Research Methods for Strategic Managers INTRODUCTION 3 LO 1 4 1.1 Research Methods for Strategic Managers

Research Methods
for Strategic
Managers

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................4
1.1 Development of research questions, aim and objectives..................................................4
Research Aim.........................................................................................................................4
1.2 Explanation of the components that contributes to the process of successful research
question...................................................................................................................................4
1.3 Justification of their choice of research questions............................................................5
LO 2.................................................................................................................................................5
2.1 Conducting research to find literature relevant to the research question.........................5
2.2 Critical review of the key literature for in the inclusion in the research proposal..........9
3.1 Evaluation of the techniques for use with quantitative data in the research proposal....10
3.2 Evaluation of the techniques for use with qualitative data in the research proposal......10
LO 4...............................................................................................................................................10
4.1 & 4.2 Selection of appropriate methodology in terms of research questions...............10
4.3 Justification of the methodology selected in terms of research question.......................11
LO 5...............................................................................................................................................12
5.1 &5.2 Summarize the findings using suitable methods...................................................12
5.3 Present the findings using suitable methods..................................................................14
5.4 Critically analyse the findings........................................................................................22
CONCLUSION..............................................................................................................................23

INTRODUCTION
In an organisation, human resource plays a very crucial role by which firm can attain its
determined target and objective. In the every functional department in the corporation such as
human resource, marketing, finance, operation and production etc required workforce. In the
absence of personnels, no business entity can survive its business activities and functions.
Human resource is great assets for the company who gives their contribution and participation in
achieving business goal. Thus, it is very important for the organisation to keep satisfy and
motivate its employee so as they can give their best toward company. Management should
understand their needs and requirement related to their working condition, salary, wages, training
and development etc. Every human resource in the company required high profile job and
financial security. In a simple word it can be said that training and development is a process
under which official and ongoing educational activities within an organisation can organise for
enhance the fulfilment and performance of employees. In this program, varieties of educational
techniques and program can included which provide required skill, knowledge, ability among the
workforce (Baur and Haase, 2015.). In this present study, the research have major aim is to
investigate the impact of training and development on the job satisfaction of employees in the
hospitality industry. This is wider industry which have varieties opportunities for the job and it
assists in enhancing national income for country. It is a broad category of field within service
industry that includes lodging, event planning, them parks, transportation, cruise line and
additional field within the tourism industry. Researcher have major objective is to understand
that how training and development in the company can help to enhancing job satisfaction level
among workforce. For attaining this objective, researcher will collect the information from
primary sources under which scholar will organise survey of the employees of Jumeirah Open
Beach hotel. It is a luxury family beach resort that seeks to redefine the holiday experience,
offering a host of family activities and dining option to its guest. Its major objective so to deliver
high quality of services to its guest and gain high market share. For attaining this objective,
management required to motivate and encourage its employees. While company effectively
provide effective job satisfaction to its workforce then they can easily attain its determined
target. Thus, with help of training and development practices, cited venture can easily deliver
high level of job satisfaction. In this report, scholar will focus on the several methods of training
and development and its impact on the job satisfaction to workforce.

LO 1
1.1 Development of research questions, aim and objectives
Research Aim
To analyse the impact of training and development on job satisfaction in hospitality industry:A
case study on the Jumeirah Open Beach hotel.
Research Objectives
 To explore the meaning and concept of training and development and job satisfaction of
employees
 To asses the significance of training and development in an
 To evaluate various techniques and methods of the training and development in Jumeirah
Open Beach hotel.
 To analyse the impact of training and development on the job satisfaction of employees
in Jumeirah Open Beach hotel. To recommend the strategies by which job satisfaction level can enhance by use of
training and development
Research Question
 What is the meaning and concept of training and development and job satisfaction level
of employees
 What is the importance of training and development in the organisation
 What are different techniques and methods of training and development
 What is the impact of training and development on the job satisfaction of the workforce
 What are strategies by which job satisfaction level can enhance by use of training and
development
1.2 Explanation of the components that contributes to the process of successful research question
Following are some components that contributes to the process of successful research question-
 Employees-Human resource is major factor for organise training program within the
company. In the absence of human resource, no business enterprise can carry out its
business activities and functions. Thus, it can be said that within an organisation it is very
important factor that contribute to the process of successfully research question.

 Technology- In order to organise the training and development for the employees,
technology is one of the essential factor. In the absence of effective technology it is
impossible to conduct high quality of training and development.
1.3 Justification of their choice of research questions
The major reason for selection of this question is that training and development is very
wast topic and in the organisation it has great importance. While company deliver the training
and development opportunities then employees can get positive motivated and their job
satisfaction level can also enhance. In order to get detail knowledge about the various techniques
of training and development, scholar has been selected this research question. Investigation has
huge interest to investigate the impact of training and development on the job satisfaction level
of employees that is why this research question has been selected.
LO 2
2.1 Conducting research to find literature relevant to the research question
Meaning and concept of Training and development
According to the view of Alessandri and et.al., (2012) Training means the teaching and
learning process with a organised structure in which people learn knowledge or skill for a
definite work. Training includes the basic concepts of human resource management. Training
work is performed by the company for better work performance to achieve organisational goals
on time. Training is required in each and every in the organisation because training promotes
effectiveness and efficiency in the organisation. Training is helpful for both employee and
employer as it helps employee to get the work done in a proper manner to achieve his target on
time and also helps employer in growth and expansion with effective and efficient team of
employee.
According to the view of Avery and Jing, (2011) Training helps organisation in getting
stable and progress as progress and stability of the organisation is wholly depends on training
imparted to the employees. Training sometimes becomes mandatory growth and upliftment of
the organisation. Training is the only thing that can be done by the organisation to ensure
expertise and improve quality of the work and reduce the resources of the organisation to the
minimum. Training and development are like two sides of s coin that can't be separated from
each other.

According to the view of Bae, Song and Kim, (2012) Training can be done in many
ways according to the job profile of the organisation. Basically training is what makes a
employee more efficient in their job profile. Training is a kind of education given to the
employees to increase their knowledge and make them efficient for the organisation.
Development refers to all possible learning opportunities offered by the organisation to helps
employees to grow in their particular field. Development is not basically depends upon only on
skills but it involves knowledge and attitude which is also useful for employee personal growth.
Efforts made by the employees in the development process is totally depends upon his passion
for that profile. Development also relates to the productivity as it helps the employees to use his
knowledge productively to achieve his target of work on time and it also helps the organisation
to meet its goal. Development also promotes team spirit and spread work awareness among the
team members. Development also creates organisational culture which improve the
effectiveness. Development builds possible best climate for the employees so that they can feel
free to work or express their ideas in the organisation and serve the best quality work to the
management. Development provides healthy work environment to the employees of the
organisation to ensure health and safety. Development in any field boost morale of the work
force and build good corporate image of the organisation development shows a path of success
and profitability to a growing organisation. Development includes leadership quality aqmd high
motivates employees to become successful in their future life and showcase what they have best
in them to the organisation.
21st century strongly supports training and development to ensure growth and upliftment
of th company so that they can retain in the market for a longer period.
Methods of training and development
According to the view of Agarwal and et.al., (2012) On the job methods methods are
those which are performed by the employees during the job hour to achieve efficiency in the
work. Understudy is method a employee is trained by his or her senior to be fitted in a particular
job profile in this as a trainee a employee has to attend many tasks and assist his senior. Job
rotation is a trainee or employee has to shift his job from one to another on regular time intervals.
Ion the opinion of Baskerville and Wood-Harper, (2016) under the Special project, Some
employees are only hired for some special projects and specific objectives. Their seniors will be
giving them training how to get work done through others. In the opinion of McMillan and