Chapter 1

Introduction

In today’s fast and competitive business environment any company can’t grow

without giving importance to its HR strategies and practices, and among those the most

important is the practice of employee training and development.

The research had tried to study the HR practices that are being practiced by the

ORIX and area of main focus is the practices of employee training and development. As a

matter of fact, human resource development has been identified as an area of key

importance. While strengthening the ranks of its work force with quality professionals at

various levels of management, the company also undertakes several initiatives for

improving productivity and efficiency at all levels of services. Through computer

training, various courses, sponsorships of staff for studies at professional institutions and

seminars, the company is providing its employees on going opportunities for continuous

self-improvement and learning.

Training and development play an important role in the effective ness of the

organization and to the experiences of people in work. Training has implications for

productivity, health and safety at work and personal development. All organizations

employing people need to train and develop their staff.

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Employee training means to improve skills, or add to the existing level of

knowledge so that employee is better equipped to do his present job, or to prepare him for

a higher position with increased responsibilities.

Training refers to the teaching /learning activities done for the primary purpose of

helping members of an organization to acquire and apply the knowledge skills, abilities,

and attitude needed by that organization to acquire and apply the same. Broadly speaking

training is the act of increasing the knowledge and skill of an employee for doing a

particular job.

In today’s scenario change is the order of the day and the only way to deal with it is to

learn and grow

Significance of the study

This study is beneficial to the following:

The Organization. The study will certainly create more awareness to organizations

on the importance of training and development in enhancing organizational

productivity.

The Employees. It will help employees to discover their untapped potential, and to

give them more knowledge on how trainings can help them build their self-esteem

that may also enhance their overall performance.

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Future Researchers. Furthermore, this work would give other researcher wishing to

conduct research into training and development a framework for further

research. Moreover, the research experience will be of benefit to the researcher in that

it will widen his knowledge on this topic and other fields of research generally.

Theoretical/Conceptual Frame Work of the Study

This study is anchored on Rohan’s and Madhumita’s (2012) proposition on their

relationship cycle that training is generally accepted as an important means to

improve productivity and effectiveness.

The designed framework of this study is created to illustrate the relationship

institution’s training and employee’s productivity.

The First Figure shows the different strategies of the company to gain more

knowledge and develop their self-esteem, and the second figure are the outputs of all

the employees to all they’ve learned which is the employees productivity and this are,

The motivation of the employee, Efficiency in terms of process, Job Satisfaction and

also the new technologies & methods.

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INSTITUTION’S EMPLOYEE’S
TRAINING AND PRODUCTIVIT
DEVELOPMENT Y

Figure 1. Conceptual Model of the Study

Statement of the Problem

The main concern of the study is to determine the effect of training and development on

employees productivity at Orix Metro Leasing and Finance Corporation.

The study seek to answer the following questions:

1. What is the effect of training and development on the employees of orix metro

leasing and finance corporation?

2. Does the training and development of the employees can affect their productivity?

3. Does the company will benefit on training their employees?

4. Based on the findings of the study, what implications may be drawn?

Training and development is the process of developing knowledge, skills and behaviors

in people that will enable them to better perform their current and future jobs The aim of

establishing any training and development program by organizations, should therefore be

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with the expectation of enabling employees to better perform their current and future jobs

for increased productivity. Furthermore, the effectiveness of any training and

development programs can be measured in terms of its contributions to the achievement

of the overall objectives of the organization. Such effectiveness can be approximated by a

number of measures such as organizational production and the costs of operating that

system.

The instrumentality (or effectiveness) of training and development is though being

recognized by most organizations; especially ORIX METRO because of their varied

training and development programs, but there still exist some problems such that if the

cost of training is put into consideration, as training employees demand a lot of input

financially from the organization.

Also the duration of training is one of the problems associated with it, as training can take

much time depending on what the person knows and what he is supposed to know. When

mangers or employers put into consideration such factors as these, training and

development becomes a secondary thing for them. Moreover, sometimes even with good

training and development programs on ground, bedevilment of this generation such as

corruption, tribalism and undue favoritism do comes in. In essence, all the above

mentioned problems to a great extent hinders the effectiveness and efficiency of training

and development programs and affect organizational productivity adversely.

Definition of Terms
The following are the terms used in the study for better understanding:
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Training. As used in the study, training is an Organized activity aimed at imparting

information and/or instructions to improve the recipient's performance or to help him or

her attain a required level of knowledge or skill.

Employee Development. As used in the study, employee development is encouraging

employees to acquire new or advanced skills, knowledge, and view points, by providing

learning and training facilities, and avenues where such new ideas can be applied.

Productivity. As used in the study, is a measure of the efficiency of a person, machine,

factory, system, etc., in converting inputs into useful outputs.

Motivation. As used in the study, Internal and external factors that stimulate desire and

energy in people to be continually interested and committed to a job, role or subject, or to

make an effort to attain a goal.

Employees Performance. As used in the study, employee performance is The job related

activities expected of a worker and how well those activities were executed. Many

business personnel directors assess the employee performance of each staff member on

an annual or quarterly basis in order to help them identify suggested areas for

improvement.

Human Resource management. The process of hiring and developing employees so that

they become more valuable to the organization. Human Resource Management includes
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conducting job analyses, planning personnel needs, recruiting the right people for the job,

orienting and training, managing wages and salaries, providing benefits and incentives,

evaluating performance, resolving disputes, and communicating with all employees at all

levels

Scope and Delimitation of the Study

The main concern of the study is to determine if training and development can affect the

employees productivity at Orix Metro Leasing and Finance Corporation.

The study will focus on the assessment of the employees productivity of the said

company specifically employees of Metro Manila Branches of Orix Metro Leasing and

Finance Corporation.

The researcher got 30 employees (Metro Manila Branches) as respondents who were

asked and willing to answer the survey questionnaires.

Chapter 2
 viii

Review of Related Literature And Studies

The fundamental aim of training is to help the organization achieve its purpose by adding

value to its key resource – the people it employs. Training means investing in the people

to enable them to perform better and to empower them to make the best use of their

natural abilities. Any training and development program must contain inputs which

enable the participants to gain skills, learn theoretical concepts and help acquire vision to

look into distant future.

In addition to these, there is a need to impart ethical orientation, emphasize on attitudinal

changes and stress upon decision making and problem solving abilities. The stages in

training and development process are going to be identified with a specific focus on

different training and development methods and consideration of its advantages and

disadvantages.

Employees. According to Aidah Nasszi (2013) Employees are major assets of any

organization. The active role they play towards a company’s success cannot be

underestimated. As a result, equipping these unique assets through effective training

becomes imperative in order to maximize the job performance.

Training. Training refers to a planned effort by a company to facilitate employees'

learning of job-related competencies. These competencies include knowledge, skills, or

behaviors that are critical for successful job performance. The goal of training is for

employees to master the knowledge, skill, and behaviors emphasized in training

programs and to apply them to their day-to-day activities. Kumpikaitė, Vilmante &

Čiarnienė, Ramune(2009) Staff training is one very important aspect, representing an

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organization's commitment to growing its staff. Staff development, as it is often called,

requires staff's reflection on their goals and how they will achieve them Gersten, Mary

(2014). Training is critical for growth and development of employees in the organization

and is also used to retain talent. Effective training and development is an investment in

the human resources of an organization, with both immediate and long-range

[Link] Chirag (2008)

According to Bashir, Nouruddeen & Long, Choi Sang (2015) their study is to identify the

relationship between employees’ training measured by five training variables (perceived

availability of training, motivation to learn in training, perceived co-worker support for

training, perceived supervisor support for training and perceived benefits of training.

Training and development is indispensable strategic tool for

enhancing employee performance and organizations keep increasing training budget on

yearly basis with believe that it will earn them competitive edge. It is also a human

resource function that involves developing employees’ skills, knowledge and abilities to

meet the organization’s needs. Training creates a competent, motivated and high-

performing workforce that is prepared to meet future demands. It also maximizes

employee potential, leading to higher productivity.(Rowena Odina 2017)

Watson Peter (2013) Discusses the importance of providing the employees of a company

with the training necessary for them to deliver quality customer service. Evaluation of

an employee's awareness of guest expectations at a hotel in South Ontario,

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Canada; Development of quality service training; Importance of

the development of employees as individuals.

Training has become the Holy Grail to some organizations, an evidence of how much the

management truly cares about its workforce (Hamid, 2011). Hamid (2011) went further to

say that the effectiveness with which organizations manage, develop, motivate, involve

and engage the willing contribution of those who work in them is a key determinant of

how well these organizations perform.

Training and development is an aspect that must be faced by every organization, and its

major aim is to improve the nemployees’ competencies such that the organization can

maximize effectiveness and efficiency of their human resources. It can be an advantage

for an organization if they win the “hearts and minds” of their workers, getting them to

identify with the organization (Armstrong, 2009).

Frederick winslow Taylor’s approach

The scientific selection and placement of worker on a scientifically designed job based on

training together with the operation of reward and higher productivity became the

cardinal doctrine in Taylor‘s scientific management approach.

Summary of submission

1. Development of science of work and determine scientifically a standard of operation

through job design and job specification.

2. Scientific selection and progressive development of the workman.

3. Combination of science of work with the scientifically selected trained man.

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4. The continued cooperation between management and employees

In the light of the foregoing, the organization without the human element is of no

consequences. Therefore, the human element therein cannot be self-creative, self-

initiative, self-innovative, self-fulfilling, self-growth and development without being

empowered physically, mentally and intellectually through training and developmental

programmes.

Gardner, Musner (2011) and Hertzberg (2012); gave credence to the afore assertions and

argue that an investment to enable workers acquire more knowledge may lead to more

efficiency and higher productivity.

According to Casse and Banahan (2007), the different approaches to training and

development need to be explored. It has come to their attention by their own preferred

model and through experience with large Organizations. The current traditional training

continuously facing the challenges in the selection of the employees, in maintaining the

uncertainty related to the purpose and in introducing new tactics for the environment of

work and by recognizing this, they advising on all the problems, which reiterates the

requirement for flexible approach.

The principal objective of training is to make sure the availability of a skilled and willing

workforce to the organization. In addition to that, there are four other objectives:

Individual, Organizational, Functional, and Social. Pallavi P. Kulkarni,2013

• Individual Objectives – These objectives are helpful to employees in achieving their

personal goals, which

in turn, enhances the individual contribution to the organization.

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• Organizational Objectives – Organizational objectives assists the organization with its

primary objective by bringing individual effectiveness.

• Functional Objectives – Functional objectives are maintaining the department’s

contribution at a level suitable to the organization’s needs.

• Social Objectives – Social objectives ensures that the organization is ethically and

socially responsible to the needs and challenges of the society.

Further, the additional objectives are as follows:

• To prepare the employees both new and old to meet the present as well as the changing

requirements of the job and the organization.

• To prevent obsolescence.

• To impart the basic knowledge and skill in the new entrants that they need for an

intelligent performance of a definite job.

• To prepare the employees for higher level tasks.

• To assist the employees to function more effectively in their present positions by

exposing them to the latest

concepts, information and techniques and developing the skills they will need in their

particular fields.

• To build up a second line of competent officers and prepare them to occupy more

responsible positions.

• To ensure smooth and efficient working of the departments.

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• To ensure economical output of required quality.

According to Davenport (2006),. Some of the Training theories can be effective

immediately on the future of the skill and developments. The “content” and the “access”

are the actual factors for the process. It is a representation itself by the Access on main

aspect what is effective to the adopted practice in training development.

A manager is that what the other members of the organization wants them to be because it

is a very popular trend of development training for the managers in the training for the

management (Andersson, 2008). Most of the managers seems to reject a managerial

personality in support of the other truth for themselves (Costas and Fleming, 2009).

Human Resource Management. Human Resource Management function of great

relevance to the effective use of human resource is training and development. Nowadays,

few persons would argue against the importance of training as the main force to a

successful organization. For performance to be sustained effectively, the contribution of

employees should be optimized to the goals of the organization. Research studies have

recognized the importance of training to be a central role of management. (Jehanzeb &

Beshir, 2013) for instance were conferring that to give others vision and ability to

perform is a contribution of an organization’s manager. The general development towards

downsizing, adaptable structures of organizations and the way of administration moving

towards the devolution of power to the workforce, gives more emphasis to a coaching

and support environment. To ensure therefore an adequate supply of staff, that are both

technically and socially competent, and capable in career development, training becomes

a necessity.
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Training Needs. Every training begins with the need analysis,

and establishing a need analysis is and should always be the first step in the training

process. (Infande, 2015). There are four procedures that managers can use to determine

the training needs of employees in their organizations

1. Job requirements analysis. The skills and knowledge specified in the appropriate job

description

are examined. The employees without the skills needed are candidates for a training

program.

2. Organizational analysis. The effectiveness and successes of an organization are

analyzed to determine where differences exist. For instance, members of a department

with a high turnover rate or a low performance record might require additional training.

3. Performance appraisals. Here, each employees work is measured against objectives

established for his or her job.

4. Human resource survey. Managers as well as non-managers are expected to describe

what problems they are experiencing at their workplaces and, what actions they believe

can be taken to solve the problems. Immediately the training needs are identified, the

human resource department must initiate the appropriate training effort, to close the gap

between expected and actual results. This may also depend on circumstances like;

developing a training plan, designing a training lesson, selecting trainer and preparing the

trainers.
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Finally, the literature on training and development use as a motivation and

retention tool is going to be reviewed, moreover, training and development on

international scale and its possible issues are going to be discussed. To sum up, a

conclusion summarizing all findings is going to be drawn.

INSTITUTION’S EMPLOYEE’S
TRAINING AND PRODUCTIVIT
DEVELOPMENT Y
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Submitted By: Ma. Ana Patricia M. Yamat

Submitted To: Dr. Alvin Nuqui