Impact of information technology used in training and development (GC01449)
Research Title: Impact of information technology used in training and development to improve employee performance in the retail industry: A case study of Tesco stores
Table of Contents
1.0 Introduction.
2.0 Literature Review.
2.1 Employee Performance.
2.2 Factors that affect employee performance.
2.3 How to improve employee performance.
2.4 Training and development and their classification.
2.5 Information technologies used in training and development in the current business world.
2.6 Information technologies used in Tesco training and development to improve employee performance
2.7 Staff training and development in Tesco.
3.0 Research aim and objectives.
3.1 Research aim.
3.2 Research objectives.
3.3 Research questions.
4.0 Research Methodology.
4.1 Research Philosophy.
4.2 Research Approach.
4.3 Research Paradigm.
4.4 Research Design.
4.5 Research Strategies.
4.6 Sampling.
4.7 Data Accessibility.
4.8 Ethical Issues.
5.0 Significance.
6.0 Deliverables.
7.0 Required Resources.
8.0 Implementation research timetable.
References.
1.0 Introduction
A business’s success most importantly depends on the skills and experiences of its people. Thus, the performance of the staff is a significant factor for the success of businesses. According to Raymond (2016), business organizations need to train and develop their staff to be skilled and experienced and to improve staff performance. Business organizations use different information technology (IT) in their training and development to improve their employee performance (Mullins, 2015). Information technologies play a significant role to improve the effectiveness of staff training and development. Nowadays, many organizations like Tesco use information technology in their staff’s training and development. However, Manzoor (2015) stated that few organizations are still in dilemma about the impact of information technology used in staff training and development to improve their staff performance. This paper, firstly, conducts a literature review on the impact of information technology used in staff training and development to improve their staff performance. The first part of this paper outlines the aims and objectives of the proposed research. The third part of this paper describes the research methodology, research accessibility, ethical issues, significance and deliverables. Fourthly, this paper defines the required resources for this research. The last section of this paper outlines a timetable with resources needed for the proposed research.
2.0 Literature Review
2.1 Employee Performance
According to Mullins (2015), employees are the key stakeholder for any type of business organization because they are closely connected with customer service and other business operations. Thus, the success of a business organization is related to employee performance (Guerin, 2016). According to Williams (2017), the term ‘employee performance’ means the ability of a person to perform his/her job duties properly. In addition, employee performance is an activity that is expected from an employee and how properly his/her activities are performed in the workplace. In most business organizations, the personnel director or the manager evaluates the performance of the employees on a quarterly or annual basis to identify the weak zones of the employees (Houldsworth, 2015). On the other hand, the success of the employees means how effectively and properly they do their duties in the organization. Thus, it can be said that employee performance is an ability of an employee to properly perform his/her job duties at the workplace (Torrington et al., 2013).
2.2 Factors that affect employee performance
There are a number of factors that have a great impact on employee performance. The key factors are attitudes of managers, the organization’s culture, and financial rewards and incentives (Mullins, 2015). If a manager is friendly and fair with his/her employees in the workplace, the employees feel motivated. A friendly and fair attitude of the manager promotes employees to be energetic in the workplace and work effectively (Shields, 2016). However, if a manager always talks harshly with his/her employees, employees feel demotivated from their works. Thus, managers of business organizations must be unbiased and treat equally to every employee. Thus, the attitudes of the managers have greatly affected employee performance. Organizational culture has a great impact on employee performance. According to Sheridan (2015), if business organizations are capable to make a diverse environment for their employees, the employees feel comfortable with their work.
A better culture in the organization can improve the performance of employees and motivate the employees. However, a poor organizational culture makes the employees feel demotivated and employees do not work effectively. Financial rewards are the other factors that have a great impact on employee performance. According to Robbins (2015), If a business organization gives better financial rewards to the employees, employees feel motivated and show better performance. Mullins (2015) disclosed that proper and better rewards can develop the employees’ commitment that results in better performance. Thus, business organizations should give better financial rewards to their employees by focusing on their job performance.
2.3 How to improve employee performance
There are several ways by that a business organization can improve its employee performance. According to Hicks (2017), business organizations should empower the employees to make choices and this can help to improve employee performance. Mullins (2015) said organizations can allow several ways of promotions to improve employee performance. According to Torrington et al. (2013) by giving more time in employee training and development business organizations can improve their employee performance. Briton and Gold (2012) stated that it is essential for the managers of the organizations to communicate effectively with their employees to improve employee performance at the workplace (Staff, 2018). Fifthly, managers should create an engaged working environment for their employees and this can help to improve employee performance. Managers or the personnel director must identify the weak areas of employees’ poor performance to improve their performance at the workplace (Briton and Gold, 2012).
2.4 Training and development and their classification
According to Allencomm (2017), training is an activity that supports the employees to learn some particular knowledge and skills to improve their performance in their job roles. In addition, development focuses on the employee growth as well as future performance of the employees instead of the immediate job role (Mullins, 2015). Proper training and development programs in organizations can help to retain skilled and experienced people and earn profits. UK retail industries use different types of training and development programs for their employees. According to Brignall and Ballantine (2015), training and development programs are organized in different groups such as organized by objects of the training, organized by location and content of the training. In addition, training can be categorized into simulation training, certification training, on-the-job training; language training, training by the mentor, cross-training, online training and class-based training (Batt, 2016). On the other hand, training and development programs can be also one-way training, interactive training and face-to-face training.
2.5 Information technologies used in training and development in the current business world
Different types of information technologies are applied in the employee training and development programs of the current business world including the UK retail industry (Brignall and Ballantine, 2015). There are several information technologies which are applied in the retail industry for employee training and development purpose and these are interactive video, internet, rich media, websites, averaging, VOIP, company’s own software, email and database, CD/VCD/Projectors (Beach, 2016). In the current world, most business organizations give employee training and development through social media. On the other hand, a number of business organizations use the virtual learning environment (VLE) and 3D virtual world to give training and development to their employees (Horne, 2018). According to Kaminski (2015), from all of the information technologies which are used in employee training and development, interactive videos, VLE, 3D virtual world and social media are very popular.
2.6 Information technologies used in Tesco training and development to improve employee performance
Tesco Annual Report (2018) disclosed that Tesco is applying different types of information technologies in its employee training and development to improve its employee performance at the workplace. The key information technologies which are used by Tesco in employee training and development are Tesco’s own software, email and database, internet, VOIP, webinars, interactive video and CD/VCD/Projectors. Ayodele (2013) said store managers of Tesco have access to different information which is related to employee training and development. Tesco has its own software as well as a database whereas the information of the employees is maintained and stored (Tesco Plc, 2017)……………………………..
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