An Investigation into HRM Training and Development in the Middle East

This report investigates the training and development challenges within Human Resource Management (HRM) in the Middle East, focusing on their impact on professional growth. It explores issues like cultural differences, language barriers, and the dispersed workforce, which complicate HRM practices....Read More

HRM in Middle East

Acknowledgement
I would like to deliver my sincere thanks to my mentor and supervisor who
provided me their valuable time, comments, guidance and suitable suggestions that
were required throughout the entire research process and assisting in the great-full
manner to complement the project effectively. I am feeling great to getting chance to
conduct an investigation with the efficient support of the supervisor who gave me the
great knowledge regarding the project. I would also like to convey my thanks to
colleagues and other team members who have coordinated with me while collecting
data and analysing the same in the light of research aim and objectives.

Abstract
The present study initiates to identify the training and development related issues in
Middle East to ascertain the influence over professional growth, therefore, training and
development is the most imperative aspect for the business management and it is
imperative in providing suitable assistance to the business to aiding the operations of
the project in appropriate manner. The study contains the issue related to training and
development within the Middle East and its influence over the processional
development of HR. In this evaluation is mainly encompasses over the region of Middle
East. In middle east the responsibility of the companies’ changes as roles becomes
broader and diverse & practising the same becomes quite difficult of the companies. In
the countries of Middle East, the major focus of company gravitates towards manpower
and they plan accordingly. Training are multiple issues are arises related with training
and development area the cultural differences, Dispersed Workforce, dealing with the
change, Sense of Timing and so on, thus these are influence the growth of HR within
business. For better execution of the project, quantitative research is considering by the
researcher as it is most efficient methodology to conduct an evaluation in appropriate
manner. Therefore, quantitative analysis helps in providing detailed investigation via
accumulation of information within actual facts and figures that are encompasses over
the chosen study subject. In addition to this, for collection of relevant data to support the
investigation, both primary and secondary tools are implemented by the researcher.
Hence the primary research is imperative in conducting exploration with the assistance
of conducting questionnaire and secondary sources like books, journals and articles are
taking into consideration for developing theoretical perspective. Furthermore, conclusion
is imperative in providing summary over the findings and analysis of the project as it
initiates that within the Middle East the culture of the country is dominating where
specific languages and cultures like Arabic, Turkish, Kurdish, and Persian are preferred
by the businesses and are facing assorted issues related with professional development
of HR. Thus, culture differences, languages barriers, dealing with change, sense of time
etc. are the major issue which are faced by the businesses within Middle East Hence
the government has also taking the initiates to resolving the issues of training and
development like Flatter Structures, Technological and digital convergence, Global

force, Providing Optimum Resources, Development of policies, Development of training
and development session and so on which are effective in resolving the issues of
training and development and enhancing the professional growth of HR.
Recommendations are also provided to government of Middle East to take suitable
actions in regards to the development of training and development processes.

Table of Contents
Acknowledgement...........................................................................................................................2
Abstract............................................................................................................................................3
Chapter 1: Introduction ...................................................................................................................1
Chapter 3: Research Methodology ..............................................................................................15
Chapter 5: Research Findings and Discussion ..............................................................................20
Discussion.................................................................................................................................34
Chapter 5: Conclusion, Recommendation and limitations and suggestions to inform future
research..........................................................................................................................................39
Conclusion ................................................................................................................................39
Recommendation ......................................................................................................................42
Limitations of the Research .....................................................................................................44
Reflective Statement .....................................................................................................................44
References .....................................................................................................................................48
Appendix .......................................................................................................................................52
Questionnaire............................................................................................................................52

Chapter 1: Introduction
Overview of the topic
Human resource management refers as a systematic process of hiring, selecting,
inducting employees, deciding compensation, providing benefits, maintaining proper
relations, providing orientation, ensuring employee safety, imparting training and
development etc. (Budhwar and et. al., 2019). These are main functions performed by
human resource manager of an organisation. According to the (Edwin Flippo), HRM is
the effective procedure of planning, organizing, directing, monitoring of procurement,
compensation, integration, development, maintenance as well as separation of human
resources to the end that organization, individual and social objectives are achieved.
Human resource manager plays important and different roles that turn to Helps
Company in improvement of its growth and success at national as well as international
level. Within an organisation, HRM plays a significant role such as developing skills for
the future, making loyalty and also commitment, making a talent pipeline, staying
competitive and current etc. These are essential roles that will be important for company
in Middle East (Banu, Kamenou-Aigbekaen and Galloway, 2019). This dissertation is
based on the problems in regards to the training and development within Middle East.
These issues are ineffective organisational culture, lack of employee's engagement in
the training sessions, lack of availability of capital, reinventing HR, learning and
development etc. These are major issues that impacts faced by HRM and has impact
on professional growth (Al-Asfour and et. al., 2017).
There are several purpose for conducting this dissertation such as to identify the
role of training and development within professional growth, recognising the problems of
training and development within middle east, analysing the negative effects of issues
related with the training and development over professional growth of HR manager and
identifying the government support in reducing the challenges of training and
development in Middle East (Akkermans and Tims, 2017). These are main purpose and
for attaining this, different chapters will be required to completing. These chapters are
introduction, literature review, methodology, findings, conclusion and recommendations
etc. These chapters help in completion of research project and attainment of research
objectives in successful and effective manner (Elrehail and et. al., 2019).
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Background of the research project
The Middle East is a transcontinental region in Afro-Eurasia which particularly
includes Turkey partly in Southeast Europe and all of Egypt mostly in North Africa. The
breadth of typical human resource responsibilities within the Middle East is much wide
as well as diverse than practices in the United States (Starr, Stoll, Taubenblatt and
Osborn, 2019). In essence, United States domestic human resource responsibilities are
a subset of duties of most human resource professionals in the region. Additionally, to
the usual roster of duties like hiring, training, employee relations, performance
management, compensation management, global human resource generalists are
expected to manage repatriation of bodily remains and also personal effects, give basic
coordination and help in the event of criminal arrest, give out with spousal and family
problems, and support workers with initial housing and also transportation needs. Along
with this, above mentioned all these are major issues of training and development that
impacts on professional growth of human resource manager in middle east (Budhwar
and et. al., 2019). Issues related to the training and development increase employee
turnover that automatically effects on professional growth of human resource manager.
Research Problem
Training and development in Middle East is a major issue that negatively impacts
over the professional growth of human resource manager. There are basically four main
challenges that faced by HRM in Middle East. These are reinventing HR, leadership,
organisational cultural and employee engagement, learning and development etc.
These are biggest challenges that negatively and directly effects on professional growth
of human resource manager within an organisation of Middle East. These issues create
high employee turnover that turn to impact on organisations and human resource
management (Elrehail and et. al., 2019). Improper training to the employees impact on
business growth and success because without training workers are not able to do each
activity of company in systematic manner as well as in given time period. This has
adverse impact on manages professional growth and also on their career success.
Therefore, it is the role of company to provide proper training to their employees and
also attain competitive advantages. In order to overcome learning and development
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issue of HRM, company must have necessary tools and programs (Savage, Johnson
and Levy, 2017).
Research aim
Main aim of this dissertation is “To identify the training and development
related issues in Middle East to ascertain the influence over professional
growth”.
Research objectives
 To analyse the contribution of training and development in professional growth
 To determine the training and development related issues in Middle East.
 To ascertain the negative impact of training and development issues on
professional growth of HR managers
 To suggest the measures that can be taken by government to resolve training
and development issues in Middle East.
Research Questions
 What are the contribution of training and development in professional growth?
 What are the issues related with training and development related in Middle
East?
 What are the negative impact of training and development issues on professional
growth of HR managers?
 What measures that can be taken by government to resolve training and
development issues in Middle East?
Rationale of the research
Main reason behind conducting this dissertation is it helps in improvement of
knowledge about the HRM in Middle East. This study also enhances understanding
about the training and development issues in Middle East and impact of that issues over
the professional growth of HR manager (Roberts, 2020). Along with this, current
investigation is important at personal as well as professional growth. At personal level,
this study helps researcher by increasing its research skills. In this skills, different skills
are included which are literature review, collection of data, data analysis, time
management etc. These skills helped investigator in completion of full dissertation in
allotted time and in successful manner (Haak-Saheem and Festing, 2020). At
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professional level, current study support by increasing awareness about the HRM in
Middle East that results in higher growth and success. If this research will be published
that helps helps in enhancing of awareness about the issues related with the talent
management in Middle East among individuals, organisations, societies etc. Therefore,
present investigation is important at personal and professional level.
Structure of the dissertation
This is a significant part of the dissertation that helps reader in identifying of
chapters needed for completion of dissertation. There are different chapters that will be
essential in completion of full dissertation systematically (Atanasoff and Venable, 2017).
These chapters will be described as below:
Chapter 1: Introduction- This is a primary activity of conducting dissertation. In this
activity or chapter, reader can easily increase their knowledge about the research aim,
research objectives, research questions, enhancing understanding about the overview
of title etc. This information will help in conducting of second chapter in systematic
manner.
Chapter 2: Literature review- This is an essential part of dissertation that is based on
secondary data. This chapter requires different number of secondary sources such as
articles, magazines, books, publication research etc. All are main and essential sources
of secondary data collection that will be used by investigator. Main purpose of this
chapter is to identify the research gap in previous study. Therefore, this chapter will be
essential in fulfilment of research gap through the research questions (Mira, Choong
and Thim, 2019).
Chapter 3: Methodology- This activity or chapter helps in collecting of information
about the topic. There are different types of research methodologies such as deductive
approach, positivism research philosophy, cross sectional time horizon, quantitative
research choice, questionnaire etc. These are main methodologies that will be applied
within an investigation. Primary purpose of methodology is to helps researcher in
collecting of proper information about the topic through research instrument (Penrose,
2019).
Chapter 4: Research findings- This chapter helps in analysing of information collected
from questionnaire. This chapter will help in attainment of research aim and objectives
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successfully. For this section, frequency distribution analysis which is an analytical
technique and will be applied for analysing quantitative data gathered from
questionnaire. Ms-Excel will be used for presenting quantitative information collected
from questionnaire. With the help of this software, different graphs will be developed
according to each question present in questionnaire. This will help in accomplishment of
research aim as well objectives within less period of time and in successful
additionally, researcher will also link the primary data with secondary information
collected for literature review (Nankervis and et. al., 2019).
Chapter 5: Conclusions, recommendations, limitations and suggestions to inform
future research- This is a last chapter that helps investigator in accomplishment of
each objective of the dissertation in successful manner. In conclusion, entire information
will be included in short and clear way that assist in identification of information about
the entire chapters. In recommendations, some suggestions will be provided for
improving research title. At last, limitations and suggestions will be provided for
conducting future investigation (Chams and García-Blandón, 2019).
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Chapter 2: Literature Review
Literature review is a written overview of main writings and other sources
relevant to the topic. There are different sources that covered in the review such as
scholarly journal articles, government reports, books, Web site etc. These are useful
sources that helps investigator in gathering of secondary information about the topic. It
is a type of review article that presents the actual knowledge such as substantive
findings as well as methodological and theoretical contributions to a specific topic. This
chapter of the dissertation helps in collecting of secondary information regarding the
training and development problems and their negative effects over the professional
growth of HR manager (Budhwar and Mellahi, 2018). Main motive of literature review is
to identify the research gap in previous studies. Within an investigation, main gap is the
training and development related issues in Middle East to ascertain the influence over
professional growth. In previous studies, there were information available about the
importance of training and development in professional growth of HR but there are
missing and lack of data about the issues of training and development and its impact on
professional growth of human resource. Therefore, it is a main gap and in order to
overcome this gap, research questions will be used that will be explained as below:
What are the roles of training and development in HR professional growth?
According to the Rodriguez and Ridgway (2019), training and development
introduces to educational activities in an organisation developed to improve the skills
and knowledge of workers while giving instruction and information on how to effectively
perform specific tasks. Employee training and development implies a program in which
particular skills, ability and knowledge are imparted to the workers, with the purpose of
enhancing their performance level, in their present roles and also giving them learning
chances, to further their professional growth and success. Training and development is
the important function of human resource management that helps an organisation in
retaining of talented and knowledgeable workforce that results in higher growth of
company (Haak-Saheem and Festing, 2020).
On the basis of perception presented by (Elrehail and et. al., 2019), training
refers to the process of enhancing the skills and knowledge of a worker for performing a
specific job role. It involves the creation or development if skills that are normally
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necessary to do a specific job. Its motive is to bring regarding positive changes in
knowledge, skills and attitudes of the workers. It is the effective process by which
executives or managers acquires competences and skills in their current job role as well
as capabilities for future tasks. Although training assist workers do their present jobs,
that results development of higher growth. According to the views given by (Edwin B.
Flippo), training is an act of enhancing the skills and knowledge of a workers for doing a
specific job. Training enables workers to do their existing job more efficiently as well as
prepare himself for a higher level job.” Training and development is important and
significant in increasing performance and productivity of employees. This will help in
improvement of professional growth and performance of human resource. Training and
development gives the environment for seminars, mentoring, coaching, workshops and
all other chances to workers in some enterprises (Kidwell, Eddleston and Kellermanns,
2018). This provides all motivate and tools the employees to perform their role in well
manner.
According to there are different reasons of training within an organisation. These
are increased productivity and adherence to quality standards, increasing organizational
stability and flexibility, reduced supervision and direction, increase in productivity &
better industrial relations, reduced accidents at workplace, reduction of errors &
accidents, reduction of turnover and absenteeism, increase in productivity & better
industrial relations etc. These are biggest reasons of training within company that will
facilitate in professional growth of human resource. There are different advantages of
training and development that will be explained as below:
Improving performance: This is a major advantage of training and development
that will be essential and significant for HR in its professional growth. Once the workers
acquire the desired skills and knowledge needed for the activity to execute. Training
will also help in improving the individual weakness into their strengths as well as they
acquire the better understanding about the business (Mira, Choong and Thim, 2019). If
employee acquired appropriate knowledge about the business that turn to effect on the
professional growth of HR.
Reducing turnover: This is another role of training and development that will be
beneficial and essential for human resource in improving its professional growth and
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success. Training will support in increasing of employees’ knowledge regarding the
business activities that turn to helps in retaining of talented employees at workplace.
This will support human resource in enhancing of its professional growth.
Issues related with training and development related in Middle East
According to (Analoui, 2017), opines that, over the past few years a development
in the field of human resource management has been seen. Companies and other
institutions have focused on providing an overview about the emerging markets and
issues related to training and development programmes. Middle East, offers with an
opportunity of having a study about the factors responsible for improper management
and increase in the issue of training and development. One of the important issue is
cultural difference because despite of growing economically social and political affairs
plays a crucial role (Nankervis and et. al., 2019).
Middle East with an area of approximately 7, 207, 575 km2 is considered to be a
transcontinental region includes the most part of the Arab World I.e. Saudi Arabia,
Egypt, Turkey, Iran etc., In middle east the responsibility of the companies’ changes as
roles becomes broader and diverse & practicing the same becomes quite difficult of the
companies. In the countries of Middle East, the major focus of company gravitates
towards manpower and they plan accordingly. For example: in order to increase the
employment opportunity in Saudi Arabia rules and regulations are mode complex and
because of an individual has to wait for minimum two months after applying for work
visa. Therefore, for an HR manager of a company it becomes difficult in making proper
balance according to the set needs by an organisation in compliance with national
requirements. Middle East countries shares a unique nature of workforce because most
of the people in these nations who come for work are expatriates belong to different
parts of the world.
According to the viewpoints of (Brewster, Mayrhofer and Farndale (2018), the
first issue which department of training and development can face is cultural
surprises: in comparison with the cultures, other countries of the world, middle east
has a different value. Majorly, the language spoken in these countries are Arabic,
Persian, Turkish, Kurdish and Hebrew (Rodriguez and Ridgway, 2019). Therefore, if a
person doesn’t know any of these languages than he/she can face difficulties in
8

communicating with others. For example: English, which is the basic source of
communication across the globe is not the first, second or the third language. Thus, for
a person who does not belong to middle east countries can face problem in
understanding and learning new things taught in training and development sessions.
Henceforth, the minority thrives for exponential lifestyle so that an expansion in career
in overseas can be possible. Along with this, political views, ideas and culture can give
a shocking experience to company or to the department of training and development.
Sense of Timing: in this context where Americans are tightly bound to the clock,
perspective of middle east countries is different as they share nothing in common.
Planned timetable sometimes doesn’t work here as sometimes an individual skip the
deadlines. Uncertainly, middle east countries have some strict rules and they abide to it,
disobeying the same can create some serious consequences or penalties (Budhwar
and Mellahi, 2018). Dealing with the change: change in an organisation is very
common but resistance can be seen in this as well. As middle east is very rigid and
making modifications can be an impact on the sentiments of their values and believes.
Henceforth, providing training along with safeguarding the values create some sort of
problem the HR departments of the company. Dispersed Workforce: Employees in
Middle East comes from geographically dispersed areas and providing training
becomes hard for them because there can be a possibility that people from one culture
might not get comfortable with people from another culture. Therefore, to develop an
understanding company can use social tools through different forums like conferences,
sessions for understanding one another etc., Moreover, for developing a commonality
through different learning habits future training habits can be minimised. However,
providing training is not the only task engaging learners with delivering consistent
training plays a crucial role as keeping employees connected with one another can give
the positive results (Analoui, 2017). Therefore, company can achieve the desired goals
and objectives in a speculated time frame.
As per the viewpoint of (Erster and et. al., 2017), in the middle east countries has
an absence in the robust information is very common because of which operating
companies doesn’t have any clear vision and perspective for determining various
approaches. Therefore, it is important that the HR department of the company for
9

providing appropriate training and development programmes initiate and adopt various
models which complement the environment and suits the best. Moreover, agenda of
future results will determine the growth and performance of an individual after the
proper training and development process. In the final context, it can be said that
international career, providing training and development programmes for companies in
middle east is quite problematic and challenging. Proper stimulation after analysing the
pros and cons any company can provide effective training and development activities.
Negative impact of training and development issues on professional growth of
HR managers
According to Kirkwood, (2018), Training and development is referring to the
important activity that help workers in enhancement of their professional growth. The
main advantage of training and development is to increasing employees’ skills and
knowledge towards the specified roles at working area. In case training and
development also includes various that may negatively impact over the performance
level of employee and also reduce company productivity level. In addition to this, HR
manager also play a significant role in business organization as they word for managing
organizational activities, employee performance and many more. In this issue of training
and development also effect the HR performance at workplace and also impact over
their professional growth. In middle east organizational culture is dominating in nature
that can be put negative impact over the HR performance at working area (Brewster,
Mayrhofer and Farndale, 2018).
 Issue in communication: Due to training and development issue, manager fail in
communicating with their employees and staff members. This is the reason that
HR fail in attaining their targets set in organization. In addition to this, change the
lifestyle is also negative impact that arise due to improper training and
development. Ineffective training and development can reduce the HR manager
performance and also affect over their professional growth. In addition to this,
cultural issue also affects over the employee and HR professional because they
face issue in communicating with others. This will reduce their performance and
at the same time also reduce employee productivity at working area (Bratton and
Gold, 2017). One of the issues that company and HR leaders have been
10

pushing for many years is still at the top, according to this year's surveys, with
84% of people citing it as 'critical' or 'very important.' In addition, the demand for
leadership at all levels is growing, particularly among management roles. The
capacity gap in leadership in the Middle East is striking: companies are having a
hard time finding and grow leaders at different levels. Failure to have the right
leadership will have an effect on longevity as people can leave weak
management and not generally businesses. Emotional and physical stability: Training and development refers to the
educational activity that provided to employees with the aim of enhancing their
skills and experience in specific job roles and responsibilities. Due to lack of
training and development activities, HR manager fail in managing their work and
also lose their emotional and physical stability at the time of performing their job
roles. This is the reason HR manager of company does not involve in
organizational activities that may affect the career growth as they also fail in
attainment their targets effectively (Zaim and et. al., 2018). Along with this,
change in business environment also affect manager in putting their potential at
workplace place in negative way. This will reduce their working abilities and
mental stability at workplace that may create negative impact over the other staff
member’s performance. 'Culture and engagement,' a leading trend in the global
market, is also seen as a matter of fundamental significance in the Middle East,
with around 90% of respondents rated it as 'significant' or 'very important.' Talent
diversity in the Middle East is likely to play an important contribution in shaping
this challenge very imperative.
 Developing employee potential: Helping current workers expand in their
capacity improves a company's ability to succeed. Without encouraging
employee growth, a business is becoming unstable and lose the opportunity to
differentiate itself by rival firms. Workers may also be ready for upward
movement in an organisation that can result in a lack of promotion or
impoverishment due to lack of career progression. HR can be programming
applications by matching employees with an advisor in their desired target or
starting to move out of their comfort zone-as their skills and understanding base
11

grows, so does the corporation (Horwitz, 2017). Dissatisfied workers represent a
clear challenge to the productivity of the workforce, which can be costly for any
company. Having workers involved in their work means making them happy in
their role, respecting and committed to achieving their own personal objectives
as well as the objectives of the business.
Measures that can be taken by government to resolve training and development
issues in Middle East
According to ( Salahuddin ,2020), training and development is the main function
of HRM that helps an organisation in improvement of business as well as employee’s
performance. Training and development program are designed or planned in
accordance to the requirements of the company. This will help business organisations in
enhancement of its productivity and performance. Apart from this, there are some major
issues of training and development in middle east such as lesser engagement of
employees in the training sessions, ineffective organisational culture, non-availability of
required amount, issue in communication etc. These are major issues or problems that
impact on HR professional growth and performance (Erster and et. al., 2017). The
Middle East is recognised as an economically diverse region which involves countries
with a common heritage, vastly different levels of per capita income and the common
set of challenges. The growth and development of the countries of Middle East region is
relay over the oil wealth in many countries and a legacy of central planning in other
countries and the norm of central planning on other countries have played an essential
role in the shaping the region's development strategies. Therefore, the explosion of
investment and the development in the oil exporting countries resonated within other
countries of the region through a sharp rise in the worker’s remittances, trade and
capital flows. Thus the information related to the gross capital execution, although
volatile was accessed at exceptionally high rated that are supporting a strong increase
within the development rates of gross domestic products and a wide development in the
living standard of the people. According to (Mustapha Achoui, 2019), most of the Arab
Gulf countries that form the Gulf cooperation council which involves United Arab
Emirates, Bahrain, Kuwait, Oman, Qatar, Saudi Arabia and so on, that are very rich in
the natural resources likewise oil and gas. Therefore, all these countries suffer through
12

the shortage in skilled and unskilled manpower. This unique situation leads to the high
dependence over the foreign labour. The shortage of skilled labour due to inadequate
educational system and the low population size in the countries, issues related with
culture like wide tradition, religion and the values that plays an essential role in this
shortage (Bratton and Gold, 2017). Training and development is the key aspect of the
human resource department and the businesses within the Middle East has facing a lot
challenges related to Lesser engagement of employees in the training sessions,
Ineffective organisational culture, Non availability of required amount, hectic employee
schedule, cultural differences, a dispersed workforce, lack of engagement and so on.
Therefore, there are assorted measures that are effectively implement by the
government of Middle East for the intention to resolving the issues of training and
development in which some are described as below:
Flatter Structures: Hierarchy is imperative in the Middle East, with the job titles
likewise president and the senior vice president hugely significant to the individuals both
within and outside of an organisation. However, the future workforce mainly cares the
less about titles and the authority or more in concern to the collaboration over the
business projects. Under this structure the businesses and its management are widely
concern over implementing different leadership styles in the manner to enhancing the
working ability of employees to motivate them effectively (Zaim and et. al., 2018).
Technological and digital convergence: A recent report through the University of the
Oxford states that businesses will loss half of the workforce to the artificial intelligence
through the year of 2030 and this will influence over the low skilled jobs. However, for
resolving the issues within the training and development process of the businesses, the
government has taking the initiates to implementing the effective and advance
technologies to resolve the issues at workplace and enhancing the productivity of the
business.
Global force: The cities and regions are increasingly becoming wider and the global
hubs and the rivalry is intensified for these highly localised markets, thus the businesses
must fine tune their radars for these markets, while rendering a stable environment for
the development. However, the Middle East is well places to the nurture within this
global workforce. The government of the Middle East is widely concern over increasing
13

the diversity in the workforce and the government of Middle East is concern over
enhancing the diversity within the workforce and higher people from different
background and the culture to enhance the operations of the business (Horwitz, 2017).
Providing Optimum Resources: Training and development are recognised to be the
most imperative aspect of the business and its management, within the region of Middle
East the businesses are facing the issue of training and development and for resolving
the challenges, the government of the country has placed suitable resources that are
effective for the management to enhance the capabilities of the business.
Development of policies: The implementation of policies and legislations regarding
training and development are imperative for the businesses within Middle East in
enhancing the operations of the business effectively. There are multiple laws that are
implemented by the UAE federal government like training cancellation through the
department, training attendance, training assessment and evaluation, employee
training, Repayment of training costs due to voluntary resignation and so on, that are
imperative in nature to enhance the operations of the business (Singh and et. al., 2017)
Development of training and development session: This is also an important aspect
of the business which needs to be implement by the government of the Middle East in
the manner to developing the operations of the business. Therefore, government has
provided suitable guidance to provide effective training and development sessions to
their employees in the manner to increasing the operations of the business widely
(Haak-Saheem, Darwish and Al-Nasser, 2017).
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Chapter 3: Research Methodology
Research methodology is the systematic and essential process of gathering
information regarding the topic. It is the techniques or procedures that will be applied to
recognise, select, process and evaluate data about the topic. There is different purpose
of research methodology such as defining a problem, formulating a hypothesis,
collecting and analysing information etc. (Rees and Smith, 2017). There are different
types of methodologies such as research approach, research philosophy, research
strategy, research choice, primary and secondary sources of data collection etc. These
are effective and essential methodology that will be used for attaining research aim and
objectives successfully and effectively (Singh and et. al., 2017). This section of
methodology includes different types of methodology which will be explained as below:
Research philosophy: It introduces to the set of principles that will helps
researcher in collecting, analysing and using of quantitative or qualitative data from
research philosophy. Positivism philosophy is useful for gathering and evaluating of
quantitative data, whereas interpret philosophy is essential for qualitative data (Markoulli
and et. al., 2017). Therefore, both types of philosophies are effective but according to
the current study, positivism philosophy is valuable and useful because it assists
researcher in gathering, analysing and using of quantitative or numerical data within
minimum time period. Interpret is second type of philosophy that is not useful within an
investigation because it requires qualitative that that takes more resources, maximum
time and also not provide valid outcomes (Haak-Saheem, Darwish and Al-Nasser.,
2017). For effectively considering the present investigation work, positivism philosophy
has been applied by the researcher as it is supportive in effectively conducting
quantitative research with the support to gathering data in numerical aspects. Thus,
positivism philosophy is imperative for the effective assessment of quantitative research
based on identifies the training and development related issues in Middle East to
ascertain the influence over professional growth of the business. as in this, information
is gathered with determination of actual facts that are based on detailed investigation
(Anderson, 2017).
Research approach: It refers to the process and approach of analysing
information regarding the specific field of study. This section of the methodology
15

classified into two parts which are data collection and data analysis. In data collection,
qualitative and quantitative are two types and in data analysis, there are two types
which are inductive and deductive. According to the data analysis, inductive and
deductive are two terms of research philosophy that used for evaluating data about the
topic. Inductive approach is use for analysing qualitative data, whereas inductive
approach is applying for analysing quantitative information. Thus, both are essential
approaches of research but for analysing information regarding the HRM in middle east,
deductive approach is suitable and valuable (Atwood, 2020). As it helps researcher in
analysing of quantitative information without consuming additional time and also cost.
Inductive approach is another approach that is not useful for carrying out present
investigation because it is based on qualitative data and also need maximum sources.
Therefore, deductive approach will be used for analysing quantitative information
regarding the current topic. Thus, the deductive approach is the widely suitable aspect
for quantitative research as it is mainly imperative to effectively execute quantitative
research. The deductive research approach mainly starts through a theory, developing
hypotheses from that theory, and then collecting and analysing information to test those
hypotheses effectively. In this existing research theories and hypothesis are developed
over the aspect of analysing the training and development related issues in Middle East
to ascertain the influence over professional growth, thus this renders effective
descriptive analysis to grantee valuable results (Fenner, 2020).
Research strategy: This will help researcher in carrying out of full dissertation
effectively. The research strategy can include a various approach, such as case study
research, action research, experimental research, systematic literature review,
interview, or a survey. These are main types of research strategies that will be essential
and important in collecting of information about the specific field of study (Rees and
Smith, 2017). According to the current investigation, survey and systematic literature
review are useful strategies. With the use of systematic literature review, researcher can
easily gather secondary information from books, articles, publication research, journals,
magazines and many other sources relevant to the existing topic. Survey will be used
for gathering primary information about the topic. For this, questionnaire will be applied
as a technique of survey for gathering primary data or information regarding the topic.
16

Therefore, both types of research strategies are useful for carrying out present
investigation in systematic and effective manner (Koohang, Paliszkiewicz and
Goluchowski, 2017).
Research choice: There are three different types of research choice are known as
mono method, multi-method and mixed method. These choice will be explained as
below: Mono method: For using this method, researcher will in gathering of one type of
data, that is following either qualitative or quantitative methodology. Mixed method: This is another choice of research methodology. For applying
this, there will be requirement of using both type of information such as
qualitative and quantitative (Mestry, 2017).
 Multi-mixed method: This method is similar to the mixed method and combines
both type of data such as quantitative and qualitative. One of the main difference
between multi-method and mixed method is, mixed method combines
methodology to set up particular set of information, multi-method does not.
Therefore, above mentioned all choice of the research methodology are essential but
for present study, mono method is useful. By using this method, research will select
quantitative data because it assists in conducting of full dissertation in quantitative and
in effective manner. Main reason behind selecting quantitative research is it not require
maximum time and also provides valid outcomes (Moore and Jennings, 2017). For
considering the present investigation work based on the aspect of identify the training
and development related issues in Middle East to ascertain the influence over
professional growth, mono research method is being applied by the researcher as in
this quantitative research approach is the most effective method as it provides detailed
analysis over the chosen study and renders suitable data within actual facts and figures.
Therefore, quantitative research is imperative in conducting systematic evaluation of the
phenomenon through accumulating quantifiable information and performing statistical,
computational and mathematical tools (Noe and Kodwani, 2018).
Data collection: There are two essential sources of data collection are called
primary and secondary. Primary data is information gathered through first-hand or
original research. Secondary research involves the summary, collation and synthesis of
17

present study. Both types of data collection sources are useful and important in current
investigation. In case of primary source, information will be collected from questionnaire.
In secondary case, data will be gathered from number of secondary sources including,
articles, books, magazines, publication research etc. These sources only used for
literature review because it will help in gathering of secondary data that results is
attainment of research aim as well as objectives in successful manner (Presbitero,
2017). Therefore, according to the present study both sources primary and secondary
are important in achievement of aim and objectives of the study.
Sampling techniques: Sampling refers to the effective process of selecting
sample from total population. There are two essential techniques or methods of sample
selection which are probability and non-probability. Both techniques of sample selection
are essential but selecting sample for current investigation, probability sampling will be
used by researcher because it not require maximum time and also facilitate in selection
of large sample. By using probability sampling, 50 respondents will be selected from
total population (Smith and Stirling, 2018).
Research instruments: This is an important part of research methodology
because it helps in collection of information from research instruments. There are
various instruments of the research such as interview, questionnaire, observation, focus
group, modelling etc. These are considered major and useful instruments of data
collection. In order to gather information about the role of human resource management
in middle east, questionnaire will be applied. This instrument will assist investigator in
gathering of primary and quantitative information in minimum time period (Widjaja and
et. al., 2017). There are different advantages of using questionnaire as a research
instrument. These advantages are comparability, scalability, fast results, practical,
inexpensive, easy analysis, no pressure, standardized etc. These are major advantages
of applying questionnaire in current investigation. 15 close-ended questions will be
prepared for collecting and analysing information about the HRM in middle east
(Markoulli and et. al., 2017).
Data analysis: It introduces to the procedure of analysing information collected
from the research instrument. According to the present study, information will be
gathered from questionnaire. This provides quantitative and primary information
18

regarding the topic. In order to analyse quantitative data that will be collected from
questionnaire, frequency distribution analysis as an analytical technique will be applied.
This technique helps in analysing or evaluating of quantitative information in minimum
time period. In this technique, researcher will require to make frequency distribution
table and after then, distributing entire table in single table according to each research
question. This will be essential and significant for researcher in analysing of quantitative
data within less time and in systematic manner (Eveland, 2018).
Although, in this present investigation work primary research is conducted to
gather first-hand information which is specific to the aspect of training and development
related issues in Middle East to ascertain the influence over professional growth.
Therefore, questionnaire is the best suitable approach which is imperative in gathering
information from the wider population and generate authentic outcome (Hurewitz, 2019).
in this analysis of the data is based over frequency table and applying micro soft excel
for the purpose of measuring the views of participants and graphs, charts, diagrams etc.
Are created to analyse the issue effectively.
Research Ethics: This is important for researcher to follow all principles
of research ethics in systematic manner. There are various principles of research ethics
including reduce the risk of harm to research participants, protect confidentiality and
anonymity of research participants, avoid using deceptive practices, provide right to
withdraw to the participants etc. (Mansfield, 2019). These are major principles of
research ethics that must be follow by researcher while doing present study. As it will
assist investigator in completion of full dissertation ethically and systematically.
However, the primary concern in an investigation is related with the consent form as it is
important for the researcher to receive consent from the participants and also ensure
them about the aspect that they can take their consent back anytime from the project.
Research also needs to ensure their participants about the appropriate maintenance of
the safety in relation to their private information as the participants are mainly
concerned about unauthorised use of their private information (Naff, 2020).
19

Chapter 4: Research Findings and Discussion
This is an important and significant part of dissertation because it helps in getting
of valid outcomes or results within less period of time. This is a part of data analysis that
introduces to the process of evaluating data or information gathered from questionnaire.
For this, quantitative information was collected and for analysing this, frequency
distribution analysis will be followed (Noe and Kodwani, 2018). It is an analytical
technique and helps investigator in evaluating of quantitative data easily and in given
time period. In this technique, investigator will require in making of frequency distribution
table. This is a table that includes frequency of respondents. After this, researcher will
distribute entire table in single table according to the research questions. This will assist
investigator in analysing of quantitative information within less period of time and in
successful manner. Along with this, Ms-Excel will also use for making graphs in
accordance to the research questions (Oren, 2017). This will be significance for
researcher in completing of full project systematically and effectively. Frequency
distribution table of current investigation will be shown as below:
Frequency distribution table
Q1) According to you, training and development is a major issue in
middle East?
Frequency
a) Yes 45
b) No 5
Q2) What are the issues related with training and development
related in Middle East?
Frequency
a) Lesser engagement of employees in the training sessions 14
b) Ineffective organisational culture 16
c) Non availability of required amount 20
Q3) Is ineffective organisational culture is a main issue of training
and development in middle east?
Frequency
a) Yes 40
20

b) No 10
Q4) What are the major trends changing training in the middle East? Frequency
a) Upskilling HR 13
b) Stimulation training 17
c) Leadership training 10
d) Blended learning 10
Q5) According to you, leadership learning is a main trend of changing
training within middle east?
Frequency
a) Strongly Agree 20
b) Agree 25
c) Strongly disagree 3
d) Disagree 2
Q6) According to you, what are contribution of training and
development in professional growth?
Frequency
a) Improved performance 20
b) Developing skills and knowledge 15
c) Increased motivation and satisfaction 15
Q7) What are the roles of human resource management within an
organisation?
Frequency
a) Recruitment and selection 20
b) Training and development 18
c) Performance management 12
Q8) Why Is practising HR in the Middle East So Different? Frequency
a) Sense of time 16
b) Unreasonable Expectations 20
21

c) Safety Concerns 14
Q9) What are the negative impact of training and development issues
on professional growth of HR managers?
Frequency
a) Trouble in conducting training and development sessions 20
b) Waste of time and money 16
c) High employee turnover 14
Q10) What measures that can be taken by government to resolve
training and development issues in Middle East?
Frequency
a) Development of policies 20
b) Development of training and development section 17
c) Providing of optimum resources 13
22

Question 1: Training and development is a major issue in middle East
Q1) According to you, training and development is a major issue in
middle East?
Frequency
a) Yes 45
b) No 5
Interpretation: From the above mentioned table or graph, it has been concluded
that training and development is a major issue of human resource management in
Middle east. This issue impacts on the professional growth of HR that turn to impact on
business performance. Training and development is the important function of HRM
because it helps in improvement of knowledge and understanding about the business
among employees. These challenges are learning and development, reinventing HR,
leadership etc. These are considered major challenges that impact on human resource
management in its professional growth as well as success.
23

Question 2: Issues related with training and development related in Middle East
Q2) What are the issues related with training and development
related in Middle East?
Frequency
a) Lesser engagement of employees in the training sessions 14
b) Ineffective organisational culture 16
c) Non availability of required amount 20
Interpretation: In this present analysis the study is being conducted to determine
the different issues related with training and development related in Middle East the
graph implemented to determine the issues are stated that here are assorted number of
issues related to the training and development in Middle East. Therefore, in this analysis
has been conducted among 50 participants and out of that 14 participants are in
concern with the aspect of Lesser engagement of employees in the training sessions,
thus as per their opinion this termed to be the major issue which is mainly raised due
training and development. Another 16 participants are in favour with the aspect of
Ineffective organisational culture, therefore, this is also another major challenge which is
developed due to inappropriate assessment of training and development sessions
within business. Remaining people in concern with the aspect of Non availability of
24

required amount therefore, this is also a major issue of training and developing within
Middle East.
Question 3: Organisational culture is a main issue of training and development in
middle east
Q3) Is ineffective organisational culture is a main issue of training
and development in middle east?
Frequency
a) Yes 40
b) No 10
Interpretation:
The another question is also being asked from the participants in relation to the
aspect that inefficient organisational structure is a main issue of training and
development in the middle East therefore the entire analysis is being executed among
50 participants and out of that 40 people are in favour with the aspect as per their
opinion in effective organisational culture is a major cause which raised issue in training
and development within middle East. leftover participants or not in connection with the
same as per their view organisational culture does not do anything in raising the issue
of training and development within middle East. organisational culture is a major aspect
which needs to be considered by the businesses for the manner of developing an
25

effective environment in which training and development could be effective for the
business to enhance their operations.
26

Question 4: Major trends changing training in the middle East
Q4) What are the major trends changing training in the middle East? Frequency
a) Upskilling HR 13
b) Stimulation training 17
c) Leadership training 10
d) Blended learning 10
Interpretation:
According to the detailed analysis of the project it has been interpreted that there
are multiple trends that are effective in changing the training in the middle East. 3 out of
50 people in connection with the upskilling HR therefore, upskilling HR helps the
business to assisting the business operations in the right manner with the appropriate
capabilities and upskilled HR also helps the business in strengthen the workforce of the
business. Another 17 participants are concerned with the stimulation training. as per
their view stimulation in training is defined as the virtual medium by which various type
of skills can be acquired and this is widely applied by businesses for the purpose of
enhancing the awareness of the business and management skills. Out of that 10
participants and concern with leadership training, as per their view leadership training is
also helps the business in providing other employees the suitable direction to effectively
27

approaching organisational operations. Remaining people are in concerned with the
aspect of blended learning as per their view this is also major trend that create change
in training in the Middle East.
Question 5: Leadership learning is a main trend of changing training within
middle east
Q5) According to you, leadership learning is a main trend of changing
training within middle east?
Frequency
a) Strongly Agree 20
b) Agree 25
c) Strongly disagree 3
d) Disagree 2
Interpretation:
According to the descriptive analysis of the project it has been determined that
20 out of 50 participants are agree with the aspect that leadership training is a main
trend of changing training within middle East. Therefore, leadership training program is
defined as a short-term program which is intended to help business to refresh or try
again later ship skills in respect to developing the leadership capabilities. Another 25
people are simply agreeing with the similar aspect as they also think that leadership
28

training is an appropriate main trend of changing training within the businesses of
middle East. 3 respondents are strongly disagreeing with the aspect that leadership
training is a main trend of changing training within middle East as per their view this is
not that effective trend for improvising the training within middle East and remaining
participants are also not in concern with the same.
Question 6: Contribution of training and development in professional growth
Q6) According to you, what are contribution of training and
development in professional growth?
Frequency
a) Improved performance 20
b) Developing skills and knowledge 15
c) Increased motivation and satisfaction 15
Interpretation:
From the detailed analysis of the entire project it has been integrated that in
different manner training and development processes contributes within the professional
growth. In this the analysis is being conducted among 50 participants and out of that 20
people are in concern with improved business performance as per their view effective
training and development sessions are helpful for the businesses in improving the
performance of the entire business. Thus, in this selected participants are the people
29

who are working within the businesses Middle East countries, thus, they are having
suitable idea about the need of training sessions and how it contributes in the growth of
the business. Another 15 participants are in concerned with the aspect of developing
skills and knowledge as per their view it is also a major aspect that it also at the
business in the manner to improvising the strength of the organisational workforce.
Leftover participants are go with the aspect of increased motivation and satisfaction as
decide that suitable employee training is also important for the business in enhancing
the encouragement of the business and also generate higher satisfaction among the
organisational employees.
Question 7: Roles of human resource management within an organisation
Q7) What are the roles of human resource management within an
organisation?
Frequency
a) Recruitment and selection 20
b) Training and development 18
c) Performance management 12
Interpretation:
The description of the above-mentioned graph has stated that there are multiple
role of human resource Management that are effectively performed within an
30

organisation. this question is raised among the 50 participants in respect to determining
the different role of human resource Management and out of that 20 people are in
connection with the aspect of recruitment and selection as per their view this is the
major role which is performed by the human resource management in the context of a
business. Another 18 participants are in concerned with training and development as
per their view at our management is the major aspect of business and has a wide their
consideration over training and development as it is effective in developing the
capabilities of employees at workplace. Remaining participants are go with performance
management as per their view this is the another key role which is also being performed
by the HR manager of a business and are liable in conducting effective assessment of
operations.
Question 8: Practising HR in the Middle East So Different
Q8) Why Is practising HR in the Middle East So Different? Frequency
a) Sense of time 16
b) Unreasonable Expectations 20
c) Safety Concerns 14
Interpretation:
31

In this entire project another question is being asked from the participants in
relation to the aspect that why is practicing HR in the Middle East is so different. As in
this survey is being conducted among 50 participants and out of that 16 participants are
in connection with the aspect that sense of time is a major cause which analyse that
sense of time is a major aspect which determines that practicing HR in the Middle East
is so different. Another 20 people are inconsistent with unreasonable expectations as
per their view this was the major aspect which identifies that practicing HR in the middle
East is so different leftover participants are in concerned with the aspect of safety
concerns.
Question 9: Negative impact of training and development issues on professional
growth of HR managers
Q9) What are the negative impact of training and development issues
on professional growth of HR managers?
Frequency
a) Trouble in conducting training and development sessions 20
b) Waste of time and money 16
c) High employee turnover 14
Interpretation:
32

The descriptive analysis of the project it has been analysed that there are
multiple negative impact of training and development issues over the professional
growth of HR manager. In this survey is being conducted among 50 respondents and
out of that 20 people are go with the option of trouble in conducting training and
development sessions therefore as per their view it is the major negative influence of
training and development issues on the professional growth of HR managers. 16
participants are go with waste of time and money as per their view training and
development is also create issue in pasting fire money and Time in appropriate
assessment of training creates higher waste of time and money within an organisation
and remaining participants are in concerned with higher employee turnover as it is also
a major issue of professional growth of HR manager as high turnover may cause a
sorted issue for the businesses in the manner to decreasing the operations of the
business and profitability.
33

Question 10: Measurements that can be taken by government to overcome
training and development issues in Middle East.
Q10) What measures that can be taken by government to resolve
training and development issues in Middle East?
Frequency
a) Development of policies 20
b) Development of training and development section 17
c) Providing of optimum resources 13
Interpretation:
According to the detailed analysis of the project it has been determined that,
therefore, here are assorted measures that can be taken by government to resolve
training and development issues in Middle East. However, the execution is being
developed among 50 participants and out of that, 20 people are in concern with the
aspect of Development of policies. As per their view, it is the best effective measure
which is effectively be implemented by businesses to attain higher growth and success.
Another 17 participants are in concern with Development of training and development
section. Leftover participants are in concern with the aspect of providing of optimum
resources. These are the best and effective measures which are widely implemented by
34

the government to addressing the issue of training and development within the Middle
East.
Discussion
Discussion and Analysis of the results to be presented and link your findings to your
objectives and literature. Therefore, this section of research is imperative in action to
enhance individual recognition in relation to a specified investigation area. In this
present investigation area, discussion is developed to determining the findings in
appropriate manner. In this present context the discussion is being conducted over the
aspect of identify the training and development related issues in Middle East to
ascertain the influence over professional growth, to conduct suitable findings to evaluate
training and development issues that affects the operations of the businesses within
Middle East.
The contribution of training and development in professional growth
From the detailed analysis of the project it has been discussed that, training and
development are two imperative aspect of management which are widely be considered
by the businesses to improvising the operations of employees at workplace. In an ever
changing fast paced business era, training and development is an indispensable
function. Training and development is one of the lowest thing on the priority list of the
most businesses, thus it organised, it is often at the persistence if the human resources
department. Therefore, the analysis of the study has also states that, training and
development creates employees more productive and effective. It is actively and
intimately connected to all the personnel or managerial activities. It is an integral aspect
of the whole management program with all its many activities functionally inter related.
In the modern business era organisations are basically work to achieve a specific
objective on which the motive of business is based on achieving higher growth and
development. Thus, training and development is an appropriate function of business
which are mainly implemented by the businesses and its management to improvising
the operations of the business at wider level. As per the valuation of the study that has
also been recognised that training and development has a huge contribution in the
development of professional growth businesses and its management are providing a
suitable of business. Therefore, trainings to their employees in the managed to
35

developing the capabilities and abilities of employees at workplace and also aid them a
suitable direction which are effective in the manner to assisting the business operations
in the direction to achieving higher growth and development. from the in-depth analysis
of the author's opinion and discussions held within the primary research is it has been
analysed that there are multiple reasons for which training and development is
implemented at workplace like training and development is important for the business in
increasing productivity, developing organisational stability and flexibility, reducing the
supervision and directions, live canonical use of resources and increasing models of
business, future manpower requirements, reducing the range of accidents at workplace,
reduction of turnover and absenteeism and so on. Therefore, these are the major
reasons for which organisations are concerned over developing training and
development session for the effective performance of the employees. From the in-depth
study executed over the aspect of training and development it has also been states that
training and development is important and significant in increasing the performance and
productivity of employees and recognised as the act of developing the skills and
knowledge of work forces for doing a specific job. Training is the primary obligation of
the management of business and needs to be employed by the higher authority and
management of the business for the reason to improvising the abilities of new as well as
old employees in respect to providing them appropriate direction or the changes that are
held within the production or operation of a business. However, an effective training is
mainly contributing towards the improvisation of the business and enhancing the
operations of workplace. As per the valuation of the study it has been determined that in
the context to the operations of middle East training and development is recognised as
a major issue as the businesses are not really much concern over providing training to
their employees and it termed as the major issue which affects the operations of the
business.
The present objective is effective as in this outcome attained from the primary
and secondary both the sources are equivalent, thus the analysis has states that,
training and development are two imperative aspects which are effectively be implement
by the businesses to enhance the entire operations and gain higher growth and
success. As per the evaluation of the participant’s views it has also been seen that,
36

training is an imperative aspect which is essential for a business to implement in
effective action to enhance the operations of the business widely. Therefore, the opinion
of participants and the authors are interconnected with each other, as the report has
states that, the emergence of training and development both are imperative for the
businesses to enhance the operations of the business at wider level. The views
provided by the authors in the section of literature and the opinion evaluation of the
chosen participants are contradictory as the outcome attained in both are aspects are
effective and evaluating that, training is an imperative aspect of human resources
management and helps the businesses to conduct the suitable operations of the
business.
The training and development related issues in Middle East.
According to the detailed analysis of the author’s opinion over the aspect of
training and developing related challenges within Middle East, it has been discussed
that, for past few decades the Middle East was socially, economically and
technologically advanced. One of the key reasons for this was its individual’s
appreciation of and openness to knowledge of and openness to skills creation and
dissemination. Middle East with a region of roughly 7, 207, 575 km2 is viewed as a
cross-country district incorporates the most piece of the Arab World for example Saudi
Arabia, Egypt, Turkey, Iran and so forth, In Middle east the obligation of the
organizations changes as jobs gets more extensive and assorted and rehearsing the
equivalent turns out to be very troublesome of the organizations. In the nations of
Middle East, the significant focal point of organization floats towards labour and they
plan appropriately. Organizations and different establishments have concerned over
rendering a representation about the developing business sectors and issues identified
with training and development programs. Middle East, offers with a chance of having an
evaluation an extension about the components liable for inappropriate administration
and expansion in the issue of training and development.
As per the analysis of the study it has also been analysed to that there are
multiple issues that are arises within the middle East related to training and
development and among them cultural surprises are recognised as the major challenge
which is mainly being faced by the businesses within the middle East. therefore, the
37

businesses placed within the middle East are carrying different values than the other
culture thus majority of people spoke Arabic, Kurdish, Hebrew, Persian and many other
different languages in Saudi Arabia and if someone belongs from the different culture
and doesn't have any idea about these languages than survival of the people within the
organisation might be typical. Therefore, in the culture of the businesses within middle
East people are do preferring their own languages and do not talk in the other
languages and people from the different areas are facing issues related with their
cultural differences. Therefore, it is important for the businesses and its management to
provide appropriate training to their employees and thought them the guidance related
with the language so that they getting more familiar with the environment of the
business and are more reliable in providing their significant efforts in thing growth
operation of the business therefore training is an efficient aspect in the context of
business as these are important in enhancing the operations of the business at wider
level. One of the significant issues is social contrast in light of the fact that in spite of
developing monetarily social and political issues assumes an effective participation.
Managing the change is also another challenge which is also recognised as an
association is normal yet opposition can be found in this also. As Middle East is
exceptionally unbending and causing alterations to can be an effect on the assessments
of their qualities and accepts. From now on, furnishing preparing alongside defending
the qualities make a type of issue the HR branches of the organization. Sense of timing
is also recognised as the major issue which is being faced by the businesses within
Middle East. In this setting where Americans are firmly bound to the clock, viewpoint of
Middle East nations is diverse as they don't share anything in like manner. Arranged
plan now and again doesn't work here as at times an individual avoid the cut-off times.
Uncertainly, Middle East nations have some severe standards and they withstand to it,
resisting the equivalent can make some genuine outcomes or punishments.
The discussion help over this specific aspect is widely interconnected with the
views of the authors provided in the literature review section and the analysis conducted
via the views evaluation of the participants. Therefore, the discusses carried out by
analysis of both primary and secondary aspects are contradictory, thus this objective is
linked to the discussion effectively, thus in the authors has stated that, There are
38

multiple issues are arises related with training and development within Middle East like
cultural differences, Dispersed Workforce, dealing with the change, Sense of Timing
and so on, thus these are influence the growth of HR within business. These aspects
are effectively interconnected with the opinion of the participants that the respondents
are in concern with the similar aspects and said that due to cultural barriers and the
language issues the professional development of the human resource are affected in
the manner of developing ineffective organisational culture, less engagement of
employees in the training sessions and the non availability of required resources.
The negative impact of training and development issues on professional growth
of HR managers.
As per the detailed analysis of the project it has been discussed that training and
development are defined as the most imperative aspect of human resources
management, therefore, this helps the businesses to attaining higher growth and
success. “The ergonomics of the work environment, state of the art equipment and the
quality raw materials can create production possible, but it is the human resources that
actually make production happen. Thus it is the major concern of the businesses is to
manage effective workforce for the intention to enhancing the operations of the
business. Human resources are imperative and crucial but expensive resources and
therefore in respect to sustain economic and efficient performance of this resources and
it is imperative to optimize their contribution to the attainment of the aims and objectives
of the business via training and development. Training is an imperative aspect and it
therefore, ensure an adequate supply of employees which are technically and socially
competent for the both departmental and management positions. As per the evaluation
of the project it has also been analysed that, in appropriate assessment of training and
development influences the growth of human resources managers, therefore,
compliance with laws and regulations, therefore, in appropriate engagement of
government norms affect the training at workplace and has a direct impact over the
growth and progression of human resources managers. The working environment of
Middle East is different from the other regions, therefore, the businesses of Middle East
follows the dominating working culture and the dominating culture of business has
created negative impact over the operations and progression of the human resource
39

managers, therefore, Trouble in conducting training and development sessions is a
major aspect which creates negative impact over the progression of human resource
managers. Due to difference in culture, the managers of business are facing issue in
making understand the obligation of the people and provide them suitable training to
execute the operations of the business, thus for resolving the challenge it is important
for the business to implementing diverse culture to improvise the operations of the
business with the suitable engagement of employees at workplace. In addition to this,
issue of communication is also a major issue which affects the progress of HR
manager. As per the analysis of the study it has also been evaluated that, due to
training and development issues, managers fail in communicating with their employees
and staff members. This is the potential reason which HR fail in attaining their targets
set within the workplaces. This terms as the key reason for which human resources
manager fails in achieving their potential aim and objectives in the manner to gaining
higher progression. Emotional and physical stability is also an another aspect which
developed negative impact over the progression of HR operations, thus the training and
development defines to the educational activity which renders to employees with the
aim to increasing their skills and experience within particular job role and
responsibilities. Due to inappropriate assessment of training and development HR
managers are fail in managing their work and also lose their emotional and physical
stability at the time of performing their specific job role. Thus for the progression
operations of HR operations the stability of employees is imperative as the retention of
employees at workplace creates positive impact over the increasing operations of the
business. High employee turnover is also a major challenge for the HR progression,
thus it is important for the management to provide suitable training for the intention to
enhancing the current capabilities of their employees as it helps the employees to be
sustain at workplace and resolving the issue of high turnover at workplace. In addition to
this, developing employee’s potential is also a major challenge for the HR management
of the business. Thus the due to in appropriate emergence of training and development
the stability of employees get hampers and due to inappropriate collaboration with
employee’s managers are not able to motivate employees at workplace and this create
issue in the progression of the business.
40

Chapter 5: Conclusion, Recommendation and limitations and
suggestions to inform future research
A conclusion is recognised as the imperative aspect of the research as it is the last
section of the research which provides a suitable discussion over the findings of the
project. The aspect of conclusion is defined as the thesis and summary of the key
aspect of the project for the reader and with the help of this appropriate outcome of the
project is analysed effectively. On the other hand, recommendation is also an
imperative aspect of the research as it helps is defining the suitable suggestions over
the conclusion of the project. In the context to this present investigation work, entire
evaluation is based on identify the training and development related issues in Middle
East to ascertain the influence over professional growth, conclusion and
recommendations are imperative in providing suitable analysis in the manner to
determining the potential issues faced by the businesses of Middle East in imperative
manner. In addition to this, in this analysis limitations and suggestions to the future
development are also determined in the manner to finalising the aspects that are
imperative in resolving the limitations effectively.
Conclusion
After the analysis executed over the aspect of determining the training and
development related issues in Middle East to ascertain the influence over professional
growth, it has been concluded that, training and development is the most recognised
aspect of Human resources management and the managers of the business are widely
concern over providing training to their employees and attaining higher growth and
success. The Middle East is a cross-country area in Afro-Eurasia which especially
incorporates Turkey halfway in South-east Europe and all of Egypt generally in North
Africa. The expansiveness of commonplace human asset duties inside the Middle East
is a lot of wide just as assorted as rehearsed in the United States. Generally, United
States home-grown human asset obligations are a subset of obligations of most human
asset experts in the region. Moreover, to the typical list of obligations like recruiting,
preparing, representative relations, execution the board, pay the executives, worldwide
human asset generalists are relied upon to oversee bringing home of real remaining
parts and furthermore belongings, give fundamental coordination and help in case of
41

criminal capture, give out with espousal and family issues, and backing labourers with
starting lodging and furthermore transportation needs. Alongside this, previously
mentioned all these are significant issues of preparing and advancement that impacts
on proficient development of human asset supervisor in Middle East. Issues identified
with the preparation and improvement increment worker turnover that consequently
consequences for proficient development of human asset director. The continuous and
rapid social and economic growth if the UAE, mainly during the last few decades has
needed business to develop at a pace rarely found within developed country. Therefore,
the entire analysis of the study has shown that Emirate businesses are very much
aware of the best training and development practices as executed in their foreign
counterparts or which they mainly opt similar tools and strategies. The detained analysis
of the project has also states that, the continuous development of the UAE economy
owes much to the vision and policies of its rules and legislations, while the occurrence
of the UAE's business enterprises are mainly owes much to the resoluteness, open-
mindedness and progressive cognition of their owners and management. Therefore, in
a country with a harsh climate and few natural resources other than oil and gas, Emirate
businesses basically have incontestable their abilities within enhancing any possible
business opportunities. The businesses have been quick to learn from their rival
businesses and they have tried they best to emulate their attainment through never
being slow to adapt or change. It is also unsubtle that the UAE's businesses are well
placed to hold back their present regional growth and those they will soon be playing a
progressively essential part in international trade, thus significantly contributing to the
continuing economic growth of the country. Therefore, the study has also states that,
Middle East is recognised as the rich country in the manner of natural resources such
as oil and gas. Therefore, the countries involved in the Arab Gulf countries like United
Arab Emirates, Bahrain, Kuwait, Oman, Qatar, Saudi Arabia countries and so on mainly
suffer the issue of shortage in skilled and unskilled manpower. Thus the issues have
influences the professional development of the human resources managers. The
suitable professional development within the HR segment is imperative to enhance the
operations of the business widely. The shortage of skilled labour leads to the high
dependence over the foreign labour and this may result in the higher rate of employee
42

turnover. The shortage of skilled labour due to inadequate educational system and the
low population size in the countries, issues related with culture like wide tradition,
religion and the values that plays an essential role in this shortage. Training and
development plays an important role in professional growth of HR, thus the suitable
training leads the businesses in the manner to acquiring the suitable resources and
improvising the operations of the business. In the context to business, it is obligated for
the human resource managers to find the suitable work force for the execution of a
particular task, then training helps the businesses in overcome the weakness of the
employees and enhance the operations of the business effectively. As per the analysis
of participants views within the primary research it has also been analysed that, training
and development also plays an important role in reducing the turnover of the
businesses via enhancing the approach of the business with the increasing
performance of the employees at workplace. The in-depth analysis over the training and
development within the project it has also been stated that, there are multiple issues
related with training and development related in Middle East like cultural surprises,
Dealing with the change, Sense of Timing, Dispersed Workforce, thus these all
influences the operations of business, thus, cultural surprises is a major concern as
within the countries of Middle East people are working within the similar culture and
prefer to speak in specific languages like Arabic, Turkish, Kurdish, Persian and not
prefer to speak in another languages and this may create major issues in the growth
operations of the business, it is quite tough for the people from different culture to
understand their concern and cooperate with the other team members. In addition to
this, training and development also raise multiple negative impact over the professional
growth of HR managers within the organisations of Middle East, as in the countries of
Middle East culture is dominating and this influences the profession development of HR
managers in the manner to raising issues in communication, emotional physical
stability, developing employee’s potential and so on. The analysis of the study has also
states that, it is important for the businesses within the Middle East in the manner
enhancing the operations of the HR management. There are multiple measures that can
effectively be opt by the government of Middle East in response to resolving the issues
raised by the training and development. As per the evaluation of the report it has also
43

been determined, that, the government is concern over developing suitable policies and
laws in respect to developing the training and development, Development of training
and development session, Providing Optimum Resources, Global force, Technological
and digital convergence and so on, thus, these are imperative in nature to enhancing
the operations of human resources and attain higher growth and success.
Recommendation
After the analysis executed over the aspect of identify the training and
development related issues in Middle East to ascertain the influence over professional
growth, it has been analysed that, training and development is the major considered
area of the human resources management as the suitable management of training and
development helps the business in attaining higher growth and success. Therefore, as
per the analysis of the project it has been recommended to the businesses within
Middle East to implement effective measures to managing the efficient workforce at
workplace and attaining higher growth and success. From the analysis of the project it
has been recommend to the government to implement suitable policies in relation to
training and development for enhancing the professional growth of human resources
management. Thus the suitable policies are imperative in nature to obligate the
businesses to provide suitable training session to their old as well as new employees to
improvising their business operations.
From the analysis of the study it has also been recommended to the government
of middle East to implement effective training and development sessions for the
businesses as these are obligated by the businesses to implement in the actual action
for the intention to improvising the operations of the business entirely. Therefore, it is
important for the business to implement effective and attractive training sessions which
are effective in nature to enhance the working ability of employees and also overcoming
the weaknesses of employees at workplace. in addition to this analysis of the project
has also been recommended that the government of the middle East should implement
flatter organisational structure as it is imperative for the business in implementing
different leadership styles which are supportive in nature and helps the business in
increasing the working ability of employees and also motivate them towards
implementing their significant efforts in the growth operations of the business.
44

According to the valuation of the performance of human resource within the middle
East countries and its business is it has also been recommended to the government of
middle East to implement suitable technologies and digital coverage. Therefore, suitable
implementation of effective and innovative advancement will help the business in
conducting effective operations and also reduces the efforts of humans at workplace.
The high involvement of digital advancement will decrease the efforts of humans and
this may lead the business in the manner to resolving the errors that are arises among
the employees and improvising the operations of the business. The implementation of
global forces is also a major suggestion for the government of middle East to
improvising the working ability of employees at workplace thus, due to high competition
the businesses in the modern era are concerned over developing diversity at workplace
as it increasing the innovative working and the unique ideas will help the business to
adding their operations in the manner to achievement of higher development. However
this recognised as the best possible way for the government of middle East to improvise
the ability of employees working within from the analysis of the study it has also been
suggested to the business's stated within the middle East from the analysis of the study
it has also been suggested to the businesses stated within the middle East to hire
people with unique ability and skills as the appropriate uniqueness will help the
business to emerging new ideas and the operations that will result in enhancement of
the operations and increasing the profitability of the business.
Limitations of the Research
In the present research context, both primary and secondary research is
implemented to conduct an evaluation in appropriate manner. Therefore, there are
assorted limitations which restrict the effective completion of the project. In the context
to conducting primary research the major limitation is faced by the researcher is related
to the consent form as it is imperative for the researcher to receiving consent from the
participants in relation to consent form for receiving consent from the participants in
relation to the aspect of taking effective part in the project. The another limitation of this
research is the interest of the participants as the participants are not much willing to
provide specific information as they are not much interested to provide information
about their specific subject. The provided time for execution of the dissertation is also a
45

major limitation for the research, as a wide dissertation needs large time duration in
which suitable implementation of activities are imperative with the prescribed in nature.
For resolving the issue of time it is imperative for the researcher to design a time scale
in which suitable activities are implemented with the provided time, as it is effective in
better execution of the project activities in appropriate manner. Furthermore, secondary
research will be executed to enhance theoretical framework, in which information
gathered though the published books, articles, journals and so on. Hence, in the
execution of secondary research, researcher is facing the issue in authentic sources,
thus for resolving the issue of authenticity it is important for the researcher to select the
most authentic and appropriate sources to which are imperative in providing data that
are connected to the similar research area. These are the major challenge of the
research which needs to be addressed for the effective execution of the project and
reaching at the suitable outcome to generate valuable result.
Reflective Statement
An investigation is mainly conducted to resolve an issue effectively; this it is a great
opportunity this is great opportunity for me as I have been getting a chance to execute
in an investigation over such a big topic related to identifying the training and
development related issues in Middle East to a certain the influence over professional
growth. Thus, it is a wider investigation area which helps an individual in enhancing in
appropriate abilities and skills in the manner of training and development and the
related issues which are being faced by the Middle East and the business is operated
within the same region. As per the in-depth analysis of the project it has been analysed
to that in this particular project I have been seen that quantitative research is mainly
being applied by the researcher in the manner to gathering suitable information that are
specific to the project. quantitative research is the best approach to conduct in-depth
analysis with analysing actual facts and figures the potential advantage of this approach
is that it is effective in providing descriptive analysis as in this information is being
gathered with an actual facts and figures in addition to this the another benefit of this
method is that it is based in quantitative aspects as in this information is being gathered
with statistical and mathematical aspects. The key demerit of the quantitative approach
is that in this information is really over quantitative aspects and there is huge in chances
46

of misleading information’s. as it is only descriptive in nature as this information is
gathered within a descriptive manner. Furthermore, I have also been recognising that
deductive approach out of the research approaches is the most suitable told to conduct
quantitative analysis as it is providing why does support to the quantitative study and
helps in providing descriptive data which are based on implementation of theories and
hypothesis. analysis of the study has also making me clear that this approach is well
suited for the quantitative Research and also helps in adding the entire project in the
right manner to reaching at the specific results. however, the key advantage of this
approach is that it is relay over quantitative aspects and in this information accumulation
is based on the development of specific theories and hypothesis that are really over a
specified investigation topic. Deductive approach works from general to specific and in
this information of communication is based on observation of others and people are not
really interested to provide authentication information and this may lead the
investigation and wrong direction.
In addition to this I have also been recognising the value of using appropriate
Data collection tools that are important in an investigation to generate suitable outcome.
Therefore, in the context to this present investigation work both primary and secondary
tools are applied by the researcher as these two are effective in nature together
equivalent information that are specific to the aspect of training and development within
the Middle East. Hence, primary research is being conducted by the application of
survey in which questionnaire is being conducted to gather relevant information as it is
the best approach together specific information. the potential advantage of primary
research is that it is imperative in nature to provide specific data that are never being
accumulated before or in this gathered information are real in nature. on the other hand,
the key demerit of this approach is that it is quite time-consuming in nature as in this
information is being gathered from the participants which may takes time to complete
the project. Despite from this, secondary research plays an important part in in
developing theoretical perspective over a specific area and provides direction to
enhance individual’s recognition about the subject. In this information of communication
is mainly in compasses over the secondary sources like books, journals, articles and so
on. Thus, the key benefit of this approach is that in this information accumulation is
47

based on previous investigation and it is easy for the researcher to carry out the
research in a right direction. the another benefit of this approach is that it is quite time
saving and cost effective in nature than the other Data collection tools. On the other
hand, the significant demerit of this approach is that the secondary information can be
general and beg you and many not really help the researcher to reaching at the
potential outcome. Therefore, some time data collected from the secondary sources are
not much accurate and reliable in nature that is specifically interconnected with the
topic.
Although, I have also been seen that, in this present evaluation primary research
is being conducted together authentic and reliable information based on a specific
subject. Therefore, there are assorted tools of conducting primary research like survey,
questionnaire, observation, interview, case study and so on. In this present research
questionnaire is being select to gather primary research as it is quite effective in
gathering information from the wider population. Hence, interview can be considered as
the best alternative source to gather primary information at the place of questionnaire,
but it is more time consuming than the questionnaire as in this personal around has
been conducted in which individual session has been conducted to gather information
about the investigation subject. As well as it is more time consuming than the approach
of questionnaire.
As per the evaluation of this specific research I have been recognition that, a
wide dissertation over a specific aspect also enhance my academic skills, as now I am
more confident regarding the execution of an another project related to the research
filed. I have gained a lot idea about the management of time while the execution of a
research project, thus I have been recognition that my ability of managing research
activities is enhanced as I got the idea of managing activities with the assistance of
designing a time frame. In addition to this, my ability of information accumulation has
also been increased as I am having the potential idea of gathering information from the
most suitable sources. Hence, the enhanced abilities will be aiding benefits for me in
execution of my future projects in more liable manner. Now, I am feel confident in
effective execution of the future projects in more imperative manner the chances of
issues are decreased.
48

49

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54

Appendix
Questionnaire
Q1) According to you, training and development is a major issue in middle East?
a) Yes
b) No
Q2) What are the issues related with training and development related in Middle East?
a) Lesser engagement of employees in the training sessions
b) Ineffective organisational culture
c) Non availability of required amount
Q3) Is ineffective organisational culture is a main issue of training and development in
middle east?
a) Yes
b) No
Q4) What are the major trends changing training in the middle East?
a) Upskilling HR
b) Stimulation training
c) Leadership training
d) Blended learning
Q5) According to you, leadership learning is a main trend of changing training within
middle east?
a) Strongly Agree
b) Agree
c) Strongly disagree
d) Disagree
Q6) According to you, what are contribution of training and development in professional
growth?
a) Improved performance
b) Developing skills and knowledge
c) Increased motivation and satisfaction
Q7) What are the roles of human resource management within an organisation?
55

a) Recruitment and selection
b) Training and development
c) performance management
Q8) Why Is practicing HR in the Middle East So Different?
a) Sense of time
b) Unreasonable Expectations
c) Safety Concerns
Q9) What are the negative impact of training and development issues on professional
growth of HR managers?
a) Trouble in conducting training and development sessions
b) Waste of time and money
c) High employee turnover
Q10) What measures that can be taken by government to resolve training and
development issues in Middle East?
a) Development of policies
b) Development of training and development section
c) Providing of optimum resources
Other appendixes to attach:
 Ethic and consent forms
 Logbook (I need to see this to complete my section and sign it)
 (Copy Right Declaration form to put in front of the final dissertation which I also need to
sign)
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57