2.

0 INTRODUCTION

Learning and development or training and development whatever we tell -- is

one of the vital part that have to consider in our lives and work. It becomes a part
of our culture, where we highly value learning. "We are entering a world where
the old rules no longer apply." (Michael Crichton 1992, opening code of
The Rising Sun).It is totally unpredictable how quickly the future changing. To
adopt with change humane resource management (HRM) have to take initiative
by developing, inventing to keep commitment with their stake holders. In short,
human resource management have to reinvent, reengineer, revitalize, remake,
and improve what they do ( Shandler, 1996).

Desire return in performance and quality rise come through invest in employee's
development. The relation among T&D and performance is difficult in justifying
the resources assigned to such programmes. (Ruona, 2000).Number of
organization does not treat employee development as essential. In their
consideration it is an expense not investment. This consideration could be
expensive to both long time growth and short time profit (Beardwell,
1994).Resources shows company considered T&D as an expense when arise
economic difficulty, business are struggling, they cut from T&D program. During
the latest recessions, businesses are suffered. It also impacts of training and
development department of organization. It is well discussed that training budget
is first budget cut during hard time. According to Sims (1998),Return from
investment can be highly rewarding if capital investment on training and
development initiatives consider with a thoughtful and careful of a business
needs. Deduct fund from employees Training, causes of poor training for , results
in higher costs of employers. This cost due to employees turnover. Employees will
look for new job when they feel lack of trust and transparency. (Deloitte, 2010,
p.4) This research study will examine impact of budget cut from T&D and
recommended the way to sort out these challenges.

2.1 AIM OF THE RESEARCH

In recession time organization need flexibility, skill and knowledge that can be
gain through training and development for their safety.

Researcher strongly believes that organization cut from training and development
programmes in difficult times stand to lose rather than gain. In this research
researcher aim to find out relation between T&D and performance, what should
be the effective policy for T&D and how financial benefit may be derived from it.
Researcher also believe that this research will contribute to finding answers to the
growing debate of how significant T&D is to a business if it seeks to gain
competitive advantage.Organizations expend a lot for their physical infrastructure
because they can easily compare with expected outcome.
 2.2 RESEARCH OBJECTIVE:

In order to reach the goal of this research, the general objective of the research
is separated in to the following research question. The researches will struggle to
deliver the considerable outcome for providing the answers of all the following
research questions in this study.

A) What is the impact on Notting Hill Housing for budget cutting from T&D in
recession?

B) How important to train employees during economic downturn?

C) How T&D lead as a cost effective factor for Notting hill housing?

D) What is the effect of T&D on employee's performance in Notting Hill housing?

E) How Notting hill housing identifies and deals their employees development
necessity during this crisis?

F) Determine why T&D should be a strategic issue in recession to retain

employees?

To one side from the above stated research questions, the researcher will further
pursue to find out relationship between employee's motivation and satisfaction with
T&D. Furthermore the researcher will attempt to find out ways processor, which
employers can adopt to retain employees.

2.3 ORGANISATIONAL BACKGROUND

However researcher dissertation topics has been selected on training and

development part of Notting Hill Housing Company but topics is useable all
sector. primarily the company researcher will be looking for research is Notting
Hill Housing, a well-established group of company in UK.They started business
since 1963, in 2009 presentation, pathway and Croydon people housing
associations join this group. Though this company known as housing
development company but they have many other part, i e , residential care
homes, house for rent. They have established construction training scheme (CTI)
in 1995.They have got more than 1700 employees including different types such
as domiciliary worker, co-worker, volunteer. As one of the biggest housing
company, my study will attention on the company's training and development
procedure for employees during difficult financial situation and how those
initiatives take part for long term growth and completive advantage.
3.0 LITERATURE REVIEW

Organisation should be considered human resources as significant assets. In this

prospect, to achieve organisational future performance, which can be short and
long term, need to apply actual strategies for its employee's development.
Conversely, some of the company they think human resource are not an essential
part of business growth. According to, Haines (1995, 97) there are few firms who,
consider their human resources as like expense not as an assets. A section that is
nonessential and possibly ignored when the skills influenced becomes outdate;
though organisation can increase personal assessment by train and developing
their human resources and make sure continuous feed back to the organisation if
they show they are assets for them.

To chase up with changes and modest business atmosphere, employers and

employees must be up-to-date with changes about them and be ready to
appearance up to these changes in order to stay modest. Organization must
develop the knowledge, skills and create potential of human beings at every level
of the organisation.(garvin-2000).This will ensure human resource are fully skilled
and develop to occupy main places in the organisation.so that they can be
motivate to delight changes and have the intelligence and flexibility to adapt with
new and organisations necessity. According to Casse and Banahan (2007), need to
be discovered different approaches for T&D. It has come to their attention by
their own preferred model and through experience, which reiterates the
requirement for flexible approach. Harrison(1992) argues that, individuals and
organisation can acquire sufficient knowledge and experience with time to
enhance growth and realise full potential. However, In my consideration I believe
time is not main contributor to gain enough knowledge and experience for
sustainable growth. For a real growth at individual and organisational levels, a
well-planned integration of training, education and continuous development is
essential. This point mentioned in stewart and McGoldwick(1996) that, it is not
enough for the organisations to simply employ people to work for them and
expect to achieve justifiable growth. In the time of economic downturns when
organisation struggling, the first instinct is to start slashing operating budget.
Managers and employees are asking to do more with few resources. Recession
are time of root off, when all unprofitable technique, product and procedures
vanish adopted with new thing, (Caballero and Hammour 1994).It is well known
that one of the aria where hit hardest by budget cuts is the T&D function. In
some instance training is often thought of at times as a luxury or "nice to have "in
organisation. When times are good it is a worth paying expense but in bad time it
is easy target for elimination.

Nevertheless, there is an argument that if company think cutting budget

from training and development section just for saving money and ride out from
current economic worse condition, it is actually doing more harm than good to
your organization's bottom line. There is a survey on ethics and workplace by
Deloitte's 2010,One third of the employees in Americans are planning to change
their current job and look forward to get better job or different employers wheir
thay can develop their career when economy get back. This is largely due to lack
of trust and clear, consistent communication from their employer. There is an
expected effect on this situation, on the one hand additional investment is
required for cleansing role of human capital and on the other hand training
incidents is higher among younger employees. (see for instance Bassanini et al,
2007). Reichheld and Teal (1996) mention that it becomes too big a risk to
overlook if a company threats down the loyalty and promise of several of their
management and staff due to lack of personal development. There is a vital issue
for company has to consider, the cost of employing and training new personnel
to replace new ones, attached with the loss of productivity when new and
inexpert people exchange long-standing place cannot be over highlighted.

The greatest use of training budget during this critical time is to analyse all
available programs and arrange them based on current company objectives. Take
those programs that are deemed as "nice to have" and focus company resources
on the training that produces results. Ideally, organization emphasis on training
programs that will result in making money or saving money for the company.
Keith and Hanley (2009) inspire organisations to identify competitive benefits of
investing in human resource even during an economic downturn because during
recovery, the knowledge expanded by employees from training and development
would lead to excellent outcomes such as improved performance due to greater
responsiveness of one's strengths and weaknesses. But while this is a sound
argument, Russ-eft et al (1997) without clear explanation of objectives danger to
engage training and development. This point would lead researcher to find out
behavioural model that related to increase training and development and also
find out affection on training and development; while investigative how
organisation deal with learning process and how that take part on training and
development department. Nevertheless the circumstance is professions and duty
may alteration quantitatively and qualitatively over period.

This research will find out strategic objective of training and development during
recession not only emphasise on essential of training and development. As over
field (1998) pointed out, training should become part of a job with a clear set of
goals and that settled is not qualified to the specific only but the total
organisation treated as single. This stems from the statistic that the organisation
studies myself in the development procedure as considerable as the distinct.
Reading (1997) stresses that as much as organisation attained learning through
T&D, it helps to regulate competence to convert itself for fast and necessary
change. On that basis, would it be appropriate to expect employees to contribute
to their personal development or does it justify why some organisations do not
want to invest so much into training and development?
 4.0 RESEARCH METHODOLOGY

An efficient and required result can be achieved through using appropriate and
well-structured methodology. Therefore it is more essential to understand the
components and efficiency level while picking process to conduct research.

4.1 THE RESEARCH APPROACH

To appropriately assess any data collected during this research, researcher would
employ both the positivism and interpretivism approaches as he believe they
would enhance his understanding of the several substances arising from the data
assembled. The basic of these two approaches will allow researcher to implement
the realism approach to greater clarity and proficiency because, it will facilitate
highlighting many possible reasons how several training and development
program produce the desired effect on employ satisfaction; resulting in some
organisations see the importance of training and development in economic
recession.

4.2 THE RESEARCH STRATEGY

Mentioned that researcher eager to find out description and relations between
variables as well as reasons behind a business situation, Researcher determine to
use the deductive approach during his dissertation. This research involves
carrying out a survey; therefore quantitative data would be collected. As results,
Saunders et al (2002) argue the case for a deductive approach, which researcher
believes would help him to eliminate biasness when he analyses the collected
data.

4.3 DATA COLLECTION METHOD

The heart of research is to make sure answers to why everything not going as per
expectation. It may be engage looking for vast quantities of data from members
of staff, managers, and HR consultants at Notting Hill Housing Company Ltd.By
using survey interviews and questions, researcher will collect primary data from
targeted people to simplify this procedure. Researcher will get advantage to gain
answers and feedback from selected group of people by specific tailor questions.
Secondary data collection would be done by using data already collected by
Notting Hill Housing Ltd (either externally or internally) in relation to their own
human resources development programmes.

Within time and other limitation researcher think that mentioned process is very
fruitful for his research. Saunders et al (2002) also suggests that this process also
 able to manage desirable vast volume of data and approach provides a greater
degree of response standardization and make it consistency and standard.

RESEARCH DESIGN

It has been mentionable that relevant data drive towards required result.
Notwithstanding the fact of using correct methodology, the wrong and
unnecessary data could misinform the research objective. With the reflexion of
these facts and deepens of the research objective, the researcher will use both
primary and secondary data collection method which will cover quantitative and
qualitative data. For the purpose of data collection reliability researcher will
provide summery of interview and question will be attached at the end of
research study.

3.5 DATA ANALYSIS

As the final step of research study is the data analysis. To analyse the data
researcher will use statically tools like pie chart, bar graph, correlation, regression
and standard deviation.

Aware of the time limitation associated with this research, researcher will use the
Statistical Package for the Social Sciences (SPSS) software in data analysis to avoid
manual analysis of the data, which help to get errorless results.

4.0 ETHICAL ISSUES TO BE CONSIDERED

Because of research topics related with personnel approach of Notting Hill

housing company, there is a possibility to face some sort of ethical issues like
personal behaviour, individualism. It is obvious that organisational environment
for worker very company to company.Leary (2004) encourage that research has to
be unbiased, legally approve and reliable also have to be familiar as trustworthy.
Or else, it would be to fail to contribute vast knowledge and risk of rejection. This
view is also shared by writers such as Pellissier (2008) and Saunders et al (2002).
Consequently, to complete dissertation successfully, researcher ensure that this
study will meet quality and general acceptable level of reliability and
trustworthiness, also consider standard procedures.

Researcher will follow all rules and regulation to do his dissertation work. Also
strongly consider against plagiarism by confirming that all data and pieces of
information used in this study are correctly referenced.

4.1 RESPONDENT CONFIDENTIALITY

Researcher will welcome to everyone who has knowledge about this research
topics, if their resources are standard for this dissertation purpose. As the consent
of confidentiality of the record of specific company researcher will maintain all
 privacy policy for participant of research questionnaires and other involvement.
Some sort of Penetrating and identification detail i.e. age and names will be
hidden to reject any matters of possible persecution of employees by their
management who could find horridly and expressed by offenders.

4.2 ACCESS OF DATA

As discuss before, primary data will be come from questionnaires, that would be
assign with both of managerial and employee's level of Notting Hill Housing
Company; and secondary data will be collected from human resources
management department. As researcher involve with this company as a voluntary
worker, it gives him extra facility to get target data, moreover all possible way to
collect data from the organization is under process.

5.0 THE GENERALISABILITY

Though researcher emphasis on Notting Hill Housing Ltd. But research matter
would be applicable with all sector of the organisation. For instance, this research
results will make sense the main reason that most human resource department
face. Researcher hopes that it would make awareness for the organisation who
are not awake enough to get benefit form their T&D investment for business
growth.

6.0 ACCESS AND RESOURCE APPLICATION

6.1 ESSENTIAL RESOURCES

For the purpose of dissertation work successfully, researcher need laptop

computer as well as home computer, internet connection, data storage device,
scanner etc. He also need e-resources, industry report, journal and library.To bear
some sort of cost for telephone, stationary, transportation need at least
£600.Researcher will able to use data analysis software free of cost that provided
by Liverpool John Moorse University as a student.

6.2 RESEARCHERS SKILL

Convenient some of the fundamental requirement of researcher such as

communication skill, working with team, using technology, problem solving in
critical reflection and ability to priorities and work under strict time deadlines is
the fundamental requirement for researcher to do dissertation.

TIME TABLE OF ACTIVITY

 Researcher planning to finish his dissertation in 16 weeks' time, that begin
first week of January 2011 to last week of April 2011.Total days will be 60 on the
basis 5 days a week. Saturday, Sunday and other holiday as being considered off
day for dissertation work so that work load will be adjust with other days.
Researcher think that he will emphasize his dissertation work on the basis of
important of task and lengthwise i.e. it would take more time on literature review
and data collection. Researcher has drowned time table of his activities by using a
table will guide him progress and stay focused throughout research. The propose
task time mentioned bellow:-