Report: Impact of Training and Development on Holiday Inn Employees

This report investigates the influence of training and development on employee performance at Holiday Inn Kensington, London. The study begins with an abstract outlining the research's rationale and scope, followed by a literature review that synthesizes secondary data from academic sources to provide a theoretical foundation. The research methodology details the qualitative approach used, focusing on a case study to gather data. Data analysis then interprets the collected information, leading to the formulation of conclusions and recommendations. The report identifies training strategies and practices employed by Holiday Inn, assesses their impact on employee performance, and suggests improvements. The literature review explores the concept of training and development, its importance, and its effects on employee performance, addressing both the benefits and challenges associated with implementation. The report concludes with recommendations for enhancing training strategies to improve employee performance at Holiday Inn Kensington.

ABSTRACT
This report shows the introduction of reason to conduct the research and overview of
work that is the performance of the scholar. Secondly, a Literature review is a mention that states
the secondary data of the topic selected through books, journals and articles. Research
methodology shows the different techniques and approaches which are used by the researcher to
execute the research properly. On the other hand, data analysis shows the data interpretation
collected from the respondents. Lastly, the conclusion and recommendation are citing to
conclude the whole research and shows the final results of the research.

TOPIC: TO EXAMINE THE
IMPACT OF TRAINING
AND DEVELOPMENT ON
PERFORMANCE OF
EMPLOYEES WITHIN
HOLIDAY INN
KENSINGTON, LONDON

TABLE OF CONTENTS
Topic: To examine the impact of training and development on performance of employees within
Holiday Inn Kensington, London....................................................................................................4
CHAPTER 1: INTRODUCTION....................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................7
CHAPTER 3 RESEARCH METHODOLOGY............................................................................11
CHAPTER 4: DATA ANALYSIS................................................................................................14
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................22
REFERENCES................................................................................................................................1
APPENDIX .....................................................................................................................................3

Topic: To examine the impact of training and development on performance of
employees within Holiday Inn Kensington, London

CHAPTER 1: INTRODUCTION
Background of research
Human asset is one of the most importation assets for any organisation in order to
achieve the main objectives within a limited time period. Through this asset, the organisation can
survive and grow the organisation in the market to earn more profits from effective working
performances. The organisation retains the most skilled employees that help the company to
attain the target vision and mission of the company for and for their better growth. At the same
time, employees are being provided with growth opportunities in their carrier with the help of the
company by providing training and development to each employee working within the
organisation. It assists the company to increase employee efficiency and company working
achieve the target.
Research Aim
To examine the impact of training and development on performance of employees within
Holiday Inn Kensington, London
Research Objectives:
 To identify the training strategies and practices by Holiday Inn.
 To assess influence of training on increasing the performance of employees within
organization.
 To recommend training strategies and practices for improvise employee’s performance at
Holiday Inn London Kensington .
Research Questions:i. What are the training strategies and practices of Holiday Inn, Kensington in London.ii. What factors influences of training on increasing the performance of employees within
Holiday Inn London Kensington.iii. To recommend training strategies and practices for improvise employee’s performance at
Holiday Inn London Kensington .

Approach and methodology :
The research is a qualitative analysis, of an organizational case study, on the impact of training
on increasing the performance of employees. The outcome makes recommendation and develops
a strategic framework for improving training approach of Holiday Inn Kensington in London.
Chapter preview
Chapter 1 Introduction: This chapter shows the background of the topic that is selected for
research. Aims and objective are being made for research with the selected company with a brief
background of the company for the research.
Chapter 2 Literature review: It is a chapter that shows the secondary data that is published
through articles and journals by the authors that are related to research. It helps the researcher for
a better understanding of the research topic and to achieve the main aim and objectives.
Chapter 3 Research methodology: This research chapter shows the methodology which s being
used by the researcher for conducting the research in order to achieve the objectives. Different
methods are planned to use for research to achieve the desired outcomes.
Chapter 4 Data analysis: It is the most interesting chapter that shows the analysis and
interpretation of research data are collected by the researcher to know the final results by using
different tools for the research.
Chapter 5 Recommendation: It shows the recommendation for the company by knowing the
final results and compare through theoretical predictions, which can be used. It is given for
future improvement of work by the company.
Chapter 6 Conclusion: This is an ending part of the research, which shows the final conclusion
of the research results.

CHAPTER 2: LITERATURE REVIEW
This chapter includes the secondary data, which is already published by the journals,
articles and books which are related to the research topic. They are published by top most
authors who are associated with our research topic and assist the researcher in understanding
theories and principals, which help to attain the main researcher objectives. In this chapter, the
researcher acknowledges the concept of training and development, the needs of implementing
training and development in the organization and how training and development influence
employee performance to achieve the target goal of the company.
Concept of Training and Development
Semenov (2018) state that, training and development of employees is an essential part of
the business that improve the morale of employee and gain company's trust for a longer period.
Training help employee to gain new skills to perform the task in a creative and efficient manner.
Whereas development help to grow their carrier opportunities towards the company by gaining
experience in the particular field. Training and development not only motivate employees
towards the company but also enhances employee performance top achieve the target goal of the
company. It also reduces the cost and time taken by employees to complete the individual or
group task of the company's projects. Training employee to perform a particular task reduces the
chances of risk and cost associated with it. On the other hand, development results in to enhance
the growth of employee to achieve a higher position in the company by seeing the performance
and talent.
But Królikowski and Susłow(2019) argued that the training and development of
employees are given only by big firms due to high cost and resources are needed to trained
employees. Some organization have limited resources which unable to provide effective training
and development to their employees. On the other hand, training includes a lot of time
consumption that affect the company working and performance to achieve the target. This result
in delaying the process of achieving the set target of the company. For effective training of
employees, the organization needs high quality of resources in order to gain a high quality of
work in employees.
Whereas, in the absence of employees, training and development are sometimes being
delayed, which cause a loss in cost and time of organization. For proper training of employees,
some of them are slow to cop up with training and result in the longer time taken to complete

their training. This increases the workload of the company on other employees until training
finishes. It also brings dissatisfaction level into those employees who are not trained through new
equipment, and development chances are not being provided.
Need for implementing training and development.
As per Stepanova and et.al., (2018), implementing training and development in the
organisation help employee to enhance their skills and knowledge in their field of work. The goal
of management is clear through training and development. Employees participating in the
program are the activity that helps to motivate employees to perform better for the organisation
to achieve the target goal. By providing pieces of training and development to employees brings
loyalty towards the company to perform effectively and increase their efficiency to attain the
objective. Organization organizes employee training through the various process which is
relevant and related to their daily work. In support of the above statement, Alefari, Salonitis and
Xu (2017) mention that training is provided with two major methods which are on the job
training, which are given within the organisation and off hob training which is provided outside
the organisation area, I.e. through an exchange program with other company or outside work
culture. The main objective of training and development are implemented by the organisation is
to reduce the cost of projects and increase employee performance by enhancing employee
efficiency towards the task performed.
From the above statement, Ibrahim, Boerhannoeddin and Bakare (2017) criticize that
implementing training and developing by the organisation is not possible due to limited
resources and time. Sometimes, the organisation fail to provide well-crafted job description
during their training period that holds employee to understand the work within the time period.
Lack of skills and knowledge by the training manager can affect the whole training program. The
behaviour of the training manager towards the employees can also affect the learning and
understanding of work. Whereas, the author also mentions that off job training program
sometimes difficult to conduct by the organisation due to the high cost and time associated with
it. This limits employee knowledge within the working space and finds it difficult for carrier
exposure. While the organisation also need to monitor and control the training programs from
time to time under the supervision of top management in order to complete the successful

training program. This involves a lot of company efforts and time to achieve the target goal
through the training program.
Influencing of training over the increase in the performance of employees.
Ibrahim, Boerhannoeddin and Bakare (2017) stated that training influence employee
performance and their efficiency to achieve the task and organisation objective. Efficient training
is provided through various training methods and approaches which are used by the company
according to requirement, on the job training which is given within the organisation to the
employee with at the time of joining. It is general training that is provided by their team leader to
perform their daily routine task. This shows the most effective results as employees are gained
hands-on experience through their manager. On the other hand, job training is those training
which is given to gain especial techniques and work culture that is followed by other bigger
companies. These are provided to certain employees in order to learn new skills that need to be
performed for special tasks of the company.
Pambreni and et.al. (2019) supported the above statement and state that some approaches
are trained for employees who need to perform accordingly. Some of those approaches are
technology-based learning, which includes computer-based programs like excel, website
development tools, digital marketing tools, which are highly technical and used by employees in
their tasks. Management games is another training program that allows the employee to face
real-life challenges within the organisation. As technology changes, the organisation need to
adopt the latest technological tools to remain in the market and to minimise the cost of
production. It also boosts the business performance to attain the target and effective employee
working on completing assign task.
Sitzmann and Weinhardt, (2018) argument on a topic that, simulators are also used to
imitate real work experience in order to handle to uncertain and dangerous situation arises. This
approach is expensive to use but majorly used for high technical positions like main hotel chef,
manager etc. it is important to because imitating the challenges that arise on the job role of
organisations. Also, coaching and mentoring are also used by the company with one-to-one face
interaction by the professionals. Employees all doubt and queries are solved by an expert who is
not asked by the employee in the group. However, the case study is also provided by the trainee
manager to all the trainers to solve case studies individually or in the group. It helps the

employee to analyse the different situations that can arise in the organisation. It develops
problem-solving skills through various theories and principals followed.
However, this technique's employee performance are influence by the organisation and
increase employee efficiency to perform the task effectively.
It the end, the above literature concluded that training and development is an important
part for employees and organisation to enhance employee performance and increase efficiency in
the completion of the task. Various authors stated their arguments in their viewpoint that allows
the researcher to gain in-depth knowledge about the training and development of employees and
how organisations are using different methods to increase employee motivation. In addition to
this, on the job training is the most effective training that is used by organisations due to its less
cost and time-consuming process. At the same time, technology-based learning is also one of the
important techniques which are used by the company to work with the latest technology.

CHAPTER 3 RESEARCH METHODOLOGY
This chapter discusses different methods that are in use by the researcher in order to
determine or extract and analyse certain information that is necessary and which are related to
data on the Research topic. Moreover, in the dissertation, this chapter contributes to readers to
critically measure the reliability and validity of the study so that relevant information can be
identified and the correct decision can be taken. In other words, research methodology shows the
process to complete the work related to research to gather necessary information. There are the
different method through which research can be conducted on the selected topic; the scholar has
conducted on the impact of training and development to increase the performance of the
employee.
In this research, the Saunders’s research onion used for effective guidance on conducting the
research methodology in a correct manner within the time limit. However, it helps to assist work
in future to gain a suitable outcome (Mohajan, 2018)
Research Philosophy: It is defined as a belief on which reliable and new knowledge can
be obtained or gained. It involves a key element that includes the choice of research strategy, the
process to collect data and analyse. Research philosophy relays on positivism and interpretivism,
where for qualitative data, interpretivism is used for the research and in quantitative, positivism
philosophy is used. In this research, interpretivism philosophy is used for the qualitative data
gathered from the respondents.
Research Approach: It specifies the wide operation that is used by the researcher to
collect data, analyses and interpretation essential information. There is two research approach,
namely inductive and deductive, which can be used by the scholar for this research engage
related study on the topic, and useful information is considered to correct decision-making. For
this research, the researcher used the inductive approach is being executed for qualitative data
and achieving the objectives effective which are being made for the research (Snyder, 2019)
Research Strategy: The study use a case study data collection strategy. This approach allow in
depth and multifaceted exploration of some complex issues. This case study is well-known in
business. These case studies can be descriptive or explanatory in the research. However, in this
research strategy is being used to know the needs of training and development in hospitality

industry and how training and development may influence the efficiency of employee towards
work and increase performance.
Research/methodological Choice: Research is a process of cautiously studying a topic of
particular interest and finds a problem by devising the use of a scientific method so that essential
data can be known and the right decision can be made. There are two methods that are used in
research, namely Qualitative and quantitative, for research types that are used by the researcher
in order to engage in the study so that the end result can be accomplished in the best possible
style. This research initiate and considered the qualitative data by the scholar to aid the project in
the correct manner as the topic is based on theories, models and concept of the chosen topic.
Data Collection: It specifies the research procedure that is used by the scholar in order to
gather information, measures and analyzing the precise information related to the selected topic
of study with the help of standard validated techniques. Data collection is done through two
methods. Primary and secondary are common methods that are used by the researcher to collect
useful content related to the topic so that study can be successful (Ørngreen and Levinsen, 2017).
For this research, both primary and secondary data is being gathered by conducting a survey
through questionnaire from respondents is which is used as the most appropriate method to
gather authentic information and secondary information is collected through books, journals and
articles by the authors, previous sources.
Sampling: This technique is used to collect data from 40 employees which are selected as
respondents are chosen from the group of people that belong to different characteristics. There is
many sampling method that is used by the researcher for preparing market research to collect
data from related sources for effective communication of topic on research topic training and
development of employees to increase performance and achievement of objectives. The research
sample is collected on a random basis according to suitable sources for the research and analyses
the collected sample from employees that are employed in a hotel.
Data collection techniques: There are many techniques like interview of employees
questionnaire or through feedbacks to analyse the collected data for research. Questionnaire is
being used as a data collection techniques to gather data and analyse the data. However,