Friday, 10 February 2012

Research Proposal On Employee Training And Development


The impact of training and development on employee performance

Abstract:

In today’s dynamic environment the stipulate for professional and highly skillful workforce are necessary for every organization to perform well in this environment. The employees need to be trained and the development of an employee to be highly skilled is essential. The research proposes how the employee performance can be enhanced by proper training and development. For the purpose of research two companies are selected “Ericsson Pakistan” and “Shell Pakistan”. A questionnaire was distributed among the employees of both organizations with people from different departments within the same organization. A total of 50 questionnaires were distributed among both organizations including two department heads of the organizations. The completed questionnaire forms the foundation of this research.

Introduction:
There is a need in every organization to enhance the job performance of the employees. The implementation of training and development are one of the major steps that most companies need to enhance employee performance. With organization having better trained and developed employees organizations are able to avoid wasteful spending and improved performance.
                    In today’s environment employees or staffs are increasingly demanding change, choice, flexibility, as well as variety in their work. The value of the organization increases with better trained employees and also employees trained properly are highly motivated and have a sense of responsibility as captivating the organization as their own.
 Objectives of the study:
i.          The purpose of the study is to investigate how effective the employee training and development is for any organization.
ii.                 To discuss the current practices in organizations for training and development that are supposed to contribute to the enhancement of the employees’ skills and employee performance
iii.           To evaluate the views of management personnel on effective employee training and development program as enhancing the employee performance.

Research questions:
ž   What is the effect on a company's performance having better trained and developed employees?
ž   What are the actions of the companies in doing training of the employees?
ž   What are the greatest problems that usually call for training and development of employees?
ž   What are the major objectives of the training and development for the employees?
ž   What are the desired outcomes of the training?
Research significance:
The purpose of the research is to conduct a descriptive study on the impact of training and development to employee performance. The research specifically examines the employee training and development program within an organization.


Limitation:
Following are the some limitation of the study
i.                    The sample size is not enough to give the complete picture of all organizations functioning in Pakistan.
ii.                  Data is collected thorough simple structured questionnaire and other method could have been used for collecting data
iii.                Time factor as a constraint as did not have enough time to investigate other organizations

Literature review:
An organization survives if it is performing well in the environment by being profitable but if it fails to do so the organization may not survive. And worse is the decay of both human and physical structures (Mangu√®nnandongo, 2002). The rationale of training and development is not only on the ordinary employees but as well as to their executives, to develop skills required in the diversification and competitiveness by making the organization successful. The benefits fall entirely for the employees and for the private companies. The target of the program being implemented in the companies is ultimately expected to contribute in the achievement of the objectives of the companies, increase the competency in the market, and improve the living conditions of the employees (ADBG, 2008). Under the participation of the stakeholders, the guidelines and implementation of training in the employees can achieve positive results. The workforce development is focused on attracting, developing, and retaining, the best of the people from the broadest business practices to meet the objectives or goals of the companies. Intentionally, training and development are provided for the employees with best of the career opportunities in different industry and encourages their individual growth and achievement (Kruger, 2008).


Theoretical frame work:


Based on the literature review, the relationship between “training and development” and “employee performance” were conceptualized, with “training and development” being the independent variable and “employee performance” being the dependent variable. With reference to the interview with the management personnel it has been noted that “culture and environment” and “employee motivation” serve as moderating variables.

Methodology:
Primary data is collected through survey which consist a questionnaire which contains closed ended questions. Surveys provide quick, inexpensive, efficient and accurate means of assessing information about the population. Also surveys are considered quite flexible. Statistics are used to analyze the data. Secondary data is obtained from articles, books and internet.
For this study, descriptive research method is utilised. In this method, it is made possible that the study be cheap and quick. It can also suggest unanticipated hypotheses. Also this method is very hard to rule out alternative explanations and especially deduce causations. This descriptive type of research utilises observations in the study. 
The purpose of employing this method is to describe the nature of a situation, as it exists at the time of the study and to explore the cause of particular phenomena.
To come up with pertinent findings and to provide credible recommendations, this study utilizes two sources of research: primary and secondary.  Questionnaire survey and in-depth interview was conducted. On the other hand, the secondary research data was obtained from previous studies on the same topic. 
Study population:
This study is conducted with help of two organizations “Ericsson Pakistan” and “Shell Pakistan”. The employees of the organization were the sample size. This study encompasses the employees of both organizations and two management personnel of both organizations.
Sampling:
Human resource at “Ericsson Pakistan” and “Shell “Pakistan” is the population. Fifty employees from different departments of both organizations is the sample size.

Type of investigation:
Co relational study
Instrument:
Structured questionnaire
Population:
“Ericsson Pakistan’
“Shell Pakistan”
Sample size:
50 employees
Scale:
Ordinal
Sampling technique:
Quota sampling
                                                  
Ordinal scale is used as I am measuring knowledge, feeling, and experience of employees. Quota sampling technique is used as to cover all the business level from clerical to managerial level from different departments.



Correlations


Company’s performance having better trained and developed employees
Actions of companies in doing training of employees
Greatest problems calling for training and development of employees
Major objectives of training and developing employees
Desired outcomes of training
Employee performance
Pearson Correlation
1
0.3
-0.5
0.6
0.4
Sig. (2-tailed)

.289
.805
.430
.421
N
50
50
50
50
50
Essential or not
Pearson Correlation
-0.5
0.3
0.3
0.6
0.4
Sig. (2-tailed)
.287

.224
.681
.624
N
50
50
50
50
50
High turnover
Pearson Correlation
1
0.3
-0.5
0.6
0.4
Sig. (2-tailed)
.800
.220

.285
.323
N
50
50
50
50
50
To increase productivity
Pearson Correlation
1
.3
0.5
0.6
0.4
Sig. (2-tailed)
.422
.689
.285

.362
N
50
50
50
50
50
Better organization performance
Pearson Correlation
1
-0.5
0.6
0.4
0.3
Sig. (2-tailed)
.424
.624
.323
.362

N
50
50
50
50
50

The above mentioned correlation results are explained in the analysis for forming the conclusion and recommendations of the study.

Analysis and recommendations:
Based on the results it is evident that training and development enhances the employee performance. Through the training and development of people, the responsibilities and the roles they play inside the organization is emphasized. There is a great effect not only in the performance but also in the cost control and managing of the employees. The need for the improvement in the employees’ skill is emphasized by different business executives among the private companies.
An organizational culture where employees are considered an integral part of the growth process of the organization fosters employee commitment towards the organization. They align their goals and objectives with those of the organization and feel responsible for the overall well-being of the organization. As their efforts are in turn appreciated by the management and are better trained and developed, have immense job satisfaction. In such organizational cultures, the employees are committed to achieving their goals and thus have a positive effect on the overall performance of the organization.
Organizational culture to a large extent determines the performance of the employees. Therefore, it is in the interest of organizations to eliminate negative factors that slow down employee performance in order to foster a positive workplace environment or a positive organizational culture.

Conclusion
Training and development is a popular action that runs in the mind of the business leaders and Human Resource manager. Through intensive training, the development both can contribute in the overall performance of the employee and the organization. 

Questionnaire:
Questionnaire for research study on
 “The impact of training and development on employee performance”     
INSTRUCTIONs:
·         Please read each question CAREFULLY
·         ENCIRCULE the best option
·         ENCIRCULE only one option

ž   What is the effect on a company's performance having better trained and developed employees?
      Enhanced employee performance
      Decreased employee performance
      Demotivated employee
      High employee turnover
      No effect

ž  What are the actions of the companies in doing training of the employees?
      Providing detailed description of job
      Providing facilities to improve performance
      Providing benefits
      Providing specialized courses
ž   What are the greatest problems that usually call for training and development of employees?
      Demotivated employees
      High turnover
      Decreased organization performance
      Organization not being profitable
ž  What are the major objectives of the training and development for the employees?
      To enhance employee performance
      To increase productivity
      To enhance organizations performance
      To make organization successful
ž  What are the desired outcomes of the training?
      Employee performance
      Skilled workforce
      Better organization performance
      Less turnover rate







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