Impact of Training and Development on Employee Performance: A Study on Tesco

This study investigates the impact of training and development on employee performance in Tesco. It explores the different data collection methods used and examines the relationship between training sessions and employee performance. The study aims to understand the concept of training and development, identify different training sessions employed by the company, assess the relationship between training and employee performance, and recommend ways to improve employee performance.

Academic skills

Table of Contents
INTRODUCTION...........................................................................................................................3
Background of the study..............................................................................................................3
Data collection methods..................................................................................................................4
Qualitative data............................................................................................................................4
Quantitative data..........................................................................................................................5
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................19
Interview....................................................................................................................................19
Questionnaire.............................................................................................................................19

Topic: To investigate the impact of training and development upon employee performance: A
study on Tesco
INTRODUCTION
In the modern business research, data are collected through primary research which helps
to make valid outcomes. The present study will shed a light upon importance of different data
collection methods for researcher. The chosen topic for the present study is impact of training
and development session upon the employee performance. In the current times, businesses are
focused upon different training sessions in order to improve the performance and productivity of
employees. For that, the study will uses two methods of data collection i.e. interview and
questionnaire along with suitable designing of questionnaire.
Background of the study
Training and development sessions (T&D) are consider the key aspect of a business and
therefore helps to minimize the negative impact upon business as well. Training sessions can be
conducted at different methods as per the requirement of company and employees (Ahmad and
et.al., 2019). For that, Tesco will be used which is one of the top and international supermarket in
UK and also operating at different locations as well. There are thousands of employees working
at globally and management should keep focused upon training sessions that helps them to
improve their productivity and performance. In order to examine the relationship between
employing training session and employee performance, primary research will be conducted that
provide insights of employees regarding chose topic.
Aim: The aim of the study is to determine the impact of training and development upon Tesco's
employee performance
Objectives:
 To understand the concept of training and development
 To identify different training sessions employ by company to raise employee
performance
 To assess the relationship between T&D and employee performance.
 To recommend the best ways through performance of employee can be improved.

Data collection methods
Data collection is the procedure of collecting, measuring and analyzing the accurate
insights for a research through standard validate techniques. There are numerous methods of data
collection that is used by the scholar in order to interpret the results. For the present study,
interview and questionnaire has been used that helps to determine the validate outcomes along
with thematic data analysis.
Qualitative data
It is deal with non-numeric data collection methods which is completely based upon the
observation and behavior of the respondents (Peterson, 2019). For that observation, one-to-one
interview, conducting focus groups are fall under this category. Therefore, for the chosen topic,
scholar uses interview as a qualitative data collection method in order to determine their views
pertaining to training and its impact over employee performance. Further, there are 2 employees
of Tesco are selected as an interviewees in order to collect information and derived the best
outcome as per the chosen themes.
Question 1:
The interviewee stated that Tesco uses different T&D sessions in order to increase the
performance of employees and he is very satisfied with the sessions as well. Company also
implement such methods as per the requirement such that in order to improve the performance of
new workers, company provide induction training in which employee come to know about
policies and procedure of company. Thus, Dhaliwal and Saravanan (2019) shared their views that
training is all about to acquire of knowledge and skills in order to improve the job performance
of employees. So, it is a mandatory thing that is used by company in order to raise the employees
productivity.
Question 2:
Yes, I am completely agreed with the statement that training improve the employee
performance because I personally feel motivated after attending training. Thus, it is reflected that
with the help of effective training employee performance got affected in positive manner. Such
that it helps to improve the retention and increase the job satisfaction of employees. Therefore, it
can be stated that through effective training session an employee’s performance got affected and

enhance the morale as well. Apart from this, Dehghansai and et.al., (2017) also explained that
training always improve the skills and performance of an employee and make them able to
accept any new change within business along with meet organizational goals.
Question 3:
Yes, every strategy has a positive as well as negative key aspects similarly, Tesco also
implement training session in which employee faces challenges which includes time consuming
methods, did not hire expertise who help employee to make effective decision. Thus, it can be
stated that with the help of training employee might be motivated but it somehow causes
opposite impact upon performance as well. Hence, it shows that employees may always make
themselves aware in order to implement the training as well.
Question 4:
I would like to share that there are many ways that helps to enhance employee
performance such that company must develop a team so that employees share their views with
each other and enhance their knowledge as well. Further, company should provide rewards and
recognition in order to improve the performance of employees. This in turn assists to increase
productivity and make them motivated as well. Also, appraisal should also be provided within a
specific tenure that also contribute towards performance enhancement. In addition to this, it is
also analyzed that providing financial and non-financial incentives further assist company to
improve the productivity as well as meet the organizational goals as well.
Quantitative data
It is deal with numerical values and performing statistical, mathematical techniques in
order to generate the best outcomes. It is based upon the objectivity and accuracy which reflects
the overall results in accurate manner (de Oliveir and Rabechini Jr, 2019). There are numerous
techniques involved within a data which helps to interpret the numerical data which includes
SPSS and thematic data analysis etc. For the present study, Questionnaire has been designed in
which demographic information has been included. Also, 10 employees of Tesco has randomly
selected in order to generate the best outcomes. Moreover, SPSS software used in order to
present the data into statistical manner.

Reliability test
Case Processing Summary
N %
Cases Valid 10 100.0
Excludeda 0 .0
Total 10 100.0
a. Listwise deletion based on all variables in
the procedure.
Reliability Statistics
Cronbach's
Alpha N of Items
.802 9
Interpretation: The above reliability test reflect that the designed questionnaire is 80%
reliable and that is why, the results shown here is completely relied and also able to provide valid
outcomes.
Descriptive statistics
Statistics
How
long
you
are
worki
ng at
Tesco
?
Are
you
aware
with
the
conce
pt of
T&D
sessio
n
provid
ed by
senior
s?
How
many
trainin
g
progra
ms
will
you
attend
in a
year?
To
who
m the
traini
ng is
given
more
in
Tesco
?
What
mode of
training
methods
is
normally
used in
your
organizati
on?
Do you
agree
with the
statement
that
training
sessions
conducte
d in your
organizat
ion is
useful?
Is there
any
impact of
training
sessions
upon
employee
performan
ce?
Is there
any
motivati
on
attained
by
employe
es while
developi
ng T&D
session
at
Tesco?
What
are the
challen
ges
faced
by you
while
using
T&D
session
?

N Valid 10 10 10 10 10 10 10 10 10
Missi
ng 0 0 0 0 0 0 0 0 0
Mean 2.300
0 1.4000 2.5000 2.200
0 2.0000 1.5000 1.6000 1.6000 2.9000
Median 2.000
0 1.0000 2.5000 2.000
0 2.0000 1.0000 1.5000 1.5000 3.5000
Mode 2.00 1.00 2.00a 2.00 2.00 1.00 1.00 1.00 4.00
Std.
Deviatio
n
.8232
7 .69921 .84984 .9189
4 .66667 .70711 .69921 .69921 1.28668
a. Multiple modes exist. The smallest value is shown
Interpretation: In accordance with the above descriptive statistic table, it has been interpreted
that out of 10 employees most of the employees are working within Tesco rom last 1 to 3 years.
This shows that they have a good working experience and that is why, they are able to answer
the questions and derive the relationship between training and employee performance. Further,
50% of the employees are stated that they are completely aware with the concept of training
which shows Tesco provide various training session to their employees. Apart from this,
majority of the employees stated that they attend the training programs within 5 to 10 times
which reflect that company is able to provide effective training session to their employees with
an aim to improve the performance.
Further, average number of employees stated that training is provided to junior staff
members and uses external training methods in order to make them aware with the present
policies and job of Tesco. In addition to this, majority of the employees are strongly agreed that
training session conducted within Tesco is useful, as the mean value reflects. Thus, there are
numerous challenges faced by the employees in order to attending training session because
majority of the employees are agreed with the same. Overall, the assessment exhibits that
training and development session helps the employees to improve the overall performance.
Thematic analysis
Theme 1: Majority of the employees working from last 1 to 3 years

How long you are working at Tesco?
Frequency Percent
Less than 1 year 1 10.0
1 to 3 years 6 60.0
3 to 5 years 2 20.0
More than 5 years 1 10.0
Total 10 100.0
Less than 1
year 1 to 3 years 3 to 5 years More than 5
years
0
1
2
3
4
5
6
1
6
2
1
How long you are working at Tesco?
Frequency
Interpretation: From the primary research, it has been interpreted that more than 6 employees
of Tesco are working since last 1 to 3 years, whereas only 1 of them are work in less than 1 year,
Further, 2 employees are agreed that work last 3 to 5 years. Thus, it reflects that company has
strong employee engagement strategies that help to engage employees for longer period.
Theme 2: Employees are aware with the concept of T&D
Are you aware with the concept of T&D session provided by seniors?
Frequency Percent

Yes 7 70.0
No 2 20.0
Don't know 1 10.0
Total 10 100.0
Yes No Don't know
0
1
2
3
4
5
6
7
7
2 1
Are you aware with the concept of T&D session provided
by seniors?
Frequency
Interpretation: The above table and graph reflect that majority of the employees are aware with
the concept of training and development session. Such that out of 100%, 70% are completely
agreed whereas 20% of them are not agreed and only 10% of them does not know anything. This
is also supported by Khan and Abdullah (2019) that T&D are those activities which a company
used in order to enhanced the knowledge and skills of employees while provide information
regarding any specific task. Thus, it is offered by different company and is depend upon the
company’s requirement as well.
Theme 3: Most of the employees are agreed that they attend more than 10 sessions within a
year.
How many training programs will you attend in a year?
Frequency Percent

Less than 5 1 10.0
5 to 10 4 40.0
10 to 20 4 40.0
More than 20 1 10.0
Total 10 100.0
1
44
1
How many training programs will you attend in a year?
Less than 5
5 to 10
10 to 20
More than 20
Interpretation: From the above graph, it is depicted that employees attend the session for so
long such that out of 10, 4 employees stated that they attend 5 to 20 times session within a year
whereas 1 of them stated that they attend the same less than 5 time and more than 20 times.
Thus, it is reflected that company focused upon training sessions and that is why majority of the
employees attend session at many times. Rodriguez and Walters (2017) also supported the same
that organizing the training session at many times will support the company to improve the
performance and productivity of employees as well.
Theme 4: Tesco offer training to Junior workers
To whom the training is given more in Tesco?
Frequency Percent

Senior staff 2 20.0
Junior workers 5 50.0
New employees 2 20.0
Based upon requirement 1 10.0
Total 10 100.0
Senior staff Junior
workers New
employees Based upon
requirement
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
2
5
2
1
To whom the training is given more in Tesco?
Frequency
Interpretation: In accordance with the above table, it has been interpreted that training sessions
are organized for many times and most of them offered to junior workers. Such that 50% of the
employees are agreed that junior workers are attend the same, whereas 20% of them are agreed
that senior staff and new employees get training. Whereas only 1 of them stated that training are
offered as per the business requirement and that is why, it shows that training is provided to
junior workers only. Noe and Kodwani (2018) also suggested that with the help of effective
training sessions, employees improve the performance and also enhanced the skills as well.
Theme 5: External training is normally used within Tesco
What mode of training methods is normally used in your organization?

Frequency Percent
Job rotation 2 20.0
External training 6 60.0
Conference 2 20.0
On the job
training 0 0.00
Total 10 100.0
2
6
2
What mode of training methods is normally used in
your organization?
Job rotation
External training
Conference
Interpretation: From the above, it has been interpreted that there different modes of training
offered by the company such that 60% of the employees are agreed that external training is
offered by Tesco and 20% of them are agreed that job rotation is the another mode of training
offered by the company. Whereas some of them stated that conference is also help the employees
to improve the performance. So, this reflected that there are many methods of training which
helps employees to raise the performance.
Theme 6: yes, training session provided by company is useful to organization
Do you agree with the statement that training sessions conducted in your
organization is useful?

Frequency Percent
Strongly agree 6 60.0
Agree 3 30.0
Neutral 1 10.0
Disagree 0 0.00
Strongly
disagree 0 0.00
Total 10 100.0
Strongly agree
Agree
Neutral
0 1 2 3 4 5 6
6
3
1
Do you agree with the statement that training sessions
conducted in your organization is useful?
Frequency
Interpretation: Majority of the employees are strongly agreed that training session are useful
for the company as well as employees. Such that 60% of them are strongly agreed and 30% are
agreed with the statement which reflects that there are positive impact upon performance bu
using effective training methods. Larsen (2017) also supported that with the help of training
session also creates job satisfaction and commitment which in turn improve the workforce
improvement and engagement. Therefore, it assist the company to improve the brand image by
focusing upon employee performance.
Theme 7: Yes, there is a direct impact of training session upon employee performance

Is there any impact of training sessions upon employee performance?
Frequency Percent
Yes 5 50.0
No 4 40.0
Don't know 1 10.0
Total 10 100.0
5
4
1
Is there any impact of training sessions upon employee
performance?
Yes
No
Don't know
Interpretation: The above diagram reflected that there is a direct impact of training session
upon employee performance such that 5 out of 10 are stated yes and only 4 of them are not
agreed. So, Maity (2019) investigated in their study that training always lead to improve
profitability and gain positive attitudes towards profit. Further, it improve the job knowledge and
skills which directly improve the morale of an employees. Thus, it can be stated that there is a n
positive impact upon the employee performance.
Theme 8: Yes, motivation is gained by employees while using T&D session
Is there any motivation attained by employees while developing T&D
session at Tesco?

Frequency Percent
Yes 5 50.0
No 4 40.0
May be 1 10.0
Total 10 100.0
Yes No May be
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
4
1
Is there any motivation attained by employees while
developing T&D session at Tesco?
Frequency
Interpretation: As per the above, it is examined that employees will become motivated by
attending different training sessions such that majority of the employees are stated yes (50%)
whereas only 40% of them are stated no. Therefore, it is explained by Haugen and et.al., (2019)
that training always motivate employees in order to learn new things and this in turn causes
positive impact upon business performance as well. Thus, it helps to meet the organizational
goals and generate best outcomes too.
Theme 9: Different challenges faced by organization while using T&D sessions
What are the challenges faced by you while using T&D session?
Frequency Percent
Time consuming 2 20.0

Lack of interest by staff 2 20.0
Non-availability of skilled
trainer 1 10.0
All of these 5 50.0
Total 10 100.0
2
2
1
5
What are the challenges faced by you while using T&D
session?
Time consuming
Lack of interest by staff
Non-availability of skilled
trainer
All of these
Interpretation: From the above, it is reflected that there are numerous challenges faced by the
employees while attending training such that 20% of them stated that time consuming and lack
of interest by staff is the biggest challenge. Whereas, 10% of them stated that non-availability
off skilled trainer is another challenges and 50% of them are stated that all these challenges
affect the employee performance in adverse manner. That is why, company should determine the
strategies in order to minimize the challenges.
CONCLUSION
By summing up above report it has been concluded that training and session plays an
important role in the success of a company. Through the primary findings it has been clearly

reflected that majority of the employees are strongly agreed that T&D session impact upon the
employee performance and as per the descriptive statistic it has been summarized that employees
working so long and company also focused upon junior staff. From interview. It has been also
concluded that interviewee is satisfied with the training sessions offered by the company and also
recommend some ways which can be followed by a firm in order to improve the overall
performance.

REFERENCES
Books and Journals
Ahmad, A. and et.al., 2019. Effect of compensation, training and development and manager
support on employee commitment: the moderating effect of co-worker support. Journal on
Innovation and Sustainability RISUS. 10(2). pp.39-55.
de Oliveira, G. F. and Rabechini Jr, R., 2019. Stakeholder management influence on trust in a
project: A quantitative study. International Journal of Project Management. 37(1). pp.131-
144.
Dehghansai, N. and et.al., 2017. Training and development of Canadian wheelchair basketball
players. European Journal of Sport Science. 17(5). pp.511-518.
Dhaliwal, M. and Saravanan, V., 2019. Study on Training and Development Practices in IT
Companies. JournalNX, pp.15-20.
Haugen, T. and et.al., 2019. The training and development of elite sprint performance: an
integration of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-16.
Khan, S. and Abdullah, N. N., 2019. The impact of staff training and development on teachers’
productivity. Economics, Management and Sustainability. 4(1).
Larsen, H. H., 2017. Key issues in training and development. Policy and practice in European
human resource management, pp.107-121.
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Noe, R. A. and Kodwani, A. D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Peterson, J. S., 2019. Presenting a qualitative study: A reviewer’s perspective. Gifted Child
Quarterly, 63(3), pp.147-158.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development. 3(10). pp.206-212.

APPENDIX
Interview
Q1: What are your views regarding T&D at Tesco?
Q2: Do you think T&D session help to improve employee performance?
Q3: Is there any challenge you face while attending any T&D session?
Q4: Would you like to recommend some ways to Tesco regarding enhancement of employee
performance
Questionnaire
Demographic information:
Gender
 Male
 Female
Marital Status
 Married
 Unmarried
1. How long you are working at Tesco?
 Less than 1 year
 1 to 3 years
 3 to 5 years
 More than 5 years
2. Are you aware with the concept of T&D session provided by Seniors?
 Yes
 No
 Don’t know
3. How many training programs will you attend in a year?
 Less than 5
 5 to 10

 10 to 20
 More than 20
4. To whom the training is given more in Tesco?
 Senior staff
 Junior workers
 New employees
 Based upon requirement
5. What mode of training methods is normally used in your organization?
 Job rotation
 External training
 Conference
 On the job training
6. Do you agree with the statement that training sessions conducted in your organization is
useful?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
7. Is there any impact of training sessions upon employee performance?
 Yes
 No
 Don’t know
8. Is there any motivation attained by employees while developing T&D session at Tesco?
 Yes
 No
 May be
9. What are the challenges faced by you while using T&D session?
 Time consuming
 Lack of interest by staff
 Non-availability of skilled trainer

 All of these