On-Job Training And E-Learning In The Petrochemical Plants - Research Paper Example

Comparing On-Job Training And E-Learning In The Petrochemical Plants Introduction Training is critical in the success of an organization. Organizations that do not train employees are likely to suffer in the long run. Organizations that do not train employees suffer from low productivity, high absenteeism, low morale, higher turnover of employees and many other problems. To overcome such issues, organizations need to motivate the employees and offering training on a regular basis is decisive in this regard. Training is needed at almost every stage of employment and in every industry. Petrochemical industry is among of the industries that use training to motivate employees. It is helpful in enhancing their level of skills and ability, and to motivate employees. Training has become a need of organizations of today. This has encouraged me to conduct research on one of the most important industries of the economy, Petrochemical industry. Petrochemical industry is critical in the success of any economy and therefore I got interested in analyzing and identifying how businesses in the petrochemical industry train its employees. Technology has influenced businesses and it has changed how businesses train its employees. Therefore I am interested in analyzing and comparing two of the most used training techniques in the petrochemical industry; On-Job Training And E-Learning. HYPOETHSIS This research study aims to analyze the impact of training on the performance of employees in the petrochemical industry. Two important training techniques are analyzed; on-job training and e-learning. The report therefore, analyzes whether on-job training and e-learning have a positive or a negative impact on the performance of employees in the petrochemical industry. The report also analyzes which of the two techniques are more effective to enhance the performance of the employees in the petrochemical industry. LITERATURE REVIEW Petrochemical industry has become highly competitive. It is believed success is dependent on three important factors in this competitive market and these factors are efficiency, quality and product development (Cogent, n.d.). In the petrochemical industry, there are different types of reactants, toxic gas emissions, and other chemicals that have potential for toxic and are flammable (Burdick, and Stiles, 2010). Therefore training of employees is significant in ensuring that health and safety measures are made and employees are safe (Burdick, and Stiles, 2010). Training is helpful in improving the efficiency of the employees as well. Different companies in the petrochemical industry have realized the importance of training. One such example is of Gulf Petrochemical Industries Company that uses different training techniques including on-job training, courses, class room training, stimulatory training techniques, e-learning, and other techniques (National Oil & Gas Authority, 2012). National Petrochemical Company is another company that uses different training techniques to make sure that employees are satisfied. These trainings are not only related to the skills and development but also related to stress management, heat stress, working in noise, crisis management and training related to health of employees and others (National Petrochemical Company, 2009). Organizations around the world have started to invest more on employees as the spending on training has increased globally. There has been a drastic increase in spending on training in USA. This spending has increased by 12% and 15% in the years 2012 an 2013 respectively (Bersin, 2014). Organizations have realized the importance of training and it is considered as an investment. Training offers a number of benefits to the firm such as improvement in efficiency of the workers, enhancement in the skills, and important measures taken for safety of employees (Bartel, 2000). Productivity is also increased as motivation of employees is increased because of training and it results in higher productivity (Willis-Shattuck et al., 2008). Petrochemical industry is growing at a rapid pace. Technology has influenced how businesses in the industry operate. New training techniques have been introduced in this regard (IHS, 2013). The market has also become highly competitive and this has encouraged businesses to make sure that they have highly skilled level employees at the workplace. On the other hand, Cogent believes still there is a significant gap between the skills required and skills available in the petrochemical industry. It is anticipated that the research study will be highly significant. The secondary research conducted so far has identified that training is critical in not only improving the productivity of employees but at the same time in retaining and in motivating them as well as in taking healthy and safety measures. Different training techniques are used by different companies in petrochemical industry. The spending on training of employees has increased and it is showing an increasing trend. Training is considered as an investment on employees in very much the same way as businesses invest in other important assets. References Bersin, J. (2014). Spending on Corporate Training Soars: Employee Capabilities Now A Priority. Forbes, Retrieved March 6, 2014 from http://www.forbes.com/sites/joshbersin/2014/02/04/the-recovery-arrives-corporate-training-spend-skyrockets/ Burdick, B., and Stiles, L. (2010). Safety and Security Training for the Chemical Industry. Sandia National Laboratories. Retrieved March 6, 2014 from https://chemsecurity.sandia.gov/resources/About%20Industry-CSP.pdf Cogent. (n.d.). Skills that work Employer leadership in training and qualifications for the Petroleum and Petrochemical Industries.Retrieved March6, 2014 from http://www.ukpia.com/Libraries/Download/Cogent-Petroleum.sflb.ashx IHS. (2013). Understanding the Global Petrochemical Industry. Retrieved March 6, 2014 from http://www.ihs.com/pdfs/3-Day-Course-Overview-aug-2013.pdf National Oil & Gas Authority. (2012). Gulf Petrochemical Industries Company. Retrieved March 6, 2014 from http://www.noga.gov.bh/index.php?page=520 National Petrochemical Company. (2009). Annual Report. Retrieved March 6, 2014 from http://nipc.ir/uploads/1.pdf?siteid=1&siteid=1&pageid=972 Willis-Shattuck, M., Bidwell, P., Thomas, S., Wyness, L., Blaauw, D., & Ditlopo, P. (2008). Motivation and retention of health workers in developing countries: a systematic review. BMC Health Services Research, 8(1), 247. Retrieved March 6, 2014 fromhttp://www.biomedcentral.com/1472-6963/8/247 Read More