Training needs

1. A Study on the Factors Influencing the Effectiveness of Internship Training
Program of Advanced Technological Institute students in Colombo
ABSTRACT
The goal of this assignment paper is to measure the effectiveness of internship training program and
to identify the factors for ineffectiveness of internship training program. Conceptualization
framework of the assignment study has five variables .Primary and secondary data were used in this
study. 50 participants were selected as a sample. The collected data were analyzed using the
univariate method and used SPSS package. The assignment findings shows, The Factors Influencing
the Effectiveness of Internship Training Program was in moderate level. Almost all the variables
contributed in determining the assignment output.
Therefore the key recommendation for the high level of effectiveness of training program is to more
concern about the process of training need analysis, resource personnel, trainer & trainee
commitment, training method and evaluation during design the internship training program.
Keywords: Internship training, Trainee, Effectiveness, Evaluation
1. Introduction:
Training is a vital function of Human Resource Management for preparing the organization to deal
with its competitive challenges. It is a function of Human Resource Management that deals with
maintaining and improving efficiency and effectiveness of the human resource in the organization. It is
concerned with enhancing individual employee job performance as well as collective or group
performance so as to enhance overall business performance in the organization.
Training defined as “A planned process to modify attitude, knowledge, skill and behavior through
learning experiences to achieve effective performance in an activity or range of activities. Its purpose
in the work situation is to develop the abilities of the individual and to satisfy the current and future
needs of the organization”. (Khanka. S.S,1998)
The purpose of training is to achieve a change in the behavior of those trained and to enable them to
do their jobs better. In order to achieve this objective any training program should try to bring positive
changes in
1. Knowledge: It helps a trainee to know facts, policies, procedures and rules pertaining to
his job
2. Skills: It helps him to increase his technical and manual efficiency necessary to do his job
3. Attitude: It moulds his behavior toward his co-workers and supervisors and creates sense
of responsibility in the trainee.

2. A formal training program is an effort by the employer to provide opportunities for the employee to
acquire job related skills, attitude and knowledge.
Basically training helps to increase people’s knowledge, attitude and skills. Therefore normally
organization spends huge amount of money to develop its employees’ capacity. When a new
employee comes to the organization he may not be able to do his job properly. Therefore he should be
given proper training program.
Mostly many organizations provide training during the work period. So training consumes time and
money. For this reason now a day’s organizations seek employees as trained. So that the organizations
need not to spend more time and money for their newly recruit employees because they have
experiences already. So those who have experience can get the jobs easily. Others hardly get the jobs.
So to eliminate and to find out a solution for this problem some Higher education Institution provide
training for their graduates before they passed out from Higher Education Institutes . So they can get
jobs easily in future. Likewise our Institute is providing the Internship Training program annually for
every under graduates who are in 03rd year. From this internship training program students are able to
get a practical career experience before they enter to job market. This is a suitable time to apply the
theoretical knowledge which is studied by students in lectures.
Therefore, it is a need to give internship training for the undergraduates. This is the correct time to
give training to students because they are going to enter the job market within few months. So it is
expected that the students should use this internship training in an effective manner and they have to
get the maximum benefit from this training.
2. Literature Review:
Training refers to a planned effort by a company to facilitate employees learning of job related
competencies. These competencies include knowledge, skills, attitudes or behaviors that are critical
for successful job performance. The goal of training is for employees to master the knowledge, skills
and behaviors emphasized in training program and apply to their day today activities. Training gains
competitive advantages and intellectual capital to the organization.
Training activity remains a very large part of human resource development (HRD) practice. As a
planned attempt by an organization to facilitate employee learning, training enhances individual
competency by increasing employees’ skills and supporting career advancement. Furthermore,
organizational training activities are recognized as being able to become sources of competitive
advantage through their impact on employees’ productivity and their contributions to business
objectives.
Various scholars have defined training in different point of view.
“Training is a systematic process of altering the behavior, knowledge of motivation of employees in a
direction to increase organizational goal achievement.” (Glueck, 1978)

3. “Training implies participation for an occupational or for specific skills; it is narrow in conception
than either education or development.” (Cole, 1994)
“Training is an organized effort to increase the capabilities of individuals and modify their behavior in
order to achieve previously determined objectives.” (Dictionary of personnel management and
industrial relation, 1993)
“Training is set of activities that provide the opportunity to acquire and improve job-related skills.”
(Schermerborn, Hunt and Osborn: 2004)
“Training is the process of acquiring the skills necessary to do the job”. (Robert N.Lussier:2002)
“Training is process of learning a sequence of programmed behavior”. (P G Aquinas)
“Training and development is the process of developing expertise for the purpose of improving
performance”. (Swanson and Holton: 2001)
“Organized procedures by which people learn knowledge and/or skill for a definite purpose”. (Dale S.
Beach: 1985)
3. Assignment Objectives
3.1 Main Objective
The main purpose of this study is to find out the factors influencing the effectiveness of
internship training of ATI students in Batticaloa.
3.2 Specific Objectives
To achieve the main purpose of the study, it is necessary to accomplish the following
objectives.
1. To find out whether the trainee is eligible or not.
2. To determine whether the training methods used in internship training are suitable or
not.
3. To find out whether the task or job given to trainee is suitable or not.
4. To find out how to improve internship training by using different methods
4. Methodology
It is investigated effectiveness of internship training program provided by Advanced Technological
Institute, Batticaloa.
4.1 Population
Selected population is 2009/2010 batch and 2010/2011 batch. Selected sample size is 50 HNDA
Students.

4. 4.2 Data Collection
· Primary Data
In this section data are collected through questionnaire, interviewing and observations.
· Secondary Data
Secondary data are obtained from text books, magazines, internet, previous assignmentes and other
documents.
4.3 Data Presentation & Analyzing Method
To achieve the purpose of this study there are some statistical techniques are used to present &
analyze data. Tables are used to present the data.
4.4 Significance of Study
Most of the Higher Education Institutions in Sri Lanka have not identified the value of internship
training program and there are lacks of tendency to do assignment in this area. The purpose of this
study is to measure the effectiveness of internship training program and also increase the commitment
of undergraduates towards the internship training program. This study will increase more attention for
the internship training program which is given by Advanced Technological Institute, Batticaloa.
For most students, this internship training programs the first job career they ever done in their life.
Therefore this assignment is very important not only to find out the factors influencing the
effectiveness of internship training program, but also to measure the performance of students who are
received this internship training program.
4.5 Conceptual Frame Work
Training need analysis
5.
6.
Resource personnel
7.
8.
Trainer & Trainee commitment
Training method
Factors Influencing the
Effectiveness of Internship Training
Program
Evaluation

5. 5. Results
5.1. Personal Information - Part 1
The assignment information obtained through 50 structured questionnaires. In the first section
personal information was obtained.
5.1.1. Name of the Institution
Name of the institutions are classified as Bank of Ceylon, People’s Bank, Finance company,
Insurance field, Brandix/slimdix, Audit Firm, Garments, Divisional Secretariat Office, and Zonal
Education Office. According the data collected from 50 samples 21 participants got training in
both Bank of Ceylon and People’s Bank. These two institutions are taken more than 40% of
students for internship training program.
Table 5.1 Name of Institution
Name of Institution Frequency Percent
Bank of Ceylon 11 22.0
People's Bank 10 20.0
Finance company 5 10.0
Insurance field 10 20.0
Brandix/ Slimdix 3 6.0
Audit Firm 8 16.0
Garments 1 2.0
Divisional Secretariat office 1 2.0
Zonal Education office 1 2.0
Total 50 100.0

6. (Source: Survey Data)
5.1.2 Payment per Day
Above Rs.250, Rs.150 to Rs.250 and no payments are the variety of payments. 19 trainees are worked
under no payment category. This is above 25% of total percentage.
Table 5.2 Payment per Day.
Category Frequency Percent
No payment 19 38.0
Rs.150 to Rs.250 15 30.0
Above Rs.250 16 32.0
Total 50 100.0
(Source: Survey Data)
5.2 Assignment Information – Part II
The Assignment information section consists of related questions about training need analysis,
resource personnel, trainer and trainee commitment, training method and evaluation.
5.2.1 Level of Training Need Analysis
Out of 50 respondents 20% of them have been revealed that the training need analysis is low
effective, 26 % expressed that the training need analysis is in moderately effective and the remaining
54% of the respondents expressed high effective of training need analysis.
Table 5.3 Level of Training Needs Analysis

7. Training need analysis Frequency Percentage
Low effective 10 20 %
Moderately effective 13 26 %
High effective 27 54 %
Total 50 100 %
Indicators Mean St.De
Strongly
disagree
Disagree Moderately
agree
Agree Strongly
agree
FQ % FQ % FQ % FQ % FQ %
Expression of ideas3.02 1.286 8 16 10 20 11 22 15 30 6 12
Identification of
3.20 1.010
8 6 12 19 38 18 36 3 6
training needs
4
Opportunity to
express training
needs
3.90 1.111
2
4 4 8 9 18 17 34 18 36
Selection training
program
3.34 1.062
3
6 6 12 19 38 15 30 7 14
Identify strengths &
weaknesses
2.92 1.322 11 22 7 14 12 24 15 30 5 10
Table 5.4 Training Needs Analysis
(Source: Survey Data)
The average mean value (3.27) which indicates the level of training need analysis is in moderately
effective in internship training program. Further, there was different opinion among trainees regarding
training need analysis. (Standard deviation 0.819)
Training need analysis was measured by five indicators expression of ideas, identification of training
needs, opportunity to express training needs, selection training program and identify strengths and
weaknesses. Among these indicators, opportunity to express training needs was highly contributed to
this moderately effective of training need analysis than other indicators.
5.2.2 Level of Resource Personnel
Out of 50 respondents 24% of them have been revealed that the level resource personnel is low
effective, 32 % expressed the resource personnel is in moderately effective and the remaining 44% of
the respondents expressed the high effective of resource personnel.

8. Table 5.4 Level of Resource Personnel
Resource personnel Frequency Percentage
Low effective 12 24 %
Moderately effective 16 32 %
High effective 22 44 %
Total 50 100 %
(Source: Survey Data)
Table 5.6 Resource personnel
Indicators MeanSt.De
Strongly
disagree
Disagree Moderately
agree
Agree Strongly agree
FQ % FQ % FQ % FQ % FQ %
Trainers 3.32 1.1514 8 8 16 13 26 18 36 7 14
Expression of own
3.06 1.284
14 11 22 11 22 14 28 7 14
ideas
7
Superior support 3.64 1.2904 8 6 12 11 22 15 24 17 34
Resource allocation3.06 1.018
3
6 12 24 17 34 15 30 3 6
Recognition 3.48 1.0743 6 6 12 12 24 22 44 7 14
(Source: Survey Data)
The average mean value (3.31) which indicates the level of resource personnel is moderately effecting
in the internship training program. Further, there was different opinion regarding resource personnel.
(Standard deviation 0. 955)
Resource personnel was measured by five indicators Trainers, Expression of own ideas, Superior
support, Resource allocation and Recognition. Among these indicators, the superior support was
highly contributed to this moderate level of resource personnel than other indicators.
5.2.3 Level of Trainer and Trainee Commitment
Out of 50 respondents 6% of them have been revealed that the trainer and trainee commitment is in
low effective, 32 % were expressed the trainer and trainee commitment is in moderately effective and
the remaining 62% of the respondents expressed that the of trainer and trainee commitment is in high
effective.

9. Table 5.6 Level of Trainer and Trainee Commitment
Trainer and trainee
Percent
commitment Frequency
(%)
Low effective 3 6
Moderately effective 16 32
High effective 31 62
Total 50 100
(Source: Survey Data)
Table 5.7 Trainer and Trainee Commitment
Indicators MeanSt.De
Strongly
disagree
Disagree Moderately
agree
Agree Strongly
agree
FQ % FQ % FQ % FQ % FQ %
Punctuality 4.44 0.907 1 2 1 2 5 10 11 22 32 64
Participation 4.10 1.093 1 2 5 10 6 12 14 28 24 48
Interest 3.38 1.048 2 4 8 16 16 32 17 34 7 14
Assistance by
3.32 0.957 1 2 10 20 15 30 20 40 4 8
trainers
Easy understand of
materials
3.50 1.074 2 4 8 16 11 22 21 42 8 16
(Source: Survey Data)
The average mean value (3.75) which indicates the level of trainer and trainee commitment is in high
effective in the internship training. Further, there was different opinion regarding trainer and trainee
commitment. (Standard deviation 0.770)
Trainer and trainee commitment was measured by five indicators such as punctuality, participation,
interest, assistance by trainers and easy understand of materials. Among these indicators the
punctuality was highly contributed to this high level of trainer and trainee commitment than other
indicators.
5.2.4 Level of Training Method
Out of 50 respondents 32% of them have been revealed that the training method is low effective, 22
% were expressed the training method is in moderately effective and the remaining 46% of the
respondents were expressed the level of training method is high effective.

10. Table 5.8 Level of Training Method
Training method Frequency Percent (%)
Low effective 16 32
Moderately effective 11 22
High effective 23 46
Total 50 100
(Source: Survey Data)
Table 5.9 Training Method
(Source: Survey Data)
Indicators Mean St.De
The average mean value (3.18) which indicates the level of training method is in moderately effective
in internship training program. Further, there was highly different opinion regarding Training Method.
(Standard deviation 1.140)
Training Method was measured by five indicators those are training method, encouragement of ideas,
relevant learning, face new change of IT and development of skill & knowledge. Among these
indicators development of skills and knowledge was highly contributed to this moderate level of
training method than other indicators.
5.2.5 Level of Evaluation
Out of 50 respondents 18% of them have been revealed that the level of evaluation is low effective,
38% were expressed the evaluation is in moderately effective and the remaining 44% of the
respondents were expressed that the level of evaluation is in high effective.
Table 5.10 Level of evaluation
Evaluation Frequency Percentage
Low effective 9 18 %
Moderately effective 19 38 %
High effective 22 44 %
Total 50 100 %
(Source: Survey Data)
Strongly
disagree
Disagree Moderately
agree
Agree Strongly
agree
FQ % FQ % FQ % FQ % FQ %
Training method 3.38 1.627 12 24 4 8 6 12 9 18 19 38
Encouragement of idea3s.16 1.299 7 14 9 18 11 22 15 30 8 16
Relevant learning 2.94 1.077 3 6 18 36 11 22 15 30 3 6
Face new change of IT3.02 1.332 9 18 9 18 11 22 14 28 7 14
Development of skills
3.44 1.264
10 8 16 7 14 20 40 10 20
and knowledge
5

11. Table 5.11 Evaluation
Indicators Mean St.De
Strongly
disagree
Disagree Moderately
agree
Agree Strongly
agree
FQ % FQ % FQ % FQ % FQ %
Reaction 3.22 1.148 4 8 10 20 13 26 17 34 6 12
Learn 3.32 1.077 4 8 5 10 18 36 17 34 6 12
Behavior 3.48 1.147 3 6 7 14 13 26 17 34 10 20
Result 3.34 0.982 4 8 2 4 21 42 19 38 4 8
(Source: Survey Data)
The average mean value (3.34) which indicates the level of evaluation is in moderately effective in
internship training program. Further, there was different opinion regarding evaluation. (Standard
deviation 0.918)
Evaluation was measured by four indicators reaction, learn, behavior and result. Among these
indicators, the behavior was highly contributed to this moderate level of evaluation than other
indicators.
5.2.6 The Overall Analysis of Effectiveness of Internship Training Program
Table 5.12 Level of Overall
Overall Frequency Percent (%)
Low effective 9 18
Moderately effective 12 24
High effective 29 58
Total 50 100
(Source: Survey Data)
Out of 50 respondents 18% of them have been revealed that the level of overall factors influencing the
effectiveness of internship training program is in low effective, 24 % were expressed the level of
overall effectiveness is in moderately effective and the remaining 58% of the respondents were
expressed that the level of overall effectiveness is in high effective.
Table 5.13 The Overall Factors Influencing the Effectiveness of Internship Training Program

12. Variables Mean St.De
Strongly
disagree
Disagree Moderately
agree
Agree Strongly
agree
FQ % FQ % FQ % FQ % FQ %
Training need
Analysis
3.27 0.819 0 0 10 20 13 26 27 54 0 0
Resource personnel3.31 0.955 4 8 8 16 16 32 19 38 3 6
Trainer & Trainee
commitment
3.75 0.770 1 2 2 4 16 32 22 44 9 18
Training method 3.18 1.140 5 10 11 22 11 22 16 32 7 14
Evaluation 3.34 0.918 2 4 6 12 16 32 21 42 5 10
(Source: Survey Data)
The mean values (3.37) which indicate the level of the effectiveness is in moderate level in internship
training program. Further, there was different opinion regarding effectiveness level. (Standard
deviation 0.786)
The effectiveness was measured by five variables training need analysis, resource personnel, trainer
& trainee commitment, training method and evaluation. Among these variables the trainer & trainee
commitment was highly contributed to this moderate level of factors influencing the effectiveness of
internship training program than other variables.
6. Conclusions, Recommendations
6.1 Discussion
The response generated through the five different variables in the form of questions. In this
discussion, it is discussed the reasons for those results which are obtained from the data analysis. That
is, it shows how these results were arising regarding this study.
Finally it can be concluded that most of all the variables except trainer and trainee commitment are
moderately effective with the internship training program. Trainer and trainee commitment is high
effective in this internship training program. All five variables founded that the effectiveness of
internship training program was moderate. The value and the reason for the mean value for variables
were discussed. Based on the mean value of variables the decision made that the effectiveness of
internship training program for Accounting Field in moderate level.
6.2 Conclusions
Training is a systematic and planned attempt to increase knowledge and skill or to change choice
behavior via formal instruction and learning. Training is an investment in employee's success.
For many people, effective training looks deceptively easy. After all, just about everyone has
trained someone to do something, and all of us have probably had successful experiences at
training. For others, effective training looks like magic; dauntingly beyond their reach. The truth

13. of course, lies somewhere between these two perceptions. The best training has usually been
planned, designed, and executed with great skill and care, but it is not a magical; just about
everyone has the capacity to learn to train effectively.
To measure the factors influencing the effectiveness of internship training program of students, fifty
samples were measured. The study included different variables to measure effectiveness of internship
training program. The decision made on the answers collected from different dimension.
As results of this study we can come to a conclusion that majority of the participants were expressed
effectiveness of internship training program was in high level. The all five variables except trainer &
trainee commitment moderately contributed the moderately effectiveness of internship training
program.
Out of 50 respondents 18% of them were expressed that effectiveness of internship training program
is low effective, while 24% of them were revealed a moderately effective of internship training
program and remaining 58% of the respondents were expressed the internship training program is
high effective. However when look at overall responses it could be concluded that the internship
training program is moderately effective. (Mean 3.37)
6.3 Recommendations
According to this study, it is proved that all the variables were expressed moderately effectiveness of
internship training program except trainer and trainee commitment. By considering these variables
properly, can enhance the internship training program as high effectiveness. Here, the
recommendations can be put forwarded for the improvement of internship training program in
accordance with drawbacks found in each variable, which were connection with this study.
6.3.1Recommendations for Trainees
· Before starting the internship training know all details and information of institution and
their work
· Finish the all work and activities on time.
· Do all works in an effective and efficient manner.
· Meet supervisor regularly and discuss their work process and progress.
· Feel free to share their opinions and views during internship training.
· Keep good relationship with supervisor and all other staffs.
6.3.2 Recommendations for Management
· Visit suddenly to institutions and observe students’ performance.
· Provide full details of institutions and their works.
· Ask students’ opinions and views during internship training period.
· Identify suitable students who are eligible for internship training.

14. · Select suitable institutions and works for the students.
6.3.3 Recommendations on Training Need Analysis
A Training Needs Analysis is used to assess an organization’s training needs. The root of the
training need analysis is the gap analysis. This is an assessment of the gap between the
knowledge, skills and attitudes that the people in the organization currently possess and the
knowledge, skills and attitudes that they require to meet the organization’s objectives.
The training needs assessment is best conducted up front, before training solutions are budgeted,
designed and delivered. The output of the needs analysis will be a document that specifies why,
what, who, when, where and how. More specifically, the document will need to answer these
questions:
· Why do people need the training?
· What skills need imparting?
· Who needs the training?
· When will they need the new skills?
· Where the training may be conducted? and
· How may the new skills be imparted?
6.3.4 Recommendations on Training Method
By looking at how other universities conduct internship training program, the Faculty of management
and commerce can identify how its training practices compare to the best practices. According to that
the faculty can use benchmark methods for training.
· Introducing new methods for trainings
By introducing new methods for training will cause to increase the efficiency of internship training
program.
- Simulation
- Sensitivity training
- Assessment centers
- Programmed instruction
- Team building / work shops
Above training methods can be added to the existing training methods of the Faculty of management
and commerce.
6.3.5 Recommendations on Evaluation
· Evaluating the result of internship training program
Evaluation in general seeks to measure the effectiveness of internship training program. There are
three methods can be used to evaluate the training effort.

15. I. Reaction level
After the internship training program, obtain trainees’ ideas about internship training program
questionnaire, is the most common method to evaluate in reacting level and also this can be done by
interviewing trainees. This evaluation should have to do after considerable time period.
II. Learning level
In this level generally examine what trainee learned from the internship training program and what
attitudes were changed. This can be done by using test, case study, assignments etc.
III. Behavior level
The objective of this evaluation to find out whether trainees have applied their learning in the form of
changed behavior on the job. This can be done by using observer-diary keeping technique. Immediate
superior can appoint as an observer. And also observing specific incidents, how those trainees react to
it and record them. Assign to trainee to maintain self-records or diary is another technique.
6.4 Implication
This assignment will help the ATI to formulate their process of internship training program, decide
the capacity of their trainees and provide internship training according to the needs of trainees.
This assignment will help to take good decisions about effective internship training according to the
present procedures and organize the process to develop it.
It helps to explain the behavior of the trainees that who got the internship training from the training
institution.
The assignment will also help to the assignmenters to obtain the information about the internship
training especially in terms of training need analysis, resource personnel, trainer and trainee
commitment, training method and evaluation.
The recommendation of this assignment will be helpful to plan the best internship training programs
and implement the effective internship training programs.
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