...Employees’ Training: A Way towards Organizational Commitment and High Performance An Argumentative Paper on the Bond between Training, Commitment and Performance Maryam Afzal maryam_afzal1@yahoo.com Abstract The main purpose of this paper is to discuss the importance of employees’ training for organizational commitment and organizational performance. An argumentative approach has been used to reveal the importance of employees’ training. By training the employees their skills and abilities are enhanced which make them work more confidently and with full devotion and interests. Training the employees is not the wastage of organizational money but it is more like an investment which has got high returns. By reviewing the work already done in this area of interest, the paper clarifies what employee training, organizational commitment and high performance particularly mean in the dictionary of any organization. Training means to provide the employees with basic and additional tools and techniques to mold themselves with the changing environment. Organizational commitment means that employees will stay longer in the organization with their own will and desire as long as they can. And organizational performance means the productiveness of the organization which is both effective and efficient. Then it shows the link among the three concepts that how they are interconnected. The discussion section briefs the concepts again with the views upon the following; firstly, which type...
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...Impact of Training and Development on Employees Performance and Productivity Problem statement: The human resource department is the only one department wherein a good decision is being carried out from the start of hiring process up to the point of the promotion and retention. One purpose of HR is to produce a talent that would be fit in the needs of the organization and be suitable the human knowledge in their position. The idea of having a right people in the right position is not impossible through the integration of the training and development. But on How will the training can affect the productivity of the employees in service sector? Objectives of research: The main objective is to increase the understanding regarding employee’s training and development in relation to firm's performance. * Identify the major purposes of training and development, as well as the key internal and external influences on training. * Ascertain the training and development policy in operation at selected organizations (Bank of Punjab, National Bank of Pakistan, PTCL, and Ufone). * To explore the employee training contributes to their performance. To explore why Training is important for employees and firm performance. * To find out whether training and development programmers have positive effect on the performance of workers and productivity. * Outline and explain the training and development practices and processes including the assessment of training needs. ...
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...000 employees, and counting. With this many employees, it is important to have a sound training program to help setup new hires for success within the organization. In addition to new hire training, continuous training is also beneficial to UHG to help employees to continually improve their performance and knowledge. Training across the organization can also help employees work better together, improving performance companywide (www.unitedhealthgroup.com). At UnitedHealth Care, a strategy for integrating job performance and training will have two parts: new hiring training and continuous training of all employees. New hires will be trained on the basic knowledge of the organization as well as receiving training for their specific position and job requirements within the company. New hire training would consist of 4-6 weeks of classroom training (dependent on the position of hire) coupled with observing and shadowing of an employee in the same position. An assessment test will be given to each new hire at the completion of training to determine how much of the information was retained, and to determine if additional new hiring training is needed. The assessment test score does not determine whether or not the employee continues working for the organization, so it is not a test that should be feared. It is simply to ensure the new hire has retained enough knowledge from training to be successful in their role. Continuous training will be developed for employees as...
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...MANAGEMENT. Instructor: DR. MTEY Name: ALLY MIRROW Mobile: 0717/0756-782834 QUESTION TWO (a) What contribution does training and development provide in the effort to improve performance? (b) Why should managers prefer administering a training needs assessment before embarking on training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit of the training. 4.5 It helps to pinpoint where and how relevant information will be collected 4.6 It helps to identify who will be responsible...
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...Effects of spiritual training and development programs on Government banks to enhance the performance Advanced Research Method Final Project Report Submitted By: Rana Sajid Ali ID: 12123010 Submitted To: Ma’am Tasneem Akhtar Due Date: 17-07-2015 Acknowledgement I would like to pay gratitude from the deepest core of my heart to the Allah Almighty, who never cease in loving us and for the continued guidance and protection and aided me with the strength, wisdom, patience to complete this term paper on time. The deepest gratitude and warmest appreciation to our respected and worthy teacher Dr. Tasneem Akhter for her guidance and support in the duration of the study, her timely guidance and motivation as well as her endless encouraging behavior throughout the duration of this research paper have been exemplary. DEDICATION I am dedicating this report to my parents who were always there to support me with guidance, their precious time and holding my hand at each step. It is also dedicated to my teachers whose utmost love, care and struggle against all odds, brought me to this height of knowledge by the benevolence of Almighty (ALLAH). Table of contents Items | 1. Introduction | 1.1 Rational of Study | 1.2 Significance of Study | 1.3 Problem Statement | 1.4 Aim of Study | 1.5 Research Questions | 1.6 Research Objectives | 1.7 Delimitation of Study | 2. Literature Review | 3. Framework | Hypothesis | 4. Research Methodology...
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...Question 1 When an organization encounters extreme turnover, the organization will suffered in terms of brain drain that is considered as the loss of skills, power, and human resource. However organizations that have little turnover will achieve their objectives. There are two types of turnover, that this essay will focus on as well as the causes and ways that can be used to counter both turnovers. Firstly, turnover refers to leaving the organization because of employees not being happy with their employer’s decision or attitude, which creates job dissatisfaction occurring from negative treatment. Involuntary turnover occurs when the organization causes depression or dissatisfaction by terminating employees, in simple terms “turnover initiated by an employer (organization)” (Noe, et al., 2011). Voluntary turnover refer to employees reaction against bad situation offered by the organization or in other words, “turnover initiated by individual employee” (Noe, et al., 2011). These two turnovers lead the organization into “brain drain” in terms of human resources and negative publicity. Secondly, involuntary turnover is used by the organization for reasonable reasons to encounter the change and also to avoid harassment and other activities that can put the organization into serious issues in the future. Noe (et at, 2011) stated two causes of this kind of turnover which is “drug use” and “downturn”. Employee who use drug but not only drug, harassment activities within the organization...
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...The Effects of Training and Development on Employee Performance: A case study of Resourcery PLC 4,013 Words Table of Contents 1.0 Introduction – page 1 1.1 Research Questions – page 3 1.2 Research Objectives – page 3 2.0 Literature Review – page 4 2.1 Definition of Employee Performance – page 4 2.2 Definition of Training – page 5 2.3 Training Design – page 6 2.4 Work Environment – page 6 2.5 Impact of Training on Employee Performance – page 7 3.0 Methodology – page 9 3.1 Qualitative and Quantitative Methodologies – Page 9 3.2 Theoretical Framework – Page 10 3.3 Research Variables – page 10 3.4 Research Design – page 11 3.5 Sampling Frame – page 11 3.6 Population – page 12 3.7 Sampling Method – page 12 3.8 Sampling Size – page 13 3.9 Unit of Analysis – page 13 3.10 Data Collection procedures – page 13 3.11 Instrument – page 14 3.12 Data Analysis – page 14 4.0 Reflection and Resources – page 1 4.1 Timeline – page 15 4.2 Reflections – page 15 5.0 Bibliography – page 17 1.0 INTRODUCTION With the increase in international business and globalization trends, organizations find themselves in a rapidly changing environment. To adapt, organizations must have a skilled workforce to be able to perform effectively and training and development plays a pivotal role in this area. Some researches argue that training and developing employees increases organizations’ overall performance and effectiveness...
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...IN STRATEGIC TRAINING MANGEMENT 3 2.1. Development of training programmes 3 2.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training. 4 2.3. The influence of performance management, affirmative action, talent management on strategic training management 2.4. Robert Bosch (pty) Ltd. 2.4.1. Development of training programmes 5 6 6 2.4.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training. 7 2.4.3. The influence of performance management, affirmative action, talent management on strategic training management 2.5. Socomigh 2.5.1. Development of training programmes 8 9 9 2.5.2. Role of HR specialist in ensuring the link between the organizations’ overall business strategies and training. 11 1 2.5.3. The influence of performance management, affirmative action, talent management on strategic training management 3. CONCLUSION 11 12 BIBLIOGRAPHY 2 1. INTRODUCTION According to MSG (2015), Training and development is vital part of the human resource development.. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the employers. Employment development is very important for the success of an organization. Employees would like to...
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...Aidah Nassazi EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE. Evidence from Uganda Business Economics and Tourism 2013 VAASAN AMMATTIKORKEAKOULU UNIVERSITY OF APPLIED SCIENCES International Business ABSTRACT Author Title Year Language Pages Name of Supervisor Aidah Nassazi Effects of training on Employee performance. Evidence from Uganda 2013 English 57 + 2 Appendices Koskinen Ossi Employees are major assets of any organization. The active role they play towards a company’s success cannot be underestimated. As a result, equipping these unique assets through effective training becomes imperative in order to maximize the job performance. Also position them to take on the challenges of the today’s competitive business climate. Although extensive research has been conducted in the area of Human Research Management, the same cannot be said on employee training especially as it concerns developing countries. The purpose of this thesis was to evaluate the effects of training on employee performance, using the telecommunication industry in Uganda as case study. In order to understand the study aim, four goals were developed and these focused particularly on identifying the training programs’ existing in the industry, the objective of the training offered, the methods employed and finally the effects of training and development on employee performance. The study was based on three case studies of the biggest telecommunication companies operating...
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...ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance. GJMBR-A Classification : JEL...
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...Training Needs Analysis The subject of this paper in relationship to training needs analysis (TNA) is the performance management system (PMS) within an organization. A training need analysis is used to assess an organization’s training needs through the process of gathering and interpreting data for identifying areas for personal and organizational performance improvement. The challenge is to obtain complete and accurate training needs analysis data. It can identify and determine the solution of training for the employees within the organizations’ goals and objectives (Noe, 2013). An effective training needs analysis should also meet the employees’ job competency requirement needs by answering who, what when, and why as well as how. An effective performance management program is concerned with both effective employees and an equally effective organization. Performance management system is the process of motivating employees through setting goals, measuring programs, giving feedback, coaching for improved performance, and rewarding achievements (Phillips & Gully, 2012). The implementation of a positive performance management system program can promote an organizations’ strategic plan effectiveness. Once a performance management system is implemented, it will allow for manager and supervisors to foster open communication with their employees. This openness will result in a positive and productive working environment and conditions where all employees feel some value and...
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...Organizational analysis involves identifying whether training supports the company’s strategic direction; whether managers, peers, and employees support training activity; and what training resources are available. Table 3.3 provides questions that trainers should answer in an organizational analysis. Some combination of documentation, interviews, or focus groups of managers and individuals in the training function should be used to answer these questions. The strategic role of training influences the frequency and type of training and how the training function is organized in the company. In companies in which training is expected to contribute to the achievement of business strategies and goals, the amount of money allocated to training and the frequency of training will likely be higher than in companies in which training is done haphazardly or with no strategic intent in mind. For example, companies that believe learning contributes to their competitive advantage or that have adopted high-performance work systems (e.g., teams) are likely to have greater training budgets and conduct more training. The business strategy also influences the type of training. Companies that have adopted a disinvestment strategy are more likely to focus on Outplacement assistance and job search skills training than are companies with other strategic initiatives. Last, the greater the strategic role of training, the more likely the company will organize the training function using the business-embedded or Corporate...
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...EFFECT OF MOTIVATION AND TRAINING ON THE PRODUCTIVITY OF AN ORGANIZATION TABLE OF CONTENT Title Page - - - - - - - - - - i Certification- - - - - - - - - - ii Dedication - - - - - - - - - - iii Acknowledgement - - - - - - - - iv Table of contents - - - - - - - - - v Abstract - - - - - - - - - - vi CHAPTER ONE: INTRODUCTION 1.1 Background of the study - - - - - - - 1 – 3 1.2 Statement of the problem - - - - - - - 3 – 4 1.3 Objectives of the study - - - - - - - 5 1.4 Research Questions - - - - - - - - 5 1.5 Hypothesis - - - - - - - - - 6 1.6 Significance of the study - - - - - - - 6 1.7 Scope of the study - - - - - - - - 7 1.8 Limitation of the study - - - - - - - 7 – 10 1.9 Plan of the study - - - - - - - - 10 – 11 1.9.1 Definition of terms - - - - - - - 11 CHAPTER TWO : LITERATURE REVIEW 2.1 Introduction - - - - - - - - - 8 2.2 Concept of motivation and training - - - - - 12 – 15 2.3 Theories of motivation - - - - - - - - 16 – 21 2.3.1 Motivation in Nigerian banking industry - - - - 21 – 23 2.4 Factors that trigger training - - - - - - - 23 – 24 2.5 Aims of training - - - - - - - - 24 2.6 Benefits of training to organization - - - - - 24 – 26 2.7 Benefits of training to employees - - - - - - 26 2.8 Types of training - - - - - - - - 27 – 30 2.9 Appraisal of training- - - - - - - - - 30 2.10 Methods of evaluation - - - - - - - 31 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction - - - - - - - - - 31 3.2 Population - - - - - - - - - 31 3.3 Sampling...
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...Term Paper On “Employees Training and Development” Submitted by Shahadat MD. SHHADAT HOSSAIN This report is basically divided into four parts. The four different parts of the report are chapter one, two, three, & four. The first chapter basically deals with the report’s Introduction, Objectives of the study , Methodology, Sources of data, and Limitations. The second part deals with Background of the company, Employee analysis, Training & Development Provided, Others services. The third part deals with the ……………………………. And finally the fourth part deals with conclusion and recommendations for the company. Here we have discussed about few of its lacking as well as competitive advantage as well. Part # 1 CHAPTER: 1 1. Introduction 1.2 Objectives of the study The general objective is to access the “Employee Training and Development on BRAC Bank Ltd.” in Bangladesh. 1.3 Methodology In this study, exploratory research was undertaken to gain insights and understanding of the overall the “Employee Training and Development on BRAC Bank Ltd.” in Bangladesh to determine their efficiency. After that a more comprehensive conclusive has been undertaken to fulfill the main purpose of the study. 1.4 Source of data There are mainly two sources to collect the information. To do all these things we need much information...
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...Utiliscan Case Analysis Webster University Utiliscan is a small company that employees 250 employees that has been experiencing a growth rate with challenges recruiting experienced skilled employees. Paul the current HR director of Plastec uses to work for Utiliscan but left the company for better opportunities. Before he left the company Paul conducted an employee survey that the shared with the top executives of the company. Paul’s survey outlined several crucial areas that need to be addressed by the company to attract and retain employees. The company financial funds are stretched and Paul has been asked to develop a plan to address the problems that will not break the bank. Based on the survey Paul plan needs to focus on improving benefits & compensations, training, pay and performance, and safety bank. These areas are important to the strategy goals of the organization, motivation and performance of the employees. Benefits and compensation are very important to the organization and the employees. A health care analysis has shown that health care insurance can be very expensive and can cost Employees approximately $10,000 and employers can expect to contribute between $2000 -$3000 towards the premium per employee (wwww). Paul plans should look at what type of plans the employees have now and compare them to other plans that could reduce the cost to the employer and the employee. The most prominent ones are changing copayments and employee...
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