Impact of Training and Development on Employee Output

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Impact of Training and Development on Employee Output
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Table of Contents
Impact of Training and Development on Employee Output........................................................................1
Abstract.......................................................................................................................................................4
1. INTRODUCTION...................................................................................................................................5
1:1 Thesis Background............................................................................................................................5
1.2 Rationale............................................................................................................................................5
1.3 Research Objective............................................................................................................................6
1.4 Thesis Significance............................................................................................................................6
2. LITERATURE REVIEW.........................................................................................................................7
2.1 Introduction.......................................................................................................................................7
2.2 Theoretical Framework......................................................................................................................9
2.3 Measures That Gauge Employee Output.........................................................................................10
2.3.1 Employee Objectives................................................................................................................10
2.3.2 Managers' Assessment..............................................................................................................11
2.3.3 A Balanced Scorecard...............................................................................................................11
2.4 Training and Development Methods................................................................................................12
2.4.1 Role-Playing.............................................................................................................................12
2.4.2 On-The-Job Training.................................................................................................................13
2.4.3 Training outside the workplace.................................................................................................13
2.5 Impacts of Training and Development.............................................................................................13
2.5.1 Companies Stay Productive......................................................................................................13
2.5.2 Closure of Performance Gaps...................................................................................................15
2.5.3 Enhanced Financial Performance..............................................................................................16
2.5.4 Employees Motivation..............................................................................................................17
2.5.5 Understanding the Company’s Objectives................................................................................18
2.5.6 Employees Development..........................................................................................................19
2.6 Training and Worker Output Relationship.......................................................................................20
2.6.1 Prioritization of Customer Interests..........................................................................................20
2.6.2 Creativity Boost........................................................................................................................22
3. RESEARCH METHODOLOGY...........................................................................................................24
3.1 Research Design..............................................................................................................................24

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3.2 Data collection.................................................................................................................................24
3.3 Data analysis....................................................................................................................................24
3.3 Findings...........................................................................................................................................24
4. ANALYSIS OF RESULTS....................................................................................................................24
4.1 Discussion.......................................................................................................................................24
4.2 Training and Employee Performance...............................................................................................24
5. CONCLUSIONS AND RECOMMENDATIONS.................................................................................24
5.1 Conclusions.....................................................................................................................................24
5.2 Recommendations...........................................................................................................................24
5.3 Costed Implementation Plan............................................................................................................24
Personal Learning Statement.....................................................................................................................24
References.................................................................................................................................................25
Appendices................................................................................................................................................28

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Abstract
This dissertation covers the training and development impact on employee performance
in the consumer goods industry for companies 1, 2 and 3 in the United Kingdom (U.K.). The
research assesses employee output in terms of the quality and quantity of products and services
in the named companies based on how successfully workers fulfil their responsibilities, complete
the tasks and meet set objectives. The study uses quality and the efficiency of the output to
define whether employees are performing well or not. The introduction covers the thesis
background, rationale, research objectives and significance of the thesis. The thesis literature
review contains the theoretical framework, measures that gauge employee output and
performance, and training and development methods that impact employee output and
performance. Most importantly, the impacts of training and development on employee
performance and the relationship between training and worker output are explained.
Keywords: Training, development, performance, employee and output.

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1. INTRODUCTION
1:1 Thesis Background
Human resources are regarded as the company's most essential and valuable assets.
Companies 1, 2 and 3 must invest in employee training and development to positively impact
their performance and output. It is the organization's responsibility to recruit and train competent
and highly motivated employees. This also includes assessing their effectiveness in their
respective fields and recommending improvements. Companies address future company
requirements by developing their employees by providing training opportunities and
progressively assessing their output. This is used to gauge their performance and value to the
companies. Businesses are compelled by global competition to examine every aspect of their
operations and determine how each department and process may help attain strategic goals
(Maduningtias, 2020, p.69). Training and development must be thoroughly designed and
conducted systematically to be successful. The capacity of an organization's employees is critical
to the company's ability to fulfil critical objectives, particularly in performance-driven
companies. Regarding success, it is universally acknowledged that the most important resource is
people. Employee performance and output must be maintained if the attainment of the company's
objectives and goals is to be a success.
1.2 Rationale
The research focuses on the impact of employee training on the output and performance
at companies 1, 2 and 3. The significance of the study is to fill in the gaps of the need for
employee training by identifying its impacts on worker output. A good understanding of
employee output in terms of quality assists in drawing valuable conclusions on appropriate
training and development methods. Companies 1, 2 and 3 must maximize the contribution of

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their personnel to their objectives and goals to maintain a level of economic and operational
performance that is both effective and efficient. Two of the critical goals of training and
development efforts are motivating and engaging personnel to improve product quality and
quantity. One of the fundamental goals in human resource management is to assist workers in
realizing their full potential and ensuring their commitment to the firm's success while keeping
them happy and productive (Abuelhassan, and Elsayed, 2020, p.27). The primary objective of
training programs at companies 1, 2 and 3 are to increase employee productivity; thus, an
evaluation of that goal should include an explanation of how the training fits into the big picture.
The influence of training on output quality and quantity and relative competitiveness
affects specific sectors of companies 1, 2 and 3. In cases where training strategies substantially
impact output performance, systematic training has been found to provide better performance in
terms of quality and quantity (Abdullah, 2020, p.96). Employee pieces of training that attempt to
improve workers' talents, knowledge and attitudes toward their jobs have been shown to enhance
productivity.
1.3 Research Objective
The thesis purpose is to identify how employee training and development impacts
workers’ output in companies 1, 2 and 3.
1.4 Thesis Significance
The thesis will assist companies 1, 2 and 3 in identifying areas to improve n terms of
training and development of their employees. Measures of company output determine whether
employees' training and development are bearing fruits. The research will help companies 1,2,
and 3 identify areas of improvement and make appropriate training changes. It will also be able
to identify the impact of training on customer service and what modifications can be done to