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Importance of Training and Development on Employee Performance and Productivity

University:

  • Unit No:
  • Level: High school
  • Pages: 82 / Words 20607
  • Paper Type: Dissertation
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  • Downloads: 1181
Question :

This assessment will cover the following questions:

  • Provide an in-depth understanding of the strength and weaknesses of the important themes of the topic area.
  • Demonstrate the identified problems or opportunities and transform them into projects.
  • What are the research methods that have been identified and investigated in the topic area?
Answer :

CHAPTER 1 INTRODUCTION

1.1 Overview of The Topic

Training and development are the key human resource practices that are used by the company to increase the skills of the employee. In recent times, the use of technology and network has increased so it becomes very necessary for the organisation to adopt the practice of training and development. This is because it helps the employee to acquire the required set of skills and knowledge to carry out their job in a productive manner. It also aids the employee as it boosts their morale and energy which on the other side helps in growing and developing them in the best manner (Siddiqui and Zamir, 2018). Training and development refer to the educational activity within the company which improves the job performance and productivity of an individual. This is an ongoing process because it helps the employee to improve their skills, gaining knowledge about technology as per the needs of the time and scenario. There are lots of benefits of training and development which are as it helps in increasing productivity, it also aids in enhancing job satisfaction, training future leaders, and many more (Jehanzeb and Mohanty, 2018).

Employee training program in recent time becomes an integral part of a company because it aids in the success of the business. Having a talented employee also assists the company to gain a competitive advantage from the rivalry because skilled employees perform better and in a productive way. There are various types of training and development method which is used by the companies some of them are on-the-job training, mentorship training, role-playing, sale training, and many more (Kumudha and Jennet, 2018). In the context of the UK retail industry, the types of training which are provided by the company to their staff will be on-the-job training and sales training. This is because in the retail industry the employee needs to satisfy their customer and gain more buyers for the company.

1.2 Background of The Company

Marks and Spencer is a British multinational retailing brand whose headquarter is in Paddington, London. It is a public limited company that was founded in 1884 by Michael Marks and Thomas Spencer. The brand specialised in clothing, beauty, home, and food product. Marks and Spencer operate their business all over the world. Some of the brands which come under Marks and Spencer are Per Una, Rosie, M&S collection, Jaeger, Blue Harbour, and many more. In the current era there are approximately 959 stores and in that 615 stores operates in the United Kingdom and sell a food product. One of the best offers that they provide to their customer is an online food delivery service by joining hands with Ocado (Darvishmotevali and Ali, 2020). The company is chosen for the current investigation because more than 78000 employees are working in Marks and Spencer. So through this investigation, they will get to know about the importance of training and development on the performance and productivity of an employee.

1.3 Research Aim and Objective

Research Aim:

To analysis the importance of training and development on employee performance and productivity within the retail industry of UK: A study on Marks and Spencer

Research Objective:

  • To understand the conceptual framework of training and development and employee performance and productivity within an organisation.
  • To determine the requirement of training and development on employee performance and productivity within Marks and Spencer
  • To identify the different types of training and development provided by Marks and Spencer to their employee in order to improve performance and productivity
  • To analyses the benefit gained by Marks and Spencer after providing effective training and development to their workforce.

1.4 Research Question

  • What is the conceptual framework training and development and employee performance and productivity within an organisation?
  • What is the requirement of training and development on employee performance and productivity within Marks and Spencer?
  • What are the different types of training and development provided by Marks and Spencer to their employee in order to improve performance and productivity?
  • What are the benefits gained by Marks and Spencer after providing effective training and development to their workforce?

1.5 Problem Statement

The main problem which is identified in the current research is that the retail industry faces the issue of developing and training their employee in the best possible manner. The competition in the market rises largely and acquiring the best training method as per the need becomes difficult. What is needed for one employee might not be needed by another. So it is very challenging for the company to decide what training and development method is to be selected. The company must enhance the skill and knowledge of their employee (Shujahat and et. al, 2019). Technological advancement has risen as well as companies are also using a different types of technology and network within their company. This made it necessary for the organisation to train their employee because it will provide them the opportunity to gain a competitive edge. At the current time, the employee is aware of the importance of training and development sessions. so they want training which satisfies them towards their job and increases their productivity while working. Retiling brands should highly focus on the important role of training and development so that they can increases the performance of their employee as well as deliver the best outcome in the market (Kaydos, 2020).

1.6 Research Rational

The major reason for executing the present investigation is to understand the concept of training and development inside the organisation. With the investigation researcher accumulated detailed data about the method of training and development needed in the retail sector of the United Kingdom. This investigation will showcase the importance of training and development in an organisation and the methods which help in providing effective training to the employee of the retailing industry. Along with this, the requirement for training and development for the industry will also be identified (Galanti and et. al, 2021). In the current digital era, every employee needs training and coaching session so that they can increase their productivity and execute their performance in the best manner. Apart from this, the present research is also of great interest as it will help in achieving two valuable objectives which are personal and professional. In the context of personal objectives, the current investigation will help in gathering detailed knowledge about the research method that is used in the investigation. Investigator will also learn about the Saunders research onion framework which is used while collecting and analysing data for the study (Mor and et. al, 2018). On the other hand, a researcher will also attain professional objectives by gaining an understanding of the training and development practices used by an organisation to grab employee productivity and performance. Therefore, the current study is quite vital for attaining two perspectives as well as for gaining knowledge.

1.7 Research Significance

The key significance of the investigation is to know the importance of learning and coaching in the context of an employee. Human resources are the biggest assets for a company and it is very vital to develop their skills on time. This is because it helps them to execute their job in an effective manner (Noe and Kodwani, 2018). Another significance of this report is that it helps different stakeholders in a valuable manner. These stakeholders will be the researcher, organisation, and human resource manager. The researcher will use this investigation to acquire a basic understanding of the research method, an organisation will use this to identify the important role of coaching and a manager would use this to determine various training methods used in the retail industry.

1.8 Outline of The Methodology

The current research will use the quantitative research method for investigating effectively. Numerical information will be gathered and analysed by the investigator so that aim and objective can be attained accurately. To collect the data both primary and secondary data collection sources will be used so that combination of data can be accumulated about the importance of training and development for an employee (Pandita and Ray, 2018). Under the primary data collection method, the research instrument which will be used is a questionnaire. For secondary data collection books, online, journals, magazines, etc., will be used. To select the sample for the study the method which will be used by the investigator will be the probability sampling method.

1.9 Structure of The Dissertation

In the investigation different chapter will be covered which are as follow:

  • Introduction:The foremost chapter in the investigation is an introduction which is very important because it included various sections that are research aim and objective, the significance of the study, an overview of the topic, and many more. This chapter provides a clear vision of which the investigation will be carried out (Ahmed and et. al, 2020).
  • Literature Review:This is the second chapter which contains the past data for the study so that detailed knowledge can be gained about the topic.
  • Research Methodology:This is the third chapter which helps in knowing the type of data that is needed to conduct the investigation. This section uses various approaches, philosophies, strategies, and data collection methods to gather and analyse the information (Dixit and et. al, 2019).
  • Data analysis and Find:This is the fourth chapter which showcases the result of the study so that readers can know about the validity of the investigation.
  • Conclusion and Recommendation:The last chapter is the conclusion and recommendation where the summary of the investigation is represented as well as some suggestions are provided.

CHAPTER 2 LITERATURE REVIEW

A literature review is the second chapter in the dissertation which discussed the previous data of the study. In this section, researcher collects secondary data about the selected topic. The data is being used by the investigator in order to enhance their skills and knowledge about the topic. Secondary data is being acquired from various sources such as books, journals, magazines, government sites, and many more. One of the main reasons to write down this part in the investigation is to know the research gap between past investigations. The literature review also helps the investigator effectively address the research question.

2.1 The Conceptual Framework Training And Development And Employee Performance And Productivity Within an Organisation

According to the view of Numonjonov (2020), training and development initiatives are considered as educational activities within an organisation that are designed in order to improve the performance of employees. These programs involve advancing skill sets and knowledge of workers as well as ingraining greater motivation for enhancing job performance. Training and development programs assist employees to acquire and learn new skills and gain knowledge that are required to progress their careers. It can be created independently or through learning administration system with an aim of long-term development of employees. Some of the common training practices covers classroom lectures, orientations, role playing, case studies, simulations as well as computer based training with e-learning. It is important for the companies to understand that training and development is more beneficial and cost effective for developing their existing employees instead of searching out new talents (Park, Kang and Kim, 2018). It helps in increasing the productivity of the company as when the employees stay current with new procedures and technologies, they can help in increasing their overall output. Training and development helps in reducing micromanagement in the organisation. If employees feel empowered in order to perform their job, they typically require less oversights as well as work more independently.

Training and development provides solid pipeline of innovative as well as well-trained potential leaders for adapting and growing over time. It also help in increasing job retention and satisfaction in the organisation. It is because well trained employees gain confidence within their abilities, reducing number of absenteeism, leading to greater satisfaction as well as overall employee retention (Malhotra and Singh, 2018). Training and development programs help company to attract highly skilled employees in the organisation. In today's time, talented and experience employees are tend to work on those organisation where they get chance in order to modify and enhance their knowledge and skill sets that help them to progress their career. Training and development help in increasing the consistency in the organisation as well organised training programs ensures that tasks are performed in uniform manner which leads quality control for gaining customer trust. It also help companies to create a sense of collaboration and teamwork that encourage employees to conduct their job in better manner. When the company provides continuous training and development to their employees that helps them to gain proper knowledge and skills in order to perform their task in safe manner (Garrett, Kitteringham and Livingstone, 2022). Consistent training and development programs helps company to create knowledgeable team in overall organisation where employees can help or guide each other to perform their tasks in better manner. Training and development programs added innovation in the organisation as when the employees get consistent training then they have ability in order to develop new strategies and products, contribute more to the bottom line of the company as well as gain success. Training and development is considered as the best method that help company in order to value their employees.

It helps in showing to them that the company is invested in their growth and well-being as they are important for achieving the growth of their business. Training and development help company to prepare employees for dealing with upcoming challenges. As today's business environment is dynamic and changes can be arise suddenly, highly trained employees are effective to adapt these changes and conduct their job in better manner (Bernardino and Curado, 2020). The company who is dedicated in order to trained their employees will only prosper as well as move forward. There are various of training and development methods are available that help company to provide proper training and development opportunities to their employees so, they perform their task in better manner. But it also create challenges for the company in order to understand which training and development is useful to their employees that helps in improving their performance and productivity. It is important for the company to analyse and identify best training method by understanding their employees needs in order to improve their performance and make them productive. It will helps in providing proper training to the employees that makes them to perform their job in better manner for gaining success of th

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