Solution

2.0 Research on Training and Development Strategies in Improving Employee Performance

2.1 Title

The role of Training and Development Strategies in Improving Employees Performance. A case study of UAE Telecommunication Industry

2.2 Aim

This research aims to evaluate the effectiveness of the training and development strategies in terms of improving the performance of employees at UAE telecommunication industry, with over 5000+ employees.

2.3 Objectives

To review the current literature on training and development strategies
Identify and review the current training and development strategies adopted in the UAE telecommunication industry
Make recommendations on which training and development strategies can be implemented in the UAE Telecommunication Industry
Review the level of performance of introducing the recommended training and development strategies to the UAE telecommunication industry

2.4 Key Stakeholders

The major impact is on the trainers, training program participants and their managers involved in a close functioning to ensure appropriate conditions are in place for learning and application on the job. In the context of the current study, the stakeholders who would be considered include the following;

Table 1: Key Stakeholders

3.0 Literature Review

The training and development concept has significantly been featured in contemporary research. Different authors in a universal agreement have noted that training and development practices have a positive implication in the financial performance of an organisation (Surroca et al., 2010; Aguinis & Kraiger, 2009; Marimuthu et al., 2009). This correlation has been demonstrated by Surroca et al. (2010) by noting that a company that trains and develops its human resource leverage from a competitive advantage over other players in the same industry. This is since the employees became highly engaged and motivated in their work hence improving their overall performance and loyalty to their company. Further, Aguinis and Kraiger (2009) noted that the employees who are the direct linkage with the customers offer an improved service leading to increased repeated business and more referrals from their satisfied clients. The author further pointed out that training and development facilitates an ardent opportunity to the employers in making recognition of their potential and that of their teams and increasing stronger relationships and improving the possibilities of expanding the knowledge base of all employees.

Additionally, Blume et al. (2010) pointed out that training and development has a positive implication in improving performance and individual behaviour. This is part of an increased maturity pertaining to their capacities and as such performance and effectiveness of the long-term profitability and sustainability of the overall performance of the agencies. In the telecom industry, Gruman and Saks (2011) pointed out that the worker training and development plays an instrumental role in improving the overall performance and growing productivity of the organisations. The consequence of this is companies gaining superiority in the context of their positioning in the high-level environmental pressures. These findings were affirmed by Saleem et al. (2010) study that focused on Pakistan’s telecommunication industry and demonstrated the extent in which the effectiveness of the employee’s performance leads to increased organisation effectiveness.

In terms of training and development methods, Saeed et al. (2013) illustrated the core

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