Manchester Influence of Training & Development for Augmenting Performance of Tencent China Paper

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Manchester College

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Analyzing influence of training and development for augmenting performance of Tencent China.

Chapter 2: Literature review

The second chapter might be a literature review, although again the structure will vary according to the precise topic selected and should be discussed at length with your supervisor. The literature review is something which confuses many students. In essence, the aims of a literature review are two-fold. First, it should bring the reader up to date on previous research findings in the field, with particular reference to your chosen topic. This can point towards areas of general agreement (or disagreement) among researchers, highlighting what different studies say about your chosen topic. To use the example of outsourcing once more, it may be the case that previous research has yielded important findings on success and failure of outsourcing initiatives (even if some studies disagree), but there have been recent changes in the market and regulatory environment within a particular sector (say, the banking sector) which raise new and unanswered sets of questions which your research will proceed to explore. The central aim is to pull out the key ideas and findings from past research and ‘locate’ your study within that broader body of knowledge. Secondly, where your chosen topic is related to particular policies or strategies, your literature review should consider relevant policy/strategy and/or technical documents, in addition to the more ‘academic’ literature. For instance, in the case of the outsourcing topic, the literature review might also assess the ways in which different types of organisations (both public and private) have attempted to develop strategies that seek to use outsourcing to achieve rapid organisational transformation and explore the extent to which they have met with any success in doing so. In other words, some dissertations may have a ‘policy/strategy review’ as well as a ‘research review’ as part of the overall literature review.

In summary, then, a literature review should synthesise others’ work, highlighting the key themes to emerge from other studies and applying these to your own research. You should not treat the literature review as simply a summary or précis of policy documents, journal articles and books: it should not be, for example, ‘everything I know about organisational change’, or ‘everything I know about development policy’. Instead, the literature review must be related to the tightly defined research questions or hypotheses which your study is intended to address. In other words, it requires your own assessment of the key findings of earlier work which relates to your topic. A literature review has to be comprehensive, covering policy debates as well as theoretical and conceptual issues (i.e. academic literature). It is also important that you concentrate on literature which is of direct relevance to your work; ignoring related material of only marginal relevance. You might well select (or create via synthesis of multiple sources) a conceptual model or framework that you will apply to your research. If not in this chapter, then it would likely appear in the next. It is also vital that you avoid plagiarism. If you lift ideas, or quote a short passage from others’ work – which is, of course, perfectly acceptable – you have to acknowledge the source by full and proper referencing. A useful starting point for literature reviews is to read a small number of core texts, and then trace back the more detailed articles cited. For example, if your dissertation is on ‘The role of public-private partnerships in healthcare in Nigeria’, you might begin your literature review by looking at broad texts on healthcare, before focusing-in upon more detailed (and directly relevant) work cited in these texts (e.g. other research on public-private partnerships). You should also try to make use of a full range of sources for literature review material. In particular, learn to use the library search facilities. In particular, make use of the bibliographic databases and other sources that offer pointers to journal papers that you can readily access online. You may also find Google Scholar useful for the same purposes.

Please use reference within 5 years, and use most scholar articles please.

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Chapter 2: Literature review1

Chapter 2: Literature review
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Chapter 2: Literature review2
LITERATURE REVIEW
The current corporate world is undergoing tremendous changes in terms of improving
their performance and meeting their goals. A study done by Brown (2018), acknowledges that
the increased competitiveness in various sectors has prompted many companies to replenish their
skills to improve efficiency and productivity depending on market demands. Most companies
have embarked on training and development as a tool for creating a more productive workforce
and build a successful corporate culture. Brown (2018) explains that some of these training and
development programs have focused on nurturing skills; knowledge and competency on various
levels that seeks to inspire, motivate and satisfy the employees to achieve their personal goals
and the long term objectives for the company. He emphasizes the fact that corporate training and
development programs aim at preparing the employees for policy changes, getting transferred to
new responsibilities or in preparation for promotions. The concept of the influence of training
and development impacts on augmenting performance has been explored by many scholars.
Most of the research work has focused on understanding how training and development enhance
the commitment and dedication of the people working in an organization.
Sanyal and Hisam (2018) did a comparative study to assess the impact of training and
development on public and private banks in Oman. The main aim of the study was to explore
how the performance of employees was impacted by adopting the training and development
practices. There study involved the collection of data by applying a structured questionnaire on a
sample size of 300 employees. The researchers acknowledged the fact that the most important
aspect for its success is to ensure that its employees have the right skills and knowledge to meet
its performance goals. Their study sought to highlight the different dimensions of training and
development in the corporate world that most organizations have adopted in gaining competitive

Chapter 2: Literature review3
advantage. The findings o their research was important in supporting the Omani banking industry
to increase the productivity of employees while also identifying the training and development
factors need to influence their performance. They came up with the hypothesis that stated that
there is a strong relationship between employee performance and the adoption of training and
development programs and practices. After collecting data and analyzing it, the researchers
concluded that there is a close connection of employee performance after the training and
development programs were adopted by the six banks that were used as a sample in Oman. They
suggested that the performance was in terms of increased productivity due to improved skills
needed to accomplish the banking tasks like service delivery to the customers, teamwork,
improved communication skills, problem-solving and numeracy skills. After making the
conclusions, the researchers made some recommendations for organizations to continuously reap
the benefits of training and development programs. They suggested the continuous development
and training process for the employees to maintain high performance. This would promote an
ambient environment for productivity and improved corporate image.
Elnaga and Imran (2015) conducted research to determine the positive effects of training
and development programs by reviewing multiple case studies to get evidence supporting the
phenomenon in question. Their study focused on synthesizing and interpreting the case studies
related to the training and development topic in improving performance in the company. One
study they quote is a research that was done by Farooq and Aslam (2011) in which they interpret
that the correlation between training and performance is strong. They co...


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