Research Proposal: Title: The Impact of Employee Training On Job Performance in (Chosen Organization)
Research Proposal: Title: The Impact of Employee Training On Job Performance in (Chosen Organization)
Research Proposal: Title: The Impact of Employee Training On Job Performance in (Chosen Organization)
The success of any organization relies heavily on the performance of its workforce.
Employee training and development programs have been recognized as critical tools in
enhancing individual and collective performance. In the context of [Chosen
Organization], understanding the relationship between training interventions and job
performance is of paramount importance.
Despite the acknowledged significance of employee training, there exists a gap in our
understanding of how specific training programs directly influence job performance in
[Chosen Organization]. This research aims to bridge this gap and provide actionable
insights for optimizing training initiatives.
Employee training and development involve the acquisition of skills, knowledge, and
competencies necessary for effective job performance. Effective training programs have
been shown to lead to increased productivity, improved job satisfaction, and higher
organizational commitment (Noe, 2016).
2.2 Job Performance
Several moderating variables can influence the impact of training on job performance.
These may include employee motivation, job satisfaction, and organizational culture.
Understanding these factors is crucial for tailoring training programs to maximize their
effectiveness.
The study will focus on a sample of [X] employees from various departments within
[Chosen Organization].
Target Population:
The target population for this study will be employees working in [Chosen Company]
located in Kampala, Uganda. The company employs a diverse workforce across various
departments, including sales, marketing, operations, and administration.
Sample Size:
Given the size of the company and the resources available for this study, a sample size
of approximately 150 employees will be selected for participation. This sample size is
considered appropriate for a study of this nature, allowing for a representative cross-
section of the workforce while maintaining manageable data collection and analysis.
Sampling Method:
It's important to note that the actual sample size may be adjusted based on factors such
as the availability of participants and the specific characteristics of the workforce in
[Chosen Company].
References
Arthur, W., Bennett, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in
organizations: A meta-analysis of design and evaluation features. Journal of Applied
Psychology, 88(2), 234-245.
Motowidlo, S. J., Packard, J. S., & Manning, M. R. (2019). Occupational traits and the
effectiveness of on-the-job behavior. Journal of Applied Psychology, 104(2), 260-275.