The Impact of Staff Training and Development on Staff Motivation

This research proposal aims to analyze the impact of staff training and development on staff motivation in Marks and Spencer. It includes a literature review highlighting the importance of staff training and development, staff motivation, and the impact of staff training and development on staff motivation. The methodology includes a qualitative research approach, interpretivism philosophy, and probability sampling. Ethical considerations are also discussed.

BSc (Hons) Business Management (Top-
up)
BMP6001 Dissertation
Assessment 1 – Research Proposal
Dissertation Title
The impact of staff training and development on staff motivation
Submitted by:
Name:
ID:
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Table of Contents
 Introduction 3-3
 Background/ Context of the Research 3
 Research Question 3
 Research Aims and Objectives 3
 Literature Review 3-5
 Conceptual Framework 3
 Methodology 5-6
 Research Approach 5
 Research Strategy 5
 Methodology & Tools 5
 Sampling Approach 5
 Ethical Considerations 5-6
 Conclusion 6
 Limitations of Proposed Approach 6
 Expected Research Outcomes 6
References 6
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 Introduction
 Background/ Context of the Research
Understanding the term staff motivation is key to maximize self-worth in
workplace. While training can aid employees to understand how their work align
with their company's structure, aims and objectives. In similar way employee
seems to become motivated when they get to know about how their work
matters. Staff motivation is crucial for every organization to influence employee
which positively impact business practices (Davidescu and et.al., 2020). For the
proposed research, Marks and Spencer is selected as driving the purpose of
conducting research on impact of staff training and development on staff
motivation.
 Research Question
 What is the importance of staff training and development?
 What is the importance of staff motivation?
 How does staff training and development impact over staff motivation?
 What would be suitable strategies for M&S to enhance staff training and
development program?
 Research Aims and Objectives
Aim -
To analyze the impact of staff training and development on staff motivation in
Marks and Spencer.
Objectives -
 To analyse the importance of staff training and development
 To analyse the importance of staff motivation
 To analyse the impact of staff training and development on staff motivation
in Marks and Spencer
 To provide strategies for enhancing staff training and development
program in Marks and Spencer
 Literature Review
 Conceptual Framework
Theme 1: importance of staff training and development
According to Jehanzeb and Mohanty (2018) staff training and
development states continuous efforts of organization to maximize performance
of employees. Most of the organizations drive the purpose to provide effective
training to workforce with the help of suitable educational programs and
methodologies. Also, training and development has emerged in terms of vital
element of strategy. Such programs include improving employee knowledge as
well as skill in order to make higher level of job performance. Such aspects are
advantageous which results in more satisfaction among team members as
forming up an essential part for talent management procedures. Furthermore, it
helps to addressing the weaker aspects in which company can evaluate
workforce closely and provides an opportunity to provide them with essential
skills. When workforce receives great amount of training as well as upskilling it
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fosters their creativity levels at higher extent. Such programs are lucrative for
staff to be more creative and independent as and when encountering challenges
at work. It will be supportive in nature for company to increase their efficiency
and productivity to accomplish positive desired outcome in their favour. Overall
training and development can be termed as strategic tool for improvement of
business outcomes through implementing internal educational programs which
advance employee retention. The benefits of such factors reflect to the better
working organization and creates valuable image as well.
Theme 2: importance of staff motivation
As per the view of Fletcher, Alfes and Robinson (2018) employee
motivation refers to level of commitment, energy and creativity which
organization workers bring to job. Finding effective ways of motivation is always
major concern of management whether economy is being shrink or growing
immensely. The key benefit of motivation allows staff members to involve in
activities and do their best at each and every stage of their task or performance.
Although it is essential to provide staff with more responsibilities and decision-
making aspects to increase their control for assigned task and easily equip them
to execute such tasks. If the staff are provided with relevant tools and several
ways to accomplish more, as motivating staff can be performed well to
accomplish more through committing towards enhancement of their skills. Also,
in such competitive environment it is essential for company to have motivated
employees as there is huge responsibility for them to formulate such policies for
improving employee performance. This will enhance more productivity of entity
and form valuable image in the respective marketplace. Furthermore, effective
tactics is helpful for motivating staff or forming up judgements for their feeling,
behaviour or emotions. Right type of motivation increases employee interaction
and their satisfaction. There are two types of motivation such as extrinsic and
intrinsic. Some of the employee respond in better ways to intrinsic motivation. On
the other hand, some respond accordingly to extrinsic motivation. By such
practices organization will be able to enhance their work efficiency and
productivity driving competitive advantage.
Theme 3: impact of staff training and development on staff motivation
As denoted by Paais and Pattiruhu (2020) there is positive relation
between staff training, development and motivation. The training and
development contribute to motivational aspects which creates positive impact
over performance of staff members. Training and developmental programs are
essential to improve the performance which results in maximized profitability and
productivity. Training is supportive in nature in which it enables to evaluate about
employee work performance comprises with mission and goals. Each employee
effectively contributes to company overall functions. Training for team or
individual aids in getting things on time and allows to track work quality as well as
outcomes of individual in workplace. In this way people in such positive culture
seems to be more happy and excited for prospects of growth. Moreover, training
and development can be stated as investment that employers make in workforce.
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By offering education and training programs to staff members it indicates
valuable concerns and terms of contribution. Thus, there are some benefits
which can be provided by training and development such as boosting employee
productivity, decreased employee turnover, enhanced company culture and
employee performance as well.
 Methodology
 Research Approach
Research approach refers to the plan as well as process that includes steps of
vast assumptions to particular method of data collection and analysis. There are
three elements in this approach such as inductive, deductive and abductive.
Whereas researcher will make use of inductive method for easily accessing over
conclusions as going through specific to general.
 Research Strategy
Research strategy is the plan of action which provides direction to researcher
thought process. It provides access to researcher to effective conduct research in
systematic and scheduled time period. There are two basic types in this strategy
such as Qualitative and Quantitative. For this method researcher will consider
Qualitative research type for evaluating the results. It will be helpful for them to
increase their knowledge aligned with theoretical aspects of topic. Also, it drives
significance for collecting non-numerical data to form understanding in various
concepts, experiences and opinions.
 Research philosophy
In this phase of research, it collaborates with multiple resources and further
development which comprise with broad assumptions for methods which benefit
researcher for collection and analysis of data. In this present study researcher
will make use of interpretivisim philosophy to effectively promote subjective
experience of participants and analysing data from significant patterns. However,
the personal interest of researcher assists to identify topic in detail to make
explanation progressively.
 Methodology & Tools
Case studies, interviews, surveys and questionnaires are relevant tools to
collect data. It is essential to decide effective tools for data collection as research
is executed in several ways with various purposes. Data collection is systematic
process for collecting observations and measurements. There are two types of
sources for data collection like primary and secondary. Researcher will consider
both methods to gather actual data for particular topic and maximize the research
outcome. Primary data would be collected through conducting survey and
secondary data will be gathered through help of relevant data and journals.
 Sampling Approach
Sampling refers to the selection of group by whom the actual information
will be collected for research. There are two methods of sampling such as
probability and non-probability. In qualitative method probability sampling is taken
into consideration. In similar way, the researcher will use probability sampling
whereby all units of population have equal probability to get selected as a
participant in research. From the population size of 72000 working employees,
30 employees of Marks and Spencer would be selected.
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 Ethical Considerations
Such consideration is usually specified as most significant part of research.
These are termed as set of principles which aids in guiding research design and
practices. It includes voluntary participation, results communications,
confidentiality, and potential harm. The research will cover all of these measures
effectively without forming up any negative impact.
 Conclusion
 Limitations of Proposed Approach
There are several limitations of the research which drives to the negative
impact. Formulation of aims and objectives in research is disadvantage due to
unspecific ways of research and inadequate level of study. Another term
describes that some scholars could have biased view due to their background
and personal views which might affect this research. However, with unbiased
view this issue can be solved which will make easier to conduct useful study.
Also, researchers with such views can select result and information which usually
support to their arguments. Lack of resources could be limitation for the effective
research as it is perceived as barrier. Due to such unfavourable factors, it would
draw the attention to rewrite and redesigning of study. Whereas lack of time is
one the major limitation in which time constraints could negatively impact over
research. Thus, effective resources and time are effectively used in this research
from getting any negative impact over this research.
 Expected Research Outcomes
From the research it will be supportive for organization to enhance
effective measures for their employee motivation. Different kind of techniques for
training and development can favour organization to improve their staff
motivation. Whereas monitoring employee performance in workplace will be
helpful for company to influence them for several activities and make business
operations more stable. Employee motivation is crucial for every organization as
researcher will able to analyse appropriate strategies which usually comprise
with motivational and performance aspects which positively impact to
organizational growth.
References
Davidescu, A.A. and et.al., 2020. Work flexibility, job satisfaction, and job
performance among Romanian employees—Implications for sustainable
human resource management. Sustainability. 12(15). p.6086.
Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between
perceived training and development and employee retention: the
mediating role of work attitudes. The International Journal of Human
Resource Management. 29(18). pp.2701-2728.
Jehanzeb, K. and Mohanty, J., 2018. Impact of employee development on job
satisfaction and organizational commitment: person–organization fit as
moderator. International Journal of Training and Development. 22(3).
pp.171-191.
Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and
organizational culture on satisfaction and employee performance. The
Journal of Asian Finance, Economics and Business. 7(8). pp.577-588.
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