GM 599_Unit 6_ Applied Research Project_JWilliamson

1 Applied Research Project
Organizations Need a Detailed Employee Development Plan
James Williamson
GM599-01N
Applied Research Project
November 15, 2016
Dr. Craig McCoy

Introduction
The purpose of this research project is to evaluate a real world business problem and
identify the actual cause or causes. Most organizations misunderstand the root of the problem
and only treat the symptoms, which is often unproductive and possibly damaging. Using well-
established research findings to investigate and analyze the problem and recommend solutions
for resolving it will be the order of the day. Ng & Coakes (2014), states that a research project
needs a method; no personal bias; a good understanding of what is true and what is purported to
be true; and the capacity to take applicable input and knowledge and come up with a workable
thesis. It is important that the researcher have a good understanding of the problem, and the
ability to recognize bias in the literature and in their own writing.
This applied research project will serve as a capstone for all knowledge during this course
of study and will help to display it in a written document. It will be made up of multiple
components that will build upon each other and will advance the understanding of the problem.
It is vitally important to separate the symptoms from the actual problem itself, so that it can be
dealt with appropriately. By concentrating on the problem itself, the solutions will be specific to
resolving the real item that the organization is having issues with. Holton (1999), observed that
applied research does in fact solve problems.
The contents of this paper will include the statement of the problem, which identifies the
true nature of the problem. It will also designate who the intended audience is and the value to
this particular audience. It will include a discussion of the meta-analysis methodology, a brief
review of the literature researched, a discussion of findings, conclusions, and ethical
implications, as well as alternate solutions, and conclude with a summary section where key

points of the paper will be reiterated. Since this research project has various segments to it, the
next component in the project will be introduced, so as to keep the reader informed.
Statement of the Problem
Many organizations do not have a detailed employee development plan in place to
identify, develop, and retain the best talent. Employees that are developed personally and
professionally will certainly add value to the organization. Employees that are highly valued and
supported by the organization will be more engaged and productive. In turn, employees that are
equipped and motivated have the potential to significantly increase an organization’s bottom
line. “There are sufficient proofs for underscoring the value of organizational learning culture in
affecting employees’ behavior” (Rahman, Rahman, Ali & Khan, 2016, p. 23). Organizations
need to encourage continuous improvement and facilitate a work environment where this is
possible.
Organizations that have employees with these attributes are recipients of great benefits in
terms of quality of service and product. It is in the organization’s best interests to continually
improve employee skills in order to meet changing organizational goals. Having a talented and
motivated employee pool should be the desire of any viable business organization. The
contention is that having employees that are developed and supported through organizational
programs will result in an employee pool that is highly satisfied and content with their job. This
in turn should lead to a more productive and engaged work force.
The symptoms of this problem usually manifest themselves in predictable ways, such as
low morale, poor job performance, increased absenteeism and turnover. These are but shadows
of what is really going on in the organization. These symptoms are from a deeper organizational

problem that will require the attention of organizational leaders and decision makers. The
Human Resources Department (HRD) is and should be a strategic partner in identifying areas of
concern, with regard to employee development and training. “HRD interventions hence are
aimed at building a development culture in an organization through improvement of human
quality” (Saini, 2016, p.69). Workers will invest more of their time and energy when they realize
that an organization is concerned about them and their careers.
If employees are not sufficiently developed and supported by the organization, they will
not stay and this will adversely affect the operations of the organization. Management should be
mindful of how this problem impacts stakeholders. Employees, customers, and shareholders
would all benefit from an employee development plan. As stated earlier, workers that are highly
valued will be more engaged and productive and this will ensure that the organization is vibrant
and profitable.
By investing in the work force, the organization is maintaining the life blood of the
organization, without whom none of the vital work of the organization would be possible. This
research project will achieve that goal by thoroughly investigating the problem of: not having a
detailed employee development plan in place. In the words of Rahman (2016), “To grow and
protect the investment made in staff members a learning organization pays careful attention to
developing and retaining its people” (p. 25). An organization’s most valuable asset is arguably
found in its people.
Intended Audience
The intended audience for this paper is upper management and the Human Resources
Department of the organization. Any organization that wants to be solvent and in demand should

also want to have an exceptionally skilled and empowered employee pool. As the old saying,
‘you get what you pay for’ indicates, investments need to be made to ensure that the organization
stays competitive and employee development and retention should be a top priority in the
organization’s investment plans. This can be a hard sell, especially if the organization is
struggling.
Leadership in an organization must embrace the concept of developing and empowering
its employees. This may be seen as a risky venture but it is certainly a risk worth taking.
Employees that are trusted and appreciated will return those attributes by way of their stellar job
performance and increased acceptance of added responsibilities. This should lead to increased
production, improved morale and a better bottom line for the organization.
Value to the Audience
The cost of implementing a detailed employee development program is significantly less
when compared to the cost of hiring new employees and the turnaround time to get these
employees up to speed. With the volatility of today’s business environment, it is far better to
retain top talent than to see them move on to the competition or suffer any lag in meeting
customer expectations in product or service. “A healthy and supportive environment should
prevail in an organization with managers/supervisors providing continuous motivation to the
subordinates for further development and skill enhancement” (Saini, 2016, p.69). The cost
differential is substantial but hard to quantify. “Many companies have difficulty measuring the
cost of turnover because the information is hard to get and the true costs hit many different
budgets.” (Kochanski & Ledford, 2001, p.32).

“Organization leaders must be committed to helping their organization and its employees
succeed.” (Hughes, 2015, p.54). If organizational leadership is willing to make investments in
its employees and their vocational development, it will be of significant value for the respected
organization. Having a commitment to supporting and developing employees will ensure that an
organization is ready to meet any and all future challenges. This stance is critical in the
constantly changing business environment. This research project will assist in providing a way
for upper management and the Human Resources Department to pass along opportunities to their
employees surrounding their development. There is great value associated with employee
development for all employees of the organization, their shareholders, customers, and the
community.
Meta-Analysis Methodology
Swanson & Holton (2005), state that the advantage of using meta-analysis is in its ability
to assist researchers in coming up with authentic and valid outcomes that other methodologies
simply cannot do. By pooling previous data with new data, this method extracts the best of the
best. Time is also a big factor in selecting meta-analysis as the chosen methodology. With only a
few short weeks with which to put a project together, this methodology is ideal.
An advantage of using meta-analysis is the ability to integrate and synthesize data from
current empirical studies on a given subject. By its nature meta-analysis analyzes analysis from
multiple sources, which allows the researcher to compare and differentiate data findings.
Swanson & Holton (2005), also found that meta-analysis surveys factual evidence and
consequently lays out a comprehensive and detailed comparison of theory and hard findings. It
is key that the researcher know how to separate fact from fiction in their quest for furthering
understanding of the problem.

Qualitative researchers are more immersed in the process and more accepting of bias.
Qualitative analysis by design delves more into relationships as expressed by the common use of
language. Qualitative analysis seeks to better understand human nature with regards to certain
events or life experiences or to understand the development of new theories. No matter what
project methodology chosen, it will require definition of the scope of the project. Project scope
can be defined by identifying goals, objectives, and tasks. The scope must make clear to those
involved exactly what is being proposed.
Brief Review of the Literature
The literature review is important because there will likely be a wealth of data to read
concerning the problem being researched but due to time constraints, the field will need to be
narrowed. The literature review will provide some crucial information to start the research and
to make sure it is focused correctly. "Quite clearly, the literature review is the pivotal element of
a research project." (Adams, 2007, p.53). With this in mind it is obvious that the literature review
is extremely important in laying the foundation for the applied research project.
Insights
In today’s work environment, many employees do not know where they stand in regards
to their competencies and abilities to do their assigned job. Some organizations have adopted the
use of a Personal Development Plan (PDP) for each employee. According to Beausaert, Segers,
Fouarge, & Gijselaers (2013), factual research on the strength of using PDP’s is limited. PDP’s
attempt to ascertain three things; what the employee’s current state of job readiness is, where
they need to be, and what the next step should be. Beausaert, et al, 2013, make the distinction
that employers will have to decide if the PDP should be voluntary or compulsory.

A distinction needs to be discussed about the affiliation that training has with
development. McDowall & Saunders (2010), stated that participants in a study found that
development was more extensive than training and that it was geared more toward the individual,
not the assigned duties. In general, the participants saw training as a part of development. They
also viewed employee development as being long-term and encompassing more than training
relevant to the job. McDowall & Saunders (2010), discussed that development was less likely to
be viewed as warranted when viewed through the lens of return on investment but management
recognizes that when the two are linked they are in fact, effectual.
As stated earlier, organizations need to recognize the need to recruit, develop, and retain
quality employees and how investing in people will pay big dividends for the organization.
Rahman & Nas (2013), found that writings on the subject affirm that companies in the advanced
countries recognize the link between employee attitudes concerning development and employee
turnover. Employees want to know that organizations care about them and will match that level
with their engagement and productivity. Rahman & Nas (2013), stated that the implication here
is if organizations want to maintain a high level of employee engagement and productivity, then
they must design a culture of learning where development is supported and encouraged.
Analysis
This section contains analysis that the researcher came up with after collecting the data.
It should be viewed as an attempt at connecting the data with their own thought process. It is
important that researchers understand the problem and the information discovered that can
contribute to its resolution. It is only with the aid of understanding that a problem can truly be
solved with maximum efficiency.

PDB’s may be a good solution for some organizations that have limits on both the
number of employees and job duties. PDB’s by their very nature require efforts to match
individuals and would not be effective in all circumstances. PDB’s are usually employed as a
means of diagnosis. Management would have to determine if they were a good fit for their
respective organizations based upon their benefits and limitations.
The separation of training from development is purely semantics. Both are necessary for
the long-term health of the organization. Often training is seen as having the quickest return on
investment but becomes reactive when the business evolves and has to be changed. Employee
development is a way for organizations to continuously improve the skills and abilities of its
employees and is most deserving of consideration by management.
The connection between employee development and employee turnover is worthy of
further investigation. Retaining quality talent is superior to the associated costs of replacing that
same pool of employees. Employees recognize when they are supported and appreciated.
Having a detailed employee development plan is an organization’s best insurance policy against
loss of production, high employee turnover rates, and an inability to adapt to future
environmental changes in the business.
Implementation
By conducting a literature review of the material we are considering for our research
project, we are becoming more aware of not only the problem but also what subject matter
experts know about it. Ernst, Berends, & Bij (2007), found that examination of writings helps to
flag and tag a problem, which in turn assists in defining objectives in a literature search. Clarity
of intent is key in producing something that can advance the project. Possessing a rudimentary

understanding of the problem will be conducive for finding and using literature that will help
advance the study of the problem and ultimately lead to suggestions for its solution.
Findings and Conclusion, and Ethical Implications
There are several benefits to using a logic diagram. For starters, it is a great problem
solving tool. It also gives the researcher a feel for where they are in the data gathering process
and it provides a way to easily show someone how the researcher came up with their thought
process. “The logic diagram can be shared with people who know little or nothing about your
project.” (Vandenbosch, 2003, p. 118). It is an easy-to-use and very useful tool.
Findings Conclusions Solutions

Themes
Based on the research conducted it was found that many employees do not have any idea
where they stand with regards to meeting organizational goals for their performance. This serves
to handicap the employee and does not maximize employee performance. In turn management is
left wondering why the numbers they look at are down. It was found that training is thought to
have a more immediate return on investment and that employee development is long-term and
often viewed as unnecessary.
There exists some debate on whether training and development are the same thing.
Training is viewed by some managers as for the job while development is for the individual.

McDowall & Saunders (2010), found that training is adjusted and time-critical, with an
organizational focus, while development was more personal and future oriented. Training is
more universal and is easily compartmentalized but development is specialized and self-paced,
which is why they are technically not the same and should be treated as separate.
Organizational leadership do not adequately understand the value that an employee
development plan affords them in regards to increased productivity and lower employee turnover
rates. “A development culture places a premium on employee growth and rewards people for
success as measured by their contributions.” (Montebello, 1999, p. 238). To obtain such an
environment requires a great deal of high-level persuasion and influence in order to sell the idea
as being good for business. This effort is a worthy endeavor and should be pursued.
Conclusions
Many organizations do not have a detailed employee development plan in place. This is
generally because day-to-day operations are driving the bus with regards to employee time and
efforts, as well as those of management. Due to the demands of delivering product and or
service, there is no priority placed on developing employees and ensuring that succession
planning is set. This is a recipe for disaster because organizations need to be mindful that
employees that are not properly developed will not be able to meet future challenges.
Many employees feel disenfranchised because there is little to no emphasis on their
personal and professional development. This can result in disgruntled employees and employee
turnover. Park (2015) found that when organizations gave employees a voice, this was
interpreted that the organization cared about their well-being. When organizational mission,

goals, and strategies are linked to employee career planning and development, it benefits all
parties involved.
Ethical Implications
Since meta-analysis is the methodology of choice for this research project, there are no
ethical implications other than that the researcher needs to do everything possible to eliminate
personal bias in the selection of literature and its data. The goal is to be as objective as possible
in the initial selection of materials and in their analysis. Time does not allow the researcher to
assemble researcher participants and seek their informed consent, let alone, interview and survey
those participants in order to gather data. The data gathering process for this applied research
project is much more expedient by using a meta-analysis methodology.
Implement Alternative Solutions
Vandenbosch (2003), found that implementing alternative solutions is part of a time
honored process used for many years by people trying to solve organizational problems. It
seems rather obvious that the more options that are on the table, the more likely it is to find the
best solution. Each solution must be evaluated on the basis of what it would take to incorporate
them, their expected results, the determination and ability of the people involved to move them
forward. Once that is completed, the best solution can be selected and implemented.
Findings Conclusions Solutions
Alternative Solutions

Alternate Solutions
One such alternative is the Personal Development Plan (PDB). According to Beausaert,
et al (2013) PDB’s can be used to improve employee competencies by using them as a reflective
tool. While digital PDB’s were shown to increase user reflection, there was no conclusive
evidence of its positive effects in practice. It is doubtful that practitioners will find this solution
useful. The intended consequence is that it will increase employee confidence by giving them a
definition of their current job skills state. The unintended consequence is that it might not be
valuable in practice.
Another alternative solution is partner with a firm that specializes in online, self-paced
development plans that are job specific. This solution would lift a burden of staff involvement
and would only require routine monitoring. The intended consequence would be that this would
give management a feel for where each employee was in regards to their competence. The
unintended consequence would be that the cost might outweigh the benefits. The cost will likely
make this solution a non-starter for many organizations struggling with the concept of needing
employee development.

The last alternate solution to consider is actually make career development an integral
part of the organization’s annual mandatory training. This would be handled in-house and would
require HRD or other organizational entity to come up with the curriculum. The intended
consequence would be that this would be viewed positively by participants and would be low
cost because it would be ran by the organization. The unintended consequence would be that it
will be seen as too generic and not specific enough to the individual employee.
Best Solution
After further review, it would appear that the best choice of solutions to the problem of
organizations not having a detailed employee development plan would be to make it an integral
part of the organization’s existing training program. This choice would allow the organization
itself to have the most influence in its actual creation, implementation, periodic review, and
maintenance. An added benefit would be its low cost and once it is established, it would require
relatively little manipulation. As to its plausibility, it meets all the criteria in its design; logical,
possible, and practical. This solution would offer the most appeal to leadership because of the
control it offers. To combat its unintended consequence of being too generic, it could be made
job level and job skill specific. The organization could make any adjustments or improvements
it deemed necessary, as dictated by changes in the industry.
Post Script
During this journey to receive my Master’s Degree in Management, I have learned about
many different leadership styles and how to best apply them based upon the circumstances. I
have also discovered how to successfully manage people in an increasingly diverse and

globalized business environment. The 21st Century leader must be a change agent and be able to
get the best effort from their subordinates in support of organizational goals.
I have discovered that leaders must be great communicators both verbally and in written
form. Leaders need to be able to use strategy in business operations and in dealing with
organizational issues. Employees want a leader that they can trust and one that leads by example.
I have discovered that the true leader tries to give their leadership away. They want to empower
people and prepare them to be leaders themselves. I know that it takes a leader to make a leader.
Leaders should desire to see their people become the best that they can be. Today’s top
leaders are transparent, transformational, and eager to mentor and coach their employees. I want
to be a leader that is approachable and supportive. I have learned that a leader must be in the
business of developing their employees. Real leaders foster a climate for learning and take every
opportunity to help people improve their personal and professional abilities. This is the best way
for organizations to safeguard their most valuable asset, the employee.
This applied research project helped me take a subject that is near and dear to my heart
and do a full investigation. I know that many organizations do not have a detailed employee
development plan in place. I have discovered that experts in the field of business management
recognize this problem. Through the use of some newly learned techniques and ones that I have
used before, I have come up with viable solutions to this problem.
By conducting a brief review of the literature related to this problem, I have come up
with a wealth of information to support my investigation of the organizational problem. Due to
the limited time for completion of this applied research project, I have employed the use of the
meta-analysis method. This research methodology has helped me to compile and synthesize

valuable information into findings. I have been exposed to this research methodology but not to
the extent that was needed for this project.
With the help of the logic diagram, I have taken those findings and supported
conclusions, which in turn led to thinking up solutions and alternate solutions to the problem.
This logic diagram has served to be an excellent problem solving tool and has given me the
ability to track my work and easily display it for all to see. Of course checking the plausibility of
each solution is paramount. The solution has to be one that is logical, practical, and one that the
organization must be both willing and able to do. Also, it is wise to consider the intended and
unintended consequences of all solutions, so that organizational leaders are aware and can make
the best choice for their respective organization. Consequences can make or break a solution and
should be considered in as much detail as possible.
A career path that I am interested in pursuing is in business consulting. I would like to
specialize in performance consulting because I believe it would be the best area to showcase my
leadership and management skills. I have learned how to work with people from various
backgrounds and to investigate organizational problems. I believe that I would be an asset to any
firm or organization wanting to diagnose issues or improve employee productivity.
This is a field where professionals give advice on how to improve the productivity of the
employees of an organization so that they contribute better towards a company, thereby helping
it to post better results. The employees and the workforce of the organization are the backbone of
that place and there must be periodic training and brushing up of their skills so that they can be
up to date with the latest developments in the sector, be aware of the rules and regulations in the
sector and maybe even learn some new abilities.

Summary
The problem of a lack of a detailed employee development plan has been identified.
Designing a detailed employee development plan is needed to identify, develop, and retain top
quality employee talent. This is a necessary part of operating in the business world, if the
organization wants to be successful. If employees are adequately developed and supported, they
will be more invested in ensuring organizational goals are met. Happy workers are productive
workers and they will exceed organizational expectations if they have organizational backing.
The benefits of having an engaged and motivated employee pool far outweigh the cost.
In order to be competitive, organizations need to ensure that their employees are adequately
prepared for any future modifications to organizational goals. HRD is a strategic partner in the
organization in fostering a culture of development. Solving the problem will take a team effort
and also a willingness to acknowledge the problem.
Upper management, and the Human Resources Department are the intended audience for
this paper. The value that this paper provides is a wake-up call to the need to invest in the
employees of the organization. Without a solid plan to assess and correct any deficiencies in
employee skills will be met with a less than attractive bottom line for the organization. This is
easily avoided with a detailed employee development plan in place.
The basis for this research has been the use of meta-analysis methodology. This particular
methodology is ideal for a project of this short duration. It allows the researcher the ability to
review, analyze, and select data previously uncovered in other research activities. Recent

discoveries can then be compared to previous findings and the best data can be synthesized and
incorporated into the current research project.
A literature review has been conducted with the aim of pinpointing the research and
ensuring that the process of furthering the investigation into the problem continues. With the
wealth of information available, it is crucial that the body of literature considered is gleaned,
while at the same time attempting to be as comprehensive as possible. The literature review is a
pivot point in the whole research project and its importance to the success of the project should
be duly noted. The literature review is the very foundation of this applied research project.
A logic diagram has been used to better illustrate our data, findings, conclusions, and
solutions. The logic diagram represents a logical way to argue a point and it can be useful as a
problem solving mechanism. By using it a researcher can gauge their progression and identify
any shortcomings in the research. "By providing a framework to help you connect data,
findings, conclusions, and solutions, it allows you to test quickly whether the argument you hope
to use to convince your client to act is both complete and consistent." (Vandenbosch, 2003, p.
118). In addition, the paper now includes themes that have arisen while conducting the research,
along with conclusions drawn from the initial findings, and any ethical implications to be
considered as this research has gone forward.
The last piece to this applied research project was discussing the implementation of
alternative solutions. It is believed that the more solutions available, the better the chance for
success. Of course these solutions have intended and unintended consequences and they should
be evaluated for the plausibility of implementation. After all this is done a best choice solution
can be properly identified that will solve the organizational problem.

The last section of this applied research project is a section titled post script. This is a
lessons learned that not only includes the applied research project but also a summation of
everything learned during the Masters in Management journey. This is a great exercise that
leaders and managers can perform that will give great perspective and may lead to discovering
ways to adjust and improve. The post script reviews what leadership and management abilities
have been acquired and how these skills will be utilized in any future endeavors.
References:
Adams, J. (2007). Research Methods for Graduate Business and Social Science Students. New
Delhi: SAGE Publications.
Beausaert, S., Segers, M., Fouarge, D., & Gijselaers, W. (2013). Effect of using a personal
development plan on learning and development. Journal of Workplace Learning, 25(3),
145-158. doi:http://dx.doi.org/10.1108/13665621311306538
Holton, Elwood F., I.,II. (1999). What does applied field really mean? Human Resource
Development Quarterly, 10(4), 301-304. Retrieved from
http://lib.kaplan.edu/login?url=http://search.proquest.com/docview/234904537?accountid
=34544
Hughes, C. (2015). Valuing Diversity through a Career Development Paradigm Shift: A
Framework for Change. Academy Of Business Research Journal, 240-67.
Kochanski, J., & Ledford, G. (2001). "How to keep me"--retaining technical professionals.
Research Technology Management, 44(3), 31-38. Retrieved from

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McDowall, A., & Mark N.K. Saunders. (2010). UK managers' conceptions of employee training
and development. Journal of European Industrial Training, 34(7), 609-630.
doi:http://dx.doi.org/10.1108/03090591011070752
Montebello, A. R. (1999). Promoting a development culture in your organization: Using career
development as a change agent. Personnel Psychology, 52(1), 238-241. Retrieved from
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Ng, Wilson & Coakes, Elayne. (2014). Business research: enjoy creating, developing and
writing your business project. [Books24x7 version] Available from
http://common.books24x7.com.lib.kaplan.edu/toc.aspx?bookid=58388.
Park, R. (2015). Employee participation and outcomes: Organizational strategy does matter.
Employee Relations, 37(5), 604-622. Retrieved from
http://lib.kaplan.edu/login?url=http://search.proquest.com/docview/1693175424?accounti
d=34544
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: Theory
validation. European Journal of Training and Development, 37(6), 564-579.
doi:http://dx.doi.org/10.1108/EJTD-May-2012-0015
Rahman, H., Rahman, W., Ali, N., & Khan, F. (2016). Organizational Learning Culture and
Employees' Career Development: Empirical Evidence from Colleges of Malakand
Division of Pakistan. Journal of Managerial Sciences, 10(1), 15-29.

Saini, R. (2016). An Analysis of Performance Appraisal Systems and Career Development
Programs in Manufacturing Sector. IUP Journal of Management Research, 15(3), 61-74.
Swanson, R. A. & Holton III, E. F. (eds). (2005). Research in Organizations: Foundations and
Methods of Inquiry. [Books24x7 version] Retrieved from
http://common.books24x7.com.lib.kaplan.edu/toc.aspx?bookid=11859
Vandenbosch, B. (2003). Designing Solutions for Your Business Problems: A Structured Process
for Managers and Consultants. San Francisco, CA: Jossey-Bass.

GM 599_Unit 6_ Applied Research Project_JWilliamson

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