Improve the individual , mental and professional capacity

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Abstract

The need for improved productivity has become universally accepted and that itdepends on efficient and effective training is not less apparent. It has further becomenecessary in view of advancement in modern world to invest in training. Thus the roleplayed by staff training and development can no longer be over-emphasized. Staff training and development are based on the premise that staff skills need to be improved for organizations to grow. Especially Pharma Health being the pharmaceutical company has always in effort to increase the effectiveness of its employees because pharmaceutical business has a very competitive market. Training is a systematic development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. New entrants into organizations have various skills, though not all are relevant to organizational needs. Training and development are required for staff to enable them work towards taking the organization to its expected destination. in this study researcher collects the data from all over the field force of Pharma Health Pakistan private limited in order to prove that how continuous training session develop their professional and personal effectiveness.

Chapter 1

1. Problem and Its Background

1.1 Introduction

Introduction should be in your own words.

Training and development are the basic and key factors to improve the individual , mental and professional capacity that leads to enhance the direct development of the company. Fixed/random interval training sessions provide latest competitive activities and advancement which is directly propositional to the enhanced ability and progression of organization. Trained human capital is the most valuable asset of any organization, with the machines, materials and even the money, nothing gets done without man-power. Abiodun (1999) submitted that:

Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. It can take place in a number of ways, on the job or off the job; in the organization or outside organization. Adeniyi (1995) observed that staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization (Pharma Health).

The basic objective of training is to build the character and to create the sense of achievement in every calamity and to utilize the human resource to its maximum with normal outputs.

Absence of these training sessions often manifests tripartite problems of incompetence, inefficiency and ineffectiveness.

Pharma Health is landmark in pharmaceutical manufacturing, establishing new horizons in manufacturing of best quality dermatological products. Pharma Health has always been a patient friendly company that provides quality medication for each and every class.

Pharma health has hired the best professionals who judicially promote products and share company goals of providing the best quality medicine to patients, with leading customers. To keep the field force up to date and well equipped training sessions are being held regularly. Pharma health tem is considered as through professional and productive team among whole Pharma industry that meet maximum parameters of excellence.

a) 1.2 Definition of Construct

Training can be defined as a learning process in which people acquire knowledge (K), skills(S), experience (E), and attitudes (A) that they need in order to perform their jobs well for the achievement of organizational goals (Mathis and Jackson, 1998).

Jackson and Schuler (2000) refers to training as the act of improving competencies needed today or in the future while development refers to improving competencies over the long term. Matthews, et.al. (2004) argues that training is concerned with providing an individual with the opportunity to learn what he/she needs in order to do their job more effectively.

Organizational effectiveness was succinctly defined by Daft (1983) as “the degree to which an organization realized its goals”.

1.3 Background Information

Training and development play a key role in development of skills and way to utilize all learning to enhance the productivity level of the organization. Training enables field force to meet and face the new challenges of competitive market in a professional and effective way. Researcher is marketing and sales coordinator in Pharma Health Pakistan private limited which is a leader in manufacturing of best quality dermatological products with an annual sale of 180 million Pakistani rupees. Having 150 employees. Head office is based at based at Faisal Town Lahore and manufacturing unit located at 17 Km Ferozpur Road Lahore.

Researcher is working as marketing and sales coordinator in Pharma Health Pakistan Private Limited and has direct and indirect with field force all over the Pakistan and he always in effort how the effectivity of field force can be increased in order to get maximum output according to their potential and to know either the regular training and development session conducted by the company develop professional skills or not this task is to done by collecting data from all the employees of Pharma Health this job will not only helps to know the effectively of training sessions but also helps to find out new ways that how can further changes be introduced in order to raise the effectively level of field force of Pharma Health.

Should be at least 1.5 pages.

1.4 Research Question or Problem Statement or Objectives

(i) Research Questions

RQ1: How to improve the productivity of the employees by training?

RQ2: Can investment on training of employees returns? Research question is too ambiguous

RQ3: How much affectivity level of employees can be increased by conducting regular training sessions?

(ii) Research Objectives

  1. First objective of this study is to know that either regular training session conducted by Pharma Health develop any professional skills in employees.
  2. Second objective is to prove that the investment done on regular training session always returns in the form of increased productivity.
  3. Third objective is to show that effectiveness of employees can be increased by training and development sessions by taking data from current and historical authentic sources.

1.5 Scope and Limitations of Study

Research will be done on the basis of data collected from the field force of Pharma Health Pakistan Private Limited working all over the Pakistan so this can be a risk factor that field force opinions and sessions may be influence by their immediate seniors.

There could be following limitation of the study that can be observed during interviews and questionnaires sessions.

  1. Data will be collected only from the sales field force of Pharma Health while other departments also play a vital role in organizational effectiveness.
  2. It is not possible to conduct regular training sessions in the Head Office of Pharma Health for all the field force of Pharma Health on regular basis.
  3. Researcher role in organization may subject to limitation.
  4. Respondent role may subject to limitation due to their different designations and geographical areas.
  5. Sales field force may not have sufficient time for the regular training sessions.
  6. The questions asked in questionnaire may create undue influence on respondents due to head office influence.
  7. Respondents personal opinions and thoughts may also be subject to limitation.
  8. The Field force contains juniors and seniors people so the same questionnaire for all may create some sort of pressure for the juniors.
  9. It may be difficult for the organization to establish regular training sessions in every city for the employees on regular basis.
  10. Researcher personal thoughts and observations may also affect the study.

(i) Assumptions of the Study

  1. This study assumes the research questions discussed are face by the most of the organizations especially Pharmaceutical companies.
  2. Second assumption is the methods, study and research conducted here can improve the effectiveness of employees in Pakistani culture.
  3. Third assumption is that organization has a lots of interest to find out new ways to increase the effectivity level of employees of the company.

Chapter 2

2. Review of Related Literature

Training and development play a vital role in the organizational effectiveness the importance of training and development can never be ignored in any sector of the organization every employee of the company wants progression and development in its professional skills in order to perform well and get maximum success in its professional life. The continuous investment on training and development sessions always returns in the form of increased productivity and in the form of efficient and highly skilled field force.

If any organization is not investing in training, we can take the examples of many role model organizations that we admire and take as an example for professional growth. We will not only find that they've got a good training program, but training is a part of their culture. If you ask them why they train, they probably would look at you like you were from Mars, because it's like asking them why they breathe. so if we want to breathe our organization and wants a effective professional staff for better productivity level we have to invest on training and development. (www.bizlibrary.com/news_briantracey.asp)

The complete employees training includes many aspects such as new hire training with an overview of job descriptions and job expectations and functions and the skills and knowledge to perform those functions effectively. This type of training provides employees the fundamental background of how they have to perform according to the culture of organization. While the other type of training is the on the job training which is professional training conducted for the employees who are already working with the organization. This purpose of this training is to boost up their professional skills and develop them so that they can perform more efficiently and effectively for their own growth and ultimately contribute to the organization in form of higher productivity. (Susan M. Heathfield)

The training should not be about the professional duties and job descriptions of the employees the training must contribute towards the knowledge and IQ level of the people. One must have to educate the people and increase their knowledge so that they can think more and choose themselves between the good and bad things.

The formal training sessions may not be as effective as the informal training sessions because normally observed that people retain only the 40 percent what is given in the formal training session. while the informal training sessions not only increase their knowledge but also built confidence and develop in them the leadership skills to take initiatives about the things which they have to apply in their professional career. Therefore, a continuous effort must be placed on reminding the staff about various procedures and concepts if the policy or procedure changes, the informal approach would better prepare the people to understand this change. (Jeffrey Bodimer)

The most important think is the qualification, capability and strength of the trainer who is going to train the people. He must have a full confidence and command over the knowledge and skills he is going to deliver to the employees. An effective and good trainer always expected each individual attending the session, in turn, to instruct the people who reported to them. Alternatively, participants react more favourably to trainers who have experience in their industry. They appreciate facilitators who have experienced and addressed the issues and situations highlighted in the training. The more closely the instructor can link the training to participants' real life experience, the better for training transfer. (Wall Street Journal)

Employees training and development needs understanding of all the changes that take place as a result of learning. As the generator of new knowledge, employee training and development is placed within a broader strategic context of human resources management, i.e. global organizational management, as a planned staff education and development, both individual and group, with the goal to benefit both the organization and employees. To preserve its obtained positions and increase competitive advantage, the organization needs to be able to create new knowledge and find out new ways to motivate and educate the staff rather rely on the old methods and procedures.

Employees should know the selection criteria of trainees and trainers, preparation of relevant training materials, training room and accommodation of courses and actual

conduction of courses. They feel responsive to training sessions when they are well informed. It should be evaluated properly. Training consumes both organization's time and money, therefore it is important to determine how well it was conducted this could be done by taking trainees feedback. Evaluation reports establish whether the

organisation has derived more-or-less the same value from the amount of money and time invested in the training session.(Gupta, C.B. 2007)

the employees should not only be trained and develop for the performance and completion of their given tasks organization should train and develop the people in that context that when these people promoted to the top level positions then they can perform well and take decisions. It means that leadership skills must be the vital part of the employees training and development courses. Theses leadership skills develop confidence in people to take initiative not only in professional but also in personal lives. There is also leadership training to prepare individuals for top

Level positions in the public service (Rugumyamheto, 2002)

Whole copy paste it should be in your own words.
Chapter 3

3. Methods and Procedures

3.1 Methodology of Study

Qualitative and quantitative data collected from previous authentic source to conduct Meta analysis and from current perspective quantitative data collected from survey based questionnaire and qualitative from content analysis in order to explore and thoroughly study the Role of Training and development to increase the effectivity of the employees of Pharma Health.

Previous quantitative findings about role of training to improve employee efficiency will be summarised to get score by using the research technique of meta-analysis. Previous qualitative research on role of training to improve employee efficiency will also be summarized by content analysis.

3.2 Current Quantitative Research

(i) Survey Instrument

Copy of the survey instrument (Questionnaire) is attached (see appendix).

(ii) Sample

The Data will be collected by using convenient sampling Technique. Survey-based research will cover Business Unit Head, Regional Sales managers, Sales Managers, District Field managers, Product Specialist and other staff of the head office of Pharma Health. The respondents of the study will be about 140.

(iii) Data Collection

Data may be collected atfive levels (Strongly Agreed, Somewhat Agree, Neutral, Strongly Disagree, and Somewhat Disagree) from the sample.
Chapter 4

4. Data Analysis and Representation

4.1 Data Analysis

Data will be analysed by using Microsoft Excel to apply Graphical representation of Surveyed and past data and will contain specific formulas to find mean, standard deviation, variance etc.

Chapter 5

5. Findings, Conclusions and Recommendations

Details of findings recommendations and conclusions will be explained in this chapter.

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