Usama Brm Report

8/3/2019 Usama Brm Report

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Factor associated with employed training:

Presented To:

Sir Khurram Shahzad

Presented BY:

Saleha Rehman BB-07-34Munaza arshad BB-07-37

Asia Abbas BB-07-59

Zeeshan Tareen BB-07-46

Salman Tariq BB-07-57


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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


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The purpose of this study is to explore factors affecting theemployee 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 employeetraining program in this organization.

Key Words-

Service quality,Organization service orientation,

Employee training.


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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 wastingmoney.

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.


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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.Determiningtrainingneeds

Establishingtrainingobjectives

Implementation

Trainingmethods

Evaluation


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Stages of the Research

ProcessProblem

Discoveryand Definition

ResearchDesign

Sampling

DataGathering

DataProcessing

and Analysis

Conclusionsand

Report

Discovery andDefinition

and so on

What is research process?


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Research Process:

Aim of our searchOur 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 ofemployee does. The purpose of research is to identify the diversified impact

of various factors

Secondary

(historical)

data

Laboratory

Problemdiscovery

Problemdefinition

(statement ofresearch

objectives)

Experience

survey

Pilot

study

Case

study

Selection of

exploratory

research

technique

Selection of

basicresearchmethod

Experiment SurveyObservation

SecondaryData

Study

Field InterviewQuestionnair

e

Selection ofexploratoryresear

chtechnique

Sampling

Probability

Collection of

data(fieldwor

k)

Editingand

codingdata

Dataprocess

ing

Interpretationof

findings

Report

DataGathering

DataProcessingandAnalysis

ConclusionsandReport

ResearchDesign

ProblemDiscovery

andDefinition


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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?


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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 high-

commitment 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.


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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


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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 thathow 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. Surveys

ii. Personal interviewsiii. Case studies

iv. Focus group discussion

v. Observations

vi. Experiment

vii. Secondary data sources


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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.

ii. 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.

We decide that for our project these are the best methods for collecting thedata.

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 samplingIt 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


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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 researchWe 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. MCB

ii. Bank Alfalah

iii. Standard chartered

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

banks.


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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). Frequency distribution charts

ii). Bar charts

iii). Pie Chart

iv). Cross tabulation

v). Regression

vi). ANOVA

Frequency Table

Main objective of training?

Frequency Percent Valid PercentCumulative

Percent

Valid To get higher performance 9 30.0 30.0 30.0

To improveproductivity

7 23.3 23.3 53.3

To enhanceemployee

knowledge

10 33.3 33.3 86.7

To compare theother banks 3 10.0 10.0 96.7

Others 1 3.3 3.3 100.0

Total 30 100.0 100.0


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Training programs preferred by you?


Percent

Valid On jobtraining

16 53.3 53.3 53.3

Vestibuletraining

7 23.3 23.3 76.7

Classroommethod

6 20.0 20.0 96.7

Others 1 3.3 3.3 100.0

Total 30 100.0 100.0

Is selection of training method depends on cost?


Percent

Valid No 11 36.7 36.7 36.7

Yes 19 63.3 63.3 100.0Total 30 100.0 100.0

How are the training needs identified by your Org?


Percent

Valid As a part of Organizationaltraining program

7 23.3 23.3 23.3

As part of formalappraisal system 3 10.0 10.0 33.3

As the need isperceived byyourself

4 13.3 13.3 46.7

As the need isperceived by themanagement

11 36.7 36.7 83.3

As part ofinduction of newprogram

5 16.7 16.7 100.0

Total 30 100.0 100.0

Who identifies training needs?

Frequency Percent Valid Percent

Cumulative

PercentValid Line

Manager11 36.7 36.7 36.7

HRmanager

18 60.0 60.0 96.7

Others 1 3.3 3.3 100.0

Total 30 100.0 100.0


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Influencing factor in the training program?


Percent

Valid TopManagementsupport

5 16.7 16.7 16.7

Commitmentfrom specialist 9 30.0 30.0 46.7

Technology 3 10.0 10.0 56.7

OrganizationalComplexity

2 6.7 6.7 63.3

Learning style 11 36.7 36.7 100.0

Total 30 100.0 100.0

Type of training that satisfies the trainees?


Percent

Valid On Jobtraining

20 66.7 66.7 66.7

Vestibuletraining

7 23.3 23.3 90.0

ClassroomMethod

3 10.0 10.0 100.0

Total 30 100.0 100.0

Behavior of trainer with the trainees?


Percent

Valid Good 17 56.7 56.7 56.7

Satisfactory

13 43.3 43.3 100.0

Total 30 100.0 100.0

Techniques adopted for development?


Percent

Valid SurveyFeedback

5 16.7 16.7 16.7

ProcessConsultation

4 13.3 13.3 30.0

Goal setting and

planning

15 50.0 50.0 80.0

MBO 5 16.7 16.7 96.7

Others 1 3.3 3.3 100.0

Total 30 100.0 100.0

Invest in existing employees or recruit new ones?


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Percent

Valid StronglyAgree

14 46.7 46.7 46.7

Agree 13 43.3 43.3 90.0

Disagree 3 10.0 10.0 100.0Total 30 100.0 100.0

Does training add Goodwill to the Org?


Percent

Valid No 9 30.0 30.0 30.0

Yes 21 70.0 70.0 100.0

Total 30 100.0 100.0

Bar Charts:


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Cross tabulation:

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


Total

To gethigher

performanc

e

To improve

productivity

Toenhanceemployeeknowledg

e

Tocompare

theother

banks OthersTrainingprogramspreferredby you?

On jobtraining

Count 6 3 7 0 0 16

% withinTrainingprogramspreferredby you?

37.5% 18.8% 43.8% .0% .0% 100.0%

Vestibuletraining

Count 2 3 0 1 1 7


28.6% 42.9% .0% 14.3% 14.3% 100.0%

Classroom

method

Count 1 1 3 1 0 6


16.7% 16.7% 50.0% 16.7% .0% 100.0%

Others Count 0 0 0 1 0 1


.0% .0% .0% 100.0% .0% 100.0%

Total Count 9 7 10 3 1 30

% withinTraining

programspreferredby you?

30.0% 23.3% 33.3% 10.0% 3.3% 100.0%


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Main objective of training? * The post for which the training is organized? Cross tabulation

The post for which the training is organized? Total

Senior

ExecutiveJunior

ExecutiveLine

ManagerSales

Manager

Main objectiveof training?

To get higherperformance

Count0 3 4 2 9

% within Mainobjective oftraining?

.0% 33.3% 44.4% 22.2% 100.0%


Count0 3 3 1 7


.0% 42.9% 42.9% 14.3% 100.0%

To enhanceemployeeknowledge

Count3 3 4 0 10


30.0% 30.0% 40.0% .0% 100.0%

To comparethe other banks

Count0 0 3 0 3


.0% .0% 100.0% .0% 100.0%

Others Count 0 0 0 1 1

% within Mainobjective of

training?

.0% .0% .0% 100.0% 100.0%

Total Count 3 9 14 4 30


10.0% 30.0% 46.7% 13.3% 100.0%


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

Methods of development used? Total

Managerial onthe JobTraining

ManagerialOff the Job

training Both

Main objectiveof training?

To get higherperformance

Count6 1 2 9

% within Main

objective oftraining? 66.7% 11.1% 22.2% 100.0%


Count3 2 2 7


42.9% 28.6% 28.6% 100.0%

To enhanceemployeeknowledge

Count4 1 5 10


40.0% 10.0% 50.0% 100.0%

To comparethe other

banks

Count0 0 3 3


.0% .0% 100.0% 100.0%

Others Count 0 0 1 1


.0% .0% 100.0% 100.0%

Total Count 13 4 13 30


43.3% 13.3% 43.3% 100.0%


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Survey Feedback

Process Consultation

Goal setting and planning

MBO

Others

Techniques adopted for development?

Pies show counts

16.67%

13.33%

50.00%

16.67%

3.33%


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We have assumed the significance level of 0.05

Regression Analysis:Coefficients

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 1.481 1.306 1.134 .277

Influencing factor in the

training program?-.277 .191 -.382 -1.451 .170

Intentions towards Internet

based trainings-.992 .535 -.440 -1.853 .087

How are the training needsidentified by your Org?

.145 .143 .189 1.011 .330

The Duration of training

programs?-.276 .133 -.440 -2.077 .058

Type of training that satisfies

the trainees?.611 .357 .379 1.710 .111

Organization's Capacity for

training?.729 .995 .127 .733 .477

Who is responsible for

evaluating the process?1.079 .272 .818 3.970 .002

What are the ways of

Evaluation?-.801 .289 -.366 -2.775 .016

Focus of Organization on

Management Development?-.929 .723 -.224 -1.285 .221

Methods of development

used?-.027 .221 -.024 -.123 .904

Nature and Training of Job

Rotation?.290 .232 .253 1.250 .233

a. Dependent Variable: Main objective of training?

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).


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ANOVA


Sum ofSquares df Mean Square F Sig.

Between Groups 15.455 4 3.864 4.554 .007

Within Groups 21.212 25 .848

Total 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


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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.

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