1.1 Abstract/Summary

This report aims to investigate the definition of training. The methods that managers use to measure performance. The results are evident that the lack of corporate training and development in UAE can be seen from different mirrors. It reflects a negative view on managers leadership skills.  The nature of training and development can change over time and can have drastic effects on companies.

1.2. Introduction

 This report purpose is to investigate the approaches to training and development.

 This report illustrates a case study in uae national bank of Dubai. The argument is for, the lack in training and development in U.A.E. The method of data collected is secondary research. The desk research show there is a lack in training and development in U.A.E.

The orders of topics in the report are:

Training, approaches to training, training design process, e-learning, history of nbd, training at nbd, safety precautions in training, cross cultural training, history of development.
How Human resource is related to training and development. Partially the more struggling managers in corporations are not meeting their goals. The need to go overseas To learn and value a new custom, culture and learning. Diverse culture training is investigated in the report. For example “eighty five percent of all employees in the united states and Europe require training in professional career” (Raymond noe a, 2005).

The report illustrates charts and tables which investigate e-learning, training design process. How National Bank of Dubai banking uses training to gain absolute trading efficiency in the financial market at DIFC.

1.3 Introduction to Training

Training is a skill developed through learning in a work environment to visualize future performance and employee direction in the company. It is important as employees need company manual to help identify manager’s potential leaders. (clark, knowle, 2006)

 The long term strategy in training is recognized globally as effective. It’s a common practice to gain competitive advantage over better customer service and thinking outside the box. This means handling a situation outside company policies.

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There are two approaches to training. Primary is high leverage training.(raymon noe 2005). The purpose is to have a unique training program designed for specific company. Such as Porter and Gamble. The more experienced the employee betters his performance. Main objective of this training program, as investigated later in the report is to identify potential managers with quality leadership skill.  The secondary approach is continuous learning. In the twentieth century more machines took over the work force. However in the twenty first century its people and management. Employees can use this method to know their way around with company policy, be familiar with what’s expected by their managers and subordinates.

1.3.1 Approaches to training

Everyday Human resource managers are faced with questions and problems that require selecting the right person for the right job. Recruitment in companies means selecting an employee with the Wright background, job experience and fitted description and potential training performance.  Big companies with more than hundred employees use let human resource department deal with all these pressure work A Lack in training means lack of managerial talent. A level manager character is a good decision maker, risk taker, effective communicator and coordinator of a company.  Other responsibilities include “staffing, compensation, employee relations, health, equal employment and human resource planning” (Michael E. Whitman 2005)

.Figure 2.1 Industry report on company training

Source 🙁 Industry Report 2002, T. Gavin)

Figure 2.1 is a bar graph representing the major types of company training that managers instruct after hiring a worker. The horizontal axis illustrates percentage out of a hundred. The vertical axis illustrates employee number. The source taken in two thousand in UAE didn’t have much foreign professionals working in Dubai.

 The research results Twenty to thirty percent underwent language courses and basic math. Thirty to forty percent office workers became creative learners with e-learning technology. Forty to fifty percent gained outplacement retirement. Half of the employees acquired skills in wellness and sales. Between sixty to seventy percent trained in basic skills, quality, customer serve and presentation. The next group of employees seventy to eighty percent split in to studying the product. How it’s positioned, what are the core competencies. What makes the product different from rivals. Hiring, interviewing skills and managing change were part of the training.

In the finding result point out that, part of company training is assessing employee habits and analyzing changes that need to be made inside the company to ensure manager is doing their job. Training employees make less error in assignments. Needless to say when an employee is faced with a problem inside the company, he turns to his managers first. Human resource professionals are required to develop close relationship with employees to build trust.

1.4 Training design process

Source ‘employee training and development,2005” Raymond Noe A. Book

Step 1                                                       Step 5

Creating a learning environment

Learning objectives

Meaningful material



Community of learning

Training and design process refers to a systematic approach to training programs. In the use the most applied form in banking industry is the e-learning course. It refers to “instruction or delivery of training through internet “(tavani H. 2007.)  Training design process is a diagram which illustrates from where an employee was before and the positive outcome after training.


Step 1:-

The first step in training design is to identify training purpose through analysis. By conducting a needs assessment. To test them through surveys and suggestion forms; Gathering information on the organization, task and individual performance.

Step 2:-

The next step to educate the workers mind. By giving real case examples. Interesting stories that happened in companies. To give them an idea of where they see their future place in the organization. This ultimately leads to motivation and ensured for training.

Step 3:-

Following afterwards is selecting method of training. Depending on the manager and the company. Either traditional or E-learning technology is used. Best to use on a non computer literate employee is traditional. This involves no technology training. Banks in the UAE require e-learning instructions as they must use computers in their day to day transactions.

Step 4:-

The fourth is an important step. The learning environment that creates comfort zone and encourages questions/feedback. A new environment with diverse culture affects the confidence level of the worker. To train the best worker managers must display a visually pleasant atmosphere. Aiding Material such as overhead projectors and video conferencing training.

Step 5:-

. The fifth step is what managers call transfer of training. How much individual applicant has understood. The instructor will provide training and finally until the employee has self managed. With ought supervisor support how can they solve problems, show leadership traits and be a team.  Ensuring the change has taken place and employees are content with their future work

Step 6:-

The sixth designing step is to start off the training by selecting either e-learning or traditional method of learning.

Step 7:-

The final step is to identify and conduct an evaluation of the individual trained. Plan a cost and benefit analysis. To determine if the project was a success or failure. Then adjust the training program and make changes. Changes always leads a company forward because with ought to change there is no progress. The important concept behind the design process is it has been applied in many companies throught the world. Including Meryl lynch, and HSBC bank Middle East. After the training has taken place managers evaluate employees by making changes, and correcting errors..

The UAE part time student training programs located in media city offer a one week in advance training. Mostly on the job training method. This includes how to talk with customers and what product there selling. Recruitment for part time jobs in corporate companies is very high. The highest is in electronic manufacturing firms located in Dubai. Such as HP, Dell and microsopht. Two thousand nine gitex recruitment and training were looking for Arabic speakers. Important criteria for selection method. What counted the most was previous work experience and letter of recommendation from supervisors in the two thousand seven Gitex exhibitions. Every year thousands of new High tech go-getters enjoy purchasing latest notebooks and pc hardware.

1.4.2.  E-learning!


·         Internet/intranet

·         Web

·         Distance learning

·         CD-ROM


·         Enrollment

·         Monitoring

·         Progress

·         Assessment

Figure 3.2 characteristics of e-learning Raymond A. Noe pg 243, chpt 8)

The figure above is a diagram which investigates characteristics of e-learning. How the internet/intranet help revolutionize training. The content is text, video, graphics and sound. The links to resources. Learner control from the above figure is linked to practice feedback and accessibility. Moving on Administration deals with the enrollment and progress of student. Delivery or training can be distance learning, internet/intranet or web.

1.4.3. Background of National Bank of Dubai

His highness sheik sultan bin sayed, supreme commander of uae and ruler of sharjah first opened the bank in ninety nine five. After the late sheik zayed had a vision of operating a bank that was close to the deira creek. Located close enough for traders to deposit their money after a long journey back home from India and china. That dream came true with revenues of more than a billion AED and stock shares in Wall Street. National bank of Dubai is one of the largest and biggest banks in the UAE.

1.4.4. Mission statement: –

To provide financial assistance to customer’s throught the world.(nbd report 2009)

Increase loyalty amongst customers by giving them the personal experience (nbd report 2009).

Working in an environment that encourages professional career and superior performance. (Nbd report 2009).

To create shareholder net wroth value by promoting the consistent superior growth of the UAE and region. (Nbd report 2009).

1.4.5. Training at NBD academy.

The training course at NBD bank is called e-learning. The company which provides the service is called moody training company based in Dubai. Program for accelerated training is a “customized version of e-learning” (clark Knowles).The system works by using instruction on the internet or web. Involves the training of how to analyze credit instruments and financial markets.  The purpose of PAL is to “train and boost motivation in employees to have a career in finance and banking” according to head of human resource at NBD Husam Alsayed.

Other than the training bank involves a special position in the market. As it’s the first in the Emirates to introduce Pal e-learning program. In addition National bank positions itself on recruiting more UAE nationals than any other bank. Last year one thousand six hundred eighty two UAE nationals were employed in NBD.

According to the annual report, NBD human resource needed a new working strategy. Recruiting became a fierce competition as more professional expatriates lost their jobs and left Dubai. In overseas Nbd branches were facing the same difficulty. Around thirty three million dollars was budgeted annually to consultant groups. Those represent the UK, Australia, France and UK. But even the best consulting firms couldn’t come up with the solution of the perfect managerial qualification for the open jobs at National bank. Just when all hope was gone the training HR department joined with French towers perin. (Nbd annual report 2009). What was different between them and other consulting groups was their model. The three approaches were “business partners, centers of expertise and service delivery” (nbd annual report 2009).

 Graduates from national bank of Dubai training academy

1.4.6. Safety precaution training!

First challenge keeping class room training notes and training methods to prove that the correct method was followed during training.  As well as instruction booklets that employees use to keep for feedback. (young jin park 2007)

Making sure there is a clear company policy is placed on the Managers job responsibilities. As well as using justification on employee injury. It’s a good indication to train safety awareness. First it indicates precaution steps were used as a method. Such as the necessary knowledge, skills and safety kit before trainees are allowed to operate the equipment.

In addition to that liability insurance, plays a major role so that managers can use to show employees no extra charge for damages in equipment if its no their fault. Sexual harassment Training is required by high court in many gulf countries. The law states that in title II act “employees in companies with previous assault cases must be trained as company policy” (young jinn park 2007).Later on the report talks in detail about the challenges of safety acts. So every year managers update their training manuals to meet society standard.

1.4.6. Cross cultural training and Diversity

Culture is am important theme for successful managers. For many years learning the value customs and tradition in management has been found difficult. In to his report, its main focus on culture will be associated with diverse culture training. Cross cultural training prepares employees straightforward to adjust to outside company environment. Through lectures employees avoid impression and integration phobia. Training involves identifying learning business language. Such as how much and hello. A narrow focus on the customs of the people. For example in Japan managers have less self interest in work but more in outdoor activities with employees. Moreover American managers in the UAE are more individualistic and more collectivism. To be a “motivated successful employee, one has to enjoy the challenge of working in another country” (Raymond A. noe 2005).

1.5 History of Development

Development in human resource is the training that helps “employees perform effectively in their current or future job company” (micheal Whitman 2005).  Development is defined is the approach that explains employee development. In some of the following ways:-

Increasing stamina and practicing interpersonal skills to achieve company goal.
Development is the back bone of training at companies
It’s an important tool that managers design assessments, job experiences and positive learning.
Well the first simply means assessment through surveys, suggestions and questionnaires. Job experience and interpersonal relationships within a company have been used in developments for a decade. Seemingly because it measures stretching skills. Managers identify test for trainees. Which include “relationship problems, demands, tasks or other exams” (Michael e Whitman 2005).
In summary the best development method they the managers apply is not the above. Formal education. Educating employees in university with short courses such as MBA.
Next part of the report is investigates the similarity and differences in training and development.

1.5.1. Comparison table between training and development

Use of work experience
Preparation for current job
Preparation for changes
Source employee development and training, 2005, Raymond A. Noe

2.0. Conclusion:

The report was commissioned to review training and development. In the UAE there aren’t many companies that offer training in banking sector. Research indicates that the National bank of Dubai offers first e-learning PAL program.

2.1.1. Recommendations

2.1.2 References:

1. Clark, knowle, 2006” Lack of Training in Companies”, accessed, {March 8th 2009},

2. Michael E whitman and Herber J mattord, 2005, “ principles of training”, pg 123.

3. Nbd annual report, 2009 www.nbd.com/annual report, [accessed march 17th 2009].[online].

4. Raymond NoeA. 2005” Employee training and development” , pg 243, 23,256,301.

5. Tavani, H., langford. D. 2007 “employee ethics” Macmillan press ltd. London 200 pg 65-70

6. Yong Jin Park, 2007,” culture and user practices”. [online], http://www.twc.state.tx.us/news/efte/tocmain.html



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