An economic Evaluation of training and its Effect on employee performance in Building Construction Directory of Sulaimani province – Kurdistan region

Training would provide opportunities to the employees to have a better career life and get better position in the organization. This paper attempts to investigate the effect of training on employee performance. Likewise, for answering study questions “Whether training has a vital effect on employee Performance of Building Construction directory of Sulaimani province - Kurdistan region? To achieve this objective and answering this question , the descriptive analytical method with linear regression model were applied , and the data collected through primary source that are from questionnaires of (70) employees which working in Building Construction Directory of Sulaimani province.The results show that dimensions of training has a strong positive significant influence on employee performance and the regression coefficient of responsiveness is 0.76 with p-value of 0.000, which indicates that the increase in training level by one percent, employee performance increases by 0.76 percent. To conclude, some of suggestion provides to help managers of Building Construction Directory of Sulaimani province to offer regular and different levels of training to guarantee employee desires and incrase work performance.


INTRODUCTION
The employees in any organization are the most important resources. In addition to the technological change, Training is the essential factor that leads to increase in a quality of products, shorten the time to accomplish tasks, reduce costs and raise the efficiency of the work, especially when the employee have the skills and knowledge ensemble their jobs. Making organizations interact with these rapid changes and work to assess their situations in filling any deficiency in the skills of its employees by having training (Sims, 2002). In order to facility employee progression, many organizations determine budget to train and develop their employees. According to (Obisi, 2011). The main objective of training program is to add value to human resource. Furthermore, the benefits of training for both (organizations and employees) . For organization, training leads to increase profitability, while for the employees, training leads to improve job and increase wages and salary. Moreover, Kamoche and Mueller (1998) mentioned that training should lead to enhance learning, to raise employee performance and ultimately a higher return to investment (in training) for the firm.

Problem Statement
The current study adopts an important topic as a framework involving the revitalization of the organization's effectiveness through the availability requirements Interpretation. Section 6 provides the main conclusion and recommendation. Limitation of the study is presented in the last section.

Theoretical Framework
The main goal of the presenting theoretical framework is to understand the basic fundamentals of the study. Consequently; current study tries to present the main framework of the study as follows: The figure 1 shows the designed framework of this study is created to show the effect of Training on Employee Performance.

Flippo, 1976
Training is the act of increasing knowledge and skills of an employee for doing a particular job.

Sims, 2002
Training focuses on present jobs while development prepares employees for possible future jobs.

Goldstein and Ford, 2002
Training is an organized method of learning and development which expand the efficiency of individual, group, and the organization.

Aswathappa, 2005
Training indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs, and training helps in updating old talents and developing new ones, Successful candidates placed on the jobs need training to perform their duties effectively.

Armstrong & Taylor, 2014
Training is a systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.
The organization should properly evaluate their training program by seeing that their organization objectives and missions are achieved or not ,and training cannot only change the ability of workforce not only concerning performing their current job, but also aid them in the fulfillment of future expected task so for this reason it's a practice that cannot be discarded form an organizations.Thus training is a learning process to a chive a current task and prepare the employee to transfer from one stage to another stage which is more developed to enable the employees to face challenges and innovations happen in the organization even internally or externally (Obisi, 2011).

Importance and Benefit of Training:
1. The high productivity of the trainee employee as a result of increasing his knowledge and develop his skills and refining his abilities. 2. Reduce the rates of mistakes committed during work, leading to mastery of work and thus to raise the level of customer satisfaction. 3. Raise the morale of the employees as a result of raising their skills and abilities to reach the level required to perform their functions, which leads to a reduction in the turnover rate and the rates of absenteeism. 4. Improve confidence between the president and the subordinate and strengthen relations between them. 5. Increase the ability of staff to exchange views and information with the rest of the participants in the courses.

Practical Stages Training
The success of the training strategy process depends on the extent of good planning before, during and after the actual training takes place. The training strategy process 1. Identification of training needs 2. Design of the training program 3. Implementation of the training program 4. Evaluation of the training program 6.2 Employee performance:

Rothman & Coetzer, 2003
Performance is the accomplishment of a given task measured against pre-set standards of accuracy,completeness, cost, and speed, the initiatives they take, their creativity in solving problems and the resourcefulness in the way they utilise their resources, time and energy.

Kinnie et. al , 2005
Employee performance is a function of organizational performance as employee performance influences general organizational performance.

Sultana et. al, 2013
Performance is 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.
There is a difference between the organizations that train their employees and those who do not by their performance and facing their competitor (Pfeffer, 1994). An organization that gives worth to knowledge as a source of gaining competitive edge than competitors, should build up system that ensure constant learning, and on the effective way of doing so is training( Leonard- Barton, 1992).When the organization has a plan need to be achieved ,the way of implementing that plan it can be defined as performance therefore required skills and knowledge is necessary to complete the task properly otherwise the organization need to find away to enhance the performance by training. Obisi(2001) reported that training is a systematic process of enhancing the knowledge, skills and attitude, hence leads to satisfactory performance by the employees at job. He mentioned that the need and objectives of the training program should be identified before offering it to the employees. According to (Labadarioset al 2005) Implementing training programs as a solution to covering performance issues such as filling the gap between the standard and the actual performance is an effective way of improving employee performance .Also he confirm that elaborate the concept by stating that training facilitate organization to recognize that its workers are not performing well and a thus their knowledge, skills and attitudes needs to be molded according to the firm needs .Emphasized by(Sahinidis& Bouris 2008) learning through training influence the organizational performance by greater employee performance, and is said to be a key factor in the achievement of corporate goals. It is important the realization of company to determine its need from employees skill and ability to develop training program. Furthermore, (McGill & Slocum 1993) Employee performance, achieved through training, refers to immediate improvements in the knowledge, skills and abilities to carry out job related work.
Besides, the effect of training on employee performance can be classified in to some main points as following: First: Renew the employees knowledge : Described that organizations are required to develop and maintain such learning environment for the employees that expand the knowledge, ability and skill of organization and competitive ability. Effective training programs helps employees to get acquaintance with the desired new technological advancement, also gaining full command on the competencies and skills required to perform at s particular job and to void on the job errors and mistakes (Brinkerhoff ,O.R.,2005).
Second: Motivate employees: A good training programme will lead employees' to increase confidence, motivations and obtain high loyalty. Employees have no feeling about their organizations, if they think that their organizations are not caring about them (Garger ,1999).

Vol. (5), No (2), Spring 2020 ISSN 2518-6566 (Online) -ISSN 2518-6558 (Print)
Third: Decrease stress for employees: The more control workers have over their work and the way they do it and the more they participate in decisions that concern their jobs, the less likely they are to experience work stress (Cox et al .,2005).
Fourth: Improve the quality of employees work: Training is the crux of better organizational management, as it makes employees more efficient and effective (Scott,1954) Furthermore, mentioned that a well-trained worker is able to make a best use of organizational resources along with minimum level of wastages.
Fifth: Prepare employees for a new task: Training sessions accelerate the initiative ability and creativity of the workforce and facilitate to avoid human resource obsolescence, which may occur because of demographic factors such as age, attitude or the inability to cope with the technological changes (Arnoff, 1971).
Sixth: Increase employee satisfaction: Employee performance is higher in happy and satisfied workers and the management find it easy to motivate high performers to attain firm targets. Firms which are providing the training and development programs for their employees are achieving high level of employee satisfaction and low employee turnover (Wagner , 2000).

Literature Review
For better understanding, this section provides an overview of the previous study related training and employee performance. In fact; there are several empirical studies on the effect of training on employee performance.

Studies
Result, Finding and Conclusion

Wright & Geroy ,2001
Employee competencies change through effective training programs. Training not only improve the performance of the employees, but also improve the knowledge, skills an attitude of the workers necessary for the future job.

Ahmad  Bakar , 2003
High level of employee commitment and improves the performance are achieved through training.

Sahinidis & Bouris , 2008
Significant correlation between the employee's perceived training effectiveness and their commitment, job satisfaction and motivation.

Naqvi, & Khan, 2013
Significant and positive correlation between training and organization performance.

De Mel et. al, 2014
Training may have more profitability and more effective for new owners.

Asfaw et. al, 2015
Training had positively correlated with employee performance and effectiveness.

Hafeez  Jinnah, 2015
Apositive significant relationship between the employee gets training and efficient.

Konings & Vanormelingen, 2015
The productivity premium of a trained worker is substantially higher compared to the wage premium.
From above present, despite differences from activity to other, but literature shows that there is a positive effect of training on employee performance and most of the previous studies proved that there is a strong positive relationship between human resource management practices and employee performance. Likewise, to the best knowledge of this researcher, no current international literature on effect of training on employee performance of Building Construction directory of Sulaimani province -Kurdistan Region.

Methodology and Data collection
This section provides the study sample and data collection. The major parts of this section are the model specification and variables as follow: Population and study sample: The target population selected for this study is Building Construction Directory of Sulaimani province -Kurdistan region. While the study sample includes employees who worked in Building Construction Directory.

Vol. (5), No (2), Spring 2020 ISSN 2518-6566 (Online) -ISSN 2518-6558 (Print)
1057 Data Collection: The survey type of research is applied by using the questionnaire during the period (1 Jan. to 30 Jan. / 2017), testing on a population of Building Construction Directory to find out the performance of their employees as a result of training provided by their Directorate. The questioner modified from previous researcher Muhamad,F. (2015).The total number of samples which is surveyed from the (70) employees, which has taken the (85.7%) of the total employee of Building Construction Directory.

Method and Model estimation:
This study is based on primary data by applying the descriptive analytical method (DAM). The study model was based on the previous studies and literature review, which relate to the subject of the study. Furthermore, current study describes the training (independent variable) and employee performance (dependent variable).

Results and Interpretation
The results of the study were carried out through applying SPSS to determine reliability, descriptive statistics, correlation, factor analysis and multiple regressions.

Respondents Profile:
Respondents are asked to give answers of the questions related to their personal information. The profile of a respondent as shown in table (1).
The profile of a respondent shows the majority of the respondents belong to the age group (30-40 years). Most of them are female (71.7%) and the male (28.3%), and number of training they get (5 to 10) both male and female persons are (65%). Moreover, the most of them were bound in the marital bond and had completed the B.Sc. level of their education.

Scale Reliability:
In addition, to determine Scale reliability, Cronbach's alpha coefficient was used to check and evaluate the questioner which is acceptable by seeing the value of Cronbach's (α=0.6).

Total 17
Source: Prepared by the researchers based on SPSS.
Table (2) shows the overall Cronbach's alpha value in all has (α > 0.6), which indicate the questionnaire used in the study can be regarded to be reliable.

Descriptive Statistics:
This information indicates the level of agreeableness and disagreeableness of the respondents by seeing the value of mean. Source: Prepared by researchers based on SPSS Table (3) shows that the majority of the respondents surveyed are agree on the statement that training has a positive effect on employee performance of Building Construction Directory of Sulaimani province. From table (3), in general the mean of all statements goes toward (4) which shows that the majority of the respondents surveyed are agree on the statement that training has positive effect on employee performance and the training contribute to speed of activity by (0.98). While, the level of the effect different from statement to others, for example the ranking of Training decrees stress of work was highest with a mean (4.33), were the Training increase speed of performance and decreases daily mistake have 2nd with the mean of (4.200).

Pearson Correlation
It is defined as a 'relationship amongst variables, in terms of the strength. Sig (2-Tailed) value shows that the relationships between variables are statistically significant or not.  , 1988]. This value will indicate the strength of the relationship between two variables. A: r = 0.10 to .29 or r = -0.10 to -0.29 weak B: r = 0.30 to .49 or r = -0.30 to -0.49 Medium C: r = 0.50 to 1.0 or r = -0.50 to -1.0 strong Note: In the Pearson correlation analysis the number of variables (dependent and independent) is two, and the number of sample size (N) is 60.
Reject (H0): There is a negative relationship between training and employee performance. Accept (H1): There is a positive relationship between training and employee performance Source: Prepared by the researchers based on SPSS.
Table (4) indicates that the p-value for all statements is less than 0.05, which mean that the relationships between variables are statistically significant, therefore, as a whole, we reject the null hypothesis (H0) and accept (H1).Thus, concluded that there is a strong positive relationship between training and employee performance in the Building Construction Directory of Sulaimani province. For instance, the highest strongest positive correlation with training (0.76) and (training contributes a competition between employee for better performance) the 2nd highest, strongest positive correlation with a value of (0.754). Besides, the others also have a strong positive correlation with an independent variable.

Regression Analysis (Hypotheses Testing)
Regression analysis is a statistical procedure used for estimating the effect of Training on Employee Performance. The coefficient of the regression and tests for check the model adequacy are presented in Table (5).

Note:
Reject (H0): There is a negative relationship between training and employee performance. Accept (H1): There is a positive relationship between training and employee performance.

Source: Prepared by the researcher based on SPSS.
From table (5) as a whole, is a fit to the data, the regression model interpretation ability for training represented in (R²) coefficient was (0.58) indicating that 58 % of changes in employee performance level are interpreted by training. From the model estimation, the value of Beta (standardized coefficient) indicates that the contribution of independent variable (training) for its dependent variable (employee performance). Holding other variables constant, the regression coefficient of responsiveness is 0.76 with p-value of 0.000 indicates that the increase in responsiveness by one percent, employee performance increases by 0.76 percent.

Conclusion and Recommendation
Training is an important function for an organization to get skilled and knowledge employees for better performance. Training would provide opportunities to the employees to make a better positions in the organization and obtain better career life.Consequently, organization's efficiency would be increased. On the other hand, employees are the resources and assets of an organization if they are skilled. In the light of the above discussion, present study results show that dimensions of training has a strong positive significant influence on employee performance and the regression coefficient of responsiveness is 0.76 with p-value of 0.000, which indicates that the increase in training level by one percent, employee performance increases by 0.76 percent. Finally, understanding the relationship between training and employee performance will help managers of Building Construction Directory to provide more and different level of training program on a regular basis to guarantee that they are meeting employee desires and practice what they learned in their work.

Limitation of the study and future research
Current study concern only on employee of Building Construction Directory of Sulaimani province, as well as, only on the elements of training. Thus, for the future research it is suggested that similar study may be done on 'different sectors' and on a 'bigger sample size'.