Analysis of Imapct of Training and Development on Employees Performance at Life Insurance Company

Dr.R.Hemanalini

ABSTRACT

Training and development play an important role in the effectiveness of organizations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal development. It also means that operational personnel, employed in the organizationrsquo;s main business functions, such as production, maintenance, sales, marketing and management support, must also direct their attention and effort from time to time towards supporting training development and delivery. On the other hand organizational performance is a collection of work activities, efficiency, effectiveness and tardiness at work; their measurement and subsequent outcome of the work activities; while job satisfaction is defined as employeersquo;s affective reactions to a job, based on comparing desired outcomes with actual outcomes. The primary objective of the study is to examine the impact of Training and Development programs on employee performance in IBFI Federal Life insurance Company Ltd, Coimbatore. The available evidence are from descriptive research and the model was tested with a survey sample (n=200). This study carries two dimensions such as Training and development and employee performance with two inter-dependent variables such as Work attitude and Job involvement. The data is obtained by questionnaire method and random sampling method is used. The analysis is made through correlation to find the relationship between the dependent independent and inter-dependent variables and regression analysis is used to find which factor that influences employee performance the most and how it influenced by interdependent variables. The purpose of this study is to examine and gain a better understanding of the drivers that influence the impact of training and development on employee performance

INTRODUCTION TO THE STUDY

Training and development is vital part of the human resource development. It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customerrsquo;s expectation of quality and service and a subsequent need to lower costs. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers. The study intends to investigate the impact of training and development on employee performance in IDBI Federal Life insurance company Ltd, Coimbatore. It has been observed that from last decade Insurance sector has been the fastest growing sector in India. With such a large population and the untapped market area of this population Insurance happens to be a very big opportunity in India. Today it stands as a business growing at the rate of 15-20 per cent annually. Therefore the present study focused on effect of training on employee performance. For a firmrsquo;s performance, innovativeness and competitiveness, the most vital ingredient is its workforcersquo;s knowledge and skills.

OBJECTIVES OF THE STUDY 

To determine the impact of training and development on employees performance in IDBI FEDERAL Life Insurance Co Ltd. 

To identify the impact of training and development on work attitude of employees. 

To determine the impact of work attitude on employees performance.

To analyze the impact of training and development on job involvement of employees. 

To determine the impact of job involvement on employees performance.

REVIEW OF LITERATURE

1. Human resource is very important and the backbone of every organization and it is also the main resource of the organization. So organizations invest huge amount on the human resource capital because the performance of human resource will ultimately increase the performance of the organization. Performance is a major multidimensional construct aimed to achieve results and has a strong link to strategic goals of an organization. It explains that performance is the key element to achieve the goals of the organization and hence performance increases the effectiveness and efficiency of the organization which is helpful for the achievement of the organization.
2. It discuss the importance of training and its impact on job performance: While employee performance is one of the crucial measures emphasized by the top management, employees are more concerned about their own productivity and are increasingly aware of the accelerated obsolescence of knowledge and skills in their turbulent environment. As the literature suggests, by effectively training and developing employees, they will become more aligned for career growth—career potential enhances personal motivation.
3. The first part of the study framework is based on Kirkpatrick model, in which employeesrsquo; reaction, learning, behaviors, results and return on investment (ROI) will be examined. The second part of the study will examined the transfer of training but only to the context of after training; to explore the effectiveness of training and development by looking at how is transfer of training applied after training. The final part of the study will examine other factors that can influence the effectiveness of training and development
4. This study reveals that those trainees who receive effective training from their supervisor will be able to increase the quality of the task they perform which will ultimately shape their performance into an improved form (Wei-Tai, 2004) and hence Feedback strengthens team processes as well as their performances.
5. High job involvement is linked with fewer absences and lower turnover rate. Employees are

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   对保险公司员工绩效的培训与发展的分析

   Dr.R.Hemanalini

   摘要

   培训和发展对组织的有效性和工作人员的经验发挥着重要作用。培训对工作效率、健康和安全以及个人发展都有影响。它还意味着，在组织的主要业务职能中，如生产、维修、销售、销售和管理支助的业务人员，也必须不时地注意和努力，以支持培训的发展和交付。另一方面，组织绩效是工作活动、工作效率、工作效率和工作效率的集合;他们的测量和工作活动的后续结果;虽然工作满意度被定义为员工对工作的情感反应，但其基础是将预期结果与实际结果进行比较。该研究的主要目的是考察培训和发展项目对IBFI联邦人寿保险公司(Coimbatore)员工绩效的影响。现有的证据来自描述性研究，该模型通过抽样调查样本(n=200)进行测试。本研究以工作态度和工作投入等两个相互依赖的变量为基础，进行了培训、开发和员工绩效两个维度的研究。采用问卷调查法和随机抽样法获得数据。通过相关性分析，发现依赖独立变量与相互依赖变量之间的关系，并利用回归分析找出影响员工绩效的因素，以及相互依赖变量对员工绩效的影响程度。本研究的目的是为了更好地了解影响培训和发展对员工绩效影响的驱动因素。

   介绍研究

   培训和发展是人力资源开发的重要组成部分。它在技术进步的过程中扮演着重要的角色，这导致了日益激烈的竞争，顾客对质量和服务的期望的提高，以及随之而来的降低成本的需求。在全球范围内，为新工作做好准备也变得更加重要。在当前的报告中，我们将更多地关注培训和发展的新需要，它对个人和雇主的影响。该研究旨在调查培训和发展对IDBI联邦寿险公司Coimbatore公司员工绩效的影响。据观察，从过去10年起，保险行业一直是印度增长最快的行业。人口如此之多，而未开发的人口保险市场，恰好是印度的一个大好机会。如今，它以每年15%至20%的速度增长。因此本研究的重点是培训对员工绩效的影响。对于一个公司的业绩、创新能力和竞争力来说，最重要的因素是其员工的知识和技能。

   研究目标

   确定培训和发展对员工绩效的影响在IDBI联邦人寿保险有限公司

   确定培训和发展对员工工作态度的影响。

   确定工作态度对员工绩效的影响。

   分析培训和发展对员工工作参与的影响。

   确定工作参与对员工绩效的影响。

   回顾文献

   1。人力资源非常重要，是每个组织的骨干，也是组织的主要资源。因此，组织在人力资源资本上投入巨大，因为人力资源的绩效最终会提高组织的绩效。性能是一个主要的多维结构，旨在实现结果，并与组织的战略目标有紧密的联系。它解释了绩效是实现组织目标的关键因素，因此绩效提高了组织的有效性和效率，这有助于组织的实现。

   2。它讨论了培训的重要性及其对工作绩效的影响:虽然员工绩效是最高管理层强调的关键措施之一，但员工更关心自己的工作效率，并且越来越意识到在他们动荡的环境中知识和技能的加速过时。正如文献所指出的那样，通过有效的培训和培养员工，他们会更倾向于职业发展，职业发展的潜力会增强个人的动力。

   3所示。研究框架的第一部分是基于Kirkpatrick模型，在此模型中，员工的反应、学习、行为、结果和投资回报(ROI)将被检验。本研究的第二部分将对培训的转移进行审查，但仅限于培训后的内容;通过培训后的培训如何转移培训来探讨培训和发展的有效性。本研究的最后一部分将探讨影响培训和发展有效性的其他因素。

   5。高的工作投入与较少的缺勤和低周转率联系在一起。员工更关心自己的工作表现，并不断寻找提高工作效率的方法，如果他们在工作中排名靠前的话。提高员工绩效的一种方法是有效地将培训中获得的技能和知识转移到实际工作中。员工在工作中排名靠前，更有动力去学习和转移技能到实际的工作环境中。培训和发展是人力资源开发的重要组成部分。它在技术进步的过程中扮演着重要的角色，这导致了日益激烈的竞争，顾客对质量和服务的期望的提高，以及随之而来的降低成本的需求。

   研究方法

   类型的研究

   本研究采用的方法是描述性研究方法。它是用来获取有关现象的当前状态的信息，用来描述某一情况下的变量或条件的“存在”。该方法涉及的范围从描述现状的调查。

   数据和数据来源。

   数据是研究的重要部分。整个研究依赖于数据。这项研究包括通过初级和次级数据收集。

   人口和样本容量

   研究的样本量是200,所有收集到的数据用于分析研究中。

   抽样技术

   采用随机抽样方法，保证种群内的特定群体在样本中有充分的代表性，并通过对样本的组成获得更大的控制来提高效率。

   研究的局限性

   该项目的范围仅限于公司培训和发展的概念和人力资源方面，不包括公司所遵循的其他人力资源实践，这也是学习的重要方面。

   项目仅限于IDBI联邦人寿保险股份有限公司，Coimbatore, Madurai和Kerala分公司。它排除了对印度其他中心的分析。

   分析和结论

   表1.1 -性别分布

   特征	频数	百分比
   男性	143	71.5
   女性	57	28.5
   总计	200	100

   从上表可以清楚地看出，71.5%的员工是男性员工，只有28.5%的员工是女性员工

   表1.2年龄结构

   特征	频数	百分比
   20-25	79	39.5
   25-30	48	24.0
   30-40	31	15.5
   40-60	42	21
   合计	200	100

   据观察，近39.5%的员工年龄在20岁至25岁之间。24%的员工年龄在25岁到30岁之间，而且有15%的员工年龄在30-40岁之间，而在40岁到60岁之间的员工比例则为15%。

   表1.3员工的经验立场。

   特征	频数	百分比
   ＜2	32	16.0
   2-4	118	59.0
   ＞4	50	25.0
   合计	200	100.0

   受影响的是，16%的员工不到2年的工作经验，59%的员工有2到4年的工作经验，而且25%的员工工作时间超过4年。

   表1.4被调查者的资格

   特征	频数	百分比
   高中毕业生	2	1.0
   毕业生	29	14.5
   研究生	169	84.5
   合计	200	100.0

   据观察，只有1%的员工是高中毕业生，14.5%是毕业生，剩下的84.5%是有重大贡献的研究生。。

   表1.5员工的指定。

   特征	频数	百分比
   代理商	4	2.0
   经理	109	54.5
   副经理	87	43.5
   合计	200	100.0

   有2%的员工是代理商，54.5%是经理，43.5%是副经理。

   回归分析

   回归分析提供了常数、系数、确定系数、t值、p值和F检验的结果。常数或y轴截距说明如果自变量为0那么因变量的值是多少。系数是回归直线的斜率，它解释了自变量的1单位变化会带来因变量的变化量。的价值确定系数(Rsup2;)解释说,多少解释因变量的变化确定自变量。

   对性别、婚姻状况、资格、职称、年龄和任期等人口统计变量的百分比分析。本研究中的所有变量均为标准偏差小于1，因此可以认为数据是正态分布的，也可以应用Pearson相关检验来检验变量之间的关系。所有的项目都有较高的内部一致性，因此可以接受进一步的测试分析。研究发现，培训与发展、员工绩效之间存在着高度的关系，其关系的强度为87.4%。它还表明，所有的干预、依赖和自变量都有相当大的关系。

   1.6培训和发展对员工绩效的影响。

   因变量-员工绩效。

   独立变量——培训和发展。

   表1.6

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   <!--

   模型总结
   模型		R	R 平方	调整后R平方	估计的STD误差
   1		.892	.795	.794	.116894
   方差分析
   模型	平方和	自由度	均方	F	意义价值
   回归	10.492	1	10.492	767.878	.000b
   剩余	2.706	198	.014
   合计	13.198	199
   系数
   模型	不标准系数		标准系数	T	意义价值
   	B	STD误差	数据