Analyzing Training and Development's Impact on Employee Performance

This report examines the impact of training and development on employee performance within East Coast Contracting, a major construction company in the UAE. The study investigates the relationship between training and employee productivity, focusing on the effectiveness of the Career Development Center's training programs. Employing a quasi-experimental design with both experimental and control groups, the research assesses the influence of training on various aspects of employee performance, including work safety, communication skills, and work attitudes. The report explores the economic context of the UAE, the role of human resource management, and the importance of training in enhancing workforce skills and productivity. Data collection involves performance questionnaires for supervisors and employee questionnaires. The findings aim to determine whether training center graduates outperform non-graduates and to encourage other firms in the UAE to invest in human resource development through training.

RUNNING HEAD: Training and Development
Training and Development

Training and Development 1
Contents
Introduction......................................................................................................................................1
Research...........................................................................................................................................2
Statement of the Problem.............................................................................................................2
Purpose of Study..........................................................................................................................2
Research Objectives.....................................................................................................................2
Research Questions......................................................................................................................3
Hypothesis of the Study...............................................................................................................3
Definitions....................................................................................................................................3
Literature Review............................................................................................................................4
The Economy of United Arab Emirates.......................................................................................4
Work Productivity........................................................................................................................4
Training and Development...........................................................................................................5
Methodology....................................................................................................................................5
Research Design...........................................................................................................................5
Sample Population.......................................................................................................................5
Quasi-Experimental Group.......................................................................................................5
Control Group...........................................................................................................................6
Sampling Techniques...................................................................................................................6
Experimental Group.................................................................................................................6
Control Group...........................................................................................................................6
Research Instruments...................................................................................................................6
Limitations...................................................................................................................................7
Research Ethics Issues.................................................................................................................7
Conclusion.......................................................................................................................................7

Training and Development 2
Introduction
Organizations are required to make the effective utilization of their human resources for the
purpose of achieving success and defeating others in the same industry. Steps need to be taken
by the organizations for keeping their human resources up-to-date. For this, managers need to
understand the role of the core functions of human resource management in social,
organizational and economic related areas for attaining organizational goals and success in the
market and pay special attention to it. This study discusses one of the core functions of human
resource i.e. training and employee performance and the impact of training of employee
performance.
The construction companies are the main source of riches for UAE. These construction firms
involve the population of UAE in the administration of construction projects and therefore the
need arises for building up required credentials for swapping expatriates at construction firms.
East Coast contracting was founded in the emirate of Fujairah, UAE in 1977 and is one of the
largest construction companies in UAE. East Coast is a reliable and reputed company in terms of
quality construction and timely delivery of work. Therefore, training and suitable performance of
UAE nationals has become the primary concern for construction enterprises.
Research
Statement of the Problem
According to research, company performance improved by the training of a worker as the
general level of expertise is increased. The managerial efficacy and performance is enhanced
with the increased expertise of the worker. Steps are required to be taken for evaluating
importance of work-related expertise training on employee performance in East Coast
Contracting in UAE.
Purpose of Study
The main purpose of this research is the examination of the correlation of work performance and
Career development Center training at East Coast Contracting. Training center graduates perform
better than non-graduates and the cost of training is counterbalanced in the difference in

Training and Development 3
performance. The findings will result in encouraging other firms in UAE for considering training
as a reliable resource for hiring and developing human resources.
Research Objectives
The main objective of this research is to examine the influence of training on the performance of
employees in East Coast Contracting. For achieving this objective, primary research question has
been adopted in the study.
Research Questions
The study has adopted the following research question in this study:
How is the performance of employees in East Coast Contracting influenced by training and
development?
The following study questions will be utilized for assessing the influence of training on the
know-how, work safety, communication expertise and work attitudes of the worker.
Are the achievements of trainer workers higher than indigenous workers without training?
Are the achievements of trainer indigenous workers higher than expatriate without training?
Hypothesis of the Study
The following hypothesis is tested for this study:
H1: visual content, trainer, size of trainees, training objective, budget and training facilities has a
substantial impact on the efficiency of training program.
Definitions
Human Resource Management is the manner of managing the staff by organizations and
helping them in their development for the successful execution of the goals and mission of the
organization.
Human resource development is the combination of career, individual and organization
development roles for achieving maximum quality, productivity, opportunity and fulfillment of
organizations associates as they work for the accomplishment of organizational goals.
Training is a systematic and planned activity type which results in the enhancement of level of
knowledge, skill and competence that are required for effective work performance.

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Development is multi-faceted set of activities focused at bringing an organization or a person to
another performance threshold.
Employee performance can be defined as accomplishment of specific tasks measured against
predefines standards of completeness, accuracy, speed and cost.
Literature Review
The Economy of United Arab Emirates
National human resources restrain the economic development and leads to the reliance of
economy on foreign employees. Therefore, education is considered as productive venture that
will produce suitable results in future and is extensively imperative to UAE officials along with
training. Education is made free and compulsory by the constitution of UAE all through its
phases. The ministry of education was empowered to make arrangement and normalize the
procedure of technical education along with devising its curriculum and objectives in 1980.
According to World Bank report, the share of UAE citizens did not increase in the workforce in
spite of increase in the growth of domestic human resources through training and education.
Political science and business administration are the expertise areas of UAE graduates and very
few have expertise in technical field. This resulted in East Coast Contracting to struggle for same
alumnae.
Companies invest in various programs related to human resource development such as training
for enhancing the performance and client fulfillment. Workers are required to be trained for non-
technical skills and performing the responsibility delegated to them in order to bring flexibility in
responding to client and changes in market requirement.
Work Productivity
Productivity can be defined by factors which comprise human resource investment, technological
advancement, redistribution of capital to higher productivity operations, composition
transformation of workforce and economies of scale. The idea of resources consists of units that
contain properties of providing services in future of some worth. The endowment of capabilities
and expertise of an employee influence the production level efficacy when merged with other
inputs.

Training and Development 5
The importance of training to the productivity of an individual is validated by empirical result on
the relatedness of earnings and training. This investigation takes the relation between earnings
and training as the substitute for the relation between productivity and training. It is based on the
presumption that the production capacity of an individual is increased with training and this
improvement further result in increased wages. For instance, the earnings in UAE are managed
by government and not by labor market. Instead of linking wages to productivity, it is linked to
superiority. In UAE, link between productivity and wages are lesser because even in private
division, wages are persuaded towards civil service pay range.
Training and Development
The gap between the current and expected future performance of the workforces and managers is
covered with the help of training and development. It falls under the HRD functions and involves
identifying the training and development needs and selecting programs and methods,
implementing them and evaluating the results.
Appropriate training and development is ensured by the implementation of necessary policies
that ensure the evaluation of employee performance. Performance appraisal helps the
organization in identifying developmental needs and helps the individuals in indicating the areas
requiring improvement.
Methodology
Research Design
The main purpose of this research is the examination of the correlation of work performance of
an individual and Career development Center training at East Coast Contracting. The focus of
research is on workers graduated from Career Development Center working with East Coast
Contracting. Behavior, learning, reaction and behavior are four levels of measurement of
training. Behavior outcome is employed by researcher for this research for assessment of
training. This research uses control group and a quasi-experimental design. This activity will
result in performance of the task by an individual in a different way than before. The use of
quasi-experiment in assessment of training provides solutions for research questions and
hypothesis under assessment.

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Sample Population
Quasi-Experimental Group
It consists of male local graduates from training center who joined East Coast Contracting
Company or have functioned with either of the company.
Control Group
It consists of foreign and local middle level skilled workforce with no training. A contrast
between the foreign and local workers will be carried out by limiting to workers contracted from
1984 till date both in control groups and experimental groups. Irrespective of the duration with
East Coast Contracting Company, workers with no training will be chosen. These workers
constituted a small percentage of the workers, hence the comparison is restricted which could be
carried out on premises of tenure.
Sampling Techniques
Experimental Group
Quasi-experimental is obtained through purposive sampling. A list will be prepared from training
center to trace graduates working in East Coast Contracting Company and carry out simple
random sampling.
Control Group
Two set of control groups will be there, one of local workers who have not received training and
second of expatriate workers. Lists of the two groups will be prepared and simple random
sampling will be carried out. Control group size will be largely influenced by experimental group
for balancing outcomes.
Research Instruments
The correlation between personal efficiency and training is stresses by human resource theory.
One of the objectives of Career Development Center is to diminish the shortage of skilled labor
and another is to enhance human resources thereby increasing the company’s job productivity.
Worth of human resource investment can be assessed by different models. Performance model is
used by researcher along with two instruments for data collection. Performance questionnaire
will be first instrument which will be distributed to supervisors who have supervised employees

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for at least 6 months if not, then the form must be filled by previous supervisor. Employee
questionnaires will be second instrument which will be distributed to East Coast Contracting
Company’s employees with focus on the range of social and demographic variables.
Limitations
Limitations include difficulty in accessing respondent due to nature of work. Supervisors may
cause denial of access to their employees as they may find it time consuming. This limitation can
be overcome by standardization of performance of all occupations across company. Financial
and time constraint is also a major limitation. The sampling process consumes time and requires
extensive movements having financial implications while tracing sample group. As a
consequence, unavailability of funds leads to delays and reduced coverage of intended areas.
Hence, entire population is not represented by sample population.
Research Ethics Issues
Letters will be prepared for managers of East Coast Contracting Company by the researcher for
obtaining permission for research. After the permission is granted, researcher identifies research
objectives, sample size, performance assessment and workers’ questionnaire and process of
administering study. Departmental heads will fill the performance assessment form and
supervisor and workers will fill assessment form. Data confidentiality will be upheld.
Conclusion
Founded body of literature directs this research where the information collected is analyzed and
inferences are made for ensuring validity of the research. The assessment of respondents on job
results in the expectation of reliable data to be collected.