Impact of Training and Development on Employee Efficiency: A Study on ASDA

This dissertation investigates the impact of training and development on the efficiency of employees within a workplace of ASDA. It includes a literature review, research methodology, data analysis, and conclusion with recommendations. The study finds that training and development helped in improving employee’s skills and knowledge about the business, and ASDA benefited from the trained employees at the workplace.

BMP6001 Dissertation
Name:
ID Number:
Supervisor:
Dissertation
An investigation into the impact of training
and development on efficiency of
employees within a workplace of ASDA
1

ABSTRACT
Main purpose of this dissertation is to identify the impact of training and development over
efficiency of employees within a workplace of an organisation. This is a main purpose and for
achieving this different types of methodologies used. These are quantitative research, positivism
philosophy, interpretivisim etc. These helped researcher in accomplishing research aim and
objectives. Main findings of the current dissertation are training and development helped in
improving employee’s skills and knowledge about the business. Conclusion of the dissertation is
ASDA benefited from the trained employees at workplace. At last, recommendations are given
to improve employee’s knowledge regarding business activities.
2

ACKNOWLEDGEMENT
I would like to acknowledge each and every person who played an essential role in my
academic achievements. First of all, my parents, who helped me with understanding and love.
Without their support, I could never have achieved my academic achievements.
Secondly, I would like to thank my superior who supported me in attaining research aim and
objectives in successful manner.
3

GLOSSARY
 Arranged
 Competency
 Development
 Organised
 Performance
 Probability Sampling
 Quantitative Research
 Training and Development
4

LIST OF TABLES
Table 1: Understanding regarding the concept of training and development................................19
Table 2: Concept of training and development..............................................................................20
Table 3: Advantages of training and development within a workplace of ASDA........................21
Table 4: Training and development is important for achieving goals and targets of organisation22
Table 5: Methods does it require to run proper training programmes...........................................23
Table 6: Impact of training and development on employee’s efficiency......................................24
Table 7: Benefits of having trained employs within a workplace of ASDA.................................25
Table 8: Training and development are effective for the growth and success of ASDA..............27
Table 9: Problems faced by ASDA in order to regulate effective training to employees.............28
Table 10: Effective strategies for reducing the problems that faced by ASDA in order to regulate
effective training to employees......................................................................................................29
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LIST OF FIGURES
Figure 1: Saunders Research Onion..............................................................................................15
Figure 2..........................................................................................................................................20
Figure 3..........................................................................................................................................21
Figure 4..........................................................................................................................................22
Figure 5..........................................................................................................................................23
Figure 6..........................................................................................................................................24
Figure 7..........................................................................................................................................25
Figure 8..........................................................................................................................................26
Figure 9..........................................................................................................................................27
Figure 10........................................................................................................................................28
Figure 11........................................................................................................................................29
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LIST OF APPENDICES
Questionnaire…………………………………………………………………………………37-38
ABSTRACT....................................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
GLOSSARY....................................................................................................................................4
LIST OF TABLES...........................................................................................................................5
LIST OF FIGURES.........................................................................................................................6
LIST OF APPENDICES..................................................................................................................7
CHAPTER 1: INTRODUCTION....................................................................................................9
1.3 Rationale of the research.......................................................................................................9
1.4 Research questions...............................................................................................................10
1.5 Research aim and objectives................................................................................................10
LITERATURE REVIEW..............................................................................................................11
2.1 Introduction of literature review..........................................................................................11
2.2 Main body with heading and sub-headings.........................................................................11
2.3 Conclusion of literature review...........................................................................................14
RESEARCH METHODOLOGY..................................................................................................15
3.1 research Process...................................................................................................................15
3.2 Research philosophy............................................................................................................15
3.3 Research approach...............................................................................................................16
3.4 Research choice:..................................................................................................................16
3.5 Research strategy.................................................................................................................16
3.6 Data collection.....................................................................................................................16
3.7 Research tools......................................................................................................................17
3.8 Sampling..............................................................................................................................17
3.9 Ethical implications.............................................................................................................17
DATA ANALYSIS.......................................................................................................................18
Conclusion.....................................................................................................................................35
Recommendation...........................................................................................................................37
REFERENCES..............................................................................................................................39
APPENDICES...............................................................................................................................41
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Questionnaire.............................................................................................................................41
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CHAPTER 1: INTRODUCTION
1.1 Overview of the topic
Training introduces the procedure of being coordinated or is the systematic process of
learning and being coordinated. In simple words, training refers to the process for giving vital
skills to the workers for doing their job in a more skilful, effective and qualitative manner. Along
with this, development is related with the growth and success of employees within all aspects. It
is the essential process through which executives or managers acquire competency and skill
within their current jobs as well as capabilities for future tasks (Bell and Moore, 2018).
Therefore, training and development is introduced to the educational activities in an organisation
developed to improve the skills and knowledge of workers while giving information on how to
perform particular tasks in a better way. Thus, training and development at the workplace is
important and vital for an organisation in improving the efficiency of their employees. Training
and development has a positive impact on over employee’s efficiency by enhancing their skills
and capabilities. Along with this, training and development at workplace is important for
employees as well as an organisation by improving their performance and productivity.
1.2 Background to research organisation
For this dissertation ASDA is a chosen British supermarket chain that specialising in
selling of grocery, financial services and merchandise. Company was founded in 1949 by Peter
and Fred Asquith, Sir Noel Stockdale and headquartered in Leeds, England, UK. In Asda, there
are number of workers worked with purpose of attuning goals and objectives of company. For
this, it is important for Asda to increase skills and growth of their employees. This is only
possible by providing training and development opportunities to their employees. There are
different advantages of training and development for company as well as employees (Çelik,
2018). For Asda, increasing employee retention, improving employee efficiency, helps in
achievement of competitive advantages, improving business success and growth. For employees,
improve their capability, enhance skills, helps them in its personal and professional development.
Therefore, training and development within a workplace is highly important and essential.
1.3 Rationale of the research
The main motive of conducting research is to determine the impact of training and
development on the efficiency of employees so that reader could easily understand the
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significance of such sessions in the workplace. This is the topic which is gaining a great
importance because every company has realised that continuous learning and development is
essential for the growth of employees as well as organisation. This report would also bring light
on the impact of training and development in the workplace.
Main problem of this research is to identify the importance of training and development in
enhancing employee’s efficiency level at workplace (Ojo and et. al., 2018). Today’s working
environment, it is one of the main challenges for an organisation how to increase employee’s
efficiency. This is a biggest challenge because it has negative impact over business performance
and success of ASDA. In order to overcome this challenge, training and development is an
effective way because this helps business organisation in improving efficiency level of their
employees.
1.4 Research questions
 What is the concept of training and development?
 Why training and development is important for achieving goals and targets of
organisation
 What methods does it require to run proper training programmes?
 What are the problems faced by ASDA in order to regulate effective training to
employees?
1.5 Research aim and objectives
Research aim
Main aim of the current dissertation is "To identify the impact of training and
development over efficiency of employees within a workplace of an organisation: A study on
ASDA.
Research objectives
 To identify the advantages of training and development for employees within ASDA.
 To identify the impact of training and development on employee’s efficiency.
 To determine the different challenges faced by ASDA while providing training to staff
members.
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LITERATURE REVIEW
2.1 Introduction of literature review
Literature review is the chapter that uses secondary sources for attaining objectives and
aim in organised and arranged manner. This helps researcher in addressing each question of the
dissertation in effective and efficient manner. The different type of secondary sources includes:
books, newspapers, articles, journals, publications, filled survey, magazines, publications by
government and non-governmental agencies etc.
2.2 Main body with heading and sub-headings
What is the concept of training and development?
According to Sandamali and et. al., (2018), training and development is defined as
educational activities within an organisation formed for enhancing the skills and knowledge of
employees while offering instruction and information on how to perform better for particular
activities and tasks. Training is a short-term reactive procedure meant for process and operatives.
It is believed that development is designed for constant pro-active procedure especially meant for
executives. In training, workforce aims to develop additional knowledge, development and skills
and their whole personality. In the procedure of training, the initiative is carried out by the
management with the aim of attaining the current requirement of an employee. On the other
hand, in the process of development initiative is carried out by an individual with the aim of
meeting the future requirements of an employee.
In simpler words, training and development is the formal, constant efforts that are made
within companies for improving their performance and self-fulfilment of their workforce by the
different educational programs and methods. In the modern organisation time, these efforts have
taken into another level as companies continuously provide instructions for performing highly
skilled jobs to long-term development in a professional manner (Guan and Frenkel, 2019). In the
recent and modern times, training and development has gained its importance as formal business
function, recognized profession and integral element of strategy with different methodologies
and theories. The variety of companies of every size and scale are embracing continual learning
and other different functions of training and development as a medium to promote growth of
employees and procure highly skilled and talented workforce. The quality of workforce and the
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continuous improvement of their productivity and skills by training are now broadly recognized
as essential factors in ensuring the long-term profitability and success of businesses. Creating a
company culture that supports continuous education and learning is the organisation that gets
success and development. Today employees should have access to continuous education and
training of all kinds just for keeping up their employees with updated skill and knowledge.
Why training and development is important for achieving goals and targets of
organisation?
According to Chaudhry and et. al., (2017), in the fast changing corporate world, training
and development is one of the indispensable functions. It is recorded that training and
development is lowest priority given thing in most of the companies even in this competitive
world. Training and development is highly significant for acquiring new knowledge, skills,
sharpening existing knowledge, performing better, increasing productivity and great leaders. It is
organised because human resource department continuously make efforts to have proper and
systematic sessions of training and development for employees. Organisation is the sum total of
what workforce attain individually, companies do everything according to their power for
ensuring that workforce performs at their risk. Training is important for new personnel because
this provides basic knowledge to perform their assigned job role and duties effectively and
efficiently. Training and development performs medium between company and employees so
that they both attain their own pre-defined objectives. It fills the existing gap in the knowledge
and skills of existing employees so that they could improve and assist in attaining objectives. It
becomes essential to offer training to existing as well as potential employees so that they could
balance their needs and desires with the goals of organisation.
Every employee working in the company is an individual so they have their own
shortcomings and these shortcomings could become barrier in attaining pre-defined goal and
objectives. Training and development is one of the greatest methods to overcome such
shortcomings for the achievement of goal and objective in systematic and organised manner
(Aboelmaged, 2018). Companies have classified the whole headcount in different groups for
offering focused training and development that is relevant to particular groups such as middle
management, executive leadership, senior leadership, sales training, first time managers etc.
Training and development is necessary for the achievement of goals and targets of companies
because it helps in addressing weaknesses and shortcomings. It is obvious to understand that it
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helps in improving performance of the employees and ultimately facilitates in attaining
objectives and goals.
What methods does it require to run proper training programmes?
According to Dixit and Sinha (2020), training programmes have great significance
because they are always aligned with the pre-defined objectives of the investigation. The better
company contributes in the training and development programmes its employees become more
effective and efficient. There are various steps that are used by organisation for running their
training programmes properly. The first step is companies always focus on future because there
are more chances to control future situations or circumstances rather than past. So, training
programme starts by focusing on the mission, vision and goals that could make future of the
business safer and exciting. Organisation makes training by setting objectives like doubling up
the customer base, efficiency in production, expanding operations etc. Another step is finding the
gaps in which organisation determine how well their workforce is performing against set goals of
the business. They identify things like right skills, abilities and knowledge for achieving the
vision of organisation. The reason why employees are not able to attain objectives and how
training programs could be developed to achieve goals of the business. The other step is
communicating objectives and purpose of training because it is not just enough to align goals of
training with objectives of business. Organisations make understand employees that how
important is to complete the training programme for reaching objectives of business. They
communicate that every new skill and knowledge they learn improves their performance in the
organisation and brings it closer to the established mission.
Companies use different forms of training and development for improving their employee
performance and productivity such as video, interactive, e-learning, culture training etc. Video is
one of the great and effective training methods because it assists employees to gain knowledge at
their own pace. It could be paused for allowing data to sink in and they could be re watched
again and again (Emerson and Berge, 2018). Video trainings are used for enhancing different
kinds of training sessions including way of traditional classroom training. E-learning is another
method of training programmes that could be conveniently used by employees because it is
delivered electronically like tablets, smart phones and computers. This is the type of learning that
is growing because it assists employees to learn from anywhere, anytime and gives employers
access to reusable information that assists in ensuring uniformity throughout their learning.
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What are the problems faced by ASDA in order to regulate effective training to employees?
According to Slavković and Slavković (2019), there are many problems that an
organisation has to face while regulating effective training to employees. So, there are various
challenges that are faced by human resource managers of ASDA while implementing and
executing training session to the workforce. The most common problems in training and
development could hamper the ASDA’s training return on investment. It is also understood that
these problems are not difficult that could not be mitigated. One of the first problems of training
is hectic and busy schedules of employees. There are times when family life, work and other
demands drain the energy of employees and then they feel that training is adding up in their
stress. This makes employees ineffective and inefficient in dealing with personal and
professional lives and when this happens the training sessions automatically become insufficient
and ineffective. The other major challenge is decentralised employees as employees do share
different culture, values, thoughts, distance etc. This makes very hard for organisation to
organise training. When employees are dispersed geographically training becomes hard as
misunderstandings are common and the differences in culture may lead to inconsistent training
sessions. The only solution to this problem is making environment that could help in improving
relationships between employees.
2.3 Conclusion of literature review
Form the above mentioned literature review, it has been concluded that secondary sources
are effective in collecting in-depth information about the impact of training and development
over efficiency of employees within a workplace of an organisation. Secondary sources are
facilitated researcher in collecting in accurate information that resulted in accomplishment of
research aim and objectives through research questions.
14

RESEARCH METHODOLOGY
3.1 research Process
Research methodology is the technique of collecting information through various types of
methodologies that are positivism philosophy, deductive approach, quantitative research etc.
These are main methodologies that facilitate investigator in attaining research aim and objectives
(Rahayu, Rasid and Tannady, 2019). Along with this, research onion framework is used by
researcher because it includes inner and outer layers. All these layers of the methodologies are
described as below;
Figure 1: Saunders Research Onion
(Source: Saunders Research Onion, 2021)
3.2 Research philosophy
This is the procedure of gathering and evaluating information through two types of
philosophies that are interpretivisim and positivism. According to the current dissertation,
positivism philosophy is beneficial because it helps researcher in collection and evaluation of
quantitative data. On the other side, interpretivisim philosophy is not useful within a dissertation
because it not facilitates in numerical data collection and analysis as well as require maximum
time.
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3.3 Research approach
There are two main approaches of research that are inductive and deductive. These are
essential approaches in evaluating gathered information. According to the existing topic,
deductive approach is selected by researcher because it assists in analysing quantitative data. One
of the main reasons behind the selection of deductive approach is it not require maximum time.
On the other side, inductive approach is not effective within a dissertation because it not helps in
evaluating numerical data within minimum time.
3.4 Research choice:
This is the process used for collecting information for any topic or research. There are
three main types of research choices such as mono method, mixed method and multi-mixed
method (Cabus and Nagy, 2021). These are main choices but according to the present
investigation, mono is a chosen choice because it facilitates in gathering single type of data.
Under mono method, quantitative is a selected method because it assists in numerical data
collection and not needs maximum time. Qualitative is not an essential method under mono
choice because it requires maximum time and not helps in collecting numerical data.
3.5 Research strategy
This is the process of gathering information from effective approaches of research
strategies. These approaches are survey, case study, action research, literature review and many
others. All these are main approaches but according to the current investigation, survey and
literature review are two selected approaches. Survey is useful in gathering primary data,
whalers, literature review is essential in collecting secondary information. Both approaches of
the research are essential within a dissertation.
3.6 Data collection
Primary and secondary are two types of methodologies that helps researcher in collecting
accurate information about the topic. In order to gather primary information regarding the impact
of training and development over efficiency of employees within a workplace of an organisation,
questionnaire is used by researcher (Haryono, Supardi and Udin, 2020). This is an essential
method because with the help of this researcher can easily collect numerical data. For secondary
method, different sources are used for literature review such as articles, magazines, publication
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research and many others. All these are effective methodologies and facilitate researcher in
attaining research aim and objectives successfully.
3.7 Research tools
There are different tools of collecting accurate information about any topic. These
instruments are interview, questionnaire, focus group, observation and many others. These are
main tools but according to the current research, questionnaire is useful because with the assist of
this, researcher can easily collect numerical and quantitative. As compared to other tools,
questionnaire is useful because it provides valid and reliable data that resulted in
accomplishment of research objectives. Along with this, questionnaire of the current research is
mentioned as below;
3.8 Sampling
This is the process of selecting sample from total population. There are two main
techniques of sample selection such as probability and non-probability sampling. These are main
techniques, but according to the current project, probability is a chosen sampling because it
facilitates in selection of larger sample within less time duration. Main advantage of using
probability sampling is it not require maximum time and facilitate in attainment of research
objectives successfully (Watson and et. al., 2018). On the other side, non-probability is another
technique that is not useful within a dissertation because it not assists in larger sample selection
as well as require maximum time.
3.9 Ethical implications
Ethics are important within a dissertation because it helps in completing each activity
ethically. There are various principles of research ethics such as reducing the risk of harm,
protecting confidentiality of the participants etc. These are main principles that helps in doing
each activity in ethical manner.
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DATA ANALYSIS
Data analysis introduces to the process of evaluating gathered information from suitable
research analytical technique. According to the current dissertation, quantitative data was
gathered from questionnaire. In order to evaluate such type of data, frequency distribution
analysis is a used by researcher. This is an analytical technique and helps investigator in getting
valid outcomes within minimum time period. Thus, frequency distribution analysis is shown as
below;
Q1 Do you have understanding regarding the concept of training and
development?
Frequency
a) Yes 40
b) No 15
c) Can’t say 5
Q2 What is the training and development in context of an organisation? Frequency
a) Enhancing the skills and knowledge of employees 20
b) Improving professional development 20
c) Assist in attaining personal goal 20
Q3 What are the advantages of training and development within a workplace
of ASDA?
Frequency
a) Increased productivity 15
b) Improved organisational culture 25
c) Improved morale and corporate image of company 20
Q4 Why training and development is important for achieving goals and
targets of organisation?
Frequency
a) Helps in retaining talented employs 25
b) Helps in increasing customer satisfaction 20
c) Improved business performance 15
Q5 What methods does it require to run proper training programmes? Frequency
a) Culture training 20
b) E-learning 20
c) Video trainings 20
18

Q6 What is the impact of training and development on employee’s
efficiency?
Frequency
a) Positive 40
b) Negative 15
c) Neutral 5
Q7 What are the benefits of having trained employs within a workplace of
ASDA?
Frequency
a) Increased equality, inclusion and diversity 25
b) Better succession planning 18
c) Deeper employee engagement 17
Q8 Does training and development are effective for the growth and success
of ASDA?
Frequency
a) Yes 50
b) No 10
Q9 What are the problems faced by ASDA in order to regulate effective
training to employees?
Frequency
a) Training return on investment 18
b) Decentralised employees 15
c) Hectic and busy schedules of employees 27
Q10 What are the effective strategies for reducing the problems that faced
by ASDA in order to regulate effective training to employees?
Frequency
a) Recruit talented employees 20
b) Development of diversity 20
c) Flexible working environment 20
Table 1: Understanding regarding the concept of training and development
Q1 Do you have understanding regarding the concept of training and
development?
Frequency
a) Yes 40
b) No 15
19

c) Can’t say 5
Figure 2
Interpretation: From the above mentioned graph, it has been interpreted that most of the
participants have accurate understanding about the concept of training and development. For this,
40 out of 60 participants have an idea that training and development is ongoing process within a
organisation. 15 respondents said no because they didn't have accurate knowledge about the
same. Remaining 5 can’t say because they are not interested in saying anything.
Table 2: Concept of training and development
Q2 What is the training and development in context of an organisation? Frequency
a) Enhancing the skills and knowledge of employees 20
b) Improving professional development 20
c) Assist in attaining personal goal 20
20

Figure 3
Interpretation: It is interpreted from the above mentioned information that training and
development is broad concept within a workplace. 20 respondents said that enhancing the skills
and knowledge of employees is main concept of training and development. Other 20 said that
training and development helped in improving professional development of employees.
Remaining 20 respondents have knowledge that training and development assist in attaining
personal goal. Therefore, training and development activities in working environment is
necessary for increasing employees’ knowledge regarding the business.
Table 3: Advantages of training and development within a workplace of ASDA
Q3 What are the advantages of training and development within a workplace
of ASDA?
Frequency
a) Increased productivity 15
b) Improved organisational culture 25
c) Improved morale and corporate image of company 20
21

Figure 4
Interpretation: It is determined that there are different advantages of training and
development at ASDA. For this, 15 out of 60 respondents said increased productivity of
employee is main benefit because training at workplace helps them in increasing their knowledge
regarding the business. 25 respondents have accurate idea that improved organisational culture is
biggest advantage of providing training and development opportunities to the employees.
Remaining 20 participants have knowledge that training and development improved morale and
corporate image of ASDA by retaining them for longer time.
Table 4: Training and development is important for achieving goals and targets of organisation
Q4 Why training and development is important for achieving goals and
targets of organisation?
Frequency
a) Helps in retaining talented employs 25
b) Helps in increasing customer satisfaction 20
c) Improved business performance 15
22

Figure 5
Interpretation: According to the given information it is observed that there are total 60
respondents out of which 25 participants have answered that training and development helps in
retaining talented employees. Talented employees are always attracted towards the training
sessions provided by organisation because this provides them opportunity to increase their
knowledge and improve their skills towards the assigned job duty and responsibility. 20
participants have answered that training and development assists in increasing customer
satisfaction. Training and development improves the efficiency, skills and ability which
ultimately creates positive impact on the quality of employees provide service to customers. The
remaining 15 respondents have answered that training and development helps in improving the
whole business performance because this improves the capability of employees in aligning every
activity in such a manner so that objectives could be easily identified.
Table 5: Methods does it require to run proper training programmes
Q5 What methods does it require to run proper training programmes? Frequency
a) Culture training 20
b) E-learning 20
c) Video trainings 20
23

Figure 6
Interpretation: With the given pie chart, it is analysed that there are total 60
representatives. 20 respondents have answered that culture training is one of the methods
because it assists in running training programmes effectively and efficiently. Culture training is
one of the methods because it enhances the cultural competence, sensitivity and eliminating the
miscommunication risk. The other 20 respondents have answered that e-learning is another
method that is required for running proper training programmes because it facilitates in learning
online through different channels. It helps companies to record learning and this ultimately assist
employees to learn new knowledge and skills at any time. It motivates employees to take more
interest in the learning sessions of the organisation. The remaining 20 respondents have
answered that video training is another method needed to run proper training programmes. They
believe that video training assist in clear understanding about the topic the company is trying to
teach.
Table 6: Impact of training and development on employee’s efficiency
Q6 What is the impact of training and development on employee’s
efficiency?
Frequency
a) Positive 40
b) Negative 15
c) Neutral 5
24

Figure 7
Interpretation: As per the collected information it is analysed that there are total 60
participants out of which 40 participants have answered that there is positive impact of training
and development on employee’s efficiency because it improves the knowledge and skills of the
staff. Training and development motivates employees to work hard because it helps in improving
employees those are not performing good in their respective responsibilities and duties.
Therefore, it could be summarised that training and development is positive due to it develops
new as well as existing employee in the organisation. The other 15 respondents have answered
that there is negative impact of training and development on efficiency of employees because
they feel that provided training is not that advance. When advance training is not provided
motivation level of employees gets down and it ultimately creates negative impact on the
efficiency of workforce. The remaining 5 respondents have answered that there is neutral impact
of training and development on employees because they feel it just helps in attaining the targets.
Table 7: Benefits of having trained employs within a workplace of ASDA
Q7 What are the benefits of having trained employs within a workplace of
ASDA?
Frequency
a) Increased equality, inclusion and diversity 25
b) Better succession planning 18
25

c) Deeper employee engagement 17
Figure 8
Interpretation: As per the collected information it is interpreted that there are total 60
participants out of which 17 participants have answered that deeper employee engagement is one
of the biggest benefits of having trained employees within a workplace of ASDA because they
feel more confident in taking part in different decisions of the organisation. Training assists
employees to polish up their knowledge and skills and this ultimately increases employee
engagement in which workforce feel more passionate towards their job and become more
committed to the goals of company. Employee engagement is more than the concept of
employee satisfaction because in satisfaction they only get happier but with the engagement they
participation in every kind of activity. 18 participants have answered that another benefit of
providing training is succession planning in which strategy is made to pass on leadership roles.
Training makes each and every employee very effective and efficient and this helps in passing
opportunity to existing employees after significant people retire or pass away. The remaining 25
respondents have answered that increased equality, inclusion and diversity is another benefit.
When employees are given training they become more adjustable to work with people who have
different backgrounds. Training also makes employers to treat every employee equally and
provide equal opportunities.
26

Table 8: Training and development are effective for the growth and success of ASDA
Q8 Does training and development are effective for the growth and success
of ASDA?
Frequency
a) Yes 50
b) No 10
Figure 9
Interpretation: As per the gathered information it is analysed that there are 60
participants. Out of which 50 respondents have answered yes that training and development is
effective for the growth and success of ASDA because it improves succession planning,
employee engagement and increased equality and diversity. They believe that training and
development is very important because it brushes up the talent, knowledge and skill of employee
in such a manner so that they could easily attain objectives in effective and efficient manner.
Training sessions make employee more empowered and encouraged to do their work so that they
could easily attain defined objectives and targets. The remaining 10 respondents have answered
no that training and development is not effective for the growth and success of ASDA because
there are many time when company is not able to bring appropriate professionals and expertise to
27

take training sessions. This decreases the morale of employees and they become less effective
and efficient towards attaining targets of the company.
Table 9: Problems faced by ASDA in order to regulate effective training to employees
Q9 What are the problems faced by ASDA in order to regulate effective
training to employees?
Frequency
a) Training return on investment 18
b) Decentralised employees 15
c) Hectic and busy schedules of employees 27
Figure 10
28

Interpretation: From the above pie chart it is interpreted that 60 respondents have
answered and they have different opinions. 18 respondents have answered that return on
investment is known as one of the problems faced by ASDA in order to regulate effective
training to employees. Companies believe that they will not get appropriate return on the amount
invested on training and development sessions. This creates challenge for organisation to
organise and arrange training for employees in the workplace. Companies feel that employees
will not gain appropriate knowledge or skill with the assistance of trainings. The other 15
participants have answered that decentralised employees is another problem in which employees
just work for the fulfilment of their own motive. Decentralised employees do not work for the
common objectives and they work their own motive and goals. This creates problem while
providing training and development because they feel they already have required knowledge.
The remaining 27 respondents have answered that busy and hectic schedule of employees is
another challenge because employees do not get proper time to do their work.
Table 10: Effective strategies for reducing the problems that faced by ASDA in order to regulate
effective training to employees
Q10 What are the effective strategies for reducing the problems that faced
by ASDA in order to regulate effective training to employees?
Frequency
a) Recruit talented employees 20
b) Development of diversity 20
c) Flexible working environment 20
29

Figure 11
Interpretation: It is interpreted from the above mentioned graph that there are various
strategies, which helped ASDA in overcoming the issues associated with training. For this, 20
respondents have an opinion that recruitment of talented employees is essential in reducing the
issue of training return on investment. As talented employees are significant part for the
company in improvement of their business performance and growth. Other 20 participants have
knowledge that development of diversity is essential because it facilitate in increasing knowledge
or understanding about different culture among employees. Remaining 20 respondents said
flexible working environment is essential because with the assist of this, ASDA easily retain
knowledgeable employees for longer time period. Thus, all these are effective ways in mitigating
the issues of training.
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Discussion
This is important part of the dissertation because it facilitates in discussing the both
information, which are primary and secondary. Therefore, discussion of the current research is
mentioned as under;
Theme 1: Concept of training and development
From the above mentioned secondary data gathered for literature review, it has been
discussed that training and development is the continues process within an organisation. It has
been analysed that training and development helped in improving knowledge of employees that
resulted in improved business performance (Illeris, 2018). This is an educational activity in
ASDA that facilitate them in enhancing skills and knowledge of workers while giving instruction
and information on how to perform all tasks in better manner. Apart from this, it is also
identified from the questionnaire that training and development is broad concept and assist
ASDA in enhancing employee’s skills and knowledge about the business. Therefore, both types
of data are interrelated with each other that turn to impact in attainment of research aim and
objectives in successful manner.
Theme 2: Importance of training and development in achieving goals and targets of
organisation
It is discussed from the secondary sources that training and development are essential in
accomplishment of targets and goals of ASDA. This helped business organisation in acquiring
new knowledge, skills, performing better, sharpening existing knowledge and increasing
productivity and profitability (Hughes, 2018). Along with this, training and development
facilitated ASDA in attaining its goals and objectives. The training and development allows the
employees in acquiring of new skills, sharpens the existing one so that productivity can be
increased by performing better in the company. In the workplace it is the part of the performance
management system (Slavković and Slavković, 2019). The individual skills are improved and
performance level of the organisation increases. The training and development is very important
in the company of ASDA as it improves the human relations, team morale and efficiency of the
organisation. The better training leads to better process and work. The importance is as under-
New hire orientation- For the new employees in the ASDA training is important which
can be conducted by anyone in the company. To get the new employees it serves as a platform to
speed up the company process and skills gaps.
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Tackle shortcomings- In the organisation of the ASDA every employee has the some
shortcomings which can be tackled with the help of training and development which leads to
growth and progress.
Improvement in performance- By knowing the shortcomings and weakness of the
employees the training and development helps in improving performance of employees in ASDA
as new skills sets are acquired. There is important of breakdown of training and development for
each department.
Increases productivity- The training and development goes on a long way with the use
of updated technology and discarding the outdated one helps in improving the efficiency and
productivity of the ASDA organisation as employees learns on new technology of doing work
which also makes employees up to date.
Theme 3: Requirements of running proper training programmes
In many ways the employment training is important which improves the employee
engagement and employee retention. To have the profitability and more customers in the
company the training program is important which needs to be effective (Zhu and Sharma, 2017).
The requirements to run the proper training program in ASDA are-
Establishing goals for the training program- Before implementing training program
the goals, needs and target audiences are important which needs to be considered in the company
of ASDA. It is critical step to have the understanding of the skills users already have and where
the requirement of training is needed. The clear set of needs prioritize the training objectives that
needs to be tackled first.
Build an employee training program- The next step is to focus on the learning program
that is expected by the employees to perform differently after deciding the training goals. The
developed training program helps to bridge the gap between current and desired performance.
The learning outcomes are specific and measurable easily.
Creating employee training content- To have the effective training program various tools can
be used such as e-learning authoring tool. Each project must be considered individually as the
employee training plan includes multiple formats and activities. The success of the training
program relies on the employee engaging with content which must be consider context, design,
format etc. the training models must be evaluated and should be provided on the appropriate time
to the users of the ASDA.
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Tracking and improving the training content- The training and development programs are not
static. The training program can be improved by watching employees how they access and
interact with the training that is provided.
Theme 3: Requirements of running proper training programmes
In many ways the employment training is important which improves the employee
engagement and employee retention. To have the profitability and more customers in the
company the training program is important which needs to be effective. The requirements to run
the proper training program in ASDA are-
Establishing goals for the training program- Before implementing training program
the goals, needs and target audiences are important which needs to be considered in the company
of ASDA (Kaushik and Guleria, 2020). It is critical step to have the understanding of the skills
users already have and where the requirement of training is needed. The clear set of needs
prioritize the training objectives that needs to be tackled first.
Build an employee training program- The next step is to focus on the learning program
that is expected by the employees to perform differently after deciding the training goals. The
developed training program helps to bridge the gap between current and desired performance.
The learning outcomes are specific and measurable easily.
Creating employee training content- To have the effective training program various
tools can be used such as e-learning authoring tool (Ojo and et. al., 2018). Each project must be
considered individually as the employee training plan includes multiple formats and activities.
The success of the training program relies on the employee engaging with content which must be
consider context, design, format etc. the training models must be evaluated and should be
provided on the appropriate time to the users of the ASDA.
Tracking and improving the training content- The training and development programs
are not static. The training program can be improved by watching employees how they access
and interact with the training that is provided.
Theme 4: Problems faced by ASDA in order to regulate effective training to employees?
To regulate the effective training to employees the various problems faced by the ASDA. The
organisation change is very challenging as it occurs due to the mergers, technology, staffing. The
inappropriate training program face by the company when performance problems arises. Without
assessing the capabilities and deficiencies in the skill set of the employee rendering training will
33

be inappropriate. The lack of employee inter test is the another problem faced by ASDA as
leaders of the company has to keep in mind that training is two-way process. The learning
opportunities is providing by the management in which employees must show their interest by
participating (Çelik, 2018). The training becomes fail when the employees do not take
responsibility for their own department. The other problem ASDA face in training is lack of
management support in the organisation there must be learning environment to encourage the
employees for developing new skills, acquiring knowledge and enhance self-development. The
support of management is essential to motivate the employees so that their skills can be upgraded
and performs efficiently. The employee development is also important for the performance
review. In the training the another issues is excessive training cost in which some companies are
not willing to pay. The training is accessible with the use of technology and online courses have
made for the employees to provide training. The last issue ASDA face is low return on
investment as the training is the investment which shows returns. The evaluation of the complete
training shows the results.
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Conclusion
This is to be concluded from above report that training and development programmes are
most essential now a day in every organisation. Training is helpful for organisation in
development of employee’s skills and knowledge. A HR manager of a firm is considering
various activities and task in order to gain employees engagement and this helps them in
development of organisational goals and objectives. Some of the importance of training is that it
will helps in employee’s engagement with each other, then it helps in increasing employee’s
engagement, further helps in creating growth opportunities for employees. As when employees
are given proper training and development methods then this will be resulting in effective
communication with each other person and creating growth opportunities for them. This will
help organisation in staying their employees for long time. From the above can be concluded that
there can be certain advantages of training and development methods such as it helps in
increasing employees and organisational productivity. Then it helps in improving professional
development and attainment of organisational goals and objectives. Further, there could be
various methods which helps in training and development of an individuals. These are culture
training, E- learning and video training. Some other methods of training are on the job training
and off the job training. This will help the employees in enhancing their skills and knowledge.
This will be resulting in getting more knowledge about a particular task which they have to
perform in most effective manner.
Training and development programmes are impacting positively and negatively in
business environment. It can be impacting positively by enhancing productivity and efficiency of
employees and organisation both. On the other hand, if employees are forced to have a training
every time. Then this will be resulting in negative impact on employed. Because training can
sometimes affect negatively to business environment. In addition, trained employees work
effectively towards achievement of organisational goals and objectives. This will help them in
training of employees and providing effective knowledge about their task performed. In context
of Asda organisation, there managers are effectively performing trainings and development
programmes to employees so that their efficiency gets increased. As managers of an organisation
should have to focus on various challenges relating to implementing of organisational goals and
objectives. This will help in increasing of efficiency of organisational an employee as well. Some
of the challenges and issue that could be faced by managers of Asda are lack of leadership,
35

training return on investment, decentralisation of employees and hectic and busy schedule of
employees. These issue should be solved by organisation manager and should be consider in
mind while adopting various techniques related to trainings and development options.
Some of the strategies which are useful for reducing these problems are recruiting
talented employees in their organisation, development of diversity and flexible working
environment should be provided to employees. Some of the techniques should be used by Asda
organisation in order to retain employees for long time. Further, in this present research, the
researcher is using primary and secondary research in order to collect data and findings and this
will be resulting in getting reliable and valid data. Primary research is conducting through
questionnaire survey which includes close ended questions and which is to be filled by
respondents. This will help in gaining appropriate information about a particular topic. On the
other hand, secondary data if collected through literature review which helps them in getting in
depth information about a particular topic for which research is conducted.
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Recommendation
From the above it can be recommended that training and development opportunities will
helps the employees in enhancing their efficiency and productivity. Of employee’s efficiency
and productivity get increased then this could be resulting in increasing productivity of
organisation and achieving organisational goals and objectives. It can be recommending to
organisation that they should have to effectively provide training and development programmes
to employees so that to develop organisational productivity and efficiency. Training helps the
individual in studying about a task which they have to perform within a business environment.
Some of the training method which could be adopted by organisation is on the job training
method and off the job training method. These methods will help a new joining person and
exiting person in getting trained about a particular and enhance their learnings as well. Further, if
organisation is using effectively trainings and development programmes then they could improve
employee’s professional development and improving morale and organisational culture as well.
There is a recommendation that is to be given to Asda that there are certain advantages of
training and development programmes which are resulting in enhancing knowledge of
employees and this will help them in retaining employees for long time.
If training is effectively provided to employees, then they will perform between in front
of customers and this will result in enhancing brand image in a market and gaining competitive
advantage among competitors. This could be performing by managers of organisation. Further,
there could be certain challenges that is to be faced by managers of organisational. As a most
importance issue which is to be faced by managers in Asda is hectic and busy schedule of
employees. As in this employees feel hectic in taking training anytime. As if the employees are
having a busy schedule and they are working then they could feel frustrated while training in
between their work. Then next issue could be faced is decentralised employees and training
return on investments. As training is providing to get more benefits from employees. As if
employees are not working effectively and leaving organisation, then this will be resulting
decreasing their profits and increasing employee’s turnover ratio.
Some of the techniques which is used in organisation is recruiting talented employees as
if talented employees are hired in organisation, then they do not need more training and
development session and this will be resulting in effective growth of organisational. Next is
development of diversity is the another issue could be implemented by managers to reduce this
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problems and issues. Next so providing flexible working environment to employees will be
resulting in motivation of employees and they work effectively according to their time schedule.
These solutions could be considering in mind while implementing of trainings and development
session for employees within a business environment. In addition, company is effectively making
use of training and development sessions and providing training on timely basis then they could
be able to enhance organisational and employee’s productivity. Further, they could develop more
employee engagement. This will help them in retaining employees for long time and developing
more growth opportunity for them. If employees are working effectively then this will help the
organisation in competing best with competitors and gaining more profits within a business
environment and by this customer will be more satisfied with their development programmes.
38

REFERENCES
Books and Journals
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Knowledge Management.
Bell, B.S. and Moore, O.A., 2018. Learning, training and development in organizations:
Emerging trends, recent advances and future directions.
Cabus, S. and Nagy, E., 2021. On the productivity effects of training apprentices in Hungary:
evidence from a unique matched employer–employee dataset. Empirical
Economics. 60(4). pp.1685-1718.
Çelik, M., 2018. The effect of psychological capital level of employees on workplace stress and
employee turnover intention. innovar, 28(68), pp.67-75.
Chaudhry and et. al., 2017. Impact of working environment and training & development on
organization performance through mediating role of employee engagement and
job satisfaction. European Journal of Training and Development Studies, 4(2),
pp.33-48.
Dixit, R. and Sinha, V., 2020. Addressing Training and Development Bottlenecks in HRM:
Facilitating a Paradigm Shift in Building Human Capital in Global Organizations.
In Contemporary Global Issues in Human Resource Management. Emerald
Publishing Limited.
Emerson, L. C. and Berge, Z. L., 2018. Microlearning: Knowledge management applications and
competency-based training in the workplace. UMBC Faculty Collection.
Guan, X. and Frenkel, S., 2019. How perceptions of training impact employee performance:
Evidence from two Chinese manufacturing firms. Personnel Review.
Haryono, S., Supardi, S. and Udin, U., 2020. The effect of training and job promotion on work
motivation and its implications on job performance: Evidence from
Indonesia. Management Science Letters. 10(9). pp.2107-2112.
Hughes, C., 2018. Conclusion: Diversity intelligence as a core of diversity training and
leadership development. Advances in developing human resources. 20(3). pp.370-
378.
Illeris, K., 2018. Workplaces and learning. In Learning, Development and Education (pp. 201-
216). Routledge.
Kaushik, M. and Guleria, N., 2020. The impact of pandemic COVID-19 in workplace. European
Journal of Business and Management. 12(15). pp.1-10.
Ojo, S. O. and et. al., 2018. The impact of active workstations on workplace productivity and
performance: a systematic review. International journal of environmental
research and public health. 15(3). p.417.
Rahayu, M., Rasid, F. and Tannady, H., 2019. The Effect of Career Training and Development
on Job Satisfaction and its Implications for the Organizational Commitment of
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Slavković, A. and Slavković, V., 2019. The importance of training in contemporary
organizations. Hotel and Tourism Management, 7(2), pp.115-125.
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of Work and Organizational Psychology. 27(2). pp.247-268.
Zhu, J. and Sharma, M., 2017. How do Organizations Measure the ROI or Impact of Leadership
Training and Development Programs?
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APPENDICES
Questionnaire
Q1 Do you have understanding regarding the concept of training and development?
a) Yes
b) No
c) Can’t say
Q2 What is the training and development in context of an organisation?
a) Enhancing the skills and knowledge of employees
b) Improving professional development
c) Assist in attaining personal goal
Q3 What are the advantages of training and development within a workplace of ASDA?
a) Increased productivity
b) Improved organisational culture
c) Improved morale and corporate image of company
Q4 Why training and development is important for achieving goals and targets of organisation?
a) Helps in retaining talented employs
b) Helps in increasing customer satisfaction
c) Improved business performance
Q5 What methods does it require to run proper training programmes?
a) Culture training
b) E-learning
c) Video trainings
Q6 What is the impact of training and development on employee’s efficiency?
a) Positive
b) Negative
c) Neutral
Q7 What are the benefits of having trained employs within a workplace of ASDA?
a) Increased equality, inclusion and diversity
b) Better succession planning
c) deeper employee engagement
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Q8 Does training and development are effective for the growth and success of ASDA?
a) Yes
b) No
Q9 What are the problems faced by ASDA in order to regulate effective training to employees?
a) Training return on investment
b) Decentralised employees
c) Hectic and busy schedules of employees
Q10 What are the effective strategies for reducing the problems that faced by ASDA in order to
regulate effective training to employees?
a) Recruit talented employees
b) Development of diversity
c) Flexible working environment
42