Employee Training Programs influence Return of Investments in Organizations

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ABSTRACT

This research study indented to examine the ways does employee training programs influence Return of Investments in organization. In organizations the training programs are designed to promote the essential skills of creativity development, delegation, level of motivation decision making and communication of employees. The past studies have highlighted the importance of balancing the relationship among the management and employees. The most appropriate research design for this particular research study is mixed method research design. Mixed method research design used the procedure of collecting, analyzing and mixing both qualitative and quantitative research design in a single study to examine the proposed research aim. This research study focuses on the employee training program for return of investment in organizations. During the training session different practical assessments have been conduced to examined the improvement in the performance of employees. Investing in staff is always interested in understanding how to conduct the training program can affect change in business performance and how to evaluate the possibility of a return on their investment. In order to accomplish the proposed research aim questionnaire survey will be conducted with the employees and interviews will be conducted with the managers. These employees and managers are involved in different training activities of different organization.

ABSTRACTii

CHAPTER # 1: INTRODUCTION1

Background of the study1

Statement of the Problem2

Purpose of the study2

Research Question2

Organization of the study3

CHAPTER # 2: LITERATURE REVIEW4

Leadership/ Managerial Development4

Performance Assessment6

The Effectiveness of Investments in Staff Training7

Governance Structure11

Organizational Culture15

CHAPTER # 3: METHODOLOGY19

Introduction19

Research Design19

Research Philosophy21

Research Approach22

Data Collection Method23

Primary Data23

Research Instrument24

Responses Format25

Secondary Data25

Sampling Method26

Participants of the Study26

Data Analysis26

Research Design SWOT Analysis27

Reliability and Validity27

Ethical Considerations29

ANTICIPATED FINDINGS OF CASE STUDY30

CONCLUSION AND RECOMMENDATIONS OF RESEARCH32

REFERENCES34

CHAPTER # 1: INTRODUCTION

Background of the study

For organizations the expenses of training make up a substantial portion of the budget, and have come to be observed as an organizational investment in the training of resources. The expenditures of large trainings and the requirement to show the value are two of the primary drivers which have set in motion an increased emphasis on return on investment (Gustafson 2008). The attention of management to the return of investment is rapidly becoming a central concern of organizations. The management of the organizations showing increased interest in return of investment as it is become aware of how training budgets have grown with limited or no accountability (Maria et al., 2011).

In fact the budgets of training are huge amount and the management is very concern about it. For example, the training budget of IBM is about $1 billion, regardless of the expenditure per employee, percentage of payroll and revenue. A huge amount of training budget elicits an additional evaluation and measurement (Aguinis and Kurt 2009). This is the reason; the management is now interested to increase the accountability for maximizing the expenditures of trainings. There were a number of researchers stated that the utilization of return of investment offers a view of training which reflects the bottom line. Some of the researchers stated that there is a need for employing ...