The objective of the research in this case was set in line with the understanding of the impact of training on the organizational performance. The method of the research is essential for the development of any form of research. The correct form of research methodology must be determined for the desired outcome of the research.
The research process is the main focal point for the development of the idea of the research. This helps in the development of the research in certain steps to the needs of the research. So in the case of the inductive process, the research is somewhat dependent on the theoretical aspects.
In this case, the research approach is based on the practical data collection rather than depending on the literature of the research. In this case, the theoretical aspects of the research are developed after carrying out the practical aspect of research data collection. This makes the data more authentic and increases the accuracy of the research.
Last but not least, the third segment is the explanatory process of the research.
Scope and Limitations Scopes
The needs of the research according to the ethical grounds are very important for the development of a good research work. In that scenario, the research was developed with all the ethical issues in mind. So, in this case the ethical forms were distributed to the participants of the research and made sure that they understand that all the collected data in this case for the research in terms of personal information will remain safe and confidential.
Participants were also made aware of the fact that this particular research is for educational purposes only and the data or information would not have any legal liability against them in a court of law. The people who participated in the research all agreed to the research and no one was forced to participate in it.
Significance of the Study
Corporate Profile 1 Overview and history
- Trend and growth
- Customer mix
- Product
- Operations
- HR Department
- SWOT analysis
So the consumer composition of the organization is quite diverse and does not have a particularly segmented structure in this case. The organization does not have a price quote for the services, as the organization is a social service organization. The organizations promote the services to gather funds for the work and in this case the organization has a wide range of different programs set for the organization.
The target people of the organization are those who need different services in different circumstances. This has helped to understand that the services of the organization are quite satisfactory in this case. The organization's operations are quite versatile and all aimed at developing the organization's target customers.
In this case, the organization has provided over 151 vital emergency projects around the world. 46 projects have been taken up and successfully implemented by the organization to ensure the development of the homeless. 262 long-term projects have been successfully developed by the organization to ensure long-term development of people.
The organization has a highly decorated HR department for each of its divisions and its offices around the world. In this case, the organization sees the needs of the employees to this extent. In this case, the organization has a good influence on employees through the personnel department, and all related matters are regulated by the organization's personnel department.
It is therefore a regular HR work of the IRW organization and in this case the departments are included and connected with each other. Even in this case, the organization sets various needs and requirements for employees, which are moderated by HR. Employees in the organization are decentralized and in this case not all projects receive the same professional quality service.
Findings and discussion
The possibility of being conflicted by personal opinions in some cases where there may be religious tensions going around is also a problem in this case. In this case it can be seen that 100% of people are either satisfied or very satisfied. So, from here it can be understood that training has a good role in developing the employee-employer relationship in an organization.
In this case it can be seen that 100% of people are either satisfied or very satisfied that talent management and training develop the skills of employees in any organization. So, from here it can be understood that proper talent management and employee training are quite essential and help in developing the skills of the employees. In this case it can be seen that 70% of people are either satisfied or very satisfied and 30% of people are in between for an average response that the COVID 19 pandemic is a big obstacle in case of implementing the right training.
So it can be understood here that the COVID 19 pandemic is a major disadvantage in the case of implementing proper training. In this case it can be seen that 70% people are satisfied and 10% people are average in the middle and 20% people are dissatisfied that cultural differences are a setback in case of development of proper employee training and organizational performance. So, it can be understood here that cultural differences are a setback in the case of developing proper employee training and organizational performance, but there can also be some differences in ideologies and that can make a difference in some cases.
In this example, it can be seen that 70% of people are satisfied and 20% of people are very satisfied and 10% of people are average that proper training enables the organization to retain the employee. So from this it can be understood that proper training enables an organization to retain an employee in most cases, but there may be other reasons for employees to leave or change jobs, and in some cases these are factors. In this example, it can be seen that 50% of people are satisfied and 40% of people are very satisfied and 10% of people are average, that the pandemic has shaped training methods differently.
So, here it can be understood that the pandemic has shaped training methods in a different way. In this case it can be seen that 10% of people are satisfied and 60% of people are very satisfied and 20% of people are average and 10% of people are dissatisfied that Offline training processes are more effective for individual training of employees. So, from here it can be understood that Offline training processes are more effective for individual employee training.
But there are some issues among some employees and this side needs to be looked at. The answers of both managers are posted here to understand the whole situation of the impact of training on organizational performance in Islamic Relief Worldwide.
Conclusion and Recommendations
Best Practices in Talent Management: How Leading Global Corporations, London: John Wiley & Sons.
Question 02: Does proper training keep a role in developing employee and employer relationship?
Does employee talent management and training develop the ability and skill sets of the employees?
Are cultural differences a setback in case of development of proper employee training and organizational performance?
Does proper training allow the organization to keep the employee retained?
Do you think the Offline training processes are more effective for individual employee training?
