Training and Development Impact on Employee Performance: HSBC Case

This case study investigates the impact of training and development practices on employee performance at HSBC Holdings. It begins with an introduction to the importance of training and development for organizational growth and employee improvement, particularly within the context of a changing business environment. The research aims to determine how training and development positively affect employee performance at HSBC, using objectives such as analyzing the meaning and impact of training and evaluating different training strategies employed by the bank. The literature review explores the educational benefits and long-term impact of training, highlighting how HSBC employees can leverage training for performance enhancement and adaptation to changing banking regulations and post-pandemic work styles. The research methods section details the use of a positivism approach, deductive reasoning, and quantitative research, incorporating both primary data collected through questionnaires and surveys, and secondary data from online journals and books. The main findings, presented through graphs and interpretations, reveal that a majority of respondents agree that HSBC's training programs are frequent and effective, contribute to learning and performance enhancement, and are delivered through both on-the-job and off-the-job methods, ultimately improving employee knowledge and satisfaction. The study concludes by recommending continuous adaptation of training strategies to meet evolving needs and ensure sustained employee performance and organizational success.

Research proposal and
Report
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Table of Contents
Introduction ....................................................................................................................................3
Research Aim..............................................................................................................................3
Research Objectives....................................................................................................................3
Literature review .............................................................................................................................3
Research Methods ...........................................................................................................................5
Main Findings .................................................................................................................................6
Conclusion, Evaluation and Recommendations ...........................................................................13
Conclusion................................................................................................................................13
Recommendation......................................................................................................................13
References.....................................................................................................................................15
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Introduction
Organisation and their employees need training and development for analysing the
performance of an employee within the changing circumstances. With the help of training and
development, employees can easily improve their performance and make productivity to boost
up the morale and make sure for the growth and productivity of the company. It will be
beneficial for the organisation to work and make effective training methods for having
appropriate growth within their employee's. The use of effective training and knowing its
importance is very effective and helpful for the growth to work and make some effective
changes and adaptability (Impact of Training and Development on the Performance of
Employees, 2021). Many of the companies are able to analyse and complete the need of training.
Here the chosen bank is HSBC Holdings, founded in 1880 and its headquartered in London. At
present bank employee more than 85000 and operate their services in different sector of banking
sectors (Al-Kassem, 2021). The objective of research are able to help in efficient workforce, to
ensure better workforce, make higher job satisfaction and increase productivity. All of these are
related to work and make the growth in analysing objective and make sure for having
appropriate changes to work and make effective growth in the field.
Research Aim
“The study include about how training and development practices make a positive impact
on the employee's performance within an organisation. A case study on HSBC Holdings.”
Research Objectives
 To analyse the meaning and impact of training and development within HSBC Holdings.
 To evaluate different strategies or method used by the chosen bank for providing relevant
training to their employees.
Literature review
To analyse the meaning and impact of training and development within HSBC Holdings
As per the view of Chopra, (2021); the meaning of training and development is related to
provide effective growth and make educational benefits. All of these are related to effective
probability and make changes to apply effective growth and adaptability. Training is a short term
programme which can make a large term impact on the society. It would be related to effective
growth and major changes to analyse the outcome and make some effective growth opportunities
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to make development and work as per the additional skills and development within an
organisation (Chami, 2021). With the help of training and development programme , HSBC
employee can effectively use the appropriate changes and make a significant growth to analyse
the outcome and make sure for on evaluation to keep effective team and management purpose.
With in the bank, HSBC employee can use their training session with different impact on their
performance and responsibilities, some of them are:
 It will be helpful for managing the new responsibilities and provide relevant knowledge
and adaptability for the growth and measure success for the company. It would be
analyse and make major changes to make training and development growth within the
specified changes.
 Further, as the banking regulation are change as per their economy system, so the
employees has to manage and learn different concept to work and make effective
technologies in order to analyse their best outcome. All of these are related to appropriate
changes and growth (FITA and MUSA, 2021).
 After facing the pandemic of covid-19, there are different concept and make a change in
their work of style. This can make the huge positive impact on the employees
performance to work and sustain the adaptability and manage the growth for working
positive sites. There are different ways and method which make a successive growth to
analyse the outcome and make appropriate changes in the use of transition (Importance
of training and development in an organization, 2021).
All of these are related to provide relevant changes and make systematic growth and
provide efficient sources to analyse the outcome of training and make major changes to provide
relevant growth. All of these are helpful for analysing and make sure to manage the source and
provide relevant changes and work as per the essential features.
To evaluate different strategies or method used by the chosen bank for providing relevant
training to their employees
According to the view Andriotis, (2021); there are different ways and method which are
used by the HSBC bank to evaluate the performance and make changes as per the growth and
adaptability. It will be related to make some strategic changes and provide relevant success and
improve employees performance. There are mainly on-the job training and off the job training
method are used by the HSBC. But at the same time their management team change their
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training and development method for analysing and managing the performance to analyse the
outcome and make impressive change to work and make a growth to analyse outcome (5
Popular Employee Training Methods For Workplace Training, 2021). Some of the different
ways of conducting training to their new employees are:
 Interactive training: This is the training which are helpful for the growth of companies
to make some realistic approach and make them effective learner. Most of the employees
are able to manage the system and make sure for work and manage the appropriate
growth.
 Classroom based training: here, the manager of the bank show the company-profile and
make the new employees comfortable and know about their job profile (Ghos and
Muduli, 2021). All of these are related to work and make impressive major changes to
analyse outcome and make sure for analysing effective performance and work to manage
the outcome for the growth of the company.
 On the job training: This must be related to provide major growth and changes to
involve different aspect and make participates in the activities to work and make
successive growth to make their effective analyse and most importantly work on the
training and effective methods. All of these are related to work and make a systematic
management to analyse appropriate outcome and make sure for addressing effective
outcome.
 Online training: One of the most used training method and make some appropriate
varieties to make online training. It could be helpful for the growth of employees and
make feels safe after the outbreak of covid-19. This is less cost effective and able to shift
as per the convenience of the employees.
Research Methods
 Research Philosophies: This means how the researcher are able to start the work and
make a systematic plan for its completion. In other words, the researcher chose a single
philosophies are make a report on the basis of that (Tamunomiebi and Mezeh, 2021).
Positivism approach is used for completing this research report and make a clear
statement for the use of objectives.
 Research Approaches: After analysing the best philosophies, approaches is selected by
the investigator. Deductive and inductive two main approaches are used, and here
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researcher use deductive approach. As this approach is helpful for analysing the objective
in better way and make a review from the other research also (Jiang and et.al., 2021). It
will be helpful for analysing research and make a statement for the company to work and
make a systematic change.
 Research Choice: Here, researcher choose the way to conduct research and collect data.
Mainly there are two choice qualitative and quantitative research. In this research,
quantitative method has been used to work and complete proposal. Quantitative is useful
and effective for the research and make a systematic appraisal to work.
 Research Strategies: Here, researcher use primary and secondary source of data
collection. Primary data have been collected with the help of questionnaire and survey
method (Saks, 2021). The sample size of the survey is 20. Further, for the collection of
secondary data, online journals, sites and books are considered for completion of
research. This make more effective and ethical way to complete research and make a
resourceful information for the use of future.
Main Findings
Questionnaire Frequency
Q.1 Is HSBC bank are conducting training and development
programme frequently?
a) Yes 14
b) No 6
Q.2 What do you understand by the training and development
programmes?
a) Learning new things 10
b) Enhancing performance 5
c) Sharing information 5
Q.3 Which training method is prefer by the HSBC management team
for their new employees?
a) On-the job method 8
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b) Off-the job method 8
c) Both 4
Q.4 Did you attend the training programme before induction within
the HSBC bank?
a) Yes 15
b) No 5
Q.5 Are you satisfied with the improvement of knowledge after
training programmes?
a) Yes 16
b) No 4
Theme 1: Using training and development programme
Questionnaire Frequency
Q.1 Is HSBC bank are conducting training and development
programme frequently?
a) Yes 14
b) No 6
7
a) Yes
b) No
0 2 4 6 8 10 12 14
Series1

Interpretation:
From the above graph, it is interpretative that, 16 out of 20 respondent are agree that their
bank used effective training and development will be helpful for the employees and HSBC
conduct the training in an effective time period. Whereas, 4 out of 20 said, they are not agree
with statement and said the HSBC are not work and appointed as the growth of company. It will
be related to analyse the appropriate changes and make an effective growth to analyse the
outcome and make systematic changes. The bank needed to analyse report and make sure for
making adoptive strategies and growth to analyse the outcome for effective changes in training
and development.
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Theme 2: understanding about training and development
Q.2 What do you understand by the training and development
programmes?
a) Learning new things 10
b) Enhancing performance 5
c) Sharing information 5
Interpretation:
From the above graph, it is interpretative that the respected bank use different aspect and
growth to analyse training and development concepts. 10 out of 20 respondent said that learning
new thing is the main sources which help the employees to increase their new learning and
platform. Further, 5 out of 20 said that the bank employee's to enhancing performance and
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a) Learning new things
b) Enhancing performance
c) Sharing information
0 1 2 3 4 5 6 7 8 9 10
Series1

growth for the improving productivity and management. In last, 5 out of 20 respondent said that
the meaning of training within an organisation is related to sharing information of the company.
All of these are related to provide a real meaning and management of training and development
process. For the growth and make effective management to analyse the process for the growth to
provide management.
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Theme 3: method of training
Q.3 Which training method is prefer by the HSBC management team
for their new employees?
a) On-the job method 8
b) Off-the job method 8
c) Both 4
Interpretation:
It can be related to analyse the graph and make a resource for analysing HSBC
management team and make new employees. 8 out of 20, on- the job method is effective and
helpful for make some management process and analysis outcome with more effective ways.
Whereas, 8 out of 20 employees said the company are using off the job training method. Which
are related to provide appropriate growth and issues with the company. Further, 4 out of 20
employees said that the company make the major growth in both the type of training session
which is related to different method and management issues.
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a) On-the job method
b) Off-the job method
c) Both
0 1 2 3 4 5 6 7 8
Series1

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Theme 4: attend training programme before induction
Q.4 Did you attend the training programme before induction within
the HSBC bank?
a) Yes 15
b) No 5
Interpretation:
This graph explain, the major changes to work and make growth for effective training
programme and use induction to analyse the outcome. 15 out of 20 respondent are able to
analyse and manage the outcome for eventual growth and need before induction programme of
training. Whereas, 5 out of 20 respondent said, that the company are not providing relevant
training so they are not interested in attending training programme before induction method. It
will be related to provide major changes and growth to analyse the outcome and make sure for
the growth and prospective to work and make effective adaptability and make effective success
over the period.
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a) Yes
b) No
0 2 4 6 8 10 12 14 16
Series1

Theme 5: satisfaction level for improvement
Q.5 Are you satisfied with the improvement of knowledge after
training programmes?
a) Yes 16
b) No 4
Interpretation:
The above graph, show that the employees of the HSBC bank are satisfied with the
management process and make more effective approaches. 16 out of 20 said they are satisfied
with the possible outcome of training and development programmes. Whereas, 4 said that they
are not very satisfied with the HSBC training programme due to different reason. The bank is
needed to analyse the growth and make sure for providing relevant growth and objective to their
employees. All of these are helpful for their employees to secure their future and make essential
prospective to manage the outcome in an effective and efficient manner.
14
a) Yes
b) No
0 2 4 6 8 10 12 14 16
Series1

Conclusion, Evaluation and Recommendations
Conclusion
From the above report, it can be concluded that with the help of training and development
make the changes and analyse the outcome as per the effective growth and major effective need
to analyse the outcome and make the effective growth for analysing adoptive technique and
major skills to analyse the eventual growth and progress of the company and their employees.
All of these are related to provide major changes and growth to analyse the outcome and make
some changes in the banking sector (Umar and et.al., 2021). The need of training in banking
sector is basically helpful for managing and growing the need to work and make supportive
structure to the growth. With the help of human resource department, the company are able to
analyse effective changes and make growth for completing and measuring effective success over
the period of time. This research will be helpful for the company to make an effective profile and
make sure for analysing opportunities and run the company in an effective manner.
Further evaluation of the research is related to provide relevant changes and make
adoptive to analyse growth and make adoptive need to manage sources. All of these are helpful
for completing research on time. It will be grateful for the company to analyse the outcome and
make some effective changes to analyse and work as per the management of the company. There
are some major changes and adaptability for working effectively (Jiang and et.al., 2021). This
research will be helpful for considering major changes and adaptability for make growth and
work as per the essential feature and support to the company and provide growth in completing
research methodologies and primary data sources.
Recommendation
After completing all the research methodologies and work on primary and secondary
source of data, all is related to make effective sources and analyse the outcome to work and
make effective changes to provide relevant sources and make effective growth. Some of the
major recommendation are:
 HSBC, needed to make effective training and development programmer for the growth of
new and old employee as well.
 Further, they should adopt one or two main strategies of training which make more
focusing outcome within their employees.
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 All they needed to motivate their employees and make a successive growth in the
management of company to analyse outcome (Wang and et.al., 2021). It will be related to
make appropriate changes for growth and make appropriate changes for analysing
effective adaptability and analyses of the company.
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References
Books and Journals
Al-Kassem, A.H., 2021. SIGNIFICANCE OF HUMAN RESOURCES TRAINING AND
DEVELOPMENT ON ORGANIZATIONAL ACHIEVEMENT. PalArch's Journal of
Archaeology of Egypt/Egyptology, 18(7), pp.693-707.
Chami, M., 2021. Employee of the Month as a Motivational Best Practice in Lebanese
Hotels. Management Studies and Economic Systems, 6(1/2), pp.81-90.
FITA, E. and MUSA, E., 2021. Management of Human Resources Practices and the Impact on
Growth of Organization's Performance. Quality-Access to Success, 22(183).
Ghosh, S. and Muduli, A., 2021. Learning agility, culture and outcome: an empirical
study. International Journal of Indian Culture and Business Management, 23(1), pp.95-
110.
Jiang, Y., Akdere, M. and Lobo, F.D., 2021. Evaluation and assessment of virtual reality-based
simulated training: exploring the human–technology frontier. European Journal of
Training and Development.
Saks, A.M., 2021. Caring human resources management and employee engagement. Human
Resource Management Review, p.100835.
Tamunomiebi, M.D. and Mezeh, A.A., 2021. Workplace Stressors and Employee Performance:
A Conceptual Review. Asian Journal of Economics, Business and Accounting, pp.57-
66.
Umar, M., Khan, S.A.R., Yusliza, M.Y., Ali, S. and Yu, Z., 2021. Industry 4.0 and green supply
chain practices: an empirical study. International Journal of Productivity and
Performance Management.
Wang, Y.M., Ahmad, W., Arshad, M., Yin, H.L., Ahmed, B. and Ali, Z., 2021. Impact of
Coordination, Psychological Safety, and Job Security on Employees’ Performance: The
Moderating Role of Coercive Pressure. Sustainability 2021, 13, 3175.
Online
Andriotis, N., (2021). 5 Popular Employee Training Methods For Workplace Training. [Online].
Available through: <https://elearningindustry.com/how-choose-training-methods-for-
employees>.
Chopra, B., (2021). Importance of training and development in an organization. [Online].
Available through:
<https://economictimes.indiatimes.com/small-biz/hr-leadership/people/importance-of-
training-and-development-in-an-organization/articleshow/48739569.cms>. Last
accessed on 8th July 2021.
Impact of Training and Development on the Performance of Employees, 2021. [Online].
Available through: <https://www.ijsrm.in/index.php/ijsrm/article/view/1312>.
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