CHAPTER-2

LITRATURE REVIEW
 REVIEW OF LITERATURE
In this section, the existing literature relevant to the topic of research has been reviewed. During
the literature review process, several resources, such as journal articles, articles in news reports,
thesis, websites etc. have been examined. The objective-wise literature analysis is done in this
chapter to gain a better insight to the research problem.
There have been many recent structural changes introduced in the construction industry in recent
times (Sexton & Barrett, 2003). The changing trend in the construction sector is making it more
customer oriented, adopting innovation techniques to gain competitive advantage (Davies et al.,
2003). The changes in the sector are making innovation criteria of strategic importance. It can be
seen that road construction sector is also not untouched by these changes and is responding to the
demand of adoption and management of conscious innovation (Ling, 2003). Innovation
management constitutes the integration of ideas in order to lead to the efficient implementation
of novel ideas to result in market solutions causing effectiveness (Drejer, 2002).
Innovation is identified as a very crucial part of the continued growth and development in the
construction industry (Manley, 2006; Slaughter, 1998). Innovation in the road construction sector
is very beneficial, as it is certain to bring better results, like betterperforming roads with lower
adverse environmental impacts and lowered costs and improved quality that would require low
maintenance. It has been seen that the adoption of innovative technologies has brought about
benefits. In this research, we would look into the adoption of innovative methods in the road
construction sector to gain better outcomes that can be visibly seen and easily measured in terms
of reduction of costs of maintenance and road rehabilitation and better performance.
The road construction sector is majorly involved in the product innovation (Manley, 2008) that
includes the production of concrete of high quality, asphalts, the polymer of reinforced fiber etc.
In this thesis, the cases of road construction and maintenance in developed and developing
countries will be studied to understand the benefits of these innovative practices in the roads
construction sector.
Shafique, S; & Hamza S M –The major assets in the organization is the employee, they have a
role to play towards an organizational success. The success of the organization cannot be
underestimating by the organizations. Because of this we need to care about their learning to
increase the employee performance. The research engaged convenient sampling technique for
selecting the respondents. The independent variables that has been used in research is on job
training, job enrichment etc. The dependent variable has been use in this research is employee
performance A quantitative research approach of the data collection was adopted using a likert-
scale questionnaire at a private company in Malaysia. The research employed descriptive
analysis, correlation analysis and regression analysis. The result shows that all independent
variables have an insignificant impact on employee performance except job enrichment which is
reported to have a significant impact on the dependent variable.
Nassari, Aidah – Employees as major assets play active role towards a company’s success. As a
result, equipping these unique assets through effective training becomes imperative in order to
maximize the job performance. Also position them to take on the challenges of the today’s
competitive business climate. Much not research work has been done on employee training
especially in developing countries. The case study was to evaluate the effects of training on
employee performance, using the telecommunication industry in Uganda. In order to study aim,
four goals were developed and these focused particularly on identifying the training
programmes existing in the industry, the objective of the training offered, the methods employed
and finally the efforts of training and development on employee performance. A qualitative
research approach of the data collection was adopted using a questionnaire. Based on the
sample the results obtained indicate that training have a clear effect on the performance of
employees.
Tabassi, AA, et al; - HRD strategies play a crucial role in order to have a successful
organization. Based on a combination of literature research and an exploratory survey it
explores the method of training and development in HRD practices in construction firms. The
survey was conducted by sending questionnaire to the nominated contractor firms in Mashhad,
Iran. The analysis methods in the research were mainly descriptive and the type of investigation
was a co-relational study. The research found some of the barriers and solutions of training and
development of workforces.
Salah, Md. Raja Abulraheem; - The success or failure of a modern business organizations
depends on the quality of their human resources. Well trained and highly developed employees
are considered as corner stone for such success. Hence the purpose to investigate the
relationship between training, development, training and development and employees
performance and productivity in selected Jordanian Private Sector transportation companies
located in the southern region of Jordan. The study was based on set of hypothesis that no
relationships between variables while other hypothesized the existence of relationships between
stated variables. A quantitative approach was used. Relevant data was collected through
structured questionnaire. Subjects for the study consisted of 254 employees which constituted
60% of the total target population of 420 people. 254 structured questionnaire were distributed
to employees on job location, 212 questionnaire were returned and only 188 were suitable for
statistical analysis. SPSS has been used to for data analysis. Both descriptive and inferential
statistics were used for data analysis. The statistical tools were aligned with the objective of the
research. For this purpose, frequency tables, percentages, means and standard deviations were
computed and substantively interpreted. Inferential statistics like pearson product moment
correlation coefficient (r)` and linear regression were used to determine if there is a significant
positive relationship existed between the independent variables ( training and development ) and
dependent variables ( performance and productivity ). The findings indicated that training and
development were positively correlated and claimed statistically significant relationship with
employee performance and productivity. Analysis and interpretation were made at 0.05 level of
significance. The study concluded that training and development have important impact on
employee performance and productivity.
Therefore, it was recommended that effective training programs and carefully set development
plans should be provided to all employees to enable them to enhance their skills and upgrade
their knowledge. Finally, foreseeable future research can be conducted to cover other variables
like ( capabilities, involvement so on ) which might affect performance and productivity.
Kulkarni, Pallavi P; - In this competitive world, training plays an important role in the
competent and challenging format of business. Training is the nerve that suffices the need of
fluent and smooth functioning of work which helps in enhancing the quality of work life of
employees and organizational development too. Development is the process that leads to
qualitative as well as quantitative advancements in the organization, especially at the
managerial level, it is less considered with physical skills and is more concerned with
knowledge, values, attitudes and behavior in addition to specific skills. Hence, development can
be said as a continuous process whereas training has specific areas and objectives. So, every
organization needs to study the role, importance and advantages of training and its positive
impact on development for the growth of organization. Quality of work life is a process in which
the organization recognizes their responsibility for excellence of organizational performance as
well as employee skills. Training implies constructive development in such types of training and
development programs help in improving the employee behavior and attitude towards the job
and also uplift their morale. Thus, employee training and development programs are important
aspects which are needed to be studied and focused on. The paper focuses and analyses the
literature findings on importance of training and development and its relation with the
employees’ quality of work life.
Anne-Sophie Demilliere – The paper is about Human Resource Management impacts project
management. Human resources in project management focus on project team recruitment,
organization and management until the end of a given project. Its role starts from defining core
competencies which are going to be needed, to team building and motivation. The interest is to
understand how an executive function can impact project management. It is as interesting as
human resource is a function for which the author feels a particular affection. The link between
HRM and project management is strategic. Both of them are useful for company
competitiveness. HRs are the key of every work done within a company as they represent people.
Project management is measured by the different project success that can represent benefit,
innovation or any improvement. It appears that project success require success in team project
management, which is the HR function. Three main processes are taken into account; selecting,
training and managing. They represent the layers of the HRs overall role in project
management. They are described and analysed while raising their key issues that have to be
faced.
Report of ATI Mysore Karnataka for PWD Engineers – The reason for training and
development activities is to help people, or organisations, improve performance. Training is
concerned with helping them to acquire knowledge and skills, whereas development focuses on
future, anticipated needs. Therefore Organisation Needs Systematic Approach to
Training. The training needs are different for Group A/B engineers and Group C
engineers/employees.
Systematic Approach to Training:
Improving performance is the need of the hour in any organization, department or individual.
The first stage is the Systematic Approach Training is therefore to use various types of analysis
to identify, as precisely as possible, the nature of the problems and performance gaps.
Once the full extent of the area for improving performance has been identified, training needs
of employees or level of employees will be identified. This would form the basis for planning
and designing appropriate training modules. Some problems and needs may fall within
existing training provision and can easily be attended to, others may require special attention.
The implementation of the Systematic Approach to Training would therefore include learning
activity with active and whole hearted participation of the trainee, supported by skilled
instruction.
All available methods of training like, on the job, lecture, brainstorming, group discussion,
group exercises, case studies, role plays, seminars, syndicates, doorstep training, workshops,
field visits, online training and distance learning methods may be used, depending upon the cost
benefit analysis, availability of physical training infrastructure and the target group. The above
methods are useful for behavioural training and imparting skills for interpersonal relationships.
Effective training that helps to improve performance is far more complex than putting
people in a classroom and „teaching‟ them. Training activities should be based on a
„planned process‟, called the „systematic approach to training‟- often called SAT. An
illustration of SAT process is shown in Figure 1, below. It consists of four principal areas of
activity:
1. Identify Training Needs
2. Plan, Design and Develop Training
3. Implement Training
4. Assess Results and Evaluate Training Outcomes
Yadapadithaya (2001) studied the current practices of evaluating training and development
programmes in the Indian corporate includes High pressure for increased quality, innovation,
and productivity acts as a major driving force for the Indian corporate training and development
programmes, Most of the key result areas of training and development function are related to the
measurement and evaluation of training effectiveness. Nearly 6 per cent of the private sector, 81
per cent of the public sector, and all the MNCs evaluate the effectiveness of training in one way
or the other, The major purpose of evaluation is to determine the effectiveness of the various
components of a training and development programme. Organizations rely mostly on the
participants’ reactions to monitor the effectiveness of training. An overwhelming majority of the
organizations use “questionnaires” as an instrument to gather relevant data for evaluation, In
most of the cases, evaluation was done immediately after the training. Majority of private and
public sector organizations use one –shot programme design and more than half of the MNCs
also use single group, pre-test and post-test design for evaluating the effectiveness of training
and development programmes. Absence of transfer of learning from the place of training to
workplace has been a major perceived deficiency of the 38 corporate training and development
system. Indian Corporate sector is currently facing the challenge of designing and developing
more valid, reliable and operational measures to evaluate the effectiveness of training and
development.