Contents

• Abstract 2
• Acknowledgements 3
• CHAPTER 1: INTRODUCTION 4
• 1.1-Introduction 4
• 1.2-Research Background 5
• 1.3-Organisation Background 8
• 1.4-Purpose of undertaking Research 9
• 1.5-Rationale for Choosing this Topic 9
• 1.6-Statement of Problem 9
• 1.7-Research Questions 10
• 1.8-Main Aims and Objectives of the Research 10
• 1.9-Scope of the Research 11
• 1.10-Research Methods 11
• 1.11-Structure of the Dissertation 11
• 1.12-Summary of the chapter 12
• CHAPTER 2 - LITERATURE REVIEW 12
• 2.1-Introduction 13
• 2.3-Increased employee Turnover 14
• 2.4-Calculation of Retention 14
• 2.5-Types of employee Turnover 15
• 2.6-Adverse effects of increased employee Turnover in an Organization 15
• 2.7-Elevated financial expenditure of Turnover 15
• 2.8- knowledge drain, an asset of the organization 16
• 2.9- Weakens Customer and Clients relationships 16
• 2.10-Low productivity until the new Employees are completely Trained 16
• 2.11-Turnover leads to more Turnovers. 16
• 2.12 Fundamental reasons of increased employee Turnover 16
• 2.13-Internal & External factors 17
• 2.14-Importance of retention in an Organization 17
• 2.15-Which employees must be retained. 18
• 2.16-Role of Motivation and Professional satisfaction in retention of Employee. 19
• 2.17-Advantages of Employee retention to the Organizations 19
• 2.18-Retention saves new Recruiting Expenses and Time 19
• 2.19-Retention helps to retain company’s Information or Knowledge 20
• 2.20-Various options Offered to retain Employees 20
• 2.21 –Do not call Employees to work during planned Off days 21
• 2.22-Offering competitive pay rates to the Employees 21
• 2.23-Increasing employee Interactions and Engagements 21
• 2.24- Promotions, Rewards, and Appreciations of the top Performers 22
• 2.25- Maintaining the employees Training & Development Program 22
• 2.26- Relationship of Training and Development with Employee Retention 23
• 2.27- Components of employee Training and Career Development Programs 24
• 2.28-Encouraging Learning and Development Programs 25
• 2.29-Streamlining the process of Training and Development Programs 25
• 2.30 Planned Direction of Training and Development Programs 26
• 2.31-Hierarchy of Training and Development Programs 27
• 2.32-Effective implementation of Training & Development Programs 29
• 2.33-Process of Implementation of Training & Development Programs 30
• Figure, 2.9The model implemented by Mictel Solutions 32
• 2.34-Continuing Education in Employee Training 32
• 2.35-Formal and Informal approach of Training and Development 33
• The off-the-job training and development program flow chart of the Honda Company is given below: 35
• Figure, 2.9 Hondas off Job Training Model. 35
• 2.38-Need and Advantages of Training and Development of Employees 36
• Figure 2.10 Dr. Alan Nankervis & Dr. Cecil Pearson (2010) Training and Development Programme 37
• 3.Vodafone UK: Company overview 37
• 3.1Introduction 37
• 3.2Mission Statement of the Company 38
• 3.3History 39
• 3.4. 41
• 3.5Vodafone launches the Vodafone Sure Signal 41
• 3.6.Critical Analysis of the strategy 41
• 3.7.Vodafone UK get in touch with the SMEs with Revamped ‘Vodafone Partner Services 42
• 3.8.Critical Analysis 42
• 3.9.Competitive Concerns 43
• 3.10.Importance of the Vendor 43
• 3.11.Market Impact 43
• 3.12.Business description of the company 43
• 3.13.Research and Development practices by the company 44
• 3.14.Human Resource Practices in the Company 45
• 3.15.Diversity and Inclusion in Vodafone Family 46
• Chapter four-Research Methodology 46
• 4.1 Research Methodology 46
• 4.2 RESEARCH PROBLEM: 46
• 4.3 OBJECTIVES OF THE STUDY: 46
• 4.4 HYPOTHESIS: 46
• 4.5 DATA COLLECTION METHOD: 46
• 4.6 Research Methods: 47
• 4.7 DATA COLLECTION SOURCES: 47
• 4.8 RESEARCH DESIGN 47
• 4.9 SAMPLING DESIGN 49
• 4.10 SAMPLING TECHNIQUE: 50
• 4.11 SCOPE OF STUDY: 50
• 4.12 RELEVANCE OF THE STUDY: 51
• 4.13 QUALITATIVE RESEARCH: 52
• 4.14 QUANTITATIVE RESEARCH: 52
• 4.15 INDUCTIVE RESEARCH: 52
• 4.16 JUSTIFICATION: 53
• 4.17 RELIABILITY: 54
• 4.18 VALIDITY: 54
• 4.19 ETHICAL ISSUES: 54
• 4.20 DATA ANALYSIS: 54
• 4.21 LIMITATIONS OF THE STUDY: The limitations of the study can be stated as under: 55
• 4.22 SUMMARY. 56
• Chapter 5 – Data Analysis & Findings 56
• 5.1Introduction 56
• 5.2Model used by Vodafone-UK Management 58
• The ADDIE Model 58
• 5.3Interview findings 59
• 5.4Findings of Questionnaires 63
• 5.5.Analysis 74
• CHAPTER 6: CONCLUSION AND RECOMMENDATIONS 79
• 6.1-Introduction 79
• 6.2-Conclusion of the study 80
• 6.3-Limitations of the research 83
• 6.3.1- Concluding research with in the time span available for research 83
• 6.3.2 - Gaining trust of employees to give correct and candid reply 84
• 6.3.3- Challenge in selection of appropriate candidates for the survey 84
• 6.3.4- Sharing sensitive data of the organization 84
• 6.4-Recommendations 84
• 6.4.1- Recommendations for the organizations 85
• 6.4.2-Recruitemnt criteria of new employees to be more aligned with goals 85
• 6.4.3-Proper and clear communication with the new employees 85
• 6.4.4- Conducting induction program for new employees 85
• 6.4.5-Offering flexible working schedule 85
• 6.4.6- Creation of a pleasant working environment 86
• 6.5.-Recommendations for future researchers 86
• 6.5.1-Clear communication with the participants of the study 86
• 6.5.2- Increase participants to reduce any form of bias in results 86
• Biblography 86
• References-------------------------------------------------------------------------------------------------------
• Appendix-1------------------------------------------------------------------------------------------------------
• Appendix-2---------------------------------------------------------------------------------------------------------------------------

Description

Employees are the strategic asset of any organization; this talent has to be managed and preserved. This project presents a descriptive study, which mainly investigates on the functioning and role of training and development in employee retention, a case study of VODAFONE, a leading telecommunication company of UK, has been presented in this research. This study also investigate on the significance of training and development in managing of employees, different types of training methods in use, and its effects on retention of employees and about benefits which company gains as well. The study mainly helps in finding about the benefits of training and development in retention of employees as well as about the retention of companies information as well. This study emphasizes the role of training and development plays a very crucial role in retaining the capable employees, which are the precious assets treasured by all organizations.