Analysis of Soft Skills Training on Manager Performance in Retail

This report investigates the impact of soft skills training on retail managers' performance within a retail organization, focusing on Tesco. The research, based on interviews with 20 managers, examines how training enhances skills, improves effectiveness, and fosters self-confidence. The study explores the research aim to analyze the effect of soft skills training on manager’s performance and addresses objectives such as understanding how training improves performance, identifying influencing factors, exploring the relationship between manager’s performance and training, and suggesting recommendations. The report includes a literature review, research methodology, results and analysis, discussion, and recommendations, providing insights into the benefits of soft skills training, factors influencing its effectiveness, and practical suggestions for implementation. The study highlights the importance of soft skills training for managers in adapting to changing roles and responsibilities within the retail sector, ultimately contributing to organizational goals.

An Analysis on the impact of soft skills training on the
manager’s performance within Retail Organisation.

Abstract
The present investigation is clearly based on impact of soft skills training on the
manager’s performance within Retail Organization. Training has been acknowledged as the
common method that is adopted by businesses belonging to any sector for enhancing skills as
well as knowledge of workforce in effective manner. It has been analysed that the preliminary
aid of conducting training sessions for employees is to prepare them about the forth coming task
which is required to be performed by them in the near future. Training is acknowledged as the
common method that is adopted by businesses belonging to any sector for enhancing skills as
well as knowledge of workforce in effective manner. It has been analysed that the preliminary
aid of conducting training sessions for employees is to prepare them about the forth coming task
which is required to be performed by them in the near future. For performing research on this, 20
managers had been chosen as the sample size that will further provide detailed information
through the medium of interview method. It has been later analysed that training of managers or
employees are absolutely important in this changing environment or atmosphere. This has been
determined as an effective and valuable activity of human resource department which supports in
enhancing the competency of manager. Training provides a lot of advantages to the managers
such as betterment in effectiveness and efficiency, creation of self-conference and supports
everyone in their self-management.

ACKNOWLEDGEMENT
At first I would like to provide big thanks to god for giving me opportunity to perform
this research with best possible efforts so that it could get accomplished in the quicker manner.
Along with this, I also want to thanks to my respectful mentors who have supported me a lot
while conducting dissertation and also reviewed my overall pattern of performing the work and
also provided me suggestion wherever I required them a lot. Apart from this, I would also like to
thanks my guides from the retail sector that is superiors and management team who have
collaboratively supported a lot in obtaining authenticate information on the selected topic. Lastly,
huge thanks are provided to my lovely family and close friends who have always trusted me and
provided to required level of support throughout the project completion process.

Contents
Abstract............................................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
CHAPTER 1: INTRODUCTION....................................................................................................7
1.1 Research background........................................................................................................7
1.2 Research aim, objectives and questions...........................................................................8
1.3 Contribution of study........................................................................................................9
1.4 Research structure............................................................................................................9
CHAPTER 2: LITERATURE REVIEW.......................................................................................12
2.1 Introduction:-..................................................................................................................12
2.2 Conclusion of Literature review.....................................................................................23
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................25
3.1 Introduction....................................................................................................................25
3.2 Research Philosophy......................................................................................................26
3.3 Research design..............................................................................................................26
3.4 Research Approach.........................................................................................................27
3.5 Research Method/Strategy and Justification..................................................................28
3.6 Data Collection method..................................................................................................29
3.7 Data Analysis Methods...................................................................................................30
3.8 Research choices............................................................................................................31
3.9 Time Horizons................................................................................................................31
3.10 Ethical considerations...................................................................................................32
3.11 Conclusion....................................................................................................................33
Chapter 4: Results and Analysis....................................................................................................34
4.1 Introduction....................................................................................................................34
4.2 Analysis..........................................................................................................................34
4.3 Results............................................................................................................................39
4.4 Conclusion......................................................................................................................40
CHAPTER 5: Discussion & Analysis............................................................................................40
5.1 Introduction....................................................................................................................40

CHAPTER 6: RECOMMENDATIONS & CONCLUSION.........................................................44
6.1 Introduction....................................................................................................................44
6.2 Summary of Research.....................................................................................................44
6.3 Expected benefits versus observed benefits...................................................................45
6.4 Expected barriers versus observed barriers....................................................................46
6.6 Recommendations..........................................................................................................46
REFERENCES..............................................................................................................................48
Appendix........................................................................................................................................53
REFLECTION......................................................................................................................53
Professional Statement.........................................................................................................55
Gantt chart............................................................................................................................56

CHAPTER 1: INTRODUCTION
1.1 Research background
Training is determined as the effective way by which employees as well as staff at
workplace can develop their desired skills as well as knowledge in effective form. This
development at regular basis provides opportunities to employees to improvise their performance
at workplace in such a manner that contributes in the attainment of organisational goals as well
as objectives in quicker manner (Seidle, Fernandez and Perry, 2016). Along with this, constant
based training session directly provides support to employees which motivates them. Also, this
influences employees commitment towards the work as they are feeling attached to the company.
Strong motivation level influences employees to take self-initiative in organisational work which
also enhances chances of creation of innovation at workplace. It has been later seen that training
and development is not only valuable for employees but at the same time training is highly
important for managerial level (Memon, Salleh and Baharom, 2016). With reference to the post
of managers it has been determined that like e employee managers also needs training as with the
changing time their roles and responsibilities with the company are also modifying. In order to
deal with the same and develop their own skills as well as knowledge, managers are required to
attend training programs where they can obtain adequate amount of guidance and develop their
required skills in appropriate form. In addition to this, these training are not only related with the
work or any new up gradation on the technology based work. But, at the same time these training
sessions aware manager about soft speaking and other technique by which they can easily
manage workforce at workplace and influence to them work effectively without creating any
kind of disturbance. Overall, training given to managers are beneficial for the whole company
and also support firm in attaining its predetermined goals and objectives in effective manner.
The present report is based on TESCO, a large scale multinational retail company
belonging to UK. The respective company was propounded by Jack Cohen in the year 1919 and
has its supermarket stores in 7 countries of Asia and Europe. Apart from this, this company also
has its operations in Ireland, Hungary, UK and Thailand. Its major market share has been
witnessed in UK that is around 28.4%. With the passing time, product portfolio of this company
has been diversified into range of sections such as books, software, financial service, toys,
electronics, clothing, furniture, petrol, internet services, software etc. TESCO has approx. 6800

shops worldwide which is being operated by approx. 450000 number of employees. The Overall
performance of the company is good and remarkable as its top management team is managing
work in rightful manner. Apart from this there are several other companies like Marks and
Spencer, ASDA, Aldi, Waitrose & Partners, John Lewis Partnership, Next etc. belonging to the
same sector which are having good positioning at marketplace and holds noticeable market share
too. It has also been seen that products and services offered by these companies belongs to the
same range which still might vary in terms of quality and prices. But, still it has been analysed
that top management team of these companies have noticed that they are not able to implement
their business activities effectively. The main reason behind this is their regular based interaction
with the huge workforce. The managerial level staff also finds it difficult to handle workforce as
they do not know how to manage the employees with the usage of soft skills (Koohang,
Paliszkiewicz and Goluchowski, 2017). In order to improvise this problem in appropriate
manner, the respective investigator has planned to conduct research on analysing the effects of
training and development on the performance of the managers. For this, they have formulated an
effective research team who knows to conduct research in lucrative form and find out proposed
outcome on the stated topic. In this regard, chosen researcher has developed research aim,
objectives and questions which would be followed by them as well as their team member for
conducting this research in effective manner.
1.2 Research aim, objectives and questions
Research aim simply provides preliminary goal to investigator which is required to be
attained by them by the end of study. In context of this study, the prime motive of this
investigation is to find out effects of training and development on the manger's performance
belonging to retail sector (Brewster and Söderström, 2017). Also, it includes range of sub
objectives which makes work of investigator easier as they can easily bifurcate their work
according to the objectives and attain proposed aim in quicker manner. Research aim, objectives
and questions are stated as below:
Research Aim
The proposed research aim for the current dissertation is to analyse the effect of soft
skills training on manager’s performance.
Research Objectives
 To understand how soft skills training improve on manager’s performance.

 To identify the factors, influence soft skills training.
 To explore the relationship between manager’s performance and training.
 To suggest recommendation on soft skills training to motivate staff for development of
technical skills.
Research Questions
 What is soft skill and how its training improves on manager’s performance?
 Explore several factors which influence soft skills training?
 What is the relationship between manager’s performance and training?
 What are the main suggestions related to soft skills training which motivate staff in order
to develop?
1.3 Contribution of study
The present investigation will provide support to the overall retail sector and companies
belonging to this industry as it will guide them about importance of training for the managers and
its implementation will provide support to the company. By conducting this research,
investigator will be able to able to develop communication, research skill, analytical skill, team
working, coordination and collaboration skill and many others. Development of these skills will
help researcher in conducting future research in appropriate form. Also, the present study would
be beneficial for the individuals, researchers or students who are planning to conduct similar
kind of research in the near future.
1.4 Research structure
This section provides detailed knowledge on the overall research and its structure which
is being adopted by investigator for attempting it in lucrative format. It simply provides overview
about each and every chapter that is going to be conducted (Ibrahim, Boerhannoeddin. and
Kayode, 2017). In context of the present study conducted on the topic to analyse the effect of
soft skills training on manager’s performance, investigator will perform it in six different
chapters that is Introduction, Literature Review, Research Methodology, Results and analysis,
Discussion of results and Conclusion and Recommendations. Each and every chapter has been
explained below with brief description.
Chapter 1: Introduction
This is the first and foremost chapter which provides clear overview about the research
topic, aim, objectives, questions, reasons behind conducting this research, background of

research and company and overall contribution of the study for students, company and academic
researchers. This section also present that what actual investigator is aiming obtain by
conducting this research.
Chapter 2: Literature review
This is second chapter of dissertation which detailed knowledge on the proposed topic
with the point of view from different authors, publishers and other researchers. In this chapter
investigator will make use of different books, Journals, Online articles, newspapers and other
published data which contains information on soft skills and its role for managers in executing
their business activities in appropriate manner. Here, separate information will be obtain on all
objectives by making use of different sources. This section provides major contribution in the
grabbing maximum information in lesser time frame.
Chapter 3: Research Methodology
Research methodology is third section which is initiated after completion of literature
review section. This section mainly includes different tools and techniques that will used by
investigator for gathering desired information on the same and valid research outcome on
proposed topic. It basically includes detailed information on range of methods along with the
explanation of the chosen one towards the same. Research methodological section provides
guidance to the researcher as well as whole team about actual method that is required to be
followed by them.
Chapter 4: Results and Analysis
In this section, all of the gathered information is analysed by investigator in such a
manner so that it can be determined that they are able to meet aim as well as bifurcated
objectives or not. It also supports investigator in drawing valid outcome on the basis of the
gathered information. This is effectively performed by analysing overall authenticity of
developed research information in adequate manner.
Chapter 5: Discussion of results
This is the fifth as well as important chapter of every research which includes detailed
discussion on the overall drawn information in the above Literature Review section and results
and analysis . In this, main focus of the researcher is made discussion overall results and
analysis. This chapter helps investigator in developing their knowledge on actually what they
understood with this research.

Chapter 6: Conclusion and Recommendations
This is the last chapter of every dissertation which provides actual conclusion to the
investigator on the research topic. It can be said that researcher draws conclusion from the
information drawn in the previous chapter. Along with this, it can be further said that this section
further provides recommendation to the considered company that supports them in developing
soft skills among their managers and improve their business performance which leads to the
success of company.

CHAPTER 2: LITERATURE REVIEW
2.1 Introduction:-
Literature review is determined as critical analysis of the published sources over the
specific topic that ultimately enhances the knowledge of readers over it in adequate manner. . In
this section information is presented from the point of view of different authors and writers. The
main motive of this section is to obtain information on the particular topic with different
perception so that valid outcome can be drawn on the same topic. In context of present
investigation researcher have made use of different books, journals, online articles and other
published material in order to draw valid outcome over the same (Cacciolatti, Lee and Molinero,
2017). Making use of these sources have provided detailed information to researcher on the
proposed topic that is soft skills as well as its influence over the performance of the manager. In
this section, investigator has bifurcated different sections, of overall topic that is objectives. All
of these objectives are effectively reviewed by the investigator by making use of different books
and journals. In addition to this, it can be further said that literature review section plays essential
role in the completion of overall research as it provides base information to the overall study.
With reference to the present investigation, researcher has divided overall research into sub
topics which are explained one after another with viewpoint of different authors. This also
provide support in developing effective knowledge on this topic that will contribute in drawing
valid outcome on the same.
Concept of soft skill and how its training improves on manager’s performance
As per the views expressed by the Ubfal and et. al., 2019, soft skills are determined as the
polite skills of individual which influences interest of client and others associated people towards
them. Along with this, it can be said that soft skills are also supportive for the individual in the
retaining its existing clients and also influences them to refer them as they are satisfied with their
offering in appropriate manner.
According to the Musembi and et. al., 2018, Soft skill introduces as a combination of an
individual skills that includes communication skill, social skill, attitudes, social intelligence,
career attributes, personality traits and emotional intelligence. This skills enable an individual to
navigate their own environment, perform well, work will with others and achieve better
outcomes easily. Additionally, it is a personal attributes that assist situational awareness as well