Primary and Secondary Research Methods

This document discusses the primary and secondary research methods used in a research project. It explores the importance of staff development and different approaches to employee development. It also covers the analysis of research findings using analytical tools.

RESEARCH PROJECT (PART 2)

Table of Contents
TASK 2.......................................................................................................................................................3
P3 Primary and secondary research using appropriate methods..............................................................3
P4 Analytical tools analyse research findings and data............................................................................5
TASK 3.....................................................................................................................................................12
P5 Communicate research outcomes for the intended audience............................................................12
TASK 4.....................................................................................................................................................15
P6 Reflect on the effectiveness of research methods applied for meeting objectives.............................15
P7. Alternative research methodology...................................................................................................16
CONCLUSION.........................................................................................................................................16
RECOMMENDATIONS...........................................................................................................................17
REFERENCES..........................................................................................................................................18

TASK 2
P3 Primary and secondary research using appropriate methods
There are various methods required for conducting the primary and secondary
investigation effectively (Anstey, 2017). Primary and secondary methods of data collection given
below:
Primary method- In collecting the information from primary information, there has been
questionnaire used because it is effective in gathering the first hand and information within less
period of time.
QUESTIONNAIRE
Q1) Do you have understanding about staff development?
a) Yes
b) No
Q2) What is the importance of staff development in an organisation?
a) Enhance employee skills
b) Creates a learning culture
c) Employee retention
Q3) What are the different approaches of employee development at workplace?
a) Lateral move
b) Promotion
c) Job rotation
d) Interpersonal relationships
Q4) What are the different kinds of staff development SOHO house can be used?
a) Training
b) Coaching
c) Mentoring
Q5) According to your opinion, why staff training is necessary at workplace?
a) Address employee weaknesses
b) Compliant

c) Increase employee Confidence
d) Consistency
Q6) What is the impact of staff development on performance of SOHO HOUSE?
a) Enhance employee performance
b) Sustain employees
c) Increase organizational productivity
Q7) Does staff development improves performance as well as morale of staff members in
SOHO house?
a) Yes
b) No
Q8) What are the several challenges faced by SOHO HOUSE while developing staff at
work place?
a) Dealing With Change
b) Tracking Skills Application
c) Delivering Consistent Training
Q9) What are the ways by which staff development can be managed at workplace?
a) Offer opportunities for individual growth
b) Conduct frequent review meetings
c) Automate the review process
Q10) Recommend the methods of training to improve staff development.
Secondary method- For collection of secondary information, there are different sources
which required through an investigator such as books, articles, magazines and others. The
secondary method of data collection has been used in literature review part to provide the
detailed description of the research objectives (Brosinski, Riddell and Valdez, 2017).
Cost- To conduct the primary and secondary investigation, there is need of the sufficient
amount of cost that is £300. Cost is one of the necessary factors for arranging and managing the
resources for an instance internet, stationery, access to the secondary sources and others (Day
and Moore, 2018).

Access- In order to carried out the appropriate research, investigator uses the many both
from primary and secondary method. This is an obligation of an investigator to keep the
information confidential. Researcher assures that the information collected from the primary and
secondary sources should be accessed and also approved (Hunt, 2018).
Ethical consideration- There is some ethical principles which are necessary to be
followed at the time of conducting an investigation. The ethical principles which should be
considered such as informed consent, confidentiality, voluntary participation, do not harm the
participants and anonymity (McFarlane and et. al., 2016).
Sample size- For collection of data, there has been 30 sample sizes by using the random
sampling data. The main reason behind using this sampling method is that it provides the equal
chance to all the chosen respondents (Vorster and Quinn, 2017).
P4 Analytical tools analyse research findings and data
In order to analyse the research findings and data, content analysis is one of the effective
analytical tool that many applied for analysis the quantitative information regarding the specific
subject area. This tool used by investigator in develops themes on every question and analysis
within the limited period of time (Rowell, 2018). On the other hand, there are some steps which
should be used for analysis as well as integrating the quantitative data these are related to making
frequency table, presenting the graphs and also interpreting the information that collected
through primary data.
FREQUENCY TABLE
Q1) Do you have understanding about staff development? Frequency
a) Yes 28
b) No 2
Q2) What is the importance of staff development in an organisation? Frequency
a) Enhance employee skills 10
b) Creates a learning culture 10
c) Employee retention 10

Q3) What are the different approaches of employee development at
workplace?
Frequency
a) Lateral move 10
b) Promotion 10
c) Job rotation 7
d) Interpersonal relationships 3
Q4) What are the different kinds of staff development SOHO house
can be used?
Frequency
a) Training 10
b) Coaching 10
c) Mentoring 10
Q5) According to your opinion, why staff training is necessary at
workplace?
Frequency
a) Address employee weaknesses 10
b) Compliant 5
c) Increase employee Confidence 10
d) Consistency 5
Q6) What is the impact of staff development on performance of
SOHO HOUSE?
Frequency
a) Enhance employee performance 10
b) Sustain employees 10
c) Increase organizational productivity 10
Q7) Does staff development improves performance as well as morale
of staff members in SOHO house?
Frequency
a) Yes 16
b) No 14
Q8) What are the several challenges faced by SOHO HOUSE
while developing staff at work place?
Frequency
a) Dealing With Change 12
b) Tracking Skills Application 8

c) Delivering Consistent Training 10
Q9) What are the ways by which staff development can be
managed at workplace?
Frequency
a) Offer opportunities for individual growth 10
b) Conduct frequent review meetings 10
c) Automate the review process 10
Q1) Do you have understanding about staff development? Frequency
a) Yes 28
b) No 2
a) Yes b) No
0
5
10
15
20
25
30
28
2
Q2) What is the importance of staff development in an organisation? Frequency
a) Enhance employee skills 10
b) Creates a learning culture 10
c) Employee retention 10

a) Enhance employee
skills b) Creates a learning
culture c) Employee retention
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Q3) What are the different approaches of employee development at
workplace?
Frequency
a) Lateral move 10
b) Promotion 10
c) Job rotation 7
d) Interpersonal relationships 3
a) Lateral move b) Promotion c) Job rotation d) Interpersonal
relationships
0
1
2
3
4
5
6
7
8
9
10
Q4) What are the different kinds of staff development SOHO house can
be used?
Frequency
a) Training 10

b) Coaching 10
c) Mentoring 10
a) Training b) Coaching c) Mentoring
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Q5) According to your opinion, why staff training is necessary at
workplace?
Frequency
a) Address employee weaknesses 10
b) Compliant 5
c) Increase employee Confidence 10
d) Consistency 5

a) Address employee
weaknesses b) Compliant c) Increase employee
Confidence
0
1
2
3
4
5
6
7
8
9
10
10
5
10
Q6) What is the impact of staff development on performance of
SOHO HOUSE?
Frequency
a) Enhance employee performance 10
b) Sustain employees 10
c) Increase organizational productivity 10
a) Enhance employee
performance b) Sustain employees c) Increase
organizational
productivity
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Q7) Does staff development improves performance as well as morale of
staff members in SOHO house?
Frequency
a) Yes 16

b) No 14
a) Yes b) No
13
13.5
14
14.5
15
15.5
16
16
14
Q8) What are the several challenges faced by SOHO HOUSE while
developing staff at work place?
Frequency
a) Dealing With Change 12
b) Tracking Skills Application 8
c) Delivering Consistent Training 10
a) Dealing With
Change b) Tracking Skills
Application c) Delivering
Consistent Training
0
2
4
6
8
10
12
12
8
10
Q9) What are the ways by which staff development can be
managed at workplace?
Frequency

a) Offer opportunities for individual growth 10
b) Conduct frequent review meetings 10
c) Automate the review process 10
a) Offer opportunities
for individual growth b) Conduct frequent
review meetings c) Automate the review
process
0
1
2
3
4
5
6
7
8
9
10
10 10 10
TASK 3
P5 Communicate research outcomes for the intended audience
THEME 1: Understanding about staff development
Interpretation: On the basis of 28 respondents that they have understanding about the staff
development. According to them staff development is related to process through which
knowledge and skills of staff members enhanced in direction to take advantage to their role at
workplace. Staff development is also helpful in improving effectiveness as well as efficiency of
employee and Organisation. On the basis of 2 remaining respondents they do not have
understanding about the staff development.
THEME 2: Importance of staff development in an organisation
Interpretation: The above mentioned graph stated about the importance of staff development at
workplace. On the basis of 10 respondents that staff development is helpful in increasing the
skills of employee and workplace so that they can able to perform in a better manner and also
focus on attaining the set objective. According to opinion of 10 respondents that staff

development helps in create learning culture so that every employee can able to learn something
new and implement in their job role. 10 remaining respondents are agreeing with the staff
retention that it is the main importance of staff development at workplace.
THEME 3: Approaches of employee development at workplace
Interpretation: On the basis of 10 respondents that different approaches of employee
development at workplace. Under this, employee takes on different position with similar salary
and same level of the responsibilities. There are 10 respondents which are agreeing with the
promotion approach. It is necessary for company to promoting its staff members into new
position is a kind of providing reward about their performance. It helps in developed their skills
and also enhances motivation level. There are 7 respondents which are agreeing with the job
rotation approach. Providing opportunity for team to move as well as rotate through one or more
than one position is better strategy in employee development. Remaining 3 respondents are agree
with developing the interpersonal relationship at workplace.
THEME 4: Kinds of staff development SOHO house can be used
Interpretation: On the basis of 10 respondents that training is one of the effective type of staff
development that SOHO House can be used because the training helps in enhance skills
knowledge and core competencies of employees so that they can able to perform in a better
manner and also attain the set objective within the given period of time. There are 10
respondents which agree with the coaching because in this leader guide to employees to work in
a right direction. There are 10 respondents which are agree with mentoring is the main type of
staff development.
THEME 5: Staff training is necessary at workplace
Interpretation: On the basis of 10 respondents that staff training is necessary to address the
weakness of employees. With the help of staff training management can able to address the
weakness of employees and also work on convert them into the strength. Training is helpful to
employees to overcome from the weaknesses and enhance their skills. There are 5 respondents
which are agreeing complaint. 10 respondents said that staff training helps in increasing the

confidence level of employees and from this their performance can be increased. There are 5
remaining respondents which are agreeing with the consistency of employees.
THEME 6: Impact of staff development on performance of SOHO HOUSE
Interpretation: It has been stated from the above mentioned graph that staff development
impact on the performance of SOHO house. On the basis of 10 respondents that staff
development impact on the performance as to increase in the skills and abilities employees can
able to perform in a better manner and focus on attaining the set objectives. There are 10
respondents which said that staff development is one of the effective ways to sustain the
employees at workplace. If company can able to focus on staff development then their skills and
core competencies can be improved and they will be motivated and sustain at workplace for long
period of time. 10 respondents said that staff development is helpful in increasing the
productivity of an organisation.
THEME 7: Staff development improves performance as well as morale of staff members
Interpretation: On the basis of 16 respondents that staff development is one of the effective
way to improving the performance level of employees along with their moral. Staff development
is related to increasing the skills and knowledge of the employees so that they can able to
enhance their performance level and conducting their activities in an effective manner. The main
focus of company is on enhancing the knowledge and performance level of employee so that
they can work in a better manner and increasing the organisational productivity. There are 10
points which are not agreed with the given statement.
THEME 8: Challenges faced by SOHO HOUSE while developing staff
Interpretation: On the basis of 12 respondents that dealing with the change is one of the major
challenges that are faced by SOHO house in order to developing the staff at workplace.
Organisational change is common than ever and dealing with the change arise complexities for
employees because they are not able to accept the changes with you. There are 8 respondents
which said that tracking the skill application is challenging for the company. The learning and
development professional should find as well as implement effective way to enhance skills are

learnt and applied in positive environment. Remaining 10 respondents said that providing the
consistent training is not easy for company as it arise cost, face language barriers and also
translation issues.
THEME 9: Ways by which staff development can be managed at workplace
Interpretation: On the basis of 10 respondents that providing the better opportunities for
individual growth is one of the effective way to manage staff development at. On the basis of 10
respondents that company should conduct a meeting on frequent places in order to remove the
performance level of staff members so that they can focus on improving their performance. 10
respondents are agree with automatic review process is beneficial way to Staff development.
TASK 4
P6 Reflect on the effectiveness of research methods applied for meeting objectives
I am happy to got chance for conducting this investigation over theme of impact of staff
development on business performance. From conducting the present research, I got the better
knowledge about the staff development and the benefits regarding this. It is helpful in increasing
my skills and knowledge area in a better manner. In conducting the present investigation, there
has been primary and secondary both methods of data collection have been used. There has been
considered the cost, access and ethical consideration in the research methodology part. In order
to collecting the data from primary method, there has been questionnaire developed by consisting
the different questions on research area related to staff development. In order to fill the
questionnaire, there have been 30 respondents chosen by using the random sampling method.
Questionnaire is one of the effective methods of Data Collection because this supports me in
selecting the reliable and valid data within a less period of time. Through using this, I can
achieve the research aim and objective that has been providing the positive research outcomes.
At the time of conducting investigation, I faced some issues such as time and finding the
effective source of Data Collection. Time was not sufficient to me for conducting all the research

activities in an effective manner. I faced the complexities in searching the authenticate source for
Collection of data. In order to overcome from these issues, I develop the time management plan
or Gantt chat by managing the activities on the basis of set period of time. I consulted with my
supervisor to find out the authentic sources so that I can able to collect the reliable and valid
information for getting the positive results.
P7. Alternative research methodology
In this present research questionnaire has been used as a methodology because it provides
information and data within a less period of time. Other than this, interview can be used as an
alternate research methodology in future. Through this, researcher can get chance for conducting
an investigation. Interview method simply guides me in undertaking the effective investigation
in destiny however on the set period of time. Interview method included an interaction among
two persons which are the interviewer and interviewee. The main disadvantage of using this
method is that it is costly and also takes more time in Collection of data.
CONCLUSION
From the above mentioned report it has been concluded that staff development is related
to developing the skills and knowledge of employees at workplace so that their abilities can be
understand they can able to perform in a better manner. Staff development is helpful in enhance
in the core competencies of employees and from this they can be motivated so that they can be
sustain at workplace for long period of time. The main focus of an organisation is provide the
training to Staff members so that they their skills can be developed and enhance the organisation
productivity. There has been discussed about the staff development and its importance to
organisation. Many issues faced by organisation while developing staff at workplace has been
studied in this research such as dealing with the change, providing the consistent training and
tracking the skills application. It is necessary to find out the effective ways for managing staff
development such as conduct the frequent review meeting, offer opportunities for the individual
development and automatic review process. In the research methodology part, there has been
secondary and primary both data Collection method has been used. There has been questionnaire
developed on the basis of staff development because this provides the opinions and viewpoints of
issues in response regarding the subject area. With the help of questionnaire, researcher can able

to collect the valid and reliable information regarding the specific subject area. For analyse the
collected information, there has been content analytical tool used developing the themes and
make interpretation of collected data.
RECOMMENDATIONS
The present investigation is based on the impact of staff development and on business
performance. Related to this specific area, there are some recommendations mentioned below:
 It is necessary for an organisation to conduct the frequent review meeting at workplace.
In this meeting, management can review the performance level of staff members and if
there is any issue arise in the performance then company need to develop their skills of
employees so that they can able to perform better in future and enhancing the
organisational productivity.
 Regarding the staff development, training is a better method for enhancing the skills and
core competencies of employees. It is necessary for company to provide training in short
period of time to employees so that their skills and knowledge can be enhanced from
continuous basis and they can able to effectively and focus on achieving the set of
objectives
 Company should focus on providing the opportunity to employee for their individual
growth. From this they can focus on achieving their own objectives along with
organisational objectives effectively.

REFERENCES
Books & Journals
Anstey, E., 2017. Staff reporting and staff development. Taylor & Francis.
Brosinski, C. M., Riddell, A. J. and Valdez, S., 2017. Improving triage accuracy: a staff
development approach. Clinical Nurse Specialist. 31(3). pp.145-148.
Day, C. and Moore, R. eds., 2018. Staff development in the secondary school: Management
perspectives. Routledge.
Hunt, J., 2018. Partnerships for Indigenous development: International development NGOs,
Aboriginal organisations and communities.
Khan, A. A. and Keung, J., 2016. Systematic review of success factors and barriers for software
process improvement in global software development. IET software. 10(5). pp.125-135.
McFarlane, K., Judd, J., Devine, S. and Watt, K., 2016. Reorientation of health services: enablers
and barriers faced by organisations when increasing health promotion capacity. Health
Promotion Journal of Australia, 27(2), pp.118-133.
Perez-Foguet, A. and et. al., 2018. Promoting sustainable human development in engineering:
Assessment of online courses within continuing professional development strategies. Journal of
cleaner production. 172. pp.4286-4302.
Rowell, J., 2018. Do organisations have a mission for mapping processes?. Business Process
Management Journal.
Türk, K., 2016. Performance management of academic staff and its effectiveness to teaching and
research–Based on the example of Estonian universities. Trames. 20(1). pp.17-36.
Vorster, J. A. and Quinn, L., 2017. The" decolonial turn": what does it mean for academic staff
development?. Education as Change. 21(1). pp.31-49.