Group Members: Ayesha Al Tameemi 1011831 Hessa Al Hammadi Alyazia Al Ketbi Reem Al Muani Eman Al Jboor 107567 1010833

1004176 1011695

A STUDY OF EVALUATION OF TRAINING AND

DEVELOPMENT IN ADNOC

A STUDY OF EVALUATION OF TRAINING AND DEVELOPMENT IN ADNOC

Table of Contents
CHAPTER 1 ................................................................................................................... 5 INTRODUCTION........................................................................................................... 5 1.1 1.2 BACKGROUND OF THE STUDY ...................................................................... 5 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

1.1 BACKGROUND OF THE STUDY

Men 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 y y Abu Dhabi Company for Oil Operations (ADCO). Abu Dhabi Marine Operating Company (ADMA-OPCO) Zakum Development Company (ZADCO)

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

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3. Processing of Oil and Gas: y y y GASCO ADGAS TAKREER

4. Chemicals and petrochemicals: y y y FERTIL BOROUGE ELIXIER

5. Maritime Transportation: y y ADNATCO 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)

1.2 PROBLEM 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 working environment. 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 nonmonetary 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: Traditional Approach

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y y

Experimental Approach 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: Pre-service Training In-service Training and staff development.

y y

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: Induction / Orientation Training Foundation Training On Job Training Maintenance Training Career Development Training

y y y y y

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: Planning Phase Implementation Phase

y y

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Evaluation Phase

Planning 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: Organizational Analysis Individual Analysis Group Analysis

y y y

The process of analyzing the training needs incorporates the following stages: Job Analysis Analysis of Task Analysis of the gap in skills

y y y

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

y y y y y y y y

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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: Reaction of the trainees Learning application in real time Behavior / Attitude of the employees towards the training received Results of the training (Clavene, 2008)

y y y y

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 Analysis Details Instruments Evaluation of the Primary Source Questionnaire training and Employees and Analysis Reponses from Details of the

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development at ADNOC.

Executives would be used to obtain the required views as per the questionnaire developed for this purpose. The companys and industrys reports

Books, Journals, Statistical analysis of Reports, Demographic the Surveys, Magazines, Secondary Source Government tabulation Publications, News variables Papers etc. of the evaluation of cross data and

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 like volatility. 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 is not feasible. 4. The perception and requirements regarding the training and development varies from respondents to respondents. 5. Our questionnaire is restricted to only 10 questions which are not sufficient to gather all the information associated with the training and development at ADNOC. 6. Many respondents are not interested in providing their proper responses about the research 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: Population of the Organisation: 25,000 Confidence Level: 95% Confidence Interval: 15 Sample Size: 43

y y y y

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 1. Sex Male Female 36 7 83.72% 16.28% % of Respondents

2.

Age <=20 21-30 31-40 41-50 >50 5 25 10 2 1 11.63% 58.14% 23.25% 4.65% 2.33%

3.

Nationality U.A.E Other Arabs Asian American European 13 4 17 5 4 30.23% 9.30% 39.54% 11.63% 9.30%

4.

Educational Qualification Primary 3 6.98%

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Secondary Graduate Post Graduate Others

3 18 17 2

6.98% 41.86% 39.53% 4.65%

5.

Income Upto 10,000 > 10,000 - <20,000 > 20,000 - < 30,000 > 30,000 - < 40,000 >40,000 11 12 10 7 3 25.58% 27.91% 23.25% 16.28% 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. 1 Particulars Training Objectives successfully achieved. Value Percentage

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Strongly Disagree Disagree Neutral Agree Strongly Agree

2 3 10 25 3

4.65% 6.98% 23.26% 58.13% 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:
Sl. No. 2. Particulars Training Programs planned according to the needs of the employees Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 2 31 7 2.32% 4.65% 4.65% 72.09% 16.28% Value Percentage

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:
Sl. No. 3. Particulars Training environment of the company enhanced effectiveness. Strongly Disagree Disagree Neutral Agree Strongly Agree 1 5 7 27 3 2.32% 11.63% 16.28% 62.79% 6.98% Value Percentage

4.

Training environment encourages team development. Strongly Disagree Disagree Neutral Agree Strongly Agree 2 5 1 32 3 4.65% 11.63% 2.32% 74.42% 6.98%

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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:
Sl. No. 5. Particulars Trainers posses required knowledge and skills. Strongly Disagree Disagree Neutral Agree Strongly Agree 3 5 10 20 5 6.98% 11.63% 23.26% 46.51% 11.63% Value Percentage

6.

Trainers provide effective and unbiased training. Strongly Disagree Disagree Neutral Agree Strongly Agree 2 6 15 17 3 4.65% 13.95% 34.88% 39.53% 6.98%

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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:
Sl. No. 7. Particulars Training design is flexible enough to incorporate the changes in the design Strongly Disagree Disagree Neutral Agree Strongly Agree 2 5 10 23 3 4.65% 11.63% 23.26% 53.49% 6.98% Value Percentage

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:
Sl. No. 8. Particulars Modules allowed achievement of personal as well as professional objectives Strongly Disagree Disagree Neutral Agree Strongly Agree 2 3 10 25 3 4.65% 6.98% 23.26% 58.13% 6.98% Value Percentage

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:
Sl. No. 9. Particulars Adequate duration of training modules as well as feedback sessions allotted. Strongly Disagree Disagree Neutral Agree Strongly Agree 1 7 5 28 2 2.33% 16.28% 11.63% 65.17% 4.65% Value Percentage

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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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Sl. No. 10.

Particulars Training provided is satisfactory in enabling the employees to perform in a proper and effective manner in the organisation. Strongly Disagree Disagree Neutral Agree Strongly Agree

Value

Percentage

2 6 15 17 3

4.65% 13.95% 34.88% 39.53% 6.98%

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 of organizational objectives. 2. Training programs should be designed as per the training need and requirements of the employees. 3. Training program results to the enhancement of employees capabilities and leads to team development which results to the organizational success. 4. Trainers of the training program should be skilled and are unbiased towards the trainees 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 the employees in the organization. 2. Performance evaluation should be done to analyze the training need of the employees and not merely for the judgement of performance of employees 3. Flat organizational structures are adopted and strategic HRM approaches should be applied to deal with the challenges of modern HRM. 4. Training program should be so designed that it helps in the enhancement of skills of 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, from http://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. Retrieved October 31, 2011, from http://www.articlesbase.com:

http://www.articlesbase.com/training-articles/five-steps-to-any-training-process389781.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, from

http://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'sHierarchy&h=711&w=978&sz=196&tbnid=ExulmisO0h9OkM:&tbnh=91&tbnw =125&prev=/sear 7. Shuttleworth, M. (2009). WHAT IS A LITERATURE REVIEW? Retrieved October 31, 2011, from http://www.experiment-resources.com: http://www.experimentresources.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-AndDevelopment-Literature-Review/396143 11. Training of Employees: Need and Importance of Training. (n.d.). Retrieved October 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. 1 2 3 Nationality

UAE Other Arabs Asian

Details

Response

Age Gender

<= 20 Male

21 30 Female

31 40

41 50

>50

American

European

Educational Qualification (Highest / Current)

Primary Post Secondary Graduate Graduate Others

Current Income (AED)

10,000 Upto >10,000 <20,000 >20,000 <30,000 >30,000 <40,000

>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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The objectives of the training course have 1. been successfully achieved.

1 2 3 4 5

2. Planning of the Training Programs: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The training needs of the employees were evaluated prior 2. to providing the required training program.
1 2 3 4 5

Details

Response

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3. Training Environment: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The training environment of the company 3. enhanced the
1 2 3 4

Details

Response

effectiveness of the modules.

The training environment encourages the development of

4.

a cooperative team effort regarding the task assigned to the trainees.

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4. Efficiency of the Trainers: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The trainers possess the required knowledge and 5. skill levels as well as adequate expertise in the area of training provided.
1 2 3 4 5

Details

Response

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The trainers impart training in an effective and unbiased

6.

manner while bearing in mind the specific characteristic of the trainees.

5. Training Design: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. Details The training is designed with adequate flexibility so as to be able to incorporate the 7. changes in the environment which might have a possible effect on the training modules.
1 2 3 4 5

Response

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6. Benefits of Training in the Company: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The modules were successful in the 8. achievement of personal as well as professional objectives. 7. Duration of the Training Modules: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The modules as well as 9. the feedback sessions were allotted adequate
1 2 3 4 5 1 2 3 4 5

Details

Response

Details

Response

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time durations so as to make the training effective.

8. Personal Views on the Training Programs: 1= Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Sl. No. The training been satisfactory in enabling you to perform your job 10. responsibilities in an effective manner.
1 2 3 4 5

Details

Response

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