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Introduction
The paper delves into the important peculiarities of research demand of the Bahrain Development Bank (BDB) and provides the precise and detailed analysis of the major concerns related to its functioning.
Furthermore, considering the great impact HR have on the functioning of various companies nowadays, there is also the investigation of employees performance and the factors which might impact it. Finally, it is also crucial to evaluate the training programs implementation and its impact on the general performance. For these reasons, the paper conducts a research and provides the analysis of the relevant literature devoted to the given issue. The given information is crucial to increase comprehending of the BDBs demands and the main tendencies related to the institution
Yet, the importance and relevance of the given research are also evidenced by the increased importance of HR under the modern conditions (Asal, Brown, & Schulzke, 2015)
Papers objectives
- To achieve the training, learning and acquisition of knowledge by the employees to enhance their skills and competencies to accomplish organizational goals.
- To equip employees with necessary knowledge and expertise to face future challenges that might lead to less productivity.
- To identify support and assistance systems through the training program that the bank can employ to conduct the advisory and support needs to the employees who engage in the learning process while on the job.
- To identify and develop ways of assessing learning at the working station to facilitate the employees’ skills and competencies.
- To come up with logical methods of enhancing training programs in the firm such as improving the working environment and productive staff relationships.
- To identify ways of integrating training capability and focus on the organizational processes through skills acquisition by the employees.
- To discover the means to supporting learning, training programs and developing the entire ethical need of encouraging the mission requirements of the bank.
Significance
The given research could be characterized by the great practical use.
It tends to analyze the most important aspects of the relations between training and employees skills, which becomes one of the most important modern tasks.
The precise evaluation of the correlation between training and employees skills will help to increase the competence and promote the better understanding of the issue.
The study will also help in knowledge acquisition concerning the training with an aim of enforcing the evidential benefits in the realization of the team and the organizational set targets and needs.
Finally, it could provide the information needed for the creation of the new efficient training and its implementation in the structure of a certain company to increase its performance and create close relations within a collective and certain teams.
Literature Review
Training and Development
The paper rests on the credible and relevant sources which are used to obtain the information needed for the precise analysis of the main aspects of the functioning of BDB. Additionally, the statistical data related to the functioning of the given organization is also used.
Numerous sources analyzed in the body of the paper evidence the main idea and provide the basis for the investigation.
The research states the fact that training is a key strategic tool that organizations can use to achieve its goals and objectives. It could promote the increase of companys efficiency and guarantee its further evolution. Yet, this fact is evidenced by numerous sources analyzed in the paper. Furthermore, the research highlights the fact that an analysis and appreciation of the idea of employee training and development requires an understanding of the changes associated with training and development(Pallisera, Fullana, Palaudarias & Badosa, 2013), and that is why it accepts training as one of the most important activities needed to support the evolution of a certain company or organization.
Nature of Training and development
The paper also revolves around the nature of training and its definition. It provides the idea that training is the process aimed at the improvement of certain skills and acquisition of new knowledge to improve the companys showings and performance.
Yet, there is also the scheme which demonstrates the direct correlation between training and final outcomes.
Training and development need = Standard performance – Actual performance (Ikhlas, 2012)
It evidences the fact that the constant training is the key to the efficient functioning of every company. Continuing the investigation of the relevant literature, the paper states that employee development is the term that elucidates training and education plans in the place of work with the focus on the individual development of the workforce. It means that the training and education should be distinguished as they impact various aspects of performance and contribute to the evolution of various skills.
Impact of Training on Employee Performance
Employee training is among the factors that influence organizational growth and development.
Organizations that train their employees have a better position to face competition and remain beneficial than organizations that do not train their employees.
Existing literature on employee training and development reveals that training generally improves employee performance (Abdel-Razek & Alsanad, 2013).
Organizations can use effective training and development to change the competencies of their employees. Therefore, training is not limited to improving the overall performance of workers and execute their current tasks but also improve their understanding and skills so that they can handle future tasks thus achieving superior organizational performance (Osborn, 2016).
One should accept the great importance of the given process and its contribution to the evolution of a certain company and its survival.
Methodology
The paper considers training independent variable as it is one of the determinant factors for employees performance while the last one is accepted as the dependent variable as it depends on the level of training and the competence.
A mixed approach that integrates exploratory, descriptive and explanatory research is used for the study. Consequently, quantitative and qualitative approaches are used.
The wide scope of the study requires the diversified aspect that can identify effective learning options, investigate the effectiveness of evaluation models, and discover effective managerial strategies for employee learning and development.
Quantitative methods are suited for developing descriptive knowledge and investigating possible relationships while qualitative methods are suitable for developing meanings on possible phenomena.
The advantageous character of the given approach could be proven by the numerous possibilities provided by various methods used within the paper.
Population, Sample
The statistical data was obtained from the companys annual 2014 report.
Employees comprise the population of the research. Their number is about 200. Besides, a sample size 1600 is derived from the population. The fact is that the small population size predetermines the given sample size.
The sampling procedure implies the separation of population into several segments which have their own unique characteristics. Thus, stratified random sampling is used to obtain the credible and relevant data needed to accomplish the precise analysis and obtain clear results that will prove the hypothesis and create the basis for the further investigation of the given issue.
The chosen method helps to obtain the credible results and lead to the significant increase in the credibility of the obtained findings.
Data collection, analysis, and ethical issues
Quantitative data is analyzed with the help of Statistical Package for Social Sciences (SPSS).
Descriptive statistics used in the given study helps to identify the major training and development programs to which the bank’s employees have been exposed, perceived effectiveness of the techniques, and those programs that the employees believe can be effective.
Regression analysis and analysis of variance is used to analyze possible effects of the training and development programs on employees’ productivity and to validate perceived effectiveness of encountered programs based on data on employees’ productivity.
Researchers appreciate the privacy and autonomy of the respondents and consider them the major concerns of the given study. The given approach ensures the relevance of the research and guarantees that all respondents will be satisfied with the obtained results.
Results and Findings
The highest number of respondents was 62 which represented the highest percentage of 39%.
The age group equivalence is 26-35.
The lowest registered number of respondents included six and contributed to 4% of the total sampled population.
In consideration of the age factor, the lowest percentage contributions relied on the 56-65 years.
About the highlighted data, the other portion entails 29%, which derived from the age group of 36-45. Besides, 18-25 age brackets that represented 21 respondents ensured 13% of the employees in the bank.
Conversely, the 24 of the respondents were from the ages between 46 and 55 and involved 15%.
The analysis conducted shows that the sampled population majorly constituted the young staff (Amba& Abdulla, 2014).
Results and Findings
Gender, education level, work experience
The investigation evidences that male respondents settled at 61% and that of the female showing 39% of the total sample while the male sample summed up to 98 employees while that of the female being 62 persons. It means that the male population presented in the bank is higher than that of the female
There were 40 diploma holders. The bachelor’s degree holders were 70 employees and representing 44% while the master’s degree holders being 50 individuals contributing to 31% out of the sample. It means that the analysis rests on the data provided by the educated professionals who have the high level of competence and could provide the reliable information related to the functioning of BDB.
The work experience was also significant. The investigation shows that the high average experiences conditions the individuals great competence and great working skills.
Results and Findings
Morale, effectiveness of training and the final results
The conducted research prove the fact that the larger proportion of the employees feel happier and are committed to their work.
The boosted morale of the staff contributes to the meeting the business’ target through the quality services offered without feeling exhausted.
The organization provides excellent training services to the clients although some of them feel there exist certain barriers to commitment.
Many of the employees admitted that they are willing to work, and this fact conditions the better understanding of the staff motivation after the training process.
The paper concludes that training programs positively contribute to the employees’ focus concerning the work flexibility and increases the level of performance greatly.
The correlation analysis shows that training and employee work positively correlated regarding effectiveness (r= 0.782, p<0.01). Besides, training and the worker work were positively and highly correlated regarding efficiency (r= 0.683, p< 0.01). Nevertheless, the correlation between education and staff commitment was positively and highly (r=0.683, p< 0.01). Finally, the employee work efficiency proved to be the strongest relationship from the data obtained from the respondents, (r=8.13, p<0.01). The Company has an influence on the staff performance due to positive correlation.
The staff is confident about the work they do and crave for achieving the organizational goals as outlined in the mission and vision statements. On the other hand, the data shows that Bahrain Development Bank provided its employees with the relevant training services and committed towards work.
Conclusions
The usefulness of the training program conducted by the BDB employees enhances work satisfaction and is significant on their performances.
The research shows that the employees are committed to the organizational requirements that mostly constitute their job regulations. In relation, the current firms tend to make use of the available resources to enforce permanent training programs to their employees.
The firms that crave for the training of its staff, obtain relevant and current data about the market, and able to carry out implementation process; stand a chance to have the competitive advantage over the related organizations.
The business should engage in the course of getting current knowledge and imparting to enable the employees to improve on their competencies that lead to innovations.
Recommendations
The conduction of the training programs should embrace the international standards due to the reason that the employees need to compete in the world market in the job market.
The program should focus on updating the system to facilitate the acquisition of the new technology, and the methods of new researches and studies improve on the learning and teaching methods.
The training process should be supported by the management and observe the durability requirements as long as the organization tends to exist.
The program should include the leadership development to have quality skills regarding administration in the service provision in the field of banking.
The training program should benefit the improvement of performance incentive and as well as the reward.
References
Abdel-Razek, R. H., &Alsanad, D. S. (2013).Mapping Technological Innovation: Methodology and Implementation.In Global Conference on Business & Finance Proceedings (Vol. 8, No. 2, p. 175). Institute for Business & Finance Research.
Amba, S. M., & Abdulla, H. (2014).The Impact of Enterprise Systems on Small and Medium-Sized Enterprises in the Kingdom of Bahrain.
Asal, V., Brown, M., &Schulzke, M. (2015). “Kill Them All—Old and Young, Girls and Women and Little Children”: An Examination of the Organizational Choice of Targeting Civilians. Political Science Research and Methods, 3(03), 589-607.
Ikhlas, K. (2012). The Impact of Training and Motivation on Performance of Employees.IBA Business Review, 7(2), 84-95.
Pallisera, M., Fullana, J., Palaudarias, J., &Badosa, M. (2013).Personal and Professional Development (or Use of Self) in Social Educator Training. An Experience Based on Reflective Learning. Social Work Education, 32(5), 576-589.
Osborn, C. (2016). What Do Employees Think About Their Training?.Training, 53(1), 120-123.
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