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Introduction
In today’s fast and competitive business environment any company can’t grow
without giving importance to its HR strategies and practices, and among those the most
The research had tried to study the HR practices that are being practiced by the
ORIX and area of main focus is the practices of employee training and development. As a
matter of fact, human resource development has been identified as an area of key
importance. While strengthening the ranks of its work force with quality professionals at
various levels of management, the company also undertakes several initiatives for
training, various courses, sponsorships of staff for studies at professional institutions and
seminars, the company is providing its employees on going opportunities for continuous
Training and development play an important role in the effective ness of the
organization and to the experiences of people in work. Training has implications for
productivity, health and safety at work and personal development. All organizations
knowledge so that employee is better equipped to do his present job, or to prepare him for
Training refers to the teaching /learning activities done for the primary purpose of
helping members of an organization to acquire and apply the knowledge skills, abilities,
and attitude needed by that organization to acquire and apply the same. Broadly speaking
training is the act of increasing the knowledge and skill of an employee for doing a
particular job.
In today’s scenario change is the order of the day and the only way to deal with it is to
The Organization. The study will certainly create more awareness to organizations
productivity.
The Employees. It will help employees to discover their untapped potential, and to
give them more knowledge on how trainings can help them build their self-esteem
Future Researchers. Furthermore, this work would give other researcher wishing to
research. Moreover, the research experience will be of benefit to the researcher in that
it will widen his knowledge on this topic and other fields of research generally.
The First Figure shows the different strategies of the company to gain more
knowledge and develop their self-esteem, and the second figure are the outputs of all
the employees to all they’ve learned which is the employees productivity and this are,
The motivation of the employee, Efficiency in terms of process, Job Satisfaction and
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The main concern of the study is to determine the effect of training and development on
1. What is the effect of training and development on the employees of orix metro
2. Does the training and development of the employees can affect their productivity?
Training and development is the process of developing knowledge, skills and behaviors
in people that will enable them to better perform their current and future jobs The aim of
with the expectation of enabling employees to better perform their current and future jobs
number of measures such as organizational production and the costs of operating that
system.
training and development programs, but there still exist some problems such that if the
cost of training is put into consideration, as training employees demand a lot of input
Also the duration of training is one of the problems associated with it, as training can take
much time depending on what the person knows and what he is supposed to know. When
mangers or employers put into consideration such factors as these, training and
development becomes a secondary thing for them. Moreover, sometimes even with good
corruption, tribalism and undue favoritism do comes in. In essence, all the above
mentioned problems to a great extent hinders the effectiveness and efficiency of training
Definition of Terms
The following are the terms used in the study for better understanding:
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employees to acquire new or advanced skills, knowledge, and view points, by providing
learning and training facilities, and avenues where such new ideas can be applied.
Motivation. As used in the study, Internal and external factors that stimulate desire and
Employees Performance. As used in the study, employee performance is The job related
activities expected of a worker and how well those activities were executed. Many
business personnel directors assess the employee performance of each staff member on
an annual or quarterly basis in order to help them identify suggested areas for
improvement.
Human Resource management. The process of hiring and developing employees so that
they become more valuable to the organization. Human Resource Management includes
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conducting job analyses, planning personnel needs, recruiting the right people for the job,
orienting and training, managing wages and salaries, providing benefits and incentives,
evaluating performance, resolving disputes, and communicating with all employees at all
levels
The main concern of the study is to determine if training and development can affect the
The study will focus on the assessment of the employees productivity of the said
company specifically employees of Metro Manila Branches of Orix Metro Leasing and
Finance Corporation.
The researcher got 30 employees (Metro Manila Branches) as respondents who were
Chapter 2
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The fundamental aim of training is to help the organization achieve its purpose by adding
value to its key resource – the people it employs. Training means investing in the people
to enable them to perform better and to empower them to make the best use of their
natural abilities. Any training and development program must contain inputs which
enable the participants to gain skills, learn theoretical concepts and help acquire vision to
changes and stress upon decision making and problem solving abilities. The stages in
training and development process are going to be identified with a specific focus on
different training and development methods and consideration of its advantages and
disadvantages.
Employees. According to Aidah Nasszi (2013) Employees are major assets of any
organization. The active role they play towards a company’s success cannot be
behaviors that are critical for successful job performance. The goal of training is for
programs and to apply them to their day-to-day activities. Kumpikaitė, Vilmante &
requires staff's reflection on their goals and how they will achieve them Gersten, Mary
(2014). Training is critical for growth and development of employees in the organization
and is also used to retain talent. Effective training and development is an investment in
According to Bashir, Nouruddeen & Long, Choi Sang (2015) their study is to identify the
training, perceived supervisor support for training and perceived benefits of training.
yearly basis with believe that it will earn them competitive edge. It is also a human
resource function that involves developing employees’ skills, knowledge and abilities to
meet the organization’s needs. Training creates a competent, motivated and high-
Watson Peter (2013) Discusses the importance of providing the employees of a company
with the training necessary for them to deliver quality customer service. Evaluation of
Training has become the Holy Grail to some organizations, an evidence of how much the
management truly cares about its workforce (Hamid, 2011). Hamid (2011) went further to
say that the effectiveness with which organizations manage, develop, motivate, involve
and engage the willing contribution of those who work in them is a key determinant of
Training and development is an aspect that must be faced by every organization, and its
major aim is to improve the nemployees’ competencies such that the organization can
for an organization if they win the “hearts and minds” of their workers, getting them to
The scientific selection and placement of worker on a scientifically designed job based on
training together with the operation of reward and higher productivity became the
Summary of submission
In the light of the foregoing, the organization without the human element is of no
programmes.
Gardner, Musner (2011) and Hertzberg (2012); gave credence to the afore assertions and
argue that an investment to enable workers acquire more knowledge may lead to more
According to Casse and Banahan (2007), the different approaches to training and
development need to be explored. It has come to their attention by their own preferred
model and through experience with large Organizations. The current traditional training
continuously facing the challenges in the selection of the employees, in maintaining the
uncertainty related to the purpose and in introducing new tactics for the environment of
work and by recognizing this, they advising on all the problems, which reiterates the
The principal objective of training is to make sure the availability of a skilled and willing
workforce to the organization. In addition to that, there are four other objectives:
• Social Objectives – Social objectives ensures that the organization is ethically and
• To prepare the employees both new and old to meet the present as well as the changing
• To prevent obsolescence.
• To impart the basic knowledge and skill in the new entrants that they need for an
concepts, information and techniques and developing the skills they will need in their
particular fields.
• To build up a second line of competent officers and prepare them to occupy more
responsible positions.
immediately on the future of the skill and developments. The “content” and the “access”
are the actual factors for the process. It is a representation itself by the Access on main
A manager is that what the other members of the organization wants them to be because it
is a very popular trend of development training for the managers in the training for the
personality in support of the other truth for themselves (Costas and Fleming, 2009).
relevance to the effective use of human resource is training and development. Nowadays,
few persons would argue against the importance of training as the main force to a
employees should be optimized to the goals of the organization. Research studies have
Beshir, 2013) for instance were conferring that to give others vision and ability to
towards the devolution of power to the workforce, gives more emphasis to a coaching
and support environment. To ensure therefore an adequate supply of staff, that are both
technically and socially competent, and capable in career development, training becomes
a necessity.
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and establishing a need analysis is and should always be the first step in the training
process. (Infande, 2015). There are four procedures that managers can use to determine
1. Job requirements analysis. The skills and knowledge specified in the appropriate job
description
are examined. The employees without the skills needed are candidates for a training
program.
with a high turnover rate or a low performance record might require additional training.
what problems they are experiencing at their workplaces and, what actions they believe
can be taken to solve the problems. Immediately the training needs are identified, the
human resource department must initiate the appropriate training effort, to close the gap
between expected and actual results. This may also depend on circumstances like;
developing a training plan, designing a training lesson, selecting trainer and preparing the
trainers.
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international scale and its possible issues are going to be discussed. To sum up, a
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