THE UNIVERSITY OF BOLTON EVALUATE THE TRAINING PROGRAM: A CASE AT BLUESEED DIGITAL Name of student: Vo Bich Nha Uyen ID Number: 2124787 Supervisor: Ms. Shanthi Rajan Submission Date: 01/05/2023 ABSTRACT The human factor determines the productive forces and society as a whole during any given epoch in history. Thus, placing significance on human lineage and cultivating human capital is the key to the prosperity of every nation. The trend towards global economic integration has resulted in a highly competitive environment that necessitates businesses to engage in innovation to enhance their strength and stability and establish a unique identity.
The personnel within an organization play a significant role in determining the outcome of its endeavours, as they are directly responsible for the calibre of goods and services produced and the resultant success or failure of business operations. Consequently, modern enterprises prioritize enhancing the competencies of their personnel to optimize job performance. Thus, human resource training assumes an essential role in the operations of all organizations. Therefore, many business owners are always searching for the most effective methods of training programmes.
This paper presents theories about Blueseed's personnel training programs. Examine training activities and provide pros and cons for each technique. Employing employee surveys and an assessment framework, evaluate each practical approach for employees. Lastly, recommend which activities should be developed.
TABLE OF CONTENTS DECLARATION ········································································································································· 1 ACKNOWLEDGEMENT ···························································································································· 2 CHAPTER 1: INTRODUCTION ·················································································································· 4 1.3 Research structure····················································································································· 7 CHAPTER 2: LITERATURE REVIEW··········································································································· 9 2.1 Definition of training·················································································································· 9 2.2 Definition of training program ································································································· 10 2.2 On-the-job training ········································································································ 12 2.4 Evaluate the training program ································································································· 13 2.5 The Kirkpatrick’s model ··········································································································· 15 CHAPTER 3: RESEARCH METHODOLOGY ······························································································ 19 3.5 Questionaire ···························································································································· 27 CHAPTER 4: FINDINGS ·························································································································· 28 4.2 Check the reliability of the scale ······························································································ 29 4.3 Factor analysis EFA affecting training program of Blueseed Digital········································· 30 4.4 Regression analysis ·················································································································· 35 CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS ······································································· 42 5.1 Summary of findings ················································································································ 42 5.3 Recommendation ···················································································································· 44 REFERENCES ········································································································································· 47 APPENDIX ············································································································································· 50 DECLARATION I hereby declare that the topic: “Evaluate the training program: A case at Blueseed Digital” is an independent research paper with the support of my instructor: Ms Shanthi Rajan. All content and figures in the report are accurate and reliable. I have read and understand violations of academic integrity. I declare that this report is my own work and will be held responsible if any problems arise.
Author (Signature, print name) 1 ACKNOWLEDGEMENT First of all, I would like to express my gratitude to my instructor – Ms Shanthi Rajan. Because during the past time, she guided and helped me to complete my report in the best way. Secondly, I would like to thank my colleagues at Blueseed Digital, who have been by my side and helped me a lot in my work and helped me have accurate data to complete this report. Third, I would like to thank my friends for their encouragement and support during my difficult time to continue and complete this final report.
With limited time and limited experience, the report may contain many errors. I look forward to receiving the guidance and contributions of teachers so that I can become more and more perfect. Author (Signature, print name) 2 TABLE OF FIGURE Figure 1: Research Onion……………………………………………………………………………………………………………….19 Figure 2: Demographic analysis table…………………………………………………………………………………………….28 Figure 3: Check the reliability of the scale…………………………………………………………………………………….29 Figure 4: KMO and Bartlett's Test…………………………………………………………………………………………………….31 Figure 6: Total Variance Explained……………………………………………………………………………………………………32 Figure 7: Rotated Component Matrix……………………………………………………………………………………………….33 Figure 8: KMO and Barlett’s Test………………………………………………………………………………………………………34 Figure 9: Communalities………………………………………………………………………………………………………………….34 Figure 10: Total Variance Explained………………………………………………………………………………………………….35 Figure 12: Model Summary………………………………………………………………………………………………………………36 Figure 13: ANOVA…………………………………………………………………………………………………………………………….36 Figure 14: Coefficients………………………………………………………………………………………………………………………37 Figure 15: Descriptive Statistics……………………………………………………………………………………………………….39 Figure 16: Summary of influencing factors……………………………………………………………………………………….1 Background Globalization has emerged as an inexorable trend of contemporary times, presenting numerous prospects for growth to nations, particularly those in the developing world. The phenomenon of globalization presents a duality wherein diverse countries and ethnic groups, each with unique economies, politics, cultures, and societies, are interconnected.
While this interconnectivity offers numerous opportunities, it also poses significant challenges. Globalization has emerged as a prominent trend worldwide, providing numerous prospects for economic expansion and societal advancement in our nation. This has contributed to the restructuring and modernization of our economy, the development of human resources, the augmentation of labour productivity, and the enhancement of workers' incomes. Globalization engenders a state of economic interconnectedness, reciprocal influence, and interdependence among all nations, territories, and populations across the globe.
According to Gygli et al. (2019), mutual understanding, complementarity, and support among nations are facilitated by this phenomenon. Globalization possesses a dualistic character, encompassing both collaborative and highly competitive elements within organizations' commercial operations, resulting in an escalated need for market expansion. According to Noe et al.
(2010), the intensification of competition in the business realm has led to recognizing human resource management (HRM) as the sole factor that can provide an organization with a competitive edge. The convergence of the factors mentioned above, coupled with the impact of globalization, has resulted in the homogenization of distinct elements of the organizational framework, such as human resources, ethos, and employment methodologies, compelling enterprises to modify and conform to commercial objectives (Wijewantha, 2019). The circumstance mentioned above necessitates implementing a proficient HR training strategy by the HR department. 4 Human resource management comprises a range of strategies and techniques that impact personnel's conduct, mindset, and output within an organizational setting.
The various functions of human resources encompass recruitment and selection, training and development, compensation, job analysis, employee relations, empowerment, and social support. According to Armstrong (2006), Human Resource Management (HRM) can aid businesses in maintaining operational efficiency by offering diverse training methods to enhance employee performance when confronted with various challenges. Implementing training programs has increasingly become a requisite in numerous organizations, enhancing proficiency within the respective industry. Training is a crucial component of the human resources department.
It substantially impacts the success of a business by enhancing the performance of both employees and the company (Shaheen, Azara et al. Selecting an appropriate training design is crucial for enhancing employee performance and achieving successful business training outcomes. According to Hanif and Ameeq (2013), practical training programs can enhance employee performance and production levels within a company. Furthermore, the enhancement of organizational performance is facilitated by favourable training outcomes, which confer benefits to human resource managers, policymakers, and decision-makers of organizations and governments (Nassazi, 2013).
With the ever-changing technological advances of our time and the evolution of learning theories, there are now more choices than ever about how we train people. Hence, precisely identifying who and what to train can assist businesses in developing a practical and efficient staff training program. Enterprises can apply various training methods to the company's training program to increase employee performance. Because many methods are involved in a training program, several problems can occur with the company, affecting the time, cost, and quality of training.
Therefore, it is necessary to consider evaluating which methods are effective for reducing the processes and including them in training programs. 5 Organizations frequently organize training initiatives aimed at enhancing employee performance. Newly hired personnel are also typically included in these programs to familiarize themselves with the company's regulations, guidelines, and practices. The objective of these training programs is to enhance the behaviour of employees towards their superiors, subordinates, and colleagues, as well as to prepare them for their future job roles.
Stated differently, proficient personnel have the potential to facilitate the attainment of a leading market position for the organization. Through the implementation of training sessions, individuals can acquire the appropriate protocols. According to Ameeq and Furqan Hanif (2013), implementing efficient training programs can increase employee productivity and improve overall job performance within an organization. Furthermore, as per the research conducted by Aidah Nassazi (2013), the outcomes of practical training can enhance an organization's overall efficiency, thereby providing advantages to human resource managers, policymakers, decision-makers, and the government.
Employees who undergo practical training are more likely to have enhanced opportunities to gain additional knowledge, skills, and competencies. According to Anam Amin et al. (2013), individuals with more incredible abilities will likely perform tasks with greater effectiveness and quality. Organizations typically implement training initiatives to enhance employee performance.
Newly hired personnel are also typically included in these programs to familiarize themselves with the company's regulations, protocols, and guidelines. The objective of these training programs is to enhance the behaviour of employees towards their superiors, subordinates, and colleagues, as well as to prepare them for their future job roles. Stated differently, proficient personnel have the potential to facilitate the attainment of a leading market position for the organization. Through the implementation of training sessions, individuals can acquire the appropriate method.
Blueseed Digital Joint Stock Company is one of four members of Blueseed Group Corporation, founded by technology and advertising experts. Blueseed Digital, with nearly 300 employees, still 6 maintains operations on digital media-related services. As a leading company in communication, employee training is essential to the company's success. The company applies various training strategies to enhance employee value and performance.
Over the past time, human resource training at Blueseed Digital Joint Stock Company has timely met human resources needs and supplemented the necessary skills for employees to improve the human resources for the company to carry out the plan. It is important to recognize that Blueseed Digital Joint Stock Company places considerable emphasis on training its employees, since human resources play a key role in determining whether the company fulfills its mission; In order to improve the quality of human resources of the company in order to meet the demands of development, competition, and fierce There have been two methods used by Blueseed Company in developing its training program: online training (e-training) and on- the-job training; however, the company does not utilize both methods extensively. This study aims to evaluate the effectiveness of both methods in order to fully utilize the strengths of each method 1.2 Research objective To conduct a critical literature review of the training in business To evaluate the training activities within Blueseed Digital To propose recommendations for the development of training program at Blueseed Digital 1.3 Research structure The structure of the study consists of five parts. The first chapter will cover the background of the study, research objectives, and research structure.
The second chapter will collect relevant theories about effective training programs and propose a model based on the theories and previous studies. The study will look at the training program; two training modes, online and on-the-job, and the Kirkpatrick model was used to evaluate the training program. The third part is the selection of methodology and research strategies based on onion research. After choosing to include research 7 methods, the fourth part is the findings and analysis of the data obtained.
The researcher will represent the data and analyze it. Last but not least, the study will conclude the results and make recommendations to achieve the study's objectives. 8 CHAPTER 2: LITERATURE REVIEW 2.1 Definition of training As a result of the trend toward worldwide economic integration, businesses must innovate to become more robust and stable to establish their voice in an environment where competition is intensifying. Employees directly influence the quality of goods, production results, and business outcomes, significantly impacting a business's success or failure.
Therefore, people and training human resources are critical to the organization's success in achieving competitive advantage. In other words, human resource training is a vital function in the workplace since businesses are increasingly concentrating on enhancing the credentials of their employees so they can do their jobs more efficiently. Research by Mathis and Jackson (2008) defines training as the process by which people acquire the ability to perform a job and provide employees with specific, identifiable knowledge and skills for their job. Training is believed to be a method of enhancing human performance.