Dissertation: Training and Development Impact on Tesco Employees

This dissertation investigates the impact of training and development on employee performance, focusing on a case study of Tesco. The study is structured into five parts, beginning with an introduction outlining the aims, objectives, research questions, and rationale. Part 2 provides a literature review, exploring the importance of training and development, its impact on employee performance, and challenges faced by organizations like Tesco. Part 3 details the methodology, while Part 4 analyzes the cases using frequency distribution tables and interpretation. Finally, Part 5 offers a discussion, and the dissertation concludes with a summary of findings, addressing the research questions and suggesting strategies to overcome challenges. The research utilizes secondary data and includes thematic analysis to provide a comprehensive understanding of the topic.

Dissertation in business
studies
(“To analyse the impact of training and
development to enhance employee performance. A
study on Tesco.”)

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
PART 1: AIMS, OBJECTIVES RESEARCH QUESTIONS AND RATIONAL..........................2
Aims:...........................................................................................................................................2
Objectives:..................................................................................................................................2
Research questions:.....................................................................................................................2
Mapping......................................................................................................................................2
Rationale:....................................................................................................................................3
PART 2: LITERATURE REVIEW.................................................................................................4
Case study...................................................................................................................................6
PART 3: METHODOLOGY...........................................................................................................7
PART 4: ANALYSIS OF THE CASES........................................................................................10
Frequency distribution table......................................................................................................10
Interpretation.............................................................................................................................10
PART 5: DISCUSSION.................................................................................................................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19
APPENDIX....................................................................................................................................21
Questionnaire............................................................................................................................21

INTRODUCTION
Training and development basically involve with improvisation of that is processed
within team or by individual. It also refers to suitable activities that is used to create and develop
moderate level of skills and knowledge with this working efficiency and its productiveness get
advanced in specified manner. The training program enhance the working capability and with
this employee relation and its retention get sustained over longer period of instance. It is also
being used to advance and process higher values through which learning capability and working
efficiency both get improvised on regular basis (Maheshwari and Vohra, 2018). It is a short term
process that is more reactive under which operational fundamentals are enhanced with
continuity. It aids to develop better level of skills and development and progressed with adequate
belief and purpose such as lowers the attrition rate as in this value credibility is increases in
beneficial manner. In addition, it aids an individual to prepare for upcoming challenges which is
also be developed in support of pre-emptive process that induce continuous level of influence
and for this working credibility and probability to attain higher attractiveness and retention is
affected on regular basis.
It boosts satisfaction of workers as with this they have appreciate building of new skills,
improvisation of job performance, working potential as with this continuous level of
opportunities is created in which employee growth and its development is processed. It defines
certain activities as with this performance and productiveness is attained and in this development
is attained as by making optimised utilisation of resources, improvisation and advancement of
quality and safety, working morale and corporate image and advancement of organisation culture
and values. There is various advantage of training as well as development such as it aids
employee advancement that is related to improvisation of individual skills and knowledge,
creation and development of better job position, it kept employee more motivated through which
contribution level of enhanced. Training is basically provided to the individual as with
consideration and fulfilment of loop holes. It is a managerial program that is provided to
influence behaviour, role playing, enhancement of human relation, development of managerial
skills, simulation and many other basis as well.
The training usually improvises both quality and quantity of working force under which
base on an individual to learn and accept changes in positive manner is developed in beneficial
manner. Moreover, it advances the survival and long term growth of an individual that
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furthermore exposes working trends within professional fields (Noe and Kodwani, 2018). It is a
major function that is played by HR department and it is due to the fact that most of organisation
faces cut-throat competition and in this ability to improvise skilled human workforce with this
capability to develop competitive advantage is processed with perfection. The dissertation below
is based on Tesco and it is a multinational merchandiser and groceries with having headquartered
in Welwyn Garden city, UK. The dissertation below comprises of aims, objective, questions,
rationale, literature review, methodology, analysis of case along with thematic analysis.
PART 1: AIMS, OBJECTIVES RESEARCH QUESTIONS AND
RATIONAL
Aims:
“To analyse the impact of training and development to enhance employee performance. A
study on Tesco.”
Objectives:
 To understand the importance of training and development within an organization.
 To analyze the impact of training and development on employee performance.
 To determine the challenges faced by Tesco due to lack of training and development.
 To identify the strategies that can be implemented in order to overcome the challenges.
Research questions:
 What is the importance of training and development within an organization?
 What is the impact of training and development on employee performance?
 What are the challenges faced by Tesco due to lack of training and development?
 What are strategies that can be implemented in order to overcome the challenges?
Mapping
It has been used by researcher to make adequate control over various strategies and initiatives
due to which working proficiency and its productiveness get developed in constrained mode.
There is sustained modification as by mapping and during this possibility to attain beneficial
outcome is attained over timely mode. It is resulted of profitable completion of task through
which benefits, strategies and challenges processed during training and development is attained
in profitable manner. The induction and processing of training and development is essential and
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have direct impact over performance and productiveness of employee (Rahayu, Rasid and
Tannady, 2019). In this working ability and its attractiveness both indulge with perfection and
with this management get implemented adequate strategies and take suitable initiative as per
necessity. It improvises the rate of task completion and its attentiveness with this possibility to
attain sustained result is processed with adequateness. As with support of mapping, risk
credibility and its assessment is controlled and managed and under this probability to collect
suitable ending in timely frame is processed with effectiveness. In this task is divided and
segmented in disciplined manner and with this accurate changes are implemented as per
requirement and with this possibility to make adequate changes is developed with better
sufficiency.
In this methodology also assist to develop and design accurate strategy, approach, data
collection approach and timescale with this research is conducted in possible manner. Moreover,
information is collected and analysed with support of secondary data and with this literature
review is conducted as it assists to make modified level of changes in balanced mode. Afterward,
thematic analysis is processed that is dependent over both qualitative and quantitative basis and
in this information is collected with accuracy that is helpful for business to implement favoured
changes as per requirement of training and development.
Rationale:
The reason behind the conduction of this research is to acknowledge about training and
development as with this probability to attain better working standards and credibility is
developed in systematic manner. As training and development is major prospect with this
possibility to get connect with standardised goals and objectives is developed in prior basis
through which probability to attain long term growth and development is processed with
perfection. It assists the employee to advance learning as well as working captaincy that
furthermore aid to gain higher level of proficiency with this credibility to resolve higher level of
challenges is deducted with timely constrained. It is helpful for both personal and professional
bases under which capability to advance and improvise working standard is controlled and
managed with adequateness (Susomrith, Coetzer and Ampofo, 2019). In terms of personal basis,
it assists to gain better knowledge about the requirement and acceptance of training and
development within an organisation. In this as a researcher learning skills and its resultant get
advanced in favourable manner. For this efficiency of working is attainment of adequate target
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that is comprised with adequate goal and objective is processed in timely frame. Moreover, it
also improvises critical thinking skills through which ability to analyse both positive and
negative impact over workers as due to training and development is enhanced with
productiveness. In addition, team working also enhanced with this possibility to collect and
attain sustained outcome is improvised in balanced mode. In this possibility to collect
appropriate information and its segmentation both get developed in possible manner that aid to
attain better working condition along with continuous advancement and collection of prior
information is developed that collectively enhance productiveness in balanced mode.
In relation to professional basis, it aids to accomplish standardised outcome within
working consequences and in this possibility of management to advance training and
development is progressed with perfection. In this capability of an organisation is increases
through which rate of retention and attraction of potential employee is processed with perfection.
In addition, management ensure to measure certain loopholes and then offered adequate training
as per necessity and requirement. It is also being helpful to design and develop various strategies
that is resultant of adequate implication of sustained functions within which working efficiency
and its effectiveness get advanced in favourable manner.
PART 2: LITERATURE REVIEW
What is the importance of training and development within an organization?
According to the viewpoint of author Emma dudley, 2018, as the first benefits , that is
sometimes overlooked, there is so much focused areas of improvement like retention and
development of the employees within the organisation. The training and development within the
organisation can improve the interpersonal skills of the employee. This gives confidence to the
employees for facing the challenges within the organisation, because there are so much problems
are coming time to time within the organisation. So, this training and development in the
organisation is needed in the organisation because to build a more skilled employees within the
organisation. Although, this also helps to boost the skills and knowledge of the employees. This
also increases the employee engagement programs within the organisation that means the
company is looking for the continuous development and ways of attention and giving time to
time appreciation to their employee, for encouraging them to work efficiently within the
organisation.
What is the impact of training and development on employee performance?
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According to the view point of author mohammed raja abdulraheem sal, 2018there is the
various impact on the performance of the employees within the organisation, like these are the
reasons employee increase their potential within the organisation. This also improves the
employee retention, because this boost up the skills of the employees. Although, this will
enhance the capabilities of the work-forces within the organisation. This helps to get the more
positive employer brand within the organisation. Apart from this, strengthens the learning of the
employee and enhance their knowledge in the various field and make them capable to work in
every department. The success of the organisation depends on the quality of the employees.
Motivation of the work comes after the training and development, because this is the only
platform that provides the employee to build new skills and knowledge. The more company put
the efforts on the employees the more organisation gets the better result of the work and get
improvised the work quality of the employees.
What are the challenges faced by Tesco due to lack of training and development?
According to the viewpoint of author anthony olabode ayodele, 2021, the lack of training
within the organisation can create several problems within the organisation like Tesco. This can
affect the productivity within the organisation. Also this affects the safety and wellbeing of the
employees into the organisation. This weakened the performance of the employees. This can
create the several issues within the organisation. Lacks of training creates the several issues
within the organisation like Tesco, like this creates the various conflicts within the organisation.
Conflicts can increase the turnover, decrease the employee morale, and also effects the long term
business of the organisation. Although, the traditional method is not working with the modern
employees, because this generation of employee believes in the technical proficient within the
organisation. Although, this also effects the important skills such as communication, diplomacy,
and the building relationship. This also can be difficult to provide the training with the multiple
skills. Sometimes the company Tesco is facing global challenges, this increase the difficulty of
providing the constant training to the employees and the virtual needs of training within the
organisation.
What are strategies that can be implemented in order to overcome the challenges?
As per according to the viewpoint of Nikos Andriotis, 2018, in terms of training
resources and allocation of training program is developed on the basis of effectiveness as with
this optimised ending is resulted in timely frame. In despite of resource allocation organisation
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offer various training lessons under which working efficiency and its effectiveness get developed
with adequateness. There are various strategies that is implemented by management in order to
overcome from various challenges and in this hectic schedule of workers get drained with
perfection through which working relevancy is offered with better durability. Moreover, a
dispersed workforce is developed that remote the work as per acceptance in which comfortable
and logical forum is developed. In this favoured webinar and video conferencing and online
forum is conducted through which trust and empathy get foster. The level of employee
engagement is essential at differ level such as cognitive, behavioural and emotional basis that is
required to manage knowledge retention, level of commitment, contribution of employee etc. For
this adequate learning culture is developed under which adequate return is processed of
investment.
Case study
Tesco is facing higher issue of employee turnover and minimised productivity in this
manner for the company this is necessary that they inhale such practices in which enhancement
in training and development can be seen. On the other hand in order to earn high prominence and
to control outer market situation this is imperative to hold appropriate degree of training and
development so that these issues can be mitigated.
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PART 3: METHODOLOGY
There are various types of research methodologies which are being followed by individual
so that to get assistance over research and to attain research objectives as well. Similarly under
this research different methodologies are used which are elaborated as under:
Research Philosophy: Research philosophy is categorised as the set of actions which are used
within investigation in order to attain research objectives in appropriate manner. These
assumptions are helpful in developing such significant actions in which research process can be
carried out effectively. In every research philosophy plays such essential role by which overall
research process can be executed effectively (Larshin and Lishchenko, 2018). Research
philosophy is of two type such as interpretivism and positivism. Under this research
interpretivism philosophy is followed so that to attain research objectives in proper manner. With
the help of interpretivism philosophy is helpful in gathering qualitative data in significant
manner.
Research Approach: Research approach is defined as that part of research onion which is
providing wide assumptions as in relation to interpret research objectives. There are two types of
research approaches such as inductive and deductive which are used by researcher as according
to nature of research. These approaches are named as inductive and deductive which could be
helpful for researcher to attain research objectives in prominent manner. Under this research
deductive approach is used as researcher is prominently collecting data through quantitative
methods. Inductive approach is helpful in analysing given research topic in depth manner so that
inclusive results can be concluded and errors can be eliminated as well.
Research Choice: Research choice is defined as such primal factor within research which could
lead the research to get finished in systematic and effective manner so that to develop proper
understanding as well. There are two types of research choice such as qualitative and quantitative
which can be used by researcher in order to align with research objectives in direct and indirect
manner. Under this research researcher has chosen quantitative research choice has. been used as
the major choice as this research choice will lead the researcher to obtain information from
various sources and respondents (Malhotra, Nunan and Birks, 2017). Similarly quantitative
research choice enables to use graphs and charts within providing research results. With the help
of quantitative research choice in depth analysis can be performed which is aligned with
research.
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Research Strategy: Research strategy is defined as such set of actions which could be
helpful for researcher to accumulate information related to research topic. Research strategy is
the efforts which are being exerted by researcher so that to draw accurate results. In this manner
with the help of research strategy accurate research plan is made which is followed throughout
research in order to attain prominence within research objectives. There are different types of
research strategy such as case study, survey, experimental and many more. Under this research
survey and case study method will be followed so that to gather appropriate views within
research. Survey is helpful in developing in depth knowledge about the research topic whereas
case study is helpful in analysing the actual issue for which the research is going to be
conducted.
Research Instrument: Research instrument is defined as the tool which is used by
researcher so that to validate gathered information in appropriate manner. There are various
research instruments which can be used by researcher so that to gain insight over research. In
order to conduct this research, questionnaire is used so that to develop appropriate results and to
obtain significant results as well.
Data Collection: Data collection is defined as such methods which can be used by
researcher to acquire deep insight related to research topic and to execute research topic in
proper manner. Data collection is one of the most significant processes of overall research as
whole research is dependent over this aspect only (Sorli and Kaufman, 2018). There are two
types of data collection method such as primary and secondary. Both these data collection
methods are adding level of effectiveness within research. In this research in terms of secondary
research with the help of Blogs, journal articles, industry reports, company website and articles
available on various websites are some of the sources of information that are used by the
researcher in this research. Besides this, in terms of secondary sources of data collection
questionnaire is used by researcher in order to take out relevant results.
Sampling: Sampling is defined as the activity in which research tend to select their required
number of respondents so that research results can be analysed in optimal manner. This is the
initial process of data collection in which appropriate assistance can be given in order to develop
objectives. There are two types of research sampling used by researcher such as probabilistic and
non-probabilistic sampling. In this research probabilistic sampling is used so that to draw
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research objectives. Sample size is taken as 30 which is helpful for researcher to attain research
objectives.
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PART 4: ANALYSIS OF THE CASES
Frequency distribution table
Q1. What is the impact of training and development within workplace? Frequency
a) Enhancing employee performance 10
b) Increasing skills and capabilities of employees 10
c) Intensifying productivity 10
Q2. What is the importance of training and development programmes within
Tesco?
Frequency
a) Enhancement in employee confidence 15
b) Continuous improvement 10
c) Increased turnover 5
Q3. What are the challenges faced by Tesco due to lack of training and
development?
Frequency
a) Weak employee performance 10
b) High employee turnover 10
c) Decreased employee morale 10
Q4. What are strategies that can be used for mitigating these challenges? Frequency
a) Allocation of training program 12
b) Enhancing remote working 12
c) Increasing employee involvement 8
Q5. According to you Is Tesco emphasised over using such training and
development programs?
Frequency
a) Yes 25
b) No 5
Interpretation
Q1. What is the impact of training and development within workplace? Frequency
a) Enhancing employee performance 10
b) Increasing skills and capabilities of employees 10
c) Intensifying productivity and creativity 10
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