Educational Dissertation: Literature Review, Methodology & Data Analysis 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.

Ethical consideration

Ethical consideration implies to norms, principle and guidelines which differentiate between the accepted and unaccepted behaviour in the research. These principles guide researcher regarding the actions that should be initiated for maintaining integrity and support in aligning with human rights (Xu and Zammit, 2020). Research should focus over aligning with five crucial principles that includes voluntary participation, confidentially, anonymity, informed consent and transparency. While collecting primary data, respondent is provided with opportunity to leave the study at any point of time. Informative sheet has been provided which will help in providing knowledge regarding major reason behind study and support in clarifying doubts of respondents. Moreover, this sheet will include information regarding the contact detail which helps respondents in adequately clarifying their doubts and helps in promoting the overall transparency. Along with this, information sheet also describe all the potential risk and benefits associated with the study which helps in maintaining clarity among the respondents. A consent form has also been signed by the respondent which ensures their willingness to participant in study indicating high ethnicity of the study.

Researcher has also adhered to all the university guideline and code of ethics which help in managing overall ethnicity of the research. Along with this, data encryption will be used to store information which helps in reducing scope of data misuse and support in attaining confidentiality. Further, the collected data could not be accessed by all the individuals that help in effective securing data from exploitation. For maintaining ethnicity in secondary data, original participant consent has been taken for using data for future study. Further, researcher has focused over determining sensitivity of all the information before publishing the same. Secondary information has been effectively cited which help in providing apperception to original researcher. Additionally, reference sheet has been attached which help in ensuring accuracy and reliability of the data.

Accuracy and validity:

Accuracy implies to determining correctness of all the gathered information and validity implies to identify the reliability of collected data. For gaining valid data, researcher has identify the market situation and time duration at the time of conducting past studies. This has assists in determining reliability of the data in current time and support in gaining most valid information. Moreover, researcher is also involved in identifying the original objective of the studies which help in gaining most accurate information. Further, trustworthiness and rigour sources has been selected which help in collecting most accurate and reliable information. Along with this, for collecting secondary data researcher is involved towards identifying original authors of the study which support in determining accuracy and reliability of information.

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.

CHAPTER 4 DATA ANALYSIS

Introduction:

Data analysis refers to the process of critically examining information for forming accurate conclusion. The current chapter will include the systematic arrangement of survey findings and includes in-depth discussions to form accurate conclusion.

Theme1 Capgemini is arranging T&D session for larger number of employees.

From the above table, it has been identified that Capgemini is arranging larger number of training session for the employees with the aim of the enhancing overall skills and competencies.

Majority of respondent stated that “Manager are focusing on providing regular T&D session which support in developing skills”. In the support of the findings, Akhter et al, (2021) stated that firm usually arrange T&D session with the aim of enhancing employee knowledge which help in boosting overall productivity of the workers. This strategy also helps in developing competitive edge as firm involve highly qualified employee which help in quickly taking advantage of available opportunities. Along with this, business entity offers such sessions with the aim of enhancing employees’ adaptability skill which support in easily introducing new technology leading to higher productivity.

Theme2 both on the job and off the job training session are equally important for employees.

 From the above table, it has depicted that both on the job and off the job training sessions are required for overall development and growth of the employees. Employees stated that “Organization offers both type of sessions that help provide integrated opportunity to develop skills. In support of the findings, Allan and Vadean (2021) stated that on the job training create awareness regarding all the rule and policies of organisation and support in depicting manner in which business entity carry out all its actions. Further, off the job training session provides adequate learning environment that reduces employees burden and aids in enhancing their overall knowledge and understanding. With the help of both type of training session firm provides integrated development opportunities which contributes towards boosting employee’s overall motivation and eventually support in enhancing overall retention rate.

Theme3 Skills development, high job satisfaction, Productivity and higher adaptability are major benefit of T&D session.

On the basis of survey conducted on 30 employees of Capgemini, it has been determined that T&D session support in developing skills, boosting adaptability and higher job satisfaction which ultimately result in enhancing organization’s overall performance. In support of the findings, Aman-Ullah et al, (2022) explicated that T&D session aims at guiding employees in initiating action in less time and with fewer error which eventually result in higher productivity. Moreover, this session also focuses on developing new skills and competencies that assist in effectively attaining firm’s goals and objective. Along with this, employees generally resist to all the changes due to lack of skills and knowledge. However, T&D session equip employees with required skills and competencies which develop their confidence to utilize new techniques and thereby enhance overall adaptability skills. Further, training session aids in fulfilling personal needs of employees and support in gaining higher growth opportunity leading to enhancing overall job satisfaction.

Theme4 Majority of employees agreed that T&D session help in gaining new opportunities.

From the above graph, it has been accessed that regular T&D session support in providing higher growth opportunities in upcoming time. In this respondent articulated that “T&D session contribute towards enhancing our knowledge and skills which facilitates towards adequately securing any new opportunity”. In accordance with the findings, Bao et al, (2022) explicated that due to digitalization and technology advancement, there is high need of competent and skilled employees. Consequently, this assists in providing higher financial incentives to employees leading to boosting their overall satisfaction and thereby retaining workers for longer time period.

Theme5 Monetary benefits are crucial factors impacting on overall retention rate

On the basis of survey conducted on 30 employees of Capgemini, it has been identified that monetary benefits is one of the crucial factor impacting on their overall retention decision. Employees articulated that “if an organization offers high wages and salary then they intent to change the current firm”. In support of the above finding, Carretero et al, (2021) stated that each individual work with aim of fulfilling their needs which could be attained with the higher incentives. At the initial level, individual aims at fulfilling their basic needs and emphasis over improving overall quality and standard of living. These needs could be fulfilling through higher financial incentives which eventually impact on overall retention decision of the employees.

Theme 6 Majority of employees believes that Recognition has huge impact on overall employees’ retention.

After conducting survey on 30 employees of Capgemini, It has been discovered that over 50% of total employees believes that recognition is another crucial factor impacting on overall satisfaction and retention of the workers. In accordance with findings, Chistyakova et al, (2021) articulated that in present time workers pay equal importance towards fulfilling their financial needs and self esteem needs. This need could be fulfilled through regular appreciation and recognition which eventually impact on employee’s job satisfaction. Further, regular recognition depict that organization is valuing employee’s efforts and thereby impact on their overall retention decision.

Theme 7 Training session also has huge impact overall retention decision of the employees.

On the basis of above table, it has been analysed that employee’s retention decision is highly influenced by T&D sessions organized by the business entity. In this context respondents said “ we are focusing on gaining higher growth opportunities which could be achieved through adequate training session”. In support of the survey results, Deng et al, (2022) claimed that each individual aims at attaining their self actualization skill as to gain higher growth and development opportunities. Moreover, regular T&D session help in enhancing employees’ adaptability skills which aids in maintaining stability in highly dynamic and competent environment. Further T&D session empower workers to acquire new competencies which aids in overcoming all weaknesses. This session also help organization in securing higher growth opportunities in future leading to maintaining overall satisfaction and eventually enhances retention.

Theme 8 Capgemini‘s manager generally ignore employee’s perception while taking training decision

After conducting survey on Capgemini’s employees articulated that “Our perception and opinion are generally ignored while taking training decision which ultimately impact on overall efficiency of the session”. In this support, Dieck-Assad, Ávila-Ortega and González Peña (2021) stated that there are differential training needs of each employee and ignoring their opinion could foster situation of dissatisfaction. This lack of personalisation in training session creates issue in developing required skills and competencies of employee that ultimately impacts on their overall productivity. Moreover, firm’s incapability in fulfilling growth and development need of workers leads to higher dissatisfaction and ultimately end up higher turnover rate.

Theme 9 Lack of practical applications is major issue in arranging adequate T&D sessions for the employees.

After analysing survey results, it has been identified that more that 50% of total employees argued that they are not provided with accurate opportunity to utilize skills developed in T&D session. Employees stated that “Manager generally offer applicability opportunity to some of the workers that eventually hampers our growth potential”. In the support of findings, Elsafty and Ragheb (2020) claimed that organisation provides training session to all employees but offers applicability opportunities to only trusted workers. Due to this reason, employees are not able to develop confidence to implement new skills and competencies which eventually end up decreasing efficiency of training session. Further, this lack of opportunity reduces employees’ motivation to attain such training session which eventually impact on overall job satisfaction and thereby increases workers;’ turnover rate.

Discussion

From the above findings, it has been identified that organization focuses on arranging diverse type of T&D sessions on regular basis. Capgemini SE is involved towards arranging various T&D sessions which help in developing all the required skills of employees. In this context organization offers diverse learning program which aids on enhancing knowledge regarding latest tool and also aids on developing soft skills. Firm is partnered with various latest T&D content providers such as Harvard manage Mentor, Spark, Plural sight and Coursera. Moreover, organization offers 25000 plus courses and over 3 million learning activities from 1200 different sources and various external certifications (T&D strategy of Capgemini, 2024). Along with this, organization also offers comprehensive session which aids in developing both soft and hard skills of employees leading to overall development. This training session help organization in boosting employee’s adaptability skills and support in enhancing overall efficiency of human resources (Newman et al, 2021). This could be supported from literature review where it is explicated that training session offers skills enhancement and growth opportunity which aids in boosting their overall productivity and efficiency.

Moreover, this session also encourage employees to develop new ideas which aids in innovation and support in boosting overall profitability of the organization. Also, it has been found that training session are arranged with motive of increasing worker’s engagement level that aids in boosting their overall productivity and support in holding them for long amount of time (Moosavi et al, 2020). Further business entities are also involved in arranging T&D session with the motive of enhancing their goodwill and reputation. This session aids in enhancing employees skills to undertake task with utmost efficiency which provide seamless experiences to customers and ultimately aids in developing positive image in the market. In support of the findings, Steiner et al, (2020) explicated that organization also arrange T&D session with aim of reducing scope of error and manage their overall cost and profitability.

 Employees generally retained in the firm that are focusing on worker’s goals and objective and initiate necessary action and strategies for attaining the same. This higher retention reduces organization’s needs to incur cost towards hiring and on boarding new employees that result in managing overall profitability (McIlwraith, 2021). It has also identified that both on the job and off the job training session should be arranged for overall development of the employees. Workforce generally requires integrated training session which equips them with all the tools and techniques needed for navigate changes. Capgemini is involved towards arranging diverse type of on the job training such as mentoring, job rotation, internship training and apprenticeship as to develop their required skills and knowledge (On the job training in Capgemini, 2025).

The above findings could be supported from the literature review, where it has been articulated that on the job training provides team with an atmosphere in which new employees could work closely with supervisor and other peers that help in boosting overall coordination and support in developing team spirit. Moreover, this training session foster flexibility as supervisor could tailor training session according to workers’ needs which help in their overall development. Along with this, on the job training session help new workers in understanding all the roles and duties relevant to their job role which contributes towards reducing overall scope of error. Further, on the job training session promotes flexibility as supervisor has power to remould training session according to employee’s needs and preferences and accommodate with unforeseen situations (Sharma and Tanwar, 2023). Moreover, this type of training session aids in enhancing practical experience of the employees as it offer opportunities to learn job specific skills and assists them in determining all the issue and challenges on timely basis.

This early identification of issue supports them in taking necessary actions on timely basis which eventually result in boosting overall productivity. However, on the job training are majorly initiated through supervisor and there is lack of qualified trainers which ultimately impact on overall quality of session (Niankara, 2024). Further, employee faces issue in handling new technology and equipments which increases risk of accidents and errors. Beside this, on the job training does not offer theoretical knowledge to employees which create issue in understanding complex issue that are prevailing outside their duties. Along with this, many times on the job training sessions are arranged without reducing employees’ workload that increase their burden and reduces overall efficiency of T&D session. Capgemini SE is also involved towards arranging various off the job sessions like classroom lectures, analysing of case studies and seminars.

Further, Capgemini SE also arranged various simulation training which provides employees with an opportunity to work in real life working scenarios and thereby enhances overall skills and competencies (Capgemini’s off the job training, 2024). It has been identified that 64% total employees are satisfaction by this off the job training sessions which help in retaining worker within organization. In this context, off the job training session offers an accurate learning environment to employees with fewer distraction which aids in boosting overall worker’s focus and attention. Through investment in off-the job sessions, organization depicts their commitment for employee’s development that assists in booting overall job satisfaction (Giallouros et al, 2024). Moreover, this training session also offers opportunity to explore new ideas and views which foster innovation and creativity within workers and end up enhancing retention rate. Off the job training session are significant for the career development and advancement as employees develop knowledge and understanding regarding wider challenges and issues that are prevailing outside their routine duties. This encourages employees to undertake more challenging and significant role which aids in enhancing their overall productivity.

From the survey results, it has been discovered that training session plays a crucial role in enhancing overall skills, adaptability, job satisfaction and productivity of workers. Capgemini has emphasis over up skilling and developing all the soft and hard skills of employees as to enhance overall firm’s productivity. In this regard, organization has provided opportunity to undertaken various Degree courses at each level of employees lifecycle which support in enhancing overall knowledge. Further, Capgemini was able to successfully introduced AI in year 2023 without any resistance which aids in boosting overall productivity of business entity. Firm has arranged various training session before introducing AI which contribute towards developing required knowledge and confidence within workers that eventually end up boosting overall productivity (Capgemini’s AI training session, 2025). Moreover, from the survey conducted by Glass door, it has been asserted that 78% of existing employees recommended organization to their friends and family which indicate higher job satisfaction (Job satisfaction of Capgemini’s employees, 2024). This indicates that organization is able to offer competent growth opportunity and fulfil needs of employee’s through T&D session which aids in boosting overall job satisfaction.

This findings could be supported from Literature review, where it has been explicated that adequate T&D session define firm’s concern and commitment towards accomplishing workers’ personal needs and wants which help in boosting their overall job satisfaction. Along with this, this session are arranged on the basis of current market needs which help employees in easily adjusting with changing environment and support in boosting overall adaptability skills (Geels and Gregory, 2024). Moreover, with the help of accurate skills, employees are capable in initiating task with fewer error and mistake which eventually end up boosting their productivity and thereby open higher growth opportunity in upcoming time. It has also determined that employee’s generally resists to any change due to confidence deficiency which eventually impact on their productivity. T&D session acts as a sources of boosting employees’ confidence to undertaken any changes easily and reduces the scope of mistakes and faults and thereby results in higher productivity. 

Beside this, it has been determined that T&D session play a crucial role in enhancing employee’s job satisfaction by offering them higher growth opportunities, empower them to fulfil their personal needs and objective which finally improve performance. The above findings also define that training and development session help in offering large number of growth opportunities for employees. Capgemini is involved towards arranging Training session after critically identifying the changes prevailing in the market. This evaluation support organization in developing all the latest skills and competencies according to market needs which end up offering large number of growth opportunities for workforce. Capgemini has arranged various Algorithm and Data structure courses for employees which help them in easily understanding AI functioning that contributes in developing competitive edge (Capgemini’s AI training session, 2025).

In this regard, Hayes et al, (2022) stated that training session familiarize employee with all the latest changes on timely basis and help in developing knowledge and skills to adjust with same. These help employees in finding higher growth opportunities leading to boosting their overall satisfaction. Further, all organization concentrated over hiring skilled employees so that firm need not to incur any additional cost to develop their knowledge and gain maximum benefits. Consequently, it helps employees in easily gaining any new opportunities which help in securing higher financial benefits (Cooper et al, 2024). It has been discovered that T&D sessions include succession planning in which organization arrange learning program according to the current industry trend that aids employees to remain competent in the dynamic environment. This up to date information, knowledge and skills support employees in gaining higher growth opportunities due to which they remain attached within organization. 

However, many organizations recorded that employee generally switch their job after developing all the required skills and competencies which negatively impact on overall productivity of the business entity. On the basis of above findings, it has been determined that monetary incentives and benefits is one of the most crucial factors that influence employees’ retention decision within an organization. Capgemini offers diverse financial incentives which support in fulfilling employees’ financial needs and aids in retaining them for longer time frame (Capgemini’s Monetary benefits, 2024). Along with this, firm follows performance based incentive method in which accurate wages and compensation are provided on the basis of their performance which eventually boosts their satisfaction (Alabi et al, 2022). Moreover, diverse bonuses are also offered to employees on their performance which help in fulfilling their basic and security needs and leads to lower turnover rate. Further, Capgemini SE provide competent on annual basis while considered inflation which aids in enhancing overall standard of living and support in boosting employee’s overall retention rate.

This has been supported from secondary study, where it has stated that each employees; retention decision is based on the financial incentives that are offered by the business entity. Workers generally compare their existing salary with other organization which aids them in taking decision. From the Maslow theory, it has been determined that each individual aims at fulfilling their basic needs which could be accomplished through higher financial incentives. Further, higher monetary incentive define that organization is considering and valuing efforts of worker which help in booting their overall motivation (Kóczy et al, 2022). Moreover, financial incentives develop a sense of job security and reduce their anxiety which eventually enhances overall productivity. Along with this, adequate monetary benefit indicates that firm is equally valuing employee’s effort and offering significant reward for the same which help in boosting satisfaction and results in higher retention rate.

 On the other hand Haralayya (2022) explicated that there are various other non- monetary incentives which should be offered to employees for maintaining their overall satisfaction. In this context, workers should be allotted with various non monetary incentives such as flexible working, recognition, Time of volunteering, fringe benefit and extra growth opportunities. This service help employees in attaining their self esteem, self actualisation and other needs which eventually develop sense of belongingness and thereby boosting overall firm’s retention rate (Strachan, Greig and Jones, 2022). It has been determined that recognition is another crucial factor which impact on workers’ decision to remain within an organization. Capgemini is involved towards arranging annual program in which all the competent and skilled workers are appreciated and rewarded according to their performance. Entity has incorporated Xoxoday in their operation which support in arranging accurate recognition for all employees according to their needs.

This software suggest organization regarding most accurate rewarding strategies that should be used for particular employee (Xoxoday within Capgemini, 2023). Based on this suggestion, Capgemini has developed various formal recognition program such as Wellness reward, award program, Point based rewards system which aids in fulfilling worker’s overall needs. Regular recognition indicates that firm is acknowledging efforts and skills of employees which aids in boosting overall motivation. Consequently, it encourages them to enhance their performance which results in receiving higher amount of rewards in upcoming time. In support of findings, it has been determined that regular recognition motivates workers to undertake challenging task with positive mindset and behaviour leading to higher productivity (Knox and Marin-Cadavid, 2023). Further, this recognition aids in developing friendly and positive work environment and also develop employee’s trust and confidence towards organization leading to higher retention rate.

Currently, employees are prioritizing their self esteem needs over financial needs which require organization to provide adequate and timely recognition. Further, there are differential recognition needs and preference of each employees and aligning with such requirement assists in higher satisfaction. On the contrary point of view, it has been discovered that Capgemini fails to recognize employees on timely basis which eventually reduces their overall motivation. Employee stated that “Organization does not focus on offering regular recognition which reduces our motivation”. Firm concentrate over recognizing employees once in a year which could not help in maintaining motivation for longer time period (Zoeb-Ur-Rahman and Hussain, 2020). In this regard, it has depicted that employees should be recognized at a time of good performance which help in enhancing their overall motivation and ultimately leads to higher retention rate. From the analysis of findings, it has been determined that Training and development sessions are another crucial factor which impact on workers’ retention decision. Capgemini has offered diverse learning and development opportunities to worker with aim of managing workers motivation level leading to higher retention rate.

In this context, firm is involved toward critically analysis the type of skills required in organization based on which most accurate training sessions could be arranged. These help employees in remaining competitive in the current environment leading to boosting overall retention rate. Moreover, Capgemini has focused on arranging necessary AI based training session which aids them in easily utilising latest technology leading to managing motivation level and thereby higher retention. This could be aligned from Literature review in which it is explicated that T&D session facilitates towards gaining new competencies that help in capturing latest growth opportunities and eventually boost retention rate (Yusliza et al, 2021). Further, training sessions also contribute towards developing learning culture within organization which develops sense of attachment and aids in higher retention rate. Moreover, T&D session support in increasing overall workers’ engagement level by describing organization’s concern towards development of its workforces leading to higher retention rate. 

It has asserted that there is a 34.6% increase in employee’s retention rate which defines firm’s efficiency in boosting overall engagement level (Capgemini’s retention rate, 2024). With the help of T&D session, employees are able to develop new knowledge which will help them in gaining higher development opportunities in upcoming time leading to maintaining long term stability of workers. This strategy also helps employees in remain competitive in comparison to other workers which aids in boosting job satisfaction and thereby higher retention (Yusliza et al, 2021). Further, it has been identified that Employee with effective skills and competencies are able to receive higher financial incentives and increment that support in elevate employee’s motivation and eventually end up lowering overall turnover rate. However, It has been identified that incapability in arranging T&D session according to worker’s need could become major reason behind employee’s resignation.

It has found that workers generally feel attached to firm which help them in attaining their personal objective and vice versa. Along with this, adequate T&D session reduces the need of superiors and provides employees with opportunity to undertake their task on their own which results in developing workers’ trust and confidence (Wels et al, 2022). This organization’s faith towards its workers helps in developing sense of attachment within workforce that ultimately enhances overall retention rate. On the basis of the survey, it has determined that ignoring employee perception while taking training session creates huge impact on overall satisfaction and on their retention. Capgemini has focused on utilizing AI for identifying the type of training session that should be arranged for employees. However, AI suggests session on the basis of current market needs which ignores the personal requirement and needs of the workers. Moreover, software generally suggests changes on the basis of past data of employees and algorithm which ultimately develop obstacles in attaining employee’s goal.

 This strategy has leads to reducing employee’s motivation to involve in such session that ultimately impact on overall satisfaction level. Further, many employees claimed that business entity only arrange T&D session by which firm’s profits could be increased and ignores their personal motive and thereby reduces interest to attain such session. In support of the findings, Grabowski, (2021) stated that each personalisation and employee involved is one of the crucial requirements while establishing training sessions. It has been identified that customised training session support in boosting overall employees’ engagement which boosts overall retention. This personalization aids in fulfilling workers’ personal need along with firm’s objective which help in fulfilling employees all needs and requirement (Wang and Heyes, 2020). Further, personalization depict organization’s focus on fulfilling employees’ personal need and their concern towards team member which aids in developing sense of attachment and eventually aids in enhancing overall retention.

 Moreover, it has determined that arranging session according to employees needs helps in developing all the skills that are required for boosting their efficiency which decreases overall scope of errors and support in higher productivity. Further, higher productivity also support employees in gaining huge growth scope which aids in managing their satisfaction. On the contrary point of view, Naz et al, (2020) articulated that it is not possible to arranged customized training for all the employees within organization as it require huge amount of time and cost. Incapability in fulfilling needs of all the employees and arranging session for some of the workers could develop conflicting situation that ultimately results in reducing workers’ satisfaction and end up increasing turnover rate (Velez‐Ocampo and Gonzalez‐Perez, 2022). After analysing survey‘s findings, it has found out that employees are not provided with adequate applicability opportunities which reduces overall effectiveness of the training session. It has been identified that Capgemini has concentrated over developing inclusive workplace environment in which equal opportunity is provide to each employees. However, firm have arrnagaed T&D sessions for the entire employee but unable to provide opportunity to practically utilize developed skills and competencies.

 This lack of applicability opportunity reduces employee’s confidence to utilize their skills which ultimately vain efficiency of training and development session. These findings could be supported form secondary research where it is articulated that incapability in utilising gained knowledge in real world scenarios restrict them to identify challenges and issue that could encountered by using skills (Tschoerner et al, 2021). Theoretical knowledge only support in gaining knowledge regarding the topic but practical experiences help in gaining holistic information which aids in successfully utilizing gained knowledge. It has been determined that practically utilizing developed skills help in understanding all the issues and support in taking accurate step on timely basis which aids in reducing scope of error. Moreover, lack of practical experiences could results in losing significant growth opportunity as organization generally evaluates individual’s practical proficiency rather than theoretical knowledge.

Along with this, Obrusnikova, Cavalier and Blair-McKinsey (2021) stated that lack of applicability opportunity also restrict employees to develop various significant cognitive skills such as problem solving, self esteem and confidence while ultimately impact on their overall growth and development. Consequently, lack of growth opportunities reduces employee’s motivation to work in particular firm which ultimately results in increasing overall turnover rate. Further, inaccurate applicability opportunity depict firm’s lack of trust and confidence towards employees to successfully undertake particular task within utmost efficiency leading to impacting on employees motivation that end up losing significant number of workers. However Singh and Singh (2021) explicated that lack of confidence is major reason for not gaining adequate opportunities. Employees, themselves are not ready to undertaken any challenging task due to fear of failure which restrict firm to provide them growth opportunities and ultimately impact on their gratification.

CHAPTER 5 CONCLUSION AND RECOMMENDATION

Conclusion

By summing up the dissertation, it has identified that T&D session play a critical role in managing overall retention rate of the Capgemini SE. In the context of gaining accurate information regarding T&D session, researcher has focused on conducting qualitative study. This study aids in understanding real life perception and opinion of employees based on which conclusion could be formed. Moreover, inductive approach and interpretivism philology have also been used along with qualitative study as to gain holistic view point related to the topic. For gaining in-depth understanding regarding the topic, primary and secondary research has been initiated by the research. In this context, 30 employees of Capgemini have been selected through purposive method which helps in gaining accurate information. Survey has been conducted through questionnaires on selected employees which help in collecting original and topic specific information.

 Along with this, diverse books journals, articles and blog after 2022 has been selected and evaluated which help in collecting secondary information. Along with this, thematic analysis techniques have been chosen through which diverse themes are drafted and graphs are formulated for analysing collected data. Further, researcher has paid high emphasis over conducting study in ethical manner by offering adequate informative sheet. From the survey result, it has been identified that manager in Capgemini have paid significant focus over arranging T&D session which help in enhancing proficiency, refining talent and cultivating new skills within employees. This session define firm’s concern over attaining personal needs and objectives of workers which ultimately aids in developing sense of belongingness within workers. Moreover, T&D session promotes innovation with workforces which aids in overall growth of the business entity.

This session supports in developing worker confidence to adjust in new environment and cope up with all the changes that eventually support in boosting organization’s profitability. It has also identified that Capgemini arranged diverse type of on the job and off the job training session which assist organization in offering integrated learning experiences to employees. Job rotation, shadowing, internship and coaching are major type of on the job training sessions arranged by business entity. These sessions are arranged with the aim of offering real life learning experiences to workers that helps in easily understanding workplace culture. Moreover, this method also assists in developing interpersonal relationship within superior and subordinated that enhances efficiency of training session. Beside this, on the job training support in creating awareness regarding firm’s rules and regulation and way of working which assist employees in easily adjusting within organization.

Along with this, Capgemini is also utilizing arranging simulations lectures, Seminars and workshop with the aims of offering wider knowledge to employees. Off the job training offer adequate time to employees for learning new competencies and skills and reduces their overall burden which enhances efficiency of learning session. However, this method creates issue in practically applying gained knowledge due to which higher emphasis is paid over on the job training sessions. It has been identified that T&D session support in boosting employees’ productivity, developing skill, enhances adaptability which ultimately results in higher job satisfaction. It has been accessed that training session offers better leaning experiences, support in exploring wider concepts and aids in offering adequate feedback that ultimately boost worker’s skills. Along with this, Training session aids in enhancing adaptability skills which offers wider growth opportunities and aids in maintaining competiveness in dynamic environment.

Further, T&D sessions reduces scope of error by enhancing worker’s competencies which help in carrying out task with utmost efficiency and effectiveness. It has further determined from study that there T&D session play critical role in offering higher growth and development opportunities leading to maintaining their overall satisfaction. This has been achieved as training session offers comprehensive understanding regarding diverse topic which leads to boost employee’s knowledge and help in gaining wider opportunities in future. The current study also depicts that financial incentives are one of the most crucial factor that impact on overall retention rate of the organization. In this context, Capgemini is involved towards offering competent and wages to employees on the basis of their performance. Further, firm is also involved towards offering additional incentives and bonuses to competent employees which aids in maintaining their overall satisfaction level.

Along with this, annual increments are also offers that provide hike in employee’s wages and aids in maintaining their job satisfaction and thereby higher retention. Further, it has been discovered that recognition is another crucial factors that is impacting on employees’ retention rate as it aids in fulfilling workers’ esteem needs. In this context, Capgemini is arranging annual recognition program in which all the skilled and competent workers are rewarded leading to enhancing satisfaction level. Moreover, this recognition define that firm is valuing and appreciating workers’ effort that aids in developing feeling of attachment and ultimately result in lower turnover rate. From the research, it has determined that training session is having long term impact on overall retention decision of the employees as currently workers are prioritising personal growth which could be attained through this session.

Beside this, T&D session develop all the knowledge and skills which aids in remaining competent in current environment and ultimately aids in gaining higher growth potential. However, it has determined that Capgemini is not considering perception and opinion of employee’s while setting T&D session that creates issue in fulfilling needs and required for diverse employees. This restricts organization in aligning organization’s goals with personal objective of workers that end up reducing employees’ motivation to incur in such sessions. Moreover, Capgemini is not offering adequate applicability opportunities to employees which reduce overall efficiency of such sessions. Due to lack of opportunities employees generally forgot all the gained information that restrict them in develop required skills and competencies.

Recommendation

After critically analysing T&D session and strategies within Capgemini, it has been discovered that there are various changes that should be incorporated within firm for boosting overall efficiency. Following are various such strategies that should be used by Manager while setting up T&D session for employees:

• Manager should focus on conducting survey and personal meeting with employees for determining their needs and preferences. This will guide organization in setting up session by which employee’s diverse needs could be attainted and aids in maintaining their interest in T&D session (Holly et al, 2022). This strategy will also help in offering personalised experiences to worker which end up boosting overall employees’ satisfaction and results in higher retention.
• Capgemini’s manager should involve in arranging training session several time in a year which help in maintaining regularities. This offers employees with an opportunity to develop all the skills and competencies required in current time and assists in gaining competitive edge. Regular training should be arranged through which up- to date information regarding latest trend and best practices could be shared within workforce that ultimately result in boosting overall satisfaction.
• Along with this, Manager should offer equal applicability opportunity to all the employees that facilitate towards developing confidence in utilizing all the gained skills (Husár and Knapčíková, 2023). In this context, manager should provide challenging task to all the employees that offer them opportunity to utilise their knowledge and aids in overall development. Further, regular feedback should be given to workers which helps in easily overcoming their queries and aids in successfully attaining their goals. Consequently, regular applicability opportunity and feedback aids in developing employee’s gratification which results in holding them for significant time period.
• Moreover, Manager should lay emphasis over both on the job and off the job training session that helps in offering wider growth opportunities. This help in offering adequate learning environment to numerous employees that eventually aids in boosting their job satisfaction and thereby retaining them for longer time frame.
• Along with this, organization should focus on offering large number of monetary and non-monetary incentives as to manage their overall motivation. Further, organization should evaluate incentives and benefits of competitors based on which competent strategies could be formulated (Islam et al, 2022). This strategies aids in fulfilling financial, esteem and self actualization needs of employees that eventually support in higher retention.
• Capgemini should involve towards regularly evaluating industry trends which aids in arranging most accurate session according to needs. This will help employees in gaining all the updated skills and competencies that offers higher growth opportunities and eventually support in boosting overall retention rate of the organization.
• Beside this, Capgemini’s manager should concentrate over acknowledging and recognizing effort of the employees that aids in developing sense of belongingness (Magar and Suk, 2020). In this regard, diverse recognition program should be arranged which indicate that organization is valuing employees’ contribution and thereby enhancing overall retention rate within business entity.
• Moreover, organization should arrange T&D session while reducing workload of employees that help them in easily involving in such sessions. This facilitates in enthusiastically involving in T&D session leading to developing all the required skills and competencies. This enhancement of employee skill helps in increasing their overall satisfaction level which ultimately ends up holding back employees for longer time period.
• Along with this, organization should align employees’ personal objective with organizational goals while setting up training and development session. This will help in successfully fulfil workers’ needs along with firm’s objective that aids in boosting employee’s motivation level (Mohammed, 2021). This strategies together support in developing sense of attachment within workforces and thereby aids in boosting overall retention rate.

Research limitation

Research limitation refers to various factors which negatively influence overall data collection and interpretation process within study. Lack of adequate time, resources and funds are the major limitations which are faced while conducting the study. To overcome time and money constraint, secondary data collection method is selected by the scholar. This help in gaining the wider amount of information in limited time and with fewer resources. This method also helps in understanding perception and view point of diverse author which help in gaining better insight of research issue. Moreover, due to lack of adequate funds researcher is unable to use software for analyzing data which restrict researcher to gain accurate information. However, for overcoming this issue researcher has used thematic data analysis technique which helps in effectively determining patterns and theme from qualitative data which ultimately result into gaining better insight of the research issue.

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