Research Project: Training & Development Impact on Productivity

This research project investigates the impact of training and development (T&D) programs on employee productivity at Barclays UK. The study aims to understand employees' perceptions of T&D, explore improvements in competency levels due to these programs, and probe the beneficial contr...Read More

RESEARCH PROJECT
“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”.

Research Aim And Objectives
Research aim- 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”.
Research objectives- 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 Question
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?

Research Methodology
Research design: Descriptive concept
Research approach: Inductive approach
Data collection: Primary and secondary
sources of data collection
Sampling: Purposeful sampling
Sample Size: 20 employees of Barclays UK
Data analysis: Qualitative technique

Theme 1- There exist equal number of experienced and
fresher individuals in Barclays.

Theme 2: Most of the respondents have agreed by a
conceptual fact in which job performances has a direct link
with the arranged sessions of training and development.

Theme 3: Majority of employees in Barclays have specified
the T&D sessions to be a greater mean of support where its
feasible implication at their workplace that in turn enhances
their work productivity as well.

Theme 4: Almost all employees are in huge support of T&D
sessions where they are benefitted by both personal and
professional progression from it.

Theme 5: A large number of responders are in support of an
amplified productivity of work by timely arrangement of drill
sessions at the workplace.

Conclusion and Recommendation
This is the concluding unit of the investigation that has summarised the above
determined formulations of the research work. Herein, the surveyor is required to
consider a prior accomplishment of the settled aims and objectives of the study.
In context to which, the foremost objective of the study was to determine the
realistic perception of the employees towards the arranged session of T&D.
Another objective of the research was to envision yet another assistive mean of
T&D sessions where it is also evident to formulate the proficiency level of the
employees. This objective was also accomplished by the researcher. The eventual
objective of the investigation was to ascertain the contributory factors of T&D
where they tend to raise the overall development of the organisation. It was with
another deliberation of fortifying the productivity level of their individuals. This
objective was also accomplished by the surveyor. It is yet another leading
section of recommendation on the basis of above determined clauses of T&D
where Barclays is hereby suggested to make continual analysis of their
marketplace as a mean of addressing any requisite change. According to which,
they are also required to propose some sort of change in their work systems. This
will in turn help them to arrange liable sessions of T&D with an adopted style
that corresponds with the learning style of their employees.

REFERENCES
Tracy, S. J., 2012. Qualitative research methods: Collecting evidence, crafting
analysis, communicating impact. John Wiley & Sons.
Van Vianen, A. E., Dalhoeven, B. A. and De Pater, I. E., 2011. Aging and training
and development willingness: Employee and supervisor mindsets. Journal of
Organizational Behavior. 32(2). pp.226-247.
Aguinis, Herman, and Kraiger, K., 2009. Benefits of training and development for
individuals and teams, organizations, and society. Annual review of psychology.
60. pp. 451-474.
Castilla and Emilio, J., 2005. Social networks and employee performance in a call
center1. American journal of sociology. 110(5). pp. 1243-1283.
McGrath, S., 2012. Vocational education and training for development: A policy in
need of a theory?. International Journal of Educational Development. 32(5).
pp.623-631.
Noe, R. A., 2010. Employee training and development. McGraw-Hill/Irwin.

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