Performance of Employees in MNC Malaysia-Free-Samples-Myassignment

Question: Discuss about the Impact of Training and Development on Employee's performance in MNC Malaysia. Answer: Introduction The research is conducted to evaluate the impact created by the training and development sessions on the performances of employees working in various multinational companies in Malaysia. The training and development programs have helped in enhancing the efficiency of recruitment and selection processes and allowed them to perform to their potential as well. (Anitha 2014). In Malaysia, the multinational organisations have provided training and development to workers for promoting growth and development and ensured more productivity, sales and profit generation too. Research aim The researchs major aim is to evaluate the effects created by training and development on the performances of workers of the multinational companies in Malaysia. Research objectives To assess the impact of training and development of the performances of workers of multinational companies in Malaysia To evaluate the most suitable approaches for enhancing the performances of workers To assess the various methods for monitoring the performances of workers within the Malaysian multinational companies To recommend relevant measures for managing training and development sessions and create positive impact on the performances of workers Research questions What impact is created by training and development on the performances of workers of Malaysian multinational companies? How can the training and development enhance the productivity of multinational organisations in Malaysia? What are the different kinds of ways or approaches for monitoring the performances of workers of Malaysian multinational companies? What are the suitable measures recommended for management of training and development and improve workers' performances and organisational productivity? Literature review The most important assets of the company are employees within the multinational companies of Malaysia. The productivity and reputation of employees are dependent upon the performances of employees and it can be managed through proper training and development provided to them (Bello 2012). Definition of key concept Strategic leadership The strategic leadership is an essential aspect that focuses on the ability to influence individuals and allow them to make decisions in an effective manner. This would contribute to the overall success of the organization as well as maintain good financial stability. The strategic leadership provides a direction to ensure proper growth and development of the company. To manage changes, the business executives need proper skills and knowledge to formulate the strategies and implement those for successful business planning (Anitha 2014). To manage changes and ambiguity, strategic leadership is essential for providing a sense of direction to employees as well as develop ownership and alignment within the groups of individuals to manage changes easily (Bashir and Long 2015). Work performances of employees Work performances are needed to be monitored consistently for checking whether the employees have managed to fulfill the requirements and criteria or not to achieve the organisational goals and objectives. In case the employees lacked certain skills, knowledge and expertise, it is the duty of the human resource management department to provide them with training sessions so that their skills and knowledge are improved, and they can work with much more commitment and dedication (Cherian and Jacob 2013). Training and development Training and development sessions can be provided through case studies illustration, classroom lectures, role-playing, simulations as well as computer based training programs (Elnaga and Imran 2013). The multinational companies in Malaysia must assess and identify the training and developmental needs of employees and understand that each of them has different types of needs and preferences, which are needed to be met carefully for progressing in their professional career (Ford 2014). Thus, the training and development are important for both improving the performances of employees and organisational development (Giuliani and Macchi 2013). Training and development could bring several benefits such as enhanced productivity and less supervision required. The employees performances are monitored to identify weaknesses and reduce the turnover of employees, increase consistency, lift up team spirits, enable optimum utilisation of resources and decrease time of learning. The informal training and development can help in learning through feedbacks and enable social interaction between the organisation and employees working there (Jehanzeb, Rasheed and Rasheed 2013). Critical review of Theories and models Contingency theory Thecontingency theoryis an effective theory used within the Malaysian multinational companies for leading the organisation in the right direction and make proper decisions. Here, contingent means dependent and the organization manages its business operations and processes based on the external and internal conditions (Kennett 2013). The leaders apply their own style of leadership in the right situations to assess the environment within which the company operates and ensure delivering good quality products and services to customers. With the help of managerial skills, they can utilize information technology to improve the performances of employees through necessary training and development (Kooij et al. 2013). Trait theory The trait theory is another important approach, which can enhance the efficiency of training and development provided to individuals working within the multinational companies of Malaysia. The trait theory is used to evaluate the behaviour of employees and their emotions and check, whether they are feeling interested in working for the company properly or not. The trait theory fosters the effectiveness of leadership across various groups of the organisation, focus on the behaviors of employees, and motivate them to perform to their potential (Long, Perumal and Ajagbe 2012). A Great Man theory TheGreat Man theoryis another appropriate theory, which shows the skills and abilities of leaders to act as a hero and influence others through their personal charisma, wisdom, intelligence. (Beh and Loo 2013). The great man theory of leadership has showed that leaders are born with necessary attributes, which have made them apart from others and these traits or behaviors are responsible for determining the authority and position of the organization too (Bello 2012). Summary of theories and models Theory and model Description Strengths Weaknesses Source Contingency The leaders apply their own style of leadership. Applying own leadership skills and expertise Lack of employees opinions (Bello 2012) Trait Fosters leadership effectiveness across various groups. Giving a proper direction to employees. Few groups remain out of focus as leaders may not be able to give equal attention to every groups (Anitha 2014) Great man theory The great man theory of leadership has showed that leaders are born with necessary attributes and determine the authority and position of organization The leaders care for the employees and promote diversity. Leaders often become aggressive of bringing out the best from employees (Elnaga and Imran 2013) Empirical studies The sample size is 200 respondents and the variable, which has been used is abc. Based on the findings, it could be understood that workers link the training and development sessions provided to customers with the organizations production level and more commitment. The training and development is related to the earnings per share and return on investments done for the training provided to workers. Summary of variables Variables Source 1. Vision Vision is to enhance organisational productivity through enhancement of workers performances (Ford 2014) 2. Core competency Allocating resources properly and manage differentiating of products. (Lee, Lee and Kang 2012) 3. Strategic direction Leading the employees in right direction and making them skilful through training and development. (Kennett 2013) H1: Training and development has created a positive impact on the performances of workers. H2: Training and development encourages motivation of employees. H3: The training and development has influenced the behaviors of employees and made them work with dedication. Conceptual framework Research design and methodology Research philosophy There are three different types of philosophies including the positivism, interpretivism and realism (Manzoor 2012). The research is primary, and so there is involvement of both quantitative and qualitative data. Interpretivism does not consider the scientific approaches, and so the assumptions made are subjective, which was needed to be objective. The quantitative data has been gathered through questionnaires distributed to customers, and so positivism research philosophy is considered here as the most effective (Mohamed et al. 2013). Thus, here the positivism research philosophy is the most effective among the other philosophies of research. Research design and strategy The three different kinds of research designs such as the exploratory, explanatory and descriptive. The exploratory research design defines the initial research and presents it with the help of theoretical data. It is useful for making observations and understands more about the research topic, which can help in carrying out the research in future as well. The existing theories and concepts can be used as well for developing an initial framework to conduct the research in the future. The explanatory research design determines the cause and effect of research and generate ideas about how things are communicated and are linked with each other (Ramayah, Ahmad and Hong 2012). The descriptive research design, as the name suggests is useful for exploring the various concepts of the research along with its variables in details. Thus, it could be understood that the descriptive research design focused on the what' and how' rather than why' (Salleh and Omar 2013). The dependent variable here is the performances of employees, and it is dependent upon the training and development, which is the independent variable (Sethi 2012). Thus, descriptive research design has helped in creating a positive impact of the independent variable on dependent variables for improving the performances of employees and contribute to the organisational efficiency. Data collection method The collection of data includes both primary and secondary data. The primary data includes both qualitative and quantitative data. The quantitative data is gathered in the form of responses and feedbacks of customers, which have been derived from the distribution of survey questionnaires to them. On the other hand, the managers of few of the multinational companies have been allowed to take part in the interview where they were asked certain questions and the answers provided are considered as qualitative data (Singh and Mohanty 2012). The secondary data is collected by following the secondary sources like journals, articles, blogs, newspapers, magazines and the internet web sites. The focus groups consist of a group of individuals who provide their responses and feedbacks for conducting a market research regarding the topic of the impact of training and development of performances of employees (Anitha 2014). The members of the focus group are selected properly for gaining their appropriate and authoritative responses in an effective manner. To check whether the questionnaires are reliable enough or not, the Cronbachs Alpha measurement had been used for making it easy for the respondents to answer the questions and it had been recorded as 0.907 (Bashir and Long 2015). It is above the normal reliability coefficient, so few changes are needed to be made though. Target or total population The targeted population is the number of employees working within Malaysian multinational companies. 500 questionnaires had been provided to the employees of the organisation, though nearly 200 had been returned. 11 questionnaires came back without any thing filled in those and 189 were used properly (Beh and Loo 2013). This resulted in delivering a yield of 95 percent while the partially filled up questionnaires had been returned to them as well. Sample size and Sampling method The sample size has been chosen as 200 employees and 50 managers of the most established multinational companies in Malaysia. For quantitative data, the sampling method is chosen as probability sampling method whereas for gathering qualitative samples, the non-probability sampling technique is more effective. The non-probability sampling method consists of purposive, convenient, availability and quota sampling (Bello 2012). The convenient sampling method provides the managers with a suitable time when they can be present and take part in the interview session to answer several questions asked by the researcher. The random probability sampling method helps in choosing random samples and distributes survey questionnaires to them for collecting quantitative data (Cherian and Jacob 2013). Data instrument The questionnaires are used along with Liker scale, which provides a range from 1 to 5. Variable Sub-Variable SA A N D SD Source Training 1. Gain practical skills 2. Knowledge acquisition 3. Enhance strengths 4. Makes employees handle critical situations (Bello 2012) Development 1 Training sessions 2 Role playing 3 Growth 4 Organisational success (Manzoor 2012) Leadership 1 Influences employee behaviour 2 Strengthening organisational position 3 Increase in organisational production 4 Guiding employees in right direction (Sethi 2012) Employee performance 1 Reward management system 2 Good working conditions 3 Training and development 4 Good work culture (Ramayah, Ahmad and Hong 2012) Accessibility and ethical issues The accessibility issues include lack of availability of managers, employees at the same time, which may make the researcher visit several places, and that is quite time-consuming. The questionnaires must be provided to respondents with a consent letter, and those should be tangible rather than being virtual (Elnaga and Imran 2013). There could be ethical issues in case the respondents do not want to participate. A power failure or network disruption could lead to loss of data and information. The research was conducted for academic purposes and not for gaining any commercial benefits (Ford 2014). Data analysis plan The data analysis has been done with the help of SPSS tool which can represent the data in the form of graphs and tables for making the researcher understand easily about the responses of individuals regarding the impact of training and development on performances of employees. The various ways of analysing data are reliability test, normality test, descriptive analysis, regression analysis, correction analysis and validity test (Giuliani and Macchi 2013). Analysis Reasons Source Normality test To check whether the data set is properly structured or not and how random variables are distributed (Salleh and Omar 2013) Reliability test For checking the data and information gathered are valid or not. (Sethi 2012) Descriptive It is used to manage proper design and ensure strategic formulation if research. (Manzoor 2012) Correlation Manage learning for linear association between two variables. (Mohamed et al. 2013) Regression For ensuring development and testing of software and manage changes in configuration, patches, software developments, etc. (Ramayah, Ahmad and Hong 2012) Research limitations Time and cost are the major constraints of the research while the respondents may also not provide the answers without bias. There are language barriers too, which can create difficulties for individuals to understand the questionnaires and for that, they may even skip few questions. Though the research has been completed within the allocated time frame, still some additional time and money are needed for completing the research in a much more detailed manner in the future too (Gunnigle, Lavelle and Monaghan 2013). Research timeline Activities February March April May June July Selection of topic Secondary collection of data Constructing the research layout Literature review Development of research Plan Selection of Appropriate Research Techniques Primary data collection Analysis Interpretation of Data which are collected Conclusion Development of Draft Final Work submission References Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Bashir, N. and Long, C.S., 2015. The relationship between training and organizational commitment among academicians in Malaysia.Journal of Management Development,34(10), pp.1227-1245. Beh, L.S. and Loo, L.H., 2013. Human resource management best practices and firm performance: A universalistic perspective approach.Serbian Journal of Management,8(2), pp.155-167. Bello, S.M., 2012. 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