Synovate Company | Dissertation

Added on - 19 Sep 2019

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SYNOVATE COMPANYDissertationEffectiveness of training
Table of ContentsChapter-1: Introduction...................................................................................................................2Introduction......................................................................................................................................2Background and context of the study...........................................................................................5Statement of the research problem...............................................................................................6Research questions.......................................................................................................................7Aim of study.................................................................................................................................8Research objective.......................................................................................................................8Chapter-2: Literature review............................................................................................................9Introduction..................................................................................................................................9Importance of training and development programs...................................................................11Global competencies..................................................................................................................12Talent management in different sectors and country contexts...................................................15Talent management....................................................................................................................16Challenges faced by companies pertaining to training and development initiatives.................19Supporting factors of talent management..................................................................................20Training attitudes, motivations and expectations.......................................................................21Training and development in practices......................................................................................22Training needs analysis and performance appraisal..................................................................23Influences of training and development strategy and practice...................................................23Sources of information on training and development................................................................24Chapter-3: Research Methodology................................................................................................24Research Philosophy......................................................................................................................25Research design..........................................................................................................................25Methods of data collection.........................................................................................................26Chapter-4: Data analysis................................................................................................................33Introduction....................................................................................................................................33Analysis..................................................................................................................................33Chapter-5: Conclusions and Recommendations............................................................................48References......................................................................................................................................52
Appendix........................................................................................................................................55Questionnaire.................................................................................................................................55
Chapter-1: IntroductionIntroductionIn this present paper, we will discuss the research report on the topic "Impact of learning anddevelopment initiatives in the mid-sized organizations in UAE." The mid-sized organization inUAE has financial constraints, so the learning and development initiatives enable to develop thecompetitive advantage to the companies. The research is conducted in the Synovate ResearchCompany which is the mid-sized organization which provides decision support services such asbusiness information, technology, onsite reporting, online communication delivery, and others.The company provides various products such as business assessment report, field assessmentreport, and call verification report. The research is conducted to determine the impact of learningand development initiatives in the mid-sized organizations. The paper includes five chapterswhich comprise of introduction, literature review, research methodology, data analysis andrecommendations and conclusion. The aim of the study is to determine the impact of learningand development initiatives on the performance of mid-sized organizations.In the twenty-one century, the government is the witness for the drastic operational, economicand institutional change. The competitive advantage among the companies enables to stand putamong the competitors within the same industry. The mid-sized organizations of the MiddleEastern countries believe that the introduction of new managerial models helps to improve theoutcomes of the companies within the specific period of time. The study enables to determine theimpact of learning and development initiatives on the overall performance of the company.
The developing and developed countries are suffered from the lack of effective trainingprograms. It is argued that the training programs are failed in the organizations due to theinappropriate designing of training programs. It is mainly due to the lengthy and theoreticaltraining programs, and they are not directed towards the achievement of training anddevelopment objectives. Binstead and Stuart et al., (1979) states that there are mainly threeelements of the successful training programs, namely, the content of training program, processes,and environment of the organization. Healy et al., 2001 states that the goal of the training anddevelopment program is to improve the performance of the employees in order to provide acompetitive advantage to the company. Mentz et al., 1997 states that the quality of deliveringservices is improved through providing training and development to the employees. McCourtand Sola et al., 1999 states that the successful training program leads to achieve the desiredchanges in the organization. The training and development programs lead to provide the advanceknowledge to the employees, and it provides the specialization to perform the specific roles andresponsibilities in a most efficient and effective manner.The training and development are one of the most important elements of the talent managementsystem as the mid-sized organizations contribute towards the development of the UAE throughimproving the performance of the companies. There are various problems in the training anddevelopment program such as the improper implementation of training and developmentprogram, lack of processing's, and lack of management awareness. The human resourcemanagement of the company is responsible for determining the strength, skills, and knowledgeof the employee in order to use them in a right direction. The human resource which is alsoknown as the personnel management that focused on the transaction process such as salarypackage, employment benefits, fringe benefits and others. Tansley et al., 2011 states that the
meaning of talent management has changed from the 13thcentury and it became the ability toimprove the outstanding achievement in the cognitive and physical domain which is high-levelmental skills.Collings and Mellahi et al., 2009 states the talent management enable to enhance the skillsthrough providing training and development which requires investment in employees that leadsto improving the employee capabilities to perform their roles and responsibilities in an effectivemanner. Kim and McLean et al., 2012 states that the talent management is new in the field ofhuman resource management as in the early 1990s the topic has the different meaning, features,and values. The role of the employees initially was looked as the retaining, development andhiring after that the talent management was looked as the developing of present employees in theorganization, job security, and others. McLean et al., 2012 states that the talent managementshould be reemphasized in order to develop the talent pool for the success of talent management.The talent management comes under one umbrella then it includes various functions such astraining and development, selection, staffing, successful planning and others in order to convertthe employees into the high potential talent which leads to succeed towards the increment,promotion, appraisal and others. Bersain et al., 2006 states that all the activities are included inthe strategy in order to gain talent management. It is believed by some people that the talentmanagement is originated from the western countries. Branine et al., 2011 states that the samevalues and belief are used by the western countries. The same path is used by the mid-sizedorganizations in order to attract and retain the employees in the organization. The participationmust be done by the HR practitioners in recruitment events in order to attract the high potentialmanpower.
The mission of the dissertation report is to determine the impact of learning and developmentinitiatives in the mid-sized organization. my own experience I have found that the training anddevelopment is one of the most important factors which cannot be ignored by the companies inorder to work in a most efficient and effective manner. As the training and developmentprograms enhance the skills and knowledge in order to perform the roles and responsibilities inan appropriate manner which provides specialization in work that leads to complete the work in ashort period of time.Background and context of the studyThe mid-sized organization acts as a backbone of the economy in the UAE, and it provides theinnovation, employment, exports and new business models and others. The improvement in thestrategies of SME does directly add value to the Dubai. According to the survey, there areapproximately 95% enterprises which are account for SME. The study is mainly conducted todetermine the impact of learning and development initiatives so that the results of research canbe further used to improve the condition of mid-sized organizations in the UAE. The governmentof UAE has also contributed towards the talent management in the Middle Eastern countries. Thefist university in the UAE was founded in the year 1976 which was established to enhance theskills and knowledge of individual regardless of age in order to contribute towards thedevelopment of the country. The Scholarships are also available today but the age limit andcertain conditions. The UAE government is also contributing towards the development of thecountry through providing job offers in various sectors. The government is also providingvarious schemes for the disabled and retired people in order to support their families.The main purpose of the training and development programs is to expand the knowledge of theorganization. There are mainly two types of training, namely, generative and adaptive learning.
The generative learning leads to explore the new strategic areas, and it leads to developing thegrowth of the company. The adaptive learning is the grasping changes which lead to adapt thenew environmental demands and opportunity.Statement of the research problemThe research is mainly conducted to determine the impact of learning and developmentinitiatives on the performance of the Mid-sized organizations. The research is conducted by theSynovate Research Company. The research problem statement of the research is;“What is the impact of learning and development initiatives on the organizational performanceSynovate Research Company in UAE?”The purpose of the research is to determine the training and development initiatives on theoverall performance of the mid-sized organizations. For example, the foreign expertise has beenhired by the company in order to provide the effective training and development to theemployees through sharing and transferring the knowledge in order to provide the competitiveadvantage to the company. Harry et al., 2007 states that it is necessary to intervene the trainingand development initiatives in all sectors in order to provide the competitive advantage to thecompany. However in the year 2008, at the time of financial crisis, it was difficult for thecompanies to provide training and development t programs as the economic pressure constraintthe expenditure of training and development. For example, at the time of financial crisis, all thecompanies lose their interest in training and development as the budgetary constraint, especiallyby the mid-sized organizations. At that time many mid-sized organizations were restructured dueto the change in cost structure due to which the remaining employees are influenced and feel de-motivated. They started feeling that SMEs are not secured sector due to which rate of turnover of