Research Project: T&D Impact on Employee Retention in Retail Sector

This report investigates the impact of training and development (T&D) on employee retention within the retail sector, focusing on Marks and Spencer in London. It begins with an introduction highlighting the importance of employee retention in a globalized retail environment and the role of T&D in achieving this. The report details the research methodology, including the research type, approach, design, philosophy, data collection and analysis methods, sampling techniques, and ethical considerations. The study aims to analyze the importance of T&D, its relationship with employee retention, its impact on retention rates, and recommendations for improving retention through T&D. A literature review is included to support the research. The report also presents data analysis, including themes related to the effectiveness and cost-efficiency of T&D processes. The report also includes research questions, objectives and ethical considerations that were considered during the research. The findings are discussed, and recommendations are provided for enhancing employee retention through strategic T&D initiatives within the retail sector.

The impact of training and development on
employee retention in retail sector. Marks and
Spencer. London
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
RESEARCH METHODOLOGY..................................................................................................10
Research type.............................................................................................................................10
Research Approach....................................................................................................................10
Research Design........................................................................................................................11
Research philosophy..................................................................................................................11
Data Collection..........................................................................................................................11
Data Analysis.............................................................................................................................12
Sampling....................................................................................................................................12
Ethical Considerations...............................................................................................................12
DATA ANALYSIS.......................................................................................................................13
Theme 4 Training and development process is applicable to all employee in organization to
retain them for long time...........................................................................................................16
Theme 5 Training and development process is easier way for employee retention..................17
Theme 6 Training and development process is more cost effective than other processes that
can be used by the organization for employee retention...........................................................18
Theme 7 Organization consider the training and development process as part of the
organization policy....................................................................................................................19
Theme 8 What kind of training is more effective for employee retention?...............................21
Theme 9 Do you think training process need effective planning in order to retain the
employees in effective manner?................................................................................................22
REFERENCES..............................................................................................................................25
APPENDIX....................................................................................................................................26
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INTRODUCTION
With globalization the retail sector is growing rapidly. It is entering into new markets and
offering variety of products and services to people. Also, there are large number of diversified
people working in many organizations. However, for company employee are their main pillar,
this is because they perform task and achieve goals and objectives. Besides that, they help in
creating a positive culture. Moreover, in order to perform task there are several skills and
knowledge required to do so. Hence, staff needs to be given proper and effective training. This
allows them to gain relevant skills and knowledge to perform activities. Furthermore, the
companies are able to retain them for long term. Along with this, it is necessary to retain
employee so that competitive advantage can be gained. Besides, it enables in maintaining a
positive culture and brand image of organization. If employee are not retained then it becomes
difficult for organization to increase productivity and fulfill need of market.
However, in order or conduct research project on topic of impact of T&D on employee
retention in retail sector, there are various types of methodological approach available. It
depends on scholar choice and nature of topic that what type of approach is suitable. So, it is
necessary to select and adopt effective approach so that research is conducted in appropriate
way. Usually, there are 4 types of approaches in it. They are qualitative, quantitative, mixed and
participatory. The use of approach can be related to topic. In qualitative approach it is based on
social constructivism which focus on nature of reality. Basically, it is used to analyse, interpret
significance of human behavior consisting of emotions, conduct and experience. Thus, main
purpose is not to gather info but to analyse human behavior. Usually, inductive approach is used
along with it. In this on basis of particular theory pattern and trends are identified. The data is
gathered via interview, focus group etc and is analysed numerically but not statistical way. Also,
data collection is done in different stages rather than once. It is a an easier approach as it only
focus on theoretical data and knowledge
Whereas quantitative approach is related to positive paradigm. Here, data is collected
numerically and calculation is done to obtain statistical value. The hypothesis is formed by
determining relationship between variables. Moreover, data is collected on basis of strict
procedure. With this it is easy to find out that to what extent there is relationship between two
variables. Generally, P value is considered here. Hence, here deductive approach is used in
which hypothesis is formed based on research question. The data analysis tool is SPSS and
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different types of test are applied on it to find out significant value of P. For example,
correlation, regression, T test etc the data needs to be collected at once.
In pragmatic approach the research approach is selected on suitability of research. Here, scholar
is having freedom to select any technique in qualitative or quantitative approach. Therefore, on
basis of technique selected then accordingly data is gathered. Moreover, there is use of concept
of triangulation in mixed method. In some study both qualitative and quantitative method is used.
Here, qualitative data is converted into quantitative one. On contrary adopting participatory
approach to research do not respond to the needs or situation of people from vulnerable groups.
As they aim to bring about positive change in the lives of subjects, their approach is sometimes
described as emancipatory. In this data is collected in informal way. Hence, it is used in context
of political agenda and for vulnerable groups.
Thus, these all are various research approach which is applied in project. Among them, mixed
and participatory approach is not used to such a great extent. However, qualitative and
quantitative is mostly used as it provides desired outcome.
Aim and objectives
Aim- To examine impact of training and development on employee retention in retail sector. A
case study on Marks and Spencer, London
Objectives
To analyse importance of training and development in retail sector
To identify relationship between training and development and employee retention
To investigate impact of T&D on employee retention
To recommend how employee can be retained through T&D
Research questions
What is the importance of training and development in retail sector?
What is the relationship between training and development and employee retention?
How T&D impact on employee retention?
How employee can be retained through T&?
Alongside, while conducting a study there are certain ethical standards which needs to be
followed. This is because it enables in conducting research properly and also maintaining its
validity and reliability. Besides, the data privacy needs to be maintained. Similarly, in context of
present research there are some ethical standards which is followed. The scholar needs to
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conduct research in legal way. Also, the data needs to be secured and do not share it with third
party or any other person. Apart from it, participants respect and dignity need to be maintained.
It will help in maintaining ethnicity of project. Other than this, the use of data analysis tool must
be valid and scholar should not do baise in interpreting of data this will help in obtaining precise
outcomes. In project, the data needs to be gathered from respondents in effective way. This
means they should not be forced by scholar to answer particular question. The main ethical
standards is to maintain reliability and validity of project by use of proper resources. This
enables in completing of project in appropriate way and achieving goals and objectives. The
standard may vary as per project requirements and researcher view point. It is necessary to
follow them as any change in it lead to impact on results. Also, data accuracy may not be
properly followed.
Literature review
As said by in an organization there are varied number of people who are working. They belong
to different background caste etc apart from it there are various departments and job roles where
employee work. So, they require several skills and knowledge to perform task and achieve goals
and objectives. Also, it is necessary for company to retain staff for long term so that they are able
to gain competitive advantage. In recent times, it has become necessary for company to provide
adequate training and development to employee. This is because it allows in gaining and learning
new knowledge and enhancing their capabilities. With that it becomes easy to attain challenging
goals and objectives.
Importance of training and development in retail sector
As elucidated by an employee require proper and effective training in order to perform task. In
training he get to know about what skills and abilities is required in specific job role. Besides
that, T&D is process of improving employee performance and ability to do a Job in future
through learning and development. It is necessary to train staff as it results in increasing their
capabilities and achieve goals and objectives in efficient way. However, there is great
importance of it in retail sector. With help of proper and effective training employee who are
weak in particular areas or lack efficiency to do task are trained. With this they learn skills and
abilities to do task and perform activities. Along with it, training program increase staff
performance to a higher level. The skills which is needed to perform complex task is gained. So,
company do not have to rely in particular staff for doing those task. Moreover, in training staff
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learn new ways and techniques of working. They become expert and highly experienced as well.
This lead to enhancing their productivity and organization performance. However, staff weak
areas are identified and they are improved. This results in enhancing entire company productivity
and creating a learning environment.
According to Noe and Kodwani, (2018) providing regular training to staff allows them to
enhance their performance. It leads to practice of similar task continuously. The staff follow
procedure and process of doing activity in effective way. So, they are able to perform job in
better way. Furthermore, with regular training there is increase in employee confidence as well.
They understand their responsibility in and put more effort in doing their tasks. So, rise in
confidence allow them to excel in job and they able to find out new and unique ways of working.
Besides that, they support others in completion of goals. Thus, training allow them to become
competent enough and they take company to high development within retail industry. It has been
evaluated that in retail sector there are various jobs which need high skills.
In the view of Aguinis. and Kraiger, (2009) T& D is also important as it enhance employee
satisfaction. The staff gain required skills and knowledge. This is applied by them in their work.
With it, goals are achieved and it lead to improving in performance. In addition to it, employee
feel that they are been valued by organization. However, training provide a supportive and
creative work place environment. Those staff who are not having access of training they also get
it. Through that, employee feel appreciated and motivated. Therefore, it leads to gain in
satisfaction. Along with it, training is useful in encouraging employee. Those who are not able to
work hard or grow within organization, management provide them training. It offers them a
platform to learn that skill. In this way weakness is improved. Similarly, in order to grow and
develop within business training is necessary. Employee are provided opportunity for growth and
to attain them they are trained. Each individual put more effort in their task to accomplish goals.
Chauhan, (2019) Stated that continuous T&D enable in building a positive culture at workplace.
The people are able to work in team and support each other. This results in gaining competitive
advantage within industry. However, if any change has to be implemented then it requires to
train staff so that they are able to adopt that change. Regular training gives in depth info to staff
about company’s mission and vision. They get aware about what goals are formed and strategies
develop. Besides that, they remain aware about policies and procedures which needs to be
followed. As said by Noe and Kodwani, (2018) training provide a prime opportunity to expand
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the knowledge base of all employees, but many business finds it an and time consuming process.
Employees also miss work time while attending training sessions, which results in delaying of
the completion of target. Despite the potential drawbacks, training and development provides
both the company as a whole and the individual employees with benefits that make the cost and
time an investment.
Relationship between T&D and employee retention
In today’s competitive business environment there is high increase in employee turnover.
It is due to higher opportunity for growth in different sectors and jobs. So, people get diverted
towards it and switch from one company to another. Besides, many organizations are judged on
basis of retention rate of employee. It is because it shows to what extent they are able to retain
staff. On contrary a high turnover rate refers poor image of firm within industry.
It is stated by Berkley and Kaplan, (2019) that for a business it is crucial to retain their
employees so that they arw able to gain competitive advantage within industry. The employee
needs to be retained for long term as it helps in creating a positive work environment. Moreover,
it results in developing a strong brand image in the market. Also, a higher rate of employee
retention depicts that organization value their employees to a great extent and it is beneficial to
work in that company. On other hand, if employee is not retained then it leads to negative
environment within mind of staff. They start thinking that company do not value them.
Furthermore, there may occur many conflicts and there are no growth opportunities in it.
According to Fletcher, Alfes and Robinson, (2018) by providing proper and effective training it
allows employee of grab opportunity for growth. They learn new things and gain knowledge
which benefit them in both their personal and professional growth. Along with it, they work in
creative way and support others as well. Besides that, it results in creating a positive working
environment. Employee also feel valued and try to give more to organisation. So, they like to
work for that firm for long term and grow rapidly. Other than this, workers remain motivated for
it and are easily retained. Through effective training staff weak areas is improved and they are
able to work in better way. A feeling of belongingness is developed among them towards
business
As per the view of Haider, Rasli, and Tariq, (2015) training and development is linked
with employee retention. This is because staff cano only be retained if their knowledge and
ability is continuously improved. This leads in their personal growth as well. Alongside, if staff
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personal goals are achieved and he is able to maintain work life balance then it becomes easy to
get things done in proper way. Basically, there are vast number of growth opportunities provided
to staff. So, in order to grab them they are being trained. Thus, if regular training is provided to
them along with various growth opportunities then it led to retaining them.
However, if organization want to retain employee this is done by providing training to them. In
that, their skills and abilities is improved which allow them to work in better way. The main
relationship is that staff performance is enhanced due ot training. They get new things to learn
and make it easy to apply. As staff like to work with higher productivity they are appreciated
according to it and given huge benefit and rewards. It makes them realize that how important
they are to company. In this way they participate more in various training program to gain
experience. It also enhances their efficiency and improve behavior. Through this, they become
loyal towards organization. They feel delighted to be part of it and likes to work for long time.
Impact of T&D on employee retention
Training and development plays crucial role that streamlined the business working in
proficient aspect. Therefore, Feindler, (2019) stated that Job satisfaction may get increases and
self-esteem improves if the employees better understand the workings of the company. In
addition to this, Training plays out the crucial role to enhance morale on the job and loyalty to
the company. However, Retention approaches refer to strategies of companies that needs to be
followed in order to retain employees and reduce turnover with help of ensure employee
engagement. As per the view of stated training allows employees to acquire new skills, sharpen
existing ones, perform improved activities, increase efficiency enables them to be better leaders.
raining effects employee's job performance positively. Also, this can be true to stated that
training is a motivational factor that enhances the knowledge of the employee towards the job
with help of which employees become proficient in their jobs and this also assist to give better
results.
According to the view of Hong, Hao and Kadiresan, (2012) stated that improved
performance from employee training can have positive impact as this reduce staff turnover, leads
to lower down the maintenance costs by reducing equipment breakdowns and helps to result in
getting the fewer customer complaints. In addition to this, Jain, and Sharma, (2019) stated that
better and efficient performance from employees aids to creates less need for management and
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aids to bring out the enlarged worker output. By the keeping well-trained employees pays off
considerably for establishments because the cost of employee turnover can be high. Employee
turnover programme aids to entity to streamlined the working of enterprise and bring out better
and competitive advancement.
According to the view of Samuel and Chipunza, (2019) stated that training is the best way to
make the employees do their best within enterprise as they become proficient day by day by
developing themselves with new skills. Also, with help of gaining full knowledge and new skills
help in increasing job satisfaction and this also allows to make them more confident. In addition
to this, Cloutier, Felusiak and Pemberton-Jones, (2015) stated that increase in confidence can
leads to an increase in productivity that assist to get ultimate goal. However, effective training
saves labour with help of decreasing the time spent on problem-solving and assist to saves
money in the long run with help of creating a better workforce. Hence, training is one of
effective term that aids to enhance employee retention and lowers down the turnover rate. If the
entity conducts the training and development programme on the continual manner that this leads
to enhance the interest and moral of employees towards the entity. So, this can be true to stated
that training and developments can be termed out as the crucial attributes that must be required to
retain the employees in an organization. By knowing the elements of retaining the employees
and after analyzing the effect of training on retention organizations must take steps to retain their
employees as this leads to gain high competitive advancement.
Strategies to retain employee through T&D
Retention strategies termed out as systematic effort that assist to develop an environment that
support to encourage and motivates employees to be remaining employed in the existing
workforce. As per the view of Aguinis. and Kraiger, (2009) stated that work environment of the
entity can be termed out as productive if the management of the entity understands the speed
they are going, the individual needs to appreciate the work ethics and honesty involved, fair
standards needs to be encountered, and there is plenty of the opportunity to make interaction with
one another.
Managers of the enterprise needs to take steps and they must be committed to open, transparent
and respectful communication mainly support to encouraged each team member to perform their
best within enterprise. In addition to this, Chauhan, (2019) stated that effective use of practices
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enhance trust in senior management that can be defined as another key factor that leads to
improve and advanced employee retention strategies. As per the view of Fletcher, Alfes and
Robinson, (2018) stated that staff training and development can be termed out as beneficial to
both the individual and the organization as this support to develops skills of an individuals. With
the help of conducting regular on-the-job training support to grooms employees for undertaking
the further challenges and responsibilities. In addition to this, the managers of the entity need to
invest in their workers’ professional development and they seek the opportunities that assist them
to grow business activities proficiently. According to the view of Berkley and Kaplan, (2019)
Haider, Rasli, and Tariq, (2015) stated that the some of the enterprise pay for employees to
attend conferences or industrial training events each year so that this can aids them to develop
their skills with help of adopting continual education training. Thus, employee training can be
termed out as the key feature of employee development programme so that business activities
can be streamlined in effective and efficient manner.
As per the view of Feindler, (2019) stated that Employee retention strategies are termed as
crucial and significant to any business because this help them to build and sustain a healthy work
environment. By hiring the right employees for the right place is one of the effective plan of
action to gain competitive advancement in market. In addition to this, Jain, and Sharma, (2019)
stated that the working of enterprise needs to facilitate the culture that assist to build positive
culture reinforcement. This allows to create an environment that can helps the organisation to
perform their best within the enterprise. By listening to the employee’s feedback the employees
can motivates the employees as they feel that they are being valued. It is one of the effective way
to streamlined the all over working activities and assist to gain the high competitive
advancement.
RESEARCH METHODOLOGY
Research type
Research type is a kind of method which helps in categorizing research on the basis of
aim, objectives, data collected and analysed (Bell, Bryman and Harley, 2018). It is extremely
important for researcher to identify type of research which is being carried out as without this it
is not possible for the researcher to further carry out the research. It completely depends upon the
research to select type of research which will be carried out so that data collection, analysis and
other methods can be chosen. There are two types of research types: qualitative and quantitative
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research type. Research in which information is being collected and analysed in the form of non-
numerical data, is called qualitative research type whereas, research in which data is collected
and analysed in the form of numerical data is known as quantitative research type. In this
research data collected and analysed will be non-numerical, so for this qualitative research type
method has been used.
Research Approach
Research approach is a kind of plan or framework or a plan that consist of detailed
assumption steps of gathering and analysing information (Ghauri, Grønhaug and Strange, 2020).
There are two main types of research approaches: inductive and deductive research approach.
Inductive approach focuses on development of brand-new theory for collection and analysis of
data. Whereas deductive approach focuses on analysis of existing theory. For this research
inductive research approach will be used as it quite suitable for qualitative type of research and is
used with research aim, objectives and questions that are required to be achieved during the
research.
Research Design
Research design can be defined as a kind of strategy which is mainly used for integration
of research elements so that main problem of the research can be addressed (Hennink, Hutter and
Bailey, 2020). There are three types of research design: exploratory, descriptive and casual.
Exploratory research design is used for exploring aim and objective in order to answer the
research question, Descriptive is used for describing all the elements of the research whereas,
casual is used to study cause-and-effect relationships. For this research exploratory research will
be used as it will help the researcher in answering all the research questions in an effective
manner.
Research philosophy
Research philosophy majorly deals with nature, source and development of knowledge.
There are four main type of research philosophies: pragmatism, interpretivism, realism and
positivism (Quinlan and et. al., 2019). Pragmatism focuses only on accepting a concept if it is
relevant to an action. Positivism focuses on adhering factual knowledge by gaining observation.
Realism focuses on relies on the idea of independence of reality from the human mind. Whereas,
interpretivism focuses on interpreting elements of the study. For this research, researcher will be
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using interpretivism research philosophy as it will help the researcher in interpreting all the
elements associated with the research.
Data Collection
Data collection is one of the main elements of a research as it helps the researcher to
collect important data for the research in order to answer the research questions and reach to a
conclusion (Lazar, Feng and Hochheiser, 2017). There are two main type of data collection
methods: primary and secondary data collection. Primary data is collected by the researcher with
the help of various methods such as interview, survey, observations and many more. Whereas
Secondary data is already published data which is used by the researcher and can be collected
from internet, articles, blogs, books and journals and many more. For this research both primary
and secondary data will be used. Secondary will be used for building a base for the research
whereas primary data will be used for answering the research questions in a better manner.
Data Analysis
Data analysis is one of the most important part of a research which is used for inspecting,
cleansing, transforming and modelling data in order to discover useful and important information
for answering the research questions and decision making (Bell, Bryman and Harley, 2018).
There are two main types of data analysis methods: thematic and statistical data analysis
methods. Thematic data analysis method is used for analysis of non-numerical data and
interpreting patterns within the study. Whereas, Statistical data analysis method that uses
numerical data and is used for performing various statistical operations. It is mostly used for
quantitative research type for solving a problem numerically. In this research thematic data
analysis will be done as it is qualitative type of research and most of the data collected for this
research is non- numerical.
Sampling
Sampling can be defined as a type of research method in which a sample is selected from
a large population. With the help of this method target number of participants are selected in
order to participate within the study (Bell, Bryman and Harley, 2018). There are two main types
of sampling methods: random and non- random sampling method. In non- random type of
sampling method people are selected on the basis of specific criteria such as: age, education level
and many more. Whereas random sampling method is used for selecting research participants on
a random basis. For this research, 30 employees of Mark and Spencer organization will be
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