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 1960s 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 1970s 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 1980s and in early 1990s 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 Sainsburys 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 20th 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 thats 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 Sainsburys 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 Sainsburys 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 Sainsburys 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 Sainsburys This below is a quote from Sainsburys 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 Sainsburys. 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 Sainsburys. 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 Sainsburys 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. Sainsburys 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 Sainsburys has a market share of 14.8% of the 123bn UK grocery market. Sainsburys has a strong commitment to developing the skills of its people. So much so, that Justin King, Sainsburys CEO, recently stated: Learning never stops at Sainsburys 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.

Focus soft skills through training programme

90 80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree

Focus soft skills through training programme

Table 1 Sainsburys 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 its open to all, irrespective of age or eligibility for funding, states Gary Tovey, qualifications and skills manager at Sainsburys. The organization focuses on the employees 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.

All training methods are helpful

70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree 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. Sainsburys 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 dont discriminate against them in terms of their pay; its well over the national minimum wage. It also compares favourably with the average weeks pay for apprentices of around 200 a week. Offering a higher rate of pay makes Sainsburys 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. Sainsburys 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

Training programme through partnership with NES

90 80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree

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

Partenership Benefits
80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree 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

Training aids personal development

80 60 40 20 0 agree disagree neither agree nor disgree 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. Sainsburys 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

Need for partnership training

100 90 80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree

Need for partnership training

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 NVQs in different levels. By working with the NES, Sainsburys 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}

Impact of training in fostering the job

90 80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree Impact of training in fostering 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

Monitoring training has better impacts

100 80 60 40 20 0 agree disagree neither agree nor disgree 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. Sainsburys 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

Training has positive impact

90 80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree 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. Sainsburys 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

Need for NVQ's

80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree Need for NVQ's

Table 10 The employees in the organization also show more interest in getting NVQs. 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 NVQs. But there were considerable amount of people not agreeing or neither agreeing the need of NVQs. Similarly same number of people were opposing that NVQs 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}

Performance continuos improvement

120 100 80 60 40 20 0 agree disagree neither agree nor disagree 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.

Need for graduate training programme

70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree 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

Employee retention through training programme

80 70 60 50 40 30 20 10 0 agree disagree neither agree nor disgree

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 Sainsburys. 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. b. c. Agree Not agree Neither agree nor disagree

2. All the methods of training has been more helpful a. Agree

b. c.

Not agree Neither agree nor disagree

3. Only few methods of the training has been helpful a. b. c. Agree Not agree Neither agree nor disagree

4. Does the training has any underpinning for the personal development a. b. c. Agree Not agree Neither agree nor disagree

5. Training helps in increasing the performance of the work a. b. c. Agree Not agree Neither agree nor disagree

6. Training contributed to increasing the productivity of the organization a. b. c. Agree Not agree Neither agree nor disagree

7. Without training it would be difficult to maintain the performance of individual a. b. c. Agree Not agree Neither agree nor disagree

8. Requires special training is required to fine tune the performance a. b. c. Agree Not agree Neither agree nor disagree

9. Training helps in retention of employees in the organization a. b. c. Agree Not agree Neither agree nor disagree

10. Partnership training with NES is more effective in the organization a. b. c. Agree Not agree Neither agree nor disagree

11. Organization need to continue its partnership with NES for training a. b. c. Agree Not agree Neither agree nor disagree

12. NVQs are required and significant for the development of employees a. b. c. Agree Not agree Neither agree nor disagree

13. Graduate training programme is required to maintain or increase the skill level of the organization a. b. c. Agree Not agree Neither agree nor disagree

14. What are the areas training should be more focused a. b. c. Hard skills Soft skills Both

15. Employee requires more focus in soft skills training for their career development a. b. c. Agree Not agree Neither agree nor disagree

16. Employee requires more focus on soft skills for increasing the performance a. b. c. Agree Not agree Neither agree nor disagree

17. Training helps to build relation between the employee and organization a. b. c. Agree Not agree Neither agree nor disagree

18. When training is monitored would have better impact a. b. c. Agree Not agree Neither agree nor disagree

19. Training helps organization to stay focus on continuous improvement a. b. c. Agree Not agree 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?