Training and Development for Employee Growth Dissertation Sample

Effectiveness of training and development on employee growth within the UK retail sector

Chapter One: Introduction

Background of research

In the competitive environment, it is very necessary for the company to effectively work on training and development method. The training and development is a concept which focuses on the imparting of knowledge for improving the performance of the employees. Within the external environment, there are many different changes taking place and these need to be implemented within the business. Thus, it assists the company in arranging for providing effective training so that new things can be implemented well and employees can also be educated (Niati, Siregar and Prayoga, 2021). The current study will focus on evaluating the effectiveness of the training and development practices used by the company and their impact on growth of employees. When companies comply with the latest training and development methods this will help the company provide a base to employees. This is particularly for the reason that when effective training is imparted then employees can learn all the new things and as a result of this personal and professional development takes place of the employees.

Organizational background

The current study is based on Sainsbury, which is the second largest company dealing in supermarkets in the UK. The company was founded in the year 1869 by John James Sainsbury and is headquartered in London. The company deals in providing products and services with the help of different supermarkets, convenience shops, hypermarkets, forecourt shops and many others (J Sainsbury Plc Company Profile, 2023). The company works on providing training to the employees so that they can work in accordance with the latest technology and it will assist in developing the latest aspect of working.

Significance of the problem

The current study focuses on analysing the effectiveness of training and development strategies. In this highly competitive and technologically advanced working, there are many new different aspects that are included in business practice. Hence, for the effective working of the company, it is very necessary for companies to adapt to these latest changes. Hence, it will assist the business in managing the new change and try to implement it in a better manner (Sugiarti, 2023). Also, when companies undertake the use of the latest technology and changes then it will help the business to work in a better and more effective way. This problem of adapting to all the latest changes is of significance because in case these changes will not be adapted then the operational efficiency of the company will reduce. Hence, as a result of this, the overall working of the company will be improved and the efficiency of employees will also increase. This ultimately will help the company in improving its working capability and try to earn more profits.

Statement of purpose

The rationale of the present study is to analyse the effectiveness of training and development strategies on the growth of employees. This is particularly necessary for the reason that there are many different changes taking place in the external environment. In case these changes are not adapted then it will be affecting the performance of the company to a great extent. Hence, the purpose of the study is to evaluate the challenges that the company and its employees face when appropriate training is not provided. In addition to this, the purpose of the study is to evaluate the different strategies that a company implement to impart training to its employees. In addition to this, another purpose of the research is to increase the knowledge of the employees and other readers relating to the different training and development methods and their effectiveness.

Statement of problem

The problem in the current environment is to adapt to the latest technologies and other changes taking place. In the external environment, there are many different types of changes taking place and all the relevant changes need to be implemented. Thus, this is the major problem that how these changes will be implemented. Also, the problem faced by the company is which training method needs to be implemented so that proper training can be provided to the employees (Numonjonov, 2020). Also, the training method needs to be effective so that the working of the employees can be improved and also beneficial for the company. Along with this, another problem is that it is not necessary for every employee learn from the same type of training method. This is particularly because of the reason that every employee is different and the selection of the appropriate training methods. The selection of appropriate training methods is also very important as it will help the business in imparting proper knowledge relating to the new changes.

Aims and objectives

Research aim:

To identify the effectiveness of training and development practices on employee growth within the UK retail sector: A study on Sainsbury.

Research objective:

• To study the concept of training and development in the context of business.
• To identify the challenges employees faced due to lack of training and development within Sainsbury
• To examine the training and development method used by Sainsbury for growing employee
• To analyse the impact of training and development practices on employee growth within Sainsbury
• To recommend some of the ways through which the effectiveness of training and development can be improved.

Research questions

• What is the concept of training and development in the context of business?
• What are the challenges employees face due to lack of training and development within Sainsbury?
• What are the training and development methods used by Sainsbury for growing employees?
• What is the impact of training and development practices on employee growth within Sainsbury?
• What are some of the recommendations for improving the efficiency of training and development programmes?

Dissertation structure

Chapter 1: Introduction

It is the first chapter of the dissertation which includes the overview of the research background and topic on which the whole study is based. This chapter outlines the brief aim and objectives of the study which will be attained through this study. Also, the reason for the selection of the research topic and its significance will be outlined.

Chapter 2: Literature Review

Within this chapter of the study, the views and opinions of different authors and scholars will be included relating to the research topic. This chapter is very crucial for the reason that it will help the researcher in developing a detailed theoretical aspect relating to the research topic.

Chapter 3: Research Methodology

RM is a chapter that includes all the different methods that will be used for the successful completion of the study. There are many different types of methods through which research can be accomplished like qualitative and quantitative. The appropriate selection of the method is being done within this chapter so that there is clarity of working.

Chapter 4: Data analysis and findings

This chapter includes the evaluation and analysis of the data being collected. This is the crucial chapter of the whole study as it includes a detailed evaluation of the data for the attainment of the objectives of the study.

Chapter 5: Conclusion and Recommendations

It is the last chapter of the dissertation which includes concluding the fact and evaluation of the data. This chapter focuses on summarising all the key elements of the study and provides some recommendations for improving the working in a better way.

Chapter 2: Literature Review

2.1 Introduction

The review of literature is a piece of educational writing that demonstrates an understanding of an acquaintance with academic publications related to a certain subject, placed inside a cultural structure. It includes a thoughtful evaluation of the material, gaining the distinction of literature evaluation as opposed to literature reporting. The parts in the concern must be thoroughly evaluated as part of this procedure (Linnenluecke, 2020). Considering the aim of boosting corporate efficiency and effectiveness, this research investigates the impact of training and development on staff development inside the UK retail industry. It draws attention to the managerial duty to recognize the value of instruction for current as well as novel staff members, boosting happiness and improving the effectiveness of operations. Efficient task completion and operational excellence are prioritized in this method to improve company performance.

2.2 To study the concept of training and development in the context of business

In accordance with the views of Karim (2019) every firm has to invest in training & development to be successful. However, this is especially true in the ever-changing and cutthroat British retail market. In the setting of UK retailers, this article explores the procedures for assessing efficiency, determining training requirements, creating targets, choosing techniques and providing training for the purpose of skill enhancement. It tries to offer a thorough knowledge of the influence of learning and growth in this area through a look at both advantageous and unfavorable elements. Darling-Hammond, et.al, (2020) stated that company makes significant investments in its employees to advance their abilities and expertise, enhancing its client relations and company efficiency. For example: renowned international retailer such as Tesco with its headquarters in Britain, is one prime example of a business that emphasizes the importance of staff development as well as training. Tesco Academy, an environment that offers an extensive selection of training applications, from fundamental abilities in client service to more sophisticated managerial classes, is an example of this. Tesco enables its staff to provide excellent client services, building trust with clients and boosting revenue, by emphasizing training.

ElKaleh (2019) assessed numerous advantages of efficient staff training are seen within the retail industry. Initially, it boosts employee performance by giving them the information and abilities they need to do their jobs well. As a consequence, mistakes are reduced and efficiency is increased. A good example is the apparel company following that, staff are given the resources they need to better serve consumers while adding to the brand's style-forward image through training in the newest current trends. Additionally, providing possibilities for advancement demonstrates an organization's commitment to staff growth, encouraging greater morale, work satisfaction, and improved worker retention. According to the views of Antunes (2020) emphasized on internal advancement, which encourages employees to develop career paths that last inside the company and promotes loyalty by reducing turnover. Last but not least, the retail industry is known for its rapid changes, which include changes in client tastes and technical advancements. Workers who receive quality training are kept up to date on the newest trends as well as technology. Ongoing training programs keep personnel updated on forthcoming innovations and upgrades. As demonstrated by Apple Retail, allowing them to give exact aid to clients and adjust easily to market shifts. Together, these advantages highlight the critical role that training plays in enhancing worker efficiency, happiness, and flexibility in the changing context of the retail business.

Pande (2020) although there are many benefits to staff training, there are also some negatives in retailing. Firstly, training courses can place a lot of pressure on time and budget. Smaller stores with tighter resources could find it difficult to offer thorough training, which might result in skill gaps among workers and perhaps hamper the operation of the entire business. Especially local and small retail enterprises struggling with resource shortages face these obstacles. Also, there are situations where the training-related information does not have an actual use in routine work. When training materials don't immediately apply to specific positions or lack instant practicality, a problem arises. A well-known instance is when a store employee attends inventory control training that has no bearing on their duties and is therefore ineffective. Lynch, et.al, (2021) the high turnover in the retail industry is also a result of the demands of the job and the predominance of short-term or full-time employment. Therefore, spending a lot of money on training for staff that could leave soon after could prove quite expensive. This situation appears at the quick-fashion store H&M, wherein the majority of their young employees frequently have relationships with employers that are just temporary. This thorough assessment highlights the wide range of difficulties that overlap with the execution of training efforts in the fast-paced world of retail.

Souto (2021) ascertained the fact that training has significant impact on organization's productivity and profitability. Moreover, in retail sector, employees are the one who develop satisfaction and loyalty among the customers by offering high quality services. In this regard, training sessions persuade personnel about the manner in which activities need to be performed. In this, training sessions help in delivering the best services to which further results into high sales and profitability. However, on the critical note, Miško, et.al, (2021) said that firm has to incur high amount for conducting training sessions. In this way, concerned sessions or activities impose high cost in front of the organization and thereby reduces profitability. Sjödin, et.al, (2020) described that training sessions facilitates employee retention to the significant level. Moreover, in the dynamic business arena, employees prefer to stay in the organization which conducts developmental session for enhancing their skills and proficiency level.

Ungar (2021) mentioned in their study that Efforts for training and development in Britain's retail industry have a wide range of advantages. Such efforts primarily result in improvements in staff efficiency and work fulfillment. JD Sports, Inc. is an excellent illustration of a company that deliberately invests in training employees to build a skilled staff and reduce earnings rates. Piwowar-Sulej (2021) assessed that training sessions may result into client retention. For example: Apple Store Britain's Genius Training program, which gives workers the knowledge to deftly handle client inquiries, training dramatically improves the quality of client support. The promotion of staff development, made possible by organized training initiatives, is the last significant aspect. In this instance, the lauded strategy of the John Lewis Alliance rings true because of its unwavering dedication to supporting staff advancement.

Shepherd (2021) mentioned in their study that but there is difficulties with the range as well. Cost factors are a major concern, especially for smaller businesses, and they might put a burden on their finances as they try to establish thorough training programs. Furthermore, time restraints have a negative impact on training participation. In addition, there is a chance that training materials are out-of-date or improperly tailored, which might be problematic. Miško, et.al, (2021) assessed As a result, the effectiveness of the training may be compromised. These conditions may make it difficult for staff to stay rivals and in step with evolving market conditions. Essentially, despite the fact that training efforts bring about a number of good changes in the United Kingdom's retail industry. Improving efficiency, client service, and staff development, their execution is constrained by fiscal, time-related, and content-allied obstacles they demand careful handling to take advantage of their effect.

2.3 Identifying the challenges that employees face due to lack of training.

In the views of Maity, (2019) training and development is very important for the effective working of the company and growth of employees. This is particularly because of the reason that when the proper training will be provided to the employees then they will grow and develop. But in case the appropriate training is not provided to the employees then they face many different challenges. The major challenge faced by the employees due to ineffective training is that they are not updated. This is a major challenge for the reason that when employees are not capable of using the latest trends then it will affect the personal and professional role to a great extent. Thus, this poses a challenge for the employees as they will not be able to work in accordance with the latest trends prevailing within the external environment.

On the other hand, Aruldoss and et. al., (2022) argued that the major challenge which is faced by the employees due to lack of training is that they will be distracted from the company and its services. This is particularly because of the reason that when the training will not be provided to the employees then they will not be engaged towards the company. Hence, as a result of this, the engagement of employees with the company will be less and will be distracted from the services provided by the company. Thus, this in turn will result in an increase in demotivation among the employees and they will not be performing well.

In support of this Trihapsari, Mujahidah and Humairoh, (2021) stated that another challenge that employees face due to ineffective training and development strategies is that the employees will not be happy and satisfied with the external environment. This is particularly for the reason that when the company will not be focusing on effective training and development then the environment within the company will not be good and employees will not be satisfied with the performance of companies. The employees will have to follow the same process of working then it will be boring for them. Thus, as a result of this they will not be happy with the working environment and will try to move to some other places. Hence, it might be possible that the working efficiency of the employees is reduced and it might affect the capability of them.

On the other hand, Rahayu, Rasid and Tannady (2019) argued that major challenge faced by the employees working within the company due to ineffective training and development is using obsolete Technology. When the company does not plan to implement new training and development strategies then company have to work in accordance to the old ways of working only. Hence, as a result of this it affects the working efficiency of the employees and they are less motivated to work. Ultimately, as a result of this an employee feel demotivated and does not like to work within such an environment. Thus, it might result in increase in employee turnover and it is not good for the company as it will negatively affect the working efficiency.

2.4 To examine the training and development method used by Sainsbury for growing employee

As said by Bilderback (2023) there are different types of training and development methods which are used by the company. These training and development methods assist the company in increasing the knowledge of the employees by imparting knowledge to them. This helps the company in acknowledging the employees with all the latest technology and other trends which are prevailing within the external environment. It includes using different training methods such as a variety of training approaches, including online learning, Simulation, technologically driven training, Participatory Training, Job Shadowing, and Peer-to-Peer learning, are critically evaluated in this article as they are used by various UK retailers. The instances taken from the actions of Sainsbury's, a significant retail operator in the British marketplace, are the focus of close examination. The article attempts to clarify the effectiveness, intricacies, and special characteristics of every training strategy while simultaneously drawing conclusions from the company endeavors to illuminate the relevant uses in light of Britain's retail environment.

On the critical note, al Habibi (2019) said that in contrast to other training methods, online learning is a well-liked strategy that is praised for its intrinsic adaptability as well as scalability. Using tools such as Sainsbury's Education Hub, the retailer, a major player successfully extends continuous training to a staff that is distributed internationally. The admirable feature of this approach is its ease of use, which allows workers to participate in education at their own speed and comfort. Sainsbury (2020) described yet, a subtle disadvantage arises in the possible lack of individualized instruction and practical experience, a factor of utmost significance in retail professions requiring direct consumer connection. This assessment emphasizes the complexity of online learning, its advantages and disadvantages, and links it to the realities of the supermarket's education efforts inside the retail market.

Amankwah-Amoah, (2023) defined Simulation learning is a powerful training method that simulates actual life circumstances to develop the skilled ability to solve problems. As an instance, this approach is utilized tactically by Sainsbury's, mainly in the context of check-out procedures. The key benefit is its ability to give workers a safe space for intentional procedure, significantly reducing mistakes made in real manufacturing encounters. It is crucial to understand; nevertheless, which simulations cannot completely capture the inherent ambiguity present in real-world client encounters. This might unintentionally encourage staff to feel overconfident or underprepared, thus this strategy has to be calibrated carefully.

Training centred on technology has become a crucial field that combines digital devices and materials to promote skill development. Indioma, (2023) ascertained the fact that For example, this strategy is skillfully utilized by Sainsbury's, as seen by the incorporation of interactive sections covering product awareness as well as security procedures. The technique's most prominent advantage is the opportunity for innovative and interesting learning experiences, which appeals especially to workers who are interested in technology. The difficulty of assuring fair ease of access as well as usefulness throughout the board for every employee, nevertheless, is a crucial factor. This is particularly vital for people who may be unfamiliar with technological advances, calling for extreme caution in how it is used.

Mao (2023) assessed Cooperative Training appears as a key component highlighted by group-focused exercises that promote cooperation and good interaction. This concept is put to use in Sainsbury's scenario in marketing layouts where employees work together harmoniously to create captivating and eye-catching displays. This strategy's positive effect is dependent on the development of stronger collaboration and more inventiveness. The subtle disadvantage, which concentrates on the possible formation of disputes or a lack of coherence among teammates if not skillfully handled, must be acknowledged, though.

Xie, (2020) identified in their study that as a powerful training technique, job shadowing enables individuals to learn from more seasoned co-workers. For instance, this is used by Sainsbury's for management development, giving prospective leaders the chance to learn how to make decisions at the moment by shadowing store supervisors. The effectiveness of the approach derives from a personal understanding of the complexities of management. But passing down mentor prejudices might be a drawback. To get over this, continuous mentoring and coaching are necessary. This evaluation captures the fundamentals of work shadowing, highlighting its advantages and possible drawbacks inside the company's learning and the varied retail environment.

Fallucchi, et.al, (2020) mentioned in their study that Peer-to-Peer Learning is a flexible training method that encourages sharing of information among co-workers. This mindset is promoted inside Sainsbury's system by regular group discussions when staff members cooperatively exchange thoughts and efficient methods. This technique's obvious effectiveness stems from the informality with which expertise is exchanged, which is highlighted by how quickly peers may provide facts. However, it is crucial to recognize a possible issue: the risk of transmitting inaccurate or insufficient data if strict oversight is not provided. It is essential to have a careful supervision process in place to guarantee the accuracy of shared ideas.

However, Stachová, et.al, (2019) argued that Firms that use these various training techniques see a variety of benefits for both their staff and the companies they work with. They first increase staff participation by offering a variety of learning opportunities that are tailored to each learner's preferences. These techniques also actively foster skill development and work fulfilment, two crucial factors in curbing rates of turnover. For example, the Sainsbury's ‘You Can' project, which skilfully combines online education with group instruction and has noticeably increased employment completion rates, serves as a concrete example. Hendri, (2019) examined these techniques naturally promote an environment of ongoing learning, integrating staff progression with the overall expansion goals of the business. This unwavering dedication is demonstrated by the supermarket's strategic partnerships with training organizations like Online Education. The benefits of such training techniques span a variety of facets, including persistent consistency with the company's path, competency, and enthusiasm.

On the contradictory note, Kurdi, (2020) defined that these training techniques can have a number of advantages, but they also have some difficulties. Initially, worker's self-motivation is a prerequisite for e-learning's effectiveness. Some people could end up falling victim to the traps of poor discipline or outside diversions that prevent their participation as a consequence, getting left aside. Secondly, even if it is engrossing training that uses simulations may not cover all real-life occurrences, which might lead to a discrepancy between results in the training setting and in everyday life. Indioma, (2023) described finally, careful consideration should be given to the planning and delivery of technologically driven training. If not carefully planned, there is a chance of unintentionally eliminating workers who struggle with online interactions, which would limit access and lessen the desired effect. This thorough study effectively emphasizes the complex issues that surround the implementation of certain training approaches, highlighting the need for careful planning and strong adaptability.

2.5 Impact of training and development practices on growth of employees.

In the views of Sofyan and Budiman, (2022) training and development is very necessary to be implemented within the company. This is particularly necessary because when effective training is provided then it engages the employees with the company. Thus, as a result of this it creates a positive impact over the working of the employees. The employees are happy and satisfied that company is taking efforts in order to improve and help employees to personally develop. Along with this, training and development also provides a base to the employees through which they can professionally develop themselves. Employees can plan different things which they need to learn and the training and development department of the company will help them to improve their skills. The training and development is beneficial for both employees and the employer and it create positive impact over working of both of them.

On the other hand Kaizer and et. al., (2020) argues that it might create some negative impact as well over the working of the employees. This is particularly because of the reason that many at times employees resist to except any of the change. For instance, there is a case where installation of some new technology needs to be done and it might be possible that employees resist adapting the technology. Hence, in this situation the training and development can create a negative impact over the working of the company as now the employees will be forced to learn the new technology which is not good. Thus, many times there are situations where in the employees do not wish to learn anything new but they are forced to do so as the think of prevailing within the market. Hence, as a result of this the training and development create the negative impact over the working of the company.

In accordance to the views of Georgiou, Nikolaou and Turban, (2021) another impact to which is created by using training and development is that it helps the company retaining the top talent within the business. This is particularly because of the reason that when timely training is provided to the employees then they do not wish to go anywhere else. Hence, as a result of this, the employees are attracted to work within the organisation only. This is particularly necessary because when timely training is provided then this motivate the employee as they are personally and professionally developed. Hence it attracts majority of the employees and also potential candidates come to join the company. Also, this time to time training will attract new candidates as well within the company and this will increase the overall working capability of the company to a great extent.

In contrast to this Gill and Berezina, (2021) criticized the fact that the negative impact being created by effective training is increasing cost for the company. This is another negative aspect which the company suffers while providing effective training and development to the Employees. For implementing good training and development schemes and strategies within the company a lot of cost is involved. Hence as a result of this the overall cost of the company will be increased and it affects the overall working of the company. Also for the maintenance of the good training and development it is very necessary for the company to timely conduct market research so that the entire latest requirement can be implemented within the company.

2.6 Literature gap

With the help of the literature review it was seen that there are many different studies already undertaken relating to the different training and development methods and tools to be used within company. But there are no or very less studies being conducted on the impact of this program on the employee and their engagement within the company. Thus for removing the gap the current study is undertaken in order to identify the effectiveness of training program and what impact do these program create on the growth of employees within the company. In addition to this the company will also assist in managing the challenges which employees face because of lack of training and how to improve it.

2.7 Conclusion

The literature review concluded that implementing good training and development programme is very necessary in order to improve the efficiency of the business. This is particularly necessary as it helps the company in growing and developing their employees with all the latest changes taking place within the business environment. All these changes need to be implemented within the practice so that company is in position to work efficiently and phase the tough competition. Use of training and development create positive impact over the performance of the company. It also outline that when training and development is not provided to the Employees then they are not efficient in the working and as a result of this the efficiency is affected and overall performance also decreases. Further, LR outlined that there are different training methods which can be used by the companies in order to provide effective training. These methods include Technology based learning e-Learning simulation jobs shadowing and many other different training methods.

Chapter 3: Research Methodology

Introduction

Research methodology is very essential to be evaluated for the successful completion of the study. This is particularly necessary because it be researcher that how they study has to be conducted. In addition to this the current chapter will outline all the methods used for the successful completion of research conducted on effectiveness of training and development methods within the company. Thus, this chapter will outline all the different methods like approach, philosophy, data collection and analysis tools. This chapter clearly outlines that all the methods need to selected in appropriate manner.

Research type

The type of research is defined as the way through which the whole study can be completed. There are many different types of the methods with help of which the study can be accomplished. The most common types of research type used are qualitative and quantitative research. It is very necessary for researchers that they appropriately select the type of research so that objectives can be attained. The former relates to including all the qualitative aspects relating to the study for the evaluation of objectives (Newman and Gough, 2020). On the other hand, the latter includes involving all the quantitative information that is facts and figures relating to the research topic. In order to evaluate the effectiveness of the training and development system used within the company, the use of qualitative study is undertaken. The reason for the selection of this type of research is that it will help in developing theoretical insight relating to the research topic.

Research approach

The approach of research refers to the steps that are used for the appropriate selection of the research methods. It is very necessary for the researcher that they effectively use the appropriate method so that objectives can be attained well. The two approaches that can be used by researcher includes inductive and deductive. The inductive is the one which includes setting up of aims and objectives relating to the study (Pandey and Pandey, 2021). On the other side, the deductive approach includes setting up of hypothesis and then trying to prove it correct. For the evaluation of the training and development strategies and their effectiveness the use of inductive approach is used by the researcher. It is particularly used by researchers because it assists them in setting aims and objectives relating to the study and defining the whole study on that basis only. Also, this provides a base for the researcher to develop good theoretical insight relating to the study and attain the objectives.

Research Philosophy

The philosophy is defined as the beliefs and values on the basis of which the different research methods will be selected. In general, there are two different types of philosophy that is interpretivism and positivism which can be used in the completion of the research. Interpretivism is one that focuses on observing the patterns and then linking them with the research topic (Al-Ababneh, 2020). On the other side, positivism is the one that involves undertaking factual information relating to the research topic so that the objectives of the study can be attained well. In order to evaluate the effectiveness of training and development methods, the use of interpretivism philosophy is made. This is particularly for the reason that it is more suitable in the case of qualitative study and will assist in attaining the objectives of the research well.

Data collection

For the study to be conducted successfully the most essential aspect is to gather the appropriate data relevant to the research topic. This is pertaining to the fact that the whole study is based on the data itself. Thus, the data can be gathered from two different sources that is primary and secondary sources. The primary is the one wherein the data is collected directly from respondents and it is first-hand information that is used for the first time in any of the studies (Dodds and Hess, 2020). On the other side, the secondary sources include the use of books, journals, articles and other published sources relating to the research topic. In order to complete the present study based on the effectiveness of training and development strategies, the use of a combination of primary and secondary sources is used. The primary sources include information from 80 respondents and different books, journals and articles are used for supporting the primary findings.

Sampling

For conducting the research it is not necessary that every person of the population is taken for the study. Thus, for this some of the samples are selected from the whole population. The sampling is a technique through which some of the participants are selected from the whole population. In the current study of analysing the effectiveness of the training and development strategies, a total of 30 samples are selected from the company for gathering responses from them (Budianto, 2020.). This sample is selected with the help of the random sampling method and this strategy is used for the reason that within this method, every person has an equal chance of getting selected as the sample. It is the responsibility of the researcher that they select the sample in such a manner that it possesses all the qualities so that effective data can be gathered easily.

Data analysis

For the study to be successful the most important aspect is to evaluate the data in a proper and effective manner. This is particularly necessary because the whole study is based on the data being gathered and its evaluation. For analysing the data there are two different methods which include thematic analysis and another is SPSS. This thematic analysis includes making themes from the questionnaire discussing the response of the primary population and supporting it with secondary sources (Dzwigol, 2022). On the other side, SPSS includes the use of statistical tools for the evaluation of the research topic. For the completion of the current study, the use of thematic analysis is undertaken in order to attain the objectives of the study.

Ethical consideration

While making the study successful it is very necessary for the researcher that they complete the study in an ethical manner. This is very necessary for the reason that when the study will be done in an ethical manner then this will be resulting in better attainment of the objectives of the research. The major ethical consideration while working on the study was to take consent from the respondent while using their personal information within the study. This is very important for the reason that before using the personal information of the respondent written consent needs to be taken (Patel and Patel, 2019). This consent ensures that the participant is given permission to use their personal data and information within the study. Along with this another ethical aspect considered while working is to use data which is the latest and not too old. Thus, for this, all secondary data used is after 2019 only. The latest data is used by the researcher in order to ensure that all the latest details relating to the research topic are used and too old data will not be prevailing in a better manner in the current working environment.

Limitation of the study

While conducting the research in a better manner it is very necessary that all the steps are performed in the correct way. But then also there are different limitations which the researcher faces while doing the study. The major limitation faced by the researcher while conducting a study on the effectiveness of training and development is limited time. The time provided for the completion of the study was very limited. There were different issues faced by the researcher while conducting the study based on time (Snyder, 2019). But with good knowledge of effective time management, the researcher was able to manage the work in a better and more effective way. Another limitation faced by the researcher while working on the research topic was limited resources. The resources available for the study are very less and already the users of scarce resources are many. Thus with the help of good management and allocation skills, the researcher tried to manage the limited resources well and improve the working.

Reliability and validity

For the research to be effective and successful it is very necessary that it is conducted in reliable and valid manners. This is particularly because of the reason that reliability and validity ensures that the studies conducted in correct manual. For a maintaining the reliability the researcher has focused over the latest data that is using the data within 5 years only (Zawacki-Richter and et.al., 2020). Along with their personal information be used within the study proper confidentiality has been maintained and proper consent is taken by the participant for using their data. In addition to this it is also ensured that the data has been taken from all the copyright sources and they have properly being reference within the work. The copyright sources provides authentic data and it assist in attaining the objectives of the study in correct manner.

Conclusion

With help of the research methodology chapter it was outline that defining the research methodology is very important in order to conduct the study better. Thus, the above study concluded that the use of qualitative study is beneficial for the researcher in identifying the theoretical aspects relating to the research topic. The current study included the use of qualitative primary research being conducted. It included the sample of 30 employees of the company and use both the primary and secondary sources for collecting the date of. The study outlined that the use of primary and secondary data is beneficial for the research to be successful. This is particularly because of the reason that primary result provides the first hand information and it is being authenticated by the use of secondary sources. The study included taking informed consent from the respondents before taking their information within the study. Also many limitations were faced by the researcher like limited time and resources but then also they managed to complete the study effectively and attained the objectives of the study.

Chapter 4: Data Analysis & Findings

Findings

Theme 1: Yes, there is awareness relating to the concept of training and development.

Interpretation- With the evaluation of the primary data collected, majority of the people states that there is awareness relating to the concept of training and development. This is particularly because of the fact that training and development is currently very essential while working within the corporate sector. Hence, Sainsbury is focusing on effective training and development and is having awareness relating to the concept. According to the views of 83% of the respondent they have proper awareness relating to the training and development whereas 17% do not have. In the views of Galvão, Marques and Ferreira, (2020) it is clear that training and development is very necessary to work within the competitive environment. The reason underlying the fact is that when training and development is not used within the company then it implies that they are not using the latest working patterns and rather using obsolete strategies.

Theme 2: Yes, company is undertaking the use of effective training and development strategies.

Interpretation- By the evaluation of the data gathered from 30 respondents it is clear that company is undertaken to use of different training and development strategies. With the views of 26 respondents out of 30, they agree that company is using various training and development programmes for providing good training to the employees. Whereas 4 respondents states that company does not undertake the use of training and development strategies. With regards to the views of Slavkovi? and Slavkovi?, (2019), it is very necessary that good training and development methods and strategies are used for providing knowledge relating to the latest working patterns. This is necessary for the company as it will guide the employee to use the latest working style and learn new things.

Theme 3: Strongly agree that employees face various challenges when training and development are not used.

Interpretation- On the evaluation of the data gathered from 30 responding it is clear that 50% of the respondent strongly agrees that employee face many different challenges while training and development is not provided to them. On the other hand, some of the respondents agree and some disagree from this fact. With regards to training and development, it is very necessary that it is provided to the employees so that they can learn the new things working within the environment. But when employees are not provided with the training then they faces issues while working within the highly competitive environment. The major challenge faced is of lack of knowledge and personal and professional development. This in turn motivate the employees and as a result of this employee turnover increases. In the views of Chahar, Hatwal and Sen (2019) it is clear that having a sound training and development within the company is very necessary. When employees are not provided with training then the strategies used by them is not according to the requirement. Hence, working of the company is reduced and the employees also not have a base to grow and develop.

Theme 4: Yes, it is important for the company to implement good training and development strategies.

Interpretation- By evaluating the primary response of 30 respondents it is clear that 90% of them agree that training is important. It is important for company to implement a good training and development strategies. This is particularly agreed because in the current competitive environment there are many different changes taking place and in case training and development is not provided then employees will not learn new aspects. Hence, ultimately this will improve the working of the company and profitability will increase

Theme 5: All of the above are the various methods which the company is using with regard to training and development.

Interpretation- On the evaluation of the data gathered from 30 respondent it is clear that 67% states that Sainsbury has undertaken use of good training and development methods. The different methods include the combination of Technology based training simulation e learning training. All these training are helpful for the company to increase and enhance knowledge of the people to a great extent. The combination of different training methods provides a base to the company to enhance knowledge of employees working within the company. This is very necessary for the reason that these different training methods provide a base for increasing knowledge of the employees and acquainting them with latest working patterns. In the support of this Khan and et.al., (2020) stated that using different training and development methods is very important for the company in order to ensure effectiveness and improvement. Be straining and development methods help the company and providing knowledge of all the latest aspects prevailing within the external environment to the Employees. The as a result of this the efficiency of the employees increases and ultimately performance of the companies increased. The using the combination of different on the job and of the job training methods will help the company in improving their performance and working efficiently.

Theme 6: Positive impact is created on the performance of the company when training and development are used efficiently.

Interpretation- by the analysis of the data gathered from questionnaire it is clear that majority of the respondent states that effective use of training and development creates a positive impact over the working and growth of employees. This is particularly because of the reason that when the proper knowledge will be provided to the employees then this will motivate them to work efficiently and as a result of this the performance of the employees will be working effectively. On the other hand, some of the respondents stated that training and development creates negative impact over the performance of the company. But in actual providing effective training creates a positive impact over the working of the employees and overall company. This is very necessary for the company that they effectively use of the different training and development methods so that working of the company can be positively shaped and objectives can be met.

Discussion

With the help of the primary research it was evaluated that use of effective training and development programme is essential for success of the company. This is particularly necessary because training and development assist the company in educating the employees according to the recent changes taking place within the business environment. Thus, it provides help to the company in assisting employees to learn new things so that they can implement it within their practice and professionally developed. With the views of the primary respondents it was clear that majority of the people were aware of the concept of training and development. In addition to this they also agreed that company is using effective training and development strategy. This use of effective training and development strategies assist the company in improving their performance. In the views of Nelson, Joswiak and Brake, (2019) it was clear that training and development is very necessary for providing a base to the company to grow and developed. Furthermore the use of a good training and development programme helps company to increase the profitability. The profitability is increased because when the employees will be working with latest technology and methods then it will result in more efficiency.

Along with this it was evaluated that when employees are not provided with effective training and development cell they faces many different challenges. This is particularly because of the reason that training and development assist the company in providing latest knowledge to the Employees. This when this latest knowledge is not provided then employees feel that they have lack of knowledge. This as a result of this moral and engagement of employee with the companies reduce. This result in inefficiency of the employee and as a result of this performance of employees decline and ultimately in companies loss. Training and development is provided to the employees so that company can grow effectively. In support of this, Gegenfurtner, Knogler and Schwab, (2020) stated that use of effective training and development will motivate the employees to work efficiently. The reason underlying the fact is that when training is provided then employee's knowledge is increased.

Thus, this assists them in improving professionally and personally. Hence, this personal and professional development helps the employee in improving their performance. The reason behind this fact is that when effective training is provided to the employees on the job then they will not have to leave the place and go anywhere else. This will motivate the employees and as a result of this the efficiency of the business is increased. Moreover, effective training and development programme within the company will also provide a competitive edge over other competitors. The reason underlying the fact is that when the workforce will be well educated ad advance in working then this will provide a competitive advantage to the company as all the work accomplished will be good and effective. With help of the primary result it was evaluated that there is need for the company to implement good training and development methods. This is particularly necessary because these training and development methods help the company in increasing the knowledge of the employees. Thus, as a result of this the working efficiency of the employees increases and they are more efficient in attaining the objectives of the business. Furthermore, it was a valuated that the use of different training and developing methods is necessary for the effective attainment of the business objectives.

Company undertakes the use of different methods of training and development with include Technology based learning simulation job shadowing coaching and many other different training methods. The use of all these training methods is helpful for in order to attend the objectives of the business. In the views of Rogel and et. al., (2020) be use of effective training and development is necessary to keep the employees motivated. This is beneficial for the company because when effective training and development is used then it assist the company in reducing employee turnover. This is particularly because of the reason that when sector knowledge is is provided to the employees then they are intact with the company and its services. Ultimately they provide more efficient work and as a result of this the objectives of the business will attain and consumers are happy with the services provided.

In addition to this, Azimxo‘jayevich, (2022) also stated that training and development is very beneficial for the company as it help them to train the employees according to the latest changes. This is very essential for the reason that when the effective training is provided then this will educate the employees. This will motivate them to work in more effective manner and as a result of this overall working of the company will improve. Moreover, another benefit of complying with effective training and development is that it improves employee retention within the company. This is particularly because of the reason that when proper development is provided to the employees then they are more connected with the company and its services. Hence, as a result of this the efficiency of the employees increases and they attain all the objectives of the business.

On the other hand Yurchenko and et. al., (2021) argued that major impact of implementing effective training and development programme is less supervision of the employees. This is particularly a positive impact over the performance of the employees because with training and development employee loan the new aspects. Hence as a result of this the company is free and not have to focus much over the efficiency of the employees. This is particularly because management feels that when employee is provided complete training then there is less requirement of supervision as employees are in capability to perform the task well. Thus as a result of this monitoring and surveillance of employees is less required and it increases the efficiency of the business to a great extent. Moreover it is also viewed that use of effective training and development system helps the company and reducing wastage. The reason underlying the fact is that when employees are properly trained then they works efficiently and as a result of this the working efficiency of employee increases. Thus, with help of this increased efficiency they are in position to work efficiently and reduce wastage. This is a good impact over the overall performance of the company and as a result of this the efficiency is improved for the company.

Chapter 5: Conclusion And Recommendation

Conclusion

In the end it is concluded that training and development is very essential for the effective working in operations of the company. The training and development is a department within the come few which assist in providing knowledge relating to all the latest changes being brought presently external environment. The use of good and effective training and development programmes will help the company to increase engagement with the employees. The introduction chapter of the study highlighted that setting up aim and objective is very necessary for the success of the study. This is particularly necessary because aim and objective provides the direction to the researcher where in the research need to be conducted. Along with this the chapter also assisted in analysing the rationale behind selection of the research topic along with the whole dissertation structure. This chapter set the base for the whole study to be conducted in such a manner that all the objectives of the study are attained well.

In addition to this, the literature review outlined the views of different authors and Scholars relating to the research topic. This literature review helped the researcher in analysing the training and development methods and its importance in detail. It concluded that company uses different training methods like technology based learning e-Learning and much other different kind of methods. Also, the LR section inferred that with help of good training and development increases the employee's engagement towards the company and this motivates the employees to perform their task in better and effective way. In addition to this the literature review section concluded that compliance with the training and development creates negative and positive impact over the performance of the employees. This is particularly because of the reason that when appropriate training methods are used than employees are happy and satisfied with the new changes. On the other hand when employees are forced to learn anything then the resist to comply with training and development. This creates the negative impact over the performance of the employees. Further, the research methodology section outlined that use of primary qualitative study is helpful for the researcher to accomplish the objectives of the study. The use of qualitative study was undertaken as the researcher wanted to increase the theoretical knowledge relating to the research topic. Thus for conducting the primary study the use of 30 samples was taken and data was gathered from them. In addition to this with help of thematic analysis the evaluation of data took place and objectives were attained.

Moreover the data analysis section outlined that majority of the people were aware of the concept of training in development. In addition to this it also outline that positive impact is being created when the company undertake the use of effective training and development practices. At last it was concluded that the use of training and development programme will definitely help with the companies in improving the motivation and moral of the employees. Along with this employee engagement will also increase when a proper focus is lead over the training and development. Further, data analysis section also evaluated that the use of training and development create a positive impact over the performance of the company. This is particularly because of the reason that every work is being done by the employees and when they will be well trained then they will work more efficiently. As a result of this working capability of the overall company will increase and they will be in position to attain all their objectives. Hence, it is very necessary for Sainsbury to implement all the training and development strategies being proposed within the analysis section so that the overall performance of the company increases and they are in position to attain their objectives.

Recommendation

With the above analysis, it is clear that training and development are very important for the company to implement. This is particularly for the reason that it assists the company in developing the employee's capability. But there is a requirement for some improvement within the working of the business. Thus, for this some of the recommendations for Sainsbury are as follows-

• The first and foremost recommendation to Sainsbury is to have a sound research and development department. An effective research and development department will help the company to continuously research within the market so that all the latest changes can be seen (Cascio, 2019). Thus, this will help the company to try to implement all the latest changes so that the work can be improved. In addition to this, the R & D department will be assisting the company in evaluating the changes and if they are worth then it will be adopted.
• Along with this another recommendation to Sainsbury is to continuously interact with the employees. This is very necessary as this communication will be helping the company in identifying the need of employees where they are requiring improvement. Thus, this will be assisting the company in understanding the areas in which employees need to grow. Thus, it will help Sainsbury decide the fact that training needs to be given to employees so that new and advanced work can be provided to employees. In addition to this, the communication will also help Sainsbury in taking feedback from employees that the training programme implemented is good or not.
• Aligning the training with the goals of the business is another suggestion for improvement for Sainsbury which can be implemented within the company. This includes ensuring that all the training which is provided to the employees is in alignment with the ultimate goal of the business (Cuthbert and et. al., 2021). This is necessary because in case the new strategies for which training is provided are not aligning with the business objectives then it is not worth giving. Hence, it is necessary for Sainsbury that they must effectively ensure that all the new things implemented within the business are effective and also align with the objectives of the business.
• Moreover, another suggestion for the company is to set some standards for the employees while learning new things. This is very necessary because when some of the standards will be set then this will motivate the employees to work hard and try to attain the objectives of the business. In addition to this, these standards will definitely assist the employees to work efficiently as they will be motivated to work in a much better manner. Also, these standards will result in less employee turnover and employee engagement will increase.
• Time-to-time monitoring is another recommendation that Sainsbury should implement while working on training and development. This is particularly for the reason that when timely monitoring is done the company can analyse and check whether the planned training session is taking place in the same way or not (Chahar, Hatwal and Sen, 2019). This is particularly necessary for the reason that this monitoring will help the company to ensure whether the training program is liked by employees or not. Also, it will help the company to identify ways of improving the training programs and sessions next time.
• In addition to this, it is highly recommended to Sainsbury that they must invest in high-quality training. This is particularly necessary for the reason that when quality sources will be used for providing training then the result will be good and effective. Moreover, for imparting training professionals need to be hired so that proper knowledge is being provided to the employees. This in turn will ensure that every candidate for the training is learning properly and all the new things are taught easily.
• Another recommendation to Sainsbury is that they must focus over on the job training more. This is particularly necessary because on the job training includes providing training to the Employees while working within the organisation only (Slavkovi? and Slavkovi?, 2019). Hence as a result of this employees will not have to go anywhere else for learning. Thus, this will result in better engagement of employees with the company and the efficiency will also increase. Hence as a result of this the employees will be more engaged with the company as it is providing services to the company on the job only and they do not have to spend time to go anywhere else for learning. In addition to this it will also increase the motivation level of employees and as a result of this they will work more efficiently.

References

Get Extra 10% OFF on your WhatsApp order!

use my discount

Books and Journals

• al Habibi, B., 2019. HR practices of Marks & Spencer, Selfridges, Primark, and Sainsbury's (Doctoral dissertation, University of Science & Technology).
• Al-Ababneh, M.M., 2020. Linking ontology, epistemology and research methodology. Science & Philosophy. 8(1). pp.75-91.
• Amankwah-Amoah, J. and Osabutey, E.L., 2023. And opportunities in the global marketplace: Learning from developed-country multinationals' failures. International Studies of Management & Organization, 50 (1). pp. 43-56. ISSN 0020-8825.
• Antunes, H.D.J.G. and Pinheiro, P.G., 2020. Linking knowledge management, organizational learning and memory. Journal of Innovation & Knowledge, 5(2), pp.140-149.
• Aruldoss, A., Berube Kowalski, K., Travis, M.L. and Parayitam, S., 2022. The relationship between work–life balance and job satisfaction: Moderating role of training and development and work environment. Journal of Advances in Management Research. 19(2). pp.240-271.
• Azimxo‘jayevich, I.I.J., 2022. Training of Personnel in the Field of Physical Education and Sports. Eurasian Journal of Learning and Academic Teaching. 15. pp.156-160.
• Bilderback, S.L. and Miller, G.J., 2023. Importance of employee development programs in business. Journal of Management Development, 42(4), pp.327-336.
• Budianto, A., 2020. Legal research methodology reposition in research on social science. International Journal of Criminology and Sociology. 9(1). pp.1339-1346.
• Cascio, W.F., 2019. Training trends: Macro, micro, and policy issues. Human Resource Management Review. 29(2). pp.284-297.
• Chahar, B., Hatwal, V. and Sen, S., 2019. Employees training and its impact on learning and creativity: Moderating effect of organizational climate. Problems and Perspectives in Management. 17(2). p.430.
• Cuthbert, M., and et. al., 2021. Effects of variations in resistance training frequency on strength development in well-trained populations and implications for in-season athlete training: a systematic review and meta-analysis. Sports Medicine. 51. pp.1967-1982.
• Darling-Hammond, L., Flook, L., Cook-Harvey, C., Barron, B. and Osher, D., 2020. Implications for educational practice of the science of learning and development. Applied developmental science, 24(2), pp.97-140.
• Dodds, S. and Hess, A.C., 2020. Adapting research methodology during COVID-19: lessons for transformative service research. Journal of Service Management. 32(2). pp.203-217.
• Dzwigol, H., 2022. Research methodology in management science: Triangulation. Virtual Economics. 5(1). pp.78-93.
• ElKaleh, E., 2019. Leadership curricula in UAE business and education management programmes: A Habermasian analysis within an Islamic context. International Journal of Educational Management, 33(6), pp.1118-1147.
• Fallucchi, F., Coladangelo, M., Giuliano, R. and William De Luca, E., 2020. Predicting employee attrition using machine learning techniques. Computers, 9(4), p.86.
• Galvão, A., Marques, C. and Ferreira, J.J., 2020. The role of entrepreneurship education and training programmes in advancing entrepreneurial skills and new ventures. European Journal of Training and Development. 44(6/7). pp.595-614.
• Gegenfurtner, A., Knogler, M. and Schwab, S., 2020. Transfer interest: measuring interest in training content and interest in training transfer. Human Resource Development International. 23(2). pp.146-167.
• Georgiou, K., Nikolaou, I. and Turban, D.B., 2021. The impact of a training intervention developing psychological capital on job search success. Journal of Career Development. 48(4). pp.369-384.
• Gill, C.H.D. and Berezina, E., 2021. School performance in three South East Asian countries: lessons in leadership, decision-making and training. European Journal of Training and Development. 45(2/3). pp.136-148.
• Gosling, T., 2023. Lessons for ESG activists: The case of Sainsbury's and the living wage. Journal of Applied Corporate Finance.
• Hendri, M.I., 2019. The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance. International Journal of Productivity and Performance Management, 68(7), pp.1208-1234.
• Indioma, M., 2023. Influence of Skills Impartation on Effectiveness of Employee Working From Home. Journal of Human Resource and Leadership, 8(2), pp.1-10.
• Kaizer, B.M., Silva, C.E.S., de Pavia, A.P. and Zerbini, T., 2020. E-learning training in work corporations: a review on instructional planning. European Journal of Training and Development. 44(6/7). pp.615-636.
• Karim, M.M., Choudhury, M.M. and Latif, W.B., 2019. The impact of training and development on employees' performance: an analysis of quantitative data. Noble International Journal of Business and Management Research, 3(2), pp.25-33.
• Khan, A., and et.al., 2020. Design and development of a digital program for training non-specialist health workers to deliver an evidence-based psychological treatment for depression in primary care in India. Journal of technology in behavioral science. 5. pp.402-415.
• Kurdi, B., Alshurideh, M. and Alnaser, A., 2020. The impact of employee satisfaction on customer satisfaction: Theoretical and empirical underpinning. Management Science Letters, 10(15), pp.3561-3570.
• Linnenluecke, M.K., Marrone, M. and Singh, A.K., 2020. Conducting systematic literature reviews and bibliometric analyses. Australian Journal of Management, 45(2), pp.175-194.
• Lynch, M., Kamovich, U., Longva, K.K. and Steinert, M., 2021. Combining technology and entrepreneurial education through design thinking: Students' reflections on the learning process. Technological Forecasting and Social Change, 164, p.119689.
• Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training and development practices. Journal of Management Development. 38(8). pp.651-663.
• Mao, J. and Yang, S., 2023. Labor Substitution or Employment Creation: Does Digital Transformation Affect the Labor Demand of Enterprises?. Journal of the Knowledge Economy, pp.1-22.
• Miško, D., Vagaš, M., Birknerová, Z., Tej, J. and Benková, E., 2021. Organizational Commitment of Human Resources in the Context of Leadership Styles in the Organization. TEM Journal, 10(3).
• Nelson, D.M., Joswiak, M.E. and Brake, K.A., 2019. “Just in time” training for novice preceptors. Journal for Nurses in Professional Development. 35(4). pp.228-231.
• Newman, M. and Gough, D., 2020. Systematic reviews in educational research: Methodology, perspectives and application. Systematic reviews in educational research: Methodology, perspectives and application, pp.3-22.
• Niati, D.R., Siregar, Z.M.E. and Prayoga, Y., 2021. The effect of training on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences. 4(2). pp.2385-2393.
• Numonjonov, S.U., 2020. Innovative methods of professional training. ISJ Theoretical & Applied Science. 1(81). pp.747-750.
• Pande, M. and Bharathi, S.V., 2020. Theoretical foundations of design thinking–A constructivism learning approach to design thinking. Thinking Skills and Creativity, 36, p.100637.
• Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center.
• Patel, M. and Patel, N., 2019. Exploring research methodology. International Journal of Research and Review. 6(3). pp.48-55.
• Piwowar-Sulej, K., 2021. Human resources development as an element of sustainable HRM–with the focus on production engineers. Journal of cleaner production, 278, p.124008.
• Rahayu, M., Rasid, F. and Tannady, H., 2019. The effect of career training and development on job satisfaction and its implications for the organizational commitment of regional secretariat (SETDA) employees of Jambi provincial government. International Review of Management and Marketing. 9(1). p.79.
• Rogel, A. and et. al., 2020. The impact of neurofeedback training on children with developmental trauma: A randomized controlled study. Psychological Trauma: Theory, Research, Practice, and Policy. 12(8). p.918.
• Sainsbury, D., 2020. Toward a dynamic capability theory of economic growth. Industrial and Corporate Change, 29(4), pp.1047-1065.
• Shepherd, D.A. and Gruber, M., 2021. The lean startup framework: Closing the academic–practitioner divide. Entrepreneurship Theory and Practice, 45(5), pp.967-998.
• Sjödin, D., Parida, V., Jovanovic, M. and Visnjic, I., 2020. Value creation and value capture alignment in business model innovation: A process view on outcome?based business models. Journal of Product Innovation Management, 37(2), pp.158-183.
• Slavkovi?, A. and Slavkovi?, V., 2019. The importance of training in contemporary organizations. Hotel and Tourism Management. 7(2). pp.115-125.
• Snyder, H., 2019. Literature review as a research methodology: An overview and guidelines. Journal of business research. 104. pp.333-339.
• Sofyan, D. and Budiman, I.A., 2022. Basketball jump shot technique design for high school athletes: Training method development. Journal Sport Area. 7(1). pp.47-58.
• Souto, J.E. and Rodriguez-Lopez, A., 2021. Entrepreneurial learning in an experiential and competences training context: A business plan in Bachelor thesis. The International Journal of Management Education, 19(3), p.100513.
• Stachová, K., Papula, J., Stacho, Z. and Kohnová, L., 2019. External partnerships in employee education and development as the key to facing industry 4.0 challenges. Sustainability, 11(2), p.345.
• Sugiarti, E., 2023. The Influence of Training, Work Environment and Career Development on Work Motivation That Has an Impact on Employee Performance at PT. Suryamas Elsindo Primatama In West Jakarta. International Journal of Artificial Intelligence Research. 6(1.2).
• Trihapsari, C., Mujahidah, F. and Humairoh, N., 2021. Enhancement of the Quality of Human Resources Through Training and Development Programs in Schools. Al-Tanzim: Jurnal Manajemen Pendidikan Islam. 5(2). pp.145-153.
• Ungar, M. ed., 2021. Multisystemic resilience: Adaptation and transformation in contexts of change. Oxford University Press.
• Xie, X., Zhu, Q. and Qi, G., 2020. How can green training promote employee career growth?. Journal of cleaner production, 259, p.120818.
• Yurchenko, A., and et. al., 2021, September. Improvement of teacher qualification in the field of computer animation: Training or master class?. In 2021 44th International Convention on Information, Communication and Electronic Technology (MIPRO) (pp. 631-635). IEEE.
• Zawacki-Richter, O., and et.al., 2020. Systematic reviews in educational research: Methodology, perspectives and application (p. 161). Springer Nature.

Online:

• Emily Hodgeson-Soule, 2023, Three methods of employee development for professional growth[Online source] Available through <https://cmoe.com/blog/three-methods-of-employee-development-training-coaching-and- mentoring/>
• Employee training method, 2022. [Online] Available through:
  https://www.learnworlds.com/training-methods/
• J Sainsbury Plc Company Profile. 2023. [Online] Available through: <https://www.globaldata.com/company-profile/j-sainsbury-plc/>
• Training & development method used by Sainsbury, 2022. [Online] Available through: <https://www.about.sainsburys.co.uk/news/latest-news/2014/24-03-2014>