Capgemini: Training for Talent Success Case Study

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Introduction

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Background of the research topic

Training and development is defined as the activities or a system which assists the company in providing education to the employees for the development. For the success of the company, it is very necessary that the appropriate training is provided to the employees so that the overall working is improved. Within the external environment, there are many different types of changes taking place. Thus, it is the responsibility of the company that they must effectively try to provide knowledge of all these changes to the employees. The present study is based on Capgemini which is a French multinational company dealing in information technology services and was founded by Serge Kampf in 1967. The current study will evaluate the role of training and development in the acquiring of the right candidate. For making the operations of the company successful it is very necessary that the training and development is applied appropriately. For effective talent management and acquisition it is very necessary that training and development is followed properly and effectively. It is because when the proper training is provided to the employees then they will be working well and as a result of this the overall efficiency will be increased.

Aim and Objectives

Aim

To evaluate the role of training and development in talent acquisition and management within Capgemini.

Objectives

• To develop an understanding relating to training and development and its significance.
• To analyse different methods of training and development and their role in acquiring better candidates for Capgemini.
• To examine the benefits and drawbacks of using various training and development methods for enhancing talent acquisition.
• To recommend some strategies for improving talent management and acquisition within the company.

Research question

What is the role of training and development within the talent acquisition regarding Capgemini?

Research Significance

The present study is based on training and development and in the current competitive environment effective training is needed. The competition within the external environment is very intense and also regular changes are taking place in the corporate environment. Thus, it is very necessary for the company they try to implement all these changes into practice. Here the training and development are very significant because with the help of this, only the company will be in a position to provide knowledge to the employees (Sheeba and Christopher, 2020). Thus, the current research topic is significant for the company Capgemini as it operates in the technological sector and there are frequent changes taking place. Hence, the current study will enhance the knowledge of the company relating to the different types of training methods which could be used by them to train the employees. Along with this, the study is also of significance to the competitors of Capgemini as they can also implement similar training methods which are used by Capgemini effectively.

Research Rationale

The current corporate environment is highly competitive and changing. Thus, this affects the working efficiency of the business to a great extent. To adapt to all the latest changes it is helpful to the company to make use of different types of training methods. Hence, the reason underlying the selection of the current research topic is that when the company has proper knowledge relating to the different training methods then it will be easier for them to make the employees learn. Thus, the current study will help the company in evaluating the different methods through which training can be provided and the benefits and drawbacks of using all the methods. In addition to this, another reason for the selection of the current study is based on the academic and personal interests of the researcher. The researcher personally wants to enhance the knowledge relating to the different types of training methods which are available and the role they play in talent management and acquisition.

Scope of the research

The scope of the research is very wide because the current research topic applies to every sector and every type of business. It is very necessary for the company to effectively comply with the effective training and development strategies so that all the latest changes can be implemented into practice (Aleem and Bowra, 2020). Thus, this study will be assistive to any of the company or the business or even the person who wants to develop themselves. Moreover, it will be beneficial for the company to select the most appropriate training methods so that the new things can be learnt easily. Moreover, when the appropriate training methods are used by the company or the person then it will be assistive in improving the overall learning and knowledge of the person in better and effective manner.

Capgemini: Training for Talent Success Case Study

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Literature Review

Theme 1: Concept of training and development and its significance

In the views of Al-Kassem, (2021) training is stated as the process through which the learning of the person is developed and is acquainted with all the latest working patterns. In the current competitive environment, there are lot many changes taking place in the working pattern and other related aspects. Thus, for this, it is very necessary for the companies that effective training methods are used so that the overall working can be improved. It includes the use of educational activities which is essential for providing effective knowledge relating to the changes which need to be implemented into practice.

On the other hand, Niati, Siregar and Prayoga, (2021) argued that complying with effective training and development activities is very important for the success of the business. The reason underlying the fact is that when the working will be done based on training methods then it will be more beneficial for the effective implementation of new learning. The most common importance of training and development includes the increase in productivity. This is the major importance of complying with the effective training session. It is because of the reason that when effective training is provided with regards to the latest working patterns then it will enhance the productivity of the company and the employees. In against this Cunningham, Mergler and Wattie, (2022) stated that an increase in job satisfaction is another important role of training and development within the working. The reason behind this fact is that when the company is providing training for all the latest working then it will be motivating the employees. This is because they will have knowledge of all the latest working patterns and as a result of this they will be more updated and this will result in an increase in the satisfaction level of employees.

Theme 2: Various methods of training and development and their role in effective talent management

In the opinion of Al Jubouri, (2023) there are many different types of training and development methods which are assistive in effective talent acquisition. This is because of the reason that the different training and development methods guide the person in grabbing the latest knowledge relating to the changes taking place. Thus, the proper use of different training and development methods is very beneficial as it guides the company in improving the overall learning and working capability. According to Shuibin, Benjamin and Naam, (2020) the most common training method is the on-the-job training method. This on-the-job training method is a type of method within which the employees are provided the training while working only. The employee does not have to go outside to take the training sessions. Within this on-the-job training method, the most common method of training is coaching. This is a type of method which includes providing the training to the employees by some supervisor or experienced staff member. This is a good method because the expert assists in improving the knowledge of the employees.

On the other hand, Nadhiya, Geetha and Arunkumar, (2020) argued that the most common training method is the apprenticeship training method. Within this, the employees are provided with a practical approach to working. This is very necessary to be recruited because it will assist the development of the employees with the new learnings. Moreover, the use of the apprenticeship plays a crucial role within the working of the development and learning of the students in a better and more effective manner. this is because of the reason that when the people will be provided with the similar kind of learning on-the-job then it will automatically improve the learning capability and the working efficiency of the employees.

Theme 3: Benefits and drawbacks of using the different types of training and development methods for talent acquisition.

In the views of Carden, Jones and Passmore, (2023) the major benefit of undertaking the use of different training and development methods include the increased jobs satisfaction and employee engagement. It is particularly because of the reason that when effective training is provided to the Employees then they are much satisfied with their job. Thus, as a result of this they are much engaged with the company. On the other hand Harrison and et.al, (2020) argued that the major drawback of implementing the different training and development methods is the increase in cost. When the different training and development methods are implement it then automatically it increases the cost of the company. Hence, it is the major drawback for the company which they face due to implementation of the new training and development methods.

In against of this Arwab and et.al, (2022) stated that the major benefit of using different training and development methods is the improved knowledge of the employees which results in increase in profitability for the company. This is particularly because of the reason that when employees are trained and having all the latest knowledge then it is beneficial for the company and it enhances the profitability of the business. Increases the employee retention and as a result of this the employees are much more retain within the company. On the other hand Awe and Church, (2021) criticized the fact that selecting the appropriate trainer is a challenging task. It is difficult because for providing effective training the good trainer is required. In case the trainer will not be good and knowledgeable than it will be affecting the implementation of the training program. Thus, finding the appropriate candidate for providing training is very difficult and it impacts the working efficiency of the training program to a great extent.

Research Methodology

Research type

The type of research is defined as the way through which the objectives of the study are attained. In general qualitative and quantitative are the two types of research which can be conducted by the researcher. The qualitative study is the one which includes the use of non numeric information relating to the topic of research (Zhou, Li and Sun, 2022). In against of this quantitative type of research is the one which includes numeric facts and figures and other information which can be expressed in numeric terms. In the present case of evaluating the impact of training and development over talent acquisition the use of combination of both studies will be included. Qualitative and quantitative analysis will be undertaken as the research type because it will provide more efficient and appropriate outcomes.

Research approach

The research approach is defined as the ways through which the method of research is selected. There are different methods with help of with the research can be accomplished. Thus, it is the responsibility of the researcher that they effectively select the appropriate research method so that the overall aim can be attained (Al-Ababneh, 2020). Inductive and deductive are the two types of approaches which can be used by the researcher for accomplishing the objectives of the study. In order to evaluate the role of training and development in talent acquisition the use of deductive approach will be undertaken. This is particularly being selected because the deductive approach will be including framing of hypothesis and it will assist in accomplishing the objectives well.

Research philosophy

The philosophy of the research is defined as the beliefs on the basis of which the different methods are being selected. Interpretervism and positivism are the two kinds of approaches which are being used by the researcher for accomplishing the objectives of the study. In the current case of evaluating the role of training and development in talent acquisition the use of positivism approach will be implemented. This is particularly being selected by the researcher because it assists in gathering factual data and it will in turn help in quantitative study objectives of the study will be accomplished effectively.

Data collection

For the success of the study it is very necessary that the appropriate data is being gathered. In case the data collected is not appropriate then it will be impacting the success of the study. Thus, the data can be gathered with help of two different sources which is primary and secondary. In order to evaluate the role of a training and development in effective talent acquisition and management the use of combination of primary and secondary data will be implemented (Firdaus, Zulfadilla and Caniago, 2021). The combination of both will be selected by the researcher because it will provide the first hand information which in turn will be supported by the secondary sources. The primary source will include gathering the data with help of questionnaire and for secondary sources the use of different books, journals, articles relating to the study will be implemented.

Sampling

Sample is defined as selecting some of the people from the whole population from which the data for the study is collected. In the current case of evaluation of role of training and development within the talent acquisition the use of random sampling will be made. With help of the random sampling total of 30 sample will be selected from which data will be gathered for evaluation. For this the employees from the Human Resource Department of the company will be selected because they will be in a better position to outline the impact of training in development over affective talent management.

Data analysis

After gathering the appropriate data it is very necessary that it is evaluated in proper and appropriate manner. In case the data is not evaluated effectively then the objectives of the study will not be attained well. In general two methods of evaluation of data are present which includes thematic analysis and use of SPSS (Wohlin and Runeson, 2021). In the current case the use of SPSS will be made. This is particularly because of the reason that when the quantitative data will be gathered then automatically it will be evaluated with help of quantitative analysis tools only. Thus, the descriptive analysis along with the regression will be implemented for attaining the objectives of the study well.

Research limitation

For conducting the study there are many different limitations which the researcher has to face. The most common limitation which the researcher faces is the limited time. This simply means that the time provided for completion of the study is very limited and researcher has to accomplish the objectives within that time frame only. In the current case the researcher with good time management skill managed this study well and it was accomplished before time.

REFERENCES

Books and Journals

• Al Jubouri, Z.T.K., 2023. The Role of Transformational Leadership for Human Resource Managers in Training and Development. International Journal of Professional Business Review: Int. J. Prof. Bus. Rev., 8(4), p.23.
• Al-Ababneh, M., 2020. Linking ontology, epistemology and research methodology. Science & Philosophy, 8(1), pp.75-91.
• Aleem, M. and Bowra, Z.A., 2020. Role of training & development on employee retention and organizational commitment in the banking sector of Pakistan. Review of Economics and Development Studies, 6(3), pp.639-650.
• Al-Kassem, A.H., 2021. Significance of Human Resources Training and Development on Organizational Achievement. PalArch's Journal of Archaeology of Egypt/Egyptology, 18(7), pp.693-707.
• Arwab, M., Ansari, J., Azhar, M. and Ali, M., 2022. Exploring the influence of training and development on employee’s performance: Empirical evidence from the Indian tourism industry. Management Science Letters, 12(2), pp.89-100.
• Awe, O.A. and Church, E.M., 2021. Project flexibility and creativity: the moderating role of training utility. Management Decision, 59(9), pp.2077-2100.
• Carden, J., Jones, R.J. and Passmore, J., 2023. An exploration of the role of coach training in developing self-awareness: a mixed methods study. Current Psychology, 42(8), pp.6164-6178.
• Cunningham, I., Mergler, J. and Wattie, N., 2022. Training and development in sport officials: A systematic review. Scandinavian Journal of Medicine & Science in Sports, 32(4), pp.654-671.
• Firdaus, F., Zulfadilla, Z. and Caniago, F., 2021. Research methodology: Types in the new perspective. Manazhim, 3(1), pp.1-16.
• Harrison, M., Walsh, P.F., Lysons-Smith, S., Truong, D., Horan, C. and Jabbour, R., 2020. Tradecraft to standards—Moving criminal intelligence practice to a profession through the development of a criminal intelligence training and development continuum. Policing: a journal of policy and practice, 14(2), pp.312-324.
• Nadhiya, S., Geetha, A. and Arunkumar, D., 2020. Role of Guidance and in Management towards Training and Development. Malaya Journal of Matematik, Vol. S, (2), pp.4589-4594.
• Niati, D.R., Siregar, Z.M.E. and Prayoga, Y., 2021. The effect of training 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.
• Sheeba, M.J. and Christopher, P.B., 2020. Exploring the role of training and development in creating innovative work behaviors and accomplishing non-routine cognitive jobs for organizational effectiveness. Journal of critical reviews, 7(4), pp.263-267.
• Shuibin, G., Benjamin, T. and Naam, Y.D., 2020. AN ASSESSMENT ON THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY IN GHANA EDUCATION SERVICE, WA. International Journal of information, Business and management, 12(1), pp.42-70.
• Wohlin, C. and Runeson, P., 2021. Guiding the selection of research methodology in industry–academia collaboration in software engineering. Information and software technology, 140, p.106678.
• Zhou, Y., Li, H. and Sun, H., 2022. Metalloproteomics for biomedical research: methodology and applications. Annual Review of Biochemistry, 91, pp.449-473.