QGM5074 FUNCTIONAL MANAGEMENT

UNIVERSITI TUN ABDUL RAZAK

TERM PAPER: CASE STUDY ON TRAINING AND

DEVELOPMENT AT EBIC HOLDINGS SDN BHD

PREPARED BY

NAME : MOHD ALIF ANAS BIN MD NOOR

STUDENT ID: M18201131

Abstract

The survival of a company particularly the individuals who need to have a

competitive edge over the others are compromised by the worldwide economy. The
capacity of the very much prepared employees is basic for an organization to be in the
competitive edge, However organization's resources are constrained and they are not
willing to spend extra to send their employee for training programs. Regardless of
whether the organization draws in training companies, they are required to justify their
training program which is important to their employees. This is because training
exercises, which are superfluous, directed and deficiently focused, don't fill the need
for the organizations. Henceforth it is a top needs of the organization and coaches to
recognize current training requirements for an organization. Legitimate recognizable
proof of the training needs will prompt multi-talented, opportune individuals to take
extra duties by expanding all round competency so as to set them up to take up greater
jobs in the organization.

An effective organization's progression plan, employee training will improve their

knowledge and brush up their skills so they are better prepared to do their present
place of employment and set him up for higher position with greater obligations.
Anyway it is additionally imperative to guarantee the organizational development is
assessed together with the employees' development in the organization. The main
role of training and learning exercises for an organization is to help the individuals from
the organization to gain the knowledge and the skills and apply it in their day by day
job. Training additionally fills in as an inspiration for the employee to perform for
effectively. There is a requirement for change in the present working world and the
best way to do it by learning or becoming together with the organization. The
achievement or disappointment of an organization relies upon the employees'
accomplishment in their workplace.

Introduction

It is fundamental that each organization requires a well-prepared and

experienced individuals to deal with the activities. Training will be not significant if the
present or potential job inhabitants are web prepared and experienced. In any case, it
is vital to give training to the employees to guarantee that their expertise level and
efficiency are at the pinnacle. An organization should give training as the people are
currently commonly looking for changing their vocations a few times during their
working lives. This has become a pattern and organization have very little alternative
to enlist them because of absence of talented employees. In addition, the
accomplished employees are nearing their retirement ages and not ready to the quick
pace and technology based workplace these days, clearing ways for the more youthful
age to take advantage of the work space.

The more youthful age then again are having an alternate mentality than the
more seasoned ages as they would not remain faithful to an organization if the
organization does not have an appropriate training intend to set them up for the
following dimension. So as to keep up a sustainable and knowledgeable workforce in
this quick moving condition, training and development is a standout amongst the most
significant venture that the organization needs to commit. This paper discusses the
training and development in a theoretical manner and furthermore shows the idea of
trainings that are in pattern now.

So as to remain an effective player in the competitive market, businesses work

today requires a skilful workforce in each organization. The most regular issue in the
workplace including the employees are the absence of knowledge and skills because
of absence of training. Without having the correct knowledge and skills, numerous
employees are disappointed with their jobs and task given to them by the companies.
Training is a basic process which ought to be cautiously structured and implemented
inside all organizations. The general point of this paper is to survey the significance of
training in work field. For a long time now, human capital has been viewed as essential
for the effective working of an organization because of its commitment in improving
efficiency, business performance and financial development. Subsequently, it is
critical to put resources into human resources through training so as to improve the
competitive position of the firm, and because of the upgraded quality.

Continual increased productivity and in turn improved profitability that can be

achieved through this. This paper will research the training and development practices
in EBIC Holdings Sdn Bhd and will provide appropriate recommendations for training
and development. The objective of this study is to know the relevance of training and
development for the property developer. EBIC Holdings Sdn Bhd was incorporated as
a construction company in 2010 and focused on their core business to property
development, supported by construction, Infrastructure and wood based
manufacturing activities. EBIC Holdings Sdn Bhd is recognised as one of Malaysia's
leading listed real estate players with a portfolio that encompasses townships, eco-
sanctuaries and luxury enclaves, high-rise residences, commercial and retail as well
as integrated mixed developments. EBIC Holdings Sdn Bhd operates through three
segments: property development, construction and others. Its property portfolio
includes townships, eco-sanctuaries, luxury enclaves and high-rise residences, as
well as commercial, retail, and integrated mixed developments. The company is
involved in the building and infrastructure construction as well as undertakes building
works for the construction industry. In addition, the company invests in and manages
properties: operates and manages education institution, subleases land; trades in
shares and manufactures, international ventures and sells building materials.

Further, it provides project management, money lending, accounting, and

corporate secretarial, and development management consultancy as well as building,
treasury, and general management services: and promotes and advances education,
research and dissemination of knowledge. Additionally, the company is involved in the
promotion, marketing, and other activities related to property development: and
construction and operation of concession asset. It also undertakes general
construction works and building contracts. EBIC’s pooled leadership and resources
are translated into pooled recognitions from industries of all kinds. From property
development to lifestyle to business entrepreneurialism; awards, citations and
accolades have been piled upon the directors for their accomplishments.
Roger Lim, for example has been awarded Top 40 Upcoming Entrepreneurs by RHB,
a leading bank in Malaysia with operations and branches throughout ASEAN and the
Asia Pacific.

To understand the importance of training and development to ensure productive

employees. To study the role of training and development in increasing the knowledge
and skills of the employees. To explore how training and development is able to drive
toward the organization's mission and vision. The method utilized for this contextual
analysis comprise of writing a review, perusing and comprehending the training and
development practices in EBIC Holdings Sdn Bhd.

Literature Review

Staff training and development is a function that in need in this era which base on
knowledge and technology. Competition gets tougher and challenging and has force
the organization to face and to react towards the upcoming changes effectively. Hence,
organization need workers who are efficient, skilful, knowledgeable and capable to
give more value for the organization to compete. Planned, continuous and systematic
training can ensure the workers are equipped with necessary knowledge, skill and
attitude for their work and in order to make the individual and organization objective
materialized involve the suitable approach to train adult workers. This approach should
suit with a few aspects or important assumptions like desire and readiness of workers
to learn interesting subjects, besides the importance and relevant in their daily duties.
Training will be seen effective if workers give the positive feedback by practicing at the
work place.

Transfer of training refer to the level of using the knowledge, skill and altitude
learned from the training at the work place. Baldwin & Ford (1988) have suggested
three factors which can increase learning and influence the transfer of training and the
work environment. These factors can be categorized in three groups that are individual,
organizational and functional, which very critical in learning process. Transfer of
training is important because training programs incurred cost of the organization.
Effectiveness and success of training programs depend a lot on the capability and
ability of the workers to transfer and utilize all the knowledge and skills gain so the
work performance can be upgraded.
 Organizations which need to increase competitiveness need workers who are
trained, efficient and effective. Through effective training and development, workers
will get the required efficiency and the work performance and effectiveness will be
improved each time training is involved and manage properly. McLagan (1989)
together with The American Society of Training & Development (ASTD) have identified
11 roles which can be used in managing training that are manager, executive or
training officer, administrator, program evaluator, training material developer. Advisor
/ counsellor, facilitator / trainer, marketer, need analyst change agent, program
designer and researcher. The roles listed above are not job designation, but are the
work scope which needs to be carried out by workers. One who holds a job can play
more than one role in managing training.

To ensure a person capable to carry out the roles above effective and efficient,
they need various knowledge, skills, attitude and abilities. McLagan (1989) identified
35 types of efficiencies to implement the 11 roles which is divided into four (4)
categories that are technical, business, individual skill and intellectual. Technical
efficiency relates with required efficiency to carry out the daily duties in managing
training, including the theoretical and adult learning principles and knowledge on
theoretical process. Business efficiency emphasizes on the business knowledge and
decision making, and understands on organizational behaviour. Skills on interpersonal
can assist our Interaction with others who involve in training. Intellectual efficiency
refers to the skills and knowledge to think and to use information obtained through
rational and creative thinking.

Wexley and Latham (2002) suggested three strategies which can be selected
to increase performance via cognitive behaviour and work environment. Cognitive
approach involves the way of thinking on certain matters. Behaviour strategy
emphasize on skills and capabilities aspect. Meanwhile work environment emphasize
on attitude changes and workers motivation. Suitable training strategy use depends
on training objectives. Various issues and challenges, such as globalization,
technology advancement, learning organization and knowledgeable management,
have influenced the direction and flow in managing training now days. McLagan (1989)
has identified a few challenges which influenced training management and can be
divided into three.
 There are many suggestions on the training process. Even though, all of them
cover four steps that are needs evaluation program design, implementation and
program evaluation that become the basis in systematic training process. Needs
analysis is a process to identify if training and development is required in the
organization and to determine where and who need them. Through need analysis gap
and shortages of performance can be identified at three stages, which are organization
stage job and individual stage.

Organizational analysis covers the analysis on the internal and external

environment that able to influence the organization to meet the objectives. Job
analysis involves the job analysis in certain jobs and to identify the knowledge skill,
attitude and capabilities which need to perform for the work successfully. Needs
analysis preferably organize at these levels systematically and to determine the
training needs. Four methods can be used for the analyses that are surveys,
observation, interview and existing documentations.

Second phase in the training process is the design of training program. These phase
cover six steps that are the program objective, selection of program, selection for
trainers, develop curriculum and training plan, identify the methods and training
resources and prepare the materials and tools required. Each step depends on the
training objectives set.

Training objectives states that expected performance can be shown by the

participants after they attend the training program. Three components in training
objectives are expected performance or results, situation or requirement needed so
the performance can be shown, and criteria that the level shown by the participants
before they are considered successful.

Required training program can be developed on our own or can be purchased from
external organization. To select from external resources, a few aspects such as cost,
time, expertise and experience need to be considered. And also, the selection of
trainers that will handle the program can be arranged as trainers in their respective
fields due to their expertise and experience. However, at times organizations need to
get external consultants if they do not have anyone internally.

Training curriculum development involves program content selection and

arrangement that suits with the program objectives and level of knowledge and
participants' skills, trainer's skill and type of content. Content that has been identified
can be arranged from general aspect to specific or vice-versa. Developed curriculum
will be included in the training plan and learning plan together with other information
such as objectives, methods, training activities, trainers and location, as a guide to
implement the program.

Training methods that can be used divided into two categories that are on-job-
training which normally inside the work place and during working hours and off-job-
training usually outside the work premises either inside or outside the organization.
Main aspect that will influence the selection of training method is the training objectives.
Physical resources, financial and human resources also need to be focus seriously to
ensure program can be carried out smoothly and well organized as planned materials
and tools required for the training program need to be prepared before the training
program is organized.

Implementation process, involve the actual delivery of training program to the

participants. First Issue is the selection of the suitable training delivery method.
Training methods and techniques are divided into two general methods, that is on-job-
training and offline job-training. Among the on-job-training is the method of work
instruction, job rotation coaching and counselling. Off-job-training include lecture,
discussion audio-visual and learning experience.

After the program is designed, we need to ensure all management activities

before training has completed. Confirmation letter has been sent to participants and
supervisors to inform about the program. Logistics matters have been arranged
properly. To ensure everything has been arranged well and proper need to carry out
early training. A competent trainer can attract the participants to give attention and
focus completely from beginning until the end of the program. Communication skill is
very important to ensure the training materials delivered understood and encourage
participation from all participants.

During and after the program evaluation can be done to monitor progress and
effectiveness of the program. Evaluation training program involves the process of data
collection and training results to determine the program effectiveness. Evaluation
program is carried out to identify the training objective is met, take the steps for
improvement in training process ensure the training is well manage, measure if the
participants have learned something and ensure they are satisfying with the program.

There are many evaluation models and each of it suggests different criteria and
focus in evaluation. Selection of evaluation model depends on a few factors such as
time, resource, importance and program objectives. Each model set to carry out this
evaluation before during or after the program organized. Evaluation model which
widely use is the Kirkpatrick Model. It suggested four level where evaluation program
can be done that is reaction level which emphasize on the program organized learning
that measure increases in knowledge skills, attitude and capabilities work behaviour
that to see if participants use what they have learned at work place and results gain
by the organization out of the training provided.

Literature Analysis and Hypothesis

There is a positive connection between the productivity of an employee with the

training and development. Training Increases professional growth, employee
efficiency, more disciplined employees, and a more effective operations in an
organization. According to Graig (1976), a successful training will develop new
knowledge, skills, improve the work quality and raise the morale of the employees.
The proper handling of the machines, tools, methods and processes will reduce the
accidents in workplace creates effective waste management, increases the
confidence of the employees thus they will avoid being late for work or absent regularly,
reduces overhead costs and also the organization will not need to implement new
policies or regulations. The old method can be improved with the new set of skills and
technology to create new product to tap into new market. Career advancement for the
well performing employees to prepare them to improve the manpower, resources and
to ensure the leadership is maintained for the survival and growth of the organization.

There is also a negative connection between the absenteeism of employees with

the training and development. Training and development both shares the same
objective. It enhances the employee's capabilities to contribute to the development of
the organization to an optimum level. With the continuous development of employees,
quality of work can be maintained. Continuous training in the employee's related fields
is one of the method to develop the employees. According to Michael Armstrong (2000)
upon following a successful training session, employees can maximize their natural
abilities and perform better. Employees can able to adapt to new changes in
technology. Improves employee morale and enhances the organization competitive
position through a more efficient, effective and highly motivated team. Ensuring
enough work force for the organization expansion plan. (Hera s. 2006).

The future of the development of employees relies on the ideal way to learn a job
via training and helps the employee to perform their job very efficiently than they
previously done. Bartel and Uchten (1982) staled that training programs are utilized to
improve the adaptability and flexibility of the employees and increasing their
satisfaction to innovation. Training can improve the level of performance of the
employees and the capacity to answer the consumer needs. Studies show that there
is a high level of job satisfaction with a positive effect on the performance of the
employees if they are committed to learning new knowledge or skills. (TSai.2007) Job
satisfaction has been defined as 'pleasurable or positive emotional state resulting from
an appraisal of one's job a job experiences (Locke. 1976. p.1300). According to
Rowden (2001), employees that accept that their training is beneficial will have more
job satisfaction than the employees that are not trained or attend training which Is not
effective.

Training And Development At Ebic Holdings Sdn Bhd

Employees who are continually involved and committed to the wellbeing of the
business is one of the requirement of being a top employer to build an all-inclusive
approach to building a work environment. The company's vision to be the best all we
do culture has been set and embedded into their work environment. With the culture
of excellence that has been set, all the employees of EBIC strive to be the best in
order to deliver to the success of the organization. EBIC has come up with the
development philosophy to create such work environment for the employees of EBIC
Holdings Sdn Bhd or who are affectionately known as Ebicians. The organization
encourages training and development by giving a large number of belongs and
workshops for employees to enhance their aptitudes and subsequently perform better,
recognizable proof of successors for organization sustainability and arrangement of
different ability development openings.

EBIC Holdings not only focus on the training and development whereas they
also gives the platform for the Ebicians to come together to enjoy their work culture by
having family day, annual dinner and annual charity dinner as an annual event. This
move fosters close relationship between colleagues from different business units
which are located in various part of the region in line with the organization culture.
Ebicians participates in creative performance competition during their annual dinner
as pan of the entertainment for the evening instead of hiring event management
companies. The company organizes the overall event with the Ebicians consist of new
recruits and the senior staff to know each other while having fun together by
permeating in performances trained with professional choreographers To create a
more fulfilling and holistic lifestyle approach. Ebicians are encouraged to participate in
activities that enhances the well-being of themselves as well as the surrounding
community. This will create a work environment where the Ebicians can display.

A great EBIC team is created by its company work culture of being a learn player
helping those in need and creating a sense of pride and work ownership. This is also
in line with EBIC Holdings Sdn Bhd's community charter to create a sustainable
lifestyle for all. A good communication now is crucial in Order 10 create an engaged
workforce. The senior management are actively involved in the communication
process as well as the daily updates on EBIC’s internal new portal. As the company is
heading towards their goals the senior management personally involves in developing
top talents and communication with employees by inspiring them.

The chief executive officer (CEO) of EBIC sets an example that the
management is sincere in reaching out to everyone regardless of ranks and tines to
communicate to all employees by hosting dialogue session from one business unit to
another to share the company's current performance and future plans. The
management also empowers employees by giving them assignments and instil the
responsibility in each employee for the results. In EBIC Holdings, it is common for the
company to celebrate and recognise the achievements of their employees. In return,
the employees are more committed to go the extra mile to perform better for the
company as it creates pride of ownership among employees.

Their employee's has invested some for training and development of the
company by setting up their teaming centre in their office. One of the courses that is
being done in the small centre is the Ebic Leadership Development Programme (ELOP)
which focuses on improving the people management capabilities. The ELOP grooms'
managers and heads of departments to become better people leaders. The programs
is designed to builds leadership capability in leading the business, people, staff and
unforeseen changes that might happen in future. Apart of ELOP, the EBIC graduate
and internship program aims to provide detailed training and development
opportunities to young individuals covering on-the-Job training and core competency
training. Some of the interns that are outstanding will be awarded scholarship and
employment opportunities in EBIC Holdings Sdn Bhd.

EBIC is committed to their work and company with all these good practices
that are in place and sets a great work culture for the company. These employees are
the one who will strive through many obstacles and challenges that the company face
to deliver the best results. With the continuously enhanced activities and programs,
Ebicians can look ahead to grow alongside with company who has set a strong
foundation for training and development to ensure a sustainable career growth for their
employees.

Conclusion
 In conclusion, we all know that training and development programs are Important
for an organization to develop the employee. Organization now days have realized
and accepted I hat staff training and development is a required function it this era
which stands is knowledge and technology. The competition in business world now
days are getting more challenging. Therefore, the organization that wants to be
successful must be able to face and react towards the forthcoming changes effectively.
Therefore the organization required suitable and qualified works. Knowledgeable,
skilful and capable to serve competitively for the organization. Continuous and planned
training can assist the organization to ensure the employees are provided with
knowledge, Molls and required attitude in order to materialize the organization's
objective.

EBIC has a clear focus on having a well-motivated and trained workforce. The
company needs to have motivated and confident staff who have up-to-dale skits in
order to remain competitive. In addition well-trained staff are an asset to the business
and help to retain customers. Well-trained staff who remain with the business mean
that customers enjoy continuity. This contributes to customer loyalty and leads to
repeal business. Staff who feel valued slay longer in a company. This means that EBIC
Holdings’ costs of recruitment can be reduced, resulting in cost savings across the
organisation

Recommendation

Both employees and companies are concerned with developing future skills and
managing careers. Companies want a workforce that is motivated and productive, has
up-to-date skills, and can quickly learn new skills to meet changing customer needs.
Employees want to develop skills that not only are useful for their current jobs but also
are congruent with their personal interests and values. Employees are interested in
developing skills that can help them remain employable with either their current
employer or a future one. Given the increasing lime demands of wort employees are
also interested in maintaining balance between work and nonworking
interests.Herewith this paper a few recommendations and strategies that can be
applied in organization to help to develop workers career.

To ensure the career development more effective, many organization try to get the
comprehensive Information and precise on the career opportunities that exist in the
organization. With the computer technology it can get the organization to publish the
job vacancy and job needs and able to receive application online. Organization also
can use the career achievement and information to develop career plan that is more
realistic and more systematic.

Main aim to get the career management that is elective is to improve continuously
as the skills own by the employees. Besides that, the organization can assist to
determine the needs in Career development and design the right steps to design the
training program required. Some organization take the final solution by increasing the
central use evaluation and also use the education program organized internally or
externally. Whatever action taken, objective to meet is the same that identify the
workers weaknesses that prevent them from keep on advance, solve the problem,
identify skills needed for the higher position and train the required skills by the workers.

Career counselling for each workers and career development workshop. For the
first lime the organization start the career development program, focus always green
to the counselling effort to the workers. Expert in the human resource normally will be
to one-to-one counselling can increase cost. Nevertheless, when the organization
becomes more experience handle career development program, the workshop for big
groups can organize.

Other than that, according to Maslow, every human have a need to feel respected;
this incorporates the need to have self-esteem and self-respect. Esteem means that
a regular human desire to be acknowledged and esteemed by others. Individuals
frequently take part in change or progress to pick up acknowledgment. These
exercises give the individual a feeling of commitment or esteem. Low self-esteem or
a feeling of inadequacy may result from awkward nature amid this level in the hierarchy.
Next level is the self-actualization level where there are needs to address individual's
maximum capacity and the acknowledgement of that potential. Maslow depicts this
level as the desire to achieve everything that one can, inspire to become the most that
one can be in which people can perceive or concentrate on this need explicitly. For
example, an individual may inspire to become a perfect parent. In another, the desire
might be communicated physically. For other people, it might be communicated in
compositions, pictures, or creations.
 As per Maslow theory, he stressed that human needs are arranged in a hierarchy.
He explained that human lives by the needs to get more than he have and will have.
He also explained that even whenever the need is chronically filled, higher or new
desires and needs emerge overcoming physiological aspects that have been fulfilled
and it dominates the mind of human. He gave a hyperbolic to when a man is chronically
filled with bread and supplied with plenty of breads, new needs emerges overcoming
physiological hunger. This is what he meant when he said that the basic human needs
are organized into a hierarchy of relative pre-potential.

Henceforth, it is fundamental for EBIC's is to give them open doors for

improvement and progressions inside a similar affiliation. It has been broke down that
a critical number of the low level and temporary workers are always watchful for better
possibilities. If such employees are offered with opportunities to work in a comparable
company, good working conditions, pay, bonus and their motivation to the EBICs can
be basically pushed ahead. In order to do all things considered it is vital for the
organization to talk with the employees about the open entryways inside the
organization in regards to headways and climbing the career ladder. For example,
limited autonomy and decision could be well given to workers. This approach could
satisfy employees’ needs of self-esteem and self-actualization. Manager should know
capabilities of their employees. Within EBICs training program, such autonomy and
independent task and decision to be made by employees easily can be integrated and
explained in the training. Independent and self-made decision would not only make
employees more aware of their tasks and responsibilities must also fulfilling their self-
actualization and self-esteem. What's more, cheerful employees lead to glad
customers.

Beside the typical compensation, EBICs should working on advancement program

where a worker's work, diligent work, commitment, inspiration is seen and
remunerated. The reward should come in various structures like an acknowledgment,
for example, the 'Employee of the Month, president grant, acknowledgment program,
advancements, a compensation framework that offers workers the chance to gain a
reward over their pay rates when execution meets and surpasses objectives. Workers
won't be beneficial and turned out to be debilitated if no motivation is given to them
since they will get a similar pay regardless of the exertion put into work. EBICs do
need to prepare its workers logically subsequent to choosing experimentally as it will
enable the worker to have an extraordinary execution in their work and accomplish a
most extreme effectiveness.

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