THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE AT A GARMENT FACTORY

Abstract

Training & Development is a crucial part of human resource management. By offering training to an employee, employer can develop their knowledge, skills, attitudes & competencies which helps to perform better in their current job role. To perform a job with a high satisfaction level, the employee should receive adequate training because training imparts knowledge and helps people to acquire the necessary skills. (Armstrong, Human Resource Management, 2003) Training and job performance are related. Without providing adequate training, no employer ought to anticipate its employees to perform above their expected levels. Therefore, an employee's performance at work is dependent upon the training they receive from their current job role. This study examines the impact of training on employee performance at ABC Garment Factory and identifies the key elements that influence training outcomes. Additionally, I will make recommendations on how to implement the best possible training for employees to improve performance. A structured questionnaire was used in the questionnaire that was used to conduct the research. Thirty questions on four separate training factors that affect employee performance were included in the questionnaires that were distributed to the complete population of machine operators. Since the researcher is using a mixed methodology, both qualitative and quantitative data will be analyzed in this study. To analyze the data, The "IBM SPSS Statistics 29.0.1.0" software is used to carry out an extensive analysis on the quantitative data. The statistical investigation includes questions on a Likert scale based and the researcher used both Quantitative and Qualitative analysis for the study to achieve the objectives of the research. Correlation analysis, regression analysis, ANOVA testing, coefficient, and hypothesis testing were the statistical techniques utilized for analyzing the quantitative data. The researcher additionally used a scatter dot diagram, histogram, and a normal P-P plot of regression standardized residual to illustrate the relationships between each independent variable and the dependent variable.V To analyze the Qualitative data researcher used the narrative analysis. The researcher gathered data through interviewing picking randomly 15 workers of the company. The nominal questions and the open-ended questions in the questionnaire were also used in qualitative data analysis. All the independent variables were positively correlated, and all the null hypotheses were rejected, and all the alternative hypotheses were accepted. Thus, the researcher discovered that all the independent variables such as training plan, training method, training duration and the trainer qualification have a positive relationship with the dependent variable which is employee performance. According to the correlation analysis of each variable, it was revealed that the two variables have a High positive correlation with dependent variable which is employee performance and that two variables are training method (.650) and the training plan (.639) correlation according to the table (table 5.35). Both Training Duration and the Trainer Qualification have Moderate positive correlation with the dependent variable. (Training duration (.530) / Trainer qualification (.542). According to the Regression analysis of each variable, it was revealed that the training method has 40.6% significant positive relationship. Secondly the training plan shows 39% of significant positive relationship. Thirdly and fourthly Trainer Qualification indicates 27.3% and the training Duration has 25.9% respectively. Furthermore, the researcher has concluded that employee performance and training are positively correlated. There were suggestions made about using various forms of training to improve employee performance.