Human Resources and Management: Training and Development in Shell Obodoki - Literature review Example

?TITTLE: Human Resources and Management: A Case Study On Training And Development In Shell Obodoki Background and Problem Definition Shell Obodoki is a business that provides energy. They support the government and provide jobs for many people. Shell Obodoki has been in business for years and they provide oil and gas products internationally. In the past, Shell Obodoki has provided training in many different ways for its employees and for people in the community. As an example, a training and development for employees in 2006, was created by IMA International, a consulting firm that offers “training, international development consultancy around the world (IMA International, 2006, par. 1). IMA International helped 80 employees over the course of ten days. This training was focused on development, planning and management. The challenge for Shell Obodoki is that they have not had the resources to continue this training over time. Without these resources, they cannot provide training to keep their employees involved in innovative change. Statement of the Problem In the current economy, Shell Obodoki has found it difficult to continue with their training programs. The administrative costs alone has created difficulty for Shell Obodoki to continually update the training needs of their staff. Most organizations would agree that there needs to be on going training and development for employees if the organization wants to create a strong workforce. Implications of Lack of Training Without training, it is difficult for employees to know exactly what they should do in their jobs. Many managers hold orientations, but this is not enough training for some workers. As an example, since technology and the culture can change all the time, employees must be trained on the changes that occur for the organization. Bashir, Memon and Rizvi (2011) suggest that training is important to the sustainability of employees. Bashir et al. (2011) found that this idea was particularly true in an open system where the business wanted to make sure they stayed competitive. Koury (2009) also states that the reason that employers should invest in their employees is because it boosts productivity. Koury (2009) also states that if the business equips their employees with the “skills and knowledge” (p. 4) they need, they will do a better job than the competition. The author also states that the cost of the training does not have to be millions of dollars, but the training must emphasize the skills they need to continue to do their jobs effectively. Aims and Objectives The objectives of this research is to identify quality training and development that is affordable for Shell Obodoki. The research will first identify the need for training and development and then identify the cost of this type of training. The research will also provide an understanding of the resources that may be available for Shell Obodoki to continue their training programs. The information will provide factors that can be used to develop a training program so that Shell Obodoki can afford to continually develop their employees. Specifically, The aims and objectives of this research will include: To examine reasons why training and development is vital to the growth of Shell Obodoki. To research the cost of a good quality training program over the course of the next three years and how Shell Obodoki may find funding for such a project. To examine how increasing training and development will raise productivity. Research Questions The following questions will be used to move the research forward: 1. Why is training and development vital to the growth of Shell Obodoki? 2. How will Shell Obodoki find funds to create a training program over the next three years? 3. What steps can Shell Obodoki take to increase training and development that will also raise productivity? Justification for the Research The research questions are important to the study of training and development in an industry. A study by Aibieyi (2012) identified that although the oil industry developed a process for gaining knowledge about training needs, they did not always use it. Also, many of the upper managers were more patronising about the information they received and did not take it seriously. Because they did not take the information seriously, they did not always choose to send employees for training. Another issue that Aibieyi (2012) reviewed  through the study, was that upper management was only sending those employees who had low performance to the training; they did not see the value of sending all employees. An effective training program can decide whether an organization survives or dies. Effective training is crucial to making sure that the survival and to whether employees stay or leave the organization (Aibieyi, 2012). When a company undertakes training their employees, they can be sure that attitudes, performance and skill level will improve. Training should happen for all employees because each level of the company will have its own needs for training. Another study by Saner, Yiu and Sondergaard (2000) states that training and development is essential to making sure that upper management has specific competencies to continue developing the company. They further state that in a global company, the training and development is more important because these competencies are always changing. Training and development is a very important topic in the literature because it is the way that companies remain sustainable and able to compete in the global world. Research Design, Rationale and Methodology The research design is a qualitative study that will use a questionnaire. The questionnaire will include 20 questions about the need for training. The questionnaire will be distributed to managers and supervisors currently employed at Shell Obodoki. These managers will be upper management, which in this case means those people who are in management who have the power to make decisions on their own for the good of the company. The questionnaire will provide an understanding of the types of training programs that would be available to Shell Obodoki and their cost. According to Creswell (2007) a qualitative study begins with assumptions that an individual wants to answer. The task of the researcher is to go into the environment of their desired research and develop a worldview of the research (Creswell, 2007). Creswell’s (2007) definition somewhat explains the fact that going to Shell Obodoki to collect data on the training needs of the company will insure that the information gathered can be used to help Shell Obodoki, and possibly other companies that are in need of inexpensive training. Methodology The method to be used will be to conduct a qualitative study using a questionnaire of 20 questions, over a three month period. This questionnaire will interview 4 employees and 1 upper management( upper management defined as CEO, supervisors, or managers) to identify the need for training and the type of training that would work best for the company. The research has access to upper management and has received permission to conduct this research. The method will entail asking the 20 questions for each participant in the same way. Each person will be asked to answer each question individually and to give pertinent demographic information. The questionnaires will be accepted when an individual has answered every question. Participants will be randomly selected from a pool of employees provided by management. The researcher will also analyse any specific written materials from past training to gain a history of the process that did not work. The research will also gather information from annual reports or other materials (brochures, publication, etc.) that may be helpful in creating the opportunity for a better way of training. Data Analysis Techniques This research will analyse the data to gain an understanding of how answers are related. A simple grid will be constructed to provide visual understanding of the factors that are most important to management and to employees in terms of their need for training. Also, an understanding of the resources that are available to help with training will be gathered. The information for training will be developed through the use of charts and each group will have a separate chart. The reason to use this method is because of the nature of this research undertaken. Qualitative research, using interviews is useful in this case because the nature of the problem cannot be directly observed. According to Creswell (2009) this is when questionnaires are most useful. The other reason this method will be used is because it will allow the research “to have control over the line of questioning” (Creswell, 2009). Ethical Issues The identification of ethical issues in the treatment of human subjects is important to the ethical issues. The questions that will be asked of the participants will be specific to the education and training needs. The information will be shared in a general way and participants will sign a release to allow this information to be disseminated within the company. At best. The researcher must inform the individuals participating in the study of their rights and responsibilities to the study. The individuals should also know how the information is to be disseminated and to whom (Miller, Mello and Joffe, 2008). The research must also send the information about the research through and required review boards to make sure that they are going to treat human subjects ethically and equitably. Contribution to the Study The contribution to the body of research will be that it will identify specific training that can be done at a reasonable cost for the Shell Obodoki. Currently, Shell Obodoki abandoned their training because  the cost of the training was prohibitive . The information gathered from this company could be relevant to the other companies. As an example, by understanding how training can be provided at Shell Obodoki in a cost effective way, the information can be shared with other companies. Specifically the contribution to the research will be to: Identify the various ways and means that training and development can benefit Shell Obodoki. Identify factors that contribute to training and development. Identify the resources that can assist in providing training for Shell Obodoki employees in a cost effective manner. Theoretical Framework There are many theories that are important to the understanding of training and some of them are relevant to this study. Yen-Yin, Hsien-Tang, and Jen-der (2011) propose that the theory of planned behaviour can predict whether employees will actively participate in training. This issue is important because if employees to not participate n a training it can become more costly for the company. In this model, the behaviour generally happens because of other variables. The four concepts of this theory are “behavioural intention (BI), attitude towards the behaviour (AT) subjective norm (SN), and perceived behavioural control (PBC)” (Yen-Yin, Hsien-Tang, and Jen-der, 2011, p. 773). This theory basically was developed to understand how people decided to participate in something whether it was a research study or something else in their life. The model shows that how an individual has decided upon certain ideas and beliefs will decide whether they participate. As an example, in the situation of training, if the individual believes there is value in the training, they are more apt to participate than if they do not see value (Yen-Yin, Hsien-Tang, and Jen-der, 2011). The way that management presents training can also decide how effective training is in an organization. McGregor’s X-Y theory is applicable in this sense because those managers who use the Y-Theory will allow employees to have a better understanding of training and why they should participate. McGregor’s theory states that using the Y aspect of the theory will promote participation from employees. As an example, when employees are feeling good about the organisation and their fit within that organisation, they are more apt to gain from training. People are also more prone to accept more responsibility in an organisation and are given more within this theory (Douglas McGregor, 2006). Research Setting The research will take place in a local office of Shell Obodoki. The researcher has been given permission by the CEO of the business to conduct the study with management in the local business. Data Reliability and Validity The survey method is a qualitative study and there are several factors that must be taken into consideration when analysing reliability and validity. According to Neuman (2005) surveys are used to gain information from a small or large group of people. Usually, a written questionnaire is used and the data is often summarized in a chart or a graph. Because a questionnaire is a qualitative method and a face-to-face interview is has the highest rate of return. Taking these considerations into account, the questionnaires that are done will be face to face giving the highest level of reliability possible. The questions will be constructed in such a way as to limit researcher bias. The questionnaires will be coded to insure validity and reliability are kept at a maximum. Rationale for Using Qualitative Research Leedy and Ormrod (2010) state that survey research is used when a researcher wants to study people and situations in a specific amount of time in a specific situation. Also, an interview in a qualitative study allows a survey to be more friendly and conversational in the way it is delivered in a face to face interview. These reasons are why this particular research has been chosen. In the process, this researcher finds that using a questionnaire will gain access to the information needed and is better than other forms of studies. Leedy and Ormrod (2010) also state that the questionnaire, when delivered in a face to face format, allows the researcher to build rapport with the individuals and ensures that there will be a better return rate. A questionnaire that was mailed or done over email would not gain the information needed because people could choose to fill it out or not. In a face to face interview, the researcher can ask additional questions if necessary and have a conversation that provides important information about the subject. Project Plan The project plan is illustrated here from the beginning of the project to the final day for handing it in. Research Project Plan Task Duration Start Date Start Date Task 1: Identified a research problem statement 2 Hours 23/03/12 23/03/12 Research Proposal 1 Day 30/03/12 30/03/12 Research Question/Objectives/Importance to the Study 1 Day 31/03/12 31/03/12 Theoretical Framework 1 Hour 01/04/12 01/04/12 Research Methods / Data Collection Techniques / Data Analysis Techniques 2 Days 03/04/12 05/04/12 Ethic issues / Contribution to the study 2 Days 06/04/12 08/04/12 Task 2: Research Strategies 1 Day 17/04/12 17/04/12 Research Methods 1 Day 19/04/12 19/04/12 Administering Questionnaires 11 Days 20/04/12 01/05/12 Data Collection 2 Days 01/05/12 03/05/12 Analysis, results and conclusions 6 Days 01/05/12 06/05/12 Reflexivity 2 Hours 07/05/12 07/05/12 Submission 1 day 16/052012 16/05/2012 References Aibieyi, S.(2012). 'The Impact of Post-Training on Job Performance in Nigera's Oil Industry', Educational Research Quarterly, 35, (3), pp. 3-32, Academic Search Premier, EBSCOhost, viewed 14 April 2012. Bashir, U., Memon, S., & Rizvi, S. (2011). Effectiveness of training need analysis: Philosophy to practice - A case study of Pakistan Petroleum Limited. Journal Of Managerial Sciences, 5(2), 125-137. Creswell, J. W. (2007). Qualitative Inquiry& Research Design: Choosing Among Five Approaches. London: Sage. Creswell, J. W. (2009). Research Design: Qualitative, Quantitative, and mixed method approaches.London: Sage Douglas McGregor's theory x and theory Y. Vector Study. com. Retrieved from http://vectorstudy.com/management_theories/theory_X_and_Y.htm IMA International (2006).In-house training for Shell Petroleum Development Company (SPDC) Nigeria, [online]Available at: [Accessed 09 April 2012]. Koury, F. (2009). Building future leaders. Smart Business South Florida, 1(6), 4. Retrieved from EbscoHost Leedy, P. D., & Ormrod, J. E. (2010). Practical research: Planning and design (9th ed.). Upper Saddle River, NJ: Prentice Hall. Miller, F, Mello, M, &Joffe, S (2008), 'Incidental findings in human subjects research: what do investigators owe research participants?', Journal Of Law, Medicine & Ethics, 36, 2, pp. 271-279, CINAHL Plus with Full Text, EBSCOhost, viewed 14 April 2012. Neuman, W. L. (2005). Social research methods: Qualitative and quantitative approaches (6th ed.). Boston, MA: Allyn & Bacon. Saner, R, Yiu, L, &Sondergaard, M. (2000), 'Business diplomacy management: A core competency for global companies', Academy Of Management Executive, 14, (1), pp. 80-92, Business Source Complete, EBSCOhost, viewed 14 April 2012. Shell Nigeria. (2012). Nigeria. [online]. Available at [Accessed 09 April 2012]. Yen-Yin, H., Hsien-Tang, T., & Jen-der, D. (2011). Using the theory of planned behaviour to predict public sector training participation. Service Industries Journal, 31(5), 771-790. doi:10.1080/02642060902960776 Read More