RESEARCH PROPOSAL FORM

Student Name Omar Al-Tal Student Pearson ME46704

Number
Centre Name LTUC Centre Number 90929 – Amman
Programmer Business administration
Unit 11 Submission Date 28-04-2021
Teacher Name Hadeel Abdallah
Proposed Title
EFFECTIVE TALENT MANAGEMENT STRATEGIES FOR SUCCESSFUL
ORGANIZATIONS

Section One: Title, objective, responsibilities (tittle, aims, objectives , hypothesis ,Model )

Tittle: THE RELATIONSHIP BETWEEN TRAINING & DEVELOPMENT AND EMPLOYEE PERFORMANCE AT ORANGE

Keywords: TM, EMPLOYEE PERFORMANCE, SUCCESSFUL ORGANIZATIONS, TRAINING & DEVELOPMENT AND
ORANGE.

Aims
this study aims to know the ability of the telecommunications sector to manage talent in Orange
Company, by knowing if talent management affects the effectiveness and success of organizations if
training and development affect the performance of employees and what is the level of employee
performance in the company.

Objectives
1. Knowing the relationship between training and development and employee performance at Orange.
2. Knowing the impact of training and development on employee performance in Orange Company.
3. Knowing the performance level of the company’s employees.

Hypothesis: The researcher proposes the following hypothesis to our research:

H0: There Is Statistically Significant Effect (At The Level Α ≤ 0.05) Of Talent Management On The
Organizations Effectiveness Of Orange Company.

H1: THERE IS STATISTICALLY SIGNIFICANT EFFECT (AT THE LEVEL Α ≤ 0.05) OF Training And
Development ON THE Employee PERFORMANCE OF ORANGE COMPANY.

Model:
Section Two: Reasons for choosing this researchH0
project(research problem )
ORGANIZATIONS
TM
Talent Management & Telecom sector: EFFECTIVENESS

Electronic management has become one of the modern and important topics in our current world
due to developmentIndependent Variable technology in business organizations,
The accelerating Dependent Variable
and one of the most
prominent elements of electronic management is resource management The electronic human
H01 required to implement various activities The
body, which relates to the set of policies and practices
Training and Development THE Employee
human resources needed by business organizations to practice their functions in the changing
PERFORMANCE
environment, where It represents the administrative activity related to identifying the project's
needs for working resources, and working to provide them With numbers and competencies
commensurate with the needs of the project, and endeavoring to use those resources Effective use
to achieve the goals of productive efficiency, facing human resources management, both in the
public sector Huge challenges in the world or the private sector, especially in light of many
economic changes Social, technological and civilizational changes, which are rapid and complex
changes (Hassan, 2011). Information technology has invaded various aspects of administrative work
in business organizations and we do not find an organization Without databases for various
administrative functions, databases have become a necessity for the organization Without it, the
organization cannot continue to operate, with the advent of the Internet and the development of
technology Information and modern communication methods, human resources, marketing and
accounting functions have transformed Almost entirely And the various operations to electronic
work, and organizations have become dependent Technology in carrying out all its daily work, as
there is an electronic link between the organization and its branches And between the organization
and government departments, and this reflects positively on the work of the organization. (2011, al.
et, Gupta Built on the organization, if the workforce The workforce within any organization is the
basis for which c With high experience and skills, the organization enjoys a competitive advantage,
that the organizations that seek to Achieving its goals through its human resources and working to
improve the level of employee job performance Job performance is the outcome of a real
investment by the organization in the capabilities, skills and knowledge There is no doubt that the
level of performance of the employees depends on what the organization offers Of training courses,
workshops, seminars and many measures that help in improving performance Among the workers
within the organization, the more the performance of the employees improved, the closer the
organization will achieve Shilpa, et. al, 2011)

URL (REF):

Training and development are beneficial not just for the organization itself but also to the individual
employees. On the one hand, training and development lead to improved profitability and/or more
positive attitudes toward profit orientation, improves the job knowledge and skills at all levels of
the organization, improves the morale of the workforce, and helps the employees identify with
organizational goals (Sims, 1990). On the other, training and development benefits individual
employees through helping them make better decisions and effective problem solving, assisting in
encouraging and achieving self-development and self-confidence, helping an employee a person
handle stress, tension, frustration, and conflict, increasing job satisfaction and recognition and
moving the person toward personal goals while improving interaction skills (Sims, 1990).

Training and development & Employee performance:

Training is one of the priorities of the human resources department in large organizations, as the
human element is the main driver of the organization’s resources, especially if it has capabilities
and skills that suit the nature of the organization’s work.

In fact, training has become, at the present time, a major investment of human capital, given that it
provides employees with the information, skills, technical and administrative capabilities necessary
to increase their effectiveness, and thus perform their tasks efficiently, which will positively affect
the performance of the organization in general.

In this context, the coordinator of the training department, Ayman Bhakim, asks about Bayt.com
specialties, saying: “What is the effect of training on employee performance? Do you support the
existence of training opportunities in the institution that you work for? ”In response to his question,
Fidaa Abul-Rab stresses the importance of training, saying: “Training is of utmost importance, as it
improves the performance of employees and increases their level of productivity, as it allows the
employee to complete his work with less time and effort, It also gives employees a wide knowledge
of the latest technological means, whether machines or computer programs.

“In fact, employee training reflects positively on the image of the institution and gives it a good
reputation in society,” Ziad Al-Qadri adds that the training helps a lot in developing the trainees'
business and surviving them, and it supports the existence of training opportunities in the
institution for which he works.

Wael Mohamed believes that training is one of the basics of success, as all successful institutions
focus heavily on training their employees and help them gain scientific and practical experiences,
and he stresses the importance of providing training opportunities for employees in the
organization he works for.

As for Adel Mustafa, he believes that training has many benefits for the administrative apparatus
and employees, as the administrative apparatus develops through training the capabilities of
employees and provides them with all that is new in management science, keeping up with the
times and getting acquainted with and applying everything new.

Nashwa Abdul-Bari adds that training has a great benefit and strong effectiveness for the
employee, as it motivates the employee and increases his enthusiasm for joining the work,
especially if there are challenges in training to show competencies, and when choosing the best, he
will be rewarded later for his initial enthusiasm, stressing the importance of having a training
department in every institution Especially in large institutions.

In turn, Omar Al-Sayed endorsed his colleagues from the specialists, adding, “Training is a means of
developing the performance of employees and enhancing their personal skills, as it helps to acquire
new experiences that work to develop work and learn about all new and advanced work methods,
which leads to the modernization of the work system and return benefit to The organization, the
employer, employees, and workers in general.

Ashraf Saleh, a consultant in human resources development, says: “Training is a very important
factor for the employee, as it gives him more scientific thought than practical thought, and thus
helps him improve his performance and reduces the chances of him making mistakes. Therefore, I
advise institutions to establish a special department for training, aimed at developing employees'
skills and developing their professional performance. Training helps the management to know the
weaknesses and strengths of the employee through the annual evaluation, thus identifying the
problems that the employee faces, and finding appropriate solutions for them.

Section Three: Literature sources searched(introduction , previous studies)

INTRODUCTION

Orange

Orange Jordan is one of the pioneers in operating and providing integrated telecommunications
services in the kingdom that includes a wide range of fixed line, cellular, internet and data services to
meet its wide customer base that has reached 5 million subscribers across the kingdom, to meet
individual and commercial needs. It is formerly France telecom sa as a mobile and internet service
provider. The mark was created in 1994 for Hutchison communications' uk mobile services network,
which was acquired and acquired by France telecom in august 2000.

Orange Jordan is a subsidiary of the orange group operating in 26 countries, and it is one of the top
ten operators in the world. Orange offers a wide range of. Communications services not only for
individuals, but also for companies through its brand (orange business services obs), through which it
provides a comprehensive range of information and communication technology services to global
companies. The group employs 148,000 people, serves a total customer base of 268 million customers
worldwide and generates sales of 41 billion euros.

TALENT MANAGEMANT

The concept of "talent administration" is based on the concept of "war for talent," first used in 1997 by
a McKinsey group of consultants. In view of the new competitive and dynamic environment, the
concept reflects the change that begun in human resources needs and practice. "War for talent" is a
true war between organizations, which starts in the 1990s to attract, motivate and retain talented
employees (Collings and Mellahi, 2010).

In the first phase, a concept was developed which only relates to HR practices as recruitment and
succession planning. Talent management was developed. It was a new definition or concept of human
resources activity that included the prediction of the company's future needs.

A second stage of the concept related to employees' needs and progress in the organization; here the
Talent Management paid more attention to the employees' personal needs in order to achieve their
well-being. The management of talented people was included in its third phase or conception. The
concept's actual meaning introduces the idea of key positions within the organization, which must first
be identified and then be filled with talented people, with the aim of making the right person the right
job for him/her to achieve the best performance and motivation.

DEFINITION OF TALENT MANAGEMENT

According to Davis et al (2007), talent management is the set of activities related to the recruitment,
development, and retention of talented people who are able to achieve superior performance in a
particular company, talent management activities should be conducted through a strategy, it means,
“a deliberate and structured corporate approach to realize the talent management” (Davis et al, 2007,

J. Moczydłowska stated that talent management is a group of activities undertaken towards

employees with outstanding talents, to ensure their development and increase their operational
efficiency, while achieving company goals at the same time.

Successful organizations

In order to succeed, an organization must have a statement, philosophy and a range of programs and
objectives focused on employees' skills and talents. All this must be done with care and guidance to
achieve the mission of the organization.

EMPLOYEE PERFORMANCE

Collings and Mellahi (2009) explain employee performance through a formula where the result of the
employee depends on the ability, the motivation, and the opportunity of the worker.

P= (A, M, O)

First of all, the Ability is the employee’s potential and the talent and knowledge that the worker has.
This variable is accomplished by the definition of pivotal positions and the selection of members of the
talent pool.

Secondly, the Opportunity is the possibility that the organization gives to the employee to contribute
to the performance,
Challenging them to improve and to develop their skills, taking into account that talented people have
high aspirations about their growth which have to be fulfilled to exploit all their potential. This variable
is accomplished by placing these employees in pivotal positions which require a wider responsibility
and take strategic decisions

And also by giving them the opportunity to have a boundaryless career or an organizational career.

Lastly, Motivation is the force, activities, and the environment which leads the employee to work
voluntarily in a certain direction and also, makes them feel good about that work and committed to
the company.

Organizational commitment is achieved when the workers are involved and identified within the
organization. At this point values and the vision of the company play a major role (Collings and
Mellahi, 2009).

TRAINING AND DEVELOPMENT

According to Armstrong (2006) and Haunstein (1998) the objective

Of training and development, as asserted by is to develop the skills and competencies of employees to
improve their performance; to help people grow within the organization in order for the organization
to meet its future HR needs.

According to Drummond (2000) training

Involves the use of formal and informal processes to impart knowledge and help people acquire the
skills necessary for them to perform their jobs satisfactorily, while development prepares employees
for other positions in the organization and increases their ability to move into jobs that may not yet
exist.

Dessler (2003) and Mondy (2008) sum up how Training and Development influences corporate
performance by arguing that developing human capital through continuing training may increase the
productive output from each employee either through improvement in skill level or through
improvement in morale and job satisfaction.

Human capital is one of the major assets for any organization; hence, the role they play towards a
company’s success cannot be underestimated. As a result, equipping this unique asset through
effective training becomes imperative in order to maximize job performance (Nassazi, 2013). The
main objective of every organization is to improve its performance, but it can never be possible
without the efficient performance of employees (Imran &Tanveer, 2015). Job performance is the work-
related activities expected of an employee and how well those activities were executed. Job
performance reaches a goal or set of goals within a job, role, or organization but not the actual
consequences of the acts performed within a job. Affirms that job performance is not a single action,
but rather a complex activity

Job performance is how well (or poorly) employees perform their job duties compared to expectations
for the job (Kennedy, 2009).

Performance in a job is strictly a behavior and a separate entity from the outcomes of a particular job
which relate to success and productivity. Many business personnel directors assess the job
performance of each employee on an annual or quarterly basis in order to help them identify
suggested areas for improvement. In contributing to the overall goal of the organization, Training, and
Development (T & D) processes are implemented as this generates benefits not just to the
organization but also to the individuals.

For the organization, T & D leads to improve profitability while cultivating more positive attitudes
toward profit

J.G.P. Sandamali et

Previous Studies (3 Studies)

This part is to review the related previous studies that examined the different relations between the
study variables:

(J.G.P. Sandamali1, M.K. Dinithi Padmasiri2, W.G.S. Mahalekamge3, M.V.S. Mendis4, January,
2018)
The Relationship between Training and Development and Employee Performance of Executive Level
Employees in Apparel Organizations.

This study aims to determine the relationship between employee performance at the executive level
and training and development in Sri Lankan apparel companies. The research was quantitative;
data were collected through a formal questionnaire. The sample was selected using the basic
random sampling method, and it included 150 senior executives.
Correlation and regression analysis techniques were used to examine the results. According to the
results, training and growth was positively associated with employee success at the executive level.
The researchers recommended that the organization establish a reasonably correct and substantive
process for selecting employees who will definitely participate in the training program and that the
management of the organization develops a widely distributed post-evaluation plan for evaluating
employee performance based on results.

2. ( Robert Ng’ang’a, September 2013) The Relationship between Training and Development on
Performance of State-Owned Corporations.
The aim of the study was to find out whether there is a relationship between training and
development as a human resource exercise and organizational performance (OP) in Kenyan state
companies. The study hypothesized that there is a positive relationship between training and
development and OP, necessitating further research into the exact relationship between the two
variables.
An explanatory research design was used in this study. Human Resources Management was the
target group, and a survey of 142 respondents was selected. The questionnaire was used as a study
tool.
A pilot study was conducted to help determine the reliability and suitability of the search tool. SPSS
was used to analyze quantitative and qualitative results. Qualitative data was activated by
grouping it into emerging topics or trends and allocating numbers to it to make it observable.
Correlation coefficients will be determined for the initial exploration of relationships between
variables in the case of quantitative data. This allowed determining the magnitude and direction of
the relationship between the independent and dependent variables.
The results identified a positive relationship between training and development and organizational
performance, and the authorities of the companies studied advised to focus more on the role of
training and development in order to improve OP.

3. (Khan, Abbasi, Waseem, Ayaz April 2016) Impact of Training and Development of Employees on
Employee Performance through Job Satisfaction: A Study of Telecom Sector of Pakistan

Employee training and growth, as well as work satisfaction, are two critical components of
employee success. The impact of training and growth on employee performance as measured by
work satisfaction is investigated in this report. A total of 115 questionnaires were distributed to
employees of Telecom companies in Abbottabad, Haripur, and Mansehra, with 105 being returned.
Data was collected using the convenience sampling method. There was a 91 percent response rate.
Our findings revealed that training and growth, as well as work satisfaction, have a positive effect
on employee success. Employees will be more satisfied with their jobs as a result of training and
growth, and they will conduct their duties with greater responsibility and excellence.

Section Four: Activities and timescales

Task Name Start End Duration (days)

       
  14/3/2021  27/5/2021 
Gather required information 14/3/2021 18/3/2021 5
Previous study - Secondary Data 19/3/2021 26/3/2021 8
Initiation of the project 27/3/2021 30/3/2021 4
Project Management Approach 31/3/2021 8/4/2021 9
Project execution phase 9/4/2021 17/4/2021 9
Data analysis: 18/4/2021 27/4/2021 10
Communicating outcomes: 28/4/2021 3/5/2021 6
Result 4/5/2021 7/5/2021 4
Finding 8/5/2021 13/5/2021 6
Recommendations 14/5/2021 17/5/2021 4
Conclusion 18/5/2021 21/5/2021 4
Reflection for learning and practice 22/5/2021 27/5/2021 6
TOTAL 75

Project management
Time Plan
1. Introduction:27-3-2021 / 30-3-2021
2. Primary Research:7-5-2020 / 11-5-2021
3. Secondary Data:19-3-2021 / 26-3-2021
4. Results:4-5-2021 / 7-5-2021
5. Conclusion: 18-5-2021 / 21-5-2021

Communications plan: Communicate via emails and voice calls.

***********************************

Risk plan:
1. Resource risk / not understanding information in the right way.
2. Individual risk /non-commitment to time/loss of parts of information/Not following up
continuously.
3. Technology risks / not knowing the methods of analysis through the appropriate programs/
internet disconnection.
Cost plan
1. Introduction : 10 JO
2. Primary Research:10 JO
3. Secondary Data :30 JO
4. Results:10 JO
5. Conclusion: 10 JO
 Quality plan
6. Introduction ~ High quality project information
7. Study scope ~ High quality
8. Initial Research ~ High Quality Create a questionnaire first
9. Secondary data: High quality and reliable previous studies
10. Results ~Medium Quality
11. Conclusion ~ Medium Quality

Section FIVE: Research approach and methodologies(methodology )

Research Methodology (Definition)

Research is defined as careful consideration of a study regarding a particular concern or problem

using scientific methods. According to the American sociologist Earl Robert Babbie, “research is a
systematic inquiry to describe, explain, predict, and control the observed phenomenon. It involves
inductive and deductive methods.”

Research Framework (Copy & Paste)

In this research, we used a framework designed by Saunders et al, (2007) when designing the
methodology of the study. This framework, known as the ‘Research Onion’ which was adopted to
give a structure to the research process that is carried out. Based on that our ‘Research Onion’ as
below (Saunders et al., 2007):

Definition What I use in my research

The set of beliefs concerning the nature of
Positivism
Research the reality being investigated. It is the
philosophy underlying definition of the nature of
(research questions and hypothesis)
knowledge
Research Deductive (there are sufficient
know the research aim and its limitations
Approach amounts of studies done in this area)
Survey
Research How the researcher intends to carry out
strategies the work
(quantitative, Sampling)
Mono method quantitative (gather
Research
research choice of data collected methods one type of information; quantitative
Choice
or qualitative )
Research time The required time for the completion of
horizon the project work. Cross Sectional ( the investigation is
 concerned with the study of a
particular phenomenon at a specific
time)

Data Collection Methods (definition)

Data collection is defined as the procedure of collecting, measuring, and analyzing accurate insights
for research using standard validated techniques. A researcher can evaluate their hypothesis on the
basis of collected data. In most cases, data collection is the primary and most important step for
research, irrespective of the field of research. The approach of data collection is different for
different fields of study, depending on the required information.
The most critical objective of data collection is ensuring that information-rich and reliable data is
collected for statistical analysis so that data-driven decisions can be made for research.

There are two main types of data collection:

Primary Data Collection (definition)

Primary data is a type of data that is collected by researchers directly from main sources through
interviews, surveys, experiments, etc. Primary data are usually collected from the source—where
the data originally originates from and are regarded as the best kind of data in research.
This data is collected directly using various methods in our case we use survey (questionnaire) as
primary methods of data collection.

Google form: Google Forms is survey administration software that is included in the Google Docs
Editors software suite along with Google Docs, Google Sheets, and Google Slides. It allows for
collecting information from users through surveys. The collected information can be automatically
entered into a spreadsheet

Advantages:

- Because it is easy to use

-It does not require much time and effort
-Free
-Obtaining a graphical summary of the questionnaire result
-The ability to send it via e-mail

Negatives:

-You can’t collect some rich metadata as Pictures, Barcodes, and Signatures.
-It is necessary to have the internet to be able to use this tool.
Interview: An interview is essentially a structured conversation where one participant asks questions,
and the other provides answers. In common parlance, the word "interview" refers to a one-on-one
conversation between an interviewer and an interviewee

Advantages:

-High credibility
-Increase information acquisition and understanding
Negatives:

- It takes longer
-Analyzing the information takes time, effort and cost
-Some refused to be interviewed

Secondary Data Collection (definition)

Secondary research or desk research is a research method that involves using already existing data.
Existing data is summarized and collated to increase the overall effectiveness of the research.

Secondary research includes research material published in research reports and similar documents.
These documents can be made available by public libraries, websites, data obtained from already
filled-in surveys, etc. Some government and non-government agencies also store data that can be
used for research purposes and can be retrieved from them.
Secondary data were collected through researchers, books, websites, and other previous studies.

Sample size

To achieve the objectives and the purpose of this research and due to some constrains of time and
cost a Random Sample Technique was chosen including randomly chosen persons that obtained for
the purpose of this research the data was gathered from the employees of (Orange).
Accordingly, we begin to follow the procedures and policies that Orange's human resources
departments request to follow to allow us to distribute the survey URL link via company emails to
all employees to fill out the prepared Google form (https://docs.google.com/forms/ d / e /
1FAIpQLSeTP8-DjKKaByuJyZqpBvaa0hWv1jXAosEZLHxOmN5M-fRV4w / viewform? usp = sf_link)

We start the distribution process from 10/5/2021 until 12/5/2021, after that we start reviewing the
submitted respondent submitted answer we get (15) correct answers that used could be used.

Research Questionnaire
The researcher designs an investigative questionnaire divided into three parts, starting with the first
section entitled: General information about the research, its purpose and why it is aimed. As for the
second section, this part consists of the personal question about the questionnaire filler and it
consists of 4 main questions related to gender, age, experience and qualifications of the respondent.
The third section is titled; The STUDY QUESTION consists of 9 questions that have been approved by
the subject teacher.
Taking into account that all the items in the second and third parts of the questionnaire were
measured using the Linear scale consisting of five points, the rating is from one: "Strongly
disagree", two: "Disagree", three: "Neutral", four: " Agree to five: Strongly agree
And the "yes, no, Maybe

Reliability of the Scale

The Diffract between Reliability and Validity.

Reliability: When it produces the same duplicate result under the same conditions, the test will be
accurate.
Validity: The degree to which the description, inference or estimate is well known and likely to be
related to actual reality.

Comments and agreement from teacher

Comments:

I confirm that the project is appropriate. Yes / No

Teacher Signature: Date:

References;
(Mellahi, K. & Collings, D. G. (2010), “The barriers to effective global talent management: The example of
corporate elites in MNEs”, Elsevier, Vol. 45, n. 2, pp.143-149 )
(Davis et al. (2007), Talent assessment: a new strategy for talent management, Gower, United States of
America.)
(Moczydłowska, J. (2010). Zarządzanie zasobami ludzkimi w organizacji (Human Resources Management in
Organisations). p. 38; 40. War szawa.)
(Armstrong, M. (2006) Strategic Human Resource Management: A Guide to Action. Kogan Page, London )
(Drummond, H. (2000). Effective Management: A hand book for manager. Kogan Page. )
(Nassazi, 2013).
(Nassazi, A. (2013). Effect of training on employee performance. Thesis. http://theseus32-
kk.lib.helsinki.fi/bitstream/handle/10024/67401/THESIS.pdf?sequence=1.)
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