PERCEPTION OF EMPLOYEES IN THE AGE GROUP OF 21-29 YEARS TOWARDS THE TRAINING EFFECTIVENESS OF ONLINE TRAINING
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Globus An International Journal of Management & IT
A Refereed Research Journal
Vol 13 / No 1 / Jul-Dec 2021 ISSN: 0975-721X
PERCEPTION OF EMPLOYEES IN THE AGE GROUP OF 21-29 YEARS
TOWARDS THE TRAINING EFFECTIVENESS OF ONLINE TRAINING
*
Ashish Singh
Paper Received: 09.08.2021 / Paper Accepted: 04.09.2021 / Paper Published: 05.09.2021
Corresponding Author: Ashish Singh; Email: sashish468@gmail.com; doi:10.46360/globus.mgt.120212002
Abstract Introduction
Training is the set of activities carried out in Training is a process of learning a defined or
the organization to enhance the knowledge, programmed behavior. It helps in bringing a
skill and attitude of the participants or positive change in the existing KSA (Knowledge,
employees by providing them with Skills, and Attitude) of the employees. It helps to
instructions and information to perform bridge the gap between what employee has and
specific tasks. It is used to bridges the current what the job demands. Almost all organizations
job requirements and the current job conduct training in order to improve the existing
specification of the employees. According to performance level of their employees or train
Training Magazine’s 2020 Industry Training employees to follow a sequence of programmed
Report, the average company in the U.S. spent behavior like following the rule or policies defined
$ 1,111 per employee [1]. Considering the in the employee handbook. These behaviors are
time, energy, capital and other resources it helpful for the company to achieve competitive
becomes important for any organization to advantage in the industry and the employee is able
evaluate their training programs and determine to update themselves continuously with the current
how does it affect the performance and demand of the job. Also, giving training to the
behavior of its employees. This study is aimed employees within an organization make the
to determine the factors that affect the online employees believe that their organization actually
training’s training effectiveness and the cares for their individual development and makes
perception of the employees towards these them more committed to the organization, this also
factors. A survey questionnaire was used to is followed by a higher job satisfaction within the
gather data on questions pertaining to different employees. After imparting the training to the
factors that might affect the training employees, it is important that the effectiveness of
effectiveness. The questionnaire was training is measured. Training effectiveness defines
circulated to 140 potential respondents, out of the extent to which the training has enhanced the
which 86 responded to the survey i.e. 61% individual employee’s performance, ability or
response rate. The results of the survey behavior in the organization. Many organizations
suggests that majority of the respondents had a has their focus on the training outcome they seek
perception that the five factors derived through and accordingly design the training content,
factor analysis impact their training ignoring other factors that might impact the
effectiveness in the online training. This training’s effectiveness or factors that employees
research would therefore help the trainers to perceives as important to impact the overall
design their training in a manner that the effectiveness. Considering the new normal that has
trainees feel confident enough about the begun after the onset of Covid-19, companies have
training effectiveness. been forced to train its employees via online
platforms and thus it becomes all the more
Keywords: Training, Effectiveness, Training important to incorporate the trainee’s perception in
Effectiveness, KSA. the process. In our study we have focused on the
online training’s training effectiveness and derived
constructs from several different factors that could
impact individual’s training effectiveness through
primary survey.
Literature Review
According to Hr-survey.com there is a need for
training when employees do not perform as
expected by the employer [2].
SLT (Social Learning Theory) appears to be the
best theory that applies to global and domestic
training contexts. Carlson & Bozeman, 2000
*Management Trainee, Pune Institute of Business Management, Pune, Maharashtra, India.
6developed an analysis of the individual’s impact on Some subject matter experts have also listed the
training motivation. They stated several data privacy and security as an important aspect of
implications for managers- e-learning or online learning [11].
• Individual-level influences training motivation.
• The trainers have an external influence on self- Other researcher has also found that Attitude,
efficacy and motivation of the trainees. curriculum, motivation, technology and training
have an impact on online classes [12]. Three
There is a contrast of training impact with the work variables (attitude, motivation and training) have a
atmosphere [3]. The accounted reasonable but positive impact on online classes, whereas two
considerable progress in the employees’ attitude, variables (curriculum and technology) have a
knowledge, idea generation and implementation is negative impact on the online classes [12]. Others
an outcome of the training. Also, unfavorable have found that time allocation and discipline, peer
climate or poor managerial support for innovation support, technical delivery and the organization
could limit the effectiveness of artistic training culture do play a role in influencing the online
about effective idea implementation. learning [13].
In 2010 researchers examined the relationship Apart from these factors we also have to consider
between the training transfers, and the predictor the trainee/ learner’s individual capability which
variables measures were both self-evaluations by includes the individual motivation to learn or get
the trainee [4]. They concluded that several factors trained. For boosting the motivation of the learners
prejudice transfer of training (e.g., learning it is important that they realize they do ability of
outcomes, the trainees’ motivation, helpful the training program and feel empowered while
environment). going through the training [14].
Researchers have pointed out the factors which The most common adopter of the online training
affect the training effectiveness like support from are the higher education institutions in order to
management and peers, motivation, emotional continue their training and research especially in
intelligence, attitude, training style, and the new normal where working remotely is more of
environment, etc. They concluded that in the a necessity. The HEIs’ depend on quick
training period, position, motivation, and emotional information for proactivity [15], [16], [17] [18],
intelligence were dominant on other factors [5]. [19] [20].
[6] stated that online courses that trust too much on In today’s era education and personal development
using asynchronous discussion tools gets tiring for have become an important aspect for the
the learner, and makes the content to be centered institutions and the trainees and this makes it even
on responding to trainer, instead of difficult more necessary for the people to update their
students to formulate their own queries and existing knowledge and skills to actually remain
comments concerning course content. Considering relevant in the world around [21], [22], [23].
the new normal where several virus outbreaks like
SARS, MERS-CoV, Ebola etc. have been Another often heard concept nowadays is the
witnessed in the world for many decades now [7] flipped classroom concept which allows the
learners have no choice but to look towards the learners to have access to the video lectures,
online learning platforms to ensure learning presentations and other learning material and this
continues. concept has now gained even more relevance as
learners have been forced to learn remotely [24].
The researcher have also identified the different The increasing restrictions recommended by the
types of relationships that affect the learning i.e. World Health Organization are affecting the ways
learner-learner interaction, learner-content in which we interact with each other, and the
interaction and learner-instruction interaction [8]. methods by which trainers train and learners/
Also, survey conducted by the researchers has also trainees [25].
identified the internet speed and stability as another
factor that impacts the online learning capabilities To explain the training effectiveness, Kirkpatrick’s
of the learners [9]. model of the training evaluation which is a goal-
based evaluation approach and is based on 4 level
The technology acceptance model (TAM) was the of evaluations. The four levels are broadly known
first model to discuss the acceptance and usage of as- reaction, learning, behavior and results. The
technology by the users [10]. According to this reaction measures how well a trainee has received
model the two factors that the users consider while the training and uses this data to improve the future
adapting to a new technology are the perceived training program. The learning measures what the
usefulness and the perceived ease of use [10]. trainees have learnt and what they are yet to
7improve on. This level is usually measured using respondents currently undergoing internships in
the pre-test and the post-test. The behavior various companies across different sectors while
measures the change in the behavior of trainee after getting trained remotely were chosen as the sample
training. The last step is the results, which will for the survey.
measure the results of the training [26], [27], [28],
[29]. Sample
This study used a judgmental sampling method to
Gaps in Literature about Training obtain a representative sample, which saved time,
Effectiveness money and effort. First, the respondents who were
This research will help us know the factors that the undergoing online training in various companies
online training effectiveness is impacted by and were identified. Then, a survey questionnaire with
what is the perception of the employees in the age 21 questions pertaining to the possible factors that
group of 21- 29 years. Since, most companies have impacts the training effectiveness was circulated to
been forced to allow its workforce to function these trainees via Google forms. The trainees were
remotely; they also will have to provide the selected based on the age group under study i.e. 21-
training through online mode itself. Thus, this 29 years and their current job roles.
research will be helpful in designing the course
content keeping in mind the factors employee Respondents of the Study
perceives as major impacts on their training As the study used judgmental sampling method, the
effectiveness. selection of the sample depends on a variety of
criteria. A total of 140 questionnaires were
Objectives of the Research distributed to the trainees to collect primary data
This research was done keeping in mind the for the research. Out of these, 86 trainees
following objectives: responded to the questionnaires and 54 did not
1. To determine the factors that in trainee’s respond. The trainees are undergoing training in
perception impact their training effectiveness various verticals of management like: Human
in the online mode and scale down the number Resources, Marketing, Operations, and Finance etc.
of factors to a few specific factors through The response rate for this study was more than 61
constructs. % and we therefore, adequately represented.
2. To understand the perception of the trainees
against the final construct regarding impact on Research Instrument
their training effectiveness. This study was carried out based on the
questionnaire developed on the basis of literature
Method review of the previous studies on related themes.
This research focuses on the factors that in Based on existing literature, 21 factors that could
employees’ perception affect their training impact the training effectiveness were determined
effectiveness in the online training and describe the and questions on these 21 factors were asked to the
responses of the respondents on these factors. trainees. The questions required a rating on 7- point
Factor Analysis was used to create a construct from Likert scale, which ranged from 1- Strongly
the myriad of factors identified through the Disagree through 7- Strongly Agree. The primary
literature review and the data gathered was also data was collected through the questionnaire and
passed through the reliability test. SPSS was used to translate the responses.
Population Reliability
The inclusion of the entire population of The reliability of the questionnaire was tested using
individuals undergoing online training is an the Cronbach’s alpha test and the acceptable value
impossible feat; therefore it is necessary to define a for this test is > 0.70. The findings from this test
sample to save the efforts, money and time to are given in the table below:
conduct a statistical analysis. In this study, 140
Reliability Statistics
Cronbach's Alpha Cronbach's Alpha Based on Standardized Items N of Items
0.95 0.951 21
Table 1: Cronbach's Alpha Test
8Also, the inter-item correlation which has conducted and the value was found to be 0.481.
minimum acceptable value as > 0.30 was
Summary Item Statistics
Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
Correlations 0.481 0.168 0.783 0.616 4.669 0.014 21
Table 2: Inter-Item Correlation
Data Analysis deliver content, commitment of trainee to the
The primary data was fed to the SPSS software and organization, rewards/ recognition at training
the data for the 21 factors was used to perform completion, designation of the trainee, previous
factor analysis to reduce the number of factors and performance level of the trainee, existing KSA of
put commonly associated factors together so that the trainee, duration of the training, breaks between
perception of the respondents can be identified in a the training modules, employee-employee
easier manner. The 21 factors that were identified relationships, employee-employer relationships,
from the literature review of secondary sources and trainer-trainee relationship, clarity of the need of
later used in data collection through the training, clarity about the training outcomes, size of
questionnaires were – Visualizations/ graphical training group.
content usage, trainer’s engagement, content
relevance, motivation of trainer and trainee, After performing factor analysis on the
training environment used, training schedule questionnaire the constructs that have been
designed, mode of training, technology used to established through this study are:
Major factors
Visualizations/ graphical content usage
trainer’s engagement
content relevance
motivation of trainer and trainee
1 Content_Characterstics
training environment used
training schedule designed
mode of training
technology used to deliver content
commitment of trainee to the organization
rewards/ recognition at training completion
2 designation of the trainee Trainee_Characterstics
previous performance level of the trainee
existing KSA of the trainee
duration of the training
3 Training_Time
breaks between the training modules
employee-employee relationships
4 employee-employer relationships Relationships
trainer-trainee relationship
clarity of the need of training
5 Outcome_Clarity
clarity about the training outcomes
Table 3: Final Constructs
Now, let’s look into the responses given by the
respondents on the above derived constructs:
9Disagree 4 5%
Agree 66 77%
Neither Agree Nor Disagree 16 19%
Total 86 100%
Table 4: Content Characteristics
This shows 77% of the respondents agree that
Content_Characterstics impacts their training
effectiveness.
Disagree 3 3%
Agree 57 66%
Neither Agree Nor Disagree 26 30%
Total 86 100%
Table 5: Trainee Characteristics
The table shows that 66% of the respondents agree
that the characteristics of the trainee impacts the
training effectiveness.
Disagree 6 7%
Agree 66 77%
Neither Agree Nor Disagree 14 16%
Total 86 100%
Table 6: Relationships
About 77% of the respondents have agreed that
relationships impact their training effectiveness.
Disagree 9 10%
Agree 52 60%
Neither Agree Nor Disagree 25 29%
Total 86 100%
Table 7: Training Time
For this construct about 60% of the respondents
have agreed that training time impacts the training
effectiveness.
Disagree 3 3%
Agree 69 80%
Neither Agree Nor Disagree 14 16%
Total 86 100%
Table 8: Outcome Clarity
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