Training and Development

Table of Contents

Chapter 1: Introduction1

Problem Statement1

General Background for the Study1

Purpose of the Study1

Significance of the Study2

Rationale of the Study2

Chapter 2: Literature Review3

Chapter 3: Methodology17

Chapter 3: Methodology17

Research Design17

Sampling & Procedure18

Data Collection tool18

Data Analysis19

Chapter 4: Results & Discussion20

Results20

Discussion25

Chapter 5: Conclusion & Recommendations28

References32

Chapter 1: Introduction



Motivation plays a great deal keeping employees committed towards the organization and in helping them to produce the best results. In order to keep an employee motivated, the organization must provide employees with training and development opportunities. This would enable the employees to develop skills which are required to perform the job well.

Problem Statement

Training with regards to development of the employees play a major role in keeping them motivated, therefore, it must be provided to the employees on a regular basis because its absence would not only reduce the level of motivation, and would also decrease employee productivity.

General Background for the Study

Employee facing issues with regards to the absence of training and development opportunities may deteriorate his performance at work. As mentioned above, it is essential for the management to keep the employees motivated. An employee working very hard and on a timely basis always expects appreciation and recognition from his supervisor and expects to get opportunities of growth and promotion. Therefore, he aims to train and develop himself to attain the leadership positions (Rose, 2008).

Purpose of the Study

The study was conducted to emphasize the importance of training and development opportunities for the employees. Lack of such opportunities de-motivates the employees and this has a negative impact on the productivity of the employees. Moreover, it also leads to issues such as absenteeism and increase employee turnover.

Significance of the Study

Since the aim of the organizations is to improve operations by increasing efficiency, the employees must also be provided with development opportunities. Therefore, the goal of the study is to evaluate the importance of such opportunities that should be provided to the employees and the negative impact the absence has on the employees and the organizational success (Kinicki & Kreitner, 2009).

Rationale of the Study

Training and development remains an important human resource (HR) practice of interest to researchers, managers, governments, and employees. Training research is of substantial interest and reviews show its enormous and continued growth (e.g., Aguinis and Kraiger, 2009). Training is of significance to governments who facilitate its use to provide the capabilities a country needs for economic growth and to address skill shortages in a highly competitive global economy (Aguinis and Kraiger, 2009). Chapter 2: Literature Review

The earlier field of 'personnel management' considered training as one of several separate HR practices and focused on identifying and implementing training models in a series of steps to improve individuals' job performance.

Training, in combination with other HR practices (e.g., selective staffing, performance-contingent compensation, developmental and merit-based performance appraisal) and other work practices such as work design (self-managed teams, flexible work assignments, teamwork), open communication, quality improvement, and decentralized decision-making, helps develop core competencies by which the organization can gain a sustained competitive ...