CHAPTER III

This chapter present the method of research used, the

sources of data, the data gathering instrument, the data
gathering procedure and the statistical treatment of data.

Method of Research

In this study, the descriptive method is used to describe

the effectiveness of training and development on employee
performance.

According to Manuel and Medel, descriptive research involves

the description, recording analysis and interpretation of the
present nature, composition or processes of the phenomena. The
focus is on prevailing conditions, on how a person, group or
thing behaves in functions in the present. It often involves some
type of comparison and contrast.

According to Aquino, descriptive research is fact-finding

with adequate interpretation. The descriptive method is something
more and beyond just data gathering; the latter is not reflective
thinking or research. The true meaning of the data collected
should be reported from the point of view and the basic
assumption.

Source of Data

The respondents of the study were the 25 or the 100 percent

of the employee in Rey Marketing Inc. Company, C. Raymundo
Avenue, Pasig City. The respondent were purposively selected
because it is the closest place for gathering information.

The respondents were personally given by the researcher a

questionnaire which elicited the Effectiveness of training and
Development on Employee Performance.
Data Gathering Procedure
The researcher identify first the respondents of the study.
The researcher asked the permission from the President of Rey
Marketing Inc., for allowing us to gathered data and use there
employee or employer as a respondents to the study. A total of 25
employee or 100 percent from Rey marketing Inc., as a respondents
needed of a researcher to answer our questionnaire. The
questionnaire personally distribute to the respondents and giving
them enough time to answer those question after that researcher
will get the answered questionnaires. We chose this place because
they are one of the successful business and would be effective
for our research.

Data Gathering Instrument

The data gathering instrument was the questionnaire. Part I

of the questionnaire was composed of questions about trainings

and development of the employees. Part II consisted of items

which elicited the performances of the employees. Part III is

asking the employees about their work qualities. Part IV items

were about the competitive advantage of the employees.

The items in this questionnaire were validated and pre –

tested.
Statistical treatment of Data

Average. This was used to calculating by dividing the sum of

the values in the set by their number.

Percentage. This was used to find out the level of

Effectiveness of Training and Development in Employee
Performance.

Likert Scale. This was used to interpret the effectiveness

of training and development on employee performance. The
following equivalence were given:

Scale Range Verbal Interpretation

5 = 4.5-5.00 = Strongly Agree (SA)

4 = 3.5-4.49 = Agree (A)

3 = 2.5-3.49 = Neutral (N)

2 = 1.5-2.49 = Disagree (D)

1 = 1.0-1.49 = Strongly Disagree (SD)

 EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN EMPLOYEE PERFORMANCE
Please provide the following information.

Name(Optional) Age

Gender Years of service: ( ) 1-5 years ( ) 16-20 years

( ) Male ( ) Female ( ) 6-15 years ( ) more than 20years
Name of Organization Life of Organization (in years) :
( ) 1-5 years ( ) 16-20 years
( ) 6-15 years ( ) more than 20years

Read the statement carefully and rate your answer according to the scale given below.

Strongly Agree Agree Neutral Disagree Strongly Disagree

5 4 3 2 1

TRAININGS AND DEVELOPMENT (T&D)

We want to know about how training and development work on your company, how important it is to
you, and how does it affect before the train and development.

Our Organizations conducts extensive T&D programs for employees. 1 2 3 4 5

Employees at each job normally go through T&D programs every year. 1 2 3 4 5

Training needs are identified through a formal performance appraisal mechanism. 1 2 3 4 5

There are formal training programs to teach new employees the skills they needed. 1 2 3 4 5

Trainings needs identified realistic, useful and based on the organizational strategy. 1 2 3 4 5

There are formal training evaluation methods to assess the effectiveness of the 1 2 3 4 5
training.
The organization has a system for calculating the cost and benefit of training. 1 2 3 4 5

T&D has helped reduce the employee turnover in our organization. 1 2 3 4 5

 T&D has resulted in higher employee performance in our organization. 1 2 3 4 5

EMPLOYEE PERFORMANCE

We want to know how training and development affected the employee performance after the training
and development of you company.

Quantity of our employees work output has improved in last 2 years. 1 2 3 4 5

Coming up with new ideas is appreciated in our organization. 1 2 3 4 5

Most of the employees achieved organizational goals of last 2 years. 1 2 3 4 5

Targets given to different employees often met. 1 2 3 4 5

Over all employees targets achievements has improved over the last 2 years. 1 2 3 4 5

Employees feel happy to work in teams. 1 2 3 4 5

Majority of our employees can work independently and they give high performance. 1 2 3 4 5

Employees in our organization have been enabled to make decisions well. 1 2 3 4 5

Employees’ communication skills have been improved in this organization. 1 2 3 4 5

Work Quality

We want to know how training and development affected the work quality of an employee.

I feel encouraged to come up with new and better ways of doing things. 1 2 3 4 5

My work gives me a feeling of personal accomplishment. 1 2 3 4 5

I have the equipment and resources to do my job well. 1 2 3 4 5

On my job, I have clearly defined efficiency goals it can be defined as the speed, accuracy, 1 2 3 4 5
and consistent quality.
Our company does an excellent job of keeping employees informed about matters affecting 1 2 3 4 5
us.
I understand why it is so important for company. to value diversity to recognize and respect 1 2 3 4 5
the value of differences in race, gender, age, etc.)
My job makes good use of my skills and abilities. 1 2 3 4 5

Competitive Advantage

We want to know how training and development affect the competitive advantage of the company.

Supervisors encourage me to be my best. 1 2 3 4 5

I am rewarded (bonus, pay raises, profit sharing, piece rate, contest etc.,) for the quality of 1 2 3 4 5
my efforts.
I am valued by my company. 1 2 3 4 5

We have the right to make a suggestion about what we want to say in our company. 1 2 3 4 5

I experience personal growth such as updating skills and learning different jobs. 1 2 3 4 5

We have the right to make a suggestion and decision in what we want to say about 1 2 3 4 5
leadership in our company
 TABLE OF CONTENTS

TITLE PAGE . . . . . . . . . . . . . . . . . . . . . . . . i

APROVAL SHEET . . . . . . . . . . . . . . . . . . . . . . ii

ACKNOWLEDGEMENT . . . . . . . . . . . . . . . . . . . . . iii
DEDICATION . . . . . . . . . . . . . . . . . . . . . . . . iv
ABSTRACT . . . . . . . . . . . . . . . . . . . . . . . . . v
TABLE OF CONTENTS . . . . . . . . . . . . . . . . . . . . . vi
LIST OF TABLES AND FIGURES . . . . . . . . . . . . . . . . vii
CHAPTER . . . . . . . . . . . . . . . . . . . . . . . . . . viii

I. INTRODUCTION
Background of the study . . . . . . . . . . . . . . ix
Statement of the Problem . . . . . . . . . . . . . x
Significance of the Study . . . . . . . . . . . . . xi
Scope and Delimitations of the Study . . . . . . . xii
II. CONCEPTUAL FRAMEWORK
Review of Related Literature and Studies . . . . . xiii
Theoretical Framework of the Study . . . . . . . . xiv
Conceptual model of the study . . . . . . . . . . . xv
Research Hypothesis . . . . . . . . . . . . . . . . xvi
Definition of Terms Used in the study . . . . . . . xvii
III. RESEARCH DESIGN
Method of Research Used . . . . . . . . . . . . . xviii
Source of Data . . . . . . . . . . . . . . . . . . xix
Data gathering Procedure . . . . . . . . . . . . . xx
Data gathering Instruments . . . . . . . . . . . . xxi
Statistical Treatment of Data . . . . . . . . . . . xxi