Induction training program and its effects on employee retention in an organization research proposal
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Induction training program and its effects on employee retention in an organization
Amicably, human resource management must change as the business environment in which it operates changes as this research study will outline key challenges facing human resources managers as they induct training programs that would help retain employees from simply handling personnel issues to making strategic contribution to the future directions and development of organization. Thus, to demonstrate that human resources managers can contribute to effective training induction and employee retention upon contributing to team productivity.
This research will take account to the human resource management employees upon the induction of training program and its effects for retaining employees under the human resource field. HRM based training programs allowing precise training induction which provide employees with skills required for practicing on the job training, retention rates in induction shows that program completion is for HR managers. Although induction training programs differ in ways, employee retention can be affected by certain issues during the actual training process as well as uncontrollable HR manager styles successful induction training programs help employees retain their jobs, of management procedure and HR roles and practices. Training induction include activities that train and support HR managers, acculturating them to be effective leaders in the organization in the achievement of general goals.
For the method, research will detail ample results of case study survey as to be administered to 10 HR managers in the region. The study will be assessing impact of training induction programs on employee retention, to be able to gather data on effects of training induction as well as initiatives, types of training use, influence of training on HR based knowledge retention. Research outcomes might demonstrate HRM attitudes and provision for training relating to employee expectations and requirement. Induction of training by HR managers will help in retaining employee performance as well as knowledge within the business, but may not help in retaining employees all the time. For example, to believe that training induction received has not helped reduce job associated stress, indicating that HR area does not structure training based on employee feedback on retention.
Furthermore, case study survey approach is the core method for research; this will be in a form of statement like items which will comprise of ten to 15 statements. The participants will be human resource managers of a particular business, for about ten organizations equivalent also of ten HR managers asking them specific impacts/effects of inducting training programs for employee retention such as how much training does the HR provide for employee performance and satisfaction levels?
Thus, to engage in research using representative data to examine how induction programs are across the nation as whether prevalence has increased and what are the effects of receiving induction process and theoretical approach that will guided HRM based research and providing of comprehensive data resources needs to be explored. What makes a successful induction training program for employees as provided by HR managers? The best programs can go for about five to seven days of employee training to avoid employee turnover and keep best talents working well with business. HR managers’ offers innovative employees’ systematic training over the years and have HRM administrative support. The induction integrate mentoring component and structure for modeling effective HR based training during imperative experience as HR managers include opportunities for inductees to have HR assessment as well as demonstration tenets.
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