GLOBAL JOURNAL OF MANAGEMENT AND BUSINESS RESEARCH

Volume 11 Issue 7 Version 1.0 July 2011

Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals Inc. (USA)
Print ISSN: 0975-5853

Impact of Training and Development on Organizational

Performance
By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan,
Dr. Muhammad Aslam Khan
University of Lahore, Islamabad Pakistan

Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four
of the most important aspects in organizational studies. The focus of current study is to understand the
affect of Training and Development, On the Job Training, Training Design and Delivery style on
Organizational performance. The back bone of this study is the secondary data comprised of
comprehensive literature review. Four Hypotheses are developed to see the Impact of all the
independent variables on the overall Organizational Performance. The Hypotheses show that all these
have significant affect on Organizational Performance. These Hypotheses came from the literature
review and we have also proved them with the help of literature review. Results show that Training and
Development, On the Job Training, Training Design and Delivery style have significant affect on
Organizational Performance and all these have positively affect the Organizational Performance. It
means it increases the overall organizational performance. We also prove our Hypothesis through
empirical data. However, results are strongly based on the literature review.

Keywords : Training and Development, On the Job Training, Training Design, Delivery style,
Organizational Performance.
GJMBR-A Classification : JEL Code: M53

IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE

Strictly as per the compliance and regulations of:

2011 . Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan.This is a research/review paper,
distributed under the terms of the Creative Commons Attribution-Noncommercial 3.0 Unported License
http://creativecommons.org/licenses/by-nc/3.0/), permitting all non-commercial use, distribution, and reproduction in any
medium, provided the original work is properly cited.
Impact of Training and Development
on Organizational Performance

Raja Abdul Ghafoor Khan , Furqan Ahmad Khan ,Dr. Muhammad Aslam Khan
2011

(Fakhar Ul Afaq, Anwar a

Abstract - Training and Development, On the JobAuthor : M.Phil Scholar,
Training, Training Design and Delivery style are four ofUniversity of Lahore, Khan).Training also has n
Islamabad, Pakistan,Tel: 00 impact on the return on d
the most important aspects in organizational studies. 92 333 5808821 .E-mail :
The focus of current study is to understand the effect of ghafoor724@gmail.com. investment (Richard m
Training and Development, On the Job Training, Author : M.Phil Scholar, Chang Associates, INC.). a
Training Design and Delivery style on Organizational University of Lahore, The organizational n
Islamabad, Pakistan , E-mail :
performance. The back bone of this study is thefani_1987@hotmail.com.. performance depends on a
secondary data comprised of comprehensive literatureAuthor : Faculty Member, the g
review. Four Hypotheses are developed to see theUniversity of Lahore, employee performance e
Impact of all the independent variables on the overall Islamabad Pakistan , E-mail :
because human m
Organizational Performance . The Hypotheses showaslamnuml@yahoo.com.
that all these have significant effect on Organizational resource capital of e
Performance. These Hypotheses came from the organization plays an n
literature review and we have also proved them with important role in the t
the help of literature review. Results show that Training growth and the b
and Development, On the Job Training, Training organizational u
Design and Delivery style have significant affect on performance. So to t
Organizational Performance and all these have improve the t
positively effect the Organizational Performance. It
organizational h
means it increases the overall organizational
performance and the e
performance. We
employee performance, r
also prove our Hypothesis through empirical data. traning is given to the e
However, results are strongly based on the employee of the i
literature review.Results organization.Thus the s
show that Training and Development,On the Job purpose of this study is r
Training and Training Design and Delivery style to show the impact of e
have significant effect on Organizational traning and the design l
Performance and all these have positively effect the
of traning on the a
Organizational Performance.
employee performance. ti
Keywords : Training and Development, On the
Training & n
Job Training, Training Design, Delivery style,
development increse the s
Organizational Performance.
employee performance h
I. INTRODUCTION like the researcher said in i

T
his research that traning p
& development is an b
raining has the distinct role in the achievement important activity to e
increase the performance t
of an oforganizational
interests goalthebyworkforce
organization and incorporating
(Stonethe
R of health sector w
J. Human Resource Management, 2002). Now a organization (Iftikhar
days e
training is the most important factor in the Ahmad and Siraj-ud-din, e
business world because training increases the 2009).Another researcher n
efficiency and the effectiveness of both said that employee t
employees and the organization. The employee performance is the r
performance depends on various factors. But the important factor and the a
most important factor of employee performance building block which n
is training.Training is important to enhance the increases the i
capabilities of employees. The employees who performance of overall n
have more on the job experience have better organization(Qaiser g
performance because there is an increase in the Abbas and Sara a
both skills & competencies because of more on Yaqoob).Employee n
the job experience performance depends on d
many factors like job p
satisfaction, knowledge
 erformance (Chris Amisano,2010).This shows
that employee performance is important for the
performance of the organizationand the and the
traning & and
development is beneficial for the employee to
improve its performance.Thus the purpose of
this study is to
show the impact traning & development on
the
employee performance .
The main objective of our study is
how the traning increase the employee
performance. A researcher said that traning
increase or develop the managerial skills
(Robart T.Rosti Jr, Frank shipper,
1998).despite focusing on efficiency and cost
control the spending on traning should increse
because organization get more efficiency ,
effectiveness out of the traning and
development (workforce special report,
2006) .This shows that traning increase the
efficiency and the effectiveness of the
organization.
I think people are talking more about
performance and results and
consequences.They are not necessarily doing
more about it, (Roger Kaufman Florida State
University).From this it is clear that traning and
development is the important factor.So the
significance of our study is that the traning
improves the organization performance.Traning
is important for the
July

63
Volume XI Issue VII Version I
 2011 Global Journals Inc. (US)
IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE
e lf-fulfiling skills and efficiently to
m abilities of increase the growth
p employee,decreas and the productivity
l ed operational of an
o costs,limits organization(Qaiser
y organizational Abbas and Sara
e liabilities and Yaqoob). There are
e changing goals & many factors which
s objectives (Donald improves the work
Nickels,M.A,2009). of the employee
d II. such as flexible
e LITERATURE scheduling, training
v REVIEW etc.
64 e It is very
l Human
necessary for the
o resource is the
organization to
very important and
Volume XI Issue VII Version I

p design the training

m the backbone of
very carefully
e every organiztion
(Michael
n and it is also the Armstrong, 2000).
t main resource of The design of the
the
training should be
a organization.So according to the
n organizations needs of the
d invest huge
employees
amount on the
(Ginsberg, 1997).
t human resource
Those
h capital because
organizations which
e the performance of
human resource develop a good
training design
e will ultimatiley
according to the
m increase the
performance of the need of the
p
employees as well
l organization.
o Performance is a as to the
y major organization always
e multidimensional get good results
e construct aimed to (Partlow, 1996;
achieve results Tihanyi et al., 2000;
d and has a strong Boudreau et al.,
e link to strategic 2001). It seems
v goals of an that Training design
e organization plays a very vital
l (Mwita, 2000) .As role in the
o the Mwita (2000) employee as well
p explanis that as organizational
m performance is the performance. a bad
e key element to training design is
n acheieve the goals nothing but the loss
t of the organization of time and money
so to performance (Tsaur and Lin,
e increase the 2004).
n effectiveness and On the job
c effeciancy of the training helps
o organization which employees to get
u is helpful for the the knowledge of
r acheivement of the their job in a better
a organizational way (Deming,
g goals.But the 1982).
e question arise that
how an employee
s can work more
e effectively and
 People learn from their tr elivery style means performance of the
practical experience much a so much in the organization
better as compare to i Training and (Shepard, Jon et
bookish knowledge. On the n Development. al., 2003).
job training reduces cost i It is very Although it is costly
and saves time (Flynn et n difficult for an to give training to
al., 1995; Kaynak, g employee to the employees but
2003; Heras, 2006). It is s perform well at the in the long run it
better for the organizations e job place without give back more
to give their employees on s any pre-training than it took (Flynn
the job training because it si (Thomas N. et al., 1995;
is cost effective and time o Garavan, 1997). Kaynak, 2003;
saving (Ruth Taylor et al., n Trained Heras, 2006).
2004). It is good for
( employees Every organization
organization to give their
P perform well as should develop its
employees on the
compared to
job training so that their h employees
untrained
employees learnt in a ill according to the
employees
practical way (Tom Baum i need of that time
et al., 2007). p (Partlow, 1996;
so that they could
Delivery style is a s Tihanyi et al.,
compete with their
very important part of e 2000; Boudreau
competitors
Training and Development a et al., 2001). It is
(Carlos A. Primo
(Carlos A. Primo Braga, m very necessary for
Braga, 1995).
1995). Employees are very e any organization
to give its III.
conscious about the n
delivery style Michael e employees
Armstrong, 2000). If t training to get THEORETICAL
someone is not delivering a overall goals of FRAMEWORK
the training in an l. the organization in
To
impressive style and he is , a better way
implement the
not capturing the attention 2 (Flynn et al.,
1995; Kaynak, study following
of the audience it is means 0 dependent and
he is wasting the time 0 2003; Heras,
2006). Training independent
(Mark A. Griffin et al., 5
and development variables are
2000). It is very necessary ).
increase the shown in the
for a trainer to engage its D
overall theoratical
audience during the
Journal
Global
Elements

Training IV
Design DV

Training
Organizational
On The Job And
Performance
Training Development

Delivery
Style
2011 Global Journals Inc. (US)
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