This research dissertation is focused on identifying the impact of training and development on the staff performances. The organization selected for this research is presidency of meteorology and environment, saudi arabia and the researcher has analyzed that how training activities affects the performance of the organizational employees. The main objective of this research is to evaluate the importance of training and development activities and identify its impact on the employee performance and motivation. From the employee rsquo s perspective, training and development create a positive impact on the staff member rsquo s performances and it enhances their skills and capabilities which enable them to meet the set targets in an effective manner.

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Training activities also improves the skills of the employees and enhances their capabilities which help the staff members to achieve their performance targets. The organizations operating in the modern environment can improve both performance and motivation of the team members through training activities. The organizations are required to incorporate effective training policies in the business operations in order to highlight the need and importance of training and development activities.

In order to undertake this research study, the researcher has employed both primary and secondary data sources. The primary data and first hand information has been collected through survey and interviews. The main outcomes of the research study show that training and development creates a significant impact on the staff performances, however, it is important that training plans should be compatible with the organizational development plans.

The budgets allocated by the management for the training of employees are also important in order to introduce innovative training courses which focused on performance enhancement of employees. Effective training courses results in improving employee rsquo s knowledge, improving employee rsquo s performance and increasing employee rsquo s ability to take more responsibilities and motivate them to take ownership of the work. The conclusion of the research shows that training is an important factor which helps to improve the employee performance however, there are also other important factors which can create a positive impact on the staff member rsquo s performances. The researcher has recommended that organizations should also consider other important factors in order to enhance the employee performances.

These factors include good working environment, rewards and encouragement against better performance, workplace promotions and performance appraisal schemes for the staff members. The labour force in competitor countries is educated to higher levels than those in the uk, and that higher education qualifications will ever more be in demand to address future skills needs, particularly at the technical, associate professional and customer service level m. This skills shortage is being addressed by the government by encouraging individuals and organisations to take more interest in training. There are many organisations within the uk that have very good policies on training, the question is does training employees equate on the bottom line. The government has introduced several policies aimed at tackling the skills shortage. Ldquo that our education reforms are all about the development of an educated citizenry democracy in which people are educated in and are able to participate in active self government. Individuals that are knowledgeable are equipped to make moral judgements, and will be able to construct solutions to the challenges they face, both locally and globally rdquo blunkett, 20, p.

This has shifted the emphasis from organisations training employees to individuals taking more responsibility for their own training. The skills are then transferable between organisations, aiding to the mobility of the individual. But organisations still require employees lsquo to be trained in their culture and core values. Organisations seek the competitive edge of rivals they use training to increase the level of service they offer customers. This in turn will create loyalty with their customers, therefore increasing turnover. The human resource is discussed as the most valuable, and perhaps the last edge organisations can have.

If all organisations trained to the same level, would this then eliminate the competitive edge? organisations are implementing strategic hr as a change agent, not to replace an out dated personnel department. Although there is still evidence within the uk that once these interventions are implemented, they just replace the role of the personnel department. The organisation that will be reviewed is tesco rsquo s during the past decade they have introduced strategic hr with increased training of employees. Their practice of training and the importance of hr will be reviewed with the current theory. Tesco rsquo s rsquo operates in a very competitive market the consumer has choice where to shop for their groceries.

They have expanded their portfolio to include cd rsquo s, dvd rsquo s, electrical goods and clothing. Recently they have expanded into the financial services offering customers products from credit cards to insurance. Their slogan ldquo every little helps rdquo is used to show their commitment to customers, this has been used to reduce prices and to increase the level of customer service.

This slogan is now used in their staff training, that any intervention will increase the knowledge of the workforce. The organisation is widely reported in newspapers, this is due to the success of the business. They are rapidly expanding in the uk with the opening of their metro stores and into new and foreign markets. This has taken a great deal of their resources in the planning and implementing stage of expansion. Reinforcing the culture and values through training will focus employees on their roles.

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Whilst writing this paper it was identified that further paper could be written on cost analyses of the organisation, to identify if the extra resources they have placed on training has been value for money. This chapter discusses the research methods used for the project and the justification for the choice of methods. It discusses methods that were not used, with justification of why they were not included. Included is a critique of methods selected, and with hindsight this identifies any changes that would have enhanced the research. This paper critically evaluates training within the uk and focuses on the training issues within tesco.

The organisation was chosen as they had put themselves to forefront of training a decade ago, by becoming investors in people. Selection of the topic was stimulated and formed out of heightened political awareness on the subject area. The government has recognised skills gap between the uk and competitor countries. To address this issue they have introduced policies that included lifelong learning. The government rsquo s green and white papers were used to review these policies. The nature of the research was discussed with colleagues and fellow students, this not only added practical ideas and suggestions it also opened new avenues of thought.

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This was the discussed with lecturers sounding out ideas, gauging opinions and clarifying the question. Focusing in on the question was obtained by employing relevance trees, narrowing the research area. This gave direction to the research, although with reviewing the literature this direction changed several times buzan, j. Next, a research proposal was compiled, with the benefit of organising ideas and setting a time scale for research.

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Theoretically, the proposal would highlight any difficulties with the research question and access to data. Creating a time scale would focus on targets and meet deadlines in the completion of the paper. The literature review, discussing theories and ideas that exist on the topic formed the foundation of the paper. The findings from the research are then tested on theories for validity saunders, m. The literature review was challenging, there is a vast amount of articles on the subject. Tertiary data sources, such as library catalogues and indexes were used to scan for secondary data.