The Significance of Training in Employee Engagement : case Study of a Consulting Firm
Paavola, Kirsi (2020)
2020
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202004094859
https://urn.fi/URN:NBN:fi:amk-202004094859
Tiivistelmä
The purpose of this case study was to find out whether training and education can significantly influence employee experience and employee engagement, within the setting of Company X. The researcher’s aim was to gather information of employee experience of training in 2018 and the preferences for training into the future.
Data on this topic had not been collected previously, providing an open starting point for this research. The data was collected using a triangulation mixed method that was gathered simultaneously in a survey with multiple-choice and open-end questions, as well as statements. The survey was sent by SurveyPal to all employees in order to obtain information from a cross-section of the entire company. The data was collected statistically to Excel and the researcher coded manually open-end answers to Excel to enable interpretation. The research data will be utilized in training development and platform development.
The results indicate that employee engagement can be influenced by training. The majority of the respondents’ value degree-based education and qualifying training, however this is not evident in creating clear career paths within Company X. The result has not been experienced meaningful as a part of career path in the Company X. Respondents placed the highest value on professional development that could be directly linked to increased career opportunities. The highest reported challenge in accessing training alongside working was in finding time. The results also show that people were unaware about the annual budget that can be used for individual training purposes. It is likely that increasing knowledge of this budget would positively influence employees to identify and complete relevant professional development, education and training opportunities that would promote improved employee performance and job satisfaction. Further research in this field will be beneficial in order for these results to be supported, and for further conclusions to be drawn.
Data on this topic had not been collected previously, providing an open starting point for this research. The data was collected using a triangulation mixed method that was gathered simultaneously in a survey with multiple-choice and open-end questions, as well as statements. The survey was sent by SurveyPal to all employees in order to obtain information from a cross-section of the entire company. The data was collected statistically to Excel and the researcher coded manually open-end answers to Excel to enable interpretation. The research data will be utilized in training development and platform development.
The results indicate that employee engagement can be influenced by training. The majority of the respondents’ value degree-based education and qualifying training, however this is not evident in creating clear career paths within Company X. The result has not been experienced meaningful as a part of career path in the Company X. Respondents placed the highest value on professional development that could be directly linked to increased career opportunities. The highest reported challenge in accessing training alongside working was in finding time. The results also show that people were unaware about the annual budget that can be used for individual training purposes. It is likely that increasing knowledge of this budget would positively influence employees to identify and complete relevant professional development, education and training opportunities that would promote improved employee performance and job satisfaction. Further research in this field will be beneficial in order for these results to be supported, and for further conclusions to be drawn.