Do the Training & Development initiatives impact the bottom line - Dissertation Example

Development needs of the employees have to be addressed as well. Organizations need to ensure top management support and involvement in devising the training programmes. Training needs analysis has to be scientifically conducted. The study also finds that cross-training is successfully carried out by organizations but cross-cultural and diversity training lacks the necessary outcome. This is the reason for high rate of failure in cross-cultural and diversity training. Recommendations for further studies in the area have been suggested.

Limitations to the study have been highlighted. The data presented here is reliable and valid. Table of Contents Chapter I Introduction 1.1 Background 1 1.2 Problem Statement 3 1.3 Rationale for research 4 1.4 Research aims & objectives 5 1.5 Significance of the study 5 1.6 Organization of the study 5 Chapter II Literature Review 2.1 Introduction 7 2.2 Training & Development 7 2.3 Benefits of training 11 2.4 Training Types 12 2.5 Training needs Analysis 16 2.6 Barriers to T&D 18 2.7 Evaluation of T&D 19 2.

8 Summary of Literature Review 21 Chapter III Methodology 3.1 Research philosophy 22 3.2 Purpose of the research and the research phenomenon 22 3.3 Research design 22 3.4 Research Strategy – justification for the chosen method 24 3.5 Research Methodology 25 3.6 Ethical issues 26 3.7 Data Analysis 27 Chapter IV Findings 28 Chapter V Conclusion and Recommendations 5.1 Conclusion 39 5.2 Recommendations 43 5.3 Limitations 43 5.4 Reliability and validity 43 References 45 Tables & Figures Figure I Research “Onion” 23 Table I Expatriate Failure rates 31 Table II: Causes of Failure in an overseas environment 32 Chapter I Introduction 1.

1 Background Managing of. The intention of this study are training and development that becomes essential because human capital has been recognized as the most important asset and the key to gaining competitive advantage in the ever-changing business environment. Organizations invest in equipments but they consider employee training as a cost. To sustain competition and to be successful organizations have to continually learn. This requires considering employee training as an investment into the future and not as a cost.

The importance of training has been recognized by many researchers, authors and the management at the organizations. If people are trained to do their jobs better quality can be instituted. Training is an organizational activity that also encompasses development. This differs from learning, which is an individual activity. T&D involve learning skills that are job-related and also that may not be job-related. Training serves to enhance the self-esteem and motivates the employees as they realize that the organization cares for them.

Motivation has its own benefits as it helps in retention of talent and also succession planning in today’s turbulent business environment. The business environment requires continuous upgradation of skills. Training also brings about quality improvement across organizations. Training implies focus on human development which effectively exploits intellectual assets. Many organizations are apprehensive of setting up a training budget simply because they are not sure whether they derive any benefits from it.