Impact of Employee Training and Professional Growth on Performance

This dissertation investigates the impact of employee training and professional development on organizational performance, addressing the critical need for skilled workforces in today's dynamic business environment. It examines the relationship between employee training and organizational success, analyzes common training routines, and evaluates the effects of professional growth on performance. The literature review synthesizes various sources, including journal articles and textbooks, to provide a comprehensive understanding of the research topic. The research methodology employs a descriptive research design, qualitative techniques, and secondary data collection, utilizing case studies and non-probability sampling. The study acknowledges potential accessibility and ethical issues and outlines a plan for data analysis. Ultimately, this research aims to contribute to a deeper understanding of how strategic investments in employee training and development can drive organizational effectiveness.

Running head: DISSERTATION
The Impact of Employee Training and Professional Development on Organizational
performance

DISSERTATION 2
Table of Contents
Introduction.................................................................................................................................................3
Literature review.........................................................................................................................................4
Research methodology................................................................................................................................7
Type of investigation...............................................................................................................................7
Data collection method............................................................................................................................8
Sampling method.....................................................................................................................................9
Accessibility issues..................................................................................................................................9
Ethical issues.........................................................................................................................................10
Data analysis plan..................................................................................................................................10
Research limitations..............................................................................................................................10
Conclusion.................................................................................................................................................11
Timetable...................................................................................................................................................11
References.................................................................................................................................................13
Appendix: Time-line.................................................................................................................................16

DISSERTATION 3
Introduction
Employee’s performance is essential for improving the performance of an organization. It can be
evaluated that there is a direct impact of training and development on the performance of
workforces that is directly comparative to organizational operational effectiveness. There is
different organization that trains and develops the skill between their workforces. The more a
company trains and develops the skill of workforce, and the more a company becomes successful
since workforces are essential part of any businesses (Tahir, et. al., 2014).
Evidence from the current business environment demonstrates that the performance of
workforces relied on different factors such as rewards and job satisfaction. However, the
significant one is training. It is required to improve the competencies of workforces. Employee
training is defined as the initiatives that enable workers with new skills, information, and
professional development opportunities (Bolden, 2016).
Research aim and objectives
To understand the impact of training and professional development of employees have upon
organizational performance.
To understand different dimension related to the role of training and development of employee in
a firm’s performance
RESEARCH QUESTIONS
Following research questions will be responded through literature review:
1. Is there any relationship between employee training and organizational performance?
2. What is the common routine of training and development of employees that has influence
organizational performance?

DISSERTATION 4
3. What are the impact of employee training and professional development on organizational
performance?
Research rationale
The key research issue is “To define the impact of training and professional development of
employees on organizational performance”. In current business atmosphere, company contains
different changes and significant indispensable technique for any company to better performance
is training and development for its workforces. There is a need to address the training and
development for workforces at the workplace as it would be suitable for improving their
performance. There are different layers of training and development procedure that a company
can follow to gain the performance of workforces (Anitha, 2014).
In addition, orientation was provided to workforces without delay while they join the
organization. This training supports workforces to create awareness about the culture, job goals,
work standard and structure. Furthermore, when the goal of the job is not clearly defined then it
could not be attained. In such a manner, on the job training is a feasible training procedure.
Workforces learn only 10% from the formal training and rest of 90% comes from working with
the employees and co-workers in the job area. On the job training is more prominent as
compared to formal training. It can train the workforces in the way faster and makes them more
efficient (Falola, Osibanjo, and Ojo, 2014). Hence, the significance of training and development
relies on workforces that should be assessed.
Literature review
There are different sources would be used to collect the information regarding research issues.
These sources are journal articles, textbooks, and non-academic publications such aswebsites,
and online articles.

DISSERTATION 5
Relationship between employee training and organizational performance
EcclesIoannou and Serafeim (2014) evaluated that employees can face certain issues in their
workplace. A training program permits the employees to overcome these obstacles. A
development initiative helps all workforces to grab the opportunity at a higher level hence they
all have similar knowledge and proficiency. It would aid to decline weak links at the workplace
that highly depends on others to attain the basic work tasks. Along with this, the company should
offer the feasible training for making the well-informed employees who can take over for one
another as required, work on teams or perform independently rather than taking constant support
and administration from others.
On the other side, FalolaOsibanjo and Ojo (2014) argued that an individual who gets the required
training is better competent to perform their job. They become more aware regarding the safety
practices and proper process for fundamental tasks. The training also develops the confidence
among employees because they will have a stronger understanding regarding the industry and
have a great understanding regarding the accountabilities towards the job. This confidence may
push employees to perform better and thinks of innovativeopinion that helps in their progress.
In favour of this, Saks (2015) explained that continuous training also maintains employees in the
boundary of industry standard. Workforces who are capable can hold the position as a leader in
top of changing industry standard. It also helps the company that holds a position as a leader and
strong competition within the industry.
Impact of employee training and professional development on organizational performance
Alagaraja and Shuck (2015) argued that investment in training can enhance the financial position
of the company. Poor performance may create when workforces do not know accurately what
they are supposed to perform, how to do their jobs and why they need to work on a certain

DISSERTATION 6
method. Training can help to solve these performance issues by describing the details of the job.
It should decline repetitionof efforts at the workplace, time spent on reducing mistakes and the
problem-solving required to correct bad performance.
In support of this, Jones Woods and Guillaume (2016) opined that enhanced performance from
employee training can decline turnover ofemployees, lower maintenance expenses by declining
equipment crash and outcomes in smaller number customer complaints. Along with this,
effective performance from workforces generates fewer requirements for management and gains
the output of employees.
According toMasa’deh et al. (2017), untrained workforces cannot provide high-quality products.
Furthermore, when employees havea lack of sufficient understanding and proficiency then, they
offer unsatisfactory customer services and this integration results in dissatisfying consumers. An
organization will experience declining sales when dissatisfied consumers select key market
participants who can offer quality products with services.
The common routine of training and development of employees that has influence
organizational performance
In the view of ZengPhan and Matsui (2015), employers can implement off-the-job training to
offer employees a possibility to learn away from their work setting. In contrast to classroom
training, employers select another format like e-learning. In self-contained e-learning initiatives,
learners can perform at their own pace and moving through components, sometimes trying tasks,
learning new tasks and completing the evaluation. E-learning can involve the discussion with
other respondents, scenarios where workforces must select the right outcome, games, and
training videos.

DISSERTATION 7
In contrast to this, Bolden (2016) evaluated that on-the-job training is intended to set the actual
work and close estimation of the task setting. In this way, training circumstances should be
matched with the working phenomenon as approximate as possible. Under on-the-job training,
workforces get the particular lessons regarding their job tasks. They try new skills like operating
a cash register and selling a service with feedback and observation by coach. It usually fellow to
employee and trainer but,there are certain businesses that directly involves employees into this
type of training without classroom training as they believe immersion is effective for learning the
job promptly and assessing when the workforces is a good fit for the job.
Summary
This literature review provides an understanding regarding the Relationship between employee
training and organizational performance. It also generates awareness about the impact of
employee training and professional development on organizational performance. This will also
create an understanding of the common routine of training and development of employees that
has influence organizational performance. Thus, it would directly be linked with the research
issue i.e. the impact of training and development on the organizational performance. It would
help to generate the depth understanding regarding research questions.
Research methodology
In this research, a descriptive research design, qualitative techniques, and data collection method
where secondary data would be practiced in this investigation. In addition, different sources will
be used in data collection like CIPD websites, libraries, journals, existing literature, and online
databases. The practice of non-probability sampling technique and qualitative data assessment
plan would be used to derive data about the existing investigation (Ford, 2014).
Type of investigation

DISSERTATION 8
This investigation would be associated with the descriptive investigation because of its efficiency
in explaining the situation of investigation in more depth manner associated with concerns i.e.
impact of training and development on organizational performance. Moreover, this investigation
type would be beneficial for gathering the opinion of respondents associated with investigation
concern because of its characteristics. In contrast to this, the exploratory investigation would not
be chosen because of the lack of cause and effect association amid variables (Aragón, Jiménez,
and Valle, 2014).
Under this investigation, qualitative research has been practiced because it is explanatory in
nature. It enables an investigator regarding a clear picture of expectation about the research
project. In addition, qualitative investigation aids an investigator to assess the impact of training
and development on the performance of an organization. Under this investigator, an investigator
has maintained their objectivity and made efforts for conducting the accurate measurements for
accomplishing the objectives of research in an effective way (Sung, and Choi, 2014).
Data collection method
With the intention of this investigation, the secondary data gathering technique is practiced to
obtain a feasible and reliable outcome. This information is gathered through journal articles,
books, and online articles. This data gathering process is beneficial as it would take less cost with
minimum time to gather the information. The secondary information would be sourced via
literature review and case study for making valid and reliable investigation (Kang, Gatling, and
Kim, 2015).
In this investigation, the investigator will have practiced case study associated with training and
development in order to enhance the organizational performance. By using this strategy, an
investigator would be competent for assessing the past phenomenon regarding research concerns.

DISSERTATION 9
Moreover, a case study will be practiced for assessing the particular research concern in the
boundary. With the intention of this investigation, a descriptive case study will be practiced by
an investigator to assess the key concern regarding investigation (Guerci, et. al., 2015).
Sampling method
With this investigation, non-probability sampling method will be used by an investigator due to
the subjective nature of the research issue. Under this kind of sampling, case studies would be
chosen by an investigator as per their personal judgment with accessibilities. Under this non-
probability sampling, purposive sampling will be practiced by an investigator as a researcher will
use own judgment to select the case studies in order to attain the objectives of the research. In
this research, different secondary sources will be population and case studies will be used as a
sample. In this sampling, an investigator can get the representative sampling via feasible decision
that would take less cost with minimum time (Thornton III, Mueller-Hanson, and Rupp, 2017).
Accessibility issues
Under this investigation, a researcher would face certain accessibility concern at the time of
pooling the information. It is evaluated that the collection of secondary information will take the
maximum time that generates difficulty to access the capture the reliable information and
accomplish the objectives in a predetermined time framework. In addition, collecting secondary
information would take more expenses for investigator as it generates difficulty to access the
deep data about research concern. Inadequate resources are another accessibility concern that
may generate the complexity in collecting appropriate information. Moreover, the inadequate
interest of research respondents also generates an accessibility concern that may generate
accessibility concern for obtaining the accurate information from them (Landy, and Conte,
2016).

DISSERTATION 10
For eliminating these issues, an investigator should organize the time by creating the Gantt chart
before initiating the project. An investigator should organize the budget to access the secondary
information. They should also organize the optimum utilization of resources for obtaining the
appropriate information. In addition, an investigator should keep the relationship and co-operate
them for developing their interest with regards to research issue (Cania, 2014).
Ethical issues
An investigator may face different ethical challenges that may adversely affect the validity and
reliability of investigation during the investigation. An investigator would access the authentic
information and resources to eliminate the ethical concern from this research. Along with this, an
investigator would also write data in their own language with feasible knowledge (Landy, and
Conte, 2016). In contrast to this, the researcher would provide a bibliography at the end of the
investigation and an in-text citation for eliminating the copyright the concerns. To avoid the
ethical concerns in secondary data gathering, all articles will be selected peer-reviewed and
authentic in the investigation (Helmreich, and Merritt, 2017).
Data analysis plan
In this investigation, content analysis will be practiced by an investigator to assess the data for
obtaining accurate and feasible results. This technique would be practiced due to its relevancy
with the interpretivism philosophy. Moreover, the content assessment would be practiced by an
investigator due to the qualitative type of investigation. An investigator defines the analytic
process by practicing each technique and approach of content assessment for addressing the
constancy of investigation (Paillé, et. al., 2014).
Research limitations

DISSERTATION 11
There is some research concern that can be faced by an investigator during the investigation.
These limitations are insufficient resources, cost and time constraints. There is some limitation
that can be faced by an investigator when selecting the case studies and choosing the sample
size. An investigator would be responsible to use peer-reviewed articles and feasible case
studies. These limitations could have an impact on the result of the investigation (Cania, 2014).
Conclusion
From the above evaluation, it can be summarised that training and development is a procedure to
persuade employees towards their organization. It is assessed that the training and development
program has both favorable and unfavorable impact on the organizational performance such as
Saving Time and Costs. There are certain ways of providing the training and development
program at the workplace such as on-the-job training methods and off-the-job training methods.
It can be also concluded that research methodology is a combination of approaches,
strategies,and methods. Qualitative research methodology will be used by a researcher to obtain
the feasible result regarding research issue. For completing this investigation, an investigation
would require 9 weeks as a researcher can perform each activity in a methodological manner.
Timetable
An effective research takes time for completing all activities appropriately and also supports for
attaining the better result. In this research, the given below allocation of time would be practiced:

DISSERTATION 12
Area of Work/Weeks 1 2 3 4 5 6 7 8 9
Detection of investigation concern
Feedback through supervisor
Research background
Work on review of literature
Data collection through secondary
methods
Writing of report
Proof-Reading
Final submission of report
The given research time plan will be advantageous for a researcher to accomplish the
investigation during a pre-determined time period. By using thetime plan,a researcher will enable
to attain each activity in a predetermined time period (Landy, and Conte, 2016). The above chart
depicts that collect information through secondary data takes more time rather than other
activities that would be performed in the research.