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THE IMPACT OF TRAINING ON THE EMPLOYEE

by | May 26

A STUDY ON THE IMPACT OF TRAINING ON THE EMPLOYEE PERFORMANCE IN PERTOLIUM DEVELOPMENT OF OMAN

Table of Contents

CHAPTER 1: INTRODUCTION 3

CHAPTER 2: LITERATURE REVIEW 5

2.1 Implication of training model 5

2.2 Implication of performance model 7

2.3 Factors influencing employee performance in PDO 9

2.4 The benefits of training 10

2.5 The gap in the literature review 11

CHAPTER 3: RESEARCH METHODOLOGY 11

3.1 Introduction 11

3.2 Research Design 12

3.3 Sources of Data 12

3.4 Data Collection Techniques 13

3.5 Data Collection Techniques 15

3.6 Sampling 15

3.7 Data Presentation 16

3.8 Chapter Summary 22

References 23

CHAPTER 1: INTRODUCTION

Topic chosen: A study on the training and performance in Petroleum Development of Oman (PDO)

Background of the Study

This study is going to be discussed the specification of the training and performance relating to the work process of Al Asfar Pertoleum Service regarding development connecting to Petroleum Development of Oman (PDO) . In this regard, the requirement of Petroleum regarding development of the Oman based economy is to be developed here. For the development of the matter of keeping the market price of Petroleum same in the global economic base, this requires to make enchantment of the petroleum. Based on this, the demand of the fuel in the global base, this can be possible to determine the market economy specifically the car industry. Herein, the organisational development is going to be addressed which will help to keep development of the profitability development effectively. This study delivers the concept based on the development of the training and performance of the organisational process to heighten the level of performance.

Rationale of the Study

The development of the study can help to make development of the supply of the petroleum which through the development of the supply can be ascertained. The importance of petroleum cannot be ignored considering the demand of the transport based work process. By making choose the company like Al Asfar Pertoleum Service, this can be possible to determine the development of the work process. The selection of the organisation can help to keep the betterment of the matter of making collection of the data to develop the research regarding procedure.

Herein, the procedure regarding the petroleum development is required to develop which through the quality of the procedure can be kept (Khan & Arunkumar, 2018). On the other hand, the threat regarding the environmental sustainability is required to keep considering the upliftment of the petroleum.

This is the issue regarding the matter of developing the petroleum development which through the demand of the petroleum through the international market can be mitigated. The application of the training can enable the process of generating the effective outcome which can help to the matter of making purification of the petroleum which through the demand can be mitigated.

In the organizational market, regarding the development of the competition, this is required to focus on the productive use of the petroleum by connecting to the procedure of delivering the effective outcome. The application of the effective training can fetch the effective outcome which through the purified utilisation of the petroleum can be utilised.

This can keep a positive impact on the matter of determining the development of the petroleum based business process which can help to keep the betterment of the business process relating to the automobile industry. This is beneficial for the development of making a strategic planning which through the industrial development can be incurred.

Objectives of the Study

1. To specify the requirement of the professional training considering the Petroleum Development of Oman

2. To make an assessment of the current performance connecting to the matter of generating the employee performance process in Petroleum Development of Oman

3. To detain the Government initiative regarding the training based development of the employees considering the work process in Oman

4. To specify the requirement connecting to the financial investment to generate the productivity

5. To ensure the specification of the infrastructure and the work efficiency regarding the measurement of the training development

Research Questions

What is the requirement of the effective training process by connecting to the matter of the training related process of the Petroleum development?How does the performance after the effective training process can be assessed regarding the petroleum development of Oman?How does the government can keep impact on the financial investment which through the productive outcome can be generated?4. What is the requirement of the financial application connecting to the matter of making the arrangement of the amount for the development of the work process of the particular organisation?

5. What is the benchmark regarding particular infrastructure and the work efficiency considering the measurement of the training development?

Significance of the Study

Significance of the study for the ResearcherAs a researcher, this can be possible to heighten the procedure connecting to the matter of determining the knowledge gaining process which through the aim of the research can be developed. In accordance to that, the process of data collection efficiency and the data analysis can be executed effectively.

Significance of the study for the CompanyFor the company based development, this is required to focus on the application of the research process. It will help to determine the process of weighing petroleum and making purification of this.

Significance of the study for the RespondentsBy getting the participation in the organisation based survey and the interb=view procedure, this can be possible to heighten the authentication of the survey related process. Thereby, this can be possible to get betterment of the infrastructure based development.

Scope and Limitations of the Study

Regarding the matter of developing the study, this is required to get the support of the effective e-book and journals, which through the betterment of the study can be ensured. Herein, the limitation of the research process can be ensured regarding the matter of nit getting the support of the relevant journal connecting to the process effectively. On the other hand, the application of the training process considering the research based development can help to heighten the procedure of generating the development of the financial enhancement.

CHAPTER 2: LITERATURE REVIEW

2.1 Implication of training model

According to Dhar, (2015), the previous research it has found that most of the organizations of Oman are applying the System Model in the context of training with the intention of improving their training methods for the employees. The concerned model on training development is a systematic approach, implementing which the organization can easily enhance the ability of its employees. The steps of the concerned model is also known as five phases of training model and it is found to be a significant training model in the context of organizational benefits.

Figure 1: System Model Training

(Source: Kipfmiller et al. 2019)

From the above presented graphical representation, the five stages of the concerned model can be identified, which are Analyze, Design, Develop, Execute, and Evaluate. As stated by Dhar, (2015), analyse is the first stage of the concerned model, which refers to analysis of the need of training in an organization. According to the requirement of the concerned stage, through the performance measurement procedure and other tools, the training needs are identified in the context of requirements in departments, among employees. In the context of the identification, every employee weakness would be assessed and based on that the types of training employees are required is going to be recognized. After the identification of the training needs, the learning, areas covered from the training and estimated cost will be identified by HRM. It has identified that it is the responsibility of the human resource management (HRM) of the organization to implementation of the model by following every steps. In the next stage, designing considered the structure of training. The design of the training will consist of the session and type of session that is able to meet the identified performance need among the employees of organizations in the context of the concerned nation. Objectives, steps of learning and sessions, arranging sequence, and content development are going to happen in the stage.

In the developing stage of the system model of training, the activities of the concerned program will be listed to guide the employees on learning. The delivery method and training material are also done in this stage. Next fourth stage, the implementation process is followed according to planning of the program. This is the most important stage; all the plans are carefully executed in this step. It is the most important stage in the concerned model, all the plans should be properly executed, and else whole program will be failed. After the execution, evaluation is required to conduct in a way to assess the complete process whether it meet the objectives or not. Every stage is required to be evaluated to identify the loopholes that can be improved in the next time.

The concerned model is reliable for the organizations; as it almost covers every stage of training. Through the training, employees develop the ability in which they are weak. Therefore, the performance ability and productivity of the employees are increased through the implementation of the System model Training. From the discussion on the concerned System Model Training, it is identified that the different organization in different nations can be implemented the model to generate the benefits in the context of the betterment of the employees performance through the training.

2.2 Implication of performance model

As stated by Shields et al. (2015), performance is one of the important factors in the context of employees for organizational productivity and benefits. Hence, the performances of the employees are required to be reviewed and improved on a daily basis for the betterment of organizational productivity. There are several performance related models are followed in the organizations of the concerned country, however, it has found that the Performance Management Model (PCER) is mainly implied in the most of the organization in Oman. The HRM and organizational heads are reviewed and identify the need of the performance improvement of the employees of a company. The Plan, Coach, Evaluate, and Reward (PCER) are the parts and stages of the concerned model that is implemented with the intention of improving the performance ability of the staff. The main purpose of the concerned performance management model is to constant enhancement of the employee’s performance in the organizational context to improve the effectiveness and efficiency of the individual as well as organization.

Figure 2: Performance Management Model

(Source: Mone and London, 2018)

In the above presented graphical representation, the structure of the concerned model has been provided. All the stages and its chain relation with each other in the context of the model are understood through the structure. In the Plan stage, the HRM along with team leaders assess the position restriction of the employees, individual competencies, set the target goal to achieve by the staff. All these are conducted in the context of developing the understanding between the performance and behavioural expectations of employees and the process helps to assess the performance review. In the context of the company, coach is the next stage of the model, where the expert supervisor provides coaching to the employees with the intention of guiding them throughout the year. In the evaluation stage, the self evaluation of employees, performance reviews, ratings, feedbacks all these are followed to monitor the staff. The management of the company provide rewards to the productive performance and appreciate everyone’s performance in a way to encourage the staff of the company.

In the context of the effectiveness of the concerned Performance Management Model, it can be stated that the different companies from different background can adopt this model. Through the implementation of the model in the companies, the performance of the employees can be reviewed and coaching them would be beneficial for the improved performance and productivity of the company due to which it can generate revenue.

2.4 The benefits of training

Training impersonates as a principal possibility to increase the information base of every employee, however, many companies in the contemporary climate find improvement events valuable. Representatives accompanying training assemblies also drop out on job time which can delay the achievement of plans. However, notwithstanding these possible disadvantages, training including development presents the individual also businesses as a combination with advantages that deliver the value and credit a worthwhile expenditure. The interest in finance from education and advancement of workers is a no brainer.

Progressed worker performance: In the views of Hafeez, U. and Akbar (2015) the worker who gets the required training is further able to function in their work. The training can give the operator a greater knowledge of their contracts within their performance, also, in turn, increase their faith. This resolution will improve their overall achievement also that can only profit the business. Workers who are responsible also on top of the industry measures help the company secure a place as a master and strong contender within the business.

Progressed employee comfort and confidence: the property in the training which a company advances shows workers that they can be valued. The concerned training creates a workplace which is supportive. Workers may obtain entrance to training which they would not hold otherwise acknowledged about or tried out themselves. Workers who feel honoured and questioned through training possibilities may seem more content toward their responsibilities.

Addressing vulnerabilities: According to Saleh et al. (2015), most workers will produce some deficiencies in the workplace abilities. The training schedule allows the company to increase those experiences that every worker needs to develop. An improvement program produces all workers to a greater level so everybody can have comparable skills including information. These assists decrease any insecure links inside the business who rely massively on others for completing necessary work responsibilities. Implementing the required training produces an overall competent staff with workers who can drive over toward each other as required, operate on companies or work autonomously without continuous help and guidance from others.

Compatibility: As per the opinion of Mohammed et al. (2017) a strong education and improvement program guarantees that workers have constant practice and background information. The compatibility is especially important for the necessary arrangements and systems of the concerned company. Each worker requires to be informed of certain expectations including procedures inside the business. Increased effectiveness in methods appears in economic gain concerning the business.

Improved productivity including adherence over quality standards: Richness usually develops when a business performs training programs. Improved performance in methods will guarantee project completion that in turn can increase the business turnover including potential business share.

Heightened variation in new procedures and commodities: Continuous training including upskilling concerning the workforce may inspire creativity. Innovative ideas may be developed as a primary result concerning training and improvement.

Degraded worker turnover: According to Saleh et al. (2015), workers are more inclined to feel appreciated while they are advanced in including, therefore, limited expected to shift businesses. Training including development can be displayed as being an additional business advantage. Recruitment prices, hence, go down as a result of staff retention.

2.5 The gap in the literature review

Although the concerned literature review have concentrated upon the certain attributes of employee training performance within Oman Petroleum Development, there is a gap within the factors that can drop down the performance level within the company. Therefore, this needs to be further implicated on future research.

CHAPTER 3: RESEARCH METHODOLOGY

3.1 Introduction

The methodological section is one of the important sections of any research study as it helps the researcher to develop certain knowledge regarding various information. Moreover, with the help, research methodological development different research philosophies and research designs can be used for reaching expected outcomes. Different research philosophies and research approaches will be critically discussed in the current study. This particular section will briefly elaborate on various research philosophies, research designs, and different sources of data.

3.2 Research Design

In the methodological section, research design can be referred to as one of the essential factors to develop a proper framework of different application methods. The researcher could apply different types of research designs for organizing various data in a proper sequence. Therefore, research design can be classified into various types such as Experimental Research Design, Correlation design diagnostic research design, and descriptive research design (Fletcher, 2017).

However, the researcher will incorporate descriptive research within the research process in order to derive an in-depth analysis of data. The descriptive research arrangement will help critically analyse various data for identifying its relevance in the current context. With the help of descriptive research design all the substantial information that would be gathered regarding the significance of training in the concerned organization will be critically analysed.

The researcher has used descriptive research design for justifying the relevance of gathered data to some large extent. Moreover, the descriptive research design will help to complete in descriptive analysis of gathered data (Walliman, 2017). With the help of Descriptive Research Design the gathered facts can be well rounded in respect of the chosen topic that is Petroleum Development in Oman. The major issue of using Descriptive Research Design is its artificial results that may generate in the research context.

3.3 Sources of Data

3.3.1 Primary Data

The primary sources of data based on a questionnaire. Moreover, the researcher has c n ducted both qualitative and quantitative data collection methods to gather relevant data. The Al-Asfar Petroleum Services organization has been chosen to conduct interview. Two managers have been chosen from the organization to conduct the interview session (Lewis, 2015). The quantitative data collection method has been performed on the basis of different employees. From the primary sources of data, a vast amount of information has been gathered. The researcher has chosen two managers for conducting the interview session. The mangers will help in accumulating quality based and the employees of the company would help to accumulate quantity based information considering the significance of training in employee’s performance.

3.3.2 Secondary Data

Along with primary sources, the researcher has used different secondary sources for gathering data. Secondary sources such as journals, official websites, and articles along with academic journals have been investigated to gather relevant information. Secondary sources would help to add genuine facts and figures within the entire research. Different annual reports have helped the researcher to gather knowledge regarding government initiatives to enhance training based developed in Oman (Abdulkadiroğlu et al. 2017). The secondary sources of data have helped to identify different authentic information regarding the basic requirements of training process in Oman (Creswel and Creswell, 2017).

3.4 Data Collection Techniques

3.4.1 Interview

As per the research is considered, a set of proper interviews has been undertaken that helps to understand the idea of the manager and the way it helps to analyse the current issues and the techniques that help to meet the needs of the research accordingly. Furthermore, it can be analysed that, a set of 3 questions has been set which will be asked to 2 managers of Al-Afsar Petroleum Services that would help to analyse the topic and make the research analysis useful.

How do you deal with the governmental issues while imparting knowledge on Petroleum development?

Manager 1Manager 2“As the concept of petroleum development is considered, it is one of the most emerging ideas that has been analysed in the organisation. As per the governmental issues are considered, it should be solved immediately. The training should be made in such a way that all the knowledge is imparted in the most effective manner”“As the governmental issues are considered, mention must be made about the various issues that are related. On the first place, the taxation issues are to be solved in the first part. It can be analysed that, the governmental issues are solved as per the needs of the organisation the issues are studied properly and thus, this finally can be related to help the analysis of the data accordingly”Analysis:

As per the replies that are received, it can be seen that both the managers forward different ideas to promote and solve the governmental issues. As in Oman most of the laws are in regards to Al-Sharia, therefore, it can be abided that helps to meet the desired needs (Hox, et al. 2017).

Do you think the training that is being imparted now is effective?

Manager 1Manager 2“As training is one of the most important factors that help to gather information in regards to the development, therefore, it can be said that the training that has been imparted helps to build the idea about the various petroleum organisation and thus, meet the needs accordingly”“As the training and development that has been forwarded is considered, it can be stated that the traditional method of training is not highly effective. Therefore, the employees should be given proper training that are effective which helps to analyse the issues and solve them accordingly”Analysis:

As per the effectiveness is concerned, it can be said that with the help of the various training methods, the development of the organisation can be solved. On the other hand, mention must be made about manager 2 who stated that the latest technologies and updated form of training is to be forwarded that helps the organisation to go ahead and support the trainees.

How can you say that the business of petroleum development will help the nation?

Manager 1Manager 2“As it can be seen that, the most important factor of Oman is Petroleum, therefore, this is regarded as one of the most important factors that help to boost the financial aspect of the nation., as the finance of the organisation highly helps to boost the economic condition of the nation, therefore, it can be said that the business of petroleum will help in generating g high business accordingly“As petroleum is one of the major factors that help to meet the needs of the nation, therefore, this can be regarded as one of the major aspects. But on the other hand, other forms of business should also be developed so that it helps the nation to grow”As per the analysis that has been considered, it can be said that the promotion of the business highly appreciated in the business. It can be stated that the business helps to boost financial growth. But according to that of the second manager, the other business forms should also be promoted in Oman that helps to meet the needs of the nation and thus, develops the nation accordingly.

3.5 Data Collection Techniques

3.5.2 Survey Questionnaire

How far do you agree that the application of the effective training procedure can keep impact on the matter of developing generation of petroleum?How far do you agree that the requirement of the assessment of the training can develop the generation of petroleum effectively?How far do you agree that the government initiatives can make beneficial the process of upgrading the techniques?How far do you agree that the application of the robotics and IOT can reduce the challenges regarding the generation of Petroleum? (n)How far do you agree that the analysis regarding the effective infrastructure is required for the enhancement of the quality of the work?3.6 Sampling

3.6.1 Sampling techniques

As per the sampling techniques that are considered, it can be said that the use of random sampling is undertaken. This helps to keep development of the research process without manipulation. It helps to meet the needs of the research and thus, solves the overall requirement (Mardani et al. 2017). Furthermore, the customers and the managers are considered so that the best data is analysed.

3.6.2 Population

As per the population has been considered, mention must be made about the customers that are undertaken under the probability and the non-probability method that helps to analyze the issues in the organisation. 47 people are selected for the development of the data sampling procedure to run the research based development. The selection of the population has been considered on the basis of special attributes that are present in the selected people (Singh et al 2017). Therefore, the selected sampling method is one of the major aspects that help the research to go ahead and solve the need for the research accordingly.

3.6.3 Sample

As per the sample is considered, it can be seen that 47 customers are undertaken that helps to meet the aim of the research through the method of the survey with the help of the Likert scale. Furthermore, the analysis must be made that, two managers of Al-Afsar Petroleum services are interviewed in regards to the proposed research that has been undertaken

3.7 Data Presentation

3.7.1 Data Presentation

Table 1: application of the effective training procedure to make generation of petroleum

(Source: As created by researcher)

Figure 1: application of the effective training procedure to make generation of petroleum

(Source: As created by researcher)

Table 2: requirement of the assessment of the training

(Source: As created by researcher)

Figure 2: requirement of the assessment of the training

(Source: As created by researcher)

Table 3: government initiatives regarding the upgradation of the techniques

(Source: As created by researcher)

Figure 3: government initiatives regarding the upgradation of the techniques

(Source: As created by researcher)

Table 4: Application of the robotics and IOT regarding the generation of the robotics

(Source: As created by researcher)

Figure 4: Application of the robotics and IOT regarding the generation of the robotics

(Source: As created by researcher)

Table 5: Application of the effective infrastructure to enhance the quality

(Source: As created by researcher)

Figure 5: Application of the effective infrastructure to enhance the quality

(Source: As created by researcher)

3.7.2. Data Analysis Techniques

From the analysis of the table 1, this can be possible to extract that 62% of the respondents keep the opinion for the matter of making use of the training procedure. This is why for the development of the application of the technical knowledge for upgrading the productivity.

On the other hand, 34% respondents oppose this regarding the matter of enhancing the expenses of the organisation. Herein, the threat regarding the development of the cost can be enhanced which is required to keep.

According to table 2, 75% of the respondents are agreeing with the fact of making an assessment of the training process for making justification of its requirement. This can be beneficial for the betterment of the organisational flexibility to keep the development of the organisational output. On the other hand, 20% of the respondents are arguing with the fact regarding the matter of time consuming issues. This can be a barrier to the organisational development which through the organisational output can be generated. This requires for the betterment of the organisational development to keep command over the time consuming issues.

Table 3 shows 83% of the respondents support regarding the betterment of the training process by making use of the government initiatives. Thereby, the development of the training process can be ascertained. On the other hand,13% of the respondents stands for the private initiatives to complete this.

Through the development of the table 4, 32% of the respondents think that application of robotics can bring the effective outcome in favour of the training process. On the contrary, 62% of the participants vote for not applying the robotics for reduction of the employability.

Through the development of the table 5, this can be possible to clarify 72% support based on the requirement of the supportive infrastructure. It is argued by 21% support of the respondents by focusing on the training process and the outcome.

3.7.2. Data Analysis Techniques

As per the sampling factor is considered, it can be analysed that, the research contains both qualitative and quantitative analysis, considering the interview and the survey peocess that helps to gain an idea of the petroleum industry in Oman that helps to meet the need of the research.

2.3 Factors influencing employee performance in PDO

It can be worth considering that training within some companies can be an ad hoc project when others are striving hard to recognise their requirements, create the description of training also execute it subsequently and then estimate the decision on the basis of their planned purposes Cameron et al. (2017). On the opposite hand, different theory indicates that companies always appropriate exercises for the symbolic purpose (). According to the prospect, training is presented not since it is important or increases worker productivity, however, preferably is a generous gesture of the companies that the company provisions for them also consider their connection with the workers. Training can be addressed as an executed project that is pre-planned, methodical and directed at improving the employee’s degree of experience, understanding and competency which is required to complete work efficiently (Passfield, 2017).

Training represents a vital and crucial function in increasing performance, improving productivity also promoting quality. Many investigations have consistently authenticated linkages connecting training also employee achievement (Hafeez and Akbar, 2015). That simply indicates that companies that are committed to producing advantages for stakeholders, rendering quality assistance to consumers and recipients spend enormously in the education of their workers which ultimately present to their production, quality assistance of the company and progress in richness (Mohammed et al 2017).

Saleh et al. (2017) also emphasised the significance of training being the complement of collection exercise through that the organizational learning and worker responses can be adjusted to provide positive outcomes. Training can be presented as an important mechanism for improving the information and necessary experiences to improve individual worker production.

In the views of Hafeez, U. and Akbar (2015) the evaluation concerning production from the prospect of the company also individual is important. From the business perspective, the object is something which the company wants also the decision is what must be made; when from the unique representation, an effort is something that somebody does also the result can be the outcome of the training also what is required to receive in revenue for the effort can be called the remuneration. Performance assessment is a method of endeavouring to manage the employee’s performance outcomes. Rather than only focusing on the performance outcomes and reward features, that also resembles at whereby to produce good work requirements, find qualified management units also develop staff, fortunately, all of that enables the company to ensure a high degree of motive and work achievement amongst workers.

3.8 Chapter Summary

As per the research, the methodology has been considered of the proposed topic “A study on the training and performance in Petroleum Development of Oman (PDO)”, the analysis of the research design and the sampling methods are undertaken that helps to analyse the research in the most useful manner. Therefore, it can be stated that, with the help of the Likert scale and research onion, the analysis helps to fulfil the needs of the research that has been undertaken.

References

Abdulkadiroğlu, A., Angrist, J.D., Narita, Y. and Pathak, P.A., 2017. Research design meets market design: Using centralized assignment for impact evaluation. Econometrica, 85(5), pp.1373-1432.

Cameron, D., Potter, K., Wiggins, G. and Pearce, M., 2017. Perception of rhythmic similarity is asymmetrical, and is influenced by musical training, expressive performance, and musical context. Timing & Time Perception, 5(3-4), pp.211-227.

Creswell, J.W. and Creswell, J.D., 2017. Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets method. International Journal of Social Research Methodology, 20(2), pp.181-194.

Hafeez, U. and Akbar, W., 2015. Impact of training on employees performance (Evidence from pharmaceutical companies in Karachi, Pakistan). Business Management and Strategy, 6(1), pp.49-64.

Hox, J.J., Moerbeek, M. and Van de Schoot, R., 2017. Multilevel analysis: Techniques and applications. Routledge.

Khan, M. R., & Arunkumar, N. (2018). TRAINING NEED ANALYSIS OF EMPLOYEE AT PETROLEUM DEVELOPMENT OF OMAN (PDO). Arabian Journal of Business and Management Review (Oman Chapter), 60-69.

Kipfmiller, K.J., Brodhead, M.T., Wolfe, K., LaLonde, K., Sipila, E.S., Bak, M.S. and Fisher, M.H., 2019. Training front-line employees to conduct visual analysis using a clinical decision-making model. Journal of Behavioral Education, pp.1-22.

Lewis, S., 2015. Qualitative inquiry and research design: Choosing among five approaches. Health promotion practice, 16(4), pp.473-475.

Mardani, A., Zavadskas, E.K., Streimikiene, D., Jusoh, A. and Khoshnoudi, M., 2017. A comprehensive review of data envelopment analysis (DEA) approach in energy efficiency. Renewable and Sustainable Energy Reviews, 70, pp.1298-1322.

Mohammed, M., Ahmed, E.M. and Anantharaman, R.N., 2017. The effect of TQM intention to implement on work performance in Oman’s Ministry of Justice. World Journal of Entrepreneurship, Management and Sustainable Development, 13(3), pp.223-242.

Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Passfield, L., Hopker, J.G., Jobson, S., Friel, D. and Zabala, M., 2017. Knowledge is power: issues of measuring training and performance in cycling. Journal of sports sciences, 35(14), pp.1426-1434.

Saleh, A.S., Piaw, C.Y. and Idris, A.R., 2015. Factors influencing the employees’ service performance in Ministry Of Education in Sultanate of Oman. Procedia-Social and Behavioral Sciences, 197, pp.23-30.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.

Singh, D., Alkharusi, M.A., Mattar, Y.A., Kakira, M.N. and Plotnikov, A., 2018. Business and financial analysis of Oman Oil Marketing Company. Delhi Business Review, 19(2), pp.115-126.

Walliman, N., 2017. Research methods: The basics. Routledge.
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