Running Head: TRAINING AND DEVELOPMENT 1

Training and Development

Student Name

University

Course

Professor Name

Date
TRAINING AND DEVELOPMENT 2

Training and Development

Introduction

At Emaar properties, the mission is to deliver the best real estate developments that
portray the latest and most integrated lifestyle of international standards which reflects on
Emaar’s excellence and construction quality (Bateman et al., 2009). To achieve this, the
company focuses on recruiting and developing the most qualified team that is mainly focused
on pushing for innovation and results. This is a significant factor for most companies all over
the world that aim to achieve their goals. No company can achieve its goals without a
competent team behind it, especially in this ever-changing and fast corporate world (Frost et
al., 2016). Training and development have become a vital function for many organizations.
This is because there is great value in forming the best training and development sessions
with regards to the employees. With practice and development, the employees can perform
better, sharpen their existing skills, get the best new skills, become better leaders and increase
productivity. After all, a company’s image is portrayed by how the employees perform as a
group and on the individual level. This is why organizations do everything in their power to
make sure that they incorporate training and development in their system to help employees
reach their peak levels.

Literature review

According to previous studies, for a company to operate successfully, it must have

things like money, materials, equipment, supplies, information about the goods and services
being sold to the consumer and last but not least employees to run the company (Jehanzeb et
al., 2013). Studies suggest that these employees need to be managed, and they can only be
managed well through human resource management (Choo et al., 2007). Human resource
management has developed to be the most crucial department in many organizations proving
how vital it is to manage employees to achieve the set goals. According to previous studies,
one of the most significant factors that play a significant role in the management and
coordination of work in many organizations is the power of human resource (Agarwala et al.,
2008).

Studies from Shen (2005) suggested that human resource management is the process
where all management activities and decisions are included to influence the relationship that
exists between the employees and the organization. However, studies from (McDowall et
al.,2010) suggest that not all companies used to focus on human resource management. The
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acknowledgement of its importance has only intensified because of the increased rivalry that
has been experienced by many companies. Organizations are seeing how other competitors
are increasing their productivity, and they are copying the methods they are using to get the
best out of their employees. Now the investment in employee’s development is being
emphasized on. According to previous studies, they argue that hierarchical change and
innovative improvements are the major factors that drove most organizations to realize that
an increase in production only depends on the abilities and skills that the workers have
(Kulkarni et al., 2013). This means that for an organization to be able to compete or get ahead
of its competitors, it had to invest in training and development persistently.

According to studies from Cooke (2018), human resource management concepts are
the main factors that have driven most of the senior management groups in an organization to
understand the importance of employee development, training and long-term education. Such
concepts include the likes of growth in the quality development and responsibility to the
organization. Rowley (2010) agrees with this argument by stating that these concepts not only
require to be planned carefully but also emphasize more on employee development. This is
because no matter how employees are carefully screened, there will always be a gap in
relation to what the employees know and how they should know it. For an organization that is
thus desiring to have a competitive advantage over its competitors should consider focusing
more on extensive labour and practical training.

According to previous studies, training is defined as the process of learning to acquire

knowledge and better skills that are needed to perform a specific task. Studies suggest that the
reason behind the training is to help an organization increase its productivity and also
increase safety in the workplace when it comes to dealing with specific equipment’s or
increase its sales force (Saks et al., 2010). These are but a few of the things that companies
have in mind when focusing on training. Previous studies suggest that it requires proper
training programs to make sure that employees get the desired knowledge, abilities and skills
to help them perform well in their respective jobs (Sommerville et al., 2007). This would,
therefore have an impact on their commitment and motivation. According to previous studies,
employees can either make or break a company (Driskell et al., 2012). This is because they
are the ones, mainly in touch with the customers. If they do not possess the right skills and
attitude due to proper training, then the customers will end up being unsatisfied.
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           According to studies from Roy (2008), he suggests that the reason why most
organizations should initiate training programs is that they are mainly directed towards
improving and maintaining the current job performances. Development, on the other hand,
usually seeks to advance the skills just in case of future jobs. Since the world is changing and
technological advancements are quickly growing, some jobs will eventually become
redundant; thus, therefore, getting replaced with machines. It is, therefore, essential for
people to be trained to increase their knowledge and advance their skills to offer something to
the organization that devices cannot provide. According to Armstrong (2006), organizations
need to emphasize training through the process of learning approaches and theories to have a
better understanding of what training is all about.

Methodology 

This part contains the methods that were used to gather information for this
assignment. One of the most admired and valuable companies in the world that majors in real
estate development are Emaar properties. It holds a proven competency in shopping malls,
properties, hospitality and leisure, and retail shops. 

 Data Collection Methods and Procedures

The primary sources of collection of data in this assignment were through primary
and secondary data. The first method this assignment used was to focus on previous studies
that were done about the subject matter. This is secondary data. This was through
newspapers, magazines, journals, textbooks and the internet. Primary data was collected
through interviews, observation and questionnaires. The reason as to why the above methods
were used is because they are a fast way of collecting data and are also relatively cheap. The
other reason was that the information gotten from this type of method was from reliable
sources.

Sample and sampling techniques 

This study was conducted on Emaar properties and their employees. Various
departments in the organization were focused on, such as the branch manager, the accounts
relation office, the internal control, the cashier teller, the customer service and the branch
operator supervisor. A sample of 70 out of 100 people was used. The technique used by the
assignment was convenient sampling, which means that information was only obtained from
the workers that were only able to be accessed.
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Questionnaire Designed and Administration

The questionnaires were made in a way that the respondent had only to answer the yes
and no questions. Each member in most departments provided the answers to the question’s
asked. Through observation, the researcher focused on records in relation to the performance
of the organization and see if the workers pinpoint anything that can be done to increase their
performance in the organization.

Data analysis

The data was analysed through statistical and simple methods then they were
represented on tables.

Table 1: Identifying the respondents

Departments Frequency Percentage

Branch operation supervisor 14 16.7
Teller 15 23.3
Internal control 10 10
Loan relation office 15 23.3
Customer care 16 26.7
Total 70 100

From table 1 above, it shows that most of the customer care respondents were the ones who
gave their most honest opinion about the questions asked followed by the loan relation office
and the tellers who somehow gave the same opinions. They were then followed by branch
operation supervisor respondents and lastly the internal control respondents who gave out
minimal information about the question’s asked.

Results

The results are based on the questions that were asked to the respondents. As noted
above, there were various ways in which the questionaries were administered. Some were
distributed and collected on the spot, and some were collected through direct interviews, thus
giving the researcher immediate feedback. The study used personal characteristics such as
status, gender, age, academic qualifications and longevity. These are qualifications that have
also been used by previous studies to research the topic at hand. From the analysis that has
been done, it is clear that if an organization identifies the training needs and sets up programs
that can solve these needs, it will not only improve the performance of the organization but
the overall organization. The reason behind this is that it supplements the vision of the
TRAINING AND DEVELOPMENT 6

organization and the workers. Thus, this result supports the hypothesis that training and
development of the human resource is the essential thing in an organization. This is a factor
that needs to be taken seriously into consideration. The world is changing at a fast rate, and
new ways are being developed by different companies to stay ahead of the competition. It is
thus therefore necessary for all organizations to train their workforce, which will help them
increase the success of the organization.

Discussion

From the findings above, this assignment can contribute to the previous studies that
have been done by stating that training is a significant factor in human resource management
and the development of an organization. This study will add value to organizations because it
outlines the importance of training and development. There are various types of training and
development that organizations can offer employees (Cloutier et al., 2015). One of them is
orientation. This is usually the first training method. This means that an employee is
introduced to various factors of the organization. These may include things like corporate
culture, corporate policies, benefit plans, leadership teams, company mission vision and
values and so forth.

Another form of training can be through technical skills development. This means that
the organizations train the employee so that they may get the necessary skills for their
required job. The ones that are aware of their career are trained further to gain more skills for
other jobs. Another type of training can be through soft skill training. This means that the
organization teaches the employees to behave professionally and work as a team to achieve
the objectives of the company. This can be in the form of training employees to have proper
communication skill, leadership skills, presentation skills, work ethic, conflict resolution,
time management and teamwork.

Another form of training can be through onboarding. Onboarding is basically

involved with orientation because orientation is usually part of onboarding because it is the
larger process. This means that onboarding is usually a series of training sessions that are
department related which usually occur over an extended period of time. Onboarding is
usually designed so as to help employees to perform their work well. The process starts when
an employee is hired until the time the employee is in a position to work well on their own.
Onboarding usually addresses things like department goals, technical aspects of the job,
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employee engagement, improvement of work performance, access to information and skills

and needs of new employees.

Another form of training can be through product and service training. This is usually
a part of the onboarding program that helps employees to be reacquainted with the company’s
offerings. Most organizations can use this type of training when they bring in new products
and services to the company. In this type of training, information about different features of a
product or service are explained. Such information could include things like the benefits of
the product or service, the options available if the product or service is not available, the price
of the product or service, the warranty, the features, the instructions for use and the care and
maintenance.

Another form of training can be through quality training. This type of training can
help those companies that mainly focus on production. In this type of training, employees are
taught how to make sure that all products are of good quality. They are taught how to check
of the products meet the required quality standards which are usually imposed by regulatory
bodies. In some cases, there is a requirement that employees must get certificates that show
they have undergone training to handle a certain product. To undergo quality training, various
topics are covered. They include quality control processes, product observation techniques,
compliance with quality standards, evaluation and improvement of a production system and
prevention and elimination of poor-quality products.

Another form of training can be through safety training. This would help protect the
employees from work related injuries. This type of training is very important for all
organizations. Most importantly, this type of training is important for those companies that
use hazardous materials and toxic chemicals. The training can also include this like how to
handle workplace violence, evacuation plans and fire drills. The things that employees can
learn from safety training program can include how to use protective gears, how to perform
first aids, foodservice safety, safety best practices and asbestos. All these types of trainings
are very important for companies to use so as to help increase productivity in an organization
thus achieving the goals set.

The findings from this study add to the previous works done by stating that training
and development increases productivity for an organization by getting employees up to date
with things like new technology and use of the existing technology. This makes things to be
done efficiently in an organization. This would help the organization achieve its missions and
TRAINING AND DEVELOPMENT 8

visions. Just like any other research, this research also has limitations. One of the rules is that
the time to conduct the study was limited. Another end is that there was a limited amount of
resources to achieve perfect research.

Conclusion

The reason that led to this research to conduct the above investigation was that there
had been a growing tendency of the most organization, not putting into consideration the
importance of training and development. To tackle this issue, this research had to conduct a
thorough investigation of Emaar properties to find out if the company has training and
development programs in place. The study was also shown to check if there are any possible
hurdles in the plans and the effects that training and development have in the company. It was
evident that Emaar properties have training and development programmes in place and that
why the organization is one of the leading companies in real estate development. Based on
the above findings, many organizations need to focus on training and development because if
the employees do not perform well, then, the organization will not be able to achieve its
mission. This research recommends that training should be done professionally among both
the human resource development team and the employees to reap the full benefits.
Companies and their employees should agree on what activity is lacking, and they should put
an effort to ensure that everyone gets the best skills available to push the company forward
(Armstrong et al., 2018).
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References

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Armstrong, M. B., & Landers, R. N. (2018). Gamification of employee training and

development. International Journal of Training and Development, 22(2), 162-169.

Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page

Publishers.

Bateman, R., & Majdalawieh, M. (2009). Megaprojects and risk management: Emaar
Properties. International Journal of Teaching and Case Studies, 2(1), 56-75.

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability
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Choo, S., & Bowley, C. (2007). Using training and development to affect job satisfaction
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Cooke, F. L. (2018). Concepts, contexts, and mindsets: Putting human resource management
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Driskell, J. E. (2012). Effectiveness of deception detection training: A meta-analysis.

Psychology, Crime & Law, 18(8), 713-731.

Frost, S. (2016). The importance of training & development in the workplace. Small
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Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
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Kulkarni, P. P. (2013). A literature review on training & development and quality of work
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