TASK 11 1.1 Research Project Outline Specification

Research Project CHAPTER 1: INTRODUCTION1 TASK 11 1.1 Formulate and record possible research project outline specification 1 1.2 Factors that contribute to the process of research project selection 3 1.3 Undertake a critical review4 1.4 Produce a research project specifications8 1.5 An appropriate plan andproceduresfortheresearch specification 8 TASK 211 2.1 Match resources efficiently to the research question or hypothesis 11 2.2 Proposed research investigation in accordancewiththeagreed specification 11 2.3 Record and collate relevant data which is appropriate 12 TASK 316

Research Project

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................1
TASK 1............................................................................................................................................1
1.1 Formulate and record possible research project outline specification..................................1
1.2 Factors that contribute to the process of research project selection......................................3
1.3 Undertake a critical review...................................................................................................4
1.4 Produce a research project specifications.............................................................................8
1.5 An appropriate plan and procedures for the agreed research specification...........................8
TASK 2..........................................................................................................................................11
2.1 Match resources efficiently to the research question or hypothesis ...................................11
2.2 Proposed research investigation in accordance with the agreed specification ...................11
2.3 Record and collate relevant data which is appropriate........................................................12
TASK 3..........................................................................................................................................16
3.1 Use of suitable research evaluation method for examination.............................................16
3.2 Analysis and interpret results for determining original specifications................................17
3.3 Make recommendation and further area for consideration.................................................28
CHAPTER 4..................................................................................................................................29
Covered in PPT.........................................................................................................................29
CONCLUSION..............................................................................................................................29
REFERENCES..............................................................................................................................30

TITLE – To determine the impact of training and development on staff efficiency in banking
sector. A case study on Barclays Bank.
CHAPTER 1: INTRODUCTION
Research project entails with identifying all advantages or disadvantages of specific
topic. It supports to derive best desired outcomes in a certain time period. Most of the firms
conducts a study in order to make appropriate business decisions and attain their goals and
objectives. The present research assignment dictates the impact of training and development
assistance on employees' performance level and efficiency. Although, interest of management
education is evident in all areas of economy; training is method through which necessary skills
and specific knowledge to do a job role are taught or improved (McKenzie and Woodruff,
2013). The case study will be focused to explore the impact of training and development on
employees' efficiencies on Barclays Bank with hope that in near future British banks would
becomes efficient in management educations. In this context, various aims and objectives are
being prepared on the basis of there of actual theme of the project. Therefore, it can be said that
training and development is vital to accomplish corporative goals and objectives Along with
this, researcher has made certain specifications of research projects which are required and a
framework so as to complete entire study in the best possible manner. The project is significant
to follow agreed process of study by gathering correct information and data by using wider
sources. Furthermore, a literature review will be done so as to analyse viewpoints of various
authors on the same concern of study. Based on findings, various recommendations will be
provided to research so that management can acquire an appropriate training programmes for
each category of staff who need to be trained and developed.
TASK 1
1.1 Formulate and record possible research project outline specification
Every research is focused on getting certain profits and appropriate results, for which
researcher needs to be followed proper directions. In this coursework, project specifications are
developed in form of aims and objectives which describes the issue for which research is going
to be conducted (Cole, Sampson and Zia, 2011).
Research aim - It is a core of any proposal of research plan that encompasses
demonstrating the what, why and how of the study or project. Specific research aims constitute
1

the template or master plan for the rest of research plan. In simple terms, it defines everything in
detailed that is exciting and significant. The research aim of this project is -
Topic - To determine the impact of training and development on staff efficiency in
banking sector. A case study on Barclays Bank.
In this rapidly changing world, the management and achievement of employee‟s
performance is gradually become more challenging and multi-tasking in an organization. There
are continuous efforts and strategies lying down by many organizations to accomplish their
objectives and also achievements of excellence by gaining competitive advantage. On the other
hand employees are required to be creative, competent, innovative, flexible, and trained enough
to handle the information effectively (Wu, 2012). Employees training plays an important role as
it enhances efficiency of an organization and helps employees to boost their performance in an
efficient manner. There are many reasons that create the barriers to perform the task such as
organization culture and politics. Some of the employees have lack of skills, abilities, knowledge
and competencies due to this they are failed to accomplish task on timely basis.
Barclays is the chosen organisation for this present scenario, it is a multinational
investment bank and provides financial services to customers; its headquarters is in London.
Currently, the firm is operating in 40 nations worldwide by employing 120000 people. Apart
from investment banking, Barclays also serves in its services in – personal banking, investment
management, corporate banking and wealth management. The entire revenue of this banking
institute is £21.076 billion; the vision statement of Barclays is to attain rapid growth as per the
time through diversifying client as well as business based. For this purpose, the firm is tend to
raise its market presence In markets and focus to provide training and development assistance to
employees (Maskell, Baggaley and Grasso, 2011).
Research objectives: -
The objectives of any research summarises what will be attained through this entire
study. Although, research objectives involves obtaining answers to research questions or testing
the research hypothesis. Sometimes, such objectives are directed towards identifying the
relationship or difference between two variables. Following are the main research objectives: -
 To examined the impact of training and development on bank staff efficiency.
 To evaluate the relationship between training and output
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 To ascertain the adequacy or relevance of training course contents according to the needs
of staffs.
 To unravel the impact of training and development of staff members of Barclays. Recommend the ways that could improve the impact of training and development on
bank efficiencies.
Research questions: -
Basically, research questions are prepared in order to attain research objectives by
resolving all problems. These are beneficial in enhancing desired outcomes appropriately which
engage with suitable outcomes towards role of training. Below mentioned several research
questions are: -
 Q1. What is the impact of training and development on employees' efficiencies in
banking sector?
 Q2. What is the relationship between training and outputs?
 Q3. How adequacy or relevance of training course contents to the needs of staffs ?
 Q4. What is the impact of training assistance on workforce of Barclays?
 Q5. What are the major ways which improves the impact of training and development on
bank efficiencies?
1.2 Factors that contribute to the process of research project selection
Conducting a research is not a easy task, it encompasses with several factors which
supports to make effective and result oriented research projects. Thus, there are certain
components which which must involved in this present study so as to find out desired outcomes
and getting maximum profitability (Oh, Teo and Sambamurthy, 2012). Following are the prime
factors which contributes in processing of research project: -
Introduction- It is initial part to conduct research project in which all necessary things
are addressed in proper manner. Introduction is a useful in order to provide the overview of each
and every topic that is going to be discussed later. This phase of research also entails research
theme and on the basis of this research aims and objectives are prepared so that ideas and
thoughts can be predicted in a systematic manner.
Literature review- In this section, different viewpoints or opinions of different writers are
discussed who have studied on the same area of concern. It is essential for researcher to assess
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the all opinions of authors which are similar with area of concern so as to get better and deep
understanding about the entire topic.
Data collection- In this phase, data is gathered by conducting various market surveys or
researches so as to recognise response of several respondents who have given their own
feedbacks on the area of study. Basically, data collections assists to get proper and effective
information (Hameed and Waheed, 2011).
Data evaluation – The sections renders appropriate and valid interpretation of data so as
to differentiate as well as make a comparison between variances. Evaluation of relevant
information contribute to arrive desired research outcomes in a certain time period.
Recommendation and conclusion- The last chapter of the research examine the
outcomes of whole project; it will supports to maintain as well as finding out appropriate things
in order to make desired outcomes. Recommendation and conclusions contribute to improve
certain areas and add major features in the same.
1.3 Undertake a critical review
A literature review is an evaluative aspect of information which founds in literature of
concern topic or chosen area of study, It defines, summarise, clarify and measure the overall
literature. Basically, literature review is a theoretical base for doing research and assists to
identify the nature of the research. In this, work that is peripheral are treated as critically whereas
those which are irrelevant are discarded (Sheehan and Cooper, 2011). Along with this, a
literature review is more than information search and goes beyond to be descriptive annotated
bibliography. Entire work is involved in this should be read, assess and evaluated.
A). Impact of training and development on staff efficiencies
Globally, the entire world is modernising so fast day by day which creates several
challenges for business associations. According to Karlan and Valdivia, (2011) to operate
successfully, companies should have money, material, supplies, ideas and equipments towards
offering products and services to individuals who may utilise its outputs. Requirement of training
is generated by intensification of competition and accomplish relative outcomes of business
organisation. For this, firms are investing on employee development activities to improve their
performance level. Thus, training is vital in order to improve performance of staff members
through adopting competencies and assists to retain employees by motivation and satisfaction. It
is fundamental for workforce as well as for entire association because people who have less
4

skills, competencies and skills get failed to do tasks on periodic basis. In this manner, organising
training sessions will support in developing competencies of employees as they can do all tasks
and activities in the best possible manner.
Growth of global market, firms are tend to acquire technological supports for
accomplishing procedures so as to survive successful at marketplace (Avery and Bergsteiner,
2011). For this, Barclays provide training to employees as they learn new and innovative
methods to perform tasks. On the other hand, increasing competition also requires to have
knowledgeable workers, hence firms always tend to keep such people who can fill such
differences. Therefore, firms are required to provide training and development assistance to
employees as they can work effectively and generate higher outputs in a certain time period.
Such assistance also help in gaining high competitive edge as employees have great knowledge
as how to use technological equipments and implement them in production. Hence, a well
designed training and development programme builds confidence among employees and make
them feel empowered. It improvise knowledge of employees that in turns increasing entire
performance or output level of organisations.
Apart from this, training also increases employee satisfaction level in terms of skills,
knowledge and attitude of workers. It results, people feel more confident for their work that is
improving naturally at their self esteems and satisfaction levels. With the viewpoint of Heizer,
(2016) it brings a citizenship behaviour of all employees at workplace and they will show their
interest in performing all tasks and activities in the best possible manner. As technologies
processed, developing specific jobs and skills excess, an expanding accentuation is being set on
the requirement for a talented and very prepared workforce for good execution. A significant
number of the occupations being supplanted by machines have been of an untalented nature, and
this accentuates the requirement for an advanced education and aptitudes for those wishing to
pick up work later on.
B). Relationship between training and outputs
Success and failure of a business association depends on the quality of its human
resources and they plays a vital role in economic development of countries. Employee and
workplace productivity is a little like breathing. It focuses on keeping company alive and
thriving. With the viewpoint of Anitha, (2014) training programmes are designed for learners
who needs more knowledge and skills for competition of their job role. It results enhancement of
5

output level of companies as they can easily meet their aims and targets. Although the impact of
training on individual's performance can often raise growth of workers as well as entire
organisation. Training in Barclays would lead to to self fulfilling prophecy of enhanced output
by employers, employee development equals decrease in operational costs, leads to greater
loyalty to the organisation and as well enhanced job satisfaction. Training generates several
benefits for an organisation, eventually firms are putting best efforts so as to face market
competition and stay at top in target market.
Furthermore, training renders quality services for target audiences and beneficiaries who
normally invested in employee development activities. Barclays have a long recognised the
significance of training for its development so as to gain high competitive high competitive edge.
Bhuasiri and et. al., (2012) demonstrated that employees who are trained by organisations are
highly involved to perform assigned tasks in better or creative manner. After this, they get
appreciation from top management in terms of awards or rewards which improves employee
satisfaction level and they are ready to stay at the same workplace for long term period. Thus, if
a business association has well qualified or experienced workforce then it would be able to
generate high volume of production or output level. In addition, training encompasses with
enabling workers to do their works to the bet of their ability and meeting exceeding target and
standards. Training enhances representative execution in the human asset and also the
association. On the off chance that workers are entire heartedly associated with preparing issues
which are specifically identified with their activity, at that point they endeavour to take activities
to expel numerous issues Inclusion in the official errands specifically impacts the representative
execution. Exertion is an interceding relationship of preparing and execution (Epstein and
Buhovac, 2014). Training and development activities accommodates the hole between what
ought to happen and what is going on between wanted targets or benchmarks and real levels of
work execution.
C). Adequacy or relevance of training course contents to the needs of staffs
The present research is conducted for banking sector of Europe. In order to remain
competitive and provide qualitative services to customers According to Hancock and et. al.,
(2013) Barclays is now focused on providing training and development assistance to employees
as they can perform in well being manner. For this, firm has acquired several methods of training
that are stated as under: -
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On the job training methods
Coaching – It entails with one to one training, coaching supports to determining weak
areas of people and emphasised to improve them. In addition, it also provides advantage of
transferring theory, i.e. learning to practice.
Mentoring – It concentrates on developing employees' altitude or behaviour. Mentoring
is used of management level people as such people requires to behave highly professionally.
Off the job training methods: -
Lectures and conferences – These are the traditional and direct methods of instructions.
Actually, every training starts with lectures and conferences; its a oral presentation of large
group of people (Delmas and Pekovic, 2013). These events are organised in order to inspire
employees and create interest among them.
Simulation exercise – It means to create an artificial environment as similar as with real
situation. There are four major techniques of simulation exercise, such as- case study,
management games, in basket training and role playing.
E) Justify the ways to improves staff efficiencies on banking industry.
In large business association, like Barclays, innovation, productivity and efficiency are
the key elements of success, for this management should build a better platform where
employees are willing to perform in well being manner. Following is given certain
recommendations which are stated as under: -
Create to do lists – Prioritising working activities or tasks as per the time commitment
drives market growth and success. With the viewpoint of Konings and Vanormelingen, (2015) it
will provide a sense of accomplishment so as to complete tasks and activities in the best possible
manner. In other words, tracking efficiencies may reveal what time has been consumed to do a
specific task or activity.
Open flow of communication – Effective communication is the key of generating higher
productivity at workplace. Thus, technology allows people to contact with each other by clicking
a single button. It aids to resolve all concerns of employees with management and making
imperative business decisions. Various communication tools are – emails, social media sites,
texting, video conferencing etc. through which people will also enable to share their ideas with
managers.
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Check employees' performance - Management of Barclays is also needed to check or
review employees' performance on weekly or monthly basis. It supports to determine the weak
areas of people which are necessary to be improved. Performance management can be done by
using several tools and techniques, i.e. KPIs and then provide them training in same area of
concern (Aryee and et. al., 2012).
Keep goals clear and focused – At last, business organisations are required to set clear
goals and objectives which are adopted by employees easily. It aids to workers as they will know
that what to do or what not in order attain corporative goals and objectives. As if goals are not
cleared employees will be less productive, thus let them know what management is expected
from them.
1.4 Produce a research project specifications
Research project specifications are tend towards developing different aims and objectives
in a systematic manner and creation of hypothesis. Hypothetical statement is an estimation that is
used to implement predictions in the same context. Although, the scope of this study is wide in
nature as it will address the impact of training and development activities on staff efficiencies
and performance level of a banking industry (Hair Jr, and et. al., 2015). A banking institute can
improve its nature through demonstrating these major specifications and implement activities in
the same manner. If project scope is not wide in nature then administration may fail to attain
research objective, then it should again re-assess as well as re-frame all aspects.
Here, an individual aim is formulated by considering all research objectives in order to
get better research outcomes. It also involves research questions that address the actual problem
for this study. There is also involved a literature review with the perspective of various authors.
1.5 An appropriate plan and procedures for the agreed research specification
Each research project needs proper planning and activities which are required to develop
things in the best possible manner. For accomplishing research project specifications and outline
it appropriately, it is indispensable for researcher to frame plans by considering all working
activities that are needed to do research project. Thus, Gantt chart or network diagram can be
used for this purpose; network diagram will leads to provide proper direction for completing
tasks on or before their time period (Khan, Khan and Khan, 2011). On the other hand, Gantt
chart leads to divide all activities which includes in framework with starting and ending dates. It
supports to achieve and completing projects on time so as to grab better opportunities and
8

reduces opportunities. Barclays bank is doing research which encompasses advantages and
disadvantages for determining the range of tasks that needs to be finished.
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TASK 2
2.1 Match resources efficiently to the research question or hypothesis
Several number of resources are applied in a research project which supports to create
hypothesis and exploring questions. These resources can acquire in order to get better results in a
certain time period. Basically, there are two types of resources which are getting used to conduct
a research project, such as- primary resources, secondary resources and tertiary source of
information. These methods believes to make appropriate aggregation of investigation that is
fundamental to make systematic framework of research and interpret bets outcomes (Choudhary,
Akhtar and Zaheer, 2013).
Along with this, primary sources are original materials on which other researcher is
based. It is usually the first formal appearance of results in physical, electronic or print format. In
other words, primary sources are records of events or evidence which are very first determined or
actually occurred without interpretation. It is an which is used for the first time so as to gather
accurate information. Primary sources display original thinking, report on new discoveries, or
share fresh information (Robles, 2012). Different example – dissertations, some government
reports, original artwork, photographers etc. On the other hand, secondary sources are often
means to use previously collected data that is also used for another research as well. Such
sources offers an assessment or restatement of primary sources; they tend to work and then
summarise, reorganise and interpret them by rendering an added value in entire research.
Although, secondary sources are not evidence but rather commentary on and discussion of that
10

evidence. Some of main examples of secondary sources – magazines, websites, textbooks,
bibliography etc.
Apart from this, tertiary sources entails of information that is based upon collection and
distillation of primary and secondary sources. In this, information can be gather from various
sources, i.e. abstract, compile and index. Usually, tertiary sources are not credited to a particular
author. Examples of tertiary sources are – dictionary/encyclopedia, Wikipedia, textbooks etc. are
consider as tertiary sources.
2.2 Proposed research investigation in accordance with the agreed specification
Every research assignment can be determined through effective processes and
specifications as it is needed to follow so as to get better outcomes. This study will support to
gain better results in order to frame all working activities in the best possible manner. In
addition, the entire specification of this research to identify the impact of training development
activities to improve employee' effectiveness or efficiencies so as to accomplish organisational
goals and objectives (Guest and Conway, 2011). For this purpose, Barclays has acquired
appropriate processes which prime objective is to grab better future opportunities and gain high
competitive edge. Therefore, the firm has framed proper questionnaire for recognise customers'
feedbacks on the area of study.
Random sampling frame – The method will contribute to make best decisions and
achieve organisational goals and objectives in a certain time period. Barclays has conducted
random sampling by considering 100 respondents.
Questionnaire – Here, 15 questions are being prepared for 100 participants to ask them
about the impact of training on organisation. Cited company can use these responses
appropriately which help in gaining better results or outcome can be estimated.
2.3 Record and collate relevant data which is appropriate
QUESTIONNAIRE
Name
Age
Gender
Q1. Do you think that training programmes are organised on the basis of job requirements?
A. Yes
B. No.
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Q2. What kind of training methods do you prefer?
A. On the job training methods
B. Off the job training methods
Q3. Does the training increases employee motivation of job role?
A. Agree
B. Disagree
Q4. What is the main benefit of training for a multinational banking institute?
A. Increase productivity
B. Improve the quality of work
C. Reduce staff turnover
D. Help to attract top talent
Q5. What are the major ways of evaluating performance level of employees?
A. Graphic rating scales
B. 360 degree feedback
C. Self evaluation
Q6. Are you satisfied with products and services of Barclays?
A. Highly satisfied
B. Satisfied
C. Dissatisfied
Q7. Does the induction training is well planned exercise in business associations?
A. Strongly agree
B. Agree
C. Disagree
Q8. What kind of training methods does Barclays provide to train the employers?
A. On the job training methods
B. Off the job training methods
C. Audio Visuals
D. Lectures
E. All the above
Q9 How often training programmes are conducted in your organisation?
A. Every month
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B. Every quarter
C. Half yearly
D. Once in a year
Q10. What are the stated objectives of your organisation regarding training and
development?
A. Individual growth
B. Organisational or departmental growth
C. Customer satisfaction
Q11. How Barclays analysis training needs of its employees?
A. Performance analysis
B. Operational and organisational analysis
C. Person analysis
Q12. How often starting training with the job role are new recruits given training?
A. No training is given
B. Immediately after training
C. After 15 days.
Q13. What does training involve?
A. Full time course
B. Part time course
Q14. How do you measure effectiveness of training? Please specify.
A. Customer satisfaction
B. Cost benefit analysis
C. Staff morale
Q15. Give recommendations, if any! To improve the effectiveness of training and
development programmes for Barclays.
Data analysis: -
Q1. Do you think that training programmes are
organised on the basis of job requirements?
Frequency
A. Yes 70
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B. No. 30
Q2. What kind of training methods do you
prefer?
A. On the job training methods 60
B. Off the job training methods 40
Q3. Does the training increases employee
motivation of job role?
A. Agree 75
B. Disagree 25
Q4. What is the main benefit of training for a
multinational banking institute?
A. Increase productivity 30
B. Improve the quality of work 20
C. Reduce staff turnover 35
D. Help to attract top talent 15
Q5. What are the major ways of evaluating
performance level of employees?
A. Graphic rating scales 20
B. 360 degree feedback 30
C. Self evaluation 50
Q6. Are you satisfied with products and
services of Barclays?
A. Highly satisfied 60
B. Satisfied 25
C. Dissatisfied 15
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Q7. Does the induction training is well planned
exercise in business associations?
A. Strongly agree 50
B. Agree 40
C. Disagree 10
Q8. What kind of training methods does
Barclays provide to train the employers?
A. On the job training methods 20
B. Off the job training methods 15
C. Audio Visuals 25
D. Lectures 10
E. All the above 30
Q9 How often training programmes are
conducted in your organisation?
A. Every month 20
B. Every quarter 30
C. Half yearly 50
D. Once in a year 10
Q10. What are the stated objectives of your
organisation regarding training and
development?
A. Individual growth 30
B. Organisational or departmental growth 50
C. Customer satisfaction 20
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Q11. How Barclays analysis training needs of
its employees?
A. Performance analysis 55
B. Operational and organisational analysis 45
C. Person analysis 15
Q12. How often starting training with the job
role are new recruits given training?
A. No training is given 30
B. Immediately after training 50
C. After 15 days. 20
Q13. What does training involve?
A. Full time course 50
B. Part time course 50
Q14. How do you measure effectiveness of
training? Please specify.
A. Customer satisfaction 45
B. Cost benefit analysis 15
C. Staff morale 35
Q15. Give recommendations, if any! To
improve the effectiveness of training and
development programmes for Barclays.
TASK 3
3.1 Use of suitable research evaluation method for examination
In order to evaluate the entire research, it is fundamental to study in systematic way by
applying tools and techniques and get desired results. Several types of research evaluation
16

techniques which needs to be understand and use them in the best possible manner as they gain
higher profits. Following is defined two main methods of evaluation which are stated as under: -
Formative assessment – It intends and analyse the activities by considering all
processes. Formative assessment will support to give shape all activities and raise knowledge on
regular basis. It focus on improving things and increases the chances to attain better research
outcomes (Cascio, 2018).
Summative assessment – The prime objective of this method is to determine that aspects
which are accurate in nature and generate after proper directions or instructions.
Henceforth, formative assessment methods is one of the best technique which will
contribute to handle and manage all working activities in a systematic manner.
3.2 Analysis and interpret results for determining original specifications
Theme 1: Requirements of training programmes.
Q1. Do you think that training programmes
are organised on the basis of job
requirements?
A. Yes 70
B. No. 30
Interpretation: - As per the above diagram, it get evaluated that training and
development programs are tailored to fulfil job needs which can inspire or motivate staff
members in order to get high performance objectives. Thus, it is essential for management of
17
A. Yes B. No.
0
10
20
30
40
50
60
70
70
30 Column B

Barclays to determine training needs of people according to align tasks to them. With this
statement, there are almost 70 people agreed whereas 30 are saying that training events can be
originated as per the requirement of time.
Theme 2: Types of training methods can be used by organisations
Q2. What kind of training methods do you
prefer?
A. On the job training methods 60
B. Off the job training methods 40
Interpretation – The above diagram states that there are two main types of training
methods, such as- on the job training methods and off the job training methods. In which 60
customers are in favour that on the job training methods should be acquired by firm whereas
remaining people supports off the job training methods.
Theme 3: Role of training in employee motivation at Barclays
18
60
40
A. On the job training
methods
B. Off the job training
methods

Q3. Does the training increases employee
motivation of job role?
A. Agree 75
B. Disagree 25
Findings – Training and development is effective task for human resource management,
it is a field of concern in which organisational aimed is to boost up individuals or group
performance. Training activities raise employee motivation level as they willingly performs all
tasks and activities. As per the market research, almost 75 people are agreed with this and
remaining 25 says that Barclays should also fulfil other criteria to motivate and inspire
employees.
Theme 4: Benefits of training and development programmes
Q4. What is the main benefit of training for a
multinational banking institute?
A. Increase productivity 30
B. Improve the quality of work 20
C. Reduce staff turnover 35
D. Help to attract top talent 15
19
A. Agree B. Disagree
0
10
20
30
40
50
60
70
80
Column B

Interpretation – Training plays a crucial role in growth and development of every
business association. According to this diagram, it has assessed that 35 persons are saying that it
reduces staff turnover, 30 says it increases organisational productivity, 15 are supports that
training attracts top talent in organisation and remaining 20 people says that training improves
quality of work.
Theme 5: Various ways of assessing performance level of employees
Q5. What are the major ways of evaluating
performance level of employees?
A. Graphic rating scales 20
B. 360 degree feedback 30
C. Self evaluation 50
20
30
20
35
15
A. Increase productivity
B. Improve the quality of
work
C. Reduce staff turnover
D. Help to attract top
talent

Interpretation: - As per the market research, it get analysed that 50 people seems self
evaluation is one of the best method of evaluating workers' performance level, whereas 30
assumes 360 degree feedback methods and remaining 20 people are saying that graphics rating
scales can be also used by companies.
Theme 6: Customers satisfaction level with services of Barclays
Q6. Are you satisfied with products and
services of Barclays?
A. Highly satisfied 60
B. Satisfied 25
C. Dissatisfied 15
21
A. Graphic rating scales
B. 360 degree feedback
C. Self evaluation
0
5
10
15
20
25
30
35
40
45
50
20
30
50
Column B

Findings – Barclays has higher customer satisfaction level which is main reasons of its
growth and vitality, as per the viewpoint of 60 customers. On the other hand, 25 customers are
just only satisfied with firm's offerings whereas 15 people are fully dissatisfied.
Theme 7: Induction is a planned activity.
Q7. Does the induction training is well planned
exercise in business associations?
A. Strongly agree 50
B. Agree 40
C. Disagree 10
22
A. Highly satisfied B. Satisfied C. Dissatisfied
0
10
20
30
40
50
60
60
25
15
Column B

Findings – According to this diagram it is analysed that 90 people says that induction is
well planned activity in every business organisation its aim is to deliver knowledge to new
employees as they can get know about the entire company. Whereas 10 people says that
induction is not planned by management, it is organise at the time of new joining.
Theme 8: Training methods are acquired by Barclays
Q8. What kind of training methods does
Barclays provide to train the employers?
A. On the job training methods 20
B. Off the job training methods 15
C. Audio Visuals 25
D. Lectures 10
E. All the above 30
23
50
40
10
A. Strongly agree
B. Agree
C. Disagree

Findings – As per the above diagram, it get evaluated that 20 people are saying that firm
should acquire on the job training method whereas 15 are in favour of off the job training
method. On the other hand, Barclays can adopt audio visuals and lectures as per the opinion of
35 people so as to implement necessary skills and knowledge among employees.
Theme 9: Schedule of training programmes in Barclays
Q9 How often training programmes are
conducted in your organisation?
A. Every month 20
B. Every quarter 30
C. Half yearly 50
D. Once in a year 10
24
20
15
25 10
30
A. On the job
training methods
B. Off the job
training methods
C. Audio Visuals
D. Lectures
E. All the above

Interpretation – According to the market research, it get analysed that 50 people want
that training and development activities should be organised on half yearly basis, whereas 30
persons says that it must conducted on quarterly basis. On the other hand, 20 are in favour that
training programmes should be organised once in a month and 10 says that it can be done by
once in a year.
Theme 10: Main objective of training events
Q10. What are the stated objectives of your
organisation regarding training and
development?
A. Individual growth 30
B. Organisational or departmental growth 50
C. Customer satisfaction 20
25
A. Every month B. Every quarter C. Half yearly D. Once in a year
0
5
10
15
20
25
30
35
40
45
50
Column B

Interpretation: - As per the above diagram, it is analysed that the main objective of
training programmes for Barclays is to attain organisational or departmental growth in a certain
time period as per the view point of 50 customers. Whereas 30 people are saying training is
organisation just for individual growth and remaining 20 says that it is for gaining customer
satisfaction.
Theme 11: Assessment of training needs of staff members of business organisations
Q11. How Barclays analysis training needs of
its employees?
A. Performance analysis 55
B. Operational and organisational analysis 45
C. Person analysis 15
26
30
50
20
A. Individual growth
B. Organisational or
departmental growth
C. Customer satisfaction

Findings – It is fundamental for business associations to recognise training needs of
employees through performance analysis as per the opinion of 55 people. On the other hand,
training 45 customers says that firms should conduct operational analysis so as to determine
training needs and remaining 15 follows person analysis.
Theme 12: Training provided to new joines.
Q12. How often starting training with the job
role are new recruits given training?
A. No training is given 30
B. Immediately after joining 50
C. After 15 days. 20
27
1 1.2 1.4 1.6 1.8 2 2.2 2.4 2.6 2.8 3
0
10
20
30
40
50
60
Column B

Findings – As per the above graphical presentation, it is evaluated that training is
immediately providing after joining, with the viewpoint of 50 people, whereas 20 supports that
training is provided after 15 days of joining. Apart from this remaining, 30 says that no training
should be rendered to employees.
Theme 13: Efficiency of training course
Q13. What does training involve?
A. Full time course 50
B. Part time course 50
28
30
50
20
A. No training is given
B. Immediately after
joining
C. After 15 days.

Interpretation – According to the diagram, training is a part and full time course it is
totally depend upon organisation which method should be used.
Theme 14: Effectiveness of training programmes.
Q14. How do you measure effectiveness of
training? Please specify.
A. Customer satisfaction 45
B. Cost benefit analysis 15
C. Staff morale 35
29
50 50 A. Full time course
B. Part time course

Findings – As per market research, effectiveness of training programmes can be
evaluated through customer satisfaction level, 45 people are agreed with this. Apart from this, 15
says that firm should conduct cost benefit analysis and remaining 35 says that staff morale.
3.3 Make recommendation and further area for consideration
In this research project, after determining all information and facts about researcher,
certain recommendations are given that stated as follow: -
This study renders an empirical indication of those elements which hinders training and
staff performance that is providing understanding of banking sector of Britain. Although,
motivation training activities should be implemented for improving employees' efficiencies and
knowledge level. Barclays bank's current training programme are effective but should also
focuses on acquiring new tools and techniques which enables to develop their capabilities and
deal with external environment; it results firm will be able to gain high competitive edge. Along
with this, it is fundamental for business associations to launch effective training program to
entire as they can easily tackle the challenging situation of working environments. With the
assistance of training and development programmes, firms will be able to manage consistency
within operations, they should keep employee motivation at higher level, despite creating
monotonous nature of work. The same also leads to recurring training costs. Inconsistent
performance directly affects revenues. However, by implementing additional training stages in
business organisation, staff members are involved so as to get better information about their job
role which will contribute to achieve individual and organisational goals in the best possible
manner.
30
A. Customer satisfaction
B. Cost benefit analysis
C. Staff morale
0
5
10
15
20
25
30
35
40
45 45
15
35
Column B

CHAPTER 4
Covered in PPT
CONCLUSION
As per the above mentioned research project, it get concluded that training and
development plays an imperative role in growth and success of every business association; it also
supports in improving employees' capabilities or efficiencies as they make capable to accomplish
firm's goals and objectives. Barclays is one of the leading financial provider institute which aims
is to deliver higher customer satisfaction level, for this purpose the firm tend to provide
management education to entire workforce. The result of this research have represented the
positive impact of training on employee performance on banking institute; it has concluded that
banks which provides training to employees can get substantial improvement in their output and
performance level and boost up their ability to deal with target and potential customers. Along
with this, training is fundamental for staff members in terms of raising their knowledge,
competencies and abilities that will render extensive support; it results performance level will be
developed in an efficient manner.
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