Impact Of Training And Development On Organizational Performance

Research Objectives

The research methodology plays an imperative role in analyzing the suitable method, approach, and technique to collect the feasible information with respect to the impact of training and development on the organizational performance. There are certain factors that could consider in the research methodology like research approach, research philosophy, research strategy, data collection method, data analysis method, sampling method, research limitation, and ethical consideration (Konings and Vanormelingen, 2015).  These are discussed as below:

Research philosophy could be used to put the philosophy into the study. Consequently, it could be imperative for obtaining the reliable result in the context of research concern. In this, different kinds of methods are considered like interpretivism, positivism, and realism philosophy.  For this study, the positivism philosophy has practiced by the researcher to collect factual information with respect to the current research matter (Dhar, 2015).

Research philosophy could support to get theoretical information about the current matter. There are certain kinds of methods that are considered in the research philosophy like inductive and deductive approach. In addition, the inductive approach is used to obtain conceptual information and feasible result. The deductive approach is used to make a hypothesis on the basis of collected information. In this, the deductive approach has used by the researcher to make a hypothesis and accept and reject them on behalf of the research. It could be effective to obtain the feasible result (Hafeez, and Akbar, 2015).

In the research study, two kinds of research are considered by the researcher like qualitative and quantitative research.  The qualitative research method enables to collect conceptual information about research matter. The quantitative research method could support to obtain numerical information with respect to the research matter. For this study, the researcher has used mixed data collection method to obtain feasible information about the study. Moreover, the mixed data collection method enables to obtain advantages of both data collection method like qualitative and quantitative data collection method. It could support to improve the quality of research outcome (Awan and Tahir, 2015).  

Research strategy plays an imperative role in effectively conduct research and get a reliable outcome. There are different kinds of research strategy that are considered in the study like descriptive, exploratory, and explanatory research design.  For this research, the researcher has practiced descriptive research design method as it could enable the researcher to identify the relationship between two or more variables (Ross, 2017).  In this research, the researcher has determined the relationship between training and development method on the performance of the employee.

Research Philosophy

Data collection method could aid to get feasible information with respect to the current research issue. There are two kinds of methods that are considered in the research like primary and secondary data collection method. The primary data collection method enables to get factual information with respect to the current research matter. There are different sources that are considered in the research like observation, interview, and survey through questionnaire method (Anderson, 2016). The secondary data collection method aids the researcher to get theoretical information with respect to the current research issue. There are many sources that could be considered in the study like academic journal, books, magazine, and company websites, online and offline sources. For this research, the researcher has used both primary and secondary data collection method. In the primary data collection method, survey through questionnaire method has been used by a scholar to conduct the research concern. In the secondary data collection method, academic journal, books, magazine, and company websites, online and offline has used by a scholar to obtain reliable information (Konings, and Vanormelingen, 2015).  

The data analysis method could support to examine the gathered information as it could support to get a reliable outcome. There are different sources that are considered in the study like a case study, content analysis, SPSS, and Ms-Excel method. For this study, the researcher has used SPSS, Ms-excel, and literature review method to examine the collected information of research. Consequently, the researcher has capable to get realistic outcome about research concern (Dhar, 2015).

Sampling could aid investigator for identifying appropriate sample size from the whole population to conduct the study. In this, there are two kinds of methods that are considered like probability sampling and non-probability sampling method. The probability sampling method facilitates researcher to randomly select the participants of research for conducting the research. Apart from this, the non-probability sampling method aids researcher to select contributors on the basis of gender, age, education, and experience (Awan and Tahir, 2015). For this study, the probability sampling method as it could eliminate biases from the study. The non-probability sampling method could not be used by the researcher to conduct their study caused of a higher probability of biases in the research. For this research, the researcher has select 50 employees of Oman Oil to conduct their research.

In the research study, the research limitation could decline the quality of research outcome (Ross, 2017). Lack of resources, time, and cost could directly influence research outcome.  In this, the researcher has considered such factors to eliminate the negative possibilities from the study and make a reliable result.               

Research Approach

The ethical consideration could enable research scholar to conduct the study in an appropriate manner. In this, the researcher has considered many factors to conduct the study like plagiarism, data manipulation, university guideline, and unique language. In this, the researcher has used the ethical norms to conduct the study and obtain reliable information about research issue. In addition, researchers have to use ethical norms and secure the confidential information of research participants during research as it would be imperative for making an effective relationship with participants for the long term. It could also support to improve quality of research matter (Awan, and Tahir, 2015)

Demographic factor

Table 1: Gender

gender
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	male	29	55.8	58.0	58.0
female	21	40.4	42.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

 

Chart 1: Gender

With respect to the above chart and table, it is illustrated that investigator has selected 29 male and 21 female for conducting their research concern as it demonstrates that researcher gives more importance to male as compared to the female.        

Table 2: Age-group

age-group
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	21-24	14	26.9	28.0	28.0
25-28	9	17.3	18.0	46.0
29-32	11	21.2	22.0	68.0
33 and above	16	30.8	32.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

 

Chart 2: age-group

As per the above chart and table, it is addressed that 16 out of 50 research participants come under the 33 and above age group for conducting the research concern. Moreover, it is also evaluated that total of 18% of research participants are coming under 28 age group.

Table 3: working experience

working experience
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	less than 3 years	9	17.3	18.0	18.0
4-8 years	23	44.2	46.0	64.0
9- 12 years	10	19.2	20.0	84.0
More than 13 years	8	15.4	16.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

On the basis of above table and chart, it is illustrated that 23 out of 50 respondents had more than 4-8 years of experience in this field. In addition, it is also found that only 16% of research participants had more than 13 years of experience.        

RO1: To evaluate the impact of training and development on employee performance at Oman Oil

In this, the researcher asked the questions related to the impact of training and development on the performance of employees at Oman Oil. The obtained outcome is discussed as below:

Table 4: economic success

economic success
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	11	21.2	22.0	22.0
Disagree	11	21.2	22.0	44.0
Neutral	8	15.4	16.0	60.0
Agree	11	21.2	22.0	82.0
Strongly agree	9	17.3	18.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

As per the above chart and table, it is examined that 20 out of 50 respondents were agreed that the training and development method could directly influence the performance of employees. They seek that economic success can be gained by focusing on training of human resources. Apart from this, 21 out of 50 participants are not agreed with this statement.         

Table 5: the aim of training and development program

the aim of training and development program
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	9	17.3	18.0	18.0
Disagree	5	9.6	10.0	28.0
Neutral	8	15.4	16.0	44.0
Agree	16	30.8	32.0	76.0
Strongly agree	12	23.1	24.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

From this table and chart, it is found that 56% out of 100% respondents seeks that the major aim of training and development programs is to improve employee’s competencies for the performance of tasks in an effective and efficient manner. Apart from this, 26% of 100% contestants disagreed with this statement.      

Research Strategy

RO2: To analyze training and development programs of Oman Oil

In this research questionnaire, the investigator asked to their research participants about the programs of training and development. The following table and chart demonstrate the outcome in the context of research concern:

Table 6: training act as a motivation

Training act as a motivation
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	9	17.3	18.0	18.0
Disagree	9	17.3	18.0	36.0
Neutral	12	23.1	24.0	60.0
Agree	11	21.2	22.0	82.0
Strongly agree	9	17.3	18.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

From the above table and chart, it is found that 20 out of 50 research participants believed that training act as a motivation for employees to accept change in the process of change management. It is also observed that 18 out of 50 contributors were not agreed with this statement.         

Table 7: the reason for training

reason for training
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Improvement of knowledge	12	23.1	24.0	24.0
Improvement of skills	15	28.8	30.0	54.0
Improvement in abilities, behaviour, attitude	11	21.2	22.0	76.0
All of the above	12	23.1	24.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

From the above table and chart, it is also addressed that there are many factors that could be caused of conducting training and development method at the working place like Improvement of knowledge, Improvement of skills, and Improvement in abilities, behavior, & attitude. Apart from this, it is also found that 30% of the respondents seek that training and development could be imperative for improving the skills of employees. Only 22% of participants seek that improvement in behavior, attitude, and abilities could be possible by using the training and development method.   

RO3: To analyze the problems of training and development at Oman Oil

In this survey through a questionnaire, the researcher asked the questions related to the training and development issues at Oman oil. The following outcome demonstrates the opinion and thoughts of participants towards issues of training and development:      

Table 8: a lot of investment

lot of investment
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	11	21.2	22.0	22.0
Disagree	9	17.3	18.0	40.0
Neutral	11	21.2	22.0	62.0
Agree	12	23.1	24.0	86.0
Strongly agree	7	13.5	14.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

From the above table and chart, it is found that 40% of respondents seek that a lot of investment is required for Oman Oil in order to provide the training and development to employees. Apart from this, it is also found that 22% of respondents are neutral about this statement while rest of them disagree with this statement.   

Table 9: the problem of training and development

the problem of training and development
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Hectic employee schedules	11	21.2	22.0	22.0
A dispersed workforce	12	23.1	24.0	46.0
Lack of engagement	15	28.8	30.0	76.0
Different learning habits	12	23.1	24.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

The problem of training and development

From the above table and chart, it is also found that there are many reasons that could be caused of key problem of training and development at Oman Oil like hectic employee schedules, a dispersed workforce, lack of engagement, and different learning habits. It is also found that 15 out of 50 respondents seeks that lack of engagement could be a major key issue of training and development.               

RO4: To evaluate the influence of information technology on training and development  

Data Collection Method

In this, the researcher asked to their research participants towards the influence of information technology on training and development. The following   outcome is obtained in terms of information technology impact on training and development: 

Table 10: information technology 

information technology
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	10	19.2	20.0	20.0
Disagree	7	13.5	14.0	34.0
Neutral	18	34.6	36.0	70.0
Agree	10	19.2	20.0	90.0
Strongly agree	5	9.6	10.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

As per the above table and chart, it can be concluded that 15 out of 50 respondents seeks that researcher will agree to that Information technology has its own importance in the training and development while rest of them does not agree to this statement. 

Table 11: Highly experienced trainer

Highly experienced trainer
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Strongly disagree	4	7.7	8.0	8.0
Disagree	12	23.1	24.0	32.0
Neutral	19	36.5	38.0	70.0
Agree	10	19.2	20.0	90.0
Strongly agree	5	9.6	10.0	100.0
Total	50	96.2	100.0
Missing	System	2	3.8
Total	52	100.0

From the above chart, it is found that 30% out of 100% respondents seeks that training is offered by the highly experienced trainers on video calls can highly impact on employee’s performance while 38% did not agree nor disagree to this statement.   

Interview related question

RO1: To evaluate the impact of training and development on employee performance at Oman Oil 

Do you believe that training and development have an impact on employee performance at Oman Oil?

From the Interview method, most of the participants seek that training and development have an impact on employee performance at Oman Oil.

RO2: To analyze training and development programs of Oman Oil

What is the role of training and development program of Oman Oil?

Most of the respondents seek that training and development program could support to improve employee’s competencies for the performance of tasks in an effective and efficient manner.

RO3: To analyze the problems of training and development at Oman Oil

What are the challenges of training and development at Oman Oil?

 From the interview method, most of the contributors seek that there are many challenges of training and development like hectic employee schedules, a dispersed workforce, lack of engagement, and different learning habits.     

How can information technology influence the training and development at Oman Oil?

As per the above table and chart, most of the research participants seeks that the influence of information technology on training and development.

Conclusion and recommendation 

To evaluate the impact of training and development on employee performance at Oman Oil.

From the above interpretation, it can be concluded that the economic success can be increased by emphasizing on the training of human resources. It can be evaluated that Oman is rich in natural resources and financial support. All practices of company entail workforces and no manager can gain the achievement without a high level of performance. It can be evaluated that training and development can impact on the performance of employees at Oman oil.    

Data Analysis Method

To analyze training and development program of Oman Oil. 

It can be summarized that the key intention of training and development program is to enhance the competencies of workforces for the task performance in a successful way. It can be concluded that the delivering training initiatives are an accountability of human resource department of a corporation. Different kind of training is presented to workforces in order to improve the performance of employees. Motivating training is significant to enhance the skills, knowledge, and behavior of employees at every stage. It can be also concluded that training is used to develop the future career. Training and development program is beneficial for employees within Oman Oil.

To analyze the problems of training and development at Oman Oil.

It can be concluded that training act as a motivation for workforces to accept modification in the procedure of change management. It can be evaluated that managers avoid the fear and try to build new knowledge, skills and competencies. It can be also summarized that change is an essential element of organizational success in the current times. Training and development program encourages workforces to demonstrate a high extent of performance within Oman oil. It can be also concluded that workforces can motivate through training and development but, a lot of investment is made by the organization. Training and development also provide different benefit to employees within the company. It can be also summarized that different challenges faced by the company due to training and development at Oman Oil.

To evaluate the influence of information technology on training and development.

 From the above interpretation, it can be also concluded that there is a different reason to offer the training within an organization like enhancement of knowledge, skills, abilities, attitude, and behavior. It is evaluated that successful corporation provides training and development program to new workforces for enhancing their performance and making enhancement in abilities, skills, and knowledge. It can be concluded that the behavior has its own significance as human resource manager should focus on the behavior of workforces for shaping it in a favorable way. It can be evaluated that the expected work can be attained by workforces through training and development. Oman oil can be competent to perform the job in a predicted way by accomplishing the expectation of manager. It can be also summarized that the information technology can impact on the training and development at Oman oil.     

Sampling

To evaluate the impact of training and development on employee performance at Oman Oil.

It can be a recommendation that on the job training can be a beneficial strategy for Oman oil as it overcomes the stresses of employees through hands-on experience. For peer trainers, the company should select only those workforces who have essential experience and who will express their interest in becoming a trainer. The peer trainers should develop step by step program to bring basic job task proficiency and providing hands-on training to new workforces and should also combine the departmental manager and human resources department (Ross, 2017).  Oman oil should also provide the customer service training. It should also offer automated software program or automated tutorials. Oman oil should set the new hires on computers to go through the basic overview of customer service procedures process and steps. The company can also pay to exercise the automated training program to workforces. This approach will give might workforces to broader perspectives regarding services (Anderson, 2016).  

To analyze training and development program of Oman Oil. 

It can be suggested that role-playing is a significant strategy that employers can use in any condition. Customer service, sales, and keep personnel should be placed in regular role-playing training initiatives in order to learn how to deal with the customer situation. In role-playing, a manager can play a significant part in customers by instructing the workforces on how to deal with the customers. For illustration, if Oman oil is making a new strategy then it would affect the customer’s ability in terms of returning the product. The customer service representative can play the role of superiors in order to learn what to tell customers and how to respond the customer questions (Konings and Vanormelingen, 2015).  

To analyze the problems of training and development at Oman Oil.

It can be also suggested that employers can use the off-the-job training to offer workforces an opportunity to learn more from the setting of work. Employers can select other formats like e-learning apart from classroom training. The learner can work at their own pace in a self-contained e-learning program. It can also move through modules, completing the assessment, learning new tasks, and sometimes trying tasks. E-learning can involve discussion with other respondents, training videos, games, and circumstances where workforces must choose the feasible result (Dhar, 2015).  

To evaluate the influence of information technology on training and development.

It can be also recommended that actual work setting and a close approximation of work setting should be designed by Oman oil to influence the information technology on training and development. Training situation should match with the condition of work as closely as possible. Under the on-the-job training, employees should provide specific instruction related to job tasks.  The company can develop the new skills like operating a cash register, selling services with feedback and observation by coach. It can also hire a right trainer to provide the training (Hafeez and Akbar, 2015).

References

Anderson, D.L., 2016. Organization development: The process of leading organizational change. Sage Publications.

Awan, A.G. and Tahir, M.T., 2015. Impact of working environment on employee’s productivity: A case study of Banks and Insurance Companies in Pakistan. European Journal of Business and Management, 7(1), pp.329-345.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

Hafeez, U., and Akbar, W., 2015. “Impact of Training on Employees Performance”(Evidence from Pharmaceutical Companies in Karachi, Pakistan). Business Management and Strategy, 6(1), pp.49-64.

Konings, J. and Vanormelingen, S., 2015. The impact of training on productivity and wages: firm-level evidence. Review of Economics and Statistics, 97(2), pp.485-497.

Ross, J.E., 2017. Total quality management: Text, cases, and readings. Routledge.