Research Report: Impact of Training and Development on Employees

This report delves into the critical role of training and development within an organization, focusing on its impact on employee performance. The report begins with a comprehensive literature review, exploring various aspects of training and development, including its definition, importance, and different methods. The main body of the literature review discusses how training and development programs can boost employee performance, improve teamwork, and enhance overall organizational efficiency. It examines the concept of training and development, their impacts, and the importance of training in organizations. The report also highlights the role of managers in training and development. Following the literature review, a detailed research proposal is presented, outlining the research title, questions, objectives, methodology, and design. It includes considerations of research philosophy, methods, validity, reliability, timescale, data analysis, and ethical considerations. The report concludes with a list of references, providing a comprehensive overview of the subject matter. This document is a valuable resource for understanding the intricate relationship between training, development, and employee success, offering insights into effective human resource management practices.

Research Methodology

TABLE OF CONTENTS
LITERATURE REVIEW:...............................................................................................................1
Introduction:................................................................................................................................1
Main body :.................................................................................................................................1
Conclusion: ................................................................................................................................6
RESEARCH PROPOSAL...............................................................................................................7
Title and background of research ...............................................................................................7
Research questions .....................................................................................................................7
Research objectives ....................................................................................................................8
Research methodology and design .............................................................................................8
Research philosophy...................................................................................................................8
Description of method ................................................................................................................9
Validity and reliability .............................................................................................................10
Timescale and Gantt chart.........................................................................................................11
........................................................................................................................................................12
Data analysis .................................................................................................................................13
Ethical considerations ...................................................................................................................13
REFERENCES:.............................................................................................................................14

LITERATURE REVIEW:
Introduction:
Human resource department performs various kinds of functions in an organisation. One
of them is training and development. In this, the role of human resource is to provide training to
employees so that their performance can be enhanced (Mansell, Carey and Tai, 2015) The main
purpose of providing training is to improve individual efficiency so that goals can be achieved on
time. Generally, training is provided to low level employees. It is because major business
operations depend on them. Besides this, it is very important for human resource to make aware
employee of modern and advance tools and equipment. This helps them to use it in performing
their task in an effective way. There is a huge difference between training and development.
Training is a broad concept and focuses on achieving goals whereas development focuses on
individual growth. But these both are beneficial to employees as it increases their skills and
knowledge. Also, it gives advantage to organisation as overall productivity is increased. It is very
essential for organisations to provide training on regular basis. This is done to bring change in
process and methods of performing task (Farooq and O'Brien, 2015) T & D are two main pillars
through which growth opportunities can be created. It allows employee to grow and develop in
their respective field. Also, managers put a lot of efforts in training staff. It benefits them as well
as accomplishment of goals in time creates a good image.
Main body :
Training plays a vital role in boosting the performance of employees. It helps in
providing required skills and knowledge that is required in job. According to Boons and Ruiz
Puente, 2015 providing training creates a great impact on individual performance of employees.
They start putting more efforts in completing their task. Along with this, team work is also
improved. This is the main reason there why there has been boost in employee performance.
However, it has also changed their behaviour towards management and colleagues. This has
enabled them to coordinate with each other effectively. They help each other in completing their
task. With this employee efficiency has improved. That is why there has been major impact on
overall efficiency of organisation. The training is provided on frequent basis so that it becomes
easy for employees to achieve goals and objectives.

Concept of training and development
According to Svantesson and Samuelsson, 2017 concept of providing training to
employee is emerging very highly. It has allowed organisation to attain their target in specific
time. Also, this has enabled them to expand their operations in different markets. The basic
purpose of training employees is to make them learn new skills and techniques through which
task can be performed. As per the view of Van Patten and Williams, 2014 the only way through
which business efficiency can be increased is to train staff. This helps in making them confident
that they are having sufficient skills to complete task in particular time. As elucidated by
Bourque and Bourdon, 2017 employee gets more exposure in working, they apply knowledge
in performing task. In this way it becomes easy for them to complete ion given time.
As said by Bakker, De Vries and Vachudova, 2015 the meaning of training is a process
of learning skills that is required in a job. It is based on improving one's capability, productivity
and capacity. It is an activity that is organised by organisation for a particular time period. On the
other hand, development is a process through which employee continuously learn and gain
knowledge in different fields. It is an individual task that helps in career development of a
person. Ardrey, Desmond and Mortimer, 2016 said that when these two concepts are combined
they boost an individual performance. This makes them eligible for doing various tasks and
taking greater responsibility. In the view of Mukhopadhyay and Gupta, 2014 training is
provided in different methods. It depends on requirements of organisation and employees.
Besides this, it depends on cost and time. These two are the most important factors. It is because
training requires a lot of time and incur huge cost.
Impact of training and development on boosting employee performance
Training and development are considered as two very essential aspects of the human
resource management. In the initial phase only, after the employees have been selected in an
organisation, a proper training and orientation is being provided to the employees so that they
can stay clear about their roles and responsibilities towards the job (di Ruffano and Deeks,
2017) So, there is a strong relationship between the training and development and an improved
rate of performance of the employees. Chain supermarket can also ensure providing an efficient

range of development to their employees so that they may stay clear about their responsibilities
towards the customers and towards organisation itself. To the organisation, employees should
stay loyal and in a way that they can be able to satisfy all the requirements of the customers. For
providing an appropriate set of training and orientation, Chain supermarket can ensure that they
can make involvement of various sessions and also can divide the employees in some teams so
that proper attention can be given to them. Organising sessions is considered as one of the
effective methods and there they can also solve the queries of customers as well (Barquero and
Bosch, 2015) It is because customers also love the fact that the company is interested in
investigating whether they are happy and satisfied with the products or not. Also, employees of
Chain super market can ensure taking feedbacks from the customers as well so that they can be
able to realise that what factors are not liked by the customers. It is important because then, on
the basis of that, Chain super market can make modifications and replacements on the same. This
will also satisfy the customers to a huge extent, thus increasing the confidence rate of the
employees towards the achievement of targets and goals.
Solving the queries of customers and providing them every need or requirement of the
same is very important to provide a range of satisfaction to them. Customer's satisfaction will
throw an impact on the motivational levels of the employees. More the customers are satisfied,
more is the productivity of the Chain super market (Marczyk, De Matteo and Festinger, 2017) It
further means encouraging the confidence rate of the employees, which means an increase in the
performance of the employees. Therefore, this shows the impact and importance of the employee
motivation. When the employees will be clear about their roles, it is obvious that they might be
able to concentrate and focus on their job in an efficient and appropriate manner. When the roles
will be clear enough, they can be able to focus on the targets better. Also, an appropriate set of
development and training can help in making improvements in the capabilities of the employees
as well. This will further get reflect in their performance, thus making the performance of the
employees better. Also, an appropriate will help the employees to achieve a competitive
advantage so that they can be able to cope with the challenges and barriers of different operations
of the market place. This will help in increasing the competitive ability of the employees in
Chain super market. Along with boosting the performance of the employees, this will further

prove beneficial enough in increasing the overall productivity of the Chain super market. This
will help in increasing the confidence rate of the employees and in a way that they can become
able enough to deal with any competitiveness to help the company in achieving all the targets
and goals (Guest, Namey and McKenna, 2017). This represents the importance along with the
influence of training, development and orientation on the performance of the employees.
Importance of training and development in organisation
According to Mansell, Carey and Tai, 2015 training plays a crucial role in improving
efficiency of employees. It is an investment done by organisation that gives return for long time.
Basically, the role of training is to find out the weakness so that it can be improved. This
program allows employees to remove their weakness. Also, it helps in them to gain similar
knowledge. It is said by Farooq and O'Brien, 2015 that it reduces working time and helping
other in case of need. Moreover, it allows employee to work independently without requiring
much supervision. This helps in attaining goals in given time period. As per the view of Boons
and Ruiz Puente, 2015 training helps in building confidence among employees. It makes them
more responsible towards their job. They start utilising resources in effective way. Also, they
have a better understanding of organisation roles. This also helps in making them a better leader.
As elucidated by Svantesson and Samuelsson, 2017 if overall organisation efficiency is
increased it helps is gaining more competitive advantage in the market. Moreover, regularly
organising training program creates and better and effective organisational culture. This reduces
chances of conflicts and allows employees to build strong relations with each other and
management.
As per the view of Van Patten and Williams, 2014 a structured training program ensures
that employee learn in a systematic way. It also maintains consistency in their working. Here,
consistency is related to following organisation policies and procedures. All employees working
in organisation must be aware of how policies have been followed. This helps in ensuring safety
of workers as well as giving useful information. According to Bourque and Bourdon, 2017
training also helps in increasing employee satisfaction. By creating a better and healthy working
atmosphere, it gives advantage over other organisation. Employee becomes more persistence
towards their roles and colleagues. They start giving value to company. Bakker, De Vries and

Vachudova, 2015 elucidated that training creates a supportive environment. It allows employees
to work in team and help each other. When employee performs well very in training they are
often appreciated by managers. This makes them proud and creates a feeling of belongingness.
They become ready to take more responsibility and challenges. In this way it is beneficial for
both organisation and employees. As said by Ardrey, Desmond and Mortimer, 2016 training is
usually required at low level. This is because employees working here are not having enough
knowledge and skills. Also, these people performs most of the business operations and works in
production department. They require training in order to improve product quality.
Role of manager in training and development
As per the view of Mukhopadhyay and Gupta, 2014 manager and leader role in training
and development is very wide. They are having the responsibility of providing training
effectively. Besides this, they ensure that all employees are given proper training by using
various methods. Moreover, they monitor the performance of each employee so that weakness
can be found out and measures can be taken. As said by di Ruffano and Deeks, 2017 the
mangers are having the experience of how and by which method training must be provided. They
share their experience with them. Manager provide knowledge about how to use and equipments
while performing task. Beside this, they train them to work in team so that goals can be achieved
easily. According to Barquero and Bosch, 2015 by learning and working in team employee
morale rises. They interact with each other and performs task accordingly. Also, manager
monitor them and guide them on how to do task. Once confidence is build in employee they
automatically do task on their own. As elucidated by Marczyk, De Matteo and Festinger, 2017
due to effective training of employees there has been increase in satisfaction. It has given them
edge over other to put more efforts in attaining targets. Due to this their performance has
increased. As per the view of Boons and Ruiz Puente, 2015 Leaders role in training is to guide
and direct employee in right direction. They ensure that employees effectively work on methods
that is provided by manager. Apart from this, manager monitors the performance of employees.
This helps them to identify weak areas so that further training can be given. They also motivate
employees in order to boost their confidence. This affects on their performance in positive way.
An increase in their performance is observed. The results are achieved within time period. As

elucidated by Mukhopadhyay and Gupta, 2014 it is said that manager decides the training
method as well as process. It is done on the basis of requirement of organisation and employees.
In this human resource also help manager in providing training. The advantage of training is that
it provides quality and innovation in products and work. Other than this, through collaboration
and integration in working an effective culture is created. This leads to success. A good training
program will always be beneficial for long term growth and development of organisation. Also,
an appropriate will help the employees to achieve a competitive advantage so that they can be
able to cope with the challenges and barriers of different operations of the market place. This
will help in increasing the competitive ability of the employees.
Conclusion:
This can be concluded from the above literature review that training and development is
an important concept for every organisation. It helps them to maintain efficiency in their
operations so that they can survive for long term in competitive market. Besides this, by
improving the performance of employees, a better organisation culture is created. It is also
concluded that there are various methods of providing training to employees. It depends on when
and where training has to be provided. It can be concluded from the report that involvement of
training and development is considered as one of the major factors of the Chain supermarket. It
is because employees are considered as an effective part of the company. So, making them
efficient enough by providing them an appropriate rate of orientation and development so that
they can stay clear of their responsibilities. It is important as well because this help in
maintaining their focus on achieving the targets and goals at a much higher rate, thus boosting
the overall performance of the employees and the company as well. Objectives have been made
in order to analyse all the factors efficiently so that a proper discussion can be made on them for
achieving efficient results. Also, it has been analysed that the process of training and
development actually throws a positive influence on the performance of the employees. It is
because this helps in staying them aware of their roles better which further helps in continuing in
keeping their focus on the targets and goals of the Chain super market. Therefore, it has been
evaluated that the involvement of an efficient rate of training and development can actually help

in increasing the performance rate of the employees, thus also helps in maximizing the overall
rate of the popularity and productivity of the Chain super market.
RESEARCH PROPOSAL
Title and background of research
Title - To asses the role of training and development in boosting the employee performance on
chain supermarket, Malta.
Background of research -
This research is conducted to find out the impact of training in boosting performance of
employees. It will give a brief overview of how different training methods can help in motivating
them. In recent time organisation have focused on providing training to staff so that overall
efficiency can be increased. They are investing a lot of amount and time in this. It is because it
will help to sustain for long term. Every organisation wants to gain more competitive advantage.
Moreover, from low to high level training has transformed the way of business operations. It has
changed the way of performing task. Furthermore, employees have become more creative and
independent. They are taking their own decisions and achieving goals in given time frame. Apart
from, by using technology in providing training, there has been rise in employee performance. It
has boosted their confidence level and morale. That is why they are able to attain their target.
There has been significant improvements in quality and productivity of Chain supermarket. This
is because of change in performance of employees. There has been rise in their efficiency level.
So the researcher will analyse the role of training and development in boosting performance level
of employees. Also, he or she will enrich this topic by using articles in order to attain more
specific and precise results. This will make research more effective and robust.
Research questions
 What are the various methods that are used by organisation is providing training to
employees?
 What is the importance of training and development in organisations?
 What is the impact on training on business operations ?

 How employee performance can be enhanced by using different training methods?
Research objectives
Aim- To asses the role of training and development in boosting the employee confidence in
chain supermarket
Objectives -
 To identify the impact of training and development on employees' behaviour and
performance
 To access the role of manager and leader in training and development
 To analyse how training and development improves employee efficiency
 To analyse the impact of training on business operations
Research methodology and design
Research methodology helps in conducting research in systematic manner. It is very
important for researcher to identify research methods. By describing methods researcher can
analyse different research concepts (Guest, Namey and McKenna, 2017) It is a framework that
consists of all the steps that is required in conducting research. It includes methods from research
approach to data analysis.
Research philosophy
This is a concept through which researcher collects, analyse and interpret data. It helps in
conducting research in effective manner. There are various philosophies that is used in research.
These are positivism, realism, pragmatism, etc. Positivism includes analyses of case studies for
collecting data, realism is based on scientific approach that relies on development of knowledge.
On the other hand pragmatism is based on different views of conducting research. Interpretivism
approach is also there that involves interpretation of elements of study. For this present research,
positivism philosophy is used (Mansell, Carey and Tai, 2015). It will help researcher in
analysing data in effective manner. Also, by using this goals and objectives can be achieved
easily.

Description of method
Research method is considered as a way of collecting the data and information in a way
that it can seem beneficial enough to be used in the research. Research methods can be classified
in two ways and these involve the qualitative and the quantitative. In the qualitative methods, the
researcher can take the information and data from various sources such as surveys, interviews,
questionnaires whereas in case of the quantitative strategy, the information and data can be taken
out from the statistical information sources such as tables, graphs etc. (Farooq and O'Brien,
2015) In this research, the researcher is making use of the qualitative research method because
the use and involvement of theoretical frameworks in the research will help in investigating the
impact of training and development on the performance level of the employees. Using the
quantitative methods in investigating the influence of the orientation and development cannot
prove much effective because in case of the quantitative methods, there is a possibility that the
information or data might not act suitable or relevant enough for the current topic. Therefore, the
researcher has chosen the use of the qualitative method.
In this the researcher has used descriptive research design method. This is because it will
give a basic idea on how training helps in boosting the performance of employees. Moreover, it
will help researcher to understand the concept behind providing training (Boons and Ruiz
Puente, 2015) The research approach consists of steps through which broad assumptions can be
generated by analysing data. For this research, approach used in inductive. It is because it will
analyse research questions , aims and objectives in broad way. With this researcher will be able
to achieve goals and objectives in effective way.
Hence, it can be said that the researcher will be using above methods in conducting
research. It will help in providing description of entire methodology that is been used. Moreover,
it will be useful to conduct research in systematic way. The data analysed will give effective and
precise information. This will enable researcher in writing about research. Furthermore, by data
sampling will be done be using random sampling method. It is because it will help researcher to
spend less time and money on selecting appropriate sampling method (Svantesson and
Samuelsson, 2017) He or she will select random employee from different departments of chain
supermarket. Then, research will be done.

Validity and reliability
Validity of research refers to the extent to which measures and results are measured using
the right method. The research has to be measured using proper instruments. It will be easy to get
specific results. Along with reliability, the research must also be valid. Validity is divided into
two groups that are internal and external. Internal means how the findings or results of research
match with reality while external means how those findings can be used in other environment.
The validity of research is of five types. These are face, construct, formative, criterion related
and sampling. The present research is conducted by using proper methods. So it will be valid for
a particular time period.
Reliability of research describes whether research findings will be same as by using
another instruments or not (Van Patten and Williams, 2014). It means will by using research
methods, it will give consistent results or not. The reliability can be divided into three categories
that are test retest, parallel forms and inter rater. The present research will be based on reliability
of parallel form. For this questionnaire will be used in order to conduct in depth research on
employees of chain supermarket.
Timescale and Gantt chart