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ANALYSIS OF THE IMPACT OF TRAINING PROGRAM FOR
THE EMPLOYEE IN IMPROVING PERFROMANCE OF THE
ORGANIZATION – A CASE STUDY ON SAINSBURY
1. Introduction
1.1 Organization background
John James and Mary Ann Sainsbury founded the Sainsbury in the year 1969. It was opened in
the Drury Lane in London which is said to be the poorest area at those times. The shop has
become more popular due to its high quality of products for low price. The shop was successful
and other branches were opened in different places in London. In 1882 there were four shops
and James John has idea for expansion of the business. This made to open a depot in Kentish
town, London to support the growing business which would supply for the demands and also
produced its first own product bacon kilns. In the same year a shop was opened in Croydon and
in contrast to the other stores it was decorated and provided high class products. In 1960’s
growth of the company was large and made the organization to decentralize the distribution
system. It was Sainsbury among the supermarkets which have introduced sophisticated stock
control through computerizing. This has clearly given competitive advantage over the other
supermarkets. In 1970’s warranted public status was achieved by the organization. The flotation
of stock in 1973 was the largest in the stock market which was nearly 45 times more have
subscribed for the shares. In the 1980’s and in early 1990’s Sainsbury has stepped into north
east of England, Scotland, North Wales and in Ireland. Sainsbury was the first to introduce
technology like scanning, sales based ordering which has given competitive advantage to the
organization similar to the computerized stock control. At the end of 125th year Sainsbury’s had
355 stores all over the country.
In this study, the methods adapted in the Sainsbury to train the employees are analyzed. The
adapted training method would be evaluated to know the effectiveness of the training program
in the Sainsbury. To evaluate the training program and about training, data would be collected
from the employees working in the organization. This research has been planned to adapt
qualitative research method as the training of employees in the organization involves human
factor and social factors which could be better analyzed using qualitative method. In order to
collect the primary data for the research, interview technique is used. This would enable to
collect enough data for the research. Moreover interview technique is adapted in collecting the
data for the research, as it would help in collecting in depth data. This would enable to
understand and evaluate the training method followed in Sainsbury and look for the ways of
improve. Finally the study would suggest ways for improvement in the training and development
in the organization.
1.2. Research question
Research question helps to set a path the research to proceed with and attain the goal. This
also helps to understand the structure of the research. The research on training has been
chosen with the perspective of investigating about the training of the employee and its impact to
increase the performance of the organization. So training would be investigated in different
aspect to know the impacts on the organization. The research questions that have been
residential observance these view in mentality are the follows:
How does training affect the employee in improving the performance?
To what extent training has impact on employee?
How critical training is in performance improvement in Sainsbury?
1.3. Objectives of study
The objectives of the study are:
To understand the methods of training adapted for the employees in the organization
To evaluate the impact of soft and hard skills on the performance level of employees
To analyze the impact of training in improving the performance of the employees in
Sainsbury
To recommend supporting training activities to the main core process of training to
improve the efficiency
1.4. Aim of Research
The aim of this research is to identify, analysis of the impact of training program for the
employee in improving performance of the organization and the method should be related able
to find out the better solution for the problem of the research. With this information, the research
is focused on the training of employees in Sainsbury. There were four main objectives that
sought to guide the research. The first objective was to understand the training of employees
provided by Sainsbury. The second research objective was to assess the impact of soft and
hard skills benefits the organization. Next on the line was to identify the impact of training in
increasing the performance of the organization. Finally the objective of the study is to
recommend the changes to be brought in for the improvement in employee training in the
organization.
As rightly suggested by Saunders et al (2005) and Burns (2000), “the research aims and
objectives determines or shape the design of the research methodology used, for it is on that
basis that the researcher selects his basic research method, the distinctive criteria of which he
must carefully observe in the investigation of his problem”. And in this research, the researcher
has given the clear focus on the aims and objectives has mentioned by the authors which has
provided clear advantage while choosing the method of research. It is not only with the primary
research method but this also helped in choosing the research strategy, methods of data
collection and in accomplishing the research.
1.5. Statement of problem
Sainsbury wanted to increase the skill level of the organization due to turnover of skilled
employees. So it took a “major overhaul of staff training to underpin a £10m branding change
labelled the most significant in the company's 136-year history". This shows the commitment of
the organization in developing the shortage of skills. It signifies the importance of training and
the changes that the Sainsbury is looking to bring in the change in the training and development
of employees. In this research training the employee for increasing the performance has been
taken into account as a main issue and research is being carried out. What is the impact of
training and how does the training supports the organization in its business and diplomatic view
of training of the employee supports the growth and development of Sainsbury are investigated
in the research. Training is also said to be a tool that could leverage the organization from the
economic crisis by improving the performance of the organization (Human resource
management international digest, 2010, pp 5-10)
1.6. Importance of the research
The research is carried out on the training of employees in Sainsbury which analyzes the
training method that has been adapted in the organization. This helps to understand the area of
improvement in both the soft and hard skills. Since the research aims at training the employees
in two perspectives as soft and hard skills, it would be able to identify particularly about the skills
required in the organization and appropriate steps would be taken. This helps in coming out with
effective methods of training for the employees in the organization which is important for the
organization.
1.7. Limitations of the research
The study helps to understand the training and development of employees in Sainsbury. The
impacts of training on the employees and organization have been identified. This has helped in
identifying the ways in which the training methods could be improved to support the growth of
the organization. The research depends upon the reliability of data that has been provided by
the participants of the research.
1.8. Structure of the research
This chapter has attempted to present a preview of the research, by introducing the research
aims and objectives, presenting the background information, the importance of the research as
well as its possible limitations. The subsequent chapter provides a comprehensive review of
extant literature related to the study.
In the literature review, a brief study would be carried out the training and methods of training
that has been given to the employees in the organization. When the training and ways of
training the employees are analyzed, the training that has been provided is analyzed to know
the impact on the employee and on the organization. This would enable the organization to
know about how effective the training that has been adapted by the organization on employees.
The areas of impact are considered which would enable to evaluate the training and refocus the
training programme in the future.
Research methodology follows the literature review, where the methodology of the research
would be selected according to the research aims and objectives. Apart from choosing the
research methodology, the strategy of the research, methods of data collection would be also
decided depending upon the various factors like time available for the research and resource
that could be collected for the research.
In the findings and analysis part, the data collected from the methods that have been used to
identify and analyse which helps to meet the objective of the research. This part of the research
is significant as it produces the result for all the efforts that has been put to carry out the
research. The analysis of the data has been carried out carefully that has helped in avoiding the
problems in the future.
In the conclusion part of the research, findings could be highlighted as the key findings.
Recommendation would be provided to Sainsbury depending upon the result that has been
produced in the data analysis of the research. The areas which could not be covered are that
could be carried out in the future would be mentioned in the future research. A brief summary of
the research would be mentioned and the research would be concluded.
2. Literature review
2.1. Introduction
The literature review generally concentrates on the training of the employees and how it benefits
the employees and the organization. This would include the skills such as soft and hard skills
and various methods of training. This would enable to identify and understand the research
questions about training and ways of training. The training methods adapted in the organization
would be also reviewed to understand the areas required to be improved according to the needs
of the organization. Then the literature focuses on the continuous improvement of the employee
and the organization which enables to understand the research question about the continuous
development in the organization. So the literature has been structured in such a way that it
enables to cover the research questions and provide knowledge and information about the
areas mentioned in the research question.
2.2. Training and development
According to Beardwell et al (2004), training is defined as the process of acquiring knowledge,
skills and attitude with the behavior that is required for the developing the performance of the
individual and the organization. The trained employee in the organization helps in achieving the
business objectives and the goals of the organization. This would also help in growth the
employee in person.
2.2.1. Training
According to Mullins (2005), training for the employees could be provided in two ways that are
off job training and on job training. When the employees are trained away from the working
place is known as off job training and the employees trained in the working place is known as on
job training.
Training helps in changing the culture of the organization. It has been used as an important tool
to bring change and increase the performance within the organization (Rogers, 2004). At the
times of financial crisis, organization look at the training budget and cut it down as it would
reduce the pressure on the organization. But the fact is training could help the organization to
develop important skills in the organization to bring back the organization from the crisis. This is
done by developing the skills that are required for the employees and increasing the quality and
mitigating the processes that are not much important for the organization.
It is very well known that the organization performance depends upon the performance of
employees. Throughout UK, employees working in different organization undergo tough
competition based on their skills that are required by the organization. This has developed into
biggest issue for the human resource management in the organization to train their employee
according to their needs and demands.
Training has become the key for the organization development in the modern era of business.
The increase in importance of training of the employees among the organization is the proof.
The efficiency of the training provided by the organization helps in providing the competitive
advantage for the organization.
2.2.2. Continuous performance improvement
There has been a severe change in the methods of business of the industrialization. The
business was in such a way that it could not be predicted and change in the business has
become more vital. This has been the conventional strategies not suitable for the current
method of business. Harrison stated that “the conventional approaches would not be the choice
of organization as the organization fail to predict their own future in the changing market. So the
business is lead by the change which puts the organization in such a condition to improve
continuously which has direct meaning that the organization has to undergo continuous learning
process”.
The term continuous improvement in performance is defined as incremental improvements to
the processes in the organization to increase the quality and delivering capability of the process
by decreasing the unwanted processes that are incorporated within it. So it would be the
continual evaluation of the process towards the ideal state (Medical Journal Australia, 2008).
ASQ states that continuous development process as the development of process or products or
the services that improves from the previous state. This could be done ether by the
improvement of the current process or implementing a new process to have improvement.
For this continuous development within the organization, it has to support continuous learning
and fund those activities which would enable continuous learning process within the
organization. But the organization has to monitor the money that has been spent on the
continuous improvement and development so that the organization reviews the impact of
improvement process. This is important for the organization as the money spent for the
continuous improvement should be worth for the organization.
Organization has started to focus on the continuous growth of the organization which requires
reviewing of the tasks carried out. This enables to know the areas to be improved and
developed to the higher standard. Thus continuous performance of the employees in the
organization is improved.
2.2.3. Variety of skills required for the organization
There are varieties of skills that are required for the organization. Some of the skills are hard
skills, soft skills and so on. The hard skills of the employees could be measured. It is the
technical information or the physical work of the employee that is being carried out to complete
the task that has been assigned to the employee. The hard skills that are required for the
employees could be easily identified and trained. In contrast soft skills are difficult to measure
and identify the level of skills in the employees. This makes the training of soft skills
complicated. Thus developing soft skills among the employee is a difficult task for the HR in the
organization. For example leadership qualities, ability to solve the problem, managing time are
some of the soft skills which are important for the employees working the organization. These
kinds of skills are difficult to identify the level of skills of the employees and train them
accordingly. There is certain area which requires both hard and soft skill to perform better. For
example, training employees in sales requires both the hard and soft skills (Smith, Mazin, 2004).
According to Muir,(2004) in his work ‘Learning soft skills’ at work defines clearly “the soft skill as
the interpersonal skill. It means that soft skills are based on the behavior, attitude, way of
communication and similar other factors. They are totally different from the hard skills and its
way of development”. Thus it states that the hard skills are so specific in nature and in contrast
soft skills are not specific and job oriented. Sometimes the hard skill depends upon the degree
of the soft skills of the employee. (Truss et al, 2008).
This mentions the challenges for the organization in developing the soft skills for the employee.
Thus the organization has to plan for measuring the level of soft skill, structure the training
program in such a way to improve the soft skill level of the employees. This could be decided
from the prevailing conditions and the requirements of future in the particular task.
Law et al, (2005) states clearly that employees in different departments in the organization has
to work together to achieve the aims and objectives of the organization. This helps in
maintaining a better working environment for the employees. It is important for the organization
to provide better working environment for the employees which would result in high productivity
and increased satisfaction of the employees in the organization. Any necessary changes to be
brought in for the better working environment should be immediately taken by the organization.
The issues regarding the changes to be brought in for better environment should be properly
dealt by the organization. The employee has to be properly guided in the entire training
programme which would enable to gain more knowledge and get trained properly. This would
bring change in the entire organization having positive impacts on the results produced by the
organization
Soft skills are the one that develops the creativity among all the level of employees working in
the organization. The importance should be given to the soft skills while training the employees
in the organization. Moreover the type of working has been completely changed compared to
the past. The individual working environment in the past is changed into team works in the
current environment where the need of soft skills is important. When the soft skill level is high in
the employees working in the organization, the task carried out is found to be more effective.
Managing the conflicts in the organization is crucial for the development of the organization. In
this case negotiating among the conflicting employees in either working or implementing a new
idea is important. This would have effective impact and contribute much productively to the
organization or else it would have negative impact on the organization (Muir, 2004)
This soft skills are very much vital for the organization in accomplishing the vision and achieving
the goal, maintaining the values and standards of the organization. Soft has important part in
contributing towards the above mentioned area as it helps in taking the control over the
employee and making them to do according to the needs and demands of the organization. It
will also help the employees those who tend to work individual also to contribute towards the
success of the organization.
The productivity of the organization depends on the soft skills of the employees in the prevailing
business organizations. Field and Ford (1995) described soft skills as “iceberg under the
surface. They mean that soft skills are difficult to define and understand in the area it is lagging,
but it is the only skill which would be very much helping the employees to cope up with the
newly changing environment”.
In the decentralized organization, where the responsibility of the employees to participate in the
organizations task is important, the soft skills play a more significant role than in the centralized
organization. The changes that has been brought up in such a organization has to be
communicated within the organization effectively which emphasis the importance of soft skills of
the employee. The soft skills enables the organization to stay in focus and be competitive in the
global market which is important or it might get lost in the global competition (Connell., 1998).
It has been identified from the literature that the organization requires variety of skills depending
upon the requirement and goals of the organization. The need of variety in the skills of
employee changes according to the change in the business of the organization. So the
organization has to train the employees according to the need in the skills for the employees.
2.2.4. Skills
Skilled employees are the new kind of workforce that has been mentioned by the Drucker and
the kind of employees that the organizations are looking for. And Drucker has mentioned that
one of the employees in the world would be skilled employees at the end of 20 th century. The
skilled employees tend to perform the tasks effectively and efficiently either they work in teams
or in the groups. This kind of employees would have the ability to adopt according to the
working environment and these kinds of employee would be managed by their managers more
socially than supervising them technically.
To increase the revenue and the profits of the organization, it is become very common among
the organization to reduce the number of employees working in the organization. This would
tend to bring changes in the positions of the employees in the organization comparing to the
traditional position of the employees. When the employees are reduced the pressures of the
employees working in the organization increases and have to be skilled to handle the situation
and accomplish the tasks in time. This downsizing process has been greatly supported by the
technology. The employee depends on the technology to have similar productivity or increased
productivity even after downsize of the employees in the organization. This enables the
organization to be flexible to the dynamic market environment (Hollinshead and Leat, 1995).
When Fordist and post Fordist structure of employee is referred, it helps us to understand the
change that has been brought up in the position of the employees. In the Frodist organizations,
“the rules and regulations are so structured, rigid and has a commanding control over the
employees. Where in the post Frodist structure it is totally different that it is controlled by weak
power, decentralized leadership and has horizontal communication. But in the Frodist structure
the communication is not horizontal and floats disorted as it moves up”. It is clearly understood
that post Fordist structure emphasis on the participation of employees, development of team
and developing responsibilities to the bottom level employees from that of managers
(Thompson, P and McHugh, D. 1995).
“The employee participation has more benefits that the employee are committed to the work
which helps to increase the productivity of the organization. More frequently managers are said
to lag with the soft skills. But in post Frodist structure, the soft skills is for the whole work force.
Soft skills refer to social, people and the generic skills of the employee” (Connell, 1998). Here
the skills refer to the soft skills which points out the flexibility, creativity, team work and ability of
the employee.
2.2.5. Hard skills
The need for the skilled employee has increased in the recent years which provide competitive
edge to the organizations comparing to its rivals. So the employees are expected to develop
their skill level and ability to perform the work so has to develop their own career. When the
employees have these qualities they have the choice of moving to different organization for their
personal career development. This would enable the employees to get promoted to the higher
level and get rewards from the organization. In this case the organization has to review about
the cost involved in getting a new employee for that position and training them to perform as per
the requirement of the organization. So the organizations have to look forward to retain the
employee by rewarding the employees for their work (Harrison, 2002).
The need of psychological contract between the employee and the organization has been
demanded by the Harrison which would enable the development of employee and the
organization. Training provided by the organization helps in building such a contract between
the employee and the organization. When the proper training is given to the employees which
would support the growth of employees that in turn would help in the development of the
organization.
The employees are required to gain transferable skills that would help the organization to be
flexible to the market environment. For this Harvey introduced a term portfolio workers. These
workers have the ability to adapt to the new environment and accept the challenges in the new
working environment. According to Harvey and Knight (1996), “there is interlink between the
transferable skills and the soft skills that are required for the employee. Mostly the transferable
skill refers to the dedication and the commitment of the employee. But the soft skills are the
characteristics of negotiating, communicating and adapting which are so significant for
developing transferable skills”. It is the responsibility of the organization to provide the
employees with transferable and soft skill for the bottom line employee which would enable to
attain the goals that are being set by the organization.
According to the literature from the Muir, Lest, Harrison, Harvey and Knight, the increase in the
importance of soft skills has been crucial for the organization. The soft skills has enabled the
organization to improve the performance of the organization.
2.3. How to train
The organization and the HR department finds difficult to train the employee with the skills that
are required for the organization and with the skills that would be required for the organizations
future. The way of training the employees is also important as it would have high impact on the
organization. So this area is highly focused which would enable the organization to develop
valuable asset for the future of the organization. And it also helps in stay competitive in the
global market.
2.3.1. Evaluation of Needs
When the employees develop along with the development of the organization, it would help the
organization in finding the area where should it focus for the future development. The
development would be interrelated to each other and contributes to the development of other.
When the organization understand and focus on the needs of both the organization and the
employee it would greatly support to develop the processes in such a way that organizational
goals are achieved and growth of the employee is also achieved.
Mullins also describes that “the organization would be benefited by the formal and regular
employee appraisal system which would help to identify the performance and identify the
training and development that should be given to improve the performance of the employee”
(Mullins, 1996).
According to Harrison, employee appraisal would enable the organization to understand the
performance of the employee so that it would enable the organization to plan for effective
training to have positive impacts on the organization. The requirements of organization,
employee and appropriate training that has to be given to the employee are understood and
organised in a better manner, it aids in growth of the organization. When this is not organised in
an appropriate manner, it would not have positive impact on the organization.
2.3.2. Skills for the enablers
In the organizations in UK, training and continuous improvement process has become the part
of the organization. This enables the organization to stay in focus on the required skills for the
employee in different levels of the organization. it has been found that the employees tend to
have appropriate transferable skills and lack in the soft skills which affects the performance of
the work that is being carried out.
“The human resource of the organization is considered to be highly valuable asset for the
organization and which is to be always given more importance from the top level officials to the
bottom level employee. This is because the recruiting people should be capable of recruiting
appropriate person for the job. And the recruited person must be capable of going in hand with
his co-workers, managers and have better social relation along with the required hard skills to
perform the task assigned to him/her” (Muir, 2004). It has been found out that the managers
who tend to gain more knowledge skills through training fail to transfer the acquired knowledge
and the skill to the employees. It is important that the employees working at the different level
gain proper knowledge and have to be trained to attain the business objective and goals.
According Sparrow (2004), the organizations in UK focus on the skills that are required for the
primary tasks and do not focus on the soft skills which creates a gap in the soft skills that are
required for the employee. This would affect the performance of the employees in completing
the task that has been assigned. It has also been found by IES that increase in the focus on
training has increase the knowledge, performance, satisfaction level and the motivation of the
employees.
The training has to be made sensitive so that it would enable the employee to develop the skills
that are required and also to increase the productivity in meeting the needs of the organization.
“The training for employees should be flexible that it must focus on providing proper information,
changes in life style, interpersonal skill and emotional issues. Moreover the employee should be
made to stay on focus rather than diversifying from the training programme”. The employees
should not be trained focusing only on the performance but it should be also set in such a way
to change their attitude and behaviour (Stoneall, 1992).
Employees working in the organization would be from different backgrounds thus the
organization has to setup an appropriate training plan so that it cope up all the employee and
train them in a way that everybody gains knowledge and skills that are required. With the
advancement in technology, the hard skills required for the employees have decreased and the
need of soft skills for the employees has increased in the recent years. It is not that the
employee need not require hard skills but the requirement is high for the soft skills and the
training should be focusing both the soft and hard skills of the employees (Stoneall, 1992).
2.3.3. Evaluation of training
According to Crosbie (2005), the organization that are looking for the development through
training and evaluation of training process has to look forward and plan according to the current
and future position of the organization. This would support the employee by providing required
training, self study, and awareness within the employee and few other factors that enables to
give sensitive training to the employees.
The organization has to provide training and the impact of the trained provided has to be
analyzed. This would enable the organization know how far the training has benefited the
organization and what are ways do the training has created the impact in the organization. This
as a continuous development would help in developing effective training plan for the employee
in the future. It has been identified that only 3% of the organizations in UK have conducted the
impact of training. It has been analyzed in both the perspectives of employee and employer
(Deloitee et al, 1989)
The impact of training has not even considered in the since the last decade. Only progress in
the learning progress has been focused which supports the growth of skills and performance of
employees. It is important that the organization has to know how does the training helps
employees and the organization. Many organizations failed to monitor the impact of training and
would affect the future training programme as well (Sloman 2004).
In most of the organization “the strategic HR fails to receive the importance that it requires to
perform in the organization. Moreover some other resources are viewed to be more valuable
and performance of the organization is also influenced by many other individual components of
the organization. So strategic HR does not get the approval in the organization and supported
financial to develop better strategies for the organization” (Walton, 1999). There are other
resources which is valuable than the strategic HR but still inclines in the same category as that
of strategic HR (Mumford, 1997).
The methods used to evaluate the training process should be appropriate which seems to be in
appropriate in many organizations. When the inappropriate methods are adopted it fails to
check the required attributes and produces faulty results (Civelli, 1997).
The evaluation process of the needs and the training programmers conducted insists the
importance of evaluation in the continuous improvement of performance of the employees and
the organization. Evaluation has been the key for the continuous improvement by bringing
changes or developmental plans according to the requirement.
2.4. Impact of training
Kotler has mentioned five levels in customer service and the ways to retain the customer. But
when it comes to real world, it differs with different types of organization depending upon their
focus and objective. This is analyzed based on the supermarket industry in UK.
2.4.1. Service Quality
The organizations service should be of high standard that would help in satisfying the customer
apart from the products that has been offered to the customers. The services offered would help
in giving better experience to the customer. The term relationship marketing is referred to level
of service that has been offered by the organization. the training is given to the employees in the
supermarket to understand the need and support the customer. This enables the organization to
ensure high quality of service is offered. This kind of service when offered by an supermarket
would make the customer feel that they are valued and it helps in building the customer loyalty.
Many supermarkets provide in house training for the employee to provide quality service.
2.4.2. Customer value
In the recent years the supermarkets have started looking at the customer in different
perspective using a tool called Customer Value Management (CVM). This has become the base
for marketing. It is defined as the “in the marketplace, value often is defined as quality at the
right price". This emphasis the significance that the quality should be offered at place rightly
where it has been required or demanded by the customers (Sinha, and DeSarbo, 1998).
The term relationship marketing has been included in the customer value because there is a
relationship between the both, when higher the value is placed for customer the impact could be
seen in the purchasing choices. On the other end, customers are committed for the service that
is been offered but satisfaction is the fact that lies behind and drives the customer. In the higher
end, the customers are attracted by the service and they are also satisfied (Liljander and Roos
2002)
2.4.3. Customer loyalty
When the supermarket satisfies the customer, the impact that has be caused on the loyalty of
the brand and the loyalty of the supplier could be identified. So it is customer satisfaction which
has impact on the business of the organization which should be core focus of the organization
(Huber and Herrmann,2001).
A survey has been carried out on the customer satisfaction and their intention to purchase. It
clearly indicated the relationship that has between the both. From this it has been clearly
indicated that when the satisfaction of the customer is high, loyalty shown to the organization is
also high (Dervaraj et al 2001).
Dervaraj et al (2001) clearly states that “the quality of service is high for those customers who
purchase higher quality vehicles. Presuming that the poor service would lead to reduce and
have drastic impact on the customer satisfaction. This makes clear that there is a correlation
between the perception quality and the quality service”. When the organization meets the higher
customer service that has been expected by the customer, the organization would have
influence on the customers and their satisfaction.
2.4.4. Contribution of training
According to strategic planning consultant Leigh Branham, SPHR, 88% of employees leave
their jobs for reasons other than pay: However, 70% of managers think employees leave mainly
for pay-related reasons. Branham says there are some main reasons why employees leave a
company and are “Employees feel the job or workplace is not what they expected, There is a
mismatch between the job and person, There is too little coaching and feedback, There are too
few growth and advancement opportunities, Employees feel devalued and unrecognized,
Employees feel stress from overwork and have a work/life imbalance, There is a loss of trust
and confidence in senior leaders and so on. In the supermarket industry most of these
mentioned has been witnessed among the employees and the organization has to consider
these among its employee so that it would have positive impact on the organization.
When the employee leaves the organization, the impact made is costly for the organization. This
has been researched by right management, a consulting firm and has found that the
organization has to pay thrice the pay of employee to recruit a new employee and train the
individual for the position. And also it takes time for the individual to deliver the kind of service
that has been offered by the previous employee. Another research by Life Work Solutions, a
staff retention and consulting services has found the following facts and rates: “
• Over 50 % of people recruited in to an organization will leave within 2 years
• One in four of new hires will leave within 6 months
• Nearly 70% of organizations report that staff turnover has a negative financial impact due to
the cost of recruiting, hiring, and training a replacement employee and the overtime work of
current employees that’s required until the organization can fill the vacant position
• Nearly 70 % of organizations report having difficulties in replacing staff
• Approximately 50% of organizations experience regular problems with employee retention”
It is the responsibility of the organization to have the skilled employee in the organization
without leaving them. For this training plays an important role. Retaining the skilled employees
is vital for the growth of the organization from its bottom level.
It has been wrongly assumed by the organizations that the employees are only focused on the
salary that they receive and do mistakes in training that they do not focus on retaining the
employees. A research has been carried out by Hay group in 1999 on 500,000 employees from
300 companies to understand the employee loyalty. The most important reason that were found
are career growth with learning and development, challenging and exciting work and final work
making a contribution by being meaningful and different. The rewards and the pay has been
placed 10th on the list.
Impact of training has been noticed in several different areas of the organization which not only
affects the performance of the employee but in different areas such as quality, improvement in
the service, customer value and customer loyalty. So the training of the employee should be
made rigorous and stay in focus on the requirement of the organization and train the employees
accordingly. This would enable to
2.5. Methods of training in Sainsbury’s
Different methods of training are given to different employees in the organization depending
upon the needs for the employees. Some of the different methods used to train the employees
are coaching training, workbooks, workshops, activities and other methods. These methods are
used according to the requirement of skills in the employees in different level.
Sainsbury considers training the employees as the investment in the organization. Though this
investment might affect the short term benefits it would help the organization in the longer run.
When the skills of the employees are increased it would help in increasing the productivity of the
organization. This also supports the development of the employees by training them in different
department. Sainsbury trains the employees so that they are able to work in different
departments which would enable the employee to manage more responsibilities if it is required
in the future.
2.5.1 National Employer Skill partnership
Sainsbury’s has joined with the National Employer Skills (NES) in order to provide quality
training to the employees in the organization. This has been planned to create interest and high
impact through the training programmes on the employees. In addition to that, appropriate skills
for the employees could be trained through the NES.
The partnership with the NES by Sainsbury was new in training the employees in this sector.
This partnership was signed in June 2007 which showed a path of training the employees in
Sainsbury. The training programme has been completed changed with the partnership of the
NES and all the training for the employees has been brought under one umbrella. The change
in training the employees has also brought in impact on the employees which has been stated
by Sainsbury (jsainsburys, 2007)
In Sainsbury, employee training is provided in different categories which are as follows:
“Traditional Training: Training to promote learning of specific facts and content which enable
improvements in job performance, such as technical training. New employees at Sainsbury’s
are in particular involved in this type of training at the start.
Education: The act or process of acquiring knowledge, skills and understanding, usually in
school, college or university.
Vocational education: Somewhere between educational and traditional training (e.g.
apprenticeship training)
Management Training: Activities designed to improve managerial competence.
Organizational development: Activities designed to change the way in which individuals operate
within an organization”
The objective of Sainsbury in its training is to develop the skills among the employee and
develop them as the trained employee. When the employees are trained it would help in
increasing the productivity and the other objectives of the organization. The flexibility of the
employee would be increased which would provide more support for the organization. Training
is also provided to improve the attitude of the employees in the organization which would bring
in drastic change within the organization. This would also help to utilize the full potential of the
employees in the organization.
The training methods adapted for the employees in the organization are known from the
secondary data collected for the research. And different methods adapted are induction training,
foundation training, advanced training, coaching and mentoring, apprenticeship, in-house
training, external training, on the job and off the job training, senior management training and
colleague training and development. These are different training methods adapted to train
employees in different employees. Methods adapted to train the employee were found to be
significant in training particular level of employee.
2.5.2. Induction training
These kinds of training were given to the employee joining the organization newly. “
Mandatory for all colleagues
Takes place during your first 2 days
Is a basic introduction to Sainsbury's - explains the way we work (our values), how to
deliver great service and includes all the legal and compliance subjects such as health
and safety and food safety. ”
So in this training method, the employee would come to know about the working environment
and the place where the individual is going to work. This would also help the new employee to
get around the working environment and get used to which is very important at the time of
starting. As mentioned all the basic health and safety things would be explained to the
employees and make feel them they are protected by the organization.
2.5.3. Foundation training
This is provided to the new employee and helps them to stay focus on the task. This would also
help in performing the task by the new employee. Foundation training in Sainsbury as follows: “
Mandatory for all colleagues to be at this skill level
Takes place during your first 12 weeks
Introduces you to your role and includes all the basics you need to know how to work
productively and safely on your department”
When the employee is just introduced into the organization, the individual might face lot of new
situation which would be different and confused. So the new employees are assisted by
providing training for their first few weeks which would enable them to become familiar about the
roles and responsibility. The tasks that has to be carried out also would become familiar and the
new employee also would be able to deliver similar to the pervious employee in the organization
and support the organization in achieving the organizational goal. This is the period where the
new employee turns into well shaped employee for the organization which is most important for
the organization.
2.5.4. Advanced training
This kind of training is provided to the employee working in Sainsbury to increase their
performance or skills that helps in their career development and in turn the organizational
development. Advanced training in Sainsbury as follows: “
For management and team leader colleagues, job experts and those who want to
develop for their next step.
Takes place once signed off at intermediate level
Covers how to manage and supervise in your role
Signed off to manage legal and compliance on your department in the first 12 weeks”
Here the employees are trained as the process of continuous improvement which develops their
career. For this their performance would be analyzed and trained accordingly. The employees
needs would be understood and training would be provided accordingly. This would help the
employees to move on to the next step in the organization.
2.5.5 Coaching
The employee in the organization would be guided by coach. The coach would be explaining
about how to use or do the process. Then the employees would be made to carry out the task.
The coaches would be giving their feedback and how the employees progress based on the
task carried out by the employees. Coaching at times aids in bringing out the best of the
employee. Mostly this method of training is given to the low level employees in Sainsbury.
2.5.6 Mentoring
The employees would be working with the skilled or experienced employees. This would enable
to develop the skills of the employee from the experienced employees. Any issues would be
discussed and solved with the paired experienced employees. The employees in top level
management were trained by this method.
2.5.7 In-house and External training
When the organization provides training itself is known as in house training and when other
resources apart from the organization are used, it is known as external training. Sainsbury uses
both the in house and external training. The partnership with NES helps in providing external
training apart from its in house training to the employees
2.5.8 On-the-job and Off-the-job Training
Training provided in the working environment is known as on the job training and this method of
training the employees in Sainsbury has been found to be successful. When the employees are
trained in the different place from the working environment is known as off the job training. Off
the job training could be provided within the organization or outside the organization. Mostly it
seems to be internal off the job training would be provided to the employees in Sainsbury
2.5.9 Colleague Training and Development at Sainsbury’s
This below is a quote from Sainsbury’s about their colleague training and development
programme:
“We want everyone who works for us to have the opportunity to develop their careers. We have
a company-wide development programme based on a personal management agenda (PMA)
where each manager has an individual training and career development programme. Senior
managers meet twice a year to discuss their own teams and succession planning. Colleagues in
store have a 'how well am I doing?' meeting with their manager to assess their progress and
training needs.”
2.5.10 Senior management training
This kind of training is provided to the employees to meet the needs of individual as well as the
organization. Senior management training is carried out by promoting the employees in the
organization to the next level. The employees would be interested and responsibilities given
would be easily managed by great deal of enthusiasm got by promotion.
2.5.11 Implications of training
The training the organization is planned based on the performance of the employee in the
previous year. This would enable the manager to know the area that has to be improved and the
general training for the skills that has to be developed would be also planned for the future. This
would help the organization in continuously improve the performance of the employee. The fine
tuning of the training would be provided comparing to the previous time. Though the
organization develops the training plans and regarding the required skills for the employees in
the organization, the manager would enable the employees to focus on the particular skill in
order to improve the performance of the employee
In order to carry out induction training the experts in the department are asked to provide
induction for the new employees. This would enable the new employee to come to know more
about the area of working from the person who has been in that place for very long years. This
would help the new employees just entered into the organization would be feeling satisfied and
confident.
Foundation training could be given by the people those who have assigned to provide training to
the employees in the organization. The people providing training to the employee would be
certified or qualified to provide training to other people. And the advanced training to the
employees would be more like a task assigned to the employees and the individuals would be
given knowledge about the task and they would be asked find solution for the tasks. These are
like projects where the employees would come out new ideas
2.6. Summary
The literature review enabled to understand methods of training and how training should be
conducted. The training with respect to the skills required by the employees is categories and
analyzed as soft and hard skills. The training methods that have been adapted in the
organization is evaluated for knowing its impact. Evaluation of training helps in knowing the
effectiveness of training. The effect of training is analyzed and found to have impact on various
departments like customer service, satisfaction, quality and loyalty that is briefly discussed to
know the impact of the organization. The impacts of training in developing the skills of the
employees are analyzed based on the research question. The contribution of training the
employees for the skills has seen in various areas which develops a climate for continuous
development in the organization. Contribution of training in retaining the employees is one of the
major benefits for the organization in training the employee that helps in putting the organization
in the path of success. Training methods in Sainsbury is has been studied from the information
collected through the Sainsbury website and company documents.
3. Methodology
3.1. Introduction
This chapter would help in clear knowledge about the methodology and the methods that would
be adapted for the research. According to Jankowicz (2005) “the analysis of, and rational for the
particular method or methods used in a given study, and in that type of study in general”. In
order to select the appropriate research method, aim of the research with the objective is briefly
described. This has enabled to select the appropriate methods in which the research could be
carried out and finally a more appropriate method was chosen. This research has been carried
out successfully because of the selection of the primary research method for the problem of the
research which was very well suited. A brief analysis on the different methods has been carried
out that has showed the advantages and the disadvantages of those methods in performing this
research. Apart from the primary method of research, research approaches, strategies, methods
of data collection has also been analyzed.
3.2. Research approach
According to Collis and Hussey (2003) research approach can be defined as the master plan for
accomplishing the research. Saunders et al (2007) noted that “the essentiality of research
approach could be deduced from what takes place within its context. This is because it is within
such scenario that the researcher is concerned with choosing the approach that would be more
pertinent in sieving out data that will be of benefit in answering the research question”. But from
the literature review that has been carried out, it is clear that the research could be carried out in
quantitative research method or in the qualitative research method. The quantitative research
method is also known as inductive research method. In contrast the qualitative research method
is known as deductive research method. (Bryman,2001; Collis and Hussey, 2003;
Jankowicz ,2005; Saunders et al 2007).
Saunders et al (2007) states that “the deductive approach owes much to what one may think of
as scientific research, while the inductive approach is oriented towards gaining an
understanding of the meanings humans attach to events as well as the research context”. In
order to carry out the research on training of employees in Sainsbury qualitative research
method has been adapted. This is for the reason that the qualitative research method involves
the human factors where in training of the employee in the organization lots of social factors are
involved. But in the quantitative research method, it is only the numbers and no social factors
would be considered which would not be effective as the qualitative research method.
Considering all these reasons qualitative method of research has been implemented.
In providing training to the employees in the organization, it is based on the skills of the
employees. In that case the qualitative research would be dealing the case more effectively than
the quantitative research method. The feasibility of the research is also made well before the
start to the research to ensure that whether enough data could be collected and whether the
research could be completed.
3.3. Research strategy:
3.3.1. Survey method
Survey research method of research strategy focuses on the determination of status of the
provided context. According to Bryman (2001), “surveys are particularly versatile and practical
especially for the researcher, in that they identify present conditions and point to present
needs”. Similarly, Collis and Hussey (2003), “survey as a positivist methodology stated that it is
a situation whereby a sample of subjects is drawn from a population and studied to make
inference about the population”. From the statements it could be understood that this method of
research could be used for business in order to understand the attitude of the employees. The
relationship between the factors involved could be identified if this is properly used. But in
collecting information about the training of the employees it is important to know information
from the employees and the managers. For this the researchers has to develop two
questionnaire set one for the employees and one for the managers to collect sufficient data for
the research.
3.3.2. Experimental research strategy
According to Bryman (2001), “one the purpose of experimental strategy is to derive verified
functional relationships among phenomena under controlled conditions”. This method of
research is carried out in a systematic way based on various independent variables. This has
been stated by Collins and Hussey (2003), experimental strategy has been developed from the
positivist methodology but this research is conducted in a systematic procedure.
This method of strategy is much adapted to the scientific method of research. The research that
is being carried out is not scientific method of research. When this method of research is
adapted to this research, it would not be able to explore the problems in a right and would be
also difficult to accomplish the aims and objectives of the research.
3.3.3. Grounded theory research strategy
This method of research is one of the mostly accepted qualitative methods of research. In this
method of research a common research philosophy would be shared. Apart from this there are
other reason why this method of research has not been adapted or not suitable for this
research. According to Collins and Hussey (2003), this method of research uses systematic set
of processes for the research which is considered to be inappropriate by the research for this
research. When this method of research is followed, the research would focus only on set of
variables or those factors that are not important in the context of research.
Moreover this grounded theory of research is referred for theory building which is not the main
focus of the research. The nature of the strategy is itself considered to be inappropriate for the
researcher. This method also requires enough time for the researcher to carry out the task and
accomplish the research. adding to these this method is considered to be predefined method for
analysing and understanding. When complex issues are analyzed using this method there is
higher probability for the research method to miss out the important factors about the training
method that is adapted in Sainsbury’s.
3.3.4. Case study
Researcher Robert K. Yin defines the case study research method as “an empirical inquiry that
investigates a contemporary phenomenon within its real-life context; when the boundaries
between phenomenon and context are not clearly evident; and in which multiple sources of
evidence are used”. This method helps in understanding a complex issue by carrying out a brief
study or analysis based on the incidents. This would help to focus only the limited number of
incidents that has happened and would fail to bring out the actual happening that has occurred
all the times. This method of research would be suited to focus on the particular incident or
specific events so it would able the researcher to complete the research in a better manner.
As mentioned it would focus only on the very less number of events, it is one of the strongest
critics against the case study research method. This method fails to provide reliability or
generality of the findings. So this method could be used only to explore the things for the
research carried out but not as the method of research. but still the case study has been
planned well before the start of the research and is being conducted successfully by many
researchers. In this method, in depth analysis could be carried out on a particular event. In our
research, it important to know the information from all the employees and analyse to provide
better training method and its impacts.
3.3.5. Interview
Interview is another familiar method of collecting data for the research. Primary data for the
research could be collected through interview method. Interview method is categorized into
structured, semi structured and unstructured. In the structured interview the questions would be
predefined. In the semi structured interviews, the researcher would be asking questions apart
from the predefined question to gain more information from the participants. In the unstructured
interview, researcher is allowed ask any questions regarding the area in which the data has to
be collected. When this type of interview is adapted for the research, more in depth data would
be collected, but the researcher should have knowledge about the particular area. Moreover this
would be time consuming. For this in many researches semi structured interview is adapted for
the research which would enable the researcher to collect the data for the research in the area
that requires more information.
Among the different methods of research strategies analyzed, various methods looks to suit the
research but in one or other way the method has disadvantage. In the survey method, the
researcher has to develop two questionnaire set separately for the managers and the
employees which would be time consuming. The experimental research method which is clearly
stated as it is for the scientific kind of researches. But in this research human socio factors are
involved which would not be better strategy to be adapted for the research. Grounded theory
method when adapted would focus only on the particular factors whereas in the research the
impact has been seen in different areas of the organization which could be understood from the
literature review. When the interview technique is adapted, it would help in collect information
from the employee and managers and the information from both could be used to cross
question the employee and manager. This would help in collecting in depth data for the
research. When this method is adapted, emotions and the reactions could be noticed which
would support the research. Keeping the advantages and disadvantages of different strategies,
interview technique is adapted for the research.
Here the managers and the supervisors in the organization are interviewed to know more about
the training that is being adapted in the organization. They were questioned to collect more
information apart from the information that has been collected from the employees regarding
training. This would provide enough data to carry out the research in a successful manner.
3.4. Data collection methods
As selecting the research method for the investigation that is being carried out, it is also
important to collect the data for the research. Failure to collect enough data for the research
would cause in failure of the whole research. So the data collection for the research should be
carefully planned. The method adapted for the collection of data is said to be fundamental for
the research (Bryman 2001; Saunders et al 2007). Usually the data collected for the research
are two types which are known as primary data and secondary data. Primary data that is been
collected for the research is unique. Primary data for this research is collected through
interview. The interview questionnaires would focus on the training and its impact on employees
in Sainsbury and the data collected will add to the primary data for the research. The data is
collected for the research from the journals, articles and various other magazines, company
documents contributes to the secondary data for the research (Bryman 2001; Saunders et al
2007). For this research journals and articles has been collected using online libraries which has
been very efficient and effective for the research. Collection of primary data was undertaken
from employees and the managers in Sainsbury using interview technique.
3.4.1. Interview questionnaire
In this method a common questionnaire set would be developed and the questionnaire would be
asked to the employees in the organization during interview. This would help to know different
emotions and answers for the same questions from all the employees. There are different
categories in questionnaires by which it could be design to collect the data from the research.
Open type and closed type questions. For our research closed type questions are asked. This is
adapted as it would make the participants feel simple and interesting. When the participants are
involved in the questionnaire it would help us providing accurate data for the research. So
mostly closed question type has been adapted. Similarly the questionnaire could be structured,
semi structures or unstructured. Semi structure questionnaire is been adapted for the research
as it would enable to collect enough data if it is required or when the participants convey their
own information regarding the questions that has been asked. The data for the research on
training and impacts in Sainsbury could be collected in all the required forms that are required
for the research. The interview questionnaire that has been used to collect the data for the
research has been attached in the appendix part. The participants were allowed to give more
information for the question if they are interested. This has seemed to be more effective that
many participants have provided few statements regarding few questions. When summed up, all
the questions that have been mentioned in the questionnaire has received more information
about that particular question. In order to make it very clear and underpin those as reference it
has been added in the data analysis part. Providing evidence would enable the reader to gain
confidence on the research.
3.5 Ethical Considerations
It is important in the research to follow certain ethics which would increase the standard of the
research. The data that has been collected for the research through various data collecting
methods are kept confidential. When this is kept confidential, it would help the participants to
provide the true information which would be very helpful to come out with the accurate results.
The purpose of the study is conveyed to the participants through the manager. This is followed
as it would be difficult to meet all the participants and explain them about the nature of the
research. When it is conveyed to the manager the information would to send to all the
employees without even missing a single employee working in Sainsbury. As an ethics, the
manager is not often disturbed and made early appointment so that the managers daily routine
of work is not affected.
3.6. Summary
A brief study has been carried out on the methodology that could be adapted for the research
and qualitative method of research has been adapted for the research. This method better suits
to carry out the research on training and the impact in Sainsbury’s. Interview research method
has been chosen to collect all the kind of information from the employees working in the
organization to understand the training and impact in the organization. This would help to gather
enough information that are required and accomplish the research successfully. The ethics that
has been adopted would help in coming out with the accurate result.
4. Findings and analysis
4.1 Introduction
This also forms the important part of the research and is also sensitive part of the research as it
produces the result for the research. Qualitative method of research is sensitive compared to
the quantitative research method and when it is found to be wrong, it would have more negative
impacts and would also create problems in the future. For this purpose the analysis of the data
that has been collected is carefully analyzed. The answers from the participants were
represented in the graphical format to give clear picture for the readers. This graphical data is
also supported with the statements that have been mentioned from the participants in the
questionnaire. The data collected has been used to identify and analyze in such a way to
accomplish the aim and objectives of the research. Care has been taken to cover all the areas
that have been mentioned in the aim and objectives of the research. Here both the primary and
the secondary data collected for the research has been used.
4.2 Impact of training on employees {R-Q}
Sainsbury has developed a training programme to help the unemployed people to get jobs with
the Sainsbury’s suppliers. Till now 104 people found a new jobs and their various suppliers like
retail, construction, engineering and many others. All the new people selected have been
assured a 12 month guaranteed work. This would help to known about the work place and
increase the probability of employment. The staff training scheme that is been followed in the
organization also helps the employees in the organization to develop new skills that are required
for the organization. This helps the organization to regenerate the old stores and expand their
number of stores. Sainsbury’s Property Director, Neil Sachdev, explained, "I am absolutely
thrilled that the Partnerships have been such a success. By working closely with our suppliers
we have made a real difference to lives of over 100 people and this is something we are very
proud of."
According to 2010 annual report, When the employees in the organization and the newly
employed people were asked about the training that is been adapted in the organization, their
response was very positive.
The partnership project shows how the large organization tends to provide training to the
unemployed and support them by providing training and jobs to the struggling people in the
country. It will also help to develop the relationship between the Sainsbury and the supplier
which would help in getting the high quality products from the suppliers.
The organization brand value of Sainsbury has been developed by providing health, safe, fresh
and delicious food to the customers. Sainsbury differs from the other rivals by maintaining their
own standard that is by offering high quality food at a very competitive price which helps to
continue its leadership in the business. It also stays very ethical in doing their business.
The workforce of the company is approximately 140,000 people in the UK and had a turnover of
£17.8 bn in the last financial year. The operating profit for the last financial year was around
£530 million. It has been estimated that Sainsbury’s has a market share of 14.8% of the £123bn
UK grocery market.
Sainsbury’s has a strong commitment to developing the skills of its people. So much so, that
Justin King, Sainsbury’s CEO, recently stated: “Learning never stops at Sainsbury’s and every
one of our colleagues can improve their skills, which not only benefits our customers but also
supports our colleagues to achieve their full potential”.
agree disagree neither agree nor disgree
0102030405060708090
Focus soft skills through training programme
Focus soft skills through training programme
Table 1
Sainsbury’s was one of the first supermarket businesses in the UK to have partnership with the
government organization to provide training to the employees in the organization. The company
also launched its “You Can” programme in November 2008 which has brought all its training
under one umbrella.
Apprenticeships
From the year 2006, apprenticeship programme in Sainsbury has become as an integrated part
of the organization recruitment process. Sainsbury is proud of its “a great place to work”.
believes that one of the ways of achieving this is to formally recognise employee skills by giving
staff the opportunity to gain qualifications.
“The key thing about our apprenticeship programme is that it’s open to all, irrespective of age or
eligibility for funding,” states Gary Tovey, qualifications and skills manager at Sainsbury’s.
The organization focuses on the employee’s soft skills in reflect to the interest shown by the
employees to improve their soft skills. This tends to have impact on the performance of the
employees and most of the employees are interested in improving the soft skills to increase
their performance and for their career development.
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
All training methods are helpful
All training methods are helpful
Table 2
All the employees in the organization were asked about the training methods that have been
adapted and is it useful for the employees to increase the performance. Not only with respect to
the performance but somehow it helps the employee and the organization. Mostly the response
was positive and there were certain considerable amount of people saying that not all the
training programme were helpful. And again there are certain amount of people who not
agreeing neither disagreeing about all the training methods. This clearly indicates the area for
development in the training programme in the organization.
Sainsbury’s is also proud of the fact that apprentices are paid the same rate as other employees
– £6.80 an hour – rather than a reduced training rate. “We don’t discriminate against them in
terms of their pay; it’s well over the national minimum wage. It also compares favourably with
the average week’s pay for apprentices of around £200 a week. Offering a higher rate of pay
makes Sainsbury’s apprenticeships more attractive to older workers, who may have greater
financial responsibilities than younger employees. Almost one-third (32%) of the apprentices are
over the age of 25, and this has included some people up to the age of 45 who have joined the
scheme.
Just as age is not a barrier, the availability of external funding is not used to limit entry and all
employees are given the same support regardless of whether or not they attract Government
funding. However, there were barriers to be overcome in introducing the scheme. In particular,
the fact that Government funding for apprentices’ training is limited for those aged over 18. The
organization has also had to identify where adult funding for those aged over 24 is available,
and recognise that it needed a budget for programme participants who do not qualify for
available funding streams”. The supermarket has also had to work to dispel the myth that
apprenticeships are for young people only.
The organization seems to experience problem in retaining their skilled employees in the
organization and thus affecting the commitment towards employee skills. The organization is
finding difficult to retain its employee especially in the retail stores. “People would go to our
competitors for even a very marginal increase in salary,” explains Tovey.
Bespoke training
Sainsbury wants to maintain their skill level in the organization in order to manage when the
skilled employees leave the organization. For this organization worked with the several partners
to design and develop an appropriate training plan so that it would develop its own employees
into skilled employees and maintain the skill level of the organization.
Sainsbury started to work with retail training designers and other experts to develop all the skills
that are necessary for the employee to in order to match the skills National Vocational
Qualification (NVQ). The in house training programme was developed for the employees.
Several plans were made and were implemented in the organization which were incorporated
with the development of communication skills of the employees.
Tovey comments: “We needed to work with an awarding body that had a strong vocational
orientation and understood our business. Overlaying our training programme with more
procedures and bureaucracy simply would not work.”
This kind of training was first used for the bakery and the success has led the organization to
look forward and implemented in two other areas such as meat and fish.
For this the apprenticeship was for 15 months and carried out in 3 levels: NVQ level 2 for the
employees in the retail bakery, meat and fish area. Then keys skills like English, maths and
technical expertise in the customer serving, health and safety and the final level was to certify
NVQ level 3 for those who were all in the end of the project.
Sainsbury’s says that the apprenticeship programme allows employees to develop practical
skills from day one. It also allows those who may not have enjoyed academic success to gain a
qualification without the need to build a traditional portfolio. “Our apprentices tend to be a little
older than those who normally sign up for such schemes,” explains Tovey. “They have more life
experience and have had a few years away from education but then decide they want to join.”
4.2.1 Current work with NES
agree disagree neither agree nor disgree
0102030405060708090
Training programme through partnership with NES
Training programme through partnership with NES
Table 3
The partnership training development programme has created impact in the organization and
the employees are interested in the training programme that has been developed through
partnership with NES (National Employer Skill). Nearly an 80% person was interested in the
partnership programme and wants the partnership to be held between the organization and the
NES.
As mentioned earlier Sainsbury was the first to join with NES in the supermarket industry and it
has been around 3 and half years. The organization developed partnership with NES through
Skill smart.
Sainsbury now has around 4,400 employees gets trained by the fund that is been provided by
NES. Various training programme were undertaken by the employees such as skills for life,
NVQ level 2, and apprenticeship. The organizations commitment to increase the skills of the
employee in the organization has increased the number of employee engaging in the training
programme and is also expected increase in the future.
4.2.2 Benefits from engagement with NES
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
80
Partenership Benefits
Partenership Benefits
Table 4
The benefits of the training programme that has been conducted is analyzed among the
employees in the organization. Most of the employees accepted that they have benefited from
the training programme and there were very few compared to people opted neither agree nor
disagree. So this also indicates the successful of the training programme in benefitting the
employees and the organization.
4.2.3 Impact of working with NES
agree disagree neither agree nor disgree
01020304050607080
Training aids personal devel-opment
Training aids personal development
Table 5
The employees were directly asked about their personal development in the organization. To
analyse this question was set up such that whether the training programme conducted helps in
their own personal growth in their career. Almost 70% of the employee clearly mentioned that
they had an opportunity to develop their career through training that has been offered.
Though the organization had a short contract with the NES, it has helped the organization in
creating lot of values within the organization. The organization could get clear evidence from the
performance and the change in the organization that has been due to the training programme
conducted in partnership with the organization.
According to Gary Tovey, the partnership with NES has developed the skill level of the
organization. Thousands of the employees in the organization were seen to be benefited from
the training programme. Their skills have developed in fulfilling their lives both in the
organization and in the society. The skills that the employees developed help the organization
while planning for their future.
Sainsbury’s after combining with NES, was able to shape the world of government of large
organizations to meet their needs through training. Changes has been brought at sainsburys in
administration, electronic training record system once after combining with NES.
4.2.4 Where next with NES
agree disagree neither agree nor disgree
0102030405060708090
100
Need for partnership training
Need for partnership train-ing
Table 6
When the employees were questioned whether the partnership with the NES has to be
continued in the future, the employees responded positively. This is one of the high positive
response from the employees side with very little disagreement. The skills acquired, benefits
received and all others has made the employees to stay in touch with the NES partnership
programme. Literally this training has brought a significant change in the organization
contributing to the development of the organization in the recent years.
The company is committed to developing skills within the employees in the organization. And it
is also ready to spend huge amount of money which could be their most valuable future asset.
So the contract with NES would extend and if it is extended around 11,000 employees were
expected to achieve NVQ’s in different levels.
By working with the NES, Sainsbury’s has transformed a lot and would enable to make good
shift in the Skills Pledge commitment to “allow all employees to have the opportunity to gain a
nationally recognised qualification relevant to the sector, and which recognises their skills and
capabilities”.
From the data analyzed it is clear that working with NES, Sainsbury has gained a lot and
reduced it difficulty in training the employees. But still Sainsbury is ready to work with NES so
make the training process and the skills development process simple within the organization.
Sometimes the organization could not able to find the difference between the culture that is
adapted by the NES and the learning employees. But still the organization is ready work with
NES to create value for the organization.
4.3 Critical training in performance of employee in Sainsbury {R-Q}
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
80
90
Impact of training in fostering the job
Impact of training in foster-ing the job
Table 7
The impact of training programme that has been conducted with the partnership of NES has
asked among the employee. The impact seems to be very positive and high among all the
employee in every department in the store. It cleanly shows that the money invested on training
the employee has helped in increasing the performance of the employee which increases the
performance of the organization.
4.3.1 Monitoring
agree disagree neither agree nor disgree
0
20
40
60
80
100
Monitoring training has better impacts
Monitoring training has better impacts
Table 8
Monitoring which has gained its significance in the recent years, seems to be very important for
the employees in the organization and they felt worth of monitoring the training process. Most of
the employees said monitoring process has created value in their next training process and
made a big difference in their way of looking at the training programme. Similarly organization
has also understood many facts form the monitoring process. “Sainsbury’s monitors the
background, age group and gender of those recruited onto the programme. Its workforce is 57%
female, but so far significantly more men than women have been taken onto the apprenticeship
programme, with 79% of apprentices being male and 21% female. This is in contrast to those
studying for job-related qualifications with the company, where the split is 35% male and 65%
female”.
As organization follows equal and diversity among the employee, it has monitored the ethnic
background of the employee working as apprentices and has found that 12.8% of apprentices
have come from minority background.
Impact
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
80
90
Training has positive impact
Training has positive impact
Table 9
Training programme was monitored and reviewed for its impact on the employees and the
organization. the figures that has been recevied clearly shows the positive impact and level of
impact that the partnership training programme has created in the organization. It has also
changed several methods that has been followed by sainsbury giving advantage for the
organization. Only very few number of people has opposed that training has not brought any
positive impcts.
Sainsbury’s has identified several benefits accruing from its apprenticeship scheme.
Future plans
According to 2009, Sainsbury is keen on the apprenticeship programme and said to have an
apprentice in each of its store till March 2010. For this the organization has recruited around 350
employees in the financial year 2009/2010. There was increase in the recruitment employees
comparing to the previous year in Sainsbury. There were around 200 employee more
comparing to the recruitment made in the previous year.
Development of skills
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
80
Need for NVQ's
Need for NVQ's
Table 10
The employees in the organization also show more interest in getting NVQ’s. The common thing
among the employees is that, it would help in developing the skills and increase the
performance and which would put forward in their career. And again nearly 70% of employees
in the organization prefer to NVQ’s. But there were considerable amount of people not agreeing
or neither agreeing the need of NVQ’s. Similarly same number of people were opposing that
NVQ’s does not make any difference in the performance or organization.
Sainsbury's chief executive, Justin King [pictured with skills secretary John Denham and
Sainsbury's HRD Imelda Walsh], said: "This launch demonstrates learning never stops at
Sainsbury's and every one of our [employees] can improve their skills, which not only benefits
our customers, but also supports our colleagues to achieve their full potential." It is expected
that at least 25% of the employees in the organization would be qualified within forth coming 5
yrs.
Speaking at the launch of the scheme, skills secretary John Denham added: "I hope other
companies will follow [Sainsbury's] example and make learning new skills and, where possible,
gaining relevant qualifications, an integral part of work.
4.4 Impact of training – Continuous performance improvement{R-Q}
agree disagree neither agree nor disagree
0
20
40
60
80
100
120
Performance continuos im-provement
Performance continuos improvement
Table 11
When the employees were analyzed for the performance continuous improvement due to
training, more than 95% of the employees working in the organization support and only 2% of
people disagreed and same number of people were not saying anything about the continuous
improvement. The performance continuous improvement due to the training program is almost
100% clear and the development is seen each and every year. The organization still wants to
improve the process to achieve the ideal state.
Other aspects of the graduate-training program
When comparing to the other training programme graduate training programme has received
less importance among the employee and gained more opposes. This might be because the
internal rewards were distracted. The organization has to take a look into this so that it would
develop sense of satisfaction among the employees which is help in maintaining better working
environment. Other aspects cover a who's who of Sainsbury's and, according to Joanne
McGuire, “set the context of graduates' role in supporting the company in exceeding customer
expectations while maintaining our commitments to the environment and the community”.
agree disagree neither agree nor disgree
0
10
20
30
40
50
60
70
Need for graduate training programme
Need for graduate training programme
Table 12
“The content and length of the graduate-training program as a whole varies according to the
area in which the graduate will eventually work. The norm is 18 months for areas such as the
supply chain, marketing, buying, product technology, product development, information
technology and the commercial section of the company. However, the induction for graduates
hoping to work in the company's property arm, or in human-resource management, generally
lasts for two years, while an induction of up to three years is common for graduates interested in
retail or finance. The programme is structured yet flexible enough to meet the particular needs
of each graduate,” said Joanne McGuire.
4.4.1 Contribution of training - Retention of employees
agree disagree neither agree nor disgree
01020304050607080
Employee retention through training programme
Employee retention through training programme
Table 13
The employees were analyzed to about the impact of employee retention in the organization
through training program. It has been identified that the employees at the time of training get
more found and attached to the organization which is said to build some contract with the
organization. So when this is checked with the new employees in the organization it is high and
the employees in the organization it is comparatively less than the new employees meaning that
training creates impact in retaining the employees in the organization which could be also from
the figured shown in table 13.
Turnover in the employee rate has been reduced significantly that is more than 12%. This would
cost £1.6 million in recruitment for Sainsbury. This has also decreased graduate recruitment
costs per hire have fallen a huge 69% and marketing spend per hire has dropped by 56%.
5.0 Conclusion
5.1 Introduction
This is the last and final part of the research that has summaries of findings, recommendations,
future research and the complete summary of the research. The main points in the research
would be mentioned in the summaries of findings. From the findings made on the training and
impact of on the employees, recommendations would be provided. Keeping this area that has
been left out or to be futher progressed would be mentioned in the future research. And the final
summary would be provided to end the research.
5.2 Linking of key finding with the literature review
The requirement of soft skills training for the employee in Sainsbury has been identified.
This could be identified by the interest shown by the employees to improve the
performance. This not only improves the performance of the individual but also the
organizational performance. The increase in the need of soft skills for the better
performance of the organization in the literature review is witnessed.
The significance of the partnership training programme has made an impact greater
impact such that it has created lot of values for the organization. some of the significant
changes that has been made due to the partnership training are change in
administration, and developing electronic training document. It has significantly raised
the skill level of the organization on the whole
The development of the organization by the development of employee that means the
investment in training has made the organization more profitable than the previous
years. The strategy of Sainsbury that is training as an investment is found to be effective
in the organizations growth and development.
The continuous improvement has been made as a part of the organization. The training
along with monitoring process enabled the organization to refocus on the stray areas
and develop it as its strength. The continuous improvement made in the organization
has increased the operational profits of the organization. Evaluation process which has
been mentioned in the literature review for the continuous improvement has been proved
to be effective for Sainsbury in this research.
The retention of the employee is one of the major impact of partnership training with
NES. The turnover of employees has been reduced by 12% and it has saved around
£1.6 million in a financial year.
This also has saved significant amount of money through graduate training programme
and other programme that has be adapted to retain the employees in the organization.
There has been a huge fall in the new employee moving away from the organization.
5.3 Recommendation
From the analysis made on the data that has been collected for the research some of the
significant things has been found out and which would be very important for Sainsbury’s. The
requirement of soft skills for the employee has been identified. The organization has to look
after the need of the employee and reflect to have better relation with the employees. The
employee willingness to continue the partnership with the NES has to be considered as it would
have significant impact with the own inspiration of the employees. It has also found that the
training provided by organization is not completely useful for the employees. So the organization
has to bring changes with the trainings and training methods that are currently being adapted in
the organization. The retention of the employees seems to have greater after the
implementation of training in the organization. So the organization has to look for creating more
value by reducing the turnover of employees in the organization which could be still reduced.
Some of the main changes have to be brought are as follows:
5.3.1 Focus on soft skills
As the importance of soft skills has been identified from the critical literature and findings from
the data collected the organization has to focus in soft training for the employees. This would
help in changing the attitude, behavior and nature of the employee which would be supportive
for increasing the performance of the organization. Moreover it would help in developing good
relationship among the employees which would help in increasing the productivity of the
organization.
5.3.2 Train employees depending upon the skills required for the organization
Training has to stay in line with the skill requirements of the organization to achieve the aims
and objectives. The change in the skill set requirement has to be brought into effect immediately
without any delay as it has more impact on the organizations performance. The employees
should be given a brief about the importance of the training given. It should stress about how it
would improve the performance of the employee and support the employee career which would
develop interest among the employees in getting trained.
5.3.3 Develop personal development plans
Apart from the training provided to the employees in the organization, Sainsbury has to focus on
the personal development plan which would be more effective. This would enable the
employees to develop the skills that they are interested in. This would support the job rotation
for the employees given in the Sainsbury. Moreover the personal development plans does not
only helps in developing the interested skills but that would support the employee in their career.
Thus it would help in increasing the performance of the employee and the organization.
5.4 Future research
The aims and objectives of the research were narrowed down due to the time that was available
for the research. Various factors could be deeply research in order to know the relationship and
the kind of impact that has on each other. The retention of the employees with respect to
training is just found out and could be taken into account in various angles and find what are the
factors that are affecting and influencing the retention of employee through training. Another
most significant area which has to be research is about the partnership training programme.
Throughout the research employees were found to be interested or attracted towards the
partnership training programme. The reason behind it and the success factor could be analyzed
so that the organization could have more strategic partners in training the employees and
produce better results. These two researches would provide more understand and produce
more advantage to the organization.
5.5 Summary
The research has been started with the aim of investigating the training and its impacts in
Sainsbury. According to the time that was availed for the research, aims and objectives were
narrowed down so accomplish the project successfully.
In the literature review, a brief analysis has been carried out on training and the ways of training.
Then continuous improvement through training is analyzed. It has been understood that training
itself helps the organization to improve continuously without any monitoring process. Then in the
literature part how the training could be provided to the employees is analyzed. With that it has
been moved on to the impacts that the training could make in the organization. Several impacts
has been identified like increasing the quality of task that is being performed, increasing the
performance and productivity. With this the most important is the retention of employee in the
organization which is significant for the organization.
In the research method, an appropriate methodology to carry out the research successfully in
time is selected. Survey research method is selected and research has been carried out. With
that questionnaire method has been adapted to collect the data for the research. the research is
carried out in the qualitative research method.
The data collected has been analyzed in the data analysis part to find the result which were
more accurate and made the research effective.
5.6 Conclusion
Finally from the research that has been carried out it is understood the training method that is
adapted in the organization could put the organization in the path of growth irrespective of the
difficulties that is faced by the organization. The ways that is being adapted by the organization
to train the employees have positive impact and support the growth of the organization. The
demand for the soft skills training by the employees is identified and recommended to the
organization. The impact of soft skill is found to be more significant for the employees and the
organization. The impact of training the employees in developing the organization has been
clearly identified. The partnership training programme helped the organization to design the
training plans for the employees in such a way to help in growth and development of the
employee and the organization. Another major significance of the research is the retention of
employees through training. When the training is monitored and reviewed for its impacts it would
help in planning better training programme for the employees which contributes to the
continuous development of the organization. The objective of the research to understand the
training, analyze the impact of soft and hard skills has been met. The objective of the research
to find the impact of training employees for the development of the organization is also met.
Final objective of providing recommendation to the organization is also accomplished with the
major finding in the research, training supports the retention of employees in the organization.
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7. Appendix
7.1 Appendix 1
1. Does the training method that is implemented helps in fostering the job
a. Agree
b. Not agree
c. Neither agree nor disagree
2. All the methods of training has been more helpful
a. Agree
b. Not agree
c. Neither agree nor disagree
3. Only few methods of the training has been helpful
a. Agree
b. Not agree
c. Neither agree nor disagree
4. Does the training has any underpinning for the personal development
a. Agree
b. Not agree
c. Neither agree nor disagree
5. Training helps in increasing the performance of the work
a. Agree
b. Not agree
c. Neither agree nor disagree
6. Training contributed to increasing the productivity of the organization
a. Agree
b. Not agree
c. Neither agree nor disagree
7. Without training it would be difficult to maintain the performance of individual
a. Agree
b. Not agree
c. Neither agree nor disagree
8. Requires special training is required to fine tune the performance
a. Agree
b. Not agree
c. Neither agree nor disagree
9. Training helps in retention of employees in the organization
a. Agree
b. Not agree
c. Neither agree nor disagree
10. Partnership training with NES is more effective in the organization
a. Agree
b. Not agree
c. Neither agree nor disagree
11. Organization need to continue its partnership with NES for training
a. Agree
b. Not agree
c. Neither agree nor disagree
12. NVQ’s are required and significant for the development of employees
a. Agree
b. Not agree
c. Neither agree nor disagree
13. Graduate training programme is required to maintain or increase the skill level of the
organization
a. Agree
b. Not agree
c. Neither agree nor disagree
14. What are the areas training should be more focused
a. Hard skills
b. Soft skills
c. Both
15. Employee requires more focus in soft skills training for their career development
a. Agree
b. Not agree
c. Neither agree nor disagree
16. Employee requires more focus on soft skills for increasing the performance
a. Agree
b. Not agree
c. Neither agree nor disagree
17. Training helps to build relation between the employee and organization
a. Agree
b. Not agree
c. Neither agree nor disagree
18. When training is monitored would have better impact
a. Agree
b. Not agree
c. Neither agree nor disagree
19. Training helps organization to stay focus on continuous improvement
a. Agree
b. Not agree
c. Neither agree nor disagree
And other questions were asked to collect information among the participants of the research
once after knowing their interest as follows:
1. How do you plan training for the employees?
2. Does the training designed to group or in person?
3. What are ways in which training is provided to the employee in Sainsbury?
4. What is often focused through training?
5. Does training helping improving the personal career of the employee?
6. Training helps in retaining employees in the organization. Is it true?
7. How does training have impact on the employee?
8. How does training have impact on the organization?
9. Does training helps in continuous performance improvement?
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