Research Paper on Training and Development

John Kenny L. Salino

Father Saturnino Urios University

Date
Content

ABSTRACT....................................................................................................................................................8
TABLE OF CONTENTS.................................................................................................................................10
CHAPTER ONE............................................................................................................................................11
1.1 INTRODUCTION...............................................................................................................................11
1.2 Background to the study........................................................................................................11
Statement of the problem.....................................................................................................12
1.3 Objectives of the study..........................................................................................................12
1.4 Purpose of the study..............................................................................................................12
1.5 Scope and limitations of the study.........................................................................................12
Keywords used......................................................................................................................................13
CHAPTER TWO...........................................................................................................................................14
LITERATURE REVIEW..............................................................................................................................14
2.1 Introduction..........................................................................................................................14
2.2 Training and development.....................................................................................................15
2.3 Effective Training for Quality Work........................................................................................16
2.4 Importance of Training and Development on job performance............................................17
2.5 Human Resource Management Training and Development..................................................17
2.6 Training Needs Assessment...................................................................................................18
2.7 Training Facilitation Methods................................................................................................19
CHAPTER THREE........................................................................................................................................21
RESEARCH METHODOLOGY...................................................................................................................21
3.1 INTRODUCTION...........................................................................................................................21
3.2 RESEARCH DESIGN.......................................................................................................................21
3.3 METHODS OF DATA COLLECTION.....................................................................................................22
3.4 METHODS OF DATA ANALYSIS......................................................................................................22
CHAPTER FOUR..........................................................................................................................................23
DATA ANALYSIS AND PRESENTATIONS....................................................................................................23
4.0 INTRODUCTION............................................................................................................................23
4.2 SAMPLE OF THE STUDY..........................................................................................................27
Figure 4.2.1 gender respondents.......................................................................................................27
CHAPTER FIVE............................................................................................................................................28
5.1 INTRODUCTION...............................................................................................................................28
 5.2 SUMMARY AND CONCLUSION.........................................................................................................28
5.3 RECOMMENDATIONS.......................................................................................................................29

ABSTRACT

The failure or success of modern profit-making organizations will depend on the

quality of Human Resource Management. Competent and well-trained employees

become the cornerstone for the success of the organization (Bhat, 2019). This research

paper focuses on highlighting the real impact on the development and training of

employees and on the effects it has on the organization's performance. It also aims at

describing the importance of the basic training and development done to the staff (Meeta &

Dwivedi, 2015). Further to this, it aims at highlighting the productivity effect on trained

employees. There is a high need to train the employees and develop them to acquire the

skills and knowledge needed in the workforce. The results of such training and

development are evident in the production of any organization. Any organization's

productivity improves and increases as a result of proper training and development of the

employees.

The research paper gives a proposal on how proper training and development

enhance employee performance. To carry out the research, an insurance agency in Chicago,

Illinois, a branch of the State Farm insurance company was selected, and questionnaires

distributed among 150 staff and various heads of the departments. The study results showed

that training and development on employees has a significant effect on the organization's

production. It also showed that employees who acquired new skills were much productive

compared to those who did not. In addition to that, the study found that there were different

ways in which employees could be trained and development offered to them to enhance

productivity. The results also showed that there was no relationship between the type of

question and the response that was given. The gender did not provide different views on the
questionnaire that was provided.

The researcher aims to encourage all organizations to train their employees and

develop them to increase production regularly. The researcher also aims at providing

different ways in which various organizations can achieve training and development. The

literature review was studied elaborately about the topics related to the problem. Different

data analysis methods, including frequency distribution tables, were used to determine the

study results. The results showed there was a relationship between the training and

development of the employees and the productivity of the organization. Recommendations

and Conclusion formed the last part of the research paper.

1.1 INTRODUCTION

1.2 Background to the study

The main aim of the research is to highlight the impact of the training and

development of employees as well as the effects it has on the organization’s performance.

Training can be described as the systematic program in which employers are given

instructions and are taught on matters of what can be described as technical knowledge

related to their jobs (Meeta & Dwivedi, 2015).

Training also involves teachings on how employees can use specific machines and

undertake particular tasks to increase efficiency. On the other hand, development can be

explained as the overall growth in education matters as well as people's growing maturity in

management positions. Programs in both development and training are designed in line with

the specific requirements of the organization. The kind of training and type of skills the

employees are being trained for are also considered. The positive impacts of training and

development on the employees are evidence that every organization should perform these

basic training to every employee.

The 21st-century employees are on the rise of demanding changes in the workplace,

flexibility, and choices of what they do. In any organization, there is an increase in value

where the training of employees happens (Meeta & Dwivedi, 2015). Any trained and

developed employee is self-motivated and highly responsible for their duties assigned to

them. All members of any organization need to be trained, including the executive and

senior staff. The overall training gives room for promotion to the next level in the line of

duty. Every organization aims to improve its performance, which cannot be achieved when

there is no efficiency in the production of the employees. The introduction of a performance

employees for energy in the workplace.

1.3 Statement of the problem:

There was a dire need for most insurance companies to know the impact of the

training and development of their employees. Regarding this, the companies were to

offer training and development to their employees.

1.4 Objectives of the study:

i. To highlight the impact of the training and development of

employees in an organization’s performance

ii. To investigate how an organization is affected by the

training and development of its employees.

iii. To provide different ways in which various organizations can

achieve training and development.

1.5 Purpose of the study

The main aim of the research is to conduct a thorough descriptive study on the

impact of training and development of employees as well as the effects it has on the

organization’s performance.

1.6 Scope and limitations of the study:

The following are some of the limitations of the study.

i. The sample size used was not enough to provide a full detailed

picture of all insurance companies operating in the country

another method could have been used for collecting data.

iii. The factor of the time being limited for there was no time to

carry out investigations in the other insurance companies across the country.

Keywords used

Training

Development

Employees

Productivity
 CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction

This chapter is based on reviewing what other writers and researchers have put

forward relating to training and performance, related ideas, and their manner of activities,

functions, importance, and the findings. This section of the chapter focuses on looking at

what other researchers have done relating to my study on the impact of training and

development on employees (Tahir et al., 2014). It also put across the research findings,

and a detailed report on human resource management functions as the sole structure of

any organization. Human resource management plays a significant role in the functions of

any organization. It is the epicenter of all activities that revolve around the systems of

many organizations. Concerning the effectiveness and efficiency of any organization, the

role played by each employer determines the progress of the company. Human resource

management training and development alone cannot guarantee the success of the

company without the employees' sacrifice.

The goals and objectives of the organization are vital in the training and

development of the organization. The training done to each employer is concerning

specific roles the employee performs in the company (Bhat, 2019). For competent and

technical support staff in an organization, the need for training arises. Either way, there

is a significant role played by qualified personnel in the delivery of the services. The

research done at the insurance companies proved training to be of great importance. In

one of the companies, there was growing change over the years due to the employees'

training. The survival of an organization depends on the performance by being

competitive environment. The logical basis behind training and development does not

only happen to ordinary employees but even the executives.

The rationale is to ensure that the organization has competent staff across the

board for it to be successful. The overall benefit should befall to all stakeholders of the

company (Bhat, 2019). The program implementation is required to contribute to the

achievement of the companies' goals and objectives, yield more in the market, and show

improved competency.

Human resource management acts as the center of the organization and therefore gives

guidelines on its progress. When training is done, the number of skilled staff is

increased, and this makes it easier for replacement in case of retire, demise, or

resignation of a staff. There is a workforce created in every organization which ensures

continuity of the organization. It focuses on attracting, developing, and retaining the

best-qualified personnel from a broad scope of trained staff and officials of the

organization.

2.2 Training and development

Training is basically a systematic program where the employees are instructed

and taught about technical knowledge and skills are imparted to them on matters relating

to their jobs. It also involves the teachings based on how the employees can use specific

tools and machines to perform certain tasks to increase efficiency in the work (Reddy et

al., 2020). On the other hand, development is the general and overall growth in

educational matters and the maturity of the people in management positions.

The human resource management does the kind of training and development is determined by

the specific requirements of the organization as well as the job done by a particular

individual. There is a global rise in setting a competitive world market to encourage

requirement and the survival for the fittest in any organization for an employee is the rule of

the game for maximum results. To survive this, a highly self-motivated attitude and

competency for all employees is required, but it may not be available. For this gap to be

filled, human resource management calls for a well-designed systematic training and

development. The accomplishment of the set objectives and goals for any organization

requires a well- trained and developed workforce, imparted with specific skills and

knowledge in the field of work.

2.3 Effective Training for Quality Work

The implementation of training and development programs provides essentials to

the job's quality performance in any organization. A pool of qualified replacements for

newly promoted employees and those who may leave the job is created by training and

development Replacements assist the company in saving time and resources when

looking for substitutes for those who leave the positions or in case of promotion. Human

resources are always available when needed by the company to offer support or growth

and expansion of the organization. For instance, small business organizations, training,

and development help them make use of advanced technology and able to compete in

the market.

For the training and development to be effective, it is advisable to start with the

organization's overall strategy and aims. The training should be arranged before

considering the main objectives of the organization. The organization's training strategy

should be based on its clients and competition in the market. The company's weakness

and strength, as well as the trends in the market, are also considered. The information

obtained is used in identifying the specific training needed by the organization. It may be

the whole organization or individuals.

One of the benefits of training is that the quantity and quality of the workforce are

improved. Skills and knowledge of the employees are increased, which brings efficiency in

the organization (Al Qudah et al.,2018). Training also helps the organization identify the

most talented and skilled employees who can be offered higher responsibilities. It is

important to note that trained employees possess a high efficiency in work compared to

those who are not qualified. Thirdly, the company's objectives and goals can be achieved

within a specified time since working time is improved due to efficiency displayed in work

being undertaken. The management reduces the supervisory roles since the employees

have the knowledge and skills needed in the jobs they are doing. Continually monitoring

and overlooking during working hours is not commonly experienced. In addition to this,

training improves the satisfaction of the job as well as boosting the morale of the

employees. On the other hand, development helps the executive be in line with the latest

updates, trends, and techniques in the field of their profession.

2.5 Human Resource Management Training and Development

Human Resource Management is the epicenter of any organization. One of the

critical functions of human resource management is training and development (Bailey,

2015). Training and development are seen as an integral part of human resource

management by many organizations. One of its crucial functions is the training and

development of the executive and employees. The Human Resource's role is to hire and

recruit new members of the organization based on competence and profession.

Generally, the structures and model of any organization is centered in Human Resource

management. The devolution of powers towards the workforce is enabled by the

To ensure there is a continuous supply of competent personnel in the workforce,

employees' training and development become a necessity. The newly recruited staff

should be socially accepted and technically skilled. Refresher courses are also essential

to improve the welfare of the team. The rationale of Human Resource Management is to

assist the company or organizations achieve her set goals and objectives. The

organization functions well when the central part of it manages to control the workers.

In technical terms, training may involve a change in attitude, knowledge, or skills of an

individual, which brings behavioral change to that person. For effective training, a

planned activity should be in place after a thorough analysis of the needs and targets of

the training in a specific area (Bailey, 2015).

2.6 Training Needs Assessment

It's a tool that is used to identify gaps and provide crucial information about the

progress of any organization. It is done through making decisions concerning the gaps

identified and if they can be filled by training of employees. Evaluation and assessment

become part of the planning process, which focuses on the identification of performance

challenges and trying to get solutions (Alessi, 2017). Problems that can be identified may

include attitudes, skills, and knowledge. The individual performance is critical in the needs

assessment training. For the set goals and objectives of the organizations to be achieved, the

individual performance plays a vital role in the workforce. It is this tool for assessment that

any organization will use to determine or assess its training needs. In relevance to Boydell

1990, one needs to highlight several questions on the training needs required by the

organization. Some of the questions may include;

 The skills and knowledge required to get there.

 The specific skills that are already there and what is missing.

 Ask yourself if the objectives are Specific, Measurable, Achievable, Realistic, and

Time bound.

 Let the staff tell you what they lack and what they already have.

When all that is done, then the type of training required is easy to identify. The

necessary training and development should be in line with the job, the employee being

trained, and the set goals and objectives of the organization.

2.7 Training Facilitation Methods

Training facilitation is a stage that involves the identification of learning

objectives, which will aid in achieving the set goals, the facilities needed, the funding

required, course outline, and modalities to carry out the lessons. The trainer may opt to

use various methods to deliver the content. There are several methods used in the

facilitation of training and development, some of which are discussed below (Ergulec,

2019).

Career Counseling

This is a method where the learners are allowed to work with the

assistance of their tutors. It's a method that develops the career plans of

the learner and helps to identify the weak areas and areas in which there is

a need for improvement.

Classroom coaching involves one-on-one working of the leaner and the

coach to conduct the lessons and set the required objectives to achieve. The

action plan is developed by the learner, and the coach assists in fulfilling the

set target. There is close monitoring of the assessment given by the coach,

and feedback is provided.