QUANTITATIVE TECHNIQUES IN

BUSINESS

Topic:
Training
and
Development
of
Employees
Table of Contents
Acknowledgment: ................................................................................................................................... 3
Introduction of Group ............................................................................................................................. 4
Purpose of Project: ................................................................................................................................. 5
Introduction of Project and Topic ........................................................................................................... 5
Training Development and Employee Performance ........................................................................... 5
Research Topic: ....................................................................................................................................... 6
Relationship between Training and Employee Performance: ............................................................ 6
Variables Names and Definitions ............................................................................................................ 6
Training and Development: ................................................................................................................ 6
Employee Performance: ..................................................................................................................... 6
Research Question: ................................................................................................................................. 7
Research Hypothesis: .............................................................................................................................. 7
Alternative: ......................................................................................................................................... 7
Null Hypothesis: .................................................................................................................................. 7
Significance of the Study:........................................................................................................................ 7
Variables Types and Relevant Tests/Tables: ........................................................................................... 7
Categorical Variables: ......................................................................................................................... 7
Scale Variables: ................................................................................................................................... 8
Analysis Portion: ..................................................................................................................................... 8
Compute Variable Test: ...................................................................................................................... 8
Frequency Distribution: ...................................................................................................................... 8
Bar Charts:..................................................................................................................................... 11
Five Figure Summaries: ..................................................................................................................... 13
Box Plot ......................................................................................................................................... 14
Histogram:..................................................................................................................................... 15
Scatter Plot:................................................................................................................................... 16
Correlation: ....................................................................................................................................... 17
CHI Square Test: ................................................................................................................................ 17
Kendall’s TAU-B ................................................................................................................................. 20
Regression: ........................................................................................................................................ 22
Conclusion ............................................................................................................................................. 23

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Acknowledgment:

We would like to acknowledge extremely valuable assistance provided by all

the Officers and other staff members of

Diamond Paints Pvt Ltd and

Berger Paints Ltd

for their great cooperation.

They provide the proper guidance and support time to time which helps us
a lot to work in such competitive environment and the timely completion of
Project

The office working environment is very good.

We offer our sincerest gratitude to Ms Shabnum Khan who has supported us

throughout our Project with her patience and knowledge.

She supported us during our studies and was always there to guide and help us
whenever needed.

Lastly, we would like to thank our family and friends who supported and
helped us in completing our work.

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Introduction of Group

Submitted To: Miss Shabnum Khan

Submitted By:

Group Leader: Muzammal Shahzad MBE-15111

Group Members: Syed Osama Ali MBE-15104

M. Ahsan MBE-15112

Noman Akhtar MBPE-15109

Beenish Ali MBPE-15107

Maryam Sattar MBPE-15123

Subject: Quantitative Techniques of Business

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Purpose of Project:

The term quantitative techniques covers a broad range of statistical gathering techniques
that are all focused on getting numerical data for statistical analysis. These statistics are
often then used for research and analysis leading to business decisions. Data gathering is a
fine art that many people haven’t mastered. In business and in science, you will often see sets of
data that have been gathered using suboptimal techniques, leading to poor quality predictions and
marring any insight that you might gain from analyzing these data sets.

In general, for most purposes, you want to gather quantitative data. Quantitative data is a
data type which revolves around collecting numerical data rather than qualitative data.
Qualitative data is much briefer, lacking the impact and being much less useful than
quantitative data. You will find that you can act upon quantitative data, as the numbers are
easily measurable. Qualitative data is often collected in fields where you cannot gain
numerical answers, such as psychology and other social sciences. If you are having trouble
devising a system that allows you to collect sufficient quality and quantity of qualitative data
for your business or project, you could try out this Inferential Statistics in SPSS course, which
is based in the SPSS statistical analysis program written by IBM, but can be applied to any
type of statistics work.

The main Purpose of this project is to check the effect and relationship of Training and
Development on Performance of Employees of any organization. Which will be very helpful
in determine the issues regarding turnover in an organization.

Introduction of Project and Topic

Training Development and Employee Performance

One of the greatest challenges organizations face today is how to manage turnover of work
force that may be caused by migration of a lot of industrial workers. Therefore, it has

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become an important area of research that how to reduce turnover and absenteeism and
improve performance of an organization. Moreover, it has been observed many a times that
employees who are satisfied with their jobs are still not good performers. This may be
because of their lack of Training and commitment for the organization; this point of view
emphasizes the importance of the study of Training Development and its relationship to
Employee Performance.

Research Topic:

Relationship between Training and Employee Performance:

Training and Development have a great impact on the performance of an employee as well
as the organization thus; the study of relationship between these two variables unarguably
becomes a topic of prime importance. In the relationship between Training and Employee
performance, Training increases with increase in Employee performance and vice-versa. So
Training has been treated as a dependent and Employee Performance as an independent
variable.

Variables Names and Definitions

Training and Development:

Training and development is a function of human resource management concerned with
organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including "human resource
development", and "learning and development"

The challenges associated with the changing nature of work and the workplace environment is as
real for the campus as elsewhere. Rapid change requires a skilled, knowledgeable workforce with
employees who are adaptive, flexible, and focused on the future. Encourage growth and career
development of employees by coaching, and by helping employees achieve their personal goals at
UCSF and beyond

Employee Performance:
Your ability to perform effectively in your job requires that you have and understand a
complete and up-to-date job description for your position, and that you understand the

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job performance requirements and standards that you are expected to meet. Your
supervisor should review your job description and performance requirements with you. To
set goals those are as specific, measurable, and realistic as possible. Also consider how
you might want to progress in your job and the skills you would like to develop. Your
performance review is a good time to discuss skills development and possible job
progression opportunities

Research Question:
What is the relationship between training & development and employee performance in the
Paint Industry of Pakistan?

Research Hypothesis:

Alternative:
There is a relationship between training & development and employee performance

Null Hypothesis:
There is no relationship between training & development and employee performance

Significance of the Study:

There is always confusion between training & development and employee performance.
Training is the basic physical effect. Training is the process that energizes and sustains the
behaviour and performance of the employ. Training as the force that urges individuals
towards achievement of their goals and overcome tension through continuous efforts
equity and fairness in the workplace is a major factor in determining the Training and
Employee Performance. Performance is also directly related to job growth.

Variables Types and Relevant Tests/Tables:

Categorical Variables:
 Age
 Gender Qualification
 Salary

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  Sector
 Types of appointment

These all are categorical variables, Bar chart, Frequency Distribution Table, Chi-Square,
Kendall’s tau-b these tests apply on these categorical variables.

Scale Variables:
And others factors that are scale variables on those variables, firstly apply Compute Variable
then Five Figure Summary, Box Plot, Reliability test, Correlation, Regression, are apply.

Analysis Portion:
Compute Variable Test:
After collection of data and feeding it in the SPSS file our next step to analysis the data, then on the
basis we give our conclusion, which help in our report writing. We collect data from 300
respondents, we have to compute the questions in one variable like all questions related to
employee performance should be one variable whereas all questions related to training &
development should be one variable. Below tables show the weightage of each question of the
variable. We have two variables one is employee performance and other one is training &
development.

1. DATASET NAME DataSet1 WINDOW=FRONT.

COMPUTE tdf=(td1 + td2 + td3 + td4 + td5 + td6) / 6.
EXECUTE.
2. COMPUTE epf=(ep1 + ep2 + ep3 + ep4 + ep5 + ep6 + ep7) / 7.
EXECUTE.

Frequency Distribution:

Respondent Demographics Frequency %

Gender (N = 300)

 Male 268 89.3

 Female 32 10.7

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Age (N = 300)

 Under 30 124 41.3

 30–39 51 17

 40–49 74 24.7

 50–59 47 15.7

 Above 60 4 1.3

Qualification (N = 300)

 MATRIC 19 6.3

 INTERMEDIATE 70 23.3

 BACHELORS 126 42

 MASTERS 72 24

 M. Phil or PhD 13 4.3

Sector (N = 300)

 Public 202 67.3

 Private 98 32.7

Type of Contractual Appointment (N = 300)

 Permanent employee 256 85

 Full-time Contractual Appointment 44 15

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Salary in Rupees (N = 300)

 Below Rs. 30,000 217 72.3

 Rs. 30,000 – Rs. 50,000 50 16.7

 Rs. 51,0000 – Rs. 80,000 14 4.7

 Above Rs. 80,000 19 6.3

The above table shows that out of 300 respondents, 268 (89%) are males and 32 (11%) are

females, Out of the 300 respondents, 124 (41%) are below the age of 30 years, 51 (17%) are

within 30–39 years, 74 (25%) are within 40–49 years, 47 (16%) are in the age group of 50–59

and 4 (1%) are aged above 60. This shows that most of the respondents in this study are

below the age of 30 years. Out of 300 respondents, 19 (6.3%) holding Matric, 70 (23.3%)

holding Intermediate, 126 (42%) holding Bachelors, 72 (24%) holding a Master’s degree and

13 (4.3%) having M. Phil or PhD degree. Out of 300 respondents, all provided information

related to their organizational sector out of which 202 (67.3%) belong to public sector and

98 (32.7%) are from private sector. Of the 300 respondents, 85% are permanent employees

and 15% are on full-time contractual appointment. Of the 300 respondents, 72.3% reported

drawing salaries less than Rupees 30,000, 16.7% between Rupees 30,000 to 50,000, 4.7%

between Rupees 51,000 to 80,000 and 6.3% reported getting salaries above Rupees 80,000.

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Bar Charts:

It’s a bar chart of Gender. It’s also run on categorical values. In this graph shows that male is
higher than female. And gender is on independent variable.

It’s a bar chart always run on categorical values. It’s a bar chart of Age in which shows that

maximum age of this graph shows that less than 30 years. And the low age is above 60

years. Age is an independent variable in this graph

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It’s a bar chart of Qualification it run on categorical values it’s an ordinal values. In which
shows that Bachelors graph is higher than others and MPhil is very less in our topic.
Qualification is on X-axis it’s an independent variable

It’s a bar chart of sector. In graph shows that Public sector is maximum or is on x-axis
independent variable. It’s also run on categorical value sector is nominal value.

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It’s a bar chart of types of Appointment. Which is on x-axis independent variable in graph
shows that permanent is higher than contractual. It’s a nominal value or a type of
appointment is a categorical value.

It’s a salary bar chart. Salary is on x-axis independent variable. In graph below rupees
30,000 graph is higher than others its mean this salary is on maximum in our topic. It’s also
run on categorical value salary is ordinal.

Five Figure Summaries:

Items
N Min. Max. Mean Std. D.

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 300
Training & Development 1 5 3.52 0.8544

300
Employee Performance 1 5 3.53 0.7372

This study was based on a survey of 13 items, on which responses on all items vary from 1 to

5 Liker scale. Average ranges from 3.52 to 3.53 and the value of standard deviations range

from 0.7372 to 0.8544 (see Table given as above).

Box Plot

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Histogram:

Check data normality. Its run on scale value bell shape curve to good if curve is moving right
word it shows that it is positive if moving left side it means it is negative if moving upward
maximum it shows peak value.

It’s a histogram of Training & Development in which factor is independent variable and
frequency is depended variable. It’s a bell shape curve. Mean is 3.54 standard deviation is
.854.

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Check data normality. Its run on scale value bell shape curve to good if curve is moving right
word it shows that it is positive if moving left side it means it is negative if moving upward
maximum it shows peak value.

It’s a histogram of Employee Performance in which factor is independent variable and

frequency is depended variable. It’s a bell shape curve. Mean is 3.53 standard deviation is
0.737.

Scatter Plot:

It checks data linearity if straight line shows in graph it means data linear. It’s also run on
scale values.in which both factors factor 1 which is TRAINING & DEVELOPMENT and the
factor 2 EMPLOYEE PERFORMANCE analysis takes place. Here it is the combination of factors
1 and factors 2 which shows the scatter plot in this scatters plot on x-axis is in depended

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variable and on y-axis depended variable. The difference between the linear and quadratic
values 0.003 (0.688-0.685) which is less than 0.05 this indicates that the relationship
between these two variables is linear, whereas if the difference is greater than 0.05 the
relationship between these variables in non-linear.

Correlation:

Correlations

TD_F EP_F
**
Pearson Correlation 1 .828

TD_F Sig. (2-tailed) .000

N 300 300
**
Pearson Correlation .828 1

EP_F Sig. (2-tailed) .000

N 300 300

**. Correlation is significant at the 0.01 level (2-tailed).

To investigate if there was a statistically significant association between employee

performance, training and development, a correlation was computed. All variables were
approximately normal there is linear relationship between them hence fulfilling the
assumptions for Pearson’s correlation. Thus, the Pearson’s r is calculated, r= 0.828, p >
0.005 relating that there is highly significant relationship between the variables. The positive
sign of the Pearson’s test value shows that there is positive relationship, which means that
employee, training and development has the same changes

CHI Square Test:

1.

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)
a
Pearson Chi-Square .033 1 .857
b
Continuity Correction .000 1 1.000
Likelihood Ratio .033 1 .856
Fisher's Exact Test 1.000 .515
Linear-by-Linear Association .033 1 .857
N of Valid Cases 300

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a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 10.45.
b. Computed only for a 2x2 table

Symmetric Measures

Value Approx. Sig.

Phi -.010 .857

Nominal by Nominal
Cramer's V .010 .857
N of Valid Cases 300

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.

It’s a chi square test which is applied on nominal values. And the variable should be
independent. And the expected count value greater than 5.chec association between 2
variables.At least 80% of the expected frequencies should be greater than or equal to 5

So in this chi square test we check the association between gender and sector so male in
private sector is maximum as compare to public. According to chi square test our sig value
exact is .515 it’s mean no association between sector and gender. The minimum expected
count is 10.45. We see the phi value which is -0.10 which show the negative relationship
between the variables.

2.
gender ? * appointment Crosstabulation
Expected Count

appointment Total

permanent temp

male 228.7 39.3 268.0

gender ?
female 27.3 4.7 32.0
Total 256.0 44.0 300.0

Chi-Square Tests

Value Df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)
a
Pearson Chi-Square 3.813 1 .051
b
Continuity Correction 2.850 1 .091
Likelihood Ratio 5.169 1 .023
Fisher's Exact Test .062 .033

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Linear-by-Linear Association 3.800 1 .051
N of Valid Cases 300

a. 1 cells (25.0%) have expected count less than 5. The minimum expected count is 4.69.
b. Computed only for a 2x2 table

Symmetric Measures

Value Approx. Sig.

Phi -.113 .051

Nominal by Nominal
Cramer's V .113 .051
N of Valid Cases 300

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.

It’s a chi square test which is applied on nominal values. And the variable should be
independent. And the expected count value greater than 5.chec association between 2
variables.At least 80% of the expected frequencies should be greater than or equal to 5

So in this chi square test we check the association between gender and types of
appointments. In permanent appointment is maximum as compare to contractual. Our sig
value is less than 0.05 its mean there is an association between these nominal variables.
Expected count is less than 5.The minimum expected count is 4.69. Then we see the
Caramer value which is positive 0.113, which shows the positive relationship between the
variables.

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Kendall’s TAU-B

1.

Crosstab
Expected Count

mangment status ? Total

top middle lower

under 30 years 5.8 51.3 67.0 124.0

30-39 2.4 21.1 27.5 51.0

Age in years ? 40-49 3.5 30.6 40.0 74.0

50-59 2.2 19.4 25.4 47.0

60 PLUS .2 1.7 2.2 4.0

Total 14.0 124.0 162.0 300.0

Symmetric Measures
b
Value Asymp. Std. Approx. T Approx. Sig.
a
Error

Ordinal by Ordinal Kendall's tau-b -.170 .049 -3.496 .000

N of Valid Cases 300

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.

If the variables are ordered (i.e. ordinal), you have several other choices. We will use
Kendall’s tau-b in this problem. To investigate the relationship between age and
management level. The analysis indicated a significant negative association between age
and management status, tau = -.170, This means that more weak relationship.

2.

Crosstab
Expected Count

what is educational level ? Total

matteric inter bacholars masters m.phill or phd

Age in years ? under 30 years 7.9 28.9 52.1 29.8 5.4 124.0

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 30-39 3.2 11.9 21.4 12.2 2.2 51.0

40-49 4.7 17.3 31.1 17.8 3.2 74.0

50-59 3.0 11.0 19.7 11.3 2.0 47.0

60 PLUS .3 .9 1.7 1.0 .2 4.0

Total 19.0 70.0 126.0 72.0 13.0 300.0

Symmetric Measures
b
Value Asymp. Std. Approx. T Approx. Sig.
a
Error

Ordinal by Ordinal Kendall's tau-b .052 .047 1.115 .265

N of Valid Cases 300

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.

If the variables are ordered (i.e. ordinal), you have several other choices. We will use
Kendall’s tau-b in this problem. To investigate the relationship between age and
qualification. The analysis indicated a significant positive association between age and
qualification, tau = 0.052, This means that weak relationship according to cohen”s table.

3.
Crosstab
Expected Count

income
below 30000- 51000- 80000
30,000 50000 80000 plus Total
Age in under 30 89.7 20.7 5.8 7.9 124.0
years ? years
30-39 36.9 8.5 2.4 3.2 51.0
40-49 53.5 12.3 3.5 4.7 74.0
50-59 34.0 7.8 2.2 3.0 47.0
60 PLUS 2.9 .7 .2 .3 4.0
Total 217.0 50.0 14.0 19.0 300.0

b
Value Asymp. Std. Approx. T Approx. Sig.
a
Error

Ordinal by Ordinal Kendall's tau-b .082 .052 1.569 .117

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N of Valid Cases 300

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.

If the variables are ordered (i.e. ordinal), you have several other choices. We will use
Kendall’s tau-b in this problem. To investigate the relationship between age and income.
The analysis indicated a significant positive association between age and income, tau =
0.082, This means that weak relationship between variables according to the cohen”s table.

Regression:

Model Summary

Model R R Square Adjusted R Std. Error of the

Square Estimate
a
1 .828 .685 .684 .41419

a. Predictors: (Constant), TD_F

a
ANOVA

Model Sum of Squares df Mean Square F Sig.

b
Regression 111.393 1 111.393 649.322 .000

1 Residual 51.123 298 .172

Total 162.516 299

a. Dependent Variable: EP_F

b. Predictors: (Constant), TD_F

a
Coefficients

Model Unstandardized Coefficients Standardized t Sig.

Coefficients

B Std. Error Beta

(Constant) .995 .102 9.741 .000

1
TD_F .714 .028 .828 25.482 .000

a. Dependent Variable: EP_F

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Simultaneously single regression was conducted to investigate the best predictors of
employee. The means, standard deviation and inter correlations can be found in table. The
combination of variables to predict employee from training and development was not
statistically significant, p>0.05. The adjusted R2 value was 0.684. This indicates that 68.4% of
the variance in employee was explained by the model. The ANOVA table shows the
significance value is 0.000 which is less than 0.05 and shows that the model is fit. The beta
coefficients are presented in last table where constant a=0.995, slope coefficient of
training=0.714. Hence, the regression equation becomes:

Employee Performance =0.995+0.714 (Training & Development)

Conclusion

Quantitative data is useful for many things; you will find that it will not give you all the
answers. Qualitative data is still useful as it allows you to gain an understanding of the
motivations of the subject and can be used to figure out things about prevalent thought
patterns.

Quantitative research is used more and more every day in almost all fields of commerce and
science. If you feel you need to include some quantitative techniques in your work or would
like to learn more about them, there are a huge number of resources on the web that can
help you learn more about these techniques. Quantitative techniques allow you access to a
huge amount of data from extrapolation that you wouldn’t be able to predict or use if there
was no way to use quantitative techniques. Quantitative Research is a fantastic course that
will explain more about these techniques and how you can integrate them in to your
businesses and day to day workflow.

In this project we find that there is a relationship between the variables. According to
literature this project is very useful for the organization. Relationship between Employee
Performance and Training & Development plays a very vital role to control the turnover
ratio in any organization. This project will help the organization in future for better
understanding about their employees.

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In this survey we conclude from the our findings the is a relationship between the employee
performance and training & development , we also find that the dependent variable is
almost 69% change due to change in the independent variable which show a high level of
significance of these variables. And in our findings Public company means listed company
not the Government oriented company.

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