Training and Development Issues in Middle East

This study focuses on the training and development issues in Middle East and their impact on the professional growth of HR managers. It discusses the challenges faced by HR managers, such as ineffective organizational culture and lack of employee engagement in training sessions. The study also explores the negative effects of these issues on professional growth and provides recommendations for resolving them. The research aims to identify the role of training and development in professional growth and suggest measures for government intervention.

HRM in Middle East

ACKNOWLEDGEMENT
I would like to give my genuine recognitions to my guide and supervisor who
gave me their valuable time, comments, guidance and suitable suggestions that were
required throughout the entire research process and assisting in the great-full manner to
complement the project effectively. I am feeling great to getting chance to conduct an
investigation with the efficient support of the supervisor who gave me the great
knowledge regarding the investigation. I have also been pleasant to provide my thanks
to classmates and other team associates who have synchronised with me while the
accumulation of information and evaluating the same in the light of investigation aim
and objectives.

ABSTRACT
The present study initiates to ascertain the exercise and growth related barriers in
Middle East to determine the impact on the professional development, therefore,
training and development is the most imperative aspect for the business management
and it is imperative in rendering appropriate guidance to the business to aiding the
operations of the investigation in appropriate way. The study contains the issue related
to training and development within the Middle East and its influence over the
processional development of HR. In this evaluation is mainly encompasses over the
region of Middle East. In middle east the responsibility of the companies’ changes as
roles becomes broader and diverse & practising the same becomes quite difficult of the
companies. In the countries of Middle East, the major focus of company gravitates
towards manpower and they plan accordingly. Training are multiple issues are arises
related with training and development area the cultural differences, Dispersed
Workforce, dealing with the change, Sense of Timing and so on, thus these are
influence the growth of HR within business. For better execution of the project,
quantitative research is considering by the researcher as it is most efficient
methodology to conduct an evaluation in appropriate manner. Therefore, quantitative
analysis helps in providing detailed investigation via accumulation of information within
actual facts and figures that are encompasses over the chosen study subject. In
addition to this, for collection of relevant data to support the investigation, both primary
and secondary apparatuses are implemented through the investigator. Hence the
primary investigation is imperative in conducting exploration with the assistance of
conducting questionnaire and secondary sources like books, journals and articles are
taking into consideration for developing theoretical perspective. Furthermore, conclusion
is imperative in providing summary over the findings and analysis of the project as it
initiates that within the Middle East the culture of the country is dominating where
specific languages and cultures like Arabic, Turkish, Kurdish, and Persian are preferred
by the businesses and are facing assorted issues related with professional development
of HR. Thus, culture differences, languages barriers, dealing with change, sense of time
etc. are the major issue which are faced by the businesses within Middle East Hence
the government has also taking the initiates to resolving the issues of training and

development like Flatter Structures, Technological and digital convergence, Global
force, Providing Optimum Resources, Development of policies, Development of training
and development session and so on which are effective in resolving the issues of
training and development and enhancing the professional growth of HR.
Recommendations are also provided to government of Middle East to take suitable
actions in regards to the development of training and development processes.

Table of Contents
ACKNOWLEDGEMENT...............................................................................................................3
ABSTRACT....................................................................................................................................4
CHAPTER 1: INTRODUCTION..................................................................................................1
CHAPTER 2: LITERATURE REVIEW.......................................................................................6
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................15
CHAPTER 4: RESEARCH FINDINGS AND DISCUSSION.................................................21
Discussion...........................................................................................................................36
CHAPTER 5: CONCLUSION, RECOMMENDATION AND LIMITATIONS AND
SUGGESTIONS TO INFORM FUTURE RESEARCH..........................................................43
REFLECTIVE STATEMENT......................................................................................................48
REFERENCES............................................................................................................................52
APPENDIX...................................................................................................................................57

CHAPTER 1: INTRODUCTION
Overview of the topic
Human resource management refers as a systematic process of hiring, selecting,
inducting employees, deciding compensation, providing benefits, maintaining proper
relations, providing orientation, ensuring employee safety, imparting training and
development etc. (Budhwar and et. al., 2019). These are main functions performed by
human resource manager of an organisation. According to the (Edwin Flippo), HRM is
the effective procedure of preparation, establishing, guiding, monitoring of obtaining,
recompense, incorporation, development, conservation as well as departure of
workforce to the end that organization, single and social aims are gained. Human
resource manager plays important and different roles that turn to Helps Company in
development of its development and progression at countrywide and broder level.
Within an organisation, HRM plays a significant role such as developing skills for the
future, making loyalty and also commitment, making a talent pipeline, staying
competitive and current etc. These are essential roles that will be important for company
in Middle East (Banu, Kamenou-Aigbekaen and Galloway, 2019). This dissertation is
based on the problems in regards to the training and development within Middle East.
These issues are ineffective organisational culture, lack of employee's engagement in
the training sessions, lack of availability of capital, reinventing HR, learning and
development etc. These are major issues that impacts faced by HRM and has impact
on professional growth (Al-Asfour and et. al., 2017).
There are several purpose for conducting this dissertation such as to identify the
role of training and development within professional growth, recognising the problems of
training and development within middle east, analysing the negative effects of issues
related with the training and development over professional growth of HR manager and
identifying the government support in reducing the challenges of training and
development in Middle East (Akkermans and Tims, 2017). These are main purpose and
for attaining this, different chapters will be required to completing. These chapters are
introduction, literature review, methodology, findings, conclusion and recommendations
etc. These chapters help in completion of research project and attainment of research
objectives in successful and effective manner (Elrehail and et. al., 2019).

Background of the research project
The Middle East is a transcontinental region in Afro-Eurasia which particularly
involves Turkey partly in Southeast Europe and all of Egypt mostly in North Africa. The
breadth of typical human resource responsibilities within the Middle East is much wide
as well as diverse than practices in the United States (Starr, Stoll, Taubenblatt and
Osborn, 2019). In essence, United States domestic human resource responsibilities are
a subset of duties of most human resource professionals in the region. Additionally, to
the usual roster of duties like hiring, training, employee relations, performance
management, compensation management, global human resource generalists are
expected to manage repatriation of bodily remains and also personal effects, give basic
coordination and help in the event of criminal arrest, give out with spousal and family
problems, and support workers with initial housing and also transportation needs. Along
with this, above mentioned all these are major issues of training and development that
impacts on professional growth of human resource manager in middle east (Budhwar
and et. al., 2019). Issues related to the training and development increase employee
turnover that automatically effects on professional growth of human resource manager.
Research Problem
Training and development in Middle East is a major issue that negatively impacts
over the professional growth of human resource manager. There are basically four main
challenges that faced by HRM in Middle East. These are reinventing HR, leadership,
organisational cultural and employee engagement, learning and development etc.
These are biggest challenges that negatively and directly effects on professional growth
of human resource manager within an organisation of Middle East. These issues create
high employee turnover that turn to impact on organisations and human resource
management (Elrehail and et. al., 2019). Improper training to the employees impact on
business growth and success because without training workers are not able to do each
activity of company in systematic manner as well as in given time period. This has
adverse impact on manages professional growth and also on their career success.
Therefore, it is the role of company to provide proper training to their employees and
also attain competitive advantages. In order to overcome learning and development

issue of HRM, company must have necessary tools and programs (Savage, Johnson
and Levy, 2017).
Research aim
Main aim of this dissertation is “To identify the training and development
related issues in Middle East to ascertain the influence over professional
growth”.
Research objectives
 To analyse the contribution of training and development in professional growth
 To determine the training and development related issues in Middle East.
 To ascertain the negative impact of training and development issues on
professional growth of HR managers
 To suggest the measures that can be taken by government to resolve training
and development issues in Middle East.
Research Questions
 What are the contribution of training and development in professional growth?
 What are the issues related with training and development related in Middle
East?
 What are the negative impact of training and development issues on professional
growth of HR managers?
 What measures that can be taken by government to resolve training and
development issues in Middle East?
Rationale of the research
Main reason behind conducting this dissertation is it helps in improvement of
knowledge about the HRM in Middle East. This study also enhances understanding
about the training and development issues in Middle East and impact of that issues over
the professional growth of HR manager (Roberts, 2020). Along with this, current
investigation is important at personal as well as professional growth. At individual side,
the study helps researcher through increasing its investigation ability. In this skills,
different skills are included which are literature review, collection of data, data analysis,
time management etc. These skills helped investigator in completion of full dissertation
in allotted time and in successful manner (Haak-Saheem and Festing, 2020). At

professional level, current study support by increasing awareness about the HRM in
Middle East that results in higher growth and success. If this research will be published
that helps in enhancing of awareness about the issues related with the talent
management in Middle East among individuals, organisations, societies etc. Therefore,
present investigation is important at personal and professional level.
Structure of the dissertation
This is an important area of the research which helps reader in identifying of
chapters needed for completion of dissertation. There are different chapters that will be
essential in completion of full dissertation systematically (Atanasoff and Venable, 2017).
These chapters will be described as below:
Chapter 1: Introduction- This is a primary activity of conducting dissertation. In this
activity or chapter, reader can easily increase their knowledge about the research aim,
research objectives, research questions, enhancing understanding about the overview
of title etc. This information will help in conducting of second chapter in systematic
manner.
Chapter 2: Literature review- This is an essential part of dissertation that is based on
secondary data. This chapter requires different number of secondary sources such as
articles, magazines, books, publication research etc. All are main and essential sources
of secondary data collection that will be used by investigator. Main purpose of this
chapter is to identify the research gap in previous study. Therefore, this chapter will be
essential in fulfilment of research gap through the research questions (Mira, Choong
and Thim, 2019).
Chapter 3: Methodology- This activity or chapter helps in collecting of information
about the topic. There are different types of research methodologies such as deductive
approach, positivism research philosophy, cross sectional time horizon, quantitative
research choice, questionnaire etc. These are main methodologies that will be applied
within an investigation. Primary purpose of methodology is to helps researcher in
collecting of proper information about the topic through research instrument (Penrose,
2019).
Chapter 4: Research findings- This chapter helps in analysing of information collected
from questionnaire. This chapter will help in attainment of research aim and objectives

successfully. For this section, frequency distribution analysis which is an analytical
technique and will be applied for analysing quantitative data gathered from
questionnaire. Ms-Excel will be used for presenting quantitative information collected
from questionnaire. With the help of this software, different graphs will be developed
according to each question present in questionnaire. This will help in accomplishment of
research aim as well objectives within less period of time and in successful
additionally, researcher will also link the primary data with secondary information
collected for literature review (Nankervis and et. al., 2019).
Chapter 5: Conclusions, recommendations, limitations and suggestions to inform
future research- This is a last chapter that helps investigator in accomplishment of
each objective of the dissertation in successful manner. In conclusion, entire information
will be included in short and clear way that assist in identification of information about
the entire chapters. In recommendations, some suggestions will be provided for
improving research title. At last, limitations and suggestions will be provided for
conducting future investigation (Chams and García-Blandón, 2019).

CHAPTER 2: LITERATURE REVIEW
For the management of good quality research paper literature review is crucial as
it involves the narrative view of the topic. Which use to represent the present knowledge
along with some primary data analysis involvement in relevant objective or topic. There
are different informant and data sources which use in the review such as journal,
articles, reports, books, Web site, electronic data which is managed and provided by
government and primary researchers etc. these information sources aid to conduct the
secondary research of the research objectives to check relevancy and to get essential
information for new research on the selected topic. It is a type of review article that
presents the actual knowledge such as essential findings as well as method and
analytical contributions to a specific objective. This chapter of the dissertation helps in
collecting of secondary information regarding the training and development problems
and their negative effects over the professional growth of HR manager (Budhwar and
Mellahi, 2018). Main function of literature review is to identify the unsolved question of
the topic previous research. Within an investigation, main question is the analysis of
Middle East training and development issues for influencing personal and profession
skills development. In previous studies, there were information available about the
importance of professional development training of HR but there are missing and lack of
data about the issues of professional skills developing training and its effect on
professional development of individuals for human resource management. Therefore, it
is a main gap and in prospect of covering this research gap this will use as a research
objective given below:
What are the key roles of training in the professional development of HR quality
in individuals?
According to the Rodriguez and Ridgway (2019), training and development
introduces to educational activities in an organisation developed to improve the skills
and knowledge of workers while giving instruction and information on how to effectively
perform specific tasks. Employee training and development implies a program in which
particular skills, ability and knowledge are imparted to the workers, with the purpose of
enhancing their performance level, in their present roles and also giving them learning
chances, to further their professional growth and success. Training of the person with

proper guidelines of HR responsibility along with the development of the HR
https://www.healthline.com/health/feverskills the important function of HRM that helps
an organisation in retaining of talented and knowledgeable workforce that results in
higher growth of company (Haak-Saheem and Festing, 2020).
On the basis of perception presented by (Elrehail and et. al., 2019), training
refers to the process of enhancing the skills and knowledge of a worker for performing a
specific job role. It involves the creation or development if skills that are normally
necessary to do a specific job. Its motive is to bring regarding positive changes in
knowledge, skills and attitudes of the workers. It is the effective process by which
executives or managers acquires competences and skills in their current job role as well
as capabilities for future tasks. Although training assist workers do their present jobs,
that results development of higher growth. According to the views given by (Edwin B.
Flippo), grooming is an process of enhancing skills along with knowledge of a workers
for doing a specific job. Training enables workers to do their existing job more efficiently
as well as prepare himself for a higher level job.” Training and development is important
and significant in increasing performance and productivity of employees. This will help
in improvement of professional growth and performance of human resource. For training
and skills enhancement organization has to provide positive and learning environment
along with the aid of proper motivation and guiding seminars, workshops and all other
chances to workers in some enterprises (Kidwell, Eddleston and Kellermanns, 2018).
This provides all motivate and tools the employees to perform their role in well manner.
According to there are different reasons of training within an organisation. These
are increased productivity and adherence to quality standards, increasing organizational
stability and flexibility, reduced supervision and direction, increase in productivity &
better industrial relations, reduced accidents at workplace, reduction of errors &
accidents, reduction of turnover and absenteeism, increase in productivity & better
industrial relations etc. These are biggest reasons of training within company that will
facilitate in professional growth of human resource. There are different advantages of
training and development that will be explained as below:
Improving performance: This is a major advantage of training and development
that will be essential and significant for HR in its professional growth. Once the workers

acquire the desired skills and knowledge needed for the activity to execute. Training
will also help in improving the individual weakness into their strengths as well as they
acquire the better understanding about the business (Mira, Choong and Thim, 2019). If
employee acquired appropriate knowledge about the business that turn to effect on the
professional growth of HR.
Reducing turnover: This is another role of training and development that will be
beneficial and essential for human resource in improving its professional growth and
success. Training will support in increasing of employees’ knowledge regarding the
business activities that turn to helps in retaining of talented employees at workplace.
This will support human resource in enhancing of its professional development.
Issues of Middle East training techniques
According to (Analoui, 2017), opines that, over the past few years a development
in the field of HRM has been seen. Companies and other institutions have focused on
providing an overview about the emerging markets and issues related to training and
development programmes. Middle East, offers with an opportunity of having a study
about the factors responsible for improper management and increase in the issue of
training and development. One of the important issue is cultural difference because
despite of growing economically social and political affairs plays a crucial role
(Nankervis and et. al., 2019).
Middle East with an area of approximately 7, 207, 575 km2 is considered to be a
transcontinental region includes the most part of the Arab World I.e. Saudi Arabia,
Egypt, Turkey, Iran etc., In middle east the responsibility of the companies’ changes as
roles becomes broader and diverse & practicing the same becomes quite difficult of the
companies. In the countries of Middle East, the major focus of company gravitates
towards manpower and they plan accordingly. For example: in order to increase the
employment opportunity in Saudi Arabia rules and regulations are mode complex and
because of an individual has to wait for minimum two months after applying for work
visa. Therefore, for an HR manager of a company it becomes difficult in making proper
balance according to the set needs by an organisation in compliance with national
requirements. Middle East countries shares a unique nature of workforce because most

of the people in these nations who come for work are expatriates belong to assorted
aspect of the world.
According to the viewpoints of (Brewster, Mayrhofer and Farndale (2018), the
first issue which department of training and development can face is cultural surprises:
in comparison with the cultures, other countries of the world, middle east has a different
value. Majorly, the language spoken in these countries are Arabic, Persian, Turkish,
Kurdish and Hebrew (Rodriguez and Ridgway, 2019). Therefore, if a person doesn’t
know any of these languages than he/she can face difficulties in communicating with
others. For example: English, which is the basic source of communication across the
globe is not the first, second or the third language. Thus, for a person who does not
belong to middle east countries can face problem in understanding and learning new
things taught in training and development sessions. Henceforth, the minority thrives for
exponential lifestyle so that an expansion in career in overseas can be possible. Along
with this, political views, ideas and culture can give a shocking experience to company
or to the department of training and development. Sense of Timing: in this context
where Americans are tightly bound to the clock, perspective of middle east countries is
different as they share nothing in common. Planned timetable sometimes doesn’t work
here as sometimes an individual skip the deadlines. Uncertainly, middle east countries
have some strict rules and they abide to it, disobeying the same can create some
serious consequences or penalties (Budhwar and Mellahi, 2018). Dealing with the
change: change in an organisation is very common but resistance can be seen in this
as well. As middle east is very rigid and making modifications can be an impact on the
sentiments of their values and believes. Henceforth, providing training along with
safeguarding the values create some sort of problem the HR departments of the
company. Dispersed Workforce: Employees in Middle East comes from geographically
dispersed areas and providing training becomes hard for them because there can be a
possibility that people from one culture might not get comfortable with people from
another culture. Therefore, to develop an understanding company can use social tools
through different forums like conferences, sessions for understanding one another etc.,
Moreover, for developing a commonality through different learning habits future training
habits can be minimised. However, providing training is not the only task engaging

learners with delivering consistent training plays a crucial role as keeping employees
connected with one another can give the positive results (Analoui, 2017). Therefore,
company can achieve the desired goals and objectives in a speculated time frame.
As per the viewpoint of (Erster and et. al., 2017), in the middle east countries has
an absence in the robust information is very common because of which operating
companies doesn’t have any clear vision and perspective for determining various
approaches. Therefore, it is important that the HR department of the company for
providing appropriate training and development programmes initiate and adopt various
models which complement the environment and suits the best. Moreover, agenda of
future results will determine the growth and performance of an individual after the
proper training and development process. In the final context, it can be said that
international career, providing training and development programmes for companies in
middle east is quite problematic and challenging. Proper stimulation after analysing the
pros and cons any company can provide effective training and development activities.
Effects of the training in professional development of HR executives and manager.
According to Kirkwood, (2018), Training and development is referring to the important
activity that help workers in enhancement of their professional growth. The main
advantage of training and development is to increasing employees’ skills and
knowledge towards the specified roles at working area. In case training and
development also includes various that may negatively impact over the performance
level of employee and also reduce company productivity level. In addition to this, HR
manager also play a significant role in business organization as they word for managing
organizational activities, employee performance and many more. In this issue of training
and development also effect the HR performance at workplace and also impact over
their professional growth. In middle east organizational culture is dominating in nature
that can be put negative impact over the HR performance at working area (Brewster,
Mayrhofer and Farndale, 2018).
Issue in communication: Due to training and development issue, manager fail in
communicating with their employees and staff members. This is the reason that HR fail
in attaining their targets set in organization. In addition to this, change the lifestyle is
also negative impact that arise due to improper training and development. Ineffective

training and development can reduce the HR manager performance and also affect over
their professional growth. In addition to this, cultural issue also affects over the
employee and HR professional because they face issue in communicating with others.
This will reduce their performance and at the same time also reduce employee
productivity at working area (Bratton and Gold, 2017). One of the issues that company
and HR leaders have been pushing for many years is still at the top, according to this
year's surveys, with 84% of people citing it as 'critical' or 'very important.' In addition, the
demand for leadership at all levels is growing, particularly among management roles.
The capacity gap in leadership in the Middle East is striking: companies are having a
hard time finding and grow leaders at different levels. Failure to have the right
leadership will have an effect on longevity as people can leave weak management and
not generally businesses.
Emotional and physical stability: Training and development refers to the educational
activity that provided to employees with objective of developing their skills and
experience in specific job roles and responsibilities. Due to lack of training and
development activities, HR manager fail in managing their work and also lose their
emotional and physical stability at the time of performing their job roles. This is the
reason HR manager of company does not involve in organizational activities that may
affect the career growth as they also fail in attainment their targets effectively (Zaim and
et. al., 2018). Along with this, change in business environment also affect manager in
putting their potential at workplace place in negative way. This will reduce their working
abilities and mental stability at workplace that may create negative impact over the other
staff member’s performance. 'Culture and engagement,' a leading trend in the global
market, is also seen as a matter of fundamental significance in the Middle East, with
around 90% of respondents rated it as 'significant' or 'very important.' Talent diversity in
the Middle East is likely to play an important contribution in shaping this challenge very
imperative.
Enhancing employee potentiality: Helping current workers expand in their capacity
improves an organisation power to succeed. Without encouraging worker growth, a
business is becoming unstable and lose the opportunity to differentiate itself by rival
firms. Workers may also be ready for upward movement in an organisation that can

result in a lack of promotion or impoverishment due to deficiency of career progression.
HR can be programming applications by matching workers with an advisor in their
desired task or starting to move out of their comfort-zone as their skills and
understanding basic grows, so does the corporation (Horwitz, 2017). Dissatisfied
workers represent a clear challenge to the productivity of the workforce, which can be
negative for any company success. Having workers involved in their work means
making them happy in their role, respecting and committed to achieving their own
private objectives along with objectives of the business.
Measures that can be taken by government to resolve training and development
issues in Middle East
According to (Salahuddin ,2020), training and development is the main function
of HRM that helps an organisation in improvement of business as well as employee’s
performance. Training and development program are designed or planned in
accordance to the requirements of the company. This will help business organisations in
enhancement of its productivity and performance. Apart from this, there are some major
issues of training and development in middle east such as lesser commitment of
workers in the instructional meetings, ineffectual authoritative culture, non-accessibility
of required sum, issue in communication etc. These are major issues or problems that
impact on HR professional growth and performance (Erster and et. al., 2017). The
Middle East is perceived as a financially assorted area which includes nations with a
typical legacy, unfathomably various degrees of per capita pay and the basic
arrangement of difficulties. The growth and development of the countries of Middle East
region is relay over the oil abundance in numerous nations and a tradition of focal
arranging in different nations and the standard of focal anticipating different nations
have assumed a fundamental job in the forming the area's advancement
methodologies. Along these lines, the blast of venture and the improvement in the oil
sending out nations reverberated inside different nations of the district through a sharp
ascent in the specialist's settlements, exchange and capital streams. Thus the
information related to the gross capital execution, although volatile was accessed at
exceptionally high rated that are supporting a strong increase within the development
rates of gross domestic products and a wide development in the living standard of the

people. According to (Mustapha Achoui, 2019), most of the Arab Gulf countries that
form the Gulf cooperation council which involves United Arab Emirates, Bahrain,
Kuwait, Oman, Qatar, Saudi Arabia and so on, that are very rich in the natural
resources likewise oil and gas. Therefore, all these countries suffer through the
shortage in gifted and untalented labour. This special circumstance prompts the high
reliance over the unfamiliar work. The lack of gifted work because of insufficient
instructive framework and the low populace size in the nations, issues related with
culture like wide tradition, religion and the values that plays an essential role in this
shortage (Bratton and Gold, 2017). Training and development is the key aspect of the
human resource department and the businesses within the Middle East has facing a lot
challenges related to Lesser commitment of workers in the instructional courses,
Ineffective hierarchical culture, Non accessibility of required sum, hectic employee
schedule, cultural differences, a dispersed workforce, lack of engagement and so on.
Therefore, there are assorted measures that are effectively implement by the
government of Middle East for the intention to resolving the issues of training and
development in which some are described as below:
Flatter Structures: Hierarchy of importance is basic in the Middle East, with the
occupation titles in like manner president and the senior VP tremendously critical to the
people both inside and outside of an association. In any case, the future labour force
primarily thinks the less about titles and the power or more in concern to the
collaboration over the business projects. Under this structure the businesses and its
management are widely concern over implementing different leadership styles in the
manner to enhancing the working ability of employees to motivate them effectively
(Zaim and et. al., 2018).
Technological and digital convergence: A new report through the University of the
Oxford expresses that organizations will misfortune half of the labour force to the man-
made consciousness through the year of 2030 and this will influence over the low skilled
jobs. However, for resolving the issues within the training and development process of
the businesses, the government has taking the initiates to implementing the effective
and advance technologies to resolve the issues at workplace and enhancing the
productivity of the business.

Global force: The cities and regions are increasingly becoming wider and the
worldwide centre points and the competition is escalated for these profoundly limited
business sectors, hence the organizations should tweak their radars for these business
sectors, while delivering a steady climate for the turn of events. In any case, the Middle
East is well places to the sustain inside this worldwide labour force. The government of
the Middle East is widely concern over increasing the diversity in the workforce and the
government of Middle East is concern over enhancing the diversity within the workforce
and higher people from different background and the culture to enhance the operations
of the business (Horwitz, 2017).
Providing Optimum Resources: Training and development are recognised to be the
most imperative aspect of the business and its management, within the region of Middle
East the businesses are facing the issue of training and development and for resolving
the challenges, the government of the country has placed suitable resources that are
effective for the management to enhance the capabilities of the business.
Development of policies: The implementation of policies and legislations regarding
training and development are imperative for the businesses within Middle East in
enhancing the operations of the business effectively. There are multiple laws that are
implemented by the UAE federal government like training cancellation through the
department, training attendance, training assessment and evaluation, employee
training, Repayment of training costs due to voluntary resignation and so on, that are
imperative in nature to enhance the operations of the business (Singh and et. al., 2017)
Development of training and development session: This is also an important aspect
of the business which needs to be implement by the government of the Middle East in
the manner to developing the operations of the business. Therefore, government has
provided suitable guidance to provide effective training and development sessions to
their employees in the manner to increasing the operations of the business widely
(Haak-Saheem, Darwish and Al-Nasser, 2017).

CHAPTER 3: RESEARCH METHODOLOGY
Research method is the systematic and essential process of gathering
information regarding the topic. It is the techniques or procedures that will be applied to
recognise, select, process and evaluate data about the topic. There is different purpose
of research methodology such as defining a problem, formulating a hypothesis,
collecting and analysing information etc. (Rees and Smith, 2017). There are different
types of methodologies such as research approach, research philosophy, research
strategy, research choice, primary and secondary sources of data collection etc. These
are effective and essential methodology that will be used for attaining research aim and
objectives successfully and effectively (Singh and et. al., 2017). This section of
methodology considers various types of methodology which will be explained as below:
Research philosophy: It is the guidelines and principles that will helps
investigator in collection, examine and using of quantitative or qualitative data from
research philosophy. Positivism philosophy is useful for gathering and evaluating of
quantitative data, whereas interpret philosophy is essential for qualitative data (Markoulli
and et. al., 2017). Therefore, both types of philosophies are influencing but on the basis
of the current resharch, positivism philosophy is valuable and helpful because it assists
researcher in gathering, analysing and using of quantitative or numerical data within
minimum time period. Interpret is second type of philosophy that is not useful within an
investigation because it requires qualitative that that takes more resources, maximum
time and also not provide valid outcomes (Haak-Saheem, Darwish and Al-Nasser.,
2017). For effectively considering the current research work, positivism philosophy has
been implemented by the investigator as it is supportive in effectively conducting
quantitative research with the support to gathering data in numerical aspects. Thus,
positivism philosophy is imperative for the effective assessment of quantitative research
based on identifies the grooming and improvement related issues in Middle East to
professional development and its impact on the business. as in this, information is
gathered with determination of actual facts that are based on detailed investigation
(Anderson, 2017).
Research approach: It refers to the process and approach of analysing
information regarding the specific field of study. This part of the method classified into

two sections involves data gathering and analysis. In data collection, qualitative and
quantitative are two types and in data analysis, there are two types which are inductive
and deductive. According to the data analysis, inductive and deductive are two terms of
research philosophy that used for evaluating data about the topic. Inductive approach is
use for analysing qualitative data, whereas inductive approach is applying for analysing
quantitative information. Thus, both are essential approaches of research but for
analysing information regarding the HRM in middle east, deductive approach is suitable
and valuable (Atwood, 2020). As it helps investigator in analysing of quantitative data
without consuming additional time and also cost. Inductive approach is another
approach that is not useful for carrying out present investigation because it is based on
qualitative data and also need maximum sources. Therefore, deductive approach will be
used for analysing quantitative information regarding the current topic. Thus, the
deductive approach is the widely suitable aspect for quantitative research as it is mainly
imperative to effectively execute quantitative research. The deductive research
approach mainly starts through a theory, developing hypotheses from that theory, and
then collecting and analysing information to test those hypotheses effectively. In this
existing research theories and hypothesis are developed over the aspect of analysing
the training and development related issues in Middle East to ascertain the influence
over professional growth, thus this renders effective descriptive analysis to grantee
valuable results (Fenner, 2020).
Research strategy: This will help researcher in carrying out of full dissertation
effectively. The research strategy can include a various approach, such as case study
research, action research, experimental research, systematic literature review,
interview, or a survey. These are main types of research strategies that will be essential
and important in collecting of information about the specific field of study (Rees and
Smith, 2017). According to the current investigation, survey and systematic literature
review are useful strategies. With the use of systematic literature review, researcher can
easily gather secondary information from books, articles, publication research, journals,
magazines and many other sources relevant to the existing topic. Survey will be used
for gathering primary information about the topic. For this, questionnaire will be applied
as a technique of survey for gathering primary data or information regarding the topic.

Therefore, both types of research strategies are useful for carrying out present
investigation in systematic and effective manner (Koohang, Paliszkiewicz and
Goluchowski, 2017).
Research choice: There are three different types of research choice are known as
mono method, multi-method and mixed method. These choice will be explained as
below:
Mono method: For using this method, researcher will in gathering of one type of
data, that is following either qualitative or quantitative methodology.
Mixed method: This is another choice of research methodology. For applying this, there
will be requirement of using both type of information such as qualitative and quantitative
(Mestry, 2017).
Multi-mixed method: This method is similar to the mixed method and combines
both type of data such as quantitative and qualitative. One of the main difference
between multi-method and mixed method is, mixed method combines methodology to
set up particular set of information, multi-method does not.
Therefore, above mentioned all choice of the research methodology are essential but
for present study, mono method is useful. By using this method, research will select
quantitative data because it assists in conducting of full dissertation in quantitative and
in effective manner. Main reason behind selecting quantitative research is it not require
maximum time and also provides valid outcomes (Moore and Jennings, 2017). For
considering the present investigation work based on the aspect of identify the training
and development related issues in Middle East to ascertain the influence over
professional growth, mono research method is being applied by the researcher as in
this quantitative research approach is the most effective method as it provides detailed
analysis over the chosen study and renders suitable data within actual facts and figures.
Therefore, quantitative research is imperative in conducting systematic evaluation of the
phenomenon through accumulating quantifiable information and performing statistical,
computational and mathematical tools (Noe and Kodwani, 2018).
Data collection: There are two essential sources of data collection are called
primary and secondary. Primary data is information gathered through first-hand or
original research. Secondary research involves the summary, collation and synthesis of

present study. Both types of data collection sources are useful and important in current
investigation. In case of primary source, information will be collected from questionnaire.
In secondary case, data will be gathered from number of secondary sources including,
articles, books, magazines, publication research etc. These sources only used for
literature review because it will help in gathering of secondary data that results is
attainment of research aim as well as objectives in successful manner (Presbitero,
2017). Therefore, according to the present study both sources primary and secondary
are important in achievement of aim and objectives of the study.
Sampling techniques: Sampling refers to the effective process of selecting
sample from total population. There are two essential techniques or methods of sample
selection which are probability and non-probability. Both techniques of sample selection
are essential but selecting sample for current investigation, probability sampling will be
used by researcher because it not require maximum time and also facilitate in selection
of large sample. By using probability sampling, 50 respondents will be selected from
total population (Smith and Stirling, 2018).
Research instruments: This is an important part of research methodology
because it helps in collection of information from research instruments. There are
various instruments of the research such as interview, questionnaire, observation, focus
group, modelling etc. These are considered major and useful instruments of data
collection. In order to gather information about the role of human resource management
in middle east, questionnaire will be applied. This instrument will assist investigator in
gathering of primary and quantitative information in minimum time period (Widjaja and
et. al., 2017). There are different advantages of using questionnaire as a research
instrument. These advantages are comparability, scalability, fast results, practical,
inexpensive, easy analysis, no pressure, standardized etc. These are major advantages
of applying questionnaire in current investigation. 15 close-ended questions will be
prepared for collecting and analysing information about the HRM in middle east
(Markoulli and et. al., 2017).
Data analysis: It introduces to the procedure of analysing information collected
from the research instrument. According to the present study, information will be
gathered from questionnaire. This provides quantitative and primary information

regarding the topic. In order to analyse quantitative data that will be collected from
questionnaire, frequency distribution analysis as an analytical technique will be applied.
This technique helps in analysing or evaluating of quantitative information in minimum
time period. In this technique, researcher will require to make frequency distribution
table and after then, distributing entire table in single table according to each research
question. This will be essential and significant for researcher in analysing of quantitative
data within less time and in systematic manner (Eveland, 2018).
Although, in this present investigation work primary research is conducted to gather
first-hand information which is specific to the aspect of training and development related
issues in Middle East to ascertain the influence over professional growth. Therefore,
questionnaire is the best suitable approach which is imperative in gathering information
from the wider population and generate authentic outcome (Hurewitz, 2019). in this
analysis of the data is based over frequency table and applying micro soft excel for the
purpose of measuring the views of participants and graphs, charts, diagrams etc. Are
created to analyse the issue effectively.
Research Ethics: This is important for researcher to follow all principles of
research ethics in systematic manner. There are various principles of research ethics
including reduce the risk of harm to research participants, protect confidentiality and
anonymity of research participants, avoid using deceptive practices, provide right to
withdraw to the participants etc. (Mansfield, 2019). These are major principles of
research ethics that must be follow by researcher while doing present study. As it will
assist investigator in completion of full dissertation ethically and systematically.
However, the primary concern in an investigation is related with the consent form as it is
important for the researcher to receive consent from the participants and also ensure
them about the aspect that they can take their consent back anytime from the project.
Research also needs to ensure their participants about the appropriate maintenance of
the safety in relation to their private information as the participants are mainly
concerned about unauthorised use of their private information (Naff, 2020).

CHAPTER 4: RESEARCH FINDINGS AND DISCUSSION
This is a vital and significant portion of thesis because it aids in getting of valid
outcomes or results within less period of time. This is a part of data analysis that
introduces to the process of evaluating data or information gathered from questionnaire.
For this, quantitative information was collected and for analysing this, frequency
distribution analysis will be followed (Noe and Kodwani, 2018). It is an analytical
technique and helps investigator in evaluating of quantitative data easily and in given
time period. In this technique, investigator will require in making of frequency distribution
table. This is a table that includes frequency of respondents. After this, researcher will
distribute whole table in single table as per the exploration questions. This will help
examiner in investigating of quantitative data inside less timeframe and in fruitful way.
Alongside this, Ms-Excel will likewise use for making diagrams in understanding to the
exploration questions (Oren, 2017). This will be noteworthiness for specialist in finishing
of full venture efficiently and viably. Recurrence conveyance table of current
examination will be appeared as beneath:
Frequency distribution table
Q1) According to you, training and development is a major issue in
middle East?
Frequency
a) Yes 45
b) No 5
Q2) What are the issues related with training and development
related in Middle East?
Frequency
a) Lesser engagement of employees in the training sessions 14
b) Ineffective organisational culture 16
c) Non availability of required amount 20
Q3) Is ineffective organisational culture is a main issue of training
and development in middle east?
Frequency
a) Yes 40

b) No 10
Q4) What are the major trends changing training in the middle East? Frequency
a) Upskilling HR 13
b) Stimulation training 17
c) Leadership training 10
d) Blended learning 10
Q5) According to you, leadership learning is a main trend of changing
training within middle east?
Frequency
a) Strongly Agree 20
b) Agree 25
c) Strongly disagree 3
d) Disagree 2
Q6) According to you, what are contribution of training and
development in professional growth?
Frequency
a) Improved performance 20
b) Developing skills and knowledge 15
c) Increased motivation and satisfaction 15
Q7) What are the roles of human resource management within an
organisation?
Frequency
a) Recruitment and selection 20
b) Training and development 18
c) Performance management 12
Q8) Why Is practising HR in the Middle East So Different? Frequency
a) Sense of time 16
b) Unreasonable Expectations 20

c) Safety Concerns 14
Q9) What are the negative impact of training and development issues
on professional growth of HR managers?
Frequency
a) Trouble in conducting training and development sessions 20
b) Waste of time and money 16
c) High employee turnover 14
Q10) What measures that can be taken by government to resolve
training and development issues in Middle East?
Frequency
a) Development of policies 20
b) Development of training and development section 17
c) Providing of optimum resources 13

Question 1: Training and development is a major issue in middle East
Q1) According to you, training and development is a major issue in
middle East?
Frequency
a) Yes 45
b) No 5
Interpretation: From the previously mentioned table or chart, it has been closed
that training and development is a major issue of human resource management in
Middle east. This issue impacts on the professional growth of HR that turn to impact on
business performance. Training and development is the important function of HRM
because it helps in improvement of knowledge and understanding about the business
among employees. These challenges are learning and development, reinventing HR,
leadership etc. These are considered major challenges that impact on human resource
management in its professional growth as well as success.

Question 2: Issues related with training and development related in Middle East
Q2) What are the issues related with training and development
related in Middle East?
Frequency
a) Lesser engagement of employees in the training sessions 14
b) Ineffective organisational culture 16
c) Non availability of required amount 20
Interpretation: In this present analysis the study is being conducted to determine
the different issues related with preparing and advancement related in Middle East the
graph implemented to determine the issues are stated that here are assorted number of
issues identified with the preparation and improvement in Middle East. Therefore, in this
analysis has been conducted among 50 participants and out of that 14 participants are
in concern with the aspect of Lesser engagement of employees in the training sessions,
thus as per their opinion this termed to be the major issue which is mainly raised due
training and development. Another 16 participants are in favour with the aspect of
Ineffective organisational culture, therefore, this is also another major challenge which is
developed due to inappropriate assessment of training and development sessions
within business. Remaining people in concern with the aspect of Non availability of

required amount therefore, this is also a major issue of training and developing within
Middle East.
Question 3: Organisational culture is a main issue of training and development in
middle east
Q3) Is ineffective organisational culture is a main issue of training
and development in middle east?
Frequency
a) Yes 40
b) No 10
Interpretation:
The another question is also being asked from the participants in relation to the
aspect that inefficient organisational structure is a main issue of training and
development in the middle East along these lines the whole investigation is being
executed among 50 members and out of that 40 individuals are in favour with the
aspect as per their opinion in effective organisational culture is a major cause which
raised issue in training and development within middle East. leftover participants or not
in connection with the same as per their view organisational culture does not do
anything in raising the issue of training and development within middle East.
organisational culture is an important aspect which needs to be considered through the

organisation for the manner of developing an effective environment in which training
and development could be effective for the business to enhance their operations.

Question 4: Major trends changing training in the middle East
Q4) What are the major trends changing training in the middle East? Frequency
a) Upskilling HR 13
b) Stimulation training 17
c) Leadership training 10
d) Blended learning 10
Interpretation:
As indicated by the nitty gritty examination of the undertaking it has been
deciphered that there are different patterns that are successful in changing the training
in the middle East. 3 out of 50 people in connection with the upskilling HR therefore,
upskilling HR helps the business to assisting the business operations in the right
manner with the appropriate capabilities and upskilled HR also helps the business in
strengthen the workforce of the business. Another 17 participants are concerned with
the stimulation training. as per their view stimulation in training is defined as the virtual
medium by which various type of skills can be acquired and this is widely applied by
businesses for the purpose of enhancing the awareness of the business and
management skills. Out of that 10 participants and concern with leadership training, as
per their view leadership training is also helps the business in providing other

employees the suitable direction to effectively approaching organisational operations.
Remaining people are in concerned with the aspect of blended learning as per their
view this is also major trend that create change in training in the Middle East.
Question 5: Leadership learning is a main trend of changing training within
middle east
Q5) According to you, leadership learning is a main trend of changing
training within middle east?
Frequency
a) Strongly Agree 20
b) Agree 25
c) Strongly disagree 3
d) Disagree 2
Interpretation:
As per the engaging examination of the undertaking it has been resolved that 20
out of 50 participants are agree with the aspect that leadership training is a main trend
of changing training within middle East. Therefore, leadership training program is
defined as a short-term program which is intended to help business to refresh or try
again later ship skills in respect to developing the leadership capabilities. Another 25
people are simply agreeing with the similar aspect as they also think that leadership

training is an appropriate main trend of changing training within the businesses of
middle East. 3 respondents are strongly disagreeing with the aspect that leadership
training is a main trend of changing training within middle East as per their view this is
not that effective trend for improvising the training within middle East and remaining
participants are also not in concern with the same.
Question 6: Contribution of training and development in professional growth
Q6) According to you, what are contribution of training and
development in professional growth?
Frequency
a) Improved performance 20
b) Developing skills and knowledge 15
c) Increased motivation and satisfaction 15
Interpretation:
From the descriptive investigation of the whole undertaking it has been
incorporated that in different manner training and development processes contributes
within the professional growth. In this the analysis is being led among 50 members and
out of that 20 individuals are in worry with improved business performance as per their
view effective training and development sessions are helpful for the businesses in
improving the performance of the entire business. Thus, in this selected participants are

the people who are working within the businesses Middle East countries, thus, they are
having suitable idea about the need of training sessions and how it contributes in the
growth of the business. Another 15 participants are in concerned with the aspect of
developing skills and knowledge as per their view it is also a major aspect that it also at
the business in the manner to improvising the strength of the organisational workforce.
Leftover participants are go with the aspect of increased motivation and satisfaction as
decide that suitable employee training is also important for the business in enhancing
the encouragement of the business and also generate higher satisfaction among the
organisational employees.
Question 7: Roles of human resource management within an organisation
Q7) What are the roles of human resource management within an
organisation?
Frequency
a) Recruitment and selection 20
b) Training and development 18
c) Performance management 12
Interpretation:
The description of the above-mentioned graph has stated that there is multiple
role of human resource Management that are effectively performed within an

organisation. this question is raised among the 50 participants in respect to determining
the different role of human resource Management and out of that 20 people are in
connection with the aspect of recruitment and selection as per their view this is the
major role which is performed by the human resource management in the context of a
business. Another 18 participants are in concerned with training and development as
per their view at our management is the major aspect of business and has a wide their
consideration over training and development as it is effective in developing the
capabilities of employees at workplace. Remaining participants are go with performance
management as per their view this is the another key role which is also being performed
by the HR manager of a business and are liable in conducting effective assessment of
operations.
Question 8: Practising HR in the Middle East So Different
Q8) Why Is practising HR in the Middle East So Different? Frequency
a) Sense of time 16
b) Unreasonable Expectations 20
c) Safety Concerns 14
Interpretation:

In this entire project another question is being asked from the participants in
relation to the aspect that why is practicing HR in the Middle East is so different. As in
this survey is being conducted among 50 participants and out of that 16 participants are
in connection with the aspect that sense of time is a major cause which analyse that
sense of time is a major aspect which determines that practicing HR in the Middle East
is so different. Another 20 people are inconsistent with unreasonable expectations as
per their view this was the major aspect which identifies that practicing HR in the middle
East is so different leftover participants are in concerned with the aspect of safety
concerns.
Question 9: Negative impact of training and development issues on professional
growth of HR managers
Q9) What are the negative impact of training and development issues
on professional growth of HR managers?
Frequency
a) Trouble in conducting training and development sessions 20
b) Waste of time and money 16
c) High employee turnover 14
Interpretation:

The descriptive analysis of the project it has been analysed that there are
multiple negative impact of preparing and advancement issues over the expert
development of HR chief. In this survey is being conducted among 50 respondents and
out of that 20 people are go with the option of trouble in conducting training and
development sessions therefore as per their view it is the significant negative impact of
preparing and improvement issues on the expert development of HR directors. 16
participants are go with waste of time and money as per their view training and
development is also create issue in pasting fire money and Time in appropriate
assessment of training creates higher waste of time and money within an organisation
and remaining participants are in concerned with higher employee turnover as it is also
a major issue of professional growth of HR manager as high turnover may cause a
sorted issue for the businesses in the manner to decreasing the operations of the
business and profitability.

Question 10: Measurements that can be taken by government to overcome
training and development issues in Middle East.
Q10) What quantifies that can be taken by government to determine
preparing and advancement issues in Middle East?
Frequency
a) Development of policies 20
b) Development of training and development section 17
c) Providing of optimum resources 13
Interpretation:
According to the detailed analysis of the project it has been determined that,
therefore, here are assorted measures that can be taken by government to resolve
preparing and improvement issues in Middle East. Nonetheless, the execution is being
created among 50 members and out of that, 20 individuals are in worry with the part of
Development of arrangements. According to their view, it is the best viable measure
which is successfully be executed by organizations to achieve higher development and
achievement. Another 17 members are in concern with Development of training and
development section. Leftover participants are in concern with the aspect of providing of
optimum resources. These are the best and effective measures which are widely

implemented by the government to addressing the issue of training and development
within the Middle East.
Discussion
Discussion and Analysis of the results to be presented and link your findings to your
objectives and literature. Therefore, this section of research is imperative in action to
enhance individual recognition in relation to a specified investigation area. In this
present investigation area, discussion is developed to determining the findings in
appropriate manner. In this present context the discussion is being conducted over the
aspect of recognize the preparation and improvement related issues in Middle East to
find out the impact over expert development, to conduct suitable findings to evaluate
training and development issues that affects the operations of the businesses within
Middle East.
The contribution of training and development in professional growth
From the point by point examination executed through the perspectives on
Rodriguez and Ridgway (2019), it has been talked about that, preparation and
advancement are two basic part of the board which are broadly be considered by the
organizations to extemporizing the tasks of representatives at working environment. In
an always changing high speed business period, preparing and advancement is a
crucial capacity. Therefore, training and development contributes a lot in the
professional growth of human resource department in the manner of increasing
business performance, developing coordination and collaboration among employees
and so on. Training and advancement is one of the last thing on the need rundown of
the most organizations, consequently it coordinated, it is regularly at the steadiness if
the HR office. Thusly, the investigation of the examination has likewise expresses that,
preparation and advancement makes representatives more beneficial and viable. It is
effectively and personally associated with all the faculty or administrative exercises. It is
an essential part of the entire administration program with all its numerous exercises
practically bury related. In the modern business era organisations are basically work to
achieve a specific objective on which the motive of business is based on achieving
higher growth and development. Thus, training and development is a suitable capacity
of business which are mostly executed by the organizations and its administration to

extemporizing the activities of the business at more extensive level. According to the
valuation of the investigation that has additionally been perceived that preparation and
advancement has a tremendous commitment in the improvement of expert development
organizations and its administration are giving a reasonable of business. Therefore,
trainings to their employees in the managed to developing the capabilities and abilities
of employees at workplace and also aid them a suitable direction which are effective in
the manner to assisting the business operations in the direction to achieving higher
growth and development. from the in-depth analysis of the author's opinion and
discussions held within the primary research is it has been analysed that there are
multiple reasons for which training and development is implemented at workplace like
training and development is important for the business in increasing productivity,
developing organisational stability and flexibility, reducing the supervision and
directions, live canonical use of resources and increasing models of business, future
manpower requirements, reducing the range of accidents at workplace, reduction of
turnover and absenteeism and so on. Therefore, these are the major reasons for which
organisations are concerned over developing training and development session for the
effective performance of the employees. From the in-depth study executed over the
aspect of training and development it has also been states that training and
development is important and significant in increasing the performance and productivity
of employees and recognised as the act of developing the skills and knowledge of work
forces for doing a specific job. Training is the primary obligation of the management of
business and needs to be employed by the higher authority and management of the
business for the reason to improvising the abilities of new as well as old employees in
respect to providing them appropriate direction or the changes that are held within the
production or operation of a business. However, an effective training is mainly
contributing towards the improvisation of the business and enhancing the operations of
workplace. As per the valuation of the study it has been determined that in the context
to the operations of middle East training and development is recognised as a major
issue as the businesses are not really much concern over providing training to their
employees and it termed as the major issue which affects the operations of the
business.

The present objective is effective as in this outcome attained from the primary
and secondary both the sources are equivalent, thus the analysis has states that,
training and development are two imperative aspects which are effectively be implement
by the businesses to enhance the entire operations and gain higher growth and
success. As per the evaluation of the participant’s views it has also been seen that,
training is an imperative aspect which is essential for a business to implement in
effective action to enhance the operations of the business widely. Therefore, the opinion
of participants and the authors are interconnected with each other, as the report has
states that, the emergence of training and development both are imperative for the
businesses to enhance the operations of the business at wider level. The views
provided by the authors in the section of literature and the opinion evaluation of the
chosen participants are contradictory as the outcome attained in both are aspects are
effective and evaluating that, training is an imperative aspect of human resources
management and helps the businesses to conduct the suitable operations of the
business.
The training and development related issues in Middle East.
From the detailed analysis executed via the support of the opinion of Analoui
(2017) within the literature review it has been discussed that, preparing and
improvement is the best part of human asset the executives and there are assorted
issues are arises related with training and development within the Middle East,
therefore, the major issues involve cultural surprises, dealing with change, sense of
timing, dispersed workforce and so on. The authors have states that the aspect of
training and developing related challenges within Middle East, it has been discussed
that, for past few decades the Middle East was socially, monetarily and innovatively
progressed. One of the critical explanations behind this was its person's enthusiasm for
and receptiveness to information of and openness to skills creation and dissemination.
Middle East with a region of roughly 7, 207, 575 km2 is viewed as a cross-country
district incorporates the most piece of the Arab World for example Saudi Arabia, Egypt,
Turkey, Iran and so forth, In Middle east the obligation of the organizations changes as
jobs gets more extensive and assorted and rehearsing the equivalent turns out to be
very troublesome of the organizations. In the nations of Middle East, the significant focal

point of organization floats towards labour and they plan appropriately. Organizations
and different establishments have concerned over rendering a representation about the
developing business sectors and issues identified with training and development
programs. Middle East, offers with a chance of having an evaluation an extension about
the components liable for inappropriate administration and expansion in the issue of
training and development.
As per the analysis of the study it has also been analysed to that there are
multiple issues that are arises within the middle East related to training and
development and among them cultural surprises are recognised as the major challenge
which is mainly being faced by the businesses within the middle East. therefore, the
businesses placed within the middle East are carrying different values than the other
culture thus majority of people spoke Arabic, Kurdish, Hebrew, Persian and many other
different languages in Saudi Arabia and if someone belongs from the different culture
and doesn't have any idea about these languages than survival of the people within the
organisation might be typical. Therefore, in the culture of the businesses within middle
East people are do preferring their own languages and do not talk in the other
languages and people from the different areas are facing issues related with their
cultural differences. Therefore, it is important for the businesses and its management to
provide appropriate training to their employees and thought them the guidance related
with the language so that they getting more familiar with the environment of the
business and are more reliable in providing their significant efforts in thing growth
operation of the business therefore training is an efficient aspect in the context of
business as these are important in enhancing the operations of the business at wider
level. One of the significant issues is social contrast in light of the fact that in spite of
developing monetarily social and political issues assumes an effective participation.
Managing the change is also another challenge which is also recognised as an
association is normal yet opposition can be found in this also. As Middle East is
exceptionally unbending and causing alterations to can be an effect on the assessments
of their qualities and accepts. From now on, furnishing preparing alongside defending
the qualities make a type of issue the HR branches of the organization. Sense of timing
is also recognised as the major issue which is being faced by the businesses within

Middle East. In this setting where Americans are firmly bound to the clock, viewpoint of
Middle East nations is diverse as they don't share anything in like manner. Arranged
plan now and again doesn't work here as at times an individual avoid the cut-off times.
Uncertainly, Middle East nations have some severe standards and they withstand to it,
resisting the equivalent can make some genuine outcomes or punishments.
The discussion help over this specific aspect is widely interconnected with the
views of the authors provided in the literature review section and the analysis conducted
via the views evaluation of the participants. Therefore, the discusses carried out by
analysis of both primary and secondary aspects are contradictory, thus this objective is
linked to the discussion effectively, thus in the authors has stated that, there are multiple
issues are arises related with training and development within Middle East like cultural
differences, Dispersed Workforce, dealing with the change, Sense of Timing and so on,
thus these are influence the growth of HR within business. These aspects are effectively
interconnected with the opinion of the participants that the respondents are in concern
with the similar aspects and said that due to cultural barriers and the language issues
the professional development of the human resource are affected in the manner of
developing ineffective organisational culture, less engagement of employees in the
training sessions and the non-availability of required resources.
The negative impact of training and development issues on professional growth
of HR managers.
From the analysis of the information accumulated via the opinion of Kirkwood,
(2018), within the literature it has been discussed that preparation and advancement are
characterized as the most basic part of HR the executives. However, there are different
issues are encountered like issues in communication, emotional and physical stability,
increasing employee potential and so on, which are recognised as the potential
negative impact that are raised due to inappropriate assessment of training and
development on the professional growth of HR managers. Therefore, training and
development helps the businesses to attaining higher growth and success. “The
ergonomics of the workplace, cutting edge gear and the quality crude materials can
make creation conceivable, yet it is the HR that really get creation going. Thus it is the
major concern of the businesses is to manage effective workforce for the intention to

enhancing the operations of the business. HR are basic and urgent however costly
assets and hence in regard to support monetary and effective execution of this assets
and it is basic to upgrade their commitment to the accomplishment of the points and
destinations of the business by means of preparing and improvement. Preparing is a
basic viewpoint and it consequently, guarantee a satisfactory inventory of workers which
are actually and socially equipped for the both departmental and the executive’s
positions. As per the evaluation of the project it has also been analysed that, in
appropriate assessment of training and development influences the growth of human
resources managers, therefore, compliance with laws and regulations, therefore, in
appropriate engagement of government norms affect the training at workplace and has
a direct impact over the growth and progression of human resources managers. The
working environment of Middle East is different from the other regions, therefore, the
businesses of Middle East follows the dominating working culture and the dominating
culture of business has created negative impact over the operations and progression of
the human resource managers, therefore, Trouble in conducting training and
development sessions is a major aspect which creates negative impact over the
progression of human resource managers. Due to difference in culture, the managers of
business are facing issue in making understand the obligation of the people and provide
them suitable training to execute the operations of the business, thus for resolving the
challenge it is important for the business to implementing diverse culture to improvise
the operations of the business with the suitable engagement of employees at
workplace. In addition to this, issue of communication is also a major issue which
affects the progress of HR manager. As per the analysis of the study it has also been
evaluated that, due to training and development issues, managers fail in communicating
with their employees and staff members. This is the potential reason which HR fail in
attaining their targets set within the workplaces. This terms as the key reason for which
human resources manager fails in achieving their potential aim and objectives in the
manner to gaining higher progression. Emotional and physical stability is also an
another aspect which developed negative impact over the progression of HR
operations, thus the training and development defines to the educational activity which
renders to employees with the aim to increasing their skills and experience within

particular job role and responsibilities. Due to inappropriate assessment of training and
development HR managers are fail in managing their work and also lose their emotional
and physical stability at the time of performing their specific job role. Thus for the
progression operations of HR operations the stability of employees is imperative as the
retention of employees at workplace creates positive impact over the increasing
operations of the business. Furthermore, as per the evaluation held over the analysis of
data analysis it has been discussed that, the opinion evaluation of participants over the
similar subject are different from the authors view, thus the evaluation of the
participant’s view has states that, there are different negative impact of training and
development issues on professional growth of HR managers like High employee
turnover, Trouble in conducting training and development sessions, Waste of time and
money and so on. High employee turnover is also a major challenge for the HR
progression, thus it is important for the management to provide suitable training for the
intention to enhancing the current capabilities of their employees as it helps the
employees to be sustain at workplace and resolving the issue of high turnover at
workplace. In addition to this, developing employee’s potential is also a major challenge
for the HR management of the business. Thus the due to in appropriate emergence of
training and development the stability of employees get hampers and due to
inappropriate collaboration with employee’s managers are not able to motivate
employees at workplace and this create issue in the progression of the business.
Although, the discussion carried out by the evaluation of both literature review
and data analysis are not contradictory with each other as the opinion of Kirkwood,
(2018), is quite different from the views of the participants. However, in this differences
among the views of authors and participants are rendered to the audiences with the
support of implementing email facilities, thus in this suitable assessment regarding the
negative impact of training and development issues on professional growth of HR
managers, are explained in detailed manner to enhance individual recognition about the
same.

CHAPTER 5: CONCLUSION, RECOMMENDATION AND LIMITATIONS
AND SUGGESTIONS TO INFORM FUTURE RESEARCH
A conclusion is recognised as the imperative aspect of the research as it is the last
section of the research which provides a suitable discussion over the findings of the
project. The aspect of conclusion is defined as the thesis and summary of the key
aspect of the project for the reader and with the help of this appropriate outcome of the
project is analysed effectively. On the other hand, recommendation is also an
imperative aspect of the research as it helps is defining the suitable suggestions over
the conclusion of the project. In the context to this present investigation work, entire
evaluation is based on identify the training and development related issues in Middle
East to ascertain the influence over professional growth, conclusion and
recommendations are imperative in providing suitable analysis in the manner to
determining the potential issues faced by the businesses of Middle East in imperative
manner. In addition to this, in this analysis limitations and suggestions to the future
development are also determined in the manner to finalising the aspects that are
imperative in resolving the limitations effectively.
Conclusion
After the analysis executed over the aspect of determining the training and
development related issues in Middle East to ascertain the influence over professional
growth, it has been concluded that, training and development is the most recognised
aspect of Human resources management and the managers of the business are widely
concern over providing training to their employees and attaining higher growth and
success. The Middle East is a cross-country area in Afro-Eurasia which especially
incorporates Turkey halfway in South-east Europe and all of Egypt generally in North
Africa. The expansiveness of commonplace human asset duties inside the Middle East
is a lot of wide just as assorted as rehearsed in the United States. Generally, United
States home-grown human asset obligations are a subset of obligations of most human
asset experts in the region. Moreover, to the typical list of obligations like recruiting,
preparing, representative relations, execution the board, pay the executives, worldwide
human asset generalists are relied upon to oversee bringing home of real remaining
parts and furthermore belongings, give fundamental coordination and help in case of

criminal capture, give out with espousal and family issues, and backing labourers with
starting lodging and furthermore transportation needs. Alongside this, previously
mentioned all these are significant issues of preparing and advancement that impacts
on proficient development of human asset supervisor in Middle East. Issues identified
with the preparation and improvement increment worker turnover that consequently
consequences for proficient development of human asset director. The continuous and
quick social and monetary development if the UAE, fundamentally during the most
recent couple of many years has required business to create at a speed once in a while
found inside created nation. Along these lines, the whole examination of the
investigation has indicated that Emirate organizations are a lot of mindful of the best
training and development practices as executed in their foreign counterparts or which
they mainly opt similar tools and strategies. The detained analysis of the project has
also states that, the continuous development of the UAE economy owes a lot to the
vision and arrangements of its standards and enactments, while the event of the UAE's
business ventures are mostly owes a lot to the determination, receptiveness and
reformist comprehension of their proprietors and the board. Hence, in a nation with a
brutal atmosphere and few common assets other than oil and gas, Emirate businesses
basically have incontestable their abilities within enhancing any possible business
opportunities. The businesses have been quick to learn from their rival businesses and
they have tried they best to emulate their attainment through never being slow to adapt
or change. It is also unsubtle that the UAE's businesses are well placed to hold back
their present regional growth and those they will soon be playing a progressively
essential part in international trade, thus significantly contributing to the continuing
economic growth of the country. Therefore, the study has also states that, Middle East
is recognised as the rich country in the manner of natural resources such as oil and gas.
Therefore, the countries involved in the Arab Gulf countries like United Arab Emirates,
Bahrain, Kuwait, Oman, Qatar, Saudi Arabia countries and so on mainly suffer the issue
of shortage in skilled and unskilled manpower. Thus the issues have influences the
professional development of the human resources managers. The suitable professional
development within the HR segment is imperative to enhance the operations of the
business widely. The shortage of skilled labour leads to the high dependence over the

foreign labour and this may result in the higher rate of employee turnover. The shortage
of skilled labour due to inadequate educational system and the low population size in
the countries, issues related with culture like wide tradition, religion and the values that
plays an essential role in this shortage. Training and development plays an important
role in professional growth of HR, thus the suitable training leads the businesses in the
manner to acquiring the suitable resources and improvising the operations of the
business. In the context to business, it is obligated for the human resource managers to
find the suitable work force for the execution of a particular task, then training helps the
businesses in overcome the weakness of the employees and enhance the operations of
the business effectively. As per the analysis of participants views within the primary
research it has also been analysed that, training and development also plays an
important role in reducing the turnover of the businesses via enhancing the approach of
the business with the increasing performance of the employees at workplace. The in-
depth analysis over the training and development within the project it has also been
stated that, there are multiple issues related with training and development related in
Middle East like cultural surprises, Dealing with the change, Sense of Timing, Dispersed
Workforce, thus these all influences the operations of business, thus, cultural surprises
is a major concern as within the countries of Middle East people are working within the
similar culture and prefer to speak in specific languages like Arabic, Turkish, Kurdish,
Persian and not prefer to speak in another languages and this may create major issues
in the growth operations of the business, it is quite tough for the people from different
culture to understand their concern and cooperate with the other team members. In
addition to this, training and development also raise multiple negative impact over the
professional growth of HR managers within the organisations of Middle East, as in the
countries of Middle East culture is dominating and this influences the profession
development of HR managers in the manner to raising issues in communication,
emotional physical stability, developing employee’s potential and so on. The analysis of
the study has also states that, it is important for the businesses within the Middle East in
the manner enhancing the operations of the HR management. There are multiple
measures that can effectively be opt by the government of Middle East in response to
resolving the issues raised by the training and development. As per the evaluation of

the report it has also been determined, that, the government is concern over developing
suitable policies and laws in respect to developing the training and development,
Development of training and development session, Providing Optimum Resources,
Global force, Technological and digital convergence and so on, thus, these are
imperative in nature to enhancing the operations of human resources and attain higher
growth and success.
Recommendation
After the analysis executed over the aspect of recognize the training and
advancement related issues in Middle East to find out the impact over expert
development, it has been analysed that, training and development is the major
considered area of the human resources management as the suitable management of
training and development helps the business in accomplishing higher development and
achievement. Accordingly, according to the investigation of the undertaking it has been
recommended to the businesses within Middle East to implement effective measures to
managing the efficient workforce at workplace and attaining higher growth and success.
From the analysis of the project it has been recommend to the government to
implement suitable policies in relation to training and development for enhancing the
professional growth of human resources management. Thus the suitable policies are
imperative in nature to obligate the businesses to provide suitable training session to
their old as well as new employees to improvising their business operations.
From the analysis of the study it has also been recommended to the government
of middle East to implement effective training and development sessions for the
businesses as these are obligated by the businesses to implement in the actual action
for the expectation to ad lobbing the activities of the business totally. Accordingly, it is
significant for the business to execute compelling and attractive training sessions which
are effective in nature to enhance the working ability of employees and also overcoming
the weaknesses of employees at work environment.
It has been stated that the government of the middle East should implement
flatter organisational structure as it is imperative for the business in implementing
different leadership styles which are supportive in nature and helps the business in

increasing the working ability of employees and also motivate them towards
implementing their significant efforts in the growth operations of the business.
According to the valuation of the performance of human resource within the middle
East countries and its business is it has also been recommended to the government of
middle East to implement suitable technologies and digital coverage. Therefore, suitable
implementation of effective and innovative advancement will help the business in
conducting effective operations and also reduces the efforts of humans at workplace.
The high involvement of digital advancement will decrease the efforts of humans and
this may lead the business in the manner to resolving the errors that are arises among
the employees and improvising the operations of the business. The implementation of
global forces is also a major suggestion for the government of middle East to
improvising the working ability of employees at workplace thus, due to high competition
the businesses in the modern era are concerned over developing diversity at workplace
as it increasing the innovative working and the unique ideas will help the business to
adding their operations in the manner to achievement of higher development. However
this recognised as the best possible way for the government of middle East to improvise
the ability of employees working within from the analysis of the study it has also been
suggested to the business's stated within the middle East from the analysis of the study
it has also been suggested to the businesses stated within the middle East to hire
people with unique ability and skills as the appropriate uniqueness will help the
business to emerging new ideas and the operations that will result in enhancement of
the operations and increasing the profitability of the business.
Limitations of the Research
In the present research context, both primary and secondary research is
implemented to conduct an evaluation in appropriate manner. Therefore, there are
assorted limitations which restrict the effective completion of the project. In the context
to conducting primary research the major limitation is faced by the researcher is related
to the consent form as it is imperative for the researcher to receiving consent from the
participants in relation to consent form for receiving consent from the participants in
relation to the aspect of taking effective part in the project. The another limitation of this
research is the interest of the participants as the participants are not much willing to

provide specific information as they are not much interested to provide information
about their specific subject. The provided time for execution of the dissertation is also a
major limitation for the research, as a wide dissertation needs large time duration in
which suitable implementation of activities are imperative with the prescribed in nature.
For resolving the issue of time it is imperative for the researcher to design a time scale
in which suitable activities are implemented with the provided time, as it is effective in
better execution of the project activities in appropriate manner. Furthermore, secondary
research will be executed to enhance theoretical framework, in which information
gathered though the published books, articles, journals and so on. Hence, in the
execution of secondary research, researcher is facing the issue in authentic sources,
thus for resolving the issue of authenticity it is important for the researcher to select the
most authentic and appropriate sources to which are imperative in providing data that
are connected to the similar research area. These are the major challenge of the
research which needs to be addressed for the effective execution of the project and
reaching at the suitable outcome to generate valuable result.
REFLECTIVE STATEMENT
An investigation is mainly conducted to resolve an issue effectively; this it is a great
opportunity this is great opportunity for me as I have been getting a chance to execute
in an investigation over such a big topic related to identifying the training and
development related issues in Middle East to a certain the influence over professional
growth. Thus, it is a wider investigation area which helps an individual in enhancing in
appropriate abilities and skills in the manner of training and development and the
related issues which are being faced by the Middle East and the business is operated
within the same region. As per the in-depth analysis of the project it has been analysed
to that in this particular project I have been seen that quantitative research is mainly
being applied by the researcher in the manner to gathering suitable information that are
specific to the project. quantitative research is the best approach to conduct in-depth
analysis with analysing actual facts and figures the potential advantage of this approach
is that it is effective in providing descriptive analysis as in this information is being
gathered with an actual facts and figures in addition to this the another benefit of this
method is that it is based in quantitative aspects as in this information is being gathered

with statistical and mathematical aspects. The key demerit of the quantitative approach
is that in this information is really over quantitative aspects and there is huge in chances
of misleading information’s. as it is only descriptive in nature as this information is
gathered within a descriptive manner. Furthermore, I have also been recognising that
deductive approach out of the research approaches is the most suitable told to conduct
quantitative analysis as it is providing why does support to the quantitative study and
helps in providing descriptive data which are based on implementation of theories and
hypothesis. analysis of the study has also making me clear that this approach is well
suited for the quantitative Research and also helps in adding the entire project in the
right manner to reaching at the specific results. however, the key advantage of this
approach is that it is relay over quantitative aspects and in this information accumulation
is based on the development of specific theories and hypothesis that are really over a
specified investigation topic. Deductive approach works from general to specific and in
this information of communication is based on observation of others and people are not
really interested to provide authentication information and this may lead the
investigation and wrong direction.
In addition to this I have also been recognising the value of using appropriate
Data collection tools that are important in an investigation to generate suitable outcome.
Therefore, in the context to this present investigation work both primary and secondary
tools are applied by the researcher as these two are effective in nature together
equivalent information that are specific to the aspect of training and development within
the Middle East. Hence, primary research is being conducted by the application of
survey in which questionnaire is being conducted to gather relevant information as it is
the best approach together specific information. the potential advantage of primary
research is that it is imperative in nature to provide specific data that are never being
accumulated before or in this gathered information are real in nature. on the other hand,
the key demerit of this approach is that it is quite time-consuming in nature as in this
information is being gathered from the participants which may takes time to complete
the project. Despite from this, secondary research plays an important part in in
developing theoretical perspective over a specific area and provides direction to
enhance individual’s recognition about the subject. In this information of communication

is mainly in compasses over the secondary sources like books, journals, articles and so
on. Thus, the key benefit of this approach is that in this information accumulation is
based on previous investigation and it is easy for the researcher to carry out the
research in a right direction. the another benefit of this approach is that it is quite time
saving and cost effective in nature than the other Data collection tools. On the other
hand, the significant demerit of this approach is that the secondary information can be
general and beg you and many not really help the researcher to reaching at the
potential outcome. Therefore, sometime data collected from the secondary sources are
not much accurate and reliable in nature that is specifically interconnected with the
topic.
Although, I have also been seen that, in this present evaluation primary research
is being conducted together authentic and reliable information based on a specific
subject. Therefore, there are assorted tools of conducting primary research like survey,
questionnaire, observation, interview, case study and so on. In this present research
questionnaire is being select to gather primary research as it is quite effective in
gathering information from the wider population. Hence, interview can be considered as
the best alternative source to gather primary information at the place of questionnaire,
but it is more time consuming than the questionnaire as in this personal around has
been conducted in which individual session has been conducted to gather information
about the investigation subject. As well as it is more time consuming than the approach
of questionnaire.
As per the evaluation of this specific research I have been recognition that, a
wide dissertation over a specific aspect also enhance my academic skills, as now I am
more confident regarding the execution of an another project related to the research
filed. I have gained a lot idea about the management of time while the execution of a
research project, thus I have been recognition that my ability of managing research
activities is enhanced as I got the idea of managing activities with the assistance of
designing a time frame. In addition to this, my ability of information accumulation has
also been increased as I am having the potential idea of gathering information from the
most suitable sources. Hence, the enhanced abilities will be aiding benefits for me in
execution of my future projects in more liable manner. Now, I am feel confident in

effective execution of the future projects in more imperative manner the chances of
issues are decreased.

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APPENDIX
Questionnaire
Q1) According to you, training and development is a major issue in middle East?
a) Yes
b) No
Q2) What are the issues related with training and development related in Middle East?
a) Lesser engagement of employees in the training sessions
b) Ineffective organisational culture
c) Non availability of required amount
Q3) Is ineffective organisational culture is a main issue of training and development in
middle east?
a) Yes
b) No
Q4) What are the major trends changing training in the middle East?
a) Upskilling HR
b) Stimulation training
c) Leadership training
d) Blended learning
Q5) According to you, leadership learning is a main trend of changing training within
middle east?
a) Strongly Agree
b) Agree
c) Strongly disagree
d) Disagree
Q6) According to you, what are contribution of training and development in professional
growth?
a) Improved performance
b) Developing skills and knowledge
c) Increased motivation and satisfaction
Q7) What are the roles of human resource management within an organisation?

a) Recruitment and selection
b) Training and development
c) performance management
Q8) Why Is practicing HR in the Middle East So Different?
a) Sense of time
b) Unreasonable Expectations
c) Safety Concerns
Q9) What are the negative impact of training and development issues on professional
growth of HR managers?
a) Trouble in conducting training and development sessions
b) Waste of time and money
c) High employee turnover
Q10) What measures that can be taken by government to resolve training and
development issues in Middle East?
a) Development of policies
b) Development of training and development section
c) Providing of optimum resources
Other appendixes to attach:
 Ethic and consent forms
 Logbook (I need to see this to complete my section and sign it)
 (Copy Right Declaration form to put in front of the final dissertation which I also
need to sign)

Application for Ethical Approval for a Research Project involving Human
Participants
(Research Ethics Approval Form)
This form should be completed by the staff member/ student who are undertaking the
research in association with a student’s supervisor. The form MUST be completed and
signed at the end of the form before any fieldwork is carried out. Reference should be
made
to the University Guidance on Ethical Standards* for Research involving Human
Participants.
For students copies of this form MUST be attached to the final project (if there is no
form attached the dissertation will not be marked). Students and staff must send this
form to the
Chair of UBS Research Ethics Filter Committee:
1. Name of staff member:
……………………………………………………………………………
2. Name of Supervisor:
………………………………………………………………………………
3. Name and No. of Student: ………………………………………………………………..
………
4. Project Title: “HRM in Middle East”
………………………………………………………………………………………...
………………………………………………………………………………………….
Project Type:
Staff research
Post Graduate (Master’s)
Undergraduate
Course, Mode of Attendance and Year of Study (please specify)
……………………
5. Summary of proposed research (including planned start and end dates)

6. Does your proposed research involve any of the following (Please circle):
Deception of participants? (i.e. do they understand the implications of
participating in a research study?)
Ye
s
No
Inducements to participate? (i.e. are participants being offered any
‘prize’ for
agreeing to participate in the study?)
Ye
s
No
Possible psychological stress? (i.e. will you be asking about
potentially sensitive personal issues)
Ye
s
No
Any other special circumstances? Ye
s
No
If you have answered “yes” to any of the above, please provide detail regarding how
you will
deal with these issues?
7. Please provide details of the likely participants involved in the research (details of
vulnerable groups*. E.g. children, the elderly, people with a learning disability)
50 respondents involved within an investigation
8. Please provide details and justification for the methodology to be used in the
proposed research (please attach copy of questionnaires/interview routines:
Within an investigation quantitative research will be used for collecting
information about the HRM in middle east. For this, questionnaire will be
followed by research. Main reason behind using questionnaire is it helps in
gathering of primary and qualitative data within less period of time. 50
respondents will be selected random basis for answering each question of the
research. Questionnaire of current investigation will be shown as below:
Questionnaire
Q1) According to you, training and development is a major issue in middle East?
a) Yes
b) No
Q2) What are the issues related with training and development related in Middle
East?
a) Lesser engagement of employees in the training sessions

b) Ineffective organisational culture
c) Non availability of required amount
Q3) Is ineffective organisational culture is a main issue of training and development
in middle east?
a) Yes
b) No
Q4) What are the major trends changing training in the middle East?
a) Upskilling HR
b) Stimulation training
c) Leadership training
d) Blended learning
Q5) According to you, leadership learning is a main trend of changing training within
middle east?
a) Strongly Agree
b) Agree
c) Strongly disagree
d) Disagree
Q6) According to you, what are contribution of training and development in
professional growth?
a) Improved performance
b) Developing skills and knowledge
c) Increased motivation and satisfaction
Q7) What are the roles of human resource management within an organisation?
a) Recruitment and selection
b) Training and development
c) performance management
Q8) Why Is practicing HR in the Middle East So Different?
a) Sense of time
b) Unreasonable Expectations
c) Safety Concerns
Q9) What are the negative impact of training and development issues on

professional growth of HR managers?
a) Trouble in conducting training and development sessions
b) Waste of time and money
c) High employee turnover
Q10) What measures that can be taken by government to resolve training and
development issues in Middle East?
a) Development of policies
b) Development of training and development section
c) Providing of optimum resources
9. If you are using interviews no participant should be engaged or approached to take
part in the research without obtaining informed consent (Please attach copy of
information sheet and consent form or please use the space below to provide a
justification why informed consent does not need to be sought)
No we are using questionnaire for collecting quantitative and primary
information about the HRM in middle east.
10. Have steps been taken to ensure confidentiality of data (rationale for anonymity and
data storage etc):
Yes
No
(Please provide details)

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