MGT340 – HUMAN RESOURCE MANAGEMENT

TITLE - TRAINING AND DEVELOPMENT

GROUP 4

PREPARED BY;

NAME NO MATRIX
ADHAM DANIAL BIN IDRIS 2019271602

AKIF BAIHAQI BIN MOHD ZUKI 2019441478

MUHAMMAD DINIY BIN MOHD YUSOF 2019271022

MOHAMMAD ALZUHAIRI BIN MOHD 2019242306

HANIZA
SYAFI SULAIMAN BIN AHMAD MAJIDI 2019212296

MUHAMMAD ALFI HUSAINI BIN MOHD 2019205452

JUHARI

CLASS: JBA1145A

PREPARED FOR: HAIRIANI BINTI ABDUL HAMID

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 TABLE OF CONTENT

TOPIC PAGE
3
ACKNOWLEDGEMENT

4
INTRODUCTION

5
PROBLEM IDENTIFIED:
TRAINING AND DEVELOPMENT
6-7
FACTORS AND EFFECT ABOUT TRAINING
AND DEVELOPMENT

SOLUTION TO THE PROBLEM 8

RECOMMENDATION TO SOLVE THE 9-10

PROBLEM

ADVANTAGES AND DIADVANTAGES 10-11

BEST RECOMMENDATION 11

CONCLUSION 12

REFERENCE 12

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ACKNOWLEDGEMENT

We thank all those who have contributed in completing this assignment. Most importantly, we are
grateful and thankful to the almighty and incomparable god. Without the efforts of colleagues and
guidance from our lecturers, this task would not have come true.

Finally, we have figured out a way to complete this assembly project with incredible fun and
assurance. All the time spent looking at and examining the same thinking as supporting the
hypothetical signs to drive the results is worth our work and time. In addition, we would also like
to thank our Human Resource Management lecturer, Puan Hairiani Binti Abdul Hamid, who has
given us a lot of guidance throughout the time spent to complete this assignment.

In addition, we also need to thank the public for their endless help in addition to the occasional
petitions and the time they enjoy with us. Finally, we may want to thank our friends who have
been directly or indirectly involved. They offer ongoing help and consolation until the task is
completed effectively. We have no important words to convey we are greatly appreciated, yet our
hearts are still filled with the grace derived from each individual.

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INTRODUCTION

Training and development, has a strategic position and it directly contributes to the
business goals and objectives of the organization. In an ever -changing and fast -paced corporate
world, training and development is an indispensable function. Training and development is one of
the lowest things on most companies ’priority lists. To meet the current and future challenges of
the business, training and development is considered a learning activity, ranging from training
employees to their tasks.

In addition, knowledge sharing to enhance business horizons and customer service. When
it is organized, it is often the persistence of the human resources department. Training allows
employees to acquire new skills, hone existing skills, do better, increase productivity and become
better leaders. However, for many businesses, the cost of training and development is quite
expensive.

Another reason why many employers reduce training opportunities for their employees is
because attending training sessions can delay project completion because employees need to
take time to attend training programs. Despite the lack of potential, training and development can
give employees and the company overall benefits that make the time and money spent on
investments worthwhile.

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PROBLEM IDENTIFIED – TRAINING AND DEVELOPMENT

Recently, Malaysia’s labor output been fallen. It been said by J Solomon from University
Malaysia Labor Centre General Council Member in newspaper on 3rd May 2021.Malaysia been
effected by disharmony relation between leader or staff which they not communicate frequently
which made connection between them not close. From that, work rate for company can dragged
down also affect the quality of product.

For better quality of productivity, company must help employees stay in bonding to make
sure that company is going fine and able to work together. For new employees, they will felt
uncomfortable to work with stranger with any mutual. This also can affect the work rate also
distraction for everyone. For example, newcomer cannot operate the machine and make some
fault that can causes problems. This make everything been postponed abit but can solve in
several minutes. From this, newcomer felt burdened and not willing to work with full of passion.
That why training is important for newcomer also for other employees for sharpening skills.

From all of those, we all know that a lot company just set a goal for employees and not
considering about emotion of employees also chemistry between them. This not make quality
drop but some employees will quit from workplace because of uncomfortable space also
surrounding. Leader must take action to make sure all of employees enjoy their job and able to
achieve their goal.

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FACTORS AND EFFECT ABOUT TRAINING AND DEVELOPMENT

There are various factors that can contribute to the failure of deep training an organization,
among which the first factor is ineffective management. According to Robert and McDonald (1995)
in their study stated that failed training will occur when management is not strategic and careless
when managing training programs. In fact, he also stated that argument such leads us to think
more deeply that the environment corporate is a background in training management. Therefore,
if management corporate fail, then fail a training program to be run.

The next factor is the lack of knowledge among coach. This factor can be further
strengthened by studies that have been done by Gilleard (1998) entitled "Trainers need training
too". According to Gilleard (1998) the experience gained by the coaches is not enough for them
to train the employees towards a competitive direction in the future, then trainees are also
necessary given appropriate training. This is true, because of the stakeholders unable to detect
their desire in making changes or acquiring iran camps and learning in fulfilling their role as
coaches, (Jones, 1988, p. 97) is quoted from the study (Gilleard, 1998).

The third factor, the training objectives are not clear. The objective of the training is input
that employees will obtain after undergoing a training program. Some organizations send their
employees to undergo training programs without identifying objectives and without knowing what
the trainee will achieve during they come and go from the exercise program, (Obisi, 2011).

The next factor is inappropriate training methods. According to Annstrong (1995) quoted
from Obisi’s (2011) study, there are various training techniques which can be used but not all
techniques and methods are suitable for training that was done. Fajana (1997) quoted from (Obisi
2011) argues that things The important thing in choosing training methods is to identify the types
exercises to be carried out. According to him, the biggest problem in the selection of methods
training lies in the failure to recognize the differences between learning theories and principles,
and how to use those methods.

The last factor is the lack of training motivation among the trainees. Training motivation is
defined as a certain desire of a coach to studying the content of training programs, and applying
knowledge and skills in training programs in the workplace (Noe, 1986, p. 743) are quoted from
study of Siti Fardaniah Abdul Aziz and Shamsuddin Ahmad (20 II). Baldwin et al. (1991) quoted
from a study (Siti Fardaniah Abdul Aziz and Shamsuddin Ahmad, 2011), showed that individuals

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with low training pre-motivation would their lack of willingness to attend training and will affect
outcomes learning in the training program.

Training failure is something that will have an impact severe to the organization as well as
the participants of the training. The effectiveness of training refers to to the extent to which the
objectives can be achieved and in general, effectiveness training can also be assessed through
training transfer, (Tai, 2006). Therefore, if training such a failure with this is certainly not the
objective of the exercise will be achieved. In addition, over the past few decades training programs
have been gets attention by developed countries that are willing to spend billions of dollars every
year on training management, yet not all training that carried out will be successful (Lu & Betts,
2011). With this failure, then it will cause a large loss by a company on their investment for the
failure of the management of the training program.

Changes in the form and content of work (Howard, 1995) have an impact to organizations
to select human capital development programs and one of the programs often involved in human
capital development is training designed to improve employee performance, cited from a study
(Chiaburu & Tekleab, 2005). Through this, it can be concluded that training failure will cause no
change in employee performance or may drop again the performance of the participants with the
failure of the exercise.

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SOLUTION TO THE PROBLEM

The government needs to make development in new policies. The New Development
Policy (NDP) aimed to create a balance between the objectives of economic growth and income
redistribution. It included affirmative action programmers in education and the civil service for
Bumiputra citizens. This can be done after the Covid-19 pandemic subsides. Many economic
losses occurred due to the pandemics that the country experienced. Employees should take
advantage of this opportunity to maintain their health. This is because businesses must be mindful
about their employees' health and safety during that time.

The government is already limiting time to employees. Every employee needs adequate
rest. As a result, the maximum amount of time they can work is 10 hours. This matter is in
accordance with Section 60A (1) of the Employment Act 1955. Employers cannot order
employees to work more than 10 hours a day. This is done to make sure they are free of mental
stress. When a person experiences mental stress, it is difficult for them to concentrate on their
work. As a result, excellent work will not be produced.

Given the prohibitively high expense of providing employee training. Many expenses must
be incurred, particularly in terms of facilities, food, and other items. Employers can provide online
training to their staff. It can accommodate a large number of employees for training at the same
time, which saves the business money. Zoom meet, Google meet, and other platforms are
examples of platforms that can be used. Because employees may access websites using only
their mobile phones, online training can be completed at any time.

Lastly, employers can avoid face-to-face training on weekends or after work hours, and they
can reduce the amount of time employees are required to travel for training. Every employee
requires sufficient rest. To allow staff to concentrate on each task that has been assigned to them.
There is no break if workers are mobilised to accomplish a lot of work as well as training.
Employees will experience mental stress as a result of this, and their health will suffer as a result.
All employees have the weekend off to relax and spend time with their families. As a result,
companies should not provide work and training instructions to their employees.

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RECOMMENDATION TO SOLVE THE PROBLEM

Based on the problems that have been discussed previously, there are several measures to
prevent training and development problems. We have discussed that there are several solutions
that can be taken and implemented to change this from continuing to happen. Among them are
the government should oblige employers for their employees to undergo training. At least twice a
month, each employee should be sent for training. They can develop their mental or physical
abilities. As a result, firms will hire quality workers. The employer's name will rise as a result of
this, as will the value of their stock. Employers must invest their money in order to generate quality
employees who can also be a future asset. If an employee has the qualities to head a company,
for example, they must be polished as much as feasible.it also can achieve a more discipline
employees for example, the workers regarding their separate positions or bosses. this is on the
grounds that, by regarding the business and different positions or staff can acquire a decent
cooperation in an organization association paying little mind to any financial area, such as the
modern area, schooling and others.

Other than that, the government should also closely monitor the pandemic impact on employers
and employees. Furthermore, the Covid-19 virus has not yet stopped spreading. The government
cannot afford to take this subject lightly in order to prevent enterprises from closing and laying off
people. Many firms have laid off staff because they do not want to incur the cost of employee
treatment or because the company does not want to close due to covid-19 infection. In this manner
it can assist with holding laborers back from declining just as care for the government assistance
of individuals. in case we look from the current circumstance of the country. financial experts have
as of now got new approaches that are as yet being contemplated to take care of the issue of
preparing and improvement during the pandemic. As the work supply increments, descending
strain is set on the pay rate. In the event that businesses' interest for work doesn't stay aware of
the work supply, compensation normally fall. An abundance supply of employees is especially
hurtful to representatives working in ventures with low boundaries to passage for new employees
that is, those with occupations that don't need a degree or any specific preparing.

Furthermore, the higher institute side necessities to work on the viable experience for
understudies. This is because of the way that it can foster excellent alumni who can wrap up
responsibilities rapidly and productively. Besides, organizations may promptly track down
qualified graduates. Many firms presently favor prepared representatives over ongoing graduates.
Issues are effortlessly addressed by experienced individuals. Assuming a new alumnus has a
great deal of involvement, they don't upset the businesses they will work for; they basically expect

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preparing to address any lacks or weaknesses that exist. Thus, the university should assume a
significant part in making magnificent alumni for the Malaysian business. From this solution we
can also get benefits from the education that globalization and international trade require
countries and their economies to compete with one another. Economically successful countries
will hold competitive and comparative advantages over other economies, though a single country
rarely specializes in a particular industry. A typical developed economy will include various
industries with different competitive advantages and disadvantages in the global marketplace.
The education and training of a country's workforce is a major factor in determining how well the
country's economy will perform. For example, students from University Technology MARA that
offers an internship program that will help students face the real situation while working in the
industry or any company before being offered a job.

ADVANTAGES AND DIADVANTAGES

Each of the recommendations given above will have its pros and cons. It seems like the
government should make it mandatory for employers for their employees to undergo training. In
this given point there are advantages and disadvantages of its own. Among the benefits is that
employees who are given the opportunity to enter a company have the right skills and talents to
do a task. It is not that the employee only has a position, but the fact is that he does not understand
anything. Among the disadvantages is the waste of time in the process of conducting training
exercises that will be held. It is true that the training process will take some time. A company
needs to choose the right employees in the best conditions.

The second point is that the government should also closely monitor the effects of the pandemic
on employers and employees. When examining this point, it is more of an advantage than a
disadvantage. As we know almost all large corporate companies suffer relatively large losses. So,
the government must provide assistance or monitor the development of companies that have
suffered huge losses. As we know, these large companies also help the government a lot in
generating national income so the government should care about the companies affected by the
Covid19 epidemic. The disadvantage is that from the government wasting time helping large
companies that have suffered losses, it is better for the government to help the people who are
in need and have problems as a result of this covid19. This large corporate company also has a
multiplier. So here instead of the government spending funds for private companies it is better to
help the poor people.

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The last is that the university needs to improve the practical experience of its students. Among
the benefits is that the better the practice of each university, the better the quality of the university's
output and also become an asset for the country. The bad thing is that the funds that the university
has to spend are very high. In Malaysia, there are hundreds of public and private institutions to
channel funds. So there will be a waste of money that will happen.

BEST RECOMMENDATION

After examining some of the suggestions expressed by other group partners, we chose to choose
that the government should oblige employers for their employees to undergo training. This
is because there are several factors that influence the internal impact of the company as well as
external to the company. For example, when an employer has sent his employees for training
then the employee must have some new elements or has improved the skills of the employee to
perform a new task. In addition, for external factors, the company is able to improve the country's
economy as a result of training provided by employers. This is because the government itself
recommends that we are encouraged to open businesses to help grow the country's economy. In
addition, for internal factors, it is able to facilitate employees to solve internal problems of the
company if there are any problems without involving outsiders. In addition, the effect of employers
sending employees for training is, the employees can share the knowledge or skills learned to
employees who can form a healthy community and equally benefit the employees who undergo
the training. Finally, employers should send or bring their employees to undergo training or
development to further strengthen the skills of employees and subsequently be able to achieve
the company's objectives without taking a long time.

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CONCLUSION
Both coaches and trainees must undergo training. In this very competitive world, the coach
(business) wants to make his workforce more efficient. The top levels of management want its
staff to be aware of the latest trends and technology and to apply them in accordance with the
company's values and goals. Furthermore, trainees (employees) view training and development
as a stepping stone to furthering their careers and meeting their personal goals. Furthermore,
training and development provide them with additional education as well as knowledge that will
be useful in the future. Finally, when it comes to training and development, it is more about mutual
needs and agreement between the organization and its personnel. As a result, training and
development are critical in a company's efforts to increase the quality of its staff.

REFERENCE

1) NEW STRAITS TIMES, Extensive study to revamp employee benefits amid Covid-19
effects, (2021 Mei 3) from

https://www.nst.com.my/business/2021/05/687400/extensive-study-revamp-employee-benefits-
amid-covid-19-effects

2) Slide Player, Conclusion advantages & disadvantages of training process important of

training type of training, (2016) from

https://slideplayer.com/slide/9545319/

3) Training and Development: Introduction and Overview, (2009 Mei 5) from

https://www2.le.ac.uk/projects/oer/oers/psychology/training-and-development-introduction-and-
overview

4) Training and development, (2019)

https://www.whatishumanresource.com/feedback

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