The Impact of Training and Development on Job Performance in Marriott Hotel

The provided content includes a mix of academic articles, online resources, and a questionnaire related to the science of training and development in organizations. The articles cover topics such as the importance of training and development investments for employee learning and innovation, aging and training willingness, and international human resource development. Additionally, there are resources on research design, quantitative methods, and research instruments for data collection. The questionnaire appears to be designed to gather opinions from Marriott hotel employees on various aspects of training and development, including the impact on job performance, the link with organization's success, and preferred methods of training.

IMPACT OF TRAINING
AND DEVELOPMENT ON
EMPLOYEE
PERFORMANCE: A STUDY
ON MARRIOTT HOTEL UK

TABLE OF CONTENTS
TASK 1 UNDERSTANDING FOR FORMULATING A RESEARCH SPECIFICATION..........1
1.1................................................................................................................................................1
1.2 ...............................................................................................................................................2
1.3................................................................................................................................................3
1.4 ...............................................................................................................................................4
1.5 ...............................................................................................................................................5
TASK 2 IMPLEMENTING THE RESEARCH PROJECT WITH AGREED PROCEDURES....6
2.1................................................................................................................................................6
2.2................................................................................................................................................6
2.3................................................................................................................................................7
TASK 3: EVALUATING RESEARCH OUTCOMES ..................................................................9
3.1 ...............................................................................................................................................9
3.2..............................................................................................................................................13
3.3..............................................................................................................................................14
TASK 4: PRESENTING THE RESEARCH OUTCOMES .........................................................14
4.1..............................................................................................................................................14
REFERENCES..............................................................................................................................15
APPENDIX ...................................................................................................................................17

TASK 1 UNDERSTANDING FOR FORMULATING A RESEARCH
SPECIFICATION
1.1
Introduction
An employee is the main element for an organisation which helps them in conducting the
business operations and functions with an aim to address the desired set of objectives. The types
and level of skills, knowledge and expertise present among the employees is equivalent to the
organisation strength for achieving the planned success. Thus, it is important that the entire team
of the employees should have proper types of attributes and personalities in order to gain the
efficiencies of executing the tasks assigned in the stated manner (Noe, 2010). Hence, the
employees need to perform well in the organisation, as the management team is also aimed on
the same motive. For this, they mostly consider training and development as the most effective
method for improving the overall functioning and performance given by the employee.
Marriott chain of hotels are one of the leading brand in UK which is ranked as one of the
top ten most preferred hotels in the world. They have a Unique Selling Point (USP) of offering
high quality services and facilities to their clients and visitors. The team of employees employed
in the hotel are the factors that provide great satisfaction to their guests during their stay in the
premises (Khan, Khan and Khan, 2011). In that respect, it is crucial for the managerial team of
Marriott to maintain their level of working and executing their duties and responsibilities. Hence,
training and development are the vital elements that supports the organisation in enhancing the
overall performance of the workforces.
Background of the study
The main aim of the study will be “To analyse the impact of training and development on
employee performance” in relation to Marriott Hotel of UK. For conducting an effective
research over the importance of training and development, it is significant to have proper
guidance, professional knowledge and experience in the same field (Van Vianen, Dalhoeven and
De Pater, 2011). The major focus of the study is on training and development impacts, methods
and overall assessment which will be helpful in addressing the concept and structuring of
training and development. Marriott hotel is famous for their services and facilities offer to the
customers which will promote their business to greater heights in the sector. In that concern,
1

employees present in the cited hotel are the elements that create a link with the clients and
organisation by their performance and functionalities (Salas, Tannenbaum, Kraiger and Smith-
Jentsch, 2012). Thus, training and development is the prime strategy for managerial team for
improving the operational skills of employees.
Research aim – To analyse the impact of training and development on employee performance:
A study on Marriott Hotel, UK
Research objectives –
 To identify the different methods of on the job and off the job training within Marriott.
 To evaluate the benefits and drawbacks of delivering training to workforce.
 To assess the value of training and development in terms of employee performance
enhancement.
 To recommend effective ways through which Marriott can design effective training
programs within workplace.
Research questions –
 What are the different ways of on the job and off the job training methods within
Marriott?
 What are the benefits and drawbacks of delivering training to workforce.?
 What is the value of training and development in terms of employee performance
enhancement?
1.2
The process of listing and addressing the factors will be highly responsible for gaining a
proper set of information and understanding about the research project. This require appropriate
form of knowledge and cognition in the concerned sector. In that context, the methods of training
and development like mentoring, on the job & off the job training, etc. which will be identify and
consider as the major causes that impacts employee's performance and develops total efficiencies
in leading the business to accomplish better results (Grossman and Salas, 2011). A research is a
kind of analysis and assessment which is generally use with a purpose to identify, evaluate and
determine the aim of the study. Moreover, analysing the condition and situation of market and
their business approaches are also major elements that will help in evaluating and determining
the values of the research.
2

1.3
Different methods of 'On the Job' and 'Off the Job' training
As stated by Fawad Latif (2012), training is a kind of process that promotes the present
level of skills and attributes among an individual to a certain required form of expertise and
functionalities which enhances their working abilities and efficiencies. This supports them to
gain high benefits and overall achievements by their entire business activities. An organisation
like Marriott generally consider on the job and off the job training methods to improve the
performance of an employee, as they provide practical knowledge and assistance about the type
of work the management expect from them. While executing the assigned task, an employee
needs to give their full efforts, potentiality and effectiveness to achieve high level of attainment.
According to the research of Moser (2012), on the job training like job rotation, apprenticeship,
coaching, etc. includes the practical learning methods which provides real and actual work
environment situation. Considering the other side, off the training method like organising
conferences, role play, lecture method, etc. whose concept is to develop an employee by giving
them knowledge and information about working nature and its types required from them while
completing the allotted project.
The benefits and drawbacks of delivering training to workforce
According to the information provided by Rooney, (2010), the purpose of delivering
training and development opportunities to the workforces is to improve their working and overall
performance to generate better outcomes in the business operations. Training and development is
an employee orientated programme which mainly intensify the level of performance given by
them. This process eventually helps organisation in making more productivity and profitability
from the business activities. Moreover, the list of benefits includes employee's motivation,
improvement, cognition, etc. whereas, the number of drawbacks sum up the negative impacts
which are like requires higher investments, time consuming process, needs expertise, etc. On the
contrary, the research made by Wilson (2014) have specified that training and development is a
process that gives self motivation and highlights the areas which require advancement. The
results of training and development depends on the employee that whether they need to develop
or not. The interpersonal cognizance, nature of thinking and beliefs are the major elements that
allows them to get trained and promoted.
Value of training and development in terms of employee performance enhancement
3

The study of Sung and Choi (2014), addressed the understanding and statements of
valuation for training and development in context of enhancing the employee performance. The
main purpose of giving training to the employee is to promote their skills and expertise while
working in the firm and executing the task assigned to them. It is valued as the most effective
method that has the efficiency of improvising the work and overall functioning of the employees.
In general terms, developing an employee needs proper assessment of the lacking points and
personalities which require advancement. In addition to this, the research made by Costen and
Salazar (2011) have stated that the only way through which an employee could be reinforced and
motivated towards the work is the training and development method. This process brings
innovation in the working style and overall performance of the employee.
1.4
Research design
The present research will be conducted on the basis of descriptive concept where the
main intensity of the study is on describing about the information related to the approaches and
structuring of the overall research programme (Bauer, 2014). The reason behind selecting the
cited design and concept of researching is the step by step procedure and placing the dimensions
of study with an aim to assess the factors and objectives of the research.
Research approach
Inductive approach will be advised as the best format of conducting the research
programme where the assessment and information of the study generates values from specific to
general (Cammarota and Fine, 2010). This will enable the assessor in evaluating the areas and
impacts of training and development in general form and furthermore, in a specific form.
Data collection
Primary and secondary sources of data collection are the main sources that will be used in
the research to collect the data and overall information. The primary form of data will be
gathered from the method of questionnaire, whereas, secondary source of data collection where
the information will be collected from books, journals and online articles over training and
development (Gast and Ledford, 2014).
Sampling
This process is to determine the types and numbers of respondents from whom the data
will be gathered. In this research, a group of 10 employees working in Marriott hotel will be
4

assessed where method of purposeful sampling will be undertaken and this will help in
administrating the entire research in systematic manner (Mackey and Gass, 2015).
Data analysis
The present research is based on the analysis and examination of training and
development which will be conducted on the basis of qualitative technique. In this step, the
determination of various themes will be framed and implemented which will highlight the main
outcomes provided by the respondents associated with the study. On the contrary, the selection
of quantitative analysis and its techniques is not considered suitable and appropriate for attaining
data (Neuman and Robson, 2012).
Ethical issues
The chief issue in terms of ethics in the present research will be to maintain the privacy
of the information collected from employed employees of Marriott hotel and hence, highlighting
their personal information is against ethical issue (Silverman, 2016).
Limitations of the study
In the present form of research, there will be two main limitations which needs to be
overcome by the research team. Both the resources are limited up to a certain extent and thus,
they can face the crisis at a specific level (Taylor, Bogdan and DeVault, 2015).
1.5
Key Activities
Week
1
Week
2 & 3
Week
4
Week
5
Week
6
Week
7
Week
8 & 9
Wee
k 10
Week
11
Preparing for
Introduction
Generating
Literature Review
Assembling
secondary
information
Examining
collected Data
5

Implementing
Research Design
Developing
Research
Methodology
Obtaining Primary
Data
Analysis of
primary and
secondary data
Conclusions and
Recommendations
Completion of
remaining work
Revise and draft
Final Submission
TASK 2 IMPLEMENTING THE RESEARCH PROJECT WITH AGREED
PROCEDURES
2.1
The primary motive of conducting the stated research is to measure the level and forms of
impacts by training and development on employee's performance and overall functioning in the
organisation. Training and development activities are generally adopted by the management with
an aim to increase the present form of working and abilities to handle the work in the
organisation (Research design, 2009). The cited method of development gives an opportunity to
an employee to improvise their actual set of skills and knowledge with the required or desired
type of functioning that enables them to generate better outcomes of productivity and
profitability. For conducting the specified research, the major set of resources is the availability
of time and funds for completing the entire examination and investigation. Moreover, it is critical
6

for the team members need to maintain their approaches of utilising the resources in a systematic
and optimum manner.
2.2
The main aim of conducting the research is to assess the value and impacts of training
and development in relation to the employees present in the organisation. It is necessary that the
results of the investigation must be specific, clear, accurate and appropriate. As the outcomes of
the research would be considered as base for the organisation to take further actions and
implementing strategies. In that context, the research team needs to have professional knowledge
and proper experience so that they can adopt better and effective methods which are useful for
them in attaining desired forms of results (Quantitative Methods in Education Research, 2014).
Moreover, selecting the ways is the starting step for the research whereas implementing them
systematically is most essential and vital procedure. They need to consider the allocation of areas
and sources from where they can easily acquire the information which are required by them to
conduct the research. The dimensions of the research are based on the processes and procedures
selected and utilised by the team members that are appropriate for them to analyse the situation
and determine the aspects of the research.
2.3
The data gathered from the primary approaches and data collection technique is stated
below. It is essential that the information generated from the questionnaire should be real,
accurate and specific so that they are able to ascertain proper set of values and strategies
(Research Instruments for Data Collection, 2014). The information generated is as follows:
Age Number of
respondents
25 to 35 years 5
35 to 45 years 0
45 to 55 years 5
Overall working period in Marriott hotel? Number of respondents
2 years 3
7

2 to 4 years 5
4 years above 2
What are the most common methods used
by management to improve performance?
Number of respondents
On the Job training methods 7
Off the Job training methods 1
Motivation and reward theories 1
All of the above 1
Do you think the adaptation of training and
development has a positive impact on job
performance of employees?
Number of respondents
Yes 8
No 2
Employee training and development creates
a link with organization's success?
Number of respondents
Strongly agree 6
Agree 2
Neutral 0
Disagree 1
Strongly disagree 1
Which is the best method of training and
development that enhances the employee's
performance higher than any other method?
Number of respondents
Practical training techniques 1
Theoretical training techniques 1
8

Training by observing 1
All the above 7
Do you think training is the only way of
advancing the skills, knowledge and overall
functionalities of an employee?
Number of respondents
Yes 7
No 3
TASK 3: EVALUATING RESEARCH OUTCOMES
3.1
For the above results and outcomes of the research, which has specified about the
information generated from the evaluation of study that was conducted on the basis of various
themes described below:
Theme 1: Majority of the respondents are between the age of 25-35 years and 45-55 years
50%50%
Age
25 - 35 y e a rs 35 - 45 y ea rs 45 - 55 y ea rs
Interpretation: From the information collected by the research, it has been examined that
majority of the employees are between the age groups of 25-35 years and 45-55 years. This
shows that the staff team of Marriott hotel has young and talented members which are guided by
experienced employees.
9

Theme 2: Majority of employees working in Marriott hotel has gained experience between 2 to 4
years.
2 y e a rs
2 to 4 y e a rs
4 y e a rs a bov e
0 1 2 3 4 5 6
3
5
2
Overall working period in Marriott hotel
Interpretation: From the above assessment of the research, it has been determined that the
number of the employees are higher that work for 2 to 4 years within the cited organisation. By
this, it has been generated that Marriott hotel and their top level of management is capable of
maintaining the connectivity and retention level of their workforces.
Theme 3: Majority of the respondents consider on the Job training methods as the most
preferred method for training.
On the Job tra ining m e thods
Off the Job tra ining m e thods
Moti v a ti on a nd rew a rd theories
All of the a bov e
0 1 2 3 4 5 6 7
Methods used by management to improve performance
10

Interpretation: From the data collected it has been identified that majority of the employees
considers 'On the Job process' to be the most preferred method by the management team of
Marriott Hotel for enhancing the performance of the employees.
Theme 4: Majority of respondents agreed that adaptation of training and development methods
has a positive impact on employee's organisational performance
80%
20%
Impact on training and development on job performance of employees
Y es N o
Interpretation: From the outcomes gathered in this part of the research, it has been accumulated
that training and development is the most adapted method which has a positive impact on the
performance level of the employees present in the organisation.
Theme 5: Large number of respondents admitted that training and development creates a link
with organization's success
11

S trong ly
a g ree
Ag re e N eutra l D is a g ree S trong ly
dis a g re e
6
2
0
1 1
Link of training and development with organization success
Interpretation: The outcomes of this part of research clears that most of the employee are
strongly agreed upon on the statement that training and development creates a link with
organization's success. Thus, it specifies that by the method of using training and development
an organisation can ease up their process of attaining higher values and achievements from the
business processes.
Theme 6: The entire methods are beneficial in promoting the employee's functionalities and
overall perfection in the organisation
Pra cti c a l tra ining
te c hnique s
T heore ti c a l tra in -
ing te c hnique s
T ra ining by
obs e rv ing
All of the a bov e
0
1
2
3
4
5
6
7
8
Training and development methods that enhance the employee performance
12

Interpretation: By this part of research, it has been assessed that an organisation needs to adopt
the entire types of training techniques which includes grounds such as practical, theoretical and
observation for promoting their approaches of gaining better results.
Theme 7: Majority of the respondents considered that training and development is the only
technique that encourages an employee to perform well and professional
70%
30%
Training is a way of advance the skills, knowledge and overall functio
Y es
Interpretation: As per the research made in this part of study, it has been evaluated that training
is the most effective way to boost up the level of skills, knowledge and overall perfection of an
employee. By this, the top managerial team of Marriott hotel could easily promote the set of
present level of abilities and efficiencies.
3.2
By considering the entire result gained from the research approaches and themes
designed in investigation, it has been evaluated that training and development is one of the most
common method which is adopted by the team of the managers to promote the skills of the
employees. The methods of training and development are highly preferred by the team of
Marriott as well to improvise the functioning abilities and overall capabilities of an employee
which supports them in accomplishing their business tasks. Moreover, the enhancement through
delivering training programmes is appropriate for the organisation in increasing their
productivity and boost up the level of profitability.
13

3.3
By adopting some interactive training method such as quizzes, small group discussions,
case studies, active summaries, role playing, question cards etc, it becomes easy for Marriott
Hotel to design effective training program for employees. By giving coaching, apprenticeships;
cross training and compute based training programs, cited hotel can effective design training
programs for staff. Thus, they could adopt the stated and recommended strategies for gaining
benefits.
TASK 4: PRESENTING THE RESEARCH OUTCOMES
4.1
IN PPT
14

REFERENCES
Books and Journals
Bauer, G.R., 2014. Incorporating intersectionality theory into population health research
methodology: Challenges and the potential to advance health equity. Social Science &
Medicine, 110, pp.10-17.
Cammarota, J. and Fine, M., 2010. Revolutionizing education: Youth participatory action
research in motion. Routledge.
Costen, W.M. and Salazar, J., 2011. The impact of training and development on employee job
satisfaction, loyalty, and intent to stay in the lodging industry. Journal of Human
Resources in Hospitality & Tourism, 10(3), pp.273-284.
Fawad Latif, K., 2012. An integrated model of training effectiveness and satisfaction with
employee development interventions. Industrial and Commercial Training, 44(4), pp.211-
222.
Gast, D.L. and Ledford, J.R., 2014. Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development, 15(2), pp.103-120.
Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011. Impact of training and development on
organizational performance. Global Journal of Management and Business Research, 11(7).
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
Neuman, W.L. and Robson, K., 2012. Basics of social research: Qualitative and quantitative
approaches.
Noe, R.A., 2010. Employee training and development. McGraw-Hill/Irwin.
Rooney, M.P., 2010. The current state of middle management preparation, training, and
development in academic libraries. The Journal of Academic Librarianship, 36(5), pp.383-
393.
Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training
and development in organizations: What matters in practice. Psychological science in the
public interest, 13(2), pp.74-101.
15

Silverman, D., 2016. Qualitative research. Sage.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal
of organizational behavior, 35(3), pp.393-412.
Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.
Van Vianen, A.E., Dalhoeven, B.A. and De Pater, I.E., 2011. Aging and training and
development willingness: Employee and supervisor mindsets.Journal of Organizational
Behavior, 32(2), pp.226-247.
Wilson, J.P., 2014. International human resource development: Learning, education and training
for individuals and organisations. Development and Learning in Organizations, 28(2).
Online
Deductive Reasoning Versus Inductive Reasoning. 2014. [Online]. Available through: <
http://sociology.about.com/od/Research/a/Deductive-Reasoning-Versus-Inductive-
Reasoning.htm>. [Accessed on 29th August 2016].
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http://www.edu.plymouth.ac.uk/resined/quantitative/quanthme.htm>. [Accessed on 29th
August 2016].
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August 2016].
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ThesisWrit4all/files/notes/resInstr.pdf>. [Accessed on 29th August 2016].
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APPENDIX
QUESTIONNAIRE
1. Name:
2. Age:
 25 - 35 years
 35 - 45 years
 45 - 55 years
3. Overall working period in Marriott hotel?
 2 years
 2 to 4 years
 4 years above
4. What are the most common methods used by management to improve performance?
 On the Job training methods
 Off the Job training methods
 Motivation and reward theories
 All of the above
5. Do you think the adaptation of training and development has a positive impact on job
performance of employees?
 Yes
 No
6. Employee training and development creates a link with organization's success?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
7. Which is the best method of training and development that enhances the employee's
performance higher than any other method?
 Practical training techniques
 Theoretical training techniques
 Training by observing
 All of the above
8. Do you think training is the only way of advancing the skills, knowledge and overall
functionalities of an employee?
 Yes
 No
9. Recommend some of the effective ways for Marriott hotel by which their employee's
performance level could be improved.
______________________________________________________________________________
_________________________________________________________________________
___
17