An Analysis of the Impact of Training

This research report analyzes the impact of training on employee motivation and job satisfaction. It explores the importance of training in enhancing skills and abilities, and creating a supportive workplace. The study focuses on the business activities of Tesco, a global leading enterprise in the grocery services industry.

AN ANALYSIS OF THE
IMPACT OF TRAINING

Abstract
The research report is based on the effect of the training on the motivation and the job
satisfaction of an employee in the company. The study stated an importance of the training and
development in keeping the employees or the workers motivated within the organization in order
to achieve higher productivity and sales. Training acts as the main practice that company adopts
for the purpose of enhancing the skills and abilities of an employees.

Acknowledgement
I would like to show my gratitude to my supervisors and the colleagues for guiding me in
making this the project more meaningful and presentable. I am thankful to my family and the
friends who had supported and helped in making this research study.

TABLE OF CONTENTS
PROPOSAL.....................................................................................................................................3
INTRODUCTION...........................................................................................................................3
THEORETICAL BACKGROUND AND RESEARCH FOCUS...................................................3
Background of research topic......................................................................................................3
Research aim and objectives........................................................................................................3
Research questions.......................................................................................................................4
Literature review..........................................................................................................................4
C. Justification and contextualisation..........................................................................................7
Research methodology.................................................................................................................8
CONCLUSION..............................................................................................................................10
DISSERTATION...........................................................................................................................11
CHAPTER1: INTRODUCTION...................................................................................................11
CHAPTER 2- LITERATURE REVIEW.......................................................................................13
CHAPTER 3- RESEARCH METHODOLOGY...........................................................................18
CHAPTER 4 and 5: DATA ANALYSIS & DISCUSSION..........................................................22
CHAPTER 6- CONCLUSION AND RECOMMENDATIONS...................................................30
Conclusion.................................................................................................................................30
Recommendations......................................................................................................................30
Limitations and suggestions to inform future research.............................................................30
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................4
Questionnaire...............................................................................................................................4

PROPOSAL
Topic- An Analysis of the Impact of Training: Investigation into Motivation and Job
Satisfaction for Employees.
INTRODUCTION
Training program plays crucial role in terms to gain knowledge and make employee
effective so that better performance within the enterprise can be accomplished (Nigro‐Bruzzi and
Sturmey, 2010). Thus, training leads to have job satisfaction and this also increase the self-
esteem that improves the understanding of employees. Additionally, training enhance the morale
on the job and loyalty to the enterprise. Thus, training programme allows to strengthen the skills
that each worker needs to improve. Therefore, development programme must be taken with help
of training facilities for all employees to conduct effective practices. Additionally, training is one
of the crucial components that leads to create supportive workplace in which employees feel
valued and more satisfied.
The present report is based on business activities of Tesco, it is global leading enterprise
that engaged in business activities of grocery services. This firm mainly deals in product and
services as book, stationery and clothing etc.
Furthermore, report will outline the aim and objective on the basis of given topic.
Henceforth, research methodologies will be taken to select one proper technique to research for
collecting information on given topic.
THEORETICAL BACKGROUND AND RESEARCH FOCUS
Background of research topic
The present study is based on to analyse the impact of training that leads to enhance the
motivation and job satisfaction for the employees. Training can be defined as one of crucial
components as this aid to enhance the core strength of employees (Moore and Fisher, 2007). This
is one of effective term that increase job knowledge at each stage. By use of it, there can be
expansion to the horizons of human intellect, and this has huge impact on overall personality of
employees. This research will be helpful to gain the depth insight about providing the training
facilities effectively.
Research aim and objectives
To undertake this report, the aims and objective on the given topic has been framed out in
following manner as are-

Aim-
The aim of proposed research study is 'To analyse the impact of Training to enhance
Motivation and Job Satisfaction for Employees'.
Objectives
 To articulate the concept of training and development.
 To access the impact of training on staff performance and level of job satisfaction.
 To identify how training enhance motivation of employees.
 To recommend the suggestive measure for training that support to improve employee
performance by enhancing their job satisfaction and motivation.
Research questions
Q.1 What is impact of training on performance of staff and level of job satisfaction?
Q.2 How to identify that training enhance motivation of employees?
Literature review
Theme 1: Accessing the impact of training on performance of staff and level of job
satisfaction.
Training is defined as one of the crucial ongoing investment in human assets that aid to
employees in learning skills and acquiring knowledge that can support to accomplish goals. As
per the view of Sanyal, and Hisam, (2018) stated that training provide by the organisation can be
considered as an admission for undertaking development within the enterprise. In each entity,
this process needs to be undertaken to have effective preservation, survival, to enhance
effectiveness and support in efficiency within employee. In contrary to Diamantidis and
Chatzoglou, (2019) stated that training need to be considered as one of reliable means that helps
to improve the performance quality and sort the issue of employees, managers etc. The training
to working staff and develop is that activity that make significant contribution to overall
effectiveness and assists to earn long term profitability within enterprise. Therefore, training aids
to identify the core skill and strength of individuals, with help of it, corrective action towards it
can be taken to address the need of employees. Thus, effective performance of employees can be
helpful to build high sustainability of enterprise and this can also be crucial to enhance brand
image of firm.
In contrary to Padmasiri, (2018) stated that training is defined as systematic development
of knowledge, attitudes and skills that required by individual to perform their job role effectively

and adequately. Henceforth, the one of the principal aims of training is to make sure about the
availability of the skilled and willing workforce within the enterprise. As per the view of
Dostie, (2018) stated that training helps in updating the old talents of the employees and
develops the new ones. Therefore, the one of principle objective of the principle objective of
training is to improve the skills and abilities of workers to perform their specific job.
According to the view of Efobi and Orkoh, (2018) it can be stated that training can leads
to influence the workplace performance directly by enhancing the output per worker. Thus,
better use of training strategies leads positive impact on job satisfaction and motivation of
employees. This aids to maximise the organisation performance as this supports to improve
organisational productivity. So, this can be stated that training leads to stimulate the innovation
within the workplace by improving the job satisfaction of employees. Thus, it can be stated that
the usefulness of program of training can only be possible only when the trainee is able to
practice the aspect that enhance the working performance of the entity. Thus, trained workforce
means employees are learning innovative skills that can be effective to improve production, cut
time spend in the creation of commodities and services, reduction in cost of production and also
assist to build positive working environment. Therefore, entity must take the training as never
ending and continue in nature as this aid to bring out systematic performance.
In contrary to Efobi and Orkoh, (2018) stated that well trained employees bring both kind
of results that has quantity and quality results. Effectiveness of training and development
facilities is the things that needs to be measured out effectively. As per the view of Efobi and
Orkoh, (2018) stated that training is one of crucial term as this helps to enhance employee
knowledge, skill, behavioural patterns. The main aim of training is to accomplish the failed
objective by improving the working performance of each employee. The organisation needs to
take steps to provide the cost effective and quality training that helps to enhance the individuals
and organisational enrichment and productivity. This is one of the effective terms that has varied
development opportunities that increase knowledge, enrich the working of enterprise and
develop skills of workers.
Theme 2: Identifying that how training enhance the motivation level of customers.
Training can be defined as one of crucial tool that supports to employees to understand
their job and aids to feel high degree of professional satisfaction. As per the view of Efobi and
Orkoh, (2018) stated that employees who feel motivated can provide high customer satisfaction

at all levels by listening, solving problems and providing information. Thus, organisation must
provide effective training facilities as this assist to company to attract and retain high level of
customer base. With help of providing the ongoing feedback and constructive performance can
be helpful to motivate the employees and the organisation goal can be achieved by conducting
regular performance evaluation with customer service representative.
In contrary to Dostie, (2018) stated that training assist to employees to understand that
what kind of performance can fit into the company structure, mission, goals and achievements.
Thus, motivated employees can be leads to enhance the organisational productivity and allows
the enterprise to achieve maximised level of output. According to the view of Efobi and Orkoh,
(2018) stated training can be defined as one of the effective terms that shows both quantity and
quality performance. The training aids to make employees informed about the new ways of
conducting work and this leads to enhance the performance of employees to accomplish
performance levels. By understanding working of the enterprise correctively, the employees can
become more productive and leads them to feel motivated and excited about the working
performance. On the other hand, it is stated that motivation plays the crucial role in influencing
the workers to accomplish the long-term goals of the enterprise. Thus, motivation is defined as
the psychological process that mainly cause the arousal, direction and persistence of the
voluntary actions within the enterprise. As per the view of Padmasiri, (2018) stated that training
and development with appropriate educational methodologies can improve learning of individual
and also assists to develop technical, human, managerial and conceptual for the growth of
employees and enterprise itself. Hence, it can be stated that training, development and motivation
has positive relationship, and this is core term that enhance the skills of individuals.
Training is the kind of investment that make by employers in the workforce. Thus, it is
the facility that is effective in terms to creates attachment, enthusiasm among the staff and
loyalty. In contrary to Efobi and Orkoh, (2018) stated that each enterprise needs to excel the
knowledge of worker to do their jobs better and this also leads to know about the new aspects of
business. It can assist to employees to perform their job with full potential. If the organisation
that wants to enhance the performance of workers must put their focus on training as this helps to
accomplish higher performance level of enterprise. Therefore, it can be stated that motivated
employees can leads to increase employee’s productivity and competitive advancement can get
achieved.

According to the view of Diamantidis and Chatzoglou, (2019) stated that the use of
learning platform develops and encourage knowledge sharing culture. Creation of the learning
pathways for each department can b helpful to reduce the friction and keep motivation levels up.
As per the view of stated that training can be defined as one of the key to efficiency. Thus,
organisation should encourage employees with taking the command of own learning and they
must take steps that can make their job performance better and attractive. Thus, the value of
training and improvement can accomplish if employees within the organisation feel valued. In
contrary to Sanyal, and Hisam, (2018) stated that employing multiple ways for employees is to
access their learning and this is defined as way that aids to enhance the motivation level of
employee.
C. Justification and contextualisation
Why this research is important?
The present research study is based on to analyse the impact of Training on employee’s
job motivation and satisfaction. It is the study that will helps to identify about the depth insights
of method of training and development. Henceforth, each enterprise must understand the
significance of training as this assist employee to perform their role more effectively.
With help of it, research can able to undertake depth investigation about topic of research.
Therefore, this research will help to investigate the depth measures of training and this effects on
employee’s job satisfaction and motivation.
Why is it crucial to find what you are trying to find?
The impact of training on employee job satisfaction and motivation will help to enhance
the performance level of employees. Thus, employee motivation and job satisfaction are two
crucial components as this define the effectiveness of enterprise. Additionally, effective
employees of the enterprise bring maximum productivity and profitability.
Well trained employees perform their organisation activities in effective and efficient
manner. It is the research that will identify the significance of training and this also helps to
strengthen the skill of individuals.
How will it build on existing body of evidence?
This report is based on research that aids to identify the significance of training on
motivation and job satisfaction level of employees. It is the study that aids to highlight the depth
investigation about the study. Henceforth, the researcher has undertaken Key literature review so

that significance about the use of training and impact on performance level of employees has
been identified. However, the information in this report is intended to assist organisation
decision makes to make them realise about the significance of training.
Is it timely? does it respond to existing need? What makes it so?
The present research that has undertaken by research has completed on the given
deadline. This research is very significant as this aids to evaluate the importance of training on
performance of employees. Additionally, this research has systematically determined the
significance of training and its usefulness on employee motivation and satisfaction towards job.
By collecting the research effectively, the whole things can be conducted in better and
appropriate manner.
Research methodology
This is defined as specific procedure or technique that is very effective in term to
investigate, select and analyse the information about the topic. Therefore, this is that section that
allows the reader to critically evaluate the overall reliability and validity of research. It is useful
to collect the information and data with aim of making business decision. Henceforth, research
methodologies classified into category as-
Research type-
It is defined as systematic collection of data and information and also can defined as
analysis for advancement of knowledge about particular topic. Thus, research classified into
categories as qualitative and quantitative. Therefore, qualitative research can be termed out as
method that aids to collect non-numerical data. Thus, quantitative data defines the phenomena by
gathering numerical data that can be analysed with use of mathematically based methods. For the
present research study, the researcher will select the qualitative analyse with use of questionnaire
technique to analyse the impact of training on motivation and job satisfaction of employees.
Research approach-
It is termed out as plan and procedure that is inclusive of broad assumption to conduct
detailed method of data analysis, data collection and interpretation. Thus, research approach
classified into categories as inductive and deductive. The inductive approach termed out as
theories and observation that are proposed towards the end of research process. On the other
hand, deductive approach mainly concerned with developing hypothesis that is based on existing
theory. In order to undertake the present research, the researcher will have the use of inductive

approach that starts with the observation towards the end research. This is termed out as logical
reasoning.
Research design-
This is defined as framework of method and techniques that chosen by researcher to
combine number of components to research. Therefore, research strategy termed out as plan of
action that choose to assimilate the differ components of study in coherent and logical manner.
Hence, this constitutes as blueprints for collection, measurement and analysis of data.
Additionally, research strategy classified within categories as experiments, survey, case studies,
descriptive and action research etc. In order to conduct the present study, the researcher will have
the use of descriptive technique of research as this will help to gather the detailed information
about the impact of training on employee’s motivation and job satisfaction.
Data collection-
It is defined as process of collecting and measuring information in an established system.
Henceforth, there are variety of sources that aids to get complete and accurate picture of data.
Thus, there are number of the standard validated techniques that is very effective towards to
collect, measure and analyse accurate information.
There are two methods that aids to collect data as primary and secondary. Thus, primary
technique will be useful to gather first-hand information. On the other hand, secondary
information can be gathered with use of secondary sources as books, journals and articles etc. In
this, researcher will have the use of both primary and secondary method to identify impact of
training on employee’s performance level.
Sampling-
It is procedure that defined as statistical analysis with help of which preterminal number
of observations can be taken with help of larger population. Thus, sampling classified into
categories as stratified, cluster, multistage and systematic random sampling. In order to
undertake present research study, the researcher must use systematic sampling method with use
of probabilistic technique by selecting the sampling size as 30 respondents’ as employees.
Data analysis-
It is termed out as inspecting, cleansing, modelling and transforming data with use of
investigating crucial information, to inform about the conclusion and to support the decision

making. This is one of effective method in terms to undertaking business decision. In this, data
will be collected with use of thematic analysis so that detailed information can be gathered.
Ethical consideration-
It is one of the most crucial part of research. This is an accumulation of values and
principles that will address the ethical perspective of conducting research systematically. Thus,
researcher must have informed consent before disclosing any information relate with research
data.
Limitation-
This is crucial to understand the research findings and interpreting the validity of research.
Henceforth, the limitation of study defined as those characteristics of design or methodology that
affected or influenced with the application and interpretation of research study. Therefore, this is
crucial to shortcomings of research study and will be helpful to define about the finding of
research.
CONCLUSION
From the above report it can be summarized that training is one of crucial tool that assist
to employees to perform their work effectively. Thus, study is based on to determine the impact
of training on job satisfaction and motivation of employees. Furthermore, report has outlined the
aim and objective based on give topic, justification and conclusion has been made in term to
evaluate the findings of research. Lastly, research methodologies have defined systematically to
choose method to undertake the study in detailed manner.

DISSERTATION
CHAPTER1: INTRODUCTION
Background
Training is constituted as the concept that reflects human resource development . It
relates to developing particular skills towards the desired standard by a practice and instruction.
Training is counted as useful tool which brings an employees into the position within which they
could perform their task effectively, correctly and consciously. It is an act of increasing skill and
knowledge of employee for doing specific job. The present study is based on studying an impact
of the training in order to enhance motivation and satisfaction among employees. Furthermore,
the report includes a review regarding an effect of training fro improving job satisfaction and the
motivation among staff. Moreover, appropriate research methodologies has been used in
formulating the study in a useful and reliable manner.
Aims and objectives
Aim
'To assess an effect of Training for enhancing Motivation & Job Satisfaction for an
employees'.
Objectives
 To develop understanding of the concept regarding training and development.
 To assess an influence of training on the performance of staff and job satisfaction
level.
 To determine the way in which training enhance motivation among employees.
 To recommend the corrective measure relating to training with respect to
improving performance of an employee by enhancing job satisfaction and
motivation.
Rationale
The main reason behind conducting this report is to analyse impact of the training in
motivating and satisfying an employee towards a job. It has been reflected as the current issue in
today's dynamic and competitive world because in coping up with the changing technology and
meeting needs of the society it is important for the firm to provide an appropriate training to its
employees so that they remain motivated and satisfied in performing the job effectively.
Significance

This report would help the other scholars and organizations in determining the detailed
insights of training and development of employees. It helps in making critical analysis and
developing relevant findings in relation to significance of the training in making the employees
performed more efficiently and effectively at the work place so that the goals can be achieved
within a time frame.
Structure of the project
Chapter 1- Introduction
In this chapter, Background in relation to the topic and the topics that would be discussed
in the study is provided. Aims and objectives are being prepared relating to the research problem
and it also includes rationale and significance.
Chapter 2- LR
In the next chapter, review is being made with respect to influence of training on
employee’s performance and motivation based on the objectives formulated.
Chapter 3- Research methodology
Referring to this chapter, several methods would be used by scholar in order to make the
study more valid and reliable. This includes approaches, philosophies, different sources of data
collection and sampling techniques.
Chapter 4- Data analysis and discussion
With respect to this chapter, questionnaire is being structured on the basis of which
several themes are been framed for analysing the data or responses of participants.
Chapter 5- Conclusion & recommendations
Under this overall summary of the project will be provided based on participant’s
responses and appropriate measures would be suggested for improving motivation and
satisfaction among workforce by way of training.

CHAPTER 2- LITERATURE REVIEW
Theme 1: Understanding concept relating to training and development
Ensour, Zeglat and Shrafat (2018), viewed that training & development refers to the
framework that helps employees in developing personal and the organisational skills, attitudes,
knowledge and abilities. Training is stated as systematic & formal adjustment of the action
through the leaning that occurs as the result of an education, development, planned experience
and an instruction. Development means a learning activity that is oriented towards the
forthcoming needs instead of the present needs. It is mainly related with growth in career than an
immediate performance.
Bibi, Ahmad and Majid (2018), also presented that training depicts an acquisition of the
technology that permits and employees for performing their jobs as per the standards. It
improves performance of an employee in working with newer technologies into a workplace. On
the other side, development refers to providing training to the people in acquiring for new
horizons, viewpoints and technologies. It assists the leaders in guiding their corporations towards
new expectation in being as proactive instead of reactive. It helps the workers in creating for
better production, quicker services and competing firms. Moreover, development is stated as
learning in growing of an individual but not relating to present or the future job. However,
training and education that could be wholly evaluated, improvement could not always be entirely
evaluated. Development could be counted as forefront regarding a learning organization as it
involves changes in organism which are organized, successive and systematic thought for
serving a kind of an adaptive function.
Hanaysha and Tahir (2016), analysed that T&D plays a significant role in gaining an
effectiveness in an organisation and towards an experiences of the people in the work
environment. Training has a direct expression for the productivity, personal development and
health & safety at the workplace. All the organisation employing need of people in training and
developing their staff. These investments could take a form in employing specialist training and
the development staff and in making payment of salaries to employee undergoing the training
and development. Making investment in the training and the development entails in maintaining
and obtaining the space and an equipment. It means that operational personnel who are been
employed in main business of an enterprise like marketing, production, sales and maintenance
that directs their effort and attention in a timely manner towards supporting the training delivery

and development. This reflects that they need in giving a less attending to the activities that are
seems as more productive in context of main business of an entity. On the other note, making
investment in T&D regarded as the good practice of management in maintaining an appropriate
expertise in present and in future.
Theme 2: Impact of training on the performance and job satisfaction of staff
It has been viewed by Ocen, Francis and Angundaru (2017), that training has a great
influence on performance of the in a positive way. Training is the psychological feature that
increases knowledge of an employee towards a job through which an employee’s becomes as
proficient within their jobs and they become able in giving a better results. It addition to it,
training is considered as a helpful means in coping with the changes that are fostered by a
technological innovation, organizational structuring, competition in market and importantly
plays an important role in enhancing performance of an employees. There are various measures
of the performances that are assessed involving performance appraisal, compensation and an
organisational commitment. Effective training is seen as an investment made in human resources
of the company with respect to immediate as well as the long term returns. Training is
considered as the key element for attaining an improved level of performance as it could increase
level of an organisational and individual competency.
Jain and Khurana (2017), identified that, Training grasp as the key to unlocking a
possible growth & the development opportunities in achieving the competitive advantage.
Programs relating to training helps in making an acquaintance of an employees with more of an
advance technology and in attaining the robust competencies & skills for the purpose of handling
basics and functions of a newly set up technical equipment. It facilitates updating of the skills
and results to an increased commitment, sense of belongingness and wellbeing which directly
strengthen competitiveness of an organisation. Training plays a distinct role in attainment of
firms goals by incorporating an interest of the company and a workforce in moving towards a
common direction. Training helps in improving skills of an employees for the current and the
future responsibilities. It helps the staff in changing with the aspects such as competition and the
technology. Thus, training is the most essential factor in a business world as it increases an
efficiency and an effectiveness of organization and employees.

In view of Hanaysha (2016), training has a great influence in enhancing job satisfaction
of an employee. It has been revealed that training helps an organization in meeting their
objectives and goals in an effective manner as the employees remains highly motivated. Through
training employees gained an ability in learning the new concepts, refreshing their respective
skills, improving work attitude and in boosting productivity. Employees require training in
performing their own duties and increases quantity and the quality of work. However, skilled and
an efficient manpower is counted as most significant success measures in achievement of an
organisational goals. This leads an employee in getting financial and non-financial rewards by
which they remain highly motivated in an organisation.
Theme 3: Ways through which training enhances motivation among employees
Thaler and et.al., (2017), analysed that training act as the beneficial tool in motivating
employees in creating multiple benefits for employer as well as employee. They feel more
invited or engaged and thus seen as motivated through which an employee gains a new skill.
However, from being truly effective in respect to a motivational tool, training needs to be done in
a right manner. There are several ways which are been adopted by an employer in enhancing
motivation among workforce with regards to training. Contextualizing the work of staff is the
most suitable way for developing motivation among employees. It reflects that depending on
type of the work that is done by an employee, their routine duties are removed from entire
mission statement of the company. Training provides an opportunity in demonstrating value for
each employee and in showing in which area their efficient work would be benefiting to overall
firm. Using training for improving workflow is the another way of increasing motivation under
which an employees are guided the way in which the task need to be performed so that higher
productivity can be attained. However, all the new processes present learning curve and might
temporarily makes an employee’s less efficient. Therefore, an ultimate aim of the training must
be to improve a workflow. By keeping an open communication with an employee, a good sense
is being achieved that is in which area the workflow can be improved and in what manner
training could help with it.
Sal and Raja (2016), represented that by determining strength of an employee, training
could be seen as terrific opportunity for employee where managers identify particular skills
which could be enhanced. Training facilitated to employee must be interesting and very much
relevant to its work. Strengthening bond of an employee also helps in enhancing motivation in

employees that involves elements within which an employee’s works together for solving
problem and in developing solutions that could strengthen bonds between employees in an
effective manner than bonding for an exercises that is designed exclusively for promoting a team
building as the training has bigger component in terms of real world to it. This helps in making
the employees work towards common goal at the time of training which would have a positive
impact on their routine life and they might return to their routine life with new appraisal for their
peer’s contributions and strengths.
In opinion of Lin, Huang and Zhang (2019), enhancing the long run career development
is a another way where an employee’s demonstrates commitment to an employees and in
enhancing motivation through showing them that they are very much concerned about career
growth of their employees over a long term period. Such developments could be approached by
way of working with an employee in mapping out their work and goals on the training that could
help them in attaining such goals.
A Workforce that is filled with the people who are eager to develop learning is seen as
the sure sign that the company hired very well. Employees who are mainly engaged within their
jobs and the careers need to know about their industry and the firm & in learning the skills which
would improve its performance. Each and every employee contribute towards an overall function
of an entity. Employees with the specific and the limited scope of the jobs feels like they are
being just cog into a wheel where their work not seems as very important. Training enables an
employee in understanding the way in which their work fits to their company's structure, goals,
achievements and the mission.
Thus, employees become more and more motivated & excited regarding their work as
they very well understand the way in which they do matters for reaching to the success of an
entity. Employees often knows well and better than the managers when their processes,
productivity and the work could be better. In most of the cases, employees or workers are
missing organization, education and the tools for achieving their respective potential.
Specifically, training for the team, work-groups and departments assist in getting the things on
the track for the purpose of improving outcomes and the quality. Resulting, people are feeling
more and happier within their work and seen as very excited about prospects of business success.
Many of the employees joins the company not just for having a job but also in developing the
career. Opportunities for an advancement are counted as necessary for employee retention and

the performance. On the other side, if such prospects present only in the theory, workers could
become as disenfranchised. Training enables the workers in realizing their goals by providing
them with adequate knowledge and education relating to not only performing the job in a better
way but for learning about the new aspects of the business and even as higher level of the
managerial skills that they could use down a line. Training is counted as an investment made by
employers for improving an ability of its workforce. At the time when the company offers
education & training to its employees, it indicates that they are been valuing the contributions
that they made and also valuing their respective people. They also send message that an
enterprise strives for valuing progress towards both organizational achievements and people
career. Thus, this results in creating attachment, enthusiasm and the loyalty among the staff.

CHAPTER 3- RESEARCH METHODOLOGY
It is reflected as the specific or particular methods which are adopted in the process of
research for collecting, evaluating and assembling the data (Bresler and Stake, 2017). It is
defined as the tools which are used for gathering relevant and appropriate information in the
report. In other words, methodology is used for collecting an information and the data for
making the business decisions. It includes approaches, philosophy, sources of gathering data,
sampling, assessing data and ethical aspects within the study.
Research type
While making the research report, two types of the methods can be used that involves
quantitative and qualitative study. Qualitative method emphasizes on obtaining the data that
includes qualitative characteristics and not the numerical facts or figures (Fletcher, 2017). On the
other side, quantitative method referred as objective measurements and the numerical analysis by
making use of statistical and mathematical tools.
As per this study, researcher has used qualitative technique which helps in making the
detailed analysis with respect to training effect on the satisfaction and the motivation of an staff.
This technique helps analysing the qualitative elements attached to the research problem and in
drawing appropriate subjective inferences in the study. It is the method helps the scholar in
looking deeper towards behaviours, feelings and the attitudes of the people in relation to this
research problem. It helps in encouraging the people for expanding on their own responses with
regards to the research problem.
Research approach
It refers as the procedure and the plan which consist of the steps and broad assumptions
of the detailed data collection method, interpretation and assessment. Approaches are based on
cause of research problem that is being addressed and are categorised into two parts that involves
inductive and deductive approach. Inductive approach in research is indicated as the reasoning
that begins with observation & the theories are been proposed towards an end of research process
as the result of an observation (Wiek and Lang, 2016). However, deductive approach concerns
with developing hypotheses on the basis of present theory and at a time designing strategy for
research in testing hypotheses.
For this research report, inductive approach has been used by scholar which helps in
generating meanings with that from dataset obtained for the purpose of determining relationships

and patterns in building the theory. It helps in developing learning about an effect of training on
the motivation & job satisfaction of an employees.
Research philosophy
This is depicted as the belief regarding the way within which the data relating to
phenomenon must be gathered, used and assessed. In the research study, philosophy are
classified into two section that includes interpretivism and positivism philosophy. Interpretivism
contends through subjective intervention and interpretation of reality (Mohajan, 2018). On other
state, positivism means a believe that the reality is seen as stable and could be describe or
observed from the objective viewpoint.
In context of this study, an investigator has chosen interpretivism philosophy that helps in
studying natural phenomena with an acknowledgement that the scientist couldn't avoid impacting
such phenomena. It helps the researcher in integrating human interest within the report so that
meaningful and useful study can be made in relation to an influence of training on the
performance or motivation of staff.
Data collection
It is practice or process of obtaining an information regarding variables of interest in the
established or systematic manner which assist one in answering to the stated questions of the
research, evaluating outcomes and testing the theories. Researcher could collect the data by using
two main sources that involves original & published sources (Taherdoost, 2016). Primary
sources refer to the gathering information directly in connection with the participant whereas
secondary data referred as collecting information from the published sources.
Referring to this research report, scholar has make use of both the sources that is primary
as well as the secondary sources. Primary research is conducted through structuring
questionnaire, survey, interview etc. However, secondary research or review is made through the
use of articles, journals, internet and books. These sources help in reducing the chances of errors
and building accuracy with reference to problem statement.
Sampling
It means the process under which predetermined number of an observation are being
counted from entire population. This methodology is being used for selecting sample from the
larger population depending on the type of an analysis that is being performed. Sampling can be
done mainly by using two methods that includes probabilistic & non-probabilistic sampling.

Probabilistic sampling is majorly based on a fact that each and every member of population are
been given an equal chance of getting selected (Leavy, 2016). While, non-probabilistic sampling
is the technique within which the sample chosen on the basis of subjective judgements.
In this report, scholar has chosen for simple random technique, a type of the probabilistic
sampling under which the sample is been taken based on the theory of probability that in on a
random basis. It is the technique that is counted as easy with providing full accuracy of the
representation. A sample of 20 managers is been taken in term of participants under this study.
Data analysis
It is defined as the practice of evaluation or assessing the data by making use of logical
and an analytical reasoning for examining each and every component of the data facilitated.
Researcher can analyse the data by making use of two main methods that are SPSS and thematic
analysis. SPSS is revealed as the statistical package for social sciences that is used by several
scholars in making analysis of the complex data (Cuervo‐Cazurra and et.al., 2017). Thematic
analysis means the tool that emphasize on determining, analysing and interpreting patterns of the
meaning in the qualitative data.
With reference to this research report or study, an investigator has opted for using
thematic analysis under which several themes are been prepared or framed on the basis of the
responses of participants. This helps in studying the set pattern of qualitative data in the study
and making useful assessment of the data.
Ethical consideration
It acts as an important part at the time of making this study, researcher has ensured
compliance of all the ethical aspects in the report that enhances the usefulness of the research. In
respect of ethical consideration, scholar has showed a respect and dignity to the participant by
making them voluntary participated in the study. Further, respondents participated in the study
based on an informed consent under which shows that they were not pressurized in any way.
Scholar has also ensured an adherence to the data protection along with maintaining higher level
of an objectivity in analyses and the discussion throughout the process of research. Using of
discriminatory, unacceptable and offensive language is been avoided in framing of the
questionnaire questions.
Reliability and Validity

These are meant as the concepts that are been utilised for making an evaluation of quality
in research. Reliability relates to consistency of the measure and validity reflects as an accuracy
of measure. In this study, scholar has ensured adequate level of reliability as the same results has
been generated by making use of the same methods under a similar conditions or the
circumstances. In terms of validity, researcher has made use of scientific methods that have been
followed in practice of creating findings from the research.
limitation of Research
An investigator has faced several challenges and limitation while conducting the this
report like developing aims & objectives, implementing methods of collecting data, choosing
sample size, financial and resource constraints (Sundar and Prabhu, 2019). However, by adopting
an effective methods of sampling such as random sampling, scholar has selected an appropriate
sample for making the research analysis. Moreover, by using primary and secondary sources,
execution in collecting the data is being achieved effectively and efficiently. Scholar has raised
adequate funds by using an appropriate funding sources in order to overcome the problem
relating to shortage of funds and has made optimum use of resources for avoiding limitation in
relation lack of resources.

CHAPTER 4 and 5: DATA ANALYSIS & DISCUSSION
Theme 1: Training is necessary for an employee in the organization
Particulars Responses % of responses
Agree 10 50.00%
Strongly agree 2 10.00%
Neutral 3 15.00%
Strongly disagree 1 5.00%
Disagree 4 20.00%
Total 20 100.00%
Interpretation- The above analysis shows majority of the participants agrees that training
plays an important part in an organization because it allows in strengthening the skills of an
employees. It enables the company in improving the performance of the firm as it develops skills
and abilities of the staff. It allows the workers in sharpening and developing new ways to work
or perform the task within an enterprise (Mira and Odeh, 2019). It provides and opportunities for
an employee in developing learning abilities and consistency in an entity. Training helps in

making the employees work with their best potential and in making optimum use of the
resources.
Theme 2: Company provides timely training to the employees within the work environment
Particulars Responses % of responses
Yes 16 80.00%
No 4 20.00%
Total 20 100.00%
Interpretation- The above results depict that majority of the managers feels or believes
that the company is providing the training to employees within a regular time interval so that
they remain highly satisfied with the task performed by them. This also helps an organization in
ensuring that the employees work in accordance to the standards set and the strategies made. It
seems as helpful in reviewing the work and learning abilities of each and every employee
working in the premises. This also leads to lower accidents and adequate use of an equipment’s
that in turn results in higher productivity with low cost of repair.
Theme 3: Current training program conducted in an organization is good

Particulars Responses % of responses
Excellent 8 40.00%
Good 9 45.00%
Below Average 1 5.00%
Average 2 10.00%
Total 20 100.00%
Interpretation- As per most of the managers, it has been analysed that presently the
training program conducted in the company is stated as good. This means that best training
programs are been held at the premises of an entity as increased level of productivity is been
achieved with less cost. This also helps in increasing the profitability for an entity as the sales or
revenue of the firm increases with higher productivity (Diliantari and Dewi, 2019). Moreover,
with application of the effective training programs company could be able to achieve the
objective in relation to keeping the companies motivated and satisfied.
Theme 4: Motivation and job satisfaction among the staff is crucial for the company
Particulars Responses % of responses
Yes 15 75.00%
No 5 25.00%
Total 20 100.00%

Interpretation- The above graph and table reflects that most of the respondents believes
that it is very crucial for the firm to keep their employees motivated and satisfied in the
company. Each and every organization attains a growing success only when it is backed by
committed employee and motivated staff. The firm achieves its goals and objectives efficiently
when the workforce within an organization remains as motivated and satisfied. Higher level of
effectiveness is attained in case when the workers and employees work with high morale and
motivation in the firm (Sundar and Prabhu, 2019). This shows that motivation and the job
satisfaction are the two main measures which helps the company in reaching to competitive
advantage and edge in an overall industry with attaining a leading position in the market.
Theme 5: Training impacts motivation and job satisfaction of staff to the high extent
Particulars Responses % of responses
High 9 45.00%
Low 2 10.00%
Very high 5 25.00%
Very low 4 20.00%
Total 20 100.00%

Interpretation- The above assessment indicates that most of the managers feels that
training highly impacts the motivation and the job satisfaction of an employees. It has been
presented that there is positive relationship between training & satisfaction and motivation of the
employees. This means that training poses a positive impact on an employee performance as
having the better or good training plan for an employee’s enhances an effectiveness of the staff
in performing the tasks in an appropriate manner (Mira and Odeh, 2019). Providing training to
the employees helps the company in achieving higher performance levels. It helps in making an
employees directed towards the common goal.
Theme 6: Training influences the performance and the job satisfaction of the staff in terms of
increasing commitment
Particulars Responses % of responses
Increased productivity
7 35.00%
Achievement of goals
2 10.00%
Meeting targets 2 10.00%
Increased commitment 8 40.00%
Total 20 100.00%

Interpretation- It has been identified that majority of managers reveals that the training
helps in gaining increased commitment from the employees. Satisfied and motivated employees
would be showing a committed approach in achievement of an organizational objective. With
training the employees could perform their work within a specified time frame in an effective
way. Committed workers creates an inspiring and directed work environment that promotes and
addresses needs relating to growth and development of an entity. Thus through training a
company can create a committed workforce with high morale and motivation which leads to
reaching the goals in an effective manner.
Theme 7: Training program helps in the personal growth of an employees
Particulars Responses % of responses
Agree 7 35.00%
Strongly agree 4 20.00%
Neutral 5 25.00%
Strongly disagree 2 10.00%
Disagree 2 10.00%
Total 20 100.00%

Interpretation- It has been agreed that training program conducted within the work
environment helps an individual or employee in enhancing their personal growth. Effective
training to the employees support its personal growth or personality development which helps in
attaining goals of an individual as well. As training involves working with different equipments
and learning new methods of performing the task which in turn leads to growth in the personal
individual development. This also acts as the big factor for the firm in keeping the staff
motivated and satisfied at the workplace.
Theme 8: Training & development enhances motivation and satisfaction within workforce
Particulars Responses % of responses
Rewards and recognition
2 10.00%
Training and development
12 60.00%
Compensation
3 15.00%
Incentives
3 15.00%
Total 20 100.00%

Interpretation- From the above it has been represented that training and development is
counted as the major factor which helps in increasing the motivation and making the employee
work with high morale. Developing individual skills and inculcating new skills through training
results to enhancement of motivation and job related satisfaction among employees. It also
enables in addressing the strengths and the weaknesses of an employee in an effective and
efficient way through ensuring timely reviewing.

CHAPTER 6- CONCLUSION AND RECOMMENDATIONS
Conclusion
By summing up the above report it has been concluded that training is seen as very
important for the company as well for an employee as its helps in developing individual and
overall performance of an enterprise. Respondents stated that without effective training workers
cannot perform their task adequately and appropriately because they were not having the
knowledge regarding the use of equipment’s and could not complete the task within the time
period. Training helps in learning new and effective way in which the work can be done,
therefore, it plays a critical part in the functioning of an entity. Moreover, managers stated that it
is very essential for the company to take appropriate measures and initiatives in order to motivate
and keep their employees highly satisfied. Training reflects a high impact on the motivation and
the job satisfaction of the staff in a positive way as it increases performance and the productivity
of an employees and an entire firm. Through training an employee’s gets increasingly committed
towards achievement of an organisational goals in an efficient manner. It also assists an
individual in developing their personal growth that results in achieving individual goals as well.
Thus, it has been summarized from the study that training and development has a great influence
and enhances motivation in the workforce.
Recommendations
 Company should use advanced technology for gaining greater level of flexibility and an
engagement of an employees in respect of improving the training processes.
 An entity should create a roadmap by considering different objectives for the purpose of
improving effectiveness of the training programs.
 Providing incentives and financial rewards to the staff in case they perform beyond
expectation also counted as the major source in increasing the motivation among
workforce.
Limitations and suggestions to inform future research
This research study is mainly based on qualitative aspects with regards to an impact of
the training, however, in further research we could use quantitative approach for gaining
accuracy in the study. Moreover, there are various aspects attached to this research problem such
as training also impacts the performance of employees that can be made in further research
studies.

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3

APPENDIX
Questionnaire
Name
Age
Gender
1. Do you agree that training is necessary for an employee in the organization?
 Agree
 Strongly Agree ()
 Neutral
 Disagree ()
 Strongly disagree ()
2. Does your company provide timely training to the employees within the work
environment?
 Yes ()
 No ()
3. What is your view regarding the present training program conducted in an organization?
 Excellent ()
 Good ()
 Below Average ()
 Average ()
4. Is motivation and job satisfaction among the staff is crucial for the company?
 Yes ()
 No ()
5. In accordance to you what is an extent towards which training impacts motivation and
job satisfaction of staff?
 High
 Low
 Very high
 Very Low
6. Which is the key factor that shows training influences the performance and the job
4

satisfaction of the staff?
 Increased productivity
 Achievement of goals
 Meeting targets
 Increased commitment
7. Do you agree training program helps in the personal growth of an employee’s ?
 Agree
 Strongly Agree ()
 Neutral
 Disagree ()
 Strongly disagree ()
8. Among the following which is the main measure that enhances motivation and
satisfaction within workforce?
 Rewards and recognition
 Training and development
 Compensation
 Incentives
9. Any recommendations relating to improving training process that leads to better
employee performance and motivation
5

6