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Employee Training Impact Study

The document discusses the research methodology used in a study about how training and development programs affect employee job performance. It describes the research design, population and sampling method, research instruments used, data gathering and analysis procedures.

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Clarice Langit
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3 views4 pages

Employee Training Impact Study

The document discusses the research methodology used in a study about how training and development programs affect employee job performance. It describes the research design, population and sampling method, research instruments used, data gathering and analysis procedures.

Uploaded by

Clarice Langit
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Chapter 3

Research Methodology

Research Design

The researcher chose to use the causal kind of quantitative research design since this

was appropriate to know how the training and development programs which were the

independent variable of the study affected the employees’ job performance (dependent

variable) through numerical data.

Population and Sampling

The target population of this study were the employees of Aid and Assist Resources

Incorporated. Since the firm has several client companies where it sent its employees, the

researcher chose to just select one of these. Stratified sampling was the probability

sampling method used in this study for this really fitted to the aim of the study wherein

the respondents were grouped with specific characteristics. In this research, the group of

employees in Client Company A was the chosen representative group wherein 49

employees had experienced undergoing training and development programs. It was

important that the employees had the experience in these activities because they would be

needing this background in answering the research instrument. In obtaining the sample

size, the researcher used the confidence interval of 99% (2.58), a standard deviation of

50% and a margin of error of 10%. Through computation, the sample size outcome was

38 employees.
N= Population (49 employees)

Z= Confidence Interval (99% or 2.58)

P= Standard Deviation (50%)

e= margin of error (10%)s

n =sample size (?)

Z2 ( P ) (1−P )
e2
n=
Z 2 ( P ) ( 1−P )
1+ ( e2 ( N ) )
2.582 ( 0.5 ) ( 1−0.5 )
0.12
¿
2.582 ( 0.5 )( 1−0.5 )
1+ ( 0.12 ( 49 ) )
166.41
= 4.396122449

= 37.85 or 38 respondents

Research Instrument

The researcher designed two questionnaires which were used to collect the data that

were used to answer both the general and specific questions of this study. The first

questionnaire was used by the employees to evaluate the training and development

program they underwent and their own performance or improvement in the workplace.
The second questionnaire was answered by the supervisor to evaluate the job

performance of the employees.

Both of these questionnaires went through face validation done by experts of business

and research. (see Appendix E and F). Before the certifications of validation were

granted, several parts of the questionnaires, as corrected and suggested by the validators,

were changed and improved in order to easily gather the necessary data and to avoid

confusion and misinterpretation between the researcher and the respondents.

To check the reliability of the questionnaires, they went through pilot testing where

samples of final questionnaires were given to 30 senior high school students of Holy

Spirit Academy of Malolos to be answered. Since the questionnaires are in a Likert-scale

style, the reliability was checked through determining the Cronbach’s Alpha. To easily do

this, the researcher used the SSPS Statistics Software. This resulted to a Cronbach’s

Alpha of 0.717. Since this software provided a list of possible Cronbach’s Alpha if a

certain item was removed, the researcher removed some questions which increased the

value of the Cronbach’s Alpha from 0.717 to 0.771, making the questionnaire more

reliable.

Data Gathering Procedure

In gathering the necessary data for the research, first, the researcher sent a formal

letter to the firm, asking for permission to conduct a study through survey among some of

its employees and to collect data through records. After the organization sent a

notification of approval, the survey was done among employees after receiving their

thirteenth-month pay with the used of the constructed questionnaire for them. Afterwards,
the supervisor evaluated the job performance of the employees. Lastly, the researcher

checked all the records to gather the information about the attendance of the employees.

All the results of the surveys and data collection were encoded in Microsoft Excel to

easily compile them. Next, the needed data were transferred in NCSS Statistics Software

which was used by the researcher to easily execute the data analysis.

Data Analysis Procedure

The questions in the research instrument were categorized into two, depending on

which variable they corresponded. For the training and development programs, the mean

of the items in the questionnaire that tell the evaluation of the programs the employees

had attended were computed to measure the quality of the independent variable. For the

employees’ job performance, the average of the means of the attendance, supervisor’s

evaluation and self-evaluation were computed. All of these initial procedures were for the

encoding of the data into the NCSS Statistics Software to be easily be performed. Simple

regression was used to analyze the data. This was appropriate to know how change in the

predictor (independent variable) predicted the level of change in the outcome variable

(dependent variable) which was the main objective of a study with causal research

design.

Common questions

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The effectiveness of using Microsoft Excel and NCSS Statistics Software lies in their ability to streamline data handling and provide robust analytical capabilities. Excel allowed for efficient data compilation and initial encoding, making the dataset manageable and structured for further analysis. NCSS Statistics Software then facilitated sophisticated statistical analysis, such as regression modeling, which was essential for understanding the causal effects of training programs on performance. This combination ensured precision and reliability in the findings, supporting the study's methodological rigor .

Having employees with prior experience in training and development programs was crucial because it ensured they had the necessary background to provide accurate evaluations of the training's impact on their performance. This experience allowed them to give informed responses in the questionnaires, making the data more reliable and reflective of actual outcomes related to the training interventions. It also enabled the study to draw meaningful conclusions about the causal effects of training on job performance, which was the primary objective of the research .

The causal quantitative research design enables the researcher to systematically investigate the relationship between training programs (independent variable) and employee performance (dependent variable) by using numerical data. This approach allows for the identification of causal links through statistical analysis, such as simple regression, which helps in assessing how changes in the training programs predict changes in performance. By using structured data collection methods like questionnaires, the study can provide empirical evidence on the effect of training, thereby enhancing understanding of the direct impact on performance .

The stratified sampling method allowed for grouping of employees based on specific characteristics, ensuring that the sample accurately represented the population within Client Company A. This method enhanced the validity of the findings by accounting for variations within the target population and minimizing sampling bias. By selecting employees who had undergone training and development programs, the study ensured that participants had relevant experience, which was critical in providing informed responses to the research instruments .

To ensure reliability, the research instruments underwent face validation by experts in business and research, which led to improvements in the questionnaires. The questionnaires were Likert-scale based and subjected to pilot testing with 30 senior high school students. Initial reliability was evaluated using the Cronbach’s Alpha, calculated with SSPS Statistics Software, resulting in a value of 0.717. By removing certain items as suggested by the software, the reliability increased to 0.771, indicating improved consistency of the measurement tools .

Pilot testing played a crucial role in refining the questionnaires by identifying any issues with question clarity, interpretation, and questionnaire structure. It provided initial data on reliability, measured by Cronbach’s Alpha, which was crucial for determining internal consistency. Feedback from the pilot group allowed researchers to make necessary adjustments, improving the reliability score from 0.717 to 0.771. This process ensured that the final questionnaires were both reliable and valid, thus contributing to the accuracy and credibility of the study’s findings .

The data analysis procedure facilitated interpretation by categorizing questions based on their relation to the independent and dependent variables. The use of simple regression analysis enabled the study to quantify how changes in the training programs (predictor) affected employee performance (outcome). By calculating means and aggregating data related to attendance, supervisor evaluations, and self-evaluations, the procedure provided a comprehensive view of performance impacts. Employing NCSS Statistics Software ensured accurate computation and visualization of these relationships .

Conducting the surveys after employees received their thirteenth-month pay was strategically important as it likely ensured higher participation and response accuracy. Employees might have been more positively disposed and engaged during this period, given the financial satisfaction that comes with receiving bonuses, potentially reflecting more accurately on their development experiences and performance assessments. This timing could reduce biases arising from dissatisfaction, thereby yielding data that more truly represents the effects of training on performance .

Improvements made to the research questionnaires based on face validation included clarifications to ambiguous questions and reformatting to enhance clarity and ease of interpretation. These changes aimed to eliminate confusion and ensure that respondents understood the questions, leading to more accurate data collection. By incorporating expert feedback, the questionnaires were refined to better capture the intended information, which improved the overall reliability and validity of the research instruments .

A high confidence level of 99% was used to ensure that the findings were highly reliable and generalizable to the population, minimizing the chances of Type I error. The moderate margin of error (10%) provided a balance between precision and practical constraints such as time and resources. This combination allowed the study to maintain a relatively small yet statistically significant sample size, ensuring that the conclusions drawn were both valid and feasible in a real-world setting .

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