A review of impact on training and development of employee's performance in Maldives Police Service (MPS). Training and development is essential human resource management elements for any organization in order to maintain an effective and reliable employee's. Training needs concern with the improvement of employee's performance to get the best results from the work environments. This research evaluated face to face and off the work training methods in Maldives Authorities Service in order to enhance the performance of the employee's. Because of poor performance of the police employee's the research undertake to judge and design a proper training methods to improve the employee's in the business. The records shows a finish of the on and off the job training methods available after critically analysing the related literature reviews for this research project.
CHAPTER 1
INTRODUCTION
Maldives Law enforcement Service is the one legal body to keep laws and order in Republic of Maldives with the motto of "To safeguard and serve". The study study will investigate the impact of training and development on employee's performance in Maldives Law enforcement officials Service. In Maldives apart from protecting against crimes and safety of the peoples, in today's politics environment the business must face a great deal of problems with everyone in riots, demonstrations, rally's and taking these into consideration the local media and other medias and public shows a great deal of dissatisfactions and their frustrations towards organizational performance, procedures and policing skills of the employee's when they employed in dealing with such situations. To be able to conquer this critical situation the organization must design an efficient training and development methods and employee's performance in ways where the contemporary society accept.
1. 1: Research Background
Training and development helps in optimizing the utilization of human learning resource that further helps the authorities personnel's to achieve the organizational goals as well as their specific goals. Training and Development really helps to provide an opportunity and broad structure for the introduction of human resources' specialized and behavioural skills in the business. In addition, it helps the employees in attaining personal growth. Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to increase the horizons of individual intellect and a standard personality of the employees. Training and Development is the platform for aiding employees to develop their personal and organizational skills, knowledge, and abilities. The focus of most aspects of Man Source of information Development is on developing the most superior labor force so that the organization and individual employees can complete their work goals in service to the general public.
1. 2: Research Area
The review area of the research project is to create a powerful training and development solutions to the personnel's in Maldives Police force Service. The investigations undertakes in businesses team where all the frontline cops works. The frontline officials are the reflection or image of the organization where they are the employee's who prompt to deal with general public in any crime situations. Furthermore the analysis area give attention to on-the job training and off-the job training methods and exactly how those methods will affect the improvement of employee's performance in the organization.
1. 3: Dissertation Structure
The purpose of this research is to provide the reader with an overview of the literature reviews related to the impact of training and development on employee's performance in Maldives Law enforcement officials Service. In the study, section 2 a information will be given of the used strategy in this research literature research by critically analysing and giving the final outcome. In chapter 3 the reason of conceptualization of impact of training and development on employee's performance in Maldives Police Service will follow and chapter 4 the data research will be provided and the final outcome will be presented in chapter 5. Finally the reader will discover discussions and advice for further research.
1. 4: Target and Objectives
The goal of the study is to explore at length the books related to the impact of training and development of employees performance in Maldives Law enforcement Service and also to review the prevailing related books review to be able to understand the concerns related to the study topic.
Research Question
How does indeed Training and Development program help Maldives Law enforcement officials Service to improve Law enforcement officials personnel performance?
Research Objectives
To create a proper training and development methods in Maldives authorities service
To make ideas and recommendations
This section details out the books that I have examined in related to the impact of training and development on employee's performance in Maldives Police force Service and then for that purpose related HRM theories written by management scholars that related to training and development were used based on internet articles and journals were referred in the books review in chapter 2.
CHAPTER 2
LITERATURE REVIEW
2. 1: Introduction
Employee training can be conducted through either on-the-job or off-the-job training methods. On-the-job training allows employees to work within the firm, while learning about their job and the business, while off-the-job training removes the staff from the company. Off-the-job training can include technology-driven e-learning programs, formal class training, and external training conducted by suppliers or formal educational organizations. The results of employee training include higher productivity, enhanced creativity and increased worker assurance. Furthermore, this investment ensures certified candidates for "hire from within" guidelines. Fitz-enz (2000) shows that training employees can create an excellent return-on-investment beyond enhanced productivity at work. Training employees raises employee loyalty, as much workers will know that the company is attempting to help them attain their job goals (Stovel and Bontis, 2002).
2. 2: Off-The-Job Training Methods
Training which takes place in environment other than actual workplace is named off-the job training. Off-the-job training is usually designed to meet the shared learning needs of an organization rather than particular individual's needs. Lectures, computer-based training, video games and simulations will be the common kinds of off-the-job training methods.
2. 2. 1 Lectures/Conferences: - This process is well modified to convey specific information, rules, strategies or methods. This technique is useful, where in fact the information is to be shared among a big amount of trainees. The cost per trainee is lower in this method.
2. 2. 2 Motion pictures: - can offer information & explicitly show skills that aren't easily provided by other techniques. Movies are often used in conjunction with Convention, discussions to clarify & amplify those things that the film emphasized.
2. 2. 3 Simulation Exercise: - Any training activity that explicitly places the trainee in an man-made environment that closely mirrors genuine working conditions can be considered a Simulation. Simulation activities include circumstance experience, experiential exercises, vestibule training, management games & role-play.
Cases: - present an in depth description of a specific problem an employee might come across on the job. The worker makes an attempt to find and review the problem, examine alternative training of action & determine what plan of action would be most satisfactory.
2. 2. 3 Experiential Exercises: - are usually brief, structured learning experiences where individuals learn by doing. For instance, rather than discussing inter-personal issues & how to approach them, an experiential exercise could be used to make a issue situation where employees have to see a conflict personally & work out its solutions.
2. 2. 4 Vestibule Training: - Employees learn their jobs on the equipment they will be using, however the training is conducted away from the genuine work floor. While expensive, Vestibule training allows employees to obtain a full feel for doing activity without real world pressures. On top of that, it minimizes the problem of transferring learning to the work.
2. 2. 5 Role Play: - It's exactly like acting out confirmed role such as a level play. In this technique of training, the trainees must enact defined assignments based on dental or written description of a specific situation.
2. 2. 6 Management Game titles: - The game is devised on a model of a company situation. The trainees are split into groups who stand for the management of fighting companies. They make decisions exactly like these are made in real-life situations. Decisions created by the categories are assessed & the likely implications of the decisions are given back to the groups. The overall game goes on in a number of rounds to make an effort dimension into account.
2. 2. 7 In-Basket Exercise: - Also called In-tray method of training. The trainee is presented with a load up of paperwork & data in a holder formulated with administrative problems & is asked for taking decisions on these problems & is asked to adopt decisions on these in just a stipulated time. The decisions taken by the trainees are compared with each other. The trainees are provided feedback on the performance.
2. 3: On-The-Job Training Methods
The purpose of the on-the-job training session is to provide staff with task-specific knowledge and skills in workshop. The data and skills presented during on-the-job are straight related to job requirements. Job education strategy, job rotation, coaching and apprenticeship training will be the common kinds of on-the job training methods. Totally on-the-job training theoretically will not require any off-the-job training. However, it is very unusual for 100% of training to take place within the effective work of the learner. Job instructions training is a organized method of training, which requires trainees to undergo some steps in sequential design. The technique uses behavioral strategy with a give attention to skill development, but there are usually some factual and procedural knowledge aims as well. This type of training is good for task oriented obligations such as operating equipment. The teacher or supervisor prepares a job breakdown on the job, while watching a skilled employee perform each step of the job. Job instruction approach involves four steps, prep, present, try and follow-up (Blandchard and Thacker, 1999:306).
2. 3. 1: Job rotation
Job rotation is the organized movement of employees from job to job or task to project within an organization, in an effort to achieve various different recruiting targets such as: simply staffing careers, orienting new employees, preventing job boredom or burnout, satisfying employees, enhancing career development, exposing employees to diverse conditions (Woods, 1995:188). Excellent job rotation program can decrease the training costs while escalates the impact of training, because job rotation is a hands on experience. Job rotation makes individuals more self-motivated, adaptable, adaptable, innovative, eager to learn and able to communicate effectively. One of the possible issues with the rotation programs is the price, because job rotation escalates the amount of management time to invest on lower level employees. It may raise the workload and decrease the efficiency for the rotating employee's director and then for other employees. Job rotation may be especially valuable for organizations that require firm-specific skills because it provides an incentive to organizations to promote from within (Jerris, 1999:329).
2. 3. 2: Coaching
Coaching is the procedure of one-on-one guidance and instruction to improve knowledge, skills and work performance. Instruction is becoming a very popular method of development, and often includes working one-on-one with the learner to execute a needs analysis, place major goals to accomplish, develop an action plan, and support the learner to accomplish the program. The learner drives these activities and the mentor provides continuing feedback and support. Usually instruction is fond of employees with performance deficiencies, but also used as a motivational tool for those executing well. Coaching methods solve correct problems such as communication, time management and public skills. Executive instruction generally takes place monthly and carries on over an interval of several years. Often, coaches are earned where there is a change in the framework of the business, whenever a team or individual is not performing well or where new skills are essential. Coaching assumes that you are fine but could be even better (Kirwan, 2000).
2. 3. 3: Apprenticeship
Apprenticeship is one of the oldest varieties of training which was created to provide planned, practical instruction over a significant time span. Apprenticeship was the major approach to learning a craft. The apprentice caused a recognized professional craft person (McNamara, 2000).
2. 4: Summery of the books review
The research literature related to working out and development examined that the organizational learning and development of employee's performance is continuous learning methods either face to face or off the job training methods. Critically analysing the face to face and off the jobs training methods to Maldives Law enforcement officials Service is compromised. Some of the trainings methods like off the training methods is not suitable because of time period limit of option of the employee's. The organization's employee's work in systematic daily routine and patrolling the urban centers and because of occupied duty time availability of the employee's is not feasible. Beside off the job training the employee's can learn and develop their skills while working and by elderly people experiences cops by apprenticing and by job rotations of employee's from team wise.
3. 1 Conclusion
The research study succeeded in get together all the requirements of the objectives. The objective of this study was to develop an effective training and development methods in Maldives Police Service. The main conclusion includes the training and innovations methods in the work and off the job trainings to the employees in Maldives Authorities Service and it is relevant and appropriate and can apply these methods to build up the employee's performance. On the job and off the jobs training can assist the employee's in producing their companies as well as organizational objectives.
