Analysis of the Training Criteria Used to Send Staff for Training - Research Paper Example

?Analysis of the Training Criteria Used To Send Staff for Training INTRODUCTION Training is often argued as among the important processes being followed in various kinds of organizations, irrespective of their nature as a profit oriented firm or a non-profit oriented firm in order to incorporate particular individual or a set of groups effectively in the decision making procedure and thus, in the overall efficiency enhancement or progress of the corporate entity. It has been noted in this regard that training is extensively conducted owing to some reasons or with the desire to attain certain goals. For instance, an employee or a group is trained so as to develop their potentialities to become suitable for a particular task to be performed within the organization. As commonly witnessed, in the process of training, the skills as well as knowledge possessed by an employee(s) are indented to be developed with the intention to attain organizational goals more comfortably (Drummond 4-8). Based on these aspects, it has been noted that training of the staff members will be quite crucial in General Organization for Youth and sport (GOYS), which is a renowned non-profit organization of Bahrain. The organization is known for providing requisite support to the youth of the country and facilitates them with major technologies as well as trainers required to pursue a career in sports. The organization is also involved in promoting and discovering talented youth and encouraging them to participate in sports representing the country in the global arena General Organization for Youth and Sports, “General Conditions”). PART 1: IDENTIFICATION AND JUSTIFICATION OF A STRATEGIC INVESTIGATIVE PROJECT 1.1. Topic of the investigation In the modern day business context, staff members should necessarily possess all the latest skills that are required for the continuous development of the organizational operations to accomplish the determined objectives. However, owing to the persistence of gaps in the skills required and the skills possessed, staff members need to be provided with adequate training so as to mitigate such gaps and attain organizational objectives at large. In relation to this, the topic of the study for this research paper will investigate about the strategies through which GOYS of Bahrain has developed as its training criteria to provide its staff members with training facilities and mitigate gaps existing in their skills. Being a non-profit organization, it is quite likely that GOYS have to witness significant challenges when rendering training facilities to its staff members. From a preliminary research, it was identified that staff members are provided with training in GOYS owing to certain needs of the organization based on particular criteria which include the role of the staff members, organizational needs in the short-run and in the long-run, capabilities of the staff members and the identified gap in their skills possessed among others. Hence, a need to identify the appropriateness of the set criteria in GOYS as well as to ensure the effectiveness of the staff training process applied in the organization can be evidently observed in the study which will be the topic of investigation in this report. 1.2. Research Aim, Scope and Objective 1.2.1. Scope of the study This study aims at identifying and understanding the criteria adopted by GOYS of Bahrain to provide training to its staff members. The study also intends to address the criteria identified with the aim to assess the effectiveness of the organization in training its staff members in ensuring long-run progress. GOYS, in Bahrain sponsors almost all types of sporting events including services such as providing sports instructions to the engaged parties and delivering required facilities to promote the youth of the country to take active participation in sports not only at the state or national levels, but also internationally. It has been noted that being a service oriented non-profit organization, GOYS treats its employees as its biggest strength and therefore depends on the skills of the staff members by a significant extent. This in turn increases staff training needs within GOYS. Thus, it will quite crucial to understand the criteria chosen by GOYS to train the staff members with the intention to preserve organizational effectiveness. However, there are certain limitations that might be witnessed in the course of the study. For instance, adequate information regarding the training process of the organization was unavailable for the purpose of this study. Moreover, during the interview session to obtain the required data, the employees as respondents deciphered a certain degree of hesitation in regard to disclosing any of the organizational information. 1.2.2. Objectives of the study Stating precisely, the objective of this study is to understand and assess The training process of employees in GOYS The criteria on the basis of which staff members are provided with training in GOYS The kind and duration of training they provide to their employees Skills required to be possessed by the staff members in GOYS and the related gap observable PART 2: RESEARCH METHODOLOGY 2.1. Research Questions Based on the above mentioned aims and objectives of the study, the following research questions have been devised. 1. “What are the criteria set by GOYS when rendering training facilities to its staff members?” 2. “What are the gaps observable in the training process in GOYS?” 3. “How can the staff training process in GOYS be improved?” 2.2. Hypothesis The research will be based on the assumption or hypothesis that the criteria selected by GOYS when rendering training facilities to its staff members play a significant role in ensuring the overall effectiveness of the programs. 2.3. Data Collection The data collection method that is to be used for the survey will be mainly based on primary sources which will include structured face-to-face interviews with some of the employees of the organization. The interview will further be based on an open ended questionnaire in order to gain maximum information about the training process of the company. Notably, based on a random sampling, the research will involve only the experienced employees in GOYS, i.e. the staff members associated with the body for over a year as the respondents so that the information is accurate. Secondary sources will also be used for the research so that the resulting outcomes are accurate and reliable. In regard to the research, secondary sources comprising reputed journals, literature and news articles will be in use in order to ensure maximum reliability of the overall study. 2.4. Data Analysis After completing the process of the interview, the data received will be analyzed from a critical point of view to ensure maximum validity of the same. Notably, as the data obtained through open-ended questionnaires mainly comprises of qualitative information which will be analyzed through a descriptive mechanism, i.e. through a narrative analysis process. In this process, the data gathered through the interview will be duly documented and assessed with reference to various theoretical underpinnings based on the subject area of staff training. 2.5. Research Objectives The objective of this particular research is to depict the training criteria that are being followed by non-profit or governmental organizations such as GOYS. Furthermore, in order to ensure accuracy of the research and its results, the training criteria of GOYS of Bahrain will be discussed in the paper. PART 3: IMPACT OF THE RESULT OF THE RESEARCH ON THE DECISION MAKING OF GOYS REGARDING ITS TRAINING CRITERIA AND THE OVERALL PROCESS 3.1. Identification of the Features of Data and Information There are mainly two approaches commonly followed in any form of research studies. These two approaches comprise of quantitative and qualitative methods. Quantitative approach of research mainly deals with numerical data or quantity to obtain an ultimate conclusion which suffices the determined objectives. This kind of approach is quite significant where accuracy of the research is of high priority. On the other hand, a qualitative approach portrays a general way of conducting a research without the inclusion of any numerical facts but with high significance towards rationality. This approach mainly analyzes the theoretical concepts and results to satisfy the determined objectives. This research will be conducted on the basis of a qualitative approach, i.e. it will be conducted on the basis of theoretical concepts and obtained primary information through the structured interview process. 3.2. Internet Research Search engine is among the key ways through which information can be gathered, especially when gathering secondary sources. As a search engine, Google will be used for gathering information from internet. 3.3. Determine the criteria to be applied when selecting data and information to support decision making The data that are to be selected for the purpose of the research will be from maximum reliable sources. Only academic articles, journals, literatures and trustworthy news articles will be used for the research. 1. Author or Organization: Articles that have names for the authors or are published by reputed organizations will be used for the research. Contextually, other sources will not be considered eligible for the research. 2. Accuracy: Articles which ensure maximum assurance of accuracy will be considered for this research. 3. Currency: Articles which are current as well as updated, i.e. published within a period of 5 to 7 years, will only be utilized for the research. 3.4. Impact of Training to an Organization Training has today emerged as one of the major concerns in modern day organizations. It has often been witnessed that employees in an organization often lack in terms of the required qualities and skills to accomplish the organizational objectives in the ever changing and challenging business environment of the 21st century. In this regard Drummond stated that every organization needs training process for its staff members in order to conduct its operations smoothly and with adequate effectiveness, irrespective of its size and industrial context. Thus, in order to meet the training needs, organizations use several techniques. According to Drummond, training involves a lot of time as well as capital along with other resources such as manpower, organizational commitment and employees’ commitment among others. Contextually, failure or unproductiveness of the process might result in huge loss of money and time for the organization (Drummond 4-8). Furthermore, in regard to this topic, Jackson, Schuler and Werner suggested that training is a strategic process often followed by organizations to enhance its effectiveness. Providing proper training to the employees hereby enables organizations to develop an effective work force and mitigate the challenges it witnesses in the local, national as well as global contexts. Thus, effective training enhances the competitiveness of the organization. Jackson, Schuler and Werner further stated that providing adequate training to the employees may incorporate certain skills so that they can contribute to the organizational effectiveness at a greater level and ensure the successful accomplishment of its organizational goals. Stating precisely, training can also be attributed as quite helpful in enhancing the competencies of the workforce on the whole which in turn tends to reward greater sustainable growth opportunities to the organization. Training and development programs also enable the organization to fulfill the personal needs of employees by developing their personal traits and professional capabilities (Jackson, Schuler and Werner 270-274). According to the study of Reid, Barrington and Brown, employee training is one of the strategies followed by organizations extensively as a key function to obtain effectiveness over the long-run in the modern day scenario. In other words, training is provided to the employees in order to fulfill the strategic needs of the organization. Focused on this context, Reid, Barrington and Brown further stated that There is different levels of training needs identifiable within organizations where each one of them is identified to be beneficial for the organization, and at often instances, are perceived to be more advantageous for the firm than the benefits obtained by the employees (Reid, Barrington and Brown 135-140). PART 4: IMPORTANCE AND CRITERIA FOR TRAINING WITHIN ORGANIZATION GOYS are regarded to be among the organizations which consider employees as its biggest strength. Based on this particular concern, GOYS focuses on conducting regular programs in order to develop several sorts of skills in its staff members to competently accomplish the set objectives. The organization is also stated to be quite aware of the fact that continuous development in skills of employees is quite necessary to sustain for a longer period in the world of rising competition and complexities. Contextually, it has been noted that GOYS follow a different approach towards the training and development of its employee skills. It has been noted in accordance to the report of Bahrain News Agency (2013) that the organization often promotes competition within its workforce with the title, ‘the biggest’ which assists the staff members to align their goals with the aims of the organization. This approach of the company aims to encourage the staff members to lose weight and remain healthy as well as promote a similar vision within the community. As providing sport training to the youth of the country is one of the business operations of the organization, they need employees who have an impressive physique that can set examples for the youth in the community. Owing to such aspects, this program is also signified among the strategic plans of the organization (Bahrain News Agency, “GOYS is organizing the biggest Loser''). Moreover, the different approach of GOYS towards skills development of its employees can also be justified by the report of the Gulf News. Reportedly, the organization holds Karting festivals for its employees as a part of the employee development programs initiated by GOYS. According to the President of GOYS, this development program of the organization tends to attract more and more youth of the country to join sports where its staff members act as examples of the benefit obtained from such a lifestyle (Gulf News, “Goys to hold karting festival for employees”). 4.1. Discussion about When Training Should Be Offered To Employees Notably, there are several criteria based on which training is provided to employees. According to the study of Bramly, training is provided to the employees or staffs in order to meet the targets and goals of the organization in a smooth and comfortable manner witnessing lesser hurdles than forecasted. Hence, training is provided to the staff members so that they can acquire all the skills and knowledge required to accomplish the goals of the organization. Bramly further stated that staff training is also provided sometimes to incorporate the required expertise in employees for the designated role so that they can maintain a high quality of work in the workplace causing minimum error or wastage of resources (Bramly 24-26). 4.2. Evaluate the Types of Training That Can Be Provided To Employees According to Robbins, there are different forms of training that often performed by modern day organizations. These forma mainly comprise of basic training, technical skills development training, problem solving skills development training and interpersonal skills development training processes to name a few. Basic training is provided to new recruits especially while technical skills development training is provided to professionals to perform the allotted task with adequate efficiency. According to Robbins, problem solving skills development training is provided to all the staff members of the organization irrespective of their roles and expertise to imbibe a particular change or enhance the values, morale as well as commitment of the workforce towards organizational success. This particular training process is conducted by organizations on a continuous and routine basis (Robbins 19-20). Based on this particular context, the report of the Australasian Association of Volunteer Administrators also suggested a similar sort of perception about the types of training often practiced within an organization. According to the report, the various types of training in an organization comprise of formal, informal as well as competency based training. All these types of training processes aim to enhance the skills and abilities of the participants, thereby ensuring better efficiency in almost every sphere of the organization (Australasian Association of Volunteer Administrators, “Training”). PART 5: USING THE RESEARCH FINDINGS TO INFORM AND SUPPORT STRATEGIC DECISION MAKING 5.1. Recommendations of Course of Action to Be Taken From the analysis of the research it has been observed that training is quite a necessary approach which needs to be considered by organizations such as GOYS in obtaining long-run efficiency and sustainability. It is in this context that such processes often assist organizations to ensure better inculcation of the change requirements witnessed in the socio-economic context building an effective workforce to facilitate a comfortable and successful accomplishment of its goals. In this regard, GOYS can be recommended to be more concerned towards staff training. This aspect will enable the organization to enhance its performance quite considerably over the long-run. Moreover, it will also develop the skills and knowledge as well as the morale of employees which are quite vital aspects to share common goals within the workforce and ensure positive results for the organization’s benefits. This aspect of staff training will certainly provide more stability to the performance of the organization. 5.2. Determine the Source Available To Assist In Analyzing Data and Information Training allows organizations to gain competitive advantages over its competitors. It develops commitment of the employees towards the organization and also enhances their motivation and morale to perform efficiently for organizational growth. Moreover, training also ensures maximum employee retention which is often regarded as quite beneficial for the business (Brum, “What Impact Does Training Have on Employee Commitment and Employee Turnover?”). Furthermore, it has also been noted that organizations, now-a-days prefer to provide training to its employees in order to improve individual, team as well as organizational effectiveness. It has been precisely understood that the process of training involves certain costs as well as time and other resources, but plays a fundamental role to ensure better performance of the organization (Arguinis and Kraiger, “Benefits of Training and Development for Individuals and Teams, Organizations, and Society”). It is expected in this context that the research conducted on the training process of the organization will come up with results that will enable GOYS to know about the negative as well as positive aspects of its training process currently applied. These factors will further allow it to form accurate and more effective training programs in the future. TIMESCALE OF THE RESEARCH Works Cited Australasian Association of Volunteer Administrators. Training, 2013. Web. 19 May 2013. Arguinis, Herman and Kurt Kraiger. Benefits of Training and Development for Individuals and Teams, Organizations, and Society, 2009. Web. 19 May 2013. Bahrain News Agency. GOYS Is Organizing The Biggest Loser, 2013.Web. 19 May 2013. Bramly, Peter. Evaluating Training. London: CIPD Publishing, 2003. Print. Brum, Scott. What Impact Does Training Have on Employee Commitment and Employee Turnover? 2007. Web. 19 May 2013. Drummond, Ken. How to Conduct a Training Needs Analysis. Australia: Gull Publishing, 2008. Print. Gulf News. Goys to Hold Karting Festival for Employees, 2011. Web. 19 May 2013. General Organization for Youth and Sport. General Conditions, 2010. Web. 19 May 2013. Jackson, Susan E, Randall S. Schuler and Steve Werner. Managing Human Resources. US; Cengage Learning, 2011. Print. Reid, Margaret A, Harry A Barrington and Mary Brown. Human resource development. London: CIPD Publishing, 2004. Print. Robbins, Stephen P. Organizational Behavior in Southern Africa, 2nd Edition. Cape Town: Pearson South Africa, 2009. Print. School of Social Sciences. Quantitative and Qualitative Research, n.d. Web. 19 May 2013. Read More