Managing Research For Efficient Developing: A Study On The Lack Of Efficient Trainers In Atlassian

Discuss about the Managing Research for Efficient Developing.

Imparting trainings to employees has now become an integral part of the business process of every organization. In the present business environment where competition is very high, it is imperative that the employees are able to perform to their highest capacity in an effective manner. In order to expand and increase employee efficiencies, organizations are actively training them in order to built core competencies. The training procedure inside the organization helps in developing the skills of the employees as well as their capabilities (Arneson, Rothwell and Naughton 2013). The training process also helps in molding the thinking process of the employees working in the organization. Therefore, the intent of the organization is to increase their effectiveness and growth by enhancing the performance of their employees through effective training programs.

This particular study revolves around the problems that are faced by Atlassian, an Australian software company in the forefront of training their employees. The problem that has been identified in the organization is that it lacks efficient trainers who will be responsible to impart training to its employees and help them to perform their jobs in a much efficient manner. This study is directed towards bringing out the effects of such lack of efficient trainers in the company. It will also discuss about the problems that are arising and drawing back the company’s performance due to the identified problem. Along with it, the study also will discuss about the key issues that affect the production of the organization, because there is a lack of trainers are discussed as well in this particular research proposal. This research will help in describing the circumstances that surrounds the research problem, which is related to the problem faced by the people in the organization, because there is an improper training facility that is being provided to the people.

Atlassian is a company that is efficient in developing software program for its customer (Atlassian. 2016). As one of the biggest companies providing effective software solutions to its clients, it has to employ a huge workforce. Considerable amounts of employees are engaged in research and development. A detailed analysis of customer demand is undertaken and products are developed by using the technological developments in the required area. The entire workforce is divided according to the different business functions of the organization. The organization has different departments such as software, IT, Marketing, Finance, Operations, HR etc. All these departments require people with different qualification and capabilities. As various types of expertise is involves, their periodic training and development is also necessary in order to keep pace with the changes in the business environment. However, recently it has been noticed that the company is lacking its capacity to provide effective training to its employees. As a result, the entire business process is being hampered along with its productivity (Yenireddy 2013). Proper training could not be provided to the employees working in the organization because the organization lacks eligible trainers at the present moment.

Problem Definition

The organizational objectives of increasing revenue and productivity are not being accomplished due to the ineffectiveness of its workforce. It has been seen that the company’s software and IT department is sometimes unable to provide effective sokutions to customer problems. After sales services have been hampered in a significant manner. On the other hand, research and development has not augmented much as desired by the management of the company. The overall organizational effectiveness and existence have stated to erode due to this acute problem of the work force. It has also been noticed that old and experienced employees are sometimes not able to cope up and implement the latest technological developments in the field of software and IT. Here is where the necessity of training is felt the most. This study is directed towards, finding out the problems that arise due to unavailability of effective training sessions by efficient trainers. The study will also try to bring out the ways in which the company will be able to overcome these drawbacks and will be able to develop reasonable solutions. Thus, helping the company to recover from this present state is also an important objective of this research work. In essence, the management of the company needs to decide upon the following important points and questions:

• What are the present requirements of the employees?
• What are the present technological changes that affect the organization’s research and development process?
• What are the factors that are hindering effective after sales services of the organization?
• The nature and extent of the trainings that is required to be held by the organization.
• What are the expertises that the company will be looking for in the training staff?
• To what proportion will training programs will increase the effectiveness and efficiency of the employees?
• What are the nature and type of costs that will be involved in providing the required trainings to its employees?
• To what extent can the company expend on training programs?
• How such training programs will affect the organization’s revenue generation and profits?

The above mentioned elements are very important and the company has to take a proper decision in this regard.

This research intends to address the particular type of problem identified in the organization. The company is well established and has its own procedures to implement new strategies and policies in a precise manner. This study will try to find out the manner in which such implementation of policies and strategies are done within the organization. Research will also be done to critically evaluate such procedures and try to bring out the changes that are required in the business process. This may involve an entire business re-engineering of the training and development activities of the company. The researcher should try to question the management with the help of a survey questionnaire the problems they are facing due to the lack of proper training and development program and due to the lack of eligible trainer that is there in the organization (Sung and Choi 2014). The research would also take into account the experience of the employees working in the organization with the help of the face-to-face interview and survey questionnaire. The information that will be gathered from the employees will help in finding out the problems the employees are facing because of the lack of an eligible trainer in the organization.

The Need to Provide Training to People Working in the Organization

The research question that is being raised by the particular research includes the following:

• What are the factors that the company needs to consider within the organization with respect to its present training and development cell?
• What are the drawbacks in the present training programs and schedules?
• What are the qualities that are required to be evaluated in a trainer?
• Where can prospective trainers are found?
• What are the nature and extent of the requirements of the employees?
• How the implementation of the management decision would take place in the organization?
• To what extent the strategy of implementing effective and highly qualified trainer is effective for the growth and the development of the organization?
• How new trainers and training programs will enhance productivity and efficiency of the organization?

The research proposal put forwards certain objectives that are being identified in the particular research:

• Enabling the employees to accomplish tem as well as their job roles in the organization, the old or the existing employees working in the organization it includes enabling the employees to enhance the capabilities of the new employees working in the organization.
• The next research objective deals with the productivity of the organization. It is the objective of the research to find out whether the newly hired qualified trainer will help in enhancing the productivity of the organization or not.
• To find out effective training processes that will enable its employees to perform better and increase their efficiency.
• The research objective deals with the improvement of the performance of the employee, which include:
• The new employees who are being hire by the organization and The old or the existing employees of the organization
• The objective of the particular research will ensure that the implementation of the new and the qualified trainers in the organization, would actually help in increasing not only the productivity of the organization but it will help in increasing the profitability of the organization at the same time.

Literature Review

The present literature review does not deal only with the problem of Atlassian, and the problem that it faces because of the lack of eligible trainers that are there in the organization. The present literature review is about the need of training and development program in the organization (Sung and Choi 2014). The research also tries to find out how the training and the development program has actually helped the organization to increase their profitability at the same time. The literature review not only deals with the gap that is there because there is a lack of training procedure in the organization. The literature review deals with the overall training process and this overall training process could actually help in improving the performance of the organization.

The Need to Provide Training to People Working in the Organization

Training plays a very important part in enhancing the performance of both the organization and employees who are working in the organization. The training and the development program could be helpful for the people working in the organization based on the four grounds. The four grounds are the following grounds:

• The employees, who are new to the organization, are being provided with a specific training. The aim of providing the specific training to the new employees help the organization to make the employees understand about the protocol of the company and at the same time it helps the new employees to know about both the mission and the vision of the company.
• The training and the development programs are designed for the existing employees as well. The training and the development programs help the existing employees to improve their capabilities as well as the skills.
• The organization could implement many changes within its structure and within the way; the work is being carried out. The training and the development program actually helps the employee to cope up with the changes within the organization and then carry out their work at the same time.
• Training is important for the promotion and the growth of the employees and thus if proper training is being provided to the employees then it will become easy for the employees to carry out their work and at the same time it motivates the employees to share responsibilities with other employees as well.

The Different and the Varied Methods of Training

The On Job Training Method

The on-job training method or a way is a particular way through which training is being provided to the employees working in a particular organization. The particular training method or way could be helpful in more than one way. Firstly, the particular training method provides trainings to the employees who are both in proficient and at the same time semi-proficient. Another most important part of this particular training procedure is that this particular training procedure is a cost effective training procedure (Salas, Tannenbaum, Kraiger and Smith-Jentsch 2012). Therefore, most of the organization could actually avail this training procedure. In this particular procedure, the employees are placed in a particular scenario and within that scenario; they are being provided the training by the organization. In this particular procedure of learning, the process of learning takes place through the method of doing or carrying out certain activities. The things like job rotation, promotion and even coaching could be seen as those instances that will help in providing the training to the employees working in and for the organization.

The off job training method is being aim to provide training to those employees who are new to the organization and thus, proper training procedure are needed to transfer knowledge. The particular types of trainings are good for those employees who are not only new but also at the same time, to those who need the trainings within a very short period (Ford 2014). The particular type of training program actually, helps in fulfilling this particular purpose but then the particular procedure is very costly for the people working in the organization. The employees in the off job training are not trained in the actual working condition area but rather they are trained in a duplicate area, and the duplicate is the duplicate of the actual working condition. Moreover, the employees are trained separately in this particular training procedure, thus the training procedure is also known as the vestibule procedure at the same time.

The Benefits of the Training that is being provided

The training and the development program is helpful to the organization in more than one way. The training and development program is beneficial for the organization because of the following reasons:

• Learning culture is important for both the growth as well as the development of the organization (Benton, Benton and Benton 2014). Therefore, it is important to implement the training and the development program within the organization because that will help in developing a learning culture within the organization. Thus, changes could be easily introduced in the organization because a learning culture within the organization welcomes the changes within the organization.
• Training ensures that there is minimal wastage of time within the organization, and this training could because if there were well-trained employees in the organization then the employee would actually require less supervision (Chopra 2012). Since, the well-trained employees receive less supervision therefore, the time is saved and that is utilized in production, which helps in increasing the profit earned by the organization.
• The training programs therefore, helps in increasing the productivity of the company and not only the productivity of the company is increased but at the same time the errors or the mistake, that used to occur in the organization would decrease at the same time (Council 2012). Since, the employees will be more trained therefore, the rate of committing mistakes will decrease thus it again would contribute to the productivity of the organization.

Research Design

The particular research would carry out the research process with the help of the descriptive research design. The descriptive research design helps the researchers because it provides the researchers with those results that are accurate (Taylor, Bogdan, and DeVault 2015). Thus, the process of analyzing the things become simpler and at the same time the particular research method takes into account not only the qualitative data collection method but at the same time the quantitative data collection method at the same time.

The Purpose of this particular Research and the Type of Investigation

The research design can be of three types, which include the exploratory research design, the, descriptive research design and the causal research design (Merriam and Tisdell 2015). The exploratory research design requires full and the detailed information about the research problem and only then, that particular research design could be implemented in the process (Matthews and Ross 2014). Since, the particular research does not have distinct or detail information about the research problem therefore, implementing this research process would not be a sufficient thing in this case (Robson and McCartan 2016).

The causal research design, on the other hand depends on the “cause and the effect” design of the variables (Noe and Tews 2012). The particular research is also termed as the “hypothesis testing at the same time”. The variables of the cause and the effect of the training procedure in the organization, is not something that is feasible, therefore, this particular method or design of research is also not implemented in this case.

The descriptive research design is such a research design that is not experimental in nature but this; particular research design helps the researcher, because it provides the researcher with accurate data that helps in the data analysis process. The descriptive research design includes unique variables (Yin 2013). The descriptive design is different from the other kinds of research design because in this particular design method there is no need of the multiple variables for the data analysis process. The data analysis could be carried out with the help of the single variables at the same time.

Time Horizon of the Particular Research

The particular research will include the cross-sectional study of the management working in Atlassian. The cross section study is based on the observation of a group of people or the focus group on a particular subject but there will be a difference in the time at the same time. The particular research would observe and study the workers of the Atlassian and will try to find out the ways through which, the lack of an eligible trainer is effecting the growth and the development of the organization (Pickard 2012).

Unit of Analysis of the Research

The unit of analysis consists of the most important thing in a research, because the unit of analysis includes, those “who” are being studied in this particular research (Mackey and Gass 2015). The unit of analysis of this research includes the individuals, such as the people working in the management of the organization and is ready to implement the strategy of recruiting highly qualified trainers in the organization. It includes the employees as well, who are mostly affected by the particular training procedure.

The Chosen Instrument for the Research

The particular research is using the rating scale, such as the Likert scale, for conducting this particular research (Maxwell 2012). Apart from the Likert scale, the research also uses the interview schedule or the guides and along with it, the research uses the questionnaire as well, to carry out the interview and the surveys. Along with it, the tally sheets are used as well for conducting this particular research (Reigeluth 2013).

Questionnaire Design of the particular Research

The particular research, use the survey questionnaire to carry out the particular research. The research questionnaire, use the Likert scale as the rating scale that is being used to find out what both the management and the employees feel regarding the training that is being provided in the organization and regarding the absence of the eligible trainer in the organization (Kratochwill, and Levin 2015). In the Likert scale, the numbers stands for:

5= Truly Agree

4= Agree to Some Extent

3= Not Sure

2= Disagree to some Extent

1= Disagree to a Great Extend

Data Collection

Qualitative Data Collection Method

The qualitative data collection method includes the interviewing of the employees as well as the management through the help of the series of questionnaires that are there  The qualitative data analysis includes observing the focus groups that is the people working in the company and the management (Creswell 2012).

The Quantitative Data Collection

The quantitative data collection method includes surveying at least 50 employees working in the organization. The employees who will be included in the survey include both the new employees as well as the old employees working in the organization.

Data Analysis

Qualitative Analysis: The process of the documentation could be used in this particular research to analysis the data that has been collected (Sönmez 2013).

Quantitative Analysis: In case of the quantitative data the statistical method such as SPSS could be used to carry on with the analysis.

Limitation of the Research

There s certain limitation that has been recognized in this particular research and here are the following limitations:

• The particular research used only a limited number of people in the organization. The small population, which is being used in the organization, is not enough to have a clear view of the problem that is being faced by the people working there (Kelly, Lesh and Baek 2014).
• The research does not include the viewpoints of the trainers and thus the facts that they have to say in their defense are not mentioned in the research.

Budget

The particular research requires certain funds or budget because the books that are required for the literature review, needs money and could not be obtain at free of cost. The same thing is true even for the data collection and data analysis; certain money is required to carry out the whole process. Thus, a budget is required here as well.

The Area	Budget Required
Literature Review (Books, Online and Academic Journal)	$1000
Qualitative Analysis	$500
Quantitative Analysis (Survey Questionnaire)	$800
Data Analysis (Tools, such as the SPSS tool)	$400

 Time

Task to be Carried Out	The Starting Date	The Finish Date
Designing the questionnaire	13th July 2016	1st August 2016
Pretesting the Questionnaire	1st August 2016	25th August 2016
Printing of the questionnaire as well as the return of the envelope	26th August 2016	13th September 2016
Distributing the questionnaire among the employees and the management	14th September 2016	7th October 2016
Interviewing the employees and data analysis	8th October 2016	12th December 2016
Finishing the report	13th December 2016	7th January 2017

Conclusion

The particular research would help in finding out whether Atlassian requires new and qualified trainer for their organization or not. The particular research would be helpful not only for the employees working in Atlassian but it would also be helpful for those organizations that are going through the same kind of situation. The particular research would actually helpful for the future researcher as well.

References

Arneson, J., Rothwell, W. and Naughton, J., 2013. Training and development competencies redefined to create competitive advantage. Training & Development, 67(1), pp.42-47.

Atlassian. (2016). Software Development and Collaboration Tools | Atlassian.

Benton, Benton, B. and Benton, (2014). Importance of Employee Training: 6 Reasons Why. Line//Shape//Space.

Chopra, B. (2012). Importance of training and development in an organization. timesofindia-economictimes.

Council, S.B., 2012. Training & development.

Creswell, J.W., 2012. Qualitative inquiry and research design: Choosing among five approaches. Sage.

Creswell, J.W., 2013. Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.

Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.

Kelly, A.E., Lesh, R.A. and Baek, J.Y., 2014. Handbook of design research methods in education: Innovations in science, technology, engineering, and mathematics learning and teaching. Routledge.

Kratochwill, T.R. and Levin, J.R. eds., 2015. Single-Case Research Design and Analysis (Psychology Revivals): New Directions for Psychology and Education. Routledge.

Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design. Routledge.

Matthews, B. and Ross, L., 2014. Research methods. Pearson Higher Ed.

Maxwell, J.A., 2012. Qualitative research design: An interactive approach: An interactive approach. Sage.

Merriam, S.B. and Tisdell, E.J., 2015. Qualitative research: A guide to design and implementation. John Wiley & Sons.

Noe, R.A. and Tews, M.J., 2012. Realigning training and development research to contribute to the psychology of competitive advantage. Industrial and Organizational Psychology, 5(1), pp.101-104.

Pickard, A., 2012. Research methods in information. Facet publishing.

Reigeluth, C.M. ed., 2013. Instructional-design theories and models: A new paradigm of instructional theory (Vol. 2). Routledge.

Robson, C. and McCartan, K., 2016. Real world research. Wiley.

Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), pp.74-101.

Sönmez, A., 2013. Research Methodology and Design. In Multinational Companies, Knowledge and Technology Transfer (pp. 63-112). Springer International Publishing.

Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412.

Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.

Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).

Yenireddy, A., 2013.Human Resource Management-Training & Development.

Yin, R.K., 2013. Case study research: Design and methods. Sage publications.