Effectiveness of the training program given to new employees, Undergraduate assignment, University level assignment , Assignment solution, Plagiarism free, Cheap rate, BTEC-HND, UK, Thesis, Dissertation, Business report

Executive summary

Training is an important activity of the human resource management department of an organisation where the manager arranges different training programme for the organisation (Vijayalakshmi, 2008). But this training programme how much effective for the newly joined employee in an organisation (ADP, 2017). The author has a crisis to know the effectiveness of the training programme has given to the employee in an organisation. So the author has conducted research on the effectiveness of training programme given to the new employee of an organisation. According to the problem statement the author has set a questionnaire including 10 major questions for the employee who works in different places in different organisation. The author has asked this question to them to identify various objectives regarding the training issue. So now the author has chosen 50 respondents and asked them these questions. Based on the survey of the author it is quantitative research where the author will deal only numeric data. The author gets various information from respondents and the author analyse this data to find out how effective the training has been given to the newly joined employee. This report has made based on primary data only but the author has used some secondary data from journal, magazines and websites to support their thoughts. They use this data only for literature review purpose only. All the data are being collected from external sources. So it would be manipulated. For avoiding this manipulation the author avoids secondary data. Only primary data are being used here to come up with good outcomes. Finally, at the end of this report, the author has prepared a detail report and gives a recommendation.

Background of the study

Introduction: Training is an important issue for an organization. Because there are several significant reasons for the importance of the training system to an organization. It is a process of increasing skill, knowledge and attitude of an employee. So training plays an important role in the life of an employee. It helps an employee to get a proper idea about the organization and their performing level (ADP, 2017). So the author of this report is planning to measure the effectiveness of training given to the new employee. Basically, there is a number of employees joins in an organization every year. But a new employee has no ideas about the organization and their function (Crush, 2016). So that manager needs to arrange different types of the training program to train an employee regarding a different issue such as organizational rules and regulation, the function of the organization and how this function does. In some organization, it is called probation period. During training season they may meet with their colleague to know each other. It helps the organization to enhance their knowledge and power of thinking (Clarke, 2007). It also changes the attitude of an employee. So the author has chosen this research topic to increase their own knowledge. Basically, training is being classified into two categories such as job training and off-job training method. Both are equalled important but the performance of them depend on the organization. It will be also asked the respondent about which system their organization uses. So the author will mainly focus on why training is effective and how it makes an employee efficient.

Three ideas of research topics:

1. Effectiveness of training given to the new employee.

2. Mothers’ attitudes towards organic food for children

3. Customer satisfaction of clients who stay for more than 7 days during the months between June and September

The rationale of the study: The author is choosing the effectiveness of training given to the new employee. Because training is most important for an organization as well as an individual. The training process can boost the performance of an employee. Though it is a task of human resource department of an organization it is very essential for any department of an organization. An employee in every department needs training. So the author prefers to choose research topics on the training and development process of an organization. This research will increase the knowledge of the individual. So the author has chosen this research from the above three topics.

Question statement: Does give training has any effect on the new employee?

Research objectives:  Basically, there are two types of research objectives. These are broad objectives and specific objectives.

·         Broad objectives: Broad objectives of this research is analysing the effectiveness of the training program for the new employee. The author of this research tries to analyse how training brings effectiveness to the employee who is newly joined.

·         Specific objectives: There are a few specific objectives of this research. These objectives are:

o   To know the organization provide training to their employee

o   To know given training is effective for them or not

o   To know which type of training is giving to the employee

Scope of the study: The author has found out scope of the study. The author found out that some point to know the effectiveness of the training process to the new employee of the organization (ADP, 2017). The author will analyse different types of information to get a proper idea. It is very much effective for the organization where the author will analyse different types of data such as primary data and secondary data.

Limitation of the study: There are several limitations to studying this report. First of all time limitation is a major constraint for preparing a report. Secondly, the budget is another problem. The author couldn’t visit different places to take an interview from different respondents and their opinion.

Grant chart: it shows the time schedule of a research project for various activities. It mainly concerns on date and time. The author has prepared a grant chart to forecast the activities.

Grant Chart		Week 1							Week 2							Week 3							Week 4
SL	Activities	1	2	3	4	5	6	7	1	2	3	4	5	6	7	1	2	3	4	5	6	7	1	2	3	4	5	6	7
1	Selection of research area
2	Formulation of research aim, objectives and research question
3	Conducting the literature review
4	Selection of the method of data collection
5	Collecting the primary data
6	Data analysis
7	Reaching a conclusion

Q1: Do you think Training has been given adequate importance in your organization?

o   Strongly agree

o   Agree

o   Neutral

o   Disagree

o   Strongly Disagree

O2: Does your organization provide training to the new employee?

o   Yes

o   No

o   Maybe

Q3: Do you think your the organization’s provided training is enough for you to achieve your performance

o   Strongly agree

o   Agree

o   Neutral

o   Disagree

o   Strongly disagree

Q4: What kind of training method is being followed in your organization?

o   On Job

o   Off Job

Q5: The Training you attended was a good learning experience and helped you improve your quality of work?

o   Strongly agree

o   Agree

o   Neutral

o   Disagree

o   Strongly disagree

Q6: How often the training program is being conducted in your organization?

o   Monthly

o   Quarterly

o   Half-yearly

o   Yearly

Q7: Training program according to you too-

o   Improve skill

o   Improve Knowledge

o   Change the attitude

o   All of the above

Q8: Are you able to do your job more efficiently after attending the training programs?

o   Yes

o   No

o   Maybe

o   May not be

Q9: Does Training enhance your productivity and performance?

o   Strongly agree

o   Agree

o   Neutral

o   Disagree

o   Strongly disagree

Q10: After the training program how to do you feel the nature of the job?

o   Challenging

o   Satisfactory

o   Good

Literature review

Human resource management is an important department for any organization because of who is responsible to supply skilled and experienced worker for the organization. This department has played an important role in the organization from the sourcing of employee to making them efficient (ADP, 2017). The manager of this department is recruiting employee for the organization. May this employee has theoretical and practical both knowledge but the manager also needs to consider about introducing them with a new environment of the organization. The manager also needs to introduce different tactics of the organization. It will be very helpful for the newly joined employee who is still unaware of the rules and regulation of the organization. So that manager arranges training program to boost the employee’s performance. There are several types of training are available for the employee such as on job training and off-job training. Beardwell (1993) said that job training is one of the most effective training for the organization where the employee gets practical knowledge on various issue. Some example of on-job training is rotation, supervisor direction and so on. On the other hand, off-job training is influencing the employees to work more but it is a very difficult process for the organization to enhance performance. Crush (2016) claimed on job training is very much effective for the beginner. The manager of the organization recruits an expert to train them on how to do the given task. The manager of the organization will also do several activities for the organization to help the employee to do their task efficiently. Training and development strategies are vital for the organization.  But employee needs interest in them also. Otherwise the whole training process will be useless for the organization. If an employee could not take participation in the training process properly then it will be bad for the organization. So the manager of the organization should make this training program interesting also. The organization also needs to arrange some effective entertaining training system to make it interesting. Training makes an employee more effective to perform for the organization. It changes the attitude of the employee as well as it also develops the performance of the employee. Basically, the manager of the organization enhances the performance of employee also by this way (Clarke, 2007). It is a very effective process to motivate the employee also. The manager of the organization is also analysing the performance based on the evaluation of performance in the training session. Sometimes training develops career of the employee also. It provides all kinds of support to the employee to increase the level of performance. Finally, the author has tried to relate his analysis with already done research paper.

Methodology

Methodology means how to do this research. In this part, the author will discuss how they will collect data from various sources to analyse and evaluate this data. The author of this report is trying to make exploratory research where the author tries to show how the training process affects the performance of the employee. So the author needs to use a very strategic and smart system of collecting data and analysing them.

Basically, there are two types of research such as qualitative and quantitative research. Both of this is very much important for various purposes.

Quantitative research: It is a method of research that relies on counting data by the numerical system and analysing these measurements using any of a variety of statistical models, and reporting relationships and associations and associations among the studied variables. It is an easy way to describe the result and it is also easily understandable to the audience.

Qualitative research: It is a method where the researcher uses a scientific way of finding non-numerical data. This type of research refers to the meetings, concepts, definition symbols and characteristics to show the result of findings (Amisano, 2010). It is also called a market research method where the researcher uses open-ended and conversational research approaches. For example, consider a convenience store looking to improve its patronage.

Based on the above discussion the author is using quantitative research methods to find out more effective outcome for the organization. It may help the researcher to show their findings to the audience more effectively.

Research paradigm:  The word paradigm comes from the Greek word “paradigm” which means pattern. So research paradigm means research pattern. There are different types of research pattern. These are positivist paradigm, interpretivism paradigm and critical theory. Positivist paradigm is being used in most of the quantitative research. Because of the quantitative researcher believes in empirical hypothesis testing. In pure science, positivist research is being used to study empirical nature. On the other hand, the interpretive paradigm is being used to analyse qualitative data. They believe that human behaviour is multi-layered and it cannot be determined by environmental factors. Critical theory is another fact where the research analyse cause and effect based research. It is very important for the researcher to analyse the fact for any cause of any incident.

Based on the above discussion the author is using the positivist paradigm to find out the effectiveness of training given to the new employee.

Source of information: There are two types of sources of information. These are primary data sources and secondary data sources (Amisano, 2010). Both are very much effective but the author of this report relies on primary data of founded from a personal interview.

Primary data: Primary data are those data which is being collected by personal interview or survey or observation. Basically, this type of data is very much reliable and trustworthy. Because the author can get some information from the respondent directly. So the author of this report has prepared a questionnaire of 10 questions and they have collected information from 50 respondents from different background.

Secondary data: It is another source of information for a researcher but this information is second-hand information (Beardwell, 1993). Secondary data are being used already in another paper or further use. The researcher can collect this data from the journal, websites, magazines, articles and so on. But sometimes this data manipulate the information also. It is very much useful but risky also. So the author of this report doesn’t use huge information from secondary sources.

Sampling techniques: There are several types of sampling such as quota sampling, systematic sampling, stratified sampling, random sampling and so on. But the author here uses random sampling to choose their respondents. Apart from random sampling, all are the difficult process for an organization to take interview from respondents.

Sample size: Sample size is also important for the organization. Because it is not possible to collect data from a huge number of the respondent from various areas. So the author here collects information from 50 respondents randomly. They prepare a set of the question by using google form and send it to the different respondent to take interview of them.   `

Ethical issue related to research: The author of this report will be very sensitive to various ethical issues. The author is playing a role to collect information from various sources. But the author will be concerned about honesty to prepare a report (Robart and Rosti, 1998). The author won’t misinterpret the data and information to prepare this report. Because of this report may be used in different corporate to know the opinion of respondents. It is very much important also for the organization as well as individual to gather various data and information regarding the effectiveness of training. So the individual should be concerned about integrity, confidentiality and responsible for preparing a report.

So finally the author will use quantitative data and information for preparing this report and the author will mainly depend on primary data to prepare this report. The author will also collect some information from secondary sources to gather knowledge but they won’t use this information to analysing the data process. They will also be showing the result of analysis of gathered data in the findings section but they will show some table and charts in the appendix section to justify their analysis. So it is very much important for the organization as well as individual to use this report for further use so that the author maintains honesty and integrity.

Data analysis

                                                          

Data the analysis is the most important part of any research paper where the author analyses the collected data to find out the solution to a problem. Basically, every research has been conducted to find a solution to a particular problem. But the paradigm and objectives of research vary. The author has asked 10 questions to the 50 respondents and collects their data. These question and answer are:

Do you think Training has been given adequate importance in your organization
Responses	Frequency	Relative frequency
Strongly agree	37	.74
Agree	12	.24
Neutral	1	.02
Disagree	/	/
Strongly disagree	/	/
Total	50	1.00

Based on the above discussion, it has been claimed that more than half of the total respondents strongly agreed that training is important for the organization. 12 respondents agreed with these statements but 1 respondent only said that it is important but not mandatory.

Does your organization provide training to the new employee?
Responses	Frequency	Relative frequency
Yes	45	.9
No	4	.08
May be	1	.02
Total	50	1.00

This the table shows that 45 respondents said that their organization provide training but unfortunately, 4 respondents said that their organization doesn’t provide any training to them and only 1 respondent said that their probability to provide training in future.

Do you think your organization’s provided training is enough for you to achieve your performance
Responses	Frequency	Relative frequency
Strongly agree	27	.54
Agree	16	.32
Neutral	7	.14
Disagree	/	/
Strongly disagree	/	/
Total	50	1.00

According to the above question, 27 respondents have strongly agreed that provided training from their organization is good enough to achieve organization goal. They thought that this training programme helps them to perform more. But 16 respondents agreed with this statement that provided training by their organization is good enough to perform well. On the other hand, 7 respondents are neutral to this question.

What kind of training method is being followed in your organization
Responses	Frequency	Relative frequency
On Job	48	.96
Off Job	2	.04
Total	50	1.00

When the author asked the 50 respondents individually then 48 respondents said that their organization has provided on job training to them and only 2 respondent said that their organization provide them with off-job training.

The Training you attended was a good the learning experience and helped you improve your quality of work.
Responses	Frequency	Relative frequency
Strongly agree	33	.66
Agree	15	.30
Neutral	2	.04
Disagree	/	/
Strongly disagree	/	/
Total	50	1.00

It was another important question that has been asked to the respondents by the author that the respondent attended training was a good learning experience and helped the respondent to improve their quality of work. The 33 respondents’ shows their respect against this question to say that they are strongly agreed, 15 respondents are agreed and 2 respondents are being neutral.

How often the training program is being conducted in your organization
Responses	Frequency	Relative frequency
Monthly	36	.72
Quarterly	5	.10
Half-yearly	6	.12
Yearly	3	.06
Total	50	1.00

Training is an important program but it should be provided several times in a year as the author knows. So the author asked the respondent how often their the organization has provided training during a year. 36 respondents have been answered that their organization is providing monthly training, 5 respondents have claimed that their organization provide quarterly training, 6 respondent has answered that their organization provide half-yearly training and 3 respondents have answered that their organization provide yearly training.

How often the training program is being conducted in your organization
Responses	Frequency	Relative frequency
Improve Skill	33	.66
Improve Knowledge	5	.10
Change attitude	1	.02
All of the above	11	.22
Total	50	1.00

It is the most important question for this report to fulfil the objective of this report. So the author has entered this question to the questionnaire and asked the respondents and the respondents answered to the author. 33 respondents have said that it has improved their skill, 5 respondents have said that it has improved their knowledge and 1 respondent has answered that it has changed his attitude. But 11 respondents have answered all of the above qualities has been brought to the character.

Are you able to do your job more efficiently after attending the training programs
Responses	Frequency	Relative frequency
Yes	45	.90
No	/	/
May be	5	.10
May not be	/	/
Total	50	1.00

When the respondent has been asked this question by the author and the author has answered positively by respondents. There is no negative answer and respondents said that it may be helpful for them to perform efficiently.

Does Training enhance your productivity and performance
Responses	Frequency	Relative frequency
Strongly agree	28	.56
Agree	20	.40
Neutral	2	.04
Disagree	/	/
Strongly disagree	/	/
Total	50	1.00

 It is another important question for this report fulfilling the objectives of this report. So the author has asked the respondents that training enhances their productivity or performance. 28 respondents have answered that training has enhanced their productivity and performance. On the other hand, 20 respondents have claimed that training also enhanced their productivity and performance. But only 2 respondents claimed only training enhance their performance neutrally.

After the training program, how do you feel the nature of the job
Responses	Frequency	Relative frequency
Challenging	26	.52
Satisfactory	21	.42
Good	3	.06
Total	50	1.00

It was the final question of this questionnaire but it has very significance to analyse the effectiveness of training given to the employee. When this question has been asked to the respondents then 26 respondents answered that they have taken it as challenging on the other hand 21 respondents are being satisfied to take this training and only 3 respondents said it was good for them to perform well.

Part 5

Implications of the Study

Training is a process of improving the skill of the employee. It has been conducted for most of the organization (Amisano, 2010). The author has asked the employee what they think about the importance of the training process. All the respondents have replied that it is very much essential for the organization. The above analysis shows that 90% employee said that their organization provide training to the new employee. But 8% of employees replied negatively that their organization doesn’t provide any training to their new employee. The author has also analysed that the provided training is efficient or not for them. Based on this statement 54% of employees strongly agreed that their organization provide enough training. 32% employee has agreed that the training of their organization is good but it should be improved where 14% has no comments situation. Based on analysis 74% of respondents have strongly agreed that it is very much important for all kinds of organization. Because it has a great influence on the career of the employee. 56% of respondents have strongly supported that training enhances productivity. 40% of respondents have supported that training enhances the productivity of the employee. The researcher has found out that 96% organization provides on the job training to their employee and only 4% organization provides off-job training. Though on the job training is providing practical training to the employee and off-job training provides the only lecture to the employee. So on the job training is more effective to the employee. Because of 66% respondents has also said that training has improved their skill, 10% said that training is been given by their organization is improved their knowledge and 2 % said that it changes their attitude. But 22 % said that all of the above qualities have been brought by training to their performance. Based on their response the author asked they can do their job more efficiently after attending the training. 90% respondents said that Yes, and 10% said no comments situation. So finally asked the employee how they take this training and 52% said that it is very much challenging. 42% said that training is given by the organization is quite satisfactory.

Based on the above analysis and findings, it would be concluded statement that training is very much effective for an organization. All the hypothesis of this report has been achieved by this analysis and findings. The first hypothesis was every organization provides training to its employee. All the respondents said that yes in different ways. The second hypothesis was training is effective for them and respondents agreed that provided training is very effective for them. Finally, the third hypothesis what types of training provided to the employee and respondent said that mainly on the job training provided to them.

Recommendation:

Based on the above analysis, the author suggests that the organization should arrange training program for their employee. But the training should be on the job training which is very effective and perfect for them. The author also suggests that the training should be more interesting to the employee so that they can participate willingly. The training for a beginner should be arranged by the organization. Because of newly recruited employee has no idea about the organization and their rules and regulation. So the organization needs to provide enough training to them based on organizational function. Then it will improve their performance as well skill, knowledge and attitude. Finally, the author said that the best performance from an employee depends on the best training program. So the organization should arrange the best training program for them.

Conclusion:

According to the above discussions and analysis, it has been found out that training is very much effective for the employee (Vijayalakshmi, 2008). This analysis and findings fulfil the demand of the author's objectives. This report shows that respondents have answered 10 questions. The author analysis their response and found out that training improves skill, knowledge of the employee. It also enhances the performance of the employee and increases the productivity of them (Clarke, 2007). So training would be very much effective and useful if the organisation can arrange it a regular basis. The training should be interesting to the employee also. Finally, the author has prescribed to the corporate house to arrange regular training programme for their employee as a career development programme.

References:

1. R. Vijayalakshmi. (2008). Research on the Efficacy of Employee Training in Cement Manufacturing Company, Trichirapalli. Journal of Contemporary Research in Management, , 13- 19.

2. ADP RI. (2017). Keeping Up With the Evolving Workplace: Why Knowledge is Key to Remaining Competitive. ADP Research Institute. 

3. Amisano, C. (2010). Relationship between traning and employee performance. 

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7. Cole, G. A. (2002). Personnel and Human Resource Management . Continuum London: York Publishers.

8. Crush, P. (2016). 70:20:10 training model is 'most effective for learners', research finds. People Management.

9. Fakhar Ul Afaq, Anwar Khan. (2008). Case of Pearl Continental hotels in Pakistan, Relationship of training with Employees’ Performance in Hoteling Industry.

10. Hameed, A. and Waheed, A. (2011). Employee Development and Is Affect on Employee Performance A Conceptual Framework. International Journal of Business and Social Science , 224-229.

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12. Laing, I. F. (2009). THE IMPACT OF TRAINING AND DEVELOPMENT ON WORKER PERFORMANCE AND PRODUCTIVITY IN PUBLIC SECTOR ORGANIZATIONS: A CASE STUDY OF GHANA PORTS AND HARBOURS AUTHORITY. Institute of Distance Learning-KNUST.

13. Clarke, N. (2007). Workplace Learning Environment and its Relationship with Learning Outcomes in Healthcare Organizations. Human Resource Developement International .

14. Robart T.Rosti Jr, F. s. (1998). A study of he impact of traning in a management development programm based on 360 feedbacks. 

15. Zaineb, A. (2011). Importance Of Training Evaluation For Training Effectiveness.

Appendices: