Case Study on TAQA Atrush B.V Company

Abstract

The research investigated the impact of training and development on employee efficiency: a case study of TAQA Atrush B.V Company. The study hypothesis was "the implementation of training, as well as development programs, determines the level of employee efficiency." The thesis looked at two main variables including training and development as well as employee efficiency and how the two relate in the work environment to achieve effectiveness. Data were collected from 102 respondents including 100 employees and 2 managers in the company. Google Survey was used to distribute the questionnaires to employees, and the researcher conducted interviews for the human resource manager as well as the competency training and development adviser. Thematic analysis for the meetings and statistical techniques such as Microsoft Excel, and Statistical Package for Social Sciences (SPSS) software were used for data analysis. Reliability of the questionnaire was measured by administering the data to SPSS and tested it using the Cronbach's alpha for measuring the consistency of how aspects within the results are closely related. The relationship between the variables does confirm that the training and development at TAQA impacts on employee efficiency. Besides, the findings reveal a positive relationship between the variables.

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Introduction

Background to the Study

The workforce in a company determines its good performance. Employees are prime assets for an organization and its operations to ensure growth and survival in the competitive environment (Amadi 2014). Therefore, a company should work to provide its workers with training and development to enable them to remain committed, motivated, and skilled in executing their duties within the business. The effort of training workers is directly related to the quality of human resources in a business and in in turn employee effectiveness. Some of the organizations consider training as an essential aspect for employee motivation and effectiveness. Business has a responsibility for assessing, establishing and satisfying worker training and growth needs to enhance their effectiveness when performing duties and serving the organization (Asfaw, Argaw and Bayissa 2015) That way, businesses can exploit the inherent capabilities of the workforce including their contributions, employability, and potential after gaining more knowledge and skills from the learning and development opportunities provided continuously in the organization.

The increased competition in the global market has led to businesses focusing on each and every aspect of operations (Elnaga and Imran 2013). The management in organizations is now questioning every function and process on how they can add to the attainment of the strategic goals. The training unit has the mandate of overseeing this responsibility and take action on meeting employee training and development needs. The training departments are now pressurized to show their value within the business as organizations are spending a lot of time, energy as well as money to train workers. However, the change from these training and development sessions for employees are not visible most of the times when looking at their effectiveness and organizational performance (Pallavi and Kulkarni 2013).

This implication calls for companies to take crucial measures in ensuring that training and development useful within the business operations. The management should have a well-planned training and development strategy that aligns to the systematic implementation to enhance employee effectiveness and ultimately the organizational performance. Well trained employees can perform their duties effectively (Nassazi 2013). Staffs influence the organization achievement of its targets based on performance. Organizations should realize the importance of training staff in achieving improved performance. Since workers are a essential for an organizations' success, implementing measures that augment their influence towards the achievement of the aims and objectives of the company is critical. The current research will be investigating the impact of training as well as development on staff efficiency with reference to the TAQA ATRUSH B.V. Company in the Kurdistan Region of Iraq (KRI).

Training and development are defined as the structured and methodical adaptation of conduct by learning (Amadi 2014). It takes place after people are educated, following the given instructions, developing the needed skills and knowledge as well as the planned experience. Training workers in a company is equipping them with required abilities, attitudes and knowledge for addressing their responsibilities in the workplace. Development of employees entails providing them with crucial competencies to help them meet the environmental demands and adaptability to change in the future.

The Background of TAQA ATRUSH B.V

The meaning of TAQA in Arabic is energy. The TAQA ATRUSH B.V Company is based in the Kurdistan region of Iraq. TAQA operates the ATRUSH Block in the northwest, Erbil with the field site in ATRUSH District located in Duhok. The company possesses the largest share in the block with other partners such as the General Exploration Partners and Marathon (TAQA 2018). The TAQA ATRUSH B.V Company embraces crucial ethical standards in running its operations safely and sustainably. Currently, the organization goals are aligned with the Abu Dhabi Economic Vision 2030 that promotes the achievement of a sustainable economy promoted through the knowledge-based industry.

There are over 200 employees working on the ATRUSH project in TAQA headquarters, KRI. The company has a powerful purpose and a clear vision to embrace the future with shared values. By embracing shared values, all employees pull in the same direction towards achieving the organizational goals. Based on its purpose of operations, the TAQA ATRUSH B.V Company in KRI aims at improving the lives of people and brings them prosperity through the production of energy. The company delivers affordable and reliable products including energy, water, and gas. Its workforce ensures to make a difference when delivering solutions to people. Its values promote the building of an ensuring business that makes its people proud.

The TAQA ATRUSH B.V Company focuses on three sectors including oil and gas, energy and water. Therefore, the main operations for the business are water desalination, power generation, pipelines, gas storage, gas and oil exploration, and production. The organization gives its employees an opportunity to grow and expand their skills as they work. Staffs are allowed to advance their careers in an environment that is challenging and exciting. The success of TAQA has been based on recruiting smart and passionate workers. The company participates in in-house knowledge building, expertise, and experience. These training and development goals are key to achieving sustainable success and long-term performance of the business. Every employee joining the company is assured of growing and achieving their potential (TAQA 2018).

Statement of the Problem

Employee training is a critical component in achieving the goals and objectives of a business (Amadi 2014). Sustaining effectiveness of employees requires the optimization of their contribution to the organization. Training and development motivate and involves staff in aspects that enhance their effectiveness in the company. One function of employee management in an enterprise is to create situations that promote the realization of the latent potential or workers (Saleem, Shahid, and Naseem 2011). Without this focus, an organization will have staff not committed to the organizational success. The scope of evaluating training and development needs in a company should focus on what the initiative will contribute to the big picture of the business including employee efficiency. Developing worker abilities serve the ultimate purpose of improving employee effectiveness that in turn achieved performance results (Singh and Mohanty 2012). Therefore, training activities should have the effect of addressing the competitiveness of employees in the industry at the individual, organizational and international level.

In TAQA ATRUSH B.V Company in KRI, the success of the business is built on the recruitment of passionate and smart people. Training and development focus is on building in-house skills, knowledge, expertise, and experience to achieve employee effectiveness and organizational success. The company wants to see its workers' contribution to the business, people who have the capability to become part of the TAQA success, take responsibility and help in shaping the organizational culture. In that case, they must work the TAQA Way by becoming leaders with the ability to embody the business culture and their actions shaped by the company values. The workers must learn the way of interacting with each other among themselves, the business and all the other stakeholders including customers, industry partners, community, investors and the government. Therefore, there are training needs that must be identified and met to ensure all employees meet the demands of working the TAQA Way. The TAQA ATRUSH B.V Company must conduct training and development sessions and workshops for its employees in areas such as products, systems, customer service, management, and leadership, as well as quality assurance.

Research on the topic of training as well as development has not been conducted in the context of the TAQA Company in KRI. Also, there are no studies on the training of employees and its influence on worker efficiency in relation to energy companies. Past researchers have researched in the subject focusing on how it affects staff performance (Barzegar and Shahroz, 2011), productivity (McDowall and Saunders, 2010), and behavior (Pallavi and Kulkarni, 2013). Barzegar and Shahroz (2011) addressed the effect of on-the-job training on the performance of employees and found out that employees gain new understanding and expertise, build organization values and improve their performance by undergoing job training courses. The courses influence employee performance even though the level of change in the company is below the expected standards. Pallavi and Kulkarni (2013) reviewed training and development as well as quality of work. Their findings revealed that training is significant to challenge the format of business and obtaining competent employees. Training enhances the quality of work from staff by making changing their behavior, attitudes towards the job and improving their morale.

McDowall and Saudners (2010) evaluated the UK manager's notions of training and growth of workers and revealed that the conceptualizations of the topic vary depending on the organization. Through formal training, companies improve employee job-related skills. However, there other non-job related skills that cannot be achieved through formal training. Therefore, a combined approach towards training and development in organizations will be valuable in addressing both job and non-job related skills for workers. The above studies are only but a few of those undertaken on the subject of training in organizations. From the previous findings, a researcher established that there is no study that focuses specifically on developing employee effectiveness. There is an existing gap in the knowledge, literature, and research about the topic of training and development and its impact of employee efficiency in energy companies calls for a research in the area. Therefore, the current research will examine the impact of training and development on employee efficiency:...