Business Need Variety Training Program for Employees (Research Paper Sample)

Business Need Variety Training Program for Employees
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Table of Contents TOC \o "1-3" \h \z \u Abstract PAGEREF _Toc473811591 \h 31.0 Introduction PAGEREF _Toc473811592 \h 41.1 General introduction PAGEREF _Toc473811593 \h 41.2 Problem statement PAGEREF _Toc473811594 \h 41.3 Purpose PAGEREF _Toc473811595 \h 52.0 Discussion PAGEREF _Toc473811596 \h 52.1 Criteria PAGEREF _Toc473811597 \h 52.3 Analysis PAGEREF _Toc473811598 \h 73.0 Conclusion PAGEREF _Toc473811599 \h 93.1 Summary of conclusions PAGEREF _Toc473811600 \h 93.2 Recommendations PAGEREF _Toc473811601 \h 10Reference PAGEREF _Toc473811602 \h 12
Abstract
This paper is a recommendation report on research that was executed to assess the need for various training programs for employees within an organization. To respond to the growing market competitiveness, training of human power can give a team an upper hand in service delivery. And therefore in response to the need, this report proposed eight recommendations to the management of the case firms. This study was conducted in a management setting with a sample size of 50 employees that partly responded to the questionnaires and the interview questions. Secondary data from the previous studies were also used in response to the research question. A deductive method of reasoning was used in analyzing data from the secondary sources, while on the other hand; simple statistics was used to assess the data collected through interviews and the 40 questionnaires which were randomly distributed to the respondents. From the findings, the majority of the respondents had indicated that their employers have failed in providing training opportunities for all the workers. They have developed the tendency of training specific individuals only if the need arises within the organization. The findings also manifested the connection between training and employees. Research conducted by Jaworksi (2012), clearly supports the premise that training is very significant in determining the performance standards in business organizations.
Business Need Variety Training Program for Employees
1.0 Introduction
1.1 General introduction
In the corporate world, employees remain to be one of the most valuable assets owned by a company. They play a significant role in ensuring that the business achieves its goals. Therefore equipping these valuable assets with adequate training from various programs becomes vital in achieving efficiency (Lawson, 2016). The training also prepares the employees to cope with the setbacks of the competitive business industry that most companies are experiencing today. Since businesses also depend on how well a commodity or service is provided, training plays a very significant part in influencing the outcome. In a nutshell, it is conducted to assure the company that its present and future needs will be fully satisfied.
According to Jaworski (2012), training is the process of learning and teaching of an employee to carry out tasks that give different results. He further explains that the training process is planned to ease learning to ensure efficient operations. Adegoke (2010) also contends that training is expected to make workers strategically unique from others regarding skills, attitude and technical know-how.
1.2 Problem statement
Despite the technological advancements made in the world today, organizational training has remained to be one of the overlooked key aspects of managing a company. Occasionally, companies with semi-skilled workers tend to get complaints from customers towards lagged and low-quality services in the business sector. This report, therefore, aims to analyze the need for various training programs for employees within any organization set-up. Based on the results of this study, recommendations will also be made on the way forward. They will suggest what should be adopted by the management to ensure that every employee is adequately trained for the job.
1.3 Purpose
Typically, the findings of this research pave the way for enhancing the human labor for the competitive performance of any company that might consider employee training strategy. This report will also help in filling the gap in literature to establish the basis to comprehend important elements of employee training.
2.0 Discussion
2.1 Criteria
The recommendations of this report would be based on the needs analysis of different organizations under study. Many needs analyses are readily available for use in any managerial context. The following sources can help one in assessing the need for varied training program:
* Organizational analysis. Usually, an assessment of the organization and its operations may indicate whether training is desired.
* Personnel analysis. It is the analysis of the potential worker involved in the business process. It manifests the level of one’s knowledge as well as whether one should receive training or not.
* Task analysis. It is the workload determination with regards to the needs of training employees.
* Performance analysis. Assessing the standard of performance to establish the necessity of training
* Cost-benefit analysis. It is the analysis of returns of training employees.
* Suitability of training analysis. It is meant to establish whether training is the most appropriate solution to the company.
2.2 Research findings
As part of the study, the researcher conducted his work in business and management fields that met the stipulated criteria. In the study, the researcher consulted periodical and journals on the background information to determine the need for varied training programs for employees. Previous dissertations and thesis were used to collect data. In this way, the research focused more on specific information to avoid receiving irrelevant information and also save on time. Internal information from the companies ranging from financial records, reports, and financial statements was also analyzed to collect the relevant data needed. Other external sources such as magazines, publications, and websites also played a significant role in this research. Just like any management research, the paper used deductive reasoning approach to synthesize data in these secondary sources. The deductive method reasoning involves obtaining data through deduction from general inferences (Tracy, 2013). While using this theory, the researcher also managed to collect information from a particular problem area.
The researcher also made proper use of interviews and questionnaires in collecting primary data. The surveys involved structured questions that yielded predetermined answers. On the other hand, the interviews subjected the respondents in giving more accurate data. According to Tracy (2013), it is the most reliable way of getting more detailed information as it goes behind the respondent's experience. It wasn’t possible to interview and give questionnaires to everyone, and therefore, ten employees were interviewed. Also, 40 questionnaires were circulated in different companies, where they were further distributed randomly to the employees.
2.3 Analysis
Irrespective of their firms, a total of 35 respondents indicated to have undergone training programs. The remaining 15 also showed that they had never attended any training programs. That is a clear indication that most companies fail to target training for all workers, but instead for specific employees.
Respondents’ participation in training
Response

Frequency

YES

35

NO

15

TOTAL

50

A total of 29 respondents claimed that they were selected for training at the time that they joined their respective companies. The other six suggested that they initially went for training following a managerial recommendation. The finding is a clear indication that most companies are reluctant to enroll their employees in training programs, except when they are new in the firm.
Selection for training
Criteria

Frequency

On joining the company

29

Mangers recommendation

6

Don’t know

15

Education background of respondents
Level of education

Frequency

Cumulative percentage (%)

Primary

0

0

High school

2

4

Diploma

34

68

Degree

5

10

Master’s and others

9

18

Total

50

100

It is also clear that the respondents in the study held a range of diverse educational backgrounds. Statistics indicate that 18% of them were master’s graduates and Ph.D. holders, 10 % had degrees, 68% with diplomas and 4% with high school qualifications. The majority of the respondents were diploma graduates. It implies that most of them lacked adequate skills, and therefore, training may be very significant in the case corporations to improve their abilities.
Previous research conducted by Aida Nassazi also exposed the need for training programs in the main companies. She conducted a study to evaluate the effects of training on the performance of employees. Using the telecommunication industry in her country, she came up with four objectives that focused on determining the training programs, methods and effects of training in the industry. The research was centered on a qualitative analysis method of data collection that involved 120 respondents (Nassazi, 2013). From the findings, the results obtained demonstrated that training has a direct influence on the performance of employees. The findings proved useful to the researcher in determining the necessity for training...