Training & Dev't Programs Impact on Deterrence: Findings - Research Paper

Introduction

This section presents the findings of the study. The researcher used quantitative techniques to analyze the data including coding of data in the computer and running the regression analysis using the Statistical Package of Social Sciences (SPSS) Software. The results were presented using tables, charts and graphs and interpreted using notes.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Hypothesis Between the Findings and Literature Review

The study hypothesis was "the implementation of training and development programs determines the level of employee efficiency." The results of the research verified and confirmed the research question/hypothesis based on the information collected from 102 participants from the TAQA Atrush B.V Company. Based on the findings, it is evident that there is a positive correlation between training and development as well as employee efficiency. Additionally, the literature supports the research findings as the past studies argue that training and development have positive effects on employee efficiency in different ways. According to Sung and Choi (2014), training and development motivate employees to work and achieve better results within the company. The acquisition of the crucial job skills and understanding of the employee roles in the workplace helps the staff to concentrate on the business processes, and execution of their duties in the most effective was as possible. The development of workers is enhanced to improve their efficiency; they are trained in specific job roles that support the needed skills and experience. Valerio et al., (2014) noted that training and development of staff in the workplace enhance the strategic human resource goals through the knowledge and skills gains to improve the employees' efficiency in their work roles. Therefore, investment in training and investment programs for TAQA Atrush B.V Company is a useful initiative that enhances workers' productivity, and these results are confirmed by past literature.

Regarding the study on TAQA Atrush B.V Company, the survey from the 102 respondents confirm the validity of the training and development programs as useful tools for improving employee efficiency in organizations. The results of the study explained in the sections below present a confirmation of the research hypothesis that the implementation of training and development programs determines the level of employee efficiency. The following parts follow the arrangement of the survey questions to explain how the obtained analysis backs the hypothesis. There were questions to collect personal information and others that aimed at collecting information regarding training and development at TAQA Atrush B.V Company. Even though the targeted respondents were 102, only 85 were able to return their responses, and the researcher used this number to base the analysis, presentation and interpretation of the findings.

Figure 4.1: Age

The results show that 81.2% of the participants in the study were male while 18.8% were female. It shows that there are more men in the TAQA Atrush B.V than women. It was an important question that helped the researcher in obtaining general information about the respondents.

Figure 4.2 Age Group

The age group of the participants was below the retirement age. The highest number of respondents were aged 30-40 years, 44.7%. Those aged between 40-50 years were 23.5% and less than 30 years was 23.5%. Those above 50 years were few. It shows that the majority of the working staff at TAQA Atrush B.V Company are young people below the age of 40 years. This is an age group associated with energy and hard work to achieve more excellent performance for an organization. The age group information was necessary to understand the characteristics of the respondent from the company to evaluate their capability to answer the questions as anticipated.

Figure 4.3 The Length of Working in the Company

42.35% of the respondents had worked for TAQA Atrush B.V Company for 3-5 years, 29.41% for 5-9 years and 18.82% for 1-2 years. The others had worked for the business for less than a year. These findings reveal that TAQA retains its employees for a long-term and this is an indication of growth for the employees over the years of work within the company.

The Number of Training and Development Programs Attended Within a Year

Figure 4.4 Number of Sessions Attended in One Year

As per the results, 43.53% of the participants indicated that they had attended one training and development session within a year, 32.94% had participated in two, and 12.94% had participated in three meetings of training and development programs within the company. Others had participated in four and five courses within a year. The remaining had not involved in any training and development programs within one year. As per the findings, it is evident that TAQA is a company that concentrates on training its workers to improve their efficiency. Based on the most extensive rating of the employees, they attend at least one session of training and development in a year. It shows that every year, the organization makes an effort to train and develop its employees by undertaking different programs to build on employee knowledge and skills to execute their roles more efficiently. These results support the views of Voegtlin et al. (2015) and Kaya and Ceylan (2015) that companies must identify the training and development needs for employees and take the initiative to provide the programs where and when necessary to improve the skills and knowledge of the staff. The assessment helps in identifying the proper approaches to delivering the training and development programs to improve employee efficiency in the workplace (Kim et al., 2016).

Achievement of Targets as a Result of Attending the Training and Development Programs

Figure 4.5 Employee Achievements of Targets

The attainment of targets by employees after attending the training and development programs shows that 40% of the respondents were able to achieve their employee efficiency goals at the rate of 60-80%. 25.9% achieved their objectives at the rate of 0-20%, 16.5% made at the rate of 40-60% while 15.3% completed their goals at the rate of 80-100%. These findings indicate that the training and development programs undertaken at the company are productive towards employee efficiency. The workers were able to account for their success after attending the training and development programs within a year. In the study of Rothewell et al. (2018), it was revealed that training and development programs have an objective of improving personal and organizational performance. Therefore, the employees at TAQA Atrush B.V Company were able to account for their enhanced personal growth as a result of attending training and development sessions.

Promotion of Improved Efficiency at Work after Attending the Training and Development Programs

Figure 4.6 Promotion of Improved Efficiency

The highest percentage of the participants, 71.8% indicated that they had tried to promote their improved efficiency at work after attending the training and development programs. 20% were not confident of their demonstration of improved efficiency while 8.2% had not. It shows that the attendance of training and development programs is taken positively by staffs in the company who apply the skills and knowledge gained from those sessions to promote improved efficiency in the workplace. According to Bell et al. (2017), employees who attend training and development programs enhance organizational competitiveness. A large number of respondents supported this view by demonstrating their improved efficiency after obtaining new skills from the provided applications.

Employee Turnover Rate as a Result of Training and Development Programs

Figure 4.7 Employee Turnover Rate

The rate of employee turnover at TAQA Atrush B.V Company decreased as a result of the training and development programs provided within the institution. 74.1% said yes, 9.4% said no while 16.5% had no idea about the impact of the employee turnover rates as a result of the training and development programs. These findings confirm the argument of Aguenza and Som (2018); Kumar and Pansari (2015), Hanaysha (2016), and Moone et al. (2014) that turnover rates reduce in organizations when employees are provided with training and development programs. Workers feel empowered through training and development as they gain skills that help them achieve personal and organizational objectives. They improve their productivity while the organization gains by increasing the retention rates. Albrecht et al. (2015) add that it is difficult for workers to decide to quit from a company if they regularly engage in training and development programs.

Staff's View of the Provision of Training and Development Programs in the Company

Figure 4.8 Staff's Views Regarding Training and Development Programs

Majority of the respondents supported that training and development programs are of importance to the staff. 64.7% indicated that the programs are critical. 31.8% stated that they are essential and only a small percentage considered these sessions as not necessary. Dhar (2015) says that employees recognize the importance of training and development programs offered by the organization in improving their careers. McIlwraith (2016) states employees may change their focus from the organization goals when not provided with training and development programs.

Training Method Preferred

The study followed different training and delivery techniques as suggested by Odle-Dusseau et al. (2016). There were four choices for the employees to select regarding the training methods that they mostly prefer to be used during the training programs including online training, in-class training, in-class and hands-on and in-class as well as in-house. The highest rate of 65.9% of the participants preferred in-class training, 30.6% preferred both in-class practice and online training. Only a small percentage preferred in-class as well as in-house or in-class and hands-on. The preference for both in-class and online training suggests the effectiveness of the programs that combine the use of different techniques. It shows that one method does not provide all the needed skills for employees to improve their efficiency. The results support the views of Voegtlin et al. (2015); Weber (2015), and McIlwraith (2016) that the training requirements for staff should be identified to match the methods necessary for practical skills and knowledge dissemination. Therefore, an approach that combines different training and development techniques considers employee preferences.

Employee Efficiency Enhanced through Training and Development Programs in the Company

Enhanced Employee Efficiency through Training and Development Programs

Most of the respondents, 45.9% supported that employee efficiency is enhanced in the organization through the implementation of training and development programs by achieving better decision-making at the level of operation. 25.9% indicated increased involvement in activities, 11.8% were for colleague support for one another, and 11.8% were for improved completion of tasks on time. These results reveal that employees who undergo the training and development have the most exceptional ability to make better decisions at the level of operation. This is the most aspect that contributes significantly to their efficiency at the workplace. According to Cloutier et al. (2015), employees' efficiency through training and development programs is achieved through the continuous practicing of their duties. They apply new skills and knowledge in their operations, and this reduces the employer's need t...