a study on motivation through effective training and development on employee performance

Research Proposal
Safwan
Table of Contents
Introduction................................................................................................................................2

Research Problem.......................................................................................................................3

Problem..................................................................................................................................3

Problem Statement.................................................................................................................3

Research Aim and Objective......................................................................................................4

Research Aim.........................................................................................................................4

Research Questions................................................................................................................4

Research Objectives...............................................................................................................4

Literature Review.......................................................................................................................5

Conceptual Framework..............................................................................................................7

Hypothesis..............................................................................................................................7

Methodology..............................................................................................................................8

Sampling................................................................................................................................8

Data Collection Method.........................................................................................................8

Analyzing Methods................................................................................................................8

Time Scale..................................................................................................................................9

Code of Conduct......................................................................................................................10

References................................................................................................................................11
 Introduction

Training simply gains exceptional skills, capacities and information that are required to play
out a particular employment well. After the training, performance when measured
demonstrates that training helps in correct use of resources; that further causes workers to
accomplish firms’ and individual objectives. Trainings guarantees the profitability of the
worker. Consistent learning is a standout amongst other method for motivation to the workers
of an organization. Organizational performance is measured through various means by
various firms. Superiors embrace and give training to a collection of reasons. Possible targets
include: raising workforce abilities; expanding work efficiency; encouraging the
demonstration of new items or working procedures; upgrading laborer responsibility
regarding the endeavor; remunerating representatives; lessening work turnover; and, agreeing
to legitimate necessities. The employee performance depends on various factors. But the most
important factor of employee performance is training. Training is important to enhance the
capabilities of employees. The employees who have more on the job experience have better
performance because there is an increase in the both skills & competencies because of more
on the job experience

Late proof proposes that businesses give or attempt preparing to accomplish here and now
goals, for example, taking care of particular issues or to enable them to play out their present
employments more proficiently as opposed to accomplish longer-term destinations such as,
business development. Thus, bosses will give or attempt preparing just where they wish to
accomplish at least one of the above destinations and where they see preparing as a practical
and alluring methods for accomplishing them. Putting resources into workers helps increment
representative engagement and sense of duty regarding the association. Preparing enhances
the fulfillment level of the workers and prizes them with aggressive edge over different
representatives and changes them into profitable workers. Preparing additionally builds work
learning and abilities. It additionally extends the mind on general identity of the worker.
Preparing assumes an essential part in accomplishing business goals in a financially savvy
way. When preparing has occurred its belongings ought to be assessed. Preparing helps in
making progress and inspiring workers. Training lessens the amount of accidents and
enhances efficiency.
 Research Problem

Problem

A study on motivation through effective training and development on employee performance.

Problem Statement

Worker training is a procedure centered around communicating and training a worker with
information and instruction. The reason of workers training is to enhance the worker’s
performance or to help the worker gain a necessary level of knowledge and skill to
productively, effectively, and profitably perform his or her job. A commitment to workers
training and development by an employer is one of the significant factors in a worker’s
choice of employers and jobs. It is important in predicting whether your organization is likely
to retain a worker after hire. Worker training is also a key factor in worker motivation as well
as in worker retention. The opportunity for your workers to continue to grow and develop job
and career-enhancing skills is integral to a worker’s happiness and satisfaction with their job.
In fact, this opportunity for workers to grow and develop through training is one of the most
important factors in worker motivation, engagement, and positive morale. Your best workers,
the workers you most want to keep, thrive when they have the opportunity to grow through
worker training and development options. Through this study we are going to find out how
training and development can motivate a worker and show effective employee performance.
 Research Aim and Objective

Research Aim

The main aim of the research is to find how motivation can be given to a worker through
training and development, then how it can improve employee performance.

Research Questions

1. What are the training and development given to a worker?

2. What are the motivational factors they apply for workers?
3. How they make the training and development as a motivational factor for a worker?
4. How can training and development improve employee performance?

Research Objectives

1. Find the training and development given to a certain worker.

2. Discover the Motivational factor used by firms in order to motivate them.
3. Learn how they change training and development as a motivational factor.
4. Discover how the employee performance is measured for employees.
 Literature Review

Training is the passing on skills and knowledge in order that individuals can carry out their
present or future job roles effectively. Effective training that brings about the desired result
should in some way benefit customers and, as a result, the firm and the individual worker
trained. (Barrett, 2003) Firms provide training to their employees for many reason such as
changes to consumer needs and wants, technology, legal and trading condition. Every
training that the company execute goes through a review one in a while. The main methods
they choose are to check whether they meet objectives. Training has its own internal and
external constraints, they can be simply described: internal constraints - financial resources,
physical resources and staff skills. External constrains – economic situation, legislation,
competition and the job market.

Human resources handle the training and development division. Every company’s Human
resources division operate the training and development and human resources also set out
their functions one by one. Human resources take a very efficient part in Planning, Designing
and Delivery of Training. There are also policies for all the training and development in every
levels or positions. When it comes to planning, Training for the benefit of the company and
the employees of the company it requires to plan very carefully to meet specific needs of an
employer and employee. There are few stages when it comes for planning: Identifying
Training Objectives, identifying resources needed, Selecting the most suitable training
method, Designing the training program, Validate the training and Evaluate the Training.
Training and development are indispensable strategic tools for effective individual and
organization performance, thus, organization are spending money on it with confidence that it
will earn them a competitive advantage in the world of business. (Pareek, 2000)

However, for any organization to achieve its stated goals and objective in this competitive
world, adequate and relevance training and development of staff cannot be over emphasized.
Organization are expected to identify training need of its employees and design training
programs that will help to optimally utilize their workforce towards actualization of
organization objective. (Kennedy, 2013)
A bad training design is nothing but the loss of time and money. On the job training helps
employees to get the knowledge of their job in a better way. (Deming, 1982) People learn
from their practical experience much better as compare to bookish knowledge. On the job
training reduces cost and saves time. It is better for the organizations to give their employees
on the job training because it is cost effective and time saving. It is good for organization to
give their employees on the job training so that their employees learnt in a practical way.
(Devine, 2007) Delivery style is a very important part of Training and Development.
Employees are very conscious about the delivery style. If someone is not delivering the
training in an impressive style and he is not capturing the attention of the audience it is means
he is wasting the time. It is very necessary for a trainer to engage its audience during the
training session. Delivery style means so much in the Training and Development. (Eves,
2005)

It is very difficult for an employee to perform well at the job place without any pre-training.
Trained employees perform well as compared to untrained employees. It is very necessary for
any organization to give its employees training to get overall goals of the organization in a
better way. Training and development increase the overall performance of the organization.
Although it is costly to give training to the employees but in the long run it gives back more
than it took. Every organization should develop its employees according to the need of that
time so that they could compete with their competitors. (Braga, 1995)

It is astounding to acknowledge the way that preparation offers many advantages to the
workers and the Organization in general. Workers turn out to be more certain, dynamic and
strong to each other. (Braga, 1995) Notwithstanding this worker build up a high confidence to
accomplish enhanced execution because of preparing. The effect of this perspective
advantages workers in individual, vocation arranged and work-related learning. The
versatility of preparing to the representatives makes them conferred towards accomplishing
execution and creates solid holding with the Organization and remain longer in the
association. (Pareek, 2000)
 Conceptual Framework

Individual Variable
Dependent Variable
Motivation
Training and Development
Employee Performance

Hypothesis

H1: There is a difference in Motivation to various Training and Development.

H2: Training and Development has a positive impact on Motivation and Employee
Performance.
 Methodology

Sampling

The study sample will be of 50 employees from 2 different organization in the same
geographic area in Sri Lanka.

Data Collection Method

We will be using both primary and secondary data collection method. We will be using a
questionnaire filled with 15 questions in each questionnaire. The question will be close ended
such as five scale answers: strongly disagree, disagree, neutral, agree and strongly agree. All
questionnaires were distributed and collected by hand from the offices of the organizations in
the office timings.

Analyzing Methods

The analysis of the questionnaire will be undertaken using IBM Statistical Package for Social
Sciences (IBM SPSS). All mean and medians were calculated using SPSS. Descriptive
statistics was used to determine the independent variables and to conclude the result on the
basis of secondary and primary data. Most of the results consist of secondary data.
 Time Scale

201 Se Oct
201
p
Toda
y
Submitting Research Proposal 9/14/2017 - 9/16/2017

Preparing Questionnaires 9/18/2017 - 9/20/2017

Giving Questionnaire 9/21/2017 - 9/25/2017

Collecting Data 9/21/2017 - 9/25/2017

Analyzing Data 9/26/2017 - 9/30/2017

Preparing Final Report 10/1/2017 - 10/6/2017

Preparing Presentation 10/7/2017 - 10/9/2017

Submitting All Documents 10/10/2017 - 10/11/2017

 Code of Conduct

This study is genuinely my work and I have dedicated my endless time towards this proposal
and towards the completion of the research.
 References

Barrett, R., 2003. Training, Developing, and Motivating People. Cheltenham: Nelson
Thornes.

Braga, C. A. P., 1995. The Impact of the Internationalization of Services on Developing

Countries. Global Economic Prospects and the Developing Countries Washington., Issue
Retrieved from http://www.worldbank.org/fandd/english/0396/article s/070396.htm .

Deming, 1982. Quality, Productivity and Competitive Position. Cambridge: MIT.

Devine, T. B. F., 2007. Tourism and Hospitality Research, s.l.: s.n.

Eves, P. S. .., 2005. The management of food safety—the role of food hygiene training in the
UK service sector. International journal of hospitality management , Volume 25, pp. 278-296
.

Kennedy, C. W. B., 2013. Training professionals’ usage and understanding of Kirkpatrick’s.

International Journal of Training and Development 2013, p. 18.

Pareek, L. a., 2000. The Human Development Handbook. London: Kogan Page Limited.