Importance of Training and its Influence on Staff Satisfaction and Performance

This study analyzes the importance of training and its influence on staff satisfaction and performance. It also identifies the challenges faced by the company during training and provides effective recommendations.

Research projects

ABSTRACT
This study has helped researcher in analysing the importance of training and its influence
on staff satisfaction and performance. This study has also evaluated that, training has major
influence on the employees as it helps in strengthening the skills of each employees which are
needed to be improved. This study has also helped in identifying the challenges faced by the
company at the time of training. It is mainly due to cultural differences, different generation and
different mindset, lack of engagement from employees, language barrier and globally dispersed
employees. This study has determined that, alignment of organizations goals, delivering
consistent training, dealing with the change and conflict management and weaving into
company's culture are effective recommendation to impart effective training to employees and
leads to higher job satisfaction and performance.

TABLE OF CONTENTS
ABSTRACT.....................................................................................................................................2
Topic: “To analyse the importance of training and its influence on staff satisfaction and
performance. A study on Hilton Hotel London.”............................................................................1
CHAPTER 1: INTRODUCTION....................................................................................................1
Background.................................................................................................................................1
Aim and Objectives.....................................................................................................................1
CHAPTER 2: LITERATURE REVIEW.........................................................................................2
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................4
CHAPTER 4: RESULTS DISCUSSION........................................................................................6
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................15
REFERENCES..............................................................................................................................16
APPENDIX....................................................................................................................................18

Topic: “To analyse the importance of training and its influence on staff satisfaction and
performance. A study on Hilton Hotel London.”
CHAPTER 1: INTRODUCTION
Background
Training is considered to be one of the effective measure which helps in individual in
developing skills that is very crucial for improving capacity, capability, performance and
productivity in order to meet specific useful competencies (Rodriguez and Walters, 2017). Hilton
hotel and resort is considered to be one of the multinational leisure hospitality company which
was founded in the year 1919 by Conrad Hilton. It tends to provide various effective hospitality
services to the customers across the globe. It mainly deals in various hotels and resorts
worldwide. This company is headquartered in Tysons Corner, Virginia. The portfolio of Hilton
hotel and resort mainly consists of 5,757 properties which includes rooms of around 923,110
rooms in across 113 countries as of 31st March 2019.
Aim and Objectives
Aim
“To analyse the importance of training and its influence on staff satisfaction and
performance. A study on Hilton Hotel London.”
Research objectives
 To analyse the importance of training.
 To critically evaluate how training influence on staff satisfaction and performance.
 To identify the challenges faced by the company at the time of training and how it
influences individual performance.
 To provide effective recommendation strategy to improve training in the organization.
Research questions
 What is the importance of training?
 How training influence on staff satisfaction and performance?
 What are the challenges faced by the company at the time of training and how it
influences individual performance?
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 What are effective recommendation strategy to improve training in the organization?
Rationale
The main reason of carrying out this study is because it is considered to be as a current
issue. The main issue of the research is that, training tends to influence the performance and staff
satisfaction of employees. Training is considered to be a current issue because it leads to
excessive training cost, ineffective training programs, lack of support from the management, lack
of interest from the employees, etc. This research can be effectively light on through thematic
analysis which helps in gaining better insight in the subject matter and also attain aim and
objectives of the research by gaining newer set of information.
CHAPTER 2: LITERATURE REVIEW
Literature review helps in effectively evaluating the gaps on the particular area of study.
This is very useful in gaining insights of the various scholars in order to reach valid conclusion.
To analyse the importance of training.
Campbell and et.al., (2019) sought to analyse the fact that, Training is considered to be an
effective measure as it helps in strengthening the skills of each employees which are needed to
be improved. Training is referred to as the prime opportunity as it helps in effectively expanding
the knowledge base of all employees in order to perform higher level of task with utmost
accuracy, efficiency and productivity. Training is also useful in addressing weakness of the
employees by effectively provide training to employees in specific areas in order to create a
knowledgeable staff within the workforce. Training is important for adhering to high level of
quality standards and also results in increased innovation which in turn leads to higher
operational goals, efficiency and standards. Hafeez and Akbar, (2015) argued that, training
results in lower productivity of work because of long training sessions which in turn mainly
results in delay in completion of the project.
Asfaw, Argaw and Bayissa, (2015) evaluated that, Training helps in reducing employee
turnover and is also very useful in enhancing the reputation of the company. It helps employees
to perform higher level of work in order to perform task with utmost accuracy and efficiency.
Sitzmann and Weinhardt, (2018) said that, training is considered to be one of the effective
measure which helps in individual in developing skills that is very crucial for improving
capacity, capability, performance and productivity in order to meet specific useful competencies.
2

Structured training and development helps in high employee job satisfaction which in turn helps
in effectively creating supporting workplace and also results in higher level of satisfaction
among employees.
To critically evaluate how training influence on staff satisfaction and performance.
Dhar, (2015) sought to analyse the fact that, training tends to give better understanding on
the roles and responsibilities of the employees which in turn helps in building confidence of the
staff to perform specific task. Training to employees within their specific standards helps in
effectively changing the standards of the industry. This in turn helps company to hold a
competitive position within the specific industry. Giving proper training to the employees of the
organization in turn helps in building specific knowledge and skills on the subject matter.
Giving training to employees in their specific job interest results in overall development and
performance at work. Training results in higher employee confidence, lower absenteeism, higher
productivity at work tends to result in higher operational performance and high staff satisfaction.
Memon, Salleh and Baharom, (2016) argued that, training at workplace hampers the
performance by meeting deadlines. Employees in the organization deny undergoing training
process and disagree to learn which in turn affects the operations and performance at the
workplace.
Hanaysha, (2016) evaluated that, training helps in building future manpower needs and
also helps in maintaining better relations at the work place. This leads to higher satisfaction
among employees and leads to higher productivity. Training is also useful in effectively reducing
the accidents at workplace and it also helps in high economical use of resources. Cloutier and
et.al., (2015) said that, training helps in heightening the morale of the employees with reduced
supervision. Continuous training sessions in the organization helps staff members to perform
high level task without any supervision. This in turn results in high employee satisfaction and
performance at the workplace. Consistent training to employees helps staff to build their skills
and knowledge on a continuous and regular basis. Training to employees in the organization is
provided according to their specific job role leads to higher operational performance and
productivity for the business.
To identify the challenges faced by the company at the time of training and how it influences
individual performance.
3

Weber, (2015) sought to analyse the fact that, when company is globally dispersed it
makes it very difficult for the management to provide consistent training to the employees.
Language barrier is considered to be one of the major challenge which in turn act as a gap to
carry out specific research project. Lack of engagement from employees which mainly leads to
passive learning, poor knowledge retention and lack of commitment tends to contribute as a
major challenge at the time of training and development. Another major challenge associated
with the training is that it leads to higher cost to the company.
Rodriguez and Walters, (2017) argued that, cultural differences also act as a major
challenge by the company at the time of imparting training sessions. This in turn hampers the
performance and productivity of the employees within the work place. Hectic schedule of the
employees and different learning habits in turn affects the operations of the business. Memon,
Salleh and Baharom, (2016) evaluated that, different generation and different mindset of people
working in the same organization tend to affect the efficiency of the business which in turn
affects the staff performance and productivity. Different learning habits is considered to be one
of the major challenge which in turn affects their learning experience. This in turn affects the
efficiency and performance of the business. Lack of support from the management tend to act as
a major challenge for the business which in turn leads to lower operational performance and
productivity.
CHAPTER 3: RESEARCH METHODOLOGY
Research methodology is considered to be a systematic strategy which helps in
effectively gaining new information by bridging the gap of knowledge on the subject matter
(Kumar, 2019). This study helps in evaluating the overall reliability and validity of the study.
Research methods: This is considered to be an effective strategy which in turn helps in
collecting set of data in order to create better understanding on the research topic. This is
categorized into quantitative and qualitative research methods (Bresler and Stake, 2017).
Qualitative method is useful in gathering valid information through behaviour, lived experience
of an individual. This helps researcher in gaining better understanding on complex concepts,
cultural phenomenon and social interactions (Research Methods: What are research methods?,
2019). Quantitative research method is useful in gathering numerical data which in turn helps in
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gathering systematic data which can be measured with the help of statistical analysis. This in turn
helps in uncovering various set of patterns.
The researcher of this study chose qualitative research methods in order to analyse the
importance of training and its influence on staff satisfaction and performance.
Research approach: This is considered to be a plan which helps in setting broad
assumptions for better reasoning of the data. This is categorized into deductive and inductive
approach (Fletcher, 2017). Deductive approach is useful in exploring the known theory which
tends to provide results on the basis of logic with proper reasoning and in turn leads to
development of hypothesis. Inductive approach is very useful in predicting and forecasting the
specific subject matter which in turn helps in reaching specific conclusion.
The researcher of this study chose inductive approach which helps in analysing the
importance of training.
Research philosophy: This is considered to be a belief which states the way according to
which research should be carried out. This is categorized into positivism and interpretivism
approach. Positivism approach mainly adheres to the factual knowledge which is mainly gained
through observation (Mackey and Gass, 2015). Interpretivism approach is useful in effectively
interpreting the various elements of the study by effectively integrating human interest into the
study.
The researcher of this study chose interpretivism approach which helps in evaluating how
training influence on staff satisfaction and performance.
Research onion: This is considered to be an effective method which is very useful ion
planning out how the particular research will be carried out. This is categorized into ontology,
epistemology and axiology (Fletcher, 2017). Ontology approach is useful in making researcher
aware about the reality of the nature. Epistemology is based on effectively addressing the facts
and in turn also helps in defining the acceptable knowledge through rigorous testing. Axiology
is useful in learning valuable opinions which in turn influence the analysis of the research.
Research data collection: This is referred to as an effective measure which helps in
gathering new and relevant information which helps in attaining aim and objectives of the
research study. This is categorized into primary and secondary method (Bresler and Stake,
2017). Primary data collection is mainly associated with the collection of new information from
various first hand sources such as interviews, poll, Delphi technique, experiments, observation,
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investigation, etc. Secondary data collection is useful for further investigation on the data already
collected by the researcher. The various sources of data collection incudes newspaper, transcript,
manuals, journals, minute books, blogs, articles, magazines, books, etc.
The researcher of this study chose both primary and secondary source of data collection
which helps in identifying the challenges faced by the company at the time of training and how it
influences individual performance and also helps in evaluating effective recommendation
strategy to improve training in the organization.
Research sample size: This is an effective process which is very useful in
predetermining various number of observance which are selected from the large number of
population. This is categorized into probabilistic and non- probabilistic method (Flick, 2015).
Random sampling is a probabilistic method where all the individuals from the population are
randomly selected and each individual has equal probability of getting selected in a sample size.
The researcher of this study chose random sampling method where 20 staff members of
Hilton Hotel London will be selected in order to analyse the importance of training and its
influence on staff satisfaction and performance.
Data analysis: This is an effective process of inspecting and cleansing the data collected
for strategic decision making (Silverman, 2016). This is categorized into SPSS analysis and
thematic analysis. Thematic analysis helps researcher to interpret the patterns of the data
collected to gain specific conclusion.
The researcher of this study chose qualitative research method where it focuses on
thematic analysis to interpret the importance of training and its influence on staff satisfaction and
performance.
CHAPTER 4: RESULTS DISCUSSION
Theme 1: Maximum number of staff members has been working for more than 15 years in
Hilton hotels and resort.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
0 to 5 years 2 10%
5 to 10 years 4 20%
10 to 15 years 6 30%
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More than 15 years 8 40%
TOTAL 20 100%
10.00%
20.00%
30.00%
40.00%
0 to 5 years
5 to 10 years
10 to 15 years
More than 15 years
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 40% sought to analyse the fact that, maximum number of staff members
are highly experienced and they have complete knowledge about the working of the
organization. These staff members have been working in this organization for around 15 years
where they know about the capabilities of the individual and provide each individual training to
achieve goals and objectives of the company.
Theme 2: Yes, maximum number of staff members know about the importance of training and
development in the organization.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Yes 11 55%
No 3 15%
Maybe 6 30%
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TOTAL 20 100%
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 55% sought to analyse the fact that, training is considered to be the prime
opportunity as it helps in effectively expanding the knowledge base of all employees in order to
perform higher level of task. 30% participants were not sure but established their views that,
training results in higher employee confidence, lower absenteeism, high staff satisfaction and
higher productivity at work.
Theme 3: Highly agreed, training helps in developing skills and knowledge of the staff in the
organization.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Agreed 4 20%
Highly agreed 7 35%
Disagree 2 10%
8
Yes No Maybe
0
0.1
0.2
0.3
0.4
0.5
0.6 55.00%
15.00%
30.00%
% OF RESPONDENTS

Highly disagree 3 15%
Neutral 4 20%
TOTAL 20 100%
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 55% (20%+ 35%) sought to analyse the fact that, training helps in
developing skills and knowledge of the staff in the organization. This in turn is very beneficial
for the company to hold a competitive position within the specific industry. On the other hand,
25% (10%+15%) respondents did not agree and established their viewpoints that, long training
sessions results in delay in completion of the project.
Theme 4: Building confidence of the staff and building future manpower needs, are
considered the most important factor of training which leads to higher performance at
workplace.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Building confidence of the 5 25%
9
20.00%
35.00% 10.00%
15.00%
20.00%
Agreed
Highly agreed
Disagree
Highly disagree
Neutral

staff
Building future manpower
needs
5 25%
Heightening the morale of the
employees
4 20%
Reducing the accidents at
workplace
3 15%
High economical use of
resources
3 15%
TOTAL 20 100%
25.00%
25.00% 20.00%
15.00%
15.00%
Building confidence of the staff
Building future manpower
needs
Heightening the morale of the
employees
Reducing the accidents at
workplace
High economical use of
resources
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 50% (25%+ 25%) sought to analyse the fact that, building confidence of
the staff and building future manpower needs helps in higher staff satisfaction and performance.
Training results in high level of confidence among employees which in turn leads to long term
10

efficiency and sustainable growth of the business. 30% (15%+ 15%) participants said that,
training helps in reduced accidents at workplace and economical use of resources. 20% said that,
training helps in heightening the morale of the employees by developing new skills and
knowledge to carry out higher level task.
Theme 5: Highly agreed, training tends to have influence on staff satisfaction and
performance.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Agreed 4 20%
Highly agreed 7 35%
Disagree 2 10%
Highly disagree 1 5%
Neutral 6 30%
TOTAL 20 100%
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 55% sought to analyse the fact that, training tends to have influence on
staff satisfaction and performance. As supported by literature review, training is also useful in
addressing weakness of the employees by effectively provide training to employees in specific
areas in order to create a knowledgeable staff within the workforce (Hanaysha, 2016). Training
also helps in reducing employee turnover and is also very useful in enhancing the reputation of
the company.
Theme 6: Highly agreed, consistent training to employees results in higher staff satisfaction
and higher performance.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Agreed 4 20%
Highly agreed 6 30%
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Disagree 3 15%
Highly disagree 2 10%
Neutral 5 25%
TOTAL 20 100%
20.00%
35.00% 10.00%
5.00%
30.00%
Agreed
Highly agreed
Disagree
Highly disagree
Neutral
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 50% sought to analyse the fact that, consistent training to employees
results in higher staff satisfaction and higher performance. This helps staff or employees to build
their skills and knowledge on a continuous and regular basis. This helps in high level of staff
satisfaction and delivering of quality services to the customers. 25% (15%+ 10%) said that,
consistent training to the employees is difficult for globally dispersed employees of the company.
This also results in delay in meeting deadlines of the project and high training cost to the
company. Remaining 25% respondents did not give any clear view point and opinion on this
theme.
Theme 7: Yes, company experience fruitful changes after carrying out effective training
sessions.
PARTICULARS NUMBER OF % OF RESPONDENTS
12

RESPONDENTS
Yes 12 60%
No 3 15%
Maybe 5 25%
TOTAL 20 100%
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 60% sought to analyse the fact that, company experience fruitful changes
after carrying out effective training sessions. Continuous training sessions in the organization
helps staff to perform higher level task without any guidance and supervision. This also helps in
building effective workforce who can perform various functions and leads to economical use of
resources.
Theme 8: Language barrier and cultural differences, are the challenges faced by the company
at the time of training and how it influences individual performance.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
13
Yes No Maybe
0
0.1
0.2
0.3
0.4
0.5
0.6
60.00%
15.00%
25.00% % OF RESPONDENTS

Globally dispersed company
and staff members
6 30%
Language barrier and cultural
differences
7 35%
Higher training cost to the
company
4 20%
Lack of engagement from
employees
3 15%
TOTAL 20 100%
30.00%
35.00%
20.00%
15.00%
Globally dispersed company
and staff members
Language barrier and cultural
differences
Higher training cost to the
company
Lack of engagement from
employees
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, out of which 35% sought to analyse the fact that, language barrier and cultural
differences within the organization act as a major challenge in the organization which leads to
lower performance and productivity. 30% said that globally dispersed company and staff
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members also act as a major challenge in the organization. This in turn hampers the performance,
satisfaction and productivity of the employees within the work place.
Theme 9: Training is provided to employees according to their specific job roles which helps
in overall development and performance at work.
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, maximum number of respondents sought to analyse the fact that, training to employees
in the organization is provided according to their specific job role (Asfaw, Argaw and Bayissa,
2015). This helps them, in building skills which are necessary for future growth of the individual
in order to perform task with utmost accuracy. Giving training to employees in their specific job
interest results in overall development and performance at work.
Theme 10: Effective recommendation strategy to improve training in the organization.
Interpretation: From the above conducted research by 20 staff members of Hilton Hotel
London, maximum number of respondents sought to analyse the fact that, delivering consistent
training to employees helps in improving the performance by effectively developing new skills.
Effectively dealing with the change and conflict management results in improved training in the
organization (Sitzmann and Weinhardt, 2018). Aligning management and organizations goals
with the training helps in imparting effective knowledge to the employees.
CHAPTER 5: CONCLUSION AND RECOMMENDATION
It has been concluded that, training is considered to be the prime chance which in turn
helps in spreading out the knowledge base to all employees in order to perform high level task
without any supervision and guidance. This study tends to critically evaluate the viewpoints of
various authors in order to analyse the importance of training and its influence on staff
satisfaction and performance. This study further helps in carrying out qualitative research
methodology to bridge the gap on the particular research topic. Furthermore, it has been
summarized that, structured training helps in high employee job satisfaction and performance.
Building confidence of the staff and building future manpower needs is the most important factor
of training which leads to higher performance at workplace.
In order to improve the performance of the employees at work, they must be given proper
on the job and off the job training which in turn leads to higher sustainable performance and
productivity of the business. Company must focus on dealing with the change and conflict
management in order to improve the performance of the company. Delivering consistent training
15

is one of the effective recommendation which helps in improving staff performance and in turn
leads to higher productivity of the business (Rodriguez and Walters, 2017). Aligning
organizations goals with the training helps in imparting effective sessions to the employees
which leads to higher employee satisfaction. Management should focus on weaving into
company's culture which in turn leads to higher job satisfaction and performance among
employees.
REFERENCES
Books and Journals
Asfaw, A.M., Argaw, M.D. and Bayissa, L., 2015. The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies.3(04).p.188.
Bresler, L. and Stake, R.E., 2017. Qualitative research methodology in music education.
In Critical Essays in Music Education (pp. 113-128). Routledge.
Campbell, W.C and et.al., 2019. Importance of Training Methods in Safety: A Model Training
Program.
Cloutier, O and et.al., 2015. The Importance of Developing Strategies for Employee
Retention. Journal of Leadership, Accountability & Ethics.12(2).
Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management.46. pp.419-430.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International Journal of Social Research Methodology.20(2).pp.181-194.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Hafeez, U. and Akbar, W., 2015. Impact of training on employees performance (Evidence from
pharmaceutical companies in Karachi, Pakistan). Business Management and Strategy.6(1).
pp.49-64.
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Hanaysha, J., 2016. Examining the effects of employee empowerment, teamwork, and employee
training on organizational commitment. Procedia-Social and Behavioral Sciences.229.
pp.298-306.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Memon, M.A., Salleh, R. and Baharom, M.N.R., 2016. The link between training satisfaction,
work engagement and turnover intention. European Journal of Training and
Development.40(6). pp.407-429.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development.3(10). pp.206-212.
Silverman, D. ed., 2016. Qualitative research. Sage.
Sitzmann, T. and Weinhardt, J.M., 2018. Training engagement theory: A multilevel perspective
on the effectiveness of work-related training. Journal of Management.44(2). pp.732-756.
Weber, J., 2015. Investigating and assessing the quality of employee ethics training programs
among US-based global organizations. Journal of Business Ethics.129(1). pp.27-42.
Online
Research Methods: What are research methods?. 2019. [ONLINE]. Available
through:<https://libguides.newcastle.edu.au/researchmethods>
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APPENDIX
QUESTIONNAIRE
1. For how long you have been working in Hilton hotels and resort?
 0 to 5 years
 5 to 10 years
 10 to 15 years
 More than 15 years
2. Do you know about the importance of training and development in the organization?
 Yes
 No
 Maybe
3. Do you think, training helps in developing skills and knowledge of the staff in the
organization?
 Agreed
 Highly agreed
 Disagree
 Highly disagree
 Neutral
4. According to you what is the most important factor of training which leads to higher
performance at workplace?
 Building confidence of the staff
 Building future manpower needs
 Heightening the morale of the employees
 Reducing the accidents at workplace
 High economical use of resources
5. Do you agree, training tends to have influence on staff satisfaction and performance?
 Agreed
 Highly agreed
 Disagree
18

 Highly disagree
 Neutral
6. Do you agree, consistent training to employees results in higher staff satisfaction and higher
performance?
 Agreed
 Highly agreed
 Disagree
 Highly disagree
 Neutral
7. Does your company experience fruitful changes after carrying out effective training sessions?
 Yes
 No
 Maybe
8. According to you, what are the challenges faced by the company at the time of training and
how it influences individual performance?
 Globally dispersed company and staff members
 Language barrier and cultural differences
 Higher training cost to the company
 Lack of engagement from employees
9. Do you think, training is provided to employees according to their specific job roles which
helps in overall development and performance at work?
10. What are effective recommendation strategy to improve training in the organization?
19