International Journal for Research in Engineering Application & Management (IJREAM)

ISSN : 2454-9150 Special Issue - NCSDTM - 2018

Impact of Training on Employee Performance in the

Banking Sector, Thanjavur City
*Aishwariyashindhe .S, #Sathyapriya.J
*
M.Phil Scholar, #Associate Professor, Department of Management Studies, Periyar Maniammai
Institute of Science & Technology, Thanjavur, Tamil Nadu, India

ABSTRACT - Training is provided for performing a specific task. It is short-term and helps in enhancing the skill of an
employee to do that particular job. Various kinds of training are provided to the employees of the organization
depending on the need of the hour. The organization should invest in employees training organization must pay
attention to the employee’s need and cater their need by providing required training on time. This paper tends to
measure the impact of training on employee performance in the banking sector. 14 private banks were chosen from
Thanjavur city. 120 employees of middle-level management were chosen using simple random sampling. The data
collected were analyzed using descriptive statistics and linear regression.

Key Words: Banking sector, Employee training, Employee performance, Linear Regression, Thanjavur.

I. INTRODUCTION only good and successful performers but also an efficient

ambassador of their bank. They may bring heavy deposits
Many industry employees administrator measure the and well-reputed customers to their bank while unsatisfied
employee performance of each staff member on a yearly or employees may not. Only satisfied employees are loyal to
monthly basis in direct to help them identify suggested the bank and may attract the outside business to their bank.
areas for development. To execute well in such an unstable Employee training plays an important role as it enhances
environment competitively, they need resources such as the efficiency of an organization and helps the employee to
capital, methodology, material, machines, men, and boost their performance in an efficient manner. There are
management information systems. These resources should many reasons that create the barrier to perform the task
be used in a very useful way to achieve strategic objectives. such as organizational culture and politics. Some of the
Many strategies have been implemented to develop the employees have a lack of skills, abilities, knowledge, and
productivity of employees, such as job and organization competencies due to this they are failed to accomplish the
design, job responsibility, public relation, staffing, task on a timely basis. Training helps employees to meet
motivation, reward training, and development. Among their existing job requirements or help employees to
these factors, training is the most significant factor to obtain increase their productivity. The challenging values of their
the maximum output of human resources. The training can framework have been used by the world and well-known
be used to improve or develop job-related performances commercial companies to drive innovation, create high-
such as knowledge, skills, and attitudes of the employees. performance cultures, explore and expand into the old and
Training is one of the major functions of the human new market, and improve overall quality through the
resource management and it is used to moderate the training programs to improve their work and their
behavior and the level of motivation aiming the positive employees.
input for the performance and finally for the output.
Training has an important role in the achievement of II. LITERATURE REVIEW
organizational goal by integrating the interest of
A literature search was conducted which focused on
organizations that provide training to their employees
training on employee performance.
increase their productivity (Stone R.2002). The training is
an important function for the survival of any organization. Shouvik Sanayal and Mohammed Wamique Hisam (2018)
In the banking sector employee, skill and knowledge are analyzed the impact of training and development practices
important assets that improve productivity and on employee performance. This study adopts a descriptive
performance. The bank is a service industry the services research design and it imbibes both primary and secondary
that bank are provided are delivered into its employees and data.
the services are consumed by its customers at the same Rida Athar and Faiza Maqbool Shah (2015) studied observe
time. The bank employees stand for services and that how training need establishes, how effective the
representation to the customer the quality and value of the training methods of banks and their influence of employee
bank's service. (Aryee 2009). Satisfied employees are not

41 | NCSDTM201812 DOI : 10.18231/2454-9150.2018.0825 © 2018, IJREAM All Rights Reserved.

 National Conference on Sustainable Development through Technology and Management,
NCSDTM - OCT 2018

performance. Training enhance skills and abilities of B. RESEARCH DESIGN

employees
Sample size: Samples of 120 employees were selected to
Prasadini N. Gamage and Lionel Imbulana (2013) studied evaluate training on employee satisfaction in 14 private
that objective of training and development is to improve banks, Thanjavur.
employee knowledge and the skills for their better
performance. The performance is measured in terms of the Sampling Technique: Simple random sampling was used to
improvement in productivity, absenteeism and the collect data from the employees of 14 private banks.
employee job satisfaction C. TOOLS FOR DATA COLLECTION
Esther (2018) agrees that employees are ready to integrate  Primary data were collected through personal
if they are not satisfied with the organization and this interview using questionnaire
affects in retaining an employee in an organization  Secondary data was collected from previously
Burhan Mohmoud Award Alomari (2017) studied published records, statistics, research reports, and
highlights the importance of human resource management documents. And also from books, periodical, and
practices in enhancing the creativity and innovation of websites.
employees. D. TOOLS FOR DATA ANALYSIS
Abdul Ghafoor Awan and Iffat Asghar (2014) agreed that Descriptive analysis is used to identify the factors
successful implementation of any strategic objective influencing employee training. Descriptive statistics are
depends on the inspiration and hard work of the company used to identify the factors influencing employee
employees. Researches indicate that satisfied employees are performance in training. Linear regression is used to impact
the major asset and source of any bank for successful of employee training on job performance.
achievement of its short term and long term objectives
IV. RESULTS AND FINDINGS
III. RESEARCH METHODOLOGY
DESCRIPTIVE STATISTICS
This paper mainly comprises of a descriptive research.
In order to find the factors influencing employee training,
A. OBJECTIVE descriptive statistics analysis was used and some of the
1) To identify the factors influencing employee factors like to reduce employee turnover, need to improve
training productivity, desire to boost motivation and change in
2) To identify the factors influencing employee technology are strongly agreed by most of the employee's
performance towards training performance in private banking sector, Thanjavur. This
3) To identify the impact of employee training on job shows that these are the factors influencing employee
performance training.
To identify the factors influencing employee training
TABLE1: FACTORS INFLUENCING EMPLOYEE TRAINING
FACTORS INFLUENCING EMPLOYEE TRAINING MEAN STANDARD RANK
DEVIATION

Change in technology 1.47 .63 I

Need to enhance productivity 1.46 .58 II
Desire to boost motivation 1.44 .56 III
Need to improve performance 1.36 .52 IV
To reduce employee turnover 1.30 .46 V

The table evaluate that the mean of a change in technology is 1.47 and the standard deviation is .63, of a need to enhance
productivity is 1.46 and the standard deviation is .58, desire to boost motivation is 1.44 and the standard deviation is .56, need
to improve performance is 1.36 and the standard deviation is .52 and to reduce employee turnover is 1.30 and the standard
deviation is .46 respectively.
DESCRIPTIVE STATISTICS
In order to find the factors influencing employee performance towards training, descriptive statistics analysis was used and
some of the factors like training facilities, delivery style of a presenter, responsiveness, and support, knowledge of subject
shared and training facilities are strongly agreed by most of the employee's performance in private banking sector, Thanjavur.
This shows that these are the factors influencing employee performance.

42 | NCSDTM201812 DOI : 10.18231/2454-9150.2018.0825 © 2018, IJREAM All Rights Reserved.

 International Journal for Research in Engineering Application & Management (IJREAM)
ISSN : 2454-9150 Special Issue - NCSDTM - 2018

To identify the factors influencing employee performance towards training

TABLE2: FACTORS INFLUENCING EMPLOYEE PERFORMANCE

FACTORS INFLUENCING EMPLOYEE PERFORMANCE MEAN STANDARD RANK

DEVIATION

Training programme 1.22 .45 I

Training facilities 1.18 .41 II
Delivery style of a presenter 1.16 .37 III
Responsiveness and support 1.16 .37 III
Knowledge of subject shared 1.13 .37 III

The table evaluate that the mean of a training programme is 1.22 and the standard deviation is .45, training facilities is 1.18 and
the standard deviation is .41, delivery style of a presenter is 1.16 and the standard deviation is .37, responsiveness and support
is 1.13 and the standard deviation is .37 and knowledge of subject shared is 1.13 and the standard deviation is .37

V. LINEAR REGRESSION
In order to find the factors impact of employee training on job performance, linear regression was used and some of the factors
like job performance in the private banking sector, Thanjavur. This shows that these are the impact of employee training on job
performance
To identify the factors impact of employee training on job performance

 H0: There is no impact on employee training on job performance.

TABLE3: MODEL SUMMARY
Model Summary
Model R R Square Adjusted R Square Std. The error of the Estimate
1 .788a .620 .617 .340
a. Predictors: (Constant), JOB PERFORMANCE

As seen in the table (3), the value of R = .78% which indicates that 62% of R square has been explained.
TABLE4: ANOVA
ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 22.327 1 22.327 192.808 .000a
Residual 13.664 118 .116
Total 35.992 119
a. Predictors: (Constant), JOB PERFORMANCE
b. Dependent Variable: EMPLOYEE TRAINING

Table (4) shows the value of F for independent factors and a dependent factor is 192.808 > 1 which indicates there is a
significant association between two independent factor and dependent factor.
TABLE5: COEFFICIENT
Coefficients
Model Unstandardized Coefficients Standardized t Sig.
Coefficients
B Std. Error Beta
1 (Constant) -1.803 .474 -3.808 .000
JOB PERFORMANCE 1.344 .097 .788 13.886 .000
a. Dependent Variable: EMPLOYEE TRAINING

As seen in the table (5), the linear regression analysis for this study. B value of job performance = 1.344 >0.001, which means
that the job performance will have a positive impact on employee performance.

43 | NCSDTM201812 DOI : 10.18231/2454-9150.2018.0825 © 2018, IJREAM All Rights Reserved.

 National Conference on Sustainable Development through Technology and Management,
NCSDTM - OCT 2018

VI. CONCLUSION journal of scientific research and management

(IJSRM), 6(3):191 -198.
The study examined the factors influencing employee
training. The result revealed that employee training is [2] Rida Athar and Faiza Maqbool Shah (2015). Impact of
highly influenced by the change in technology (mean value training on employee performance. IOSR Journal of
= 1.47). Consequently, the banking employees were business and management, 17(11): PP 58 -67
seeking training to adapting and learn the new changing [3] Prasadini N. Gamage and Lionel Imbulana (2013).
technology in their sector. The researcher also analyzed the Training and development and performance by
employee performance towards training. The research International journal of marketing, financial services &
outcomes show that most of the employees were fulfilled management research, 2(9):12 -24
with their training programme (mean value = 1.22). Hence,
the employees were highly pleased with their recent [4] Esther Zionia. A and Sathyapriya. J (2018).
training programme. Subsequently, the research evaluates Intrapreneurship as an innovative strategy for talent
the impact of training and employee job performance. The retention in the private banking sector, Thanjavur.
result exposed that there is a moderate impact between International journal of advance and innovative
training and job performance. Accordingly, the employees research Vol5 (1): PP 51 -53
were highly satisfied with their training but they are not [5] Burhan Mohmoud Award Alomari (2017). The
bringing their training knowledge into a good performance. importance of training and its impact on the
So the employee should try to lay their training knowledge performance of the employee in the Banking sector of
to accomplish better performance. Abu Dhabi, Dubai. Journal of accounting and
marketing, 6(2): ISSN: 2168 -9601
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[6] Abdul Ghafoor Awan and Iffat Asghar (2014). Impact
[1] Shouvik Sanayal and Mohammed Wamique Hisam
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(2018). Impact of training and development on the
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performance of employees. Published by International
management, 2(4): PP 71 -94

44 | NCSDTM201812 DOI : 10.18231/2454-9150.2018.0825 © 2018, IJREAM All Rights Reserved.