The Impact of Training and Development on Employee Performance - Case of Qatar Petroleum - Research Proposal Example

The impact of training and development on employee performance - A case study of Qatar Petroleum (Oil and Gas Corporation) Name: Date: Table of Contents Table of Contents 2 1.1 Research Problem Definition 3 1.2 Research Question 3 1.3 Research Objectives 4 1.4 Literature Review 4 1.5 Methodology 5 1.6 Ethical Issues 6 1.7 Research Project Plan 6 Bibliography 8 1.1 Research Problem Definition There is a necessity in every organization to improve the employment performance of the employees. The implementation of training and development is one of the significant steps that most organizations pursue to upgrade the performance of their employees. With training and development of employees, a company creates a pool of informed workers and hence improves the performance of workers as well as the overall organizational performance. In todays workplace, employees are increasingly pushing for change and inclusion in decision-making. Training and development ensures employee adaptability in their work. The worth of an organization increases when employees better prepared by creating a learning culture in which all employees work mutually to achieve the goals of the firm (Khan, Khan, Khan 2011). 1.2 Research Question How does training and development of employees impact the organization’s performance? What are the steps of the organizations in doing training of the employees? Why do we need to understand the best issues that generally call for training and development of employees? Why is it important to understand the real goals of the training and development for the employees? What are the sought results of the training? 1.3 Research Objectives i) The purpose of the study is to explore the impact of training and development on employees working in Qatar Petroleum ii) To discuss the current practices in Qatar Petroleum for training and development that will contribute to the employee’s training and development iii) To evaluate the views of management personnel on effective employee training and development program as enhancing the employee performance 1.4 Literature Review In the contemporary market where globalization has created intense competition, a company must develop a suitable strategy in order to survive. Organizations, which invest in their workforce usually perform better and are capable of withstanding competition pressure from their rivals in the market. On the other hand, organizations that take traditional approach and treat their workforce as a passive resource are bound to fail and are most likely to be swept away with the wave of market competition. The main premise of implementing training and development program in any organization is usually to ensure growth of employees by endowing them with the most relevant and current information that pertains to their work. Training and development of employees improves their ability to handle tasks effectively and efficiently, thus increasing the overall performance of the organization. When developing a training and development program, it is crucial to take into consideration the situation of the company and the knowledge gaps that exist within the organization. This will ensure that the training and development program includes all the essential elements in terms of the skills that employees need in order to perform their tasks effectively. The effectiveness of a training and development program is measured in terms of the extent of impacts that employees create in the production process and the overall improvement of organizational processes. Therefore, training and development is beneficial to both individual employees and the organization (Kramar 2012). Training and development of employees in Qatar Petroleum can achieve great miles and exhibit positive impacts under the backing of shareholders (Manguènnandongo 2002). Developing a clear understanding of potential needs of employees and possible reaction of employees of Qatar Petroleum remains a crucial initiative towards ensuring the implementation a successful employee training and development. 1.5 Methodology Primary data will be gathered through a survey, which comprise of questionnaires containing close-ended questions (Harris & Brown 2010). Surveys furnish brisk, modest, productive and precise method of evaluating data about the selected population. Statistics will be utilized to analyses the collected information. Secondary data will be acquired from articles, books and Internet. This study, will use the survey method where in the survey will be conducted with the help of questionnaires, which will consist of close-ended questions as was discussed in the section of research questions above. This method will be used in order to understand the general overview of the employees when it comes to training and development in Qatar Petroleum (Briscoe 2011). Once the questionnaires have been answered, the responses will be analyzed and then conclusion made. The questionnaires need not be filled in the presence of a supervisor in order to bring out the real perceptions of the employees on training and development. 1.6 Ethical Issues Four main ethical issues have been considered for conducting the research: 1. Consent - This is the system by which research subjects pick whether they wish to take part in an exploration study. Consent includes three components: data, capacity, and voluntariness. Each of the three components must be fulfilled for consent to be given. (Fouka & Mantzorou 2011) 2. Harm - One of the most critical issues in all of exploration morals is that subjects should not be harmed by your study. The pride of the subject (be it human or creature) should always be a concern of the researcher. (Fouka & Mantzorou 2011) 3. Privacy –Each subject has the right to keep private the way that he/she took part in your study, and the right that data provided for you not be connected to them. Most of the time, research is dependent upon data acquired from the subjects. The data will be utilized within the study, and maybe distributed, however it must be carried out in a manner that guarantees the singulars obscurity (Ethics in Research n.d). 4. Deception –Deception in research includes the wrong representation of certainties identified with the reason, nature, or outcomes of an examination study. The oversight of actualities is the same as misrepresentation. He might be effectively sued if harm goes to the subjects or if their privacy is abused (Rae 2000). 1.7 Research Project Plan In the first week, the main task will be to set our objectives and decided on the research questions. During the second week, we will randomly give out 60 copies of questionnaire to employees of different ranks in the company to get a general idea of training and development in the company. Completed questionnaires will be sampled and the data analyzed during the third week. The data was also compared to secondary data received through journal articles and other Internet sources. The report and conclusion will be on the fourth week. Therefore, the whole research project will take us a month to complete effectively. Bibliography Briscoe, DR 2011, “International human resource management: policies and practices for multinational enterprises, 4th Ed,” Routledge, New York. Ethics in Research n.d, “The Whole Art of Deduction,” Accessed March 14, 2014 Fouka, G & Mantzorou, M 2011, “What are the Major Ethical Issues in Conducting Research? Is there a Conflict between the Research Ethics and the Nature of Nursing?” Health Science Journal, vol.5, Issue 1, pp. 1-12. Harris, LR & Brown, GTL 2010, “Mixing interview and questionnaire methods: Practical problems in aligning data, Practical Assessment,” Research & Evaluation, vol. 15, no. 1, pp.1-19. Khan, R, Khan F, Khan, M 2011, “Global Journal of Management and Business Research,” Impact of Training and Development on Organizational Performance. Vol.11, no.7 p.63-68. Kramar, R 2012, “Human resource management in a global context: a critical approach,” Palgrave Macmillan, New York, NY. Manguènnandongo, G 2002, “Administrative and Civil Service Reform in Equatorial Guinea.” Accessed March 14, 2014 Rae, L 2000, “Effective planning in training and development,” Kogan Page, London. Read More