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The effect of training and development on changing the discourse of employees.

The effect of training and development on changing the discourse of employees.
The topic is about the examining / investigating of the influence / impact of the development and application of HRM T&D policy within public universities.
Below there are the research questions , objectives and hypothesis . Can you please make them aligned with each other and the research methodology and the diagram ( you can add or remove ).
THE FORMAT OF THE CHAPTER
1 – introduction ( about 2 pages) The contested nature of HRM in terms of its concepts, aspects and models [ Hard and Soft , the Michigan and Harvard, the Guest and Choice models.(related to the topic (the impact of the development of training and development policy..) with particular emphasis on the link and implication between of higher education and HRM and training and development policy in the specific context of universities.
2- REGARDING to the diagram: each component of the diagram/ conceptual framework should be addressed from literature review demonstrating the link between them, and a brief idea about how this conceptual framework is linked to the research methodology. In addition how this policy can change the discourse within the the university which could generate better performance.
3. The model /concept that supports the conceptual framework.
4- conclusion: explain how the conceptual framework and the research questions have emerged from the literature.
Hypothesis 1: External strategy/ policy makers influence HRM internal policy
makers in the design , development and implementation of HRM framework.
Hypothesis 2: There is a direct relationship between the influence of the good correlation between external and internal policy makers and the successful impact of the T&D policies on the university.
Hypothesis 3: HRM professional training policy practices encourage the staff’s knowledge on which the employees’ empowerment structurally and psychologically are supported.
Hypothesis 4: HRM professional training policy enhances employees’ discourse (behavior, attitudes commitments, motivation etc) within the univerities, on which the competitive advantage is supported.
Hypothesis 5 : positive relationships exist between HRM professional training policy and the changing employees’ discourse, on which organisational performance is improved.
Research Objectives:
• To critically review the relevant literature related to HRM and organisational performance leading to the development of a conceptual model.
• To examine the impact of the external policy actors on the internal policy actors in the design, formulation, implementation of the HRM T&D policies and the discourse within the universities.
• To explain the gap between policy and practice of HRM T&D .
• To investigate on how HRM policy on T&D has influenced staff ?�s knowledge and to seek to determine the role of HRM policy for attaining performance and competitive advantage.
Research questions:
• How do external policy actors influence the internal designers of HRM policy within the university?
• What external and internal factors impact the implementation of HRM policy within the university?
• What is the impact of the policy of T&D on the key actors in terms of knowledge, sharing knowledge which could reflect positively on employees’ behaviour and attitude?
• To what extent does training and development policy affect the performance and overall development of the higher education system?

 

 

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