Education Dissertation: Literature Review & Data Analysis Assignment Sample

CHAPTER 1 INTRODUCTION

Background

Employee’s retention refers to the ability and capability of business entity in holding on its employees. It is the crucial process in an organisation as experienced employees have valuable knowledge that could be used for the growth of business entity. Training and development (T&D) refers to the organisational process and program designed to enhance skills, knowledge and capabilities of employees. It is the most pivotal process which helps in empowering employees by developing their required skills and competencies. T&D session also help workers in overcoming their weaknesses which help in boosting overall employees’ productivity. Further, this session is based on holistic approach which support in enhancing employees’ effectiveness and also help in attaining organization’s overall goals. Capgemini SE was established on 1 Oct 1967 as an IT services and consulting firm in Paris, France. The firm has employed over 337000 employees and earn annual revenue of 22.5 billion pound in the year of 2023 (Description of Capgemini, 2024). The current proposal is based on depicting the influence of T&D session in managing the employee’s retention rate within Capgemini SE.

Rationale

The present research is based on the assessment of T&D session on employee’s retention within Capgemini SE. Employee’s retention is crucial within organisation as it is highly liked with the overall productivity and stability of the business entity. In the current times, workforce is aiming at fulfilling their personal objectives along with the financial goals (Tirta and Enrika, 2020). This creates a necessity for organisation to identify the impact of T&D session on employee’s turnover rate. Thematic analysis will be used to shed light on the role of training session for managing the employee’s retention rate. 

Aims and objective

Aims:

The aim behind conducting current study is to ascertain the impact of training and development session on employee’s retention within Capgemini SE.

Objective:

• To study the concept of training and development and its significance.
• To evaluate various factors impacting on employee’s retention.
• To analyse the relationship between Capgemini’s T&D sessions and employee’s retention strategy.
• To recommend competent strategies for improving employee retention within Capgemini SE.

Research questions:

• Q1. What is the meaning of training and development and its importance?
• Q2. Which factors impact the employee’s retention within UK’s tech industry?
• Q3. What is the interrelationship between retention and T&D session?

Significance:

The current research is highly significant for Capgemini SE as create awareness regarding the significance of T&D session. It will also guide manager in establishing adequate T&D session for all employees which aids higher productivity. Further, all the other organization within technology industry will identify the challenges related to T&D which aids in timely taking proactive actions.

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CHAPTER 2 LITERATURE REVIEW

Introduction

Literature review implies to process of analysing previously published information for better understanding subject area (Garavan et al, 2020). It is writing as the part of dissertation, thesis and research paper which help in gaining critical information related to the topic. This section will provide information related to the concept of T&D and its importance in the technology industry. It will also include various factors impacting on employee’s retention and the interrelationship of T&D session and worker’s turnover rate.

Meaning of training and development and its significances

According to view point of Hiremath, Mohapatra and Paila (2021) T&D is the valuable HR function which aims at developing skills and competences for succeeding and attaining goals. It is the type of dual benefit tool which help in development of employees as well as enhancing overall business performance. The implementation of T&D session differs on the basis of the size and nature of the organization. Govender and Adegbite (2022) stated that there is huge difference in the training and development session as learning session implies to improving current skill so that organization’s goal could be attained. On the other hand, development session does not revolve around particular job rather emphasis over overall progression and growth of the individual.

Moreover, Dutta and Kannan Poyil (2024) explicated that there is various type of T&D session which support in effectively attaining overall goals and objective. On the job is the most crucial training method in which employee is provided with opportunity to learn new skill at the workplace. It is most pivotal session which helps in enhancing employee skill without influencing on firm’s overall working. For example: Capgemini SE is emphasis over regular job rotation, simulation and arranging coaching and mentoring session which help in improving employees’ competences (Training session of Capgemini SE, 2024). Further, Garavan et al, (2020) stated that on the job training supports in developing the practical knowledge of the workers which helps them in carry out all the tasks prominently. This method helps in adequately understanding the new tools and techniques as visual demonstration assists in gaining hand on experience which aids in enhancing the overall productivity. On the contrary point of view, Yin and Shi (2022) stated that on the job training lacks theoretical knowledge related to the topic which ultimately creates issue in implementing the developed skills and competencies. Employees are not able to gain in-depth knowledge regarding the skills which creates issue in determining the applicability of particular competence. Kopp et al, (2020) stated that T&D session only able to enhance employees’ skill if adequate learning time have been offered to employees. In this context, off the job training should be arranged which helps in reducing employee work burden and provide them adequate time to learn new skills and competences. However, Govender and Adegbite (2022) stated that off the job training require firm to incur high cost which ultimately reduces overall profitability of the business entity. Further, employees need to incur time towards T&D which impact on the overall working of the business entity. Also, this method does not able to provide information regarding practical applicability of the gained knowledge which adversely impacts the overall efficiency of training session.

 Williams (2020) professed that T&D session plays a crucial role in growth of the business entity. All the company operates in dynamic environment which requires entity to initiate changes so that competitiveness could be managed. T&D session support in enhancing employee’s adaptability skill which ultimately result in effectively initiating innovation in the organization. This help in sustaining competitive edge in industry which help in boosting overall profitability. For example: Capgemini has introduced AI in their operation which has completely shifted the overall operations of the business entity. This requires employees to gain adequate knowledge regarding the operations and algorithm of AI so that changes could be effectively managed. In this context, Firm has introduced various T&D session which helps in boosting the adaptability skill and supports in gaining competitive advantage. However, Berger et al, (2023) stated that inefficiency in arranging the adequate learning session creates issue in developing required skill in employees. Due to ineffective skills development, employees are unable to quickly adjust within changing organization’s culture which ultimately developed obstacle in sustaining competitive edge. It has been identified that organizations are unable to establish adequate session based on the current needs which ultimately creates issue in developing the employees’ adaptability skills.

Pill (2021) confessed that Training and development session has huge impact over enhancing workers’ satisfaction and engagement level which result in boosting workers’ productivity. Learning session supports in fulfilling employee’s personal goal which helps in developing sense of belongingness among workers leading to higher satisfaction. Highly satisfied employees are able to provide adequate services to customer which eventually results in boosting firm’s financial status. On the critical point of view, Pill (2020) stated that organization only arranged session by which employees’ task could be effectively arranged. Firm organizes T&D session after evaluating the organization’s needs but did not focus on the individual’s personal objective which reduces the worker’s motivation to involve in the training session. However, entity did not emphasis over providing session for growth and development of employees which reduces their overall satisfaction.

Calliari, Serdeczny and Vanhala (2020) stated that T&D session also help in improving organization’s reputation and goodwill which support in managing long term stability in the industry. Trained employees are able to provide effective services to customer which supports in creating positive work of mouth that untimely result in attracting new customer. Regular T&D session also depicts organization’s concern towards employee’s welfare which assists in creating positive image in the industry. On the critical point of view Garavan et al, (2020) stated that inaccurate care towards employees’ development could results in creating negative image in the industry. Employee may feel frustrated due to inefficiency of firm in developing required skill which result in providing inaccurate services to customer which leads to negatively influencing firm’s overall goodwill and reputation.

 Dutta and Kannan Poyil (2024) stated that T&D session helps in managing overall cost of the organization which leads to enhancing overall profitability of the business entity. It has been identified that employees generally prefer to stay in organization which is focusing over enhancing existing skills and competencies. This help in attracting and retaining large number of employees within organization leading to reducing overall cost. Due to high retention rate, company will able to gain experienced and efficiency workforce which support in mitigating scope of wastages. However, Klindžić, Braje and Nožica (2022) claimed that arranging adequate training and development session require organization to incur high cost which reduces overall profitability position. It is crucial for firm to identify and arrange T&D session based on the needs of employees which requires huge investment that adversely impact entity’s profitability.

Chander et al, (2020) professed that in T&D session support in effective boarding and integration of employee’s leading to boosting employees’ satisfaction. Along with orientation program, firm also establish T&D session which helps in developing employees understanding regarding their role, company’s culture and objective which help in enhancing overall productivity and engagement. For example: In Capgemini, employees are provided with three month training which help them in understanding IT life and support in adjusting with firm’s culture that facilitates in higher retention. Based on the view point of Pill (2021) it has been determined that T&D session supports the development of future leaders which ensures overall growth of the business entity. Firm also arranges leadership development program which helps in developing leadership traits and qualities that ultimately results in better working of business entity. Companies did not require hiring leaders from outside organization rather this session will help in providing adequate leaders from within entity leading to effective management.

 Moreover, Chander et al, (2020) explicated that T&D session supports in reducing the scope of wastage which helps in enhancing overall profitability position. Regular training aids in developing specialization in initiating task which helps in enhancing employees’ efficiency that ultimately decreases the wastages for the business entity. However, Abbott and Lee (2022) claimed that many organizations are not arranging adequate sessions for practically implementing the gained skills which create issue in adequately introducing any change in their operations. Moreover, regular training requires firm to hire specialist trainer and various equipment which ultimately increases overall cost for the business entity.

According to the view point of Portelli et al, (2020), training session plays a crucial role in boosting overall confidence of employees. This session aids in enhancing employee’s understanding regarding their responsibility and duties that help in reducing overall scope of errors. This will also help in developing new skills and competencies of employees which increase their confidence to initiate any task. High confidence helps employees in developing their assertive behaviour which facilitate them in easily communicating their perception in honest manner leading reducing conflicts. Furthermore, employees with high confidence have effective personal and work relationship that leads to maintaining long term stability of the workers. For example: Workers within Capgemini SE is aiming at providing technical training to employees that help in enhancing their knowledge regarding various tools and machines which eventually end up boosting their confidence. Workers in tech industry generally require having sufficient knowledge regarding all the techniques that could be received through adequate T&D session.

On the contrary point of view, Mazzone, (2021) stated that lack of adequate training and high expectation after Training session ultimately result in reducing overall confidence level of workers. Manager is not able to arrange different session according to employee’s needs as it increases overall cost and expenses of the business entity. This inadequate session generally reduce employees’ motivation to involve in training sessions leading to impacting on their confidence level. Xia et al, (2023) explicated that training session aids in reducing supervision needs which indicate high trust towards workforce. With the help of T&D session, manager generally develops trust towards employees that they could initiate task in most effective manner which ultimately mitigate need of supervision. This lack of supervision supports in enhancing interrelationship between manager and employees which ultimately leads to retaining workers for longer time period.

Further, Liu (2020) explicated that manager generally has high expectation from employees after T&D session that increases their overall mental pressure. Many a time manager did not guide or direct workers after T&D session as they predict that employees have developed sufficient skills for initiating task due to which they do not require any guidance. This assumption results in reducing confidence of workers that ultimately impact on their overall performance. Based on the view point of Arazo et al, (2020) explicated that T&D session help in developing positive image in the mindset of workers that eventually end up boosting overall reputation of organization. This session helps in developing connection between workers and organization that result in enhancing their overall satisfaction. In this context, highly motivated workers are aiming at offering adequate services to customers that ultimately end up enhancing overall brand reputation. High brand goodwill helps in attracting and retaining top talent within organization leading to enhancing overall profitability of business entity.

On the contrary point of view, Li et al, (2020) articulated that organization which are not able to arrange T&D session on regular basis are unable to sustain positive image in employees’ mindset. In the technological industry, tools quickly become obsolescence that ultimately results in increasing need of T&D session. However, training session require huge cost investments because of which such session are not arranged on regular basis. These irregularities create issue in developing competitive edge within employees leading to reducing their overall motivation level.

 Mascarenhas and Agarwal (2021) confessed that training session aids in aligning organization’s and employees goals which results in booting overall coordination and communication across business entity. This session aims at cultivating sense of purpose and contribution within human resources which facilitates in firm’s prosperity. This session aims at synchronizing firm and individual’s goals which aids in elevate employees’ motivation. On the other side, Zobeiry and Humfeld (2021) stated that training session are generally arranged while considering firm’s goals which result in non- alignment between individual and company’s objective. Business entities usually arrange sessions that could help in attaining organization’s goals but did not concentrate on employees’; personal goals that results in creating situation of dissatisfaction within workforce.

Factors impacting on employee’s retention rate

According to view point of Calliari and Vanhala (2022) it has stated that there are larger numbers of factors which impact on overall employee’s retention rate within the technology industry. Compensation is the major factor which is directly linked with employees’ willingness to work within organization. An entity that offers wide ranges of momentary and non-monetary incentives is able to attract and retain employees. For example: Capgemini SE is offering an adequate financial incentive while aligning with minimum Wage Act which help in enhancing employee’s satisfaction and managing retention (Compensation strategy of Capgemini SE, 2024). As well as firm is providing various momentary incentive incentives such recognising employees’ efforts, wellness program and extra leaves which support in managing long term stability.

However, Koukpaki and Adams (2020) explicated that non-financial incentives offered by the business entity also has huge impact on the overall retention rate of employees. Workers generally require regular recognition and reward for their effort which helps in managing their overall satisfaction level. For example; Capgemini is involved in arranging recognition program on annual basis in which all the productive workers acknowledge with the adequate rewards. This defines that organization is valuing employees’ efforts which helps in managing their overall retention rate.

 On the other hand, Koukpaki and Adams (2020) stated that employee’s perception is highly influenced by the growth opportunity available within the organization. In the current time, each employee aims at fulfilling their personal goal along with financial objective. Organizations which are arranging regular training session are able to enhancing employee’s skills that leads to managing long term stability. For example: Capgemini has partnered with leading L& D provider such as Harvard Manage Mentor, Plural sight and Coursera which help in providing digital learning program to employees leading to enhancing worker’ satisfaction (T&D of Capgemini SE, 2023). On the critical point, Bahinipati and Gupta (2022) stated that many employees left job after learning skill which results in losing companies’ money, resources and time. Due to this reason, many organizations are not willing to arrange large number of training session for employees which ultimately result in lowering retention rate.

 Based on the Dudley et al, (2022) view, it has identified that flexible working opportunity of organization also have huge impact on employee’s turnover rate. In the present time, worker’s concern over fulfilling their social goal has been improved and has huge impact on workers’ retention rate. On the basis of survey conducted by Unispace, it has been identified that 74% of employees prefer hybrid working rather in office working model. For example: Capgemini provide employees with an opportunity to work from home for 3 days in a week which help in fulfilling their financial and social goal resulting in higher retention (Hybrid working policy of Capgemini SE, 2024). Additionally, Thomas, Serdeczny and Pringle (2020) stated that working environment of organization has major role over influencing employees’ retention within the technology industry. Business entities which are providing effective communication option, flexible working arrangement, promote diversity and inclusivity, manage work life balance and provide conflict free environment is able to manage employee retention. This type of working environment supports in providing sense of liberty and bulginess within employee hunch result in holding employees for long time frame.

Moreover, Garavan et al, (2022) explicated that work burden and pressure is the most significant factor which influences the overall motivation and satisfaction level of the workers. In the current times, employees do not want to take high pressure & stress and focuses on maintaining mental peace. For example; Capgemini is involved in setting up SMART goal for all the employees which helps them in effectively attaining their goal without any burden and stress that contributes in managing the overall retention rate.

On the other hand, Akiva, Hecht and Blyth (2022) explicated that superior and subordinate relationships also have huge influence on the employees’ turnover within the organization. In IT industry, an individual needs regular assistances regarding the technology which requires a supportive superior. Employees that are having adequate relationship with their superior are more likely to stay in the organization resulting in enhancing firm’s productivity. In addition to the above author Griffin et al, (2020) claimed that organizational culture is having huge impact over workers’ retention rate. With the help of democratic leadership style, employees feel themselves as the part of organisation in which their point of view has been respected resulting in higher employees’ satisfaction. However, organization using autocratic style, defines lack of trust and confidence towards its workforce which ultimately leads to reducing employees’ overall satisfaction level. For example: leaders in Capgemini are using Future focused leadership style which creates an environment in which employees could conflict and freely share their point of view (Leadership in Capgemini SE, 2023). In such type of environment, employees feel connected to firm as their perception has been respected which help in retention worker for longer time.

According to view point of Gong, MacPhail and Guberman (2023), it has been identified that ethics followed within the organization also has huge impact on the overall retention rate of company. Firms which focus on promoting inclusivity and avoid discrimination are able to foster positive image in the employee’s mind which ultimately leads to overcoming retention issue. For example: Capgemini is committed towards promoting dignity and equal opportunity at workplace irrespective of employee’s caste, race, religious, creed, ethnic, colour and sexuality. This helps in describing the ethical working of business entity which eventually contributes in managing the overall retention rate. On the other hand, Żur and Wałęga (2023) explicated that purposeful work is another crucial factor impacting on the employee’s motivation to continue with particular firm. It has been identified that employees feel dissatisfied if the assigned task did not match their capability. Workers generally want to undertake challenging task which help in developing new skills and competencies among workers leading to higher satisfaction. Purposeful task help employees in effectively utilizing their knowledge and develop their interest towards work which results in managing long term stability in the organization. For example: Capgemini is involved in evaluating skills and competencies of each worker before allocating the task which helps them in attaining the goals effectively. This helps in enhancing their satisfaction level which ultimately assists in managing the employees’ turnover rate. In addition to above author, Garavan et al, (2020) stated that communication strategy of organization also plays a critical role in retaining employees for long time period. In the current times, all the employees make focus over attaining their social needs which could be fulfilling by forming the informal groups. Firm which allows employee to freely communicate with their colleagues are able to fulfil these needs leading to holding back workers for long time frame. Further, organization which is clearly communicating with employees is able to foster transparency at the workplace that ultimately results in enhancing overall satisfaction.

Dutta, Srivastava and Singh (2023) explicated those employees’ retention is also impacted by the growth prospect of the business entity. If the organization is working effectively and depicts high growth prospect in the upcoming time then it able to retain employees for longer time period. High growth of business entity depicts that employees will provide high development opportunity and also depict that adequate compensation will be offered to workers which aids in holding employees for longer time period. Moreover, Engeness et al, (2020) stated the T&D policy of the organization also has huge impact on the overall retention of the employees. In the current times, each employees tend to make focus on enhancing their existing knowledge along with the financial benefits which helps them in gaining the growth opportunities in the future. From the survey, it has been identified that large number of employees has also resigned from their job due to the lack of growth opportunity which denotes the necessity of adequate T&D session.

Along with this MacPhail, Tannehill and Ataman (2024) confessed that authority and responsibility of an individual also creates huge impact on the overall retention rate of the workers. Each employee generally requires an adequate amount of power and responsibilities which helps them in engaging within the organization. Entities which create balance between power and responsibilities are able to increase the employees’ satisfaction which helps in managing the overall turnover rate. For example: Leaders in Capgemini emphasizes on decentralized its power which helps in providing growth opportunity to subordinate and thereby develops the sense of attachment among the employees.

Based on the perception of Wei (2020) it has been identified that promoting and respecting inclusivity at work place is another crucial factor that impact on overall retention of the employees. In current time, all employees require that there salary and compensation should be decided on the basis of their performance irrespective of their background. Firm that are able to respect culture, religious and values of diverse employees are able to sustain positive impact on customer’s mindset that ultimately results in enhancing their retention rate. For example: Capgemini SE is involved towards celebrating festivals of different people and respecting values of each individual while taking decision that facilitates in boosting overall satisfaction and thereby higher retention. In support of the author, Xie et al, (2020) explicated that transparency at workplace is another critical factors that impact on overall retention rate within business entity. Each employee is interested in determining various reasons behind particular decision and its impact on their well being. This could be achieved by accurately and fairly communicating with team members that leads to boosting motivation. Firm that openly communicate regarding firm’s culture, ethical strategies and other policies are able to develop senses of belongingness within employees and eventually aids in managing overall employees turnover rate.

Along with this, Marufu et al, (2021) stated that accessibility is another significant factor that impact on overall retention rate of workers. There are handicapped workers in the organizations that because of which firm should arrange all facilitates so that accessibility could be enhanced. Further, employees generally like to work in organization that could be reached in fewer time and cost. Lack of accessibility is also major reason behind employee’s leaving organization that impact on overall employees’ turnover rate. In addition to this, Papa, (2020) articulated that feedback mechanism of the organization also have huge impact on overall satisfaction level of the workforce. Employees generally like to work in organization that provides them regular feedback regarding their performance so that necessary actions could be taken on timely basis. Moreover, firm that does not provide feedback in respectful and polite manner are not able to gain workers’ trust and develop feeling of satisfaction that ultimately results in higher turnover rate.

Impact of T&D session on workers’ turnover rate

Based on the view point of Ahmić and Trgo (2021) it has been determined that T&D session have huge impact on overall turnover rate of the organization. T&D session supports in developing new skills and competencies of employees which aids in effectively managing overall employee turnover rate. Employees generally aim at capturing all the growth opportunity and enhancing new skill will help in successfully attaining the goal. This will help in increasing employees’ motivation to stick with particular organization which helps in huge growth in upcoming time. For example: With the introduction of AI, Capgemini has established effective T&D session for developing the required skills and competencies among the employees which ultimately offers growth opportunity in the upcoming time. In the present times, adequate AI knowledge is required within each individual which will be attainted through such session that contributes towards the high retention. On the critical point of view, Amen, Sumayya and Butt (2021) stated that 70% of total employers feel that after developing required skills and knowledge, workers generally left the organization for better job opportunity which result in negatively impacting on overall retention rate. in the current time, experienced workers are able to source high paid job which motivate existing employees to frequently change company lading to reducing entities’ employees’ holding rate.

 Moreover, Mustafa and Lleshi (2024) explicated that learning session helps in improving organization’s culture which help in promoting long term stability of the workers. With the help of training session, firm is able to enhance team work, productivity and satisfaction among employees which help in better company culture. T&D support in creating a culture of learning which ensure professional development of employees and support in managing their overall satisfaction. For example: Capgemini SE is arranging regular training session while addressing their employees’ need which helps in improving organization’s culture resulting in higher retention. On the contrary pint of view, Urme (2023) professed that if an organization is not able to arrange required learning session than it will create situation of conflict which ultimately leads to reducing retention rate. It is worth noting that each employee has differential training needs and inefficiency in aligning with their needs leads to reducing employees trust and confidences. This has ultimately resulted in reducing overall employees’ satisfaction leading to diminishing their retention rate.

Additionally, Tukiran et al, (2024) explicated that T&D session play a crucial role in increasing employees’ engagement which helps in managing retention rate. Learning session helps in creating awareness regarding individual’s role and responsibilities which ultimately leads to increasing engagement. This session supports in providing necessary knowledge relayed to takes and clarify employees’ role and responsibilities which ultimately result in increasing their enthusiasm. For example: Capgemini SE have recorded 34.6% increase in retention rate indicates efficiency in managing engagement level (Employee retention in Capgemini SE, 2023). On the other hand, Sorn et al, (2023) stated that T&D sessions are arranged without reducing their workload which creates issue in effectively engaged in such session. Employees are required to complete their task while attaining training session which reduces employee’s motivation to effectively engage in such sessions leading to mitigating satisfaction and higher turnover rate.

According to the viewpoint of Mann et al, (2022), it has articulated that T&D session supports in developing the workers’ loyalty towards the firm which helps in reducing the scope of leaving the organization. Training session depicts’ the organization’s concern for promoting professional and career development among the workers which helps in developing the workers’ commitment towards business entity. However, Żur, A. and Friedl, C., (2021) stated that organization’s generally ignores personal objective of employees while establishing the training session which adversely impacts the overall motivation level of the employees. This in turn result into higher employee’s turnover which ultimately impacts the firm’s productivity.

Moreover, Manzoor et al, (2021) explicated that training and development session aids in enhancing workers’ satisfaction which ultimately leads to better productivity. This sessions support in developing knowledge regarding new changes and aids in developing skills for effective adapting to such changes which result in higher productivity. Highly productive employees generally receive effective compensation and non-monetary incentive which help in enhancing job satisfaction and higher employee’s retention. On the other hand, Lakshmi, Varalakshmi and Surya (2024) explicated that firm arrange training session according to company’s needs and do not focus on providing training for developing additional competencies. Due to ineffective and adequate training session, employees lack satisfaction which eventually results in poor retention rate. Further, any discrimination in training session also reduced employee motivation to work in the organization which negatively impact on firm’s overall financial position. 

Based on view point of Simms and Frishammar (2024) it has been identified that T&D support in increasing employees’ efficiency which results in providing access to large number of monetary and non-monetary incentives. With the help of regular T&D session, firm is able to develop skill of employees which help them on attaining goals in efficient and effective manner. This ultimately helps in increasing productivity of employees that support in increasing scope of promotion. Regular promotion and increments helps in fulfilling financial needs of employees leading to retaining talented employees within organization. For example: Capgemini is involved towards providing promotion on quarterly basis to highly productivity employees (Promotion strategy of Capgemini. 2024). With the help of T&D session, employees are able to enhance productivity which results in higher satisfaction.

On the contrary point of view Żur and Wałęga (2023) explicated that lack of regular training session creates issue for employees to develop required skills leading to impacting on overall satisfaction. Firm generally initiate training for developing theoretical knowledge however, workers are not provided with adequate opportunity to practically implement gained knowledge which leads to no significant impact on overall productivity. Due to ineffective performance, employees are not able to gain any promotion or monetary benefit which result in mitigating long term retention of workers. Naim (2023) professed that T&D session help in creating effective, supportive and engaging working environment which ultimately result in boosting worker satisfaction level leading to lower employee turnover rate. This session depicts firm’s concern towards employee’s need which helps in developing their trust and aids in improving overall working environment. 

On the other hand, Lubondo, (2024) explicated that there is any discrimination and biasness in the training session leads to creating conflicts among team members which ultimately impacts on working environment of the organization. Discrimination in T&D session results in providing inaccurate growth opportunity to all the employees which creates dissatisfaction to increasing overall employees’ turnover rate in the company. Based on the view point of Garavan, (2020), it has identified that T&D session support in developing sense of attachment with team members which aids in enhancing overall satisfaction. Orientation program along with T&D sessions support in creating clarity regarding culture, objective and goal of the organization which help in enhancing employee’s engagement. Further, accurate T&D session helps in developing effective skills and knowledge at appropriate time which leads to developing employee’s satisfaction at the initial level which results in maintaining long term stability of the workforce. On the contrary point of view, Chander et al, (2020) claimed that inadequate growth opportunity to each employee also results in creating dissatisfaction among the employees. If, T&D session is incapable in fulfilling the needs and wants of each employees then it generally create conflicting situation within the organization that ultimately leads negative impact on the overall turnover rate. Based on the view point of Speldewinde, Kilderry and Campbell (2021) it has been identified that T&D session supports in creating the effective work environment and fosters collaboration and co-ordination among the team members which ultimately result into reduction in the organization’s overall turnover. Consistent training supports in developing the employee’s skills which help in avoiding the scope of conflicts that eventually result into holding back employees for the longer time period. This session also helps employees to sustain competitive edge in the organization which supports in providing the higher growth opportunity in future.

Movassagh (2023) stated that training session aids in reducing overall mental and physical risk of employees leading to their well being. Organisation that arrange sessions related to compliances, ethical and safety are able to mitigate risk related to workplace accident and legal issue which ultimately aids in developing compliant and safer work place environment. In the current time, an employee generally aims at working in firm which help in fulfilling their financial needs along with security and safety requirement. Training related to safety sessions help in creating corporate culture and foster safety at workplace which support in enhancing overall workers’ satisfaction level. This session help in providing safer and effective working environment which eventually result in retaining workers for longer time frame. On the contrary point of view, Xu et al, (2021) stated that many organization did not focuses on arranging safety training as it is not directly related to organization’s overall productivity that eventually increases safety issue at workplace. Business entities generally hire team that will involved in maintaining safety at workplace but does not aims at developing knowledge of team members regarding the same which eventually increase safety risk within organization. This lack of concern over safety reduces worker’s confidence and morale to work in particular firm which ultimately results in reducing overall retention rate.

Based on the perspective of Chowdhury et al, (2022), it has been identified that T&D session plays a crucial role in developing confidence of employees which result in boosting performance and ultimately increases scope of promotion. This sessions help in boosting overall adaptability skills of the workers which help in increasing scope of development and ultimately results in higher retention rate. On the contrary point of view, Chege and Wang (2020) explicated that many organization does not offer competent promotion and hike in compensation even after higher performance which result in reducing overall retention rate. Moreover, high skills help in gaining new job offers which attract existing employees and eventually result in higher turnover rate and thereby reducing overall organization’s performance.

On the view point of Kumar and Ayedee (2021) that organization that arrange training related to inclusivity and diversity are able to develop employee satisfaction. Many organizations focusing on arranging inclusive training which develop employee’s knowledge regarding diverse culture and religious and also motivate them to respect and value other’s beliefs and thereby aids in reducing scope of conflicts. This also helps in developing sense of belongingness and attachment within employees that ultimately aids in reducing overall turnover rate and thereby high worker’s retention. However, Ayodele, Chang-Richards and González (2020) explicated that even after arranging inclusive training, firms are not able to create an adequate workplace environment that could eliminate discrimination and biasness which ultimately results in impacting on overall satisfaction of workforce leading to increase overall turnover rate.

Literature gap

Earlier studies have been initiated for determining influence of training and development session for increasing overall profitability of the business entity (Tripathi and Sankaran, 2021). Research has concentrated over initiating T&D session so that effective services could be provided to customers leading to boosting firm’s profitability. However, emphasis has not been paid over determining such impact on the employees’ retention rate. The current study will create awareness related to influence of T&D session in boosting turnover rate of organization. Moreover, this study will also define various benefits of T&D for both organization and employees which help business entity in effectively enhancing overall profitability.

Conclusion

For concluding the chapter, it has been identified that T&D session support in enhancing organization’s profitability, employee motivation, improve firm’ reputation, reduce turnover rate and support in creating competitive edge. Further, employee’s retention is highly influenced by growth opportunity, compensation policy, company’s culture, working environment, and leadership style. T&D session help in providing better growth opportunity, enhancing skills, employee’s satisfaction and organization’s culture leading to higher retention. However, inaccurate T&D sessions result in creating conflict, negatively influence working environment, increase workload and reduce employee’s satisfaction which result in higher turnover rate. 

CHAPTER 3 RESEARCH METHODOLOGY

Introduction

Research mythology implies to the specific procedure and techniques for determining, selecting, processes and analysing information related to topic. This current chapter will discuss on diverse type of research method that will be used for conducting study along with justification.

Research philosophy

Research philosophy is the type of lens which is used for interpreting reality and developing knowledge which help in supporting the methodology. There are two crucial aspects of the research philosophies which includes interpretivism and positivism philosophy. Interpretivism philosophy argues that knowledge and thrust are subjective which is based on respondent’s experiences and understanding (Kamper, 2020). Positivism philosophy is depended on belief that knowledge could be effective gained in the form of numbers and statistical form. For identifying impact exerted by T&D session, research has been used interpretivism philosophy.

This method has been selected as it aims at exploring behaviour of human which help in gaining effective insight of the research issue and problem. Interpretivism philosophy also support in gaining nuanced understanding of social phenomena by identifying experience and subjective meaning of Individual. This method focuses on understanding person’s meaning, motivation and social context that help in gaining in-depth information related to the issue (Tamminen and Poucher, 2020). Interpretivism philosophy aids in exploring human behaviour irrespective of the social structure as to gain in-depth information related to the research issue. Further, this philosophy consider respondent as active which help in producing highly valid data which aids in understanding personal motivation of the respondent. The current study is based on understanding employees’ perception which could not be determined through positivism philosophy. This method also promotes flexibility that is most useful for determining complex social phenomena from qualitative data.

Research type

Research type implies to systematic effort for gaining new and wider information related to the topic. Research type is broadly classified into two types that include qualitative and quantitative research. Qualitative research refers to the analysing textual data which help in exploring social phenomena (Taherdoost, 2022). Quantitative data implies to information which could be measured and counted in the numerical form. In the current study, researcher has selected qualitative type which helps in exploring real life views and perception of respondent. This method has been as it helps in providing flexibility and spontaneity which aid in collecting and understanding non-verbal clues. Further, this method provides opportunity to clarify one’s doubts and support in better understanding the phenomena. Moreover, it is difficult to write down employee’s perception regarding T&D in numerical manner which creates necessity to use qualitative data. Qualitative data also helps in gaining holistic point of view of regarding the topic which support in better understanding the research issue.

Along with this, qualitative data help in exploring human behaviour, beliefs and attitude of the respondent which ultimately support in gaining better understanding of the research issue. Further, Qualitative research support in gaining real world context of the study which help in gathering original information (Mulisa, 2022). This method includes open ended question which help in better understanding employees’ perception regarding T&D session leading to gaining most accurate outcome of the research issue. Moreover, the current topic is based on understanding employees’ behaviour and belief which could not be recorded in the form of numbers or statistics. Further, qualitative study promotes spontaneity and flexibility which help researcher in easily adapt to new method at point of the research. Along with this, flexibility support researcher to modify questions which help in gaining broader insight of the research issue.

Research approach

Research approach refers to the unique techniques that should be employed for identifying character, themes and narrative. It is the step wise procedure and plan which are followed for collecting, analysing and interpreting data (Saliya, 2023). Research approach has been broadly classified into two distinct types that include inductive and deductive research approach. Inductive approach implies to the process of generating theories after critically evaluating the collected data on the basis of specific observation. It is the bottom to top approach which helps in effectively exploring the data based on which accurate conclusion could be drawn out. Deductive approach implies to top to down method which is based on testing hypotheses and theory based on the gathered data.

 In the context of determining the impact exerted by T&D session on workers’; motivation, researcher has been using inductive approach. This method has been selected as it aids in forming new ideas and theories which help in better understanding research problem. Inductive approach also allows researcher to from bigger conclusion form the small observation which aids in better understandings complex situations. This method helps in providing condition specific theories which support researcher in identifying effective and accurate solution for the research issue and problem (Mazhar et al, 2021). Further, this method provides an opportunity to inspect large number of probabilities which help in expanding current knowledge and aids in gaining in-depth information. Further, the current study has been initiated through qualitative data which could be best supported by inductive method. Inductive method involves clearly observing employees’ perception and view point based on which judgment is formed which ensures high level of accuracy and reliability. Therefore, inductive research approach will be used to get deeper understandings of employees; mindset which help in forming better conclusion.

Data collection

Data collection refers to process of contributing to exiting body of knowledge by collecting and measuring all the relevant information on variables (Aguas, 2022). This is the crucial process which support in answering the research objective and testing hypothesis. Data collection method has been distinguished among two types that include primary and secondary method. Primary data collection includes gathering original data which is based on individual’s experience and evidences. Secondary data implies to information which have already collected by other scholar for differential purpose. In the process of determining impact on employees’ retention level due to training and development session, primary and secondary data collection method has been used by scholar. Primary data has been collected as it supports in providing valuable information regarding challenges, experienced and motivation of the respondent. This method aids in collecting more specific information as this method includes carefully evaluating perception and experiences of individual who have faced the issue. Primary data will be collected as it helps in addressing research issues while ensuring adequate relevancy to scope and objective of the research. In the context of present study, survey has been conducted for collecting primary information regarding impact of T&D session. Moreover, primary data support in reflecting current scenarios based on which accuracy and reliable information could be gathered.

For conducting survey, 30 employees of Capgemini from diverse department have been selected and questionnaires will be used to understand their perception. Survey method has been selected as it offers employees to provide on point respond which help in sourcing more effective results. This method includes close ended question which help in gaining relevant and accurate information regarding the research issue (De Oliveira, 2023). Moreover, survey through questionnaires support in asking all the accurate questions from the respondent which further contributes in collecting adequate information regarding the issue. Further, this collection method promotes better anonymity as this method supports in gaining the more honest response on sensitive data and also reduces the scope of data exploitation. Further, questionnaires has been shared through digital mode which helps in enhancing the accessibility of respondents and also supports in protecting data from misleading and misuse. Along with primary data, secondary data collection method has been used by the researcher. This method has been selected as it helps in gaining time and cost-effective information related to the issues which help in conducting research in limited time. Further, it help researcher in evaluating the perception and view Point of various scholar which help in better understanding complex issue. Secondary method helps in expanding access to valuable data that could be missed in the primary data collection process. Further, this method helps in easily comparing primary data with other information that aids in providing more accurate conclusion and solution for the exiting research issue. In this context, researcher has concentrated over using Goggle scholar for gaining access to large number of books, journal and articles. Along with this, various published and unpublished information regaining T&D impact will be analysed for gaining better understanding of the research issue. Moreover, University Library Search Engine will also be utilised that help in collecting wider information regarding the research issue. All the journals, articles, books and blogs which were published after 2021 will only be consider as it help in collecting relevant information. Further, articles published during Corona pandemic has been ignored as it does not provide reliable data. Researcher has also involve in analysing various government publication which help in gaining more effective information regarding the research issue. Along with this, thematic data analysing method has been used for evaluating and interpreting data. In this various themes will be formed and data related to themes will be shared after evaluating diverse books, journals and scholarly articles. Further, this information will be linked with Tesco which help in providing in-depth information related to the topic.

Sampling

Sampling is the type of statistical analysis in which specific set of individuals gets selected for investigation purpose from the identified population (Dawadi, 2020). Probabilistic and non-probabilistic are the two significant methods which respondent can use for sample selection. Random sampling method follows the principle of randomization which indicates that each individual from the population have equal opportunity to get selected and share their perception. Purposive sampling refers to the process of choosing respondent on the predetermined factors which does not provide an equitable choice to each respondent to participant in the study.

In this method sample has been selected on the basis of judgment, experiences and conveniences of the researcher which help in gaining better insight of issue. In the current study, purposive method will be implemented for selecting respondent. This method has been used as it helps in gaining more accurate and reliable information by selecting adequate employees for sharing their point of view. Further, purposive method help in collecting rich and focused information which help in gaining more representative data for resolving the issue (Callanan and Loughlin, 2021). In this context, 30 employees of Capgemini belonging to diverse departments will be selected on the basis of purposive method. This helped in exploring perception of diverse employees of differential department leading to forming more reliable conclusion. Purposive sampling also aids in collecting rich and objective specific information which result in gaining more meaningful and focused findings. Moreover, this method requires comparatively less amount of time and resources which result in effectively conducting study.

Data analysis

Data analysing implies to process of inspecting, transforming, cleaning and modelling data for depicting the most accurate and useful information from the raw data. Data analysis has been grouped into two significant categories which include SPSS and thematic approach (Peel, 2020). SPSS or a statistical package for social sciences is the user-friendly software which is used for gaining better outcome from the quantitative data. Thematic analysis approach is method of determining trends and patterns from the qualitative data. This method includes determining repeated ideas, pattern and trends from the qualitative information.

 To address the concerned issue or problem researcher has been using thematic data analysis method. Thematic approach has been selected as it support in exploring view, knowledge, opinion, experiences and values set from he qualitative data. However, SPSS is used for analyzing quantitative information due to which this method could not be utilized in current study. This method includes six wider steps that include identifying information, coding, generating, reviewing, defining themes and finally writing down outcomes. Thematic data analysis process has been selected as it supports in gaining detailed and rich information due to inductive approach. The study is based on collecting qualitative data which could be adequately analysed through thematic approach. Thematic approach supports in effectively understanding respondent’s behaviour and experiences as it did not include rigid application of the framework. Moreover, thematic approach has been selected as it supports in ease the process of data interpretation by representing information in the form of pie chart and graphs.

Conclusion

By summing up the chapter, it has been identified that qualitative method will be used to conduct the study. This data will be collected through both primary and secondary study in which survey will be conducted on 30 employees of Capgemini SE and diverse books and journals will be evaluated. Further, Thematic analysis method will be used for evaluating data and diverse ethical standard will be followed for maintaining ethnicity.

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