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

This dissertation aims to analyze the impact of training and development on employee performance in Tesco. It explores the importance of training and development, the challenges faced by Tesco, and strategies to overcome them. The study includes a literature review, methodology, and analysis of the case.

Dissertation in business
studies
(“To analyse the impact of training and
development to enhance employee performance. A
study on Tesco.”)

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
PART 1: AIMS, OBJECTIVES RESEARCH QUESTIONS AND RATIONAL..........................2
Aims:...........................................................................................................................................2
Objectives:..................................................................................................................................2
Research questions:.....................................................................................................................2
Mapping......................................................................................................................................2
Rationale:....................................................................................................................................3
PART 2: LITERATURE REVIEW.................................................................................................4
Case study...................................................................................................................................6
PART 3: METHODOLOGY...........................................................................................................7
PART 4: ANALYSIS OF THE CASES........................................................................................10
Frequency distribution table......................................................................................................10
Interpretation.............................................................................................................................10
PART 5: DISCUSSION.................................................................................................................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19
APPENDIX....................................................................................................................................21
Questionnaire............................................................................................................................21

INTRODUCTION
Training and development basically involve with improvisation of that is processed
within team or by individual. It also refers to suitable activities that is used to create and develop
moderate level of skills and knowledge with this working efficiency and its productiveness get
advanced in specified manner. The training program enhance the working capability and with
this employee relation and its retention get sustained over longer period of instance. It is also
being used to advance and process higher values through which learning capability and working
efficiency both get improvised on regular basis (Maheshwari and Vohra, 2018). It is a short term
process that is more reactive under which operational fundamentals are enhanced with
continuity. It aids to develop better level of skills and development and progressed with adequate
belief and purpose such as lowers the attrition rate as in this value credibility is increases in
beneficial manner. In addition, it aids an individual to prepare for upcoming challenges which is
also be developed in support of pre-emptive process that induce continuous level of influence
and for this working credibility and probability to attain higher attractiveness and retention is
affected on regular basis.
It boosts satisfaction of workers as with this they have appreciate building of new skills,
improvisation of job performance, working potential as with this continuous level of
opportunities is created in which employee growth and its development is processed. It defines
certain activities as with this performance and productiveness is attained and in this development
is attained as by making optimised utilisation of resources, improvisation and advancement of
quality and safety, working morale and corporate image and advancement of organisation culture
and values. There is various advantage of training as well as development such as it aids
employee advancement that is related to improvisation of individual skills and knowledge,
creation and development of better job position, it kept employee more motivated through which
contribution level of enhanced. Training is basically provided to the individual as with
consideration and fulfilment of loop holes. It is a managerial program that is provided to
influence behaviour, role playing, enhancement of human relation, development of managerial
skills, simulation and many other basis as well.
The training usually improvises both quality and quantity of working force under which
base on an individual to learn and accept changes in positive manner is developed in beneficial
manner. Moreover, it advances the survival and long term growth of an individual that
1

furthermore exposes working trends within professional fields (Noe and Kodwani, 2018). It is a
major function that is played by HR department and it is due to the fact that most of organisation
faces cut-throat competition and in this ability to improvise skilled human workforce with this
capability to develop competitive advantage is processed with perfection. The dissertation below
is based on Tesco and it is a multinational merchandiser and groceries with having headquartered
in Welwyn Garden city, UK. The dissertation below comprises of aims, objective, questions,
rationale, literature review, methodology, analysis of case along with thematic analysis.
PART 1: AIMS, OBJECTIVES RESEARCH QUESTIONS AND
RATIONAL
Aims:
“To analyse the impact of training and development to enhance employee performance. A
study on Tesco.”
Objectives:
 To understand the importance of training and development within an organization.
 To analyze the impact of training and development on employee performance.
 To determine the challenges faced by Tesco due to lack of training and development.
 To identify the strategies that can be implemented in order to overcome the challenges.
Research questions:
 What is the importance of training and development within an organization?
 What is the impact of training and development on employee performance?
 What are the challenges faced by Tesco due to lack of training and development?
 What are strategies that can be implemented in order to overcome the challenges?
Mapping
It has been used by researcher to make adequate control over various strategies and initiatives
due to which working proficiency and its productiveness get developed in constrained mode.
There is sustained modification as by mapping and during this possibility to attain beneficial
outcome is attained over timely mode. It is resulted of profitable completion of task through
which benefits, strategies and challenges processed during training and development is attained
in profitable manner. The induction and processing of training and development is essential and
2

have direct impact over performance and productiveness of employee (Rahayu, Rasid and
Tannady, 2019). In this working ability and its attractiveness both indulge with perfection and
with this management get implemented adequate strategies and take suitable initiative as per
necessity. It improvises the rate of task completion and its attentiveness with this possibility to
attain sustained result is processed with adequateness. As with support of mapping, risk
credibility and its assessment is controlled and managed and under this probability to collect
suitable ending in timely frame is processed with effectiveness. In this task is divided and
segmented in disciplined manner and with this accurate changes are implemented as per
requirement and with this possibility to make adequate changes is developed with better
sufficiency.
In this methodology also assist to develop and design accurate strategy, approach, data
collection approach and timescale with this research is conducted in possible manner. Moreover,
information is collected and analysed with support of secondary data and with this literature
review is conducted as it assists to make modified level of changes in balanced mode. Afterward,
thematic analysis is processed that is dependent over both qualitative and quantitative basis and
in this information is collected with accuracy that is helpful for business to implement favoured
changes as per requirement of training and development.
Rationale:
The reason behind the conduction of this research is to acknowledge about training and
development as with this probability to attain better working standards and credibility is
developed in systematic manner. As training and development is major prospect with this
possibility to get connect with standardised goals and objectives is developed in prior basis
through which probability to attain long term growth and development is processed with
perfection. It assists the employee to advance learning as well as working captaincy that
furthermore aid to gain higher level of proficiency with this credibility to resolve higher level of
challenges is deducted with timely constrained. It is helpful for both personal and professional
bases under which capability to advance and improvise working standard is controlled and
managed with adequateness (Susomrith, Coetzer and Ampofo, 2019). In terms of personal basis,
it assists to gain better knowledge about the requirement and acceptance of training and
development within an organisation. In this as a researcher learning skills and its resultant get
advanced in favourable manner. For this efficiency of working is attainment of adequate target
3

that is comprised with adequate goal and objective is processed in timely frame. Moreover, it
also improvises critical thinking skills through which ability to analyse both positive and
negative impact over workers as due to training and development is enhanced with
productiveness. In addition, team working also enhanced with this possibility to collect and
attain sustained outcome is improvised in balanced mode. In this possibility to collect
appropriate information and its segmentation both get developed in possible manner that aid to
attain better working condition along with continuous advancement and collection of prior
information is developed that collectively enhance productiveness in balanced mode.
In relation to professional basis, it aids to accomplish standardised outcome within
working consequences and in this possibility of management to advance training and
development is progressed with perfection. In this capability of an organisation is increases
through which rate of retention and attraction of potential employee is processed with perfection.
In addition, management ensure to measure certain loopholes and then offered adequate training
as per necessity and requirement. It is also being helpful to design and develop various strategies
that is resultant of adequate implication of sustained functions within which working efficiency
and its effectiveness get advanced in favourable manner.
PART 2: LITERATURE REVIEW
What is the importance of training and development within an organization?
According to the viewpoint of author Emma dudley, 2018, as the first benefits , that is
sometimes overlooked, there is so much focused areas of improvement like retention and
development of the employees within the organisation. The training and development within the
organisation can improve the interpersonal skills of the employee. This gives confidence to the
employees for facing the challenges within the organisation, because there are so much problems
are coming time to time within the organisation. So, this training and development in the
organisation is needed in the organisation because to build a more skilled employees within the
organisation. Although, this also helps to boost the skills and knowledge of the employees. This
also increases the employee engagement programs within the organisation that means the
company is looking for the continuous development and ways of attention and giving time to
time appreciation to their employee, for encouraging them to work efficiently within the
organisation.
What is the impact of training and development on employee performance?
4

According to the view point of author mohammed raja abdulraheem sal, 2018there is the
various impact on the performance of the employees within the organisation, like these are the
reasons employee increase their potential within the organisation. This also improves the
employee retention, because this boost up the skills of the employees. Although, this will
enhance the capabilities of the work-forces within the organisation. This helps to get the more
positive employer brand within the organisation. Apart from this, strengthens the learning of the
employee and enhance their knowledge in the various field and make them capable to work in
every department. The success of the organisation depends on the quality of the employees.
Motivation of the work comes after the training and development, because this is the only
platform that provides the employee to build new skills and knowledge. The more company put
the efforts on the employees the more organisation gets the better result of the work and get
improvised the work quality of the employees.
What are the challenges faced by Tesco due to lack of training and development?
According to the viewpoint of author anthony olabode ayodele, 2021, the lack of training
within the organisation can create several problems within the organisation like Tesco. This can
affect the productivity within the organisation. Also this affects the safety and wellbeing of the
employees into the organisation. This weakened the performance of the employees. This can
create the several issues within the organisation. Lacks of training creates the several issues
within the organisation like Tesco, like this creates the various conflicts within the organisation.
Conflicts can increase the turnover, decrease the employee morale, and also effects the long term
business of the organisation. Although, the traditional method is not working with the modern
employees, because this generation of employee believes in the technical proficient within the
organisation. Although, this also effects the important skills such as communication, diplomacy,
and the building relationship. This also can be difficult to provide the training with the multiple
skills. Sometimes the company Tesco is facing global challenges, this increase the difficulty of
providing the constant training to the employees and the virtual needs of training within the
organisation.
What are strategies that can be implemented in order to overcome the challenges?
As per according to the viewpoint of Nikos Andriotis, 2018, in terms of training
resources and allocation of training program is developed on the basis of effectiveness as with
this optimised ending is resulted in timely frame. In despite of resource allocation organisation
5

offer various training lessons under which working efficiency and its effectiveness get developed
with adequateness. There are various strategies that is implemented by management in order to
overcome from various challenges and in this hectic schedule of workers get drained with
perfection through which working relevancy is offered with better durability. Moreover, a
dispersed workforce is developed that remote the work as per acceptance in which comfortable
and logical forum is developed. In this favoured webinar and video conferencing and online
forum is conducted through which trust and empathy get foster. The level of employee
engagement is essential at differ level such as cognitive, behavioural and emotional basis that is
required to manage knowledge retention, level of commitment, contribution of employee etc. For
this adequate learning culture is developed under which adequate return is processed of
investment.
Case study
Tesco is facing higher issue of employee turnover and minimised productivity in this
manner for the company this is necessary that they inhale such practices in which enhancement
in training and development can be seen. On the other hand in order to earn high prominence and
to control outer market situation this is imperative to hold appropriate degree of training and
development so that these issues can be mitigated.
6

PART 3: METHODOLOGY
There are various types of research methodologies which are being followed by individual
so that to get assistance over research and to attain research objectives as well. Similarly under
this research different methodologies are used which are elaborated as under:
Research Philosophy: Research philosophy is categorised as the set of actions which are used
within investigation in order to attain research objectives in appropriate manner. These
assumptions are helpful in developing such significant actions in which research process can be
carried out effectively. In every research philosophy plays such essential role by which overall
research process can be executed effectively (Larshin and Lishchenko, 2018). Research
philosophy is of two type such as interpretivism and positivism. Under this research
interpretivism philosophy is followed so that to attain research objectives in proper manner. With
the help of interpretivism philosophy is helpful in gathering qualitative data in significant
manner.
Research Approach: Research approach is defined as that part of research onion which is
providing wide assumptions as in relation to interpret research objectives. There are two types of
research approaches such as inductive and deductive which are used by researcher as according
to nature of research. These approaches are named as inductive and deductive which could be
helpful for researcher to attain research objectives in prominent manner. Under this research
deductive approach is used as researcher is prominently collecting data through quantitative
methods. Inductive approach is helpful in analysing given research topic in depth manner so that
inclusive results can be concluded and errors can be eliminated as well.
Research Choice: Research choice is defined as such primal factor within research which could
lead the research to get finished in systematic and effective manner so that to develop proper
understanding as well. There are two types of research choice such as qualitative and quantitative
which can be used by researcher in order to align with research objectives in direct and indirect
manner. Under this research researcher has chosen quantitative research choice has. been used as
the major choice as this research choice will lead the researcher to obtain information from
various sources and respondents (Malhotra, Nunan and Birks, 2017). Similarly quantitative
research choice enables to use graphs and charts within providing research results. With the help
of quantitative research choice in depth analysis can be performed which is aligned with
research.
7

Research Strategy: Research strategy is defined as such set of actions which could be
helpful for researcher to accumulate information related to research topic. Research strategy is
the efforts which are being exerted by researcher so that to draw accurate results. In this manner
with the help of research strategy accurate research plan is made which is followed throughout
research in order to attain prominence within research objectives. There are different types of
research strategy such as case study, survey, experimental and many more. Under this research
survey and case study method will be followed so that to gather appropriate views within
research. Survey is helpful in developing in depth knowledge about the research topic whereas
case study is helpful in analysing the actual issue for which the research is going to be
conducted.
Research Instrument: Research instrument is defined as the tool which is used by
researcher so that to validate gathered information in appropriate manner. There are various
research instruments which can be used by researcher so that to gain insight over research. In
order to conduct this research, questionnaire is used so that to develop appropriate results and to
obtain significant results as well.
Data Collection: Data collection is defined as such methods which can be used by
researcher to acquire deep insight related to research topic and to execute research topic in
proper manner. Data collection is one of the most significant processes of overall research as
whole research is dependent over this aspect only (Sorli and Kaufman, 2018). There are two
types of data collection method such as primary and secondary. Both these data collection
methods are adding level of effectiveness within research. In this research in terms of secondary
research with the help of Blogs, journal articles, industry reports, company website and articles
available on various websites are some of the sources of information that are used by the
researcher in this research. Besides this, in terms of secondary sources of data collection
questionnaire is used by researcher in order to take out relevant results.
Sampling: Sampling is defined as the activity in which research tend to select their required
number of respondents so that research results can be analysed in optimal manner. This is the
initial process of data collection in which appropriate assistance can be given in order to develop
objectives. There are two types of research sampling used by researcher such as probabilistic and
non-probabilistic sampling. In this research probabilistic sampling is used so that to draw
8

research objectives. Sample size is taken as 30 which is helpful for researcher to attain research
objectives.
9

PART 4: ANALYSIS OF THE CASES
Frequency distribution table
Q1. What is the impact of training and development within workplace? Frequency
a) Enhancing employee performance 10
b) Increasing skills and capabilities of employees 10
c) Intensifying productivity 10
Q2. What is the importance of training and development programmes within
Tesco?
Frequency
a) Enhancement in employee confidence 15
b) Continuous improvement 10
c) Increased turnover 5
Q3. What are the challenges faced by Tesco due to lack of training and
development?
Frequency
a) Weak employee performance 10
b) High employee turnover 10
c) Decreased employee morale 10
Q4. What are strategies that can be used for mitigating these challenges? Frequency
a) Allocation of training program 12
b) Enhancing remote working 12
c) Increasing employee involvement 8
Q5. According to you Is Tesco emphasised over using such training and
development programs?
Frequency
a) Yes 25
b) No 5
Interpretation
Q1. What is the impact of training and development within workplace? Frequency
a) Enhancing employee performance 10
b) Increasing skills and capabilities of employees 10
c) Intensifying productivity and creativity 10
10

Interpretation: According to demonstrated graph this can be analysed that training and
development plays significant role for the business to manage such aspects in which benefits can
be attained. For a business this is imperative that they try to focus over such trainings and
development sessions in order to boost organisational performance. In this research out of 30
candidates, 10 have said that training and development sessions are helpful in enhancing
employee performance. Whereas 10 have said that training and development sessions are helpful
in increasing skills and capabilities of employees. At last 10 have said that training and
development sessions are helpful in intensifying productivity and creativity of employees.
Q2. What is the importance of training and development programmes within
Tesco?
Frequency
a) Enhancement in employee confidence 15
b) Continuous improvement 10
c) Increased turnover 5
11

Interpretation: From the above graph this can be concluded that for business training and
development practices are helpful in developing various aspects and these are helpful in covering
major business aims and objectives. In this manner under this manner within this research out of
30 respondents, 15 have said that training and development sessions are important for enhancing
employee confidence through which they can perform well. Besides this 10 said that training and
development are required in order to provide continuous improvement to the business. At last 5
said that in order to increase overall sales this is necessary for the business to organise training
and development sessions.
Q3. What are the challenges faced by Tesco due to lack of training and
development?
Frequency
a) Weak employee performance 10
b) High employee turnover 10
c) Decreased employee morale 10
12

Interpretation: From the above graph this can be concluded that there are various challenges
which are faced by business due to lack of training and development. These issues are
implicating over image and prominence of the organisation. In this research out of 30
respondents, 10 said that due to lack in training and development programs employee –
performance get weaken. Besides this 10 said that due to lack in training and development high
employee turnover can be faced by the organisation. At last 10 said that lack of training and
development minimises employee morale due to which they remain unsatisfied with their job.
Q4. What are strategies that can be used for mitigating these challenges? Frequency
a) Allocation of training program 12
b) Enhancing remote working 12
c) Increasing employee involvement 8
13

Interpretation: From the above graph this can be concluded that there are various strategies that
can be used by business in order to mitigate issues faced by lack of training and development.
Under this research out of 30 respondents, 12 have said that by allocating training and
development programs these issues can be mitigated. On the other hand 12 have said that by
enhancing remote working issues related to training and development can be mitigated. At last 8
have said that by increasing employee engagement these issues can be mitigated.
Q5. According to you Is Tesco emphasised over using such training and
development programs?
Frequency
a) Yes 25
b) No 5
14

Interpretation: From the above graph this can be analysed that Tesco is highly emphasised over
developing such programs of training and development so that to gain appropriate business
benefits. Under this research out of 30 respondents said that Tesco is focused over these training
so that to attain high business benefits.
PART 5: DISCUSSION
What is the importance of training and development within an organization?
From the study analysis has been made on training and development has great
importance in the organisation as it provides motivation to the employee which develops the
interpersonal skills in the employees. Through training employees acquires new skills and
method of doing the work. The importance of training and development improves the
productivity of the employees which helps the organisation in creating overall efficiency. It helps
the individual in tackling the challenges as everyone has some shortcomings and faces different
kind of problems in the organisations (Andalib and et. al.,2019).. Through the training and
development an individual can boosts its knowledge and skills which makes him productive and
improves the performance
The investment in training and development improves the employee satisfaction as they
become skilled in relevant fields. It is the component of performance management system which
improves the human relations and reduces turnover and absenteeism. It helps in preparing of the
new and old employees for meeting the changing requirements of the organisation. For maintain
employee turnover it is important to train the individual as hiring is more expensive. It is helpful
15

for both personal and professional bases for attaining better working standards and credibility in
systematic manner. The training usually improves both quality and quantity of working force of
an individual to learn and accept changes in positive manner.
What is the impact of training and development on employee performance?
Training and development involves the acquisition of knowledge, know-how, techniques
and practices in the organisation which is acquired by the employees. The analysis has been
made that by conducting training program it strengthen the skills of employees which they
require to perform the task (Bastas and et. al., 2019). Through development program all the
employees gain similar knowledge and skills which brings them together at high level. Employee
performance is the process of measuring the progress of the task performed and executed. The
employee performance depends on the quality of training provided to them .Training is a
learning of the employee which enhances their knowledge in the various fields and makes them
capable to work in every field. Employee performance provides the satisfaction which ultimately
leads to employee retention. Motivation of the work comes after the training and development,
because this is the only platform that provides the employee to build new skills and knowledge.
It helps in team development which improves overall productivity. It facilities in better decision
making as employees can provide better ideas.
What are the challenges faced by Tesco due to lack of training and development?
The analysis has been made that due to the lack of training in the organisation it affects the
productivity of the employee which reduces the profit and employee satisfaction. The safety and
wellbeing of the employees in the organisation is also affected due to the lack of training which
reduces their performance. Working environment is complex and diverse which requires leaders
at every level. Lack in training creates conflicts between the employees and organisation. The
employees are not involved in the team work. Employee morale is reduced which affects the
organisation in making productivity for long run. Different learning habits make the training
ineffective which results in achieving the goals inefficiently
Employee retention is another challenge faced by the company. The company faced the
problem of huge cost in the development of the training plan and required lot of resources. The
lack of training required lot of time to complete the work which results in poor quality of work
(Christanto 2020). The company faces the challenge of change in technology because of that it
creates difficulty in preparing the training methods. The employees face work stress at work
16

place because of no training. The employees feel unappreciated moves towards other
organisation which leads to decline in value and performance and ultimately growth also stooped
(Hartwell 2019).
What are strategies that can be implemented in order to overcome the challenges?
To allocate the resources various training lessons and strategies are developed efficiently to
overcome the challenges. Before imparting the training it is necessary to analyses the needs and
goals of the business and employees before designing the training plan. To identify the skills
gaps will help in knowing the type of training required. It is necessary to align overall strategy
with learning and development strategy as the needs are different and unique. The level of
employee engagement is essential at differ level such as cognitive, behavioral and emotional
basis that is required to manage knowledge retention, level of commitment, contribution of
employee. It should consider the business strategy involving mission, values, and goals that helps
in achieving. To be competitive in the market it is necessary to prioritize the strategy of training
and development in the organization (Sanjeev and et. al 2020). After the planning of the strategy
the training is executed properly. On the job and off the job training can be provided to the
employees for improving their morale and better performing of activities. The hectic schedule of
workers get drained with perfection through which working relevancy is offered with better
durability
17

CONCLUSION
From the above mentioned research this can be concluded that in the competitive
environment new innovation emerges which requires adequate training and development for
increasing the productivity and enhance the morale of the employee. Training and development
is the part of management which is a continuous process in the organisation. It is a process of
increasing the ability of the employee by imparting the knowledge and learning. Development
starts after the end of training. Training and development is an educational activity which
enhances the knowledge of the employee in the organisation by providing instructions and
information for better performing.
Through training program working capability is improved and employee relation which is
sustained for longer period. It is a short term process which aids to develop better level of skills
and development with adequate belief and purpose for increasing credibility of the business. It
boosts satisfaction of workers as it is a managerial program that is provided to influence
behaviour, role playing, enhancement of human relation, development of managerial skills,
simulation.
Training is a process of enhancing skill, knowledge, competencies of employees so that
they can perform present jobs. The basic objective of training is to help organization to achieve
its goals by adding value to the employees. In this aggressive world, where nothing is static,
consistently a development comes into the market. This made the association to be dynamic in
their business cycle and continue executing the progressions with the goal that they will be
cutthroat on the lookout. Each worker is feeble at specific abilities each representative won't be
awesome, which you need for the position. In the event that the worker certain abilities match
and in the event that you realize you can fortify its expertise via preparing, recruit them or allot
errands to them, unquestionably your representative will endeavour to remain on your
assumptions
18

REFERENCES
Books and Journals
Andalib and et. al.,2019. Case matrices and connections of entrepreneurial career management
module. International Journal of Entrepreneurship, 23(3), pp.1-10.
Bastas and et. al., 2019. Employment for Disability: Human Resources Management in Higher
Education for Quality. International Journal of Disability, Development and
Education, 66(6), pp.610-615.
Christanto, F.T., 2020. Mediating Role of Affective Commitment in the Relationship between
HRM Practices and Employee Engagement in the Context of Surabaya’s Millennial
Workforce in the Manufacturing Sector. iBuss Management, 8(2).
Hartwell, C.J., 2019. Social media and e-HRM. e-HRM: Digital approaches, directions and
applications, pp.143-159.
Larshin, V.P. and Lishchenko, N.V., 2018. Research methodology for grinding systems. Russian
Engineering Research, 38(9), pp.712-713.
Maheshwari, S. and Vohra, V., 2018. Role of training and development practices in
implementing change. International Journal of Learning and Change, 10(2), pp.131-
162.
Malhotra, N.K., Nunan, D. and Birks, D.F., 2017. Marketing research: An applied approach.
Pearson Education Limited.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Rahayu, M., Rasid, F. and Tannady, H., 2019. The Effect of Career Training and Development
on Job Satisfaction and its Implications for the Organizational Commitment of Regional
Secretariat (SETDA) Employees of Jambi Provincial Government. International Review
of Management and Marketing, 9(1), p.79.
Sanjeev and et. al 2020. An Empirical Research on the Role of Cloud-Based HRIS & HRM
Functions in Organizational Performance. In Decision Analytics Applications in
Industry (pp. 21-35). Springer, Singapore.
Sorli, A. and Kaufman, S., 2018. Experimential methodology in consciousness
research. NeuroQuantology, 16(3).
Susomrith, P., Coetzer, A. and Ampofo, E., 2019. Training and development in small
professional services firms. European Journal of Training and Development.
Wingreen, S.C. and Blanton, J.E., 2018. IT professionals' person–organization fit with IT
training and development priorities. Information Systems Journal, 28(2), pp.294-317.
ONLINE
dudley. E., 2108, top ten benefits of ongoing staffs training and development [online] Available
through:<https://www.linkedin.com/pulse/top-10-benefits-ongoing-staff-training-
development-emma-dudley?articleId=6474303501865353217>
sal. M.,2018, the impact of training and development on employees performance and
productivity [Online] Available through:<https://papers.ssrn.com/sol3/papers.cfm?
abstract_id=2849769>
ayodele. A., 2021, using technology to enhance the effective communication using Tesco
[online]available
through:<https://www.researchgate.net/publication/273348062_USING_TECHNOLOG
19

Y_TO_ENHANCE_EFFECTIVE_COMMUNICATION_USING_TESCO_AS_A_CA
SE_STUDY>
Andriotis. N., 2018. Training and development challenges and solution in the workplace.
[Online] Available through: < https://www.talentlms.com/blog/training-challenges-
solutions-workplace/ >.
20

APPENDIX
Questionnaire
Q1. What is the impact of training and development within workplace?
a) Enhancing employee performance
b) Increasing skills and capabilities of employees
c) Intensifying productivity
Q2. What is the importance of training and development programmes within Tesco?
a) Enhancement in employee confidence
b) Continuous improvement
c) Increased turnover
Q3. What are the challenges faced by Tesco due to lack of training and development?
a) Weak employee performance
b) High employee turnover
c) Decreased employee morale
Q4. What are strategies that can be used for mitigating these challenges?
a) Allocation of training program
b) Enhancing remote working
c) Increasing employee involvement
Q5. According to you Is Tesco emphasised over using such training and development
programs?
a) Yes
b) No
21