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The Mediating Role of Organizational Learning in Business Performance: An Empirical Study

   

Added on  2019-09-13

59 Pages13362 Words512 Views
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SYNOVATE COMPANYDissertation
The Mediating Role of Organizational Learning in Business Performance: An Empirical Study_1

Table of ContentsChapter-1.........................................................................................................................................3Introduction......................................................................................................................................3Background and context of the study...........................................................................................6Statement of the research problem...............................................................................................7Research questions.......................................................................................................................8Aim of study.................................................................................................................................9Research objective.......................................................................................................................9Chapter-2.........................................................................................................................................9Literature review............................................................................................................................10Importance of training and development programs...................................................................11Global competencies..................................................................................................................12Talent management in different sectors and country contexts...................................................16Meaning of Talent and Talent management..............................................................................17Challenges faced by companies pertaining training, learning and development initiatives......20Supporting factors of talent management..................................................................................21Training attitudes, motivations and expectations.......................................................................22Training and development in practices......................................................................................23Training needs analysis and performance appraisal..................................................................24Influences of training and development strategy and practice...................................................24Sources of information on training and development................................................................25Chapter-3.......................................................................................................................................25Research methodology...................................................................................................................26Research design..........................................................................................................................26Research framework and methods.............................................................................................27Sample........................................................................................................................................27Participants.................................................................................................................................28Methods of data generation........................................................................................................28Research setting.........................................................................................................................31Negotiation of Access and research ethics.................................................................................32
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Limitations.................................................................................................................................32Analysis of data..........................................................................................................................33Chapter-4.......................................................................................................................................34Data analysis..................................................................................................................................34Chapter-5.......................................................................................................................................49Conclusions and Recommendations..............................................................................................49References......................................................................................................................................53Appendix........................................................................................................................................56Questionnaire.................................................................................................................................56
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QUESTIONNAIRE – 5 POINT SCALE AND ALSO ANALYSIS AS PER FORMAT (ALREADY SENT) for example, use different charts/graphs for different questions (Pls.follow sample format)ABOUT COMPANY – WRITE ONE PAGE IN THE SAMPLE section (UNDER RESEARCH METHODOLOGY)FIRST THREE PAGES FORMATS – TO BE FOLLOWED as per report formatWRITE LITERATURE REVIEW – 8 PAGES 2000 wordsREFERENCES – TO BE WRITTEN IN THE FORMAT (PLEASE SEE SAMPLE REPORT)
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Chapter-1IntroductionIn this present paper, we will discuss the research report on the topic "Impact of learning and development initiatives in the mid-sized organizations in UAE." The mid-sized organization in UAE has financial constraints, so the learning and development initiatives enable to develop the competitive advantage to the companies. The research is conducted in the Synovate Research Company which is the mid-sized organization which provides decision support services such as business information, technology, onsite reporting, online communication delivery, and others. The company provides various products such as business assessment report, field assessment report, 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 chapters which comprise of introduction, literature review, research methodology, data analysis and recommendations and conclusion. The aim of the study is to determine the impact of learning and development initiatives on the performance of mid-sized organizations.In the twenty-one century, the government is the witness for the drastic operational, economic and institutional change. The competitive advantage among the companies enables to stand put among the competitors within the same industry. The mid-sized organizations of the Middle Eastern countries believe that the introduction of new managerial models helps to improve the outcomes 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.
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The developing and developed countries are suffered from the lack of effective training programs. It is argued that the training programs are failed in the organizations due to the inappropriate designing of training programs. It is mainly due to the lengthy and theoretical training programs, and they are not directed towards the achievement of training and development objectives. Binstead and Stuart et al., (1979) states that there are mainly three elements 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 and development program is to improve the performance of the employees in order to provide a competitive advantage to the company. Mentz et al., 1997 states that the quality of delivering services is improved through providing training and development to the employees. McCourt and Sola et al., 1999 states that the successful training program leads to achieve the desired changes 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 and responsibilities in a most efficient and effective manner.The training and development are one of the most important elements of the talent management system as the mid-sized organizations contribute towards the development of the UAE through improving the performance of the companies. There are various problems in the training and development program such as the improper implementation of training and development program, lack of processing's, and lack of management awareness. The human resource management of the company is responsible for determining the strength, skills, and knowledge of the employee in order to use them in a right direction. The human resource which is also known as the personnel management that focused on the transaction process such as salary package, employment benefits, fringe benefits and others. Tansley et al., 2011 states that the
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meaning of talent management has changed from the 13th century and it became the ability to improve the outstanding achievement in the cognitive and physical domain which is high-level mental skills.Collings and Mellahi et al., 2009 states the talent management enable to enhance the skills through providing training and development which requires investment in employees that leads to improving the employee capabilities to perform their roles and responsibilities in an effective manner. Kim and McLean et al., 2012 states that the talent management is new in the field of human 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 and hiring 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 management should 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 as training and development, selection, staffing, successful planning and others in order to convert the 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 in the strategy in order to gain talent management. It is believed by some people that the talent management is originated from the western countries. Branine et al., 2011 states that the same values and belief are used by the western countries. The same path is used by the mid-sized organizations in order to attract and retain the employees in the organization. The participation must be done by the HR practitioners in recruitment events in order to attract the high potential manpower.
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The mission of the dissertation report is to determine the impact of learning and development initiatives in the mid-sized organization. my own experience I have found that the training and development is one of the most important factors which cannot be ignored by the companies in order to work in a most efficient and effective manner. As the training and development programs enhance the skills and knowledge in order to perform the roles and responsibilities in an 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 the innovation, employment, exports and new business models and others. The improvement in the strategies of SME does directly add value to the Dubai. According to the survey, there are approximately 95% enterprises which are account for SME. The study is mainly conducted to determine the impact of learning and development initiatives so that the results of research can be 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 the skills and knowledge of individual regardless of age in order to contribute towards the development of the country. The Scholarships are also available today but the age limit and certain conditions. The UAE government is also contributing towards the development of the country through providing job offers in various sectors. The government is also providing various 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 the organization. There are mainly two types of training, namely, generative and adaptive learning.
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