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Assignment | Human Resource Development
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Added on 2020-02-17
Assignment | Human Resource Development
Added on 2020-02-17
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Human Resource Development1
Table of ContentsIntroduction......................................................................................................................................4L01 Understanding of learning styles and theories.........................................................................41.1 Comparing different learning styles......................................................................................41.2 Explaining the role of the learning curve and its importance in the workplace....................61.3. Assessing the contribution of learning styles and theories...................................................7LO2 be able to plan and design training and development:..........................................................102.1 Comparing the training needs for staff at different levels in an organization.....................102.2 Assessing the advantages and disadvantages of training methods used in an organization112.3 Using a systematic approach to plan training and development..........................................12LO3 Be able to evaluate a training event:.....................................................................................123.1 Preparing an evaluation using suitable techniques..............................................................123.2 Carrying out an evaluation of a training event....................................................................143.3 Critical reviewing the success of the evaluation methods used...........................................16LO4 Understanding government-led skills development initiatives.............................................174.1 Explaining the role of government in training, development and lifelong learning............174.2 Explaining the development of the competency movement impacted on the public andprivate sectors............................................................................................................................172
4.3 Assessing contemporary training initiatives introduced by the UK government contributeto HRM......................................................................................................................................18Conclusion.....................................................................................................................................18References......................................................................................................................................193
Introduction The following assignment is based on the human resource development that concentrates on theunderstanding of the styles of learning that would help the staffs of the organization to providequality work in the organization. It also focuses on the training and development of theemployees in the origination that would further increase the scope of a better work beingperformed by the people working in the job sector. It is to be observed that the development ofthe human resource in any organization is a very important thing to do. It is because it is thehuman resource on which the entire working in the organization depends on. The working of thehuman resource in the organization signifies the amount of fresh work that is being done. It is thework that enhances the reputation and the status of the organization. The assignment alsoconcentrates on the planning of the training processes and the skills that would help theorganization to perform in a right manner. It further put emphasis on the government led skillsdevelopment that would help to build the employees in the organization to produce productivework in the organization. Therefore, it could be clearly stated that the better the human resourcein an organization the more productive work could be performed by the organization to build agood reputation in the market. L01 Understanding of learning styles and theories1.1 Comparing different learning stylesThe styles of learning are a big step in bringing the needed change and awareness among thepeople. The styles vary as people, their education and skills are varied. Further, there are learningthat are done on the job, and few are done in classroom settings. Hence the learning brings incharacteristic, cognitive and psychological behavior in its folds which are helpful for theprocesses adopted and executed. Many types of research have been conducted to see the validityand potency of the learning processes. Nevertheless, the learning style understanding isimportant for both the students and the trainers to have the best training outcomes. The styles of learning in a setting are also important to make people adequately aware of theworking processes and its benefits. This made the learning useful and potential learning and4
knowledge development tool in business. The change of technology is another issue that theengineers have to be careful about so that they integrate the systems in time for best outcomes.Nevertheless, few scholars criticize the learning styles as that are based on content and deliverywhich may not suit the learner’s ability to understand or to accommodate the teachings given.So, the learning style should consider the audience capacity of grasping a subject and the bestways to make them learn has to be strategized (Zeichner, 2012). In 2002 the United Kingdom Learning and Skill Research Center made a report out of thesurveys conducted among the employees of the business in the nation to give an inward look intothe styles of learning and models, instruments used in the study. The learning in this context wasconsidered to be effective, cognitive and psychological behavior oriented which brings out thebest among the people making an effective learning environment. The models used for learningwas accessed to make a framework of the styles in use. The analysis of the styles gave theCommission an idea of the styles which are suitable and are adopted for best of use. However, ithas been observed that for the adult students in business with greater experience finds itincompatible at times with the learning styles adopted. This due to their learning formats usedduring the School and higher education days. This is less of a problem for the new and freshstaffs of the business who are adequately Internet and technology savvy (Ryan & Romanelli,2017). The Kolb's model of 4 stage 360 degree structure of learning is one of the significant learningmodels. The Learning Style Inventory (LSI) is the learner’s preference of concrete versusabstract and action versus reflection. Therefore, this model of learning gives the learners todiverge, converge, assimilate or accommodate the new learning. There is another modelproposed by Honey and Mumford is called the Learning Style Questioner (LSQ). This is a greatway to gather the needed information to develop the learning style. So, for the scholars, LSQ is abetter tool for learning need assessment with a valid prediction compared to LSI model oflearning. The LSQ has been used in studies related to management and business studies whereacademic have a big role in answering the questions (Grasha & Yangarber-Hicks, 2014). Canfield Learning Style (CLS) proposes four-dimensional inventories for learning plandevelopment. It’s a very practical approach too. The parts are conditions for learning area of5
interest, mode of learning and performance conditions (Provitera & Esendal, 2011).Nevertheless, the score in reviewing these performance or dimensional aspects to integrate thebest learning methods can be questioned as it various in various studies on the same group. Theinterpretation of the values or the score of the priorities and needed surroundings are many timesconfusing. Thus which among the aforesaid is the best depends on the target audience, businessfunctions, skills and learning ambiance of the business. In the classroom education forengineering studies, Felder and Silverman designed a "learning style." This has a sheet of 44questions with two options as answer making the assessor gets the perspective of the student todevelop suitable learning style guideline in among the people (Ungemah, 2015). Further a good knowledge of the learning style assessment instrument for the learner’s sensoryreflexes both visual and verbal. Considering all the factors the business may follow the bestneeded style of learning plans that suits the target audience. 1.2 Explaining the role of the learning curve and its importance in the workplaceThe learning curve can be suggested as a statistical data of the performance of a person beforeand after the learning. This curve suggests the skill developments that the personnel has achievedin this period of learning ("What is Learning Curve? Meaning and Concept", 2017).Nevertheless, in any environment when a person is given a job to do, his learning andperformance get enhanced due to the experience and practices in the job operations. This too canbe suggested as the learning curve for an employee. Hence, it can be said that if a personnelrepeats the same job, again and again, they will develop the best competence over the time.Historically, it has been found that when the production doubles the workforce need for therequired increase in job and its workforce is cut short by 15 to 20%. The learning curve thus hasvaried roles to play in the business ("Education, Training & E-Learning Services Company,"2017). The other terms that the learning curve gets in its practical use can be suggested as experiencecurve, cost curve, efficiency or productivity curve depending on the kind of intent the datacollection has to find the learning curve’s elements. The research has also shown that with theincrease in production the time consumed for production is reduced by 20% to its former half the6
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