The Training and Development of Staff - Essay Example

? Lack of staff training Table of Contents Introduction 3 Chapter Literature Review 4 Chapter 2: Methodology 6 Research Strategies- Quantitative and Qualitative Research 7 Choice of Research 7 Data Collection Methods and Techniques 8 Chapter 3: Data Analysis 8 Chapter 4: Conclusion and Recommendations 13 Appendix 14 Questionnaire 14 Reference 18 Bibliography 19 19 Introduction It is a universally accepted fact that improved productivity is directly related to the effective and efficient training. Moreover, it has become increasingly important to make investments in the field of training in order to make advancement in the modern world. Thus it implies that the role played by staff training is immense and plays a critical role in all organizations. The training and development of staff is predominantly based on the fact that staff skills bear direct relation with the growth of the organization and the requirement to grow the skill is to make the organization grow. Training is regarded as a systematic way of developing knowledge, attitudes and skills of employees to help them perform to the best of their abilities in their respective job roles. The new recruits in organizations have many different skills and may be specialised in a variety of specializations. However, the skills may not be as per the organizational needs and requirements. This is where the need for training and development finds importance in the organizational context. It helps the staff in taking the organization towards its goals and destinations. This project aims to address the issues which might arise due to the lack of staff training in organizations (Olaniyan & Ojo, 2008, p.326). Training, both socially, physically, mentally and intellectually are considered to be extremely important for facilitating the productivity of the organization and also for development of the personnel in the organization. The importance of training and development has grown in importance by the human resource departments in organizations. The consideration of human resource as the most valuable assets of the organizations is universally agreed by all. Nothing can be done without the right use of man power. The study tries to analyse the importance of staff training in organizations and the effects of the lack of training of the same. The organization chosen for the purpose is the Royal Bank of Scotland (RBS) which has decided to make investments in the training and development of its staff (WHICH, 2011). The literature review brings forth the supportive and contradicting arguments for the topic. The study also makes a primary research on the topic. This is done by using the method of questionnaire. Finally the data collected is analysed and based on the analysis the project makes suitable recommendations for the same (Olaniyan & Ojo, 2008, p.326). Chapter 1: Literature Review The demand of the marketplace for quality, speed, customization, punctuality, and variety or services and products has been responsible for dramatically changing the landscape for conducting business across the world. Technology usage, the relentless speed with which technology has been changing and upgrading it, skills which the workplaces demand have completely changed the corporate scenario. The increased pressure which has been coming from these factors is acting as the driving force behind the constant search for improved and better performance. This is applicable for the smallest and simplest of tasks to the most complex corporate strategies in organizations today. The nature of this dynamic learning and performance of individuals especially at the management levels have been responsible for converting it into a rat race which does not have a finish line. The broader perspective shows that the individual learning and performance acts as the prime factor which keeps organizations ahead or behind their competitors (Kunneman, Key & Sleezer, 2000, p.40). In the year 1998, a study was conducted by the Training Magazine in US reported that organizations in the nation had been investing more than $58.6 billion in training and development of their staff. This was an increase of over 5% from the previous year. Some of the outside expenditures included conferences, seminars, hardware and other services which also comprised of a major portion of the budget. In the year 1999, 70% of the organizations in America had been providing first line training to its supervisors. This throws light on the need of organizations to train its staff to maintain competency in the market and competitive edge over its competitors. Training is seen as one of the primary needs of organizations across the global scenario (Kunneman, Key & Sleezer, 2000, p.40). The importance and effectiveness of the implementation of trainings in organizations is also the cause behind rising costs for the same. Thus researchers and practitioners require having a better understanding of the relationships existing between the evaluation and effectiveness of the training and development efforts coming from organizations (Edens & Bell, 2003, p.234). Authors have linked training and development needs directly with productivity. Organizations have resorting to training programs for the production of a workforce which does more with less. It is one the main determinants which is used for differentiating themselves from other competitors. It has also been said that training bases the foundation for keeping with the rapidly changing technology in the world. Training plays the critical role of equipping organizations to respond promptly to the changing situations Training helps improve the flexibilities of employees such they are able to perform each others’ jobs when the need arises. Also with the ongoing globalization, training has become imperative in removing cultural barriers by enhancing mutual respect for cultures and enhancing effective communication in the workplace (Chan, 2009, p.7). Also with the increase in competition organizations have been facing the problem of employee turnovers. Training has been one tool using which organizations have been successful in curbing the problem to a considerable extent. Organizations have been making huge investments in hiring new employees and also making them productive in the workplace. It is seen that organizations which have been making investments in the field of training and development have been more successfully attracting competent job seekers and also retaining them. In fact training and development programs are the basis on which job seekers consider employers as being good or bad (Chan, 2009, p.7). Extensive exploratory research was conducted for bringing about a relationship between training and productivity of organizations. It was seen that Australian organizations which made large investments in training their employees yielded greater returns on those investments through the enhanced productivity of employees (Leo, Sonnie & Gerald, 2001). Chapter 2: Methodology Action Research is conducted in the project in which employees themselves are asked to present their opinion regarding the ongoing training and development program in the organization. The prime aspect which is focussed is to bring forth the employees’ opinion regarding the problems or hassles they have faced due to the lack of staff training in the same. The reason behind using this action research is to allow them to make assessment of their own performance and also their colleagues’ performance. The action research would include posing questions for 50 numbers of employees in the RBS using the method of questionnaire. The action research that is conducted is mainly done to supplement the secondary research sources. It includes collection of primary data in person. It is however ensured that the data collected through both the primary and secondary sources are integrated effectively (Purdue Owl, 2010). Research Strategies- Quantitative and Qualitative Research Quantitative and qualitative research methods are two of the most frequently used approaches in primary research. Quantitative research includes the use of numerical figures. The quantitative research technique has been used for analysing the research question. This method has been used for developing answers to the research question. The technique takes the help of certain predefined procedures and techniques which is used for the research. The evidences which are collected throws light on the new findings. This kind of research technique has been specifically used for its usage in providing complex descriptions in the research issue (Family Health International, 2006, p.1). The qualitative research, on the other hand is used for measuring and highlighting on the human aspects of the study, like the behaviours, relationships, emotions and beliefs. It includes a number of variables for analysis. It also finds usage when a large amount of data is considered. The questionnaire is distributed among employees which comprises on both open and close ended questions. The open ended questions help in the making a comprehensive analysis of the different views of different employees in the organization. It also allows the development of rich and explanatory answers to the research topic (Denscombe, 2007, p.249). Choice of Research The main purpose of the research is to highlight on the effects of lack of staff training and development on the performance of employees and productivity of organizations. Both the quantitative and qualitative research techniques are used for the purpose. The objective of using both methods is to yield the benefit of both. The extent of the impact of lack of training is reflected through the quantitative research. On the other hand an in-depth analysis is drawn for the topic based on the qualitative research. Integrating the two results helps to bring about a better analysis of the data collected in the study (Flick, 2009, p.32). Data Collection Methods and Techniques The use of reliable sources has been one of the prerequisites in conducting this research. This ensures that the finding from the research question would reflect accurate and true results. Interviews are conducted using the questionnaire. The questions are designed to bring forth their experience in the organization with regards to training or lack of it. The interview method is chosen for the research as it removes the possibilities of doubts that might arise in the mind of the respondent (Saunders, 2003, p.27). Chapter 3: Data Analysis The data which is collected through the questionnaire has been analysed to find a relation between staff training and its impact on the organizations. The responses that were collected from the organization were put to statistical analysis and represented in the form of pie charts. Te following chart would reflect the relationship between training and employee creativity and dynamism. The responses collected from the employees throws light on the fact that training imparted in the organization helps employees attain greater dynamism and creativity. A clear majority of 25% and 15% of the respondents have agreed and highly agreed to the same respectively. Very few of the employees have shown a negative response regarding the issue. When asked about the impact of training and development and its impact on the organization’s productivity, majority of the employees agreed by saying that there is a direct relationship between the two. 50% and 30% of the respondents have agreed to the same while a very few minority of 4% has disagreed to the above topic. Employees have shown a positive response towards the impact of induction training towards on their performance. It is also seen that employees who have been provided with induction training have proved to perform better than those without the training. In this case also a very of the respondents have disagreed to the above fact. The employees have also said that training and development programs of the management have been able to curb employee turnovers to a considerable extent. Thus it can be said that it is worth investing in training and development programs because it successfully retains useful resources in the organization. Employees are able to gain skills which form a basis on which they can carve out their career paths. Organizations not investing on the same are more likely to lose valuable resources. Employees have also said that training has made them manage their work priorities and time better and more effectively. This accounts for one of the major factors which influence their productivity in the organization. It has acted a valuable tool for enhancing their efficiencies in their work domains and performs to the best of their abilities. From the open ended questions, it is clear that the employees consider training to be beneficial towards their career growth and progression. One of major areas where the lack of training has affected them is decreased productivity, improper time and priority management, de-motivation and wastage of resources. Employees have said the staff training and development programs have been successful in increasing their skills to manage the above aspects. That they have realised is that training in the proper direction has played the crucial role of directing their skills and efforts towards the right direction. This has been successful in making them attain organizational targets and goals. Chapter 4: Conclusion and Recommendations It is recommended that organizations make investments in providing staff training based on the individual requirements of the staff. This is because; there are a wide diversity of resources and skills which have their won individual demands. The skills vary from each other and so does their training requirements. It is most important that new recruits are provided with induction training. This helps them to adjust to the new work environment and also make them aware of their roles, responsibilities and what is expected of them. Enhanced productivity of the employees reflects through the enhanced productivity of the organizations. Employees are able to gather the requisite skills and put efforts in the proper directions. In the long run, this helps the employees self sufficient and work towards attainment of the organizational goals and objectives. In other words, organizations must direct their training and development activities ensuring that it helps to achieve organizational objectives in the long run. Appendix Questionnaire Name: Age: Gender: Designation: Part 1 1. Employee dynamism and creativity is required in the organisation for taking it towards its goals and objectives a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 2. Employees suffer from low productivity because of lack of training and development programs in your organisation a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 3. The induction training in your organisation provides excellent opportunities for the newcomers to have a comprehensive learning about the organisation a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 4. The new employees provided with induction training are found to perform better than those who are not a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 5. You see a difference in the effectiveness and productivity of your department due to the lack of effective training programs a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 6. Due to the lack of training employees are unable to manage their time and priorities effectively a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 7. Lack of staff Training and development programs has increased employee turnovers in the organisation a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree 8. Lack of staff training and development programs has resulted in the organisation losing on its competitive edge over others a. Highly disagree b. Disagree c. Indifferent d. Agree e. Highly agree Part 2 1. Mention some of the effects you have experienced due to the lack of staff training and development. 2. How could a staff training and development program help employees attain their organisation’s goals and objectives? 3. Mention one staff training technique which, in your opinion, would be effective in your organisation. Reference Chan, J. F. (2009). Training Fundamentals: Pfeiffer Essential Guides to Training Basics. John Wiley and Sons. Denscombe, M. (2007). The good research guide: for small-scale social research projects. McGraw-Hill International. Edens, P. S. E. & Bell, S. T. (2003). Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features. Journal of Applied Psychology. 2003, Vol. 88, No. 2, 234–245. [Pdf]. Available at: http://www.psychologie.uni-mannheim.de/cip/Tut/seminare_wittmann/meta_fribourg/Arthur_etal_2003_MA_Trainings_in_organisations.pdf. [Accessed on May 09, 2011]. Family Health International. (2006). Qualitative Research Methods: A Data Collector’s Field Guide. [Pdf]. Available at: http://www.fhi.org/nr/rdonlyres/etl7vogszehu5s4stpzb3tyqlpp7rojv4waq37elpbyei3tgmc4ty6dunbccfzxtaj2rvbaubzmz4f/overview1.pdf. [Accessed on May 09, 2011]. Flick, U. (2009). An introduction to qualitative research. SAGE Publications Ltd. Leo, M,., Sonnie, H. & Gerald, B. (2001). The name assigned to the document by the author. This field may also contain sub-titles, series names, and report numbers.Training for Productivity. [Online]. Available at: http://eric.ed.gov/ERICWebPortal/search/detailmini.jsp?_nfpb=true&_&ERICExtSearch_SearchValue_0=ED454391&ERICExtSearch_SearchType_0=no&accno=ED454391. [Accessed on May 09, 2011]. Kunneman, D. E.,Key, J. P. & Sleezer, C. M. (2000). Management training activities and training needs within selected business and industry organizations in Oklahoma. [Pdf]. Available at: http://scholar.lib.vt.edu/ejournals/JCTE/v16n2/pdf/kunneman.pdf. [Accessed on May 09, 2011]. Olaniyan, D. A. & Ojo, L. B. (2008). Staff Training and Development: A Vital Tool for Organisational Effectiveness. European Journal of Scientific Research. ISSN 1450-216X Vol.24 No.3 (2008), pp.326-331. [Pdf]. Available at: http://www.eurojournals.com/ejsr_24_3_01.pdf. [Accessed on May 09, 2011]. Purdue Owl. (2010). What is Primary Research and How do I get Started?. [Online]. Available at: http://owl.english.purdue.edu/owl/resource/559/1/. [Accessed on May 09, 2011]. Saunders. (2003). Research Methods for Business Students. Pearson Education India. WHICH. (2011). Banks promise to up game on Isa advice. [Online]. Available at: http://www.which.co.uk/news/2011/05/banks-promise-to-up-game-on-isa-advice-252870/. [Accessed on May 09, 2011]. 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