Unit 2 Training And Development Level 5 HND Diploma Business

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This implies that management has to deal with humongous manpower to sustain itself in the competitive environment. Training and development are two important aspects that help the employee enhance his or her capabilities, skills, and competencies. Training helps in enriching the existing level of knowledge of the employees, and development helps in promoting the employee's growth (Aruna and Anitha, 2015). To reduce absenteeism, conflicts, and grievances between employees, management needs to provide precise training and development of employees from time to time. The dissertation will be prepared in a systematic manner by analysing each and every aspect of training and development. The researcher analyzes relevant and academic literature to create robust arguments in the study. Precise research methodology and method of data collection will be utilised in order to enhance the effectiveness of the dissertation.

1.3 Background of Research

While doing business, management faces numerous issues and difficulties, which affect its growth and development. A firm needs to understand the requirements of customers and deliver their services and products accordingly (Yadav and Saxena, 2015). The business needs to have skilled and capable workers so that they will be able to perform their set of roles effectively. Among many issues faced by the firm, it can be stated that companies are facing issues in relation to a high turnover rate. Due to this, the firm has to hire new workers, and they are not able to maintain the quality of services delivered. In this context, training and development can be determined to be one of the most effective ways to retain employees. In this research, Tesco is taken into consideration, and they focus on delivering their customers with high-quality services. Researchers in their previous study argued that training and development are essential and crucial factors to boost the morale and motivation of employees. To comprehend the statement, the researcher focuses on the training and development strategy implemented by Tesco and Pinner to increase employee retention and reduce absenteeism as well as employee turnover.

1.4 Rationale of Study

Training and development are important components that help in improving the skills, competencies, and knowledge level of employees working in an organization. These components aid in reducing employee turnover, attrition, and dissatisfaction while increasing their morale, satisfaction, and motivation. The rationale of the research study is to examine the training and development policies implemented by the organization. As training and development are directly related to the growth of employees, it is considered an essential component that influences their retention. This study will help enhance the level of knowledge and understanding of the researcher regarding the subject matter. Furthermore, researchers will be able to gain information about the training and development strategies of Tesco and Pinner.

1.5 Problem Statement

According to Neil Armstrong, “research is creating new knowledge.”. Tesco, Pinner, UK is a medium-sized branch of TESCO, United Kingdom, located in North West London. From recent surveys and media articles, it was identified that the organization has been facing issues regarding employee retention. To sustain and survive in a competitive environment, the management of business organizations needs to focus on their employees. Employees are the most crucial assets that an organization possesses. If they are highly satisfied and motivated, then the organization could attain its desired goals and objectives efficiently, and if they are dissatisfied, demotivated, and frustrated with the management, then there are higher possibilities that they will leave the organization (Mathew, 2015). To shed light on these issues, the researcher will focus on this core issue, i.e., lack of training and development of employees at Tesco and Pinne, and conduct the research study appropriately.

1.6 Aims and Objectives

Aim

The aim of the research study is “to evaluate the impact of training on employee's retention—a case study on TESCO, Pinner.”.

Objectives

To support the aim of the study, the researcher has formulated research objectives, which are as follows:

• To determine the relationship between employee retention and training and development
• To analyze the impact of training and development on employee retention at TESCO, Pinner, UK.
• To recommend ways to increase employee retention through training and development at TESCO, UK

1.7 Research Questions

Research questions are the fundamental core of the dissertation. In this context, the researcher has formulated research questions to carry out the research study.

1. What is the relationship between employee retention as well as training and development?
2. How can Tesco Pinner benefit from training and development on employee retention to retain employees?

1.8 Framework of Study

In this section, the researcher will briefly describe the research methodology that he or she will apply in the dissertation to accomplish its aim and objectives. The framework of the study is described below:

Research Philosophy: Research philosophy is the way or belief of researcher through which he or she gathers relevant data, analyse it and provides interpretation appropriately (Kalra, Phadnis and Joshi, 2017). In the present research study, the researcher will use a positivist research philosophy.

Research Approach: Discussion of the research approach is essential in the dissertation study. A research approach is a plan and procedure that consists of steps from broad assumptions to a detailed method of carrying out a research study. In the present dissertation, the research will use an inductive research approach. It embarks with research questions, aims, and objectives that need to be achieved during the research process.

Research Design: Research design is the general plan formulated by the researcher that demonstrates the way he or she attempts the research questions. In the present research study, the researcher will be applying descriptive research design.

Research Strategy: Research strategies are the plans through which the researcher will attain the aim and objectives of the study (Muriana and Vizzini, 2017). In the present dissertation, the researcher will be using a quantitative research method. It helps in collecting data from questionnaires and further assists research in the process of data analysis.

Data Collection: Data collection is a crucial process in the dissertation study. It is the process through which researchers collect relevant data and information (Peter, Werner, and Alavi, 2017). In the present study, the researcher will be using both primary and secondary sources to collect data. A questionnaire will be used to collect primary data, and journals, books, web articles, and organizational websites will be used for collecting secondary data.

Sampling: Sampling is the process of taking out small proportion of data from large pool of information (Mebius, Kennedy and Howick, 2016). It is important as analysing large data is pragmatically not possible for researcher. In the present study, researcher will take a sample of 15 employees in order to analyse their views regarding training and development policies of Tesco, Pinner.

1.9 Structure of Dissertation

To accomplish the aim and objectives of the research study, the researcher needs to adhere to a precise dissertation structure. Non-adherence will negatively impact the research study. In this context, the structure of the present study is described below:

1. Chapter 1: Introduction—The introduction will be the first chapter of the dissertation. Here the researcher will briefly describe the purpose, background, and rationale of the study. The aim and objectives, along with the precise framework of the dissertation, will be described.
2. Chapter 2: Literature Review: The literature review will be the second chapter of the present study. The purpose of the literature review is to establish the theoretical framework of the research study. Here, the researcher will compare and contrast the articles and reviews of different authors
3. Chapter 3: Research Methodology: Research methodology will be the third chapter of the research study. Here, the researcher will elaborate on the research methods he or she will be applying in the research study to attain the aim and objectives of the study.
4. Chapter 4: Data Analysis and Findings It is the fourth and most important chapter of the dissertation. In this chapter, the researcher will interpret the data collected by him or her most effectively and systematically.
5. Chapter 5: Conclusion and Recommendations This is the fifth and last chapter of the dissertation. Here, the researcher will conclude the dissertation by elucidating the synopsis and findings of the study appropriately.

1.10 Significance of Study

Training is very important in an organization; it helps employees get the skills and knowledge they need to perform the job most efficiently and effectively. The benefits of training will help not only the employees; it will be a benefit for the entire organization. The research study will assist the end users in understanding the importance of training and development to increase employee retention. The research will further assist academics and scholars in enhancing their understanding of the benefits of training and development for the organization. Eventually, the research study will help the management of Tesco Pinner by suggesting some efficient ways through which training and development can be provided to employees.

Chapter 2: Literature Review

2.1 Introduction

A literature review is the second chapter in the dissertation. Here, researchers will analyze and critique the impact of training and development on the retention of employees through reviewing academic articles and journals jotted by senior researchers and scholars. The motive of the literature review is to provide a theoretical framework for the study. In this chapter, the researcher will contrast and compare the reviews of other authors on the subject matter. The use of relevant theories and approaches will be identified, and what senior researchers recommend to enhance the retention of employees through training and development will be determined in the study.

2.2 Determining the Relationship Between Employee Retention and Training and Development

According to McCracken, Currie, and Harrison (2016), in today's modern world, human resources is the most crucial element of every company regarding competitive advantages. All the resources can be arranged effortlessly, but arranging effective and talented human capital is not an easy task. An organization uses different human resources techniques for the retention of employees. The working attitude of employees towards the organization's goal shows a relationship between retention of employees, training and development, and the intention of an employee to stay. Job satisfaction and ignoring problems show the employee's intention to stay. In today's era of development, changes in technology make training important in the organization, and employees do not only work for salary; they work for their development as a whole (Aruna and Anitha, 2015). The organization will not sustain itself if they are not organizing training programs. Organizations must have to develop their skills and knowledge to compete in the market. By investing more in training and development programs, the employee feels they are more valuable to the organization, which increases the employee's retention. Training and development, organizational environment, and compensation are the main points of employee retention. Yadav and Saxena (2015) argued that they have a direct relation with the employee's retention. The organization should focus on the key factors of training that directly affect employee retention: training, types of training, and duration of training. Career development and training have a direct effect on employee retention. If organizations have to balance in between career development and individual needs and the organizational workforce requirement, they have to plan a well-designed and organized system of career development (Mathew, 2015). If an organization develops career-building activities in the organization, it has a direct impact on employee retention as they feel valued, and they will be motivated to work hard and more efficiently, which will help in achieving organizational goals effectively. Cascio (2014) said that Indian companies are not investing more in training programs, but US companies are spending billions of dollars on training to produce a better, more productive, and more efficient workforce. Every employee needs professional training to develop their skills and knowledge, which will help the organization achieve its goals.

2.3 Impact of Training and Development on Employees Retention

According to Naim and Lenka (2018), through training, employees feel empowered. Over the years, organizations are facing stiff competition, which has made the management of organizations strategically alienate their human resources to achieve organizational goals. The growing complexity of the working environment, the rapid change in the organization, and advanced technology, among other things, have given rise to the importance of training and development. The knowledge and skills of the members of the organization are done through the efficient training & development programs in the organization (Pollock, Jefferson, and Wick, 2015). Every year, organizations invest millions of dollars in training because they know the benefit will be gained from trained employees. According to Coetzee and Stoltz (2015), one-third of the newly hired staff quit their jobs after six months. Lack of skill is the first major reason they leave. An effective training program can increase productivity and commitment among the employees. The investment of organizations in training programs shows that employees are valued. The effect of training is that employees feel appreciated and valued. The positive attitude towards the job work is increased by the effective training programs.

Cloutier, Felusiak, and Pemberton-Jones (2015) argued that motivated employees always look forward to the next at work. The chance of being willing to stay in the firm is also increased by the training programs. Many companies offer education through in-house training, which is the best way to ensure the employees stay. Training & Development is the bridge to knowing the rate of satisfaction and employee retention. The training objective should be clear, organize team-building activities, enhance learning & development in the team, and constantly watch the younger employees (Thompson and Walton-Roberts, 2018). Globally, many multinational companies are retaining their employees while ensuring their high performance. For example, SAS General Mills has a turnover rate of 2%, and SC Johnson & Sons, Intel, Meridian Health, and National Instruments have turnover rates of 3%, which means that they are retaining their employees. The study of the factors of retention of employees in the organization and the effect of training and development on retention helps organizations that have high turnover rates. Employee retention is very important in the organization; high labor rates are not good for the organization; it directly affects the performance of the organization. To control labor turnover in the organization, employees should be provided with a superior environment in which performance rises. Fletcher and Robinson (2015) elucidated that labor is the major input of an organization. The performance of employees is only increased by the efficient labor in the organization. By providing efficient training programs, the rate of unemployment also decreases, which proves the best result for the economy of our country. Most companies are judged according to their labor turnover rates because high labor rates damage the organization by spending more on recruitment and selection, and employee morale also decreases (Deery and Jago, 2015). Training reinforces the value of employees, which can increase employee retention. In addition, well-designed training plays a vital role in nurturing the associates and psyches.  According to the report of Oxford Economics, replacing a member's staff costs £30.614 on average per employee (Bangemann, 2017). This is only due to the lost output and increase in the replacement and expenses incurred in the selection and recruitment process of new workers. According to the research, it takes 28 weeks for a new hire to reach its optimum level of productivity. Lockwood and Euler (2016) said that by increasing salary with increasing benefits, having a flexible budget schedule, or providing effective tactics. Training is a key retention tool.  Job satisfaction of work and motivation to work can only be increased by training. The study by the University of Warwick says happiness makes around 12% more effective. Due to the increasing competition in the market, organizations are facing challenges in employee retention. To gain competitive advantages in the market, it is a very critical problem faced by organizations to hire competent employees. The organization should develop the environment on the campus so that employees don't leave the organization and motivate the employees to stay in the organization.

2.4 Recommending Ways to Increase Employee Retention Through Training and Development

According to Tangthong, Trimetsoontorn, and Rojniruntikul (2014), the employee landscape has changed; people are prepared to move jobs more frequently, mainly among youngsters. Employees come and go constantly in the organization, which is frustrating when the cost of turnover is considered. Staffing can feel a bit like revolving doors. Turnover is very expensive, and it is not good for the organization. It cannot be avoided by the organization, but it can be avoided by giving training to the employees and doing the right things for employees, the things that are beneficial for both.

For many, increasing salaries is a viable way to entice employees to stay in the organization; employees need healthy social behavior, extracurricular activities in the organization, and smart behavior from the subordinates in the organization (McCracken, Currie, and Harrison, 2016). Organizations should treat training as beneficial rather than as treating necessary evil.  A great sense of self-work can be developed only by investing in training programs by which employees feel they are valuable to the organization. By organizing training programs, only employee morale is not increased, but organizational goals are developed to a great extent.  Aruna and Anitha (2015) said that organizations should conduct initial training for an employee's daily tasks. Organizations should build in the minds of new hires that the job they do is the success of an enterprise and that the organization is spending time and money on them to earn the organization's goal. Successful organizations are focusing on well-being initiatives that support the employees to help outside the organization also. Mental and financial support is provided by the employee's to the employer, which is the best approach to go beyond just supporting physical health.

Yadav and Saxena (2015) argued that organizations should develop established programs for continued learning. The training part is not completed only by giving initial training to new hires; the training programs are on a continued basis. But surprisingly, a very low percentage of companies are providing ongoing training. The majority of companies feel that it is just a waste of time and money, but the companies that conducted continued training programs are gaining more. So every organisation should provide training programs for better quality of manpower in the organisation.

Organizations should transform the notion of continued learning into employee development. Efforts do not take much time to spin to ring true. The training should be to learn new job skills, knowledge, and techniques to increase further in the organisation (Mathew, 2015). Today's many organizations are giving incentives to their employee's onboarding with training. Continued training programs help organizations to control the labour turnover and up-skill the quality of employee's. Cascio (2014) elaborated that training and development is an expensive task, but by enhancing the qualities of employees, the organization's goal is achieved as fast as possible, and the cost incurred in organizing training programs will not fall in the eyes of the management of the organization.

Naim and Lenka (2018) said that the organisation plan should be solid and the training given to the employee's should be according to the organisational goal and how the goal is achieved in proper time. The upgrade in employees' skills will prove the organisation to grow more efficiently and effectively.

Their are five factors which contribute to job satisfaction by organising training programmes in the organisation:

• Opportunity to use skills and abilities
• Relationship with supervisor
• Job security
• Compensation/pay
• communication with employee's and seniors

Pollock, Jefferson, and Wick (2015) elucidated that the organisation should develop developmental strategies in the organisation. If an organization is developed or on the developing stage, the talented employee's of a company will not leave the organisation only because of small things, like a miscast job, management style, or corporate culture. Organizations should not think that employee turnover is increasing only because employee's are not good with jobs; no one can leave an organization that has development opportunities.

The training and development programs should be as effective as possible and show willingness to develop the most assertive people. Employee's leave manager, not company; if the organization's turnover is increasing, look at your manager (Coetzee and Stoltz, 2015). The managers and senior authority should have power to retain the employee's in the organisation with their skills, and the skills can be developed only by organising proper training programs regularly.

As a result, more and more organizations are now organising training and development programs, which include boosting employee's retention rates. 

2.5 Conclusion

In this chapter, the researcher has discussed the relationship between training and development and retention of employees. The views of different authors have been put forward in order to enhance understanding about subject matter. The impact of training and development on employee retention has been analysed from the perspectives of different authors and scholars. Eventually, recommendations and suggestions has been provided in this chapter.

Chapter 3: Research Methodology

3.1 Introduction

Research methodology is the framework of the dissertation. In this chapter, the researcher will explain research methods applied by him or her in order to accomplish research aims and objectives. In dissertation, research methodology plays essential part. It helps the researcher carry out the research study in the most appropriate and effective way. In the following chapter, the researcher will describe the philosophical approach, strategy, and design used by the researcher to carry out the study, along with the methods of data collection, sampling, and analysis. Eventually research will discuss about the ethical consideration he or she follows to enhance research effectiveness and limitations researcher faced during the research study.

3.2 Research Philosophy

Research philosophy is the way or belief of a researcher through which he or she gathers relevant data, analyzes it, and provides interpretation appropriately (Kalra, Phadnis, and Joshi, 2017). Research philosophy deals with the nature, source and development of knowledge. According to Saunders research onion, research philosophy is the first area that is to be covered by researchers. Research philosophy has been classified into four kinds, which are positivism, interpretivism, realism, and pragmatist. Each of the research philosophies possesses some specific characteristic that helps researchers carry out their research study effectively. In this context, the researcher in the current dissertation has used a positivist research philosophy. As the dissertation is quantifiable, positivism research philosophy is most suitable and appropriate to carry out the research study efficiently (Muriana and Vizzini, 2017). In a positivism research study, the researcher is independent from the study, and there are no provisions for human interests for the study. Thus, to examine the impact of training and development on employee retention in Tesco, positivism research philosophy would be very precise and appropriate.

3.3 Research Approach

Research approach is the second area, according to Saunders research onion. Here researcher will describe the type of research approach used by him or her in order to attempt research questions effectively. Discussion of research approach is essential in dissertation study. A research approach is a plan and procedure that consists of steps from broad assumptions to a detailed method of carrying out research study (Peter, Werner, and Alavi, 2017). In order to attain the aim and objective of the research study, it is essential for the researcher to select appropriate research approach. As there were no hypotheses in the present research study, the researcher has applied an inductive research approach. The inductive research approach focuses on the research questions, aim, and objectives and helps researchers attain them systematically and efficiently. Thus, in order to examine the impact of training and development on employee retention in Tesco, researcher have applied inductive research approach.

3.4 Research Design

Researchers have considerably argues on the exact definition of research design. Some researchers believed that research design refers to a choice between quantitative and qualitative research methods, while others consider it the process that defines a specific method of collection. But in a dissertation, it refers to the general plan form by the researcher in order to attain research questions effectively and efficiently. Research design plays crucial and important role in the research study (Mebius, Kennedy and Howick, 2016). In this context, researcher has selected descriptive research design. Descriptive research design helps in analysing the issues identified by the researcher and generating possible solutions, which assists the researcher to carry out research studies effectively.

3.5 Research Strategy

In order to conduct research analysis in appropriate and in efficient manner, researcher devise specific plans and procedures to collect and analyse the data. Research strategy is the plan through which researchers are able to attain the goals and objectives of the dissertation (Bailly and Comino, 2017). There are several types of researcher studies, such as qualitative, quantitative, meta-analysis, case studies, etc., and it merely depends on the researcher which type of research study they conduct. In the present dissertation, the researcher has conducted quantitative analysis by collecting data on its own. A quantitative research study helps in analysing numerical data efficiently and thus generates precise results for interpretation. Thus, quantitative research method assists researcher in accomplishing the aim and objectives of the research.

3.6 Data Collection

Data collection is the process through which researchers gather vital data and information. In research studies, data collection plays a crucial and essential role. Through relevant data, researchers can increase the effectiveness of the study. There are two essential sources for the collection of data. These are primary and secondary sources. From primary sources, data has been collected by the researcher on his own. There are various research instruments for collecting primary data, such as questionnaires, focus groups, surveys, interviews, etc. Abidin et al., 2016). Mammen et al., 2016). In present dissertation, researcher has used questionnaire research instruments to collect primary data. questionnaire consists of closed-ended questions and has been provided to the managers of Tesco and Pinner. A secondary source of data collection is the data that has been collected by previous researchers. researcher uses this data in order to make his or her dissertation more robust and effective. For secondary sources, researchers have analysed books, journals, web articles, and organisational websites.

3.7 Sampling

Sampling is the process of taking out small proportion of data from large pool of information. As analysing large collected data is pragmatically not possible for researchers, researchers opt to take samples of data and analyse it accordingly (Raynor et al., 2017). There are several methods of sampling, and it depends on the nature of the study and the data collected, which determine the method of sampling. For qualitative research studies, non-probability sampling has been used by the researchers, and for quantitative research studies, probability or stratified random sampling has been implemented by the researcher. In this context, researcher has implemented stratified random sampling method in order to conduct the research study more effectively and efficiently.

3.8 Data Analysis

Data analysis is the process through which researchers convert raw, collected data into meaningful information. From a research perspective, data collection is considered an important process. In data analysis, researchers interpret the collected data in the most efficient and succinct manner, which helps the end users of the study understand what the data is indicating about (Attar et al., 2016). In the present research study, researcher has used thematic analysis in order to interpret the relevant data. With the help of relevant tables, charts, and figures, the researcher has analysed the collected data in an effective and efficient manner. Through this end, users will easily understand the nature of data and its relevancy.

3.9 Ethical Consideration

Ethical consideration is very essential to be discussed in dissertation. It defines the norms, procedures, and conducts that have been followed by the researcher while carrying out the research study. It is crucial for researcher to follow certain norms and procedures while confuting research (Médici and Allen, 2016). It helps in enhancing the effectiveness of the study and make it more valuable for end users. In the present research, researcher didn't violate any rules in carrying out research study. researcher described the purpose, aim, and objective of the research to the participants in order to gain their consent. He or she has also declared that participants' participation is voluntary and they can leave whenever they want to. Anonymity of participants has been maintained by the researcher. No such question has been asked which damages company's policy or breaks sentiments of participants. Collected data has been secured in a precise location where only researchers have rights to access it. Thus, by following these ethical codes of conduct, the researcher was able to attain the aim and objective of the research study.

3.10 Research limitation

Research limitations are the obstructions that faced by researcher while carrying out research study (Kalra, Phadnis and Joshi, 2017). These obstructions increase the time and efforts of the researcher and impact the effectiveness of the study. In this context, the limitation faced by the researcher in present dissertation is described below:

• Implementation of data collection method: There are numerous methods available for researcher for data collection. researcher got confused about choosing the appropriate method and thus took too much time in making precise decisions.
• Resistance of Participants: Participants were managers and employees of Tesco, Pinner. They were resisting in participating in the research study. It took much effort by the researcher to convey their interest in participating in the research study.
• Data analysis: It became time-consuming for researchers to choose an appropriate method for analysing the data. As it was the major part of dissertation, researcher didn't want to ruin it because of inappropriate method.

3.11 Conclusion

In this chapter, researcher has discussed the research methodologies which he or she has used in the dissertation in order to attain the aim and objectives of the study. It can be understood that in order to enhance the effectiveness and quality of research, it is essential to use precise research methodology. researcher has described the philosophy, approach, design, and strategy for research, along with the method of data collection, sampling, and analysis. Eventually, ethical consideration and research limitations have been provided by the researcher.

Chapter 4: Data Analysis And Findings

4.1 Introduction

Data analysis and findings are the fourth chapter of the dissertation. In this chapter, the researcher will demonstrate analysis and provide interpretation of the data collected. The chapter will be classified into two parts. In the first part, the researcher will provide interpretation and analysis of primary data under different themes, and in the second part, the researcher will provide analysis of secondary data. Ultimately, discussion of findings will be elaborated by the researcher. Through this, researcher will be able to attain the aim and objective of the study.

4.2 Primary Data Analysis

Theme 1: There is positive change on company performance through training and development of employees

Interpretation: In the questionnaire survey conducted at Tesco Pinner, the researcher asked managers of the organisation regarding any positive transformation on company performance through training and development of employees. From the analysis of a sample of 15 respondents, it was identified that 10 managers agreed with the statement and said that there is a positive change in the company's performance through training and development of employees. 5 managers disagreed with the statement and said that there is no positive change in the company's performance through training and development of employees. Thus, it can be understood that training and development of employees positively impacts the company's performance. Training and development are essential and crucial for the growth and development of employees, and thus, through this company, they can achieve their desired goals and objectives.

Theme 2: There is a significant impact of training and development programs on business operations.

Interpretation: Researcher conducted questionnaire survey at Tesco Pinner in order to gather their opinions regarding any significant impact of training and development programmes on their business operations. From the analysis of sample of 15 respondents, it was identified that 12 managers agreed that there is significant impact on business operations through training and development of employees. 3 managers denied that there is no significant impact on business operations due to training and development of employees. From the analysis, it can be concluded that there is significant impact of training and development programmes on business operations. Training and development enhances the skills and capabilities of employees and thus helps them to manage day-to-day business activities efficiently.

Theme 3: Employee retention is beneficial for TESCO

Interpretation: In order to carry out research analysis, researchers conduct a questionnaire survey at Tesco Pinner to collect relevant data and information. The motive for asking this question was to know what response managers give regarding employee retention. After analysing the sample of 15 respondents, it was identified that 14 managers agreed that employee retention is beneficial for the organization, and only 1 manager denied that employee retention is not beneficial for the organisation. Thus, from the analysis, it can be concluded that employee retention is indeed beneficial for the management of Tesco. In order to accomplish desired business goals and objectives effectively and efficiently, it is important for the management to retain employees.

Theme 4: Seminars and lectures are most appropriate to train their employees.

Interpretation: To attain the aim and objectives of the dissertation, researcher conducts the questionnaire survey at Tesco Pinner. The participants of the study were managers who had been provided with the questionnaire. The motive of asking this question was to gather the view of managers regarding the optimum method of providing training to employees. After analysing the sample of 15 respondents, it was identified that 2 managers prefer social media to provide training to employees, 4 managers prefer lectures to provide training to employees, 5 managers prefer seminar mode of training to enhance the knowledge level of employees and 4 managers prefers counselling classes to give training to the employees. Thus, from the analysis, it can be understood that managers prefer seminars and lectures to provide training to employees in order to enhance their skills.

Theme 5: Transformation in knowledge or personality of employees.

Interpretation: To ascertain the impact of training and development on employee retention, researchers conducted the questionnaire survey at Tesco Pinner. The participants of the study were managers of the organisation. The motive for asking this question was to gather the view of managers regarding any transformation in knowledge or personality of employees before and after providing them training. After analysing the sample of 15 managers, it was identified that 9 managers agreed that there is transformation in knowledge and personality of employees after giving them training. 6 managers disagreed that there is no transformation in the knowledge or personality of employees. Thus, from the analysis, it can be understood that there is a significant change in employees' knowledge and personalities after giving them training.

Theme 6: Employees minds get affected by training and development events.

Interpretation: In order to accomplish the aim and objectives of the dissertation, researcher conducts questionnaire analysis at Tesco Pinner. The participants of the study were managers of the organisations. In the questionnaire, researcher asked this question in order to know whether inappropriate training affects the mind of employees or not. After analysing the sample of 15 managers, it was identified that 11 managers agreed with the statement and said that inappropriate training indeed affects the mind of employees. 4 managers disagreed that inappropriate training does not affect the mind of employees. Thus, from the analysis, it is clear that inappropriate training affects the psychology and mind of employees, as majority of managers agreed on this statement.

Theme 7: Employees motivation and satisfaction improved from training and development programmes

Interpretation: The researcher conducted questionnaire survey analysis at Tesco Pinner in order to understand the impact of training and development on retention of employees. In the questionnaire, the researcher asked the participants of research in order to know whether training and development of employees helps in enhancing their motivation and satisfaction or not. After analysing the sample of 15 respondents, it was identified that 13 managers agreed that motivation and satisfaction of employees got improved after training and development programs. 2 employees disagreed that training and development programs did not help in improving the motivation and satisfaction of employees working in the organisation. From the further analysis, it can be understood that training and development programs indeed help in enhancing the motivation and satisfaction of employees working at Tesco, as the majority of managers agreed to the statement.

Theme 8: Training and development programs provided by Tesco are appropriate.

Interpretation: The researcher conducted research analysis at Tesco, Pinner, in order to investigate whether the training and development programs provided by the organisations are appropriate or not. The purpose of asking this question was to gain information regarding the appropriateness of the training and development programs provided by Tesco. From the analysis of sample of 15 managers, 8 managers agreed that the training and development programmes provided by the management of Tesco was appropriate and 7 managers disagreed that the training and development programmes provided by Tesco were not appropriate. Thus, from the analysis, it can be understood that training and development programs provided to employees were appropriate. In order to sustain itself in the competitive environment, it is essential for the organisation to have robust training and development programs.

Theme 9: Training and development programme significant for retaining employees

Interpretation: In the questionnaire survey conducted at Tesco Pinner, the researcher asked the managers regarding the significance of training and development of employees in order to retain them. From the analysis of a sample of 15 respondents, it was identified that 10 managers agreed that training and development are crucial for employee retention and play a prominent role in increasing their motivation. 5 managers disagreed that training and development are not significant for employee retention. Thus, from the analysis, it can be understood that training and development are significant for employee retention within the organisation. Through training and development, management can build skills and knowledge levels in employees.

Theme 10: Recommend useful ideas and schemes for encouraging employees towards retention process?

Interpretation: This was the last question of the questionnaire which researcher has asked from the participant of the research study. The motive of asking this question is to gather the recommendations of managers in order to improve the employee retention process of the organisation. From analysing the sample of 15 respondents, it was identified that 6 managers recommend enhancing training and development programs of the organisation. 2 managers recommend providing incentive schemes to high performers and talented employees. 4 managers suggests enhancing the reward system of the company and 3 managers recommends raising employee job status through job enrichments. From the analysis, it can be understood that the majority of managers recommend enhancing the training and development program of the company in order to improve employee retention.

Secondary analysis

Training refers to the activity of learning and the acquisition of knowledge and skills for  employees to perform a specific task according to their job requirements. Development is a process in which employees get to an extent their capabilities, knowledge and skills, which can help them to improve their job performance as well as their overall growth (McCracken, Currie and Harrison, 2016). Training and development programs are conducted by the TESCO, which can help their employees improve their productivity, quality of service, organizational climate, health and safety, capabilities, job performance and overall growth. TESCO offers two types of training to their human resource to improve performance and business growth.        

• On-the-job training
• Off-the-job training

On-the-job training included the shadowing method, in which employees are guided by the person already in job. The mentoring method is the method of on-training in which an experienced member of staff is the advisor of the trainee, and he is the mentor who plays the role of advisor (Aruna and Anitha, 2015). In job rotation method, the trainee has the chance to cover the target role and take on full responsibilities on temporary basis. The main objective of TESCO behind the training programs is to find the right person, in the right place, at right time to achieve a predetermined objective or target. 

Off-the-job training method included classroom lectures In this method, a managerial-level person taught administrative aspects or gave lectures on management subject to make aware of procedures and give instruction on particular topic. Audio visual is method of off-the-job training that provides training to their trainee by way of using films, televisions, videos, presentations, etc. The simulation method is most famous, in which trainees will be trained by special design equipment and machines that can be used in their job role or field (Yadav and Saxena, 2015). This method is expensive because the specially designed equipment is costly. TESCO is a case study method in which written description is discussed by the instructor to the trainee. It explains the actual situation in the past in an organization.

Trainees are supposed to analyse and give their conclusion.  This all on-the-job and off-the-job methods can help to increase intelligence, knowledge, and productivity .Tesco provides development programmes to their employees to improve their skills and knowledge. TESCO produces employees who are productive, efficient effective in work, valuable, and more positive towards business enhancement (Mathew, 2015). It helps to increase motivation of employees who worked at their workplace efficiently and effectively to contribute their performance to achieving an individual's goal and organization's objectives. impacts of training and development programs in TESCO are to increase business by providing good and effective services to the customers. It modifies the values and attitude of employees. Training and development programs supports and encourage trusting relationship. Development programs provides long-term scheme to employees. It is personal plan for the growth of employee's. By this development program, employees become more optimistic, valuable, and productive to the organisation in the long term.   Recommendations has been provided with the view of authors, researchers and philosophers who have studied the impact of training and development on retention of employees. From the literature review, adequate information has been obtained, which helps the researcher to carry out further research (Cascio, 2014). In the third chapter, researcher describe the research methodologies he or she used for the purpose of carrying out the research. researcher has described the research philosophy, research approach, research design and research strategies used for this quantitative research. The data has been collected from the managers working Tesco Pinner in order to gather views regarding the subject matter.

Chapter 5: Conclusion And Recommendations

5.1 Conclusion

In today's modern world, human resources is the most crucial element of every company regarding competitive advantages. All the resources can be arranged effortlessly, but arranging effective and talented human capital is not an easy task.  To sustain a competitive environment and to improve the performance of employees, training and development play a crucial as well as important role. In today's era, employee's retention is one of the biggest issues that organisations are dealing with. With this context, the aim of research study was  to evaluate the impact of training on employee's retention  at Tesco Pinner, United Kingdom. In this context, the researcher has established a few objectives that underpin the aim of the study. The objective was to determine the relationship between employee's retention and training and development. In order to attain the objective, researcher has carried out the research study at Tesco, Pinner, United Kingdom. researcher inquired through a questionnaire regarding the significance of training and development in enhancing employee retention.

It was identified in the research study that training and development are indeed significant in enhancing the retention of employees of Tesco, Pinner. Training and development are important components that help in improving the skills, competencies and knowledge level of employees working in an organisation. Another objective established by the researcher was to analyse the impact of training and development on employees retention at TESCO, Pinner, UK. Training and development are crucial components in human resource management. These components aid in reducing employee's turnover, attrition, and dissatisfaction while increasing their morale, satisfaction, and motivation. In order to identify the impact of training and development, the researcher has established robust arguments where he or she compares and contrasts the articles and journals proposed by senior authors and researchers. researcher identified that training and development greatly impact employee retention, as the majority of the participants agreed with the statement.

motivated employee always looks forward to the next day at work. The chance of willing to stay in the firm is also increased by the training programmes. Many companies offer education through in-house training, which is the best way to ensure the employees stay. Training & Development is the bridge to knowing the rate of satisfaction and employee retention. The third objective of dissertation was to recommend ways to increase employee's retention through training and development at TESCO, UK. In order to accomplish this objective, researcher asked the participants of research study to provide their recommendation so that improvements can be made within the training and development policies of the organisation. Thus, through systematic study and review, researcher was able to accomplish the aim and objectives of the dissertation.

In the first chapter of dissertation, researcher describe the topic of study explicitly in order to enhance the understanding of the readers regarding the motive and significance of the study. The aim, objectives and research questions are described systematically and succinctly. researcher discussed the background of the study and elaborated the problem statement briefly. It was identified that management of Tesco has been facing issues regarding employee retention. Employees are the most crucial assets that an organisation possesses. If they are highly satisfied and motivated, then the organization could attain its desired goals and objectives efficiently, and if they are dissatisfied, demotivated, and frustrated with the management, then there are higher possibilities that they will leave the organisation. To sustain and survive in a competitive environment, it is essential for the management of business organizations to focus on their employees. In the second chapter, researcher conducted literature review with the motive to establish theoretical background. researcher selected appropriate articles from precise sources so that effectiveness in the quality of the dissertation can be increased. In the literature review, the researcher identified that organizations will not sustain if they are not organising training programs. Companies must have to develop their skills and knowledge to compete in the market. By investing more in training and development programs, the employee feels they are more valuable to the organization, which increases the employee's retention. Training and development, organisational environment, and compensation are the main points of employee retention. Happiness makes around 12% more effective. Due to the increasing competition in the market, organisations are facing challenges of employee retention. For gaining competitive advantages in the market, it is a very critical problem faced by organizations to hire competent employee's.  In the present dissertation, researcher didn't violate any rules in carrying out research study. researcher described the purpose, aim, and objective of the research to the participants in order to gain their consent. He or she has also declared that participants' participation is voluntary and they can leave whenever they want to. Anonymity of participants has been maintained by the researcher. In the fourth chapter, researcher analysed and interpreted the collected data in effective and efficient manner. Thematic analysis has been used by researcher in order to analyse the collected data. From the findings, it was identified that training and development of employees greatly influence their retention. Through proper training, the skills and competencies of employees can be enhanced, which helps in improving their performance. Thus, eventually, their motivation and satisfaction substantially increased.

5.2 Recommendations

Increase Monetary Benefits: In every situation where there is a need for employee retention, the important thing is to increase their monetary benefits. It can be by offering a competitive benefit package, including health and life insurance. It can also include providing employee financial incentives such as raises, bonuses, and stock options (McCracken, Currie, and Harrison, 2016). For every organization, money is the important motivation for sustaining the employee, so make sure that you give a fair and just appraisal to every deserving candidate or employee. A salary hike is one way to do sweeten the deal to reward the employees monetarily. Monetary benefits help employees better manage their lives; they will appreciate it and may be more likely to stick around.

Provides a more effective and efficient method of training—a person joins an organisation to give his/her best, to learn and grow. Sure, giving proper and effective training and signing them up for workshops, but it is noted that most training is given centered around the current role. Training employees reinforces their sense of value (Aruna and Anitha, 2015). From the training program, employers help employees to achieve goals. Employer must help them to grow further ahead in their career. If employers provide the cross-functional training, it will help them to explore more roles and develop new skills, which will be helpful for the organisation.

Creating a career development plan: every organisation should give better workshops, software, or other tools to help employees improve their understanding of themselves and what they want from their careers and define their goal-setting efforts. It is a useful thing to provide employees with adequate job challenges that will improve their knowledge and skills in their field (Yadav and Saxena, 2015). For a better career plan, employees are more likely to stay engaged in their jobs and committed to a company that becomes an investment in them and their career development. Employees will go the extra mile if they feel responsible for the results of their work.

Worker participation in management—for better retention of employees—creating the right culture and making employees feel good. It is an important thing that they realize for their work participation, and employees should be rewarded at a high level of motivation. It is a useful point for organizations to say “thank you” to employees for their good efforts and find various methods to recognize them (Mathew, 2015). Even something as simple as a free lunch can go a long way toward making employees feel good about their participation. This retention will help the organisation keep most wanted employees from job hunting.

Conducting training need analysis—the organization should also conduct training need analysis for better retention. The organization made their rules and regulations beneficial for employees and employee-friendly. It must be useful for management to know about the employees to gain their belief and confidence (Cascio, 2014). The consistent performers must also have a say in the company's decisions for them to feel important. Encouraging referrals and recruiting from within, since current employees have already found that they are the best employee in the organisation. During an employee's first few weeks on the job, an employer should provide intensive feedback for better work performance of that employee.

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