Introduction

INTRODUCTION:
Motivating the workforce is one of the most critical challenges facing the organizations today.
The appropriate human resources practices is essential as various arguments have been made
that the organizations hr department facing many difficulty for employee development. Recent
research suggests organizational commitment depends on employee development within the
organizations and increasing the employee development can affect the intention to leave.
Employee development is very important in developing the capabilities of both the employee
and the organizations. With the help of employee development programs organizations can
create a will to work hard for the success and progress of the organizations for the longer
period of time. Employee development can develop skills that contribute towards the
organizations. Employee development can maintain a loyal employee for longer period of time
or even a life span or for which period that the organization presents.
Employee development programs allows for the development of the employee so that they can
better equip themselves for their career choices. It is important to create their desire to
develop more skills at work, while at the same time not investing money on employee
development into employees that in turn departs for the competition. Organizations support
and assist the employee desire to develop in career skills and to feel that the company supports
the loyalty he or she has shown by years of service as well as cross training.
Employee development can also affect the behaviors and attitudes towards the organization. It
provides the personal and technical skills for employees to perform there task efficiently and
effectively .employee development reflects an employee believes about the organizations
commitment to improving their competence enhancing their skills and abilities.
In modern era it is very difficult to retain the technical employees for longer period of time
because other companies can attract the employees by offering the different programs and
luxurious packages. It is necessary to practices the different development programs can create
an organizational commitment within the employees and decreasing the turnover intentions or
shifting the other organizations.
The major objective of our studies is to understand the perceptions about the employee
development in different organizations .How the employee development can affect the
organizational commitment and turnover intentions in the organizations. How employee
development programs supports in developing the skills and capabilities within the employees
in the organizations.

The contribution of this research firstly, examine human resource practices includes employee
development on organizational commitment can decrease the intentions to leave and
understand how employee respond on different programs and process that used for employee
development in the organizations.
Secondly this study creates generalizability about the employee development and turnover
intentions with in the employees of the organizations.
The most significant aim of study is to understand the employee development and its affects on
different things.

LITRERATURE REVIEW:
Firstly to compare the important theory with our studies, the important theory which we select
is the (goal setting theory).
"Goal setting theory" is the principle which defines how people are motivated to take action
upon their goals. It is therefore used not only in personal goal setting but also forms the basis
of modern human resource management and business organization.
In 1990, they released a book called "A Theory of Goal Setting and Task Performance".
This book not only referred to their earlier findings, but also went on to say that Goals must
have five specific "building blocks" in order to motivate the goal setter correctly. These five
requisites were as follows:
1. Clarity - The goals must be clear and well defined.
2. Challenge - The goal must be challenging in order to create action.
3. Commitment - The person must consciously "signup" for the goal.
4. Feedback - The goals must contain some form of feedback or measurement process.
5 Task complexity - The goal should be challenging but not overwhelming or impossible.

Organizations can provide the employee development programs to employee for setting the
long terms goals and programs are should be clear and simple that the employees feel easy to
understand the purpose of the programs. The development programs should be challenging in
nature that increase the employee efficiency to performing a task. All the employees are
committed towards a development programs and work hard to fulfill the required tasks.
Employees can receive the feedback about her or his performance from others and assess our
self on the basis of feedback.

VARIABLES:

There are three types of variables we can identify:

1. Employee Development
2. Organizational Commitment
3. Intentions to Leave

Employee development:
Employee development is a joint, on-going effort on the part of an employee and the
organization for which he or she works to upgrade the employee's knowledge, skills, and
abilities. Successful employee development requires a balance between an individual's career
needs and goals and the organization's need to get work done. (This def by university of Minnesota)
Employee development programs make positive contributions to organizational performance. A
more highly-skilled workforce can accomplish more and a supervisor's group can accomplish
more as employees gain in experience and knowledge.
Developing an employee involves improving his or her skills in their current job as well as
developing them for future responsibilities and new positions. As manager, it is your job to
develop your people. Many companies are now holding managers responsible for the
development of their employees and make employee development a part of the managers
performance appraisal.

Employee development is defined broadly as the development of skills and abilities needed to
serve customers most effectively and to improve work processes. Training is a way to enhance
the ability to deliver service, to maintain a flexible and continually educated workforce, to
provide employees opportunities for growth and development, and improve overall
performance. (This definition by university of Washington)

Organizational Commitment:
Organizational Commitment is typically measured by items tapping respondents willingness to
work hard to improve their companies, the fit between the firms and the workers values,
reluctance to leave, and loyalty toward or pride taken in working for their employers
(By Maume).

Organizational commitment is the strength of the feeling of responsibility that an employee has
towards the mission of the organization.

It is an individual's psychological attachment to an organization and desire to remain part of it.
It is normally measured by attitudinal dimensions, e.g. identification with the goals and values
of the organization; desire to belong to the organization; and willingness to display effort on
behalf of the organization.
Organizational commitment is defined as the overall strength of an employees identification
and involvement in an organization. Hence, paving the way for employees to be satisfied with
the organization in which they work can be said to be as crucial as providing goods and services
.In this regard, taking into the positive effects of organizational commitment into account, the
significance involved augments. Organizational commitment has become an issue of great
importance to be dealt with, because it helps to increase employee performance (Shore &
Martin, 1989 and Jaramillo et al., 2005) and helps to minimize turning up late to work,
absenteeism, and leaving.

Turnover Intentions:

It is an act or result of turning over; upset. It includes change or movement of people, as
tenants or customers, in, out, or through a place.

Turnover is the process through which staffs leave a business or organization and that business
or organization replaces them. Turnover intention is a measurement of whether a business' or
organization's employees plan to leave their positions or whether that organization plans to
remove employees from positions. Turnover intention, like turnover itself, can be either
voluntary or involuntary.

Turnover intentions are a statement about a specific behavior of interest (Berndt).
Turnover intent is defined as the reflection of the subjective probability that an individual will
change his or her job within a certain time period. (Sousa-Poza&Henneberger)

DIAGRAM OF FRAMEWORK

PLACING THE HYPOTHESIS

Hypothesis 1:
Employee development has a direct and positive effect on
organizational commitment.

Hypothesis 2:
Higher the employee developments lower the turnover
intentions.

Employee
Development
Organizational
Commitment
Turnover
Intentions
METHODOLOGY:

We have using the method to collect the data by develop the
questionnaire which is already exists in the article written by (Chan Hoon and Norman
T).Questionnaire consists of three variables employee development, organizational
commitment and turnover intentions. Collect the data by 150 employees from different
organizations.

Now we have developed 13 questions for variables and measure the variables by using the
nominal and interval scale .First three items can measure on nominal scale (age, gender,
occupation) and other all items are measured on interval scale.

Employee development consists of 5 questions.
Organizational commitment consists of 5 questions.
Turnover intentions consists 3 questions

All the questions measured on 5-Items scale or Interval scale:

Using the 5 categories methods:

Strongly Disagree 1
Disagree 2
Neutral 3
Agree 4
Strongly Agree 5

QUESTIONNIARE
Occupation:
Gender:
Age:

Employee development:
1. My organization trains employees on skills that prepare them for future jobs and career
development.
(a)Strongly disagree (b) Disagree (c) Neutral (d) Agree (e) strongly agree
2. My organization provides career counseling and planning assistance to employees.
3. My organization allows employees to have the time to learn the new skills that prepare for future
jobs.

4. My organization provides employees with information on the availability of job openings inside the
organization.

5. My organization provides support when employees decide to obtain ongoing training.

Organizational commitment:

1. I would be very happy to spend the rest of my career with this organization.
2. I really feel as if this organization problem is my own.
3. I dont feel like a part of the family at my organization.
4. It would not be too costly for me to leave my organization now.
5. This organization has a great deal of personal meaning for me.

Turnover Intentions:
1. As soon as I can find a better job, Ill leave.
2. I am seriously thinking about the quitting my job.
3. I am actively looking for a job outside.

The population of my research is employees of different organizations in Pakistan .Because my
topic is related to employees .It includes the top, middle and lower level employees. The sample
size which we selected for data collection 150 employees of different organizations like haseeb
Waqas co. ,HI Tech co. , and Nestle. The sampling technique used for data collection is cluster
sampling .We divide the population in to three clusters and collect the data from these three
clusters which we selected.

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