Impact of Training on Productivity of Employees: A Case Study of Electricity Supply Company in Pakistan

IntroductionTraining is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. Some commentators use a similar term for workplace learning to improve performance: "training and development". There are also additional services available online for those who wish to receive training above and beyond that which is offered by their employers. Some examples of these services include career counselling, skill assessment, and supportive services. One can generally categorize such training as on-the-job or off-the-job: On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work. Off-the- job training takes place away from normal work situations implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas.Training is necessary to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialist departments or management positions. There is therefore a continual need for the process of staff development, and training fulfils an important part of this process. Training should be viewed therefore as an integral part of the process of total quality management. The problem is Lack of proper training and its impact on employee productivity. This lack of proper training is relationship of intervention variables of salary and job assignment. This is creating impact on the employee productivity and organizational performance.The present study is quantitative in nature and researcher uses the survey method for data collection with instrument of questionnaire. For analysis of data researcher will uses the Regression for independent variables and dependent variable with SPSS. The results will interpret with graph and tables and conclusion drawn on the basis of results. Researcher will provide the recommendations for better training of employees of electric supply companies of Pakistan.Background of ProblemThe study intends to investigate the impact of training on employee productivity in electricity supply companies of Pakistan. It has been observed that from last decade electricity supply companies of Pakistan has been the fastest growing sector in Pakistan. In very short span lots of changes occurred in this sector with respect to supply, technological requirements and intensifying competition, which resulted in increasing demand for well trained workforce. Employee Productivity is the log of net sales over total employees - an economic measure of output per unit of input. Employee productivity measures may be examined collectively (across the whole economy) or viewed industry by industry. Training has been an important variable in increasing organizational productivity. Most of researches including Colombo and Stanca (2008), Sepulveda (2005) and Konings & Vanormelingen, (2009), showed that training is a fundamental and effectual instrument in successful accomplishment of the firm's goals and objectives, resulting in higher productivity. Training design refers to the degree to which the training has been designed and delivered in such a way that provides trainees the ability to transfer learning back to the job. …