Managerial Research Report: Training and Development in Organizations

This managerial research report investigates the impact of training and development provisions on employee retention within organizations. The report examines the challenges faced by management, the importance of training methods, and the relationship between employee motivation and company loyalty. It highlights the issue of employee retention, using Telegate telecommunications as a case study, and emphasizes the need for a regular flow of funds to support training and development initiatives. The research aims to analyze the impact of training and development on employee retention, identifying the importance of training activities, identifying employee retention processes, analyzing the impact of training and development opportunities in Telegate, and recommending new policies. The research follows a deductive process, using primary and secondary data, including questionnaires and literature reviews. The findings are presented with graphical representations, along with limitations and directions for future research, and recommendations based on the research.

Running head: MANAGERIAL RESEARCH
Managerial research
Name of the student
Name of the university
Author Note:

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Introduction
The following report has been prepared to analyze the impact of the provisions for the
training and the development opportunities have on the retention of employees in the different
organizations by the management. The report identifies the background and the problems and
issues faced by the management while carrying out the tasks. The importance of training
methods is developed and determined properly in the following research. The research
establishes a relation between the employees and the company by means of using different kind
of motivational tools to retain the employees within the organization.
Background
The biggest problem faced by the managers of the company to channelize the operations
of the business in a smooth manner is the retention of the employees. Often the failure to
implement the different types of retention plans within the organization draws flak and leads to
problems within the organization. The research has highlighted the example of Telegate
telecommunication where the absence of a regular flow of finance can be difficult to train
employees and motivate them at the same time. The regular flow of funds is thus necessary for
the organization to both motivate and train the employees accordingly. The presence of highly
skilled, trained and educated employees is necessary for the business as because it helps the
organization to attract more customers as customers generally prefer organizations with highly
developed skills and experience in the market. However employees may not be retained and the
loyalty may not exist in the absence of a proper training method.

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Management Problem
The main problems in the management of the business is the weakened power of the
management as they fails to provide proper, efficient and skillful training to the employees. This
problem has led Telegate to a backward position in the market and has led to a substantial fall in
the profit margin. Moreover, most importantly the absence of the training program has narrowed
the cultural aspects of the company and has led them to the failure of retaining employees for a
long time and also led to the absence of loyalty among the present set of employees working for
the company.
Research Objectives
The aim of the research is to analyze the impact of the provisions of training and
development in the retention of the employees. The objectives of the research will help to attain
the aims of the research. The objectives of the research are as follows;
 To identify the importance of the development and the training activities of the
employees
 To identify and gather information on the ways by which the company identifies the
retaining process of the employees
 To analyse the impact of training and development opportunities in employee retention in
Telegate
 To recommend different policies for new opportunities in training and development

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Research Questions
The research questions have been prepared based on the objectives of the research. They
are as follows;
1. What are the importance and the impact of the training and development opportunities in
the retention of the employees in the company?
2. How can the productivity level of the company as well as the employees be changed
through efficient training?
3. What can be the ways or the methods of the training and development of the employees
in Telegate?
4. Does different kinds of innovations in training lead to the increase the skill levels of the
persons employed with Telegate?
Summary of the Literature Review
The training process is generally defined as the development of knowledge and skills
among the workforce of the organization. The most important job of training the employees is to
perform the job and the responsibilities of the organization in an organized, proper and efficient
manner. Training empowers the employees to perform their job responsibilities better which
ultimately translates into the performance of the entire organization. Other researches on the
same topic add to this opinion by mentioning the training develops the efficiency of the
employees which ultimately allows organisations to align their employees with the future
business strategies. The management of the strategic human resource is important for the
business as because an efficient strategic management system is the key to the success of the
organization. In the following research the strategic management strategy of Telegate and the

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issues that lie in between the implementation of such kind of strategic rules have been discussed.
The researcher has used a number of different themes as well as theories to explain the total
matter in the following research. Training and development enable an organisation to improve
the skills and competencies of its employees to its future business strategies. This enables
business organisation to take advantage of the knowledge and skills of the employees in the long
run. The time when the employees get opportunities to contribute towards the growth of their
employer organisation, the experience in job satisfaction encourages them to continue their
tenure with the organisation. The organisation as a result is able to form long term strategies
based on its present employees and also recognise the trainings which have to be imparted to the
employees to operate according to the new plans. That is why employees view training and
development as positive signs of profession growth and continue to serve their current employer.
Thus, training and development of employees of Telegate lead to longer retention of employees.
Some of the main themes that have been discussed in the review are:
Training and Human Resource Management:
The Human Resource Management Theory, Employee Retention theory and the
Customer Satisfaction Theory have been used in this particular context to get a clear and
transparent idea of the impact of provision on training and development in Telegate industries
Private Limited. Training has been termed as one of the most important concepts of the Human
Resource Management Theory. The following theory highlights the importance of the business
organization in order to maintain the human resources to gain a strategic competitive advantage
in the global market.

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Training, retention of Employees and Satisfaction of Customers:
Training and Employee retention theory are used extensively to satisfy the customers in
the market. The main framework used in the theory is the Human Capital Theoretical
Framework. Training and development have often been hailed as the core organizational
strategy that helps in the retention of the employees and also leads to a growth of the capital. The
human capital generally comprises of the skills, ability and experience possessed by the
organization in order to manage the demands of the customers by retaining the skilled and the
loyal employees. The issues faced by Telegate can be mitigated by the implementation of the
Human Capital Theoretical Frtamework in an efficient and phased manner.
Summary of the Research Methodology
The research will follow the deductive research process to identify whether an efficient
training program can actually help in the retaining of the employees in an organization or not.
While the researcher will also find it easy to use the proven research theories and models like
training and retention theories, Human Capital theory and some more of them to complete the
research. The use of both the primary and secondary research data will make the research a more
effective one. The primary researches are based totally on the collection of responses from the
employees of Telegate while the secondary resources were collected from the data received from
the magazines and journals of the organization.

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Presentation of the Research
Interview Questionnaire of the research is as follows;
1. Does the training process of the employees helps in their development?
a) Agree
b) Disagree
c) Strongly Agree
d) Strongly Disagree
e) Neutral
Department 1 Department 2 Department 3 Department 4 Department 5
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
2. Do you think that the training and development programs are of utmost importance to
the organization?
3. Agree
4. Disagree

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5. Strongly Agree
6. Strongly Disagree
7. Neutral
Department 1 Department 2 Department 3 Department 4 Department 5
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
8. Is pre training more suitable than on job training or both are needed?
9. Agree
10. Disagree
11. Strongly Agree
12. Strongly Disagree
13. Neutral

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Department 1 Department 2 Department 3 Department 4 Department 5
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
14. Thus in depth analysis selection of trainers more suitable than selecting an internal
trainer?
15. Agree
16. Disagree
17. Strongly Agree
18. Strongly Disagree
19. Neutral

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` Department 1 Department 2 Department 3 Department 4 Department 5
0
1
2
3
4
5
6
Yes
No
Both of them
Neutral
20. Can Employees be retained on the application of proper training and development
programs?
21. Agree
22. Disagree
23. Strongly Agree
24. Strongly Disagree
25. Neutral

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Department 1 Department 2 Department 3 Department 4 Department 5
0
0.5
1
1.5
2
2.5
3
3.5
4
Yes
No
Maybe Yes
Maybe No
Neutral
26. Is strategic Human Resource management important for the proper performance of
the employees in the organization?
27. Agree
28. Disagree
29. Strongly Agree
30. Strongly Disagree
31. Neutral

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Department 1 Department 2 Department 3 Department 4 Department 5
0
0.5
1
1.5
2
2.5
3
3.5
4
Yes
No
Maybe Yes
Maybe no
Neutral
32. Is proper financing required for the maintenance of a healthy system of training and
development in the organization?
33. Agree
34. Disagree
35. Strongly Agree
36. Strongly Disagree
37. Neutral