Role of Training and Development Strategy in Improving Employee's Performance

Research Project
(To examine the role training and development
strategy in improving employee’s performance to
make business successful.” A study on ASDA)
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Table of Contents
PART 1............................................................................................................................................4
Research Proposal Form..............................................................................................................4
Questionnaire.............................................................................................................................14
PART 2..........................................................................................................................................18
INTRODUCTION.........................................................................................................................18
Background of research.............................................................................................................18
Rationale of Research................................................................................................................18
Research Aim.............................................................................................................................18
Research Objectives...................................................................................................................18
Research Questions....................................................................................................................19
LITERATURE REVIEW..............................................................................................................20
Importance of talent management.............................................................................................20
Role of training and development strategy in improving employee’s performance within an
organisation................................................................................................................................20
Various complexities faced by the ASDA company regarding talent management.................20
Measures taken by the company in managing talent at the workplace......................................21
METHODOLOGY AND DATA COLLECTION........................................................................22
Research philosophy..................................................................................................................22
Research approaches..................................................................................................................22
Research strategy.......................................................................................................................22
Research choice.........................................................................................................................22
Data Collection..........................................................................................................................23
Sampling....................................................................................................................................23
DATA ANALYSIS ND INTERPRETATION..............................................................................25
RESEARCH OUTCOMES...........................................................................................................41
Covered in PPT..........................................................................................................................41
CONCLUSION AND RECOMMNEDATIONS..........................................................................41
Conclusion.................................................................................................................................41
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Recommendations......................................................................................................................41
REFLECTION & RECOMMENDATIONS FOR ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................42
Reflection...................................................................................................................................42
Alternative research methodology.............................................................................................42
REFERENCES..............................................................................................................................43
APPENDIX....................................................................................................................................44
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PART 1
Research Proposal Form
Student Name: ______________________ Student ID: ____________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: Effective talent management strategies for successful organisations
__________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or
hypothesis)
Aim
“To examine the role training and development strategy in improving employee’s performance
to make business successful.” A study on ASDA.
Research objectives
 To determine the importance of talent management to an organisation.
 To examine role of training and development strategy in improving employee’s
performance within an organisation.
 To explore the different complexities faced by ASDA company regarding talent
management.
 To identify the various measures, opt by the ASDA firm in managing talent at
workplace.
Research Questions
 What is the importance of talent management to an organisation?
 What is the main role of training and development strategy in improving employee’s
performance within an organisation?
 What are different complexities faced by ASDA company regarding talent
management?
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 What are various measures opt by the ASDA firm in managing talent at workplace?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are studying, personal
interest, future plans, knowledge/skills you want to improve, why the topic is important):
The present research consists issues concerned with the employee performance within an
organisation. By conducting the investigation, an investigator can identify the various ways to
resolve complexities with the help of adopting training and development practices. Rationale
behind conducting the present investigation is to examine effectiveness of the training and
development strategy that helps in improving performance level of staff members and make
business organisation successful. Implementing the talent management strategy helps in
enhance the core competencies and abilities of an investigator so that they can perform in
significant manner and also focus on attaining the set objective within given time period. This
investigation is mainly conducted in personal and professional context. In the personal context,
researcher can get the information regarding talent management strategy in detailed manner.
This will help in improving the understanding about the different issues faced by the company
regarding managing talent at workplace mention below. On the other hand, in professional
context, research skills and analytical skills of an investigator can be enhanced. This will help
to an investigator in providing the knowledge about conducting the similar kind of the research
in future and getting positive results.
Section Three: Literature sources searched
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Use of key literature sources to support your research question, objective or hypothesis:
Importance of talent management to an organisation
As per opinion of Brooks (2021), Talent management helps staff members to feel engaged,
skilled and also motivated to work in right direction of business goals. This is constant process
that consists attracting as well as sustaining the high quality staff members. Main purpose of
the talent management is to develop motivated workforce who will be stay with firm in long
run. The talent management is internal part of an organisation on several levels. It works to
keep the current staff members and advance them to the high positions in company. It saves
the money that could be lost to the high employee turnover rate. Other than this, there are
importance of talent management mention below:
Value addition- The talent management process test the potential of staff members and add
more value to skill set. It minimized chance of the errors and develop the learning
opportunities. This strategy can also be used by ASDA in order to meet needs and perform
task in effective way.
Enhance organisational productivity- Requisite pool of the talented staff members can be
simplifying process about attaining objectives through enhancing organisational productivity
in given time period. It assists in saving the time to be focus on some other techniques of
business development.
Client satisfaction- The firm with systematic approach regarding talent management have
organisational integration that leads to more customer satisfaction. It is because whole process
divided tasks between staff members on the basis of skills and abilities. From this, they can
able to deal with some people which assists in meeting their requirements quickly.
Talent management can be define a effective function which is useful for
ASDA in meeting needs and achieve business objectives and manage role.
Role of training and development strategy in improving employee’s performance within
an organisation
On the basis of Frost (2021) training programs enhance the employee satisfaction as well as
employee retention. The staff members appreciate to develop the new skills, make
improvement in job performance and evolve towards challenging roles. The staff members feel
value to firm where their education is promoted. Employee who mainly receives important
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training is able to be performing job. Employee become aware about the safety practices and
process for basic tasks. Training develops the confidence of employees because of strong
understanding of sector and job responsibilities. The continuous training keeps staff members
on edge of business developments. According to view point of Beer, Finnström and Schrader
(2021), Staff members which are competent and on top of the changing organisation standards
assists to hold position as leader and also strong competitors within firm. Other than this,
training and development is mainly lead to improve organisational profitability and positive
attitude towards the profit orientation. Training and development can prompt an organisation
to analysis as well as planning. This needs manager to review the existing talent and examine
development opportunities. Assessing current skills and also abilities within team will able the
managers to plan strategically for development programs that include potential skill gap (Noe
and Kodwani, 2018). Training and development provides innumerable advantages to employer
and employees. This makes staff member more protective and useful to company. Here,
ASDA is focusing on improving its function by implementing these strategies in effective
way. Therefore, it is focusing on providing effective training to employee’s form improving
tyhese4 skill an achieving business objectives (Fisher, 2018).
Different complexities faced by ASDA company regarding talent management
On the basis of Lesher (2021) human resource function have the many tasks to be fulfil but
hiring and sustaining staff members is more complex. Strong talent management system is not
about to hiring right people for right position. This is all about simplifying hiring process and
also streamlining things for business. There are different complexities faced through the
ASDA business concerned to talent management:
Lack of time- Hiring the managers is busy people (Jones and Comfort, 2020). Having
protracted the hiring process that mainly sucks time away from the busy people will not let
candidates with the insufficient initiation.
Poor hiring strategies- The talent management is mainly beginning with filling open position
with high performer. Without strong staffing management plan, an organisation might be face
complexities with rest of talent management process. The ineffective hiring strategy, ASDA
firm might have the trouble to sourcing the top talent (Pandita and Ray, 2018).
Ineffective leadership- The strong leadership throughout an organisation is basis of the talent
management. The managers and the other top management staff take necessary role in
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developing as well as sustaining staff.
Various measures, opt by the ASDA firm in managing talent at workplace
On the basis of Echelon (2021), The main focus of recruiter is to solve issues regarding talent
management problems. There are some ways given below which helps in managing the talent
within an organisation:
Develop strong talent management system- In this, it is necessary for management of ASDA
to develop strong talent management system to speed up recruitment process (Yankee, 2017).
Enabling the collaboration among hiring managers and recruiters included in process, the
talent management system slash tie this takes to move from inquiry to the hiring.
Smart hiring strategies- Under this, sole job as recruiter is to search better candidates for
customers (Thind, 2017). The human resource can afford to spend the more time on sources
the talented candidates which can add to business. Following the better hiring practices means
devoting the more time to be attracting more talent to work for client.
Work with the effective leadership- If ASDA has the better leaders, work with the managers
to search out what type of the staff member would be better for an organisation (Beer, 2020).
The managers can assist better picture of important qualities and skills they would like to see
department.
REFERENCES
Books & Journals
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in
small and medium enterprises. Human Resource Management Review. 27(3). pp.431-
441.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide
Hospitality and Tourism Themes.
Bradley, A., 2016. Talent management for universities. Australian Universities' Review. 58(1).
pp.13-19.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context
matters.
Collings, D. G., Scullion, H. and Caligiuri, P. M. eds., 2018. Global talent management.
Routledge.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
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