 BB-07-59 BB-07-46 BB-07-57

Abstract Introduction. What is training? What is research process? Aim of our search Problem statement Literature Review Variable Description Research design Methodology Sampling Analysis Conclusion

The purpose of this study is to explore factors affecting the employee training in banking sector.
The main objective of our business research report is to find out the factors that influence the training program as well as the importance of training program in banking sector. As our research is about commercial banking, we surveyed commercial banks namely, Muslim commercial bank Bank Alfalah limited Standard chartered For our research we did exploratory and causal research we used questionnaire and interview as a data collection tool and for editing and coding use SPSS 12.0 software. On the basis of our data we did analysis and made a conclusion. That training is the need of modern work place. The organization which wants to compete should launch the proper training program. According to our findings the learning styles and commitment from specialist are the most important factors which affect the employee training program in this organization.
Key WordsService quality, Organization service orientation, Employee training.

Training is the important human resource function. It is the heart of continuous efforts designs to improve employee competencies and organizational performances. It goes without saying that in todays competitive business world, the wining edge with that organization in its human resource. A well thought out training provides learners with the knowledge and skill needed for their present jobs the objective of training is to achieve a change in the behavior of those who are trained. It is expected that the employee apply their newly acquired knowledge and skills to achieve the organizational goals. Different factors influence the training programs, from our literature review top management support, commitment from specialist, technological advances, organizational complexity, learning style, and other human resource function are the factor that influences the training program the most. If the training program is not being evaluated then it is just wasting money. So we visited some banks and collected data from them. By getting there point of view we are know able to know the exact factors.

What is training?
Definition of training:
Activities designed to provide learners with the knowledge and skills required for their present job. (Mondy & None) Training is the organize procedure by which people learn knowledge and skills for a definite purpose. (Dale S. Beach)

TRAINING PROCESS:
Once the need for change is recognized and the factors that influence training programs are considered the process of determining training needs begin. Essentially, two questions need answers; what is our training need? And what do we want to accomplish through our training efforts. Recognizing the training must be a non stop process; firms must provide training initiatives that address several critical requirements: To guide individual employees in planning and managing their careers. To help managers coach and mentor employees. To help managers and employees deal with change.
Determining training needs Establishing training objectives

Training methods

Implementat ion

Evaluation

What is research process?

Stages of the Research Process

Problem Discovery and Definition and so on Discovery and Definition

Research Design

Conclusions and Report

Sampling Data Processing and Analysis

Data Gathering

Research Process:
Problem Discovery and Definition
Problem discovery Selectio n of explorat ory researc h techniq ue Experien Pilot ce study survey Problem definition (statement of research objectives)

Samplin g

Selecti on of explor atory resear ch techni que

Probabili ty

Second ary (historic al) data

Case study

Data Gatheri ng Data Processing and Analysis

Collectio n of data (fieldwor k) Editing and coding data Data process ing Interpretation of findings

Research Design

Selectio n of basic research method Survey

Interview Questionnair e

Experiment
Laborator y Field

Observ ation

Seco ndary Data Study

Conclusi onsand Report

Report

Aim of our search

Our aim of research is to find out factors which either positively or negatively affect the training of employees in an organization. Our research is aimed at knowing which factor has the greatest affect on employee training and how the lead to increased or decreased motivation of employee does. The purpose of research is to identify the diversified impact of various factors

Problem Definition:
We know that the problem definition is the indication of the specific decision area that will be clarified by answering some research questions. Such that: Compare the training programs of the commercial banks. Who are the trainees for the training programs? How these program affects the employees performance. To compare the result of these program in different commercial banks. How the factor influence training programs

Problem statement: How the factors influence the training program in the banking sector?

The article is conceptualizing and measure key determinants of internal organization orientation of service quality from the employees perspective.
It describes four predictor variables. Employees perception about training & training development Development & positioning of Islamic banking products/ service concepts Customer service orientation & employees Service quality performance. Result of this study suggest that out of four of five internal organizational service orientation factors including training & development , Islamic banking product/service concept development & employees quality service performance are significant to influence the employees perception internal organizational orientation

Towards service quality ( lisa A Barke M. Hucthing )

Our study draws on a constructive perspective ( Creswell, 2003) in order to guide our interpretation of the qualitative data. Our goal was to capture and describe how training professional support transfer of learning in their organizations on the basis of their experiences Huselid (1995) states in his empirical study that high performance work practices and good internal fit should leads to positive out comes for all types of firms & wood & Al banese (1995) claim universalisms of highcommitment management. Concerning with our topic we have discussed one article also this article highlights the factor by which the training is provided to the employees. For self efficiency To Motivate the employee To groom the personality And this article also highlights to factors which effect the employee training progress which are as follows.

Learning Goals Management Strategies Technological Support Strategic Link Supervisor Support

So there are the factors which can affect the employee training program in different organizations. So management must take into account all these factors. These factors not only increase the employees performance but increases efficiency, work capacity and profitability of the organization and it is also a requirement of the modern work place.

Variable Description
Dependant Variable: Training Independent variable: Top management support Commitment from specialist and journalist Technological advances Organizational complexity Learning styles

Research design of any research shows that how the research have been conducted. Research design can be said as the base of research on which the quality of research lies. As efficiently and proficiently the design has been constructed and planned accordingly to the research topic as much are the chances of better and valuable results. Any part or segment carelessly handled can lead towards the ambiguous and even contradictory results from the actual. So that could be devastating of research is of serious matter or of high importance & value. So one should be very careful while planning & constructing the design for the research. Research design constructs of four parts: i. Methodology ( deals with information collection ) ii. Sampling (deals with selection of respondents) iii. Statistical tools ( deals with tools and methods for analyzing research) iv. Data sources Research Methodology: Methodology deals basically with the collection of information means that how in your research you will be gathering the relevant, appropriate suitable information from your targeted respondents or from society or from other previously done researches or articles published. There are commonly known methods for the collection of information that could be used to find the solution of problem, to analyze a situation to find a relation or any other phenomenon these methods include: i. ii. iii. iv. v. vi. vii. Surveys Personal interviews Case studies Focus group discussion Observations Experiment Secondary data sources

Relevant methods in our research i. Surveys We develop our questionnaire and we went to these three banks and got filled questionnaire from the employees. Personal interviews During our visit to these banks we conducted interview from some employees. During our interview we observed that mostly employees think that top management philosophy is the factor which affects the employees training program the most.

ii.

We decide that for our project these are the best methods for collecting the data. Sampling Sampling is a technique in which small portion of population is used to make conclusions regarding the whole population. There are two types of sampling a) Probability sampling It is a sampling technique in which there is a known chance of being selected of each element. Probability sampling is only possible if you know the exact figures of total population or number of population units. Further classification: 1) Simple random sampling 2) Systematic sampling 3) Stratified sampling 4) Cluster sampling 5) Double sampling

b) Non Probability Sampling It is a technique for making sample in which chances of selection of each element is not known. Here sampling is basically done on the basis of personal likeness and preferences and convenience. Further classification: 1. Convince 2. Purposive sampling a) Judgment sampling b) Quota sampling 3. Snow ball sampling Relevant methods in our research We use purposive sampling of non probability method in our research. In this we set the quota of 10 respondents for each three banks.

Target population:
All commercial banks in Multan

Sample population:
i. ii. iii. MCB Bank Alfalah Standard chartered

Sample size:
The sample size in our research is of 30 respondents that covered three banks.

Statistical tools (deals with tools and methods for analyzing research): Statistical tools are used to analyze the answer of different questions that have been put in the questionnaire. We had carefully selected the most appropriate tools and methods that could be used to generate the accurate, relevant answer. These tools helped to compile the results of research, collection of answers, their analysis and interpretation of results and their graphical representation. Tools that we have used for the collection analysis interpretation and representation of answers are as follows: i). ii). iii). iv). v). vi). Frequency distribution charts Bar charts Pie Chart Cross tabulation Regression ANOVA

Frequency Table
Main objective of training? Cumulative Percent 30.0 53.3 86.7 96.7 100.0

Frequency Valid To get higher performance To improve productivity To enhance employee knowledge To compare the other banks Others Total 9 7 10 3 1 30

Percent 30.0 23.3 33.3 10.0 3.3 100.0

Valid Percent 30.0 23.3 33.3 10.0 3.3 100.0

Training programs preferred by you? Cumulative Percent 53.3 76.7 96.7 100.0

Frequency Valid On job training Vestibule training Classroom method Others Total 16 7 6 1 30

Percent 53.3 23.3 20.0 3.3 100.0

Valid Percent 53.3 23.3 20.0 3.3 100.0

Is selection of training method depends on cost? Cumulative Percent 36.7 100.0

Valid

No Yes Total

Frequency 11 19 30

Percent 36.7 63.3 100.0

Valid Percent 36.7 63.3 100.0

How are the training needs identified by your Org? Cumulative Percent 23.3 33.3 46.7 83.3 100.0

Frequency Valid As a part of Organizational training program As part of formal appraisal system As the need is perceived by yourself As the need is perceived by the management As part of induction of new program Total 7 3 4 11 5 30

Percent 23.3 10.0 13.3 36.7 16.7 100.0

Valid Percent 23.3 10.0 13.3 36.7 16.7 100.0

Who identifies training needs? Cumulative Percent 36.7 96.7 100.0

Frequency Valid Line Manager HR manager Others Total 11 18 1 30

Percent 36.7 60.0 3.3 100.0

Valid Percent 36.7 60.0 3.3 100.0

Influencing factor in the training program? Cumulative Percent 16.7 46.7 56.7 63.3 100.0

Frequency Valid Top Management support Commitment from specialist Technology Organizational Complexity Learning style Total Type of training that satisfies the trainees? 5 9 3 2 11 30

Percent 16.7 30.0 10.0 6.7 36.7 100.0

Valid Percent 16.7 30.0 10.0 6.7 36.7 100.0

Frequency Valid On Job training Vestibule training Classroom Method Total 20 7 3 30

Percent 66.7 23.3 10.0 100.0

Valid Percent 66.7 23.3 10.0 100.0

Cumulative Percent 66.7 90.0 100.0

Behavior of trainer with the trainees? Cumulative Percent 56.7 100.0

Valid

Good Satisfacto ry Total

Frequency 17 13 30

Percent 56.7 43.3 100.0

Valid Percent 56.7 43.3 100.0

Techniques adopted for development? Cumulative Percent 16.7 30.0 80.0 96.7 100.0

Frequency Valid Survey Feedback Process Consultation Goal setting and planning MBO Others Total 5 4 15 5 1 30

Percent 16.7 13.3 50.0 16.7 3.3 100.0

Valid Percent 16.7 13.3 50.0 16.7 3.3 100.0

Invest in existing employees or recruit new ones?

Frequency Valid Strongly Agree Agree Disagree Total 14 13 3 30

Percent 46.7 43.3 10.0 100.0

Valid Percent 46.7 43.3 10.0 100.0

Cumulative Percent 46.7 90.0 100.0

Does training add Goodwill to the Org? Cumulative Percent 30.0 100.0

Valid

No Yes Total

Frequency 9 21 30

Percent 30.0 70.0 100.0

Valid Percent 30.0 70.0 100.0

Bar Charts:

Main objective of training?

10

y c n u q e r F

0 To get higher performance To improve productivity To enhance employee knowledge To compare the other banks Others

Main objective of training?

Training programs preferred by you?

20

15

10

y c n u q e r F
5 0 On job training Vestibule training Classroom method Others

Training programs preferred by you?

How are the training needs identified by your Org?

12

10

y c n u q e r F
4 2 0 As a part of As part of As the need is Organizational formal appraisal perceived by training program system yourself As the need is perceived by the management As part of induction of new program

How are the training needs identified by your Org?

Who identifies training needs?

20

15

10

y c n u q e r F
5 0 Line Manager HR manaher Others

Who identifies training needs?

Influencing factor in the training program?

12

10

y c n u q e r F
4 2 0 Top Management support Technology Learning style Commitment from specialist Organizational Complexity

Influencing factor in the training program?

Type of training that satisfies the trainees?

20

15

10

y c n u q e r F
5 0 On Job training Vestibule training Classroom Method

Type of training that satisfies the trainees?

Techniques adopted for development?

15

12

y c n u q e r F

0 Survey Feedback Process Goal setting and Consultation planning MBO Others

Techniques adopted for development?

Invest in existing employees or recruit new ones?

14

12

10

y c n u q e r F

0 Strongly Agree Agree Disagree

Invest in existing employees or recruit new ones?

Does training add Goodwill to the Org?

25

20

15

y c n u q e r F

10

0 No Yes

Does training add Goodwill to the Org?

Cross tabulation:

Training programs preferred by you? * Main objective of training? Cross tabulation

Training programs preferred by you?

On job training

Vestibule training

Count % within Training programs preferred by you? Count % within Training programs preferred by you? Count % within Training programs preferred by you? Count % within Training programs preferred by you? Count % within Training programs preferred by you?

To get higher performanc e 6 37.5%

Main objective of training? To To enhance compare employee the To improve knowledg other productivity e banks 3 7 0 18.8% 43.8% .0%

Others 0 .0%

Total 16 100.0%

28.6%

42.9%

.0%

14.3%

14.3%

100.0%

Classroom method

16.7%

16.7%

50.0%

16.7%

.0%

100.0%

Others

.0%

.0%

.0%

100.0%

.0%

100.0%

Total

10

30

30.0%

23.3%

33.3%

10.0%

3.3%

100.0%

Main objective of training? * The post for which the training is organized? Cross tabulation The post for which the training is organized? Senior Junior Line Sales Executive Executive Manager Manager Main objective of training? To get higher performance Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? 0 .0% 0 .0% 3 30.0% 0 .0% 0 .0% 3 10.0% 3 33.3% 3 42.9% 3 30.0% 0 .0% 0 .0% 9 30.0% 4 44.4% 3 42.9% 4 40.0% 3 100.0% 0 .0% 14 46.7% 2 22.2% 1 14.3% 0 .0% 0 .0% 1 100.0% 4 13.3% Total

9 100.0% 7 100.0% 10 100.0% 3 100.0% 1 100.0% 30 100.0%

To improve productivity

To enhance employee knowledge

To compare the other banks

Others

Total

Main objective of training? * Methods of development used? Cross tabulation

Methods of development used? Managerial on Managerial the Job Off the Job Training training Both Main objective of training? To get higher performance Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? Count % within Main objective of training? 6 66.7% 3 42.9% 4 40.0% 0 .0% 0 .0% 13 43.3% 1 11.1% 2 28.6% 1 10.0% 0 .0% 0 .0% 4 13.3% 2 22.2% 2 28.6% 5 50.0% 3 100.0% 1 100.0% 13 43.3%

Total

9 100.0% 7 100.0% 10 100.0% 3 100.0% 1 100.0% 30 100.0%

To improve productivity

To enhance employee knowledge

To compare the other banks

Others

Total

3.33%

Te chniques a dopted for deve lopm ent?

16.67% 16.67% Surv ey Feedback Process Consult ation Goal setting and planning MBO Others 13.33% Pies show counts

50.00%

We have assumed the significance level of 0.05

Regression Analysis:
Coefficients Standardized Unstandardized Coefficients Model 1 (Constant) Influencing factor in the training program? Intentions towards Internet based trainings How are the training needs identified by your Org? The Duration of training programs? Type of training that satisfies the trainees? Organization's Capacity for training? Who is responsible for evaluating the process? What are the ways of Evaluation? Focus of Organization on Management Development? Methods of development used? Nature and Training of Job Rotation? a. Dependent Variable: Main objective of training? B 1.481 -.277 Std. Error 1.306 .191 -.382 Coefficients Beta t 1.134 -1.451 Sig. .277 .170

-.992

.535

-.440

-1.853

.087

.145

.143

.189

1.011

.330

-.276

.133

-.440

-2.077

.058

.611

.357

.379

1.710

.111

.729

.995

.127

.733

.477

1.079

.272

.818

3.970

.002

-.801

.289

-.366

-2.775

.016

-.929

.723

-.224

-1.285

.221

-.027

.221

-.024

-.123

.904

.290

.232

.253

1.250

.233

Our regression analysis illustrates that training is influenced positively by the factor (evaluation is done by whom?) and whereas it is negatively influenced by (ways of evaluation).

ANOVA
Main objective of training?
Between Groups Within Groups Total Sum of Squares 15.455 21.212 df 4 25 Mean Square 3.864 .848 F 4.554 Sig. .007

36.667 29 a Predictors: (Constant), Influencing factor in the training program? b Dependent Variable: Main objective of training?

Ho:
Top management support, commitment from specialist and journalist

, technological advances, organizational complexity and learning styles do not have influence on Training. H1:
Top management support, commitment from specialist and journalist,

technological advances, organizational complexity and learning styles have influence on Training

As p value < level of significance, so the variables are significant. Thus we will reject the null hypothesis and thus conclude that 5 independent variables has impact on the training programs

CONCLUSION
From our research we have concluded the training should be an integral or Model in commercial banking according to our survey about MCB Bank Alfalah Standard chartered According to our conclusion the main objective of training is to enhance the employee knowledge and capabilities. According to our conclusion the factors which mostly influences the training programs are learning styles and commitment from specialist in commercial banking.. Other factor like Top Management Strategies, Technological Support, and Learning Goals also impact on training program.