Training and Development Impact on Employee Performance

This assignment examines the influence of training and development programs on employee performance within the context of Omantel. Drawing upon relevant academic literature and a case study analysis of Omantel, the paper explores the relationship between training design, implementation, and its impact on individual and organizational outcomes. It delves into concepts like high-performance work systems, HRD climate, and the role of training in fostering employee competence, motivation, and ultimately, performance improvement within the telecommunications industry.

Running Head: RESEARCH PROPOSAL
A Study of the impact of training and development on employees in Omantel

RESEARCH PROPOSAL 1
Table of Contents
Chapter 1 - Introduction..............................................................................................................................2
Rationale of the study..............................................................................................................................2
Research Gap...........................................................................................................................................3
Relevance to the Company......................................................................................................................3
Relevance to the Academicians, Students and others..............................................................................4
Objective of the study..............................................................................................................................4
Research Question...................................................................................................................................4
Chapter 2 - Review of Literature.................................................................................................................5
Introduction to employees training and development..............................................................................5
Importance of On Job training on the performance of employees...........................................................5
Impact of training and development on the overall performance of the organization..............................5
Impact of Training delivery style on the effectiveness of the training.....................................................6
Impact of Training Design on the performance of the Organization........................................................7
Chapter 3 Research Methodology................................................................................................................8
Research Design......................................................................................................................................8
Sampling Design.....................................................................................................................................8
Data Design.............................................................................................................................................9
Questionnaire Design..............................................................................................................................9
Data Analysis Design............................................................................................................................10
Time plan and Budget............................................................................................................................10
References.................................................................................................................................................13

RESEARCH PROPOSAL 2
Chapter 1 - Introduction
Employees are the important assets of any organization, as their contribution towards the
organization is indispensable. Thus, it is essential to upgrade or work for the growth of the
employees of the organization (Elnaga and Imran, A, 2013). With the help of Training and
Development (T&D) employees can be prepared for the growth and development time to time.
This research proposal aims to understand the impact of Training and Development on the
organizational performance of Omantel.
In Oman, Omantel is the first telecommunication company which provides primary internet
service in the country. The company acquired sixty-five percent shares of the world call Pakistan
in 2008 along with it has total 2690 employees who contribute the increasing revenue of the
company. With the increasing technological development and increasing competition in the
organization, it is essential to evaluate Training and development (T& D) practices to influence
the performance of Omantel (Omantel, 2017).

RESEARCH PROPOSAL 3
Rationale of the study
Various studies on training and development have been done but none of them has been done in
regard to Omantel. As, Omantel is the growing company and has recently on August 10, 2017,
Omantel bought 9.86% stake in Kuwait Zain group. Therefore, a new strategy of Omantel is to
enter into new investment and increase its position in the telecommunication sector. This
acquisition has increased the importance of training in the organization in order to make the
employees of Kuwait Zain group well acquainted with the working atmosphere of the Omantel.
This acquisition will be used as a new strategy and work plan at the workplace. Further, it is
essential to train the people for upcoming challenges in the organization (Noe, 2010). The recent
acquisition deal has increased the importance to comprehend the impact of training and
development (T& D) on the performance of the company.
Lack of such study provides motivation and scope for the present study. This study on training
and development will truly help the HR department to make strategies for the organizations.
Consequently, the study will help them to recognize how training and development can help in
increasing the work efficiency of the organization. It would be also effective to understand how
much company can pay for their growth. It is essential to understand ROI (return on investment)
of any task to be undertaken (Khan, et al., 2011). This study will help Omantel to understand the
worth of Training and Development of the organization. As a result, it can make an investment in
training and development activities for the growth of the organization.
Research Gap
Various studies on training, training design and delivery style and its impact on the
organizational performance are been done. But, none of the studies is been done on Omantel, and
none of the studies is been done which studies all the three factors of training such as training

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design, training delivery style and on the job training. This literature review studying all these
factors that will give a wider picture and will be able to provide a complete guide for training to
the organization (Elnaga and Imaran, 2013).
Relevance to the Company
 This study enables us to comprehend the importance of Training and Development
(T&D), in Omantel
 The results of the study will help the managers of Omantel thus they will be able to have
a better insight on the Training and development in their organization.
Relevance to the Academicians, Students, and others
 The study will help in understanding the Training and Development (T&D) in Omantel
and will be able to comprehend the importance of training after acquisition deal in the
organization
 The study will contribute to the existing body of knowledge and provide new dimensions
for further studies.
Hence, the proposed study would be a systematic attempt to analyze diverse dimensions of
implications of training and development in the Omantel.
Objective of the study
1) To analyze the impact of training design on the performance of Omantel
2) To analyze the importance of job training on the performance of the employees
3) To understand the impact of training delivery style on the effectiveness of training
4) To analyze the requirement of Training and Development on the overall performance of
Omantel

RESEARCH PROPOSAL 5
Research Question
1) What is the effect of Training and Development (T&D) on the performance of the
Omantel?
2) Does effective training help in increasing the employee performance in Omantel?
3) What is the importance of training and development after acquisition deal by Omantel?

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Chapter 2 - Review of Literature
Introduction to employees training and development
Noe (2010) states the importance of training and development in an organization. It also opines
that to compete in the global market, it is very important to provide training to the employees
from time to time. Traditionally, training was neglected in the organization, it was not given
much importance but nowadays, and organizations have realized that proper training can create
value for the organization. In contrast to this, Elnaga and Imran (2013) evaluated that training
and development are significant within telecommunication industry. It is also examined that
training and development (T&D) is the most significant part of any organization as it helps in
creating value in the organization. As a result, it can improve the employee morale, satisfaction
and also lead to high productivity in long-term.
Gidey (2016) stated that training is a learning procedure which has an impact on the knowledge
and skills of a person. It enables the employees to implement their task in a better way. It will
help the employees to obtain the new data with respect to new technological experience and
other emerging external factor. Training is recognized as a central point of management which
leads the employees. For developing proficiency and competencies regarding the company, it is
essential from a management perspective to train workforces as per the specific skills and
abilities of the company. Along with this, training opportunity increases the performance level of
employees and organizational commitment between employees in terms of career advancement
persuade the attitude and behavior of employees like organizational commitment and motivation
specifically, in the case of constant employment.
Summary

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From the above discussion, it can be summarized that training and development practices are
required to compete in the international market. It is also significant within the
telecommunication industry. It can enhance the satisfaction, employee’s morale, and can lead to
increase profitability in long-term. It also aids the workforces to create the new information
regarding advanced technology and emerging external factors.
Importance of On Job training on the performance of employees
As per the view of, Khan et al. (2011) determined that there are four main aspects of developing
the training practices within an organization such as motivation, job engagement, employee
retention, and increase productivity. It also defined that there are different motivating factors of
training and development (T&D) such as job training, training design and delivery style that has
an impact on the organizational performance. This study was based on secondary data and the
study concluded that all the four aspects of organizational studies have a positive impact on the
organizational performance.
In contrast to this, Barzegar and Farzad (2011) stated that training and developing aids in
socially, mentally, intellectually developing a workforce. It is not only significant to improve the
performance level but also develops the personnel within an organization. Staff training and
development is key practices that can contribute to enhancing the effectiveness and profitability
of a company. It is also stated that there are different benefits of using training such as high
skilled workforces, improved quality of life, morale, job functionality, maintaining technology
and optimum utilization of resources.
Summary
From the above discussion, it can be concluded that different aspects are used by the company to
develop the training practices like employee’s retention, increase productivity, job engagement

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and motivation. Moreover, there are different motives for building training and development like
training design, job training, and delivery style as it has a favorable impact on the organizational
productivity.
Impact of training and development on the overall performance of the organization
Gidey (2016) argues that training and development (T&D) has an effect on the employee
performance within an organization. It evaluated that the main aim of training and development
is to improve the skills and knowledge and enhance the performance of the employee. Under the
study, the researcher has used primary and secondary research to conduct the survey. From the
study, it is stated that respondents and employee believe that after training, their skills and
knowledge have improved. It is also analyzed that training and development have a positive
impact on employee performance.
In opposed to this, Nassazi (2013) evaluated the effect of training on employee performance. It
is also opined that employees are an important asset to the organization because employees play
a pivot role in the success of the organization. Thus, it is essential to provide training to
employees and get them ready for the new challenges. This study was aimed to study the effect
of training on employee performance and the researcher concluded that training is positively
related to the employee performance.
Summary
As per the above interpretation, it can be concluded that the main aim of training and
development is to enhance the skills and understanding of employees and improve their
performance. It can be summarized that the employees are imperative resources within an
organization as they contribute to the organizational success.

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Impact of Training delivery style on the effectiveness of the training
Alipore (2009) argues that on the job training is important within the organization. There are two
types of training such as on the job training and of the job training. Further, on the job training is
very important as it is given in the workplace. It is also stated that with some goal of upgrading
the employees for further tasks in the office, this type of training equip the employees with new
technology or environment. This type of training is introduced by the organization as it is very
effective for the performance of both employees and the organization.
In support of this, Barzegar and Farzad (2011) illustrated that on the job training courses has an
impact on the performance of the employees. It is also stated that on the job training courses is
gaining importance nowadays due to increasing competition in the global market. Therefore, it is
essential to upgrade the knowledge of the employees in order to improve the performance of
staff.
Summary
From the above discussion, it can be concluded that job training is essential in the workplace.
There are different kinds of training methods which has an impact on the job performance. These
are on-the-job and off-the-job training methods. It can be summarized that on-the-job training
method is a method in which company gives the training through the organizational system at the
workplace.
Impact of Training Design on the performance of the Organization
Elnaga and Imaran (2013) described that effective training design is important for improving the
performance of the organization. They also suggest the measures for conducting effective
training in the organization. They also conducted qualitative research through various case

RESEARCH PROPOSAL 10
studies and concluded that just training is not enough for the employee performance. However,
effective training is required as many organizations failed to design effective training plans.
In opposed to this, Truitt (2011) stated that there is a positive relationship between attitude and
experiences of employees with job expertise. There is the duty of training and development, staff
design and implement training to create the good experience for the employee in relation to the
expertise acquired after the training. It is also assessed that positive attitude and experience after
training is directly associated with job expertise.
Summary
From the above interpretation, it can be summarized that effective training design is significant
to enhance the organizational performance. It is also evaluated that training and development are
key measures for improving the performance of an organization. But, it is assessed that a large
number of the organization is failed to design effective training plan which creates a negative
impact on the job performance.

RESEARCH PROPOSAL 11
Chapter 3 Research Methodology
Research Design
The research design is essential to complete the research study. Under this research study, the
researcher will use mixed research design to attain the research concern. This research design
entails different methods like qualitative and quantitative (Sung and Choi, 2014). It is described
as follow:
Qualitative research design
The qualitative research design shows the non-numeric information which is implemented to
gather the conceptual knowledge with regards to the impact of training and development on
employees in Omantel. It would be also beneficial to assess the entire components which are
intangible. It would be also used to increase the awareness regarding research issue through
opinion, unexpressed reasons, emotions and feeling of targeted respondents (Saleem and
Khurshid, 2014).
Quantitative research design
The quantitative research design method is significant for the researcher to depict the numeric
data and statistical information. The appropriate information can be collected from a large
number of employees that have participated in training and development activities of the
corporation (Crawford, et. al., 2014).
Sampling Design
For this research, the researcher will exercise the probability sampling techniques to target the
people. Under this, research will implement simple random sampling tool to pool the facts and
figures through a large number of people. The probability sampling technique is chosen by a
researcher because it gives equal opportunity to the participant to respond to the survey through a

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questionnaire (Hardy and Thomas, 2014). For this research, telecommunication industry in
Oman has targeted population and target sample is Omantel Telecommunications Company. For
obtaining the survey through a questionnaire, the researcher will select the 55 employees from
Omantel Telecommunications Company as a sample size. In this way, the researcher will select
those people who have participated in training and development activities of Omantel
Telecommunications Company (Muduli, 2015). These employees also belong to the different
geographic location of Oman where Omantel Telecommunications Company deals.
Data Design
For conducting the research study, the researcher will use data gathering technique as it allows a
researcher to complete the research in a specified time period by polling authentic facts and
figures. A researcher will use primary data gathering tool in which data will be pooled through
performing survey questionnaire on targeted people. This technique would be beneficial to
capture the reliable information regarding objectives of the research. In opposed to this,
secondary data gathering technique will be exercised to gather the already published data as it
offers authentic facts in less time (Storey, 2014). There are different sources of gathering
secondary facts like a journal article, annual report, online sources, academic publication, and
textbook.
Questionnaire Design
For this research, the researcher will use different variables to develop the questionnaire such as
demographic and behavioral variables. In this way, the demographic variable is selected to
define the characteristics of targeted respondents who will be surveyed. It is measured in terms
of age, gender, experience and socio-economic position. Along with this, the behavioral variable
will be selected by the researcher to gather the opinion and belief of participants regarding

RESEARCH PROPOSAL 13
research objectives (Allen, 2016). Further, the close-ended questionnaire will be used to get the
responses in one word. It will be selected because it will take less time for participants and create
interest of respondents to share their belief regarding research issue. Moreover, Likert Scale is
used to develop the questionnaire as it provides more choice to give a response regarding
research issue (Rees and French, 2016).
Data Analysis Design
Data analysis is a significant part of research methodology because it provides the accurate
outcome regarding research issue. It is a procedure of exercising the rational tool because it
could be effective to discuss and measure the facts and figures. For this research, the researcher
will use both qualitative and quantitative data analysis technique to measure the data. Along with
this, the researcher will use descriptive statistics data analysis to measure the gathered facts and
figures and interpret it in a meaningful way. For conducting descriptive statistics, Ms-excel
software is used because it is beneficial to present the data via different diagram, charts, column
charts and pie diagram (Medina and Medina, 2014). As a result, this data analysis will be
beneficial for readers to create inclusive knowledge about research concern.
Time plan and Budget
Project budget
Activities that will be
implemented for the research
Targeted Amount (in OMR
Accessing the Literature Review 400
Capturing the facts and figures 500
Data Analysis 400

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Total of expected financial
amount
1300
Table 1: Time plan for accomplishing the project
Activities which will be implemented during the
research
Time is taken to complete the
activities (in weeks)
1 2 3 4 5 6 7 8 9
1
0
Select appropriate and feasible research issue
Creating aim with objective of research
Capturing data via using both primary and secondary
data gathering techniques
Designing of questionnaire
Selecting feasible sample from targeted population by
using effective sampling techniques
Data analysis and findings
Starting report writing with drawing final draft
Submission of the project
As per the time plan table, it can be stated collecting data through primary and secondary sources
will obtain more time as compared to conducting other activities.
Research Limitation
A research can face several research limitations during the research. These limitations can be
inadequate resource, time constraint, and cost constraints. It will create the complexities for

RESEARCH PROPOSAL 15
pooling the facts and figures about the impact of training and development on employees in
Omantel. Furthermore, research can face limitation in terms of choosing sample size and
conducting a survey via questionnaire. The last limitation for a researcher is to keep the data of
respondents. As a result, these limitations can have an adverse impact on the reliability of
research result (Rees and French, 2016).

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