Training and Development Impact on Employee Motivation at Harrods

This report investigates the influence of training and development programs on employee motivation, focusing on a case study of Harrods. It begins by defining employee motivation and the role of training and development in enhancing job performance and organizational goals. The research employs a positivism philosophy and a deductive approach, utilizing survey questionnaires and secondary data collected from journals and books, with a simple random sampling method involving 30 Harrods employees. Ethical considerations such as confidentiality and informed consent are addressed. The literature review explores the benefits and potential drawbacks of training and development, emphasizing its role in improving employee skills, knowledge, and productivity, while also acknowledging potential stressors. Employee motivation is examined as a crucial element for organizational success, fostering engagement, problem-solving skills, and proactive behavior. The report also acknowledges the challenges in motivating a diverse workforce. The primary data collected reveals that most Harrods employees do not feel demotivated, but a significant portion identifies an unpleasant work environment and a lack of training initiatives as demotivating factors. Most employees agree that tackling demotivation is crucial for the organization. The report concludes by highlighting the importance of training and development in fostering employee motivation, retention, and loyalty, while also addressing the need for career development opportunities.

RESEARCH PROJECT

Table of Contents
INTRODUCTION.............................................................................................................................3
Literature review...............................................................................................................................4
Main findings....................................................................................................................................7
CONCLUSION AND RECOMMENDATIONS.............................................................................15
REFERENCES....................................................................................................................................17

INTRODUCTION
Employee motivation is all about how an employee is engaged and feel towards the
organizational gaols and how empowered they are. Motivation showcases the energy levels,
commitment, amounts of creativity and enthusiasm an employee have on daily basis in an
organization. Analysis as well maintenance of employee motivation in a workplace is crucial
as the motivated employees are assets to organization while the unmotivated employees act
as a liability. Motivation is complex, intangible and very hard to control as well (van der
Kolk and ter Bogt, 2019). But, it is very easy to facilitate is it id done appropriately because
motivation is associated with intensity, perseverance and intention.
Training and development on the other hand, are the activities which an organization
which are designed for improving the job performance of individual. Training and
development programmes are the focused towards the updating employee’s knowledge,
capacities and skills in order to enhance the productivity of employees and work efficiency.
Training and development are ongoing the activities which are designed for attaining
organizational goals. These activities are associated with a view to enhance the employee
performance so that they are able to perform their assigned job and motivate employees so
that they are able to give their best in organization. Training and development are the
programs which are directly linked with enhancing employee motivation at a workplace
(Haugen and et.al., 2019).
The report will aim to analyse the impact of training and development on employee
motivation in a specific organization. It will analyse how training and development can help
in help organizations to tackle the issue of demotivation at workplace.
Aims and objectives
Aim: To analyse the impact of training and development on employee motivation. A study on
Harrods
Objective:
 To study the concept of employee training and development, and employee
motivation
 To analyse the impact of different training and development strategies of Harrods on
employee motivation

 To recommend the different training and development methods through which
Harrods can boost the employee motivation at workplace
Research questions:
 What impact does employee training and development have on employee motivation
in an organization?
 Through what techniques/methods of training and development, employee motivation
can be enhanced at a workplace?
Research plan:
Research philosophy: The research philosophy will be used in this research is positivism.
This philosophy will help the researcher in collecting as well as evaluating data from a large
sample in short time.
Research approach: The deductive research approach will be used in the current approach.
This approach will help the researcher in evaluation of quantitative data without taking
additional time as well as resources.
Research Strategy: The survey questionnaire as well as secondary data research strategy will
be used. The questionnaire will help in collection of data.
Data collection: The primary data and secondary data will be used for collecting data.
Primary data will be collected through survey questionnaire and secondary data will be
collected from interest, journals, and books and from e-journals as well (Zangirolami-
Raimundo, Echeimberg and Leone, 2018).
Sampling- Simple random sampling method will be used from 30 employees of Harrods. It
will help in collection of data which is free from bias and discrimination.
Ethics- The ethics of confidentiality and informed consent will be undertaken. Confidentiality
ethic will ensure that the identity of the participants is kept confidential and informed consent
will ensure that the consent from all the participants have been taken.
Literature review
Training and development
As per Armstrong and Landers (2018), training and development is a major function of the
resource management. Training and development are two different but inter-related concepts.

Training is a short term process in which employees are instructed and taught different
techniques and knowledge associated to their jobs. Training is associated to teaching
employees how they can use particular methods, techniques or machinery as well as certain
asks with a view to enhance their productivity. Development on the other hand, is the long
term process which is overall growth and development of employees or people in managerial
positions. Development process is associated with improving the employee attitudes,
adaptability, human relations leadership behaviours and insights.
According to Maity, (2019), Training and development is extremely crucial to the
organization as it provides a number of benefits to it. Training and development helps the
employees to develop various new skills and competencies as well as improves their
knowledge. It also improves the efficiency, productivity and abilities of teams and individual
employees. Through effective training and development programs the employees remain
motivated and the workplace and therefore, puts more efforts and contribute more in
organizational and individual productivity.
However, Adomi and Famola, (2020), states that, training and development is a waste
of money and time as in order to implement any training and development program, the
organizations have to hire other people to provide training as well spend time part form daily
asks which affect the operations of the organization as well. Organizations need to the
training staff to spend more working hours than everyday hours in order to implement the
training programs. It might create stress in work environment and employees might feel
demotivated as well as tired to work. Some training and development programs can be hour
long which makes employee fell bore as well as distracts their interest in session and on work
as well (Burhan Ismael and et.al., 2021).
Employee motivation
Hanaysha and Majid, (2018), stated that, employee motivation is an essential concept
which every organization needs to implement in their workplace. Motivation makes the
employee happy at the work and improves their performance. If the employees feel unhappy
at work they will not put their 100% efforts or to think creatively as they do not feel involved
in the business. It is one of the primary goals of organizations to keep their employees
motivated. Motivated employees can handle the uncertainty way better than the other
employees. Motivated employees fell more involved in the organization which makes them
more engaged. Employees feel more self-confident in whatever they do.

Similarly De Sousa Sabbagha, Ledimo and Martins, (2018), said that, the benefits of
employee motivation are numerous to organizations. Employee motivation improves the
problem solving skills in employees. If the employees are motivate they will make more
efforts to solve problems and tackle challenges. They will think creatively and will attempt to
bring innovative ideas which ultimately helps the organizations to enhance their productivity
and performance. Also the motivated employees are proactive i.e. they look for solutions
which are out of box. Motivation causes more engagement at workplace which automatically
boost productivity as well helps the employees to understand the organizational objectives
better.
However, Lorincová and Lipoldová, (2019), said that motivating employees is a tough
task as there are greater diversity and cultural differences in workforce now. Also, every
employee is different and is motivated by different factors. Choosing a good leader is crucial
in employee motivation as a good leader can help the employees to be more empowered as
engaged. The organizations needs to coaching and continuous management development so
that all the employees are motivated at higher levels. The leaders need to be responsible as
well as accountable for making goals. The leaders should be made accountable for why
certain goals have not been attained (Ozkeser, 2019).
Impact of training and development on employee motivation
As per the views of (Bibi, Ahmad and Majid, 2018), training and development are one
of the important factors which influence employee motivation in organizations. Employees
which are engaged in their jobs as well as wants to know more about company as well as
learn new knowledge and skills helps in improving in their performance. Appropriate training
of employees helps the in harnessing the full value of their potential as well as foster
retention and loyalty (Sendawula and et.al., 2018). Every employee contribute in
organizational productivity. Training helps the employees in understanding how their
contributions in work, organizational productivity as well in organizational goals. Therefore,
employees become more motivated because they understand that there are valuable to
organization.
Accordingly Guan and Frenkel (2018), said that, employees perform better when they
know how they can enhance productivity. Managers have to identify what tools, education or
skills the employees lack in order to attain their full potential. Training and development
helps the employees to keep on track on enhanced work as well as outcomes. All these

activities make the employees feel more motivated at work as well as excited about the
success of organization. Appropriate training and development also helps in employee
retention. As the employees are satisfied with their work as well as motivated to work, they
tend to remain in the company.
However, Diamantidis and Chatzoglou (2019), said that employees do not do jobs just
for earning money but for development of their career. They prefer jobs where organization
which provides opportunities for advancement of their careers. It can be attained only if the
employees have appropriate training and development to remain motivated at work. Training
programs helps the employees in realizing the organizational goals as well as individual goals
through providing the necessary knowledge to do their tasks. Training also helps the
employees to learn new aspects of business as well as managerial skills which they can use in
future careers.
But, Hervie and Winful (2018), said that, training and development is an investment
which employees make for their work. The companies which offer training and development
or the employees, indicate that they have values for their people and the contributions which
they make. It makes the employees feel that they are valued in the company, which
automatically makes them motivated to work. This all creates loyalty, enthusiasm and
attachment among employees. Training and development is the key element which motivate
the employees to work.
Main findings
Primary data is also collected through a survey questionnaire.
Data analysis:
Theme 1: No, employees do not feel demotivated
Options Answers
Yes 5
No 23
Can’t say 2
Total 30

Interpretation: It can be interpreted that 77% of the employees at Harrods feel do not feel
motivated. However, 17% of the employees do feel demotivated at workplace. 6% of the
participants chose the option can’t say. Therefore, it can be interpreted that most of the
employees do not feel demotivated. But there are some employees which feel demotivated
due to some factors at workplace. Hence, it is concluded that the employees at organization
are motivated.
Theme 2: Unpleasant work environment demotivates the most
Options Answers
Job insecurity 3
Lack of training initiatives 9
Unpleasant work environment 10
Something else 5
Total 30

Interpretation: From the analysis, it can be concluded that 37% of employees believe that
unpleasant work environment is the major reason for their demotivation at work. However
33% considers lack of training initiatives by organization is reason for their demotivation in
organization. On the other hand 11% of employees consider job insecurity their reason for
demotivation and 19% of employees consider something else to be their reason for
demotivation at work. Therefore, it can be concluded that most of the employees’ states that
unpleasant work environment affects their motivation level and makes them demotivated at
work. Some participants said they believe there is lack of training initiatives in organization
due to which they get demotivated while others said they think lack of job security makes
them demotivated. However, the other participants chose other reason for demotivation.
Theme3: Tackling demotivation is important for organization
Options Answers
yes 24
no 4
Don’t know 2
Total 30

Interpretation: From the analysis, it can be concluded that most of the employees believes
that tackling demotivation at workplace is very crucial for the organization. However, 13% of
the participants chose the option No and stated that tackling demotivation is not important for
the organizations. The other participants chose the option know and stated that they do not
know if tackling demotivation is crucial for the company or not. Therefore, it is concluded
that most of the employees believes handling demotivation is important for the organization
while the number of employees who believe tackling motivation at workplace is not
important is very low.
Theme 4: training and development enhance motivation levels in your organization
Options Answers
Training and development 20
Career opportunities 4
Job security 3
Salary and wages 3
Total 30

Interpretation: It can be interpreted that 67% of participants chose the option training and
development which means most the employees believe that training and development is
primary factor which boosts their motivation levels in organization. However 13% of the
participants chose the opinion career opportunities which means few employees’ believes that
the availability of career opportunities offered by the organization is reason for them in
boosting their motivation. However, 10% of participants chose the option salary and wages
and job security as their reasons which boosts their motivation. It means some employees
consideration organization’s offering of job security boost their motivation levels while other
group of employee’s believes salary and wages are the reason behind their enhanced levels of
motivation. Therefore, from the interpretation, it can be concluded that most of the employees
consider training and development as the main factor which boost their motivation levels at
organization.
Theme 5: Training programs are conducted every six months
Options Answers
Every month 0
Once in a year 2
Six months 25
Every quarter 3
Total 30

Interpretation: From the above analysis it can be concluded that 83% of the employees
choose option every six months for the time as they believe the company provides training
and development programs every six months. However, 10% of employees chose the option
every quarter as they believe the company provides training and development programs every
three months in a year. On the other hand 7% of employees believe that the company
provides training and development programs only once in a year. But, none of the employees
chose the option every month which states that none of the employee believed that the
company provides training and development every month in a year. Therefore, it can be
stated that most of the employee’s state the company provides training every three month and
the company do not provide training and development in every month of the year.
Theme 6: Training helps in increasing motivation level of employees
Options Answers
Yes 25
No 5
Total 30

Interpretation: It can be interpreted that83% of employees chose the option yes as they believ
ttrainign and developemnt is very necessary for the organitaion. However, 17% of employees
chose the option no as they believe trainign and developemnt are not necessary for the
organization. Therefore, it can be stated that most of the employees believ that training and
development are important actvities for the organiztion.
Theme 7: Motivation helps in improving efficiency to work in your organization
Options Answers
Improves Efficiency 20
Improves Productivity 3
Enhances Skills 4
Something else 2
Total 30

Interpretation: It can be interpreted that 69% of employees believes that training and
development programs helps in improving their efficiency at workplace. However, 14% of
participants chose the option enhancing skills as they consider training and development
helps them to enhance their skills at workplace. 10% of employees consider training to
improve their productivity, while 7% of employees chose the option something else.
Therefore, most of the employees consider training a method for improving their efficiency.
Theme 8: Coaching training is recommended to be adopted by the company
Options Answers
Coaching 23
Simulators 2
Role playing 4
Instruction led training 1
Total 30

Interpretation: It can be interpreted that 77% of the employees recommended coaching as a
way of training, however, 13% recommended the option role playing as training. On the other
hand 7% employees chose simulators and 3% chose the option instruction led training as a
method for their training. Therefore, most the employees recommended coaching to be
adopted as method for training.
CONCLUSION AND RECOMMENDATIONS
It can be concluded that employee motivation refers to the engagement and feeling which an
employee have towards the organization. Training and development on the other hand are the
methods through which organizations attempts to enhance the skills, capabilities and
knowledge of the employees in order to make them more productive and attain organizational
goals. The research aims towards analysing the impact of training on employee motivation in
order to tackle the issue of employee demotivation in an organization. Positivism research
philosophy, deductive research approach and primary as well as secondary approach are used
in research. Training and development provides various benefits to organization as help
employees in enhancing their knowledge and improve their skills so that they able to perform
better and provide better productivity in organization. Employee motivation makes the
employees committed and perform their full potential in organization. Training and
development are the way through which organizations can enhance the employee motivation
at their workplaces. The finding involves primary data i.e. a survey questionnaire. The
findings explains that the employees are motivated t workplace and they consider training
and development as a method that boosts their motivation levels at organization.
There are some recommendations which organizations can adopt in order to boost employee
motivation as well as decrease demotivation levels at the workplace.
Effective training methods: The company can identify what factors makes the employees feel
motivated at work what causes demotivation. It is recommended that the company should
implement Effective training programmes such as coaching from time to time so that the
employees are able to tackle change and are satisfied at workplace. Employees will feel
motivated only when they have appropriate skills and capabilities to perform which can
enhanced with appropriate training programs only.

Creating mentorship programmes: The company should implement mentorship programmes
as a method for training so that employees are comfortable at workplace and actually want to
come to work. It will reduce their demotivation and boost motivation.

REFERENCES:
Books and journals:
Adomi, E.E. and Famola, M.O., 2020. Training and development of cataloguers in National
Library of Nigeria. International Academic Journal of Social Sciences. 1(1). pp.16-25.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Bibi, P., Ahmad, A. and Majid, A.H.A., 2018. The impact of training and development and
supervisor support on employees retention in academic institutions: The moderating
role of work environment. Gadjah Mada International Journal of Business. 20(1).
pp.113-131.
Burhan Ismael, N. and et.al., 2021. The Role of Training and Development on Organizational
effectiveness. Ismael, NB, Othman, BJ, Gardi, B., Hamza, PA, Sorguli, S., Aziz, HM,
Ahmed, SA, Sabir, BY, Ali, BJ, Anwar, G.(2021). The Role of Training and
Development on Organizational effectiveness. International Journal of Engineering,
Business and Management. 5(3). pp.15-24.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2),
pp.136-140.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance
Management.
Guan, X. and Frenkel, S., 2018. How perceptions of training impact employee performance:
Evidence from two Chinese manufacturing firms. Personnel Review.
Hanaysha, J.R. and Majid, M., 2018. Employee motivation and its role in improving the
productivity and organizational commitment at higher education institutions. Journal
of Entrepreneurship and Business. 6(1). pp.17-28.
Haugen, T., Seiler, S., Sandbakk, Ø. and Tønnessen, E., 2019. The training and development
of elite sprint performance: an integration of scientific and best practice
literature. Sports medicine-open. 5(1). pp.1-16.
Hervie, D.M. and Winful, E.C., 2018. Enhancing teachers’ performance through training and
development in Ghana education service (a case study of ebenezer senior high
school). Journal of Human Resource Management. 6(1). pp.1-8.
Lorincová, S. and Lipoldová, M., 2019. Employee motivation as a tool to achieve
sustainability of business processes. Sustainability. 11(13). p.3509.
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Ozkeser, B., 2019. Impact of training on employee motivation in human resources
management. Procedia Computer Science. 158. pp.802-810.

Sendawula, K. and et.al., 2018. Training, employee engagement and employee performance:
Evidence from Uganda’s health sector. Cogent Business & Management. 5(1).
p.1470891.
van der Kolk, B. and ter Bogt, H.J., 2019. The impact of management control on employee
motivation and performance in the public sector. European Accounting Review. 28(5).
pp.901-928.
Zangirolami-Raimundo, J., Echeimberg, J.D.O. and Leone, C., 2018. Research methodology
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pp.356-360.
APPENDICE:
Q1- Do you feel demotivated sometimes?
 Yes
 No
 Cant
Q2- What factors demotivate you the most?
 Job insecurity
 Lack of training initiatives
 Unpleasant work environment
 Something else
Q3- Is it important for organization to tackle demotivation?
 Yes
 No
 Don’t know
Q4- What factors enhance your motivation levels in your organization?
 Training and development
 Career opportunities
 Job security
 Salary and wages
Q5- How often training program are conducted in your organization
 Every month

 Six months
 Every quarter
 Once in a year
Q6- Does training helps in increasing motivation level of employees?
 Yes
 No
Q7-How do you think motivation helps you to work in your organization?
 Improves Efficiency
 Improves Productivity
 Enhances Skills
 Something else
Q8-Which of the following training do you recommend to be adopted by the company?
 Coaching
 Simulators
 Role playing
 Instruction led training