MS60057E - Business Research Project: M&S Training & Development

This research project investigates the impact of training and development (T&D) on the overall performance of employees at Marks and Spencer (M&S). It explores the aims and objectives of T&D, including improving employee skills and increasing business profitability. The study uses a qualitative research method and an inductive approach, relying on secondary data sources such as books, journals, and articles to analyze the challenges and importance of T&D within M&S. Key themes include the analysis of the impact of T&D on employee performance, the challenges faced by M&S in implementing T&D programs, and the overall importance of T&D for M&S employees. The project concludes with recommendations for M&S to address these challenges and enhance their T&D strategies.

RESEARCH PROJECT

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................3
Background of study....................................................................................................................3
Research aims and objectives......................................................................................................3
Research Questions......................................................................................................................3
Rationale......................................................................................................................................3
Significance.................................................................................................................................4
Summary of the overall research structure..................................................................................4
CHAPTER 3: METHODOLOGY...................................................................................................5
Research type/ method.................................................................................................................5
Research approach.......................................................................................................................5
Research philosophy....................................................................................................................5
Research design...........................................................................................................................5
Data collection.............................................................................................................................6
Data analysis................................................................................................................................6
Ethical consideration...................................................................................................................6
Research limitation......................................................................................................................6
CHAPTER 4: RESEARCH AND FINDINGS................................................................................8
Theme 1: Analysis of Impact of training and development on the overall performance of M&S
employees....................................................................................................................................8
Theme 2: Challenges of training and development faces by M&S company.............................9
Theme 3: Importance of training and development for employees of M&S organization........10
CHAPTER 5: CONCLUSION......................................................................................................12
CHAPTER 6: RECOMMENDATION..........................................................................................13
REFERENCES................................................................................................................................1

CHAPTER 1: INTRODUCTION
Background of study
Training and development (T&D) is a system which is used by the HR department of the
company in order to improve the skills and performance of its employees. The present report is
based on Mark and Spenser company which is one of the leading company of UK operates in
retail industry. M&S company provides clothing, home and food products to its local as well as
international customer and currently has 959 stores all over UK (Singh and et.al., 2019). Thus,
the present research will discuss about the impact of training and development over the
performance of M&S employees.
Research aims and objectives
Aims:
 “To analyse the impact of training and development (T&D) on the overall performance of
the employees. A case study of Mark and Spenser”.
Objectives:
 To examine the impact of training and development on the overall employee’s
performance.
 To recognize different challenges of training and development within organization.
 To understand the importance of training and development within the organization for the
employees.
Research Questions
1. What is the impact of T&D over the performance of the employees?
2. What are the different challenges of T&D faces by the organization?
3. What is the importance of training and development for the employees of the
organization?
Rationale
In the present competitive environment, retaining and satisfying employees is the most
difficult task for the company. It is because if company fails to satisfy its employees the business
overall productivity and efficiency will reduce. Training and development plays vital role in

improving employee’s performance as well as increasing the profitability of business. With the
help of high productivity, the company can able to exist in the competitive market. Hence, the
present research is based on understanding importance and impact of T&D over the employee’s
performance.
Significance
In the current dynamic and competitive environment, the company faces lack of skill and
knowledge of employees as a challenge which affects the overall performance of employees as
well as business. For company, understanding and identifying all those challenges and implying
strategies to overcome them are significant in order to keep their workforce motivated and
updated of new technologies (Jaworski and et.al., 2018). Hence, the present research is
significant to M&S with the help of which they can identify the challenges of T&D they will
face along with the recommendation to deal with the same.
Summary of the overall research structure
The current research has cover the six chapters in which chapter one is introduction. In
introduction chapter, the aims, objective and research question has been identified. In chapter
two literature review, the various authors, articles views have been critically analysed on
objectives and research questions. In third chapter methodology, the various method, approach,
data collection, analysis etc. has been selected in order to achieve the aims & objective of
research. The fourth chapter i.e., research and findings has been cover the analysis and
interpretation of the findings using the secondary sources only and will report all findings
faithfully. Lastly, the fifth and sixth chapter name conclusion and recommendation has been
cover the strategy with the help of which company can deal with the challenges of T&D.

CHAPTER 3: LITERATURE REVIEW
Training and development needs to analysis for considered to the foundation process for all
activities of training. In order to deliver appropriate, effective training which meets the needs of
individuals and the organisation and represents value for money a training needs analysis is
essential Kulkarni, (2020) Mark and spencers has large number of employees so it is important
to provide them proper training so that they can work accordingly. It is also known as the general
agreement because there are best practices which can be analysed on the basis of systemic
approach of the organisations. Also, it can found in the model which are related to the training
sessions. On the basis of secondary research data, it has been analysed that there are large
number of organisation which are hire specific team for provide the existing employees training
it helps to increases this productivity of the company productivity of the firm as well as it is also
help to improve the quality of services that directly attract the customer as well as increases the
revenue of the organisations. There is assumption in order to training must be planned in a
processual and cyclical manner and this approach will be leading for planned training, high
quality approach.
On the basis of Khan, R.A.G and Khan, (2018) it has been stated that it is a “systematic approach
for identifying needs for training which ensures people are offering opportunities for learn that
are and effective and efficient’’. All approaches are outlined in literature outline with number of
steps in process and also cover similar or basic element and more than 11 elements which are
determining for the need of training, then help to choosing appropriate methods for addressing
the implementing, identified need, planning and evaluating. The term training need to out-lined
for the various texts which are comes back for the assumption that there is different set of skills,
knowledge and attitudes required for the job as well as business and training needs for analysis
and identify what they are, assessing the current level to the knowledge, attitudes and skills and
that are resulting the gap that is therefore the need for training. According to the debate Foxon,
(2019) it has been analysed that training are always depending on the situation but another one
contradicted because they stated that trainings are based on the skill of person’s Both of the
segments are right according to the situation because in the academic organisation the training
are depend on the knowledge but at the same time when it is related to interest of the skill the
training are provided on the basis of skill and knowledge of the person so that they can get the
knowledge accordingly. Ndiaye and et.al. (2018), stated that the increased employee’s

motivation is another impact of training and development over the M&S employees. The impact
of which the overall productivity and efficiency of the employees get increase and employee’s
turnover decreases. Beside this, with the help of training and development the M&S company
has also increases their employee’s retention rate as compared to past years.
There are some of the basic models which are used by the organisations such as functional,
centralised, university, matrix etc. In the functional model there are different section are in the
firm and all the sections are hire their own team for training and development but at the same
time it is important to maintain the business at the same level. Nda and Fard, (2019) stated that
centralised model are working because it has been analysed that there are should be one control
on the all department which are not suitable for the Mark and spencer’s because there is the large
group which are maintained by proving them time to time training. Moreover, The traditional
approach for training are needs to analyse a number of steps such as The following to the main
formats found in literature 1. Determining the area and focus for the training that needs to
analysis or customer also. 2. Examining and plan the method(s) for collection of data. 3.
Collecting the data. 4. Analysing and interpreting the data source. 5. Proposing and prioritising
the solutions or actions. Further, Data collection methods are including; observation,
documentation reviews, interviews, questionnaires, focus groups, job and task analysis or
competency that are based on methodologies. Along with this, data from performance appraisal
processes are using in some of the systems. The comparative study are help for looking at the
management and training for multinational corporations which found the majority by using
performance appraisal as methodology to identify training needs.
As stated by Numonjonov (2020), engagement is crucial in three levels such as cognitive,
emotional and behavioural. Without this and lack of employee’s commitment leads to challenge
in training and development. The employees of M&S do not participate in training whenever
their conduct any training session the impact of which the company bear huge cost but do not get
benefit from it. Tannenbaum and Yukl, (2020) stated that there is performance change because
training because in the corporate sector there are many people are joined as the fresher and they
do not have enough understandings of doing the job. At the same time organisation are expected
to provide them training and get the result accordingly. When the performance of the employees
are increases the performance which results in order to increasing the productivity. As well as it
helps to motivate the employees.

CHAPTER 3: METHODOLOGY
Research methodology chapter defines the method or steps which are need to be followed
for the successful completion of study. The present chapter will discuss the different type of
method undertaken for the effective attainment of objective.
Research type/ method
The three types of research method which help the scholar in successful attainment of
research aims and objectives are quantitative, qualitative and mixed. For the present research, the
scholar has selected qualitative research method because this is focus on gathering theoretical
information and will help in increasing deeper knowledge of training and development. The
reason behind the selection of qualitative method is that it is best for the identifying and
understanding theoretical belief, attitude and non-numerical data (Pandey and Pandey, 2021).
Research approach
This state the plans and procedure used by the researcher for the successful completing of
research at the time of completion. The two types of approach are inductive and deductive. For
present research, the scholar has selected inductive approach to provide clear and better outcome
of research. It is because this approach is best related with the formation of aims and objectives
first and them completing the study in that direction.
Research philosophy
This state the beliefs and values of selecting research method and is of two types
interprettivism and positivism. In order to achieve the aims and objective of research and identify
the impact of training and development over the performance of M&S employees, the researcher
has selected interpretivism philosophy because this help them in involving and managing the
human interest within the study along with help in achieving aims and objectives successfully
(Snyder, 2019).
Research design
It is defined as a framework involving all types of methods and techniques used to
complete research. The two type of research design is descriptive and experimental and scholar
has selected descriptive research design in order to complete research in successful and effective

manner. It is because the present research is qualitative and descriptive design is best suitable
with this type of research.
Data collection
Data collection is the most significant step for the success of the research. The researcher
can collect data from the two sources i.e., primary and secondary. In the present report, the
scholar has been collected the data regarding importance and challenges of training and
development within the M&S business and its impact over the employee’s performance via
secondary source only (Mohajan, 2018). For this, they have been used exiting literatures such as
books, journals, articles along with the other material related to training and development.
Hence, the present research has been completing by focusing on secondary data only.
Data analysis
Data analysis is a process of understanding and analysing the data findings using the
appropriate method and techniques. The two method of data analysis is SPSS and thematic
analysis out of which scholar has selected thematic analysis for the present research on M&S
company. It means in order to analyse the data findings, the scholar has uses the various themes
and supported the same with the different author views and beliefs. In simple term, the
researcher has uses company based thematic analysis to identify the impact of training and
development over M&S employee’s performance and to achieve research goals and objectives in
best manner.
Ethical consideration
This describe the ethics, moral values and principles followed by research while data
collection. In in present research, all the confidential data gathered related to M&S company is
stored by researcher in electronic form in order to protect them. Further, all the data is collected
from the authorized website, articles, book and journal in order to achieve research goals.
Research limitation
Every research has some limitations same as present research which affects the completion
process of research. The limitation of the present research is less time, resources and money the

impact of which scholar unable to select quantitative research type and collect data from primary
sources (Nayak and Singh, 2021). But, despite limitation, they have tried their best to identify the
impact of training and development over the performance of employees of M&S with the use of
secondary data and thematic analysis based on company. The overall aims and objectives are
achieved is best manner.
In the end, it is concluded that selecting method for research is essential part of any
research project. Thus, in the present research qualitative method and secondary sources is best
for collecting and analysing the information related to training and development impact over
employee’s performance.

CHAPTER 4: RESEARCH AND FINDINGS
This is a chapter of research which is known as data analysis and define the way data will be
analysed so that interested parties can use it as per their own purpose. The company based
analysis technique will be used in order to analyse data related training and development of
M&S company and also support it with appropriate literature.
Theme 1: Analysis of Impact of training and development on the overall performance of
M&S employees
Training and development is the only way with the help of which M&S company can
improve the overall performance of its employees. It is because training provide them guidance
regarding how to work and why to work. As per the opinion of Aldawood and Skinner (2019),
the first impact of training and development over the M&S employees is that it helps in
increasing their job satisfaction and employee engagement. For example, M&S company invest
around 15 million funds over the employees training and development program and show them
that they are highly value by their company. However, the Afsar, Shahjehan and Shah (2018),
has argued that training and development is highly expensive for the company which increases
their cost and sometime decreases their profit. But M&S company reserves funds for employees
training aside in advance so that their employees need not to compromise with their skills,
performance and personality development. The impact of which the overall employee’s
performance of M&S company increases which further result into the increase in the sales and
profitability of M&S business.
Ndiaye and et.al. (2018), stated that the increased employee’s motivation is another
impact of training and development over the M&S employees. The impact of which the overall
productivity and efficiency of the employees get increase and employee’s turnover decreases.
Beside this, with the help of training and development the M&S company has also increases their
employee’s retention rate as compared to past years. This shows another impact of T&D over the
workforce performance. For example, the total number of employees of M&S company in the
year 2021 is 81000 with the increase from year 2020 i.e., 78000. The employee retention rate of
M&S company has also increases by 41% because of the proper training and development
session provided by company. Not only that, the overall quality of the M&S employees work has
improved because of training program conducted by HR team of M&S.

However, in contrast to above statement, Kašpárková and et.al. (2018), has stated that
sometime poor quality training result into the poor quality work of employee. It means that while
providing training to employees, the managers of M&S company have to make sure that their
quality of training is good such as use of high quality training materials, correct knowledge of
internal & external environment is given to workforce.
As per the opinion of Stachová and et.al. (2019), the impact of T&D over the employee’s
performance is high which results into the increase in business profits. It means the reason
behind the increase in profit of M&S company in the year 2021 is training they provide to its
employees. M&S training and development program has helped the employees to work
effectively even from home during the lock-down and pandemic period. For example, the net
profit of M&S in the year 2021 is £500 million as compared to £403 million in the year 2020.
This means that training has not only improve the performance of employees but also increases
the profit margin of M&S. In support to above statement, the Noe and Kodwani (2018), has
stated that the training give tool to the workforce with the help of which they can develop skills
in themselves and use it for the performance improvement. It is also found out in a research that,
with the help of training, the employees of M&S able to complete their work on time and enjoy
their personal life.
Theme 2: Challenges of training and development faces by M&S company
While conducting training and development program, M&S company faces various
challenges the impact of which sometime they stop providing training to their employees. The
first challenge faces by M&S company is lack of employee’s engagement. However, Borges-
Andrade, Pérez and Toro (2018), has stated that the key challenge faces by M&S company in the
present time is that training and development is high expensive. After Covid-19, the revenue of
M&S company is quite low the impact of which providing training to employees is expensive for
them. As a result, they have stopped providing training to their workforce which further result
into the poor performance and productivity of employees. The training budget of company is
low, while the demand of training to workforce in the market is as always high because of
continuous change in technology & other factors.
Last challenge faces by M&S company in training and development is hectic employee
schedule. The workload over the employees has causes less interest towards training and

sometime just adds stress in their life. Thus, as per the opinion of Roscoe and et.al. (2019), tight
work schedule is one of the challenge to training and development the impact of which the
employees stop joining training and utilizes that time for self-relaxation. For employees work-
life balance is always important and when the training is provided by company in addition of
total working hours the employees start avoiding it. This further result into lack of skills
development, poor work performance and less profitability of business. Thus, it is important for
the company that they should deal with this challenge and also provide information regarding the
significance of training and development to employees.
Theme 3: Importance of training and development for employees of M&S organization
Training and development plays vital role in the development of the employees as well as
organization. Thus, M&S company have to teach the importance of training to their each and
every employee work within their organization. Ersen and Bilgiç (2018), stated that with the help
of T&D, the employees can tackle shortcomings by their own without any help of seniors. The
impact of which they can complete their tasks on time and develop time management skills.
Further, the overall performance of M&S employees will also improve because of the training
and development. It is because if the shortcomings and weaknesses are addressed, it is obvious
that they performance will get improve. With the help of T&D, the employees will able to realize
their strength and develop new skills which not only help in their professional life but also in the
personal life.
However, on the other hand, it is critically analysed and also support by Noe and Kodwani
(2018), that higher satisfaction and increased productivity is also benefit of training and
development to employees which make them so important in the present time. As the
environment are dynamic in nature which changes over the period of time and with the high
technologic innovation, it is important for the employee that they should keep themselves
updates of new technology and system. If they fail to do so then they will unable to get their
desire post in the company. The training will provide workforce an opportunity to became
leaders of their team and enhance their leadership skills. They also able to perform their best at
the time of workload with the help of T&D.