Training and Development Programs Effectiveness

This project analyzes the effectiveness of training and development programs in raising employee performance, using Tesco as a case study. It examines the importance of these programs, their impact on both business and workers, and how they contribute to improved employee performance. The project utilizes a descriptive research design and secondary data collection methods to analyze relevant literature and provide insights into the topic.

RESEARCH METHODOLOGIES

TABLE OF CONTENTS
RESEARCH DESIGN PROPOSAL...............................................................................................1
CHAPTER 1 – INTRODUCTION..................................................................................................1
Background.............................................................................................................................1
Aim and Objectives................................................................................................................1
Research Questions................................................................................................................1
Rationale of the study.............................................................................................................2
Purpose of the research...........................................................................................................2
Significance of research.........................................................................................................2
CHAPTER 2 – RESEARCH METHODOLOGY...........................................................................3
Introduction............................................................................................................................3
Research type..........................................................................................................................3
Research approaches..............................................................................................................3
Research philosophy...............................................................................................................4
Research design......................................................................................................................4
Data collection........................................................................................................................5
Sampling.................................................................................................................................5
Validity and Reliability..........................................................................................................5
Limitations of the research.....................................................................................................6
CHAPTER 3 - DATA ANALYSIS.................................................................................................7
CHAPTER 4 – ETHICAL CONSIDERATIONS...........................................................................8
CHAPTER 1 - LITERATURE REVIEW........................................................................................1
Introduction............................................................................................................................1
CHAPTER 2 - MAIN BODY..........................................................................................................1
Importance of training and development programs in raising employees' performance........1
Impact of training and development programs on both business and workers......................3
Improvements in performance of employees with training and development programs.......4
CHAPTER 3 - CONCLUSION.......................................................................................................6
REFERENCES................................................................................................................................7

RESEARCH DESIGN PROPOSAL
Topic- To analyse the effectiveness of training and development programs in raising
employees' performance.
CHAPTER 1 – INTRODUCTION
Background
Tesco Plc is a British multinational groceries and general merchandising retailer
with headquarters at Welwyn Garden City, Hertfordshire, England, United Kingdom. The
research is based on analysing effectiveness of training and development programs in
raising employees' performance within Tesco. Business is known for providing luxury
food services, groceries, banking and mobile phone services to customers around the
world. It is the 3rd largest retailer firm in the world measured by gross income and 9th by
revenues. There are 6,553 shops and 4,76,000 employees working with Tesco (2017).
The firm also provides online services to consumers to enhance their experience with
brand.
Aim and Objectives
Aim:
To analyse the effectiveness of training and development programs in raising
employees' performance. (A case study on Tesco)
Objectives:
 To determine importance of training and development programs in raising
employees' performance.
 To evaluate impact of training and development programs on both business and
workers.
 To identify improvements in performance of employees with training and
development programs.
Research Questions
 What is the importance of training and development programs in raising
employee's performance?
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 What are the impacts of training and development programs on business and
workers?
 How training and development programs improve performances within business?
Rationale of the study
Training and development programs are important for business to improve and
develop performance of employees in terms of increasing their knowledge and skills.
These programs are organised by businesses in timely manner to enhance quality of
products and services. There are so many employees working in different branches of
Tesco. These programs have their own importance within firm to accomplish desired
goals and objectives effectively.
Purpose of the research
The initial purpose of the research is to analyse effectiveness of training and
development programs in raising employees' performance. This is important because
such programs help to increase knowledge and skills of workers regarding their work so
that they can achieve individuals’ goals and objectives (Cooke, Saini and Wang, 2014).
In addition to this, customers expect quality services from business which requires
effective production. This can be achieved by providing training to workers to enhance
individuals’ skills towards their work.
Significance of research
The research is based on measuring importance of training and development
programs to enhance performance of workers within Tesco. It will consider impact of
such programs to improve and develop production process to deliver better and quality
services to customers. In addition to this, it is important for firm to organise training and
development programs in timely manner to determine areas of improvement and
requirements to improve performance of workers (Parmenter, 2015). This will help to
provide improved services to consumers to enhance satisfaction and loyalty towards
brand.
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CHAPTER 2 – RESEARCH METHODOLOGY
Introduction
Research methodology is a specific process used to determine, select and
analyse information about the topic. It allows researcher to evaluate validity and
reliability of search in critical terms. This helps to solve problems to understand not only
the process but also the investigation products. This practise involves collection of
information and data which is both historical and present for the initial purpose of taking
decisions regarding business (Kelly, Wicker and Gerkin, 2014). It can be described as a
justification for using particular enquiry on the topic. Different procedures involved in
research methodology helps to collect information systematically regarding topic to
complete research successfully and in effective manner.
Research type
Quantitative and qualitative are the two types of research. Quantitative is used to
solve issues using numbers in which emphasis is based on summary and numerical
data collection. In addition to this, qualitative research describes sounds, words,
emotions, unquantifiable and non-numerical elements and feelings. Analytical and
descriptive are two methods based on nature of investigation in which descriptive
includes survey to determine facts related to aim of the research. Analytical is based on
information and facts which already exists and used to make critical evaluation and
analysis of material. Exploratory and conclusive are two methods based on research
design in which exploratory aims to explore inquiry area and conclusive attempts to
offer final answers to research questions. Exploratory research is used by researcher to
explore search aim and objectives effectively for the present case study of analysing
effectiveness of training and development programs in raising employees' performance.
Research approaches
Deductive, inductive and abductive are three types of research approaches.
There is a major distinctive point between deductive and inductive approach which is
hypothesis relevance. The inductive approach delivers contribution to new theories and
deductive tests the assumptions' validity. Apart from this, abductive research includes
surprising facts and process is devoted in explanation. In case of collecting hypothesis
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data, deductive approach is used by researcher and inductive is followed in case of aim,
objectives and questions. In addition to this, abductive approach is used to devote
explanations of incomplete facts and observations specified at the beginning of
research successfully (Laudon and Laudon, 2016). For the present case study of
analysing effectiveness of training and development programs, inductive approach is
used by researcher to achieve aim, objectives and questions of investigation.
Research philosophy
It is a vast topic which discusses topic in great detail. Positivism, interpretivism,
pragmatism and realism are four types of research philosophies. It deals with source
and nature of knowledge. In this section, phenomenon data is collected, used and
analysed. For the process of data analysis, primary and secondary data collection
methods are used to answer questions. Each step in this section is based on
assumptions about source and nature of knowledge which reflects on important author's
expectations to serve basis for this strategy. Findings from this section are usually
observable and quantifiable. Researcher used positivism philosophy for the present
case study to determine key findings from the research (Chadwick, Super and Kwon,
2015). However, role of researcher in positivism philosophy is limited towards data
collection and interpretation.
Research design
This is a general plan that aids to answer questions of investigation. Some
contradictions are also made such as authors can consider this as a choice between
qualitative and quantitative methods and some refers to specific process of collecting
data for analysis. Some important elements are strategies and methods related to data
collection and analysis. Exploratory and conclusive are two parts of design. It helps to
frame overall information and data collected for the research from various sources to
identify effectiveness of training and development programs in raising performance of
employees. Descriptive design is used by investigation for the present case study as it
helps to provide brief information to have correct and accurate data and info with proper
execution of activities.
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Data collection
This is a process of collecting information and data regarding study topic to find
answer towards research questions. Primary and secondary data collection methods
are used by researcher to collect information. Primary method is divided into parts such
as quantitative and qualitative in which information is based on mathematical calculation
and includes closed-ended questions.
In secondary data collection method, information is gathered from various sources
such as books, journals, online websites, articles, newspapers and blogs. Selection of
appropriate criteria is important as it helps to increase research level in terms of validity
and reliability. Qualitative method in secondary collection is associated with feelings,
sounds, words, emotions and other elements which are non-quantifiable. The
researcher used secondary data collection method for the present case study of
analysing importance of training and development programs.
Sampling
Probability and non-probability are two categories of sampling in which
population and chances of participating in study is involved in probability. Non-
probability sampling includes group members which are selected non-randomly to
participate in research study. Systematic, multistage, simple random, cluster and
stratified sampling are some techniques comprised by probability. It is more complex
and time consuming as compared to non-probability sampling method.
Sampling method is crucial for exploratory stage of research. Extensive,
convenience, quota and judgement are some popular non-probability sampling
methods. It is effective as compared to probability sampling as it reflects descriptive
comments about sample and is also cost effective (Cummings and Worley, 2014).
Researcher used techniques such as collecting information from different blogs, articles,
newspapers and journals since 2017 to make research valid and reliable.
Validity and Reliability
Reliability and validity of research must be addressed in concise manner. In
reliability, similar answers can be obtained with same instruments at one or more than
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one time. High level of reliability in research helps to generate same outcomes using
similar methods and under conditions. This reliability level is also compromised and
issues are closely associated with subjectivity for the investigation. Apart from this,
investigation validity is an extent in which scientific research requirements are followed
during the process of generating key findings from the enquiry effectively. Validity for
research is compulsory such as internal, external, construct and face. Data and
information collected from different articles, online websites, blogs, newspapers and
magazines for the present case study is valid and reliable as per the requirements of
explore process.
Limitations of the research
Limitations in investigation is for sure and also considered as normal factor. It is
depended on researcher to manage range and scope of limitations during the process
of research (Landy and Conte, 2016). It is also important for investigator to determine
limitations and issues associated with process as it has a significant impact on search
procedures.
 Research is able to specify ways in which aim and objectives that could be
narrowed to enhance focus level of study.
 Size of sample is depended on issues identified during the research. In case of
small sample size, statistical test is not able to evaluate data relationship. In
addition, larger sample size could help to increase chances of acquiring positive
results from the research.
 One of the crucial part of investigating is literature review that helps to evaluate
scope of work done for the analysis.
 Choice for the research area could be added as a limitation that investigator’s
knowledge and skill provides quality to process.
 Qualified and experienced researcher is able to compare work at each level of
study to enhance value to acquire improved outcomes.
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CHAPTER 3 - DATA ANALYSIS
Discussion over data analysis method is important in research. The researcher
analyses information and data collected from secondary data collection method such as
different articles, online websites, blogs, newspapers and magazines. Quantitative and
qualitative data analysis has a difference when research gets completed by focusing on
experiments, interviews and groups. Apart from this, critical analysis and interpretation
of figures, numbers and attempts is involved in quantitative method to determine
rationale behind findings effectively. It is important for the researcher to compare
findings of secondary exploration to literature review for both qualitative and quantitative
studies. Investigator used secondary data collection method for the present case study.
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CHAPTER 4 – ETHICAL CONSIDERATIONS
It can be said that ethical considerations are the most important part of research
which should be addressed by man of science during the process. Considerations are
for both secondary and primary data collection methods.
 Participants should not be subjected to any harmful activity during the research
process.
 Contestants satisfaction and priority must be amended while asking open-ended
questions to them (Wang, Wang and Liang, 2014).
 Information provided by participants must be kept secure, safe and confidential.
 Communication process also should be completed with honesty and
transparency.
 Privacy data provided by participants should be protected and ensured to them.
 Possible conflicts, sources of funding and affiliation should be declared.
 Research dignity must be prioritised and respected.
 Any kind of misleading towards information should be avoided.
Thus, these are some important points that should be followed by researcher to
make aspects effective.
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SUBMISSION 2: LITERATURE REVIEW
CHAPTER 1 - LITERATURE REVIEW
Introduction
Literature review is a part which helps to determine effectiveness of training and
development programs in raising employees' performance. The section provides
detailed information regarding importance of such programs to engage workers within
business. The study and messages in this section is based on views of various scholars
and online articles to measure impact of training and development programs on both
business and employees effectively. It is also known as narrative assessment which is
an article review. This includes current knowledge including methodological and
theoretical contribution along with substantive findings for the case study. Materials and
information for this section is collected through various journals, articles, online
websites, blogs, magazines and newspapers. Critical analysis of this part helps to
determine various elements and factors associated with study topic and questions that
helps to accomplish aim and objectives of research effectively.
Literature review can be also described as critical analysis of published literature
or sources on a particular topic. The literature assessment provides summary,
classification, evaluation and comparison. It is important that it helps to identify data
sources used by other researchers to contribute to field by moving forwards to the
research. It is the ability to demonstrate understanding evaluating quest on this
particular topic. The purpose of this section is to gather all available sources in one
place to analyse them.
CHAPTER 2 - MAIN BODY
Importance of training and development programs in raising employees' performance
According to Hawkins and Weis, (2017) in ever changing corporate world,
development and training programs have their own importance and also an
indispensable function. Most of the companies have the lowest priority to these
programs. The world is changing with a lot of innovations coming into the market every
day. Thus, every business requires implementing changes to become competitive in the
market effectively. Owner of the firm and HR manager must ensure to be active for
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different strategies to help business to grow and develop in the future. Large businesses
provide training and development programs to their workers in order to increase skill
and knowledge to achieve desired goals and objectives. This will also help business to
enhance productivity and profitability by producing effective products and services to
customers in the market. These programs help workers to feel free and confident in
delivering things from their end even if the technology changes. This will help to
respond to changes quickly (Allen, 2017). Employees are able to facilitate their career
development that helps to meet continuous growth.
Training and development program is a part of performance management
system. Changes in market in terms of technology or new strategies are implemented in
business as soon as possible to cope up with market. This improves and develops
individual skills and performance level of business. These programs improve
confidence, team morale, human relationship, business efficiency, reduce monitoring
needs and hone skills. This will help enterprise to improve viability, scalability and
flexibility. Caillier, (2014) stated that every firm looks for improvement, productivity,
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Illustration 1: Importance of training and development program

business safety and reduction of employees’ turnover to manage and control effective
and efficient management team. Such programs help to accomplish objectives such as
providing knowledge regarding job, skills and knowledge transferring systematically,
developing workers’ productivity, maintain safety standards, improve handling practices
towards equipment’s and develop advancement in employees at work place.
Theory of reinforcement: This theory emphasises on individual learning behaviour and
suggest that an individual will repeat the behaviour attached with positive results within
business. The theory focuses on reinforcement and suggests that training and
development programs needs to be aligned with business objectives and goals to
produce positive results. There are various techniques available in human resource
practices associated with activity and development programs. Different programs such
as rewards salary raises, certificate awarding and promotion could be added after
completion of preparation program to generate positive results for business. Workers
will show more interest in training programs if the process of rewarding is done by
organisation.
Impact of training and development programs on both business and workers
Training programs presents a prime opportunity for both business and workers to
expand their knowledge according to the current environment to find developmental
opportunities effectively. According to Mohammadyari and Singh, (2015) there is a
positive impact of such programs on both workers and business and provides several
benefits as worthwhile investment.
Improve performance of employees: Employees who receive training becomes able
to perform their jobs. It gives greater understanding of their responsibility and also build
their confidence (Council, 2015). This will help to improve and develop their overall
performance that have significant benefits to business.
Satisfaction and morale: Investment made in an enterprise to provide training
programs to employees shows workers that they are valued. Preparation creates
supportive work place environment and help people to introduce themselves to each
other. This will help to enhance their satisfaction towards job which reduce high turnover
rates of workers.
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Consistency: Training and development program ensures that workers have a
consistent background about knowledge and experience. This is relevant for basic
business procedures and policies. It is necessary for employees to be aware of
procedures and expectations of firm to take participation in meetings to increase growth
and development.
Enhance business profile and reputation: A strong and successful strategy towards
training helps to develop brand name that helps to make business a prime consideration
for mid-career changes and graduates effectively. It helps the business to be more
effective to produce potential positive outcomes to improve growth and profitability.
Hollenbeck and Jamieson, (2015) stated that operative and active management
for training and development programs in timely manner helps both business and
workers to gain satisfaction, confidence and development of professional and business
skills. Quality improvement by workers lead to customer satisfaction and loyalty which is
very crucial for the firms (Nathan, 2016). Employees get updated to trending technology
with the help of learning programs. This will help them to produce new and different
ideas to implement their tasks to reach individual goals and objectives efficiently.
Training and development programs are key function of business which helps to
accomplish desired goals and objectives to achieve better position in the market.
Trained workers do not require much attention or guidance that they are able to perform
their individual tasks with the help of knowledge and skills acquired from trainings.
There is a positive impact of preparation on workers in terms of their motivation,
innovative thinking and experience. There are so many businesses that neglect the
importance of training and development programs which lead to high turnover rates and
also increase cost to hire new workers for the job. Effective and well organised
preparation programs create a positive environment within business that it helps to
increase productivity of workers in terms of their skill and knowledge. Training has a
significant impact on employees' performance which is beneficial for both business and
workers. Education increase knowledge of workers and allow them to work effectively to
achieve individual goals. This will provide several benefits to them such as rewards,
incentives and other motivational things.
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Improvements in performance of employees with training and development programs
DeNisi and Smith, (2014) stated that training and development programs are
ongoing efforts made by businesses to improve performance of employees to enhance
productivity and profitability. It can be also described as an educational process which
includes sharpening concepts, skills, changing attitude, increasing knowledge etc. these
programs are based on performance of an individual or team. Business is able to
enhance effectiveness of its training and development programs by identifying current
needs of their workers. This will help firm to achieve higher growth to maximise
profitability. There are different needs of employees that will change over time as these
people will continue for growth and development in their careers. Organisation invests in
developing knowledge and skills of workers which is received by them in the form of
effective and more productive workers (Kumar and Pansari, 2016). Training and further
development programs are beneficial for firms to become success which is fruitful to
both employees and employers of business.
Increase productivity: Training and development programs improve productivity and
efficiency of workers within firm. They are able to make effective use of technology and
use existing one in better ways. Trained employees in business shows both quality and
quantity in performance. There is less wastage of material, time, money and resources.
Less supervision: Development programs improve necessary skills and knowledge of
workers and empower them to address tasks effectively and independently. Trained
workers are able to perform their tasks and hence they require less supervision.
Talent pool: Creating a pool of trained workers within firm helps to bridge gaps in case
someone leaves business. Workers could be trained in customer services, sales,
administration and operational activities (Chand, 2016). This will help to foster team
performance and spirit as workers that appreciate challenges faced by co-workers
effectually.
Increase job satisfaction and consistency: Training programs make workers feel
motivated and satisfied with the role they are playing within firm. This is driven by
abilities they acquire to execute their roles and responsibilities. This also helps to make
them familiar towards business so that they can provide valuable contribution to firm.
On the other hand, these programs give workers a consistent knowledge and
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experience of procedures and tasks which is important when it comes to basic policies
and processes of firm (Jaiswal and Dhar, 2015). This helps to complete tasks on time
without any issues and no questions to be asked about how things should be done
effectively.
Team spirit and skill development: Training programs gain spirit and sense of team
work. In addition to this, it also increases knowledge and skill of workers towards their
work at each level. Skill development will enhance job satisfaction and also individual
experience of a worker within business.
Thus, training and development programs helps to improve and develop single
skill and knowledge of employees so that they can easily perform better in their tasks to
accomplish desired goals and objectives associated with business aim.
CHAPTER 3 - CONCLUSION
It can be concluded from the above report that training and development
programs are effective towards increasing knowledge and skills of workers to deliver
quality services to customers. Employees are able to facilitate their individual
development in terms of career and self-development that helps to meet continuous
growth. In addition to this, organisation also acquire a lot of things about production and
profitability by providing preparation programs to their employees effectively. It is
analysed that training and development plan is a part of performance management
system as there are various techniques available in human resource practices
associated with these programs to enhance profits.
On the other hand, it also helps to reduce high turnover rates and increase
quality staff. A major benefit is analysed that trained workers does not require much
attention or guidance that they are able to perform their individual tasks with the help of
knowledge and skills acquired from trainings. In addition to this, such programs are
necessary for business to organise in timely manner to provide sufficient knowledge to
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workers regarding their work and updated technology. Training and further development
programs are beneficial for firms that it helps to become success in the future which is
fruitful and beneficial to both employees and employers of firm.
A well organised training program increase motivation in employees to work hard
to achieve individual goals and objectives. This will provide several benefits in terms of
enhancing job satisfaction, encouragement, hard work, positive perception and
knowledge to improve working style to perform better in tasks. Employees become
creative with such programs that it helps them to produce new and different ideas to
implement in their task to reach individual goals effectively. In addition to this, better
performance leads to reward and incentive which is an extra benefit for worker to
increase satisfaction and moral.
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REFERENCES
Books and Journals
Caillier, J.G., 2014. Toward a better understanding of the relationship between
transformational leadership, public service motivation, mission valence, and
employee performance: A preliminary study. Public Personnel
Management 43(2) pp.218-239.
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm
performance. Strategic Management Journal 36(3) pp.360-376.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal
of World Business 49(2) pp.225-235.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change.
Cengage learning.
DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management,
and firm-level performance: A review, a proposed model, and new directions for
future research. The Academy of Management Annals 8(1) pp.127-179.
Hawkins, J.D. and Weis, J.G., 2017. The social development model: An integrated
approach to delinquency prevention. In Developmental and Life-course
Criminological Theories (pp. 3-27). Routledge.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social
network analysis: Implications for strategic human resource
management. Academy of management perspectives 29(3) pp.370-385.
Jaiswal, N.K. and Dhar, R.L., 2015. Transformational leadership, innovation climate,
creative self-efficacy and employee creativity: A multilevel study. International
Journal of Hospitality Management 51 pp.30-41.
Kelly, L.A., Wicker, T.L. and Gerkin, R.D., 2014. The relationship of training and
education to leadership practices in frontline nurse leaders. Journal of Nursing
Administration 44(3) pp.158-163.
Kumar, V. and Pansari, A., 2016. Competitive advantage through engagement. Journal
of Marketing Research 53(4) pp.497-514.
Landy, F.J. and Conte, J.M., 2016. Work in the 21st century, Binder ready version: An
introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson
Education India.
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Mohammadyari, S. and Singh, H., 2015. Understanding the effect of e-learning on
individual performance: The role of digital literacy. Computers & Education 82
pp.11-25.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using
winning KPIs. John Wiley & Sons.
Wang, Z., Wang, N. and Liang, H., 2014. Knowledge sharing, intellectual capital and
firm performance. Management decision 52(2) pp.230-258.
Online
Allen, 2017. What is Employee Training & Development? [Online] Available through:
https://www.allencomm.com/what-is-employee-training-development/
Council, 2015. Learning, Training & Development. [Online] Available through:
http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
Nathan, 2016. 7 Key Steps for Better Training and Development Programs. [Online]
Available through:
https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-
development/pages/key-steps-for-better-training-development-programs.aspx
Chand, 2016. Training and Development Programme for Employees. [Online] Available
through: http://www.yourarticlelibrary.com/employees/training-and-development-
programme-for-employees-565-words/5425
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