Educational Dissertation Sample

Introduction Of Educational Dissertation Sample

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 organization as experienced employees have valuable knowledge that could be used for the growth of business entity. learning and development (L&D) refers to the organizational process and program designed to enhance skills, knowledge and capabilities of employees. 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 L&D session in managing the employee’s retention rate within Capgemini SE.

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Rationale

The present research is based on the assessment of L&D session on employee’s retention and acquisition within Capgemini SE. Employee’s retention is crucial within organization 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 organization to identify the impact of L&D session on employee’s turnover rate. Thematic analysis will be used to shed light on the role of learning session for managing the employee’s retention rate. 

Aims and objective

Aims:

The aim behind conducting current study is to ascertain the impact of learning and development session in retention of employees within Capgemini SE.

Objective:

• To study the concept of learning and development and its significance.
• To evaluate theoretical underpinning related to employees retention.
• To analyse the relationship between Capgemini’s L&D sessions and retention strategy.
• To recommend competent strategies for improving talent management within Research question

Q1. What is the meaning of learning and development and its importance?

Q2. Which factors impact the employee’s acquisition and retention within UK’s tech industry?

Q3. What is the interrelationship between employee retention and L&D session?

Literature Review

Meaning of learning and development session and its importance

According to Day et al, (2021) learning and development refers to the set of program and activities designed for enhancing skills, knowledge and ability of employees. It is the most crucial activity of HR as it assists in learning and acquiring new skills that helps in gaining progress in their career. Mohammed, Mohammed and Gana (2022) stated that L&D session supports in enhancing overall organizational productivity which aids in maintaining the long term stability within the industry. Organisation operates in dynamic environment which requires firm to initiate changes on regular basis. L&D session aids in developing new skills and competency that result in positively impacting on organization’s overall productivity. For example: there is a constant development and introduction of new technology within Capgemini SE. For managing the firm’s productivity, manager is involved towards arranging various learning sessions on regular basis.

Leonova et al, (2021) explicated that L&D session supports in boosting the employee’s satisfaction which eventually results into enhancement of the organization’s productivity. In the current times, an employee aims at attaining their personal development goals along with the financial objectives. L&D session helps in enhancing the worker’s skills and competencies that support the future growth and development. This contributes toward enhancing the employee’s satisfaction level that helps in improving the overall retention rate. Khan and Abdullah (2019) claimed that customer satisfaction is also enhanced by implementing learning and development session within the organization. Regular learning session supports in enhancing job ability and skills of the workers result in providing effective services to customers. This will result in positive word-of-mouth referral that leads to attracting new clients which eventually contribute towards stronger market position in industry.

Based on the view point of Osewe and Gindicha (2021) it has determined that learning and development session aids in increasing overall profitability of the business entity. L&D sessions motivate employees to adapt to new changes that aids in creating competitive edge in the organization. This session help in creating an effective workplace environment that result in boosting employee’s productivity and eventually leads to gaining competitive advantage.

Factors impacting employee’s acquisition and retention rate

Based on the view point of Igudia (2022), it has been depicted that there are large number of factors that are impacting on worker’s overall retention and acquisition rate. In the current tine work-life balance is one of the crucial factor which impact on overall employee’s retention rate. All the employees focus over fulfilling their financial goals along with social objective which could be achieved by Hybrid working policy within firm. In this context Capgemini SE has provided a policy of hybrid working in which an employee needs to come office for 3 days in a week. Moreover Tilala, Chawda and Benke (2023) stated the compensation policy also has huge impact on overall employee’s turnover rate within the business entity. Firms that are involved towards providing wages based on employee’s performance are able to attract and retain large number of workers. Along with this, employees’ retention decision is also impacted by non financial incentives that are offered by the organization.

 Additionally Tracey and Swart (2020) explicated that organizational culture and environment also creates huge impact on the workers’ acquisition and retention rate. Business entities that promote flexible working arrangement, encourages team work, provides growth opportunity, career development, creates inclusive working environment are able to attract the large number of employees. For example: Capgemini has paid an focus over creating an effective working environment by rewarding and recognizing employees, provide learning opportunity and offer flexible working arrangement which results in high employee retention. Niati, Siregar and Prayoga (2021) claimed that growth opportunity offered within the business entity also impact on overall employee’s retention. Due to L&D session workers are able to gain new skills and competencies which help in future growth and development. This help in retaining employees within the organization results in reducing overall cost of the business entity.

Influence of L&D session on employee’s retention rate

According to the view point of Sugiarti (2022) it has been dentified that learning and development session plays a crucial role in reducing overall employee’s turnover rate within the business entity. Effective learning program aids in creating a positive work culture as it promotes team work, enhance satisfaction, better productivity that result in improving employee’s retention rate. On the other hand, Nisar (2021) explicated that if the entire employees are not provided access to learning session then it result in decreasing workers overall motivation level. Many organizations arrange L&D session once in year as to create positive image in the industry and does not emphasis over development and growth of the employees. This results in reducing worker’s satisfaction level leading to high turnover rate.

 Barhate and Dirani (2022) claimed that learning and development session support in developing new skills and competencies of the workers results in providing growth opportunity. Through this session, employees are able to develop their adaptability skills which help them in easily facing new challenges in future. This supports in enhancing overall workers satisfaction level which eventually leads to higher retention rate. In this context, there is 34.6% increase in Capgemini retention rate which denotes higher worker’s satisfaction level (Retention rate in Capgemini, 2024). On the contrary point of view, Giao, Vuong and Tung (2020) described that each employee is having different learning preferences and incapability in providing adequate session result in decreasing workers’ satisfaction level. This eventually leads to reducing workers engagement in the organization that negatively impacts on overall retention rate.

Literature gap

In past, studies have been initiated to determine the importance of L&D session for increasing overall business performance and profitability. However, focus has not been paid over determining its influence on employee’s retention rate which could create huge impact on working of business entity (Iis et al, 2022). The current study will help in enhancing understanding related to influence of L&D session on employees’ retention rate.

Research Methodology

Research type

Research type refers to the method of organised inquired initiated for resolving a problem and issue. The two most prominent method of research type includes qualitative and quantitative research type. Qualitative research is the naturalistic inquiry that focuses over gaining an in-depth understanding related to the perception, experiences and behaviour of respondent (Saharan et al, 2020). Quantitative research denotes the research type that deals in objective stance, logic and numbers. In the context of identifying the impact of L&D session on employee’s retention, qualitative research type will be initiated. This method has been selected as it supports in gaining complex and textual information related to how and why a particular perception is formed by the respondent. Further, employee’s experiences and perception could be best understood in qualitative data rather than in numerical form. Qualitative data promotes flexibility due to open ended nature of research that aids in gaining better insight of the research problem.

Research philosophy

Research philosophy implies the over-arching term which focuses over assumption and beliefs formed while collecting and analysing the data (Savateev, 2022). Interpretivism and positivism philosophy are two broad types of research philosophies. For determining influence of L&D session on overall employee retention rate, interpretivism philosophy will be used by the researcher. This method has been selected as qualitative data could be effectively gathered by using this philosophy. Interpretivism philosophy supports in gaining better understanding of human experiences and social life by exploring phenomena through the individual’s perception. Along with this, concerned method aids in identifying the most optimum solution by effectively analysing interrelated, multifaceted and complex social processes.

Research approach

Research approach implies the process and steps used for gathering, evaluating, interpreting and concluding the outcome of research. There are two crucial method of research approach which includes inductive and deductive research (Satriadi et al, 2021). In the context of identifying change in employee’s retention rate due to L&D policy, inductive approach will be used by the researcher. This method support in providing holistic view that aids in exploring new ideas and opinion related to research issues. Further, this method promotes flexibility by allowing researcher to modify the research techniques and tools which help in better understanding the research issue. Inductive approach help in gaining better insight of complex phenomena that could not be understood by using logical way.

Data collection

Data collection implies the process of gathering information for answering stated question, testing hypotheses and analysing outcome (Fox, MacLehose and Lash, 2021). Primary and secondary are two techniques by which all the relevant information could be gathered. For determining influence of development session on employee retention, both primary and secondary data collection method will be used. Primary data collection refers to process of gaining first-hand information directly from respondent which help in collecting most reliable information. In this regard, survey will be initiated on 30 employees of different departments within Capgemini with the help of questionnaires. Further secondary data collection method will be used as to gain access to large amount of information in limited in time and budget. In this context, Google scholar will be used as to get access to various books, scholarly articles and journals.

Sampling

Sampling refers to choosing small group from larger population which will represent the whole population. Random and non-random sampling methods are two techniques for choosing respondents. In the context of determining impact of learning session of worker’s turnover rate, 30 employees of Capgemini will be selected by using random sampling method. This have been selected as it will help in gaining adequate and efficient amount of information related to the topic. This sample will be collected form finance, marketing and operation department which will help in determining diverse perception.

Data analysis

Data analysis refers to the process of structuring raw data on which statistical and conceptual tools are applied for deriving better insight of the research issue (Burkholder, Walsh and Holmes, 2020). There are two methods of data analysis that includes SPSS and thematic data analysis. For identifying influence of L&D session on employee’s retention, thematic data analysis will be utilized. It is the method of determining, analysing and reporting theme within the qualitative data. This method will be used as current research will be carried out on qualitative data which could be effectively analysed by thematic approach. For better interpreting the generated outcome, graphs and pie chart will be formulated.

Ethical consideration

 For initiating study in ethical manner, all the university guidelines will be effectively followed by the researcher. In the context of selecting respondent, random sampling method will be used which promotes fairness and provide equal opportunity to each respondent to get selected. Further consent form will be signed out as to indicate the approval of respondent for conducting study. Further reference list will be provided at end as to appreciate the effort of the original researcher.

Timeline

References

Books and Journals

• Barhate, B. and Dirani, K.M., 2022. Career aspirations of generation Z: a systematic literature review. European Journal of learning and Development, 46(1/2), pp.139-157.
• Bingham, A.J. and Witkowsky, P., 2021. Deductive and inductive approaches to qualitative data analysis. Analyzing and interpreting qualitative data: After the interview, 1, pp.133-146.
• Burkholder, E., Walsh, C. and Holmes, N.G., 2020. Examination of quantitative methods for analyzing data from concept inventories. Physical Review Physics Education Research, 16(1), p.010141.
• Day, D., Bastardoz, N., Bisbey, T., Reyes, D. and Salas, E., 2021. Unlocking human potential through leadership learning & development initiatives. Behavioral Science & Policy, 7(1), pp.41-54.
• Figalist, I., Elsner, C., Bosch, J. and Olsson, H.H., 2021. Fast and curious: A model for building efficient monitoring-and decision-making frameworks based on quantitative data. Information and Software Technology, 132, p.106458.
• Fox, M.P., MacLehose, R.F. and Lash, T.L., 2021. Applying quantitative bias analysis to epidemiologic data (pp. 105-39).
• Giao, H.N.K., Vuong, B.N. and Tung, D.D., 2020. A model of organizational culture for enhancing organizational commitment in telecom industry: Evidence from vietnam. WSEAS Transactions on Business and Economics, 17, pp.215-224.
• Goyal, A. and Bengio, Y., 2022. Inductive biases for deep learning of higher-level cognition. Proceedings of the Royal Society A, 478(2266), p.20210068.
• Igudia, P.O., 2022. Employee learning and development, and organisational performance: a study of small-scale manufacturing firms in Nigeria. American Journal of Economics and Business Management, 5(5), pp.38-54.
• Iis, E.Y., Wahyuddin, W., Thoyib, A., Ilham, R.N. and Sinta, I., 2022. The effect of career development and work environment on employee performance with work motivation as intervening variable at the office of agriculture and livestock in Aceh. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 2(2), pp.227-236.
• Khan, S. and Abdullah, N.N., 2019. The impact of staff learning and development on teachers’ productivity. Economics, Management and Sustainability, 4(1), pp.37-45.
• Kyngäs, H., 2020. Inductive content analysis. The application of content analysis in nursing science research, pp.13-21.
• Leonova, I.S., Pesennikova-Sechenov, E.V., Legky, N.M., Prasolov, V.I., Krutskikh, I.A. and Zayed, N.M., 2021. STRATEGIC ANALYSIS OF THE MOTIVATION ON EMPLOYEES'PRODUCTIVITY: A COMPENSATION BENEFITS, learning AND DEVELOPMENT PERSPECTIVE. Academy of Strategic Management Journal, 20, pp.1-11.
• Mohammed, N.A., Mohammed, D. and Gana, J., 2022. The impact of learning and development on employee productivity in the 21st century. African Journal of Management and Business Research, 3(1), pp.41-58.
• Niati, D.R., Siregar, Z.M.E. and Prayoga, Y., 2021. The effect of learning on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(2), pp.2385-2393.
• Nisar, Q.A., Haider, S., Ali, F., Jamshed, S., Ryu, K. and Gill, S.S., 2021. Green human resource management practices and environmental performance in Malaysian green hotels: The role of green intellectual capital and pro-environmental behavior. Journal of cleaner production, 311, p.127504.
• O’Kane, P., Smith, A. and Lerman, M.P., 2021. Building transparency and trustworthiness in inductive research through computer-aided qualitative data analysis software. Organizational Research Methods, 24(1), pp.104-139.
• Osewe, J.O. and Gindicha, J.Y., 2021. Effect of learning and development on employee satisfaction: a case of the judiciary of Kenya: a case of the judiciary of Kenya. European Journal of Humanities and Social Sciences, 1(3), pp.661-67.
• Perkins, M. and Roe, J., 2024. The use of Generative AI in qualitative analysis: Inductive thematic analysis with ChatGPT. Journal of Applied Learning and Teaching, 7(1).
• Saharan, V.A., Kulhari, H., Jadhav, H., Pooja, D., Banerjee, S. and Singh, A., 2020. Introduction to research methodology. In Principles of Research Methodology and Ethics in Pharmaceutical Sciences (pp. 1-46).
• Satriadi, K.A., Ens, B., Czauderna, T., Cordeil, M. and Jenny, B., 2021, May. Quantitative data visualisation on virtual globes. In Proceedings of the 2021 CHI Conference on Human Factors in Computing Systems (pp. 1-14).
• Savateev, O., 2022. Photocharging of semiconductor materials: database, quantitative data analysis, and application in organic synthesis. Advanced Energy Materials, 12(21), p.2200352.
• Sugiarti, E., 2022. The influence of learning, work environment and career development on work motivation that has an impact on employee performance at PT. Suryamas Elsindo Primatama in West Jakarta. International Journal of Artificial Intelligence Research, 6(1), pp.1-11.
• Tilala, M., Chawda, A.D. and Benke, A.P., 2023. Enhancing regulatory compliance through learning and development programs: Case studies and recommendations. Journal of Cardiovascular Research, 14(11).
• Tirta, A.H. and Enrika, A., 2020. Understanding the impact of reward and recognition, work life balance, on employee retention with job satisfaction as mediating variable on millennials in Indonesia. Journal of Business and Retail Management Research, 14(03), pp.88-98.
• Tracey, B. and Swart, M.P., 2020. learning and development research in tourism and hospitality: a perspective paper. Tourism Review, 75(1), pp.256-259.

Online

• Description of Capgemini. 2024. Online. Available through: < https://www.capgemini.com/in-en/about-us/>
• Retention rate in Capgemini. 2024. https://www.capgemini.com/gb-en/news/press-releases/imrg-capgemini-quarterly-benchmarking-online-customer-retention-rate-at-record-high/

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