Dissertation- The Importance of human resources development for Dissertation

- The Importance of human resources development for competitiveness in organization - sermon Example get wind Statement 2 This dissertation is the result of my own independent work/investigation, object where otherwise stated. Other sources are acknowledged by citations giving explicit references. A bibliography is appended. Signed . Date Statement 3 I hereby give consent for my dissertation, if accepted, to be available for photocopying and for interlibrary loan, and for the title and outline to be made available to outside organizations. Signed . Date Please check with university requirements for this section D e d i c a t i o n Please fill as required A c k n o w l e d g m e n t s Please fill as required Thank you Contents D e d i c a t i o n 2 A c k n o w l e d g m e n t s 3 Contents 4 distinguish of images 7 List of Tables 8 A b s t r a c t 9 Chapter 1 10 presentment 10 1.1 Overview 10 1.2 Aim of the Study 11 1.3 Objectives of the Study 11 1.3 Methodology Overview 12 1. 4 Overview of Chapters 12 1.5 Summary 13 Chapter 2 14 Literature Review 14 2.1 entrance 14 2.2 Chosen Company 14 2.3 Learning Organisation 15 2.4 Training vs. emergence 17 2.5 Position of Training and teaching in HR 18 2.5.1 Importance and Benefits 21 2.5.2 squeeze on Employee deed 25 2.5.3 Impact on Intellectual Capital 28 2.6 Training and Development and Competitiveness 29 2.7 Summary 32 Chapter 3 33 enquiry Methodology 33 3.1 Introduction 33 3.2 Achievability of Objectives 33 3.2.1 Objectives Description 34 3.3 Research Design 34 3.4 Theoretical role model 37 3.4.1 Research Methods 38 3.4.2 Chosen Method 39 3.4.3 Research Validity and Reliability 40 3.5 Limitations of the Research 40 3.6 Summary 41 Chapter 4 42 Research Findings and Analysis 42 4.1 Introduction 42 4.2 Response Rate 42 4.3 Demographic Information 43 4.3.1 Gender Distribution 43 4.3.2 Age Distribution 44 4.3.3 Level of Education 44 4.3.4 give invite 45 4.4 usable Information 46 4.4.1 Working for Team 46 4.4 .2 Number of Trainings 48 4.4.3 Official Trainings 48 4.4.4 essential on Training 49 4.4.5 Certificate Courses 50 4.5Training and Development 51 4.6 Training and Competitiveness 59 4.7 Analysis of Findings 64 4.8 Summary 66 C h a p t e r 5 67 Conclusions 67 5.1 Introduction 67 5.2 Research Conclusions and Recommendations 67 5.3 Further Research Recommendations 71 Bibliography 72 List of Figures Figure 1 Five Disciplines of Learning Organisations 16 Figure 2 Research Design 36 Figure 3 Gender Distribution 43 Figure 4 Age Distribution 44 Figure 5Level of Education 45 Figure 6 Work Experience 46 Figure 7 Current Team 47 Figure 8 Number of Trainings 48 Figure 9 Office Trainings 49 Figure 10 Training Compulsory 50 Figure 11Number of Certificate Courses 50 Figure 12 Trainings and Jobs 52 Figure 13 Training and Practical Work 53 Figure 14 Training Programs and Companies 54 Figure 15 Training and Development Programs and Performance 55 Figure 16 Work Speed and T&D Programs 56 Figure 17 T&D and Satisfaction 57 Figure 18 T&D and Performance 58 Figure 19 T&D and Specialists 60 Figure 20 T&D and Employee ask 60 Figure 21 T&D and Company Competitiveness 62 Figure 22 T&D and Motivation 63 Figure 23 T&D and My Performance 64 List of