Proposed Research: The role of training and development on employee performance
The role of training and development on employee performance
The efficient management of employees as well as the entire business has increasingly being recognised as major determinant of corporate success or failure (Tung & Punnett, 1993). In a business, the employees are noted as one of the vital aspects which enable the enterprise to achieve their corporate goal. The employees are the one who are perceived as the valuable asset of a firm. In return, the management of the firm should be able to develop a management approach which would enable the enterprise retain good staff and to support them to give of their best while at work needs attention to the financial as well as psychological and even physiological rewards offered by the corporation.
Managing people in a corporation is commonly the responsibilities of the human resources management. It includes a variety of functions, decides on staffing requirements such as how to fill needed positions within the budget, employing, orienting and training and developing the workforce and ensuring that these employees will perform well to be able to contribute for the growth of the corporation.
For this proposed research, the researcher aims on identifying the role of training development programs on employee performance. in Tesco. This proposed research also aims to identify whether training really enables the employee to perform well.
The study will try to achieve the following aims:
Ø To know which types of training approaches do Tesco use and determine if training and development is positively significant with employee performance.
Ø To determine the view of employees with the training and development that they receive.
The main goal of proposed research is to determine the role played by training development programs with employee performance in Tesco. Specifically, the paper attempts to answer the following queries:
Ø Is training and development positively significant with employee performance?
Ø How do employees view training and development?
Ø In the employees’ perception, what are the advantages and disadvantages of training and development?
Ø Do employees prefer being trained or do they prefer finding out things with themselves?
The significance of employee training and development in a corporation has long been regarded. Perhaps, one of the related words of wisdom in terms of training was the one made by Confucius during the 5th century. This states that providing fish to a person will only satisfy an individual for a day, while teaching a person how to fish will give him a lifetime satisfaction. Such clearly explains the concept of training the employees. Taking into consideration, the current business environment and rapid progress of this field, the need and significance of training and developing the employees have been part of most corporations’ to priorities.
A number of literatures had give consideration on the the value of investing into employee training as well as its role in enhancing a corporation’s human capital and performance (Koch and McGrath, 1996; Delaney and Huselid, 1996). Training enables the firm to generate competencies out of the employees by maximising their strengths and addressing their weaknesses. It also enables them in becoming better-rounded, independent as well as efficient in doing their tasks. In addition, various skills may be absorbed by the employee being trained, which in turn makes them more resourceful and flexible in performing in the company.
Overview of Methodology
The research described in this proposal will be based qualitative and quantitative method. The qualitative approach enables a flexible and iterative approach, while the quantitative research approach permits specification of dependent and independent variables and permits for longitudinal measures of subsequent performance of the research topic. In the data collection, choice and design of methods are constantly modified, depending on the ongoing evaluation. This allows investigation of vital new issues and questions as they arise, and allows the investigators to drop unproductive areas of research from the original research plan.
The survey-questionnaire will also be considered in this proposed research with employees from Tesco as participants and interview will be conducted from the managers. This is to secure primary and secondary data that is needed in the study.
Delaney, J.T., and Huselid, M.A. 1996. The Impact of Human Resource Management Practices on Perceptions of Organizational Performance. Academy of Management Journal, 39, 949-69.
Koch, M.J. and McGrath, R.G. 1996. Improving labor productivity: human resource management policies do matter. Strategic Management Journal 17(5), 335-354.
Tung, R & Punnett, B.J. 1993, ‘Research in International Human Resource Management’, in: Wong-Rieger, D. & Rieger, F. (eds), International Management Research: Looking to the Future, de Gruyter, Berlin/ New York, pp. 35-53.
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