Research Paper

Quantitative/Qualitative Research 25 Pages / Bibliography
TOPICS
• Conflict and Change
• Groups and Teams
• Training and Development
• Ethics and Professional Conduct
• Marketing and Advertising
• Negotiation, Mediation and Arbitration (Dispute Resolution)
• Human Resources Management
• Partnerships and Strategic Alliances
• Diversity and Inclusion
• Global Leadership
• Community Policing in Law Enforcement
• Organizational Communication
• Disability
• Social Responsibility
• Addition
• Mental Health
• Information Technology in a Global Environment
• Globalization

1. Introduction
a. Background of the Problem
b. Purpose of the Study
c. Research Objectives
d. Definition of Terms
e. Delimitations
f. Significance
2. Review of Relevant Literature
a. Introduction
b. Areas Examined
3. Methodology
a. Research Design
b. Research Questions
c. Data Collection
d. Instruments
e. Data Processing and Analysis
4. Findings and Conclusions
5. Recommendations
6. Bibliography

PURPOSE: The purpose of this study was to determine the extent to which training and
development plays a role in enhancing the competitiveness of organizations. In determining the
role of training and development, the following questions were addressed:
(a) To what extent does training and development help organizations gain and maintain
competitive advantage?
(b) What steps should organizations take to utilize training and development in
achieving this objective?
RESEARCH METHODOLOGY: Data was collected through focus group
scheduling and facilitation, and survey administration, involving 10 public and private agencies
and their employees. The data collected was correlated and analyzed through the application of
frequencies and range expressed in percentages.
FINDINGS AND CONCLUSIONS: The findings of this research indicate that effective
training and development is one of the most effective ways for organizations to gain and
maintain competitive advantage in the global marketplace. The findings further support the
notion that successful organizations are those that set employee development standards for
effective performance in product and service delivery. The study reveals that organizations that
are built to last are those that institutionalize training and development as a core operational
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value. Those that fail to do so, also fail in their bid to remain competitive in a challenging and
dynamic global marketplace.
RECOMMENDATIONS: Ensure that every employee development effort is designed to
address the challenges associated with low morale and low productivity, as well as explore the
key elements of operational effectiveness. Examine and understand the dynamics of
performance management; discuss and understand the elements of workforce effectiveness and
the role of training and development in the process; and empower managers and organizational
members to create, lead, and effectively communicate the importance of a learning culture.
Develop a commitment to service excellence that is enhance by continuous training; anticipate
and cope with constant changes in direction, personnel, and responsibilities; and utilize effective
training and development tools in the process. Utilize the workforce to execute a well-defined
and constantly refined employee development process, and operate with a drive toward
efficiency in product and service delivery.
Design organizational actions to be rooted in the principles of organizational and
employee development. Utilize planned and focused training and development efforts as
vehicles for supporting fundamental and far-reaching changes. Embrace continuous training as
the most effective way of creating and sustaining momentum in the highly competitive and
dynamic global marketplace.