Impact Of Employee Development Programs On Job Satisfaction: Key Findings And Recommendations

Findings

The main aim of this study is to evaluate the impact of employee development program on their job satisfaction. The outcomes of the data analysis are as follows. The concerns regarding job satisfaction and the aspects that impact on the employee satisfaction are shown. There are some questions structured in order to meet the research objectives. Information given by the participant interviewed for the research will be used to get findings and come to state for the qualitative research, ‘Effects of employee development program on Job Satisfaction’. This collected information will be compared with the data copied from the theoretical models and frameworks made in the literature review. The discussion would be helpful to arrive at findings as well as conclusions. The researcher would evaluate these discussions which would be helpful to draw the effectual conclusions by which the researcher would provide personal recommendations on the same.

The researcher was asked few questions for the purpose of meeting the objectives of the research. The first questions for the respondent are asked to what are their current roles and responsibilities within the organization. It has been revealed by the respondent that he is very clear about his duties and responsibilities. Along with that, the respondent knows the major role of the profile on which he is placed and bring coordination among employees to increase the productivity. In spite of this question, the respondents are asked to describe the experience in this industry. it has been found from this question that respondent has quite enough experience in a human resource department in the hospitality industry. With the help of the response, it has been found that the role of human resource managers get strongest if they have a good experience. It would help in increasing the job satisfaction. Moreover, respondent were asked to define the feeling about working in the hospitality industry as it reveals the level of job satisfaction. The respondent stated that the hospitality industry is dynamic and constantly changing. However, it is very tough to maintain the balance between the requirement of employee and the customer due to a dynamic feature of this industry but it would b more interesting if one could understand one’s responsibility in an efficient manner. The respondent stated that there is a lot of opportunity to meet new people which reveal that employees can get great opportunity to meet new people which make their job interesting.

Next, the respondent was asked about general thoughts on employee development and growth. By analyzing the response it revealed that the role of experience is more important in bringing change within the organization. it has been found from the response that job satisfaction could not be made just working and getting paid, it is essential to experience personal and career growth. The performance appraisal depends upon the performance of the employees. For the employees who are rated highly, they are motivated to perform better in their job role. In the response of question, it has been found that experienced and motivated employees can perform better in comparison of those to ones who are not.

Current Roles and Responsibilities within the Organization

 Next, the respondent was asked to define what kind of employee development program should be conducted within the organization for increasing the productivity of the employees. it has been found from the respondent that there is number of employee development program that helps employee to understand their jobs and responsibilities to accomplish the task. It has been found that detail information about roles and responsibilities, one can make confident towards performing that in a sophisticated manner (Raudenbush & Marquardt, 2008).

Further, the main objectives of the research are to decide the level of job satisfaction through employee development program. In this context, it has been found that the job satisfaction is the dependent variable which is not only depending on the employee but also on the management. Every employee has a different expectation from their workplace. It has been claimed by Hayes &Ninemeier (2009), that the top secret to job satisfaction in employees can be exposed using Herzberg’s two-factor theory of motivation. It has been suggested by the author that Herzberg’s two-factor theory considers job satisfaction and dissatisfaction as not being opposite sides of each other but two separate and sometimes even unrelated concepts. Along with that, it has been asked to the respondent that in what way the job satisfaction level can be measured within the organization. it has been revealed by the respondent that satisfaction is considered as an intangible aspect which is dependent on the emotions. Hence, cannot be measured in an accurate way (Lambert & Vero, 2013). However, there is a feedback box in the staff lounge for them to drop feedbacks, complaints or comments anonymously. The interview procedure was very effective as it helped to know that there is annual survey was conducted by the hotel for the employees to assess the standing of the employees in the organization which would be helpful in making changes in the organization for bringing improvement.

It has been found from the response of respondents that there should be proper orientation program for the employees. However, the organization is held an on-boarding program for the employee by respective departments. The role of the safety of the employees is huge within the organization that is why it is required for the organization to have the proper structure of training program related to the safety of the employee. Problem-solving skills and customer handling skills are must in the employee in the industry of hospitality which can be increased with the help of employee development program.

Next, the respondent was also asked to make known whether the employees are viewing negative or positive attitudes towards their development program under the supervision. It has been found that the impact of employee development program on the employees have positive impact as it encourages to understand their jobs and responsibilities towards performing in a better way. It has been seen that stable development on the number of voluntary participants as well in the program. There should be proper structure of the feedback from which the employee can provide the comments and feedback regarding the program so that the possible changes can be taken place for the further improvement (Meyer & Bartels, 2017).

General Thoughts on employee development

The discussion had the main aim of finding out how challenging work environment can affect employee development. It has been found with the help of Latif, Jan, &Shaheen, (2013), that there are five core job characteristics in the model of job characteristics such as task identity, job autonomy, task significance, skill variety and feedback that are all co-related to employee development. It has been suggested by this theory that boring and monotonous jobs cause dissatisfaction among employees (Robbins, Bergman, Stagg & Coulter, 2015). Hence, to create the job more challenging and to keep the employees engaged the management has to implement the development programs for the employees.  Along with that the correlation between job satisfaction and employee development programs is supported by Herzberg’s two factors theory.  It has been reviewed with the help of literature that introducing succession programs gathers loyalty and job satisfaction in employees. Succession programs organize firm employees to take up a key place in the organizations (Hill & Alexander, 2017). It reveals that internal promotion and hiring can encourage employees to stay with the organization for the long time that is why it is essential for the company to keep the focus on internal promotion as it indicates that they are a valuable asset for the company and company is endeavoring to take them in the success path of career.

Along with that, the participant was asked to state about any measurement device by which one can evaluate the performance and productivity of the employee. It has been found that the human resource department arranges annual performance appraisals for the employees working in the hotel. There is a number of performance indicators such as new things learned, problems solved, overall performance, and extraordinary guest services and so on (Miller & Walker, 2009). It has been found that there is a method of evaluating the information of the employee in which every year organization tabulated and matched to measure the performance of the employee. Moreover, this measurement helps management to analyze the individual performance and bring improvement for bringing specific changes in the person. It is vital for the growth of an individual to give goals and objectives to grow. With thee the help of interview questions, it has been found that brand survey has been conducted within the organization in which the employees focus on working in all the different properties to do an employee survey and feedback (Singh, Singh & Khan, 2016).

It has been found that the employee loyalty depends on many things and it is fact that if employee is loyal towards its performance and organization, indeed, it will help them to stay connected with the organization for a long time. The employee can be encouraged if they get a proper response from top authority of their performance in which they should be provided rewards and recognition (Peng, Li, Zhang, Tian, Miao, Xiao & Zhang, 2016). The growth and improved performance have to be connected with sophisticated rewards along with to motivate employees. For instance, pay raise and bonuses can be given them from time to time.

Employee Development Programs and Job Satisfaction

It has been found with the help of Latif, Jan & Shaheen, (2013), that the job rotation gives the employees a chance to learn from other departments and for this there should be proper cross training and opportunities to do work in other departments. It has been analyzed that the job rotation opportunities give chance to each employee from getting rid of daily boring activities; it will increase the learning ability of someone. Job rotation is really popular in the banquet department. It has been come to know through the interview response that the hotel is more alert in job rotating because the banquet department of the hotel is season based that get booked in the hotel. Hence, there are several times when a number of banquet employee do not get shifts, the hotel provides them the opportunity to do job in another department for the purpose of more learning in which they provide them effective knowledge bout the other operations (Pitts, 2009).

Further, the study also revealed that direct relation between providing a number of employee development programs and job satisfaction in employees. It has been found that the employee development programs do not have an effective impact on job satisfaction in employees. the employees of today’s world become more advanced and they do not want career stagnancy, they want growth and advancements, which is possible if an employee gets the opportunity to learn through training and development programs (Saeed, Waseem, Sikander & Rizwan, 2014).

Along with that, it has been found that the introducing succession programs help to gather the job satisfaction and loyalty in employees. The role of the succession programs in the hospitality industry is huge as it prepares employees to take up a major position in the organization. It has been analyzed that the internal promotion help employee to stay connected with the organization for a long period. It has been stated by Millette & Gagné, (2008), that compulsory training has a significant role in job satisfaction that is why there should be properly structured of fire and safety training.

Based on the overall discussion, it has been apparent that the employee development programs fall under the motivating factors in the two-factor theory which is Herzberg’s theory. The study has revealed that some employees of the organization are feeling motivated and confident at the time of performing their job while some of them are not satisfied with the system of rewards and recognition (Zopiatis, Constanti & Theocharous, 2014). It has been analyzed that the rewards system can be unequal for some people and there can be found the gap between the lowest and highest paid bonus. It has been observed that the performance review and appraisal is conducted in the organization and the employees are satisfied with this time period (Braun, Peus, Weisweiler & Frey, 2013).

The findings have been an effective mix of the participants view connected with the theoretical frameworks and literature review established above. By comparing these findings, the researcher would be giving their personal recommendations against each key finding.

Measuring Job Satisfaction within the Organization

It has been recommended to the organization and human resource manager to implement the training and development program in more efficient manner in which high professional and subject matter expertise must be called to give training to the employees. However, it would increase the cost of the company but the outcome of this training would be able to cover the cost and increase the efficiency of the employees in a sophisticated manner. In the relation of the job satisfaction of employees on hospitality industry, the participant and the theory build same ideas. The job satisfaction is major concept for increasing the growth of the company (Sangaran, 2015). This result could either be direct or indirect but is surely pretty severe. There is so many responsibilities lies on the shoulder of the management team to endorse an optimistic job satisfaction amongst their employees and at times, management can fail to do so. In such case, it is not essential that the fault of the management team as they have relatively a lot of other roles and responsibilities to fulfill but it is required for them to be more careful about their employees. Another reason for job satisfaction is guest satisfaction because the guest behaviour is the key aspect that brings about these influences.  

It has been recommended that the employee development programs can increase the attention of the employee in an efficient manner. A theoretical review of the employee satisfaction has been done in the research. Along with this it has been found that the employee development program can increase the skills of an employee. It has been recommended to the organization to employ the hard-working employee within the organization and they must be hard working and passionate toward their job. They should possess the capability to go beyond their explained job roles and take ownership and initiatives. They must have good skills and good knowledge regarding problem solving skills and customer handling skills. Along with that, the role of the management has significant role in the employee development program of the employees and these programs can be influenced by the kind of work environment the employee thrives in (Tschopp, Grote & Gerber, 2014).

It is necessary for the company to keep the focus on giving training to the employee for enhancing their skills in an appropriate manner which would be helpful for them to get promotion in the organization. Training and development program facilitates employee learn and improve not only personally and professionally. Along with that, the organization should conduct demo class in which certain scenario should be entailed to find out the decision-making skills of the employee. The organization should understand the desires and needs of the employees as well and encourage them towards working by rewards and recognition program.

References 

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