Employee Training & Development

This assignment delves into the crucial topic of Employee Training & Development. It examines various training and development strategies employed by organizations, analyzes their impact on overall organizational performance, and explores different research methodologies used in this field. The paper draws upon a range of academic sources to provide a comprehensive understanding of the significance and complexities of employee training and development.

Research project

TABLE OF CONTENTS
1.1 Research title..........................................................................................................................1
Introduction..................................................................................................................................1
Significance of Research..............................................................................................................1
1.3 Research project outlines and specifications.........................................................................2
1.3 Factors which contribute into the selection of research project ............................................2
1.4 Research aim .........................................................................................................................2
1.5 Research objectives................................................................................................................2
1.6 Research questions ................................................................................................................3
LITERATURE REVIEW ...............................................................................................................3
Concept of training and development..........................................................................................3
Employees performance...............................................................................................................4
Impact of training and development programs on the employee’s performance.........................4
RESEARCH METHODOLOGY ....................................................................................................5
Appropriate action plan ...............................................................................................................6
Research resources.......................................................................................................................6
Research investigation ................................................................................................................6
Record and collate data................................................................................................................8
DATA ANALYSIS..........................................................................................................................9
Research evaluation techniques...................................................................................................9
Data analysis..............................................................................................................................10
CONCLUSION AND RECOMMENDATIONS..........................................................................13
REFERENCES .............................................................................................................................15

1.1 Research title
To determine the impact of training and development on performance of employees- A
case study on Marriott Hotel.
1.2 Introduction
Training and development activities are vital factors for every business organisation as it
helps employees in order to execute their working according to the plans so employees will
achieve their targets in desired time frames. Marriott Hotel are focusing on giving training to all
their employees so they will enhance their sales and profit volumes by achieving all targets in
desired time that have been allotted to them. Training are important at work places to evaluate
current skill and knowledge of employees so they can work according to plans which have been
designed by Management. The current research is based on identifying the impact of training and
development activities in order to enhance performance of employees at work places. This is
valuable factor so firms can achieve growth in their operations.
1.3 Significance of Research
Training and development is an important concept of human resource management which
focuses on the employee’s performance. It is a kind of process that is used to shape the attitude,
skills, knowledge of an individual so that they will be able to perform well. Some factors are
there which increase the need of these programs like change and development (Salas and et. al.,
2012). Nowadays, organizations establish their business at global level so in order to manage the
change higher authorities need to conduct some practices at their workplace. This plays an
important role as through this productivity of an enterprise can be increased to some extent. The
present research project is based on Marriott Hotel which is a multinational firm that offer its

services throughout world. They are giving training to their staff members so that they will be
able to perform their work in an effective and efficient manner. There are approx. 199,929
employees who are working at hospitality industry so that they can offer quality services to their
visitors or clients. They have their branches in more than 110 countries and approx. 1.2 million
rooms.
1.4 Research project outlines and specifications
In the current field of study, an investigator uses some appropriate methodological
approaches so that it can be evaluated that how training and development practices can highly
affect the employee’s performance. After conducting the research, an effective outcome can be
drawn which helps in attaining different specified goals (What is Employee Training &
Development?, 2016)
1.5 Factors which contribute into the selection of research project
The researcher has to follow a particular process in order to select a topic and in this some
factors also give their contribution (Costen and Salazar, 2011). It is necessary for an investigator
to analyse the importance of such factors so that overall field of study can be conducted in an
effective manner. Some of these different aspects are like knowledge, skills, budget, time, scope,
interest and so on. When all the above specified factors contribute effectively then due to this a
particular research topic can be selected. Firstly, it is essential to identify the research problem so
that as per the requirement overall study can be accomplished. Knowledge and skills regarding to
the research topic should be there within the researcher so that objectives can be attained. Overall
study should be conducted within the given deadline and project scope should also be explained
to the people who are associated with the research.
Along with these, I have some interest in this topic as this is the most vital concept which
is related to the human resources department. So, it is beneficial for the researcher to conduct the
study on such topic which will help them in enhancing their knowledge.
1.6 Research aim
The main purpose of current field of study is “To determine the impact of training and
development on the performance of employees- A case study on Marriott Hotel”.

1.7 Research objectives
Some objectives are there which are framed on the basis of above aim or goals. The
researcher has used such different tools and techniques so that below mentioned goals can be
achieved (Kalargyrou and Woods, 2011). These goals are as follows:
 To identify the effectiveness of training and development practices which are adopted by
Marriott Hotel at their workplace.
 To assess the current performance of staff members who are working at Marriott Hotel.
 To evaluate the impact of training and development programs on the performance of staff
members.
 To provide some recommendations to Marriott Hotel so that they will be able to enhance
the satisfaction among all their employees.
1.8 Research questions
Some questions are there which are framed on the basis of above specified objectives. These
questions are stated below:
Q1. How training and development practices are effective for the organization?
Q2. How current performance of employees can be evaluated?
Q3. What is the relationship between training programs and employee’s performance?
Q4. What ways are there through which Marriott Hotel will be able to increase satisfaction level
among staff members?
LITERATURE REVIEW
The present section of research project, represent the opinion of different authors on a
particular topic. Here, the relevant information has been gathered on the basis of some secondary
sources like articles, journals, books, research papers and government policies. Through these, a
base can be created for the study so that project can be conducted in more effective manner.
Concept of training and development
Training is a kind of process that is used to enhance the skills, creativeness and knowledge
of people who are working at workplace. On the other hand, development is also a process which
focuses on the overall growth of an individual in all aspects (What is the Difference between
Training and Development?, 2017). Some methods of training and development are like
coaching, job orientation, mentoring, conferences, role play.

According to the views of Grohmann and Kauffeld (2013) Training and development
programs are the subsystem of an enterprise and this is a core element of HR department. These
are performed so that gap can be reduced which exist in between existing and future performance
of employees. It is a kind of structured program which is designed by some experts or
professionals as they all are aware about the needs of people and number of strategies which can
help them in fulfilling those identified requirements. It is a more common task that can be
beneficial for the organization as through this existing worker can update their skills and new
staff members can gain knowledge that how they have to perform their tasks. On the other hand,
it has been analysed by Dirani (2012) that training and development activities should be
conducted at the workplace so that skills development can be ensured on continuous basis. On
the basis of these, a peaceful environment can be created for the new staff members so that they
feel comfortable and overall operations can be conducted in more effective manner.
Niazi (2011) explained that there are some benefits of training and development like
employee’s motivation can be increased, efficiency can be achieved in process, financial gain
can be achieved, productivity can be enhanced and the most important employee’s skills can be
enhanced which will help them in dealing with clients in an appropriate manner. Apart from
these, there are some limitations of the training programs like it is cost ineffective, it can be
boredom for the new employees and along with these, it is also time consuming due to which
deadline cannot t be achieved on daily basis.
Employees performance
Huber (2011) confronted that the performance of employees can be evaluated on the
basis of outcome which is achieved by respective organization. There are some set of standards
through which overall behaviour of an individual can be determined. Some of these measures are
productivity, efficiency, quality, effectiveness and profitability. If an employee will be highly
motivated, then due to this their performance will also get enhanced and productivity can be
increased to some extent. Apart from this, it has been stated by Kulkarni (2013) if productivity
will be high, then motivation level of staff members is also high. By comparing these factors
with the past performance of staff members then it can be evaluated that how performance of
workers has been increasing or decreasing.

Impact of training and development programs on the employee’s performance
As per the views of Ford (2014) training and development are the kind of programs which
are directly linked with the employee’s performance. This can affect the company’s overall
performance positively as through this people will be able to enhance their core competencies.
These competencies are related to some aspects like knowledge, skills, innovativeness,
creativeness, experience and so on. It has been identified by Phillips and Phillips (2016) that if an
enterprise will hire an expert for the training purpose then this will be more beneficial as
compare to other methods. Through this, staff members will learn new things which will help
them in achieving their specified objectives.
RESEARCH METHODOLOGY
It is a systematic plan or procedure which should be followed researcher so that overall study
can be conducted in a sequential manner. Some tools and techniques are adopted by investigator
so that overall effectiveness of training and development practices can be evaluated. These
approaches are as follows:
Type of investigation: It is the main responsibility of research person in order to determine
nature of research and it can be qualitative or quantitative by nature. The present research are
based on effectiveness of training and development programmes in order to enhance
performances of employees at work place. There are two types of research used which is
qualitative and quantitative by nature. In the present research qualitative research are used as
these are valuable in order to measure and analyse quality of data which are used in the research
work.
Research design: Some designs are like descriptive, exploratory, explanatory which can be
used by researcher in particular research project (Smith, 2015). Here, descriptive will be used so
that overall analysis can be carried out in an efficient way.
Research approach: Deductive and inductive are two kinds of approaches which can be used
by investigator in order to develop some new concepts. Here, inductive will be used by
researcher so that new theories can be made on the basis of existing one.
Research philosophy: Interpretivism and positivism are two types of philosophical
approaches which can be used in order to draw conclusion (Snyder, 2012). Here, interpretivism
will be used by investigator so that human perceptions can be identified related to the topic.

Data collection techniques: Information can be collected on the basis of two sources like
primary and secondary. Primary is related to the survey like questionnaire, interviews, focus
group which will be conducted on sample people. Apart from this, secondary research is done
through some books and journals.
Sampling technique: Random sampling has been used by researcher so that an appropriate
sample size can be selected (Roberts, 2013). Here, “20” workers, sample size has been selected
and survey is conducted on the employees of hospitality industry.
Data analysis: The data can be analysed on the basis of qualitative method and for this
thematic evaluation approach has been selected so that overall evaluation can be take place.
Limitations: Some limitations are there which are faced by researcher at the time of
conducting the study. These are related to the cost, time and access to information.
Appropriate action plan
Research resources
Some resources are there which can help the researcher in order to carry out research
effectively. Two types of resources are there like primary and secondary through which overall
base can be created for the field of study. Primary is the first-hand information which is collected
through some surveys like questionnaire, interview and so on. In the present project,
questionnaire has been provided to employees of Marriott Hotel so that their views can be
determined regarding to the training and development practices (Williams, 2011). Apart from
this, the opinions of different authors are identified so that effectiveness of training programs can

be assessed. So, by gathering data from such sources, overall authenticity and reliability can be
ensured of the outcomes.
Research investigation
In the present research project, an investigation has been conducted by the researcher so
that aim of study can be achieved. Here, questionnaire is conducted on the staff members of
hospitality industry so that their views on training and development can be identified. A
particular sample size 20 is selected for the field of study so that result can be achieved without
getting deviate from path (Pierre, 2012). Here, some open ended and close ended questions
which are asked by an investigator to their respondents like:
Questionnaire
Name:
Age:
Gender:
Destination:
Q1. How were you selected for the training at Marriott Hotel?
 At the time of joining
 Compulsory for all employees
 Recommendation by supervisor
 Performance appraisal
 Others
Q2. How often training and development programs are conducted at your workplace?
 Quarterly
 Every six months
 Once in a year
 Not specified
Q3. Do you agree that training programs can help the employees in enhancing their skills and
knowledge?
 Strongly agreed
 Agreed

 Neither agreed nor disagreed
 Disagreed
 Strongly disagreed
Q4. In your opinion, do you believe that training programs improved the employee’s
performance?
 Yes
 No
 Don’t know
Q5. What are the benefits that are achieved after conducting the training and development
practices at Marriott Hotel?
 Productivity
 Employees performance
 Reduce absenteeism
 Improve customer service
Q6. Are you satisfied with the current training practices which are conducted at hospitality
industry?
 Highly satisfied
 Satisfied
 Neither satisfied nor dissatisfied
 Dissatisfied
 Highly dissatisfied
Q7. Provide some recommendations to Marriott Hotel so that they will be able to enhance the
performance of their employees?
______________________________________________________________________________
Record and collate data
The responses which are gathered from respondents can be represented in an appropriate
format. For this, researcher can make a frequency table in which answers which are selected by
people are marked with their frequency number. On the basis of this, the specified goal and
objectives can be achieved in an effective or efficient manner.
Q1. How were you selected for the training at Marriott Hotel? Frequency

At the time of joining 4
Compulsory for all employees 3
Recommendation by supervisor 7
Performance appraisal 4
Others 2
Q2. How often training and development programs are conducted at
your workplace?
Frequency
Quarterly 8
Every six months 6
Once in a year 4
Not specified 2
Q3. Do you agreed that training programs can help the employees in
enhancing their skills and knowledge?
Frequency
Strongly agreed 10
Agreed 3
Neither agreed nor disagreed 2
Disagreed 4
Strongly disagreed 1
Q4. In your opinion, do you believe that training programs improved
the employee’s performance?
Frequency
Yes 12
No 5
Don’t know 3
Q5. What are the benefits that are achieved after conducting the
training and development practices at Marriott Hotel?
Frequency
Productivity 7

Employees performance 7
Reduce absenteeism 4
Improve customer service 2
Q6. Are you satisfied with the current training practices which are
conducted at hospitality industry?
Frequency
Highly satisfied 10
Satisfied 5
Neither satisfied nor dissatisfied 1
Dissatisfied 3
Highly dissatisfied 1
DATA ANALYSIS
Research evaluation techniques
Evaluation is an approach that is used by researcher in order to identify the significance of
study on the basis of some set of standards. The evaluation technique has been selected on the
basis of some specific type of method like qualitative and quantitative. By using these, overall
research objectives can be achieved and an effective outcome can be drawn. On the basis of this,
knowledge related to field of study can be gained and some effective strategies will be formed
that will help the researcher in achieving the future goals (Kuada, 2012). Here, qualitative
research method is used by investigator so for this thematic approach has been used so that
effective solutions can be identified for the research questions. In thematic, different types of
themes are made on the basis of questions which are asked by researcher to their respondents and
on the basis of those graphs can be made.
Data analysis
Data analysis is the most essential part of research project as through this overall
evaluation can be performed of training and development. Thematic is an effective technique in
which graphs are made. Different themes are as follows:

Q1. How were you selected for the training at Marriott Hotel? Frequency
At the time of joining 4
Compulsory for all employees 3
Recommendation by supervisor 7
Performance appraisal 4
Others 2
Theme 1: Respondents says they got the training at workplace after recommendation
which is given by supervisor.
Findings: After analysing the responses, it has been analysed on the basis of graphical
representation that there are approx. 20% respondents who stated that they get training at the
time of joining, 15% stated that it is compulsory for all the staff members, 35% says it is
recommended by supervisor, 20% agreed with performance appraisals and remaining 10% says
that training is achieved by people due to some other reasons.
Theme 2: Training and development programs are conducted at Marriott Hotel on
quarterly basis.
Q2. How often training and development programs are conducted at
your workplace?
Frequency
Quarterly 8
Every six months 6

Once in a year 4
Not specified 2
Findings: There are approax 40% respondents who stated that their organization provide
them training on quaterly basis, 30% says in every six months, 20% says once in a year and other
respondents says that it is not specified by the company that when they will provide training to
their staff members.
Theme 3: Respondents who strongly agreed that training programs can help the employees
in enhancing their knowledge and skills.
Q3. Do you agreed that training programs can help the employees in
enhancing their skills and knowledge?
Frequency
Strongly agreed 10
Agreed 3
Neither agreed nor disagreed 2
Disagreed 4

Strongly disagreed 1
Findings: There are approx. 50% sample people who stated that they are strongly agreed
with the above statement that such training programs can enhance the employee’s skills, 15% are
only agreed, 10% neither agreed nor disagreed, 20% says disagreed and other remaining 5% says
they are highly dissatisfied with this statement.
Theme 4: Yes, training programs can enhance the employee’s performance.
Q4. In your opinion, do you believe that training programs improved
the employee’s performance?
Frequency
Yes 12
No 5
Don’t know 3

Findings: After conducting the primary survey, it can be interpreted that 60% are agreed
to this statement that training programs can enhance employee’s performance, 25% are not
agreed and other 15% says they don’t know about the significance of this statement.
Theme 5: Overall productivity and employee performance can be enhanced after
conducting the training and development programs.
Q5. What are the benefits that are achieved after conducting the
training and development practices at Marriott Hotel?
Frequency
Productivity 7
Employees performance 7
Reduce absenteeism 4
Improve customer service 2

Findings: After analysing the graphical representation, it has been interpreted that there
are approx. 35% respondents who says productivity will be enhanced after conducting training
programs, 35% are agreed with employee’s performance, 20% says it reduces absenteeism and
10% says it can improve customer service.
Theme 6: Staff members are highly satisfied with the training and development practices
which are conducted at Marriott Hotel.
Q6. Are you satisfied with the current training practices which are
conducted at hospitality industry?
Frequency
Highly satisfied 10
Satisfied 5
Neither satisfied nor dissatisfied 1
Dissatisfied 3
Highly dissatisfied 1

Findings: There are approx 50% sample people who stated that employees of Marriott
Hotel are highly satisfied with the current training practices, 25% are satisfied, 5% are neither
satisfied nor dissatisfied, 15% are dissatisfied and other 5% are highly dissatisfied with the
programs which are conducted at hospitality industry.
CONCLUSION
From the above research it has been concluded that training are important activities
which are valuable for employees so they will easily achieve all their assigned goals and targets.
Training activities makes the employees familiar with the working environment so they will
achieve the goals in desired times which have been allotted to them. Hotel Marriott have made
plans in order to provide training to employees so they will achieve all their targets in desired
time that have been allotted to them.
RECOMMENDATIONS
Some suggestions are there which needs to be followed by higher authority of hospitality
industry so that they will be able to enhance satisfaction level of their employees. There are some
recommendations which are stated below:
 All the training and development practices which are conducted at work environment
should be related to the job functions. For this, manager has to conduct a survey before

implementing such programs. If staff members are provided training related to their job
fields then they will be able to perform well.
 The external training should be provided by the higher authority of company on
continuous basis so that staff members will be able to know more regarding their job or
work. Sometimes, this is necessary as other external or professional trainer can explain
the things in much better way.
 Training should be provided to those employees who have need for that and this can be
analysed after conducting the survey at work environment. The supervisor has to identify
the weakness of their employees and after that as per their weakness training practices
should be conducted.

REFERENCES
Books and Journal
Costen, W. M. and Salazar, J., 2011. The impact of training and development on employee job
satisfaction, loyalty, and intent to stay in the lodging industry. Journal of Human
Resources in Hospitality & Tourism. 10(3). pp.273-284.
Dirani, K. M., 2012. Professional training as a strategy for staff development: A study in training
transfer in the Lebanese context. European Journal of Training and Development.
36(2/3). pp.158-178.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International Journal
of Training and Development. 17(2). pp.135-155.
Huber, S. G., 2011. The impact of professional development: a theoretical model for empirical
research, evaluation, planning and conducting training and development programmes.
Professional Development in Education. 37(5). pp.837-853.
Kalargyrou, V. and Woods, R. H., 2011. Wanted: training competencies for the twenty-first
century. International Journal of Contemporary Hospitality Management. 23(3). pp.361-
376.
Kuada, J., 2012. Research methodology: A project guide for university students.
Samfundslitteratur.
Kulkarni, P. P., 2013. A literature review on training & development and quality of work life.
Researchers World. 4(2). p.136.
Niazi, B. R. A. S., 2011. Training and development strategy and its role in organizational
performance. Journal of public Administration and Governance. 1(2). pp.42-57.
Phillips, J. J. and Phillips, P. P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Pierre, E. A. S., 2012. Post qualitative research. Collecting and interpreting qualitative
materials. 3.
Roberts, T., 2013. Understanding the research methodology of interpretative phenomenological
analysis. British Journal of Midwifery. 21(3).
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Smith, J. A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.