According to Armstrong 2006, Human Resource Management HRM can aid businesses in maintaining operational efficiency by offering diverse training methods to enhance employee performance w
INTRODUCTION ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 4
Background ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 4
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
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., 2013) 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
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 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
Research objective ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 7
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
Research structure ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 7
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 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.
LITERATURE REVIEW ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 9
Definition of training ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 9
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 Silberman and Auerbach (2011) argue that whenever a lack of knowledge or skills limits a person's ability to perform a job, it is important to close that gap by providing the necessary training is a reasonable thing In addition, Ittner and Douds (1997) argue that training is the development and provision of information that people will use after attending a training course The purpose of training is to bridge the gap between the desired job performance and the employee's current job performance (Zemke and T Kramlinger, 1982) Training needs time, effort, money, and resources, as with every other organizational activity It is a crucial investment in a strategy that leads to employee training, succession planning, and internal promotions It invests in employee productivity and retention by facilitating long-term career advancement and work happiness (Topno, 2012)
Training has become essential in most firms, leading to more outstanding performance in the same sector Apart from being an integral aspect of the human resource department, training substantially influences a business's success by improving employee and company performance (Azara Shaheen et al., 2013) Using appropriate training design and delivery style is essential for enhancing employee performance In order to obtain successful training results, businesses should choose a training design tailored to their workers' needs Good training programs enable a firm to promote staff production and performance (Ameeq and Furqan Hanif, 2013) In addition, good training results in enhanced organizational performance, which benefits human resource managers, the organization's policymakers and decision-makers, and the government (Aidah Nassazi, 2013).
Definition of training program ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 10
The phrase "training program" is frequently referenced across various disciplines Various scholars and educators approach the concept of curriculum from diverse perspectives Hollis and Campbell (1935) asserted that the training program encompasses the entirety of knowledge and experience that learners acquire while under the tutelage of enterprises The training program is a structured sequence of activities designed to enhance learners' self-control and cultivate their cognitive and behavioural abilities The training program encompasses the entirety of the knowledge that learners must acquire to attain particular goals and objectives
As per Wheeler's (1976) definition, a training program refers to a set of premeditated learning experiences imparted to students under the supervision of an educational establishment Tanner (1975) defines training as a predetermined set of learning experiences and outcomes systematically delivered to individuals to enhance their knowledge, personal and social capacity
As per Wentling's (1993) assertion, a training program refers to a comprehensive plan that outlines the details of a training activity The activity, as mentioned earlier, may take the form of a training program spanning several hours, a single day, a week, or even multiple years The comprehensive curriculum blueprint delineates the entirety of the material to be instructed, lucidly indicating the possible outcomes for learners upon completion of the educational initiative Conversely, the
Training methods ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 11
The term "online learning" was first used in 1995 with the creation of WebCT, the initial web-based system for Learning Management, which was subsequently renamed Blackboard Within that particular context, online learning pertained to utilizing a Learning Management System (LMS) or uploading textual and PDF-based materials onto an online platform (Bates, 2014)
Web-based learning resources and instructional software facilitate student engagement with course material The available resources encompass instructional materials such as tutorials, exercises, and quizzes with low stakes, which facilitate regular practice, feedback, and consolidation of the course's fundamental principles According to Carol (2003) The utilization of computer-aided programming as a mode of training The utilization of pre-written computer programs represents a contemporary approach whereby students are required to adhere to the instructions provided by the computer Thus, students can acquire knowledge and achieve correct responses through a computer The computer system facilitates question-answering, knowledge assessment, and identifying knowledge gaps for students Additionally, it may suggest supplementary resources for further consultation The approach frequently incurs significant costs and entails a substantial investment of time in the software development process's design and implementation phases
The objective of e-learning is to ensure that technology plays a significant role in enhancing employees' skills and knowledge, thereby facilitating their career advancement and enabling organizations to maintain their economic competitiveness (Pantazis, 2002) The majority of the teaching community widely acknowledges E-learning as a legitimate and effective training strategy According to Nisar (2002), e-learning offers several advantages over traditional on-the-job training, including time-saving, enhanced student support, personalized interaction, and effective student participation and progress monitoring Additionally, e-learning provides increased flexibility in learning, as it is available on-demand and can be accessed from any location, enabling learners to study at their own pace
The term "On-the-job training" (OJT) pertains to the set of activities within an individual's workplace aimed at cultivating work-related knowledge and skills necessary for employees to execute a particular job within the work setting competently According to Vasanthi (2019), employee acquisition of knowledge and skills is most effective when the learning environment is congruent with the work environment where such knowledge and skills will be applied This underscores the importance of on-the-job training On-the-job training refers to a form of direct training that takes place at the workplace This method involves learners acquiring the essential knowledge and skills required for their job through actual work performance Rewards are distributed under the supervision of experienced personnel The on-the-job training method is a fundamental and highly efficient approach that supplements other off-the-job training forms The direct approach of an instructor in the workplace is a highly effective method of imparting job-related knowledge and skills This set of techniques encompasses job instruction training The approach of imparting job performance skills to most production workers and a few managers is widely prevalent The initiation of the training process involves the presentation and elucidation of the employment goal by the vocational instructor, along with comprehensive, sequential directives on how to observe, interact, acquire knowledge, and practice until mastery is achieved in the respective domain under the rigorous supervision and guidance of the mentor
The on-the-job training program aims to equip the employee with specialized knowledge and skills relevant to their work area The competencies and aptitudes imparted through experiential learning are closely linked to the job's demands The prevalent on-the-job training methods include job instruction techniques, job rotation, coaching, and apprenticeship training Theoretically, a comprehensive on-the-job training program does not incorporate off-the-job training Mahdi (2009) asserts that it is uncommon for the entirety of a learner's training to occur solely during their productive work.
Evaluate the training program ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 13
Goldstein (1993) defines training program evaluation as a methodical approach to gathering descriptive and evaluative data for the purpose of making informed decisions regarding training programs These decisions may include the selection, application, and modification of training programs in order to enhance their value and improve their implementation efficiency
As per the OECD's report in 2009, program evaluation refers to a methodical and focused appraisal of ongoing or concluded programs, considering three aspects, namely program development, implementation, and outcomes The primary objective of program evaluation is to assess the degree to which the program objectives have been attained, the efficacy of the program, its effectiveness, and its sustainability
As per Sanders and Worthen's (2004) perspective, it is crucial to conduct a methodical and unbiased assessment of training programs to gather, scrutinize, and assess data pertaining to the training program According to Mcnamara's (2000) perspective, the process of training program evaluation involves the systematic gathering and recording of data pertaining to a specific program, with the aim of facilitating informed decision-making across various facets of the training program
Posavac and Carey (2007) assert that the assessment of a training program involves the identification of an appropriate evaluation method and competencies to ascertain if the program is aligned with the requirements, if it is being executed as intended and if it is being delivered at a reasonable cost to meet the client's needs
As per Scriven's (1967) work, the assessment of training programs can be bifurcated into two distinct levels, namely the initial evaluation (Formative) and the comprehensive evaluation (Summative) The program evaluation process commences from the development and implementation of the training program and continues throughout its duration
In general, the process of assessment involves the appraisal of a training program subsequent to its creation and execution In summary, the evaluation of a training program is not a singular event, but rather a systematic approach to assessing the degree of progress made towards achieving the program's objectives This process serves to enhance the efficacy of program implementation and serves as a means of elucidation The aim is to provide support to pertinent parties and facilitate program-oriented strategizing and judgment
Investing in training is a valuable endeavour and represents a crucial element in developing human resources It can enhance employee contentment, desired results, and cost-effectiveness if executed effectively Several variables can impact the effectiveness of training programs in achieving their intended objectives Accurately evaluating the impact of training programs is a crucial aspect of their implementation, necessitating an appropriate methodology In order to ensure meaningful assessment, it is necessary to measure learners' satisfaction with self-assessment and various other factors These include input, such as the characteristics of learners and teachers, as well as the training process, which encompasses educational programs, assessment methods, and facilities Additionally, output in the form of participants' behaviour should also be considered Evaluating training programs by training professionals is a customary practice to enhance the program's quality The researchers employ formative and summative evaluation techniques to gather participant feedback The constructive approach is implemented during the program, while the summative approach is conducted afterwards The inquiries are designed to assess participants' satisfaction with the program, their acquisition of essential knowledge, and their suggestions for enhancing future sessions The information mentioned above holds significance for professionals in education and performance assessment, as it enables them to assess the efficacy of their training programs, instructional materials, and presenters The effectiveness of a training program can be determined by evaluating its reception and the acquisition of essential information by the participants If the evaluation results indicate positive outcomes in these aspects, the training program can be deemed effective
Proficient training experts increasingly recognize that training programs hold minimal value regardless of quality and reception unless the knowledge and skills acquired during training are effectively applied in the workplace The phenomenon commonly referred to as the transfer of learning to behaviour is frequently observed If the knowledge acquired can be applied to enhance work performance, attaining superior outcomes for the organization is plausible Training effectiveness can be determined by analyzing the training evaluation results, which indicate increased on-the-job performance and improved outcomes
Demonstrating the organizational value of training is a crucial skill for professionals in learning and performance Like other departments within an organization, the training department is not exempt from demonstrating the utilization of allocated resources By collecting data about efficient training and the efficacy of training, professionals in the fields of learning and performance can establish a credible demonstration of the organizational benefits derived from training.
The Kirkpatrick’s model ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 15
Kirkpatrick's model is a commonly employed approach for evaluating training programs The model under consideration is characterized by its straightforwardness regarding the process involved, the measurement of a restricted set of variables, the simplicity of the criteria used for evaluation, and the absence of any requirement to gather fundamental data or information on the learners' prior performance The model is also noted for its independence concerning individual and environmental variables According to Yaqoot et al (2021), the Kirkpatrick model is the most commonly employed training evaluation model in private and governmental sectors worldwide Kirkpatrick (1976) developed levels to assess the effectiveness of a training program It is recommended that all programs undergo evaluation using a progressive scale Kirkpatrick (2010) delineated that each level of evaluation has distinct emphases, which can be succinctly summarised as follows:
Level 1 - Reaction: The reaction level evaluates the degree of satisfaction or perception of the program by the trainees, reflecting their thoughts and emotions towards the training The assessment of an individual's response holds significance as it can impact the learning process of a trainee towards a particular training program When trainees express favourable feedback or responses towards the training, it can motivate them to continue learning and facilitate further knowledge acquisition Enhanced learning outcomes are associated with improved knowledge acquisition, skill development, and a favourable disposition towards innovative concepts introduced during training
Level 2 - Learning: Learning of the training evaluation process pertains to learning outcomes This level assesses how trainees have acquired new knowledge, enhanced their skills, and modified their attitudes due to participating in the training program The notion of learning or training transfer enables individuals to subsequently utilize the acquired knowledge and competencies in their professional setting, manifested in observable modifications in behaviour The objective of Level 2 evaluation is to ascertain the knowledge and competencies acquired consequent to the training Level 3 - Behavior: pertains to the behavioural aspect of training evaluation, which assesses the trainees' ability to effectively apply the acquired knowledge and skills in their respective job contexts Stated differently, the assessment process in this context gauges the extent to which acquired knowledge is effectively applied in the work environment, or in other words, the degree of training transfer Enhancing employees' skills and knowledge through training does not necessarily guarantee a corresponding modification in their behaviour Level 3 evaluation is employed to ascertain the alterations in job performance that have transpired consequent to the training
Level 4 - Result: Outcomes are contingent upon the objectives of the training program and the expectations of the stakeholders who hold administrative responsibility for the trained employee According to these stakeholders, the prioritization of Level 4 evaluation holds the utmost significance Kirkpatrick posits that the objective of Level 4 evaluation is to ascertain the actual expenses associated with the training program, such as reduced costs, heightened quality, improved customer satisfaction, and increased productivity and quantity
The model proposed by Kirkpatrick in 1959 has the potential to assess the overall effectiveness of training This resource can aid organizations in comprehending the diverse evaluation methodologies employed in training evaluation and the significance of multiple training objectives in assessing training outcomes Kirkpatrick (1959) posits that quantifying the level of training effectiveness becomes increasingly challenging, intricate, and expensive as it ascends This elucidates the arduousness of assessing all levels of training effectiveness The Kirkpatrick model has made noteworthy contributions to evaluation theory and practice and is frequently cited in scholarly research
The research conducted by Meade (2020) pertains to a case study that examines the application of the Kirkpatrick Model to the educational programs offered by the Joint Special Operations University The study assesses the effectiveness of training and educational programs by analyzing the four components of the Kirkpatrick Model The study's findings indicate that the Kirkpatrick Model can furnish leaders of an open adaptive system with pertinent information that assists in determining the efficacy of training programs in fulfilling their mission
The research conducted by Demiray and Ilaslan (2019) sought to evaluate the utilization of standardized patient simulation in nursing education and its outcomes through the application of the
Kirkpatrick model The findings suggest that the primary emphasis of training evaluation effectiveness lies in the initial and subsequent stages of the process The findings indicate a prioritization of immediate results, with a need for evaluation of enduring impacts The present study highlights the significance of comprehensively evaluating and scrutinizing all facets of anticipated consequences, specifically at the tertiary and quaternary tiers
Abdul Ghani et al (2014) conducted a study titled "Research Methodology Workshops Evaluation Using Kirkpatrick's Model: Translating Theory into Practice." The study aimed to assess the effectiveness of the training program by utilizing Kirkpatrick's evaluation model, which measures participant satisfaction, knowledge and skill acquisition, and the impact on their practices The assessment was carried out utilizing Kirkpatrick's four-tier methodology The study found that among the 116 participants, 28 (24.1%) expressed gratitude towards the programs, 62 (53.4%) expressed approval of suggestions, and 26 (22.4%) expressed dissatisfaction with the programs The results indicate a significant increase of 17.67% in fundamental knowledge and cognitive abilities, as evidenced by the mean scores on the pre-and post-MCQ tests Regarding impact, a majority of 56.9% of participants engaged in research initiation, while a smaller proportion of 6.9% reported the publication of their findings The study results indicate that the participants exhibited a positive performance, as evidenced by the fact that 79% of them reported being able to apply their training skills to their respective professions.
RESEARCH METHODOLOGY ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 19
Research Philosophy ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 20
Saunders, Lewis and Thornhill (2019) defined that research philosophies refer to systems of beliefs and hypotheses regarding the growth of knowledge
The philosophical framework of positivism is consistent with the hypothetico-deductive approach to scientific inquiry, which involves the validation of preconceived hypotheses through experimentation utilizing operationalizing variables and measures The outcomes of hypothesis testing are utilized to enhance and progress scientific knowledge Research that adheres to the principles of positivism typically centres on identifying explanatory associations or causal relationships through quantitative methods Such research favours empirically based findings derived from large sample sizes, with generalizable inferences, replication of findings, and controlled experimentation serving as guiding principles (Park, Konge, & Artino, 2020) The discourse pertains to assessing the excellence of positivist research based on specific standards A case study from the field of health professions education is presented to facilitate positivist thought in the planning and execution of research studies
The philosophical framework of positivism is predicated upon using the hypothetico-deductive approach to validate a priori hypotheses, frequently expressed in quantitative terms This method involves deriving functional relationships between causal and explanatory factors (independent variables) and outcomes (dependent variables) Positivism is associated with the hypothetico- deductive scientific model Identifying the structure and foundation of positivism using the hypothetico-deductive approach is a valuable starting point The hypothetico-deductive method is a cyclical procedure that commences with theoretical constructs derived from scholarly sources to formulate hypotheses that can be tested empirically This involves designing an experiment by operationalizing variables, which entails identifying variables to manipulate and measure through group assignments and conducting an empirical study based on experimentation The ultimate purpose of conducting such a study is to utilize the findings to inform theory and contribute to the literature This process involves a circular progression, starting from theory, moving on to hypothesis, operationalizing variables, experimentation, and finally returning to theory
Scauso (2020) posits that interpretivism has been defined in a manner that incorporates research centred on meaning while also challenging the positivist notions of truth correspondence, objectivity, generalization, and linear research processes Interpretive scholars were faced with inquiries regarding the validity of their knowledge production when they scrutinized the methodological assumptions frequently employed to present positivism as a superior form of social science If it were possible to disentangle meanings from objects and construct phenomena and identities, and if observers could not detach themselves from their situated participation within these constructions, how could scholars authenticate their knowledge? Interpretivism posits that the human and social sciences cannot be modelled after natural science due to certain aspects of human experience that cannot be objectively understood This may encompass a range of elements of human existence, such as emotions, perceptions, beliefs, affective states, subjective experiences, sociocultural factors, historical influences, and other significant dimensions The Interpretivist perspective prioritizes the generation of understanding over the pursuit of objective truth, often embracing a relativist stance Interpretivism prioritizes subjective experiences and interpretations over objective facts and data Interpretive inquiry frequently adopts a relativist epistemological stance, amalgamating diverse viewpoints in pursuit of a comprehensive comprehension or storyline.
Research Approach ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 22
Research approaches are characterized by their systematic and structured nature and are employed by researchers to conduct their investigations These approaches vary in their fundamental principles and investigative techniques (Hassan, 2022)
Induction was widely used in the nineteenth century and is still regarded by many as the scientific method Induction proceeds from generalising from the specific to the general based on the empirical substantiation of a general conclusion derived from a finite number of observations (Adams, Khan and Raeside, 2014) Observations reveal patterns or trends in a particular variable of interest, which are then used to develop a general theory about the nature and behaviour of that variable and, frequently, other variables that belong to the same category Consequently, based on inductive reasoning, the researcher can examine the problem from a variety of perspectives in order to select the appropriate theory for qualitatively comprehending the issue Researchers are primarily concerned with the problem's context in the inductive method, so it does not need as large a sample as the deductive approach (Saunders, Lewis and Thornhill, 2019)
Deductive research is a scientific methodology that involves confirming pre-existing theories or testing hypotheses by researchers Deductive and inductive research are distinct methodologies, with the latter focused on generating novel theories or refining pre-existing ones Inductive and deductive reasoning are complementary methods that enable researchers to understand social theory comprehensively According to Wilson (2010), the deductive approach involves the formulation of a hypothesis or hypotheses based on pre-existing theory, followed by designing a research methodology to test the hypothesis
According to scholarly sources, "deductive" refers to a method of reasoning that involves moving from specific instances to broader generalizations If a theory or case example suggests a causal relationship or association, it may hold in numerous instances According to Gulati (2009), a deductive approach could be utilized to examine whether this association or correlation holds in broader contexts
The deductive approach is explicable by utilizing hypotheses derived from the theory's propositions The deductive approach pertains to the deduction of conclusions from premises or propositions According to Babbie (2010), deduction involves testing an anticipated pattern against observations, while induction involves starting with observations and attempting to identify a pattern within them The deductive research approach involves exploring a pre-existing theory or phenomenon, followed by examining its validity within a specific set of circumstances The deductive approach closely adheres to the principles of logic, as per existing observations The reasoning process commences with a theoretical framework and culminates in formulating a novel hypothesis According to Snieder (2009), the hypothesis is tested through the comparison with observations that result in either the hypothesis's validation or refutation
Furthermore, the concept of deductive reasoning can be defined as the process of drawing a specific conclusion from a general premise (Pelissier, 2008) Conversely, inductive reasoning operates in the opposite direction In order to clarify, the deductive approach entails the development of hypotheses and their subsequent examination through experimentation, whereas inductive investigations do not incorporate hypotheses in any capacity
Each method has different benefits and drawbacks In addition, the approach will be chosen based on the research philosophy and objective Different philosophies, such as positivism and interpretivism, tend to guide researchers in their method, as positivists tend to be deductive, and interpretivism seems inductive (Saunders, Lewis and Thornhill, 2019) This study employed the deductive approach to test hypotheses based on theoretical arguments derived from observable data This method is utilized to describe the cause-and-effect relationship between variables and to test the hypothesis.
Methodological choice ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 24
Research methods refer to the systematic approaches, procedures, or methodologies employed to gather empirical data or evidence for analysis, intending to generate novel insights or enhance comprehension of a given subject matter Many different research methodologies employ diverse techniques for gathering data According to Hassan (2023) research Methods encompass a range of methodologies, procedures, and techniques researchers employ to gather, scrutinize, and construe data to address research inquiries or verify hypotheses The selection of research methods is contingent upon the nature of the research inquiries, the data type under examination, and the research blueprint
Quantitative research refers to the systematic approach of gathering and scrutinizing numerical data According to Bhandari (2020), using statistical analysis enables identifying patterns and means, prediction-making, causal relationship testing, and the generalization of findings to broader populations Quantitative research methods enable researchers who adhere to the positivist paradigm to gather data from sizable populations and organize it into datasets, thereby identifying patterns, trends, correlations, and causal relationships through statistical analysis
Both correlational and experimental research methodologies can be employed to examine hypotheses or predictions through statistical analysis formally The utilization of the sampling method employed in the study enables the potential generalization of the findings to broader populations
In order to gather numerical data, it is frequently necessary to employ operational definitions that convert theoretical constructs (such as mood) into detectable and measurable indicators (such as self-reported assessments of emotions and vitality) Upon collection, data may require processing prior to analysis As an illustration, it may be necessary to convert survey and examination data from qualitative to quantitative format Subsequently, statistical analysis can be employed to address the research inquiries
Descriptive statistics provide a concise overview of data, encompassing measures of central tendency and dispersion Graphs, scatter plots, and frequency tables can be employed as visual aids to represent data and identify patterns or anomalies Inferential statistics enables one to draw predictions or generalizations from data One may conduct a hypothesis test or utilize sample data to estimate the population parameter
According to Tracy (2019), qualitative methods involve the interpretation of participant perspectives and narratives while maintaining a chronological account of events and their corresponding outcomes Additionally, these methods seek to elucidate how racial identities are influenced by and influential in shaping experiences Furthermore, qualitative approaches offer a more comprehensive understanding of ongoing processes rather than merely capturing a single moment Mohajan (2018) has identified that the origins of qualitative research methods can be traced back to various disciplines such as anthropology, philosophy, psychology, history, and sociology
Qualitative research is grounded in the social sciences, specifically psychology, sociology, and anthropology Qualitative research methods facilitate comprehensive exploration and interrogation of participants' answers—the interviewer or researcher endeavours to comprehend the interviewee's motivation and affective state Comprehending the decision-making process of one's audience can aid in drawing inferences in the field of market research Qualitative research methods
Survey ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 26
Survey research is a methodology that uses surveys as the primary means of data collection The present research employs surveys to elicit insights from individuals or groups about a specific concept or topic of interest, aiming to enhance comprehension A survey is commonly composed of a predetermined set of organized inquiries, with each question strategically crafted to elicit a particular piece of information Survey research is a quantitative research technique that entails gathering standardized data from a sample of individuals or groups through structured questionnaires or interviews, as per Young (2015) Subsequently, the gathered data is subjected to statistical analysis to discern correlations and patterns among variables and to make inferences regarding the target population
Survey research can be conducted for diverse purposes However, a general characteristic of surveys is their convenience in providing respondents with a platform to express or exhibit their understanding or viewpoints on a specific subject matter This approach can facilitate researchers in comprehending diverse populations or cohorts, detecting any issues or apprehensions expressed by respondents, and culminating in recognizing or creating remedies grounded in the identified concerns Surveys can be a valuable tool for assessing prevailing trends or viewpoints about a subject among a specific demographic before conducting more comprehensive investigations
The primary objective of survey research is to collect information and perspectives from a statistically significant population subset The utilization of survey research enables researchers to efficiently gather data from a vast number of individuals, rendering it an invaluable instrument for comprehending attitudes, behaviours, and preferences.
Questionaire ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 27
According to Adi (2021), a questionnaire is a tool utilized in research that comprises a series of inquiries or prompts designed to gather data from a participant A typical research questionnaire comprises a combination of closed-ended and open-ended inquiries A questionnaire is a collection of inquiries designed to elicit information that may not necessarily be used to conduct a survey Nevertheless, it is imperative to note that questionnaires are a necessary component of all surveys When employing a questionnaire as a tool for survey sampling, it is crucial to ensure that its design is optimized to elicit the most precise responses from participants
Open-ended questions that are presented in a long-form format provide the respondent with the opportunity to expand upon their ideas and opinions The Statistical Society of London is credited with developing research questionnaires in 1838 The questionnaire used for data collection can yield both qualitative and quantitative data The delivery of a questionnaire may or may not take the form of a survey; however, a survey invariably comprises a questionnaire
Questionnaires are a widely used research methodology because they provide a rapid, effective, and cost-effective approach to collecting substantial quantities of data from significant sample sizes These instruments are highly efficacious in assessing the conduct, inclinations, volitions, perspectives, and viewpoints of the subjects Using open and closed research inquiries facilitates researchers' acquisition of qualitative and quantitative data, leading to more comprehensive outcomes.
FINDINGS ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 28
Statistics descriptive ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 28
Based on the results, it was found that the male percentage (47%) and the female percentage (53%) were not much different
The working age group at Blueseed is the most concentrated in the 20-30 age group (42%), followed by the 31-40 age group (30%), the lowest is over 50 years old (11.5%) and the rest is the group of age 41-50 (16.5%)
In which, the employee results from the teams with the largest media team (35%), followed by the account team (34%), social team (20.5%) and sales team (10.5%)
The most working time at Blueseed is 3-5 years (38%), respectively under 3 moth (20.5%), from 3 months to 6 months (22%), from 6 months - 3 years (19%) and finally the working group over 5 years (0.5%).
Check the reliability of the scale ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 29
Figure 3: Check the reliability of the scale
Factor analysis EFA affecting training program of Blueseed Digital ããããããããããããããããããããããããããããããããããããããããã 30
Figure 4: KMO and Bartlett's Test KMO test is a condition for EFA analysis, the larger the KMO coefficient, the better because the common part between the variables is larger To use EFA, 0.5 ≤ KMO ≤1 Based on the results of KMO and Bartlett's Test, KMO = 0.772 > 0.5
Bartlett test from the results shows that Sig = 0.000 < 0.05 Based on this result, we can reject the hypothesis (The variables are not correlated with each other)
Figure 5: Communalities Using factor extraction (Principal Components Analysis), the common preamble (Initial) is always = 1 and the last citation (extract) is less than 1 Looking at the table, the variables are more significant than 0.5 In which the extract of the variable RE3 is the highest, 76.7% of the variance of the variable RE3 is extracted to explain the standard components of the factors
In accordance with the requirement of Eigenvalue ≥ 1, the total of the four factors that are mentioned in the Eigenvalue is 2.714 In the event that the research cites one more factor, the eigenvalue will change to read 0.805 < 1 As a consequence of this criterion, the research is going to end after considering only these four elements The information provided by the twenty most relevant variables is strengthened by these four components that were noticed According to the table that was just presented, the overall value of the extracted variance is 64.363%, which is more than 50% As a result, the conditions have been satisfied; this implies that the observed variables can explain more than 50% of the change in factors EFA analysis that arranged the components using the Varimax rotation and the factor extraction technique The sample size is used as the basis for determining the factor loading According to the findings, the observed variables that have factor loading coefficients that are more than 0.55 are listed in the table that follows
Figure 7: Rotated Component Matrix Factor 1 is explained by the sentences RE1, RE2,RE3,RE4 and RE5; Factor 2 is explained by LE1, LE2, LE3, LE4 and LE5; Factor 3 is explained by BE1, BE2, BE3 BE4 BE5: Factor 4 is explained by RS1, RS2, RS3, RS4, RS5
Based on the similarities (showing the commonality) of the variable in the factor, the group will name the factors respectively Reaction, Learning, Behavior, Result
Figure 8: KMO and Barlett’s Test KMO test is a condition for EFA analysis, the larger the KMO coefficient, the better because the common part between the variables is larger To use EFA, 0.5 ≤ KMO ≤1 Based on the results of KMO and Bartlett's Test, KMO = 0.772 > 0.5
Bartlett test from the results shows that Sig = 0.000 < 0.05 Based on this result, we can reject the hypothesis (The variables are not correlated with each other)
Figure 9: Communalities There are 4 factors extracted based on the criterion of eigenvalue greater than 1, so these 4 factors summarize the information of 4 observed variables included in EFA in the best way
The total variance extracted by these 4 factors is 64,363 % > 50% Thus, the extracted factor explains 64.363% of the data variation of 20 observed variables participating in EFA.
Regression analysis ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 35
The Sig value of the correlation value between the independent variables and the dependent variable is equal to 0.000 < 0.05, all independent variables including Reaction, Learning, Behavior and Result are all correlated with the dependent variable Training
Std Error of the Estimate
1 527 a 277 270 9913 1.873 a Predictors: (Constant), Result, Reaction, Learning, Behavior b Dependent Variable: Training
Figure 12: Model Summary The R value represents the correlation and R=0.277 The value of Adjusted R Square equal to 0.270 shows that the independent variable has a 27% influence on the change of the dependent variable
In addition, the Durbin-Watson coefficient = 1.873, is close to 2, so the result does not violate the correlation series
Squares df Mean Square F Sig
F value = 37.430 with Sig = 0.00 < 0.05 Prove that R squared of the population is not 0 That means that the linear regression model is built in accordance with the population
B Std Error Beta Tolerance VIF
Then here the dependent variable is Training and the independent variable is Reaction, Learing, Behavior, Result The variables Reaction, Learing, Behavior, Result have sig test t less than 0.05, Regression coefficient of the variables is 0.000 respectively, so these variables are all statistically significant, all impact on the expenditure dependent variable At the same time, the independent variable has a positive effect on the dependent variable
Based on the normalized regression coefficient, the order of impact from the strongest to the weakest of the independent variables to the dependent variable 0.526 > 0.024 > 0.032 > 0.009 The VIF coefficient of the independent variables is less than 5, so there is no multicollinearity
=>> Training= 0.526*Result + 0.032*Reaction + 0.024*Behavior + 0.009*Learning
Assumptions: What factors does the Quality Training model depend on?
The dependent variable here is Reaction, Learning, Behavior, Result The variables Reaction, Learning, Behavior, Result have sig test t less than 0.05 The regression coefficients of the variables are 0.064, 0.094, 0.003, 0.545, respectively, so these variables are all statistically significant, they all affect the expenditure dependent variable and the independent variable has a positive effect on the dependent variable belong
Behavior and Reaction factors are one of the factors that determine the quality of the program The Behavior variable shows whether the employees can put what they have learned into practice, whether the employee can share their new knowledge, skills or behavior with others, whether the employee realizes that their behavior changed after the training
The Learning variable here means how much time the candidate spent acquiring knowledge, and when they spent that much time on Online Training and On the Job Training, what did they gain, and what That training helps candidates make significant progress in their work, from which we can evaluate the training quality of the company
The variable Result here means that after the end of the training course, what is the result of the employee, thanks to this training, the employee is confident with the knowledge he has learned to apply in practice economic or not and the anxiety variable here means that when you are diagnosed with cancer you are worried, this variable is variable, so it means that most people are worried about cancer diagnoses at first
The Reaction variable affects the quality of Training (acceptance)
The Behavior variables affect the quality of Training (acceptance)
The Learning variables affect the quality of Training (acceptance)
The Result variable affects the quality of Training (acceptance)
Figure 15: Descriptive Statistics Reading the results in the direction of the first evaluation (rounding math), the mean value of RE1, RE5 is approximately equal to 4, so the staff has a completely good opinion with the relevance of the online training time enough time and satisfied with the training program The average value of RE2, RE3 and RE4 is approximately 3, so employees tend to be good with online training and on the job training is very helpful and can help them in the future and feel good with medium time enough for the program on the job training
Reading the results in the direction of the first evaluation (mathematical rounding), the mean value of LE3, LE4 is approximately equal to 4, so employees feel very good with spending a lot of time on online and on-line training the job training program The average value of LE1, LE2 and LE5 is approximately 3, so employees tend to be good when taking knowledge from online training and on the job training and feel good when that training is good to help employees improve in the work Reading the results according to the first evaluation (mathematical rounding), the average value of BE1, BE3 is approximately equal to 3, so employees feel very effective with online training and guided training effective The average value of BE3, BE4 and BE5 is approximately 3, so employees often use the knowledge learned from online training to work and use the knowledge learned on the job training to work and feel see a change in your behavior after the training program
Reading the results in the direction of the first evaluation (mathematical rounding), the average value of RS1, RS2, RS3, RS4, RS5 is approximately equal to 4, so employees feel very good with the training results The results after training are that their work is more effective, they can be applied and the knowledge they have learned helps them a lot in their work After training, they find their morale is higher and thus their productivity is greatly increased
FACTOR N Minimum Maximum Mean Std Deviation
Figure 16: Summary of influencing factors
CONCLUSIONS AND RECOMMENDATIONS ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 42
Summary of findings ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 42
With a standardized beta of 0.526, Result significantly impacts training program, followed by Reaction with the scrore of 0.032 The third factor is Behavior with job performance standardized beta of 0.024; the fourth factor is Learning with a normalized beta of 0.009 After correlation analysis, the following is the regression equation for training program: TRAINING = 0.526*RESULT + 0.032*REACTION + 0.024*BEHAVIOR + 0.009*LEARNING.
Conclusion ããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 42
The training program offered by Blueseed Digital has the flexibility to utilize pre-existing resources, collaborate with training organizations, or enlist the services of consultants to develop training programs tailored to the company's current size and operational objectives It is imperative for training programs to establish standards and exercise strict control over the content of their curriculum, ensuring that it is regularly updated in response to market and technological developments The assessment of the efficacy of employee training programs is crucial in enhancing financial efficiency and evaluating the impact of such training on the job performance of the organization
Enterprises must carefully select suitable training and retraining materials to enhance employee discipline, foster cooperation, and facilitate the development of a robust corporate culture Blueseed Digital is well-equipped to facilitate learning and practical application, enhancing the company's human resource development, given the available resources and market demand
Initially, it is imperative that human resource training is accompanied by development The significance of human resource training within a company is widely acknowledged However, it cannot be viewed in isolation from human resource development, as it constitutes a fundamental aspect of the company's sustainable growth
Secondly, it is imperative to implement a comprehensive approach to human resource development, encompassing not only the leadership department of the organization but also the individual departments, which must self-regulate Implementing human resource training within a company is fundamental to fulfilling organizational demands and strategic objectives Presently, the calibre of the workforce has emerged as a crucial factor in determining an organization's competitive edge Empirical evidence suggests that allocating resources towards human capital development can yield more significant efficiency gains than investing in technological equipment or other production and business process components
The third point highlights the clarity of career development policies within the port company It emphasizes that employees who define their direction and goals with greater detail are more motivated to work towards achieving the company's objectives The organization must establish a comprehensive human resource development plan that spans at least 5 to 10 years or potentially longer It is imperative to provide support in developing career paths for employees, including opportunities for advancement and status elevation, while emphasizing their strengths to foster greater job attachment As individuals contemplate their career trajectory, they must consider the implications of their decisions and the long-term commitments that come with working for a particular organization
The fourth objective is establishing an industrial working style among the company's employees to ensure adherence to the company's regulations
The fifth step involves establishing a system capable of drawing in and retaining competent managers and proficient personnel Furthermore, penalties exist for individuals who engage in transgressions that harm the organization's reputation.
Recommendation ãããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããããã 44
In order to cultivate high-quality human resources, enterprises must implement on-the-job training, mainly through methods such as job instruction, job training, and job rotation As mentioned earlier, the training is deemed appropriate for Vietnamese businesses due to its cost-effectiveness and ease of implementation Furthermore, enterprises must provide targeted off-the-job training for managers, leaders, and key personnel Sending key managers to training programs at reputable institutions is crucial for enhancing their knowledge and management abilities Enterprises must give careful consideration to the selection of appropriate training topics and programs For the training to yield optimal results, it is imperative that the company meticulously selects individuals whose skill sets align with the training objectives In this regard, it is recommended that priority be given to managers, such as team leaders and department heads, for enrollment in the training program Individuals who are chosen to undergo training must engage in preparatory studies before attending the seminar or course Upon completion of the course, they are expected to provide a report to the manager detailing the knowledge they have acquired and discuss the subject matter Conversely, dedication to fulfilling specific durations of employment commensurate with the level of instruction ought to be upheld Furthermore, the Blueseed Digital program entails several distinct training modules, including the following: The process of identifying training needs should be grounded on the organization's strategic business objectives It is imperative to thoroughly analyze the root cause(s) of suboptimal performance and determine if training interventions can effectively address the identified issue(s) Identifying the primary cause is fundamental to ascertaining the training requirements of personnel practices, and allocating resources towards this endeavour can yield significant gains in productivity
It is recommended that the organization's leadership devise a training and development program in anticipation of any changes in job requirements to facilitate rapid adaptation of employees to the job and the organization's needs It is not advisable to solely engage in passive organization of training and coaching activities as deemed necessary Annually, the Personnel Organization collaborates with various departments and divisions to evaluate training requirements in alignment with the developmental blueprint of each department Subsequently, devise a comprehensive training regimen for the upcoming year
It is recommended that Blueseed implement a rigorous and systematic training program that adheres to the following steps: The process involves identifying training needs, defining training objectives, and selecting training subjects The task involves the creation of training programs and the selection of appropriate training methods Calculate the projected expenses associated with training The process of selecting and training educators; Assess the efficacy of training initiatives and resultant achievements
It is recommended that the organization undertake program development and method selection for the training program Various training methods are available, including human resource development, on-the-job, and off-the-job training These methods are selected based on their appropriateness for specific training requirements, time constraints, and associated costs
The primary emphasis should be placed on the training program's objectives, outcomes, and calibre Identify strategies for generating innovation in professional development, coaching, and mentorship programs For optimal course delivery, Blueseed could utilize various techniques such as group discussions, extracurricular sessions, or a combination thereof
It is recommended that product quality be evaluated through a survey in addition to assessing business performance Regular intervals are conducted to ensure optimal performance and alignment with organizational goals There is a need for increased flexibility at the team level, as well as regular feedback and timely support Managing human resource training is an ongoing activity that requires consistent attention to yield desired outcomes and timely alerts Simultaneously, the control process must be forward-looking, focusing on attaining objectives rather than solely analyzing past shortcomings Thus, it is imperative to execute the advisory and motivational role effectively The company must establish appropriate boundaries for control measures to prevent employee confusion or frustration resulting from excessive scrutiny or interference Maintaining a moderate level of control is consistently recognized as a multifaceted and challenging matter Thus, in addition to implementing extensive innovation endeavours about content, structure, or methodology, it is imperative to enhance the acknowledgement of the entire cohort Human resource training or human development is recognized as a discretionary and promising investment rather than a mere elective expense fraught with numerous hazards The obligation to act in a particular manner is shared among all parties and is also a mutual concern
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