The financial world today has evolved to such an extent that major corporations that want to stay in business have to constantly match what they do with market demand and outperform their rivals in order to make a profit. Factors such as corporate social responsibility, high asset values and an ever increasing market demand for said company’s products can only last so long. The recent financial crisis has taught corporations the price of negligence and reliance resulting in more corporations adhering to new standards of employment wherein it is not the amount of workers that a company has that determines it’s success rather it is the quality and drive that these individuals possess that will propel the company into the future. Companies such as Lehmen brothers, Merril-Lynch, Fannie May and Freddie Mac who placed their trust in continuing trends and apparently inept investment managers have found themselves crumbling from within while in the case of Lehmen brothers completely destroyed.
The importance of properly trained and equipped employees who have the best interest of the company at heart has always been the situation that companies believe that they themselves possessed due to a supposed need to adhere to the core values that all employees are suppose to abide by. The financial crisis which started in 2008 says otherwise, caused as a result of corporate mismanagement of accounts and an apparent trend in careless lending the financial crisis is an example for years to come of false trust placed in employees that were suppose to know what they were doing but in the end caused the near downfall of the corporations that they worked for.
With this is in mind it becomes obvious that with the financial crisis subsiding and business starting to pick up the demand for skilled labor has started to grow however companies are presented with a conundrum wherein they might face the same problems that they experienced before if they place employees in positions that they maybe woefully unprepared for resulting in repetition of events in the past. In order to avoid this companies need a way in which they can ensure that their business is in the proper hands. Convergys, being one of the leading relationship management companies in the world, has actually developed a solution for this problem wherein they themselves adopt a process of building from within. This is a process that involves promoting individuals from within the ranks of the company into higher positions without having to hire from outside the company.
This method of training and promotion adheres to a business arguement frequently taught in schools where the board of directors of a meat packing company are confronted with a dilema of choosing between candidates. One is a graduate of a prestigious Ivy league University the other being a butcher who has worked ten years for the company. The position available is that of the executive director of company operations, a position reserved for an individual who can be expected to run the company well due to prior knowledge of the processes that keep the company earning a profit. Inevitably the board of directors choose to place the butcher instead of the Ivy league graduate due to the fact that since this person has been with the company for ten years he will have already been well versed in the methods of operation that the company stands by and would know exactly where the company could make improvements to increase profit. The Ivy league graduate was not chosen due to the fact that being a freshly graduated student it is unlikely that he would have the necessary experience accumulated to know how to run the company’s operations department and how to turn a profit. it is this very story that emphasized the need for adequate training within a company for without it a company cannot develop a skillful workforce that would enable it to dynamically change its method of doing business.
The U.A.E Oil Sector and ADNOC
When people think of the U.A.E the first thought that usually comes into their minds is oil wealth that is because U.A.E possesses one of the largest oil reserves in the world with billions of dollars in sales to numerous countries. For the past 2 decades the oil sector in that region of the world as undergone a process wherein U.A.E (United Arab Emirates) nationals have increasingly participated in the management and daily operations of the oil and gas companies located within the U.A.E. It must be noted that the population within the U.A.E has been estimated at as consisting of merely 20% local inhabitants with the remaining 80% being foreign nationals.
This state of affairs is a result of the wealth in that region of world wherein locals are well taken care of by the government due to the oil wealth in country. In order to properly manage the state of affairs of this industry that gives wealth to the region foreign nationals from numerous countries were previously used as a means to ensure that oil production continued and the wealth continued to flow. Within the past 2 decades though there has been a growing trend of locals replacing foreigners in the management and operation sections of these companies. While it is true that this is a step in the right direction for the region in order to ensure that control over the companies stay within local hands the fact remains that at times there is doubt as to the necessary qualifications of certain individuals placed in important decision making positions. While there has a been a growing trend of ensuring that the right people are placed in the right positions there is still the age old tradition of family influence and placed calls which usually result in a person being placed into a position that at times is highly doubtful that they are fully capable of managing. It is due to this that one of the key issues that has faced the oil and gas industry in the U.A.E today is to ensure that the nationals that are placed in important positions are given the necessary training needed to perform their jobs at a satisfactory level.
ADNOC and U.A.E Nationals
ADNOC or the Abu Dhabi National Oil Company is the fourth largest oil company in the world which is stated owned by the U.A.E as such it also happens to be one of the largest employers of U.A.E nationals in the region. Over the course of it’s operations it accumulates 918 millions dollars yearly from its federal contracts from the U.S.A alone with millions more coming from other countries and corporations who source their fuel needs from ADNOC.
Keeping in mind the previous statements made by this study about the cause of the financial crisis it must be noted that problems in the decision making structure of ADNOC has far reaching ramifications into the region. Mistakes in the decision making process of the company could lead to severe financial loss and even in a worst case scenario the desolution of the company itself. As evidenced by the fall of Lehman brothers and the loss of billions of dollars by other investment companies errors in the decisions involving company finances can and will affect the operational capability of the company. Thus it becomes imperative that ADNOC properly train individuals that work for the company in order for their performances to reflect upon the company’s operational capability in order to meet international standards and gain a profit.
The Need for Proper Training
Established in 1975 under a decree created by the Minister of Petroleum and Mineral resources the RAC or Recruitment advisory committee of the U.A.E emphasized the need for proper industrial training for locals wishing to join the oil and gas industry. This was to safe guard the wealth of the country from the perceived possible ineptitude of locals placed into positions that they had no idea how to run. This is not to say that the locals of the U.A.E are not educated far from it in fact most of them are educated internationally in some of the best Universities in the world. The problem is that while they may have the education for the job they lack the necessary experience needed in order to do the job properly. Experience is something that is gained over time and is not something that can be gained from reading books or attending lectures. It can be described as the ability of a person to know what to do when a particular situation arises due to that person experiencing that particular situation in the past and knowing what to do today as a result. In response to the concern presented by the RAC the Career Development Center or CDC was created in 1978 as a method of recruiting young U.A.E nations and developing them into individuals that could help run a company properly after which they were summarily distributed to the different levels of ADNOC depending on the positions they were suited for.
With the need for training in mind what this study will attempt to do is present data collected from individuals and compare it to the case of U.A.E nationals that have been placed into ADNOC group of companies it is through this that this study will be able to present a valid reason for instituting measures of better employee training despite the influence some of the nationals hold. It is through this method of evaluation that this paper will be able to properly show the relationship of training and the resulting improvement in overall employee performance.
Purpose of the Study
The overall purpose of this study is to assess if there is a direct relationship between training and employee performance in a company. This study is being accomplished in order to find and provide evidence that employees who have undergone career development training are able to perform better than employees who have not undergone the training. The overall evidence that would be presented by this study would be able to help other companies in the U.A.E realize that in order to develop their present group of U.A.E nationals constant training is needed in order to avoid problems in the future.
Significance of the Study
Through the information presented in this paper other companies within in the U.A.E will be able to realize that employing methods of training and career development for nationals working in their offices will result in better productivity and an enhanced skill set that would enable the company to properly deal with the changes that are happening in the global economy today. Not only that but the information presented in this study regarding training would help justify the placement of the right kind of people into important decision making decisions while at the same time will be able to present a compelling argument against the placement of certain individuals into important positions on the basis that their lack of skills and their failure to undergo training would result in problems for the company in the long term.
The final significance of this study is that it would enable other companies to justify the creation of their sets of training programs enabling them to retain individuals who will help improve the company’s level of performance while at the same time granting the companies the justification of the removal of certain individuals who might lean the company to ruin due to problems with that person’s capacity to properly manage the position that they are in.
What can be Defined as Productivity in the Workplace?
Productivity can be defined as the amount of goods or services produced in relation to the number resources that were used in producing these particular goods or services. The fewer the resources used to produce the same amount of goods or services the more productive a company is deemed to be. Factors such a new technological advances, changes in work force strategies or even investments into human resource development and the reallocation of various resources from nonessential operations all contribute to the effectivity of a company on being productive. In this day and age companies have realized that the productive capabilities of an individual is inversely affected by the skill set he or she possesses.
The greater the skill set in performing a certain task the more productive a person becomes in accomplishing it. As such investments into human capital such as training and education into certain aspects of the job a person is expected to do has the end result of improving the overall performance of individual workers leading to an overall increase in the company’s state of productivity. In fact it has been confirmed by numerous studies that there is a relationship between the training of an individual and the amount of money that they can earn for the company since with more training comes the ability to do a job better and faster than before resulting in reduced costs for the company which in the end boost the yearly revenue it attains.
In the U.A.E there is an unfortunate trend that it noticeable wherein individuals with different attained educational levels are placed into the same type of position due to the nationality that the other possesses. While it is true that there is a certain level of bias toward employing locals over nationals from other countries the fact remains that by hiring someone that doesn’t know how to do the job properly the company risks having lower rates of productivity due to delays in the company’s decision making structure.
Abu Dhabi National Oil Company (ADNOC)
ADNOC is was established in November 27, 1971 due to the need to create a wholly owned body by the government whose purpose was to establish and implement government policy in the control of the local onshore and offshore oil and gas fields that were scattered throughout the region. It was through this goal that ADNOC was able to gain controlling interests in most of the major companies dealing with the oil industry within the region and soon was able to create a diverse combination of affiliated and subsidiary companies all dealing with separate parts of the oil processing industry all of whole were placed under the subsequent ADNOC brand. It was originally a shortage in the local labor force which resulted in the surge of new hires of foreign labor during 1980 to 1986 and even more well into the future. This distinct lack of employment of locals was not for the lack of trying but as cultural analysts would tell you nationals of regions such as the U.A.E are so well taken care of by the government that they are not desperate for jobs as citizens from other countries. Often times they would much rather have a prestigious position than that of a lower ranked employee which in the end led to fewer people applying for positions with the company at the time due to a perceived notion that if it wasn’t a prestigious position then it wasn’t worth the time.
Creation of the CDC
The creation of the CDC was done in order to create a system of graduation for a set number of nationals who were to work as assistant administrators, operators and even maintenance technicians for ADNOC in such capacities so as to reduce the absence of local nationals in mid-level positions in the oil sector. Initially the CSC consisted of a single central administrative block which was then surrounded by numerous buildings which contained the various classrooms, laboratories, lunch rooms etc for students. It was created to cater to various levels of possible professional choices and as such had a diverse amount of equipment and resources all aimed at ensuring that graduates had the best possible methods of learning that they could ask for. In fact the courses that were taught within the school were all initial developed by consultants from the Gas Developments Corporation which was part of the Institute of Gas and Technology situated with the United States. The crucial was aimed at providing students with the necessary job entry skills and working knowledge of the petroleum and chemical processing methods as well as different lessons involved in business and commercial applications and a plethora of other lessons all created to ensure that graduates from the CDC would be able to possess the necessary knowledge needed to properly run a company at the level of ADNOC.
What are the theories of training and their application?
In the domain of Cognitive training people are required to internalize the facts and information taught to them in other words it is the action memorization and self application of facts that defines cognitive learning beyond other methods of learning. Uses of cognitive training can very in either simple memorization of facts or might branch off into attempts of understanding concepts in which the ideas that they were taught are connected in some manner. In job training the cognitive method of training places an emphasis on improving the quality of thinking of individuals in order to help them achieve certain goals and enhance the manner in which they are able to learn. In such activities the trainer in charge adjusts the situation in which people learn in order to better match the pace of those being taught and to arrange the material in such a way that is is in sequential fashion and follows the directions regarding what kind of new method of operation, management or procurement that they want taught to an employee. With this in mind the goal of this particular method of training is to encourage a set of goals and objectives to those being taught in order for them to strive and meet their targets.
As mentioned earlier one of the major components of cognitive learning is memorization which individuals who are taking the training course are expected to learn and memorize the information being imparted to them in order for them to better apply the information they received into the job that they do. Cognition isn’t just limited to memorization but also diversifies itself into analyzation wherein the application of steps memorized can be used as a framework for analyzing a certain problem such as troubleshooting a particular piece of equipment and using the knowledge gained in order to figure out a proper solution to the problem. This method training can range from simple training enhancements such as terminologies to be used when talking with clients or can range to complex processes which involve decision making models, procedures for filing taxes and account ledgers to complex problem solving models which are meant to be used when presented with a certain problem.
Cognitive training in a sense can be placed in the framework of mathematics wherein it provides the necessary formula needed to solve a problem and leaves it up to the employee in question on how the formula is applies in order to solve a problem. The application of the formula is in the methods in which information given to the learner is memorized, the problem is then analyzed with the formula for solving it taking the form of decision making models or previous actions taken by the company with the end result being a resolution to the issue/ problem that came up. At times methods of cognitive training are repeated by employers to employees due to the fact that in order for a proper decision making structure for a problem to be applied properly the information must be retained and the best way to do so is to continuously expose an employee to the same type of information until it finally sticks.
Psychomotor skills as the name suggests is different from the emphasis placed on cognitive methods of learning rather it emphasizes the physical aspect of a task wherein a person is able to use their muscles in a certain and very particular way that at times would not be considered natural but rather specific to a certain task. For example under cognitive methods of training a person can learn and memorize how an average person is suppose to ride a bike by analyzing the theory behind it yet when confronted with the actual object would be unable to ride it properly. Psychomotor training places an emphasis on how a person is able to use their body and motor skills in order to achieve a certain action that would normally not be natural. By it’s very nature psychomotor skills training is significantly different than that of cognitive training since instead of focusing on mental memorization and analytical examination it instead focuses on motor skills training that aims to refine the ability of a person to accomplish a certain coordinated muscle movement in order to produce a desired result. In a sense the training teaches people how to sense needed movements that are dependent on signals that a person received through environmental stimulus such as through sight, sound or smell.
It is the ability of a person to interpret the signals received through the environment and produce the needed amount of movement that is at the fundamental of psychomotor skills training. Same with cognitive training it also involves the repetition of certain actions however instead of repetitive memorization of words and terms it is memorization of actions in the memory of the body. In a sense it is a kind of memorization but instead of mental memorization it concerns itself with muscle memory and the ability of the body to repeat movements when they are needed. One difference with psychomotor skill training with that of it cognitive counterpart is that while cognitive training overtime will start to deteriorate and disappear and will have to be acquired all over again using the same amount of effort psychomotor skills training is actually retained by the body despite the passage of time. In fact the time needed to relearn a skill is acquired through psychomotor training is far less than that of cognitive learning due to the inherent muscle memory involved. Applications of such training methods are usually involved in sports or in certain jobs the require physical skill such welding or construction work.
The final level of training is in the domain of attitudes, this particular method takes into the account the patterns of a person’s behavior and how they apply them on other people, organizations or events. In many corporations today the needed to have a stable working environment has taken precedence with many companies today. This is due to the fact that a hostile working environments breeds inefficiency and costly delays which may ruin the company if left unchecked. Recruiters for instances always ask if a person is a team player or not or if they adhere to methods of individualism or prefer to be group minded.
It is factors such as this that influence the hiring methods as well as the training methods of numerous corporations. Attitude training places an emphasis on creating a positive atmosphere in a work place in order to facilitate a better working environment. As such the aim of the training usually focuses on the punctuality of a person to a work, the safety consciousness that they feel towards their job setting and the other workers as well as the motivation a person feels going to work. All these issues are summarily addressed during training however one big problem with attitude training is that the attitude a person has usually an internal stated wherein a trainer cannot directly observe if the training worked or not. As such it is common for workers to receive attitude assessment test from HR departments assessing the level of a person’s atittude since toxic workers can breed other toxic workers resulting in a collapse of the work place environment.
ADNOC Career Development center Functional Programs
The following programs are those developed by the CDC in order to properly train candidates for jobs with ADNOC
A.) Preparatory Program – This particular program was developed in order to fill the need to improve upon the basic English language skills, mathematical ability as well as the scientific knowledge to individuals who have achieved at least six years of schooling up to the desired level needed for entry into the advanced levels of the CDC namely the Petroleum and Chemical Process technology program as well as the Business and Commercial program. The overall required completion rate required by the CDC in this particular course level is around 1,200 hours with the candidate requiring to take and pass the CDC entrance examinations.
B.) Petroleum and Chemical Process Technology – This particular 2 year program was designed as a means of creating qualified entry-level employees into the various Petrochemical subsidiaries of ADNOC. Those enrolled in this particular program are trained in various levels of operations and maintenance specialties needed in the Petrochemical aspect of the business. As is usually the case the first year alone is entirely devoted to providing successful applicants with the basic knowledge they’ll need in this particular form of the business ranging from advanced forms of English, mathematics and science to being able to successfully draft industrial sketches. They are introduced to the overall processed behind the Petroleum and Chemical Process technology and as such are given a working knowledge of what to expect once they start their jobs. Their second year courses are entirely devoted towards the development of technical skills training as well as the development of their own individual specializations within the type of industry that they are entering.
3. Business and Commercial Program – This particular program which also encompass 2 years of overall training is designed to teach enrollees in the 3 general areas related to running to running a company namely: accounting, office management as well as sales and purchasing. Another aspect of this particular program is that it places and emphasis on the development of computer skills as a means of being able to properly conduct business in a technological age.
Process of Employee Training and Performance
As mentioned earlier on in the paper in order for a company to adapt to an ever changing financial landscape it should constantly train and retrain it’s human capital since they are the driving force behind the business.
Identification of Training Needs
In this part of the training organization cycle the company either identifies a new trend emerging in the market, has discovered a better and more efficient way of performing a certain task or has noticed that a particular batch of employees have not been able to perform as well as expected. Thus in order to improve the level of performance of the company this group of individuals are selected to be trained or retrained as the case may be in order to improve their overall performance.
Development of Training Plans
At times employees themselves are not trained for nonperformance or poor performance but even those with the best results in the company often undergo periods of training as deemed by the HR department of that particular company. This is due to the fact that while an employees performance may be good today it is not an indication of how that particular person will be like tomorrow or the day after that. In fact there is always a certain level of anxiety as to how a particular will perform when placed into a situation that they are not familiar with. Studies commissioned by several corporations have found out that while an employee may be able to perform at his/her best when in an environment he/she is used to but when that person is suddenly placed into a different position that has higher demands, has a different working environment and different policies the effect on overall performance is evident.
With this in mind companies try to develop training programs that will help employees acclimate to new processes and environments as the case may be. Earlier in this study it was mentioned that one of the best relationship management companies in the world, Convergys, practiced methods of growth from within namely all high ranking personnel in the company came from within the employee ranks as they were promoted. A lot of companies these days have been using this method of growth since not only does this produce a manager, team leader or even a director who knows how the entire company works from the bottom up but knows what to and how to interact with those below him/her due to the experiences that this person has had. As such when it comes to growth from within this also implies training from within in that the company invests in training this person with the probability of an assured rate of return in the form of having a company direct, manager or team leader that will stay loyal to the company.
The training plans themselves consist of a subject matter that is dependent on what the companies want the workers to learn. They usually consist of new industry trends, better methods of doing their jobs as well as a variety of different lessons all geared towards improving an employee’s performance towards a desirable level that the company wants to achieve.
Training Efficiency Assessment
A training efficiency assessment usually involves a testing of the training methods to see if the can achieve the desired results on the people that are being trained. Effects such as better cognitive skills regarding certain subjects as well as an efficient method of problem solving based on decision models created by the company are all tested to see if they are effective.
Report on Training Plan Implementation
This part of the study involves an assessment to see if an employee has been able to absorb the lesions learned based on the levels of performance exhibited by him/her during a set period of time.
Examination of ADNOC Training Methods
When examining the methods created by ADNOC it becomes clear that the company itself does take into consideration the need to have the right kind of employees in the proper type of positions in order to properly run the company. Based on the methods researched so far it seems that ADNOC has attempted and is apparently succeeding in developing an appropriate pool of employees that are able to manage the company well and thus lead it to success instead of ruination.
Population and Sample
The samples in this study shall come from employees of local oil and gas companies that have been contacted and informed that their opinions about the processes inherent in their company’s method of training will be of great help in improving the way in which the company conducts it’s method of training. This study will use an online survey system that was designed and created by the researcher of this paper in order to gather in an efficient and expedient manner as compared to other forms of survey taking.
An online format was chosen since data that can be filled out through a computer system is far more convenient for subjects in this study. In fact this is the second survey system that was created for this particular paper, the first system that was created caused many of the survey takers to raise concerns over the data that was being placed on it such as their names, addresses as well as the companies that they came from. They stated that they initially assumed that the survey would only be used in private but when some of them learned that it was to be used in a paper that might be presented in public they demanded that the information that was on the original survey be removed. As such a second more anonymous survey system was created as a result that excluded the identity of those that were taking the survey. In order to ensure that there would be no problems with data access the survey system was set to an open access format wherein anyone with the link for the survey can fill it out online.
Survey Access and Design
The survey was created using the online survey maker Surveymonkey.com, while the name may imply a lack of professionalism it is actually one of the most widely used survey systems in the world due to the charts and graphs that can automatically be obtained using tools on the website without having to use MS Excel to create the charts using a complex series of formulas. In order to create an account on Surveymonkey thee researcher in this study has to create a new email address that is to be used only for this particular study. The email address that was used is [email protected] with the password being “trainingquestion007”. The survey and it’s results are accessible via Surveymonkey as well by using the username: trainingquestion and the password training question. The survey that subjects in the study will answer is accessible via the following link http://www.surveymonkey.com/s/F35YS3Z.
Can the study be replicated?
Considering the fact that the proponents used in this study is an easily accessible public system that is free to use this entire study can be easily replicated by anyone that wishes to try. All that they would need to do is create an account, copy the questions used in the survey and have people from the same type of industry fill out the survey questionnaire online at their convenience. If this is done the likelihood of similar results appearing is guaranteed and this study will have been validated.
The population and sample
The population and sample of this experiment shall remain anonymous as per the request of the subjects who took the survey since the initial attempt at using specific details about them ended in failure and the need to repeat certain parts of the study all over again. Some of the details that this study was allowed to release was that the subjects who were took part in this study have been employed in the oil and gas industry for several years and as such have a rather large base pool of experiences that this paper can use as a method of comparison. They vary in seniority with some coming close to 3 years in the industry with a few recently starting out. When it came to considering the age of the participants involved it wasn’t really put into consideration since it is assumed that the training a person experiences only differs when it comes to seniority in the company and the position that a person has been promoted to and is not dependent on the age of the person who takes the training.
The method of data collection was quite simple the researcher in this experiment used social networking methods to find individuals who are currently employed in the oil and gas industry and sent them links via the social networking messaging system. The researcher informed the participants of the basis of the study and since the first attempt failed due to identifiable elements of the participants in the study assured the people that would take the survey that there would be no personally identifiable information that would be gathered and that they would be completely anonymous.
It is the belief of this study that the reason most people don’t want to appear in any personally identifiable survey regarding the industry that they are a part of is due to the fact that such information if taken the wrong way would result in this person being removed from their position in the company. While the study attempted to keep the questions as neutral as possible initially the fact remained that at first it required the test subjects to place personally identifiable information on the questionnaire and asked them to critique the company that they were a part of. Due to complaints received over the perceived problems this may cause the survey was changed to remove the identifiable elements.
The total number of respondents chosen for this survey was 13 people of varying positions from different oil and gas companies. There isn’t any really significance behind the use of that particular number of participants it only serves to reflect that not many are willing to take part in studies such as this for purely academic reasons. The first part of this analysis shall revolve around the questions pertaining to questions 1 and 2 which immediately delve into the purpose of this study. Question number 1 pertains to the use of the company of various training methods in order to improve the performance of their employees while question 2 pertains to the belief in of the employees in the supposed improvements that these training sessions are suppose to have brought. The results of the survey show that an overwhelming 100% of the subjects involved in the study state that their company has regular training sessions. This might be indicative of a growing trend in corporate practices wherein instead of committing to outside hiring they are starting to imitate the effective relationship management strategies of Convergys and are learning to build their capacity from within.
The results of the second question while positive for the results of this study does hint at the possibility that training does not improve the performance of employees. When asked about how well they performed after training 76.9% of those involved in the study stated that that based on company standards their performance did improve while 7.7% stated that everything stayed the same while 15.4% were uncertain of the results. While indicative of an overwhelming majority in favor of the topic of this study the results were unable to give a 100% definitive agreement as to the effectiveness of training as a method of improving overall performance however based on the fact that a majority of those involved in the study stated that the training by the company was as an effective means of improving their performance then it can be said with an amount of certainty that training conducted by the company is a viable and effective way of improving the performance of an individual.
The third proponent in the comparative analysis while similar to the second proponent is based upon the personal opinion of those who took the study instead of what was based on company findings. When asked if the training they received is in their opinion effective in improving their ability to perform their jobs an overwhelming majority agreed that yes it did. While repeating the question may not serve any apparent purpose the way it is phrased is indicative of personal opinion instead of solid facts. A person can do incredibly well after training and still say that the training did nothing to improve their ability to work. Based on the results though it can be said that employees themselves believe that training sessions created by the company actually do help them in improving their ability to do a job better than they were able to before.
The fourth factor in the survey was how employees rate the importance of training in their careers. It must be noted that it was the expectation of the researcher that based on the previous results indicating that the subjects in the experiment overwhelmingly believed that training was important factor in their performance levels that as a result they would in turn overwhelmingly vote for it as one of the most important factors of being an employee for a company. It is actually surprising to see that instead of the 90% believed percentile response rate the results indicated only a 61.5% ratio of people believing in the importance of training in being an employee with the rest voting for descending values of 23.1% for 4 and 7.7% for both 2 and 3.
The reason behind this difference might be due to factors such as employees placing more importance on the level of work done, the amount of a person’s salary or relevant promotions available as more important factors than employee training. One of the last proponents in this study is an evaluation of employees and their knowledge of training and it’s reflection into improved performance for the company. Another surprising result in this proponent was the fact that the results were more widely distributed than in the other proponents of the study with only 38.5% overwhelming believing that training did improve company performance while the remaining 72.5% were either somewhat agreed on it improving company performance or not agreeing at all. When trying to interpret the results of this part of the questionnaire it was theorized that the possible reason behind this might be due to the fact that the factors that show improved company performance through better training methods is not immediately obvious to most people.
If a person is able to a job well and this particular style of working is replicated to other people within the company then the result would of course be better company performance however while most companies are able to state that improvements through enhanced to help make the company a better performer the oil and gas industry is already a top performer due to the necessity behind the products it sells. From cars to plastics to homes to light bulbs there are numerous products in the world today that are dependent on oil as a form of energy or on it’s varied derivatives which are used to create certain types of materials.
As such the demand for oil based products is quite high however it is due to this that performance evaluations based on company profits as indicators of improved performance resulting in better revenue yields is highly unreliable since the percentages that improved employee performance add onto a company’s revenue is very slight and hardly noticeable as a result of the ever increasing global demand. Smaller companies that deal with products that are less in demand are those that are able to use comparative models using profits from improved sales based on employee performance as a means of showing employees that training works. For larger companies with products that are constantly in demand it is not as easy as such workers in these cases would inevitably doubt their contribution in improving the overall performance of the company.
Validity of responses
When evaluating the results of the study the validity of the responses involved plays a key factor in determining whether or not what is being presented is wholly accurate. Since this study wasn’t conducted as a blind examination wherein those involved could have been anyone this particular survey targeted people specifically working for the oil and gas industry by using social networking profile information that indicated where they worked. While there is still the possibility of answers that were placed that were far from the truth the possibility of that happening in this particular study is far fetched due to the level of anonymity that these individuals wanted on the information they gave out.
Findings and Conclusion
Based on the findings of this paper it can be concluded that there is a definite connection between training and improvements in employee performance based on the survey results that this study was able to obtain. Employees from several oil and gas companies that were found through social networking sites were able to verify this claim based on company data as well as their own personal opinion. Not only that but ADNOC has already realized since the early 1980’s and as such established training centers in order to properly train locals for jobs with ADNOC. Earlier in the paper it was stated that one of the problems within the U.A.E is that since the population of nationals of the region are few in number most of them are actually well acquainted with one another and as a result appointments to certain positions were previously and sometimes up till now done through family contacts and acquaintances. One problem with this method as described by this paper is that the end result would be the placement of individuals into positions that they have no idea how to properly manage resulting in poor performance.
With ADNOC they took a different approach and required their pool of workers to first undergo a strict training regimen in their CDC training facility in order to properly train them and place them into positions that they would be useful in. The end result is that the company was able to succeed in it’s place since the individuals that were hired were able to provide the company with great performance levels and as such have justified the claim of this study along with the survey that adequate training leads to better levels of overall employee performance. One interesting fact that this study did uncover is that when it comes to the oil and gas industry apparently employees aren’t as aware of the levels of improvements that their performance has on the business. While their performance can be evaluated by the company via methods of observation and evaluation and the employees can agree that after training they are able to excel in the jobs that they have there is a certain degree of uncertainty as to whether their increased levels of performance are actually able to help the company. This can actually be explained by the fact that since the oil and gas industry has numerous consumers around the world and is constantly in demand the apparent improvements to company revenues are not immediately noticeable since they are already exceptionally high as compared to smaller industries wherein in improved employee performance can easily be seen as improving the company due to the increased level of revenue obtained.
It is the recommendation of this study that any future investigations into similar topics should try to see if there is a correlation between the performance of upper management executives in ADNOC and the work performance of average workers. It is the assumption of this study that there might be a direct relation between the two since other studies have shown that the work ethic of several high ranking officials in numerous global corporations actually has a profound effect on people working at the lower levels of a company.
Copy of Questionnaire
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