Dissertation on employee training and development
Research paper on training and development of employees pdf
It was recommended among other things, that the processes involved in training be duly followed, GPHA should help its staff identify their career paths and to guide them in the pursuit of higher education. Chapter two deals with the review of relevant literature on the research problems and concepts with specific reference to how it applies to Ghana Port and Harbor Authority. Training is the planned and systematic modification of behavior through learning events, activities and programs which results in the participants achieving the levels of knowledge, skills, competencies and abilities to carry out their work effectively Gordon Most of the employees were of the view that training and development were effective tools for both personal and organizational success. Chapter one introduces the study by giving the background information on the research problem, main and specific objectives. Tips for Selecting a Dissertation Topic Select a topic that interests you. All these contributions lead to achieving competitive advantage Youndt et al. The Manpower Services commission of the United Kingdom, which was set up by the Employment and Training Act defined training as a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Barber found that training led to greater innovation and tacit skills. He therefore, provides a systematic approach to training which encases the main elements of training. Most organizations have long recognized the importance of training to its development. The need for improved productivity in organization has become universally accepted and that it depends on efficient and effective training.
As new technology progresses, making certain jobs and skills redundant, an increasing emphasis is being placed on the need for a skilled and highly trained workforce.
The importance of training and development of employees in the medical field. They further indicated that training experts believe that if trainees do not learn, it is probably only because some important learning principle had been overlooked.
This it is believed to have led to high labor turnover in the organization. Accordingly the analysis and conclusions will be based on this time period. This might happen if you select a topic that has been poorly studied in the past. Several studies have also documented the impact of training on the organizational performance.
Impact of training and development on employee performance ppt
In appreciation of this fact, public sector organizations conduct training and development programmes for different levels of their manpower. Training both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization. This literature review offers a critique of the relevant conceptual account on the topic. It outlines the methodology for carrying out the secondary and primary data collections and how results were analyzed. Sometimes, students come up with great ideas but cannot do anything with them. Many organizations in Ghana and indeed the public sector engage in training and development of staff and have departments, units and sectors in charge of training and development. Pitfield is of the opinion that the objectives of training are to: provide the skills, knowledge and aptitudes necessary to undertake required job efficiently develop the workers so that if he has the potentials, he may progress, increase efficiency by reducing spoilt work, misuse of machines and lessening physical risks. He therefore, provides a systematic approach to training which encases the main elements of training. Scholars, experts, social scientist and public sector administrators now recognize the fact that training is obviously indispensable not only in the development of the individuals but also facilitate the productive capacity of the workers. Saxena reported that the actual practice of evaluation in many organizations did not often follow the strict recommendations of evaluation literature. A questionnaire was designed using structured questions to collect primary data from employees of GPHA. Finally, it is to aid management of GPHA to introduce modern schemes for training and development, to be able to meet the challenges of change in the future. Training is the planned and systematic modification of behavior through learning events, activities and programs which results in the participants achieving the levels of knowledge, skills, competencies and abilities to carry out their work effectively Gordon The few ones who were retained had no promotion to match their added skills and competencies. Many of the jobs being replaced by machines have been of an unskilled and semi-skilled nature, and this emphasizes the need for higher education and skills for those wishing to gain employment in the future.
Training and development methods used in the sports industry. Their applications for study leave were turned down with those who were persistent being advised to resign.
Research proposal on training and development for employees pdf
The difference between theoretical human resource management and practical training of employees. Looking for help with your thesis? Their applications for study leave were turned down with those who were persistent being advised to resign. Effective training is beneficial for the firm in variety of ways, such as, it plays a vital role in building and maintaining capabilities, both on individual and organizational level, and thus participates in the process of organizational change Valle et al. Sackett and Mullen, suggested that the purpose of evaluation is to help organizations make decision about future training activities, and provide tools needed to assess the type of evaluation possible in a given situation, to conduct the most informative evaluation possible, given the constraints of the situation, and to communicate to organizational decision makers both the strengths and the limitations of whatever evaluation data is obtained. Training therefore can be explained as a planned and systematic effort by management aimed at altering behavior of employees, in a direction that will achieve organizational goals. If the trainees do not learn anything then of what benefit will they be for the organization. They identified the functions of training as follow: increase productivity, improves the quality of work; improves skills, knowledge, understanding and attitude; enhance the use of tools and machine; reduces waste, accidents, turnover, lateness, absenteeism and other overhead costs, eliminates obsolesce in skills, technologies, methods, products, capital management etc. Oribabor submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth, also Isyaku postulated that the process of training and development is a continuous one. Training both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization.
Chapter one introduces the study by giving the background information on the research problem, main and specific objectives. The influence of a properly trained employee on the well-being of a company. If these essential choices are not available many other opportunities remain inaccessible Baruch, Select a topic that is meaningful.
Most of the employees were of the view that training and development were effective tools for both personal and organizational success. Becker observed that training efforts produce improvements in the quality of the labor force, which in turn is one of the most important contributors to national economic growth.
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