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A dissertation submitted in partial fulfilment of the requirements of London Metropolitan University for the degree of Master of Arts (Human Resource Management)

LONDON METROPOLITAN UNIVERSITY

MONTH/YEAR

STAFF DEVELOPMENT & TRAINING ITS LINK WITH RETENTION LEVEL IN ORGANISATION

Acknowledgements

I would like to express my gratitude to my supervisor __________ as well as my profession for consistent guidance during the course of my research. Further, I am also grateful to my family for the consistent support provided during the execution of the research work. I am grateful to the participants taking part and sharing valuable insights regarding the topic.

Declaration

I confirm that this management report is my own work and does not contain work that is either unacknowledged or plagiarised. Data and works of other authors that have been used in the research work are appropriately referenced in the text with a full reference list available at the end of the report. The research work has further acknowledged the additional sources of the information used in the study. I further grant consent for my research work to be used as a reference for future investigation

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Abstract

Introduction: Employee retention has been one of the most important aspects related to the completion of the business operations on behalf of the organisations in the international market.

Literature review: The use of training and development programmes assists the enterprise in witnessing proper growth of the employee contribution towards the business operations of the organisation. Moreover, challenges related to the employee retention policy like language barrier and communication problems have been discussed in detail through the current research work.

Methodology: Moreover, the research has further involved the use of primary qualitative research method for carrying out a detailed analysis regarding the current research work.

Data Analysis: The chapter has aided in acquiring viable information regarding the concerned topic through viable insights achieved from the interviews carried out of 6 HR executives

Findings and Discussion: The chapter focuses on the discussion regarding the topic with the help of the aims and objectives related to the research work.

Conclusion & Recommendation: The chapter focuses on the provision of of overall conclusion and recommendation for future investigation

Abbreviation

Word Description

HRM Human Resource Management

T&D Training and Development

DPA Data Protection Act

SET Social Exchange Theory

Table of Contents

TOC o "1-3" h z u 1.Introduction PAGEREF _Toc140860019 h 101.1Background of the Study PAGEREF _Toc140860020 h 101.2Research Problem PAGEREF _Toc140860021 h 111.3Research Rationale PAGEREF _Toc140860022 h 121.4Research Aim and Objectives PAGEREF _Toc140860023 h 131.5Research Question PAGEREF _Toc140860024 h 141.6Structure of the Dissertation PAGEREF _Toc140860025 h 142.Literature review PAGEREF _Toc140860026 h 12.1 Introduction PAGEREF _Toc140860027 h 12.2 Overview of Staff Development and Training PAGEREF _Toc140860028 h 12.3 Overview of the factors impacting employee retention PAGEREF _Toc140860029 h 22.4 Evaluation of the role of staff training on employee retention PAGEREF _Toc140860030 h 42.5 Importance of staff retention for improved organisational performance PAGEREF _Toc140860031 h 52.6 Identification of the challenges of staff training and development PAGEREF _Toc140860032 h 62.7 Analysis of the mitigation strategies of organisations for the identified challenges PAGEREF _Toc140860033 h 72.8 Theoretical Underpinning PAGEREF _Toc140860034 h 82.9 Literature Gap PAGEREF _Toc140860035 h 92.10 Summary PAGEREF _Toc140860036 h 93.Research Methodology PAGEREF _Toc140860037 h 103.1 Introduction PAGEREF _Toc140860038 h 103.2 Research Philosophy PAGEREF _Toc140860039 h 113.3 Research Approach PAGEREF _Toc140860040 h 113.4 Research Strategy PAGEREF _Toc140860041 h 123.5 Research Design PAGEREF _Toc140860042 h 133.6 Research Choice PAGEREF _Toc140860043 h 143.7 Data Collection Method PAGEREF _Toc140860044 h 153.8 Data Analysis Technique PAGEREF _Toc140860045 h 163.9 Sampling Technique PAGEREF _Toc140860046 h 173.10 Time Horizon PAGEREF _Toc140860047 h 183.11 Ethical Consideration PAGEREF _Toc140860048 h 183.12 Summary PAGEREF _Toc140860049 h 194.Data Analysis and Findings PAGEREF _Toc140860050 h 204.1 Introduction PAGEREF _Toc140860051 h 204.2 Primary Qualitative Analysis PAGEREF _Toc140860052 h 204.3 Findings PAGEREF _Toc140860053 h 254.4 Summary PAGEREF _Toc140860054 h 275.Discussion PAGEREF _Toc140860055 h 295.1 Introduction PAGEREF _Toc140860056 h 295.2 Significance of training process towards employee retention in organisations PAGEREF _Toc140860057 h 295.3 Identification of approaches adopted by HRM for implementation of staff development and training programme PAGEREF _Toc140860058 h 295.4 Relationship between employee retention and staff development programme PAGEREF _Toc140860059 h 305.5 Challenges for the organisation related to the implementation of training and development programmes PAGEREF _Toc140860060 h 315.6 Mitigation Strategies for overcoming challenges related to training and development programmes PAGEREF _Toc140860061 h 325.7 Summary PAGEREF _Toc140860062 h 336.Conclusion and Recommendations PAGEREF _Toc140860063 h 346.1 Conclusion PAGEREF _Toc140860064 h 346.2 Limitations of the Study PAGEREF _Toc140860065 h 346.3 Recommendations PAGEREF _Toc140860066 h 356.4 Future Scope of the Study PAGEREF _Toc140860067 h 36References PAGEREF _Toc140860068 h 37Bibliography PAGEREF _Toc140860069 h 44Appendices PAGEREF _Toc140860070 h 46Appendix 1: Interview Transcript PAGEREF _Toc140860071 h 46Appendix 2: Challenges encountered as a result of digitalisation in global organisations in 2020 PAGEREF _Toc140860072 h 51Appendix 3: Market size of global digital language learning industry PAGEREF _Toc140860073 h 52Appendix 4: Operational excellence through AI PAGEREF _Toc140860074 h 53Appendix 5: Factors impacting employee retention PAGEREF _Toc140860075 h 54Reflective statement PAGEREF _Toc140860076 h 55

List of Figures

TOC f F h z t "Heading 4" c Figure 1: Average expenditure for employee training globally (2008-2021) PAGEREF _Toc140860886 h 10Figure 2: Effectiveness of training in an organisation PAGEREF _Toc140860887 h 2Figure 3: Number of employees of GSK from 2011 to 2022 PAGEREF _Toc140860888 h 3Figure 4: Role of Training PAGEREF _Toc140860889 h 4Figure 5: Impact of job retention on continuous growth of an organisation PAGEREF _Toc140860890 h 5Figure 6: Challenges of staff training and development PAGEREF _Toc140860891 h 7Figure 7: Social Exchange Theory PAGEREF _Toc140860892 h 9Figure 8: Saunders Research Onion PAGEREF _Toc140860893 h 10Figure 9: Research Philosophy PAGEREF _Toc140860894 h 11Figure 10: Research Approach PAGEREF _Toc140860895 h 12Figure 11: Research Strategy PAGEREF _Toc140860896 h 13Figure 12: Research Design PAGEREF _Toc140860897 h 14Figure 13: Research Choice PAGEREF _Toc140860898 h 15Figure 14: Data Collection Method PAGEREF _Toc140860899 h 16Figure 15: Data Analysis Technique PAGEREF _Toc140860900 h 17Figure 16: Sampling Technique PAGEREF _Toc140860901 h 18Figure 17: Obstacle encountered as a result of digitalisation in global organisations in 2020 PAGEREF _Toc140860902 h 51Figure 18: Market size of global digital language learning industry (2015-2025) PAGEREF _Toc140860903 h 52Figure 19: Operational excellence in the organisations through AI PAGEREF _Toc140860904 h 53Figure 20: Factors impacting employee retention PAGEREF _Toc140860905 h 54

List of Tables

TOC f T h z t "Heading 5" c Table 1: Dissertation Structure PAGEREF _Toc140860912 h 15

IntroductionBackground of the StudyIn the present competitive business environment, organisations recognise the critical importance of attracting and retaining talented employees. High employee turnover can be detrimental to the success of an organisation, leading to increased recruitment costs, loss of institutional knowledge and many other issues (Suraihi et al., 2021). As a result, staff development and training programs have gained significant attention as a means to enhance employee retention labels in organisations.

Figure 1: Average expenditure for employee training globally (2008-2021)(Source: Statista, 2023)

Effective training and development programs play a pivotal role in boosting employees satisfaction and engagement. Employees are more likely to stay loyal and committed if they feel that their skills are being honed and that they are receiving opportunities for personal as well as professional growth within the organisation (Oluwaseun, 2020). These programs also foster a positive work culture, which further aids employee retention. Human Resource Management (HRM) departments in organisations conduct thorough analysis of the skill gaps and employee development needs in order to design targeted training programs. Employees in organisations receive practical training while performing their regular job tasks, allowing them to learn and apply new skills immediately. Structured workshops, seminars and courses are organised by the organisations to impart specific knowledge and expertise.

Training and development programs create a sense of investment in employees, making them feel valued by the organisation (Truitt, 2011). As employees acquire new skills and grow professionally, they become more confident in their abilities and are more likely to see a long-term future within the company. Moreover, continuous learning and skill improvement contribute to employee job satisfaction and motivation, leading to higher retention rates. Developing and implementing training programs require financial and time investments, which can be a challenge for some organisations, especially smaller ones. Some employees may resist participating in training, perceiving it as an additional burden or fearing technological advancements might make their skills obsolete (Othayman et al., 2020). Mitigation strategies can include seeking external funding or grants for training initiatives, exploring cost-effective e-learning platforms and collaborating with industry partners for shared training resources. Employing pre and post training assessments, conducting follow-up surveys help in evaluating the impact of training programs on employee retention and overall organisational success (Cocerhan and Bradley, 2019). Investing in employee growth can help organisations foster a culture of learning, engagement and commitment, which translates into a more stable and productive workforce. However, to successfully implement training and development programs, organisations should address challenges and design initiatives that align with their unique business needs and employee preferences.

Research ProblemEmployee retention is a critical challenge faced by organisations in the present dynamic and competitive business environment. High employee turnover poses various issues that can hamper overall organisational success. In order to address the issues, organisations recognise the importance of staff development and training programs as a means to enhance employee retention. Previous studies have focused majorly on the importance of training and development programs for employees within organisations (Truitt, 2011). However, the relationship between staff development, training initiatives and their impact on employee retention remains an area that requires comprehensive exploration. The research endeavours to examine the correlation between staff development and training programs and their implications on employee retention levels within organisations.

The primary problem addressed in this research is the lack of a comprehensive understanding of the ways staff development and training programs influence employee retention levels within organisations. While the importance of training and development in fostering employee growth and enhancement is widely recognised, the extent to which these initiatives contribute to improved employee retention remains unclear. A deeper examination of this connection is essential to design effective strategies that maximise employee retention and sustain a competitive advantage in the talent market. Some of the key aspects that the research aims to investigate in order to address the problem are as follows.

Understanding the ways staff development and training initiatives impact employee satisfaction, motivation and commitment is crucial. The research seeks to uncover ways to enhance employee engagement and retention by exploring the influence of these programs on the perceptions of the employees about job satisfaction and their willingness to remain with the organisation. The research aims to shed light on the role of training in fostering a loyal and committed workforce by determining the link between these programs and the level of employee retention.

This research aims to contribute valuable insights to the field of organisational management and human resources by comprehensively investigating the correlation between these two aspects of the study. The findings can empower organisations to design targeted and impactful training initiatives that not only enhance employee skills but also foster a culture of continuous learning, employee growth and increased retention rate, ultimately contributing to their long-term success in the competitive business landscape.

Research RationaleThe proposed research on the correlation between staff development and training programs and employee retention is of utmost significance due to the pressing challenges organisations face in retaining talented and skilled employees in the present competitive business landscape. Understanding the impact of these initiatives on the retention level is crucial for organisations seeking to maintain a stable and engaged workforce. While existing literature acknowledges the importance of the development and training initiatives for employee retention, a comprehensive understanding of the relationship between the two is still limited. Previous studies have often focused on the benefits of training and its effects on employee performance and job satisfaction (Assen, 2020). Previous studies have also highlighted the significance of investing in employee training and development (Bharadwaj, 2023).

The specific influence on employee retention remains relatively unexplored in the previous studies. This research seeks to bridge this knowledge gap and provide valuable insights for organisational decision-makers. Along with that, the practical implications of the ways organisations can design and implement training programs to improve retention rates require further exploration. This research aims to provide actionable recommendations for organisations to develop targeted training initiatives that align with employee needs and contribute to increased retention. Prior research often lacks a detailed examination of the influence of training initiatives on employee retention across various industries. Different industries and organisational contexts may require unique approaches to staff development and training. This research aims to address this limitation and provide insights that can be customised to suit diverse organisational settings.

This research is vital in addressing the gaps in existing literature and offering valuable insights into the relationship between staff development, training and employee retention. The research aims to contribute to the development of effective strategies that enhance employee retention and foster a positive work culture by providing practical implications for organisational leaders and HR professionals.

Research Aim and ObjectivesAim:

The aim of the research is as follows:

To assess the impact of staff development and training on the employee retention level of organisations.

Objectives:

The research objectives are as follows:

To evaluate the significance of staff development and training for enhancing employee retention in organisations.

To understand various approaches employed by organisational HRM practices for implementing staff development and training programs.

To develop a clear connection between the employee retention level and staff development and training programs in organisations.

To recognise the challenges faced by organisations while implementing training and development programs to retain employees.

To recommend mitigation strategies to resolve the issues faced by the organisations while incorporating training and development programs for employees.

Research QuestionThe research questions are as follows:

1. What is the significance of staff development and training in enhancing employee retention in organisations?

2. What are the various approaches organisational HRM practices employ to implement staff development and training programs?

3. How is the employee retention level and staff development and training programs in organisations related?

4. What are the challenges that organisations face while implementing training and development programs to retain employees?

5. What are the mitigation strategies that can resolve the issues faced by the organisations while incorporating training and development programs for employees?

Structure of the DissertationName of the Chapters Description

Chapter 1: Introduction This chapter provides an overview of the research topic, the link between staff development and training with retention levels in organisations, and outlines the research aim and objectives, significance and scope of the study.

Chapter 2: Literature Review This chapter reviews existing literature and theories related to staff development, training and employee retention, establishing a theoretical framework for the research.

Chapter 3: Methodology The methodology chapter explains the research design, data collection methods and data analysis techniques employed to investigate the relationship between staff development, training and employee retention.

Chapter 4: Data Analysis and Findings This chapter presents the analysed data from interviews, revealing insights into the ways training and development programs impact employee retention in organisations.

Chapter 5: Discussion In this chapter, the data findings are interpreted and discussed in the context of the literature reviewed, highlighting key themes and implications for organisational practices.

Chapter 6: Conclusion and Recommendations The final chapter summarises the research findings, restates the significance of the study and proposes actionable recommendations for organisations to enhance staff development and training programs for improved employee retention.

Table 1: Dissertation StructureLiterature review2.1 IntroductionIn this chapter of the study, different academic papers, journal articles, books, and reports are used for better understanding of the topic. This chapter helps the readers to have a clear idea and knowledge about the research topic, and the variables of it. Here the topic of the research is staff development and training and the way it impacts on employee retention of an organisation. Here, previous research works are reviewed thoroughly to provide a detailed understanding of the importance and impact of staff training for retention of employees. The study has highlighted the challenges associated with it, and the mitigation strategies that are required to be taken.

2.2 Overview of Staff Development and TrainingEmployee training and development (T&D) is crucial for an organisation in order to improve effectiveness as well as performance. As per the study conducted by Oluwaseun (2020), development and training is considered as an important activity that significantly increases the overall performance of the employees within an organisation. Moreover, T&D is a building block which enhances the success and growth of an organisation. Training and development are the key processes of investing in people in order to equip the employees to perform well and to be more productive at the workplace.

Figure 2: Effectiveness of training in an organisation(Source: Huang, 2019)

According to the understanding of Huang (2019), in the workplaces learning generally occurs through training and development programs, and the key learnings enable the employees to meet the challenges that the organisation faces from its external and internal environment. Training has lots of importance such as improving the efficiency of the employees, motivating them to be more active, increasing the skills and knowledge of the employees and more (Refers to Figure 2).

2.3 Overview of the factors impacting employee retentionEmployee retention is one of the most important elements behind the delivery of products with optimum quality for the organisation. In the views of Cropanzano et al. (2017), factors affecting employee retention include the provision of proper employment appraisal, proper work-life balance, better working conditions and training & development facilities.

Figure 3: Number of employees of GSK from 2011 to 2022(Source: Statista, 2022)

For instance, companies like GSK have provided its employees with higher and competitive pay along with a lucrative bonus for producing optimum performance for the organisation (GSK, 2022). Therefore, it is stated that GSK has been prudent in meeting the requirements of its employees and thus, ensuring the fact that it has a motivated workforce in its armoury. However, in recent years GSK has witnessed a decline in the number of employees worldwide owing to layoffs carried out in the organisation (Statista, 2022). The company shut down its consumer trade channel in its business units carried out in developing countries like India that further had a negative impact on the employment of over 150 workers of the company (Times of India, 2022). Therefore, even though GSK has been prudent in meeting the requirements of its staff, the recent developments have hampered the goodwill of the organisation significantly. Xue et al. (2022), mentioned that, work stress, psychological risks, role conflicts are some factors that influence employee retention [Refers to Appendix 5].

As per the reports of AstraZeneca (2022), on the other hand, employees of companies like AstraZeneca have been provided with benefits like provision of health insurance. AstraZeneca also offers shares of the organisation without the deduction of tax, which helps the enterprise to enhance the financial status of its employees. Moreover, the staffs of AstraZeneca also get relocation from the organisation that further aids the company in acquiring a motivated workforce in its business operations. Hence, employee retention has been one of the major focuses of the organisations.

2.4 Evaluation of the role of staff training on employee retentionSkilled and trained employees are key to a successful and productive workforce in an organisation. According to Bharadwaj (2023), staff training plays a pivotal role in creating validation amongst the employees, which are key to confidence and belongingness amongst them. Training the staff encourages the employees to learn new things, improve their efficiency; as a result they can feel more associated with the company. The feeling of belongingness or believing to be an integral part of the company keeps the employees away from quitting the office (Bharadwaj, 2023).

Figure 4: Role of TrainingSupporting the findings, Liu (2020), in a report has identified that the top companies of the world with high retention, are directly or indirectly maintaining their position because of the staff training and development scope provided by the company. DuPont has strong leadership, and the company not only has strong leadership but also a Leadership foundation program along with other training programs (DuPont, 2023). This particular program allows the employees to be trained to become better leaders, and provide the opportunity within the organisation as well. This highlights that staff training provides scope for employees to not only do better in their stipulated jobs, however, also gives the employees the hope that with the training improvement of their career is possible. This is another reason why employee retention is very high in DuPont, and only 20% of the employees want to leave the company.

On the contrary, Aleem and Bowra (2020), have suggested that employee training and retraining often create a feeling of loyalty amongst the employees as it is a better chance of growth of their professional domain. The companies which provide retraining for the weak employees, create a feeling of gratefulness and loyalty due to the investment approach of the company for the employees.

2.5 Importance of staff retention for improved organisational performanceFor an organisation, employee retention is a most important key of success as it facilitates the continuation of the long-term profits and return in business. As per the observation of Kurdi, Alshurideh and Afaishat (2020), employees are crucial and one of the most important resources for any organisation. Tesco, one of the leading retailers in the UK has arranged flexible working for the employees along with an opportunity for a healthy work-life balance. Moreover, Tesco has often arranged a wide range of fun activities outside of work, that allows the employees to successfully balance their work as well as their own needs (Tesco Plc, 2021).

Figure 5: Impact of job retention on continuous growth of an organisation(Source: Park et al., 2019)

In addition, as mentioned by Halim et al. (2020), attracting and attracting talent has long been regarded as one of the important keys to organisational performance and sustained success. Employee retention is especially important for the organisations as it significantly helps to ensure the success of the business operations. In order to improve employee retention strategies, lots of organisations have periodically increased income scales and other benefits such as leadership skills, good working environment, flexible working timing, the workload that the employees can bear and some others. For example, Unilever, one of the leading fast moving consumer goods companies, has also maintained employee retention strategies. The company provides employees the flexibility to enjoy a healthy, safe as well as high quality work-life balance (Unilever, 2023). Thus, it has been stated that employee retention has a significant importance for improving organisational performance.

2.6 Identification of the challenges of staff training and developmentEmployee training and development is one of the essential factors for an organisation to enhance productivity and achieve organisational goals. Organisations face several challenges while conducting training and development sessions for the employees. As per the observation of Othayman et al. (2020), employees require training and development at their workplace due to the lack of training programs and academic staff in the universities. Hence, the newly employed staffs have gaps in their knowledge and practical application of their theoretical knowledge. Another major challenge for the training is the language barrier in organisations. Communication is the important part for providing training and development to the staff. According to the study of Ramlan et al. (2018), language barriers affected communication negatively and led to a difficult situation for two-way communication. In continuation of that, language barrier is one of the common challenges at the time of working with expatriates. As an example, according to Cocerhan and Bradley (2019), the construction industry of the United Kingdom has a higher number of foreign workers with limited English knowledge leading to communication problems. Therefore, lack of realisation within an organisation about the language barriers often result in deterioration in overall performance. Moreover, according to the view of Mikoajczyk (2021), the forced transition from onsite training to online training session is not effective for the quality of the development process. As per the report of Thomas (2023), the training process is often done to cover up a typical largest business problem but misses the chances to provide a meaningful development process to the employees.

Figure 6: Challenges of staff training and developmentOn the contrary, as per the view of Vallo Hult and Bystrm (2021), digitalisation in the workplace requires a better understanding of the transformational learning process. In continuation of the study, the system is a part of a development rather than a full development. As reported by Taylor (2022), in 2020, the skill gap and cultural difference were faced by the organisations that have persuaded digitalisation, as a result of digital transformation [Refers to Appendix 2]. Hence, to ensure the training and development of staff, the organisation needs to change the system by understanding the impact of digitalisation.

2.7 Analysis of the mitigation strategies of organisations for the identified challengesIn order to overcome the aforementioned issues that are faced by the organisations regarding staff training and programs, the companies need to develop some mitigation strategies. As per the observation of Assen (2020), proper training sessions arrangement is crucial for mitigating the lack of training programmes from the organisations. Thus, the companies significantly require developing training programmes and sessions for the employees. On the other hand, as per the understanding of Squires (2018), in order to resolve language barriers from the organisations, the companies are highly required to create language training sessions for the employees, thus, the employees communicate properly with others. As reported by Statista (2022a), it has been projected that digital English language learning would have a market size of 5.1 billion, globally by 2025 [Refers to Appendix 3]. For example, the construction industry of the UK used advanced technologies such as virtual and augmented reality and others to remove the language barriers from the workplace and the workers as well as managers communicate properly with one another (Cocerhan and Bradley, 2019) [Refers to Appendix 4].

On the other hand, Santos et al. (2021), has identified that the forced transition of offline training to online training often creates lower attentiveness amongst the employees which can be improved with gamification and simulation. As the online system of training is less attractive or engaging, employees feel bored, or do not get impacted by the same, involving games and simulation activities can mitigate the challenge. Gamification and social simulation often help the companies to catch the attention of the trainees, make them more involved, the process also becomes more engaging, entertaining and competitive. Additionally, Kulkarni et al. (2022), has identified that gamification based training and learning is gaining high popularity in both corporate activities, and academia. These training programs are objective driven, realistic, problem based, which provide a parallel experience to the real problems and thus, have a great impact and high engagement.

2.8 Theoretical UnderpinningAs per the views of Zoller and Muldoon (2019), the Social Exchange Theory (SET) helps to illustrate the behavioural interactions between two individuals and its impact on the personal conduct of the employees. Employee behaviour is one of the key aspects of the retention process followed by organisations and therefore, the company needs to meet up with the requirements of the staff efficiently.

Figure 7: Social Exchange Theory(Source: Cropanzano et al., 2017)

As per the views of Cropanzano et al. (2017), the occurrence of activities like bullying or emotional abuse have a negative impact on the working of employees in an organisation, that might lead to high turnover of workers. Therefore, companies need to protect the interest of the employees which further leads to effective retention of the workers.

2.9 Literature GapThe current study focuses on the importance of staff development and training for developing a better retention level in organisation. Although there was numerous information about the employee retention, the lack of information regarding the challenges of training and development has been overlooked. Moreover, there was limited information regarding the mitigation strategies for organisations that led to a literature gap within the study. Hence, to bridge the gap, information related to staff development and training, mitigation strategy and other important aspects related to human resource management would be included.

2.10 SummaryThe literature review has provided a detailed and concrete insight regarding the importance of employee retention for the progress of the organisation. The retention activities carried out by eminent organisations like GSK and AstraZeneca have been mentioned in the chapter. Moreover, the use of social exchange theory has also been carried out in order to gather knowledge regarding the impact of employee behaviour on the retention activities of the organisation.

Research Methodology3.1 IntroductionThe methodology of a research elaborately describes the method, techniques and tools utilised by the study to collect data in order to interpret the information. As per the understanding of Sileyew (2019), research methodology is the path through which an investigator conducts the research. In respect to the current research the application of primary qualitative research strategy has been made to collect data and the other methodology has been selected based on the partial research strategy. In addition, all the methodology has been selected and utilised from the Research Onion that was proposed by Saunders (Refers to Figure 8).

Figure 8: Saunders Research Onion(Source: Melnikovas, 2018)

3.2 Research PhilosophyIn order to conduct the current research the application of interpretivism research philosophy has been made to collect all the necessary information regarding the concerned study. As per the observation of Bonache and Festing (2020), interpretivism research philosophy significantly contributes in a research by analysing events in society based and by nature it prompts the value of the qualitative data for gaining knowledge in a particular matter. In the current research the utilisation of the mentioned research philosophy has been proven beneficial as it helps to understand the several aspects of employees development and training in respect of employees retention from the organisations. Interpretivism research philosophy is a philosophical perspective and research methodology that studies social occurrences in light of the specific value of the community or culture in which they take place (Bonache and Festing, 2020). Thus, it has been stated that the application of interpretivism research philosophy has been appropriate for the current research study.

Figure 9: Research Philosophy3.3 Research ApproachThe application of an inductive research approach has been made for this concerned research. As per the study conducted by Kim (2021), in research the inductive research approach plays a role of culture anthropology, and works for driving general facts from the individual facts. Inductive research approach in study begins with specific observation as well as measure and then more to detecting themes and patterns of the data. In this respective research the application of the inductive research approach has been an appropriate choice as it significantly helps in the observation of the elements of training and development programs of the employees within an organisation. Similarly, it helps to measure the facts related to the current research study and the patterns of the collected data.

Figure 10: Research Approach3.4 Research StrategyPrimary qualitative research strategy has been applied within the current research study, in order to gather information from the primary sources that are more appropriate for this study. As mentioned by Aspers and Corte (2019), primary qualitative research strategy mainly focuses on the understanding of the research query as an idealistic or humanistic approach. In addition, primary qualitative research studies generally begin the work by recognising the position of data. Moreover, it involves an interpretive and naturalistic approach, that means the investigators have to study the things with a natural setting by applying the mentioned research strategy. In respect to the current research study, primary qualitative research strategy has been helped by understanding the nature of data in a realistic manner and allowing gathering information from the primary sources that is more reliable to a research.

Figure 11: Research Strategy3.5 Research DesignIn order to describe the gathered information regarding training and development of the employees the utilisation of narrative research design has been made. As per the observation of Wolgemuth and Agosto (2019), narrative research is a qualitative research methodology that analyses or describes information in a manner of story or more elaborately. Moreover, the aim of the mentioned research design is to explore and conceptualise the experience of humans about a particular matter as it is represented in textual form. Furthermore, narrative research design is defined as analysing and collecting data from people and describes their experiences and offers a narrative interpretation (Grysman and Lodi-Smith, 2019). In the current research study the application of narrative research design has been proven beneficial as it helps to understand the perceptions as well as experiences of the interview participants in a narrative or story manner. Moreover, the study of training and development in respect to employee retention in organisations helps to collect data and then use it to reflect on lived experiences of the people.

Figure 12: Research Design3.6 Research ChoiceIn order to carry out this specific study and get information on the effects and scope of staff development and training regarding the retention of employees in the organisation, a mono qualitative research choice has been chosen. As per the understanding of Strijker, Bosworth and Bouter (2020), the application of mono method research choice has been made in case the research is focused on either qualitative or quantitative data gathering process. Moreover, it has also come to light that the mono-method research methodology heavily relies on the application of a single technique to collect data for the study. In context with the current research study, mono qualitative research has been appropriate in terms of using one technique to gather information from the primary sources, so there is a low chance of any uncertain situation during the data collection process.

Figure 13: Research Choice3.7 Data Collection MethodSelecting an appropriate data collection method has been crucial for a study to increase its effectiveness and complete the research without any confusion and hazards. The current research study has utilised interview as a form of the primary qualitative research strategy to collect the necessary information to satisfy the objective of study. As stated by Paradis et al. (2016), data collection methods are important for a research study in order to know the way of collecting information and the process of explanation it can generate are determined by the methodology. In addition, data collection methods help by providing a systematic path to avoid diversion and collect the necessary information. For the Interview process, the existing study has created 10 open-ended questionnaires for the 6 Human Resources (HR) officers, to gain their descriptive insights [Refers to Appendix 1].

Figure 14: Data Collection Method3.8 Data Analysis TechniqueIn order to analyse the collected data the application of content analysis technique has been implemented in the current research. As per the viewpoint of Bengtsson (2016), the content analysis technique is more reliable in qualitative data analysis and allows reshaping the verbal and non-verbal interaction of data to effectively evaluate the data and also maintain its quality. Moreover, the implementation of content analysis has helped in interpretation and created categories based on the responses of the interview participants. Therefore, by implementing this content analysis technique the information gathered in the interview process with 6 HR officers on digital platforms such as LinkedIn, Facebook and Twitter has been effectively analysed in this study.

Figure 15: Data Analysis Technique3.9 Sampling TechniqueThe purposive sampling technique has been applied in this specific research in order to perform this study according to determined research objectives. As mentioned by Campbell et al. (2020), a group of non-profitability sampling techniques has been known as purposive sampling involved in choosing a unit for a sample based on their personal and professional qualities.

Inclusion Criteria

The study has included only those HR officers that have experience and enough knowledge over the responsibilities of the domain, especially in the department of employees retention and recruitment as the inclusion criteria.

Exclusion Criteria

The current research has excluded those HR officers that have newly joined in this field and have lesser knowledge in this domain of recruiting and retention strategies as the exclusion criteria.

Figure 16: Sampling Technique3.10 Time HorizonWith the help of a cross-sectional time horizon, this specific study has been carried out to find the influence of training and development programmes for the staff in terms of employee retention in the organisations. According to the understanding of Setia (2016), cross-sectional time horizons help studies to measure the exposures and outcomes for the study at the single time period. Additionally, cross-sectional studies are observational studies that evaluate collected data from the population at a single point of time.

3.11 Ethical ConsiderationIn order to handle the data and avoid third party involvement, the highlighted rules and provisions of the Data Protection Act of 2018 (DPA) have been taken into account (Government of the UK, 2018). In addition, confidentiality of all the data has been maintained by storing in cloud storage of the computer in an encrypted form under a strong password. Moreover, during the interview process no personal questions have been asked to the interviewees and all the collected data has been destroyed after using in the study.

3.12 Summary

Based on the overall discussion, it has been concluded that with the application of an interpretivism research philosophy and an inductive approach has been done. A thorough discussion of the staff development and training in respect of employee retention in the organisations has been done. Moreover, with the application of the appropriate methodologies the study has been able to get relevant results from the research. In addition, primary qualitative methods with the help of interviews have been found to be beneficial in terms of obtaining relevant information about the significance of training and development of the employees in regard to employee retention for lowering the turnover rate.

Data Analysis and Findings4.1 IntroductionThe fourth chapter of the study is data analysis and findings in which primary data is collected through interviews. Six HR personnel have been interviewed for the data analysis process, in which 10 questions have been asked. The questions were open-ended, and the answers have been analysed through qualitative methods. Core understanding of the way staff training and development impacts the employee retention of an organisation are provided through analysis of the responses of the 6 individuals. The questions and the responses of the HR participants are provided in Appendix, which have been analysed in detail in the below section [Refers to Appendix 1].

4.2 Primary Qualitative AnalysisQuestion 1: How many employees do you supervise?

Analysis:

Based on the responses given by the participants taking part in the interview process, it has been stated that employee requirements differ from one organisation to the other. The employees working in the organisation of the first participants are around 80 in number. The second participant has the services of 250 skilled and unskilled workers for carrying out efficient business activities for the enterprise. The third participant has around 50 employees working diligently for the organisation. The highest number of staff acquired is around 260 which has been achieved by the fourth participant taking part in the interview process. Hence, it is stated that all the participants taking part in the interview process have stressed upon the importance of having the availability of skilled as well as unskilled employees for the efficient production of the commodities that has been manufactured by the organisation.

Question 2: What is the employee productivity level at your workplace?

Analysis:

As per the responses provided by the participants taking part in the interview programme, it has been stated that the productivity level of the organisations differ from one another. Some of the participants stated that the productivity level in the company of the individual is quite high, which signifies the fact that the organisation has the services of highly skilled employees. There were participants stating that the productivity in the organisation is moderate, which signifies that the company needs more improvement in order to increase its business efficacies. Some stated that the productivity level is around 70% in the organisation, which signifies the fact that the enterprise has a perfect combination of skilled as well as unskilled employees. Therefore, as per the responses provided by the participants taking part in the concerned survey, it is stated that in order to improve the productivity level of the organisation, the participation of a workforce is highly essential.

Question 3: How do you measure employee productivity in your organisation? Could you give some examples.

Analysis:

As per the responses given by the six HR officials in the interview session it has been analysed that there are different parameters for judging the performance of the employees by the organisations. During the interview session, it was found out that some of the participants stated that companies use the time management tool in measuring the performance of the employees of the organisation. Some of the respondents stated that organisations also depend upon the monthly reports of its business activities in evaluating the performance of the workers working for the enterprise. Moreover, as per the responses provided in the interview session, it was also analysed that some of the organisations also use quarterly reviews in measuring up the performance of the employees working for the organisation. Therefore, as per the analysis of the responses provided by the participants of the interview process, evaluation of the performances of the employees has been intensely monitored by organisations.

Question 4: What kind of training and developmental programs do you provide to the employees? For eg- 3-4 types of training.

Analysis:

Based on the responses of six HR officials in the interview session it has been analysed that, the majority of them has emphasis on providing coaching and mentoring as the development program for the employees. The employees working under one organisation requires technology based training, on the job training to improve their productivity, as per one respondent. It has been also analysed that, there are different kinds of development programs provided within the organisations such as, orientation training, soft skill training, and uses of case study to explain real issues. Hence, it has been observed that, most of the organisation uses multiple training and development programs to improve employee productivity. It has been analysed that there are organisations that believe in providing only one type of training and development program to the employees. The fourth respondent specified that, being in the automobile industry, the employees get the opportunity to join OEM training. In addition to that, this training also helps the employees in enhancing their product knowledge. Moreover, proper training including behavioural factors, grooming with quarterly career counselling plays a significant role in the development of the employees in the organisation. Buddy system, on the job training, product training is also the types of training and development programs provided by the participants to their employees. Hence, it has been analysed that the majority of the participants focuses on various types of training and development programs for the employees rather than depending on only one type.

Question 5: How can employees training help solve workplace issues?

Analysis:

According to the responses of the interview participants it has been identified that the improvement of skills and reduction of issues would help the employees to work smoothly. Identification of the employees that are lacking in various areas regarding the job role would be effective for the training provider to arrange training and development programs. Therefore the entire process would eventually help in solving workplace issues. As per one participant training helps the employees to cover up their weaknesses and enhance the overall organisational productivity. It has been also analysed for the answers of the participants that collaboration or teaming up with experienced personnel would help the employees in gaining valuable knowledge about managing any workplace issue. According to one respondent, employees are the faces of organisations hence; having knowledge about the products helps them in attracting customers with their improved sales pitch. Therefore, this procedure helps the organisation to achieve a better turnover. On the other hand, as per the responses, effective training to the employees would be effective to solve their performance issues and build better knowledge and skills. Also, it has been analysed that increased engagement leads to enhanced productivity.

Question 6: What are the possible strategies to develop the training schedules for the employees to improve productivity?

Analysis:

Based upon the responses it has been found that the identification of the needs of the training is one of the important steps of strategies to develop the training schedule. Moreover, with the examination of staff performance, training plan, monitoring of performance the improvement of employee productivity can be done. Another possible strategy is hiring leaders for providing training, as per one respondent. Along with that, a survey conducting would be effective to identify the problem and design a module specific training. Also, it has been analysed that, using KPI sheets would be beneficial to identify the employee that needs training for improving productivity. In addition to that, the in-house trainers of the organisation promote awareness among the employees to take part in weekly interactive sessions with the trainers. On the basis of the responses of the interview, providing coaching, career development and mentoring along with hiring good leaders and conducting surveys are one of the potential strategies.

Question 7: What can be the best training design that may help employees to maximise productivity?

Analysis:

According to the responses of the interview, identification of training needs, evaluation of employee performance, planning of training, monitoring performance and feedback are the effective tools for maximising productivity. It has been analysed that, practice of development skill by the employees would enhance the productivity and maximise the organisational success. Also, it has been evaluated from the responses that face to face interaction is one of the effective tools and techniques for training. In addition to that, online training programs are also impactful for the employees that wish to learn from home. On job training, case study, webinars, and workshops are the best training designs as per one resplendent to enhance the productivity of employees. Development of soft skill and presentation are also preferred by the participants as a technique of training for the employees. Finally, it has been understood from the interview session that, majority of the HR officials prefer face to face training, webinar, workshop, presentation as the tool of training to help the employees in maximising productivity.

Question 8: How does technology adoption can help to enhance the effectiveness of employee training for improved productivity and skills?

Analysis:

From the interview of six HR officials it has been analysed that technologies are the part of development for increasing productivity and skills of the employees. According to one of the respondents, technologies help in tracking time, provide flexibility and enhance connectivity to the remote employees. It also simplifies daily tasks of the employees and creates a better environment for collaboration. In addition to that, technology adoption reduces issues of managing critical work with day to day normal tasks by saving time for employees. It has been also observed that, the respondents gave importance to the technological alignment to make work easy and provide fast solutions. Moreover, in the digitalisation era encouraging the employees to learn, join online workshops and utilisation of time have become essential. Online workshops help the employees in gaining knowledge on the upcoming product and updates of the organisation. As per one respondent it has been analysed that with the help of technology, the employees also get the handbooks and recording of training sessions to update their knowledge. According to one respondent, manual file retrieval, data entry and filing are replaced by using document management software. Also, as stated by another respondent, use of Artificial Intelligence (AI) is an essential technology that helps in management by time tracking and target tracking. Therefore, it has been analysed that technological invention plays a significant role in managing time, tracking targets, providing training to the remote workers, creating collaborative environments through online meeting session, online workshops.

Question 9: What can be the positive effects of employee training on organisational productivity?

Analysis:

On the basis of the interview it has been understood that employees that participate in staff training and development are more jovial towards their employers. In addition to that, the effectiveness of participation in staff training programs helps the employees in performing their job well and the positive performance enhances the reputation of the company. The positive effect of employee training can improve the employee engagement, retention and lead to a better organisational productivity. As per one respondent, the employees can learn about the work and business pattern of the organisation to understand and evaluate the process for their own betterment and increase organisational productivity. Also, it has been analysed that training is an essential tool to improve the product sales; hence, the increased product sale helps the company in achieving organisational goals. Moreover, according to another respondent, training plays an important role to enhance performance of employees and strengthen the commitment toward the company. Low employee retention, higher profit and establishment of balance in work life are the positive effects of employee training. Hence, it has been evaluated that, majority of the interviewees focuses on staff training for enhancement of organisational productivity. The analysis also emphasises the importance of obtaining training and development programs to get a better employee retention and positive behaviour towards the employers. Moreover, gaining knowledge on the working pattern of a company helps the employee in enhancing organisational profitability and success.

Question 10: How does on boarding training help in improving the technical skills of new employees?

Analysis:

Based on the responses of six HR officials in the interview session it has been analysed that on boarding training helps the new employees to improve their technical skills. The training of new employees helps in building strength, long term employment plan, and creating competitiveness within the newly appointed employees. On the other hand, as per one respondent, with the fundamental knowledge of new employees it would be easier to provide training and improve their skills. Hence it has been understood that basic knowledge on the job role of new employees are important to develop the technical skills by providing training. According to another respondent, providing training to the new candidate is expensive, hence, the selection of ambitious and diligent employees is important. In addition to that, after the selection, the candidates go through an on boarding process encompassing, induction, discussion on job roles, company expectation and the way to grow. As per respondents, it has been analysed that the on boarding training provides strength to the employees to stay loyal and build core competence. Therefore, it has been understood from the answers of the HR officials that, on boarding is significant for the eligible and ambitious candidate to improve their technical skill, create long term employment plan and competence.

4.3 FindingsFrom the above qualitative analysis of the interview questionnaire, that performance measuring process is not uniform for every participant. Monthly or weekly reports of the employee performance and activity are considered by some for measuring the employee productivity and performance. In most of the cases a time based review of performance is the key to measure the productivity performance of the employees. In the organisational domain, monitoring, tracking and understanding the productivity of the employees are crucial, and thus, it has been identified that each of the HR personnel use a certain method for measurement. The measurement techniques may not be the same; however, there is presence of some sort of technique for every company.

Only two individuals mentioned usage of the performance indicator as their measuring unit. Similarly, in case of mode or types of training, the six participants have mentioned different types of training based on the industry requirements. In some organisations, multiple training programs are provided for the employees, such as Soft skill training, mentoring and case study training, product and orientation training are also provided. OEM training, subject expert training, buddy system training are some training methods used by the participants in their organisations. Based on the organisational need, organisation size, industry structure or position, operational differences, and the organisational culture, the choice of training program changes. The organisations that have high distinction of work and operations, the presence of multiple training programs are adopted. On the other hand, companies in which that are less versatile and small in size, the training programs are singular in nature.

The analysis observed that the majority of the participants believe that the inefficiency and lack of performance abilities of the employees can be improved with the help of the employee training programs. Employee training is believed to have a great impact on the organisation and team performances. The identified strengths and weaknesses of the employees help the organisations to solve workplace issues. It can be identified from the unanimity of the responses of the participants that employee training is effective in resolving issues in the workplace in every industry.

Except for one individual, all the five participants have mentioned that monitoring, analysis, evaluation of the strengths, weaknesses and abilities are key strategies for the development of training schedules. It has been observed that for the majority of cases, the measurement process is the strategy for development of training schedules for the weaker employees. In addition, from the responses of the all interview participants it has been noticed that hiring skilled leaders for providing training to the employees can improve the level of productivity at the workplace and help the organisation to move ahead. Apart from this, one of the six participants stated that active use of key performance measures in a form of sheet helps to identify the particular employees that need training and development for professional improvement.

Based on the above information from the interview of the aforementioned respondents of the 6 HR officers, it has been determined that training and development has played a crucial role in respect to the retention level of the organisation. Apart from this, among the six participants two are strongly stating that face to face interaction is one of the suitable training designs for the employees to provide necessary training for improving productivity. Similarly, it has been observed that some of the participants believe that webinars, workshops would be the best suitable training design for the employees to improve productivity for meeting the needs of consumers. Evaluation of the employee performance, on job training, monitoring performance and feedback are some of the effective training designs for the employees. In addition, the majority of the interview respondents stated that the implementation of technology helps the employees to save time in critical tasks and improve efficiency to track time in an effective manner. On the other hand, organisations by implementing technology such as AI in the business process significantly help in managing time for jobs and help the employees in the learning process.

Majority of the interview participants stated that training and development has had a positive significant impact on the performance of the organisation as employees are able to better know the work pattern of the company. As such, participation in training programs can enhance the engagement of the employees and retention leads to a better organisational productivity. Organisation with low employee retention, high profits and strategy of work life balance are the positive impact of employee training. On boarding training of the new employees helps in terms of acquiring competitiveness, long-term employment plan and improving strengths. With the fundamental knowledge of the employees it will be easier to provide training to improve the technical knowledge that would be beneficial for the organisation also. Moreover, only the appropriate candidate will be selected in the recruitment process and then follow the on boarding training that would help them to better understand the job role and responsibility.

4.4 SummaryBased on the above analysis, it could be summarised that with the help of primary qualitative data collection several aspects of training and development of the employees towards employees retention in the organisations has been analysed based on the discussion of the interview participants. In addition, it has been found from the analysis that the respondent has demonstrated several benefits, negative aspects and significance of the training programs related to employee retention. Furthermore, the significance of technology adoption within the organisation in terms of improving employee productivity and job performance has also been stated.

Discussion5.1 IntroductionThe discussion chapter is considered to be an important element in the entire research work as it provides a detailed overview regarding the analysis conducted regarding the concerned topic. In this chapter, themes are generated based on the aims and objectives of the research work and summarisation of the entire topic is carried out on the basis of the framed points. In the current context, the discussion chapter has aided in providing an overview regarding importance of employee retention for the business operations of the organisation. Relationship between employee retention and staff training programme has also been discussed in detail through the concerned chapter.

5.2 Significance of training process towards employee retention in organisationsTraining and development process is one of the important aspects of an organisation that helps in the efficient achievement of its set goals and objectives. As per the views of Yimam (2022), the training and development programme adopted by organisations help the employees in acquiring the necessary skills required for the efficient execution of the business operations carried out by the enterprise. In the literature review segment of the current research work, it has beenen stated that the training and development programme helps in enhancing the overall performance of the employees. As stated by Whitehead (2022), an efficient training and development programme not only improves the performance of the employees, it also provides strength to the relationship between the staff and the organisation. Training and development programmes helps companies to reduce the employee turnover and absenteeism rate, which further helps in the proper execution of its business operations. Hence, the training programme is considered to be important for ensuring maximisation of employee participation.

Hence, the first objective of the concerned research work To evaluate the significance of staff development and training for enhancing employee retention in organisations has been met.

5.3 Identification of approaches adopted by HRM for implementation of staff development and training programmeFor the staff training and development HRM takes different approaches or strategies which can facilitate the performance of the organisation. According to Puspita and Nurhalim (2021), identification of the need for training is a crucial approach of the HRM for successful implementation of staff training and development. The HRM is responsible for ensuring work retention and higher productivity in an organisation, therefore, in order to maintain the same, it is required to take actions as per the need. In case, the Human Resource is able to understand that the employees are not able to provide adequate efficiency due to lack of knowledge or expertise, training programs can be arranged. From the collected data it can also be observed that the HR regularly measures the performance and productivity of the employees which helps them to identify the needs of training. With identification approach measurement, monitoring and evaluation of the performance of the employees can be done, which decides whether the employees need training or not.

Hajjar and Alkhanaizi (2018), has observed that the planning process of the training by HR depends on the identification of the needs. The HRs are required to make plans on what types of training the employees or the workplace will require based on the measuring and analysis of the performance of the employees. It has been identified from the interview that in different industries and workplace, the training programs are different and these are designed or planned by the HR. Thus, it can be said that HR can take the approach of planning and designing the training programs for the better performance of the employees in an organisation. Scheduling of the training plan, tenure of it, consideration of employees for the training are included in the HR approaches for the implementation of the training program. A training program can be implemented with the assistance of proper planning, designing and scheduling, therefore, based on the capacity, and need of the organisation HR take the planning approach.

Thus, the second objective of the study, To understand various approaches employed by organisational HRM practices for implementing staff development and training programs is met.

5.4 Relationship between employee retention and staff development programmeTraining and development programmes play an important role in ensuring maximum employee retention on behalf of the organisation. As per the views of Ismael et al. (2021), adequate training programmes help to enhance the knowledge of the employees of the organisation that further plays an important role enhancing the confidence of the employees. In the literature review segment of the concerned research, it has been mentioned that the training and development programme aids in improving the knowledge of the employees about the techniques adopted in the business operations by the organisation. As stated by Lee (2020), training and development programmes also enhance employee retention activities of the organisation by developing belongingness among the workers towards the organisation, which helps the companies in acquiring a motivated workforce. Therefore, it can be concluded that the training and development programmes provided by the organisation to its employees help the enterprise in reducing staff turnover and further ensure that operational activities of the company are carried out efficiently.

Hence, the third objective of the research work regarding To develop a clear connection between the employee retention level and staff development and training programs in organisations has been met efficiently.

5.5 Challenges for the organisation related to the implementation of training and development programmesIn the globally competitive market situation, and cross-border multinational work domain, the implementation of training and development programs in an organisation is inevitable. However, from the findings it has been identified that HR personnels face various challenges for the implementation of training for the staff. Hult and Bystrm (2021), has observed that due to the recent emergence of COVID-19 and with the digitalisation of the workplace, training programs are now shifting towards digitalisation as well. In many instances, the HRM as well as the employees find it difficult to get engaged with the new system or make use of it properly. The shift of training from offline system to the online system is identified as a challenge for HR in implementation and management of successful training and development programs. On the other hand, it can be identified from the primary data that Technology is one of the most effective mediums for the success of training as it is less time consuming.

It has been observed through the study that language is a challenge for business organisations to implement training and development programs. In a multi-national and cross-border work environment, in which people coming from different cultural and language backgrounds, understanding or capturing the training in a foreign or non-native language can be a challenge. Ramlan et al. (2018), has observed in the work, that in a workplace where people are coming from multiple language backgrounds, or being expatriated, providing them in the same program as the native can be a challenge. Hence, it can be said, for the implementation of the training and development programs in the organisational domain sudden digitalisation shift and language barrier are the two most challenging factors.

Therefore, the fourth objective, To recognise the challenges faced by organisations while implementing training and development programs to retain employees is met through the study.

5.6 Mitigation Strategies for overcoming challenges related to training and development programmesAs the challenges have been identified through the analysis of primary and secondary analysis of the data, certain mitigation strategies have also been identified. Different styles of training and combination of multiple training together is a major effective strategy adopted by HRM to mitigate the issues with the implementation. It was observed through the interview that, on boarding training, soft skill training, subject expert training, OEM training, language based training are some of the training programs which can facilitate the impact or effectiveness of the training to a certain extent. As stated by Hernndez-Perlines, Moreno-Garca and Yez-Araque (2016), the training programs often play the role of mediator within an organisation to ensure that implementation of core skill training along with soft skill or behavioural or linguistic training can help the employees to successfully improve their challenges regarding the core skill training process.

Gamification is also identified as one of the major effective mitigation strategies for the companies to ensure that the training of the employees through digital medium is not only time saving but also effective. According to Kulkarni et al. (2022), it increases the efficiency and attention capacity of the employees while being engaged in the training process. Online training has both advantages and disadvantages, however, with gamification in the process, the whole experience can be made better, and the effectiveness of the training can be improved as well. Both the combination of different training programs and implementation of gamification are mitigation techniques for successful training programs.

Thus, the fifth objective of the study To recommend mitigation strategies to resolve the issues faced by the organisations while incorporating training and development programs for employees is met through the analysis of the data collected.

5.7 SummaryFrom the above discussion it has been found that providing the training to employees plays a crucial role in developing organisational productivity and achieving success. It has been understood that the retention is dependent on the environment provided to the employees by an organisation. Hence, training and development programs positively affect employee retention of an organisation. Moreover, the digitalisation has created a challenge to provide proper training online and make use of the new system by the employees. Multiple languages have also created the language barrier at the workplace, hence, the training and development programs were affected by it. Finally, it can be stated that, with the help of multiple training such as, on boarding training, subject expert training, OEM training, the barriers of the development programs can be mitigated.

Conclusion and Recommendations6.1 ConclusionThe subject pertaining to the importance of employee retention has been discussed in detail through the points generated from the aims and objectives of the concerned study in the literature review section of the research work. Adequate use of theory aligning with the topic has also been executed in the research that has helped in enhancing its efficacy. Primary Qualitative research has been used as the methodology for the study. Employee retention is efficiently attained through the use of the training and development programmes implemented by the organisation. Training and development activities further help the enterprise in acquiring a motivated workforce by its belongingness among the workers efficiently. Hence, with the help of a proper and a concrete skill development programme, the enterprise ensures that it reduces the occurrence of employee absenteeism and enhances participation of the workers in the business operations taken up by the organisation. Therefore, the first research question of the concerned study has been answered in detail. Moreover, training and development programmes also face challenges like language barriers and communication problems on the part of the employees. Hence, the fourth question of the research work pertaining to obstacles faced in the implementation of training and development activities have been answered. Mitigation techniques like the use of language training sessions have been discussed to overcome the challenges related to the skill development programme. Hence the answers pertaining to the fifth and last research question of the study has been given in detail.

6.2 Limitations of the StudyThe research pertaining to the concerned topic related to employee retention has been carried out in detail by covering every aspect related to the concerned topic. However, there are certain areas related to the concerned topic that involve limited analysis related to the subject. In the literature review section of the current research, a thorough analysis has been conducted regarding the importance of training and development programmes in the retention process of the employees for the companies. However, examples related to eminent companies have been scarcely mentioned in the literature review section of the research work. The lack of real life examples provided in the literature review section of the research work has reduced its viability of being used as a future reference for the execution of further investigation on the concerned topic. Moreover, primary qualitative research has been used as the methodology for carrying out a detailed investigation on the concerned topic. Interview has been used as the data collection method in the concerned research which has brought limited information regarding the topic. The use of interviews as the data collection method has brought about limited databases, which has further led to the extraction of low information about the subject. Hence, the research work has been devoid of information extracted from a wide number of databases and that has further reduced its efficacy.

6.3 RecommendationsBased on the findings, discussion, analysis and conclusion drawn from the study, it is evident that the training and development programs have an enormous impact upon employee retention of companies. However, here are some recommendations made which can help business organisations to better manage their training programs and maximise the retention of employees.

It is recommended for the organisations which are engaged in singular and basic training programs for the employees to enhance the overall productivity through combining more than one training and development programs in an organisation. It has already been discussed in the paper that the presence of different soft and core skill strategies for the employees can help the companies to mitigate the various challenges that can come along with the implementation of the training. Hence, support training for capacitating the main core skill development training is recommended for the employees who come from different backgrounds and situations.

Apart from that regular appraisal of the employee performance, productivity, satisfaction and motivation of the employees are required to be taken under consideration for the better management and completion of the training programs. The training programs can only facilitate the employee retention level within an organisation if the HR is aware of the employee performance and feelings regarding the training. If the employees are not satisfied with the training programs or do not feel that the strengths and weaknesses of the employees have improved, the chances of retention may drop even with regular training. Thus, collecting feedback from the employees regarding the training programs, the effectiveness of it is important for retention. Thus, it is recommended for the organisations to not only appraise the productivity of the employees but take feedback on the training efficiency as well.

These are the two recommendations provided to the business organisations and HRM for ensuring employee retention through staff training and development.

6.4 Future Scope of the StudyThis study on the staff training and development has highlighted that there are various possibilities of development in the workplace that are possible with the adequate understanding of the requirements of the company. This study has emphasised on various domains or various industries altogether and not specifically focused on an industry alone. Thus, this study has provided the scope for identification of employee retention based on training and development for a particular industry alone. This study has created a scope for the discipline of employee engagement and retention that in the future an industry based study can get facilitated by the findings of this research. This study observed the importance and role of training as well as the challenges of it. Thus, for the future studies, if particular training programs in a particular section of employee or particular industry are concerned, it can get additional advantage. The impact of training and development on a particular group, or race of employees can be different and thus, the study will provide ample opportunity for future research if some areas or some variables are changed.

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AppendicesAppendix 1: Interview TranscriptQuestion 1: How many employees do you supervise?

Niti Desai: ... I have a total number of more than 80 employees under my supervision that help me in providing efficient services to my company

Viken Solanki: .....there are around 250 employees working under my supervision and have worked efficiently towards achieving the goals for my organisation

Vishakha Parekh: .... I have a total number of 50 employees working under me..

Toushe: ... the employee strength under my supervision is around 260 that involve both skilled and unskilled individuals....

Ishika: ...there are 15-20 subordinates working under me and helping me in accomplishing the desired goals for the organisation ...

Roger Hamilton: ....there are around 10 people working under my supervision ...

Question 2: What is the employee productivity level at your workplace?

Niti Desai: ...productivity levels are quite high in my organisation ...

Viken Solanki: ...the productivity level in my organisation is moderate in nature

Vishakha Parekh: ....the productivity level of my company is around 70%....

Toushe: ...in my opinion, productivity level in my organisation depends on handful of leaders ...

Ishika: ...productivity level in my organisation depends upon the efficiency of an employee completing a task .

Roger Hamilton: ..productivity level in my organisation is 70% ....

Question 3: How do you measure employee productivity in your organisation? Could you give some examples.Niti Desai: ....I measure the productivity of my employees by their time management activities ...

Viken Solanki: ..I measure the productivity of my workers through quarterly reviews

Vishakha Parekh: ...the productivity of my employees is measured on the basis of a monthly report

Toushe: .performance in my organisation is evaluated on the completion of task by weekly or monthly basis

Ishika: ....completion of tasks within the specified time is the performance indicator in my company

Roger Hamilton: ....ethical work and target achievement is the performance indicator in my company.....

Question 4: What kind of training and developmental programs do you provide to the employees? For eg- 3-4 types of training.

Niti Desai: I provide training based learning programs, on the job training and proper coaching and monitoring to my employees to enhance their productivity.....

Viken Solanki: .....I prefer to provide Buddy system and internal and external subject matter expert lectures to the employees as a training and development program

Vishakha Parekh: ..... as per my opinion, I provide one type of training to the employees

Toushe: .... I provide OEM training to the employees of the automobile industry that increase their product knowledge and proper training including behavioural aspects and grooming with quarterly career counselling.

Ishika: .......orientation training, soft skill training and product training has been provided by me with the use of case study to explain issues and solutions

Roger Hamilton: .....mentoring, soft skill and case study are the main aspects of our employee training and developing programs.

Question 5: How can employee training help solve workplace issues?

Niti Desai: ......as per my opinion, employees can solve workplace issues by improving their own skills

Viken Solanki: ......after identifying the lacking area of employees, we provide training that helps employees overcome his/her weakness and improve overall organisation's productivity

Vishakha Parekh: .....by grouping in a team with experienced personnel the employees can solve workplace issues

Toushe: ......it is crucial that they know their products in and out, with the help of which they can improve their sales pitch and delight the customers, which in turn will increase company turnover.

Ishika: .....by effective training can solve performance issues resulting from lack of knowledge or skills.

Roger Hamilton: ......with increasing productivity and engagement among the employees would help them in solving any workplace problem.

Question 6: What are the possible strategies to develop the training schedules for the employees to improve productivity?

Niti Desai: .......possible strategies such as, identification of the needs of training, examine staff performance, planning of training, hire leaders for training and monitoring performance

Viken Solanki: .....conducting survey to identify problem and design training module specific for that problem

Vishakha Parekh: .....the potential strategy to develop the training schedule is concealing for increasing productivity in individuals

Toushe: ......KPI sheets are extremely accurate at depicting which employees need a helping handthe in-house trainerwith the product knowledge and are set for weekly interactive sessions with the trainer.

Ishika: .....as per my opinion, monitoring, coaching, career development are the possible strategies to develop the training schedule for employees to improve productivity

Roger Hamilton:

Question 7: What can be the best training design that may help employees to maximise productivity?

Niti Desai: ...in my opinion, identification of training needs, examining the performance of the staff, developing training plans, hiring leaders for training, and monitoring performance feedback may help employees to improve productivity.

Viken Solanki: ....I think, developing training design based on the size and area of the organisation for work may help the employees to enhance their productivity

Vishakha Parekh: ....as per my point of view, continuous practice for developing skills and knowledge can help the employees to maximise their productivity

Toushe: ....I prefer, face to face interaction for training with tools and equipment and sometime online workshop for whom who wants to learn from home would be beneficial for the employees to enhance productivity

Ishika: ....I think, face to face interaction, reading case studies, attending workshops and webinars and on job training would be effective for the employees to develop their overall productivity

Roger Hamilton: ....as per point of view, taking part in webinars, developing presentation and soft skills would help the employees to be more productive at the workplace

Question 8: How does technology adoption can help to enhance the effectiveness of employee training for improved productivity and skills?

Niti Desai: .....as per my knowledge, technologies help to enhance employees effectiveness in terms of easier time-tracking, enhance and flexible connectivity in remote work , make daily jobs simple and create an environment for collaboration

Viken Solanki: .....I think, technology adoption helps employees to save time and to be more focused on critical tasks rather than day to day work.

Vishakha Parekh: .....technologies helps employees to utilise time properly, improve learnings, keep updated about new products for online workshops and also provide handbooks and recording of training sessions to enhance skills and productivity

Toushe: ...as I said that, technology also improving employees workplace productivity by simplifying time consuming tasks such as document management software replace manual data entry, filing tasks.

Ishika: ...in my opinion, the adoption of technology such as AI can help the employees by improving time tracking and target tracking skills

Roger Hamilton:

Question 9: What can be the positive effects of employee training on organisational productivity?

Niti Desai: .I think employees taking part in staff training and development generally feel good about their employers which are reflected in their performance. Better performance improves company reputation as well ....

Viken Solanki: ....considering my own experience, Employee engagement, and employee retention are the positive effects of employee retention

Vishakha Parekh: ....they can learn organisation patterns better, and that helps them to know how the company works.

Toushe: honestly, I believe training can boost sales of the products, in turn helps organisation achieve its goals

Ishika: ....training enhances employee performance and I think it also improves employee commitment to the organisation.

Roger Hamilton: ...employee training increases Profit, decreases low retention, and ensures work life balance

Question 10: How does on boarding training help in improving the technical skills of new employees?

Niti Desai: .I think it helps in developing core competencies early, and at the same time build long term plans for team members

Viken Solanki: ....if employees have knowledge of the fundamentals, training can improve their skills.

Vishakha Parekh: .....I believe that if the employees have theoretical knowledge, the organisation helps them to execute that knowledge by providing training.

Toushe: ....only ambitious and diligent candidates are selected from the talent pool and then they follow the on boarding process created by the HR department. After joining and induction the training can help employees to get a better understanding ....

Ishika: ....on boarding is important because it helps new employees acclimate to their new work environment, integrate into the company culture, and become effective contributors. Professional development and supportive nature of the company is understood through it ....

Roger Hamilton: ...I think it creates the employees loyalty to stay with the company, and increases the core competency.

Appendix 2: Challenges encountered as a result of digitalisation in global organisations in 2020

Figure 17: Obstacle encountered as a result of digitalisation in global organisations in 2020(Source: Taylor, 2022)

Appendix 3: Market size of global digital language learning industryFigure 18: Market size of global digital language learning industry (2015-2025)(Source: Statista, 2022a)

Appendix 4: Operational excellence through AI

Figure 19: Operational excellence in the organisations through AI(Source: Tariq, Poulin and Abonamah, 2021)

Appendix 5: Factors impacting employee retention

Figure 20: Factors impacting employee retention(Source: Xue et al., 2022)

Reflective statementThe use of updated information from a wide range of databases available on the concerned topic has aided me in carrying out a detailed investigation on the related subject. The execution of the research work has been the reason for certain positive changes witnessed by me within myself that have played an important role in developing my professional career. During the course of completion of the research work, I learnt about the importance of the concept of employee retention for the survival of the organisation. Further, I also learnt about the benefit of training and development programmes for the growth and development of the company in the international market. The information regarding the significance and the benefit of the employee retention for the companies that I acquired during the course of the research work helped me in broadening my limited knowledge regarding the concerned topic. Further, I also acquired knowledge regarding the relationship between the training and development programmes and employee retention process of the organisation. Detailed investigation regarding the relationship aided me in knowing about the rationale behind the importance of training and development programmes for the organisation. I also learnt about the benefits of the training and development programme for the enterprise as well as for the employees of the organisation. Moreover, during the course of the research work, I also gained valuable information regarding the different types of employee retention techniques adopted by eminent organisations like GSK and AstraZeneca in the international market. The inclusion of real life examples helped me to attain viable knowledge regarding the type of retention techniques used by the organisation in the current market scenario. The knowledge about the use of retention techniques helped me to enhance my confidence of carrying out detailed research on the concerned topic in future more minutely, by including updated information.

During the course of the research work, I further acquired knowledge regarding the challenges related to the implementation of the training and development programmes within the work culture of the organisation. I also acquired viable information regarding the available mitigation techniques that can be used by the organisations in overcoming the challenges related to the implementation of the training and development programmes by the companies. The execution of the research work also taught me to improve my patience level while taking the interview of the HR executives. During the interview process, I acquired valuable insights regarding the productivity level, employee strength and key parameters for measuring the performance of the staff. The above information further aided me in acquiring knowledge regarding the employee retention policies adopted by organisations in the international market. Therefore, it can be concluded that the completion of the research work aided me in witnessing positive changes in my professional career.