Date ..

ACKNOWLEDGEMENT

I am very enchanted and enraptured to thanks everyone. Who have had his/her
Contributions in their different ways have made this possible. Sincere gratitude is
hereby extended to the following people who never ceased in helping until this
research paper got accomplished successfully.

Thanks God for the wisdom and perseverance that Almighty Allah has gotten
bestowed upon me during this research paper, and indeed, throughout my life: I
can do everything through him who gives me strength and efficacy enough to
achieve my destined goals and objectives, I do believe that Industry never goes
unfruitful.

I would like to express my gratitude to my supervisor Professor Dr. NaveedIqbal for

his useful comments, remarks and engagement through the learning process of this
research paper Furthermore, I would like to express my gratitude to the
participants employees of DGKC Company in my survey, who have willingly shared
their precious time during the process of answering the questionnaire. I would like
to thank my lovely and supportive friends, who have supported me throughout
entire process, both by keeping me harmonious and helping me putting pieces
together. I will be grateful forever for your love, dedication and devotion.

Last but not least, I would like to thank my parents for their unconditional support,
both financially and emotionally throughout the completion of my entire education.
In particular, the patience and understanding shown by my mum, dad, sisters and
during the years of this course, is greatly appreciated.

________________________________________________________________________

Table of Contents
CHAPTER 1 INTRODUCTION ........................................................................................ 6
1.1 Background of study ................................................................................................. 6
1.2 Statement of the problem ........................................................................................ 8
1.3 Studys purpose......................................................................................................... 9
1.4 Research Aim ............................................................................................................ 9
1.5 Research objectives .................................................................................................. 9
 1.6 Research questions ................................................................................................... 9
1.7 Assumptions of study ................................................................................................ 9
1.8 Significance of study ............................................................................................... 10
1.9 Thesis Layout .......................................................................................................... 10
CHAPTER 2 LITERATURE REVIEW ........................................................................... 11
2.1 Impact of training on employees competencies........ Error! Bookmark not defined.
2.1 Impact of training on employees competencies..................................................... 12
2.2 Impact of training on employees performance ..................................................... 13
2.3 Impact of training on employees output ............................................................... 17
2.4 Impact of training on employees capabilities ......................................................... 17
2.5 Relationship among training experiences and views professed job expertise ....... 17
2.6 Impact of training on employees output ................................................................ 18
CHAPTER 3 THEORATICAL FRAMEWORK AND HYPOTHESIS ............................... 19
3.1 Research model and variables ................................................................................ 19
3.2 Theoretical framework diagram ............................................................................. 20
3.3 Hypothesis formation ............................................................................................. 21
CHAPTER 4 METHODOLOGY ........................................... 22
4.1Research philosophy ................................................................................................ 22
4.2Studys nature .......................................................................................................... 22
4.3Research approach .................................................................................................. 22
4.4 Instrumentation ...................................................................................................... 23
4.5 Time horizon ........................................................................................................... 24
4.6 Sample..................................................................................................................... 24
4.7 Analysis ................................................................................................................... 24
4.8 Ethical considerations ............................................................................................. 24
CHAPTER 5 RESULTS AND DISCUSSION ................................................. 25
TABLE 5. 1..................................................................................................................... 26
TABLE 5.2 ...................................................................................................................... 26
TABLE 5.3 ...................................................................................................................... 28
TABLE 5.4 ...................................................................................................................... 29
TABLE 5.5 ...................................................................................................................... 30
TABLE 5.6 ...................................................................................................................... 30
TAB LE 5.7...................................................................................................................... 32
5.8 Discussion................................................................................................................ 34
CHAPTER 6 CONCLUSION ........................................................... 35
 6.1 General summary.................................................................................................... 35
6.2 Limitations of study................................................................................................. 36
6.3 Future research avenues......................................................................................... 36
6.4 Contribution of study .............................................................................................. 37
6.5 Conclusion ............................................................................................................... 37
REFERENCES ...................................................................................................................... 39

LIST OF TABLES

TABLE 5. 1..................................................................................................................... 26
TABLE 5.2 ...................................................................................................................... 26
TABLE 5.3 ...................................................................................................................... 28
 TABLE 5.4 ...................................................................................................................... 29
TABLE 5.5 ...................................................................................................................... 30
TABLE 5.6 ...................................................................................................................... 30
TAB LE 5.7...................................................................................................................... 32

List of abbreviations
DGKC Company DG Khan Cement
Company
EE Employee efficiency
EP Employee performance
HCMS Human capital
management system
HR Human Resource
TNA Training need analysis
T&D Training and
development

ED Employees development

CHAPTER 1 INTRODUCTION
This chapter introduces the whole research process and consists on background of
study, research aim, research objectives, research questions, significance of study,
and thesis layout.

1.1 Background of study

T&D Human capital, are the very valued possessions of any company, with the

machineries, supplies and even the currency, is impossible without man-power.

Employees satisfactory level of expertise makes any organization work

efficiently. Employee training improves mastery and existing level of the

knowledge to make employee better equipped for his current job or to make him

ready for elevated place with increased leadership. Nevertheless solo development
is not an end itself. Individuals progressbrings organizational development they

should be interlinked. The company should be practical or capable enough, to

adapt itself to a changing environment. Employee growth and development has to

be seen in the framework of this modification. Thus training can be well-defined

by means of: Training is a methodical progress of the knowledge, expertise and

approaches mandatory to employees to perform sufficiently on a given

undertaking or job.

Globally organizations are endeavoring for achievements and surpassing those in

the equivalent industry. For that purpose, organizations need to get and apply her

human resources excellently. Organizations have to be conscious of face more

credibly to retain their human resources latest. In order to do so, managers have to

give special devotion to all the fundamental tasks of human resource management

because it plays a significant role in diverse organizational, social and

economically interrelated areas amongst others that are powerful to achieve the

organizational objectives and consequently organizations successful persistence in

the market (Aidah 2013). This study, therefore, discuss one of the basic tasks of

human resource that is training, employee performance, and how the former

impacts the latter.

Performance refers to the accomplishment of something or mere working

effectiveness.In an organization performance is realized at the levels of

organization, process and individualsand the interrelationships among these will

define the vantage points of the organization. Incontributing to the overall goal of

the organization, T&D processes areimplemented as this benefits not just the

organization but also the individuals making up thatorganization. For the

organization, T&D leads toimprove profitability while cultivating more positive

attitudes toward profit orientation. For theindividuals, T&D improve job

knowledge while also helping in identifyingwith the goals of the organization.

T&D is defined as the planned learningexperiences that teach employees how to

perform current and future jobs.

Efficacy in working and achievement of something is known as performance. In

an organization performance is comprehended at the levels of organization,

process and individuals and the interrelationship amongst these would describe

the better facts of the organization. In subsidizing to the general goal of the

organization, T&D procedures are applied as these profits not only the

organization but to the individuals as well that are building up that organization.

For the organization, T&D leads to develop viability while nurturing more

optimistic approaches to profit orientation. T&D advances job knowledge and

helps in recognizing with the aims of the organization. T&D is described as the

deliberate learning understandings that teach employees executing present and

upcoming works (Tahir, 2014).

1.2 Statement of the problem

DGKC Companys HR Department has been facing the poor EE problem due to

lack of skills and HR functions like recruitment,payroll,talent acquisitions,

compliance, compensation and benefits and especially T&D were not up to the

mark. Trainings were given to employees but not periodically and no proper TNA

was conducted to design proper training calendar in order to provide quality of

training.

This study which is qualitative in nature has determined how T&D will affect EE.

What steps should have been taken and how these steps can be measured to

improve EE in DGKC Company. DGKC Company has been surveyed to

determine the level T&D given to its employees in relation to study T&D impacts

on EE.

1.3 Studys purpose

This study has a purpose to find out the employee trainings issues and how EE

can be affected by T&D in DGKC Company.

Technology is changing very rapidly in every field of life e.g. leaves of

employees were entered manually or in MS-Excel but now-a-days HCMS

(Human capital managements) online system is used to enter leaves of employees.

There comes a change in technology. This technological change has created a

need for improving employees skills and efficiency in DGKC Company as per the

improved technology so as to perform the functions of HR effectively.

1.4Research Aim
This research aims to study the impact of training on EE.

1.5Research objectives
The objective of this study is to examine the impact of training on EE in
the context of DGKC Company.
Also, to find out the level of efficiency enhancement due to proper
training programs in the context of DGKC Company.

1.6Research questions
To what extent training stimulates the EE in the context of DGKC
Company?
What is the relationship between training and EE in the context of DGKC
Company?

1.7 Assumptions of study

HR employees of DGKC Company have been undergone through different levels
of training.
As this is the age of modern technology and DGKC Company have experienced
changes in the technology and definitely the employees need more skills in
order to complete their routine tasks.
 DGKC Company performances at various places have been affected by the EE.
Training have been given to employees at the time of hiring by DGKC Company

1.8Significance of study
This research will help in providing awareness to HR management that
how the T&D of DGKC Companys HR department can be affected by
employees level of skills and training.
This study will also the HR management in the HR Department of DGKC
companys HR department to plan how to solve the problem created by
changes in the technology in association with the need for upgraded
employee training.
This research will also DGKC Companys HR management that what type
of training programs they should design for HR Department.

1.9Thesis Layout
Thesis consists of six chapters. First chapter is about introduction of Research
Topic, Second chapter consist of Literature review, third chapter contains
theoretical framework and hypothesis, fourth chapter is about methodology, fifth
chapter explains results and discussion and last chapter is about conclusion.

Next chapter is about literature review.

CHAPTER 2 LITERATURE REVIEW

This chapter explains the main ideas of the research studies conducted by

different authors that are related to this research topic.

Literature reviewhas been conducted in order to analyze the studies of different

authors and to study the relationship of training and employees performance. This

literature review will be helpful in the formation of theoretical frame work.

This chapter explains the main ideas of the research studies showed by different

authors that are associated to this research topic.

Literature reviewhas been directed in order to analyze the studies of different

authors and to study the relationship of training and employees performance. This

literature review will be helpful in the formation of theoretical frame work.

T&D are one of the major areas of the Human Resource Management functions
that are predominantly related to the effective utilization of human resources of
the organization. Scarcely any organization these days would disagree with the
importance of training of employees, influencing the success of an organization.
In the world of hi-tech era, employees are a critical and expensive resource whose
safety is crucial. The optimization of the employees contribution towards
achieving the aims and objectives of the company is necessary for companys
growth and effective performance. Most of the leading writers have done research
in this respect. They have strong inclination and statistical data to prove the
importance of T&D for the development of organization as well as the economy.
For example, according to Guest (1997) T&D programs is one of the vital human
resource management practices that affects the value of the workforces
knowledge, capability and skills positively, ultimately consequences are higher on
job employee performance and superior organizational performance.

2.1 Impact of training on employees competencies

Akure (2011) studied that workers training is as most critical factor on the

effectiveness of profitable banks or in any other financial organization.

Commercial banks hold large share of the worlds loaning sector henceforth has a

serious role in the economics of every state and the worlds economy in general.

This study focused on the possessions of employee training at the work, of the

commercial banks in Kenya, Nairobi County in particular. Kenya all together has

practiced banking performance since emancipation one of the major failure (i.e.

over 35 banks collapsed as at1998) and the major cause of this problem is

deficiency of needed expertise and information on the part of employees to bring

the taming technology. Study suggested that this problem can be fixed out

through assessing various employee duties at job and the level of expertise needed

and then improving the employee capabilities by training hence refining the

structural performance. To carry out this valuation the study targeted key
informers like the HR directors, bank administrators and supervisors who have

processes of the banks.

2.2 Impact of training on employees performance

Khan M. I (2012)studied the effect of motivations and T&D on Employees

and what part training and motivations are playing in enhancing the EP. He also

did correlation test between EP and T&D. Author was on the view that there are

multiple factors that affect EP and that are technology, motivation, work

environment, training and behavior of management. The level of impact of these

factors is different on EP because these factors vary from employee to employee

that which factor is more important to employee and hence it has a greater impact

on EP. The results of the study shown that training had a great impact on EP

among all the factors mentioned above. There exists a strongly positive

correlation between employee motivation, training and EP.The result stresses that

training and motivation factors, effects the EP directly and positively. Moreover,

the organizations programs of training that are effective means effective

improvement in EP. Author added that emphasis on effective programs of training

and motivation of employee is the important for enhancing the EP.

Fakhar et al. (2011) did a research on the topicPearl Continental Hotel,

Karachi Pakistan and his topic was impact of training on employee

performance.The basis for the research was time span on these training and total

performance scores attained through examination of training, no. of trainings

attended, gender, and age.Six measurements of performance were examined and

that are; how the employees communicate with guests while serving, work safety,

rooms maintenance, hotel cleanliness, jobreadiness. To obtain primary data the

questionnaire was designed that was consisted of performance record and training

profile of employees. To study the attained data numerous models of regression

had used. R2 values for every factor of training were calculated and developed an

association amongst the performance measurements as well as investigating the

degree of relationships strength.

The results suggested that there exists a strong and important relationship

among variables and those employees were found more skilled in the performance

of their allocated tasks who have gone through a large number of training as

contrast to those who have not attended any trainings.

Author further stressed that issues prevailing in the hotel like issues of service

delivery can be removed by carrying out proper TNA process, trainings then

should be designed in the light of the results of TNA process and training

programs should be conducted and delivered accordingly. This will increase the

effectiveness of training and there would be more chances to get the expected

results. Moreover the evaluation of training programs should be done in order to

measure the effectiveness of training programs. Through performance assessment

and KPI (key performance indicators the evaluation can be done.

Elnaga and Imran (2013)examined the effect of training on EP and given

recommendations in order to improve the EP through effective courses of

training.An author has resembled blood stream of business with employees. The

companys victory and failure is extremely dependent upon its EP.The importance

of investing in T&D must be realized by the upper management in order to

improve EP.The research approach was qualitative. This research had gone

through literature aspects that are relevant to the topic. Theoretical framework and

variable models were established regarding ED, T&D.However, the limitations of

the studys are insufficient to explain the association between two variables,

training and EP. Therefore, an empirical study was suggested by them in order to

increase the reliability of research.

Nassazi (2013) studied that active role played by employees towards a companys
success cannot be undervalued. Instead, equipping these unique assets through
effective training becomes domineering in order to maximize the job performance
and make them able to take on the challenges of the todays competitive business
environment. Although extensive research has been conducted in the area of
Human Resource Management, but employee training especially in developing
countries has been neglected so for. The purpose of this thesis was to evaluate the
effects of training on employee performance, using the telecommunication
industry in Uganda as case study. In order to understand the study aim, four goals
were developed which focused primarily on identifying the existing training
programs in the industry, the objective of the training offered, and the methods
employed for training and finally the effects of T&D on employee performance.
The study was based on three case studies of the biggest telecommunication
companies operating in Uganda. A qualitative research approach of the data
collection was implemented using a questionnaire composed of 18 questions
distributed amongst 120 respondents. The results obtained from this sample
indicate that training has a clear effect on the performance of employees. The
findings can prove beneficial to human resource managers, human resource policy
makers, as well as government and educational institutes.

Hameed A. and Waheed A. (2011) wrote a research on the theoretical framework

and models that are associated with the development of employees and the impact
of these models on the organization. The success or failure of the organization is
dependent on the performance of the employees. Hence, the companies are
greatly engaged in employee development and are investing large money in this
regard. The research had proposed certain identified key variables. The variables
were namely; skill growth, employee learning, employee attitude, self-directed
learning and employee performance. The proposed model was also discussed in
the paper to explain the relationship of the identified variables with the employee
development. The paper also stated that employees performance eventually affect
the organizational efficiency. There were three parts of the research; the first part
comprises of introduction that provides a brief outline of employee development
and its impact on employee performance. The next part examined the outlook and
past research studies that belong to the employee performance and employee
development. The last part of the research deals with the proposed model and an
argument was developed to further explain the model. One of the research
findings identifies that T&D is essential for employees development and thus for
employees performance.

In another research Sultana (2012) studied the training practices that are taking
place in Pakistans telecommunication sector. The impact of these training
practices on employee performance was also analyzed. The research was
conducted on the basis of mixture of questionnaires, surveys and literature review.
The research paper emphasized on planned and systematic training design and its
implementation, customized exclusively for performance enhancement and
productivity improvement, in order to successfully attain the training programs
objectives. The target of the study was to conduct a 360 research and for this
purpose respondents were selected from five companies of telecommunication
industry of Pakistan. It was observed by the researchers that most of the
organizations are dependent on ad hoc and disorganized paths to meet the
requirements of training whereas, there are some organizations that set certain
identified training need analysis and procedure, design the activities of training in
lucid and calculated fashion and evaluates the results on cost-benefit analysis. The
research discovers that if companies spend their resources in precise and accurate
category of employee training it may develop employee performance along with
their skills and competencies. Moreover, training is visualized as a helpful way of
dealing with the changes cultivated through technological advancement and
innovation; market rivalry, organizational configuration and most prominently it
performs a vital role in enhancing employee performance.
2.3 Impact of training on employeesoutput
Tahir et al (2014)directed a quantitative study with main objective to investigate

whether T&D has effect on EP and output. Questionnaire surveys were adopted

for that purpose. The data was examined with the help of statistical software to

know the impact of T&D on EP and productivity. Two variables T&D

(Independent) and EP and productivity (Dependent) were taken. Eight of the

united banks limited were nominated for the study. Descriptive statistic tools

SPSS were used upon the questionnaire to assess the fidelity and regularity. The

outcome showed that there was noteworthy association amongst the variables, the

Pearson correlation was applied in study and Cranach Alpha for each

questionnaire was achieved.

2.4 Impact of training on employees capabilities

Eric (2012) summarized the impact of T& D on EP at Accra Polytechnic. The

methodology adopted for the study was survey. Primary data was gathered from a

sample of fifty (50) high-ranking staff. The research found that there were

organizational matters for example absenteeism of management assist for T&D

programs, which inhibited T& D. It was also established that T&D had

encouraging impact on employees of the Polytechnic. The study suggested that in

order for Accra Polytechnic to be prosperous as the main choice Polytechnic in

Africa, management need authorize all departments to involve in the T&D of

employees to form prospects and make stronger employees abilities.

2.5 Relationship among training experiences and views professed

job expertise
Truitt (2011) said it is mandatory on T&D specialists to design apply and measure

the efficiency of their packages in decreasing arguments in office enactment. This

study discovers the relationships among TE and stance and views about declared

job expertise. In a sample of 237 full-time salaried/exempt and hourly/nonexempt

employees from one educational institution and three businesses in the states of

Maryland, Delaware, and Arizona, the study found a straight association between

ones positive training skills and stance and ones ability. In this study, 86.8% of

those who had efficient training had the greatest inspiring approaches near

training ( = .293, p < .05). Additionally 80% of individuals who had adverse

training attitudes also had negative views on their proficiency ( = .465, p < .000).

2.6 Impact of training on employees output

Yazdanifard (2014) studied that training has become the vogue word in the lively

competitive marketplace setting. Human investment distinguishes a extraordinary

organization from a good one. Organizations capitalizing in actual T&D for HR

gradient to attain together short and long term profits. This learning presents a

literature review on the importance of T&D on employee output. Employees

inclines to become complete, and so creating the necessity to familiarize to the

nonstop learning and explaining of the skill and knowledge invaluable, due to the

organizational, technological and social crescendos. Thus, for organizations to

attain best profits from their conjecture there is vital requisite to efficiently

manage T&D programs. However, the most vital asset of every organization

under rigid and powerful competition is its human capital. T&D is a tool that

helps human capital in discovering their deftness. Therefore T&D is vigorous to

the productivity of organization's staff.

After going through all studies that it has been clinched that there are many

foreign studies on this thesis topic but very few studies are done on this topic in

the context of Pakistan.

The next chapter is about theoretical frame work.

CHAPTER 3THEORATICAL FRAMEWORK AND
HYPOTHESIS
3.1 Research model and variables

As before the demonstrating framework a extensive literature review has been

conducted, T&D has been taken as independent variable while EE was taken as

dependent variable on the basis of reviewing the literature review studies.

This chapter explains the relationship among variables used in this research and

hypothesis proposed statements to test the theories and relationships.

 Through T&D, EE can be improved as per the needof company. The

independent variable, T&D will considerablyexplain its features that improve the

effectiveness of EE. There is only one independent variable (T&D) and five

dependent variables (E competencies),(E abilities),(E output),(E performance),(E

efficiency).

Training has removed the chances of mistake in EE(Raymond Noe).

Training purposes to assess weaknesses in employee task performance and finds

gaps that will be present in actual and required performance. Once the gaps are

recognized, training process emphases on these gaps to eliminate errors and

improves not only employee future efficiency but also arouses development of

these employees.

3.2Theoretical framework diagram

Competencies

Abilities
Training &
Development

Output

Performance
EE

3.3Hypothesis formation
There were five proposed hypothesis of thisresearch.

H1: T&D positively affects employees competencies

H2: T&D positively affects employees abilities

H3: T&D positively affects employees output

H4: T&D positively affects employees performance

H5: T&Doverall positively affects EE

In order to check the relationship of these five variables co-relation and regression

tests were used. These two tests will be helpful in determining that whether there

exists a positive relationship between above mentioned variables or a negative

relationship between them as well as determine the extent of dependency.

Next chapter is about methodology.

CHAPTER 4 METHODOLOGY

This chapter explains the philosophy, nature of study,research approach, Time

horizon,type of study, instrumentation,Sample, sample size, profiles of sample,

sampling technique, data analysis used in this study.

4.1Research philosophy
The philosophy behind this research was positivisms becausethe researchers

roles was limited to gather data from respondents and by using objective approach

the interpretation was made by the researcher and findings of the research were

almost noticeable and quantifiable.

4.2Studys nature
Nature of study was quantitative because deductive reasoning has been used.

Where hypothesis has been proposed by the researcher, data has been collected in

order to investigate the problem of this study, and data has been utilized from

investigation for the analysis and conclusions were drawn from the analysis in

order to check the validity of proposed hypothesis.

4.3Research approach
Deductive approach has been adopted for this study because the researcher has

gone through from the studies that had been done by previous people, existing

theories have been read regarding the research topic of this study and that is of

impact of T&D on EE in the context of DGKC Companyand hypotheses were

then tested that arouse from those theories. This research is going to test the

existing theories and has a purpose to find out the cause and effect relationship.

4.4 Instrumentation

To measure the effect of T&D on EE, The adopted questionnaire was used for

this research as used by Masood (2010). The researcher has used questionnaires

because there were enough respondents to fill the questionnaires and it was easy

to gather maximum information from 60 respondents. The quantitative analysis

has been done from the information collected through questionnaires. This study

involves relational survey that had determined the relationship between T&D and

EE in the context of DGKC Company. 5 liker scales was used for the

questionnaire. Following is the 5 liker scale is

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

The questionnaire consisted of two parts. One part contains questions on

EE and the other on T&D. Close ended questions were used in the questionnaire.

A cover letter was also made thatexplains the objective, scope and purpose of this

researchin order to maintain the privacy and confidentiality of the information

provided by respondents.

The questionnaires were given to the respondents and whole day has been

consumed to fill 60 questionnaires.

4.5 Time horizon

Cross-sectional study has been used in this research because this was an
observational study type whichhas analyzed the data collected from respondents
at one exact point in time. Regression analysis has been used in this study in order
to check out cause and effect relationship of independent variable (T&D) and
dependent variable (EE) at a given point in time.

4.6 Sample
The questionnaires were being filled from the HR Officer, HR assistant manager,

HR Team leader, and managers of HR Department of DGKC Company. The non-

random sampling technique was used to collect data because respondents were

already known. The questionnaires were being filled by 60 respondents.

4.7 Analysis
The responses of the questionnaires were then analyzed in SPSS 18 Software. Co-

relation and regression analysis has been conducted to check the relationship of

the variables of this research

4.8 Ethical considerations

First of all, email and other resources (personal visits) have been used to take

out a formal permission. After it, the organization was visited with an informed

consent. For the purpose of questionnaire filling the workers and HR manager

were already ready.

Recommendation letter issued by the university was also being used while

visiting the company to fill the questionnaires.

The respondents names will not be used while describing the results of this

research thesis and codes will be used instead of respondents names. The data

will be used for study purpose only and results of this thesis will not be published.

Next chapter will discuss results and discussion.

CHAPTER 5 RESULTS AND DISCUSSION

This chapter explains the data collected from the questionnaire for the

purpose of study. The findings were listed as per theoutcomesfoundover different

tests. For the co-relation and regression analysis SPSS 18 was used. The main

purpose of this research was to check the relationship between the variables

Employee competencies and T&D, Employees output and T&D,Employees

abilities and T&D,Employees performance and T&D, and overallEE and T&Dand

to determine the extent to which T&D impact EE.

TABLE 5. 1
Reliability Statistics

Cronbach's Alpha N of Items

.405 24

To check the reliability of the variables of this research that whether the variables

used in the research were measurable or not,reliability test has been conducted

and the value of cronbachs alpha should be =>0.5 but in this research case the

value is less than 5 because sample size in this research was 60 and this sample

size was small.

TABLE 5.2

Correlations
 Employees
Training competencies

Training Pearson Correlation 1 .140

Sig. (2-tailed) .286

N 60 60
Employees competencies Pearson Correlation .140 1

Sig. (2-tailed) .286

N 60 60

What is the relationship between T&D and emloyees competencies?

Result of co-relation test has been shown in Table 5.2. This shows that

T&D and employees competencies have a positive relationship with each other.

This means that if one variable increases then other will also increase and this

proves that there is a direct and positive co-relation with each other and hence my

Hypothesis H1 has been supported from the results of this table.

T& D plays an important role in inspiring EE with r = 0.286. Most respondents

are in the favor of T& D, proving that a well-designed, well scheduled and

assessment based T&D methods within the company can positively improve the

efficiency of employees.
TABLE 5.3
Correlations

Employees
abilities have
Training been improved

Training Pearson Correlation 1 .102

Sig. (2-tailed) .437

N 60 60
Employees Abilities Pearson Correlation .102 1

Sig. (2-tailed) .437

N 60 60

What is the relationship between T& D and employees abilities?

The table 5.3 shows correlation test performed to check the relationship between

the two above mentioned variables and this table shows that there is a positive co-

relation between these two variables with r=0.437. This r value supported my

hypothesis H2.
TABLE 5.4
What is the relationship between T& D and employees Output?

Correlations

Quantity of our
employees
output has
Training improved

Training Pearson Correlation 1 -.104

Sig. (2-tailed) .431

N 60 60
Quantity of our employees Pearson Correlation -.104 1
output has improved Sig. (2-tailed) .431

N 60 60

The correlation test for the T& D and employees output has been shown in table
5.4. This table shows that employees output and T&D has a positive relation with
each other with r=0.431. This means that employees output can be enhanced and
improved through providing proper training programs provide the training need
analysis has been conducted before designing the training programs.
TABLE 5.5
What is the relationship between T& D and employees Performance?

Correlations

Majority of
employees can work
independently and
they give high
Training performance

Training Pearson Correlation 1 .257*

Sig. (2-tailed) .047

N 60 60
Majority of employees can work Pearson Correlation .257* 1
independently and they give high Sig. (2-tailed) .047
performance N 60 60

*. Correlation is significant at the 0.05 level (2-tailed).

The table 5.5 clearly shows that there is a direct and positive correlation between

T&D and employees performance with r=0.047 and 0.05 level of confidence.

Which means the chances of error is just 5% and the researcher is 95% confident

about this result.

TABLE 5.6
What is the overall relationship between T& D and EE?
 Research Question 1
What is the relationship between training and EE in the context of DGKC
Company?

Correlations

EE Training

EE Pearson Correlation 1 .402**

Sig. (2-tailed) .001

N 60 60

Training Pearson Correlation .402** 1

Sig. (2-tailed) .001

N 60 60

**. Correlation is significant at the 0.01 level (2-tailed).

In order to check the overall relationship of the two variables co-relation test has

been used. This test has examined that whether there exists a positive relationship

between these two variables or a negative relationship between them. This table

shows that T&D and EEhas a direct and positive relationship. If one variable

increases the other will also increase. And the two stars on this table show that

there is a 0.01 level of confidence which means the chances of error of this test is

1% and the researcher is 99% confident about this result.

TABLE 5.7
Research Question 2

To what extent does T&D affects the EE in context of DGKC Company,

Pakistan?
 REGRESSION ANALYSIS

Mod Std. Error

el R Adjusted R of the

R Square Square Estimate

d1 .402a .161 .147 .31459

a. Predictors: (Constant), Training

b. Dependent Variable: Employee efficiency

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 1.103 1 1.103 11.150 .001a

Residual 5.740 58 .099

Total 6.843 59

a. Predictors: (Constant), Training

b. Dependent Variable: Employeeefficiancy

This test has examined the extent of dependency of EE on T&D and it has shown

that if there is a 1% change in T&Dthen there will be 14.7% change in EE. It

means if only 1% T&D programs will be conducted then 14.7% EE will be

improved.

5.8 Discussion
Al the studies of the authors that I have discussed in literature review chapter have

found out that T&D had a significant effect on EE and the results of this study

also have proved that all proposed hypothesis have been accepted which means

that EE can be improved through T&D programs and the results of this research

have also found out that T&D has a positive relationship with EE. This proves

that the results of this research are consistent with these studies.

Thus, it is concluded that T&D enforces a large effect on EE for DGKC

Company.

Next chapter is about conclusion.

CHAPTER 6 CONCLUSION
This chapter explains the conclusions that were drawn from results and

discussions chapter.

6.1 General summary

This study has observed the effect of T&D on EE in the context of DGKC

Company.

The entire thesis was consisted of six chapters.

Chapter 1 was consisted of introduction to the topic, research aim, research

objectives, research questions, and thesis layout.

Chapter 2 was about literature review that consisted of different studies done by

different authors on the topic of impact of T&D on EE in order to support this

research

Chapter 3 was on theoretical framework and hypothesis that deals with model

variables, theoretical framework diagram, and hypothesis proposed for this

research.

Chapter 4 was about methodology which describes the population, research

philosophy, research nature, instrumentation, profile of respondents, sample size.

Chapter 5 was on results and discussions which describe the findings of this study

through the analyses of the data collected from questionnaires applying different

tests such as reliability test, regression test and correlation test.

Chapter 6 was on conclusion that deals what we conclude from the chapter of

results and discussions.

There were two objectives of this research and both of the objectives have

been achieved because this research has identified the positive impact of T&D on

EE and there is a 14.7% level of efficiency enhancement due to 1% T&D

programs.

6.2 Limitations of study

This research study was cross-sectional due to time and cost constraints.

The people were reluctant to fill a questionnaire that is why sample size

was small and the people were busy in there works and have not time to fill out

the questionnaires.

This research was conducted on DGKC Company and its HR department,

so the result of this study will not be helpful for other companies of Pakistan as

well as for other departments of DGKC Company. So the results of this study

cannot be generalized.

This research has studied the impact of T&D on EE;therefore other factors

which are responsible for EE are not discussed in details.

6.3 Future research avenues

This research will help future research avenues in their study. They can

study the impact of T& D and EE in context of multiple companies and will be

able to find better results by taking a large sample size,and can collect data from

different companies. They can use using longitudinal study because this would be

valued to link T&D with actual changes in EE that can be calculated and

measured.
 When the interactive data of this nature is more. It may

persuademanagement of upper level to finance in employee T&D programs. For

the company it is essential to provide meaningful and relevant trainings, which

improves EE.when employees are provided with relevant and meaningful training

programs, the training results can easily be shown through enhanced EE.

6.4 Contribution of study

This research will contribute the researcher in Pakistani context.

This study will help the manager that what type of T&Ds programs can be

conducted that could enhance EE by improving their skills. This thesis will also

help the employees of HR department of DG KHAN Cement that how can they

work in an efficient manner in the challenging environment and how they can

better make and use of HR strategies to compete better in a competitive

environment by improving EE through proper T&D programs.

6.5 Conclusion
The present study was carried out to measure the relationship between EE

and T&D. The data which was collected has been supported the proposed

hypothesis that T&D is positively correlated with EE. The scope future research

avenues have been discussed along with the limitations of this research study.

Since T& D has proved positive effect on EEin context ofDGKC Company,

Pakistan. It can supportin creating a maintainable competitive benefit over the

competitors. DGKC Companyshould work ondeveloping acomplete T& D

process where the efficiency of employees is assessed through fair systems. TNA

(Training need analysis) should be conducted and training programs should be

designed on the basis of the results identified from TNA and Return on

Investment should be measured statistically. This process should be taken out

continuously and in the beginning, the investment on this process is large but it

can save the company from the long term losses.The results has confirmed that

DGKC Company has been delivering general training to its HR employees and

the results of the training has improved employees efficiency but if the relevant

trainings give to employees. It will more contribute in the enhancement of EE. So

DGKC Company should first determine meaningful and relevant training

programs for employees through conducting proper TNA.which can help the

employees to perform their work efficiently.

The companys failure and success is highly relies on its EE and EE can be

improved through proper T&D programs. Mostly companies resist investing in

training programs for their employees. Therefore, companys management should

understand the importance of T&D and should invest some of its money in T&D

programs in order to enhance the EE.

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8 Appendix