Impact of Training and Development on Employee Performance in Retail Industry: A Study on Lidl

This research proposal aims to assess the impact of training and development on the performance of employees in the context of the retail industry, with a focus on Lidl. The proposal includes a literature review and research methodology, and aims to identify effective approaches and techniques related to research methodologies.

RESEARCH PROPOSAL

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Background of the study.............................................................................................................3
Aim and objectives......................................................................................................................4
Research questions......................................................................................................................4
Rational for study........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
RESEARCH METHODOLOGY.....................................................................................................9
Gantt Chart................................................................................................................................13
REFERENCES..............................................................................................................................16

Topic-
To identify the impact of training and development on the performance of employees in
the context of retail industry.
INTRODUCTION
Background of the study
Training and development are considered as one of those important and valuable
approaches that almost utilized in many organizations, whether it is large or small. These two
methods are used in practical manner, in order to enhance the capability and efficiency of
employees, even better than last few years or months of being an employee in an organization.
Training is defined as process of developing skills, knowledge and efficiency of candidates at
workplace, who are working harder to achieve set aims and objectives of their company. While
development is described as procedure of increasing individuals' productivity and enabling them
to grow just like other people. It also refers as an action of management, through which they
support new as well as existing candidates to enhance their key competencies and developed new
knowledge about specific area.
Training and development is important for management to use within any organization,
because in return this activity may provide a lot of advantages in term of increasing productivity
of business, building wide customer base, developing groups of skilled employees and
generating sales even better than rivals. Both terms are significant for the growth of companies
and their employees who are working to make their brand progressive and successful within
specific industry, where a brand is existed and established their business. The key benefits of
training and development that management, a firm and candidates may obtain is strength, which
they get by taking initiative to develop, improve or enhance skills that an individual may need to
be productive and effective than ever.
The current research proposal is based on Lidl, which falls under the category of leading
supermarkets in the Malta. It runs in effective and productive manner within retail industry and
attempt to give tough competition to its rivals that has also operating in similar sector for purpose
of increasing profits margin and generating revenue more than last few years or months. In the
recent time, organization run its venture with more than 3.15,000 dedicated and talented as well
as experienced candidates, who are daily working harder to reach at set success criteria on time,

without making any major mistakes that may put negative impact on their brand image and
growth. With the help of knowledgable candidates, currently Lidl is serving more than 19 million
customers.
This research proposal will highlight effective approaches and techniques related to
research methodologies, which help to collect relevant data about topic.
Aim and objectives
The aim of this study is to assess the impact of Training & development on employees'
performance in retail sector: A study on Lidl..
Objectives-
 To develop understanding about the concept of training and development and its
advantages.
 To assess methods of training & development that used in Lidl?
 To analyse the impact of Training and Development on employees' performance within
supermarket.
 To recommend effectual tactics and approaches to Lidl in relation to training &
development.
Research questions
 What is training and development & associated advantages?
 What are the approaches of training & development that utilized in Lidl?
 What is the extent to which training and development affects employees performance in
the organization?
Rational for study
The purpose of conducting this research is to assess training and development impact on
employees' performance, that are working within Lidl and contribute to achieve strategic goals.
With the help of this research it is quite easy for investigator to determine the benefits, negative
and positive impact of above two concepts in the context of staff's performance at workplace.
This in turn considered as research issue because, in the recent time, many organizations are
seeking to use training and development method to make assure that they enhance individual
candidate performance and productivity level. It is an issue now, because management is unable
to determine the extent to which both terms are impacting on performance of people whom they

hired and selected. The current investigation could shed light on negative and positive impact of
training and development in the context of employees effectiveness & work, by covering
effective forms of research approaches and consisting well-structured form of Literature review,
which segregate into many themes.
Each theme is design to meet the aim and objectives of this study and to make clear
understanding about the topic in in-depth manner. The another reason behind choosing this topic
is lack of employees effectiveness and decreasing level of their performance, due to pandemic.
With the help of this research, it is easy to determine the impact on training and development
programme in regard to staff performance and also identify approaches that management within
retail sector may adapt to build productive teams of players who are capable to perform during
and after COVID-19 situation.
The current investigation based on above chosen topic, may contribute to develop better
comprehending of other companies that are also operating in retail sector, about the impact of
training and development in regard to candidates performance.
LITERATURE REVIEW
According to the view of, Kozhakhmet and et.al., (2020) training and development is
defined as one of those effective management practices that provided a lot of benefits to
individuals who take part in that and those that are providing so. It can be said that training is
considered as activity of directing and providing guidance to individual person, which they
obtain in appropriate way and comprehend to accomplish specific task on time, without making
major mistake that may hamper their work. The person who carry out this practice is named as
leaders, human resource managers, or management, that accountable to help all the candidates at
workplace in term of increasing their productivity level, performance, skills and developing
knowledge about a particular area, through which they may grow even better than last few
months or years. Training refer to short term reactive procedure, which development is described
as continuous pro-active action. In the process of training, all the initiatives are taken by the HR
management with aim of meeting current needs of employees, while in the context of
development, each initiative is taken by the individual, who aim to meet furthers requirements of
candidates.
On the other hand, Galvão and et.al., (2020) stated that training & development refer to
educational practices within an organization that has been conducted by experience holders in

order to enhance the knowledge and competencies of individuals while providing appropriate
instruction and information about how to productively perform particular tasks at workplace
according to set time frame. Both terms are related to the growth and success of employees who
work in a company and word harder to reach at expect outcomes, which is quite beneficial for
progress of their company.
Azam and Qureshi, (2021) assess the advantages of training and development that enable
individual person capable to be productive and flexible within any organizational situation
where, management may need to support, commitment and contribution. This programme help to
shape bright career of all employees who are working in a company, whether they are existing or
new. With the help of this activity, management is able to provide appropriate guidance and
directions to new employees, who may needs extra support to perform just like or more than
current workforce. By considering the directions of trainer, individual worker may obtain benefit
of developing set of skills, which they expect to develop from longer time, but unable to do so.
Training and development is consider as short term skills development approach that provide
benefit to trainer and employees in term of saving their time as well as efforts.
Abdulfattah and Hamas, (2021) contradict that learning and development session at
workplace along with providing benefits of increasing skills, also cater appropriate assurance to
management about building strong and effective workforce that always ready to accept the
challenges and commit to make their company competitive in a market. It helps to increase
employee retention rate in the organizations, which is quite important and beneficial for
administration as they tend to retain skilled peoples that are effective, productive and capable to
overcome brands out of key business challenges in effective manner. It may also contribute to
boost the morale of employees and create positive working environment, where people's prefer to
work for long time and also suggest other to do so. In the recent time individual person prefer to
work within a company where working atmosphere is positive, productive and appropriate in
favour of their growth.
Israr, (2021) determined in their study that in the world of business, there are several
types of methods and techniques available in the context of training and development that has
been utilized in many organizations, whether it is small or large. These approaches provide
unexpected advantages to users and those who gain the benefits of each approach. On job and off
job, are the two methods of training and development, which a company may use according to

preference, need and time. It can be said that on-job learning is identified as practical technique
that leaders may use to develop new skill and capability among individuals, who they need to
perform specific job role in systematic manner. Job rotation is one of the best approaches related
to this category of training, through which management take approach to move a candidate from
one job to another at workplace. With the help of this rotation, they may provide excellent
experience to individual about multi-pule activities, which knowledge they gained by working at
earlier and current position. The overall process may provide several edges to management in
term of elimination of boredom, increasing performance level and determining where candidates
work best.
On the other side, Mehri and et,al., (2020) is in favour of another on job training
approach, instead of above one. They prefer to utilize understudy method of learning in the
context of all employees. According to this approach, trainers may attempt to prepare work or
effort to fill the job position of their superiors. With this procedure they instruct existing staff
members by considering them as an understudy. It helps each member to learn from experience
person who are also working at same workplace from long time. This method, drive the attention
of people towards observing and considering the experience of seniors, which enable them to
complete daily task on time, especially during work-load situation. Such technique usually
makes workers ready to handle overall responsibility on their own work and cater them chance to
try out their capabilities as well as employment skills to obtain desire outcomes.
While, according to Salzmann, Guribye and Gynnild, (2021) off job training and
development provide unpredicted benefits to management, organization and talented applicants.
For example, Audio-visual is the best example of off job learning technique that human resource
department may take into their consideration and provide many advantages of their key
stakeholders. Trainees as new employees who may obtain off job training through this methods
may gain chance to learn material via utilize of different media such as videos, films, television
and presentations. Many organizations in retail industry has been using this approach, just to
make assure that their employees always feel productive and effective in the context of any
situation.
In the view of, Asbari and et.al., (2020) case study as off-job training method used in
retail organizations contribute to increase the productivity and working efficiency of candidates.
With this technique, trainees may receive a problem or circumstance in term of a case study that

pertains to their professional field. By providing specific situation or challenge, trainer may drive
the attention of candidates towards developing own understanding about approaches as solutions
that they may use to deal with situations and overcome challenges. In this manner, they may
determine effectiveness of people and also identify areas where further improvement among
individuals may require making them hard working employees. All workers according to this
approach may obtain appropriate instructions regarding analysing situations and providing their
points of views as conclusion in a written or oral format.
Cera and Kusaku, (2020) said that the growth and success as well as development of
employees is based on management activities and practices, as each activity put direct impact on
individual person working style, whether this impact is negative or positive. For example,
training and development as management practice may positively impact on performance of staff
members, in term of boosting their morale and enhancing motivational level, more than last few
weeks or months. In the recent time, individual with great motivation and morale perform
effectively and productively at workplace, and training is one of those factors that enhance the
level of these elements excellently in term of providing workers chance to grow and develop
skills. Development and learning session may contribute to improve the entire presentation and
working styles of candidates, which give them power to deal with complicated tasks and handle
challenging situations. It can be said that individuals who experience challenge and treasure
during development and training chances may obtain useful experience that allow them to fulfil
requirements of a position, which they tend obtain. Many employees in a company have several
weaknesses and strengths as well that direct put impact on their work. People with strengths as
skills may grow rapidly, but few who does not have these competencies may face challenges at
work area, but not to long. As they get chance to take or become a part of useful and beneficial
training & development programme, where they may develop excellent employment skills, and
gain understanding about how to fulfil roles and accountabilities regarding particular job vacancy
in organization.
Nguyen and Duong, (2020) critic that training and learning approaches and practices
conduct by human resource department and leaders within their enterprise may put positive
impact on growth and performance of workers in term of increasing their effectiveness of doing
work on time. It may helps to improve job competencies and knowledge at all extent of the
organization, which enable a brand to take pleasure of growing venture even better than other

brands that also attempt to be competitive in market and stand in similar way. Skilled and
excellent engaged workforce that manager and leader may attempt to build at work area in turn
provide desire results in term of higher job satisfaction, which contribute to retain current people
and acquire new candidates.
On the other hand, according to, Shariff and et.al., (2021) learning and growth practice or
program at workplace within a firm may put negative impact on performance of candidates,
when it is not conduct in ethical manner. For example, in many working areas, due to
favouritism, trainers take initiative to develop the growth of certain people instead of everyone,
which create negative environment and become the reason of high employee turnover that is not
good for the progress of any company whether it is large or small.
Fedchyshyn, Yelahina and Kovtun, (2020) argued that some employees during process of
training and development activity felt ineffective, due to inappropriate selection of methods,
which human resource manager used to train and develop candidates. It is quite important for
them to choose appropriate way, because this process consumes a lot of time and after that when
people do not obtain good results they may feel demotivate that is not suitable for their as well as
organizational success in retail market.
RESEARCH METHODOLOGY
By referring to Saunders research onion model, there are varied techniques and
approaches accessible that researcher will utilize in the context of determining training &
development impact on performance of staff members that are working in Lidl.

Research type-
Types of research can be divided into two terms such as quantitative and qualitative. In
order to assess the impact of training & development upon employees' performance within Lidl,
researcher will utilize qualitative research type over the other forms. It is so because impact of
training and development upon employees performance is measure in theoretical aspect and that
is why, qualitative research method will be adopted (Farquhar, Michels and Robson, 2020). The
main reason to chose, this approach is that it enable researcher to collect more details and find in-
depth insights related to the topic, which help to achieve set goal and objectives of this
investigation. It can be said that insight of Lidl that scholar will gain by using select method will
find may lead them to collect useful data, which help them to answer research questions.
Research approach-
It is considered as process or effective plan for which overall investigation that spans the
stages from wider assumption into detailed approach of data collection. Research approach is
distinguished into three forms, mainly that covers Abductive, deductive and inductive. In the
Illustration 1: Research Onion Model
(Source: Understanding the Research Onion, 2020)

context of current research proposal, researcher will use inductive investigation approach
because it is relied upon qualitative research (O’Kane, Smith and Lerman, 2021). Just because of
that, it will contribute to determine the impact of training and development activity on
performance of staff members within Lidl. Inductive research methods is defined as process by
which researcher draw an appropriate conclusion at the end of their study from individual
observations and instances. It helps to generate more meaning from data collection techniques
regarding chosen concept, in order to determine the impact on employee's performance by
training and development as management practice.
Research philosophy-
This term is defined as a notion about the way, through which phenomenon will be
collected and examines in systematic manner. It is usually of four types such that positivism,
realism, pragmatism and interpretivism. Research will adopt interpretivism research philosophy
over upon the others, because it contributes to integrate qualitative data in excellent manner.
Also, via this philosophy, investigator is capable to assess the training-development activity that
put impact on performance of employees. Chosen approach will also help scholar in term of
driving their attention towards disclosing those meaning and making activities, while showing
how training & development configure to generate observational result in term putting impact on
employees' performance. It can be said that interpretivism approach is utilized because it is based
on common approach of data collection such as observation, which contribute to collect
information about the topic.
Data collection-
This term is considered as process of collection necessary and useful info related to
particular concept, which enable researcher to make assure that the data collect by them are both
accurate and well-defined. Data collection concept is divided into categories such that secondary
and primary approaches. Researcher in the context of current investigation, will choose and
utilize both methods, in order to identify the impact of training-development and to determine
their impact on candidates' performance who are working within Lidl that has established its
venture in Malta. Such that under secondary data collection technique, researcher will use
appropriate books, novels, scholarly articles, and varied online websites, which enable them to
develop brief thesis. Furthermore, they will also attempt to utilize primary research approach

through which investigator will conduct survey via means of questionnaire in which several
employees will be selected as respondents through online mode.
Sampling-
In order to conduct primary research, sampling is needed in which researcher is chosen
small proportion of sample from population to obtain the best outcomes. Scholar will adopt
purposive sampling technique among other methods, through which they will be selected 50
workers of Lidl. With the help of this approach, they will determine views of each candidates so
that relationship between training-development and employees performance will be identified.
One of the main advantages of purposive sampling is wide range of sampling methods that will
be utilized by the researcher across such qualitative investigation (Moudatsou and et.al., 2021).
This technique will help them to squeeze a lot of useful data out of the information that they have
gathered about topic and that is impact of learning and growth on candidates' performance &
productivity by working within Lidl.
Data analysis-
It is described as procedure of appropriately and systematically applying logical and
statistical methods to identify and examine, as well as evaluate data that will be gathered by
researcher, in order to achieve set aim and objectives of this research. The data will be extracted
by applying two effective approaches such as SPSS and thematic analysis. As per the chosen
research type, thematic data analysis method is suitable and relevant, because it enables scholar
to appropriately and effectively interpret overall findings in an understanding manner. Under this
technique, varied themes and graphs will be utilized that help to present findings of useful data in
presentable way (Chen and et.al., 2020). The chose data analysis approach is beneficial in the
context of this study as it help to provide the flexibility to scholar about modifying data that is
relevant for the current research.
Ethical consideration-
There are varied activities and practices are important for scholar to take into their
consideration, while conducting research to determine the training-development impact upon
Lild employees performance (Hasan and et.al., 2021). For example, it is essential and beneficial
for them to comply with ethical principles in term of do not miss-communicate with other
individuals like research participants, because it would put negative impact on final outcomes of
their investigation. Along with this, at the end of the report, it is necessary for them to add

reference list that clearly reflect the study is not copied from anywhere and causes negative
impact upon desire outcome. They attempt to follow terms and conditions of data protection act
by conducting their practices accordingly, which enable them to prevent information from any
misused by the third party.
Research limitations-
In regard to current study, money, time, unavailability of resource and high data privacy
are considered as some of the major restrictions that will put negative impact on research process
and activities of researcher (Ross and Zaidi, 2019). For money and time, they do not have to
enough time, so solve the similar qualitative research form used which does not needed time and
also consider as cost effective approach as opposite to other methods. Furthermore, for
inaccessibility of valuable resources, researcher should utilize keywords, to choose the best and
relevant articles for investigation. Along with that, they attempt to solve high data privacy as
research limitation issue, by taking approval or access to use specific website or link, where a lot
of information about topic is available.
Reliability and validity-
Along with above initiatives, research should conduct more in term of using the latest
data sources among all. It is important for them to utilize reliable source, through which they will
capable to collect useful and appropriate information about topic. As validity and reliability are
considered as one of those concepts that a scholar must take into their consideration in order to
evaluate the quality of study and provide better outcomes at the end of research in term of
conclusion. Furthermore, they accountable to assess articles by using keywords and do not make
alternations in data set which they will be collected via survey. Research will make assure that
the information they collect will be taken from copyright protected sources, which is essential for
their research validity.
Gantt Chart

Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled Selection of topic 5 days Tue9/14/21 Mon9/20/21
Auto
Scheduled
Developing research aim
and objectives 7 days Tue9/21/21 Wed9/29/21 1
Auto
Scheduled Brief plan development 5 days Thu9/30/21 Wed10/6/21 1,2
Auto
Scheduled
Doing assessment of
secondary sources 10 days Thu10/7/21 Wed10/20/21 3
Auto
Scheduled
Research methods
selection 15 days Thu10/7/21 Wed10/27/21 3
Auto
Scheduled Preparing questionnaire 10 days Thu10/28/21 Wed11/10/21 5
Auto
Scheduled
Sending questionnaire for
data collection 8 days Thu11/11/21 Mon11/22/21 6
Auto
Scheduled
Recording data set in a
structured format 9 days Tue11/23/21 Fri12/3/21 7
Auto
Scheduled
Interpreting gathered data
set 15 days Mon12/6/21 Fri12/24/21 8
Auto
Scheduled
Concluding findings and
recommending solutions 12 days Mon12/27/21 Tue1/11/22 9
Auto
Scheduled Taking feedback 14 days Wed1/12/22 Mon1/31/22 10
Auto
Scheduled
Doing changes as per the
feedback provided 7 days Tue2/1/22 Wed2/9/22 11

Auto
Scheduled Final submission 1 day Thu2/10/22 Thu2/10/22 12

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