HUMAN RESOURCE DEVELOPMENT

Executive Summary

Human resource development is the practices and the studies which are designed in order to create a quality of an individual to make the person competent enough for a particular job. Further, the human resource development is a broad concept which includes various practical and the conceptual knowledge along with the findings. Moreover, training and the development is being considered as the essential part of the human resource management. The assignment will help in understanding distinct styles and the theories of learning along with the crucial role of the curve of learning and its significance in transferring learning to the work environment. Furthermore, the requirement for training in distinct levels of the organization will be explained along with the types of methods of training, its effectiveness and the implications. Also, the assignment will help in understanding that how a training program can be designed and evaluated. In the end, the role of the government in development and training will be explained along with the steps taken by the government of UK.

LO1- Understand learning theories and the styles

1.1 Compare different learning styles

Learning is being connected with the concepts of behavior, skills, values and the knowledge. Further, learning doesn’t happen spontaneously rather it is an outcome of gradual and the consistent procedure. Furthermore, the subject that barrels with the distinct learning ways is known as the theories of learning. Some of the researchers stated that the learning is an outcome of the active involvement and it is being considered as a social phenomenon which helps people to learn from exposure (Afiouni, F., 2007). Further, the comparison is given among the 2 styles of learning given by the Kolb and Mumford and Honey.

Kolb’s styles of learning

He stated that people should follow the four styles of learning in order to learn which relies on the cycle of learning. The stages are as follows:

• Diverging- In this style of learning people tend to observe and watch instead of performing immediately. The people are more artistic and require more mental work as compared to physical work. These people can explore the practical usage of the theories along with the ideas to a great extent. Further, people observe the scenario before reacting immediately.
• Assimilating- In this style of learning people tend to use logical and the conceptual knowledge. They mainly focus on concepts and they are more analytical in nature. Further, people in this style of learning people are more rational and theoretical in analysis, they prefer more logics along with the explanations, they are less interested in the application of practicality and they gather the information in order to make the decision.
• Converging- In this style of learning people focuses more on practical efforts and work as compared to the concepts and the people. These people believe in brainstorming applications in order to come up with the new and the innovative ideas.
• Accommodating- In this style of learning people tend to follow inner feelings as compared to the logical reasoning. Further, these type of people embellish the decisions which are being supported by the intuitions.

Mumford and Honey’s style of learning

They suggested four learning styles which are as follows:

• Activists- In this style of learning people tend to experience and explore new things without focusing on consequences.
• Reflectors- In this style of learning people are cautious, and they tend to collect all the information before reaching to a conclusion.
• Theorists- In this style of learning people tend to formulate theories from their own observations and the experiments.
• Pragmatic- In this style of learning people tend to come up with such theories and the ideas which are not done before. Further, they face the difficulties as the challenges and find ways to overcome them.

1.2 Explain the role of the learning curve and significance of transferring learning to the workplace

It is being observed that every style of learning has specific objectives which can be gained only if they are transferred to the work environment.

The role of curve of learning

The curve of learning is being represented graphically. It demonstrates the decrease or increase of the learning in relation to the experience. The curve of learning demonstrates the variable and the progress pace of the learning. It shows that the when you learn more, the minimum steps are required to maximize the effort and time in order to complete the desired task. It is important to ensure that the interest and the motivation is being created on the activity which will be learnt by the trainee in order to create a balance among the process of the learning and the performance of the trainee. The curve of learning is defined as the impactful tool in order to assess the effect of training and the learning program, and it helps in keeping the record of the same. Furthermore, the curve of learning is used to unfold the essential aspects of the progress of learner and further formulate the policy accordingly. Moreover, the curve of learning demonstrates the similar aspects of effective and the efficient learning. The curve of learning is broadly used in the requirement planning and the designing of resources and further the rate of incentive is being set accordingly.

Significance of shifting learning to the organization or the work place

All types of organization contain sessions of learning and the training for their employees in order to make them competent enough. Furthermore, the significance of shifting learning to the organization or the workplace is as follows:

• Adds value- The objective of the session of learning is to mainly add value to the workplace. Further, if the learning will not be shifted, then the organization will not be able to add any value.
• Fund’s utilization- Every learning and the training session need funding. It has been observed that the organizations spend so much in order to develop the effective and the efficient personnel. Therefore, if the learning will not be shifted, then the funds will not be utilized by the workplace in the effective and the desired way.
• Face the challenges- The sessions of learning will help the personnel to overcome the challenges and further continue performing effectively and efficiently.

1.3 Assess the contribution of learning theories and styles during planning and designing an event of learning

The learning styles and the theories are the important aspects which are required before planning the event of learning. The theories of learning demonstrate the analytical reasoning of the needs of learning and the skills required for the various organizations (Hislop, D., 2003). The style of learning demonstrates the styles which are being preferred by the learner and which are suitable for the process of learning. It is essential to create structure in order to analyze the competencies and the skills of the personnel. Before, conducting and selecting the training session for the personnel the theories and the styles of learning can be studied, analyzed and used according to the expectations of the organization. Moreover, the learning styles and the theories contributed greatly while creating the facilities of training. In order to plan the effective and the suitable programs of training, different theories and the styles of learning are required which are to be concentrated to unfold the importance of each theory and the style of learning. Furthermore, it is essential to connect and grasp the different styles and the theories of learning because it will help in attaining the sustainable competitive edge for a longer period of time along with the maximization of profitability.

LO2- Able to plan and design training and development

2.1 Compare the training needs of staff at different levels in organization

It has been observed that the training requirements are not similar for the staff at distinct levels within an organization. Further, the responsibilities of the personnel vary accordingly. The personnel plays distinct roles in gaining the desired and the expected outcomes. For example, the Marks and Spencer want to conduct a session for training in order to improve the skills of sales among the employees to make them more competent to achieve the desired output from the sales and generate more revenues. The below given are the different departments of the organization which requires the session of training.

• Department of production- The employees will be given the training in order to manufacture the products with the great creation and the innovation which will further help the customers to get attracted towards those products, and they will purchase them. The workshops, performance evaluation sessions will be conducted for the employees in order to make them learn the innovative technique.
• Department of marketing- The personnel will be given adequate training in order to promote the product effectively and efficiently in order to attract the customers, and this will also help in becoming effective leaders of their teams. The coaching and the role play training will be given to the employees.
• Accounting and the finance department- The personnel will be given coaching to keep the cost of the products low in order to attract customers, and the organization gets affected positively. The workshops will also be conducted for the employees as a part of the training session.

2.2 Assess the advantages and disadvantages of training methods used in organization

To gain an effective and the successful result from the events of training and the strategies of HR, the managers of the organization i.e. Marks and Spencer should initiate various events of training for its personnel. The organization should introduce the appraisal and the coaching of the performance in order to guide the employees in improving and reshaping the skills and the performance (Liao, Y.S., 2005). The facilities of the workshop will help the employees to improve their skills and the competencies to a great extent. The employees get the learning practically, and they overcome their fears and the challenges which help them in judging their own attitude and the behavior. Further, the disadvantages and the advantages of the existing approaches to training are given for the better understanding of the concept.

2.3 Using a systematic approach to planning training and development for an event of training

The sessions of the training will be conducted by the trainers and the observers along with the management’s support. Further, the employees will try to maximize their area of responsibility and will identify the skills in reshaping their performance. Moreover, the trainers will make the employees aware of the different learning aspects. For example, the effective making of the decision, leadership, etc. Further, various practical and the learning tasks will be provided to the employees (Schuler, R.S., 2000). Then, the employees will try to practice and analyze the given practical and the analytical problems and the situations. After that, the findings will be delivered to the trainers, and then the solutions will be offered by the trainers in a situation of team building and the effective making of decisions. Furthermore, the performance will be judged by the team of the management along with the reasons offered by the trainers and the employees will position accordingly in their areas of responsibilities. The plan of the systematic approach will be-

• Trainers conduct sessions on distinct skill areas
• Employees will be offered particular job roles according to their
• Employees will offer the findings of the problems
• Trainers will re-assign tasks
• Management team will take decisions on completion of task
• Suggestions are given by the trainers to the management team

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REFERENCES

Afiouni, F., 2007. Human resource management and knowledge management: a road map for improving organizational performance. Journal of American Academy of Business, 11(2), pp.124-130.

Conklin, J., Anderson, L.W., Krathwohl, D., Airasian, P., Cruikshank, K.A., Mayer, R.E., Pintrich, P., Raths, J. and Wittrock, M.C., 2005. A Taxonomy for Learning, Teaching, and Assessing: A Revision of Bloom's Taxonomy of Educational Objectives Complete Edition.

Doorewaard, H. and Benschop, Y., 2003. HRM and organizational change: an emotional endeavor. Journal of organizational change management, 16(3), pp.272-286.

Hislop, D., 2003. Linking human resource management and knowledge management via commitment: A review and research agenda. Employee relations, 25(2), pp.182-202.

Liao, Y.S., 2005. Business strategy and performance: The role of human resource management control. Personnel Review, 34(3), pp.294-309.