Critique

Quantitative Critique

Quantitative Critique

Article Critique

The article discusses that the people management and human development challenges remain a critical issue for contemporary organizations. Performance management and compensation related circumstances require aligning HR strategy with objectives of the company to promote change and development in organizations and their people. Undoubtedly the most fundamental element in organization success is constituted by the people. They define, manage, improve, and operate processes and other resources.

It is imperative to establish a process for developing, monitoring, measuring, recognizing, and rewarding exemplary performance in different cultures. Training and Development is a systematic, planned and ongoing process whose overall aim is to prepare, develop and integrate human resources into the production process, by providing knowledge, skills and attitudes necessary for the proper performance of all employees in their current and future positions and adapt to the changing demands of the environment. The design and development stages of a typical training and development program include the creation of a learning environment, ensuring transfer of training, and developing an evaluation plan.

The training and development is aimed at the technical improvement of the worker and employee for it to efficiently perform the functions assigned to him, produce quality results, deliver excellent services to its customers, prevent and resolve potential problems early within the organization. Through training we make the worker profile which fits the profile of knowledge, skills and attitudes required in a job.

Structuration theory lends itself to this article's contention by providing a theoretical lens through which to see the relationship between organizational culture and the planning and implementation of training and development programs. In terms of structuration theory, the organization as a whole encompasses structuration's "social system," "agency" refers to the use of training and development programs as means to change the organizational structure and systems, and "structure" encompasses organizational culture.

In this study we have applied the regression analysis to forecast two variables, Performance and Objectives of comapny, for the year 2011-16 periods. Both the variables are interdependent variables, it is the variable you have control over, what you can choose and manipulate. It is usually what you think will affect the dependent variable. In some cases, you may not be able to manipulate the independent variable. It may be something that is already there and is fixed, something you would like to evaluate with respect to how it affects something else, the dependent variable like colour, kind, time.

Descriptive Statistics

N

Minimum

Maximum

Mean

Std. Deviation

Performance

37

33.00

96.37

58.9854

18.97438

Output

37

19964.00

40014.00

2.9338E4

7263.41437

EmploymentFBS

37

1.68E5

3.10E5

2.4124E5

41149.23614

TakeUP

37

1648.00

6100.00

4.0127E3

1299.63578

Objectives

37

5103.00

14702.00

1.0644E4

2538.07698

Profitability

37

63161.00

95628.00

7.9431E4

11001.80023

VacRate

37

7.71

16.96

13.3251

2.32499

Valid N (listwise)

37

The table above shows the descriptive statistics for the overall data set, it gives us a clear picture. Overall there are 37 observation taken from the year 1980 - 2016, it can be said that the average Performance for the mentioned time period is 58.95 £, whereas the average Objectives rate for the time period is 13.325. The average output for the city of London is 29338 million pounds. The graphs of the data set variables suggest that the data is normally distributed and they posses the assumptions of normality.

The key variables in the data set are described ...