CHAPTER 1: INTRODUCTION

1.1 Appropriate title

A study to assess the overall impact of training on employee’s performance in Nestle Malaysia
Bhd

1.2 Background of study

Training is defined as the overall process of learning which involves understanding the key
knowledge, harnessing the skills and its concepts through proper application, results in positive
changes in the attitudes of employees towards work and resulting in enhanced performance
which will ultimately lead to higher productivity and quality output in the organization. From the
start of the millennium, the organizations understanding of training has changed and it results in
contributing to higher employees performance and output thereby meeting the organizations
mission and vision to the fullest extent. Training also involves in overall designing and
supporting key activities which will enable to achieve the desired output. The focus of training
primarily concentrates in the current nature of the work and enables job development in the
future. It is important to specify that there is a close link between training and employee
performance in the organisation. It is identified in many researches that training not only
increases the employee satisfaction but also leads in increasing the productivity, reduces the
issues which are usually associated with the supervision and enhances the overall knowledge,
skill, potential comptences of the individuals in the organization. (Delfgaauw, 2010)

It is suggested that training is stated as the tool in the hands of the management which with the
assistance of good policies of learning, is utilized to increase the creative ability and to maintain
the performance of each individuals in the organization. It must also be noted that training should
always be considered as on-going which is designed with the key purpose to improve the
performance at individual, team and organization levels.
1.3 Problem statement definition

Nestle is one of the leading food company with over 135 years history and it operates in more
than 110 countries. Nestle always commits in providing high quality food to its customers.
Therefore the employees at the food production and food processing must be trained in a proper
manner that they follow and adhere to the strict norms as suggested by the food safety authorities
and also by the management. The company possesses a huge work force who are mainly semi
skilled, these employees needs to be trained in a proper manner so that they contribute to the
goals of the organization. In a recent report it was noted that some of the process of the
organization have not been impressive. (Pilbeam, 2010). Though adequate training has been
provided the employee performance was not increased. This research focuses in understanding
the current training practices adopted by the organization and how such trainings enable in
enhancing the employees performance in the organization.

1.4 Research objectives

The following are the key objectives of the current research

 To identify the current training practices adopted in Nestle Malaysia

 To explore the extent of training outcome on employee performance in Nestle Malaysia
 To recommend the organization based on the analysis

1.5 Significance of study

The company offers various training programmes like classroom, on the job, off the job, case
analysis etc. in order to train the staff so that they can enhance their skills and abilities. The
company always focus in encouraging the employees to make learning a continuous process and
thereby creating a competitive edge over other competitors, the company believes that their
employees are the key resources and then comes their product offerings. Therefore
understanding the training methods and how such training results in enhancing the employee
performance is the basic foundation of the current study.
1.6 Scope & feasibility of study

The main scope of this study is to understand the current training practices adopted by Nestle
Malaysia Bhd and explore the relationship in enhancing the employee performance in the
organization. The researcher intends to collect the questionnaire from few semi skilled
employees who are mainly working in the processing food products and understand how training
has resulted in enhancing their performance.

References

Berman, E., Bowman, J., West, J., & Van Wart, M. R. (2010). Human Resource Management in
Public Service: paradoxes, processes and problems. Los Angeles: Sage.

Bryman, A. (2008). Social Research Methods. Oxford: Oxford University

Delfgaauw, J., & Dur, R. (2010). Managerial talent, motivation, and self selection into public
management. Journal of Public Economics, 94:9-10 pp654-660.

Makela, K., Bjorkman, I., & Ehrnrooth, M. (2010). How do MNCs establish their talent
pools?Influences on individuals likelihood of being labeled as talent. Journal of World Business,
45 pp134-142.

Pilbeam, S., & Corbridge, M. (2010). People Sourcing and Talent Planning : HRM in Practice.
London: Pearson.