Impact of Training and Development on Employee Performance

This report examines the impact of training and development on the performance of employees within Holiday Inn Kensington, London. It includes a literature review, research methodology, data analysis, and conclusion with recommendations. The research aims to identify training strategies, assess their influence on employee performance, and provide recommendations for improving performance.

ABSTRACT
This report shows the introduction of reason to conduct the research and overview of
work that is the performance of the scholar. Secondly, a Literature review is a mention that states
the secondary data of the topic selected through books, journals and articles. Research
methodology shows the different techniques and approaches which are used by the researcher to
execute the research properly. On the other hand, data analysis shows the data interpretation
collected from the respondents. Lastly, the conclusion and recommendation are citing to
conclude the whole research and shows the final results of the research.

TOPIC: TO EXAMINE THE
IMPACT OF TRAINING
AND DEVELOPMENT ON
PERFORMANCE OF
EMPLOYEES WITHIN
HOLIDAY INN
KENSINGTON, LONDON

TABLE OF CONTENTS
Topic: To examine the impact of training and development on performance of employees within
Holiday Inn Kensington, London....................................................................................................4
CHAPTER 1: INTRODUCTION....................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................7
CHAPTER 3 RESEARCH METHODOLOGY............................................................................11
CHAPTER 4: DATA ANALYSIS................................................................................................14
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................22
REFERENCES................................................................................................................................1
APPENDIX .....................................................................................................................................3

Topic: To examine the impact of training and development on performance of
employees within Holiday Inn Kensington, London

CHAPTER 1: INTRODUCTION
Background of research
Human asset is one of the most importation assets for any organisation in order to
achieve the main objectives within a limited time period. Through this asset, the organisation can
survive and grow the organisation in the market to earn more profits from effective working
performances. The organisation retains the most skilled employees that help the company to
attain the target vision and mission of the company for and for their better growth. At the same
time, employees are being provided with growth opportunities in their carrier with the help of the
company by providing training and development to each employee working within the
organisation. It assists the company to increase employee efficiency and company working
achieve the target.
Research Aim
To examine the impact of training and development on performance of employees within
Holiday Inn Kensington, London
Research Objectives:
 To identify the training strategies and practices by Holiday Inn.
 To assess influence of training on increasing the performance of employees within
organization.
 To recommend training strategies and practices for improvise employee’s performance at
Holiday Inn London Kensington .
Research Questions:i. What are the training strategies and practices of Holiday Inn, Kensington in London.ii. What factors influences of training on increasing the performance of employees within
Holiday Inn London Kensington.iii. To recommend training strategies and practices for improvise employee’s performance at
Holiday Inn London Kensington .

Approach and methodology :
The research is a qualitative analysis, of an organizational case study, on the impact of training
on increasing the performance of employees. The outcome makes recommendation and develops
a strategic framework for improving training approach of Holiday Inn Kensington in London.
Chapter preview
Chapter 1 Introduction: This chapter shows the background of the topic that is selected for
research. Aims and objective are being made for research with the selected company with a brief
background of the company for the research.
Chapter 2 Literature review: It is a chapter that shows the secondary data that is published
through articles and journals by the authors that are related to research. It helps the researcher for
a better understanding of the research topic and to achieve the main aim and objectives.
Chapter 3 Research methodology: This research chapter shows the methodology which s being
used by the researcher for conducting the research in order to achieve the objectives. Different
methods are planned to use for research to achieve the desired outcomes.
Chapter 4 Data analysis: It is the most interesting chapter that shows the analysis and
interpretation of research data are collected by the researcher to know the final results by using
different tools for the research.
Chapter 5 Recommendation: It shows the recommendation for the company by knowing the
final results and compare through theoretical predictions, which can be used. It is given for
future improvement of work by the company.
Chapter 6 Conclusion: This is an ending part of the research, which shows the final conclusion
of the research results.

CHAPTER 2: LITERATURE REVIEW
This chapter includes the secondary data, which is already published by the journals,
articles and books which are related to the research topic. They are published by top most
authors who are associated with our research topic and assist the researcher in understanding
theories and principals, which help to attain the main researcher objectives. In this chapter, the
researcher acknowledges the concept of training and development, the needs of implementing
training and development in the organization and how training and development influence
employee performance to achieve the target goal of the company.
Concept of Training and Development
Semenov (2018) state that, training and development of employees is an essential part of
the business that improve the morale of employee and gain company's trust for a longer period.
Training help employee to gain new skills to perform the task in a creative and efficient manner.
Whereas development help to grow their carrier opportunities towards the company by gaining
experience in the particular field. Training and development not only motivate employees
towards the company but also enhances employee performance top achieve the target goal of the
company. It also reduces the cost and time taken by employees to complete the individual or
group task of the company's projects. Training employee to perform a particular task reduces the
chances of risk and cost associated with it. On the other hand, development results in to enhance
the growth of employee to achieve a higher position in the company by seeing the performance
and talent.
But Królikowski and Susłow(2019) argued that the training and development of
employees are given only by big firms due to high cost and resources are needed to trained
employees. Some organization have limited resources which unable to provide effective training
and development to their employees. On the other hand, training includes a lot of time
consumption that affect the company working and performance to achieve the target. This result
in delaying the process of achieving the set target of the company. For effective training of
employees, the organization needs high quality of resources in order to gain a high quality of
work in employees.
Whereas, in the absence of employees, training and development are sometimes being
delayed, which cause a loss in cost and time of organization. For proper training of employees,
some of them are slow to cop up with training and result in the longer time taken to complete

their training. This increases the workload of the company on other employees until training
finishes. It also brings dissatisfaction level into those employees who are not trained through new
equipment, and development chances are not being provided.
Need for implementing training and development.
As per Stepanova and et.al., (2018), implementing training and development in the
organisation help employee to enhance their skills and knowledge in their field of work. The goal
of management is clear through training and development. Employees participating in the
program are the activity that helps to motivate employees to perform better for the organisation
to achieve the target goal. By providing pieces of training and development to employees brings
loyalty towards the company to perform effectively and increase their efficiency to attain the
objective. Organization organizes employee training through the various process which is
relevant and related to their daily work. In support of the above statement, Alefari, Salonitis and
Xu (2017) mention that training is provided with two major methods which are on the job
training, which are given within the organisation and off hob training which is provided outside
the organisation area, I.e. through an exchange program with other company or outside work
culture. The main objective of training and development are implemented by the organisation is
to reduce the cost of projects and increase employee performance by enhancing employee
efficiency towards the task performed.
From the above statement, Ibrahim, Boerhannoeddin and Bakare (2017) criticize that
implementing training and developing by the organisation is not possible due to limited
resources and time. Sometimes, the organisation fail to provide well-crafted job description
during their training period that holds employee to understand the work within the time period.
Lack of skills and knowledge by the training manager can affect the whole training program. The
behaviour of the training manager towards the employees can also affect the learning and
understanding of work. Whereas, the author also mentions that off job training program
sometimes difficult to conduct by the organisation due to the high cost and time associated with
it. This limits employee knowledge within the working space and finds it difficult for carrier
exposure. While the organisation also need to monitor and control the training programs from
time to time under the supervision of top management in order to complete the successful

training program. This involves a lot of company efforts and time to achieve the target goal
through the training program.
Influencing of training over the increase in the performance of employees.
Ibrahim, Boerhannoeddin and Bakare (2017) stated that training influence employee
performance and their efficiency to achieve the task and organisation objective. Efficient training
is provided through various training methods and approaches which are used by the company
according to requirement, on the job training which is given within the organisation to the
employee with at the time of joining. It is general training that is provided by their team leader to
perform their daily routine task. This shows the most effective results as employees are gained
hands-on experience through their manager. On the other hand, job training is those training
which is given to gain especial techniques and work culture that is followed by other bigger
companies. These are provided to certain employees in order to learn new skills that need to be
performed for special tasks of the company.
Pambreni and et.al. (2019) supported the above statement and state that some approaches
are trained for employees who need to perform accordingly. Some of those approaches are
technology-based learning, which includes computer-based programs like excel, website
development tools, digital marketing tools, which are highly technical and used by employees in
their tasks. Management games is another training program that allows the employee to face
real-life challenges within the organisation. As technology changes, the organisation need to
adopt the latest technological tools to remain in the market and to minimise the cost of
production. It also boosts the business performance to attain the target and effective employee
working on completing assign task.
Sitzmann and Weinhardt, (2018) argument on a topic that, simulators are also used to
imitate real work experience in order to handle to uncertain and dangerous situation arises. This
approach is expensive to use but majorly used for high technical positions like main hotel chef,
manager etc. it is important to because imitating the challenges that arise on the job role of
organisations. Also, coaching and mentoring are also used by the company with one-to-one face
interaction by the professionals. Employees all doubt and queries are solved by an expert who is
not asked by the employee in the group. However, the case study is also provided by the trainee
manager to all the trainers to solve case studies individually or in the group. It helps the

employee to analyse the different situations that can arise in the organisation. It develops
problem-solving skills through various theories and principals followed.
However, this technique's employee performance are influence by the organisation and
increase employee efficiency to perform the task effectively.
It the end, the above literature concluded that training and development is an important
part for employees and organisation to enhance employee performance and increase efficiency in
the completion of the task. Various authors stated their arguments in their viewpoint that allows
the researcher to gain in-depth knowledge about the training and development of employees and
how organisations are using different methods to increase employee motivation. In addition to
this, on the job training is the most effective training that is used by organisations due to its less
cost and time-consuming process. At the same time, technology-based learning is also one of the
important techniques which are used by the company to work with the latest technology.

CHAPTER 3 RESEARCH METHODOLOGY
This chapter discusses different methods that are in use by the researcher in order to
determine or extract and analyse certain information that is necessary and which are related to
data on the Research topic. Moreover, in the dissertation, this chapter contributes to readers to
critically measure the reliability and validity of the study so that relevant information can be
identified and the correct decision can be taken. In other words, research methodology shows the
process to complete the work related to research to gather necessary information. There are the
different method through which research can be conducted on the selected topic; the scholar has
conducted on the impact of training and development to increase the performance of the
employee.
In this research, the Saunders’s research onion used for effective guidance on conducting the
research methodology in a correct manner within the time limit. However, it helps to assist work
in future to gain a suitable outcome (Mohajan, 2018)
Research Philosophy: It is defined as a belief on which reliable and new knowledge can
be obtained or gained. It involves a key element that includes the choice of research strategy, the
process to collect data and analyse. Research philosophy relays on positivism and interpretivism,
where for qualitative data, interpretivism is used for the research and in quantitative, positivism
philosophy is used. In this research, interpretivism philosophy is used for the qualitative data
gathered from the respondents.
Research Approach: It specifies the wide operation that is used by the researcher to
collect data, analyses and interpretation essential information. There is two research approach,
namely inductive and deductive, which can be used by the scholar for this research engage
related study on the topic, and useful information is considered to correct decision-making. For
this research, the researcher used the inductive approach is being executed for qualitative data
and achieving the objectives effective which are being made for the research (Snyder, 2019)
Research Strategy: The study use a case study data collection strategy. This approach allow in
depth and multifaceted exploration of some complex issues. This case study is well-known in
business. These case studies can be descriptive or explanatory in the research. However, in this
research strategy is being used to know the needs of training and development in hospitality

industry and how training and development may influence the efficiency of employee towards
work and increase performance.
Research/methodological Choice: Research is a process of cautiously studying a topic of
particular interest and finds a problem by devising the use of a scientific method so that essential
data can be known and the right decision can be made. There are two methods that are used in
research, namely Qualitative and quantitative, for research types that are used by the researcher
in order to engage in the study so that the end result can be accomplished in the best possible
style. This research initiate and considered the qualitative data by the scholar to aid the project in
the correct manner as the topic is based on theories, models and concept of the chosen topic.
Data Collection: It specifies the research procedure that is used by the scholar in order to
gather information, measures and analyzing the precise information related to the selected topic
of study with the help of standard validated techniques. Data collection is done through two
methods. Primary and secondary are common methods that are used by the researcher to collect
useful content related to the topic so that study can be successful (Ørngreen and Levinsen, 2017).
For this research, both primary and secondary data is being gathered by conducting a survey
through questionnaire from respondents is which is used as the most appropriate method to
gather authentic information and secondary information is collected through books, journals and
articles by the authors, previous sources.
Sampling: This technique is used to collect data from 40 employees which are selected as
respondents are chosen from the group of people that belong to different characteristics. There is
many sampling method that is used by the researcher for preparing market research to collect
data from related sources for effective communication of topic on research topic training and
development of employees to increase performance and achievement of objectives. The research
sample is collected on a random basis according to suitable sources for the research and analyses
the collected sample from employees that are employed in a hotel.
Data collection techniques: There are many techniques like interview of employees
questionnaire or through feedbacks to analyse the collected data for research. Questionnaire is
being used as a data collection techniques to gather data and analyse the data. However,

interpretation of data is being done to know the result of research and achieving the objective for
conducting the research.
Data analysis techniques : For Qualitative data collection, thematic techniques have been used
to analyse data. Thematic data is being used due to qualitative data that is being collected by
researcher through questionnaire from the employed respondent of company for analyse relevant
data to achieve objectives and shows the results.
Research Ethical issues: This is a most important part of the research which shows that
all essential ethical consideration has remained in order to proceed the study so that no
uncertainties can be justified to any individual in any condition (Mohajan, 2018). Various ethics
that has been reasoned by the researcher at a time of study on the impact of training and
development of the employee to increase in performance are informed permission, secure
confidentially of information and anonymity. Likewise, it can be expressed that respondents
participating in the questionnaire are informed fully about the intention of conducting research,
and in a manner, their information will be used. Consent forms have been taken from
participants that are taking active participation in the questionnaire so that no damage or cheating
can occur to them in any circumstances. Therefore, it can be understood that the scholar has
maintained to provide equal opportunities to all respondents by confronting discrimination to the
maximum extend (Zangirolami-Raimundo, Echeimberg and Leone, 2018).
From the above Research methodology, the above understanding has contributed to
acquiring data regarding the research that will be carried on so that essential data can be
collected to the maximum extend. This covered almost all component or process the research
will engage so that reliable information can be gathered in the context of the research topic.

CHAPTER 4: DATA ANALYSIS
Theme 1- Strongly agreed that there is familiarity with the concept of training and
development within the company.
Particular Respondent % of Respondent
Strongly agree 20 50
Agree 5 12.5
Neutral 4 10
Disagree 6 15
Strongly disagree 5 12.5
Total 40 100
Interpretation- by referring to the views of the majority of the primary respondent, it was
analysed that the company and its employees are familiar with the concept of training and
development. As agreed by 50 % of the respondent, it was clear that the majority of participant
strongly agreed that there is awareness pertaining to T&D within the company. However, the rest
of the participant either disagree or strongly disagree with the fact that there is familiarity with
the concept of training and development.
Theme 2- Yes, there is a requirement for implementing training and development within the
company.
Particular Respondent % of Respondent
Yes 25 62.5
No 15 37.5
Total 40 100

Interpretation- with the evaluation of views of 40 respondents, it was analysed that 62.5
% of participant assented to the fact that there is a need to implement T&D within the company.
This is pertaining to the fact that in this current business environment, there is much different
need which keeps on changing and need to learn my business. Hence, this is the major reason for
which there is always a need to train employees. In against of this, the remaining participant does
not agree to this, and it affects the working capacity of the employees.
Theme 3- Yes, the company employs various methods of training and development within the
operations of the company.
Particular Respondent % of Respondent
Yes 30 75
No 10 25
Total 40 100

Interpretation- with the assistance of analysis of primary data gathered with the help of a
questionnaire, it was analysed that with the help of the response of 75 % states that company is
making use of different types of techniques relating to T&D. As per the views of Sujchaphong
and et.al., (2020) these methods assist the company in enhancing knowledge of employees which
in turn increases the performance of employees. But in against of this remaining participant does
not agree to the fact that training methods are being implemented within the company.
Theme 4- All of the above is a need to implement a training and development program within
the company.
Particular Respondent % of Respondent
Developing knowledge of employees 10 25
Providing growth opportunities to
employees 6 15
Providing knowledge to employees
relating to the latest technology 6 15
All of the above 18 45
Total 40 100

Interpretation- for being competitive in the market, it is essential for the company to
undertake training and development into practice. This is particularly agreed by 45 % of
participant that all of the above is the need for implementing training and development within the
company. This need involves enhancing the knowledge of employees, providing growth
opportunities to employees and the latest technology. All these are the major need or reason for
which training is needed in the organisation. However, the remaining employees do not agree to
this and assent to all these needs on an individual basis.
Theme 5- Positive impact is the influence of effective training and development on the
performance of the company.
Particular Respondent % of Respondent
Positive impact 23 57.5
Negative impact 12 30
No impact 5 12.5
Total 40 100

Interpretation- by analysing the gathered data, it is evaluated that 57.5 % of respondent
agreed to the fact that there is a positive impact of training and development over the
performance of employees. The major reason pertaining to the fact is that when the employees
are trained with the latest knowledge, then this will motivate the employees to work in a proper
manner and in accordance with the latest trends. But in against this, some respondent states that
there is a negative impact of training and development, and some agree that there is no impact on
training and development over the performance of employees.
Theme 6- Combination of all techniques of providing training is used by the company in order
to increase the knowledge of employees.
Particular Respondent % of Respondent
Management games 4 10
Simulator 4 10
Coaching and mentoring 2 5
Combination of all 30 75
Total 40 100

Interpretation- as assented by 75 % of the respondent, it was evaluated that combination
of all the techniques is the majorly answered option. This combination involves techniques like
management games, coaching and mentoring and simulator as the training method helpful for the
company. In accordance with the views of Idris, Saridakis and Johnstone (2020) use of different
training methods are assistive to the company in enhancing the knowledge of the employees
according to the latest trends. Further, remaining some of the respondents agrees to management
game while some with coaching and mentoring and rest with the simulator as a technique
assistive in increasing knowledge and information base of the employees. The use of all these
training methods is helpful to the company as this assist company in enhancing the knowledge of
the employees, which in turn will increase the performance of employees. When the performance
of employees increases, then this will result in the overall development of the company as a
whole.
Theme 7- Employees are updated with the current trend is the major benefit of using training
and development techniques.
Particular Respondent % of Respondent
Employees are updated with current
trends 15 37.5
Job satisfaction 5 12.5
Increase in productivity of employees 10 25
Increase in innovation and creativity 10 25
Total 40 100

Interpretation- by analysing the primary data gathered by 40 respondents, it was
analysed that training and development have many different types of benefit to the organisation.
This is particularly because of the reason that when training is given to the employees, then this
will increase their knowledge and performance. As agreed by 37 % of the respondent major
benefit is that employees are being updated with current trends. In accordance to views of 7
reasons your organisation needs a training and development program, (2021) when effective
training is being provided then this will motivate the employees to work in a more effective and
efficient manner. However, some of the respondents state that an increase in productivity and an
increase in innovation and creativity is also a major benefit of using effective training methods.
Theme 8- Resistance of employees and frequent changes within the business environment are
the challenges that affect the training and development quality within the company.
Particular Respondent % of Respondent
Resistance of employees 14 35
Increase in cost 6 15
Frequent changes within the business
environment 14 35
Conflict management 6 15
Total 40 100

Interpretation- by evaluating the responses of 40 participants is analysed that along with
benefits; there are also many different challenges which the company faces in order to provide
training to employees. By referring to the views of 70% of the respondent, it is clear that the
major challenge faced by the hotel in effectively managing T&D is the resistance of employees
and frequent changes. In addition to this, Hardy, Griffiths and Hunter (2019) stated that
resistance of employees is a major challenge because of the reason that there are many changes
that are not accepted by employees, and they resist these changes. In addition to this, Bibi,
Ahmad and Majid (2018) articulated that the frequent changes within the business environment
also causes a challenge in training and development. This is particularly because of the reason
that when it is not possible for the company that they provide training relating to each and every
change. This is majorly pertaining to the fact that this will increase the cost of the company to a
great extent.

CHAPTER 5: CONCLUSION AND RECOMMENDATION
From the above report, it is being seen that employees' performance has increased
through effective training and development by the organisational. It also helps the company to
increase the efficiency of employees to do work and to increase the organisation performance in
order to achieve the target goal f company. This report shows the concept of training and
development of employees and their impact on company performance. Needs for training and
development to implement in the organisation in order to achieve the target goal of the company
and increase the working performance of employees as well as the company. It was also
identifying the influence of training and development of the employee on the organisation and
the recommendations which improve the quality of management and working of the employee to
achieve the target effectively. On the other and literature review shows the secondary data
collected from authentic sources, which are published before and involve books, journals and
articles by the authors and other sources to know in-depth knowledge of the topic selected for
research. Research methodology shows the different methods, approaches and data collection
where qualitative data is being collected and used by the researcher to achieve the objective of
research through the extensive end.
Further, with the help of the data analysis section, it was concluded that training and
development has a great impact on the performance of the employees. This is particularly
because of the reason that when the company implements effective training and development
techniques, then this will motivate employees to work in a more effective and efficient manner.
The major reason underlying this is that when effective training is provided by the company,
then employees feel more connected with the company. This is due to the reason that company is
thinking about the employees, and this motivated them to work in a more effective and efficient
manner. Further, with the help of analysis, it was analysed that T&D creates a positive impact on
the working and performance of employees and the company as a whole. Moreover, it was also
analysed that for techniques of training, there is the combination used of management games,
simulator and coaching and mentoring. In addition to this, it analysed that updating employees
with the current trend is the major benefit of the effective training program. In the end, the
resistance of employees and frequent changes in the business environment was highlighted as the
major challenges.

Recommendation:
Although the company is performing quite well in all aspect, there is some need
recommendation which needs to be considered by the company in order to achieve the target
most effectively. Following are the recommendations:
 To improve the training program in the organisation, it needs to follow the latest trends to
provide training like case studies, situation analysis, through the game, but also they need
to provide on job and of a job training session.
 Technology which is used to provide training to employees should be on the latest trends
to work effectively and understand the techniques through using new technological tools.
 The development of employees should be in a manner that brings motivation and not
jealously or discrimination feeling among other employees who are not provided with the
growth opportunities.
 Communicating to employees should be more frequently to understand better and
efficient outcomes seeing. It also helps to understand the work culture more effectively.
 Further, it is also recommended to the researcher for improving the design of research
major preference can be given to quantitative approach. This is pertaining to the fact that
this type of research will provide more accurate and logical result and outcome for the
research. In addition to this quantitative approach will be helpful as it undertakes only
the numeric information and facts and figures. This involves a more logical solution to
the research problem, and the aim and objective of the study can be attained.

REFERENCES
Books and journals
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manufacturing. Procedia Cirp, 63, pp.756-761.
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supervisor support on employees retention in academic institutions: The moderating role of
work environment. Gadjah Mada International Journal of Business, 20(1), pp.113-131.
Hardy, C., Griffiths, A. and Hunter, M.S., 2019. Development and evaluation of online
menopause awareness training for line managers in UK organisations. Maturitas, 120,
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Ibrahim, R., Boerhannoeddin, A. and Bakare, K.K., 2017. The effect of soft skills and training
methodology on employee performance. European Journal of Training and
Development.
Idris, B., Saridakis, G. and Johnstone, S., 2020. Training and performance in SMEs: Empirical
evidence from large-scale data from the UK. Journal of Small Business Management, pp.1-
33.
Królikowski, T. and Susłow, W., 2019. A concept of a training project IT Management
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Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People, 7(1), pp.23-48.
Numonjonov, S.D., 2020. Innovative methods of professional training. ISJ Theoretical &
Applied Science, 1(81). pp.747-750.
Ørngreen, R. and Levinsen, K., 2017. Workshops as a Research Methodology. Electronic
Journal of E-learning, 15(1), pp.70-81.
Pambreni, Y., and et.al., 2019. The influence of total quality management toward organisation
performance. Management Science Letters, 9(9), pp.1397-1406.
Semenov, V.P., 2018, November. Cluster Organization Principles and the Concept of Training
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Planning and Teaching Engineering Staff for the Industrial and Economic Complex of
the Region (PTES) (pp. 225-228). IEEE.
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel perspective
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Online
7 reasons your organisation needs a training and development program. 2021. [Online].
Available through: <https://clutch.co/hr/resources/7-reasons-need-employee-training-
development>
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APPENDIX
Questionnaire
Name:
Age:
Gender:
Q1. Is there familiarity with the concept of training and development?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q2. Is there need to implement training and development within the company?
 Yes
 No
Q3. Do company employ effective methods of training and development within the
company?
 Yes
 No
Q4. According to you what is the need of training and development within the business?
 Developing knowledge of employees
 Providing growth opportunities to employees
 Providing knowledge to employees relating to latest technology
 All of the above
Q5. What is the influence of effective training and development over the performance of
employees?
 Positive impact
 Negative impact
 No impact
Q6. What are the different techniques through which training can be provided to the
employees?
 Management games
 Simulator
 Coaching and mentoring
3

 Combination of all
Q7. What are the benefit of implementing these technologies within the business to train
employees?
 Employees are updated with current trends
 Job satisfaction
 Increase in productivity of employees
 Increase in innovation and creativity
Q8. What are the major challenge which affect giving proper training within the company?
 Resistance of employees
 Increase in cost
 Frequent changes within business environment
 Conflict management
Q9. What are some of the recommendation for overcoming challenges relating to training
and development?
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