IOSR Journal of Business and Management (IOSR-JBM)

e-ISSN: 2278-487X, p-ISSN: 2319-7668

PP 13-21
www.iosrjournals.org

Impact of Training on Employee Performance: A Case Study of

Private Organization in Sri Lanka
S. Sasidaran,
Department Of Management And Organization Studies, Faculty Of Management
Andfinance,University Ofcolombo.

Abstract: The Achievement Or Ruin Of The Firm Depends On Its Employee Performance. Therefore, Top
Management Understood The Importance Of Investing In Training And Development For The Sake Of
Improving Employee Performance. Hence, Employees Are The Most Valuable Asset Of Every Company As They
Can Make Or Break A Company’s Reputation And Can Adversely Affect Profitability. In Research
Methodology, Researcher Applied Reliability Analysis To Determine The Internal Consistency Among The
Items Initially. Then Descriptive Statistics, Correlation And Regression Model Have Been Applied To Address
The Objectives And Followed Diagnostic Tests To Test The Validity Of Results.Employees Often Are
Responsible For The Great Bulk Of Necessary Work To Be Done As Well As Customer Satisfaction And The
Quality Of Products And Events. Without Proper Training, Employees Both New And Current Do Not Receive
The Information And Develop The Skill Sets Necessary For Accomplishing Their Tasks At Their Maximum
Potential. Employees Who Undergo Proper Training Tend To Keep Their Jobs Longer Than Those Who Do
Not.
Keywords: Training, Performance, Perception

I. Introduction
1.1. Background Of The Study
The Human Resource Is Main Resource Of The Organization, Because Human Resource Is One Of
Resource On Live And Animate Than Other Resources Of The Organization, The Effective Use Of Human
Resource (HR) Practices Is Generally Considered As A Source Of Competitive Advantage To An Organization
(Huselid, 1998). If The HR Practices Are Used Effectively, The Organization Will Benefit From
Implementation. One Of The Core Functions Of HR Is Employee Training Since It Directly Influence On
Productivity Of The Organization And Employee Relation Of The Organization. It Has Been Long Recognized
That Effective Staff Training Allows An Organization To Improve Its Standard And Quality Of Service To
Customers.
Success Or Failure Of An Organization Generally Depends On The Quality Of Its Human Resources
And The Human Resource Has Played A Significant Role In The Economic Development In Most Developed
Countries Such As Japan, Britain And United States Of America. In A Country Like Zimbabwe The Same Can
Be Done, If The Appropriate Attention Is Given To The Development And Training Of Human Resources
(Bernstein, 2008).
Improved Capabilities, Knowledge And Skills Of The Talented Workforce Proved To Be A Major
Source Of Competitive Advantage In A Global Market (Mckinsey, 2006). To Develop The Desired Knowledge,
Skills And Abilities Of The Employees, To Perform Well On The Job, Requires Effective Training Programs
That May Also Effect Employee Motivation And Commitment (Meyer And Allen, 1991). In Order To Prepare
Their Workers To Do Their Job As Desired, Organizations Provides Training As To Optimize Their
Employee‟s Potential. Most Of The Firms, By Applying Long Term Planning, Invest In The Building New
Skills By Their Workforce, Enabling Them To Cope With The Uncertain Conditions That They May Face In
Future, Thus, Improving The Employee Performance Through Superior Level Of Motivation And Commitment.
When Employees Recognize Their Organization Interest In Them Through Offering Training Programs, They
In Turn Apply Their Best Efforts To Achieve Organizational Goals, And Show High Performance On Job.

1.2. Problem Statement

Employee Is A Key Element Of The Organization. The Success Or Failure Of The Organization
Depends On Employee‟s Performance. Therefore, Organizations Are Investing Huge Amount Of Money On
Employees‟training But Not Improve Employee Performance Through Training, As Well As Employee
Performance Is Lower Than The Expected Level. This Will Directly Affects To The Performance Of The
Organization, On The Other Hand Mostly Use Training Methods For Improving Employee Performance But
Not Met Expected Levels Of The Organization.
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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

1.3. Research Question

1 What Is The Level Of Training Related Factors And Employees‟ Performance?
2 What Is Theimpact Of Training On Employee Performance?

1.4. Research Objectives

1 To Identify The Level Of Training Related Factors And Employees‟ Performance.
2 To Determine The Impact Of Training On Employee Performance.

1.5. Significance Of The Study

The Way Training And Development And Employee Relation Has An Impact To Achieve Business
Objectives And The Competitive Advantage That Are Having Agile Workforce.As An Organization, In Which
Way Could Support To Enhance The Industrial Relation In The Country. Accordingly, The Results Will Be
Very Useful In Strategic Decision Makings.

II. Literature Review

According To Farooq, M. & Aslam M.K. (2011) Managers Are Trying Their Level Best To Develop
The Employee‟s Capabilities, Ultimately Creating Good Working Environment Within The Organization. For
The Sake Of Capacity Building Managers Are Involved In Developing The Effective Training Programs For
Their Employees To Equip Them With The Desired Knowledge, Skills And Abilities To Achieve
Organizational Goals. This Struggle By The Top Management Not Only Improves The Employee Performance
But Also Creates Positive Image Of The Firm Worldwide, (Jia-Fang, 2010). Effective Training Programs Helps
Employees To Get Acquaintance With The Desired New Technological Advancement, Also Gaining Full
Command On The Competencies And Skills Required To Perform At S Particular Job And To Void On The Job
Errors And Mistakes.
Improved Capabilities, Knowledge And Skills Of The Talented Workforce Proved To Be A Major
Source Of Competitive Advantage In A Global Market (Mckinsey, 2006). To Develop The Desired Knowledge,
Skills And Abilities Of The Employees, To Perform Well On The Job, Requires Effective Training Programs
That May Also Effect Employee Motivation And Commitment (Meyer And Allen, 1991).
Amongst The Important Function Of Human Resource Management, One Of The Crucial Function Is
Employee Development Through Proper Training And Development Programs. Employee Development Refers
To The Capacity And Capability Building On An Employee, And Thus As Of Whole Organization, To Meet
The Standard Performance Level (Elena P. 2000). More The Developed Employees, More They Are Satisfied
With Their Job, Hence Increasing The Firm Productivity And Profitability. (Champathes, 2006).
Amir Elnaga., Amen Imran (2013) In Spite Of The Large Number Of Researches On The Relationship
Between Training And Employee Performance, There Appears To Be A Gap, Concerning The Study Of Effect
Of Training On Employee Performance. The Purpose Of This Study Is To Close This Gap By Deeply
Investigating This Phenomenon Through The Relevant Literature, Shedding More Light Into The Relationship
Of Training Effectiveness, And Superior Employee Performance And Providing Suggestions To The Firms As
How They Can Make Best Use Of Training Programs To Make Their Employees Perform Well On Jobtraining
Not Only Develops The Capabilities Of The Employee But Sharpen Their Thinking Ability And Creativity In
Order To Take Better Decision In Time And In More Productive Manner. Moreover It Also Enable Employees
To Deal With The Customer In An Effective Manner And Respond To Their Complaints In Timely Manner
(Hollenbeck, Derue And Guzzo, 2004). Training Develops Self-Efficacy And Results In Superior Performance
On Job By Replacing The Traditional Weak Practices By Efficient And Effective Work Related Practices
(Kathiravan, Devadason And Zakkeer,2006).
If An Organization Wants To Develop The Competitive Edge Then Training Help The Organization To
Get The Edge When Employees Are Highly Develop With The Help Of Training In Their Work And It Help
The Organization To Retain The Core Competencies (Prffer 1994). At The Start Of The Twenty-First Century
Human Resource Managers Have Opined That One Of The Main Challenges They Are To Confront Had
Involved Issues Related To Training And Development (Stavrou, Brewster And Charalambous 2004),
Neo Said In 2008 That Training Is A Deliberate And Preplanned Attempt Which Is Related To The Job
Competencies So That Employees‟ Learning Is Being Facilitated. The Role And Contribution Of Human
Resource Development Has Gained More Acceptability And Significance In The Occupation Of Reforms And
Restructuring. One Of The Key Functions Of Human Resource Development Is Addressing And Identifying At
Work Setting The Demonstrated Behavior Of Individuals And Their Perceived Attitude Towards Work. By The
Help Of Provision Of Adequate And Appropriate Training To The Workers The Organizations Can Have High
Productivity As Per Human Capital Theory (Becker, 1998).

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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

Organizational Learning, On The Other Hand, Refers To The “Efficient Procedure To Process,
Interpret And Respond To Both Internal And External Information Of A Predominantly Explicit Nature.
According To Easterby-Smith, M. P. V., & Araujo, L. M. (1999), The Emergence Of The Concept Of
Organizational Learning Is Central On The Hitherto Idea That Prior Advocacies Of Learning Are Tended To Its
Commercial Significance And Are Lacking Of Empirical Information On Learning Processes.
Strategically, Organizational Learning, Which Makes Use Of Training And Development As One Of
The Several Responses, Deals With The Acquisition Of Understanding, Know-How, Techniques And Practices.
These Intellectual Intangibles Can Be Translated Into An Organizational Resource Through The People That
Acquire, Infer And Utilize Such Towards The Achievement Of The Organization-Wide Training And
Development (Armstrong, 2006). Training And Development Are Planned Learning Experiences Which Teach
Employees How To Perform Current And Future Jobs More Effectively. Sims (2002) Emphasizes That Training
Focuses On Present Jobs While Development Prepares Employees For Possible Future Jobs. Basically, The
Objective Of Training And Development Is To Contribute To The Organization's Overall Goal.
Donovan Et Al (2001) Had A Research And Finding Of That Research Was That Employees Are More
Active And Quick In Responding And Accepting Changes, Built Their Inner Confidence Stronger And Develop
Understanding To The Supportive To Their Peers, Once They Participate In Different Type Of Training
Programs. Comprehensive Training And Development Program Helps In Deliberating On The Knowledge,
Skills And Attitudes Necessary To Achieve Organizational Goals And Also To Create Competitive Advantage
(Peteraf 1993). To Have Effective, Training And Development Of Management Programs Need To Take Into
Account The Employees Are Adults Learners (Forrest &Peterson, 2006). Oribabor (2000) Said That Training
And Development Aim Is To Developing Competences Such As Technical, Human, Conceptual And
Managerial For The Furtherance Of Individuals And Organization Growth. Pitfield (1982) Has An Opinion That
The Main Objectives Of Training Are To Give Skills, Knowledge And Aptitudes To Do Required Job
Efficiently Develop The Workers So That He Or She Has Potentials, He Or She May Progress Increase
Efficiency By Reducing Failed Work, Misuse Of Machines And Lessening Physical Risks. The Customers In
The Study Reported That Overall Service Quality Can Be Improved During The Time Of Receptionist Were
Receive Social Skills Training (Garavan, 1997). Training Has A Direct Relationship With The Performance Of
The Employees, Training Is A Formal And Systematic Modification Of Behavior Through Learning That
Actually Occurs Result If Education, Instruction,Development And Planned Experience (Armstrong, 2006).
Practical Implication Of Training Is Important And Effective Training Is Important. Costly But An Effective
Training Can Save Money That Is Wasted In Inexpensive But Inefficient Training.
In Today Business World, Employee‟s Skills Which Are Necessary To Do Their Job Are Only
Potential Through Training. Most Of The Companies Train Their Employees In Such A Manner That Would
Help Them To Sustain Throughout Their Careers. This Kind Of Training Can Lead To High Levels Of
Motivation And Commitment By The Employees, Who Actually See The Opportunity They Are Given.
Training Is Defined In This Study As The Planned Intervention That Is Designed To Enhance The
Determinants Of Individual Job Performance (Chiaburu And Tekleab, 2005) Training Is Related To The Skills
Thought Necessary By The Management Of An Organization That Must Be Acquired By The Members Of That
Organization, In Order To Improve The Probability Of Achievement Of Its Goals. Training Offered To
Employees, May Help Them Reduce Their Nervousness Or Frustration, Brought On By Work Demands, That
They Are Not Familiar With, And They Are Lacking The Skills To Handle Effectively.
Training Has Been An Important Variable In Increasing Organizational Productivity. Most Of
Researches Including Colombo And (Stanca2008), (Oguntimehin 2001) Identified The Functions Of Training
As Follow, Increase Productivity, Improves The Quality Of Work, Improves Skills, Knowledge, Understanding
And Attitude, Enhance The Use Of Tools And Machine, Reduces Waste, Accidents, Turnover, Lateness,
Absenteeism And Other Overhead Costs, Eliminates Obsolesce In Skills, Technologies, Methods, Products,
Capital Management Etc. It Brings Incumbents To That Level Of Performance Which Needs The Performance
For The Job, Enhances The Implementation Of New Policies And Regulations, Prepares People For
Achievement, Improves Man Power Development And Ensures The Survival And Growth Of The Enterprise.
Akinpelu (1999) Postulated That The Process Of Training And Development Is A Continuous One. The Need
To Perform One‟s Job Efficiently And The Need To Know How To Lead Others Are Sufficient Reasons For
Training And Development And The Desire To Meet Organizations Objectives Of Higher Productivity, Makes
It Absolutely Compulsory. The Employee Performance Is Going To Be More Effective If He Is Trained In
Good Manner And The Affective Commitment Will Lead To More Emotional Type Of Attachment Which Is
Going To Improve The Work Efficiency And Helps The Organization In Succeeding Competitive Edge In The
Market Because Of The Training Employees Stick To The Same Organization Which Helps Him To Develop
As Commitment More Of Norm Type To Help Organization (Meyer And Allen, 1990).
Patrick (2006) Ensures The Vitality Of An Organization And The Core Function Of HRM Are Benefits
Of Training And Training Itself. He Also Explored That There Is Link Between Training And Various

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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

Outcomes Of Organization Such As Job Satisfaction, Training, And Organizational Commitments Exist A
Strong Relation.
Training Refers To A Planned Intervention Aimed At Enhancing The Elements Of Individual Job
Performance” (Chiaburu And Tekleab, 2005). It Is All About Improving The Skills That Seems To Be
Necessary For The Achievement Oforganizational Goals. Training Programs, May Also Help The Workforce
To Decrease Their Anxiety Or Frustration,Originated By The Work On Job (Chen
Et Al., 2004). Those Workers Who Feel Themselves To Be Unable To Perform A Taskwith The
Desired Level Of Performance Often Decide To Leave The Firm (Chen Et Al., 2004), Otherwise Their Stay At
Firmwill Not To Productivity (Kanelopoulos And Akrivos, 2006). The Greater The Gap Between The Skills
Necessary Andthose Possessed By The Workforce, The Higher The Job Dissatisfaction Of The Workers.
Rowden (2002), Suggest Thattraining May Also Be An Efficient Tool For Improving Ones Job Satisfaction, As
Employee Better Performance Leads Toappreciation By The Top Management, Hence Employee Feel More
Adjusted With His Job. According To Rowden And Conine (2005), Trained Employees Are More Able To
Satisfy The Customers And (Tsai Et Al., 2007), Employees Who Learnas A Result Of Training Program Shows
A Greater Level Of Job Satisfaction Along With Superior Performance.
Research Has Demonstrated That Training Efforts Are Unlikely To Result In Positivechanges In Job
Performance Unless The Newly Trained Competencies Are Transferredto The Work Environment (See Baldwin
& Ford, 1988; Montesino, 2002; Rouiller & Goldstein, 1993). As A Result, There Has Been An Increased Effort
To Understand Theantecedents And Consequences Of The Transfer Of Training Process.
Baldwin And Ford (1988) Define Transfer Of Training As „The Degree To Which Traineeseffectively
Apply The Knowledge, Skills, And Attitudes Gained In The Training Context Tothe Job‟ . This Suggests That
Transfer Of Training First Requires A Trainee To Learnnew Job-Related Competencies (Velada & Caetano,
2007). By Learning, We Are Referringto A Relatively Permanent Change In Knowledge, Skills And Behaviors
Of Trainees (Weiss, 2002). After Learning And Retaining The Training Content, Trainees Should Transfer
Theknowledge And/Or Skills Accrued To The Work Context With The Intention Of Improvingjob Performance
Over Time.

III. Research Methodology

3.1. Conceptual Framework

3.2. Sampling Technique

Simple Random Sampling Will Be Used In The Data Collection Process. It Is Expected To Select A Large
Sample From The Employees In Selected Organizations.

3.3. Data Collection Method

The Primary Data Was Collected Through The Use Of Survey Questionnaire By Drop And Pick
Strategy To Ensure High Response Rate. The Use Of Questionnaire Was Adopted Because It Ensured That Data
Collection Was Standardized Such That Each Respondent Got The Same Question And In The Same Format.
Questionnaires Also Enabledcollection Of Original Data From The Sample Of The Population Within A Short
Time And At Low Cost For Purposes Of Describing The Entire Population (Ogutu, 2012).

3.4. Analytical Techniques

Data Will Be Analyzed By Applying Following Analytical Techniques.
1. Reliability Analysis.
Internal Consistency Of Likert Scale Items Is Tested With Respect To Cronbach‟s Alpha. From This Test
Direction Of Items Is Tested.

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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

2. Descriptive Statistics.
First Objective Will Be Addressed In Relation To Descriptive Statistics. It Is Expected To Understand The
Level Of Responses With Regard To Training And Performance.

3. Correlation And Regression Analysis.

Second Objective Will Be Analyzed By Using Correlation And Multiple Regression Analysis.
Association Between The Factors Of Training And Performance Is Estimated Through Correlation Analysis.
Effect Of These Factors Jointly And Individually Will Be Determined By Applying Regression Model.

4. Diagnostic Tests.
The Validity Of The Regression Model Will Be Decided Using Diagnostic Tests. Accordingly, Independence
And Heteroscedasticity Of Residuals Are Analyzed To Select The Most Appropriate Regression Model.

IV. Data Analysis

4.1 Reliability Analysis
Researcher Has Used Several Five Points‟ Likert Scale Items To Operationalize One Variable. Skills
Consist Of Nine Items And Perception And Training Opportunities Are Based On Ten Items Each. There Are
Two Items For Training Facilitations And Seven Items For Performance. Internal Consistency Of These Items
Has Been Analyzed To Determine The Direction Of Them And The Results Are Given By Table 1.

Table: 1 Internal Consistency

Variables Cronbach's Alpha Number Of Items
Skills 0.758 9
Perception 0.715 10
Training Opportunities 0.875 10
Training Facilitations 0.763 2
Performance 0.602 7

All The Four Exogenous Variables And The Endogenous Variable Are Having Cronbach‟s Alpha
Values More Than 0.6. This Represents That The Likert Scale Items Included To Operationalize
Corresponding Variables Are In Acceptable Level. Therefore, They Are Unidirectional And The Concept And
Theory Are Well Represented In The Study. As There Is Internal Consistency Without Dropping Any Item,
Researcher Operationalized The Predictors And Predictand To Address The Objectives.

4.2 Level Of Training And Employees’ Performance

Table: 1 Descriptive Statistics
Skills Perception Training Opportunity Training Facilitation Performance
Mean 3.8837 3.5056 2.7562 3.5251 3.8354
Std. Deviation .40857 .38930 .33444 .39827 .45127
Skewness -1.336 -.393 1.069 -.840 -.685
Std. Error Of Skewness .233 .233 .233 .233 .233
Kurtosis 4.831 1.035 1.795 1.434 1.701
Std. Error Of Kurtosis .461 .461 .461 .461 .461

Descriptive Statistics Indicate That Skills And Performance Are In The Level Of Agree As The Mean
Values Are Around The Likert Scale Four. Perception And Training Facilities Consist Of Mean Values 3.5
And Their Direction Is Also Towards Agreeing Level. Training Opportunity Represents 2.7 Mean And The
Responses Are In Neutral. Comparatively Higher Deviation Is Given By Performance As It Is Having The
Highest Standard Deviation. Training Opportunity Consists Of Minimum Variance As The Minimal Standard
Deviation Is 0.33.

4.3 Correlation And Regression Analysis

Table: 2 Correlation Analyses
Factors Performance
Skills Pearson Correlation .648**
Sig. (2-Tailed) .000
N 108
Perception Pearson Correlation .648**
Sig. (2-Tailed) .000

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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

N 108
Training Opportunity Pearson Correlation .023
Sig. (2-Tailed) .814
N 108
Training Facilitation Pearson Correlation .434**
Sig. (2-Tailed) .000
N 108
** Highly Significant At 1%

According To The Correlation Analysis, Probabilities Of Skills, Perception And Training Facilities Are
Significant At 1%. They Are Having Positive Coefficient Of Correlation And The Results Say That There Is A
Highly Significant Positive Association Between Them And Employees‟ Performance. Therefore, Higher The
Skills, Perception And Training Facilities Higher The Employees‟ Performance And Vice Versa. The Impact Of
Training On Employees‟ Performance Has Been Analyzed By Applying Multivariate Analysis And Researcher
Used The Classical Linear Regression Model (CLRM). Table 3 Provides The Model Summaries.

Table: 3 Model Summaries

Std. Error Of The
Model R R Square Adjusted R Square Estimate
1 .746a .557 .539 .30628

Multiple Coefficients Of Correlation (R) Is 0.746 And The Results Say That Skills, Perception,
Training Opportunity And Training Facilities Are Having A Strong Joint Association With Employees‟
Performance. Accordingly, All The Exogenous Factors Are Correlated Jointly With Performance. Coefficient
Of Determination Is 0.557 And The Result Indicates That 55.7% Of Employees‟ Performances Have Been
Explained By The Regression Model. Regression ANOVA Result Is Given By Table 4.

Table: 4 Regressions ANOVA

Model Sum Of Squares Df Mean Square F Sig.

1 Regression 12.128 4 3.032 32.320 .000a
Residual 9.662 103 .094
Total 21.790 107

F Test Statistic Of The Model Is 32.32 And The Corresponding Probability Is 0.000. The P Value Is
Highly Significant And The Results Say That The Model Is Jointly Significant. Skills, Perception, Training
Opportunity And Training Facilities Are Having Joint Influence On Employees‟ Performance. As The Model Is
Jointly Significant, Individual Effect And Their Order Of Effect Have Been Analyzed In Table 5.

Table: 5 Individual Coefficients

Standardize
d
Coefficient
Unstandardized Coefficients s Collinearity Statistics
Model B Std. Error Beta T Sig. Tolerance VIF
1 (Constant) .176 .420 .420 .675
Skills .401 .100 .363 4.004 .000 .523 1.913
Perception .402 .109 .346 3.688 .000 .485 2.060
Training
-.075 .097 -.056 -.774 .441 .828 1.208
Opportunity
Training
.256 .081 .226 3.171 .002 .848 1.180
Facilitation
Dependent Variable: Performance

Skills And Perception Are Highly Significant Factors As The P Value Is 0.000. Individual Beta Values
Are Respectively 0.401 And 0.402. As The Beta Values Are Positive, Skills And Perception Are Having
Individual Positive Effect On Performance. Training Facilitation Is Also Individually Significant As The P
Value Is 0.002. The Individual Coefficient 0.256 Says That Training Facilitation Has A Positive Effect On
Performance. P Value Of Training Opportunity Is 0.441 And The Result Is Individually Insignificant. This
Indicates That Performance Is Not Influenced By Training Opportunities. According To The Standardized

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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

Coefficient Of Beta, Most Influencing Factor Is The Perception. Second And Third Influencing Factors Are
Skills And Training Facilitation Respectively. All Of Them Influence On Performance Positively.

4.4 Diagnostic Tests

Figure: 2Residual Behaviors

Standardized Residuals Have Been Presented Against Standardized Predicted Values. They Are
Randomly Distributed Without Having Any Predictable Pattern. Therefore, Variance Of Residual Is Constant
And No Heteroscedasticity Problem In The Regression Model. Because Of Constant Variance Residuals Are
Homoscedastic And The Regression Results Are Appropriate.

Table: 6 Normality Of Residual

Kolmogorov-Smirnova Shapiro-Wilk
Statistic Df Sig. Statistic Df Sig.
Standardized Residual .060 108 .200* .986 108 .295

As The Mathematical Approach, Researcher Applied Kolmogorov-Smirnov And Shapiro-Wilk Tests

To Analyze The Normality Of Residuals. Their P Values Are Respectively 0.20 And 0.295. Results Are
Insignificant At 5% And The Standardized Residuals Are Normally Distributed With Zero Mean. Accordingly,
Regression Results Are Appropriate.

V. Conclusion
Descriptive Statistics Indicated That Skills And Performance Are In The Level Of Agree As The Mean
Values Are Around The Likert Scale Four. Perception And Training Facilities Are Also Slightly Towards
Agreeing Level. Training Opportunity Represents Neutral Level Response. Comparatively Higher Deviation Is
Given By Performance Andtraining Opportunity Consists Of Minimum Variance.According To The Correlation
Analysis, Skills, Perception And Training Facilities Are Having Highly Significant Positive Association With
Employees‟ Performance. Therefore, Higher The Skills, Perception And Training Facilities Higher The
Employees‟ Performance And Vice Versa.
Multiple Coefficients Of Correlation Is 0.746 And The Results Say That Skills, Perception, Training
Opportunity And Training Facilities Are Having A Strong Joint Association With Employees‟ Performance.
Accordingly, All The Exogenous Factors Are Correlated Jointly With Performance. Coefficient Of
Determination Indicates That 55.7% Of Employees‟ Performances Have Been Explained By The Regression
Model. The P Value Of F Test Statistics Is Highly Significant And The Model Is Jointly Significant. Skills,
Perception, Training Opportunity And Training Facilities Are Having Joint Influence On Employees‟
Performance.
Skills And Perception Are Highly Significant Factors Whichare Having Individual Positive Effect On
Performance. Training Facilitation Is Also Individually Significant And Has A Positive Effect On Performance.
Training Opportunity Is Individually Insignificant Andperformance Is Not Influenced By Training Opportunities
Individually. According To The Standardized Coefficient Of Beta, Most Influencing Factor Is The Perception.
Second And Third Influencing Factors Are Skills And Training Facilitation Respectively. All Of Them
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 Impact Of Training On Employee Performance: A Case Study Of Private Organization In Sri Lanka

Influence On Performance Positively. Researcher Suggests That Employees‟ Perception Should Be Given The
Priority By Management To Improve Their Performance. Without Changing Their Perception Organizational
Objectives Cannot Be Achieved. After That Skills Of The Employees Are Needed To Be Improved By Training
Programs. For This Achievement, Training Facilitation Must Be Expanded With The Management Involvement.

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