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Table of Contents
Introduction................................................................................................................................2

Task 1.........................................................................................................................................2

Comparison of different learning styles, the role of the learning curve and the importance of
transferring learning to the workplace and the contribution of learning styles and theories
when planning and designing a learning event (1.1,1.2,1.3)......................................................2

The role of the learning curve................................................................................................3

Importance of transferring learning to the workplace............................................................3

contribution of learning styles and theories...........................................................................4

TASK 2.......................................................................................................................................4

2.1 Comparing the training needs for staff at different levels in the organisation.....................4

2.2 Assess the advantages and disadvantages of training methods............................................6

2.3 A systematic approach to plan a training and development workshop................................7

Task 3.........................................................................................................................................9

3.1 Preparation of an evaluation using a suitable technique......................................................9

3.2 Carry out the evaluation of the workshop..........................................................................11

3.3 Review the success of the evaluation methods..................................................................15

TASK 4.....................................................................................................................................15

4.1 Explaining the Role of Government in Training, Development and Lifelong Learning
..............................................................................................................................................15

4.2 Explaining How the Development of the Competency Movement has impacted on the
Public and Private Sectors....................................................................................................16

4.3 Assessing how Contemporary Training Initiatives Introduced by the UK Government


Contribute to Human Resources Development for Tesco....................................................17

Conclusion:..............................................................................................................................18

References................................................................................................................................18

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Introduction
Human Resource Development is an important aspect for every organisation. It sounds very
simple but his functioning area is the main key aspect of the success of a business. In this
competitive world, every company needs competent human resource to sustain the
competition. The skilful people can play vital role in growth of a company.

Task 1

Comparison of different learning styles, the role of the learning


curve and the importance of transferring learning to the
workplace and the contribution of learning styles and theories
when planning and designing a learning event (1.1, 1.2,1.3)

Every person has their own learning style. Honey and Mumford mentioned four kinds of
learnig styles. They are

1. Activist
2. Reflector
3. Theorist
4. Pragmatist

Comparison of different learning styles

Activist

The main characteristics of these kinds of learners that they learn by the activity or doing
works. They are normally extrovert and open-minded and try to involve themselves in
learning.

Theorist

The main characteristics of theorist they try to learn theories because they prefer evaluations,
analysis and logical theories. They learn from the facts, information, models and concepts.

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Pragmatist

Pragmatist tries to establish new ideas into effective one. They learn from the experiments,
concepts that has only limited practice. The main opportunities of pragmatist are they learn
from the problem.

Reflector

The main characteristics of reflector is that they learn by observing what is happening around
them. They prefer learning from side-lines and try not approach direct learning. They better
try to collect data, analysis it and make its conclusion silently. (Mobbs, 2003)

The role of the learning curve


the scenario of working place is dynamic because the working criteria is also changing with
the change of the workplace. Learning curve is graphical representation which show how a
fresh employee can reach the required of experience in a line graph.

------------------------

Learning curve (standard) learning curve (stepped)

Company can use a learning curve very effectively with low cost. It shows that how company
is reacting with the change of environment of the workplace and how company is required to
act.

Importance of transferring learning to the workplace


Continuously learning is definitely a good thing but it will useless if there is no transfer of
learning. It means that one needs to transfer the learning to the better option possible. For
example, a person learnt how to draw a picture by hand. Then it will be easier for him to learn
how to draw in a computer or design pad. In a company when an employee uses their
previous experiences on the other job field. (Walton, 1999).

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Contribution of learning styles and theories
The people around of this organisation has different learning style. They need to handle wide
range of customers and people who also follow different concept and theories while dealing
people. This is why company needs to understand these basic theories before applying on the
employees for effective results and output.

This figures shows that our company provide 12-month long development programs. Firstly,
the employees should inform the authority about their learning styles. For example, they
prefer bookish learning then organisation will manage a classroom. On the other hand, if they
like mentoring. The company may have sent them under supervision of senior member.

By proving development program, the employees will be motivating to put their best efforts
in the workplace which will lead the company to more profitability.

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TASK 2

2.1 Comparing the training needs for staff at different levels in


the organisation
All employees need training and development courses for the skilful performance in the job.
It always creates opportunity to develop in the workplace. From the CEO to cashier or sore
keepers everyone needs training to their job effectively.

Fig: Management Levels

This is the figure of management level off our company ABCD. The CEO as well as directors
are the top level management. They are head of all planning and coordination of the
company. That is why the training on leadership practices and qualities are very essential for
them rather than the training on planning and coordination. By this training, they will be
capable of practicing more effective leadership in the company.

Branch managers and head of the departments are the Mid-level managers. They handle the
direct operations and also coordinate the top level management. The main concern is problem
solving of the lower level managers. That is why it is vital to receive training on problem
solving within an organization (Blurtit, 2013)

Line manager, supervisor and operation manager are the lower level managers. It also
includes store keepers, accountant and so on. Lower level managers are those who are

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directly responsible for the customer management. That is why they will be trained on
communication skills.

Other employees of the organisation will be enlisted for the specific job training according to
their job responsibilities. They normally do not take part decision making and job is mostly
specified.

2.2 Assess the advantages and disadvantages of training methods


There are a lot of methods of training practicing in different organisations. The market giants
have their own operating training manual for their employees which they have been
practising for years. In the following table four training method are discussed with
advantages and disadvantages. (Shipragupta, 2009)

Method of Training Advantages Disadvantages


Coaching It motivates Coaching is
employees to become expensive
more confident The trainer may have
It enables personal conflicting goal.
growth
It also helps to
maintain the culture
within organisation

Job rotation It helps to achieve In the starting,


different job skills employee needs time
Employees do not get
to cope with new job
bored on same Job rotation may
repeated work reduce morale of an
Employee
employee
participation There must be
increases. disruption in the
workflow

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Shadowing This training If the trainer is
method is low impotent, then the
cost. trainee will be
Helps to develop
misguided.
skills May lead to low
Reduce personal
productivity
conflict and
increase team
performance.
This is real life
training which is
very helpful

Mentoring Employee receives hand Sometimes


to hand to training mismatching of
It makes them feel like
trainer and trainee
achiever may lead to conflict
It creates the diversity in
of interest
culture practiced within Failure may lead to
the organisation frustration

2.3 A systematic approach to plan a training and development


workshop

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Following table consist a plan of training and development workshop for my team on the
needs identified for my department:

Job Area Job responsibilities Required Training Methods of training

General Supervise the Effective Mentoring


manager employees job leadership
Understanding traits.
and Adequate
coordinating technological
different knowledge
strategies. Effective
Ensure proper communication
corporate skills.
governance.
Play role in
achieving
mission and
vision of
company.
Maintain and
lead team
works.
Stock keeper Main job is to Knowledge Coaching
reduce about stock
shrinkage tracking

Cashier Keep track of How to protect This cashier may


transaction documents receive hand to hand
How to handle training from the
systemically
data and How to expertise.
document for maintain
the annual audit register books.

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Task 3

3.1 Preparation of an evaluation using a suitable technique


Training program evaluation means to measure the effective of the training that has been
conducted within the organization. There are few ways to conduct his evaluation of the
training system.

The main objective of this evaluation program is to review the output of the existing training
program. It also shows that whether training program is successful or not as well as whether
employees receiving training are improving in their job area or not. (Torrington, Hall and
Torrington, 1998).

For ABCD Company, it is required to conduct 2 training sessions for the employees
identified. That is why the human resource manager of ABCD Company will formulate a
designed evaluation process of training. The HR manager needs to observe the full process of
training thoroughly. He also needs to collect the historical data and previous reports of
performance of the employees. His observation tenure will three weeks maximum so that he
can assess the training program with sufficient data. From the participants of the training
program he will collect feedback. He can collect the feedback by filling the questionnaire or
interview method. The questionnaire needs to be well designed and with required
information.

The HR manager will brief his teams elaborately while conducting this evaluation process.
This is how the evaluation program will be conducted.

The sample questionnaire is:

1) What are your chosen area that required additional training?


a) Supervisory skills
b) Conflict Management
c) Workplace Ethics
d) Employee performance management
2) What kinds of technology you use
a) Database
b) SQL
c) Word Processing
d) Spreadsheets
3) What is convenient time for attaining training program?
a) 8.00 am
b) 9.00 am
c) 3.00 pm

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d) 8.00 pm
4) What is desirable day of training?
a) Monday
b) Tuesday
c) Wednesday
d) Friday
5) Which method of training you think most effective:
a) classroom
b) internet
c) mentoring
d) shadowing
6) How important are the following training topics:

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3.2 Carry out the evaluation of the workshop
The responses are showed precisely below

2) What are your chosen area that required additional training?


Value Count
Supervisory Skills 60
Employee Performance Management 44
Conflict Management 46
Workplace ethics 42

How important are the following training topics:

Very Somewhat Not Not Not


Item n xBar Important Important Sure Now Important
280 4.20 48 40 48 24 42
Procedure of 24.88 26.04 20.68 22.80 26.04
Grievance % % % % %
Skills 204 4.82 80 48 22 24 22
Customer 40.04 24.46 20.88 22.44 22.40
Service % % % % %
Employee 202 4.64 66 60 20 20 26
Performance 44.66 42.42 20.48 20.48 24.00
Management % % % % %
Individual 200 4.44 66 40 44 26 26
Presentation 28.06 26.80 28.80 24.68 24.68
Skills % % % % %
Strategic 202 4.60 40 86 28 28 22
Planning 26.66 40.80 24.66 8.00% 20.00
Skills % % % %
Hiring & 280 4.64 60 62 24 22 24
Firing 46.62 26.08 22.80 22.64 22.28
Procedures % % % % %
280 4.60 62 62 28 42 28
Conflict 20.06 28.40 26.64 28.42 0.60%
Management % % % %

What kinds of technology you use


Value Count

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Databases 64
Spreadsheets 40
Word Processing 44
SQL 24

What is convenient time for attaining training program?

Value Count Percent


8:00am 44 26.64%
9:00am 20 24.24%
3:00pm 24 6.04%
8:00pm 24 6.40%

What is desirable day of training?

Monday
Tuesday
Wednesday

Which method of training you think most effective:

Classroom
Value Count Percent
Not Very Effective 60 26.02%
Somewhat Effective 62 42.62%
Very Effective 82 42.40%
1 Mentoring
Value Count Percent

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Not Very Effective 64 42.64%
Somewhat Effective 84 48.44%
Very Effective 66 20.02%
1 Coaching
Value Count Percent
Not Very Effective 66 46.22%
Somewhat Effective 84 46.68%
Very Effective 42 28.22%

2) What are your chosen area that required additional training?


Very Somewhat Not Not Not
Item Important Important Sure Now Important
Procedure of 48 40 48 24 42
Grievance 24.88% 26.04% 20.68% 22.80% 26.04%
Skills 80 48 22 24 22
Customer 40.04% 24.46% 20.88% 22.44% 22.40%
Service
Employee 66 60 20 20 26
Performance 44.66% 42.42% 20.48% 20.48% 24.00%
Management
Individual 66 40 44 26 26
Presentation 28.06% 26.80% 28.80% 24.68% 24.68%
Skills
Strategic 40 86 28 28 22
Planning 26.66% 40.80% 24.66% 8.00% 20.00%
Skills
Hiring & 60 62 24 22 24
Firing 46.62% 26.08% 22.80% 22.64% 22.28%
Procedures
Conflict 62 62 28 42 28
Management 20.06% 28.40% 26.64% 28.42% 0.60%

What kinds of technology you use


Value Count
Databases 64
Spreadsheets 40
Word Processing 44
SQL 24

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What is convenient time for attaining training program?

Value Count Percent


8:00am 44 26.64%
9:00am 20 24.24%
3:00pm 24 6.04%
8:00pm 24 6.40%

What is desirable day of training:

Monday
Tuesday
Wednesday

Which method of training you think most effective:

Classroom
Value Count Percent
Not Very Effective 60 26.02%
Somewhat Effective 62 42.62%
Very Effective 82 42.40%
2 Mentoring
Value Count Percent
Not Very Effective 64 42.64%
Somewhat Effective 84 48.44%
Very Effective 66 20.02%
2 Coaching
Value Count Percent
Not Very Effective 66 46.22%
Somewhat Effective 84 46.68%
Very Effective 42 28.22%

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3.3 Review the success of the evaluation methods
The HRM manager of ABCD found that this method collected sufficient feedback from the
respondent that is why other method does not necessary for this time. The benefits of this
feedback are as follow:

1. Participation in the training program plays a lot of psychological issues which lead the
employees to the satisfaction. The trainees feel themselves as part of the company that
is why they are receiving training.
2. Every training program is associated with acquiring knowledge. Though It develops
personal skills of an individuals but it is all about increasing knowledge. That is
acquisition of knowledge by the trainee is measured in bug scale.
3. This evaluation method also signifies the area of interest of the employee which will
be helpful for job rotation.
4. The HR team will compare the collected data with the pervious data and historic data
so that more method can be introduced to be more perfect in the job field.

In conclusion, we can say that training evaluation method is very important for this dynamic
business climate.

TASK 4
4.1 Explaining the Role of Government in Training, Development and
Lifelong Learning
Government plays vital role of in Training, Development and Lifelong Learning. The
concerned roles of the government are described below:

1. Formulation of HR policies:

A Human Resource Development policy can be formulated for all by the government. All the
citizen UK will be benefited from this policy to improve their skills and capability.

2. Public norm generation

Government is for everybody and capable to reach everyone. That is why government can
initiate a public common culture by using various Medias. Thus, culture will help people to
train and develop others within their capabilities.

3. ITOs (Industry Training Organisations)

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This policy developed by the UK government to ensuring Industry Training Organisations
training to all of this country. The concerning issues are finance, remit, performance and so
on. (Cummings & Worley, 2014).

4. Business Links

In 1995, the UK government had introduced this policy. This might provide essential training
and DTI services. This also could provide instructions to small, micro or medium size
business which is conducted locally. (Purce, 2014).

5. Training and Local Enterprise Council (TECs/LECs)

UK government had introduced this training institutions for VET revolution. The aim of this
institutes are also provide training program and skill solutions to enhance the local economy
of UK. (Cummings & Worley, 2014).

6. LiP (Investors in People)

UK government has authorized these institutions to motivate people to increase employment


by their entrepreneurship. This might be small, medium or micro business which can create
employment. These types of organisation have vision to provide training on management
skills about how to manage and operate small, medium or micro businesses. (Mendenhall &
Osland, 2012).

4.2 Explaining How the Development of the Competency Movement has


impacted on the Public and Private Sectors
Employees Competency can be defined as his/ her ability to job (Mathis and Jackson, 2003).
Some qualification and criteria is required to accomplish any given job which is very much
prerequisite for an employee. This concept of employees competency is described below

1. Novice: Who is fresher without any experience and knowledge?


2. Experienced beginner: who received primary knowledge about industrial skills?
3. Practitioner: who practices on the basis of primary education for time frame?

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4. Knowledgeable Practitioner: who is experienced and received all kinds of training
and knowledge but need time to be an expert on that field.
5. An Expert: an efficient and full-fledged experienced individual who is very effective
on the real workplace.

Competency movement influences both public as well as private sectors of UK. The
knowledge of competency was not spread out in the last century. By with the dynamic change
in the business and economic condition as well as sustaining market, the discussion of
competency become a vital issue and the standard was improved day by day.

In the public sector, the competency movement become topic of debate. For example, public
limited company like TESCO needs to maintain high standard of competency to serve the
people of UK well. They provide rigorous training to make people more competent.

In private sector, companies like McLaren Technology Group maintain high standard of
competencies to achieve competitive advantages. That is why they provide huge
remuneration to their best workers. (Megginson, 1993).

4.3 Assessing how Contemporary Training Initiatives Introduced by the UK


Government Contribute to Human Resources Development for Tesco
The UK government has introduced several initiatives for Human Resources Development
(Milkovich et al., 1991).
Following institutions of the government provide supports on this matter:

Department of Trade and Industry.


Department of Education and Skill and
Department of Health
Department of work and Pension.

TESCO is public limited company that is why it important to have rigorous training program
in this company. It is operating in 12 countries and deals numerous numbers of customers.
This is important provide adequate training to the employee so that TESCO can provide best
customer service and the employee can play significant role in this competitive markets.
Following temporary initiatives can be followed by the public companies like TESCO
(Mondy, Noe and Gowan, 2005):

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1. It is required to run the business like its eager to serve and it is needy one.
2. Achieve the Business Network provide by Sector Skills Council.
3. Develop skilled work force in the organisation.
4. For definite sectors, create appropriate workforce as per instruction of National
Vocational Qualifications.
5. Good culture and practice in workforce according to Investors in Peoples Standard.

Conclusion:
In the report, all the aspects of Human Resource Development are covered with relevant
example and theories. This is an important issue of todays business. Human Resource
Development plays vital role while achieving corporate mission and vision of an
organisation.

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References

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