RESEARCH PROJECT-A proposal

hello there i need a research project of 3000 word i have done it but it is bad prproposal need to be rewrite ill attache the template and the proposal done by the student i need the same running title and the same goals also i have the feedback from my supervise he asked me to rewrite again because of the reference , the sources use and the most important thing the English used is too weak ….
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Sohar University
Faculty of Business
BUMG 4103A
RESEARCH PROJECT-A
TYPE THE TITLE OF YOUR PROJECT HERE
SID
STUDENT NAMES
SUPERVISOR:
Dr. Shweta Belwal
DATE OF SUBMISSION:
DD MMMM 20YY
CONTENTS
ABSTRACT …………………………………………………………………………………………………………………………………………………. 3
INTRODUCTION ………………………………………………………………………………………………………………………………………… 4
PROBLEM STATEMENT ……………………………………………………………………………………………………………………………. 4
OVERVIEW …………………………………………………………………………………………………………………………………………………. 4
RESEARCH QUESTION/HYPOTHESIS ……………………………………………………………………………………………………………….. 4
RESEARCH OBJECTIVES ………………………………………………………………………………………………………………………….. 5
BACKGROUND AND SIGNIFICANCE ……………………………………………………………………………………………………….. 6
RESEARCH DESIGN AND METHODS ……………………………………………………………………………………………………….. 7
OVERVIEW …………………………………………………………………………………………………………………………………………………. 7
POPULATION AND STUDY SAMPLE …………………………………………………………………………………………………………………. 7
SAMPLE SIZE AND SELECTION OF SAMPLE ………………………………………………………………………………………………………. 7
SOURCES OF DATA ………………………………………………………………………………………………………………………………………. 7
COLLECTION OF DATA …………………………………………………………………………………………………………………………………. 7
DATA ANALYSIS STRATEGIES ……………………………………………………………………………………………………………………….. 7
ETHICAL CONSIDRETAIONS …………………………………………………………………………………………………………………………… 7
TIMEFRAMES ………………………………………………………………………………………………………………………………………………. 7
STRENGTHS AND LIMITATIONS OF THE STUDY …………………………………………………………………………………… 8
REFERENCES …………………………………………………………………………………………………………………………………………….. 9
APPENDICES …………………………………………………………………………………………………………………………………………….. 10
APPENDIX 1: QUESTIONNAIRE……………………………………………………………………………………………………………………… 10
2
ABSTRACT
Background
Methods
Results- Expected results
Discussion and Conclusion
3
INTRODUCTION
PROBLEM STATEMENT
Overview
Research Question/Hypothesis
4
RESEARCH OBJECTIVES
5
BACKGROUND AND SIGNIFICANCE
This is your literature review.
6
RESEARCH DESIGN AND METHODS
Overview
Population and Study Sample
Sample Size and Selection of Sample
Sources of Data
Collection of Data
Data Analysis Strategies
Ethical Considretaions
Timeframes
7
STRENGTHS AND LIMITATIONS OF THE STUDY
8
REFERENCES
Use the APA Style of referencing.
9
APPENDICES
Appendix 1: Questionnaire
10
11
12
THE ROLE OF TRAINING AND DEVELOPMENT IN
ENHANCING PERFORMANCE OF EMPLOYEESCASE STUDY OF SOHAR UNIVERSITY
A
ABSTRACT
Background
Methods
Results- Expected results
Discussion and Conclusion
INTRODUCTION
Training is an organized activity for increasing the knowledge and skills of people for a
definite purpose (Salvi, 2000). And ,Organizational development is the steps considered
by the university to improve the performance of a particular sector using modern tools
and new ideas and experts in this sector to obtain the maximum return or output of the
output of this sector.
Training is important to us as individuals and there are many training courses that help us
to develop our skills in work and in life. The objective of the training is to develop the
skills of the employees or increase their knowledge of what benefits them in their work or
their lives. Therefore, the inability of the staff to benefit from the training course is
considered a failure of the training course provided by the institution. There are several
reasons for training failure for example : The training programs used have nothing to do
with work; Many training programs are held just for the consumption of the training
budget without interest in choosing the appropriate training programs and studying the
training needs.as well, The trainees were selected according to the director’s wishes and
not according to actual work needs; Some are considered training programs is an award
given by the manager to those who love and therefore find someone unrelated to the
subject of training attend the training program while the employee who needs the work
does not attend. And other reasons that lead to the failure of training at the institution.
The training programs provide several benefits to the organization: Increase productivity
and organizational performance. Providing employees with the skills and knowledge
necessary to perform their functions helps them to efficiently perform tasks, reduce lost
time and material resources used in production. Leading to an understanding of the
Organization’s overall policies, thereby increasing staff performance through their
knowledge of the Organization’s objectives. Helps to update and update the information
in accordance with the various variables in the environment. Training also benefits other
employees: Helping employees improve their understanding of the organization and
clarify their roles and Help them solve their work problems.
The training develops workers, develops motivation towards performance and creates
opportunities for growth and development of employees. the Low performance of the
efficiency indicates that it is necessary to intervene directly in human resources
management to take all necessary actions to manage the intervention increases individual
performance to the required values and raise the productivity to high standard level .
It is well known that human resources management has four main elements:
Acquisition, Development, Motivation And Retention . The effectiveness of the
individuals, depends on their efficiency through adopting different policies that will
achieve the desirable performance and capability that required to perform its role .
One of the most important policies followed by the Human Resources Department to fill
the gap of skills deficiency of the employees is to take the training process as it means
changing of individuals and encourage them to use different methods in performing their
work in accordance with the requirements of raising the level of creativity and innovation
for the benefit of the organization and its personnel. Their work must be in line with the
aspirations of raising the level of creativity and innovation for benefit of the Organization
and individuals. Features the business world an increasing knowledge, constant
technological change, employment and innovation in all aspects to improve the economic
with information services.
The use of advanced technological applications, globalization, ICT, global knowledge,
growth and sustainable development is in line with globalization. As a result, education
and training are the main component of competition strategies for investments in staff
mind capital, as they provide high levels of training and thus achieve the highest level of
performance and productivity.
To explain, the importance of training to obtain an innovative environment in line with
the requirements of the times and able to achieve goals and to fulfil the goals of
individuals and organizations.
PROBLEM STATEMENT
Overview
To increase productivity and performance of employees and competitive whether local
or global, financial and material resources are available, so focus on human resources to
invest them through training and develop their skills knowledge and competencies.
Therefore, the main problem is the weakness of the company in the training methods that
lead to its employment without the ability to compete with organizations similar services,
whether local or imported (Amir Elnaga, 2013)
Research Question/Hypothesis
1- How traininig effect the employees’ performance in the Sohar university?
2- What are Methods And Techniques using in Training?
3- what are the Problems Associated With Management Development?
Hypothesis:
On the basis of literature review and above theoretical framework we came to develop
following hypothesis:
Ho:”There is not a significant relationship between employee training and employee
performance
H1: “There is a significant relationship between employees training and employees
performance Ho: “There is not a significant relationship between employee development
and employees performance “.
H2: “There is a significant relationship between employee development and employees
performance “.
Ho:”There is not a significant relationship between employees training and productivity
H3: “There is a significant relationship between employee training and productivity ”
RESEARCH OBJECTIVES
1-to determine the traininig effect the employees’ performance in the Sohar university.
3- to determine the Methods And Techniques using in Training.
4-to determine the Problems Associated With Management Development.
BACKGROUND AND SIGNIFICANCE
The instrumentality of training and development can never be over emphasized. This is
especially in today’s business world that has increasing competitive business
environment, climate change and other emerging global changes which ensure the
continued dynamism and uncertainties enveloping the business world (Cole, 2004). In
particular, the rapid contemporary advances in technological changes which made
training a necessity in almost all works of life
This accelerating rate of change and global competition has made training and
development into an important personal, organizational and national issue (Jonathan,
2013). Training and development is now recognized as critical to competitive success
which makes most organizations to be looking carefully at their human resources
budget. With businesses needing to tighten their belt, one of the areas which ought to be
considered indispensable is training and development. The success of every business
depends on its staff and it has been found that people work most satisfactorily when they
have confidence in their employer, their surrounding and particularly in the performance
of their jobs. Obviously, a single factor contributes to creating this sense of confidence
(Salvi, 2000). But possibly more than anything else, effective induction, i.e the
introduction of everything surrounding a person’s job, through training and skills
necessary to do their jobs are responsible for creating the confidence which can lead to
a person doing his job in a competent and satisfactory manner.
Training and development is seen as a process being done in a continuous basis and it
is costly. Perhaps that is why some myopic employers are asking as to whether they can
afford it. Instead, James (2009), suggest the right question as follows: “While many
organizations may be asking the question, can we afford to spend ontraining and
development? a more pertinent question would be, can we afford “not” to spend on
training and development?
1- Meaning And Definition Of Training And Development.
Training:
Training is an organized activity for increasing the knowledge and skills of people for a
definite purpose (Salvi, 2000). It involves systematic procedures for transferring
technical know-how to the employees so as to increase their knowledge and skills for
doing specific jobs with proficiency
Flippo, as cited in Chhabra, (2006), “training is the act of increasing the knowledge and
skills of an employee for doing a particular job”. It involves the development of skills that
are usually necessary to perform a specific job. The purpose is to achieve a change in
the behaviour of those trained and to enable them to do their jobs better. Training makes
newly recruited workers fully productive within a short period of time. It is also important
for the old employees whenever new machines and equipments are introduced and or
there is a change in the techniques of doing things. In fact, training is a continuous
process in which managers continuously engaged in training their employees to ensure
positive changes in knowledge, skills and attitudes of the workers (Cole, 2004). The
purpose of training is to bring about improvement in the performance of work. It includes
learning of such techniques as are required for better performance of definite tasks
Despite the fact that employee training has no universal accepted definition; its basic
idea remains the same. Below are few scholarly definitions. Barau (2008), training can
be defined as a process, which is planned to facilitate learning so that people can
become more effective in carrying out aspects of their work. Similarly, Byars, (2000),
argued that, training is a learning process that involves the acquisition of skills, concepts,
rules, or attitudes to enhance the performance of employees
Development:
Management development consist of all activities by which managers learn to improve
their behaviour and performance. It is designed to prepare them for higher jobs in the
future.
Chhabra, Ahuja & Jain as cited in Chhabra (2006), “management development is the
process by which mangers acquire not only skills and competencies in their present jobs
but also capabilities for future managerial tasks of increasing difficulty and scope”. Thus
management development is a planned, systematic and continuous process of learning
and growth designed to induce behavioural change in individuals by cultivating their
mental abilities and inherent qualities through the acquisition, understanding and use of
new knowledge, insights and skills as they are needed for effective managing.
Development of managers takes place not only by participating in formal courses of
instruction drawn by the organization, but also through actual job experience in the
organization. It should be recognized that it is for the organization to provide
development opportunities for its managers and other employees. But an equal, perhaps
more important, counterpart to the efforts of the organization are those of the individuals.
Selfdevelopment is an important concept in the whole program of management of
development. The participants must have the capacity and motivation to learn and
develop themselves.
Training And Development:
Nickells, (2007), training and development includes all attempts to improve productivity
by increasing an employee’s ability to perform. While in the words of Chandan, (2007),
training and development is the process of developing knowledge, skills and behaviours
in people that will enable them to better perform their current and future jobs.
What Is The Difference?
Jayavel, K. has noticed the following differences between training and development:
Training is imparted to a person where it is needed; whereas development is a
continuous process. A person if helped to learn on a particular technology, it is said to be
training; whereas if a person is imparted on few aspects which might not be required
directly to his profile but which influence his work like managerial skills is known as
development.
Training is generally given to the operational level employees and development is done
for middle level and top level executives.
Training need analysis is done to capture the training requirements of a resource;
whereas development activities are based on the role of the employee.
Training focuses on short term needs whereas the development is highly focused on
long term needs. For example, training is a sort of organised event whereas
development takes place in a continuous basis. (eg job rotation)
Training specifically focuses on making the employee learn about a new technology or
new advancements in his routine process; whereas development is done for the
enhancement of the personal qualities of an employee. In a nutshell, training is a narrow
term; whereas development is a broad term.
2-Effective training and development programs aimed at improving the employeesâ??
performance. Training refers to bridging the gap between the current performance and the
standard desired performance. Training could be given through different methods such as
on the coaching and mentoring, peers cooperation and participation by the subordinates.
This team work enable employees to actively participate on the job and produces better
performance, hence improving organizational performance.
Training programs not only develops employees but also help an organization to make
best use of their humane resources in favour of gaining competitive advantage.
Therefore, it seems mandatory by the firm to plan for such a training programs for its
employees to enhance their abilities and competencies that are needed at the
workplace, (Jie and Roger, 2005)
Training not only develops the capabilities of the employee but sharpen their thinking
ability and creativity in order to take better decision in time and in more productive
manner (David, 2006). Moreover it also enable employees to deal with the customer in an
effective manner and respond to their complaints in timely manner (Hollenbeck, Derue
and Guzzo, 2004)
The importance of training on the employee performance, through ccelerating the
learning process, is mentioned in many researches (e.g. McGill and Slocum, 1993;
Ulrichet al., 1993; Nonaka and Takeuchi, 1995; DiBella et al., 1996). Employee
performance, achieved through training, refers to immediate improvements in the
knowledge, skills and abilities to carry out job related work, and hence achieve more
employee commitment towards the organizational goals (Huselid, 1995; Ichniowski et
al., 1997). Kamoche and Mueller (1998) mentioned that training should leads to the
culture of enhancing learning, to raise employee performance and ultimately higher
return on investment (in training) for the firm
3- Methods And Techniques Of Training On-the job training:
this is most fundamental type of training. The employee being trained on the job
immediately begins his or her tasks and learns by doing, or watches others for a while
and then imitates them, right at the work place. Naturally this can be quite effective or
disastrous, depending on the skills and habit of the person being watched. It is obvious
the easiest kind of training, it minimizes the problems of transfers of learning and it does
not disrupt normal company operation. The major disadvantage is that the trainee could
pick up bad habits.
Apprenticeship programmes: in this system, a learner works alongside an experienced
employee to master the skills and procedures of a craft. Sometimes, it involves
classroom training. Many skill works such as plumbing, electrician, …
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