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Research Proposal

Training and development influence on employee performance

Submitted By:

Ashutosh Oli (197066)

BBA (Hons. /Emphasis)

Submitted To:

Mr. Bhoj Raj Poudel

Faculty- Introduction to Research

KATHMANDU UNIVERSTY SCHOOL OF MANAGEMENT

Balkumari, Lalitpur

Submitted on:

August 7, 2022
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Abstract

The goal of this study is to ascertain how training and development affect employee performance
in the context of Nepal. The study looks at how training requirements are determined, how
effective training methods are, and how these factors affect employee performance. This study
aims to verify the proposed link between employee performance in Nepalese organizations and
training and development. According to a literature review, training is a crucial component in
assisting workers in gaining knowledge, motivation, and satisfaction. Employee skills and
abilities are improved through training. Employees acquire integrity and teamwork through
training.
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Introduction

Background

In order to maximize customer satisfaction, every organization, regardless of its type, strives to
discover new approaches to production and value-driven supply chains for services. They need to
reduce costs in order to boost profits, which can only be done with cutting-edge technology and
highly skilled workers.
Although it is a difficult task, achieving the goals of evolving technology and employee
motivation can be ensured by raising confidence levels through training and development.
Organizations must find competent workers from the industry or improve the skills and
competencies of current employees in order to utilize employees' skills to the best of their
abilities. The cost of hiring qualified workers from the sector increases. Any other industry
cannot operate in isolation now that training culture is becoming more important and prevalent in
organizations.
According to MC Lagan (1989), training and development are crucial components of human
resource development for enhancing performance and organizational effectiveness. The research
also notes that training and development are important components needed to get the most out of
human resources because they are employed to enhance or increase activity related to overall
performance requirements of both employees and the business enterprise as a whole.
The study was founded on Skinner's (1938) reinforcement theory, which states that from the
perspective of training, reinforcement theory indicates that the newcomers to gather knowledge,
trade conduct, or alter abilities, the instructors’ desires to perceive what effects the learner finds
most and least undesirable. Becker (1993) developed the human capital theory, which highlights
training and development as worthwhile investments for employees.

Statement of problem
In Nepal, the trend toward training and development is being adopted very effectively. There are
even regulations that require businesses to invest a certain percentage of their annual profits in
employee training and development. However, many organizations continue to be reluctant to
send trainees according to the training method or process and instead dispatch them at random.
They simply do it to satisfy the requirements established by the government's policies. In order
to determine whether or not these training and development programs are actually improving
employees' performance, I want to conduct a study.
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Objectives
 To investigate the effect of employee development and training on performance.
 To ascertain whether employee training and development contributes to their increased
productivity.
 to determine the effectiveness of employee development and training for any given
organization.
 To ascertain whether training and development has an impact on employees' ability to
perform better.

Research Hypothesis and Question

The following research question will serve as the study's main focus: Does employee
performance depend on their level of training and development?
Hypothesis Testing:
H1: Training enhances worker performance
H2: Better employee performance results from development.

Limitations of the Study

 The time allotted is insufficient to cover this extensive subject. Therefore, we will need to
complete this study quickly.

 Budgetary problems and resource constraints we will encounter during this project will
force me to collect only a limited amount of data from a small number of respondents.
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Literature review

Training and development are crucial to the expansion and success of the company because it
ensures that workers have the necessary knowledge, abilities, and skills to carry out their
assigned tasks. It is very important for the organization to design the training very carefully
(Michael Armstrong, 2000). The design of the training should be according to the needs of the
employees (Ginsberg, 1997). Organizations that create effective training plans based on the
requirements of both the employees and the organization consistently achieve positive outcomes.
(Partlow, 1996; Tihanyi et al., 2000; Boudreau et al., 2001).
It seems that Training design plays a very vital role in the employee as well as organizational
performance. A bad training design is nothing but the loss of time and money (Tsaur and Lin,
2004). By selecting the appropriate training, we can make sure that our staff members have the
knowledge and abilities necessary for the job. These skills must also be continually updated to
meet the organization's present and future needs.
Due to the significant impact that training and development has on improving performance, the
organization places a high priority on it at the strategic level. A study by Tichey (1982) studied
that there are three views to the organizational performance among which Human resource
management is also one of the views and other two are mission and strategy. The study
concluded that development of workers is positively related to the performance.
Employee performance is the dependent variable in the study, and training and development is
the independent variable. various elements, including strategy alignment, training need, and
training design and implementation the organization's assessment will be taken into account for
effective training that improves organizational performance.
In order to meet the goals of both the organization and the individual, training and development
are crucial components of human resource development. Employee performance is said to be
significantly impacted by training and development. Performance, in general, refers to a broader
concept that encompasses efficacy, economy, quality, consistency in behavior, and normative
measures. The performance is described as future-oriented, tailored to reflect the unique
characteristics of each organization or person, and built on a causal model connecting
components and outcomes by author Michel Lebas (1995). He views a "successful" business as
one that will, rather than necessarily has, achieved the management coalition's objectives.
According to Didier Noyé (2002), performance is measured by how well you accomplish the
objectives you were given during the convergence of enterprise orientations. Performance, in his
view, results from a comparison between the outcome and the objective rather than being a
simple finding of an outcome.
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Theoretical Framework

On the basis of the researcher's thorough literature review, a graphic representation of the
research framework for this study is created. The theoretical foundation of the study is depicted
in the figure below.

Independent Dependent
Variables Variable

Training

Performance
Development

Training and
Development

Independent variables
Training
Successful businesses depend on having well-trained employees. It has been demonstrated that
workers who have received extensive training and development are the most successful and
effective.
Development
Setting people up through education and learning for future organizational needs. It emphasizes
an employee's personal growth and learning.

Dependent variables
Performance
The dependent variable is an employee's performance. It is based on an individual's productivity
and competencies, which can be assessed using the job description, job specification, and job
analysis. Organizations offer training to employees to improve performance after identifying
performance gaps.
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Research methodology
This section's goal is to compile pertinent data on the research methodology that will be used for
this study. The research design, data collection method, sampling technique, are the main topics
of this chapter.
Research Design and Plan
Exploratory, descriptive, and causal research designs are the three main categories of research
methods. There will be some researcher interference, but the study will be conducted in natural
settings and look at how training and development affect learning. The descriptive research
technique is applied in this study. This method makes it possible for the investigation to be quick
and inexpensive. It may also suggest unexpected hypotheses. Additionally, it is very challenging
to conclude causality using this method, especially when considering alternative explanations.
Perceptions are examined in this descriptive type of research. The purpose of using this method
is to investigate the causes of specific phenomena and to portray the situation
Research Strategy
The research methodology that I will use in the study is the survey method, in which we will
distribute questionnaires to the organization and to the employees regarding the assessment of
the training needs, the relevance of the training, and the performance of the employees in order
to gather the appropriate data for the study's analysis of the data and information. This study
draws on both primary and secondary research sources to produce relevant conclusions and
sound advice. The survey would be a questionnaire.
Sampling technique: Quota sampling
Before taking a customized sample that is proportionate to the population of interest, quota
sampling will be used to look for specific characteristics in their respondents. The use of quota
sampling allows for the coverage of all business levels, from administrative to managerial, across
all departments.
Research Methods
Quantitative research methodology will be used for the study. This design, which is based on
representative samples and various statistical analysis techniques, will be used to quantify the
data and provide conclusive verification. As a quantitative study, the respondents' responses to
the questionnaires are used to evaluate the final results. The statistical data's goal is to provide a
medium for getting the needed information.
Data Collection method
Primary data will be used in this study. For the survey research, the primary data will be gathered
using a structured questionnaire that will be handed out randomly, and the secondary data will be
gathered using a personal interview to find out about the performance of the employee. There
will be closed-ended questions on the surveys. The research that is based on articles, books, and
the internet will also use secondary data.
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References

Philipina Ampomah (2016). “The Effect of Training and Development on Employee

Performance in a Private Tertiary Institution in Ghana”. Retrieved from
http://www.asianonlinejournals.com/index.php/AJSSMS/article/view/522/html

Raza, Imran (2015). Impact of Training and Development on Employee Performance.

Retrieved from
https://www.theseus.fi/bitstream/handle/10024/97788/Raza_Imran.pdf;sequence=1?fbclid=I

Gautam, Prakash (December, 2018). Training Culture and Employees Performance in

Nepali Banking Industry. Retrieved from
https://www.researchgate.net/publication/330002951_Training_Culture_and_Employees_Per
formance_in_Nepali_Banking_Industry

Ackah, David (2014). The effect of Training and Development in Public Sector:
Ghana. Retrieved from
https://www.grin.com/document/284725?fbclid=IwAR18gZkPOc4lR_Kifun83plsJLJcMH5tt
Auofvzb1Wqh7OSoSN6vp5zoxLs

Vinesh, (2014). International Journal of Management and Business Studies, Research

India Publication, Volume 4, Number 2pp. 213-220 Roles of Training and Development in
Organizational Development. Retrieved from
https://www.ripublication.com/ijmibsspl/ijmibsv4n2spl_13.pdf

Maimuna Muhammad Nda & Dr. Rashad Yazdani Fard (November, 2013). The
impact of employee training and development on employee productivity. Retrieved from
https://www.longdom.org/articles/the-impact-of-employee-training-and-development-on
employee-productivity.pdf