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Dissertation on effective training

Chapter-1: Introduction

Introduction

In this present paper, we will discuss the research report on the topic "Impact of learning and development initiatives in the mid-sized organizations in UAE." The mid-sized organization in UAE has financial constraints, so the learning and development initiatives enable to develop the competitive advantage to the companies. The research is conducted in the Synovate Research Company which is the mid-sized organization which provides decision support services such as business information, technology, onsite reporting, online communication delivery, and others. The company provides various products such as business assessment report, field assessment report, and call verification report. The research is conducted to determine the impact of learning and development initiatives in the mid-sized organizations. The paper includes five chapters which comprise of introduction, literature review, research methodology, data analysis and recommendations and conclusion. The aim of the study is to determine the impact of learning and development initiatives on the performance of mid-sized organizations.

In the twenty-one century, the government is the witness for the drastic operational, economic and institutional change. The competitive advantage among the companies enables to stand put among the competitors within the same industry. The mid-sized organizations of the Middle Eastern countries believe that the introduction of new managerial models helps to improve the outcomes of the companies within the specific period of time. The study enables to determine the impact of learning and development initiatives on the overall performance of the company.

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The developing and developed countries are suffered from the lack of effective training programs. It is argued that the training programs are failed in the organizations due to the inappropriate designing of training programs. It is mainly due to the lengthy and theoretical training programs, and they are not directed towards the achievement of training and development objectives. Binstead and Stuart et al., (1979) states that there are mainly three elements of the successful training programs, namely, the content of training program, processes, and environment of the organization. Healy et al., 2001 states that the goal of the training and development program is to improve the performance of the employees in order to provide a competitive advantage to the company. Mentz et al., 1997 states that the quality of delivering services is improved through providing training and development to the employees. McCourt and Sola et al., 1999 states that the successful training program leads to achieve the desired changes in the organization. The training and development programs lead to provide the advance knowledge to the employees, and it provides the specialization to perform the specific roles and responsibilities in a most efficient and effective manner.

The training and development are one of the most important elements of the talent management system as the mid-sized organizations contribute towards the development of the UAE through improving the performance of the companies. There are various problems in the training and development program such as the improper implementation of training and development program, lack of processing's, and lack of management awareness. The human resource management of the company is responsible for determining the strength, skills, and knowledge of the employee in order to use them in a right direction. The human resource which is also known as the personnel management that focused on the transaction process such as salary package, employment benefits, fringe benefits and others. Tansley et al., 2011 states that the meaning of talent management has changed from the 13th century and it became the ability to improve the outstanding achievement in the cognitive and physical domain which is high-level mental skills.

Collings and Mellahi et al., 2009 states the talent management enable to enhance the skills through providing training and development which requires investment in employees that leads to improving the employee capabilities to perform their roles and responsibilities in an effective manner. Kim and McLean et al., 2012 states that the talent management is new in the field of human resource management as in the early 1990s the topic has the different meaning, features, and values. The role of the employees initially was looked as the retaining, development and hiring after that the talent management was looked as the developing of present employees in the organization, job security, and others. McLean et al., 2012 states that the talent management should be reemphasized in order to develop the talent pool for the success of talent management. The talent management comes under one umbrella then it includes various functions such as training and development, selection, staffing, successful planning and others in order to convert the employees into the high potential talent which leads to succeed towards the increment, promotion, appraisal and others. Bersain et al., 2006 states that all the activities are included in the strategy in order to gain talent management. It is believed by some people that the talent management is originated from the western countries. Branine et al., 2011 states that the same values and belief are used by the western countries. The same path is used by the mid-sized organizations in order to attract and retain the employees in the organization. The participation must be done by the HR practitioners in recruitment events in order to attract the high potential manpower.

The mission of the dissertation report is to determine the impact of learning and development initiatives in the mid-sized organization. my own experience I have found that the training and development is one of the most important factors which cannot be ignored by the companies in order to work in a most efficient and effective manner. As the training and development programs enhance the skills and knowledge in order to perform the roles and responsibilities in an appropriate manner which provides specialization in work that leads to complete the work in a short period of time.

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Background and context of the study

The mid-sized organization acts as a backbone of the economy in the UAE, and it provides the innovation, employment, exports and new business models and others. The improvement in the strategies of SME does directly add value to the Dubai. According to the survey, there are approximately 95% enterprises which are account for SME. The study is mainly conducted to determine the impact of learning and development initiatives so that the results of research can be further used to improve the condition of mid-sized organizations in the UAE. The government of UAE has also contributed towards the talent management in the Middle Eastern countries. The fist university in the UAE was founded in the year 1976 which was established to enhance the skills and knowledge of individual regardless of age in order to contribute towards the development of the country. The Scholarships are also available today but the age limit and certain conditions. The UAE government is also contributing towards the development of the country through providing job offers in various sectors. The government is also providing various schemes for the disabled and retired people in order to support their families.

The main purpose of the training and development programs is to expand the knowledge of the organization. There are mainly two types of training, namely, generative and adaptive learning. The generative learning leads to explore the new strategic areas, and it leads to developing the growth of the company. The adaptive learning is the grasping changes which lead to adapt the new environmental demands and opportunity.

Statement of the research problem

The research is mainly conducted to determine the impact of learning and development initiatives on the performance of the Mid-sized organizations. The research is conducted by the Synovate Research Company. The research problem statement of the research is;

“What is the impact of learning and development initiatives on the organizational performance Synovate Research Company in UAE?”

The purpose of the research is to determine the training and development initiatives on the overall performance of the mid-sized organizations. For example, the foreign expertise has been hired by the company in order to provide the effective training and development to the employees through sharing and transferring the knowledge in order to provide the competitive advantage to the company. Harry et al., 2007 states that it is necessary to intervene the training and development initiatives in all sectors in order to provide the competitive advantage to the company. However in the year 2008, at the time of financial crisis, it was difficult for the companies to provide training and development t programs as the economic pressure constraint the expenditure of training and development. For example, at the time of financial crisis, all the companies lose their interest in training and development as the budgetary constraint, especially by the mid-sized organizations. At that time many mid-sized organizations were restructured due to the change in cost structure due to which the remaining employees are influenced and feel de-motivated. They started feeling that SMEs are not secured sector due to which rate of turnover of talent impacts on the corporate viability and it leads to the closure of various organizations. It is necessary for the organizations to provide the training and development programs in order to gain the competitive advantage which helps to stand out among the competitors within the same industry.

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The human resource department must focus on the selection of talent through examining the personalities of an individual by using the psychometric tests and linked with the training and development programs. There are various obstacles which lead to failing the training and development programs such as much theoretical designing of training and development program, lack of training needs analysis and improper implementation of training and development program. These issues must be seriously considered by the company in order to improve the training and development program. However, the initiatives mainly come from the employees who are willing to learn new skills, and if the employees are not interested, then the training and development will not be worth. The training and development initiatives complement the employees and lead to building the strong organizations with the skills and talent in order to create success. The talent management helps to develop the competitive advantage through managing the talent of different people in the organizations. The learning arise activities of training and development mainly in the informal and formal initiatives

Research questions

Following are the research questions which are determined through conducting the research:

  1. What is the impact of learning and development initiatives within the Synovate Research Company?
  2. What is the significance of learning and development initiatives?
  3. What are the learning and development initiatives taken by the company?
  4. What is the role of human resource management in implementing the learning and development initiatives?

Aim of study

The aim of the research is to determine the impact of learning and development initiatives on the mid –sized organizations through conducting the research on the Synovate Research Company.

Research objective

The purpose of the research is to stimuli the mid-sized organizations to encourage the experimentation and collaboration within the UAE and to reap the benefits which directly benefit the economy. The aim of the research is to understand that how human resource department can develop the active training and development initiatives. The dissertation intends to provide the insight that how the training and development initiatives in the UAE enable to improve the performance of mid-sized organizations which directly contributes towards the GDP of the country.

Following are the objectives of the research study:

  1. To determine the impacts of learning and development initiatives in the organization.
  2. To determine the impact of learning and development on the employee’s performance.
  3. To determine the significance of learning and development initiatives.
  4. To determine the role of human resource management implementing the initiatives.

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Chapter-2: Literature review

Introduction

The chapter explains the theoretical framework and conceptual background of the training and development initiatives which are taken by the mid-sized organization in the UAE. The aim of the literature review is to provide the background to the present research about inquiring the learning and development initiatives which are taken by the companies in order to provide the competitive advantage to the company. The literature review focuses on the impact of learning and development initiatives which are taken by the mid-sized organizations on the overall organizational performance.

The learning and development are strongly linked to the human resource management. The talent management aims to manage the talent of different people in the organization in order to add value to the organization. According to the CIPD et al., (2012) the superior talent of an individual leads to threatening another individual who creates conflict among the people. The understanding of individual talent is one of the important roles of managers in order to manage the talent in a most efficient and effective way. The communication technique must be improved by the employees, and the role should be assigned to the employees in order to resolve the real problems. The Noe et al., (2005) states that the employees should encourage in the action learning projects which results in improving the cost efficiencies of the company. The aim of the training and development program is to improve the productivity of an organization, career of employees and customer satisfaction.

The research is conducted in the Dubai in order to determine the impact of training and development programs on the overall performance of the organization which shows that there is the positive impact of training and development on the overall performance of the company. According to the research, there are approximately 83.7% participants who have shown the improvement in the performance after the conduction of training and development program in the organization. The research shows that the training and development program is the main ingredient in the highly improved performance of the companies.

Ineffective training

Powell and Snellman et al., (2004) states that continue study is done to improve the overall performance of the company. The various studies show that the training and development programs provide the opportunity to develop the feedback which leads to improving the performance of the employees within the particular period of time. Wexley et al., (1984) conduct the study in order to determine the effectiveness of training on the overall performance of the employees which shows that there is a link between the organizational performance and effective training. The research shows that the adequate research is required in order to determine the optimum solution for improving the performance of the company. There are various reasons for ineffective training such as the new requirements of the business process are not suitable with the skills; the potential contribution is not assessed by the organization and others. The performance of the organization is gradually improved with the improvement in the efficiencies of employees which is influenced by the training programs. Campbell (1988) shows that the right training and development program leads to improve the individual behavior within the organization. Another indication of enhanced performance is that the employees take less time to accomplish the work.

Importance of training and development programs

Hall and Mirvis et al., (1995) mentioned that the talent management is one of the main features of the human resource management in the company. The initiatives of learning programs lead to improving the knowledge of an individual. The following table shows the impact of training and development on the career of an individual. The table shows that the improvement in the knowledge, skills, and abilities in the short term leads to change in the attitude of an individual towards the personal life and career. Similarly, in the long run, improvement adaptability leads to develop and extending identity of an individual.

The training and development programs play an important role in satisfying the employees which lead to succeed the organization. According to the CIPD et al., (2012) the informed judgment about the attitude mix and skills is one of the significant reason for human resource planning. If the new talent is hired in the organization, then the training is provided to them in order to develop the competitive advantage for the company and if the budget is constraint then still the company has made spending on training expenditure as it enables to be more productive other expenditures. CIPD et al., (2012)mentioned that the performance management supports the management of talent in an organization in order to contribute towards the succession of the organization. The improvement in employee’s performance direction contributes towards the development of the company. The talented employees in the organization directly contribute towards the achievement of goals and objectives the company. It also provides the sense of achievement which directly contributes towards the achievement of mission and vision of the company. It also impacts on the employee engagement which directly improves the rate of retention which improves the overall performance of the company. These factors act as a motivator for the employees which directly improves the productivity of the company.

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REFERENCES

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.

Hagger, M. S., & Chatzisarantis, N. L. (2014). An integrated behavior change model for physical activity. Exercise and Sport Sciences Reviews, 42(2), 62-69.

Larsen, K. R., Michie, S., Hekler, E. B., Gibson, B., Spruijt-Metz, D., Ahern, D., ... & Yi, J. (2016). Behavior change interventions: the potential of ontologies for advancing science and practice. Journal of Behavioral Medicine, 1-17.

Michie, S., & West, R. (2013). Behaviour change theory and evidence: a presentation to Government. Health Psychology Review, 7(1), 1-22.

Montano, D. E., & Kasprzyk, D. (2015). Theory of reasoned action, theory of planned behavior, and the integrated behavioral model. Health behavior: Theory, research and practice.

Oinas-Kukkonen, H. (2013). A foundation for the study of behavior change support systems. Personal and ubiquitous computing, 17(6), 1223-1235.

Need, W.C.D.H.P., 2006. Human resource management: Gaining a competitive advantage.

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