The Role of Training and Development in Enhancing Employee Performance

This report presents a comprehensive analysis of the impact of training and development programs on employee performance, using Morrison, a UK supermarket chain, as a case study. The study explores the background, significance, aims, objectives, and research questions related to the topic. It examines the factors influencing the selection of the topic and provides a critical review of relevant literature, including the views of Torraco (2016) and Mazerolle and Dodge (2015). The research employs both primary and secondary data collection methods with an inductive research design and an interpretivism approach. The report includes a Gantt chart to outline the study's timeline and presents findings from various themes related to training frequency, methods, employee satisfaction, and the impact on performance, motivation, and confidence. The analysis reveals that training and development programs significantly enhance employee performance, with Morrison utilizing both on-the-job and off-the-job training methods. The study concludes with recommendations for Morrison's management to conduct training and development programs regularly to adapt to the evolving retail industry and improve employee skills.

RESEARCH PROJECT

TABLE OF CONTENTS
TASK 1............................................................................................................................................3
1.1................................................................................................................................................3
1.2 ...............................................................................................................................................4
1.3................................................................................................................................................4
1.4 ...............................................................................................................................................5
1.5 ...............................................................................................................................................5
TASK 2............................................................................................................................................6
2.1 ...............................................................................................................................................6
2.2................................................................................................................................................9
2.3 .............................................................................................................................................12
TASK 3..........................................................................................................................................18
3.1..............................................................................................................................................18
3.2..............................................................................................................................................20
3.3..............................................................................................................................................20
TASK 4..........................................................................................................................................21
REFERENCES..............................................................................................................................22

ILLUSTRATION INDEX
Illustration 1: Theme 1...................................................................................................................15
Illustration 2: Theme 2...................................................................................................................16
Illustration 3: Theme 3...................................................................................................................17
Illustration 4: Theme 4...................................................................................................................18
Illustration 5: Theme 5...................................................................................................................18
Illustration 6: Theme 6...................................................................................................................19

TASK 1
Present study is carried out on the topic of “Analysing the role of training and
development in enhancing employee’s performance: a case study on Morrison”.
1.1
Background of the study
Success of any company totally depends upon its employee’s performance. Furthermore,
it is with the help of workers only, manager of enterprise will be able to build their effective
presence in the environment which is highly competitive in nature. Hence, for the corporation, it
is very essential that it should make significant efforts in terms of improving skills and abilities
of its employees. In this task, training and development programs have their critical importance.
This program will not only help in getting information about that particular skill in which they
are lacking, but it also assists in improving such proficiencies among employees which will
prove to be helpful in the future. In this regard, Torraco (2016) has depicted that training and
development programs have direct relation with employee's performance. Here, with the help of
given programs, workers will be able to carry out their efforts in terms of delivering the best
services to corporation. For the present study, Morrison is taken into consideration. It is the UK
famous supermarket chain which has team of around 125000 employees. Corporation arranges
different types of training activities in order to improve the efficiency of its workers.
Significance of the study
Present study has its significance for the number of individuals. For example, it has its
importance for PHD Scholars which are pursuing their study on similar topic. Here, by making
use of given study, researcher can prepare proper structure for their investigation (Mazerolle and
Dodge, 2015). Furthermore, conducted study has its usefulness for different companies that want
to get answer of the question that whether training and development program helps in improving
performance of workers or not.
Research aim and objectives
Major aim of present study is “To analyse the role of training and development in
enhancing employee’s performance: a case study on Morrison”.
On the basis of given aim, following objectives are formulated for the current study:
 To explore the meaning of training and development.

 To examine the types of training and development methods which are used for retail
firms.
 To assess the relationship which exist between training and development programs of
firm and employee’s performance. To recommend the ways of enhancing performance of employees of Morrison by making
use of different training methods.
Research question
The study will tend to give answer to one specific question which is given as below:
 Is training and development programs organised by Morrison have significant role in
improving their employee’s performance.
1.2
There are some factors examined which have influenced the researcher for making
selection of above mentioned topic. These all are given as below: Huge scope: The topic selected has wider scope because training and development is that
activity which is being arranged by each and every firm. Thus, each corporation wants to
get answer to the question that whether training programs assist in improving worker’s
performance or not (Asfaw, Argaw and Bayissa, 2015).
 Researcher interest: The scholar of current study is having high interest in HR related
topic and thus, it can be considered as another factor which has led to the selection of
respective topic.
1.3
A critical review of different references are carried out. In this context, as per the views
of Torraco, (2016) training and development programs help in improving the particular skills of
individuals which they wanted to improve. Here, before conducting training activity, manager of
firm conducts skill analysis which help in giving exact information about the ability that
individuals want to improve. Thus, this indicates that training activity tends to play an important
role in improving employee’s performance. However, it has been critically evaluated by
Mazerolle and Dodge (2015) that effectiveness of training and development program totally
depends upon method which is being used by firm in order to deliver training to its employees.
For instance, if employees want to improve their technical skills then in this situation, on the job

training method prove to be more effective. This is because, on the job training methods enable
employees to learn skills by seeing practical implications of the same. Thus, in the process to
improve performance of workers, method used for delivering training matters a lot.
1.4
For the current study, both primary and secondary methods of data collection will be
used. In addition to this, in the present study, inductive research design will be taken into
consideration. Furthermore, in terms of research philosophy, interpretivism approach will be
applied. This will assist the scholar in right direction or towards major objectives of study.
1.5
Following Gantt chart will provide assistance to the researcher with respect to complete
its study within given specified time limit:
Task / Duration in week 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15
To make the selection of
topic
Preparing project
Framing aim and objectives
To make analysis of
previous studies carried out
on respective topic
Research methodology
To perform primary
research
Data analysis
Assessing the findings of
study
Drawing conclusion and
recommendations for
current study

Submitting draft
Making changes in file as
per the given feedback
TASK 2
2.1
In order to develop in-depth understanding regarding research topic, there are several
secondary sources which have been evaluated by the researcher. Hence, by evaluating books,
journals and other scholarly articles, researcher has prepared thesis which will help him in
making analysis of data in an appropriate manner.
Meaning of training and development
According to the viewpoints of Pollock, Wick and Jefferson, (2015) training and
development is one of the main functions of human resource management. HR manager of firm
organizes training and development session with an aim to improve the job performance of both
individuals and groups. Sharma, Garg and Mittal, (2015) claimed that training and development
is not only the HR function but also, it is a part of organizational activities. In the present era,
every business unit places emphasis on organizing training session for their personnel with an
aim to enhance their skills, qualities and competencies. Torraco (2016) considers training and
development activity as a vital part of business unit which offers opportunity to the personnel to
develop their proficiency level in line with strategic business environment. Moreover, now
changes take place in both business and technical aspects at a fast pace. In this, by attending
training session, employees can build up their competencies to a significant level. This in turn
helps personnel in building their future or career brighter in their desired field or area.
On the other hand, Mazerolle and Dodge (2015) stated training and development as an
ongoing process which exist throughout the life of firm. Moreover, now, business organizations
make their best efforts to improve the performance level of personnel to a large extent. This in
turn also makes significant contribution in self-fulfilment of employees through the means of
various educational methods and programs. Through this, employees are able to learn varied
things or aspects which contribute in their career growth and development. Asfaw, Argaw and
Bayissa, (2015) said that training and development session is the process which upgrades the

skills and potentials of personnel. In this, business unit makes efforts in relation to assess the
training and development need of personnel. Hence, by identifying the training requirement of
staff, business unit can organize suitable event which enhances their skills and abilities more
effectually.
Various types of training methods
Ngaochay and Walsh, (2015) asserted that on the job training methods are one in which
training is provided to the personnel at workplace. Job rotation, apprenticeship, job instruction
technology and mentoring are one of the most effectual ways which upgrade the skills of
employees. Under job rotation, individuals get opportunity in relation to develop their knowledge
regarding various fields or aspects. For instance: in retail sector, company offers opportunity to
the personnel to develop their understanding in the field of marketing and operational aspects.
Thus, job rotation technique makes vital contribution in the development of employees.
However, Kumar and Sharma (2015) critically evaluated that job rotation technique sometimes
create frustration among the personnel. Moreover, usually once, human resources of firm gets
familiar with specific job then they resist performing another job. Thus, due to comfort zone,
employees do not prefer to perform varied kinds of activities. Further, job rotation strategy also
restricts personnel to get expertise in one field.
From investigation, Liu and Lu (2016), assessed that mentoring is another most effectual
on the job training method. In this, training is provided to the human resources of firm under the
guidance of senior authority or experienced personnel. In this way, by employing such method,
business unit can provide deeper insight to the personnel about the way to deal at workplace.
However, Johnson and Ridley, (2015) criticized this aspect that mentoring technique places a
negative impact on customer satisfaction and brand image of the firm. For instance: in retail
industry, if employees fail to offer suitable services to the customers then it will place a direct
impact on customer satisfaction and loyalty. In this regard, author said that job instructional
technique provides assistance to personnel for enhancing their proficiency level. Under this,
trainer prepares a wide framework in relation to the performance, training activities, assessment
and feedback. Hence, by considering all such activities, effectual training can be provided to the
personnel which enhances their performance level.
Leider and et.al., (2015) defined off the job training methods that are implied for those
which are conducted separately from the job environment. Off the job training methods include

lectures and conferences, simulation exercise, vestibule training, etc. All these methods also
place major contribution in the development of human resources. Lectures and conferences are
the most suitable methods which develop communication skills of personnel to a significant
level. In this, trainer verbally discusses each and every aspect with an aim to improve the skills
of employees in the field in which they are lacking. However, Mossa and et.al., (2016) critically
evaluated this aspect that simulation exercises are the best ways which can be employed by the
firm for providing training to employees. Moreover, verbal communication is highly
monotonous due to absence of any visual presentation. In this, by organizing management games
and role play activities, business unit can develop and strengthen leadership, communication,
analytical and decision making skills of personnel. Hence, by improving all such skills of
personnel, business organization can get the desired level of outcome or success in terms of high
employee’s productivity and low employee turnover as well as absenteeism. Thus, both on and
off the job training methods helps company in achieving success in competitive business arena
with the help of highly skilled and motivated workforce.
Impact of training and development session on employee’s performance in retail sector
Kumar and Sharma, (2015) found from their study that training and development session
has high level of influence on employee’s performance in a positive manner. Moreover, training
activity persuades personnel about the manner through which they can perform their activities
more efficiently. When employees have an idea regarding ways to perform activities then they
are encouraged to make their best efforts. Moreover, after getting training, human resources of
the firm do not face any difficulty while performing the tasks assigned to them. This in turn helps
in maximizing employee’s performance in terms of high productivity and profitability. However,
on the critical note, Mazerolle and Dodge (2015) argued that if business unit fails to plan suitable
training event for the personnel then it may result in the loss of employee’s productivity and
profitability. For instance: there is personnel within firm that does not require training in relation
to the communication skills. In this, if business organization invites them to join training session
then it will place a negative impact on their motivational aspects. Further, it may also result in
the wastage of time of their personnel. Hence, this aspect clearly shows that training event
sometimes negatively affect the motivational aspect of personnel.
Liu and Lu (2016) stated that training and development activity organized by business
organization offers opportunity to the personnel to enhance their familiarity with different

aspects. Besides this, in the recent scenario, employees prefer to work with the organization
which conducts training event or session for them. Moreover, training events widen the
knowledge level of personnel and thereby enables them to build their distinct identity or image in
the business unit. This in turn evolves high level of satisfaction among employees. Moreover, by
developing knowledge regarding varied aspects, employees can build their career brighter. Thus,
this aspect encourages personnel to perform better and thereby aids in the growth and success of
firm. For instance: Morrison provides training to their employees to clear bill of customers more
quickly. In this, company provides training to their personnel in relation to deal with the
technological aspects. Through this, staff would become able to offer satisfactorily services to
their customers more effectually.
However, it is to be critically evaluated by Johnson and Ridley (2015) that negative
attitude of personnel towards training session also hampers their performance to a significant
level. Moreover, due to heavy work load, employees consider training as a time wasting activity.
Due to this aspect, employees do make high level of efforts in relation to develop their skills and
qualities. This is turn may result into low level of improvement in employee’s performance.
Pollock, Wick and Jefferson, (2015) claimed that needs, tastes and preferences of customers
change at a very high pace. In this, employees are the one who directly deal with customers in
retail sector. Thus, by offering training to the personnel in relation to such aspects, performance
of employees can be enhanced. Moreover, training session will enable them to identify the needs
and expectation level of customers by asking tricky questions from them. Through this,
employees become able to offer suitable retail products or services to the end users. In this way,
employee’s productivity and profitability can be increased within business unit. Thus, it can be
said that training and development activity places a positive impact on employee’s performance
to the great extent.
2.2
Research methodology consists of number of techniques which assist workers in task to
collect data for the study in an effectual way (Research methodology, 2016). In this context, with
an aim to carry out present study, following research techniques have been taken into
consideration: Research design: It is considered as the blue print of conducted study. In other words,
research design explains about the manner in which scholar performs analysis or study

upon the particular topic. The design is of two types such as inductive and deductive.
Researcher will make use of inductive research design when it is carrying out its study
from specific to general. However, in the circumstance when scholar moves his study
from general to specific then in this scenario, implementation of deductive research
design will be carried out. Furthermore, implementation of both given techniques also
depend upon the researcher’s compliance with hypothesis (Kitchin and Tate, 2013). For
instance, inductive research design is applied when researcher does not frame hypothesis
for his study. Likewise, when scholar formulates hypothesis, then in this situation, he
makes use of deductive research design. In present study which is related with the topic
of analysing role of training and development programs in enhancing performance of
Morrison's employees, inductive research design has been used. It is due to the fact that
the study does not possess hypothesis. Research philosophy: It gives explanation about the way in which data in relation to
conduct study will be gathered as well as examined. In any study, research philosophy is
having a critical importance. This is due to the fact that research philosophy helps in
terms of improving the researcher’s knowledge in relation to the specific topic. Thus,
through this way, scholar can attain formulated aim and objectives of the present study.
Positivism and interpretivism are two types of research philosophies. When researcher
gathers data for his study and draws conclusion from it then in this situation, he makes
use of positivism research philosophy (Stanley, 2013). On the other hand, when
researcher is more interested in getting in-depth details or data regarding the current
study, then in this situation, it complies with interpretivism philosophy. Here, in the
selected topic under study, interpretivism research philosophy has been applied. This is
because, with the help of given approach, scholar can collect detailed information about
the selected topic. This will guide the researcher towards formulated aim and objectives
of research. Research strategy: For researcher, it is essential that he should make the decision about
specific tactic which is used in order to collect data for study. By complying with the
given type of activity, scholar can complete or conduct his study within given specified
time period. In accordance with the given context, there are different types of research
strategies examined which consists of grounded theory, case study, survey, experiment

and action research (Short and et.al., 2012). However, in the present study which is on
analysing the role of training and development in enhancing employee’s performance,
survey research tactic has been taken into consideration. This is used as with the help of
this, researcher will be able to collect views and opinions of the sample in relation to the
issue of present study. Moreover, through this way, conclusion for the current study can
be drawn appropriately. Data collection: It possesses process with the help of which scholar of study can
assemble data for its research. Success of any study thoroughly depends upon the type or
quality of information which is being gathered by the scholar. Herein, two techniques of
data collection are analysed and both have been applied in current study too which is
related with the topic of analysing role of training and development in enhancing
performance of employees of Morrison (Gray, 2013). In this context, primary data for
current study has been assembled by framing questionnaire for the same. Questionnaire
framed possesses both close and open ended questions. In addition to this, number of
secondary sources have been used for assembling data for present study. Sources consist
of journals, books and online articles. Sample and Sampling: For the researcher, it is not at all feasible to carry out study upon
whole universe or research population (Sample, 2016). It is due to the presence of given
aspect, there is the need of collecting sample in front of researcher of current study. Thus,
in this regard, Holloway and Wheeler (2013) have defined that sample is the subset of
whole research population. In this context, it can be said that sample which is being
chosen by the scholar will be proved as effective if it effectively indicates the feature of
whole population. In the present study, sample of 50 employees of Morrison have been
collected with the help of random sampling method. This approach is used because it
gives each sample an equal chance of being selected in the sample of present study. Data analysis: After data collection method, in next phase, researcher will have to make
an analysis of gathered information. This section of research methodology technique will
tend to guide scholar towards conclusion for the present study. Thus, with an aim to make
an analysis of collected data which is related with the topic of analysing role of training
and development in enhancing performance of employees of Morrison, thematic analysis
method has been used. In this context, data collected here is analysed by using themes

(Short and et.al., 2012). Furthermore, with an aim to present the analysed data, assistance
has been taken from charts and graphs. Ethical issues: While conducting this study, there are different types of ethical issues that
have been considered by the researcher. Herein, for example, efforts have been made by
researcher to communicate the objective behind conducting respective study to its
selected sample. This effort is made with an aim to build up transparency between sample
and researcher. In addition to this, scholar has also made his efforts in terms of placing
the collected data at some secured place (Stanley, 2013). Herein, data collected by
scholar has been protected by using user ID and Password. Research limitation: There are different limitations associated with the current study.
Here, one of the limitations is lack of sufficient time. With an aim to conduct study upon
any topic, researcher will require sufficient time. But, if he will not get the same, at that
time, final results of the conducted study will be affected significantly (Short and et.al.,
2012). Furthermore, unavailability of sufficient funds is another limitation which is
related with the present study. Thus, by taking action against this given issue,
effectiveness of the conducted study can be enhanced.
2.3
Questionnaire
Demographic information
 Name
 Age
 Gender
 Area or field of working
1. Does your company conducts training and development session on a regular or periodical basis?
 Yes ()
 No ()
2. How often training sessions are conducted by your organization?

 Monthly ()
 Quarterly ()
 Half yearly ()
 Annually ()
3. Which kind of training method is employed by your retail organization?
 On the job methods ()
 Off the job methods ()
 Both ()
4. Are you satisfied with the assessment made by your firm for identifying the need of training
event?
 Satisfied ()
 Highly satisfied ()
 Dissatisfied ()
 Highly dissatisfied ()
5. Do you agree that training session helps in performing organizational activities more efficiently?
 Agree ()
 Strongly agree ()
 Neutral ()
 Disagree ()
 Strongly disagree ()
6. Are you satisfied with the training policy employed by your retail organization?
 Satisfied ()
 Highly satisfied ()
 Dissatisfied ()
 Highly dissatisfied ()

7. Do you think that training program enhances your motivation and confidence level?
 Yes ()
 No ()
8. From the following aspects, which area of yours is highly improved after attending the training
session?
 Quality of work ()
 Positivity in attitude ()
 Improvement in communication and leadership skills ()
9. Do you want to give any suggestion for making improvement in training and development
activity?
____________________________________________________________________________
Theme 1: Morrison conducts training session for their personnel on half yearly basis.
Responses Views of respondents Percentage
Yes 40 80%
No 10 20%

Theme 2: Both on and off the job training methods are employed by Morrison.
Responses Views of respondents Percentage
On the job 15 30%
Off the job 10 20%
Both 25 50%
Theme 3: Employees are highly satisfied with the assessment made by Morrison.
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
Illustration 1: Theme 1
On the job Off the job Both
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Illustration 2: Theme 2

Responses Views of respondents Percentage
Satisfied 15 30%
Highly satisfied 22 44%
Dissatisfied 8 16%
Highly dissatisfied 5 10%
Theme 4: Large number of personnel strongly agree that training session helps them in
performing their tasks with high level of efficiency.
Responses Views of respondents Percentage
Agree 15 30%
Strongly agree 25 50%
Neutral 5 10%
Disagree 3 6%
Strongly disagree 2 4%
Satisfied Highly satisfied Dissatisfied Highly dissatisfied
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Illustration 3: Theme 3

Theme 5: Personnel is highly satisfied with the training policy employed by Morrison.
Responses Views of respondents Percentage
Satisfied 17 34%
Highly satisfied 23 46%
Dissatisfied 6 12%
Highly dissatisfied 4 8%
Agree Strongly agree Neutral Disagree Strongly disagree
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Illustration 4: Theme 4

Theme 6: Training program has enhanced motivation and confidence level of personnel to a
large extent.
Responses Views of respondents Percentage
Yes 35 70%
No 15 30%
Satisfied Highly satisfied Dissatisfied Highly dissatisfied
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Illustration 5: Theme 5
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Illustration 6: Theme 6

TASK 3
3.1
Interpreting and evaluating themes
Theme 1
In the given theme, researcher wants to improve his knowledge regarding the tenure
during which manager of Morrison arranges training and development programs for its workers.
In this context, 80% of respondents said that the corporation organises training and development
programs for them on half yearly basis. However, 20% of the respondents have given their
negative response with regard to the asked question. They have given such response because
they believe that Morrison arranges at least 2 training programs in a year. In this regard, it has
been evaluated that firm should arrange its training and development activities on regular basis.
This is because, significant changes have been occurring in the business environment and in
order to meet with these variations, manager as well as employees of firm should constantly have
to work upon their skills. Hence, it is due to the presence of given aspect, training programs
should be arranged within firm on continuous basis.
Theme 2
In the given theme, scholar of present study wants to get information about training and
development methods which are being used by Morrison in order to deliver training to its
employees. In this context, 50% of employees said that firm uses both methods of training. They
have given such response because they believe that corporation delivers them training by using
both the methods. However, 30% of employees denied with the given fact as they believe that
manager of cited firm makes use of on the job training method. Furthermore, 20% of the
respondents have said that firm complies with off the job training methods.
Theme 3
Here, the researcher of present study wants to assess that whether employees of Morrison
feels satisfied with the assessment which is being made by the cited corporation or not. In
accordance with the given context, on conducting analysis, it is examined that majority of
employees who are working in Morrison feel highly satisfied with the assessment which is being
done by corporation prior to organise training and development programs. They have given such
type of response because they believe that the assessment which is being made by corporation
helps in getting exact information about the skills which need to be improved upon them.

Theme 4
In this theme, scholar of present study wants to assess effectiveness of training and
development programs which is organised by Morrison. In this regard, on the basis of analysis, it
is examined that 50% of employees have given their strong agreement with regard to the given
section. This means that training session assists in improving their overall efficiency in terms of
skills. Furthermore, training programs also enable them to deliver their best services to the
corporation in an effectual way. However, there were some respondents who believe that training
programs of firm are ineffective as they do not assist them in performing their given tasks with
high level of efficiency.
Theme 5
In the given theme also, scholar of present study wants to get information about
satisfaction level of workers regarding training policy employed by Morrison. Herein, 34% of
respondents have given their response that they are satisfied with the training policy which is
formulated by Morrison. But, there are some workers who are working in the cited corporation
and are dissatisfied with the training policy over there. This is because, they believe that training
policy of organization is standardized due to which it does not effectively address the needs and
demands of different types of workers.
Theme 6
70% of the respondents said that training programs of Morrison helped in enhancing their
motivation as well as confidence level. They had given such response because they believe that it
is because of the firm's training programs only, they feel confident in performing difficult tasks.
But, 30% of the respondents have denied with the given fact and thus, they had given their
negative response with respect to the asked question.
3.2
Attributing all the facts and figures from entire report, it can be concluded that training
and development programs tend to play a significant role in enhancing the performance of
employees who are working within firm. In this context, it has been examined that with an aim to
do any kind of work, employees will require some specific skills as well as abilities.
Furthermore, there are some proficiencies in which employees lack and due to this, they will not
be able to carry out their efforts in terms of giving best performance to the firm like Morrison.
Thus, in this task, training and development programs of firm tend to play an important and

critical role. In this regard, on the basis of analysis, it is found that employer of Morrison makes
use of both on and off the job training programs. Furthermore, it has also been examined that
training programs of firm enables Morrison's employees in the task to give their best
performance to the corporation in an effectual manner. Furthermore, it also assists in enhancing
their confidence as well as motivational level.
3.3
On the basis of conducted analysis, it is suggested to the manager of Morrison that he
should conduct training and development programs on regular basis. This is because, there are
number of changes that have been occurring in the retail industry. Thus, in order to work in such
type of environment, manager of firm will have to raise number of skills and abilities among its
employees. But, in case if it is not done then direct effect of the same will be seen on employee's
performance. Furthermore, in future, researcher has an opportunity to conduct the research upon
similar topic but on some other sector. If this is done then some different results would be
obtained by the scholar.
TASK 4
Covered in PPT

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