Impact of Training and Development on Employees Performance in Nepalese Commercial Banks

Abstract

Training and development are a continuous effort designed to improve employee’s competence and organize performance as a goal to improve on the employee’s capacity and performance. Every organization should give appropriate attention in training and development program for their human resource. Organizations are facing increased competition due to globalization, changes in technology, political and economic environments. The success of the organizational cannot be underestimating by the organizations. Because of this we need to care about their learning to increase the employee performance. This study aimed to investigate the effect of training and development on employee performance. The questionnaire was formed based on the empirical literature. This research engaged convenience sampling technique for selecting the respondents. The independent variable that has been use in this research is training need assessment, training contexts and delivery and training-reward linkage. The dependent variable has been use in this research is employee performance. A quantitative research approach of the data collection was adopted using a Likert-Scale questionnaire including 33 questions was formed and the number of respondents is 250 employees at Nepalese commercial Bank. The research employed descriptive analysis, correlation analysis and regression analysis. This data was collected by this research and was analyzed by SPSS. The result shows that all independent variables have significant relationship on employee performance. Correlations between three independent variables and one dependent variable are found to be positive. It shows that all variables have significant relationship with employee performance. However, training-reward linkage has major effect on employee's performance. There is 35.3% of total variation in employee performance due to training need assessment, training contexts and delivery and training-reward linkage aspect of training and development and remaining 64.7% is due to other factor. As the entire hypotheses are accepted all the independent variables have greater role to increase employee performance. The value of R-square value is 0.353 which means 35.3% variation in employee's performance which was found in this research. However, the remaining 64.7% plays xii

the role by other factors. Similarly, adjusted R-square is 0.345 which means 34.5% variation in employee's performance NCB's after adjusting degree of freedom. This shows average (34.5%) relationship between all independent variables and dependent variables. Future researchers are recommended to focused on other business sectorsand

moreover explore the employee performance based on the training and development.