Research Report: Assessing Training and Development's Business Impact

This report presents a comprehensive analysis of the impact of training and development programs on business performance. It begins with an introduction to the research context, highlighting the significance of human resource management and the role of training in enhancing employee skills and organizational outcomes. The report outlines the research objectives, rationale, and scope, emphasizing the need to evaluate the effectiveness of various training methods. The methodology chapter details the qualitative research approach, interpretivism philosophy, and inductive research design employed. It describes data collection methods, including primary and secondary sources, and the use of random probabilistic sampling. Data analysis is conducted using thematic analysis to interpret qualitative data. The literature review provides a critical examination of existing research on training and development, including different training methods and their impact on business performance. Ethical considerations and values are also addressed, ensuring the integrity of the research. The report aims to identify the most effective training approaches and their contribution to improved business outcomes.

Research Methodologies

TABLE OF CONTENTS
SUBMISSION 1: RESEARCH DESIGN PROPOSAL..................................................................1
CHAPTER 1: INTRODUCTION....................................................................................................1
CHAPTER 2: RESEARCH METHODOLOGY.............................................................................1
CHAPTER 3: DATA ANALYSIS..................................................................................................4
CHAPTER 4: ETHICAL CONSIDERATION AND VALUES.....................................................4
SUBMISSION 2: LITERATURE REVIEW...................................................................................5
CHAPTER 1: LITERATURE REVIEW INTRODUCTION..........................................................5
CHAPTER 2: LITERATURE REVIEW MAIN BODY.................................................................5
CHAPTER 3: LITERATURE REVIEW CONCLUSION..............................................................9
REFERENCES..............................................................................................................................10

SUBMISSION 1: RESEARCH DESIGN PROPOSAL
CHAPTER 1: INTRODUCTION
Research context
In current time period management of human resources become very important for the
business firms. Human resource refers to the employees that working for benefit of an
organization. Time to time business firms organize training and development programs so that
effective utilization of human resources can be done in the business. Training and development
programs not only benefit business firm but they also benefit the employees of an organization.
Training improve skills of the employees and assist them in developing their carrier or giving its
new heights. Thus, it can be said that training and development have very high significance for
the business firms (Cosbey, Elliott and Paterson, 2017). It is very important for the firms to
identify impact that training and development have on the performance of the business firm and
its employees. So that it can be identified whether training and development programs are
generating expected results or just programs are organized at the workplace. There are number of
methods of training that are used by the firms to deliver training to the employees. Each method
can not be appropriate for the employees. Thus, it become also very important for the business
firms to find out one of the best training approach so that training program can be organized in
better way. In many business firms it is observed that in a month multiple training programs are
carried out but same failed to generate desired results for the business firm. This happened
because through appropriate approach training is not delivered (Bournois, Chauchat and
Roussillon, 2017). Moreover, training in short time period make that program boring and less
interesting for the people. Thus, it is very important to conduct training program in the
systematic manner.
Purpose of research
Aim of study: To evaluate impact of training and development on the performance of business.
Objective of research study
 To examine the impact of training and development on the performance of business.
 To critically evaluate various training and development methods.
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Rationale of research
It was important to conduct present research study because it is observed in many
organizations that training programs are not conducted in best way. Due to this reason time gone
waste and training session just become gathering program. Skill development of employees does
not happen and due to this reason ultimately company face a lot of problems. Current research
study will assist one in identifying extent to which training and development program have
impact on the business firm and reasons due to which specific training method seems appropriate
for the business firm.
Aspects of research
There are some of the aspects of the present research study like training methods etc. Scope
of the present research study is narrow which means that research study is specifically carried
out. Results of the current research study will assist one in identifying best method of training
that must be adopted to give particular type of training to the employees.
CHAPTER 2: RESEARCH METHODOLOGY
Research methodology is considered to be as an effective approach which is very useful
in identifying and interpreting the information related to the particular topic (Sinkovics, Jean and
Kim, 2016). Research methodology is considered to be an effective approach which is very
useful in effectively evaluating the overall reliability and validity of the study.
Research methods: The research methods is useful in determining answers to the
research problem which is considered to be very useful in attaining aims and objectives of the
research. It is categorized into quantitative and qualitative methods of research. Qualitative
methods mainly includes quantifiable data which tends to mainly emphasize on mathematical
and statistical data (McConville, 2017). Qualitative research methods is important because it
helps in gaining more descriptive insight on the research study.
The researcher of this study will opt for qualitative methodology because it helps in
providing in- depth and detailed analysis of the research. This study is considered to be very
useful because it helps in creating awareness and openness to encourage people in order to
respond to the new areas of the topic related with training and development. The qualitative
research methodology is used because each step of the research study tends to standardize and
results in reducing biasses while analysing and collecting the data. This in turn helps in gaining
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valid and reliable data which helps in attainment of higher operational goals. Qualitative research
methods helps in gaining in- depth knowledge on each variables of the research objectives in
order to gain conclusive results related with the significance of training and development upon
the business performance.
Research philosophy: It is a phenomenon or a manner in accordance to which the data
should be effectively gathered, interpreted and used. It is categorized into positivism,
interpretivism and realism research philosophy. Positivism philosophy method is highly based on
the certitude or validity of the knowledge which has been occurred from a natural phenomenon.
Interpretivism philosophy method is considered to be very useful as it tends to integrate human
interest into the research study (Quinlan and et.al., 2019). Realism approach of philosophy tends
to completely rely on the opinion of the human mind.
The researcher of this study will opt for interpretivism research philosophy because the
researcher wants to effectively interpret the various key variables of the study by effectively
integrating human knowledge and interest into the subject matter. The researcher tends to focus
on evaluating whether the researcher has opted the right choice or has set the effective
assumptions in order to attain set desired goals. This in turn helps the researcher of the study to
effectively evaluate the various training methods which are presented on the job and off the job
in order to build competency skills and learning capabilities within the organization.
Research approach: It is considered to be as a planned procedure where the researcher of
the project tends to set broad assumptions in detailed manner to attain desired results and
outcomes of the research. It is categorized into inductive and deductive approach. The inductive
approach is very useful because it helps in giving detailed observation by abstracting more
generalized idea. This in turn helps in effectively developing empirical generalization and also
tends to focus on effectively identifying preliminary relationships in order to progress towards a
reach. On the other hand, deductive approach tends to develop a hypothesis which is usually
based on the existing theories (Deductive Approach (Deductive Reasoning), 2019). This
approach focus on measuring quantitative data and also shows casual relation between variables
and concepts of the study.
The researcher of this study will opt for inductive approach because it is usually based on
the learning from the particular experiences. This theory is considered to be more effective
because no theories and hypothesis has been applied and is free from any sort of alteration within
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the research study (Carey and et.al., 2017). This in turn helps in determining the patterns and is
useful in generating new theories and conclusion relation with the training and development and
its significance of the performance of the business.
Research design: This is considered to be as the overall strategy where the individuals
integrated various key components of the research project in a logical, relevant and coherent
manner. It can be categorized into descriptive and exploratory research design. Descriptive
design is useful in observing the behaviour of the set research subject which is very useful in
identifying the correlations, relationships and trends of the study. Exploratory research is mainly
associated with exploring the best research design method in order to improve the research
results and outcomes.
The researcher of this study will opt for descriptive research design because it is very
advantageous in effectively finding relevant answers to the research questions. Descriptive
method is used because it helps in answering all the relevant research questions by constituting a
blue print for analysing and collecting the set data (Jankowski, 2019). This is very useful to
analyse the key methods of training and development used within the organization without
influencing the subject matter. This approach is considered to be very beneficial because it helps
in gaining in- depth understanding on the relevant research topic. Descriptive method is
beneficial because it helps in gaining insights related with how, when, where in order to gain
valid answers to the research questions related with training and development.
Data collection: It is considered to be one of the effective process to measure and gather
valid data on various key elements and variables of the research study. It is considered to be an
effective measure to enable one in answering relevant answers to the research questions. This
helps in evaluating effective outcomes. It can be categorized into primary and secondary source
of data collection. Primary data is considered to be the first hand original set of information
(Lynch and et.al., 2019). But on the other hand, secondary data is considered to be as the second
hand information i.e., which has been collected earlier by the researcher.
The researcher of the study will opt for both primary and secondary source of data
collection. The researcher uses primary data to gain degree of accuracy for the relevant research
topic. Primary data is collected through interviews, questionnaires, polls, experiments, etc.
Secondary data is important because it helps in bridging gap to gain additional set of information
to solve research problems.
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Sampling: It is considered to be one of the effective process which helps in
predetermining the number of observations which in turn is selected from large number of
population. This can be categorized into probability sampling and non- probability sampling.
Probability sampling is one of the measure where each individuals from large population has
equal chance of getting selected. This is categorized into random, stratified, systematic and
cluster sampling probability method (Bell and Santamaría, 2018). On the other hand, non-
probability sampling method is referred to as an effective technique where individuals from the
large population does not have equal chance of getting selected within the sample size.
The researcher of this study will opt for random probabilistic sampling method where 20
employees of the Marks and Spencer company will be selected. Random sampling method is
used because it allows researcher to make valid inferences related to everything which has been
drawn within the sample. Random sampling method is very beneficial because it helps in
presenting biasses from the results and attain valid conclusive points related with the significance
of training and development to boost up company performance. Random sampling method is
used by the researcher because it helps in gaining better conclusive results on the particular
research topic by effectively representing particular target population.
CHAPTER 3: DATA ANALYSIS
Data analysis is one of the crucial process to inspect, cleanse and transform valid data in
order to detect useful and conclusive information (Sinkovics, Jean and Kim, 2016). This is
categorized into thematic analysis and SPSS tool. Thematic analysis tends to provide researcher
great amount of flexibility to attain better research results. SPSS tool is useful because it helps
researcher in resolving complex statistical data and attain better conclusive results.
The researcher of this study will opt for thematic analysis because it will help in
effectively analysing qualitative data. This helps researcher in critically examining common
themes related with the research topic, patters and ideas in order to attain better conclusive
results and outcomes. Thematic analysis helps in summarizing and interpreting the set variables
of the study which helps in attaining better results and outcomes. It helps in giving rich
description on the various tools and techniques related with training and development methods
used within the company in order to boost up employee morale which leads to higher
productivity of the business.
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CHAPTER 4: ETHICAL CONSIDERATION AND VALUES
Ethical consideration is one of the crucial measure to carry out the research study in an
ethical and reasonable manner. The major ethical issue considered while carrying out the
research study is related with legality and confidentiality (McConville, 2017). The data collected
are from the known sources which in turn helps in stating that the information collected is true
and fair. Academic protocol for referencing has been met by using Harvard sources of
referencing and none of the data has been manipulated. The confidentiality of the participants
has been maintained and proper timeline has been made to carry out each activity within
stipulated time.
SUBMISSION 2: LITERATURE REVIEW
CHAPTER 1: LITERATURE REVIEW INTRODUCTION
Literature review is considered to be as the critical evaluation of the available set of
literature on the given subject matter. It is referred to as a scholarly paper which tends to include
current knowledge on the particular research topic. This also tends to include the substantive
findings with appropriate methodological and theoretical contribution on the set research topic.
Literature review is referred to as the scholarly paper which helps the researcher in gaining data
from the secondary sources. Literature review does not take into the original piece or
experimentation of the work (Hart, 2018). Literature review is mainly linked with the academic
journals. This in turn helps researcher in gaining viewpoints of various authors on the particular
area of the study.
On the wider point of reference, literature review is considered to be very important
because it helps in effectively describing how the proposed research is mainly associated with
the prior research in statistics (Brewster, 2017). Literature review is very useful because it helps
in showing the relevance and originality of the particular research problem. It helps in building
relevant argument and is considered to be very useful in effectively interpreting the prior
research.
Literature review model is considered to be relevant for the study because it helps in
critically evaluating the particular subject matter which in turn tends to focus on gaining wider
perspective and relevant idea on the set subject matter (Christmals and Gross, 2017). Literature
review methodology is very useful because it helps in providing wider set of knowledge and is
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very useful in creating an exposure to the good literacy work which is very beneficial for further
carrying out study in the future.
CHAPTER 2: LITERATURE REVIEW MAIN BODY
Theme 1: To examine the impact of training and development on the performance of business.
Luther, Haustein and Webber, (2018) sought to determine the fact that, training and
development is considered to be as the system in the organization which tends to put more
emphasize on improving the competency skills of the employees within the organization.
Training is considered to be as an educational and learning process which tends to involve the
concepts, changing attitude, sharpening of skills, gaining high degree of knowledge in order to
enhance the performance of the individuals within the organization. On the other hand,
development is useful because it helps in bringing employees together in order to attain high
degree of level. This in turn helps them in performing similar level of knowledge and skills. It
helps in effectively reducing weak set of lines within the organization. This in turn is considered
to be every beneficial in improving the performance of the business. Cosbey, Elliott and
Paterson, (2017) established that, continuous training and development programs within the
organization helps in developing necessary skills which in turn is necessary to effectively
perform their job with high degree of relevance and accuracy. Training and development in
organization is considered to be very useful in effectively providing them with high degree of
learning opportunities which in turn is considered to be useful in carrying out several business
activities. Training and development helps in handling the problems and effectively deal with the
challenges. It also helps in reducing the number of accidents and also tends to focus on
increasing job satisfaction levels. High impact employee training can be created by evaluating
effectiveness and layering training in a systematic and appropriate manner. It can also be done by
analysing the skill gap and identifying the impact on business which in turn leads to higher
operational performance and productivity of the company. O’Connor and et.al., (2017) argued
that, development is considered to have the long term view in order to attain organizational goals
and objectives which in turn helps in solving various complex task in an efficient and systematic
manner. Training and development is considered to be very useful in better utilisation of the
available resources and also helps in reducing wastage. This in turn helps company in increasing
the profitability and competitiveness which leads to long term growth and development. Training
and development is also very useful in reducing the employee turnover and in turn also helps in
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developing the positive attitude. Training and development is considered to be very beneficial for
the employees because this in turn tends to result in better career opportunities and also helps in
boosting employee morale and motivation level. Employees within the organization has the
chance to be up to date with the newer technology which in turn helps in boosting up the
productivity level. Training and development is also considered to be beneficial because it helps
in effectively addressing the weakness of employees within the workplace. It is very useful in
enhancing the reputation of the company and reducing employee turnover.
Theme 2: To critically evaluate various training and development methods.
Detsimas and et.al., (2016) said that, training and development methods are considered to
be necessary because it helps in preparing employees of the organization to perform specific task
or job role. There are various types of effective training methods which mainly includes On- the
job training methods. It mainly includes job rotation, job mentoring, coaching, internship
training, committee assignments, etc. On the job training is an effective training method which
tends to focus on developing necessary skills, knowledge and competencies which in turn helps
in performing specific jobs within the particular workplace. Coaching is considered to be as an
effective way to counsel, instruct and guide the individual about the long term career goals of the
individual. Job rotation is an effective measure where the employee are moved from one job to
another in order to gain high degree of experience and knowledge by performing different job
roles. Internship training is useful because it tends to provide practical and theoretical aspects of
the study. Committee assignments are given to the group of trainees who tends to focus on
solving various organizational problems. This in turn is very useful in improving team work.
On the other hand Bournois, Chauchat and Roussillon, (2017) argued that, off- the job training
methods includes case study method, role play, incident method, simulation, grid training,
lectures, vestibule training, etc. Off the job training methods is an effective method which tends
to take place outside the workplace in order to attain competitive skills. This in turn helps in
improving the performance of the employees within the workplace. Simulation training is useful
because here the trainee tends to focus on learning skills to effectively operate equipments and
machines. Vestibule training is mainly given to scientific and technical staff in order to
effectively operate specific technology or machines. Case study is an effective training and
development methods where employees of the organization are given specific situation and are
requested to resolve the problem as per their learning. Role playing is considered to be as an
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effective training method where the trainees are given specific role to perform in specific
situation. Management games is an appropriate measure which is mainly linked with simulated
marketplace by applying their learning to the particular situation.
Dismukes and Smith, (2017) investigated that, Development methods are considered to
be very useful because it tends to help in developing various competency skills in order to
perform task with utmost accuracy and efficiency. Employee development programs mainly
includes job enrichment, job shadowing, promotions, mentor development programs, personal
development plans etc. Mentor development program is an effective measure because it helps in
paring various members of the management in order to achieve greater heights in their
professional life. Personal development plan is considered to be as an effective development
method who tends to focus on attaining personal professional goals and it helps employee in
attaining greater heights. Promotion within the workplace helps in effectively promoting the
employee to the higher level of job position. This helps in developing a sense of responsibility
and effective skills to perform higher level tasks.
Theme 3: To determine the challenges faced by the company while giving training and
development to employees.
Luther, Haustein and Webber, (2018) sought to determine the fact that, training and
development helps in boosting up the employee performance which in turn leads to greater
productivity. There are various challenges faced by the company because of the dispersed
workforce. The diversed workforce mainly results in different culture, knowledge and experience
which in turn influence the learning habits of each individual within the organization. Lack of
engagement of employees in the training and development programs is considered to be one of
the major challenge which in turn largely affects the performance of the company and leads to
lower satisfaction and motivation of employees. Bournois, Chauchat and Roussillon, (2017)
argued that, developing potential of the employees in order to deliver the desired results and
outcomes of the study is considered to be as one of the most crucial challenge for the better
results of training and development within the organization. Disengaged people in the
organization tends to create a distinct challenge within the workforce which in turn lowers the
performance of the company and leads to higher cost.
Cosbey, Elliott and Paterson, (2017) established that, training and development leads to
high cost to the company which in turn largely hampers the profitability levels of the business.
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Employees in the organization might not be comfortable dealing with changes which in turn
hampers the business performance. Another major challenge with training and development is
that, it tends to result in instilling conflict within the management skills. Quantifying
effectiveness of the training and improving the learning capabilities within the employees is also
considered to be one of the major challenge for the business. Delivering continuous training and
development sessions to the employees of the organization results in one of the key challenge for
the employees. This in turn impact the performance and productivity of the employees. Hectic
schedule of the employees within the organization also act as a major challenge to deliver the
best possible training and development programs to employees within the organizational setting.
Training which is not relevant to some specific employees is also a major challenge to deliver the
best training session within organization.
CHAPTER 3: LITERATURE REVIEW CONCLUSION
From the above conducted study it has been concluded that, training and development is
considered to be one of the most crucial aspect which is very useful in developing the
competency skills and knowledge in order to improve the productivity and performance of the
company. The following carried research study helps in effectively specifying the research
questions which in turn helps in finding appropriate answers to the research questions. The
following carried out research study is conclusive because it helps in evaluating that, training and
development methods is considered to be very useful because it helps in developing several
ranges of activities which in turn leads to higher operational goals and objectives. This study
summarizes that, the major challenge related with the training and development is that, it tends to
result in higher cost to the company. The research study also tends to emerge a new theme
related with the effective recommendation strategies in order to integrate training and
development programs. This in turn results in boosting up the employee morale and performance
of the company. The literature review carried out helps in specifying each research questions by
effectively finding valid answers to the research problem. This study concludes that, on the job
training method is considered to be the most effective because it leads to lower cost and it helps
in building core competency skills of employees within the organization for specific job role.
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