The Role of Training in Organizational Development
Added on 2020-02-12
15 Pages4790 Words203 Views
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HUMAN RESOURCEDEVELOPMENT
ContentsINTRODUCTION...........................................................................................................................3TASK 1 ...........................................................................................................................................31.1 Different learning style..........................................................................................................31.2 Explain the role of the learning curve and the importance of transferring learning to theworkplace.....................................................................................................................................41.3 Contribution of learning styles and theories when planning and designing a learning event .....................................................................................................................................................5TASK 2............................................................................................................................................62.1 Compare the training needs for staff at different levels in an organization...........................62.2 Assessing the Pros and Cons of training methods used in an organization...........................72.3 Exercising an organized approach to design training plan and development for a trainingevent.............................................................................................................................................8TASK 3............................................................................................................................................93.1 Conducting measuring procedure using suitable techniques.................................................93.2 Carry out the evaluation of the workshop............................................................................10TASK 4..........................................................................................................................................104.1 Function of governing authority in relation to training, development and lifelong learning...................................................................................................................................................104.2 The Process of the competency motion has wedged on private and public sector ............124.3 Training initiatives taken UK government for development employees at Sun Court Ltd ...................................................................................................................................................13REFERENCES .............................................................................................................................15
INTRODUCTIONHuman resource development (HRD) is a substantial part of human resourcemanagement (HRM). HRM includes all the human resource related issues from formalmanagement of personnel within any organization, whereas HRD includes a part related totraining and development needs of the employees to develop their skills, knowledge, personaland professional abilities to work for achievement of organizational goals. In the first task, it willdiscuss about different learning styles and role of learning curve. Further, the need of training forstaff personnel is discussed and the methods of learning that can be applied. In the next tasktechniques for identification of needs are used and those methods are evaluated. In the last task,roles of government are discussed relating to development of employees and how contemporarymovement of government impacts development in public and private sector is also discussed.TASK 1 1.1 Different learning stylePeter Honey and Alan Mumford have developed leaning styles. They have described fourlearning styles i.e. activist, pragmatist, reflector and theorist. Each individual has differentlearning capabilities and learning styles they prefer. Based on these abilities to adapt theselearning styles are defined.Activist: Employeeswho learn by doing any task by them-self fall in activist category. They areopen to learn any approach, self involvement and accepting new experiences. Sun Court ltdcould use various techniques like discussions; problem solving sessions, brainstorming etc. canbe used to develop this kind of people.This learning style will allow manager in an organisationto develop good working environment.Reflector: These kinds of people tend to observe from a distance and learn by viewingexperience of other personnel. For developing these personnels Sun Court ltd uses techniqueslike, observation activities, feedback from others, self analysis, interviews, coaching etc. Thislearning style will provide opportunity to enterprise to analyse and present the consequences ofconducting particulars task or activity.
Figure 1: Different learning stylePragmatist: These people prefer to see the ways to put learning into practical life. Concepts andtheories are not useful for them until they can find methods to apply them. They are oftenexperiment to try new and innovative ideas. Using methods like, case studies, new strategies,time to time thinking about applying learning techniques etc. seems to be better to themanagement of Sun Court ltd. This method will enable organisation to frame effective learningstrategy.Theorist:This type of employees uses theories, models, concept etc. for learning process. Theyneed to understand the theories behind the actions. Explanation through theories, models, stories,quotes etc. are best way to develop learning in these people.The sun court can use this techniquefor explaining task to their employees. This method can also be used by organisation for definingsignificance of various projects.1.2 Explain the role of the learning curve and the importance of transferring learning to theworkplaceLearning curve is graphical presentation of leaning capabilities developed with respect totime spent. Hence, it can be said that learning curve is a measure of determining the person’sability to understand any concept. People who gain more knowledge and understanding aboutwork in short time are steep/fast learner. There is another concept of flat learning curve wherelearner gets slow knowledge. Flat curves do take long time as they provide sufficient time tobrain to understand the full concept and enhance skills. Learning can be transferred in employeesthrough conducted training programmes, seminar, workshops, lectures etc. this learning willenable members in organisation. This method will provide candidates an opportunity to developprofessional skills and Wil them to enhance their performance. This learning process will furtherassist them in increasing their contribution in achieving enterprise and individual goals andobjectives.Transfer of learning means the employee or trainee’s ability to apply the trainingknowledge to the job task. The positive transfer took place where trainee effectively transfers the
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