Organizational Dimensions and Its Effects To Employees Training of Social Network in Accenture Inc. Philippines Cg1 Mandaluyong

Organizational dimensions and its effects …
Jose Rizal University
“ORGANIZATIONAL DIMENSIONS AND ITS EFFECTS TO EMPLOYEES
TRAINING OF SOCIAL NETWORK IN ACCENTURE INC. PHILIPPINES CG1
MANDALUYONG”
A Corporate Research Submitted to the Faculty of the College of Business
Administration Major in Management
By:
Miradella G. Canlas
Joshua Mari D. Roxas
Rhyle Y. Lapuz
Rizalino A. Santos
Roberto R. De Luna
Alexandra Dator
2nd semester, SY 2018-2019
1
CHAPTER I
INTRODUCTION
As the battle for companies become more competitive, companies must
hire top talents to have a competitive advantage with their competitors to keep
companies and employees updated with the fast changing technologies,
concepts, values and environment, training plays a vital role. It’s necessary to
improve the quality of work of employees at all levels. Training is required at
every stage of work and for every person at work. Training helps a company to
retain the right people and grow profits.
Training is a program that helps employees learned specific
knowledge/skills to improve performance. Training employees help employees
gain skills and knowledge this can bring them a greater understanding of job
performance. It can also give them a greater understanding of their
responsibilities within their roles.
Performance is an important criterion for organizational success and it’s a
hugely important process to the entire company’s success. Job performance is
the assessment of a person whether he or she performs a job well.For a firm to
be competitive they must train employees to have a better job performance. Also
with a high level of job performance, this can gain a firm advantage in their
competitors.
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Background of the Study
Accenture Inc. train their employees with Business Communication and
the clients Employee Training is teaching the skills, knowledge, and
competencies that are needed for employees to perform a specific job within the
workplace and working environment. The first assessment of their training, the
employees will undergo a training of Business communication or so called
“English 101” this is a training ground to assess and enhance the communication
skill of the employee it will start to grammar, creating ideas, composing thoughts,
identifying the basic form of the verb, adverb, noun, pronoun, conjunction,
debates for a certain topic to express their own thought, to build confidence,
describing pictures and lastly the English only policy to enhance, expose and to
use as a medium language.
Second, the employees will be trained to enhance their English
communication skills, the employees will be oriented to the culture, beliefs,
values environment, and their lifestyle they have so they can adjust, respect and
understand their differences with them. It is also an advantage for the employees
to build rapport to the customers providing a better understanding and respect to
their beliefs.
Third,is the product of knowledge, this course enables the employee to
know the process of every account, how it works, process and know the terms
and condition. This is also the time that the employee should learn how to identify
the problem, acknowledge the concept of the customer, putting yourself in the
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customer shoes, finding resolution, educate and branding of the account.he step
by step process from the start up to end.
Last process is Nesting, that is applying all the knowledge from the first up
to the third assessment. This time the employee will undergo nesting, real time
process with the customer or client and they are going apply the knowledge and
good satisfaction to the customer or clients.It will be measured by numbers.
The quality and assurance on how they handle the customer,they provide
the first call resolution on set of this problem. How long will it take the survey to
get to the customers. Once they were able to meet the metrics, employee will
pass and with that it will show up that the training is very effective because all the
knowledge was applied during the nesting with the help of all assessment.
Employees learn in an environment in which they will need to practice the
knowledge and skills on how to improve a good job performance. It occurs within
the normal working environment that an employee experiences on the job. It may
occur as the employee performs actual work, or it may occur elsewhere within
the workplace using training rooms, training workstations, or training equipment.
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 area s for improvement.
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Organizations are facing an increase in competition which prompts every
organization to train their employees to enhance their knowledge and skills which
will gain an increase in their job performance.One of major assets of any
organization are employees. Employees play an important and active role for a
company's success. They have an active role to play toward a company's
success. And in order to achieve success, companies should equip an effective
training in order to improve their job performance. Also to be competitive on the
challenges of today's business world.
Accenture, Inc. is a global management consulting and professional
services firm that provides strategy, consulting, digital, technology and operation
services. The company offers its management, finance and enterprise
performance, operations, risk management, strategy, and talent and organization
service areas.
Statement of the Problem
Due to the increasing competition of the business world, companies are
enhancing Employees job performance by training to increase skills and
knowledge to be a competitive asset of the company. The objective of this study
is to assess the limited to Organizational Dimension and its Effects to employees
Training of Social Network in Accenture Inc. Philippines CG1 Mandaluyong.
To have a better understanding about this research, the researchers
intended to answer the following questions:
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1. Whatis the demographic profile of the respondentsintermsof the following
variables?
1.1 Educational Attainment
1.2 Position
1.3 Years in Service
2. What is the effect of Employees Training to Skills Development in terms
of:
2.1 Job Routines
2.2 Training and Motivation
2.3 Oral Communication
2.4 Ethics and Compliance
2.5Appraisal
3. What is the effect of Employees Training to Career Development in terms
of:
3.1 Decision Making
3.2 Seminars
3.3 Promotion
4. What is the effect of Employees Training to Performance in terms of:
4.1 Setting Goals
4.2 Responsibilities
4.3 Leadership
5. What is the employees job performance in the year 2017?
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6. Is there a significant relationship between the effects toemployees training
of Social Network in Accenture Inc.
Hypothesis of the study
In discussing this paper, the researchers have come up with a null
hypothesis, that there is no significant relationship between employees training
and job performance of Social Network in Accenture Inc.
Significance of the Study
The study waslimited to Organizational Dimension and its Effects to
employees Training of Social Network in Accenture Inc. Philippines CG1
Mandaluyong, which includes the performance of the employees. Solution for the
problems in Employee trainings.
In relation to this study, Accenture, Inc. can help to improve their employee
trainings in making them more productive and acquire new skills that can
increase their contribution to the company.
Second, this research will help the manager to have a better customer
service and safety inside the company what’s important is the alertness and
training their employees
Third, in employees training organization that shows the values of learning
by including this it is recognized as a learning and ongoing process.
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Fourth, Government will benefit from this research paper by acquiring new
knowledge about how should the public and private employees can increase their
appraisal rates.
And lastly the finding of this research paper can be used by other
researcher as a source of secondary data and their respective future related
researches.
Scope and Limitations of the Study
This research study, specifically deals with the assessment of the effect of
Employees Training, particularly the employees working on the firm of Social
Network in Accenture, Inc. Philippines CG1 Mandaluyong. This research paper
discussed the effects of the employee training on the organizational dimension
and its effects to employees training on social network in Accenture, Inc. and
lastly, the variables that were discussed are Skills Development, Career
Development and Performance Improvement.
And lastly, this study included fifty (50) respondents who answered a well
prepared set of questionnaires for employee’s training components, and the
specific variables related to these components. This study is limited to the effect
of employees training on the job performance in terms of the variables; Skills
8
Development, Career Development, and Performance Improvement to the
employees of Accenture, Inc. along Boni Pioneer Mandaluyong city.
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CHAPTER II
REVIEW OF RELATED LITERATURE AND STUDIES
This Literature review discusses the concepts of Employees Training and
Job Performance and what they contributed, uses and strategies in improving it.
The review of Literature and Studies inquiries, or investigations already
conducted to which the present proposed study is related or has some similarity.
Foreign Literature
According to (Nassazi, 2013,) the aim of this learning is to know the
impact training on the employee performance with the use of the
telecommunication sector at Uganda. The total questions are 18 and have 120 of
respondents and did a research on the impact of training and development over
employee performance on Accra Polytechnic The aim of this investigation to
know that the training and development give an impact to employee performance
at Accra Polytechnic, the sample data has collected is 50 of the senior employee
Employees with effective training possess better opportunities to acquire more
new knowledge and skills, as well as competence. Therefore, the employees
were able to perform tasks effectively and with better quality. On the other hand,
training is costly and managers believe that training is necessary only for poor
performers which need to be trained in order to save money which would
otherwise be spent on unnecessary training. What training does is to correct an
actual problem which occurred during implementation of a task(s). The problem
is a result of an actual lack of skills or knowledge or both. However, training and
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development (independent variables) are used to increase employee
performance and productivity (dependent variables). The main aim of this study
is to discuss several training methods which can be used to increase employee
performance, a comparison between various methods are given which leads to
some recommendations to enhance employee performance as well as improve
their skills and knowledge to contribute to enhancing organizational performance.
Ainie (2012) once on the job the employee was very satisfied with the
training and development opportunities given to them. They had the chance to
have training and develop program that were directly related to the development
of their jobs or even for their personal development. Discrimination is very
popular against the chance for training and development. However, when asked
if they need to attend special program to help them cope with the working
environment, all of employee had a consensus that they were able to cope on
their own without any training. It was said that it was not the responsibility of the
organization to conduct such diversity program. The researcher demonstrated
that inclination to show their employers that they can cope, but would source for
such program using her own time. All employees we’re mainly concerned with
upgrading their skills because they wanted to ensure that they would be able to
compete with local employees. They left that if they have the skills they will be
able to obtain a better position and enhance their career development. This was
also discretely described as a way to overcome any possible discrimination
towards their status in organization.
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Sinha (2012) said that there are twelve important factors of quality of work
life. These working factors are important for the development of organizations’
most valuable assets (employees). These factors are also useful for gaining
competitive advantage in the market. These factors are communication, career
development and growth, organizational commitment, emotional supervisory
support, flexible work arrangements, family response culture, employee
motivation, organizational climate, organizational support job satisfaction rewards
and benefits and compensation. Likewise, different authors have suggested
different suggestions for the improvement of quality of work life in this competitive
world training plays an important role in the competent and challenging format of
business. Training is the nerve that suffices the need of fluent and smooth
functioning of work which helps in enhancing the quality of work life of employees
and organizational development too. Development is a process that leads to
qualitative as well as quantitative advancements in the organization, especially at
the managerial level it is less considered with physical skills and is more
concerned with knowledge, values, attitudes and behavior in addition to specific
skills. Hence, development can be said as a continuous process whereas training
has specific areas and objectives. So, every organization needs to study the role,
importance and advantages of training and its positive impact on development for
the growth of the organization.
Swanson (2013)believed that, employee development programs are
logically related to organizational performance. Although lacking a substantial
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research basis, the principle has generally been supported through the human
resource development and management practices of selected organizations. It is
posited that successful companies achieve that status, in part, because they
commit substantial amounts of their resources to employee development
programs. Although the relationship between employee development and
organizational performance has wide acceptance, in fact relatively little is known
beyond the basic principle. The literature provides numerous examples that
demonstrate the specific effects on performance of single training programs
Other studies have attempted to estimate the effect of employee development
investment on organizational outcomes But there is noticeably less information
on the effects on performance when entire employee development programs are
used as the unit of analysis in the research Part of the issue is that employee
development programs usually encompass a collection of opportunities with
diverse, sometimes difficult to measure, sets of individual and organizational
outcomes.
In addition, employee development programs usually suffer the common
problem of being more of a composite of sometimes unrelated and irrelevant
learning experiences, rather than being an integrated set of focused development
opportunities.
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Foreign Studies
Burke (2012) mentioned that the purpose of this study was to investigate
the relationship between training evaluation and the transfer of training in
organizations. The researcher hypothesized that training evaluation frequency
will be related to higher rates of transfer because evaluation information can
identify weaknesses that lead to improvements in training programs and create
greater accountability among stakeholders for training outcomes. The data were
obtained from 150 training professionals who were members of a training and
development association in Canada. The results indicated that training evaluation
frequency is positively related to training transfer. However, among Kirkpatrick's
four levels of evaluation criteria, only behavior and results criteria were related to
higher rates of transfer of training, indicating that the level of evaluation criteria is
important for training transfer. These results indicate the importance of
organizational-level initiatives such as training evaluation in addition to individual-
level practices for facilitating the transfer of training.
The findings of the study are the relationship between training evaluation
and the transfer of training. In training evaluation employees can overcome their
weaknesses through effective trainings. It is just a small difference like only the
behavior and results criteria. But Training evaluation has higher rating which
makes it important to the transfer of training.
Kishore (2012) as to expectations and experience he said that ” the main
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purpose of this study is to find out how a training program can be evaluated from
the perspective of trainee employees to test its effectiveness. The literature
review highlighted that the effectiveness of a training program can be fairly
measured by comparing the pre-training expectations and knowledge of trainees
with their post-training experience. This study examines the effectiveness of a
training program offered to 108 trainees of a leading private sector bank. The
study intended to test whether the efficacy gap is influenced by the age, gender
and education of the trainees. The chi-squared test revealed that the
demographic variables are independent of the efficacy gap. A paired sample t-
test was conducted and it has been concluded that the trainees did not find the
program effective. The factor analysis indicates that the grouping of the variables
into factors fairly matches with the four levels of Kirkpatrick’s model of training
evaluation with certain exceptions. Finally, a multiple regression analysis was
conducted which revealed that the factors extracted in factor analysis are
significant in explaining training effectiveness.
The findings of this study were to see if training programs are really
effective to employees by comparing the pre-training and their post-training
experiences. While some employees do not feel that its effective to them, it
depends on how the training affects them.
Karuppannan (2012) revealed that training has an important role to play
and it is expected to inculcate positive changes in knowledge, skills and attitudes.
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Employees Training tries to improve skills so that the employee is better
equipped to do his present job or to prepare him for a higher position with
increased responsibilities. Training and Development programs are necessary in
any organization for improving the quality of work of the employees at all levels
particularly in a world of fast changing technology and environment. This thesis
analyses the employees’ attitude toward training programs conducted in Vellore
District Cooperative Bank in India. The study concludes that 98 per cent of
respondents expressed that trainings improved the work efficiency and 96 per
cent of respondents favorably accepted that trainings are essential for
organizational development. Majority (95 per cent) of the respondents felt that
training is essential for all employees and the same level of employees
expressed that training should be made compulsory in all Cooperative Banks.
Among the personal factors, Age and Education have no influence on attitude
towards training, but there is a significant relationship that exists between the
experience of the employees and training.
The findings of this study show that an employee training is important for it
to improvedtheir knowledge, skills and attitudes, so whenever an employee is
given a task they will know what to do. Employee training can get you into higher
positions in your workplace.
Ampomah (2014) said that training and development is one of the key
factors in improving employee performance in most organizations today.
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Evidence derived from research showed that there is now a broad discussion
amongst commentators that skills training and career development improve
employee performance in the organization. The study found that employees are
aware of the purpose of training in the organization, the training objectives, the
training objectives are clear to them before the training as well as the selection
criteria. The study also found out that employees are motivated through training;
and training and development results into higher performance. The study
recommended that training and development of all staff should be vigorously
pursued and made compulsory.
The findings of this study is training becomes inevitable the moment an
organization realizes the need for improvement and expansion of job and is an
attempt to fill the gap in employees training for their newly skilled self.
Local Literature
According to Menez, (2014),most organization applied competency
training as a form of reward package particularly to employee’s promotion. As an
educational institution it has to deliver the products and services necessary to
achieve the outcomes it intends to produce. Training and development are a
continuous effort designed to improve employees’ competence and organize
performance as a goal to improve on the employees’ performance. 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
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training and development and the desire to meet organizations objectives of
higher productivity, makes it absolutely compulsory. If the training and
development function is to be effective in the future, it will need to move beyond
its concern with techniques and traditional roles. He describes the strategic
approaches that the organization can take to training and development, and
suggests that the choice of approach should be based on an analysis of the
organization’s needs, management and staff attitudes and beliefs, and the level
of resources that can be committed. This more strategic view-point should be of
use in assessing current efforts as well as when planning for the future.
Ilagan (2014) said thatintoday’s marketplace, attracting and retaining good
employees is a top priority in both large and small organizations. Therefore,
appreciation of major accomplishment leads of the employees is necessary to
build a strong commitment to do more contribution to the achievement of the
university’s vision and mission. They added that through proper rewards and
recognition system, people may enjoy a life with honor and dignity that
transcribes to the image and reputation of the institution. To run an organization,
be it big or small, requires staffing the organization with efficient personnel.
Specific job skills, ability, knowledge and competence needed in the workplace
are not efficiently taught `in the formal education. As such, most employees need
extensive training to ensure the necessary Specific job skills, ability, knowledge
and competencies to bring out substantive contribution towards the company’s
growth.
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Amabile (2012) said that it is important to optimize the contribution of
employees to the company aims and goals as a means of sustaining effective
performance. This therefore calls for managers to ensure an adequate supply of
staff that is technically and socially competent and capable of career
development into specialist departments or management positions. It is important
that managers and organizational leaders learn to understand and deal
effectively with their employee’s motivation; since motivated employees are
necessary to let the organization being successful in the next century. She also
argues that unmotivated employees are likely to expend little effort in their jobs.
Companies are making huge investment on training program to prepare them for
future needs. The researchers and practitioners have constantly emphasized on
the importance of training due to its role and investment. Usefulness of training
program is possible only when the trainee is able to practice the theoretical
aspects learned in training program in actual work environment. They highlighted
the use of role playing, cases, simulation, mediated exercises, and computer
based learning to provide exposure to a current and relevant body of knowledge
and real world situations.
Cruz (2013)said that in measuring the overall effectiveness of the training
program there is the need to also consider the costs and benefits of the training
program. This is very much about the Return on Investment factor. This will help
the organization know whether there has been effectiveness in terms of profits.
Evaluation should take place before, during and after the training programs.
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These processes are part of the entire human resource management approach
which results in employees being motivated to perform. However, training vary
from organization to organization in relation to the quality and quantity of training
factors, which may include: the degree of external environment change, the
degree of change in the internal environment, current suitable skills in the
existing work force and the level to which the management see training as a
motivating factor in the workplace.
Local Studies
Desario (2012) noted that, training is viewed as part of an on-going
developmental process. Training needs to be linked with the organizational
mission. So, when local governments plan their training activities, they need
provide the link with the organizational mission and local budget and
implementation. Some authors suggest considering training as investment
decisions and they should be made after careful consideration. It is usually
advised that training activities should be examined from the perspective of their
ability to influence individual job performance, rather than isolated experiences
that may or may not contribute to the organization‘s success. He suggested a
three-fold approach to determine the types of training and development
experiences that should be implemented, including organizational analyses, task
analyses, and person analyses. Accordingly, organizational analyses focus on
the organization‘s ability to support training. Task analyses focus on the
knowledge, skills, abilities, and other personal characteristics required to perform
20
the agency‘s task. Person analyses focus on the needs of the individual,
identifying personal characteristics possessed by the particular individual.
The finding of this study is that training is needed to be linked in
organizational mission, local budget and implementation. They should always be
careful in thinking about how to train these employees. It says that training an
employee should not always be in pairs nor in groups, because one would just
rely on the other, this is for them to know how to get their own job performance
and to know what being independent means.
Sultan (2012) defined performance as the achievement of specific tasks
measured against predetermined or identified standards of accuracy,
completeness, cost and speed. Employee performance can be manifested in
improvement in production, easiness in using the new technology, highly
motivated workers 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.
Employees are the most valuable asset of every company as they can make or
break a company’s reputation and can adversely affect profitability. 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
21
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.
The findings of these studies conducted earlier revealed that human
resource management practices have been strongly and positively related to
employee performance and developments areas reveal that employee
performance can be improved if quality employee training and development
programs are implemented; this concurs with Banduras social learning theory.
The significance of Bandura's social learning theory on the impact that quality
employee training and development has on service delivery, is, who contends
that when organizations train and develop their employees they invest in their
employees and, in return, employees tend to reciprocate in positive ways The
main objective of every training session is to add value to the performance of the
employees, hence all types of businesses design training and development
programs of their employees as a continuous activity. Purpose of training is what
employees would attain after experiencing the training program.
Onyango (2014) noted that the benefits of training can be summed up as:
Improves morale of employees, Training helps the employee to get job security
and job satisfaction. The more satisfied the employee is and the greater is his
morale, the more he will contribute to organizational success and the lesser will
be employee absenteeism and turnover. They added that less supervision, a
22
well-trained employee will be well acquainted with the job and will need less of
supervision Training programs is the stimulant that workers require to improve
their performance and capabilities, which consequently increase organizational
productivity. Therefore, trainings should be designed on the basis of a firm’s
specific needs and objectives. Effective training is the thoughtful intervention
designed at attaining the learning necessary for upgraded employee
performance. The research affirmed the proposition that training has a positive
impact on employee performance. There are different methods of overcoming
deficiencies in employee performance on job, and training is one of them.
Particularly training develops skills, competency, and ability and ultimately
improves employee performance and organizational productivity.
The finding of this study, chiefly focused on the role of training in
enhancing the performance of the employees. Training plays a vital role in the
building of competencies of new as well as current employees to perform their
job in an effective way. It also prepares employees to hold future position in an
organization with full capabilities and helps to overcome the deficiencies in any
job related area. Training is considered as that sort of investment by the firm that
not only bring high return on investment but also supports to achieve competitive
advantage.
Quizon (2013) said that there are several definitions of training, however
researcher will mention below the advanced definitions of training: Training could
23
be defined as a set of activities which react to present needs and is focused on
the instructor and contrasts with learning as a process that focuses on
developing individual and organizational potential and building capabilities for the
future employee competencies changes through effective training programs. It
not only improves the overall performance of the employees to effectively
perform the current job but also enhance the knowledge, skills an attitude of the
workers necessary for the future job, thus contributing to superior organizational
performance Through training the employee competencies are developed and
enable them to implement the job related work efficiently, and achieve firm
objectives in a competitive manner.
The finding of this study was training is considered as the process of
improving theexisting skills of an employee. The researchers found that
managers do not recognize the importance of training and its effect on employee
performance or they believe that training increases the company cost.In an effort
to correct the problem, management decides that what these poor performers
need is training. But unless poor performance is caused by a real lack of
knowledge or skill, training will have little or no effect on the problem. So, how do
you know when training is the remedy.
Synthesis of the review of related studies
The researchers reflected the sources accordingly and stated the
synthesis of the reviewed literature and studies.
24
Nassazi, (2013) said that Employees with effective training will possess
better opportunities to acquire more new knowledge and skills, as well
ascompetence. AndAinie (2012) stated that all employees were mainly
concerned with upgrading their skills because they wanted to ensure that they
would be able to compete with local employees. They felt that if they have the
skills they will be able to obtain a better position and enhance their career
development.Sinha (2012)every organization needs to study the role, importance
and advantages of training and its positive impact on development for the growth
of the organization.Swanson (2013) stated that successful companies achieve
that status, in part, because they commit substantial amounts of their resources
to employee development programs Although the relationship between employee
development and organizational performance has wide acceptance, in fact
relatively little is known beyond the basic principle.Burke (2012) stated in his
research, in training evaluation employees can overcome their weaknesses
through effective trainings. Kishore (2012)said that while some employees don’t
feel that its effective to them, it depends on how the training affects
them.Karuppannan’s (2012) study showed that an employee training is important
for it is to improve their knowledge, skills and attitudes so whenever an employee
is given a task they will know what to do. Employee training can get you into
higher positions in your workplace.Ampomah (2014) said that training becomes
inevitable the moment an organization realizes the need for improvement and
expansion of job and is an attempt to fill the gap in employees training for their
newly skilled self. According to Menez, (2014) the training and development
25
function is to be effective in the future, it needs to move beyond its concern with
techniques and traditional roles. He describes the strategic approaches that the
organization can take to training and development, and suggests that the choice
of approach should be based on an analysis of the organization’s needs,
management and staff attitudes and beliefs, and the level of resources that can
be committed. Ilagan (2014) noted that most employees need extensive training
to ensure the necessary Specific job skills, ability, knowledge and competencies
to bring out substantive contribution towards the company’s growth.Amabile
(2012)Companies are making huge investment on training program to prepare
them for future needs. The researchers and practitioners have constantly
emphasized on the importance of training due to its role and investment. Desario
(2012) said that training is needed to be linked in organizational mission, local
budget and implementation. They should always be careful in thinking about how
to train these employees. It says that training an employee should not always be
in pairs nor in groups, because one would just rely on the other, this is for them
to know how to get their own job performance and to know what being
independent means. Onyango (2014) stated that training plays vital role in the
building of competencies of new as well as current employees to perform their
job in an effective way. It also prepares employees to hold future position in an
organization with full capabilities and helps to overcome the deficiencies in any
job related area.Quizon (2013) mentioned that the training is considered as the
process of improving the existing skills of an employee’s the researchers found
that managers does not recognize about the importance of training and its effect
26
on employee performance or they believe that training increases the company
cost.
This chapter focuses mainly on the employees training and how effective it
is. Training is a process of improving employee’s knowledge, skills and attitude to
achieve organizational goals and helps employees master a specific skill or
ability. Employee’s training is very important in a company once employees are
trained enough they may maintain good feedbacks from the customers, get a
higher position and other job satisfactions. This is also helps out the generations
of workers throughout the years, they will learn much more skills everyday
because of new discoveries of training an employee. By studying this it will
increase you knowledge when you are already experiencing being trained and
also training an employee. Furthermore, the literature and studies by the
researchers to the effectiveness of employees training are stated above.
Conceptual Framework
Employees training, is what new employees are given a task to perform
inside a company to enhance their skills and to have more knowledge and
experience. The practical way of learning the job was to work alongside with an
experienced worker to tell what to do. It involves workplace tools, machines,
documents, equipment and knowledge on the job.
Similarly, this study is to know whether the employee training has an effect
on the performance of Accenture, Inc. The following variables are to be
27
discussed Skills Development is the process to identify your skills gap and
developing and honing these skills. It is important because your skills determine
your ability to execute your plans with success. Another variable would be the
Career Development which is developing yourself and your skills sets to add
value for the organization and for your own career development. Continuous
learning and developing one’s skill requires identifying the skills needed on
mobility and then successfully seeking out training opportunities for development.
The last variable is Performance Improvement which is a process to
acknowledge the performance of a non-probationary career employee. An
employee's improvementsufficiently makes an employee more committed to his
job. This relationship is shown in Figure 1.1
Skills Development
Employees
Career Organizational
Training Development Dimension
Performance
Improvement
Figure 1
Specific Variables Related to Employees Training
28
Paradigm of the study
Employees Training is composed of thesecomponents. This is shown in
Figure 1. Employees Training is a critical factor that highly affects the
performance of a firm and it can process the increased of knowledge and skills of
the workforce to enable them to perform their job effectively.
Considering the relationship shown in Figure 2, it can be stated that
appropriately and accurately each of the Employees Training component and its
respective accompanying variables can significantly affect the performance of the
personnel in the company
29
Input Process Output
Collect Data
Analyze Data Level of Effectiveness in
Interpret Data the Employees Training
Survey of Accenture, Inc.
Questionnaire
Feedback
Figure 2
Paradigm: Employees Training Components in Relations to Job
Performance of Accenture, Inc.
Definition of Terms
The following terms are being defined in the context of how the study is
being undertaken.
Appraisal-an act of assessing something or someone.
30
Career Development- Is the lifelong process of managing learning, work,
leisure, and transitions in order to move toward a personally determined and
evolving preferred future.
Decision Making-the action or process of making decisions, especially
important ones.
Ethics- moral principles that govern a person's behavior or the conducting
of an activity.
Job Routines-a sequence of job actions regularly followed.
Middle Management-the managers in an organization at a level just
below that of senior administrators.
Leadership-the action of leading a group of people or an organization.
Oral Communication- is the process of expressing information or ideas
by word of mouth.
Performance Improvement- Is measuring the output of a particular
business process or procedure, then modifying the process or procedure to
increase the output, increase efficiency, or increase the effectiveness of the
process or procedure.
Promotion-activity that supports or provides active encouragement for the
furtherance of a cause, venture, or aim.
Rank and File-the ordinary members of an organization as opposed to its
leaders.
Responsibilities- he state or fact of having a duty to deal with something
or of having control over someone.
31
Seminar-a conference or other meeting for discussion or training.
Setting Goal- is the process of identifying something that you want to
accomplish and establishing measurable goals and timeframes.
Skills Development-is the process of (1) identifying your skill gaps, and
(2) developing and honing these skills.
Supervisorial- Having supervision, or the leadership or oversight of
others, as a quality, function or role.
Training- is teaching, or developing in oneself or others, any skills and
knowledge that relate to specific useful competencies.
Top Management- translates the policy (formulated by the board-of-
directors) into goals, objectives, and strategies, and projects a shared-vision of
the future. It makes decisions that affect everyone in the organization, and is held
entirely responsible for the success or failure of the enterprise.
32
CHAPTER III
RESEARCH METHODOLOGY
This chapter presents the research method used, the insights, procedures
in gathering data and the statistical analysis of data. The survey research has
been conducted to determine the impact limited to Organizational Dimension and
its Effects to employees Training of Social Network in Accenture Inc. Philippines
CG1 Mandaluyong.
Research Design
The study employed the descriptive method of research using the
Questionnaire in gathering the respondents’ assessment of the limited to
Organizational Dimension and its Effects to employees Training of Social
Network in Accenture Inc. Philippines CG1 Mandaluyong.
According to Marshall &Rossman (2010), a researcher can adopt three
different kinds of research methods namely exploratory, descriptive and causal
research. The researcher in this case should adopt the descriptive research
method.
This method and technique is adopted due to the appropriateness of the
problem postulated of the study. This approach collects a large amount of data
for detailed analysis, thus this will provide a snapshot of the limited to
Organizational Dimension and its Effects to employees Training of Social
Network in Accenture Inc. Philippines CG1 Mandaluyong.
33
Sampling plan
The study is limited to Organizational Dimension and its Effects to
employees Training of Social Network in Accenture Inc. Philippines CG1
Mandaluyong.
Ashley Crossman (2018), defined purposive sample as a non-probability sample
that is selected based on characteristics of a population and the objective of the
study. Purposive sampling is also known as judgmental, selective, or subjective
sampling. There’s no intended bias in purposive sampling.
Table 1
Respondent of the study
RESPONDENTS FREQUENCY PERCENTAGE

Top Management 2 4%
Middle Management 6 12%
Supervisorial 9 18%
Rank and File 33 66%
TOTAL 50 100%
Distribution sample of the workers in Accenture, Inc. Branch along Boni
Pioneer, Mandaluyong City
Table 3.1 presents the following percentage of the respondents. With 50
respondents for this research study, where 2 of them is the Top Management of
the company which is 4%, the 6 Middle Management of the employees which are
34
12% , 9 respondents of Supervisorial which are 18% and lastly 33 Rank and File
which is 66% with the grand total of 100%.
Research Instruments
The researchers used survey questionnaire as their research instrument.
The researchers prepared a questionnaire that will be divided into two parts. First
part is the respondent profile, which will include the respondent’s data on
education attainment, position and year in service. Second part is the
questionnaire proper which well answered using the Likert Scale. The
questionnaire included questions regarding the effectiveness in the effects of
employees training on the job performance in terms of the variables; skills
development, career development and performance improvement. To gather the
data that will be answered, the researchers distributed the questionnaire to the
employees of Social Network in Accenture, Inc.
Statistical Treatment
The researchers analyzed the data obtained from the questionnaire. The
statistic tools used in this research are Frequency, Percentage, Weighted Mean,
Likert four point Scale and T-test.
1. Frequency
This is where the data is collected from the respondent’s profile.
2. Percentage
35
To determine the relations of part to whole
Formula:
𝑓
𝑝= × 100
𝑛
Where:
p = Percentage
f = frequency
n = Total number of population
3. Weighted Mean
To average different weights to some of the individual values of
variablesand it is the sum of the item values divided by the total number of items.
It is computed average and its magnitude is influenced by every one of the item
values in the set, and used to described as set of quantitative data provide the
item values that constitute the set are considerably concentrated. It is computed
by adding and dividing the sum by the total number score.
Formula:
∑(𝑤1𝑓1 + 𝑤2𝑓2 + 𝑤𝑛𝑓𝑛)

𝑊𝑀 =
𝑁
36
Where:
WM = Weighted mean
f1 = Frequency of first cell
w1 = Weight of first cell
f2 = Frequency of second cell
w2 = Weight of second cell
N = Number of case
4. Likert Scale
The Likert Scale provides a range of responses that indicate whether the
training participant thinks if it is effective or ineffective. The four answers are
Very effective, Effective, Not Effective and Very Not Effective. Using this scale
enables you to objectively determine the effectiveness of the training, based
on the statistics of the response calculations. Questions were well- worded so
that they can be answered on this scale.
37
Table 2
Respondents Scale
Scale Range Verbal Symbol
interpretation
4 3.26 – 4.0 Very Effective VE
3 2.26 – 3.25 Effective E
2 1.26 – 2.25 Not Effective NE
1 1.00 – 1.25 Very Not Effective VNE
5. Pearson Correlation
The researchers used Pearson Correlation Coefficient or so called “
Pearson R Test” to measure the relationship and strength between the three (3)
variables used to study the Effects of employees training in the Job Performance
of the BDO company.
Formula:
Where:
N = No. of pairs of score
Σ𝑥𝑦= sum of the products of paired scores
Σ𝑥= sum of x scores
Σ𝑦= sum of y scores
Σ𝑥 2 = sum of squared x scores
Σ𝑦 2 = sum of squared y scores
38
CHAPTER IV
PRESENTATION,INTERPRETATION ANALYSIS AND OF DATA
This chapter presents the results, interpretation and analysis on the
gathered data from the survey questionnaire and in the light of the reviewed
related literature and studies. The researchers tabled the results of the tallied
score to easily understand the weighted mean and Pearson correlation.
The data that were complied which are the respondent’s profile and
answers to the assessment which is the “Effects of employees training in the job
performance of social network in Accenture inc. Philippines CG1 Mandaluyong:
An assessment” the researchers are focused on determining the respondents
answer on their skills development, career development and performance
improvement.
The researchers wanted to know what the employees have achieved and
experienced during their work days in Accenture and what are the problems that
affects their job.
Respondent Profile
Table 3
Respondents as to Educational Attainment
Education Attainment Frequency Percentage

College 45 90.00%
Post Graduate 5 10.00%
Total of the educational 50 100.00%
attainment respondents
39
Table 4.1 represents the educational attainment of the respondents, 45 of
the respondents are College graduates with a percentage of 90.00% while Post
graduate respondents are 5 with a percentage of 10.00% total of 100.00%
percentage.
Table 4
Respondents as to Positions
Positions Frequency Percentage

Top Management 2 4.00%
Middle Management 6 12.00%
Supervisorial 4 8.00%
Rank and File 38 76.00%
Total positions of the 50 100.00%
respondents
Table 4.2 represents the researchers computed the percentage whereas
top management is 4.00%, middle management is 12%, supervisorial is 8.00%
and lastly rank and file with a total of 76% with a grand total of 100.00%
Table 5
Respondents as to Years in Service
Years in Service Frequency Percentage

1 – 3 years 35 70.00%
4 – 7 years 6 12.00%
8 years and above 9 18.00%
Total years in service of 50 100.00%
the respondents
40
Table 4.3 represents the years and service of the respondents whereas 1-
3 years is 70.00%, 4-7 years is 12.00% and 8yrs and above is at 18% with a total
of 100.00%
Sub Problem No. 1: Skills Development
What is the effect of employees training in Skills Development in Job
Routines?
Table 6
Effects of Employees Training as to
Skill Development in
Job Routines
Verbal
Job Routines WM
Interpretation
1. Shifting schedule of the employees affect
performance 3.38 Very Effective
2. Being on time to work helps to accomplish work
fast. 3.72 Very Effective
Total Average Weighted Mean 3.55 Very Effective
Table 4.4 shows the weighted mean for the assessment of the
respondents on the skills development. It can be seen from the table that the
highest weighted mean of 3.72 -interpreted on Very effective was assigned by
the respondents to item A.1 which states that being on time to work helps to
accomplish work fast. Also it can be seen from the table that the lowest weighted
mean of 3.38 interpreted asvery effective was assigned by the respondents to
item A.2 which states that, being on time to work helps to accomplish work fast.
41
Based on the gathered data the researchers analyzed the table and most
of the respondents strongly agreed that it is very effective to the question of
shifting schedule of the employees affects their performance to help them
improve the quality of theirwork for the reason of efficiency of time scheduling
given by their team leader with corresponding shifting of the employees for the
continues work flow of the company. With regards to the question of being on
time to work helps the employees to accomplish their work fast the respondents
strongly agreed to the statement it is very effective, because Accenture
Philippines is strict on the policy they are implementing and also it can help the
employees to be a good employee who follows the protocol of the company.
Table 7
Training and Motivation
Training and motivation WM Verbal Interpretation

1. A healthy working environment
affects the performance of the 3.82 Very Effective
employees
2. Exposing the trainees to different
department is effective to enhance
3.58 Very Effective
employee skills.
Table 4.5 shows that training and motivation sub problem no. 1 with a
weighted mean of 3.82 and the verbal interpretation is very effective with regards
to sub problem no. 2 that exposing the trainees to different department is
42
effective to enhance employee skills have a weighted mean of 3.58 and the
verbal interpretation is very effective
Based on Table 4.5, it shows that the respondents strongly agreed to the
question of a, healthy working environment is very effective to the performance of
the employee. The researchers analyzed that working in the Accenture with a
healthy environment helps the employees to work with their co-coworker without
feeling uneasy to their surroundings and to work well with their colleagues that
has a good relationship with their co-employees, it assessed the employees to be
confident and asses their skills at work and their way of thinking as a team and
exposing the trainees to different department is effective to enhance their skills
and their career path as a employee
Table 8
Oral Communication
Oral Communication WM Verbal Interpretation

1. Face-to-Face conversation with the
client is effective to settle the 3.40 Very Effective
business transaction easily.
2. Group conversation is effective to
the employees to improve more on 3.40 Very Effective
communication skills.
Table 4.6 shows that oral communication sub problem no.1 with a
weighted mean of 3.40 and the verbal interpretation is C1 regards to sub problem
no 2 that group conversation is effective to the employees to improve more on
43
communication skills and have a weighted mean of 3.40 and the verbal
interpretation is very effective.
Based on the gathered data, the respondents both strongly agreed to the
question of face to face conversation with the client is very effective to settle the
business transaction easily for their job performance and group conversation is
effective to the employees to improve more on their communication skills mainly
because Accenture ships and delivers the requested job order by the clients.
Personally talking to the clients had the benefits of getting the exact and specific
details wanted by the clients or customer. With regard to question of group
conversation it is very effective to settle the for the employees to improve more
on their communication skills specially when there are clients who can’t speak
proper English and with excellent training coming from Accenture this can be a
very useful training for the employees.
Table 9
Ethics
Ethics WM Verbal Interpretation

1. Following the company policieshelps
3.52 Very Effective
the employees to develop work ethics.
2. Awareness of the company’s policies
and procedures that govern the 3.72 Very Effective
employees job.
44
Table 4.7 shows that the question of the following company policies helps
the employees to develop work ethics with a weighted mean of 3.52 and the
verbal interpretation is very effective, and the next question is the awareness of
the company’s policies and procedures that govern the employees job, with the
weighted mean of 3.72 and the verbal interpretation is very effective.
In table 4.7 regarding question number 1, following the company policies
helps the employees to develop work ethics to add, it is very effective for the
employees to have work ethics for them to practice being professional on their
performance, also awareness of the company’s policies and procedures which
can be useful for the employees training and can be used as a reminder that they
should always act accordingly because they represent their company.
Table 10
Appraisal
Appraisal WM Verbal Interpretation

1. Discussing with the employees about the
appraisal rate is effective to boost the 3.72 Very Effective
performance.
2. The appraisal rate of the employee can help
3.68 Very Effective
to prolong the service in the company.
Table 4.8 shows the question of discussing with the employees about the
appraisal rate is very effective to boost the performance with a weighted mean of
3.72 and the verbal interpretation of very effective agree and the next question of
45
the appraisal rate of the employee can help to prolong the service in the
company, with the weighted mean of 3.68 and the verbal interpretation of very
effective.
As shown in the table, most of the respondents are strongly agreed that
discussing with the employees about the appraisal rate is very effective to boost
the performance. Meaning the respondents conclude that it has an effect on
employees training on skills development in job performance. By telling the
employees about their appraisal it can help to motivate the employee in the way
that they know whether they are performing good or bad. In the table shown, the
respondents strongly agreed that the appraisal rate of the employee can help to
prolong the service in the company. The respondents concluded that it is very
effective to the employees training in skills development to job performance.
Knowing the employees appraisal it can help to prolong their service in the
reason that they can know the performance they’ve put on their job is good and
needed by the company.
46
Sub Problem No.2: Career Development
What is the effect of employees training in Career development to Decision
Making?
Table 11
Career Development in
Decision Making
WM Verbal Interpretation
A. Decision Making
1. Gathering information firsthelps
find a solution to solve the 3.86 Very Effective
problem.
2. Listening to each other’s opinion
3.50
can help finish the task accurate, Very Effective
efficient and fast.
respondents on the career development. It can be seen from the table that the
highest weighted mean of 3.86 interpreted on strongly agree was assigned by
the respondents to the statement that gathering information first helps find a
solution to solve the problem. While the statement listening to each other’s
opinion can help finish the task accurately, efficiently and fast which weighted
3.50 and most of the respondents are very effective.
Based on the responses revealed in table 4.9 item A.1 has the highest
rate, it emphasizes the importance of information, knowing as much about the
problem as possible. In the table shown, most of the respondents strongly agree
that it is very effective for the employees to gather information first helps find a
47
solution to solve the problem. They believe knowledge about the problem can be
the baseline data. It is also an excellent way to show the magnitude of the
problem. In item A.2 which rated 3.50 as the lowest, represents that listening to
each other’s opinion can help finish the task accurately, efficiently and fast. This
shows that by getting idea from others can help and gives more option in making
a decision. It also gives a bigger understanding on the situation.
Table 12
Seminar
B. Seminar
1. Participating in the seminar is
effective to gain more
3.62 Very Effective
knowledge in the particular
field.
2. Attending seminars help in the
3.58 Very Effective
career path.
respondents on the career development. It can be seen from the table that the
statement, participating in the seminar is effective to gain more knowledge in the
particular field weighted mean of 3.62 interpreted on very effective. While the
statement attending seminars help in the career path which weighted 3.58 and
most of the respondents are very effective.
In the table shown table 2 presents that participating in the seminar is very
effective to gain more knowledge in the particular field. In this statement they
48
thought that, by attending seminar had a numerous benefits, including improving
communication skills, gaining expert knowledge, networking with others and
renewing motivation and confidence. In table 2 it represents that attending
seminars help in the career path, just like in the first question, it leads to develop
the career of the employee by gaining knowledge in the particular field.
Table 13
Promotion
C. Promotion
1. Promotion can boost the
3.68 Very Effective
professionalism of the employees.
2. Promotion of the employees can
3.52 Very Effective
improve the quality of work.
respondents on the career development. It can be seen in the table that the
statement, Promotion can boost the professionalism of the employees weighted
mean of 3.68 interpreted on very effective. While the statement Promotion of the
employees can improve the quality of work weighted 3.52 and most of the
respondents are very effective.
In item C.1 which is rated as second to highest stated that promotion can
boost the professionalism of the employees. They believe employees crave
challenging and meaningful work. They want to learn, grow and contribute to
49
their companies. This is why it is important for employers to help develop their
employees’ skill sets and allow them the autonomy to make decisions that affect
their work. Not only will it keep employees happy in their jobs and increase
retention, but it also builds a skilled team of people who have the ability to
perform multiple job functions. In the item C.2 represents that promotion of the
employees can improve the quality of work. This only tells that by getting a
promotion means having also a big responsibility. By moving up means you have
people under you that you should look out too, that responsibility can affect the
quality of the work of employee.
Sub Problem No. 3: Performance Improvement
What is the effect of employees training in on Performance improvement to
Setting Goals?
Table 14
Performance improvement in
Setting Goals
A. Setting Goals
1. Bench marking helps to meet goals. 3.68 Very Effective
2. Mission and vision helps to know the
3.68 Very Effective
company’s objective.
Table No. 5.0 is the weighted mean result of the performance
improvement. In the question A.1 bench marking helps to meet goals is resulting
3.68 with the verbal interpretation that is very effective. And A.2 mission and
50
vision help to know the company’s objectives is also the highest weighted mean
resulting 3.68 with the verbal interpretation that is very effective.
Based on the result in table 5.0 both A.1 and A.2 got the highest weighted
mean pointing out that bench marking can increase employee’s productivity in
making things on his own but it also helps employees build teamwork and be
more competitive. From that a company and also the employees can evolve
much better and they could learn more. And having a strong mission and vision
helps employees be more motivated in their day-to-day work.
Table 15
Leadership
B. Leadership
1. Appointing a leader helps the team
3.42 Very Effective
to be productive and organized.
2. Building camaraderie is important to
2.76 Effective
the team.
Total Average Weighted Mean 3.09 Effective
Table 5.1 shows that the Leadership sub problem B.1 Appointing a leader
helps the team to be productive and organized with the weighted mean of 3.2
and the verbal interpretation is very effective and to the sub problem B.2 Building
camaraderie is important to the team with the weighted mean of 2.76 and verbal
interpretation that is effective.
51
Based on the gathered data the researchers have analyzed that the
respondents answer to item B.1 is agree, a team must have a good leader to be
able to achieve teamwork. A leader should know how to announce tasks properly
and build confidence and competitiveness to each team and regards to question
in B.2 building camaraderie can improve employees communicating skills and
how they will handle customers.
Table 16
Responsibilities
C. Responsibilities
1. Taking good care of the clients helps the
3.66 Very Effective
organization to gain customer loyalty.
2. Promoting employees show responsibility
by managing the work and helping other 3.64 Very Effective
employees
Table 5.2 shows the responsibilities sub problem C.1 with the weighted
mean of 3.66 and the interpretation of responsibilities to sub problem number C.2
promoting the employees show responsibility by managing the work and helping
other employees with a weighted mean of 3.64 both sub problem have a
verbalinterpretation of very effective.
Based on the gathered data the researcher analyzed fromtable 5.2 the
respondents answered very effective to the question of taking good care of the
clients helps the organization to gain customers loyalty, the reason a company
exists is because of their customers, it is important to have patience and good
52
quality service for them. For the following question which is about promoting
employees, it can help them be more motivated into their work and also inspire
more employees.
Table 17
Sub Problem No. 4: What was your performance rating in your last
appraisal 2017?
What was your Performance
rating in your last
appraisal 2017
Table 4.7 shows that there is a big portion of the respondents who
performed at excellent levels. 16 respondents are outstanding, 5 respondents are
very good, 4 respondents are good, total of 25 respondents. Given necessary
support and development programs, respondents perform best.
Numerical Value Range Frequency
Outstanding 91.67 – 100 16
Very Good 83.32 – 91.66 5
Good 75.00 – 83.33 4
Poor 74.99 AND BELOW 0
Total of Respondents 25
53
Table 18
Is there a significant effect of Organizational Dimension and its Effects to
employees Training of Accenture Inc. CG1 Mandaluyong.
Decision
Variables Pearson r Degree p-value Interpretation
on Ho
Skills development Negative,
(x1) and job -0.19983 weak 0.362664 Accept Ho Not significant
performance (y) correlation
Career development Negative,
(x2) and job -0.07679 weak 0.730353 Accept Ho Not significant
performance (y) correlation
Performance
Positive,
improvement (x3)
0.168324 weak 0.442709 Accept Ho Not significant
and job performance
correlation
(y)
Total weighted Positive,
mean(x1,x2,x3) and 0.037956 weak 0.863684 Accept Ho Not significant
job performance (y) correlation
n=23, two-tailed, α = 0.05
0.00 No correlation
± 0.01 to ± 0.30 Weak correlation
± 0.31 to ± 0.50 Moderate correlation
± 0.51 to ± 0.70 Strong correlation
± 0.71 to ± 0.99 Very strong correlation
± 1.00 Perfect correlation
54
As shown in the table 5.3 skills development and job performance
Pearson is 0.19983 and the degree is negative, weak correlation. The p-value of
skills development is 0.362664 and the decision on Ho is accepted that’s why the
interpretation is not significant. In career development, 0.07679 is the Pearson
that’s why the degree is negative, weak correlation while the p-value is 0.730353.
The decision Ho on the table for career development is accepted and the result
for interpretation is not significant. Performance improvement shows that the
Pearson is 0.168324 it is positive, weak correlation the p-value is 0.442709 and
the decision is accept Ho. It results that the interpretation is not significant. The
results of total average weighted mean is not significant to add, the total average
weighted mean Pearson is 0.037956, positive weak correlation and the p-value is
0.863684 accept Ho and the interpretation is not significant.
55
Chapter V
SUMMARY, CONCLUSION AND RECOMMENDATION
This chapter shows the summary of findings, conclusions and
recommendations for the data analyzed by the researchers in the study the
Organizational Dimension and its Effects to employees Training of social network
in Accenture Inc. Philippines CG1 Mandaluyong.
Summary of Findings
Respondents profile
1. Educational Attainment – based on the gathered data most of the
respondents were college graduate because Accenture Inc. tend to
employ college graduates than undergraduates.
2. Position – majority of the respondents are Rank and File with a total
of thirty-three (33) respondents, nine (9) Supervisorial, six (6)
Middle Management and two (2) Top management. The
researchers included two (2) Top Management because in the
department of Social Network, they only have two which are Team
leader and Operation Manager, six (6) Middle management for
production, logistics, and customer service, for the Supervisorial
only nine (9) of them are Supervisors to the different work cycle of
Social Network and thirty three (33) for Rank and File in fact, the
56
half of the population of the call centers to complete the percentage
needed to compute the overall weighted mean of the respondents.
3. Years in Service – most the respondents are ranging from 1-3
years in service mainly because they hired new employees last
year to assist the work flow of customer service.
Skill Development
1. Job Routine
1.1 shifting schedules of the employees is very effective on the
performance of the employees because the work flow of Accenture
consisted on providing good customer services to their clients
1.2 being on time to work compliments the shifting schedule of employees
to keep the services continuously.
2. Training and Motivtion
2.1. A healthy working environment is very effective to the employees
because it assess their camaraderie to their co-employees giving
them a comfortable working station that affects their performance
and it keeps them motivated on their job.
2.2. Exposing the trainees to different department is very effective
because it helps them enhance their skills and to be a flexible
employee that can help their career path.
57
3. Oral Communication
3.1 Face to face conversation is very much effective most specially to
customer service to get the specific details of shipments and cargoes
to be delivered to the clients
3.2 group conversation is also effective for the training of employees most
specially to the technical service who interacts with foreign or local
clients who can’t speak proper English
4. Ethics
4.1 Following the company’s policies help the employees to develop their
work ethics and it can be used to be a professional in the business.
4.2 The employees can be trusted to act accordingly because they are
aware of the company’s policies and procedures that govern their job.
5. Appraisal
5.1 findings discussing it to the employees can help them motivated in the
way that they know whether they are performing good or bad.
5.2 it can be the reason to prolong the service and loyalty of the
employees to the company.
58
Career Development
1. Decision Making
1.1 Having a wide knowledge in making decision can help to make
decision fairly and wisely, also it can develop the career of employees
by being knowledgeable about making decision.
1.2 Listening to each other opinions can be useful for the employees to
finish the task accurately, efficiently and fast.
2. Seminar
2.1 Participating in the seminar compliments the decision making of the
employees by assessing their decision making skills that can be useful to
their future.
2.2 By attending to seminars, they are not only assessing their career
rather they can also know the different culture , beliefs and practices of
their clients.
3. Promotion
3.1 . Having a promotion means more opportunity and wider knowledge
about the job and also it signifies that the employee being promoted are
performing well.
3.2 Promotion can lead to the improvement of the employees because it
gave more responsibilities that the employees can enhance their
performance.
59
Performance Improvement
1. Setting Goals
1.1 Bench marking can help company to meet the mission and goals of the
company because they can improve the service quality of Accenture
that can be us to their competitors.
1.2 Following a company's mission and vision to motivate them in
improving their work.
2. Leadership
2.1 A good leader will inspire employees and build confidence to their
selves. Taking care of an employee is an important responsibility that
can gain customer loyalty and promoting a hardworking employee can
also gain more responsibilities in their work.
2.2 By building a camaraderie, it can help the employees to keep them
motivated and happy to their job also it compliments the working
environment of the employees.
3. Responsibilities
3.1 based on the gathered data, taking good care of the clients can help
the organization to gain more loyal customer in the business.
3.2 Based on the gathered data, by promoting the employees it also
means that it can give them more responsibilities that can be useful to
manage the work flow efficiently.
60
The employees job performance in the year 2017
1. Most of the respondents answered that their appraisal is Outstanding
because their performance are very good in the year 2017 that Accenture
gave them a appraisal based on their overall job performance.
Is there a significant effect of Organizational Dimension and its effects to
Employees Training of Accenture Inc. CG1 Mandaluyong.
1. All of their p-values are higher than the alpha level of 0.05 therefore we
accept the null hypothesis. If the null hypothesis is accepted, it means that
there is no significant relationship between employees training and job
performance of Social Network in Accenture INC.
Conclusion
The following conclusions were drawn from the findings of the study.
1. The researchers concluded that skills development, career development
and performance improvement have no correlations to the employees
training, however there might be some other factors that affects the
employees training.
2. Skills development has the most significant effect on the performance of
the employees among the other training program given by Accenture Inc.
61
because skills development have the advantage for the company to have
a job routines, training and motivation, oral communication, ethics and
appraisal which is very useful for every company to have a efficient
employees. Oral communication is a must to Accenture Inc. because the
employees are obliged to speak in English for the reason of not all of their
clients or customers are Filipinos they also have Foreign clients to provide
services fortunately, Accenture Inc trains their employees with a good
quality of teachings to their trainees.
3. Career development is more on assessing the career path of every
employees of Accenture Inc to their success by providing seminars that
can use a tool to be better at making the decisions better as an employee
to add, by promoting their employees Accenture Inc used it as a reward
for the employees who performed very well at their field and the
employees are eager to strive more and work harder to their job.
4. Performance improvement is all about the employees that tackle their
responsibilities as a employee and to be good leader. Based on the
gathered analyzed the researchers concluded that bench marking is a tool
that can be used to meet the company’s goal with mission and visions
also appointing a leader can ease the objectives that needs to done by the
employees and to guide them on their procedures and process to meet
the goals of the company by providing the trainings needed by the
employees, Accenture can assure the progress of performance
improvement of their employees by maintaining their training programs.
62
5. The researchers conclude that the hypothesis is accepted, therefore there
is no significant relationship between employees training and job
performance of Social Network in Accenture INC.
Recommendation
The research that has been under taken for this thesis has highlighted a
number of topics on which further research would be beneficial.
Skills development
Assess the shifting schedule of the employees that can affect their
performance.Quarterly shifting of schedules so the employees can adjust to their
schedule and asses their performance.Revisit the training program and align it to
the profession of the employees. Re-arrange the shifting schedule of the
employees that can help them through their performance.
Career development
Orient the employees about the advantages of sharing of opinions can
help the work fast and efficient. Have an open forum every meeting for the
employees to acknowledge their opinions. Fund an English skills assessment for
the employees to enhance their Oral Communication.
63
Performance improvement
Sharing. Sharing ideas , conversations even in the nearest coffee shops
or gyms to your co workers can build and office camaraderie.Team building is
also a good recommendation it can increase collaboration so that they can create
activities that the workers can enjoy. Fund a Team building that will assess the
camaraderie and communication skills of the employees.
64
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ACKNOWLEDGEMENT AND DEDICATION
We, the researchers would like to thank God first for giving us the strength
and motivations. Second, our group mates who are dedicated and for the help
they gave to our corporate research. Third, our Professor,Adviser and Statistician
for giving us the support and a helping hand in times of need and guiding us to
success. Fourth, our Parents who also gave us non-stop support, love and
understanding through our research to keep us motivated and focus on our
research.
70

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Organizational dimensions and its effects …

Jose Rizal University

“ORGANIZATIONAL DIMENSIONS AND ITS EFFECTS TO EMPLOYEES

TRAINING OF SOCIAL NETWORK IN ACCENTURE INC. PHILIPPINES CG1

A Corporate Research Submitted to the Faculty of the College of Business

Administration Major in Management

Joshua Mari D. Roxas

2nd semester, SY 2018-2019

As the battle for companies become more competitive, companies must

companies and employees updated with the fast changing technologies,

improve the quality of work of employees at all levels. Training is required at

retain the right people and grow profits.

Training is a program that helps employees learned specific

knowledge/skills to improve performance. Training employees help employees

performance. It can also give them a greater understanding of their

responsibilities within their roles.

Performance is an important criterion for organizational success and it’s a

hugely important process to the entire company’s success. Job performance is

the assessment of a person whether he or she performs a job well.For a firm to

Background of the Study

Accenture Inc. train their employees with Business Communication and

the clients Employee Training is teaching the skills, knowledge, and

employees will undergo a training of Business communication or so called

use as a medium language.

Second, the employees will be trained to enhance their English

communication skills, the employees will be oriented to the culture, beliefs,

to build rapport to the customers providing a better understanding and respect to

Third,is the product of knowledge, this course enables the employee to

by step process from the start up to end.

good satisfaction to the customer or clients.It will be measured by numbers.

Employees learn in an environment in which they will need to practice the

the workplace using training rooms, training workstations, or training equipment.

Employee performance is the job-related activities expected of a worker

assess the employee performance of each staff member on an annual or

Organizations are facing an increase in competition which prompts every

will gain an increase in their job performance.One of major assets of any

company's success. They have an active role to play toward a company's

success. And in order to achieve success, companies should equip an effective

training in order to improve their job performance. Also to be competitive on the

challenges of today's business world.

Accenture, Inc. is a global management consulting and professional

services. The company offers its management, finance and enterprise

performance, operations, risk management, strategy, and talent and organization

Statement of the Problem

Due to the increasing competition of the business world, companies are

enhancing Employees job performance by training to increase skills and

knowledge to be a competitive asset of the company. The objective of this study

is to assess the limited to Organizational Dimension and its Effects to employees

Training of Social Network in Accenture Inc. Philippines CG1 Mandaluyong.

To have a better understanding about this research, the researchers

intended to answer the following questions:

1. Whatis the demographic profile of the respondentsintermsof the following

1.1 Educational Attainment

1.3 Years in Service

2. What is the effect of Employees Training to Skills Development in terms

2.1 Job Routines

2.2 Training and Motivation

2.3 Oral Communication

2.4 Ethics and Compliance

3. What is the effect of Employees Training to Career Development in terms

3.1 Decision Making

4. What is the effect of Employees Training to Performance in terms of:

4.1 Setting Goals