Here is the research paper of Training and Development which was our class assignment.

1. Training and Development on
Employees Performance and
Productivity

2. Contents:
 Introduction
 Objectives
 Research Methodology
1. Sample Size
2. Research Design
 Theory related to topic
 Analysis of Data
 Conclusion
 References
Introduction

3. The main objective of every organization is to improve their
Employee’s Performance and Productivity, but it can never be
possible for an employer to increase these if there is no effort and
commitment from their employees.
Training is the process of increasing the knowledge and skills of an
employee, for doing a particular job. It involves systematic procedure
for transferring technical know-how to the employees in order to
increase their knowledge and skills for doing a specific job
Development is a long term education process utilising a systematic
and organised procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose. Also
involves preparing an individual for a future job and the growth of an
individual in all respects. And consists of all the activities by which
employees learn to improve their behaviour and performance. It is
also designed to improve the effectiveness of managers in their
present jobs and to prepare them for higher jobs in future.
Any activity designed to improve the performance of existing
managers and to provide for a planned growth of managers to meet
future organisational requirements is ‘Management Development.’
Performance refers to the accomplishment of or mere working
effectiveness. In an organisation performance is realised at the levels
of organization, process and individuals and the interrelationship
among these will define the important points in the organisation. In
contributing the overall goal of the organization, training and
development processes are implemented as it benefits not just the
organisation but also the individuals making up that organization.
Training and development leads to improve profitability while
cultivating more positive attitudes toward profit orientation. For the
individuals, training and development improve job knowledge while
also helping in identifying with the goals of the organisation. Training

4. and development is defined as the planned learning experiences that
teach how to perform current and future jobs.
Objectives:
 The main purpose of this study was to study the impact of
Training and development on Employee Performance, and
 Employee Productivity at Sharp Facility Management.
 To identify employee’s competency level when they are given
Training.
 To assess overall motivation and acceptance of training within
the organization.
Theoretical Framework of study:
Training and Development includes;
1. Employee Productivity
2. Employee Performance
This helps us to acquire;
 Enhancement of skills
 And Knowledge
 Techniques
 General Attitude
 Ability
 Competency
 Morale

5. Literature Review
Training and Development basically deals with the acquisition of
understanding and practices. Training and development is one of the
imperatives of HRM as it can improve performance at individual,
collegial and organizational level and therefore collective
development. According to Bhanu Chopra In an ever changing and
fast paced corporate world, training and development is an
indispensable function. Training and development is one of the lowest
things on the priority list of most companies. When it's organized, it is
often at the persistence of the human resources department. There is,
however, enormous value in organizing proper training and
development sessions for employees. Training allows employees to
acquire new skills, sharpen existing.
Therefore Training and Development is important for any
organisation as it helps the employees to perform their current job as
well as be prepared for their future job. Closing the skills gap is now a
major area for any organization as it has to be successful in today’s
market.
Although Training is always fixed in a handbook of knowledge, it is
not possible to insulate it completely from ideological pressures. In
most cases, it is influenced by a set of norms and values that represent
the board parameters and objectives of social and economic
development that the society sets for itself and the path it endorses for
achieving them. (Sunny Fernandes).
Thereby, Training and Development is beneficial not just for the
organisation itself but also to the individual employees. On the other
hand, training and development leads to improved profitability and
more positive attitudes toward profit orientation, improves the job
knowledge and skills at all the levels of the organization, improves

6. the morale of the workplace and helps the employees to identify their
organizational goals.
STAGES OF TRAINING AND DEVELOPMENT PROGRAMS:
Training should be conducted in a systematic order so as to derive
expected benefits from it. The training system involves four stages,
namely:
a. Assessment of training and development programs needs.
b. Designing the Training and Development programs
c. Implementation of the training program
d. Evaluation of the training program
Research Methodology:
During the survey we used Questionnaire’s as an instrument.
Sample Size - The population considered for this study were 25
employees working with Sharp Facility Management Pvt Ltd.
Research Design – It is a Descriptive study designed in the form of a
questionnaire to emulate the usefulness of training and development
in an organization.
Respondents are also encouraged to give elaborate responses to their
choice of response wherever appropriate. Through this were able to
reduce the error in responses.
The main outcome of the study is to measure the effectiveness,
periodicity, content and impact of Training intervention in the
organization.

7. Theory related to topic:
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", "Human Capital
Development" and "Learning and Development". These definitions,
of course, are viewed within the context of organizational learning
rather than other contexts of training and development.
With the recognition of training as an important avenue for growth
and development of individuals, groups and organizations, its scope
and application have been considerably widened. While, largely, it
still remains a key tool for enhancing job-related performance and
organisational effectiveness, its value is being increasingly
acknowledged in engendering behavioural changes and in developing
life competencies, leading to personal growth.
There are the other aspects of this issue as well. The training process
itself is based on a set of values. When we emphasise participatory
training, values such as dignity of individual, respect for others point
of view and freedom and opportunity to share one’s idea in training
are inherent to this approach. It is necessary to emphasise that
interpersonal relations in a training group are conducted on the basis
of certain code of conduct and norms of behaviour accepted by the
group.
In some organizations training and development interventions are
planned for ‘change management’, ‘team work’, etc which deal
largely with soft skills aspects.

8. Analysis of Data
Question Yes No
Are you actively
involved During the
training process
24 1
Do you accept the
new technologies
taught in your
training programmes
23 2
Does training boosts
up your morale?
24 1
Does the training help
you to achieve short
term and long term
goals?
22 3
Does the training
course helps to work
independently
21 4
Does Training
program help you to
acquire new skills and
technology
22 3
Does the management
take feedback after
the training program
18 0
Is there a Q & A
Session after the
Training.
17 5

9. During the study we notice that 3/4th of employees of that
organization are employees who are new joiners i.e working less than
a year in that organisation.
The training sessions given to employees over there last for 1-3 hours.
And employees are given both on the job training and off the job
training by the employers.
Particulars of Respondents
Name: Designation:
For howlonghave you beenworkinginthisorganisation?
Lessthan 1 Year
1-5 Years
More than10 Years
Questionnaire::Please Tickthe selectedanswer.
1. How doestraininghelpyou?
It helpstomaintaingoodrelationbetweenemployerandemployee
Helpstofocuson organizational goal
Helpstoincrease the productivity
2. Are you activelyinvolvedduringyour trainingprocess?
Yes No
3. How manytimesdoyou gettrainingina year?
Lessthan 3
3-5 Times
5-7 Times
4. Do youaccept the newtechnologiestaughtinyourtrainingprogram(if any)?
Yes No
5. Doestrainingboostupyour morale?
Yes No

10. 6. Doesthe traininghelpyouto achieve shorttermandlongterm goals?
Yes No
7. What kindof trainingare youprovidedwithinyourorganisation?
On-JobTraining
Off-JobTraining
Note:On-JobTrainingincludes;
a) Coachingandcounselling,b) JobInstructiontraining, c) JobRotation
Off-JobTrainingincludes;
a) VestibuleTraining,b) Conference, c) Case Study
8. Doesthe trainingcourse helpyouto workindependently?
Yes No
9. DoesTrainingprogramhelpyouto acquire new skillsandtechnologies?
Yes No
10. Doesthe managementtake feedbackafterthe trainingprogram?
Yes No Sometimes
11. Accordingto you,whatobjectivesare fulfilledbyyouwhenyourtrainingisdone?
Increase inproductivity
Qualityimprovementinwork
BetterHuman Resource planning
HigherMorale
Enhancedpersonal Growth
12. What kindof trainingisgiventoyou?
To boostup your Technical Skills
To boostup your Knowledge Skills
To boostup your PresentationSkills
All of the above
None of the above

11. 13. What isthe durationof yourtrainingsessionsinyourorganisation?
Lessthan an hour
1-2 Hours
More than 2 Hours
14. Is there a Q&A sessionafteryourtraining?
Yes No
Note:If yes,please specifythe questionsfrequentlyaskedbyyouafteryourtrainingsession.
15. Accordingto you,why traininganddevelopmentisnecessaryandimportantforyou?
Conclusion
Training and development programs play a vital role in every
organization. These programs improve Employee Performance at
workplace, it updates Employee Knowledge and enhances their
personal Skills and it helps in avoiding Managerial Obsolescence.
With the use of these programs, it is easier for the management to
evaluate the job performance and accordingly take decisions like
employee Promotion, rewards, compensations, welfare facilities, etc.
These training programs also help the managers in succession
planning, employee retention and motivation. It creates Efficient and
Effective employees in the Organization.
Training enhances the overall performance of an organization in
various ways. The major areas where employees are normally trained
in an organization are Soft- skill Development, Personality
Development, Interpersonal Relationship, Problem solving
techniques, Managerial and Supervisory Training Program, quality
improvement programs, technical processes, quality circle programs,
Time management skills, employee efficiency development programs,

12. violence prevention programs, regulatory compliances, goal setting
and implementation of programs, workplace safety management,
workplace communication, and so on. Training enables the employees
to develop their skills within the organization and hence naturally
helps to increase the organization’s market value, earning power of
the employees and job security of the employees. Training moulds the
employee’s attitude and helps them to achieve a better cooperation
within the organization. Training and Development programs improve
the quality of work-life by creating an employee supportive
workplace.
References
 http://articles.economictimes.indiatimes.com/2015-08-
31/news/66070609_1_new-employees-development-sales-
training
 Training and Development in HRM by Sunny Fernandes
 International Journal of Academic Research in Business and
Social Sciences April 2014 Vol 4