Background of the study Human capital is important asset of every organization that achieve ultimate goals in organization in this rapidly changing world organizations need to be aware of face more realistically towards keeping their human resources up-to-date

Background of the study
Human capital is important asset of every organization that achieve ultimate goals in organization in this rapidly changing world organizations need to be aware of face more realistically towards keeping their human resources up-to-date (William et al 2003). employees must be creative, knowledgeable, innovative, flexible, and trained enough to work efficiently work in organization. Some of the employees failed to accomplish task on timely basis because they have lack of skills, abilities, knowledge and competencies (Zuhair Abbas 2014). Training and development just not generate benefit of organization but improves job knowledge while also helping in identifying with the goals of the organization. T & D is defined as the planned learning experiences that teach employees how to perform current and future jobs (Tahir, Yousafzai, Jan, & Hashim, 2014).

Training and development are defined as a process of developing work-related knowledge and expertise in employees for the drive to improving the organization performance. When a new employee is hire training is more important than development training make able to employees to work efficiently in organization and continuously advancement in technology employees must be educated and trained to perform well.
My research on banking sector in Islamabad to see the effect of training and development on job performance because I have experience of job in bank so my study is on all the bank in Islamabad and there is no previous research on the effect of training and development on job performance in banking sector in Islamabad.
This study intended to inform the managers of the bank importance of training and development on employees’ job performance as employee skills and knowledge are important assets that increase production and performance. This is because, bank is a service industry, the services that bank is provided are carried into its employees and the services are consumed by its customers at the same time.

Research Problem Statement
Training and development increase the productivity of the organization and Islamabad is the capital city of Pakistan its bank play important role in Pakistan economy so employee must be efficient and well trained in banking sector because of rapidly changing in technology and business strategies like marketing strategies business strategies and market structure to cope up with market dynamism and competition.
study will analyze the Training and development practices i.e. training, job rotation and mentoring on employee’s performance in banking sector of Islamabad.

Research Question:
Does is the relationship between Training and Development and Employee Performance?
What is the relationship between Training and Development and Employee Performance?
Research objectives
The main objectives of this research are the following.
• To investigate and analyze the effects of training and development practices on employee performance in Islamabad banking sector.
• To analyze and measure the prevailing training and development practices in these banks.
• To suggest measures to improve the mechanism of these practices in this sector.
Significance of the study
This study explains the importance of training and development in banking sector to enhance the employee job performance to achieve the organizational objective. This study will provide a guide line for banks to compete with other organization how training, job rotation and mentoring impact on employee’s performance and how managers and policy makers of the banks can increase the productivity of their employees.
Scope of the Study
The outcomes of this research will help and support the banks to identify the factors that influence the employees training on performance of organization. On the other hand, the research will be helpful in the department of human resource of every organizations which are trying to increase the productivity of their employees.
Limitations of the Study
1. This study will cover only the banks in Islamabad, therefore the findings will not apply in any other part of the country where this type of trouble exists.
2. The study will only deal with the banks only; its findings are not applicable to other financial institutions that experiencing same problem.

Conceptual Framework:

Operational Definition of Variables
Training
Training usually the targeted task or activities taken to bring change in attitude, knowledge, abilities, capacity and skills in particular area or employees. (Decenzo; Robbins 8thed). In this research study the training are the activities carried to improve the skills of employees in banking sector.
Job Rotation
It refers to the movement of employees from one job to another job. This is done in order that the employees must be equipped with diverse knowledge and skills. Rotatating the employees definitely improve the employee’s knowledge in diversified manners. (Decenzo& Robbins 8thed). In this research the job rotation is the rotation of employees on different positions in order to help them improving their diversified skills.
Mentoring
Mentoring is the practice in an organization where very experienced individuals give guidance to less experience individuals. Such practices help in knowledge sharing and make organization as knowledgeable organization. In this research mentoring is the practices given by the experienced managers in banking sector to the least experienced individuals. ((Decenzo&Robbins 8thed)
Employees Performance

To well timely and in good manner accomplish job need that the employees should have complete and up to date job description of his job. And all the employees need to meet some standards being required by their job performance requirements (Decenzo& Robbins 8thed).

Hypotheses

1. H1: Job Rotation has positive impact on employee’s performance.
2. H2: Training has positive impact on employee’s performance.
3. H3: Mentoring has positive impact on employee’s performance.