2nd_HRM_ Project Final Submission 27.11.11

8/3/2019 2nd_HRM_ Project Final Submission 27.11.11

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Group Members:

Ayesha Al Tameemi 1011831

Hessa Al Hammadi 107567

Alyazia Al Ketbi 1010833

Reem Al Muani 1004176

Eman Al Jboor 1011695

A STUDY OF EVALUATION OF TRAINING AND

DEVELOPMENT IN ADNOC


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ASTUDYOFEVALUATIONOFTRAININGANDDEVELOPMENTINADNOC

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Table of Contents

CHAPTER 1 ................................................................................................................... 5

INTRODUCTION ........................................................................................................... 5

1.1 BACKGROUND OF THE STUDY ...................................................................... 5

1.2 PROBLEM STATEMENT: .................................................................................. 9

1.3AIM & OBJECTIVES: ............................................................................................. 10

(a) Aim of the study: .................................................................................................. 10

(b)Objectives of the study: ......................................................................................... 10

1.4 SCOPE OF THE PROJECT: ................................................................................... 10

1.5 FOCUS OF THE STUDY: ...................................................................................... 11

1.6 SIGNIFICANCE OF THE STUDY: ........................................................................ 11

Chapter 2 ....................................................................................................................... 12

LITERATURE REVIEW: ............................................................................................. 12

Training and Development: ........................................................................................... 13

Learning Theories and Training Approach: ................................................................... 16

Types of Training: ......................................................................................................... 18

Phases of Training: ........................................................................................................ 19

Planning Phase: ......................................................................................................... 20

Selection of Training Method: ................................................................................... 21


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Implementation Phase: .............................................................................................. 22

Evaluation Phase: ...................................................................................................... 22

Challenges in process of Training and Development:..................................................... 22

Chapter 3 ....................................................................................................................... 23

Research Methodology and Data Collection .................................................................. 23

Introduction: .................................................................................................................. 23

Reason for the Research: ............................................................................................... 23

Sampling: ...................................................................................................................... 25

Information related with Data Collection: ...................................................................... 26

Limitations: ............................................................................................................... 27

Chapter 4:...................................................................................................................... 28

Analysis and Interpretation of Data ............................................................................... 28

CHAPTER-5 ................................................................................................................. 46

OBSERVATIONS, CONCLUSIONS AND RECOMMENDATIONS FOR FUTURE

RESEARCH .................................................................................................................. 46

5.1 Introduction ............................................................................................................. 46

5.2 Observations ............................................................................................................ 46

Conclusion .................................................................................................................... 49

Recommendations for Future Research:......................................................................... 50


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References:.................................................................................................................... 50

APPENDIX: .................................................................................................................. 52


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CHAPTER 1

INTRODUCTION

1.1BACKGROUND OF THE STUDYMen or human resources is considered as the most prominent asset of the organization

because without this M, all the other Ms of the organization i.e. machine, money,

market, material, and management are worthless, as it is the only asset which makes the

things to be happened. It is the only men, which is able to convert materials in to finished

goods and to make the further things to be happened. Though the technology has made

the changes in the pattern and work of human resources but still machines also needs the

assistance of man power. So it is very essential to manage this prominent asset of the

organization. (Introduction and Overview of HRM)

In this respects all the organization follows Human resource management which

comprises of series of activities to acquire, train, motivate and maintain the human

resources of the organization. Human resources management can be defined as an

effective management of human resources at work so as to improve the effectiveness of

individual, group and organization. Human resources management helps to motivate the

employees to come up with their creative and efficiency skills so as to achieve the

objective of the organization efficiently and effectively. (Introduction and Overview of

HRM)


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As human resources management comprises of series of activities to be followed in order

to achieve employee satisfaction and ultimately the objective of the organization, thus it

faces lots of challenges to meet all its activities. Training and development is one of the

sub activity involved in the process of human resource management. It enables the

recruited personnel to learn to do the work more efficiently and thus results to the

development of individual and organization. Through this activity, the organization is

able to identify the training need of the selected personnel through their initial

performance. Before the actual recruitment process is done, the forecasting of quality and

quantity of the personnel is done to identify the need of the organization. These standards

are then measured against the actual performance of the employee and if he lacks

somewhere then his training needs are identified and thus necessary arrangement of

training for the organization is done. There are various on the job and off the job training

processes that could be applied to the organization. Through these training programs,

proper development of the individual through the learning process takes place and thus

they enhance the efficiency of themselves and organization. These training and

development helps the employees to enhance their career development opportunities.

(Introduction and Overview of HRM)

Training and development is not only a big challenge for the organization but also it

depends on the learning skills of the personnel that how much time he takes to learn the

things. With the help of this study, training and development practices of Abu Dhabi

National Oil Corporation are analyzed, the problems and challenges of the company are

identified and suggestions and solutions to such problems are identified in order to help


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the organization to achieve its objectives efficiently and effectively. (Introduction and

Overview of HRM)

Abu Dhabi National Oil Corporation, abbreviated as ADNOC, was established in 1971.

It works in all the parts of oil and gas industry of Abu Dhabi and UAE. It comprises of

various subsidiaries and companies dealing in the oil and gas products and thus able the

company to trade globally. Currently ADNOC facilitates oil production of over 2.7

million barrels per day. It has ranked amongst top ten oil and gas companies all over the

world. (About ADNOC)

ADNOC has expanded its business activities to various subsidiaries over last three

decades. Through its world class upstream and downstream management, supply chain

management, marketing and distribution it has acquired the position of leading oil

producing company. ADNOC has following companies and subsidiaries which help it to

trade globally:

1. Searching and production of Oil and Gas:y Abu Dhabi Company for Oil Operations (ADCO).y Abu Dhabi Marine Operating Company (ADMA-OPCO)y Zakum Development Company (ZADCO)

2. Searching and production Services:y National Drilling company (NDC)y ESNAADy Abu Dhabi Petroleum Ports Operating Company (IRSHAD)


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3. Processing of Oil and Gas:y GASCOy ADGASy TAKREER

4. Chemicals and petrochemicals:y FERTILy BOROUGEy ELIXIER

5. Maritime Transportation:y ADNATCOy NGSCO

6. Refined Products Distribution :y ADNOC Distribution. (ADNOC Group of companies )

Since the organization deals with the whole oil and gas industry of Abu Dhabi, thus it

requires trained and skilled labors and employees. Thus the organization faces lots of

challenges to meet the training and development need of the organization. (Environment)

ADNOC considers the continuous growth and career development of employees as their

CSR and thus pays attention to the proper training and development programs. The

career opportunities and creative skills of the personnel are enhanced by creating the

proper learning environment of the work all over the organization. Various internal and

external world class training programs are organized in order to develop the employees


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and thus achieve the objective of the organization. The organization meets this

responsibility of employee development through various combinations of on the job

training programs, swapping of employees from one subsidiary to other, off the training

job program etc to train the employees. (Training and Development)

Though the organization follows various methods and processes in order to train and

develop the employees but the challenges of the global competition cannot be denied.

The organization faces the challenges of ever changing working environment. Thus

through this study, the challenges and the probable solutions to such challenges are also

being analyzed. Such study helps the other organizations also to sort out the problems

relate to training and development programs. The research of such type have not

undergone through much exploration. (Environment)

1.2PROBLEM STATEMENT:ADNOC needs to identify the solutions to the challenges of ever changing working

environment and apply it to the training and development of the employees and thus

able to fulfill the Corporate social responsibility of the organization efficiently and

effectively.


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1.3AIM & OBJECTIVES:

(a) Aim of the study:

1. Identifying the challenges of the ever changing working environment in the training

and development of the employees faced by ADNOC.

2. Identifying the solutions to such challenges.

(b)Objectives of the study:

1. To analyze the attitude of employees towards the training and development programs

2. To understand and forecast the ever changing working environment

3. To analyze various innovative methods of training and development

4. To provide an optimum solution to the problem of the company.

1.4 SCOPE OF THE PROJECT:

To identify the challenges of ever changing working environment and the role of training

and development program in such an environment. The areas of the research would be

limited to:

Evaluating Current Performance level of Human Resource in Organization. Identification of Training and Development Needs in Organization. Evaluation of Constraints in Training and Development. Planning and Budgeting of Training and Development Programs.


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Designing and Implementing Training and Development Programs. Analyzing Effectiveness of Such Programs. Taking Corrective Measures according to the requirement.

All the above steps are further analyzed to check their effectiveness in enhancing the

competencies of human resource in dynamic business environment.

1.5 FOCUS OF THE STUDY:

The study identifies the need and challenges of the training and development program for

ADNOC, to identify the role of such training and development on the objectives of the

organization and to find the optimum solution to such problems. The study focuses on:

1. The attitude of the employees towards Training and development programs.2. Identifying the challenges faced by the organization for the ever changing

working environment.

3. The role of training and development program in the ever changing workingenvironment.

4. Identifying the optimum solutions to such challenges.

1.6 SIGNIFICANCE OF THE STUDY:

After analyzing the importance of training and development in the organization, the study

tends to identify the challenges for the training and development in the ever changing

working environment. It also identifies the role of training and development in achieving


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the objective of ADNOC in this ever changing working environment. This research will

help in forecasting and identifying training needs and also to apply efficient training

programs in the organization. This study would also help in policy and decision making

in relation to Human Resource Management.

Chapter 2

LITERATURE REVIEW:

Literature investigation is the records of a complete survey of the presented and non

presented resources of facts in the area of particular significance to the researcher. The

rationale behind the literature review is to make sure that all the factors associated with

the subject area are taken in to consideration without any avoidance. There is a possibility

that certain important variables are fetched out in the survey due to wrong perception,

lack of awareness and communication on the respondents part. (Shuttleworth, 2009)

In this research project we gathered the information associated with the training and

development from various books, conference proceedings, doctoral dissertations,

government publications, journals, magazines, masters theses, newspapers, and other

reports. Literature review enabled a researcher to concentrate on the survey more

significantly on definite features found to be vital in the published learning. Literature

review not only helps in inserting all the significant variables in the research study but

also assisted the innovative incorporation of the information collected from the planned


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and unplanned interviews with the findings of previous research studies. Literature

review offered the basis for developing a broad hypothetical structure from which

assumptions or we can say that hypotheses can be defined for testing. So in this way

literature review plays a very crucial role in conducting our research efficiently and

effectively and it also ensures the success of our research study. (Shuttleworth, 2009)

Training and Development:

Training and development is an essential requirement for employees in an organization

by means of which they can adapt to the changes in the environment of the company and

would also be able to prepare themselves to utilize the new techniques and tools available

with respect to their area of work. Motivation is one of the motives of providing non-

monetary incentive to the employees. As per Maslows need theory, the need of an

individual is not restricted to the monetary requirements, but also includes overall

personal development and fulfillment of personal objectives. Training and development

programs enable an employee to work efficiently in an organization by gaining adequate

working knowledge about the new methods and process available in the company. These

modules are highly significant for the preparation of the new recruits in the company who

need to be provided with a practical knowhow regarding their job responsibilities in the

company. A key benefit from training and development programs is that they prepare an

individual to work according to the norms of the company and in accordance to the

objectives framed by the company. These directives are explained in a better way by

training the employees in the environment of the organizations operation. This leads to


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reduction in the amount of errors in the process and would allow the employee to have a

clear understanding of his / her role within the organizational structure. A good example

of the significance of training and development was the introduction of technological

integrations in the banking sector of India which was met with a lot of resentment from

the employees as operating these systems would require them to learn the operative

process of the new systems implemented. Most of them had the fear of losing their jobs

due to lack of necessary skills and knowledge pertaining to the usage of the computer

systems. Hence people in the banking sector were provided with the training and

development modules which prepared and trained them in the practical application of the

systems with respect to the finance based functions of the banks. This example is useful

in highlighting the importance of training and development programs in organizations

and the way it provides opportunities for the company to adapt to the changing times in

terms of tools and techniques and their relative processes. (Singhal)

The need for training and development stems out of the need to provide motivation to an

employee. Managers in an organization strive to provide the adequate benefits to an

employee which could motivate them so as to improve the overall productivity of the

workplace. Understanding the needs of an employee is a crucial task and requires the

reference to Maslows Need Hierarchy for providing an insight into the various needs

which might be of importance to an individual at the particular phase in his/her career

path. The need hierarchy define the varying needs of an employee in the different phases

of the career path. (Training of Employees: Need and Importance of Training)


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The diagrammatic representation of the Maslows Need Hierarchy Theory is as follows:

Source: (Maslow's Hierarchy)

The needs of a person as described by the diagrammatic representation above primarily

state monetary needs as the fundamental requirements of a person and are the key

elements which provide the maximum motivation to an employee. Money is a great

motivator but not the ultimate. This can be viewed from the various levels that stem


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above the monetary requirements and one such need which is highlighted is the need of

an employee to achieve personal objectives. An individual always desires to possess

knowledge and skills which would make him/her perform better in the workplace and

would enable the proper abidance to the directives provided to the employees. Managers

need to identify these needs so as to be able to provide the necessary training and

development modules by means of which the employee would be able to enhance his

skills and knowledge levels and thus improve his capabilities for achieving personal

objectives.

Learning Theories and Training Approach:

Learning theories are the basic educational materials which are provided in training and

development modules and they serve as the fundamental base and this is referred to while

imparting training and development to the employees in an organization. A thorough

understanding of the related theories would enable the individual to make the right

decision and would also allow the adequate provision of knowledge and skills with

respect to the area of work in which training is being provided. However the mere

learning of the theories is not sufficient and needs to be backed up by adequate training

that would enable the individual to get a practical experience and knowledge regarding

the area in which training has been provided. Training has been given the following

approaches by people and this is dependent on the specific requirement of the

organization where the training is being provided. These approaches are as follows:

y Traditional Approach


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y Experimental Approachy Performance Approach

The traditional approach is dependent on the training staff for the designing of the

training modules and the implementation of the modules developed. Usually there is no

provision for accepting the feedback from the trainees and their activities do not

influence the overall progress of the training process.

The experimental approach witnesses the integration of personal experience of the trainer

in the training process and the training modules bear some resemblance to the influences

of the trainee with regards to the training being provided to him/her. Real time scenarios

are enacted in the training process and the trainees are made to obtain training by placing

themselves in actual real life situation. Being positioned in such circumstances, the

trainee would be able to improve his decision making skills and the exposure to such

situations would make the trainee capable of facing similar situations in the course of his

activities pertaining to the work allotted to him. Since this approach involves the

participation of the trainees, the objectives of the training process are jointly decided by

the trainer as well as the trainee so as to be able to design a comprehensive framework for

the training to be provided.

In the Performance approach, the determination of the effectiveness of the training

imparted is done by evaluating the performance levels of an employee as compared to a

set of pre-defined performance standards. This is a highly realistic model of evaluation of

the trainees response to the training as the variables are measured in real time and are


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based on the actual performance of the employee which incorporates the use of the

techniques and skills learnt in the training process.

Types of Training:

Training provided to employees can be categorized as:

y Pre-service Trainingy In-service Training and staff development.

Pre-service training includes people who have not been employed but are qualified to be

employed and assigned professional job responsibilities. This training would prepare

them to get a clear understanding of their roles in an organization and would also be

provided with the skills so as to make the appropriate decisions in situations faced by

them. Since any errors in the decisions would prove to be hazardous in real time, the

simulated training environment would allow them to learn from their mistakes as well as

develop new approaches so as to effectively manage the situations faced by them. Such

training modules also provide the people with adequate opportunities to understand the

exact nature of the work assigned and they would be able to get the exact directives on

the basis of which they should focus their efforts.

In-service training and staff development is a continuous process which is applicable to

the people who are already employed in an organization and such development modules

enable them to enhance their skills as per the current trends and technologies and also to

learn new techniques and tools which might have been developed currently. Generally


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the need for such training arises whenever the organization is faced with an issue or a

challenging situation which requires the development of new approaches so as to be able

to manage the situation effectively. Organizations provide these time-bound training

modules periodically so as to be able to enable their employees to prepare themselves to

face any new situation which might be encountered by the company from time to time.

In-service training and staff development comprises of the following types:

y Induction / Orientation Trainingy Foundation Trainingy On Job Trainingy Maintenance Trainingy Career Development Training

Phases of Training:

Training can be composed of various phases as per the requirements and the needs of the

organization. However the key phase includes the identification of the needs of

employees and the evaluation of the effect of the training on the employees after the

training program has been conducted. The phases in between differ on the basis of the

exact requirement of the organization. The phases of the training programs can be defined

as under:

y Planning Phasey Implementation Phase


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y Evaluation PhasePlanning Phase:

Planning phase is an important step in the entire process and includes the identification of

the training needs of an employee and the training design which would be implemented

so as to provide the maximum benefits to the employees. Determination of the needs of

an employee is an important process as this forms the basis of the training program so

that the training is effective in providing the necessary skills and expertise to the

employees. The identification of performance gap is also essential for the identification

of training needs and this can be evaluated on the basis of the current performance levels

compared with the expected performance levels in the organization. The analysis of the

needs of the employees in an organization is conducted by means of the following

analytical tools:

y Organizational Analysisy Individual Analysisy Group Analysis

The process of analyzing the training needs incorporates the following stages:

y Job Analysisy Analysis of Tasky Analysis of the gap in skills


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Based on the identification of the various training needs, the curriculum for the training

program is developed. It could include skill development or the gaining of additional

knowledge which would enable the employees to work efficiently in the workplace.

These curriculums are designed keeping in mind the current trends existing in the

operational environment of the company.

Selection of Training Method:

The selection of training method largely depends upon the area in which training is

provided and the group size of the trainees involved. The following is a list of the most

commonly adopted methods pertaining to the training and development programs in the

organization:

y Instructor presentation.y Group discussion.y Demonstrationsy Assigned reading.y Exercise.y Case study.y Role play.y Field visit and study tour.


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Implementation Phase:

This is the phase where the training module designed is conducted and the training

activities are provided to the employees as per the guidelines determined by the training

staff assigned.

Evaluation Phase:

The evaluation phase is an important part of the process as it involves the analysis of the

effect of the training provided on the employees and the benefits that the training has

provided on the employees as well as the organization on the whole. Kirk Patrick had

suggested that the evaluation be conducted on the basis of following criteria:

y Reaction of the traineesy Learning application in real timey Behavior / Attitude of the employees towards the training receivedy Results of the training (Clavene, 2008)

Challenges in process of Training and Development:

The research study of Casse and Banahan reveals the facts that diverse approaches to

training and development need to be examined. According to them the present

conventional training constantly facing the challenge in the process of selection of the

human resources, in sustaining the uncertainty associated with the intention and initiating

new strategies for the dynamic work environment. They give their suggestions on all the

difficulties which restate the necessity of flexible approach. Generally the managers have


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the options to choose the excellent training and development programs for their human

resource but they constantly have to accept that in order to accomplish their target they

should follow the five things given by Miller and Desmarais. (Training And

Development Literature Review)

Chapter 3

Research Methodology and Data Collection

Introduction:

In order to analyze the training and development programs at ADNOC a research design

is formulated. This chapter is the description of the research methodology, collection of

data, analysis of data; this will further assist us in knowing about that how we collect,

arrange and analyze the data for our research. In order to provide right direction to data

analysis in the research we have to formulate hypotheses.

Reason for the Research:

The research process starts with the identification and further definition of the problem.

Statement of problem does not mean that we specify the situation in negative terms only.

Problem here means any condition or situation which need to be identified, analysed,


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interpreted so that strategies could be formulated for implementation. These strategies

will proceed towards the perfection in the existing functioning or situation.

Abu Dhabi National Oil Company (ADNOC) wants consistency in the growth and

development of the employees as it consider the activity as its Corporate social

Responsibility. Training and development programs are also essential for the

organization in sustaining in the ever changing business environment. Hence it is

necessary to carry out a extensive research on evaluation of training and development in

ADNOC. The overall rationale of the study is to investigate and comprehend about the

challenges of the ever changing working environment in the training and development of

the employees faced by ADNOC, solutions for these challenges and issues, requirement

of training and development needs in the organization. Training and development is the

part of the Human Resource Management and still it is in the emerging phase; as most of

the organizations are not focus on the effective human resource management. In most of

the organization the human resource department is still named as personnel department as

those companies are least bother about the benefits of the human resource because they

consider them as factors of production and not human. And hence the research studies

associated with the training and development are also in emerging or immature stage. So

our topic a study of evaluation of training and development in ADNOC needs more

exploration and investigation.

Though the organization follows various methods and processes in order to train and

develop the employees but the challenges of the global competition cannot be denied.


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The organization faces the challenges of ever changing working environment. Thus

through this study, the challenges and the probable solutions to such challenges are also

being analyzed. Such study helps the other organizations also to sort out the problems

relate to training and development programs.

The training and development programs prove to be very beneficial in increasing the

working efficiency and effectiveness of the employees which leads to increase the

production and productivity of the organization. The employees get enabled to perform

well in the organization through effective training and development programs. Good

performance of employees helps an organization in sustaining in the ever changing

business environment and accomplishing the organizational objectives on time. It helps in

further growth and development of the organization. (Training of Employees: Need and

Importance of Training)

Sampling:

Sampling is the process by which the statistical collection of data from the targeted

population is obtained. The sampling process includes not only the collection of data

from the population targeted by either primary or secondary means but also involves the

analysis of the data collected. Various methods which may be adopted in the sampling

depend upon the requirement of the statistical analysis to be conducted at the site of

requirement. A stratified sampling requires strata to be created for the statistical variable

which reflects the representation of the applicable variable in real terms such that the

strata are a proportionate representation of the actual variables. Random sampling


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methods include the acquiring of data from a non-specific selection of the target

population so as to get a non-uniform data for the area specified.

Non random sampling methods include the selection of a highly specific and

homogeneous group wherein the data collected is done under a controlled environment so

as to prevent any ambiguity from affecting the quality of the data obtained. Such a

sampling method is good only when the results obtained need to be compared against a

standard and specific data set and the outcome is based on the homogeneity of the closed

group targeted. The sampling analysis included establishing the relation between the

variables in the statistical framework. It could either be done by means of statistical tools

like regressions analysis, correlation, possibility, etc.The selection of the sampling method and analysis of the same should be done after

considering the exact requirement of the statistical analysis needed and the area of

implementation of the outcome achieved through the analysis. Sampling should be made

as per the population targeted as a complex sampling method for a relatively small

number of populations would prove to be ineffective in terms of the long time involved

and the efforts input into the calculation.

Information related with Data Collection:

Methods of Data

Collection

Research

Instruments

Analysis Details

Details of the

Analysis

Primary Source QuestionnaireEvaluation of the

training and

Reponses from

Employees and


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development at

ADNOC.

Executives would be

used to obtain the

required views as per

the questionnaire

developed for this

purpose.

Secondary Source

Books, Journals,

Reports, Demographic

Surveys, Magazines,

Government

Publications, News

Papers etc.

Statistical analysis of

the data and

evaluation of cross

tabulation of the

variables

The companys and

industrys reports

pertaining to the

training and

development needs

and the policies of the

Emiratization

Initiative would be

given prime focus in

this regard.

Limitations:

1. Small sample size of 40-50. Small sample size leads to some statistical errors likevolatility.

2. Differentiation in the responses of the individuals.


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3. Research study includes various variables and the analysis of all the variables isnot feasible.

4. The perception and requirements regarding the training and development variesfrom respondents to respondents.

5. Our questionnaire is restricted to only 10 questions which are not sufficient togather all the information associated with the training and development at

ADNOC.

6. Many respondents are not interested in providing their proper responses about theresearch study.

Chapter 4:

Analysis and Interpretation of Data

The data provided in this section includes the results obtained from the questionnaire

which had been developed for analyzing the training and development programs

currently being conducted at ADNOC for its employees at various levels. Primarily the

purpose of conducting this research was to evaluate the current training modules in the

organisation by means of which the effectiveness of the modules can be determined. This

would also help in determining the extent of the relevance of the training modules which

would be helpful in analysing the role of the current training programs in preparing the

employees to perform their duties in the organisation in a proper manner.


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The survey was conducted for the employees in ADNOC while keeping the sample size

as 43 which would be helpful in estimating the views of the entire employee strength of

the organisation (around 25000 employees). The following parameters have been

considered while conducting the survey for this research study:

y Population of the Organisation: 25,000y Confidence Level: 95%y Confidence Interval: 15y Sample Size: 43

The personal information of the respondents have been recorded for the sole purpose of

identifying the stage in the employees career graph and also estimating the needs of the

employees based on the Maslows Need Hierarchy Theory. Having identified the

employees detail, the analysis done would be effective as the views would highlight the

employees opinion in relation to the current position of the individual.

As regards the identification and the analysis of the training and development programs

at ADNOC, the questions prepared for obtaining the views of the employees have been

done in terms of the specific areas of training, such as training objectives, designs, etc.

(Please refer Appendix to view the Questionnaire)

Personal Background:


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Figure 1: Distribution of the respondents based on their personal background

Sl. No. Details Number of

Respondents

% of Respondents

1. Sex

Male

Female

36 83.72%

7 16.28%

2. Age

50

5 11.63%

25 58.14%

10 23.25%

2 4.65%

1 2.33%

3. Nationality

U.A.E

Other Arabs

Asian

American

European

13 30.23%

4 9.30%

17 39.54%

5 11.63%

4 9.30%

4. Educational Qualification

Primary 3 6.98%


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Secondary

Graduate

Post Graduate

Others

3 6.98%

18 41.86%

17 39.53%

2 4.65%

5. Income

Upto 10,000

> 10,000 - 20,000 - < 30,000

> 30,000 - < 40,000

>40,000

11 25.58%

12 27.91%

10 23.25%

7 16.28%

3 6.98%

The above table highlights that the company is comprised of a culturally diverse

workforce wherein the participation of the nationals is reasonably less in comparison to

the involvement of the foreign nationals at ADNOC.

Training Details:

Figure 2: Training Objectives:

Sl. No. Particulars Value Percentage

1 Training Objectives successfully

achieved.


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Strongly Disagree 2 4.65%

Disagree 3 6.98%

Neutral 10

Agree 25 58.13%

Strongly Agree 3 6.98%

Figure 2 highlights the accomplishment of the training objectives in the programs offered

by ADNOC management to the employees in general. The fulfilment of the objectives in

this regard is highly essential in ensuring that the employees are provided with the exact

training and related benefits so that the management may be assured of the increase in the

performance levels of the employees. The findings showed that 58.13% agree on the

objectives being completed successfully in the training and 3.98% of the respondents

strongly agreed on this point. 23.26% of the respondents remained neutral when asked

their opinion regarding the fulfilment of the training objectives by the companys

management, whereas 6.98% of the respondents disagreed to the fact that the objectives

were successfully achieved. This was backed by 4.65% of the respondents who strongly

disagreed with the fulfilment of the training objectives.

The data obtained from the respondents in this regard show that a majority of the

respondents agreed to the fact that the training objectives were fulfilled in the

organisation and this fact can be attributed to the maintenance of high performance levels

in the organization. Moreover the employees have been able to face any challenging

situations effectively basically due to the fact that the objectives of the training which


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were determined by the HR department of the company are effectively achieved in terms

of the employees personal opinion. A significant number of the respondents preferred to

not give their opinion about the fulfilment of the objectives whereas a reasonable number

of the respondents disagreed which shows that the certain employees maintain different

expectations from the management regarding the provision of the training programs but

either fail to communicate it to the management or are themselves not clear about what

they exactly need from the raining. This seems to be the most plausible cause for the

disagreement evident in the respondents.

Figure 3: Planning of the Training Programs:


2. Training Programs planned

according to the needs of the

employees


Disagree 2 4.65%

Neutral 2

Agree 31 72.09%


Figure 3 highlights the planning of the training programs which generally involves the

collection of the information from the employees so that their training needs may be

identified. This forms the basis for the designing of the training plan and also helps the


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management to decide the allocation of the employees to the training programs so that the

right employees may be provided with the right training. The creation of a training plan

which bears high resemblance to the needs of the employees provides the management

with the possibility of making the training module highly effective so that the

performance of the employees may be enhanced significantly and the employees may be

prepared to face any challenging situation which may present itself to the company. With

respect to ADNOC, this is the most important aspect of the training programs provided

by the management as the employee strength in the company comprises of people of

different backgrounds and races and hence the existence of differing needs in the

employees is evident. The results obtained from the respondents with reference to the

questionnaire prepared revealed that 72.09% of the respondents agreed on the fact that

the management considered the training needs of the employees before planning any

training program in the organisation. 16.28% of the respondents supported this opinion

by strongly agreeing to the effectiveness of the planning phase of the training programs.

4.65% of the respondents remained neutral as well as disagreed on this question. 2.32%

of the respondents strongly disagreed with the planning of the training programs.

The data obtained from the respondents in this regard highlights the fact that the

management of the company considered the individual requirements of the employees

with respect to their training needs in the company and this fact also bore relation to the

current job positions held by them. A significant majority of the respondents have agreed

to the fact that the management takes the appropriate steps so as to be able to be able to

provide the employees in the organisation with such training modules and development


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programs which would be successful in fulfilling the needs of the employee which have

been made with respect to the training requirements pertaining to the current position of

the employee in the organisation.

Figure 4: Training Environment:


3. Training environment of the

company enhanced effectiveness.


Disagree 5 11.63%

Neutral 7

Agree 27 62.79%


4. Training environment encourages

team development.


Disagree 5 11.63%

Neutral 1

Agree 32 74.42%



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The training environment of the company is highly responsible for ensuring the

effectiveness of the training programs. Environment in this regard not only refers to the

ambience created for the training programs which would make them resemble the actual

work scenario and this would provide the employees with an adequate idea about the real

world environment. These environments also influence the generation of team building

activities and brings into existence the coordinative efforts between the employees so that

the end result may be obtained with significantly high efficiency. Organisations usually

strive to ensure the provision of an adequate environment to the employees so that the

effectiveness of the training modules may be maintained.

The first question asked in this section pertained to the role of the environment of the

training in the organisation in enhancing the effectiveness of the training modules

developed for the employees. 62.79% of the employees agreed to the fact the that the

environment in the company with respect to the training of the employees was suitable

enough so as to be able to enhance the effectiveness of the training modules by means of

which the employees would be prepared to implement the skills and knowledge learnt in

the programs in real life situations. 16.28% of the respondents remained neutral to the

questions asked while 11.63% disagreed with the statement. The disagreement could

have been developed due to the existence of variable learning capacities of the people and

the difference in the response of the employees to the exposure to the training

environment in the company. However the fact that a majority of the respondents agreed

to the statement being true reveals that the environment has been responsible for boosting

the performance levels of the employees at ADNOC.


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The second question in this regard highlighted the development of a team coordinated

effort which is developed due to the influence of the environment on the training program

provided at the organisation. 74.42% of the employees in the organisation agreed to the

fact that the environment provided for the training programs was effective in encouraging

team work among the trainees. This can be attributed to the fact that the team work

among the employees is one of the key factors responsible for the immense success

witnessed by the company. Moreover the collective application of effort towards the

accomplishment of any task amplifies the outcome exponentially, thereby resulting in the

achievement of a better result in comparison to the result obtained from a singular effort.

However in this regard, 11.63% of the respondent disagreed with the fact that the current

training environment fostered the growth and development of team spirit among the

trainees. This was further supported by 4.65% of the respondents who strongly disagreed

to the role of the environment in the company in fostering the development of a team

coordinated effort in the organisation. The disagreement may have developed due to the

existence of personal grievances of the employees with their peers and colleagues which

might hinder the process of a team effort. Moreover the personal issues of the trainees

would raise the risk of conflicts developing between the employees and hence they do not

indulge in a team coordinated effort. Another reason which can be attributed to the

disagreement could be the fact that the employees may not be willing to work in a group

which could be a result of any introvert tendency of the employee or the lack of

confidence in operating within a group. 2.32% of the respondents remained neutral in this

regard and this may be attributed to the fact that the respondents could not judge the


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effect of the training environment on the development of team effort, but since this

number was significantly low, the possibility of this affecting the effectiveness of the

training programs is highly minimal.

Figure 5: Efficiency of the Trainers:


5. Trainers posses required

knowledge and skills.


Disagree 5 11.63%

Neutral 10

Agree 20 46.51%


6. Trainers provide effective and

unbiased training.


Disagree 6 13.95%

Neutral 15

Agree 17 39.53%



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Figure 5 highlights the view of the respondents with respect to the efficiency of the

trainer which not only pertains to their knowledge and skill levels but also identifies the

manner in which the trainers communicate with the trainees. The role of trainers in a

training program is of paramount importance as they have the responsibility of preparing

the individuals for facing the challenges in the day to day performance of the job

obligations. The trainer should possess thorough knowledge about the area of training

provided to the employees and should also be capable of identifying the needs of an

individual in the training group so that the training may be effectively imparted to them.

An effective trainer not only understands the strengths and weaknesses of a trainee but

also ensures that the training is provided in the most apt manner in which the trainee

would be able to avail the maximum benefits from the training provided by the

management of the company.

The first question pertains to the knowledge and skill levels of the trainers. With

reference to the views obtained from the respondents, it was noted that 46.54% of the

respondents agreed to the statement that the trainers possessed the required knowledge

and skill levels and this was further supported by 11.63% of the respondents who

strongly supported the fact that the trainers possessed adequate expertise with respect to

the area of training provided to them. 11.63% of the respondents disagreed with this fact

but 23.26% of the respondents remained neutral. The disagreement could have possibly

been received due to the fact that the trainees might not have been provided with the

required information or the information was not clearly communicated to them. This

might have led them to think that the trainers were not appropriately qualified. Another


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reason could be the fact that the employees were not clear about the exact objectives of

the training and hence they felt that the trainers were not capable enough to impart the

required training to them. The reason behind a significant number of the respondents

remaining neutral in this regard may be attributed to the fact that the trainees did not

evaluate the efficiency of their trainers and usually assigned the responsibility of the

ineffectiveness (if any) to the training design or the management of the company. It is

necessary that the trainees also evaluate their trainers so as to ensure that the training

provided is appropriate and would enable the trainees to effectively perform their

responsibilities in the organisation.

The second question in this section pertained to the unbiased and effective training

provided by the trainers. In this regard it should be noted that the existence of a biased

approach while imparting training would be received with deterring responses as trainees

need to be treated in an equal environment wherein equal opportunities exist for their

employees in terms of the training and development provided to them by the company.

39.53% of the respondents in this section felt that the trainers were effective and

maintained an unbiased approach while imparting training to the trainees. 13.95% of the

respondents disagreed with this statement while 34.88% of the respondents remained

neutral. It should be noted here that almost similar percentage of the respondents agreed

as well as remained neutral to the statement which signifies that the evaluation of the

effectiveness of the trainers while imparting training is judged on personal levels by the

trainees. The reason behind the respondents remaining neutral to the statement indicates

that the respondents are not certain about the effectiveness of the trainers which could


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have originated due to the lack of adequate understanding on the part of the trainees or

the evaluation of the trainers on a personal level which caused biasness in the evaluation

of the effectiveness of the trainers. This could also be attributed to the fact that the

employees are unable to understand the training provided to them and hence have

assigned this ineffectiveness to the trainers.

Figure 6: Training Design:


7. Training design is flexible enough

to incorporate the changes in the

design


Disagree 5 11.63%

Neutral 10

Agree 23 53.49%


The training design should be prepared in such a manner so that the changes in the

environment of the company may be easily incorporated into the training module so as to

be able to provide the employees with the latest information. This would not only enable

them to perform effectively in the organisation but would also prepare them to face the

challenge arising due to the changes in the environment. The changes could be external

or internal and in both the cases, the changes need to be incorporated into the design of


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the training module so that the trainees may be trained accordingly. 53.49% of the

respondents agreed to this statement in context of the training programs being provide

currently at ADNOC. The employees felt that the management had taken into

consideration the possibility of the environmental changes affecting the training programs

and had hence made the design flexible enough so as to be able to include these changes

into the modules easily. 11.63% of the respondents disagreed and this may be attributed

to the fact that the employees themselves were not able to benefit from the training or

were not able to respond in the expected manner to the training provided to them.

Figure 7: Benefits of Training in the Company:


8. Modules allowed achievement of

personal as well as professional

objectives


Disagree 3 6.98%

Neutral 10

Agree 25 58.13%


Primarily the main aim of the training programs is the achievement of the professional

goals of the organisation but the achievement of the personal goals is also given adequate

importance. Employees have the need to achieve personal objectives such as the gaining


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of knowledge and skills which would enable them to perform in an efficient manner in

the company and would also help them to gain positions in the organisational structure.

58.13% of the respondents in this section supported the fact that the training programs

provided to them enabled them to effectively achieve the personal as well as the

professional objectives in the organisation. 6.98% of the respondents disagreed with the

statement and the reason behind this could be the fact that the employees either did not

communicate their training needs to the management or the needs of the employees are

different and specific which do not come under a general category of the needs. However

it was noted that 23.26% of the respondents remained neutral in this regard which could

be due to the fact that the employees themselves were not clear about their needs or had

incorrectly identified the needs pertaining to the training requirements.

Figure 8: Duration of the Training Programs:


9. Adequate duration of training

modules as well as feedback

sessions allotted.


Disagree 7 16.28%

Neutral 5

Agree 28 65.17%



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The duration of the training as well as the feedback sessions is an important determinant

of the effectiveness of the training provided to the employees in an organisation. Too

long or too short durations render the training as ineffective as the employees would need

to allocate the required time to the training so as to be able to gain the maximum benefit

from it. As regards the feedback sessions, this is a mutual communication process by

means of which the employees may convey any requirement which they feel must be

given attention to while providing the training and the trainers provide the feedback to the

employees about the extent of the success of the training programs in preparing the

individuals to face the challenges in their performance of job responsibilities. 65.17% of

the respondents agreed to the statement that the training as well as the feedback sessions

were allotted adequate duration so as to enable the trainees to get the maximum benefit

and in the required time duration. 16.28% of the respondents disagreed with this

statement which could be attributed to the fact that either the participation of the trainees

in the modules was significantly less or the individual learning capacity of the employees

required more time so as to be able to grasp the training effectively. 11.63% of the

respondents however remained neutral to the statement and this revealed that they did not

evaluate the significance of the duration of the training and the feedback sessions but

determined the effectiveness of the programs with the content of the training modules as

well as the methodology adopted for imparting the required training to them.

Figure 9: Personal Opinion on the Training Programs:


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10. Training provided is satisfactory in

enabling the employees to perform

in a proper and effective manner in

the organisation.


Disagree 6 13.95%

Neutral 15

Agree 17 39.53%


Figure 9 depicts the satisfaction levels of the employees with respect to the training

programs being provided to them in the organisation. The primary motive of providing

training in an organisation is to enable the employees to perform better with respect to

their job obligations and also to face challenges effectively. 39.53% of the respondents

agreed to the statement that the training programs had been effective in enhancing their

performance levels within the organisation. 13.95% of the respondents disagreed with the

statement and this could be due to the fact that the employees were unable to relate the

knowledge and skills learnt in the training modules with real life scenarios and hence the

effective application of the acquired training could not be achieved. However it should be

noted that 34.88% of the respondents remained neutral to the statement and this could be

possible due to the fact that the employees did not consider the training to be responsible


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for enhancing their current performance levels. For this group of respondents, the

enhancement was probably due to personal efforts or internal environmental changes in

the organisation.

CHAPTER-5

OBSERVATIONS, CONCLUSIONS AND

RECOMMENDATIONS FOR FUTURE RESEARCH

5.1 Introduction

This chapter conclude the results of the study through the observations from the results of

the study. The observations are based results of the test applied to the hypothesis of the

study. The hypothesis testing is done with the help of analysis through SPSS software on

the data collected from the employees of ADNOC Company to analyze the effectiveness

of training program applied in the organization.

5.2 Observations

From the results of the study it has been observed that most of the employees of ADNOC

believe that the objectives of training program in ADNOC are achieved which depicts the

effectiveness of the training program of the company. The evaluation of achievement of

training objectives can be observed through the development in the employees through


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the training program which leads to the career development and organizational

development. The employees observed development in themselves and hence they

consider the training program as a successful program.

It is also being observed that the employees of ADNOC agreed that the training programs

should be designed as per the need of training of the employees. This enhances the career

development opportunities for the employees with the help of training. The performance

evaluation of the employees should be done to determine the training need of the

employees and then these training needs should be fulfilled through efficient training

programs. This also shows the soft approach of HRM of ADNOC which is considered as

the best practise to deal with the challenging role of HRM. The fulfilment of training

needs ultimately results to the organizational development.

It is also being observed that the employees believed training program enhances the

effectiveness of the employees and results to the achievement of the organizational

objectives. The training program results to the development of the employees and

organization and thus enhances the efficiency of employees so that they can work more

efficiently and effectively.

The employees of the organization also believe that training program leads to the team

development which results to the completion of project efficiently through intensive

planning and control. Thus the training program leads to the organizational success.

Training program should be conducted by the trained and skilled trainer who are

experienced and deal with the training need of each individual so that the development of


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each employee could be done effectively. Thus trainers must known about the learning

curves and the training capability and need of the individual employee, so that they can

give proper training for organizational development.

It is also being observed that the trainers should be unbiased for the trainees to provide

unbiased and transparent training to all the employees have an equal opportunity for the

career development and the transparent training results to the organizational

development.

It is also observed that the training program should be flexible enough so that it can be

changeable with respect to the changing environment. This refers that organization

should apply the strategic HRM to deal with the challenging and ever changing business

environment.

It is also being observed from the study that with the help of training program not only

the professional objectives are fulfilled but personal objectives are also being fulfilled.

Training program leads to the development of individual which results to the career

development of the employees and thus personal objective of the employee is achieved.

It is also being observed from the study that proper feedback increases the efficiency of

training program and thus duration for feedback should also being considered at the time

of execution of training program.


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It is also being observed that the training provided to the employees should be able to

enhance the efficiency of the employees so that it results to the effective working of the

organization and the organization achieves its objectives efficiently and effectively.

Conclusion

Training programs leads to the development of the individual and organization and thus

training program should be designed so effectively that they are able to enhance the skills

and efficiency of the employees and thus contribute towards organizational success. The

study depicts about the training programs of ADNOC Company and evaluates its

efficiency through an exploratory study. The response from the employees results to

following conclusions:

1. Training objectives should be so designed that it results to the achievement oforganizational objectives.

2. Training programs should be designed as per the training need and requirementsof the employees.

3. Training program results to the enhancement of employees capabilities and leadsto team development which results to the organizational success.

4. Trainers of the training program should be skilled and are unbiased towards thetrainees in order to provide transparent training.

5. Training programs leads to both individual and organizational development.6. Training program should comprise of feedback sessions and thus enhances the

effectiveness of the organization by helping in the organizational success.


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Recommendations for Future Research:

The study gives an exploratory research and thus gives an extensive study for the further

research. The study provides following recommendations for further studies and

organization:

1. Soft HRM approaches should be applied in the organization to motivate theemployees in the organization.

2. Performance evaluation should be done to analyze the training need of theemployees and not merely for the judgement of performance of employees

3. Flat organizational structures are adopted and strategic HRM approaches shouldbe applied to deal with the challenges of modern HRM.

4. Training program should be so designed that it helps in the enhancement of skillsof employees and thus results to the organizational success. The training programs

should have feedback sessions.

5. Trainers should be skilled and unbiased.

References:

1. About ADNOC. (n.d.). Retrieved October 26, 2011, from http://www.adnoc.ae:http://www.adnoc.ae/content.aspx?mid=22

2. ADNOC Group of companies . (n.d.). Retrieved October 26, 2011, fromhttp://www.adnoc.ae: http://www.adnoc.ae/content.aspx?newid=247&mid=247


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3. Clavene, J. (2008, April 17). Five Steps to Any Training Process. RetrievedOctober 31, 2011, from http://www.articlesbase.com:

http://www.articlesbase.com/training-articles/five-steps-to-any-training-process-

389781.html

4. Environment. (n.d.). Retrieved October 31, 2011, from http://www.adnoc.ae:http://www.adnoc.ae/content.aspx?mid=121&tree=

5. Introduction and Overview of HRM. (n.d.).

6. Maslow's Hierarchy. (n.d.). Retrieved October 14, 2011, fromhttp://www.google.co.in:

(http://www.google.co.in/imgres?imgurl=http://mktg343.pbworks.com/f/1253750

058/maslow's_hierarchy_businessballs.jpg&imgrefurl=http://mktg343.pbworks.co

m/w/page/9973679/Maslow's-

Hierarchy&h=711&w=978&sz=196&tbnid=ExulmisO0h9OkM:&tbnh=91&tbnw

=125&prev=/sear

7. Shuttleworth, M. (2009). WHAT IS A LITERATUREREVIEW? Retrieved October31, 2011, from http://www.experiment-resources.com: http://www.experiment-

resources.com/what-is-a-literature-review.html

8. Singhal, A. (n.d.). Training as a tool for increasing manpower productivity.9. Training and Development. (n.d.). Retrieved October 26, 2011, from

http://www.adnoc.ae: http://www.adnoc.ae/Content.aspx?mid=160&newid=160


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10.Training And Development Literature Review. (n.d.). Retrieved October 31, 2011,from http://www.oppapers.com: http://www.oppapers.com/essays/Training-And-

Development-Literature-Review/396143

11.Training of Employees: Need and Importance of Training. (n.d.). RetrievedOctober 31, 2011, from http://www.managementstudyguide.com:

http://www.managementstudyguide.com/training-of-employees.htm

APPENDIX:

Questionnaire

The evaluation of the training and development programs provided in an organization

would provide the management with the adequate information by means of which the

effectiveness of the modules may be enhanced and maintained optimum levels. The

following questionnaire has been prepared so as to evaluate the effectiveness of the

current training and development programs being conducted in the organization.

Please read the following questions carefully and mark the choice that is most

appropriate to your preferences:


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Personal Information:

Sl.

No.

Details Response

1 Age50

2 Gender Male Female

3

NationalityUAE

Other

ArabsAsian

American European

4 Educational

Qualification

(Highest /

Current)

PrimarySecondary Graduate

Post

GraduateOthers

5 Current Income

(AED) Upto

10,000 >10,000 20,000 30,000 -40,000

Evaluation of Training and Development at ADNOC:

1. Training Objectives:

1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree

Sl.

No.

Details Response


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1.

The objectives

of the training

course have

been

successfully

achieved.

1 2 3 4 5

2. Planning of the Training Programs:


Sl.

No.

Details Response

2.

The training

needs of the

employees were

evaluated prior

to providing the

required

training

program.

1 2 3 4 5


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3. Training Environment:


Sl.

No.

Details Response

3.

The training

environment of

the company

enhanced the

effectiveness of

the modules.

1 2 3 4 5

4.

The training

environment

encourages the

development of

a cooperative

team effort

regarding the

task assigned to

the trainees.

1 2 3 4 5


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4. Efficiency of the Trainers:


Sl.

No.

Details Response

5.

The trainers

possess the

required

knowledge and

skill levels as

well as adequate

expertise in the

area of training

provided.

1 2 3 4 5


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6.

The trainers

impart training

in an effective

and unbiased

manner while

bearing in mind

the specific

characteristic of

the trainees.

1 2 3 4 5

5. Training Design:


Sl. No. Details Response

7.

The training is designed with

adequate flexibility so as to

be able to incorporate the

changes in the environment

which might have a possible

effect on the training

modules.

1 2 3 4 5


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6. Benefits of Training in the Company:


Sl.

No.

Details Response

8.

The modules

were successful

in the

achievement of

personal as well

as professional

objectives.

1 2 3 4 5

7. Duration of the Training Modules:


Sl.

No.

Details Response

9.

The modules as well as

the feedback sessions

were allotted adequate

1 2 3 4 5


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time durations so as to

make the training

effective.

8. Personal Views on the Training Programs:


Sl.

No.

Details Response

10.

The training been

satisfactory in enabling

you to perform your job

responsibilities in an

effective manner.

1 2 3 4 5


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Documents

2nd_HRM_ Project Final Submission 27.11.11