Impact of Training and development on Employee Performance in Retail Sector of UK

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 Table of Contents

1. Introduction.........................................................................................................................................3
1.1. Purpose of Study..........................................................................................................................4
1.2. Significance of Study....................................................................................................................5
1.3. Research Objectives.....................................................................................................................5
1.4. Research questions......................................................................................................................6
1.5. Limitation of Research.................................................................................................................6
1.6. Structure of Dissertation..............................................................................................................6
 1. Introduction

The organisation operating around the globe are trying to survive in turbulent and dynamic

markets, and in this regard, the companies mainly focus on the human resource of the company

to become competitive in the external market (Brum, 2007). The possession of skilled employees

by a company is one factor that becomes a reason for the success of entities; therefore,

organisations strive to invest time and resources in employees to upgrade their skill set and make

them more productive and competitive (Khan et al., 2016). The core objective of the majority of

entities is to enhance their overall productivity, performance and profitability that is not possible

without increasing the efficiency and performance of staff (Ashar et al., 2013). As a result of the

rising significance of employee’s performance, the performance management system (PMS) has

come up with new reforms to provide the management better insight into the distress and issues

that question the profitability of the organisations (Winterbotham et al., 2020). The PMS has

developed the relationship between employee performance and organisational success and

addressed the concerns and issues related to the productivity and performance of staff (Imran,

Muhammad and Tanveer, 2015). The training and development is also a result of PMS that has

been implemented in the entities of the globe as a reform of PMS with the aim of accomplishing

the corporate objectives and enhancing the employee’s performance. T&D is a referred to a

systematic and planned experience of learning (Nkosi, 2015). The word performance refers to

the achievement of accomplishment of something to make the working more effective

(Mahbuba, 2013). Within the organisations, the performance is evaluated and improved at

individual, group and organisation levels. In this context, to enhance the performance at the

individual level, the companies introduce and implement the T&D process that does not bring

advantages to the organisation but also give a variety of benefits to the employees too (Nda and
Fard, 2013). With the T&D, the profitability of the overall organisation is improved that also

lead towards cultivating the attitude of profit orientation. Where training and development

transform the goals and objectives of an entity into reality with maximization of profits at the

same time, it brings advantages for employees as their job knowledge and skillset is developed

that makes them better and competent professionals in the industry (Kum , et al., 2014). The

learning achieved by the employees through T&D become an organisational resource enabling

the employees to be utilised and infer by the organisation since the improved performance led

towards the enhancement in profitability and financial growth of the organisation that is achieved

through work commitment, positive employee’s attitude and higher productivity gained through

T&D (Ocen et al., 2017). As per the report published by CIPD, on average the UK employers

tend to spend 226 Euros on each employee for their training and development. The report has

also highlighted that overall the UK companies are investing £22 billion annually for employee

training and development with the aim of enhancing their overall productivity and effectiveness

(CMI, 2021). The majority of studies carried out so far has evaluated the relationship between

T&D and employee’ performance in general, but very limited studies have studied these

variables in the UK context and particularly in the retail sector of the UK. This study is

eliminating the gap by examining and exploring that how training and development are leading

towards the improvement in employee performance in UK’ retail sector.

1.1. Purpose of Study

The purpose of this research study is to explore and investigate the relationship between

employee training and employee performance in the context of the retail sector of the UK. With

the help of this study, the retail sector companies would get to know that how T& D can be used

as a factor of increasing employee motivation and improving the skill set of the staff. A vast
variety of research using the diversified methodology has been conducted so far to determine the

impact of employee training and development on employee performance; however, and these

studies are not carried out particularly in the context of the UK retail sector.

1.2. Significance of Study

This proposed research would be beneficial for the management of the UK’ retail sector as they

would develop insight that how the development of training modules may enhance the

satisfaction of the employees that could influence the employee performance. The research

would explore the potential of training and development towards the enhancement of employee

contentment and satisfaction at the job that serves as a factor towards enhancement in the

employee performance. The result would present a significant contribution to the literature and

would serve as an underlying study for the other researcher to further extend this research in the

context of the retail sector.

1.3. Research Objectives

The objective of the research study is quite clear from the given topic and highlights the theme of

research. The main objective of this research is to investigate the relationship and impact of

training and development on employee performance, particularly in the retail sector of the UK.

We have broken down this main objective into three sub-objectives in order to develop the link

in the study variables and develop better insight into the relationship between these factors.

 To investigate the impact of T&D with employee enhancement and positive attitude

 To explore that how T&D impacts the job knowledge, productivity and skill level of

employee
  To determine the effect of T&D on the motivation level of staff and workplace

competency

 To analyse the role of T &D in stress reduction and skills development

1.4. Research questions

The below is the research question that will be addressed in order to achieve the objective of the

research.

 What is the relationship between training and development with employee performance?

 How does training and development influences employee performance in the retail sector

of the UK?

 How does training and development influence job knowledge, skills development,

workplace competency and employee enhancement?

 How does T&D lead towards stress reduction and increasing the motivation level of

staff?

1.5. Limitation of Research

The research is carried out in the context of the retail sector of the UK only to explore the role of

T&D in employee performance. Therefore, the interview is conducted from eth employees

working in the retail sector only. The interviews from the retail industry employees only limited

the scope of research, and due to the qualitative nature of the study, the findings of this research

cannot be generalized to the other industries. Additionally, the small sample size is considered in

this research is another limiting factor in this research.

1.6. Structure of Dissertation

The research is categorised into different sections starting from the introduction, which is the

first chapter. This section explains the introduction, background of research, research objectives,

research questions, significance, and purpose of the study. The second section is “Literature

Review”, which will present the critical review of literature related to T&D and its impact on

employee performance. The third section is the methodology that would propose the techniques,

approaches, methods and analytical processes used in this research. The next section is an

analysis and discussion in which gathered data would be analysed using the analysis technique.

The last section is the conclusion that would summaries and conclude the study results to make

recommendations for further research and explain the implications of research findings.
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