Sainsbury's: Training and Development Impact on Employees

This report, focusing on Sainsbury Local Victoria, investigates the impact of training and development programs on employee performance. The study aims to analyze the relationship between training and employee performance, evaluate the effects of training on improving employee outcomes, and suggest ways to enhance performance through training. The research includes a literature review that explores the connection between training and employee performance, the consequences of training and development, and the benefits of these programs. The methodology involves a case study approach with thematic analysis to examine the data and findings. The report concludes with recommendations for future research and strategies to improve employee performance through effective training and development initiatives. The report also includes an abstract, introduction, background, aims and objectives, hypothesis, and references to support the research.

Effect of Training and Development on Employee
Performance at Sainsbury Local Victoria

Acknowledgement
I would like to express my gratitude and thanks to faculty ________ and principle
__________. They gave me this golden opportunity to consider research on topic “Effect of
training and development program on Employees performance at Sainsbury Local Victoria” It
helped me to understand valuable information and implement things to ascertain effective
research program. Secondly, I would like to thank my friends, family, parents, relatives, etc.
those helped me more to finalise this project.

Abstract
In respect to conduct the present research, main aim is to identify effect of training and
development program to look upon validate results. In this consideration, it is important to
implement assumptions and eliminate unnecessary things from the research. Therefore, it will
help to implement genetic factors in the autism.

Table of Contents
CHAPTER 1: INTRODUCTION AND BACKGROUND.............................................................5
Introduction............................................................................................................................5
Background.............................................................................................................................5
Aims and objectives...............................................................................................................5
Hypothesis..............................................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................7
2.1 Introduction......................................................................................................................7
2.2 Literature review..............................................................................................................7
CHAPTER 3: METHODOLOGIES..............................................................................................14
3.1 Introduction ...................................................................................................................14
3.2 Research philosophy.......................................................................................................14
3.3 Research design .............................................................................................................15
3.4 Research approach..........................................................................................................15
3.5 Research strategy............................................................................................................16
3.6 Data collection................................................................................................................16
3.7 Sampling.........................................................................................................................17
3.8 Data analysis...................................................................................................................18
3.9 Ethical considerations.....................................................................................................18
3.10 Validity and reliability..................................................................................................18
CHAPTER 4: DATA ANALYSIS AND FINDINGS...................................................................20
4.1 Introduction....................................................................................................................20
4.2 Thematic analysis...........................................................................................................20
CHAPTER 5 CONCLUSION AND RECOMMENDATIONS....................................................40
5.1 Conclusion......................................................................................................................40
5.2 Recommendation............................................................................................................42
5.3 Future research direction................................................................................................43
REFERENCES..............................................................................................................................44
APPENDICES...............................................................................................................................47

CHAPTER 1: INTRODUCTION AND BACKGROUND
Introduction
Training and development program help to increase effectiveness to look upon the
systematic work performance in the business. In respect to focus on the business development, it
is important to enterprise to look upon the sale and profitability. For this purpose, they make use
of strategies that are helpful enough to develop positive perception within the mind of customers.
It includes strategies like low pricing, discount offers, etc.
Background
In order to conduct this research, Sainsbury south London was chosen as a case study. It
is regarded to be the one of the largest supermarket in the UK. The focus of the research is made
on employee’s performance with the help of training and development. They aim at delivering
their customers with high quality services. The aim of this research is to understand the
consequence of training and improvement on worker performance using a case study of
Sainsbury south London.
Aims and objectives
Aim: “To analysis effect of training and development on employee performance at Sainsbury
Local Victoria”.
Objectives:
 To ascertain the relationship between training and development on employees'
performance.
 To examine the consequence of training and develop on improving employees
performance at Sainsbury local Victoria. To recommend ways to improve employees performance with the help of training and
development at Sainsbury local Victoria.
Research questions
 What is training and development to the employees of Sainsbury?
 What are the benefits of training and development on employee’s performance?
 What are the impact of training and develop on improving employee’s performance at
Sainsbury local Victoria?

Hypothesis
Hypothesis 0: Hypothesis 0 development is not very important in boosting the performance of
employees
Hypothesis 1 Development is very important in boosting the performance of employee
Hypnosis 3 Training of the staff is very effective to growth the organisation
Hypothesis 4 Training of the staff is not very important to growth the organisation

CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Training and development program of the business creates successful results in the
business environment. In this aspect, several activities and tasks have been performed by the
researcher with using different author’s views. In order to understand its benefits in Sainsbury
Local Victoria, following description is considered in a systematic manner.
2.2 Literature review
Relationship between training and development on employee’s performance
In order to look upon the secondary information of Battaglia, Bianchi and Passetti,
(2015), stated that training and development program are interrelated with each other to increase
employees performance. With this consideration, different programs implemented through
enterprise to focus on the innovative results and functions as well. In this way, activities design
that assists to develop systematic functioning in the enterprise to look upon the Sainsbury Local
Victoria performance and outcomes.
As per the views of Tahir and et.al, (2014), human resources play an important role in the
success of business(Sung and Choi, 2014). This is because; it is main resource of the enterprise.
Therefore, organisation needs to invest their money in it to ascertain creative results at
workplace. With the help of investing high money, performance of employees can be developed
so that effectiveness will also develop at workplace easily. It ultimate make success and
accomplish desired results at workplace. Performance considered major multidimensional
consideration that assists to construct accomplish results in successful way. However, Noe, Wilk
and Wanek, (2014) stated that performance of employee considered key development of the
business which assists to make effective results and performances at workplace. In this regard,
effectiveness and efficiency increases that make successful operations and functions in the
business environment to make high growth at workplace. But there is question arise that how
employees can work more significantly and attain desired results as well. With implementation
of training and development, there is grateful relationship to make flexible scheduling, training,
etc.
According to the point of Robertson, Cooper and Curran, (2015), training program not
only develops employee’s performance but also considers the best use of human resources to

gain competitive advantages. Hence, it will seem to make a creative plan such as training
program and increase abilities with competencies. Training not only increases the capabilities but
also make sharpen thinking capacity with creativity. As a result, the best results will be gained at
workplace to create better decisions in a productive manner. Moreover, Mohammadyari and
Singh, (2015) interpreted that it also improves superior performance of job that helps to make a
systematic work performance and replace traditional weak practices in a successful manner. As
results, efficient work related with the practices which helps to concentrate on the innovative
results and outcomes in the business environment. In order to look towards the benefits, there are
different activities considered that help to attain desired goals and objectives in business
environment. It makes relationship through considered different changes that are needed to
perform several tasks at workplace (Tongchaiprasit and Ariyabuddhiphongs, 2016). There are
different benefits included in the business with training and development program such as high
morale, low cost production, lower turnover, etc. When the employees get benefits of training
and development program, organisation becomes able to increase their confidence and
motivation in a systematic manner. It also considered training eliminates risks because personnel
are able to make better economic use of material.
However, Joseph, Jin and O'boyle, (2015) argued that training considered different
activities which make changes in technology, working conditions, products, performance, etc.
All these considerations help to create several advantages at workplace which assist to develop
individual’s performance in the business environment. As results, it helps to pool the employee
performance which make targets and goals to attract several people in the business environment.
In addition to this, improvement in the existing skills and knowledge development activities
assists to perform several tasks and improve systematic results in the business environment.
Furthermore, Schultz and Schultz, (2015) explored their views that training of employees assists
to make better work performance to improves employee motivation, job performance, customers
services, growth, etc. It helps to create more effective results in career development of the
employees in the business environment. With the help of training and development, interaction
among different people considered their ideas and views to make successful results in the
business environment. It is one of the potential advantage that make relationship among different
people.

As per the point of Parthasarathy, Aswini and Sasiraja, (2017), training and development
program in the enterprise considered most successful operations which assists to managers views
that needed for making creativity at workplace. In this regard, employees need to produce
knowledge and experience to advance and desired level creativity. Overall capacity considered
training needs and communication with human resource experts. In this regard, managers able to
increases their overall capacity through developing systematic work performance in the business
environment. However, Tahir, and et.al., (2014) stated that employees could receive two kinds of
training in their business environment to improve their performance. Firstly, the organisation
needs to offer new knowledge and skills with transfer future job as well. Secondly, the business
needs to offer specific skills to their technologies and work processes that could be transferred
with drive on competitive advantage. Critically, focusing on the specific training and important
to done targets and goals at workplace.
Consequence of training and develop on improving employees performance at Sainsbury local
Victoria
In respect to look towards the views of Battaglia, Bianchi and Passetti, 2015), it can be
stated that performance of employees increasing through focus on the different consequences. It
assists to make sure that desired results also attained in business so that performance will be
expand to deliver creativity with power and ability. It is main consequences towards enterprise
need to look to undertake different business program.
According to the views of Chadwick, Super and Kwon, (2015), there are different kinds
of consequences that exist to deal with the training and development program in Sainsbury Local
Victoria. For example, remedial training assists to meet the basic screening and entry level
requirement in the job. It helps to improve the performance and development programs which
make innovative results at workplace. It makes sure that systematic work performance is
developed to understand creativity to improve employee’s performance in the business
environment. However, Leberman and McDonald, (2016) stated that orientation training
program helps to make socialise individual into the corporate culture at workplace. It assists to
develop each employee’s performance towards the business goals and objectives in a systematic
manner. Therefore, ideas and opinions of people could be shared among different people which
help to make targets and goals at workplace. As results, the chosen enterprise able to deliver
creativity and performance in systematic manner. As results, it also gathers relevant information

at workplace which make innovations and development of the systematic program in the
business. It also consists review of the activities through business able to deal with the basic
activities at workplace.
On the other hand, Parks, (2018) interpret their views that qualifying training activities
helps to meet with the basic performance expectations which enhance its productivity as well.
Hence, enterprise needs to make their concentration on development of the objectives and work
performance as well. Furthermore, it is also useful in enhance basis requirement in a person
which helps to concentrate on the individual targets and goals. It will consider productivity
increasing in the business environment to make sure business able to deal with the innovations
and management of creativity. In contradicting, Mittal and Dhar, (2015) stated that second
chance training also provided to those people who transferred and terminated when they are
unable to meet with business standards and results. In addition to this, it will also perform
development of the Sainsbury Local Victoria activities which make effectiveness in the business.
With the help of the development of aims and objectives, it has been seen that targets and results
will be considered in systematic perspective to attain major goals and objectives at workplace.
Therefore, it provided basic performance which needed to attain more systematic activities in
chosen business.
In addition to this, Baron, Franklin and Hmieleski, (2016) stated that cross training is
considered for people who are trying to develop their master degree at workplace. In this way,
job and job skills also developed to retain and upgrade the results at workplace. With the help of
the keep current and technological skills, organisation able to make changes in the business
environment in successful way. Therefore, it will assist to attain more systematic work
performance in the business environment for their business development. It is the major concern
towards the employee see to take important part at workplace. With the help of the essential
agreement, it has been seen that outplacement training considered prepare individual to make
benefits for the business environment and attain desired results as well.
On the other hand, Riggio and Porter, (2017) considered their views that cross training
mainly consequence that assists to develop new and master skills among the employee through
they can handle creativity at workplace. In this way, technological development attain to retain
and provides upgrading skills for making condition changes in the business environment for their
development and attain more systematic results as well. With the help of the staffing changes, it

has been seen that creativity will be attain at workplace that assists to meet with innovations and
development of the business program at workplace. It assists to concentrate on the creativity that
assists to departure from the business.
According to the point of Rani and Garg, (2014), motivation is an effective element that
is available for training program in mandatory and elective concentration on the primary goals
and objectives. With the help of complete training, employers should design their complete
activities which needed to motivate workers and increases intensive consideration. It means that
more frequent and demanding activities helps to make growth and innovations at workplace. On
the other hand, Boadu, Dwomo-Fokuo and Kwaning, (2014) explored their ideas and views
employer’s benefits considered in systematic approach to design training. Therefore, they are
able to use internal and external trainers to systematically developing solution for the problem.
Training consequences required approach that helps to improve performances
Recommend ways to improve employee’s performance with the help of training and
development at Sainsbury local Victoria
Battaglia, Bianchi and Passetti, (2015), explored their ideas and views that there are
several ways that increase effective training program in the Sainsbury. With the help of financial
motivation, company able to increase their staff members performance to look upon the
creativity and effectiveness as well. Therefore, it helps to focus on the development program
which could be manage through innovations and creativity as well.
According to the viewpoints of Huang, Ryan and Palmer, (2014), training design is an
important consideration which need to be implemented to attain desired results at workplace. It is
the best way to make innovations and creativity at workplace. It also makes concentration on the
training needs that are identifying and using various analysis to attain objectives and priorities as
well. In this way, established activities are ascertained to gather relevant data that are compiled
in the gap analysis. It also helps to identify the gap and distance in the business where employees
are capable to perform particular targets and goals. On the other hand, Baard, Rench and
Kozlowski, (2014) stated that training design activities considered process of developing with
plan and instruction. In this way, enterprise easily meet the goals and objectives. Training design
process includes systematic approaches that are developing different kinds of training programs
at workplace. It assists to make sure that systematic and flexible activities enough considered and
adopted to accomplish business needs. In the job specific activities, nature and training activities

designed to attain specific objectives and goals. Therefore, training objectives has been set to
close the gap between different elements. It helps to make concentration on the terms and
objectives that attain to make innovations at workplace.
In order to consider the views of Arthur‐Mensah and Shuck, (2014), there are several
aspects need to implement that assists to design training program at workplace. Training and
development program is designed to undertake systematic objectives and goals that are produced
with clear goals that accomplish in Sainsbury local victoria with instructional design. In this
process, manager needs to set blueprint with instruction program. Training also conducted in
systematic process that assists to help and create clear goals that accomplish for business
development. Furthermore, Ferris and Perrewé, (2014) explored their ideas and views to conduct
program in classroom and delivered through using implement combination of different methods.
Design process sets stages of development in the program to produce a systematic work
performance. It helps to make creativity and attain more profits at workplace. One of the key
factors in this way considered viewpoint that make successful results in the enterprise. In order to
design the training program, designer activities implemented to attain more significant results at
workplace. It helps to make better learning and uses resources effectively and wisely. As per the
model of ADDIE, training professional outcomes develop in successful way which includes
design step. In this way, analysis, design, development, implementation and evaluation activities
considered effectively at workplace.
In addition to this, Jones, Peddie and Gray, (2016) stated that effective training design
consider different characteristics, instructional strategies and best to get maximum benefits at
workplace. With the help of the producing learning activities, it has been seen that training
transfer to make sure that aims and objectives will be developed to attain systematic work
performance at workplace. When training design, it is essential to look towards the resources that
are required to considered systematic work performances at workplace of the business
environment. On the other hand, Robertson, Cooper and Curran, (2015) stated that in the human
resource development, it is the major concern that includes to attain most significant results at
workplace. As results, it will help to make innovative results in the business environment.
Therefore, aim and objectives will be accomplished in the desired manner. In this way, right
combination of the business activities will be get at workplace that assists to make sure that
effectiveness will be increasing in successful manner. As results, organisation also need to