Analysis of Training and Development Impact on Employee Performance

This report, focusing on Sainsbury Malta, analyzes the impact of training and development on employee performance. It begins with an introduction emphasizing the importance of training programs in aligning employees with company goals, followed by a literature review exploring the concept of training and development, its influence on employee performance, and the relationship between training and performance. The report highlights the benefits of training, such as skill development and increased productivity, and discusses various training approaches. It emphasizes the role of HR in providing effective training programs and recommends ways to implement effective training and development practices, including benchmarking, employee surveys, and aligning training with operational goals. The research underscores the strong relationship between training and performance, incorporating points like career orientation, job satisfaction, and innovation. The conclusion suggests that continuous training and development are crucial for enhancing employee capabilities and achieving organizational objectives. The report uses thematic analysis to gather data and offers recommendations for implementing effective training and development practices within the organization.

RESEARCH METHODOLOGIES
PART 2

TABLE OF CONTENTS
TOPIC.............................................................................................................................................1
CHAPTER 1: LITERATURE REVIEW.......................................................................................1
INTRODUCTION...........................................................................................................................1
Introduction................................................................................................................................1
CHAPTER 2: LITERATURE REVIEW.......................................................................................2
MAIN BODY...................................................................................................................................2
Concept of training and development....................................................................................2
Training and development influencing performance of employees..................................3
Relationship between training and performance of employee...........................................4
Recommending ways of effective training and development practice.............................5
CHAPTER 3: LITERATURE REVIEW CONCLUSION...........................................................7
REFERENCES..............................................................................................................................8

TOPIC
“To analyse the impact of training and development in raising employee's
performance”.
CHAPTER 1: LITERATURE REVIEW
INTRODUCTION
Introduction
Providing training within company is very essential as this gives employees and
employer chance to develop understanding of vision and mission of company so that
they are making their efforts in achieving goals. There are many programs and planning
with which company help and train their employees about their targets and how to
achieve it (Dhar, 2015). Another area apart from training could be of development that
involves professional and personal development of individual to enhance their
knowledge and skills. Both training and development programs will be having positive
impact on employee, employer and company.
Training plays a vital role especially in terms of raising performance of
employees so these types of programs must be given first priority like that of on-the-job
and off job trainings. Training means an action which is undertaken by an expert to
provide knowledge and skills on particular individuals so that they are then helping
achieving set targets. While development is that process which is concerned about
sharpening skills and basic concepts related to company and its objectives for gaining
more knowledge and performance of employees.
This particular Literature review is focusing on impact of training and
development in enhancing performance of employees within Sainsbury Malta. This will
be comprising of an intensive research on this topic that will be based on thematic
analysis so that data and information could be gained. Further, it will also be including
recommendations in implementing effective training and development practice within
organisation.
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CHAPTER 2: LITERATURE REVIEW
MAIN BODY
Concept of training and development
According to Tahir, Jan and Hashim, (2014) training and development is that
important function of HR department of organisation which is concerned with activities
that are highly aimed at making better performance of individuals who are working.
They could be described to as process of education that involves shaping attitude,
skills, knowledge and behaviour of individuals aimed at enhancing performance of
employees. There are majorly 3 dimensions of this plan including training, education
and development.
As per the view of Mone and London, (2018) training is that activity which
involves practicing and evaluating of job roles of employees at the position on which
they are currently working. This is majorly concerned about types of department where
employee is working and includes job training, web based learning, job rotation and
transfers.
While Falola, Osibanjo and Ojo, (2014) stated that education involve the future
job roles which an individual may be holding within same company and the evaluating
on those jobs. Then it was also said by Sung and Choi, (2014) that development is
focusing on activities like starting from employing individuals, their roles which they are
going to take in future that consists of all possible evaluating parts. Apart from these,
there are also some major stakeholders of such training and developmental activities,
for example: senior managers are the sponsors of program. The business planners or
shareholders will be the clients while line managers will be responsible for coaching,
mentoring and performance. Employees are those for whom this whole planning and
functioning takes place or participants of training and development program.
There are many types of training and development approaches which are
available for companies to choose from, such as job training, simulation, transfer, web-
based learning, mentoring, programed self-instruction, job rotations, apprenticeship,
case studies or role play and instructor-led classroom training.
As per the view of Vratskikh, Al-Lozi and Maqableh, (2016) there are many
underlined benefits involved within the training and development programs of company
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as it will be essential for the overall growth and success. The benefits are development
of skills, productivity increment, job satisfaction and requirement of less supervision.
However, it was also laid down that this training is essential for overall progress and
development of employees as better individuals or workers who are satisfied with their
jobs and make proper efforts in organisational goal achievement process.
Training and development influencing performance of employees
According to the view of Kiruja and Mukuru, (2018) better development and
training programs which are aimed at improving knowledge of individuals will be helping
in retaining right people and raise profits for a firm. The influence of training and
development on employees performance and overall goal achievement for a company
is determined by its importance only. Training is very important section of HR
department which is leading to development of company and individuals.
As per the view of Cloutier, Hill and Pemberton-Jones, (2015) it was rated that
training help in recruitment of workers within organisation and then ensuring quality of
that employees. Performance of employees and its increment as well is necessary as
will be helping the managers to compare the set goals and their related outcomes.
There are 3 basic categories of training and development like that of job training,
self-development and job experience. Job training is that under which employee receive
necessary so that they are been able to perform into their job. So on the job training
would enable them to strengthen all skills which all individuals are requiring while doing
their actual job (Relationship Between Training & Employee Performance, 2018). While
self-development is covering all activities that improves identity, awareness and develop
talents and ability of employee or individual. Personal or self-development of an
individual is process where in person will evaluate their own threats, strengths and
weakness which will then be leading to opportunities. Whereas work or job experience
is all points and sub points which are learnt by an individual during their working period.
All these categories of training and development will be helping employee to perform in
better manner. In this role of HR is to provide them with better training and learning
program so that employees are helping within goal achievement of company.
Providing incentives to employees and then allowing them to connect with goals
or target of company these are specified way to increase employee’s performance.
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These could be employees after training and having clear organisational goal and they
know what they need to do to achieve their objectives (THE IMPACT OF TRAINING
AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE, 2018).
As explained by Goetsch and Davis, (2014) employers will be describing what
their company stands for and how staff must be making efforts in achieving individual
and organisational objectives.
Employees will be having knowledge of what they need to do and their skills will
also improve and meeting their existing job requirements as well. If they are able to
meet up with their job necessities, it becomes easy for employer to judge which
employee is performing better.
Van De Voorde and Beijer, (2015) also included that training and development
programs, will be enhancing the ability of employee, giving them knowledge about
market position of business and the increasing overall productivity of company.
Training also influences the motivating level of employees and then increasing
their retention power within company for longer duration of time. With better training
tools like e-learning portal and software will enable employees to improve their
understanding and thus their productivity would raise. Development will also help
employee to raise their performance and ultimately efficiency on basic level as
concluded by Aguenza and Som, (2018).
Relationship between training and performance of employee
Performance of employee means what are the job activities that are expected by
workers of organisation and what actually performing. While performance management
is that process which creates working environment that help employee to perform to
best of their ability.
As included by Navimipour and Zareie, (2015) training which is provided to
employees is a tool by which managers bridge the gaps between their actual levels of
performance with desired ones. The performance is majorly related to factors into
workplace like that of office satisfaction, management and knowledge as well. There is
also specified and definite relationship between training and performance of employees
(Relationship Between Training & Employee Performance, 2018). The major connection
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is that training programs would be addressing number of problems which are faced by
employees like that of poor performance and mismanagement of their daily task.
Church and Waclawski, (2017) stated that job knowledge is also provided with
the help of training. If this knowledge is being increased then this would mean that
employee are feeling more comfortable while doing their job and thus performing at
higher level.
Then it was also stated that training lead to satisfaction of job among employees
as they would be feeling comfortable while working in that organisation. So training
program which is provided by companies contribute into satisfaction of employees and
then they would be performing at an exceptional level.
Saks, (2015) explained with the help of training that employees will become more
innovative as this would help them to know how to adjust into an organisation. The
employee of company who is getting continuous training within organisation must be
developing ability of solving issues and problem in more creative and innovative
manner.
According to view of Cloutier, Hill and Pemberton-Jones, (2015) very well trained
employee is always career oriented as it is delivering skills and qualities of how to
achieve their goals. This concludes that there is very strong relationship between
training and performance of employees with involvement of points like career
orientation, job satisfaction, knowledge and innovation. In this order Goetsch and Davis,
(2014) stated that there are many employees who are not having proper knowledge
about their job position or role so this would be calling for providing them desired
training.
Recommending ways of effective training and development practice
According to view of Van De Voorde and Beijer, (2015) there are certain ways
which must be followed by practitioners so that they provide effective training and
development practices. As giving training to new and old employees is much
challenging task for HR team especially in such rapidly changing business environment.
So it is required or necessary that management is making their right type of investments
in both learning and development programs.
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Mone and London, (2018) introduced that benchmarking against the competition
will impact performance or ways used by company. As if Sainsbury knows what their
competitions are doing or what methods they are applying in training employees then
they would also be able to implement the same methods by benchmarking competitor.
As per the view of Tahir, Jan and Hashim, (2014) another way is of Conduction
Survey among employees regarding their needs and wants (Steps for Better Training
and Development Programs, 2018). This is regarded as a source of information about
the performance of current employees as they would be able to find out actual needs
after training.
Sung and Choi, (2014) also said that if company is making alignment between
training and operating goals of management then it would support in expressing the
need for training. The management’s operating goals that are quality, productivity,
customer satisfaction and better performance must be performed or attained.
Innovation is the best way which is recommended for effective training and
development plan of company as explained by Aguenza and Som, (2018). Throughout
career improvement plans of employee it is required that they are been provided with
good methods of training program. Innovation will be helping company to effectively
manage the performance of employees as they are more comfortable within this world
of technology and easily adapting to latest ideas.
As it is concluded by Navimipour and Zareie, (2015) the measuring results on
individual level is the best way to provide training and implement the developmental
programs. Measurement of actual achievement with that of initial goals and objectives
would enable company to identify which employee is performing better after getting
training.
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CHAPTER 3: LITERATURE REVIEW CONCLUSION
From the whole report which is concerned about impact of training and
development in raising employee’s performance, there are certain conclusions which
have been drawn. There is a very strong relationship between training and improving
performance of employees. Training is having its impact on raising up of performance of
employees as if they are trained then they are would be able to perform in better way
out. Employees will know their individual and team targets for making them perform in a
specified way. They would be having knowledge about the departments where they are
serving or on post where they are which type of skills and qualities are required.
Both training and development programs have influenced in raising up of
performance of employees. Their quality in work, experience, skills, behaviour,
knowledge and traits would increase if they will attend training programs consistently. It
is also concluded that organising training and development program is the duty of HR
department and that of company’s management. Other than this, there are certain ways
in which effective training and development practices could be implemented within
organisation like setting benchmarks and surveys among employees. But it is concluded
that building bridge between training and operational goals of company includes
customers’ satisfaction, compliance, quality standards, productivity, better performance
and marketing are important.
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REFERENCES
Books and Journals
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. IJAME.
Church, A.H. and Waclawski, J., 2017. Designing and using organizational surveys.
Routledge.
Cloutier, O., Hill, C. and Pemberton-Jones, E.J., 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.
Falola, H.O., Osibanjo, A.O. and Ojo, I.S., 2014. Effectiveness of training and
development on employees' performance and organisation competitiveness in
the nigerian banking industry. Bulletin of the Transilvania University of
braşov. 7(1). p.161.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Kiruja, E.K. and Mukuru, E., 2018. Effect of motivation on employee performance in
public middle level Technical Training Institutions in Kenya. IJAME.
Mone, E.M. and London, M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Navimipour, N.J. and Zareie, B., 2015. A model for assessing the impact of e-learning
systems on employees’ satisfaction. Computers in Human Behavior. 53. pp.475-
485.
Saks, A., 2015. Managing Performance Through Training & Development, (Canadian
ed.). Nelson Education.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects
of training and development investments on learning and innovation in
organizations. Journal of organizational behavior. 35(3). pp.393-412.
Tahir, N., Jan, S. and Hashim, M., 2014. The Impact of Training and Development on
Employees Performance and Productivity A case study of United Bank Limited
Peshawar City, KPK, Pakistan. International Journal of Academic Research in
Business and Social Sciences. 4(4). p.86.
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Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the
relationship between high‐performance work systems and employee
outcomes. Human Resource Management Journal. 25(1). pp.62-78.
Vratskikh, I., Al-Lozi, M. and Maqableh, M., 2016. The impact of emotional intelligence
on job performance via the mediating role of job satisfaction. International
Journal of Business and Management. 11(2). p.69.
Online
Relationship Between Training & Employee Performance. 2018. [Online]. Accessed
through: <https://bizfluent.com/facts-5848845-relationship-between-training-
employee-performance.html>.
Steps for Better Training and Development Programs. 2018. [Online]. Accessed
through: <https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-
employee-development/pages/key-steps-for-better-training-development-
programs.aspx>.
THE IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL
PERFORMANCE. 2018. [Online]. Accessed through:
<https://www.theseus.fi/bitstream/handle/10024/133220/Engetou%20Enga..pdf?
sequence=1>.
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