The paper "Impact of Training and Development on Employee Satisfaction and Organizational Performance" is a good example of a management research proposal. Initially, a number of organizations have not recognized the importance of employee training and development yet jobs are accomplished through people. In this regard, the study aims to investigate why training and development policies are implemented and the behaviour of organizations towards their employees. The specific objectives will be to identify the common training and development strategies of employees in the UK hospitality industry, to determine the extent to which training and development programs have been successfully implemented in the UK hospitality industry to enhance employee and organizational productivity and to assess the impact of training and development on ensuring that an organization becomes ethically and socially responsible to different societal needs and challenges.
A literature review of other scholars’ perception on the subject has been evaluated to determine who should be responsible for employee training and development, to discuss the Cost-effective Approaches to Employee Training and Development and to assess the impact of ethics training and corporate-responsibility on employee satisfaction.
A methodology for this research has been provided where questionnaires and focus group will be used as the main techniques of data collection. Secondary sources, in particular qualitative sources such as books, web-based sources, journals and articles will as well be considered for this study. The data collected through questionnaires and focus group will be analyzed using the SPSS software to determine whether objectives have been achieved or not like the findings for the final report. 1.0 Introduction Organizations rely on people for their businesses. Therefore, it becomes quite clear that the expansion and development of business can be realized only if training and development of people have been effectively implemented (Work Force 2006).
Training and development of employees is a critical part of human resource management because it changes attitudes, the working approach as well as the knowledge and skills of employees (Sahinidis & Bouris 2008). Employee training is a human resource management role where then expertly works with employees as learners so as to transfer to the key knowledge and skills to enhance their current jobs (Steve & Kozlowski 2009).
On the other hand, development is the on-going and multifaceted training activities required to change individual or organizational performance to a different threshold of performance to prepare for future roles in the job (MacNamara 2008). The study aims to investigate why training and development policies are implemented and the behaviour of organizations towards their employees. Other scholars’ perception on the subject of employee training and development has been evaluated to determine who should be responsible for employee training and development, to discuss the Cost-effective Approaches to Employee Training and Development and to assess the impact of ethics training and corporate-responsibility on employee satisfaction.
A methodology has been provided to achieve objective one and two where questionnaires and focus group will be used to collect data on the attitude of employees on training and development. However, secondary sources, in particular qualitative sources such as books, web-based sources, journals and articles will as well be considered under literature review for this study. Possible conclusions will be drawn based on the critical analysis of the existing literature and data collected from specific hotels in the UK.
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