Research Project on Impact of Training and Development at Barclays

This research project investigates the impact of training and development (T&D) on employee productivity, specifically within Barclays, a UK-based financial institution. The study aims to understand employees' perceptions of T&D, assess its influence on competency levels, and explore its contribution to Barclays' overall development. The project includes a literature review, research methodology focusing on a descriptive design and interpretivism philosophy, and examines factors influencing research project selection. It addresses research questions related to employee perceptions, competency improvement, and the benefits of T&D programs. The project also reviews key references to support the findings and provides a research specification outlining the methodologies adopted to carry out the investigation.

Research Project

TABLE OF CONTENT
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.4................................................................................................................................................5
1.5................................................................................................................................................7
TASK 2............................................................................................................................................8
2.1................................................................................................................................................8
2.2 & 2.3....................................................................................................................................10
TASK 3..........................................................................................................................................11
3.1 & 3.2....................................................................................................................................11
3.3..............................................................................................................................................16
TASK 4..........................................................................................................................................17
IN PPT.......................................................................................................................................17
REFERENCES..............................................................................................................................18

TASK 1
Introduction
Employees are referred to be a prominent part in almost each and every organisation
where they are together considered to be a long term asset of the establishment. It is therefore
important for the enterprises to continually evolve the set skills and proficiencies of their workers
(Aguinis, Herman, and Kraiger, 2009). It is basically to match with the correspondent trends in
the market that is tending to affect the carried perception of the clients and users who are directly
associated with the venture. In context to which, the companies can hereby refer to arrange some
liable sessions of training and development (T&D) by which they can hereby refer to fulfil the
set requirements of their workplace. Through which, the employees can easily accept the
proposed changes in their preceding format of work with a cooperative sense of accomplishment.
AC 1.1 Formulate and record possible research project outline
specifications
The title for this research is “To interpret the factual impact of training and development
in raising the productivity level of the employees- A study based on Barclays enterprise of UK”.
Background of the study
An uninterrupted rise of globalisation is also referred to be a major cause of such
assumptions where the well-established organisations are continually striving to achieve a
competitive advantage in the market. With reference to which, it has become a prime importance
for the firms to enhance the work performances of their employees. It is with another major
deliberation of raising the productivity level of their enterprise that will in turn aid them to earn
higher incomes with high number of revenues and market shares (Castilla and Emilio, 2005). In
this respect, a prompt designing of T&D programs has consequently became a major
consideration of all sort of organisations. The recent study has focussed upon a similar
acquisition of T&D sessions to enhance the productivity level of the ventures with a rising
significance of improved work performances by the employees. The current survey has thus
focussed upon measuring such drill sessions of Barclay’s organisation that is established in UK.
With a foundation year of 326 years, it is globally serving in the banking industry with its vast
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finance related services. As a result to which, it is presently employed with 129, 400 employees
as per the latest statistics of 2016.
Research aims and objectives
This section is the most pivotal part of the study on whose basis; the entire research work
will be carried out by the investigator. It is basically in context to define the leading aims and
objectives of the study that are as stated below-
The major aim of the study is “To interpret the factual impact of training and
development in raising the productivity level of the employees- A study based on Barclays
enterprise of UK”.
This is with a substantial collaboration of some of its main objectives which are mentioned as-
 To comprehend the realistic perception of employees towards the conducted sessions of
training and development (T&D) at the workplace as a mean of enhancing their work
performances.
 To explore the improvised state into the competency level of employees by the arranged
sessions of T&D by Barclays.
 To probe the beneficial contributions of T&D in rising the overall development of
Barclays with a reinforced productivity of individuals. To recommend ways in which Barclays can upgrade their T&D programs that gives a
dual advantage of both personal and professional evolution to their employees.
Research questions
This part is based upon the above framed aims and objectives of the research work that
will assist the surveyor to conduct a systematic study with an ultimate achievement of its
formulated goals and targets.
 What is the realistic perception of employees towards the arranged drill sessions at the
workplace as a mean of enhancing their work related performance?
 How the conducted sessions of T&D is proven to be improvising the competency level
of the employees in Barclays?
 What are some beneficial contributions of these sessions in order to raise the overall
evolution of the individuals in Barclays by together fortifying their productivity?
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AC 1.2 Identify the factors that contribute to the process of research
project selection
This section is to justify the elected subject matter of the study where it is hereby based upon
two major concentrated areas that are as mentioned below-
Interest of researcher: It is a prime reason behind selecting the subject matter with a prime
interest of the investigator to analyse the considerable impact of T&D in improving the
performance level of the employees. It was linked with yet another major consideration of the
organisation where feasible T&D sessions are also evident to enhance the productivity level of
the enterprise that in turn benefits their overall deliberation of achievement (Grossman and Salas,
2011). Some continual problems in this particular area of work performances by employees that
links with a major consent of productivity are also evident to incline the interest level of the
surveyor over here.
Scope of the study: It is yet another reason behind carrying out this research work in which, the
surveyor hereby has an abundant scope of investigation. Earlier, this topic has shown a very
minor existence due to which, a prime selection of this subject matter is considered to be
beneficial for all functional entities.
AC 1.3 Undertake a critical review of key references
Realistic perception of employees towards T&D at the workplace as a mean of enhancing their
work performances
As per the viewpoint of Noe (2010), T&D is one of the most impacting factor which has
a great influence on the working abilities and performance of the employees engaged in the
organisation. The techniques of T&D are highly helpful to the employees as it provides them the
perfect path and knowledge to execute the assigned job and responsibilities on time. The
employees generally get high motivation and encouragement to normalise the work pressure and
stress. An employee perception over T&D is the link which determines the positivity of the
entire process used by the organisation. The adaptive nature and behaviour of employee would
help them to gain high benefits and improvement from the methods of T&D. Moreover, the
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practical T&D techniques like On the Job training; internship, etc. are highly supportive to the
organisational individuals. As the employees find practical training more convenient to
acknowledge themselves, regarding the way of working and level of skills required to complete
the allotted task.
The study made by Salas and et.al. (2012) explained the contradicting side of the
employee’s perception over T&D could be negative also which discourage them to gain
knowledge and profits from the techniques of improvement. They may avoid taking
consideration of processes used in T&D which could generate negative reports for the company.
Being realistic, the T&D activities are beneficial for the employees which effectively facilitate
them to increase their present set of skills to the required level of aptitude.
T&D sessions to improvise the competency level of employees
According to the information provided by McGrath (2012) which clearly determines that
T&D sessions are mainly aiming on helping the individuals to gain high competency and
professional skills in order to overcome the values and responsibilities described on the position.
It is vital that the employees should have appropriate knowledge, talent and efficiency to handle
the pressure over their job and duties. For this, they must be regularly motivated, developed and
trained so that they could be energised effectively. The HR management of the company is
responsible to conduct regular or periodical T&D sessions in their premises. They should
generate a list of employees which are poor in performance at their job so that proper attention
could be given to them and appropriate form of achievement could be achieved.
The entire kind of T&D sessions helps the individuals of organisation to build up certain
rate of competency which define a path of accomplishing their personal goals. A trained
employee is highly productive to the company and thus regular training sessions should be
maintained by the HR team. Contradicting the above information, the explanation of Van
Vianen, Dalhoeven and De Pater, (2011) evidenced a different perspective over the benefits of
training sessions. It creates competition among employees and avoids team work which
eventually decreases the togetherness among the staff members of the company. Thus, it is
critical for the HR team of the company to maintain a certain interval of time between the T&D
sessions so that they can avoid negative impacts.
Valuable contribution of T&D sessions to raise the overall development of organisation with a
reinforced productivity of their individuals
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It has been evidenced by Grossman and Salas (2011) that T&D sessions are mainly aimed
on increase and raise up the present set of skills, abilities and efficiencies among the individuals
employed in the company. T&D is extremely helpful for the organisation also, as it gives the
opportunity or ability to level up their productivity and profitability. The training activities are
generally for employees in order to boost up their professional knowledge and skills so that they
could handle the work pressure and maintain a high form of productivity. It allows them to
address their individual goals and achievements which eventually generate high satisfaction over
the job. Better performance given by the employees directs the management team to appraise and
award them as the organisational productivity and profitability is linked with it.
Besides this explanation, the information given by Rooney (2010) contradicted the
valuable contribution of T&D sessions as the study highlighted the part of cost and expenses
levied by the organisation for conducting such activities and processes. T&D are time consuming
as well as takes share from the overall profits. It is irrelevant that training sessions could have
distinct or negative result; most of the organisation adopts it to develop their staff members.
Thus, T&D has valuable contribution in increasing the productivity of the organisation.
AC 1.4 Produce a research project specification
It is one of the most essential parts of this research work that has defined all adopted
methodologies to carry out the investigation in a directional manner. This is with a significant
intent of attaining the framed aims and objectives of the survey with the help of these employed
techniques of study.
Research design- It is a foremost tool of investigation that tends to represent its considerate
format along with a prior definition of its research type. In regard to which, there are total three
distinct practices to choose a particular design of the research (Panneerselvam, 2014). These are
denoted as descriptive, explanatory and exploratory research frameworks with a discrete
connotation of all. The surveyor in the present investigation has chosen a descriptive design of
the study. As per whose context, this is basically to make an in-depth exploration of the selected
subject matter. It is with a fundamental concern of its generalised nature where T&D is referred
to be a basic requisition in almost all sort of establishments.
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Research Philosophy- It is yet another important tool of assessment that sets the background of
the study. With reference to which, there exists total two distinct sort of approaches for carrying
out the investigation in a significant manner (Smith, 2015). These are referred as positivism and
interpretivism study philosophies of research. A prior selection of the philosophy depends upon
the undertaken design of the study. In context to which, the surveyor for the present research
work has opted to carry out an interpretivism study where it will be supported by some
subjective evidences against the chosen topic of the investigation.
Research approach- This methodology tends to define the way in which the researcher is will
carry out the investigation by together showcasing a liable direction for the same. There exists
total two varied type of research approaches that are known as inductive and deductive (Tracy,
2012). The present survey has depicted an inductive approach where the entire context of the
study will move from a specific discussion of T&D sessions towards general perspective of its
vital applicability in each organisation.
Data collection- This is the way in which the investigator in the present research works will refer
to collect the data from distinct number of sources. With reference to which, the investigator has
hereby opted to use both primary and secondary modes of data collection (Silverman, 2016). The
primary set of data will be collected by directly approaching the responders that will also refer to
represent a fresh nature of information. However, the secondary data collection will be done by
referring to some oriented set of information that will be gathered from the books, journals and
authentic sources of internet. Online publications are a prime depiction of such verified resource
for assembling the data.
Sampling- It is referred to be a foremost tool for accumulating the primary source of data with
set number of respondents. For which, the investigator in the present research work has referred
a sample size of 20 who are the employees of Barclays organisation of UK (Taylor, Bogdan and
DeVault, 2015). These respondents will be directly inquired to define the T&D sessions of their
enterprise by together deliberating their own views towards the same.
Data analysis- It is a way of evaluating the collected set of data where the researcher in the
present investigation is required to make a prime selection of an apt tool for it. Qualitative and
quantitative methods of data analysis are the two foremost measures that are usually adopted by
the surveyor as a mean of carrying out the study (Mackey and Gass, 2015). The recent study is
based upon a qualitative analysis as supported by some of the above elected formulations. This
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kind of survey will also tend to examine the thematic arenas of the subject matter as a mean of
achieving its set aims and objectives.
Ethical issues- It is a prime matter of concern for the researcher while conducting the
investigation where they are hereby evident to deal with some major ethical ordeals that in turn
controls the entire survey (Singh and Mohanty, 2012). These ethical considerations that are
required to be measured by the surveyor to avoid the risk are to take prior approval from the
responders by together making an authentic usage of the framed set of questionnaire. Reliability
and validity is yet another prime concern where the investigator is hereby required to ensure a
validated format of study with reliable tools and techniques to carry out the research work.
Research limitations- There exists some restricted measures of time and cost while carrying out
the survey. These constrictive resources are often tends to make an undesirable effect on the
entire investigation by duly limiting its scope (Lerner, Debra, and Henke, 2008). The researcher
is hereby required to make a primary breakdown of such confining sources to carry out an
uninterrupted study.
AC 1.5 Provide an appropriate plan and procedures for the agreed
research specification
The table below is a Gantts Chart that illustrates the work schedule and
timelines for the current research project.
Key Activities
Week
1
Week
2 & 3
Week
4
Week
5
Week
6
Week
7
Week
8 & 9
Week 10 Week 11
Preparation of
Introduction
Literature Review
Collection of
Secondary
Information
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Examination of the
Collected Data
Research Design
Research
Methodology
Acquiring Primary
Data
Analysing Primary
and Secondary
Data
Conclusion and
Recommendations
Completion of
Leftover Work
Revision and Draft
Final Submission
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TASK 2
2.1
Demographic information
Name:
Gender:
 Male
 Female
Age:
 How are you are employed with Barclays?
◦ 1 year
◦ 3 years
◦ 5 years
◦ Above 5 years
 Job performance and T&D sessions are directly associated with one other.
◦ Strongly Agree
◦ Agree
◦ Neutral
◦ Disagree
◦ Strongly disagree
 Do you think that a practical implication of T&D aids in an overall improvement
of work performances?
◦ Yes, it is an assistive mean.
◦ Sometimes it does.
◦ No, it often doesn't tend to amendment.
 Do T&D sessions offer both personal and professional development to the
employees of Barclays?
◦ Yes
 No
 As per your view, what are the leading impact of training and development (T&D)
that influences the performance level of the workers in a better manner?
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◦ An increased competency level.
◦ Timely sessions of T&D tend to overcome the stressed context of work.
◦ An augmented productivity of employees.
◦ T&D sessions raise the moralized sense of employees to contribute towards
organisational goals and targets.
 Any valuable suggestions you would like to give us for amending the existent
measures of T&D in Barclays.
______________________________________________________________________________
______________________________________________________________________________
__________________________________________________________________________
2.2 & 2.3
How long you are employed with Barclays? No of respondents
1 year 6
3 years 3
5 years 6
Above 5 years 5
Job performance and T&D sessions are
directly associated with one other.
No of respondents
Strongly Agree 8
Agree 5
Neutral 3
Disagree 2
Strongly disagree 1
Do you think that a practical implication of
T&D aids in an overall improvement of
work performances?
No of respondents
Yes, it is an assistive mean. 10
10