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Comparison of Training Needs at Different Level of Green & Co

Added on - 04 Feb 2020

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Human Resource Development1
Table of ContentsINTRODUCTION...............................................................................................................................3TASK 1.................................................................................................................................................31.1 Concept of learning curve..........................................................................................................31.2 Comparison of different learning styles.....................................................................................41.3 Assessment of designing induction programme........................................................................4TASK 2................................................................................................................................................52.1 Comparison of training needs at different level of Green & Co...............................................52.2 Advantages and disadvantage of training methods....................................................................62.3 Training and development plan for the staff at various levels..................................................7TASK 3.................................................................................................................................................83.1 Evaluation of induction training programme.............................................................................83.2 Assessment of the success of the evaluation..............................................................................83.3 Review of the induction training programme............................................................................9TASK 4.................................................................................................................................................94.1 Government's objective for apprenticeship................................................................................94.2 Assessment based on competency...........................................................................................101.3 Government objectives for the apprenticeship and its benefit to Green & Co. in recruitment.......................................................................................................................................................10CONCLUSION...................................................................................................................................11References..........................................................................................................................................122
INTRODUCTIONHuman resource development is a vast area which consists of training and developmentprogrammes provided by the organisations to their employees for enhancing their skills, abilitiesand knowledge. Companies apply the process regarding the human resource development at thetime of hiring employees and continue it till their retirement. The purpose behind this is to makeemployees better than before(Bratton and Gold, 2012).In the present study, Green and Company is taken into consideration. This file consists oflearning theories, learning style as well as plans for designing training and developmentprogrammes. Along with this, present study also consists of the evaluation of training events and therole of government in lifetime development. At the end, study is concluded with the help of keyfindings and appropriate measures.TASK 11.1 Concept of learning curveGreen and Company is facing various challenges in its working environment. It needs toconduct training and development programs for developing the skills and abilities of its employees.Learning plays an important role in improving the performance of employees and new candidates.The induction program of Green and Co. helps employees in understanding the expectations ofcompany from them. Mission, vision and goals of the company are explained by the inductionprogrammes which later motivate employees to improve themselves and learn new things. It is astep by step process for improving the skills and abilities of employees(Chen and Huang, 2009).3Illustration1: Learning curve(Source:Chapters of a whole event, 2013)
By learning curve, employees can able to monitor changes in themselves. This curve helps them inidentifying that whether the applied changes are beneficial for the employee or not.Employees improve themselves by learning working styles, policies, procedures andemployee's rights of the company. Through this learning curve, employees can bring improvementin their performance and working efficiency. Transfer of information from the inductionprogrammes encourages employees and new joinees to contribute in the success and growth ofGreen and Co. This learning results to create various opportunities for the employees and gives newdirection to their career(Khan and Sheikh, 2012). The horizontal axis of curve represents theexperience of employees with respect to the time and vertical axis of curve shows the learning orproficiency of employees and new candidates.1.2 Comparison of different learning stylesThe induction programmes of Green and Co. is conducted only for two days. In these twodays, firm wants to cover all the factors such as history, mission, vision, goals and objectives. Alongwith this, company also wants to explain ethics, morale as well as values of the workingenvironment to the candidates(Knowles, Holton III and Swanson, 2014). By using appropriatelearning style, company can enhance the skills, abilities and knowledge of employees effectivelyand efficiently. Various styles which firm can be used are explained below.VARK model:This model is one of the popular models used by organisations forunderstanding learning styles of individuals. This model has four elements i.e. visual,auditory, reading or writing and kinaesthetic. In this style, company can use videos,presentations, reports, audio and many more for explaining things to new employees(mé,2011).Kolb Learning style:In this style, individual learns new things by doing experiments,various researches, observations along with collecting various information. This style hasfour parts I.e concrete experience, reflective experience, abstract experience and activeexperimentation. Green and Co. can visit their new employees to its various departments forunderstanding them about the operations and other things effectively(Reed, 2001).Myers-Briggs Learning style:This model consists of four stages i.e. extroversion versusintroversion, sensing versus intuition, thinking versus feeling and judging versus perceptive.Firm can apply this learning style for explaining things as per the thinking, perception andfeelings of new workers(Learning Style, Play, and On-line Interactive,2007).1.3Assessment of designing induction programmeUse of various learning style can improve the induction programmes of Green & Co.4
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