Proposal for Project

Study of Training & Development Practices in Public

Sector Organization:
An investigation of Tech employees
Submitted By:
Fawad Shah Bukhari
MC120401136
Department of Management Sciences

Virtual University of Pakistan

17-11-2016

Table of Contents
Chapter 1: Introduction................................................................................................... 3
1.1 Introduction of the Project:.................................................................................... 3
1.2

Background:..................................................................................................... 4

1.3

Objectives:....................................................................................................... 4

1.4

Significance:..................................................................................................... 4

Chapter 2: Methodology.................................................................................................. 5
2.1

Type of research:.............................................................................................. 5

2.2

Data collection source:....................................................................................... 5

2.3

Data Collection Tools/ Instruments:......................................................................5

2.4

Subject / participants:........................................................................................ 5

2.5

Field work/ Data collection:.................................................................................5

2.6

Data Processing and analysis:............................................................................5

References:.................................................................................................................. 6

Chapter 1: Introduction
1.1 Introduction of the Project:
Improved capabilities, knowledge and skills of the talented workforce proved to be a
major source of competitive advantage in a global market (McKinsey, 2006). To develop
the desired knowledge, skills and abilities of the employees, to perform well on the job,
requires effective training programs that may also effect employee motivation and
commitment (Meyer and Allen, 1991).
To prepare their employees to do their jobs as desired, organizations provide trainings
to optimize the potential of their employees. Most of the firms spent their heavy budget
on building new skills in their employees which enables them to cope with the uncertain
condition the organization may face in future. This improves the employee performance
through high level of motivation and commitment. By offering training programs, the
employee recognizes the organization interest in them and in turn the employees apply
their best efforts to achieve the organizational goals by showing high performance in
job.
The most valuable assets of organizations are their employees and workers because
they are behind the every success and failure of organizations. Both, new and existing,
employees without obtaining updated information about technologies and skills cannot
accomplish their achievements and task at maximum output.
Nowadays, training is a necessity in every organization. Employees dont have a firm
grasp on their duties and responsibilities without training. The employees who are
provided training tend to keep their job longer than those who do not have received
trainings.
Amongst the important function of human resource management, one of the crucial
functions is employee development through proper training and development programs.
Employee development refers to the capacity and capability building on an employee,
and thus as of whole organization, to meet the standard performance level (Elena P.
2000). More the developed employees, more they are satisfied with their job, hence
increasing the firm productivity and profitability (Champathes, 2006).

1.2 Background:
Training is the organized way in which organizations provide development and enhance
quality of new and existing employees. Training is viewed as a systematic approach of
learning and development that improve individual, group and organization (Khawaja &
Nadeem, 2013). Thus, it is the series of activities embarked upon by organization that
leads to knowledge or skills acquisition for growing purposes. Thereby, contributing to
the well being and performance of human capital, organization, as well as the society at
large. According to Manju & Suresh (2011), training serves as an act of intervention to

improve organizations goods and services quality in stiff the competition by

improvements in technical skills of employees. The value of human capital is enhanced
by acquisition of higher performance potential such as new tasks, functions, and KSAPs
(knowledge, skills, abilities, personal attributes) (McGregor, 1988).
Training affects employees behavior and their working skills which results into
employees enhanced performance as well as constructive changes (Satterfield &
Hughes, 2007). Training is most effective way of motivating and retaining high quality in
human resources within an organization (Kate Hutchings, Cherrie J.Zhu, Brain K,
Cooper, Yiming Zhang & Sijun Shao, 2009). According to Konings & Vanormelingen
(2009), Colombo & Stanca (2008) and Sepulveda (2005) training is an instrument that
fundamentally affects the successful accomplishment of organizations goals and
objectives.
The rational of this study will be to find out the prevailing practices of training and
development in organization. Moreover, the shortcomings will be highlighted and also to
provide suggestions to the organization as how they can make training and
development practices more effective.

1.3 Objectives:
After going through the different relevant literature reviews, studies and topics under
consideration the following objective will be drawn:

To study the practices of training and development in an organization.

To suggest the best practices to make training and development more effective.

1.4 Significance:
The purpose of the research will be to conduct a detail study on the practices of training
and development in an organization. This research will specifically examine the
employee training and development programs within an organization. This will decide or
elucidate that how the training and development practices can be enhanced or
improved using the various factors/ variables.

Chapter 2: Methodology
2.1 Type of research:
The research will be quantitative. Questionnaires will be used as the survey
instruments. The quantitative research is that which tries to find answer to a question
through analysis of quantitative data, i.e. the data shown in figures and numbers (Taylor.

1998). Moreover, it was explained that the strength of quantitative research is the
opportunities that it provides researchers to interact and gather data directly from their
research participants to understand a phenomenon from their perspectives (Gay, Mills
and Airasian, 2009). It is often regarded as a scientific methodology of management
sciences research (Taylor, 1998).

2.2 Data collection source:

Data collection source will be primary as well as secondary sources.

2.3 Data Collection Tools/ Instruments:

The data collection tool will be questionnaire to ascertain the results of the project.

2.4 Subject / participants:

The subjects / participants will be technical employees of officer level.

2.5 Field work/ Data collection:

The questionnaires will be distributed among target participants and to ensure quality
control, their position in the organization and length of service will be recorded in the
questionnaire.

2.6 Data Processing and analysis:

The analysis will be carried out form the data collected through questionnaires.
Probability sampling having simple random sampling technique will be used for unit of
analysis. 150 questionnaires will be selected using simple random sampling.
MS Excel/SPSS will be used to for data entry and model testing/analysis having
regression and co-relational analysis for analyzing the effect of one variable on another.
Descriptive statistics in graphical form will be used for analysis of data.

References:
Colombo, Emilio & Stanca, Luca. (2008): The Impact of Training on Productivity:
Evidence from a Large Panel of Firms, Available at SSRN.
Gay, L. R., Mills, G. E. & Airasian, P. (2009). Educational research: Competencies for
analysis and applications (9th ed.). Upper Saddle River, NJ: Pearson
Elena P. Antonacopoulou, (2000). Employee development through self-development in
three retail banks Journal of Personnel Review, Vol. 29 No. 4, pp. 491-508.
Kate Hutchings, Cherrie J. Zhu, Brain K, Cooper, Yiming Zhang and Sijun Shao (2009):
Perceptions of the effectiveness of training and development of grey-collar
workers in the Peoples Republic of China. Human Resource Development
International, Vol.12, No.3, pp 279-296.
Khawaja & Nadeem (2013): Training and Development Program and its Benefits to
Employee and Organization: A Conceptual Study. European Journal of Business
and Management. ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online). Vol.5,
No.2, 2013.
Konings, Jozef & Vanormelingen, Stijn. (2009). The Impact of training on Productivity
and Wages: Firm Level Evidence. Discussion paper No. 244, Available at SSRN.
Manju.S & Dr. Suresh B.H (2011). Training Design Interventions and Implications for the
productivity Effectiveness, Synergy, 9(1) pp 52-68.
McGregor, Eugene Jr. (1988). The Public Sector Human Resource Puzzel: Strategic
Management of a Strategic Resource. Public Administration Review. 48
(November-December), 941-61.
McKinsey Quarterly (2006), An executive take on the top business trends, a McKinsey
Global Survey.
Meyer, P.J. and Smith, A.C. (2000), HRM practices and organizational commitment:
test of a mediation
model, Canadian Journal of Administrative Sciences, Vol. 17 No. 4, pp. 319-31.
Satterfield JM, Hughes E. (2007):Emotion skills training for medical students: a
systematic review. Medical Education, 41:93541.
Sepulveda, Facundo. (2005): Training and Productivity: Evidence for US Manufacturing
Industries Available at SSRN.
Taylor, E. W. (1998). Transformative learning: A critical review. ERIC Clearinghouse on
Adult, Career, & Vocational Education (Information Series No. 374).