Integrative Industry Project - Case Study Example

Integrative Industry Project Contents Abstract 2 Discussion 3 Findings 5 Recommendations 15 Conclusion 16 References 17 Abstract This research paper deals with importance of training and development programs in judicial department of Abu Dhabi. In this study, inefficiencies and ineffectiveness of managers and employees shall be thoroughly studied which has a direct impact on organizational productivity. Abu Dhabi Judicial Department is a renowned organization but it is witnessing certain major challenges in relation to human resource management. This area of management plays an essential role since human resource can be considered as a valuable asset. Appropriate mechanisms need to be implemented so as to ensure there is high employee productivity within organizational system. The major aim of this research study is to reflect upon benefits of training and development programs. These benefits will revolve around stakeholders of the organization. Training and development sessions are a mechanism through which relationships can be development between employees and managers. Interview questions are structured in a manner that it can acquire wider set of opinions from respondents. Open ended questions have been mainly utilized in interview process since it provides an opportunity to acquire views from respondents. The answers portrayed in the interview process shall reveal importance of training and development program in context of staff development. These programs help in solving issues such as lack of knowledge or skills, employee conflict, ineffective communication between team leaders and employees, etc. Primary and secondary data collection tools have been utilized in the research study so as to address research goals or objectives. Primary data collection tools mainly comprise of questionnaire survey and interview with managers and employees. Secondary research encompasses collecting data from relevant source material. Questionnaire survey was conducted in relation to UAE court officials. Managers and employees are questioned regarding various dimensions of training and development sessions. The answers obtained during this survey indicate that managers and employees admit the importance of training program in employee development. Training sessions are not only viewed as a platform to gain knowledge but it also helps to enhance interpersonal skills. These skills are specifically required in judicial sector since it is all about effectively dealing with public. As per the survey training sessions should be in accordance with public benefit. Employees even feel that training programs could not ensure an employee job promotion but it facilitates further knowledge and skill development of team members. Career and work environment aspects are strengthened with the support of training programs. Organizational efficiency is closely knitted with employee productivity. Abu Dhabi Judicial Department was facing challenges since it did not undertake measures to motivate employees or resolve their issues. The particular approach being recommended would increase performance level of employees along with other staff members present in the department. Proceedings and decisions will not be pending if recommended approach is successfully implemented within organizational system. Innovation strategies as outlined in this research paper would lead to increased motivation, efficiency and productivity of team members. SWOT analysis have been conducted on the organization and it indicates that Abu Dhabi Judicial Department has further scope of providing differentiated services through increased employee efficiency and technology based applications. Discussion SWOT analysis is an effective strategic tool that is implemented in order to identify internal strengths and weaknesses, along with external opportunities and threats. Abu Dhabi Judicial Department is currently facing challenges in terms of decreasing efficiency level of employees. The following table outlines the key internal and external aspects of Abu Dhabi Judicial department. Strengths Weaknesses Expert professionals part of the organization Use of advanced technology within the organizational system Extended governmental support in context of rapid proceedings Availability of funds Renowned organizational image in the geographical region High rate of employee turnover Organizational inefficiency resulting into late work proceedings Undifferentiated services Corruption leads to disrupted image of Abu Dhabi Judicial Department Time constraint leads to decreased percentage of social development Opportunities Threats Enhance competency level of employees Focus on training and development sessions Implementation of motivational programs in order to control employee turnover Technological up-gradation so as to increase speed of operational procedures Undertaking other social development cases by forming alliance with other regions Engaging into promotional ventures so as to spread awareness about contribution of this judicial department towards development of Abu Dhabi Decreasing trust level of people due to delayed proceedings Corruption might result into criminals taking advantage Loss of expertise and skilled employees Findings The first few questions in the survey were regarding personal details of respondents. First question was regarding gender. What is your gender Answer Options Response Percent Response Count Female 33.3% 16 Male 66.7% 38 Respondents were mainly male, females also responded to questions. The age of these respondents has been represented in table below. What is your age Answer Options Response Percent Response Count 18 to 24 0.0% 5 25 to 34 66.7% 21 35 to 44 33.3% 28 45 to 54 0.0% 0 55 or older 0.0% 0 As per the graph, maximum respondents belong to age group between 25 to 34 years. The job title of the respondents is mainly of employees rather than managers. There was a set of questions which was asked to managers and employees. This was regarding various aspects of training and development programs organized within a firm. The answers have been represented in a tabular format along with a graph. Interpretation As per the analysis, respondents had an experience of training and development programs. There were certain parameters in which they responded positively. For instance, maximum percentage of respondents felt that timing of training and development program was sufficient and the training session was interesting. Employees and managers even stated that training and development program has positive impact on organizational productivity (Tiddlier, 2009). Hence there is a strong correlation between training and development session and organizational efficiency. The next set of questions was designed in order to study work environment perspectives. These questions reflected the importance of training and development session in context of workplace environment. Interpretation The above tabular data analysis clearly indicates that training and development program plays an active role in organizational development. Abu Dhabi Judicial department witnessed challenges since employees were not given proper training and development. There was no such connectivity between managers and employees. Work was delayed in the department because of lack of knowledge, skills and motivation amongst team members. Majority of the respondents stated in the survey that training and development sessions are technology effective. It was indicated that such sessions should be public relevant and encompass ethical standards (Kirk and Miller, 2001). Ethical principles should be incorporated efficiently within team members and this is possible through structuring training and development programs. The final set of parameters in questionnaire survey was regarding career and growth. In these set of questions, the impact of training and development program organized by UAE court officials on career and growth shall be thoroughly analyzed. Interpretation Employees and managers were surveyed for acquiring answers on these particular questions. The data collected highlights that UAE court officials should focus on particular areas for training and developing programs. This is simply because it would help them to retain employees as well as better serve public. As per the analysis, training and development programs centered towards interpersonal skills development would be beneficial for employees and public. In overall context, training on interpersonal skills shall facilitate better relationship development between managers, employees and public. The survey even reveals that UAE court officials are inclined towards training and development program in correlation with job responsibilities of employees. Abu Dhabi Judicial Department needs to encompass training session which can enhance interpersonal skills of employees and incorporate necessary skills or knowledge amongst team members (Ghauri and Grönhaug, 2005). Employees and managers being surveyed even stated that training and development session would be a necessary component in future years. This means organizational productivity is dependent on employee performance which is increased through structuring training and development sessions. However respondents did not agree with the aspect of training and development sessions initiating job promotions. Promotion can be considered as an element closely knitted with performance of employees. This performance can be supported through training and development programs but ultimately promotion depends on application of skills and knowledge of employees (Wall and Wood, 2005). This questionnaire survey could outline key benefits associated with training and development sessions. Interview questions included within research methodology was to acquire broader opinions of respondents. The first question was about understanding of training and development session in context of judicial department employees. Majority percentage of respondents replied that training program in such organization indicates imparting job specific skills in team members along with interpersonal skills (Maylor and Blackmon, 2005). This in turn enables employees to form long term relationship with public. Judicial department employees need to have a thorough knowledge about views or opinions of public so as to prevent any form of delay in case proceedings. The next question was about relevancy or advantages of training and development programs (Salkind, 2010). Respondents replied that such programs are necessary for overall organizational efficiency. Third question was type of training program necessary for judicial department employees. Managers and employees replied that – key features of training and development program for judicial department shall be interpersonal skill and knowledge development (Henry, 2011). The most important interview question was views on impact caused by training program on staff development. As per the reply, training sessions play a vital role in enhancing skills and knowledge base of employees. Staff might not be able to strongly connect with team leaders without a training program (Johnson and Christensen, 2008). Hence it can be viewed as a medium to establish relationship with team members along with eradicating any form of job related queries. Quantitative research was exhibited through a tabular set of questions where training and development issues were analyzed. In the above data set, 100% indicates totally agree and 1% indicates least satisfaction level. 30 respondents were approached for answering this particular set of questions. The data collected is analyzed through a graphical representation. Interpretation As per graphical representation, it can be assumed that respondent’s feel training program should be terminated whenever there is any form of structural failure. On the other hand, some answers even denote governmental funding is critical when it comes to organizing training programs for UAE court officials. This is a governmental agency and hence extended governmental support is a necessary factor (Bryman and Bell, 2003). Employee training would yield a satisfactory welfare condition but it does not ensure 100% improvement in overall welfare conditions. On the basis of data analysis it is clearly evident that all employees should be provided with appropriate training and development sessions. This ultimately contributes towards overall organizational productivity. Ethical issues are closely knitted with human resource management practices as identified in the research study. The training and development program for the judicial department needs to be structured in such manner that it delivers equal benefits for all stakeholders. Training session is usually organized in initial phase of employment but it should be a continuous entity in organizational system (Thomas, 2003). Issues are regarding genuineness in training and development programs, allocating funds for the session appropriately and incorporating key areas within training program which could be advantageous for employees. Recommendations This research study outlines the impact of training and development program on organizational efficiency. It is recommended that Abu Dhabi Judicial Department should lay more emphasis on training programs for employees. These programs are an essential component since it focuses on overall employee development. Performance improvement is an important factor in the judicial department because it is adversely affecting service delivery. The case proceedings are being delayed since employees are not motivated towards their job role or responsibilities. Recommended performance improvement approach shall be to gather employee feedback in context of areas of improvement. Managers need to work in active collaboration with employees as it can directly impact organizational productivity. To be more precise performance related pay culture shall enhance organizational productivity level. Employees will be more determined to perform well and this in turn will eliminate inefficiencies prevalent in organization. Abu Dhabi Judicial Department possesses a renowned image in the geographical region and it can sustain this image only when it has a wide base of talented employees. Training and development program can increase employee performance only when it effectively includes key job areas. Employees need to be trained on important aspects and interpersonal skill development. In training session, role model would be portrayed so that employees have a clear idea about case handling tactics. On the other hand, interpersonal skill development will facilitate developing long term relationship with external stakeholders. There is another recommended approach which indicates employees should contribute their innovative ideas towards training and development session. This would support employees to efficiently deal with current problems faced by Abu Dhabi Judicial Department. Conclusion As per the study, training and development session is an essential factor for all real world organizations. This program enhances employee performance level and plays a vital role in organizational productivity. The research study was centered towards Abu Dhabi Judicial Department and its human resource management challenges. Lack of training and development program decreases efficiency level of employees. Questionnaire survey and interview questions were designed to gather information from managers and employees. The collected data was further analyzed in a tabular format and through a graphical representation. On the basis of analyzed data it can be stated that managers and employees are in favor of training and development session. These sessions should not be just incorporated in organizational system but also needs to be aligned with corporate strategic goals or objectives. Training and development program shall encompass theoretical knowledge along with practical exposure in terms of interpersonal skill development. References Bryman, A. and Bell, E. (2003). Business research methods. Oxford: Oxford University Press. Ghauri, P. and Grönhaug, K. (2005). Research methods in business studies. London: Prentice Hall. Henry, A. (2011). Understanding strategic management. New York: Oxford University Press. Johnson, B. and Christensen, L. (2008). Educational research: quantitative, qualitative, and mixed approaches. Thousand Oaks: Sage Publications. Kirk, J. and Miller, M. L. (2001). Reliability and validity in qualitative research. Beverly Hills: Sage Publications. Maylor, H. and Blackmon, K. (2005). Researching in business and management. London: Palgrave Macmillan. Salkind, N. (2010). Encyclopedia of research design. New Delhi: SAGE. Thomas, M. (2003). Blending qualitative and quantitative research methods in theses and dissertations. London: Corwin Press. Tiddlier, C. (2009). Foundations of mixed methods research. California: SAGE. Wall, T. and Wood, S. (2005). The romance of human resource management and business performance, and the case for big science. Human relations, 58(1). Read More