Analysis of Time Management Techniques

The provided assignment involves an in-depth analysis of time line and Gantt chart techniques, which are essential tools in project management. It requires an understanding of how to use these methods to complete activities and tasks within a specific period of time in a systematic way. The assignment also touches on the importance of setting expectations for delivery, making it a comprehensive study on effective time management.

RESEARCH
METHODOLOGY

Table of Contents
TOPIC..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
SIGNIFICANCE AND RATIONALE OF RESEARCH................................................................2
QUESTIONS OF RESEARCH.......................................................................................................2
RESEARCH OBJECTIVES............................................................................................................2
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGY AND DESIGN...........................................................................6
ETHICAL CONSIDERATION.......................................................................................................8
EXPECTED OUTCOMES..............................................................................................................8
TIMELINE AND GANTT CHART................................................................................................8
REFERENCES..............................................................................................................................11
.......................................................................................................................................................12

TOPIC
“To determine importance of employee training and development on increasing sales
and productivity of business. A Case Study on Marks & Spencer.”
INTRODUCTION
Training and development is the main function of human resource management and it is
related with activities and operations of company. The aim is to increase job performance of
people as well as groups in the organisation settings. In an organisation, staff members plays a
crucial role in increasing growth of company. In this, Marks & Spencer organisation tends to be
attain the success of firm when the people are considered as staff and they give their better
participation in conduct business activities (Boella and Goss-Turner, 2013). Training is helpful in
improve the performance of staff members as well as groups. It is an educational procedure that
includes skills sharpening, attitude and gain knowledge regarding concepts to enhance
employees performance. Training is related to improve the specific skill and development i.e.
Required for overall grooming of employees at workplace. It is helpful in enhancing motivation
level of employees in an organisation and they will work towards achieve the common goal and
objective within specific period of time. Marks & Spencer is multinational retail organisation and
it sells home products, luxury food items and clothing. This company is located in London and
was situated in year 1884. Currently, Marks & Spencer has 979 stores in United Kingdom
involving 615 sell only food items. Under this organisation, around 84, 939 employees are
working.
Training programme is an important aspect for increasing skills as well as knowledge of
workforce that help the management to enhance better rate of return. Training and development
affects on growth and development of business that makes business to develop the the
competitive benefit at market place. There are various methods to enhance work-force expertise
for improving business efficiency among the strong competitors. Training method depends on
the nature of job under which staff members are more engaged (Chatha, Butt and Tariq 2015). In
context to this, it is necessary for management of Marks & Spencer to assess requirement of
training for execute training and development programme at workplace. It helps in proper
utilisation of resources and increase the rate of return of company. Training help in providing
many growth related opportunities to business firm. In order to improve the productivity of firm,
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it is essential for Marks & Spencer to have the training and development related programmes on
continuous basis for staff members. It is costly activity as it needs more quality outputs from the
trainers along with the staff members. It is necessary that firm should revise efficiencies and
goals with changing business environment (Guercini, 2014).
SIGNIFICANCE AND RATIONALE OF RESEARCH
Marks & Spencer provide the training to its existing as well as new employees in order to
increase their skills and core competencies. If abilities and skills of employees will be enhanced
then they will focus on achieving the set aims and objectives with in particular period of time. It
helps in save time as well as cost.
It is essential for an investigator to identify the rationale of the particular investigation.
The rational behind this research is to know about the significance of the training to employee
for increase the sales along with the profit level. In this present time period, company face many
problems for the inabilities on employees part for handle the queries of consumers. For
improving the performance level of staff members, Marks & Spencer organise the training
programmes (Hafeez and Aburawi, 2013).
QUESTIONS OF RESEARCH
 What are benefits of training and development to staff members of Marks & Spencer?
 What are various ways by which training of staff members help in increasing sales and
profit of firm?
 What is relationship among staff training and sales opportunity for companies in retail
industry?
RESEARCH OBJECTIVES
 To identify the benefits of training and development to staff members of Marks &
Spencer.
 To determine the various ways by which training of staff members help in increasing
sales and profit of firm. To analyse relationship among staff training and sales
opportunity for companies in retail industry.
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LITERATURE REVIEW
A literature review is an in-depth, comprehensive, broad and systematic analysis upon a
specific area of concern. It can be done by assistance of scholarly publications, audiovisual
materials and personal communication. The prime objective of literature review is to obtain
information from perspective of various authors who have made study in the same area.
Benefits of training and development to staff members of Marks & Spencer
In this over dynamic business environment, organisations wants to compete with each
other in order to obtain market edge. For this purpose, they all focus on improving skills and
abilities of their workforce thus to make them capable enough to produce new and innovative
products that attracts wide range of customers and improve brand image of the organisation over
the market. According to view point of Ingram and et. al., (2012), it has been concluded that
training is an essential part for business growth as it affects employee attitude or behaviour
towards working and further boost up corporate effectiveness. In Mark and Spencer, training
leads to increase job performance and further positive changes i.e. implementation of new skills.
Although, interpersonal skills of employees change workplace environment and make it positive
or healthy. Training also boost up employees' morale and confidence as it develop individual's
confidence through which they can easily accomplish all tasks and activities in the best possible
manner.
Regular training programmes support workforce to attain and retain at workplace as it it
also liable for long term survival of the company. It is overviewed that a well experienced and
qualified workforce is able to perform in an effective manner as well as also aids in
accomplishing organisational goals in a certain time period. In addition to this, training is
rendered to staff members as they work throughout their jobs effectively; this will support them
to retain knowledge and skills. In business associations, there is a need to be refreshed and
practices continuously. If training is provided for long term perspective then staff will get good
sense of job satisfaction that boost up their motivation or confidence level. It leads reduction in
employee turnover and enlargement of output volumes in a minimal time of span. This can also
protect company from competitors and always keep them ahead in market competition.
Apart from this, workers are involved in training programmes get knowledge to manage
all tasks and activities at workplace; it also learn to know how to manage adverse situation and
how to react at this time. It increases the chances of internal promotion as eligible people will get
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higher position. On the basis of view point of Johnston and Marshall (2013), it has been stated
that Not only internal, but also training programmes open the door of external opportunities as
employees can apply in large organisations and get high remuneration which is really essential
for their personal development.
Furthermore, business organisations which provides training and development assistance
to its employees able to attract new talent. It gives a good market image to company and learning
is a key feature many people look while searching jobs. In Mark and Spencer, a well trained
employee will be acquainted towards job thus they require less supervision; in simple words
training helps people to empower all tasks and responsibilities independently. It also reduces
chances of errors cause after training employees make able to use right applications at right time,
thus reduction in wastage and time. Beside this, every employee has their own weaknesses which
hinder them from giving the best outputs. As per the opinion of Lim and Ting (2013), training
assists in eliminating these weaknesses, by strengthening workers skills and dissolving inner
barriers.
Relationship among staff training and sales opportunity for companies in retail industry
Professional training programmes play vital role in obtaining high performance
objectives and production targets. Training and development tools is one of the great tool for
employee retention as it helps staff members to perform in well being manner as well as prepare
them for positions of high responsibilities. Many retail industries invest in high amount of capital
in training and development activities of employees thus to improve their efficiency, extend
sales, productivity and profits etc. Higher productivity means higher sales revenues. Along with
this, training enable employees to learn new and innovative things that enables workforce to
perform in effective manner. With the assistance of training, skill set of staff members will be
improved as it affect their knowledge level, competencies and abilities that can change the
workers' attitude towards work. According to view point of Snell (2012), it has been stated that
training methods help in getting good ROI (return on investment) to companies as if employees
will perform effectively then sales revenues and proficiency will be automatically increased. In
multinational associations, training and development significantly helps to provide an
opportunity and framework for growth and development of human resources by improvising
their technical and behavioural skills at workplace which ultimately results in optimum resource
utilization, moreover, it also helps the employees in attaining personal growth.
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In present scenario, business world is moving fast; various competitors in retail industry
has been come up. Therefore, companies like – Mark and Spencer are tend towards applying
training and development assistance so as to reduce business problems and perform in better
manner. Management of associations provide training in customer services, including selling
techniques and conquer customer satisfaction level etc. If technical excellence will be increased
then it also raise up sales and profitability of the company. In context of Mark and Spencer,
employees are trained to learn strong marketing skills as they are enable to attain many
customers which draw up a strong customer for the company. Whereas training in technical field
helps employee to generate new and innovative products as well as it also reduces production or
operational costs in respect of reducing wastage. In this over dynamic environment, training and
development programmes are emerged as one of the most cooperative function which helps in
improving entire functional or operational area of companies in direct and indirect manner.
Training help staff members to get high competitive advantage to Mark and Spencer in
terms of improving quality of work. Now these days, customers' only want qualitative and value
added products which gives them maximum satisfaction. Therefore, if firms will provide training
and development assistance to its workforce then it helps them in producing unique products
which are differentiated from competitors and able to capture customers' interest for long run.
Henceforth, it can be said that training and development plays a vital role in raising sales
revenues and profitability within an organisations as well as it also improve employees'
knowledge level.
Ways through which training of staff members help in increasing sales and profit of firm
The training of staff members is termed as most necessary factor that determine the
productivity of an organisation in retail industry through increasing the better sales related
opportunities. In context to this, there are many different factors which need to be determined
with the training of employees and plays a necessary role in development of the sales related
opportunities. These will be helpful in generating the more profit level for Marks & Spencer
business organisation. On the basis of view point of Storbacka, Polsa and Sääksjärvi (2011), it
has been stated that communication skills is regarded as most necessary component of the sales
executive in the retail sector and it directly affect on effectiveness of staff members in Marks &
Spencer organisation. It helps in enhancing the profit level of business. It is the responsibility of
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top management to communicate with its staff in positive manner so that they can focus on
increase enhance sales and productivity of Marks & Spencer.
As per the opinion of Tummons (2014), survey of consumer is necessary aspect of
company. Under this, firm take the opinions as well as view points of consumers so that it can
know about the needs and demands of consumers in an effective manner. Under this process,
there is a requirement to management to carried out the survey in a systematic manner. It is
necessary that Marks & Spencer company should make changes in its products by making some
innovation. In addition to this, it is essential that manager should provide the training to its staff
members so that their skills as well as abilities can be increased and they can perform in a better
manner. The brand value and also reputation of the retail sector is more impacted through the
inappropriate sales and complaints after the services. It develop the negative impact on sales
opportunities in future. In regards to this, to handle the queries of consumers, Marks & Spencer
company hire the expert employees so that they can provide the better solution to consumers and
deal with them in a fair manner. This company provides the 24*7 customer service.
The training of employees significantly impact motivation as well as morale of
employees at work place. High motivated employee play a necessary role in increasing the sales
and also get the better future opportunities from them. Training impacts on capabilities as well as
core competencies of employees so that they can deal with the different job operations and
activities. It helps in developing the positive influence on performance and growth of employees
like facilitation of better services, sales target and many others.
RESEARCH METHODOLOGY AND DESIGN
Research Design & methods
There are three types research methods including descriptive, associational and
intervention which are have their own criteria. Descriptive includes data of survey, historical
content and qualitative analysis of collected records. Associational method involves correlation
and causal comparative description to get required results. At lase, the intervention refers to a
method including experimental, quasi – experimental and action research to gain desired
conclusion. In this research, the descriptive method is followed to conduct an effective procedure
which helps to gain more accurate results.
Sampling: This refers to an activity in which a suitable sample size is selected in an
accurate way for conducting research (Wilson and MacLean, 2011). It includes different types of
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sampling such as random, cluster, stratified, probabilistic and non- probabilistic. The research is
based on sample size of 40 respondents along with probabilistic sampling method for collecting
sample.
Types of data
Qualitative data: This includes several factors which are observed to gain certain
information about particular topic and the purpose is to gain understanding of underlying reasons
or motivations.
Quantitative data: The qualitative data refers to measurable records or information which
is utilised to conduct effective research to calculate actual results. Purpose of this method is to
quantify data and generalise results from a sample to population of interest.
The above mentioned factors are types of data in which quantitative is more effective
because it will help to gain accurate results of research.
Sources of information Primary sources: This includes various kinds of history documents, results of old
experiments, eyewitness accounts, literary works, diaries, letters, previous surveys and
many mote which are useful to conduct research process in successful manner.
 Secondary sources: The secondary sources of information refers to kind of information
which are gained by working on several records and then synthesise, summarise and
interpret them in proper way (Boella and Goss-Turner, 2013).
The secondary data is more useful because it involves interpretation of previous records
by analysing current situations or trends in an accurate way that results into better outcomes of
research.
Data collection methods: There are two types of data collection methods which includes
primary and secondary having their own sources to collect required information which are
needed for research. Interviews: This is an activity which is carried out face- to- face and asking several
questions to take views about something which provide help to conduct an effective
research properly. An interviewer have a check list or form to record answers of different
people (Youngsoo Choi, 2014). Surveys: This can be described as a process in which required information should be
collection from large group of people by several techniques like telephonic conversation,
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interviews or filling questionnaires. It is helpful top gain more knowledge about actual
fact which is useful to carrying out research procedure.
 Questionnaires: This refers to kind of form which contains several relevant questions of
particular topic which should be filled up by different citizens and then their answers will
render collection of data which provide help in research process.
The method of data collection which is an appropriate for research is survey because it
covers more number of people and provide a sufficient information which helps to carrying out
while procedure.
ETHICAL CONSIDERATION
It is regarded as the most necessary component for conduct an investigation. Under this,
an investigator is obliged to assure the better care of the all included parties in the the work of an
investigation. It is a responsibility of an investigator to keep the information and data
confidential. Researcher should not ask about personal information from respondents (Chatha,
Butt and Tariq, 2015). It is essential that research should be conduct on the basis of set objectives
and aims. At the time of conduct research, it is necessary that researcher should follow the set
rules and regulations which are made through society.
EXPECTED OUTCOMES
Training is helpful to increase the motivation of employees. It enhances the growth rate
and also productivity of company in an effective manner. Training provide the positive outcomes
to an organisation. Training delivers many benefits to company, for an instance, increase in
performance level of employees, motivation, retention in company for long period of time etc.
and they will loyal towards firm. It is helpful in increasing the performance level of employees
along with their productivity in an effective and proper manner. It aids in generate more profit
and with the help of this Marks & Spencer organisation can expand its business at the large scale.
TIMELINE AND GANTT CHART
Timeline refers to the graphical representation of time period on which the necessary
events are to be marked. It is a written form which shows activities on the basis of time period.
On the other hand, Gantt chart is a kind of bar chart that shows the tasks series on timeline. In
this, it is a duty of an investigator to complete the activities on the basis of particular period of
time in an effective or systemic way (Guercini, 2014). Setting the expectation for the delivery of
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time is one of the challenging aspects of the project management. Time line is helpful in doing
activities as well as tasks in systematic manner.
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REFERENCES
Books & Journals
Boella, M. and Goss-Turner, S., 2013. Human Resource Management in the Hospitality Industry:
a Guide to Best Practice. London: Routledge.
Chatha. A. K, Butt. I. and Tariq. A., 2015. Research methodologies and publication trends in
manufacturing strategy: A content analysis based literature review. International
Journal of Operations & Production Management. 35(4). pp.487 – 546.
Guercini. S., 2014. New qualitative research methodologies in management. management
Decisions. 52(4). pp.662 – 674.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2).
pp.230-252.
Hafeez, K., 2013. Planning human resource requirements to meet target customer service levels.
International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Ingram, T. N. And et. al., 2012. Sales management: Analysis and decision making. ME Sharpe.
Johnston, M. W. and Marshall, G. W., 2013. Sales Force Management: Leadership, Innovation,
Technology. Routledge.
Lim. M. W. and Ting. H. D., 2013. Research Methodology: A Toolkit of Sampling and Data
Analysis Techniques for Quantitative Research. GRIN Verlag.
Snell, S. A., 2012. Managing Human Resources. Cengage Learning.
Storbacka, K., Polsa, P. and Sääksjärvi, M., 2011. Management practices in solution sales—a
multilevel and cross-functional framework. Journal of Personal Selling & Sales
Management. 31(1). pp.35-54.
Tummons. J., 2014. Using Software for Qualitative Data Analysis: Research Outside
Paradigmatic Boundaries, in Martin Hand , Sam Hillyard (ed.) Big Data? Qualitative
Approaches to Digital Research. 13. pp.155 – 177.
Wilson. S. and MacLean. R., 2011. Research Methods and Data Analysis for Psychology.
McGraw-Hill Higher Education.
Youngsoo Choi, S., 2014. Subjective Well-Being, Work Motivation and Organizational
Commitment of Chinese Hotel Frontline Employees: A Moderated Mediation Study. J
Tourism Res Hospitality. 03(02).
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