CHAPTER 1
INTRODUCTION
1.0 INTRODUCTION
This chapter provides the background of the study of influence of training and development. This chapter also describes the overview of training, problem statement, research questions, research objectives, significance of the study, and also the overview of research framework.
1.1 BACKGROUND OF THE STUDY
Training is a process through which skills and attributes are developed, also information is provided, in order to help individuals who employed in organizations to become more effective and efficient in done their task. Better job performance will make the maximum contribution to the organization, not only at present but also in the future. The goal of training is for employees to acquire knowledge, learn new skills and behaviors emphasized in training programs and apply them to their day to day activities. Long-term planning that is used in most of the firms that invest in developing new skills to their workforce has enabled the firm to cope with the uncertainty that they may face in the future. When employees are recognized by the organization of their interests in the firm through offering training programs, they will apply their best efforts to achieve organizational goals, and demonstrated high performance on job. Training should involve more than just basic skills development to enable companies to gain a competitive advantage. One major area of the Human Resource Management function of particular relevance to the effective use of human resources is training.
According to April (2010), training plays an important role in the development of the organization to improve performance and increase productivity which will eventually put the company in the best position to face compet...
... middle of paper ...
...
Figure 1.1: Proposed research framework
The research framework are divided into independent and dependent variables. Independent variable is a variable that is expected to influence the dependent variable. This research uses training commitment, training contents and delivery approach, and training evaluation as independent variables. Dependent variable is a criterion or a variable that is to be predicted or explained. Dependent variable for this study is job performance.
1.8 CONCLUSION
The first chapter of this study presents about the study and the purpose of the study. It includes the background of the study, background of the industry, problem statements, research objectives, research questions, significance of the study, research framework and summary of hypotheses.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
The methodology of this research project included both qualitative methods and quantitative methods. The qualitative methods were used for primarily background information and specific examples of respondents that would be considered part of the target market. The quantitative methods included a distributed survey and a collection and analysis of the results using statistical software.
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
The study outlined in the article is well organized in its major parts, including introduction, literature review, methodology, results, and discussions. The introduction provides the research question and purpose, while the remaining parts provide sufficient data to help in justifying the hypothesis and rationale of the study.
The paper opens with review of literature related to the study and proceeds with research framework. Then it presents research methodology along with results. The paper consummate with discussions, conclusions and limitation.
Workplace education is one of the most essential factors that companies must take into consideration when they are to evaluate the different methods for improving their employee’s competency and skills and the company’s competitiveness in the market and its overall quality. By utilizing workplace education practices such as in-house training, seminars, peer to peer learning, online modules, etc., companies are able to attain high training effectiveness for their employees. As mentioned by Noe and Peacock (2008), “training effectiveness refers to the benefits that the company and the trainees receive from training” (p. 134). The training effectiveness benefits apply to both the employee as well as their respective employer. Benefits for the employee may include behavioural changes or even acquiring new skills. For employers, trained employees could provide a more competent team, increased expertise, an increase in productivity, and even higher sales. To optimize the effect that workplace education has on any individual company, companies must be willing to receive and make changes based on feedback and evaluations from both the training and the competencies of the individuals.
This chapter introduces the research background of the present study. The first section is the statement of the problem containing the business environment, the developing trend and academic background of the study. Next, the specific research questions and hypothesis which are the basis of this study are presented. Last, the significance and limitations of the present research are followed.
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
• review of previous research: historical research reports and data can be used to make the refinements and more detailed analysis to identify more detailed industry trends and developments. • statistical analysis: these are more detailed and accurate data analysis methods and tools to draw out more specific research results for the analysis project. They can be classified as mean, medium, mode, hypothesis testing, data sampling
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Provide written reflection on your own current skills and competencies against professional standards and organizational objectives given in the scenario. [1.1]
The possible types of data and resources are presented in the problem statement concerning the various research stages. According to Creswell (2013) interviews, developing surveys, measuring, and using the observation methods are important to the literature review of this study.
Dutkowsky, S. (N/A). Trends in training and development - the new economy, training in u.s. companies, who does the training on corporations? Retrieved September 14, 2011, from StateUniversity.com: http://careers.stateuniversity.com/pages/852/Trends-in-Training-Development.html
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.