ANALYSIS OF THE IMPACT OF TRAINING PROGRAM FOR

THE EMPLOYEE IN IMPROVING PERFROMANCE OF THE

ORGANIZATION – A CASE STUDY ON SAINSBURY

1. Introduction

1.1 Organization background

John James and Mary Ann Sainsbury founded the Sainsbury in the year 1969. It was opened in

the Drury Lane in London which is said to be the poorest area at those times. The shop has

become more popular due to its high quality of products for low price. The shop was successful

and other branches were opened in different places in London. In 1882 there were four shops

and James John has idea for expansion of the business. This made to open a depot in Kentish

town, London to support the growing business which would supply for the demands and also

produced its first own product bacon kilns. In the same year a shop was opened in Croydon and

in contrast to the other stores it was decorated and provided high class products. In 1960’s

growth of the company was large and made the organization to decentralize the distribution

system. It was Sainsbury among the supermarkets which have introduced sophisticated stock

control through computerizing. This has clearly given competitive advantage over the other

supermarkets. In 1970’s warranted public status was achieved by the organization. The flotation

of stock in 1973 was the largest in the stock market which was nearly 45 times more have

subscribed for the shares. In the 1980’s and in early 1990’s Sainsbury has stepped into north

east of England, Scotland, North Wales and in Ireland. Sainsbury was the first to introduce

technology like scanning, sales based ordering which has given competitive advantage to the

organization similar to the computerized stock control. At the end of 125th year Sainsbury’s had

355 stores all over the country.

In this study, the methods adapted in the Sainsbury to train the employees are analyzed. The

adapted training method would be evaluated to know the effectiveness of the training program

in the Sainsbury. To evaluate the training program and about training, data would be collected

from the employees working in the organization. This research has been planned to adapt

qualitative research method as the training of employees in the organization involves human

factor and social factors which could be better analyzed using qualitative method. In order to

collect the primary data for the research, interview technique is used. This would enable to

collect enough data for the research. Moreover interview technique is adapted in collecting the

data for the research, as it would help in collecting in depth data. This would enable to

understand and evaluate the training method followed in Sainsbury and look for the ways of

improve. Finally the study would suggest ways for improvement in the training and development

in the organization.

1.2. Research question

Research question helps to set a path the research to proceed with and attain the goal. This

also helps to understand the structure of the research. The research on training has been

chosen with the perspective of investigating about the training of the employee and its impact to

increase the performance of the organization. So training would be investigated in different

aspect to know the impacts on the organization. The research questions that have been

residential observance these view in mentality are the follows:

How does training affect the employee in improving the performance?

To what extent training has impact on employee?

How critical training is in performance improvement in Sainsbury?

1.3. Objectives of study

The objectives of the study are:

To understand the methods of training adapted for the employees in the organization

To evaluate the impact of soft and hard skills on the performance level of employees

To analyze the impact of training in improving the performance of the employees in

Sainsbury

To recommend supporting training activities to the main core process of training to

improve the efficiency

1.4. Aim of Research

The aim of this research is to identify, analysis of the impact of training program for the

employee in improving performance of the organization and the method should be related able

to find out the better solution for the problem of the research. With this information, the research

is focused on the training of employees in Sainsbury. There were four main objectives that

sought to guide the research. The first objective was to understand the training of employees

provided by Sainsbury. The second research objective was to assess the impact of soft and

hard skills benefits the organization. Next on the line was to identify the impact of training in

increasing the performance of the organization. Finally the objective of the study is to

recommend the changes to be brought in for the improvement in employee training in the

organization.

As rightly suggested by Saunders et al (2005) and Burns (2000), “the research aims and

objectives determines or shape the design of the research methodology used, for it is on that

basis that the researcher selects his basic research method, the distinctive criteria of which he

must carefully observe in the investigation of his problem”. And in this research, the researcher

has given the clear focus on the aims and objectives has mentioned by the authors which has

provided clear advantage while choosing the method of research. It is not only with the primary

research method but this also helped in choosing the research strategy, methods of data

collection and in accomplishing the research.

1.5. Statement of problem

Sainsbury wanted to increase the skill level of the organization due to turnover of skilled

employees. So it took a “major overhaul of staff training to underpin a £10m branding change

labelled the most significant in the company's 136-year history". This shows the commitment of

the organization in developing the shortage of skills. It signifies the importance of training and

the changes that the Sainsbury is looking to bring in the change in the training and development

of employees. In this research training the employee for increasing the performance has been

taken into account as a main issue and research is being carried out. What is the impact of

training and how does the training supports the organization in its business and diplomatic view

of training of the employee supports the growth and development of Sainsbury are investigated

in the research. Training is also said to be a tool that could leverage the organization from the

economic crisis by improving the performance of the organization (Human resource

management international digest, 2010, pp 5-10)

1.6. Importance of the research

The research is carried out on the training of employees in Sainsbury which analyzes the

training method that has been adapted in the organization. This helps to understand the area of

improvement in both the soft and hard skills. Since the research aims at training the employees

in two perspectives as soft and hard skills, it would be able to identify particularly about the skills

required in the organization and appropriate steps would be taken. This helps in coming out with

effective methods of training for the employees in the organization which is important for the

organization.

1.7. Limitations of the research

The study helps to understand the training and development of employees in Sainsbury. The

impacts of training on the employees and organization have been identified. This has helped in

identifying the ways in which the training methods could be improved to support the growth of

the organization. The research depends upon the reliability of data that has been provided by

the participants of the research.

1.8. Structure of the research

This chapter has attempted to present a preview of the research, by introducing the research

aims and objectives, presenting the background information, the importance of the research as

well as its possible limitations. The subsequent chapter provides a comprehensive review of

extant literature related to the study.

In the literature review, a brief study would be carried out the training and methods of training

that has been given to the employees in the organization. When the training and ways of

training the employees are analyzed, the training that has been provided is analyzed to know

the impact on the employee and on the organization. This would enable the organization to

know about how effective the training that has been adapted by the organization on employees.

The areas of impact are considered which would enable to evaluate the training and refocus the

training programme in the future.

Research methodology follows the literature review, where the methodology of the research

would be selected according to the research aims and objectives. Apart from choosing the

research methodology, the strategy of the research, methods of data collection would be also

decided depending upon the various factors like time available for the research and resource

that could be collected for the research.

In the findings and analysis part, the data collected from the methods that have been used to

identify and analyse which helps to meet the objective of the research. This part of the research

is significant as it produces the result for all the efforts that has been put to carry out the

research. The analysis of the data has been carried out carefully that has helped in avoiding the

problems in the future.

In the conclusion part of the research, findings could be highlighted as the key findings.

Recommendation would be provided to Sainsbury depending upon the result that has been

produced in the data analysis of the research. The areas which could not be covered are that

could be carried out in the future would be mentioned in the future research. A brief summary of

the research would be mentioned and the research would be concluded.

2. Literature review

2.1. Introduction

The literature review generally concentrates on the training of the employees and how it benefits

the employees and the organization. This would include the skills such as soft and hard skills

and various methods of training. This would enable to identify and understand the research

questions about training and ways of training. The training methods adapted in the organization

would be also reviewed to understand the areas required to be improved according to the needs

of the organization. Then the literature focuses on the continuous improvement of the employee

and the organization which enables to understand the research question about the continuous

development in the organization. So the literature has been structured in such a way that it

enables to cover the research questions and provide knowledge and information about the

areas mentioned in the research question.

2.2. Training and development

According to Beardwell et al (2004), training is defined as the process of acquiring knowledge,

skills and attitude with the behavior that is required for the developing the performance of the

individual and the organization. The trained employee in the organization helps in achieving the

business objectives and the goals of the organization. This would also help in growth the

employee in person.

2.2.1. Training

According to Mullins (2005), training for the employees could be provided in two ways that are

off job training and on job training. When the employees are trained away from the working

place is known as off job training and the employees trained in the working place is known as on

job training.

Training helps in changing the culture of the organization. It has been used as an important tool

to bring change and increase the performance within the organization (Rogers, 2004). At the

times of financial crisis, organization look at the training budget and cut it down as it would

reduce the pressure on the organization. But the fact is training could help the organization to

develop important skills in the organization to bring back the organization from the crisis. This is

done by developing the skills that are required for the employees and increasing the quality and

mitigating the processes that are not much important for the organization.

It is very well known that the organization performance depends upon the performance of

employees. Throughout UK, employees working in different organization undergo tough

competition based on their skills that are required by the organization. This has developed into

biggest issue for the human resource management in the organization to train their employee

according to their needs and demands.

Training has become the key for the organization development in the modern era of business.

The increase in importance of training of the employees among the organization is the proof.

The efficiency of the training provided by the organization helps in providing the competitive

advantage for the organization.

2.2.2. Continuous performance improvement

There has been a severe change in the methods of business of the industrialization. The

business was in such a way that it could not be predicted and change in the business has

become more vital. This has been the conventional strategies not suitable for the current

method of business. Harrison stated that “the conventional approaches would not be the choice

of organization as the organization fail to predict their own future in the changing market. So the

business is lead by the change which puts the organization in such a condition to improve

continuously which has direct meaning that the organization has to undergo continuous learning

process”.

The term continuous improvement in performance is defined as incremental improvements to

the processes in the organization to increase the quality and delivering capability of the process

by decreasing the unwanted processes that are incorporated within it. So it would be the

continual evaluation of the process towards the ideal state (Medical Journal Australia, 2008).

ASQ states that continuous development process as the development of process or products or

the services that improves from the previous state. This could be done ether by the

improvement of the current process or implementing a new process to have improvement.

For this continuous development within the organization, it has to support continuous learning

and fund those activities which would enable continuous learning process within the

organization. But the organization has to monitor the money that has been spent on the

continuous improvement and development so that the organization reviews the impact of

improvement process. This is important for the organization as the money spent for the

continuous improvement should be worth for the organization.

Organization has started to focus on the continuous growth of the organization which requires

reviewing of the tasks carried out. This enables to know the areas to be improved and

developed to the higher standard. Thus continuous performance of the employees in the

organization is improved.

2.2.3. Variety of skills required for the organization

There are varieties of skills that are required for the organization. Some of the skills are hard

skills, soft skills and so on. The hard skills of the employees could be measured. It is the

technical information or the physical work of the employee that is being carried out to complete

the task that has been assigned to the employee. The hard skills that are required for the

employees could be easily identified and trained. In contrast soft skills are difficult to measure

and identify the level of skills in the employees. This makes the training of soft skills

complicated. Thus developing soft skills among the employee is a difficult task for the HR in the

organization. For example leadership qualities, ability to solve the problem, managing time are

some of the soft skills which are important for the employees working the organization. These

kinds of skills are difficult to identify the level of skills of the employees and train them

accordingly. There is certain area which requires both hard and soft skill to perform better. For

example, training employees in sales requires both the hard and soft skills (Smith, Mazin, 2004).

According to Muir,(2004) in his work ‘Learning soft skills’ at work defines clearly “the soft skill as

the interpersonal skill. It means that soft skills are based on the behavior, attitude, way of

communication and similar other factors. They are totally different from the hard skills and its

way of development”. Thus it states that the hard skills are so specific in nature and in contrast

soft skills are not specific and job oriented. Sometimes the hard skill depends upon the degree

of the soft skills of the employee. (Truss et al, 2008).

This mentions the challenges for the organization in developing the soft skills for the employee.

Thus the organization has to plan for measuring the level of soft skill, structure the training

program in such a way to improve the soft skill level of the employees. This could be decided

from the prevailing conditions and the requirements of future in the particular task.

Law et al, (2005) states clearly that employees in different departments in the organization has

to work together to achieve the aims and objectives of the organization. This helps in

maintaining a better working environment for the employees. It is important for the organization

to provide better working environment for the employees which would result in high productivity

and increased satisfaction of the employees in the organization. Any necessary changes to be

brought in for the better working environment should be immediately taken by the organization.

The issues regarding the changes to be brought in for better environment should be properly

dealt by the organization. The employee has to be properly guided in the entire training

programme which would enable to gain more knowledge and get trained properly. This would

bring change in the entire organization having positive impacts on the results produced by the

organization

Soft skills are the one that develops the creativity among all the level of employees working in

the organization. The importance should be given to the soft skills while training the employees

in the organization. Moreover the type of working has been completely changed compared to

the past. The individual working environment in the past is changed into team works in the

current environment where the need of soft skills is important. When the soft skill level is high in

the employees working in the organization, the task carried out is found to be more effective.

Managing the conflicts in the organization is crucial for the development of the organization. In

this case negotiating among the conflicting employees in either working or implementing a new

idea is important. This would have effective impact and contribute much productively to the

organization or else it would have negative impact on the organization (Muir, 2004)

This soft skills are very much vital for the organization in accomplishing the vision and achieving

the goal, maintaining the values and standards of the organization. Soft has important part in

contributing towards the above mentioned area as it helps in taking the control over the

employee and making them to do according to the needs and demands of the organization. It

will also help the employees those who tend to work individual also to contribute towards the

success of the organization.

The productivity of the organization depends on the soft skills of the employees in the prevailing

business organizations. Field and Ford (1995) described soft skills as “iceberg under the

surface. They mean that soft skills are difficult to define and understand in the area it is lagging,

but it is the only skill which would be very much helping the employees to cope up with the

newly changing environment”.

In the decentralized organization, where the responsibility of the employees to participate in the

organizations task is important, the soft skills play a more significant role than in the centralized

organization. The changes that has been brought up in such a organization has to be

communicated within the organization effectively which emphasis the importance of soft skills of

the employee. The soft skills enables the organization to stay in focus and be competitive in the

global market which is important or it might get lost in the global competition (Connell., 1998).

It has been identified from the literature that the organization requires variety of skills depending

upon the requirement and goals of the organization. The need of variety in the skills of

employee changes according to the change in the business of the organization. So the

organization has to train the employees according to the need in the skills for the employees.

2.2.4. Skills

Skilled employees are the new kind of workforce that has been mentioned by the Drucker and

the kind of employees that the organizations are looking for. And Drucker has mentioned that

one of the employees in the world would be skilled employees at the end of 20 th century. The

skilled employees tend to perform the tasks effectively and efficiently either they work in teams

or in the groups. This kind of employees would have the ability to adopt according to the

working environment and these kinds of employee would be managed by their managers more

socially than supervising them technically.

To increase the revenue and the profits of the organization, it is become very common among

the organization to reduce the number of employees working in the organization. This would

tend to bring changes in the positions of the employees in the organization comparing to the

traditional position of the employees. When the employees are reduced the pressures of the

employees working in the organization increases and have to be skilled to handle the situation

and accomplish the tasks in time. This downsizing process has been greatly supported by the

technology. The employee depends on the technology to have similar productivity or increased

productivity even after downsize of the employees in the organization. This enables the

organization to be flexible to the dynamic market environment (Hollinshead and Leat, 1995).

When Fordist and post Fordist structure of employee is referred, it helps us to understand the

change that has been brought up in the position of the employees. In the Frodist organizations,

“the rules and regulations are so structured, rigid and has a commanding control over the

employees. Where in the post Frodist structure it is totally different that it is controlled by weak

power, decentralized leadership and has horizontal communication. But in the Frodist structure

the communication is not horizontal and floats disorted as it moves up”. It is clearly understood

that post Fordist structure emphasis on the participation of employees, development of team

and developing responsibilities to the bottom level employees from that of managers

(Thompson, P and McHugh, D. 1995).

“The employee participation has more benefits that the employee are committed to the work

which helps to increase the productivity of the organization. More frequently managers are said

to lag with the soft skills. But in post Frodist structure, the soft skills is for the whole work force.

Soft skills refer to social, people and the generic skills of the employee” (Connell, 1998). Here

the skills refer to the soft skills which points out the flexibility, creativity, team work and ability of

the employee.

2.2.5. Hard skills

The need for the skilled employee has increased in the recent years which provide competitive

edge to the organizations comparing to its rivals. So the employees are expected to develop

their skill level and ability to perform the work so has to develop their own career. When the

employees have these qualities they have the choice of moving to different organization for their

personal career development. This would enable the employees to get promoted to the higher

level and get rewards from the organization. In this case the organization has to review about

the cost involved in getting a new employee for that position and training them to perform as per

the requirement of the organization. So the organizations have to look forward to retain the

employee by rewarding the employees for their work (Harrison, 2002).

The need of psychological contract between the employee and the organization has been

demanded by the Harrison which would enable the development of employee and the

organization. Training provided by the organization helps in building such a contract between

the employee and the organization. When the proper training is given to the employees which

would support the growth of employees that in turn would help in the development of the

organization.

The employees are required to gain transferable skills that would help the organization to be

flexible to the market environment. For this Harvey introduced a term portfolio workers. These

workers have the ability to adapt to the new environment and accept the challenges in the new

working environment. According to Harvey and Knight (1996), “there is interlink between the

transferable skills and the soft skills that are required for the employee. Mostly the transferable

skill refers to the dedication and the commitment of the employee. But the soft skills are the

characteristics of negotiating, communicating and adapting which are so significant for

developing transferable skills”. It is the responsibility of the organization to provide the

employees with transferable and soft skill for the bottom line employee which would enable to

attain the goals that are being set by the organization.

According to the literature from the Muir, Lest, Harrison, Harvey and Knight, the increase in the

importance of soft skills has been crucial for the organization. The soft skills has enabled the

organization to improve the performance of the organization.

2.3. How to train

The organization and the HR department finds difficult to train the employee with the skills that

are required for the organization and with the skills that would be required for the organizations

future. The way of training the employees is also important as it would have high impact on the

organization. So this area is highly focused which would enable the organization to develop

valuable asset for the future of the organization. And it also helps in stay competitive in the

global market.

2.3.1. Evaluation of Needs

When the employees develop along with the development of the organization, it would help the

organization in finding the area where should it focus for the future development. The

development would be interrelated to each other and contributes to the development of other.

When the organization understand and focus on the needs of both the organization and the

employee it would greatly support to develop the processes in such a way that organizational

goals are achieved and growth of the employee is also achieved.

Mullins also describes that “the organization would be benefited by the formal and regular

employee appraisal system which would help to identify the performance and identify the

training and development that should be given to improve the performance of the employee”

(Mullins, 1996).

According to Harrison, employee appraisal would enable the organization to understand the

performance of the employee so that it would enable the organization to plan for effective

training to have positive impacts on the organization. The requirements of organization,

employee and appropriate training that has to be given to the employee are understood and

organised in a better manner, it aids in growth of the organization. When this is not organised in

an appropriate manner, it would not have positive impact on the organization.

2.3.2. Skills for the enablers

In the organizations in UK, training and continuous improvement process has become the part

of the organization. This enables the organization to stay in focus on the required skills for the

employee in different levels of the organization. it has been found that the employees tend to

have appropriate transferable skills and lack in the soft skills which affects the performance of

the work that is being carried out.

“The human resource of the organization is considered to be highly valuable asset for the

organization and which is to be always given more importance from the top level officials to the

bottom level employee. This is because the recruiting people should be capable of recruiting

appropriate person for the job. And the recruited person must be capable of going in hand with

his co-workers, managers and have better social relation along with the required hard skills to

perform the task assigned to him/her” (Muir, 2004). It has been found out that the managers

who tend to gain more knowledge skills through training fail to transfer the acquired knowledge

and the skill to the employees. It is important that the employees working at the different level

gain proper knowledge and have to be trained to attain the business objective and goals.

According Sparrow (2004), the organizations in UK focus on the skills that are required for the

primary tasks and do not focus on the soft skills which creates a gap in the soft skills that are

required for the employee. This would affect the performance of the employees in completing

the task that has been assigned. It has also been found by IES that increase in the focus on

training has increase the knowledge, performance, satisfaction level and the motivation of the

employees.

The training has to be made sensitive so that it would enable the employee to develop the skills

that are required and also to increase the productivity in meeting the needs of the organization.

“The training for employees should be flexible that it must focus on providing proper information,

changes in life style, interpersonal skill and emotional issues. Moreover the employee should be

made to stay on focus rather than diversifying from the training programme”. The employees

should not be trained focusing only on the performance but it should be also set in such a way

to change their attitude and behaviour (Stoneall, 1992).

Employees working in the organization would be from different backgrounds thus the

organization has to setup an appropriate training plan so that it cope up all the employee and

train them in a way that everybody gains knowledge and skills that are required. With the

advancement in technology, the hard skills required for the employees have decreased and the

need of soft skills for the employees has increased in the recent years. It is not that the

employee need not require hard skills but the requirement is high for the soft skills and the

training should be focusing both the soft and hard skills of the employees (Stoneall, 1992).

2.3.3. Evaluation of training 

According to Crosbie (2005), the organization that are looking for the development through

training and evaluation of training process has to look forward and plan according to the current

and future position of the organization. This would support the employee by providing required

training, self study, and awareness within the employee and few other factors that enables to

give sensitive training to the employees.

The organization has to provide training and the impact of the trained provided has to be

analyzed. This would enable the organization know how far the training has benefited the

organization and what are ways do the training has created the impact in the organization. This

as a continuous development would help in developing effective training plan for the employee

in the future. It has been identified that only 3% of the organizations in UK have conducted the

impact of training. It has been analyzed in both the perspectives of employee and employer

(Deloitee et al, 1989)

The impact of training has not even considered in the since the last decade. Only progress in

the learning progress has been focused which supports the growth of skills and performance of

employees. It is important that the organization has to know how does the training helps

employees and the organization. Many organizations failed to monitor the impact of training and

would affect the future training programme as well (Sloman 2004).

In most of the organization “the strategic HR fails to receive the importance that it requires to

perform in the organization. Moreover some other resources are viewed to be more valuable

and performance of the organization is also influenced by many other individual components of

the organization. So strategic HR does not get the approval in the organization and supported

financial to develop better strategies for the organization” (Walton, 1999). There are other

resources which is valuable than the strategic HR but still inclines in the same category as that

of strategic HR (Mumford, 1997).

The methods used to evaluate the training process should be appropriate which seems to be in

appropriate in many organizations. When the inappropriate methods are adopted it fails to

check the required attributes and produces faulty results (Civelli, 1997).

The evaluation process of the needs and the training programmers conducted insists the

importance of evaluation in the continuous improvement of performance of the employees and

the organization. Evaluation has been the key for the continuous improvement by bringing

changes or developmental plans according to the requirement.

2.4. Impact of training

Kotler has mentioned five levels in customer service and the ways to retain the customer. But

when it comes to real world, it differs with different types of organization depending upon their

focus and objective. This is analyzed based on the supermarket industry in UK.

2.4.1. Service Quality 

The organizations service should be of high standard that would help in satisfying the customer

apart from the products that has been offered to the customers. The services offered would help

in giving better experience to the customer. The term relationship marketing is referred to level

of service that has been offered by the organization. the training is given to the employees in the

supermarket to understand the need and support the customer. This enables the organization to

ensure high quality of service is offered. This kind of service when offered by an supermarket

would make the customer feel that they are valued and it helps in building the customer loyalty.

Many supermarkets provide in house training for the employee to provide quality service.

2.4.2. Customer value

In the recent years the supermarkets have started looking at the customer in different

perspective using a tool called Customer Value Management (CVM). This has become the base

for marketing. It is defined as the “in the marketplace, value often is defined as quality at the

right price". This emphasis the significance that the quality should be offered at place rightly

where it has been required or demanded by the customers (Sinha, and  DeSarbo, 1998).

The term relationship marketing has been included in the customer value because there is a

relationship between the both, when higher the value is placed for customer the impact could be

seen in the purchasing choices. On the other end, customers are committed for the service that

is been offered but satisfaction is the fact that lies behind and drives the customer. In the higher

end, the customers are attracted by the service and they are also satisfied (Liljander and Roos

2002)

2.4.3. Customer loyalty

When the supermarket satisfies the customer, the impact that has be caused on the loyalty of

the brand and the loyalty of the supplier could be identified. So it is customer satisfaction which

has impact on the business of the organization which should be core focus of the organization

(Huber and Herrmann,2001).

A survey has been carried out on the customer satisfaction and their intention to purchase. It

clearly indicated the relationship that has between the both. From this it has been clearly

indicated that when the satisfaction of the customer is high, loyalty shown to the organization is

also high (Dervaraj et al 2001).

Dervaraj et al (2001) clearly states that “the quality of service is high for those customers who

purchase higher quality vehicles. Presuming that the poor service would lead to reduce and

have drastic impact on the customer satisfaction. This makes clear that there is a correlation

between the perception quality and the quality service”. When the organization meets the higher

customer service that has been expected by the customer, the organization would have

influence on the customers and their satisfaction.

2.4.4. Contribution of training

According to strategic planning consultant Leigh Branham, SPHR, 88% of employees leave

their jobs for reasons other than pay: However, 70% of managers think employees leave mainly

for pay-related reasons. Branham says there are some main reasons why employees leave a

company and are “Employees feel the job or workplace is not what they expected, There is a

mismatch between the job and person, There is too little coaching and feedback, There are too

few growth and advancement opportunities, Employees feel devalued and unrecognized,

Employees feel stress from overwork and have a work/life imbalance, There is a loss of trust

and confidence in senior leaders and so on. In the supermarket industry most of these

mentioned has been witnessed among the employees and the organization has to consider

these among its employee so that it would have positive impact on the organization.

When the employee leaves the organization, the impact made is costly for the organization. This

has been researched by right management, a consulting firm and has found that the

organization has to pay thrice the pay of employee to recruit a new employee and train the

individual for the position. And also it takes time for the individual to deliver the kind of service

that has been offered by the previous employee. Another research by Life Work Solutions, a

staff retention and consulting services has found the following facts and rates: “

• Over 50 % of people recruited in to an organization will leave within 2 years

• One in four of new hires will leave within 6 months

• Nearly 70% of organizations report that staff turnover has a negative financial impact due to

the cost of recruiting, hiring, and training a replacement employee and the overtime work of

current employees that’s required until the organization can fill the vacant position

• Nearly 70 % of organizations report having difficulties in replacing staff

• Approximately 50% of organizations experience regular problems with employee retention”

It is the responsibility of the organization to have the skilled employee in the organization

without leaving them. For this training plays an important role. Retaining the skilled employees

is vital for the growth of the organization from its bottom level.

It has been wrongly assumed by the organizations that the employees are only focused on the

salary that they receive and do mistakes in training that they do not focus on retaining the

employees. A research has been carried out by Hay group in 1999 on 500,000 employees from

300 companies to understand the employee loyalty. The most important reason that were found

are career growth with learning and development, challenging and exciting work and final work

making a contribution by being meaningful and different. The rewards and the pay has been

placed 10th on the list.

Impact of training has been noticed in several different areas of the organization which not only

affects the performance of the employee but in different areas such as quality, improvement in

the service, customer value and customer loyalty. So the training of the employee should be

made rigorous and stay in focus on the requirement of the organization and train the employees

accordingly. This would enable to

2.5. Methods of training in Sainsbury’s

Different methods of training are given to different employees in the organization depending

upon the needs for the employees. Some of the different methods used to train the employees

are coaching training, workbooks, workshops, activities and other methods. These methods are

used according to the requirement of skills in the employees in different level.

Sainsbury considers training the employees as the investment in the organization. Though this

investment might affect the short term benefits it would help the organization in the longer run.

When the skills of the employees are increased it would help in increasing the productivity of the

organization. This also supports the development of the employees by training them in different

department. Sainsbury trains the employees so that they are able to work in different

departments which would enable the employee to manage more responsibilities if it is required

in the future.

2.5.1 National Employer Skill partnership

Sainsbury’s has joined with the National Employer Skills (NES) in order to provide quality

training to the employees in the organization. This has been planned to create interest and high

impact through the training programmes on the employees. In addition to that, appropriate skills

for the employees could be trained through the NES.

The partnership with the NES by Sainsbury was new in training the employees in this sector.

This partnership was signed in June 2007 which showed a path of training the employees in

Sainsbury. The training programme has been completed changed with the partnership of the

NES and all the training for the employees has been brought under one umbrella. The change

in training the employees has also brought in impact on the employees which has been stated

by Sainsbury (jsainsburys, 2007)

In Sainsbury, employee training is provided in different categories which are as follows:

“Traditional Training: Training to promote learning of specific facts and content which enable

improvements in job performance, such as technical training. New employees at Sainsbury’s

are in particular involved in this type of training at the start.

Education: The act or process of acquiring knowledge, skills and understanding, usually in

school, college or university.

Vocational education: Somewhere between educational and traditional training (e.g.

apprenticeship training)

Management Training: Activities designed to improve managerial competence. 

Organizational development: Activities designed to change the way in which individuals operate

within an organization”

The objective of Sainsbury in its training is to develop the skills among the employee and

develop them as the trained employee. When the employees are trained it would help in

increasing the productivity and the other objectives of the organization. The flexibility of the

employee would be increased which would provide more support for the organization. Training

is also provided to improve the attitude of the employees in the organization which would bring

in drastic change within the organization. This would also help to utilize the full potential of the

employees in the organization.

The training methods adapted for the employees in the organization are known from the

secondary data collected for the research. And different methods adapted are induction training,

foundation training, advanced training, coaching and mentoring, apprenticeship, in-house

training, external training, on the job and off the job training, senior management training and

colleague training and development. These are different training methods adapted to train

employees in different employees. Methods adapted to train the employee were found to be

significant in training particular level of employee.

2.5.2. Induction training

These kinds of training were given to the employee joining the organization newly. “

Mandatory for all colleagues

Takes place during your first 2 days

Is a basic introduction to Sainsbury's - explains the way we work (our values), how to

deliver great service and includes all the legal and compliance subjects such as health

and safety and food safety. ”

So in this training method, the employee would come to know about the working environment

and the place where the individual is going to work. This would also help the new employee to

get around the working environment and get used to which is very important at the time of

starting. As mentioned all the basic health and safety things would be explained to the

employees and make feel them they are protected by the organization.

2.5.3. Foundation training

This is provided to the new employee and helps them to stay focus on the task. This would also

help in performing the task by the new employee. Foundation training in Sainsbury as follows: “

Mandatory for all colleagues to be at this skill level

Takes place during your first 12 weeks

Introduces you to your role and includes all the basics you need to know how to work

productively and safely on your department”

When the employee is just introduced into the organization, the individual might face lot of new

situation which would be different and confused. So the new employees are assisted by

providing training for their first few weeks which would enable them to become familiar about the

roles and responsibility. The tasks that has to be carried out also would become familiar and the

new employee also would be able to deliver similar to the pervious employee in the organization

and support the organization in achieving the organizational goal. This is the period where the

new employee turns into well shaped employee for the organization which is most important for

the organization.

2.5.4. Advanced training

This kind of training is provided to the employee working in Sainsbury to increase their

performance or skills that helps in their career development and in turn the organizational

development. Advanced training in Sainsbury as follows: “

For management and team leader colleagues, job experts and those who want to

develop for their next step.

Takes place once signed off at intermediate level

Covers how to manage and supervise in your role

Signed off to manage legal and compliance on your department in the first 12 weeks”

Here the employees are trained as the process of continuous improvement which develops their

career. For this their performance would be analyzed and trained accordingly. The employees

needs would be understood and training would be provided accordingly. This would help the

employees to move on to the next step in the organization.

2.5.5 Coaching

The employee in the organization would be guided by coach. The coach would be explaining

about how to use or do the process. Then the employees would be made to carry out the task.

The coaches would be giving their feedback and how the employees progress based on the

task carried out by the employees. Coaching at times aids in bringing out the best of the

employee. Mostly this method of training is given to the low level employees in Sainsbury.

2.5.6 Mentoring

The employees would be working with the skilled or experienced employees. This would enable

to develop the skills of the employee from the experienced employees. Any issues would be

discussed and solved with the paired experienced employees. The employees in top level

management were trained by this method.

2.5.7 In-house and External training 

When the organization provides training itself is known as in house training and when other

resources apart from the organization are used, it is known as external training. Sainsbury uses

both the in house and external training. The partnership with NES helps in providing external

training apart from its in house training to the employees

2.5.8 On-the-job and Off-the-job Training

Training provided in the working environment is known as on the job training and this method of

training the employees in Sainsbury has been found to be successful. When the employees are

trained in the different place from the working environment is known as off the job training. Off

the job training could be provided within the organization or outside the organization. Mostly it

seems to be internal off the job training would be provided to the employees in Sainsbury

2.5.9 Colleague Training and Development at Sainsbury’s

This below is a quote from Sainsbury’s about their colleague training and development

programme:

“We want everyone who works for us to have the opportunity to develop their careers. We have

a company-wide development programme based on a personal management agenda (PMA)

where each manager has an individual training and career development programme. Senior

managers meet twice a year to discuss their own teams and succession planning. Colleagues in

store have a 'how well am I doing?' meeting with their manager to assess their progress and

training needs.”

2.5.10 Senior management training

This kind of training is provided to the employees to meet the needs of individual as well as the

organization. Senior management training is carried out by promoting the employees in the

organization to the next level. The employees would be interested and responsibilities given

would be easily managed by great deal of enthusiasm got by promotion.

2.5.11 Implications of training

The training the organization is planned based on the performance of the employee in the

previous year. This would enable the manager to know the area that has to be improved and the

general training for the skills that has to be developed would be also planned for the future. This

would help the organization in continuously improve the performance of the employee. The fine

tuning of the training would be provided comparing to the previous time. Though the

organization develops the training plans and regarding the required skills for the employees in

the organization, the manager would enable the employees to focus on the particular skill in

order to improve the performance of the employee

In order to carry out induction training the experts in the department are asked to provide

induction for the new employees. This would enable the new employee to come to know more

about the area of working from the person who has been in that place for very long years. This

would help the new employees just entered into the organization would be feeling satisfied and

confident.

Foundation training could be given by the people those who have assigned to provide training to

the employees in the organization. The people providing training to the employee would be

certified or qualified to provide training to other people. And the advanced training to the

employees would be more like a task assigned to the employees and the individuals would be

given knowledge about the task and they would be asked find solution for the tasks. These are

like projects where the employees would come out new ideas

2.6. Summary

The literature review enabled to understand methods of training and how training should be

conducted. The training with respect to the skills required by the employees is categories and

analyzed as soft and hard skills. The training methods that have been adapted in the

organization is evaluated for knowing its impact. Evaluation of training helps in knowing the

effectiveness of training. The effect of training is analyzed and found to have impact on various

departments like customer service, satisfaction, quality and loyalty that is briefly discussed to

know the impact of the organization. The impacts of training in developing the skills of the

employees are analyzed based on the research question. The contribution of training the

employees for the skills has seen in various areas which develops a climate for continuous

development in the organization. Contribution of training in retaining the employees is one of the

major benefits for the organization in training the employee that helps in putting the organization

in the path of success. Training methods in Sainsbury is has been studied from the information

collected through the Sainsbury website and company documents.

3. Methodology

3.1. Introduction

This chapter would help in clear knowledge about the methodology and the methods that would

be adapted for the research. According to Jankowicz (2005) “the analysis of, and rational for the

particular method or methods used in a given study, and in that type of study in general”. In

order to select the appropriate research method, aim of the research with the objective is briefly

described. This has enabled to select the appropriate methods in which the research could be

carried out and finally a more appropriate method was chosen. This research has been carried

out successfully because of the selection of the primary research method for the problem of the

research which was very well suited. A brief analysis on the different methods has been carried

out that has showed the advantages and the disadvantages of those methods in performing this

research. Apart from the primary method of research, research approaches, strategies, methods

of data collection has also been analyzed.

3.2. Research approach

According to Collis and Hussey (2003) research approach can be defined as the master plan for

accomplishing the research. Saunders et al (2007) noted that “the essentiality of research

approach could be deduced from what takes place within its context. This is because it is within

such scenario that the researcher is concerned with choosing the approach that would be more

pertinent in sieving out data that will be of benefit in answering the research question”. But from

the literature review that has been carried out, it is clear that the research could be carried out in

quantitative research method or in the qualitative research method. The quantitative research

method is also known as inductive research method. In contrast the qualitative research method

is known as deductive research method. (Bryman,2001; Collis and Hussey, 2003;

Jankowicz ,2005; Saunders et al 2007).

Saunders et al (2007) states that “the deductive approach owes much to what one may think of

as scientific research, while the inductive approach is oriented towards gaining an

understanding of the meanings humans attach to events as well as the research context”. In

order to carry out the research on training of employees in Sainsbury qualitative research

method has been adapted. This is for the reason that the qualitative research method involves

the human factors where in training of the employee in the organization lots of social factors are

involved. But in the quantitative research method, it is only the numbers and no social factors

would be considered which would not be effective as the qualitative research method.

Considering all these reasons qualitative method of research has been implemented.

In providing training to the employees in the organization, it is based on the skills of the

employees. In that case the qualitative research would be dealing the case more effectively than

the quantitative research method. The feasibility of the research is also made well before the

start to the research to ensure that whether enough data could be collected and whether the

research could be completed.

3.3. Research strategy:

3.3.1. Survey method

Survey research method of research strategy focuses on the determination of status of the

provided context. According to Bryman (2001), “surveys are particularly versatile and practical

especially for the researcher, in that they identify present conditions and point to present

needs”. Similarly, Collis and Hussey (2003), “survey as a positivist methodology stated that it is

a situation whereby a sample of subjects is drawn from a population and studied to make

inference about the population”. From the statements it could be understood that this method of

research could be used for business in order to understand the attitude of the employees. The

relationship between the factors involved could be identified if this is properly used. But in

collecting information about the training of the employees it is important to know information

from the employees and the managers. For this the researchers has to develop two

questionnaire set one for the employees and one for the managers to collect sufficient data for

the research.

3.3.2. Experimental research strategy

According to Bryman (2001), “one the purpose of experimental strategy is to derive verified

functional relationships among phenomena under controlled conditions”. This method of

research is carried out in a systematic way based on various independent variables. This has

been stated by Collins and Hussey (2003), experimental strategy has been developed from the

positivist methodology but this research is conducted in a systematic procedure.

This method of strategy is much adapted to the scientific method of research. The research that

is being carried out is not scientific method of research. When this method of research is

adapted to this research, it would not be able to explore the problems in a right and would be

also difficult to accomplish the aims and objectives of the research.

3.3.3. Grounded theory research strategy

This method of research is one of the mostly accepted qualitative methods of research. In this

method of research a common research philosophy would be shared. Apart from this there are

other reason why this method of research has not been adapted or not suitable for this

research. According to Collins and Hussey (2003), this method of research uses systematic set

of processes for the research which is considered to be inappropriate by the research for this

research. When this method of research is followed, the research would focus only on set of

variables or those factors that are not important in the context of research.

Moreover this grounded theory of research is referred for theory building which is not the main

focus of the research. The nature of the strategy is itself considered to be inappropriate for the

researcher. This method also requires enough time for the researcher to carry out the task and

accomplish the research. adding to these this method is considered to be predefined method for

analysing and understanding. When complex issues are analyzed using this method there is

higher probability for the research method to miss out the important factors about the training

method that is adapted in Sainsbury’s.

3.3.4. Case study

Researcher Robert K. Yin defines the case study research method as “an empirical inquiry that

investigates a contemporary phenomenon within its real-life context; when the boundaries

between phenomenon and context are not clearly evident; and in which multiple sources of

evidence are used”. This method helps in understanding a complex issue by carrying out a brief

study or analysis based on the incidents. This would help to focus only the limited number of

incidents that has happened and would fail to bring out the actual happening that has occurred

all the times. This method of research would be suited to focus on the particular incident or

specific events so it would able the researcher to complete the research in a better manner.

As mentioned it would focus only on the very less number of events, it is one of the strongest

critics against the case study research method. This method fails to provide reliability or

generality of the findings. So this method could be used only to explore the things for the

research carried out but not as the method of research. but still the case study has been

planned well before the start of the research and is being conducted successfully by many

researchers. In this method, in depth analysis could be carried out on a particular event. In our

research, it important to know the information from all the employees and analyse to provide

better training method and its impacts.

3.3.5. Interview

Interview is another familiar method of collecting data for the research. Primary data for the

research could be collected through interview method. Interview method is categorized into

structured, semi structured and unstructured. In the structured interview the questions would be

predefined. In the semi structured interviews, the researcher would be asking questions apart

from the predefined question to gain more information from the participants. In the unstructured

interview, researcher is allowed ask any questions regarding the area in which the data has to

be collected. When this type of interview is adapted for the research, more in depth data would

be collected, but the researcher should have knowledge about the particular area. Moreover this

would be time consuming. For this in many researches semi structured interview is adapted for

the research which would enable the researcher to collect the data for the research in the area

that requires more information.

Among the different methods of research strategies analyzed, various methods looks to suit the

research but in one or other way the method has disadvantage. In the survey method, the

researcher has to develop two questionnaire set separately for the managers and the

employees which would be time consuming. The experimental research method which is clearly

stated as it is for the scientific kind of researches. But in this research human socio factors are

involved which would not be better strategy to be adapted for the research. Grounded theory

method when adapted would focus only on the particular factors whereas in the research the

impact has been seen in different areas of the organization which could be understood from the

literature review. When the interview technique is adapted, it would help in collect information

from the employee and managers and the information from both could be used to cross

question the employee and manager. This would help in collecting in depth data for the

research. When this method is adapted, emotions and the reactions could be noticed which

would support the research. Keeping the advantages and disadvantages of different strategies,

interview technique is adapted for the research.

Here the managers and the supervisors in the organization are interviewed to know more about

the training that is being adapted in the organization. They were questioned to collect more

information apart from the information that has been collected from the employees regarding

training. This would provide enough data to carry out the research in a successful manner.

3.4. Data collection methods

As selecting the research method for the investigation that is being carried out, it is also

important to collect the data for the research. Failure to collect enough data for the research

would cause in failure of the whole research. So the data collection for the research should be

carefully planned. The method adapted for the collection of data is said to be fundamental for

the research (Bryman 2001; Saunders et al 2007). Usually the data collected for the research

are two types which are known as primary data and secondary data. Primary data that is been

collected for the research is unique. Primary data for this research is collected through

interview. The interview questionnaires would focus on the training and its impact on employees

in Sainsbury and the data collected will add to the primary data for the research. The data is

collected for the research from the journals, articles and various other magazines, company

documents contributes to the secondary data for the research (Bryman 2001; Saunders et al

2007). For this research journals and articles has been collected using online libraries which has

been very efficient and effective for the research. Collection of primary data was undertaken

from employees and the managers in Sainsbury using interview technique.

3.4.1. Interview questionnaire

In this method a common questionnaire set would be developed and the questionnaire would be

asked to the employees in the organization during interview. This would help to know different

emotions and answers for the same questions from all the employees. There are different

categories in questionnaires by which it could be design to collect the data from the research.

Open type and closed type questions. For our research closed type questions are asked. This is

adapted as it would make the participants feel simple and interesting. When the participants are

involved in the questionnaire it would help us providing accurate data for the research. So

mostly closed question type has been adapted. Similarly the questionnaire could be structured,

semi structures or unstructured. Semi structure questionnaire is been adapted for the research

as it would enable to collect enough data if it is required or when the participants convey their

own information regarding the questions that has been asked. The data for the research on

training and impacts in Sainsbury could be collected in all the required forms that are required

for the research. The interview questionnaire that has been used to collect the data for the

research has been attached in the appendix part. The participants were allowed to give more

information for the question if they are interested. This has seemed to be more effective that

many participants have provided few statements regarding few questions. When summed up, all

the questions that have been mentioned in the questionnaire has received more information

about that particular question. In order to make it very clear and underpin those as reference it

has been added in the data analysis part. Providing evidence would enable the reader to gain

confidence on the research.

3.5 Ethical Considerations

It is important in the research to follow certain ethics which would increase the standard of the

research. The data that has been collected for the research through various data collecting

methods are kept confidential. When this is kept confidential, it would help the participants to

provide the true information which would be very helpful to come out with the accurate results.

The purpose of the study is conveyed to the participants through the manager. This is followed

as it would be difficult to meet all the participants and explain them about the nature of the

research. When it is conveyed to the manager the information would to send to all the

employees without even missing a single employee working in Sainsbury. As an ethics, the

manager is not often disturbed and made early appointment so that the managers daily routine

of work is not affected.

3.6. Summary

A brief study has been carried out on the methodology that could be adapted for the research

and qualitative method of research has been adapted for the research. This method better suits

to carry out the research on training and the impact in Sainsbury’s. Interview research method

has been chosen to collect all the kind of information from the employees working in the

organization to understand the training and impact in the organization. This would help to gather

enough information that are required and accomplish the research successfully. The ethics that

has been adopted would help in coming out with the accurate result.

4. Findings and analysis

4.1 Introduction

This also forms the important part of the research and is also sensitive part of the research as it

produces the result for the research. Qualitative method of research is sensitive compared to

the quantitative research method and when it is found to be wrong, it would have more negative

impacts and would also create problems in the future. For this purpose the analysis of the data

that has been collected is carefully analyzed. The answers from the participants were

represented in the graphical format to give clear picture for the readers. This graphical data is

also supported with the statements that have been mentioned from the participants in the

questionnaire. The data collected has been used to identify and analyze in such a way to

accomplish the aim and objectives of the research. Care has been taken to cover all the areas

that have been mentioned in the aim and objectives of the research. Here both the primary and

the secondary data collected for the research has been used.

4.2 Impact of training on employees {R-Q}

Sainsbury has developed a training programme to help the unemployed people to get jobs with

the Sainsbury’s suppliers. Till now 104 people found a new jobs and their various suppliers like

retail, construction, engineering and many others. All the new people selected have been

assured a 12 month guaranteed work. This would help to known about the work place and

increase the probability of employment. The staff training scheme that is been followed in the

organization also helps the employees in the organization to develop new skills that are required

for the organization. This helps the organization to regenerate the old stores and expand their

number of stores. Sainsbury’s Property Director, Neil Sachdev, explained, "I am absolutely

thrilled that the Partnerships have been such a success. By working closely with our suppliers

we have made a real difference to lives of over 100 people and this is something we are very

proud of."

According to 2010 annual report, When the employees in the organization and the newly

employed people were asked about the training that is been adapted in the organization, their

response was very positive.

The partnership project shows how the large organization tends to provide training to the

unemployed and support them by providing training and jobs to the struggling people in the

country. It will also help to develop the relationship between the Sainsbury and the supplier

which would help in getting the high quality products from the suppliers.

The organization brand value of Sainsbury has been developed by providing health, safe, fresh

and delicious food to the customers. Sainsbury differs from the other rivals by maintaining their

own standard that is by offering high quality food at a very competitive price which helps to

continue its leadership in the business. It also stays very ethical in doing their business.

The workforce of the company is approximately 140,000 people in the UK and had a turnover of

£17.8 bn in the last financial year. The operating profit for the last financial year was around

£530 million. It has been estimated that Sainsbury’s has a market share of 14.8% of the £123bn

UK grocery market.

Sainsbury’s has a strong commitment to developing the skills of its people. So much so, that

Justin King, Sainsbury’s CEO, recently stated: “Learning never stops at Sainsbury’s and every

one of our colleagues can improve their skills, which not only benefits our customers but also

supports our colleagues to achieve their full potential”.

agree disagree neither agree nor disgree

0102030405060708090

Focus soft skills through training programme

Focus soft skills through training programme

Table 1

Sainsbury’s was one of the first supermarket businesses in the UK to have partnership with the

government organization to provide training to the employees in the organization. The company

also launched its “You Can” programme in November 2008 which has brought all its training

under one umbrella.

Apprenticeships

From the year 2006, apprenticeship programme in Sainsbury has become as an integrated part

of the organization recruitment process. Sainsbury is proud of its “a great place to work”.

believes that one of the ways of achieving this is to formally recognise employee skills by giving

staff the opportunity to gain qualifications.

“The key thing about our apprenticeship programme is that it’s open to all, irrespective of age or

eligibility for funding,” states Gary Tovey, qualifications and skills manager at Sainsbury’s.

The organization focuses on the employee’s soft skills in reflect to the interest shown by the

employees to improve their soft skills. This tends to have impact on the performance of the

employees and most of the employees are interested in improving the soft skills to increase

their performance and for their career development.

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

All training methods are helpful

All training methods are helpful

Table 2

All the employees in the organization were asked about the training methods that have been

adapted and is it useful for the employees to increase the performance. Not only with respect to

the performance but somehow it helps the employee and the organization. Mostly the response

was positive and there were certain considerable amount of people saying that not all the

training programme were helpful. And again there are certain amount of people who not

agreeing neither disagreeing about all the training methods. This clearly indicates the area for

development in the training programme in the organization.

Sainsbury’s is also proud of the fact that apprentices are paid the same rate as other employees

– £6.80 an hour – rather than a reduced training rate. “We don’t discriminate against them in

terms of their pay; it’s well over the national minimum wage. It also compares favourably with

the average week’s pay for apprentices of around £200 a week. Offering a higher rate of pay

makes Sainsbury’s apprenticeships more attractive to older workers, who may have greater

financial responsibilities than younger employees. Almost one-third (32%) of the apprentices are

over the age of 25, and this has included some people up to the age of 45 who have joined the

scheme.

Just as age is not a barrier, the availability of external funding is not used to limit entry and all

employees are given the same support regardless of whether or not they attract Government

funding. However, there were barriers to be overcome in introducing the scheme. In particular,

the fact that Government funding for apprentices’ training is limited for those aged over 18. The

organization has also had to identify where adult funding for those aged over 24 is available,

and recognise that it needed a budget for programme participants who do not qualify for

available funding streams”. The supermarket has also had to work to dispel the myth that

apprenticeships are for young people only.

The organization seems to experience problem in retaining their skilled employees in the

organization and thus affecting the commitment towards employee skills. The organization is

finding difficult to retain its employee especially in the retail stores. “People would go to our

competitors for even a very marginal increase in salary,” explains Tovey.

Bespoke training

Sainsbury wants to maintain their skill level in the organization in order to manage when the

skilled employees leave the organization. For this organization worked with the several partners

to design and develop an appropriate training plan so that it would develop its own employees

into skilled employees and maintain the skill level of the organization.

Sainsbury started to work with retail training designers and other experts to develop all the skills

that are necessary for the employee to in order to match the skills National Vocational

Qualification (NVQ). The in house training programme was developed for the employees.

Several plans were made and were implemented in the organization which were incorporated

with the development of communication skills of the employees.

Tovey comments: “We needed to work with an awarding body that had a strong vocational

orientation and understood our business. Overlaying our training programme with more

procedures and bureaucracy simply would not work.”

This kind of training was first used for the bakery and the success has led the organization to

look forward and implemented in two other areas such as meat and fish.

For this the apprenticeship was for 15 months and carried out in 3 levels: NVQ level 2 for the

employees in the retail bakery, meat and fish area. Then keys skills like English, maths and

technical expertise in the customer serving, health and safety and the final level was to certify

NVQ level 3 for those who were all in the end of the project.

Sainsbury’s says that the apprenticeship programme allows employees to develop practical

skills from day one. It also allows those who may not have enjoyed academic success to gain a

qualification without the need to build a traditional portfolio. “Our apprentices tend to be a little

older than those who normally sign up for such schemes,” explains Tovey. “They have more life

experience and have had a few years away from education but then decide they want to join.”

4.2.1 Current work with NES

agree disagree neither agree nor disgree

0102030405060708090

Training programme through partnership with NES

Training programme through partnership with NES

Table 3

The partnership training development programme has created impact in the organization and

the employees are interested in the training programme that has been developed through

partnership with NES (National Employer Skill). Nearly an 80% person was interested in the

partnership programme and wants the partnership to be held between the organization and the

NES.

As mentioned earlier Sainsbury was the first to join with NES in the supermarket industry and it

has been around 3 and half years. The organization developed partnership with NES through

Skill smart.

Sainsbury now has around 4,400 employees gets trained by the fund that is been provided by

NES. Various training programme were undertaken by the employees such as skills for life,

NVQ level 2, and apprenticeship. The organizations commitment to increase the skills of the

employee in the organization has increased the number of employee engaging in the training

programme and is also expected increase in the future.

4.2.2 Benefits from engagement with NES

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

80

Partenership Benefits

Partenership Benefits

Table 4

The benefits of the training programme that has been conducted is analyzed among the

employees in the organization. Most of the employees accepted that they have benefited from

the training programme and there were very few compared to people opted neither agree nor

disagree. So this also indicates the successful of the training programme in benefitting the

employees and the organization.

4.2.3 Impact of working with NES

agree disagree neither agree nor disgree

01020304050607080

Training aids personal devel-opment

Training aids personal development

Table 5

The employees were directly asked about their personal development in the organization. To

analyse this question was set up such that whether the training programme conducted helps in

their own personal growth in their career. Almost 70% of the employee clearly mentioned that

they had an opportunity to develop their career through training that has been offered.

Though the organization had a short contract with the NES, it has helped the organization in

creating lot of values within the organization. The organization could get clear evidence from the

performance and the change in the organization that has been due to the training programme

conducted in partnership with the organization.

According to Gary Tovey, the partnership with NES has developed the skill level of the

organization. Thousands of the employees in the organization were seen to be benefited from

the training programme. Their skills have developed in fulfilling their lives both in the

organization and in the society. The skills that the employees developed help the organization

while planning for their future.

Sainsbury’s after combining with NES, was able to shape the world of government of large

organizations to meet their needs through training. Changes has been brought at sainsburys in

administration, electronic training record system once after combining with NES.

4.2.4 Where next with NES

agree disagree neither agree nor disgree

0102030405060708090

100

Need for partnership training

Need for partnership train-ing

Table 6

When the employees were questioned whether the partnership with the NES has to be

continued in the future, the employees responded positively. This is one of the high positive

response from the employees side with very little disagreement. The skills acquired, benefits

received and all others has made the employees to stay in touch with the NES partnership

programme. Literally this training has brought a significant change in the organization

contributing to the development of the organization in the recent years.

The company is committed to developing skills within the employees in the organization. And it

is also ready to spend huge amount of money which could be their most valuable future asset.

So the contract with NES would extend and if it is extended around 11,000 employees were

expected to achieve NVQ’s in different levels.

By working with the NES, Sainsbury’s has transformed a lot and would enable to make good

shift in the Skills Pledge commitment to “allow all employees to have the opportunity to gain a

nationally recognised qualification relevant to the sector, and which recognises their skills and

capabilities”.

From the data analyzed it is clear that working with NES, Sainsbury has gained a lot and

reduced it difficulty in training the employees. But still Sainsbury is ready to work with NES so

make the training process and the skills development process simple within the organization.

Sometimes the organization could not able to find the difference between the culture that is

adapted by the NES and the learning employees. But still the organization is ready work with

NES to create value for the organization.

4.3 Critical training in performance of employee in Sainsbury {R-Q}

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

80

90

Impact of training in fostering the job

Impact of training in foster-ing the job

Table 7

The impact of training programme that has been conducted with the partnership of NES has

asked among the employee. The impact seems to be very positive and high among all the

employee in every department in the store. It cleanly shows that the money invested on training

the employee has helped in increasing the performance of the employee which increases the

performance of the organization.

4.3.1 Monitoring

agree disagree neither agree nor disgree

0

20

40

60

80

100

Monitoring training has better impacts

Monitoring training has better impacts

Table 8

Monitoring which has gained its significance in the recent years, seems to be very important for

the employees in the organization and they felt worth of monitoring the training process. Most of

the employees said monitoring process has created value in their next training process and

made a big difference in their way of looking at the training programme. Similarly organization

has also understood many facts form the monitoring process. “Sainsbury’s monitors the

background, age group and gender of those recruited onto the programme. Its workforce is 57%

female, but so far significantly more men than women have been taken onto the apprenticeship

programme, with 79% of apprentices being male and 21% female. This is in contrast to those

studying for job-related qualifications with the company, where the split is 35% male and 65%

female”.

As organization follows equal and diversity among the employee, it has monitored the ethnic

background of the employee working as apprentices and has found that 12.8% of apprentices

have come from minority background.

Impact

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

80

90

Training has positive impact

Training has positive impact

Table 9

Training programme was monitored and reviewed for its impact on the employees and the

organization. the figures that has been recevied clearly shows the positive impact and level of

impact that the partnership training programme has created in the organization. It has also

changed several methods that has been followed by sainsbury giving advantage for the

organization. Only very few number of people has opposed that training has not brought any

positive impcts.

Sainsbury’s has identified several benefits accruing from its apprenticeship scheme.

Future plans

According to 2009, Sainsbury is keen on the apprenticeship programme and said to have an

apprentice in each of its store till March 2010. For this the organization has recruited around 350

employees in the financial year 2009/2010. There was increase in the recruitment employees

comparing to the previous year in Sainsbury. There were around 200 employee more

comparing to the recruitment made in the previous year.

Development of skills

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

80

Need for NVQ's

Need for NVQ's

Table 10

The employees in the organization also show more interest in getting NVQ’s. The common thing

among the employees is that, it would help in developing the skills and increase the

performance and which would put forward in their career. And again nearly 70% of employees

in the organization prefer to NVQ’s. But there were considerable amount of people not agreeing

or neither agreeing the need of NVQ’s. Similarly same number of people were opposing that

NVQ’s does not make any difference in the performance or organization.

Sainsbury's chief executive, Justin King [pictured with skills secretary John Denham and

Sainsbury's HRD Imelda Walsh], said: "This launch demonstrates learning never stops at

Sainsbury's and every one of our [employees] can improve their skills, which not only benefits

our customers, but also supports our colleagues to achieve their full potential." It is expected

that at least 25% of the employees in the organization would be qualified within forth coming 5

yrs.

Speaking at the launch of the scheme, skills secretary John Denham added: "I hope other

companies will follow [Sainsbury's] example and make learning new skills and, where possible,

gaining relevant qualifications, an integral part of work.

4.4 Impact of training – Continuous performance improvement{R-Q}

agree disagree neither agree nor disagree

0

20

40

60

80

100

120

Performance continuos im-provement

Performance continuos improvement

Table 11

When the employees were analyzed for the performance continuous improvement due to

training, more than 95% of the employees working in the organization support and only 2% of

people disagreed and same number of people were not saying anything about the continuous

improvement. The performance continuous improvement due to the training program is almost

100% clear and the development is seen each and every year. The organization still wants to

improve the process to achieve the ideal state.

Other aspects of the graduate-training program

When comparing to the other training programme graduate training programme has received

less importance among the employee and gained more opposes. This might be because the

internal rewards were distracted. The organization has to take a look into this so that it would

develop sense of satisfaction among the employees which is help in maintaining better working

environment. Other aspects cover a who's who of Sainsbury's and, according to Joanne

McGuire, “set the context of graduates' role in supporting the company in exceeding customer

expectations while maintaining our commitments to the environment and the community”.

agree disagree neither agree nor disgree

0

10

20

30

40

50

60

70

Need for graduate training programme

Need for graduate training programme

Table 12

“The content and length of the graduate-training program as a whole varies according to the

area in which the graduate will eventually work. The norm is 18 months for areas such as the

supply chain, marketing, buying, product technology, product development, information

technology and the commercial section of the company. However, the induction for graduates

hoping to work in the company's property arm, or in human-resource management, generally

lasts for two years, while an induction of up to three years is common for graduates interested in

retail or finance. The programme is structured yet flexible enough to meet the particular needs

of each graduate,” said Joanne McGuire.

4.4.1 Contribution of training - Retention of employees

agree disagree neither agree nor disgree

01020304050607080

Employee retention through training programme

Employee retention through training programme

Table 13

The employees were analyzed to about the impact of employee retention in the organization

through training program. It has been identified that the employees at the time of training get

more found and attached to the organization which is said to build some contract with the

organization. So when this is checked with the new employees in the organization it is high and

the employees in the organization it is comparatively less than the new employees meaning that

training creates impact in retaining the employees in the organization which could be also from

the figured shown in table 13.

Turnover in the employee rate has been reduced significantly that is more than 12%. This would

cost £1.6 million in recruitment for Sainsbury. This has also decreased graduate recruitment

costs per hire have fallen a huge 69% and marketing spend per hire has dropped by 56%.

5.0 Conclusion

5.1 Introduction

This is the last and final part of the research that has summaries of findings, recommendations,

future research and the complete summary of the research. The main points in the research

would be mentioned in the summaries of findings. From the findings made on the training and

impact of on the employees, recommendations would be provided. Keeping this area that has

been left out or to be futher progressed would be mentioned in the future research. And the final

summary would be provided to end the research.

5.2 Linking of key finding with the literature review

The requirement of soft skills training for the employee in Sainsbury has been identified.

This could be identified by the interest shown by the employees to improve the

performance. This not only improves the performance of the individual but also the

organizational performance. The increase in the need of soft skills for the better

performance of the organization in the literature review is witnessed.

The significance of the partnership training programme has made an impact greater

impact such that it has created lot of values for the organization. some of the significant

changes that has been made due to the partnership training are change in

administration, and developing electronic training document. It has significantly raised

the skill level of the organization on the whole

The development of the organization by the development of employee that means the

investment in training has made the organization more profitable than the previous

years. The strategy of Sainsbury that is training as an investment is found to be effective

in the organizations growth and development.

The continuous improvement has been made as a part of the organization. The training

along with monitoring process enabled the organization to refocus on the stray areas

and develop it as its strength. The continuous improvement made in the organization

has increased the operational profits of the organization. Evaluation process which has

been mentioned in the literature review for the continuous improvement has been proved

to be effective for Sainsbury in this research.

The retention of the employee is one of the major impact of partnership training with

NES. The turnover of employees has been reduced by 12% and it has saved around

£1.6 million in a financial year.

This also has saved significant amount of money through graduate training programme

and other programme that has be adapted to retain the employees in the organization.

There has been a huge fall in the new employee moving away from the organization.

5.3 Recommendation

From the analysis made on the data that has been collected for the research some of the

significant things has been found out and which would be very important for Sainsbury’s. The

requirement of soft skills for the employee has been identified. The organization has to look

after the need of the employee and reflect to have better relation with the employees. The

employee willingness to continue the partnership with the NES has to be considered as it would

have significant impact with the own inspiration of the employees. It has also found that the

training provided by organization is not completely useful for the employees. So the organization

has to bring changes with the trainings and training methods that are currently being adapted in

the organization. The retention of the employees seems to have greater after the

implementation of training in the organization. So the organization has to look for creating more

value by reducing the turnover of employees in the organization which could be still reduced.

Some of the main changes have to be brought are as follows:

5.3.1 Focus on soft skills

As the importance of soft skills has been identified from the critical literature and findings from

the data collected the organization has to focus in soft training for the employees. This would

help in changing the attitude, behavior and nature of the employee which would be supportive

for increasing the performance of the organization. Moreover it would help in developing good

relationship among the employees which would help in increasing the productivity of the

organization.

5.3.2 Train employees depending upon the skills required for the organization

Training has to stay in line with the skill requirements of the organization to achieve the aims

and objectives. The change in the skill set requirement has to be brought into effect immediately

without any delay as it has more impact on the organizations performance. The employees

should be given a brief about the importance of the training given. It should stress about how it

would improve the performance of the employee and support the employee career which would

develop interest among the employees in getting trained.

5.3.3 Develop personal development plans

Apart from the training provided to the employees in the organization, Sainsbury has to focus on

the personal development plan which would be more effective. This would enable the

employees to develop the skills that they are interested in. This would support the job rotation

for the employees given in the Sainsbury. Moreover the personal development plans does not

only helps in developing the interested skills but that would support the employee in their career.

Thus it would help in increasing the performance of the employee and the organization.

5.4 Future research

The aims and objectives of the research were narrowed down due to the time that was available

for the research. Various factors could be deeply research in order to know the relationship and

the kind of impact that has on each other. The retention of the employees with respect to

training is just found out and could be taken into account in various angles and find what are the

factors that are affecting and influencing the retention of employee through training. Another

most significant area which has to be research is about the partnership training programme.

Throughout the research employees were found to be interested or attracted towards the

partnership training programme. The reason behind it and the success factor could be analyzed

so that the organization could have more strategic partners in training the employees and

produce better results. These two researches would provide more understand and produce

more advantage to the organization.

5.5 Summary

The research has been started with the aim of investigating the training and its impacts in

Sainsbury. According to the time that was availed for the research, aims and objectives were

narrowed down so accomplish the project successfully.

In the literature review, a brief analysis has been carried out on training and the ways of training.

Then continuous improvement through training is analyzed. It has been understood that training

itself helps the organization to improve continuously without any monitoring process. Then in the

literature part how the training could be provided to the employees is analyzed. With that it has

been moved on to the impacts that the training could make in the organization. Several impacts

has been identified like increasing the quality of task that is being performed, increasing the

performance and productivity. With this the most important is the retention of employee in the

organization which is significant for the organization.

In the research method, an appropriate methodology to carry out the research successfully in

time is selected. Survey research method is selected and research has been carried out. With

that questionnaire method has been adapted to collect the data for the research. the research is

carried out in the qualitative research method.

The data collected has been analyzed in the data analysis part to find the result which were

more accurate and made the research effective.

5.6 Conclusion

Finally from the research that has been carried out it is understood the training method that is

adapted in the organization could put the organization in the path of growth irrespective of the

difficulties that is faced by the organization. The ways that is being adapted by the organization

to train the employees have positive impact and support the growth of the organization. The

demand for the soft skills training by the employees is identified and recommended to the

organization. The impact of soft skill is found to be more significant for the employees and the

organization. The impact of training the employees in developing the organization has been

clearly identified. The partnership training programme helped the organization to design the

training plans for the employees in such a way to help in growth and development of the

employee and the organization. Another major significance of the research is the retention of

employees through training. When the training is monitored and reviewed for its impacts it would

help in planning better training programme for the employees which contributes to the

continuous development of the organization. The objective of the research to understand the

training, analyze the impact of soft and hard skills has been met. The objective of the research

to find the impact of training employees for the development of the organization is also met.

Final objective of providing recommendation to the organization is also accomplished with the

major finding in the research, training supports the retention of employees in the organization.

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7. Appendix

7.1 Appendix 1

1. Does the training method that is implemented helps in fostering the job

a. Agree

b. Not agree

c. Neither agree nor disagree

2. All the methods of training has been more helpful

a. Agree

b. Not agree

c. Neither agree nor disagree

3. Only few methods of the training has been helpful

a. Agree

b. Not agree

c. Neither agree nor disagree

4. Does the training has any underpinning for the personal development

a. Agree

b. Not agree

c. Neither agree nor disagree

5. Training helps in increasing the performance of the work

a. Agree

b. Not agree

c. Neither agree nor disagree

6. Training contributed to increasing the productivity of the organization

a. Agree

b. Not agree

c. Neither agree nor disagree

7. Without training it would be difficult to maintain the performance of individual

a. Agree

b. Not agree

c. Neither agree nor disagree

8. Requires special training is required to fine tune the performance

a. Agree

b. Not agree

c. Neither agree nor disagree

9. Training helps in retention of employees in the organization

a. Agree

b. Not agree

c. Neither agree nor disagree

10. Partnership training with NES is more effective in the organization

a. Agree

b. Not agree

c. Neither agree nor disagree

11. Organization need to continue its partnership with NES for training

a. Agree

b. Not agree

c. Neither agree nor disagree

12. NVQ’s are required and significant for the development of employees

a. Agree

b. Not agree

c. Neither agree nor disagree

13. Graduate training programme is required to maintain or increase the skill level of the

organization

a. Agree

b. Not agree

c. Neither agree nor disagree

14. What are the areas training should be more focused

a. Hard skills

b. Soft skills

c. Both

15. Employee requires more focus in soft skills training for their career development

a. Agree

b. Not agree

c. Neither agree nor disagree

16. Employee requires more focus on soft skills for increasing the performance

a. Agree

b. Not agree

c. Neither agree nor disagree

17. Training helps to build relation between the employee and organization

a. Agree

b. Not agree

c. Neither agree nor disagree

18. When training is monitored would have better impact

a. Agree

b. Not agree

c. Neither agree nor disagree

19. Training helps organization to stay focus on continuous improvement

a. Agree

b. Not agree

c. Neither agree nor disagree

And other questions were asked to collect information among the participants of the research

once after knowing their interest as follows:

1. How do you plan training for the employees?

2. Does the training designed to group or in person?

3. What are ways in which training is provided to the employee in Sainsbury?

4. What is often focused through training?

5. Does training helping improving the personal career of the employee?

6. Training helps in retaining employees in the organization. Is it true?

7. How does training have impact on the employee?

8. How does training have impact on the organization?

9. Does training helps in continuous performance improvement?