Impact of Competency Movement on Workforce Development in UK: A Study

The UK government has taken initiatives to develop skills in an enjoyable manner, focusing on fun-loving approaches. The competency movement has a direct and indirect impact on public and private sectors, measuring individual performance with organizational performance. Contemporary training initiatives introduced by the UK government include learning and skills councils, modern apprenticeship schemes, and vocational education. These initiatives aim to improve employee productivity, business performance, and create a competitive image in the market.

Human resource development
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Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare the different learning styles....................................................................................3
1.2 Role of the learning curve and the importance of transferring learning to the workplace....4
1.3 Contribution of learning styles and theories when planning and designing a learning event4
TASK 2............................................................................................................................................5
2.1 Compare and discuss the training needs of staff at different levels of an organisation ........5
2.2 The advantages and disadvantages of training methods used in an organisation..................6
2.3 Systematic approach to plan training and development for a training event for new
employees in an organisation.......................................................................................................7
TASK 3............................................................................................................................................8
3.1 Prepare an evaluation plan using suitable techniques ...........................................................8
3.2 Evaluation of training methods ............................................................................................9
3.3 Review the success of the evaluation methods used..............................................................9
TASK 4..........................................................................................................................................10
4.1 Role of UK Government in training, development and lifelong learning in Retail sector . 10
4.2 Impact of the development of competency movement on public and private sectors.........10
4.3 Contemporary training initiative introduced by UK government in the contribution of
HRD...........................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12
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INTRODUCTION
Human resource development is a major aspect of Human resources management of an
organization which lead to overall success of business. This aspect of HRM involves learning,
developing and training opportunities, organizational performance and so on (Mathis and
Jackson, 2003). The assignment is going to describe various learning styles as well as the role
and importance of learning curve and the importance of transfer learning in the workplace. The
report further describes the training needs of staff at different levels of an organisation. In this
respect, J. Sainsbury PLC, a leading retail chain of UK is taken into consideration. The report is
further going to discuss about advantages and disadvantages of training methods used at the
workplace. However, systematic approach to plan training and development for a training event
for new employees in Sainsbury is designed. In this respect, to judge the success of company an
evaluation method is used. At last, the role of UK government in training and development is
showcased while representing the contribution of contemporary training initiatives introduced by
UK government in human resources development.
TASK 1
1.1 Compare the different learning styles
There are various types of learning style through which effective knowledge is imparted
to the individual in workplace. Many of authors have given their own framework for learning
style after assessing individual behaviors (Werner, 2014). The points below represent the
different learning styles.
Kolb's Learning style: According to Kolb, there are people who prefer different learning
style as per their nature and behavior. However, there are various factors that affect preferred
learning style. These styles help the people in acquiring new learning while going through the
process of diverging, assimilating, converging and accommodating. Some people learn through
watching others while some learn through just doing the task. Accommodating represents both
the kinds of learners (Mahmood, 2012).
Honey and Mumford learning style: The learning styles given by the Honey and
Mumford are the modified version of Kolb's learning style. According to the author there are
four different learning styles activist, reflector, theorist and pragmatists. Further, the learning
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styles are based on the fact that individuals naturally prefer specific learning style and they also
recommend same to others (Kim, 2012).
VARK model: VARK model is the famous model that is based on various learning style.
The founder of this learning style is Fleming. Now days, this is the most famous style that is used
at workplace. According to this model, there are four kinds of learners such as visual, auditory,
reading and writing. In addition to this, kinesthetic learner comes under these criteria.
1.2 Role of the learning curve and the importance of transferring learning to the workplace
According to the management learning, learning curve can be said as a process in which
individual acquire knowledge and skills which are essential to complete a task in a well
performed manner. The learning curve helps in understating what has to be changed in the
company when environment changes. There are various approaches of learning curve that are
incorporated by individuals. Below are the approaches which are used to acquire new learnings
The behaviourist approach: This approach is significantly based on the observation. The
behavioural changes that are taken place in individual in response to the events is an evaluation
for learning through (Khan and Sheikh, 2012).
The cognitive approach: The cognitive approach significantly includes rationalist
epistemology that represents the belief of an human mind towards a learning style.
The social approach: This approach represent behaviours of individual towards social
learning in which the people learn some skills leaning from others (Underwood, 2000).
The major aim of the company is to improve services which are provided to the
customers so that they can be attracted towards the products. Transferring learning to the
workplace is important for business so that the employees can acquire new skills and they can
learn things which will help them in making customer delight. The importance of learning at the
workplace leads to innovation and improved operational excellence (Werner, 2014). Training is
the best way to impart learning into the workplace or to the employees so that organization
learning culture can be developed, it will be better for both employees as well as organization.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Sainsbury is the leading organization that has to deal with different customers hence, it is
essential for the company to use varied earning styles and theories at the time of imparting
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knowledge to employees. The understanding in respect with various theories will help the
organization in deciding what kind of training will be suitable for individuals. In addition, it can
change the training programme as per their needs (Torrington, 2012). Let's assume that the
company provides 12 months training or development program in this process the understanding
of learning style will enable the management to assess whether people class room sessions or
practical learnings. The employees having cognitive mind will be provided class room sessions,
further the people who like social learning social theory methods will be trained by providing
chance to work with senior person (Swanson, 2001). The employees having cognitive mind
should impart learnings through demonstration and discussions. In addition, the learning styles
and theories will contribute in understanding the factors that will be helpful in motivating people
so that productivity can be enhanced.
TASK 2
2.1 Compare and discuss the training needs of staff at different levels of an organisation
Generally, in an organization there are three different levels that are divided as per
different functions of an organization; these levels are further divided into lower, middle and
upper level. The lower level generally includes operational level. However, all the people
working at different lever are having their different needs in respect with training so they can
acquire competences and skill to attain organizational goals (Miyataki and Whatley, 2009). The
middles level staff requires technical knowledge and skills, on the other hand middle level staffs
is in need of skills and competencies that are required to conduct budgeting, planning organizing
and controlling activities. Nonetheless, senior level staff requires skills to handle strategic issues
(Noe, 2006).
Salisbury is dealing in retailing sector and there are various supermarkets and
departmental stores where all three levels can be seen. It can be said that the lower level
management requires training in respect with arranging things according to the conveniences of
customers and make them satisfied with services. On the other hand, middle management level
employees required training to listen to the grievances of customers and arranging practices. At
last the upper level management generally do not require any training however they can
approach to external agencies for getting training as for how to implement the strategy in
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business successfully. The training need of different management levels at Salisbury are
explained in following points
Top level staff: They need to understand future trends, market demand, customer’s needs
as well as competitor's strategies through training.
Middle level staff: To get aware with new up-gradation into technologies and chaning
steams to provide effective service to customers (Askegren, 2005)
Lower level staff: To understand the new method to do the job in effective manner and
to improve performance.
2.2 The advantages and disadvantages of training methods used in an organisation
Sainsbury also believe that investing on employees will give fruitful results in term of
improving employees as well as business performance. There are two different methods of
imparting training to employees at the workplace which are on the job and off the job trainings.
On the job training and off the job training can be by the organization. With that there are
certain advantages and disadvantages:
On the job training
Shadowing: It is the training styles in which employee are provided guidance by
existing employees at the workplace
Coaching: This is the method in which the expert people are appointed to help new
employees at every stage of job.
Mentoring: The method involves experience stuff member that play a role in advising
employees for improving performance (Mondy, Noe and Gowan, 2005).
Job rotation: This method is used for old employees. In that their role are changed so that
they can acquire new skills.
The advantage of on the job training is that it helps in reducing the cost of training and
people can be trained while working. These are kinds of Informal training and helps in
motivating employees at the workspace. In coaching and mentoring, organization has to pay
extra cost to train people (Miyataki and Whatley, 2009). On the job training provides chance to
organization so that they can get experienced in every field.
Off the job training:
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Conferences: In this method the employees are explained about method to do job at the
workplace.
Simulation exercise: The leaning is imparted in the form of management games, role
plays case study and so on.
Vestibule training: This is the method in which a prototype is designed which is a kind of
a plan to do job in an effective manner (Bing, 2009).
The major advantage of off the job training that it is an subjective option to provide ways
to performance job effectively this is a cost consuming method because experience training are
required. However, it has been argued that these methods are not related to the job and are quite
expensive. These methods do not help in motivating employees as these do not help them in
providing experience to perform work.
2.3 Systematic approach to plan training and development for a training event for new
employees in an organisation
In order to provide effective training to new employees, it is important to go through a
systematic plan. Sainsbury aims at enhancing skills of employees so that they can be retained at
the workplace. The following table represents approach to plan training and development for a
training event for new employees at Sainsbury. Let’s have a job position - Assistant store
manager.
Table 1: Steps for preparing the training plan
Steps Descriptions
Addressing the background
of employees
The first process is of assessing the background and experience of
employees as a well as job positioning. It is required to design a
plan for its role and responsibilities and to compare them with its
existing skills (Askegren, 2005).
Identification of training
needs
The next process is of assessing the training need of employees as
well identifying its learning style.
Decide the mode of training After identifying its learning style it is most important to decide a
mode of training whether it will be practical or subjective.
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Arranging requirements of
learnings
In this stage the training aids are to be arranged to conduct training
in an effective manner and as per leaning style (Wilson, 2005)
Set out training objectives To decide the learnings that are to be provided in training
Planning and
implementation of training
plan
This is that stage in which training is actually provided to new
employees (Ratha, n.d)
Evaluation of training plan To evaluate how training is effective.
TASK 3
3.1 Prepare an evaluation plan using suitable techniques
To evaluate the training program is the most important task for an organisation that
includes assessing training programme that identifies whether the programme has given desired
results or not. In order to evaluate, the effectiveness of training program, Kirkpatrick model can
be used. This mode was founded by Donald Kirk Patrick in the year 1959. However, this model
is effective in evaluating the training plan results. However, there are four stages in model that
are used step by step to assess the effectiveness of trainings. The first stage is reaction which
shows how many people are favourable towards the training. The next stage of this model is
learning in which participants gain knowledge and attitudes, skills, during a training event
(Retail Store Organization, 2015). In the third stage the behaviour of participants is to be
evaluated whether trainees are satisfied or not. In the final stage, it is evaluated that how much
the learnings acquired by the participants affect the organizational performance. This is the
effective model that is used to evaluate training programme in all dimensions such as employee’s
performance, organizational performance, cost effectiveness, objectives of training and all. This
model can be used by Salisbury to evaluate effectiveness of training programme designed for
new employees. In addition to this, ROI model and CIRO model can also be used to evaluate
effectiveness of training program.
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3.2 Evaluation of training methods
There are various methods that could be used to evaluate the training event. The points
below present various methods along with advantage and disadvantage.
Observation: This is the method in which effectiveness of training is evaluating while
observing things that are happening around. This method is useful in finding out the needs of
employees. However, it might distract employees and they will not be able to perform well.
Interview: This is the face to face method in which the individual trainees are asked
questions. This is very effective method to assess employee's behavior. This is a cost effective
methods that provides immediate feedback. But, it is quite time consuming (Gardiner, 2014).
Performance tests/ questionnaire: The trainees are provided with questionnaires that
are helpful in assessing their view. However, this is a cost effective method but it is quite time
consuming and employees may put invalid information.
Customer comments: The comments provided by the customers in respect with services
provided by the customer are the most effective way to evaluate the effectiveness of training
(Wilson, 2005).
3.3 Review the success of the evaluation methods used
In order to evaluate the success methods used by the company to assess the effectiveness
of training, various factors can be judged such as customer comments, training audits,
achievements of awards by trainees, labour turnover, productivity measures, quality
improvements. Along with the improvements in sales figures, customer service can be judged.
ROI is the major criteria in which financial assessment of training can be judged. In order to
measure the effectiveness of evaluation models, the benefits to the company after the training are
to be assessed. The performance level of employees can be compared after and before training
sessions so that effects of using such methods can be judged (Retail Store Organization, 2015).
The improvement in overall efficiency of company is to be judged for assessing success of
evaluation methods. It has been witnessed that, Sainsbury needs to determine return on
investments from training. However, the evaluation is to be done by top level management in
which behaviours, performance, skill as well as competencies of employees are to be assessed
(Mondy, Noe, and Gowan, 2005).
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TASK 4
4.1 Role of UK Government in training, development and lifelong learning in Retail sector
The role of government in the training and development of people is very crucial, in this
regard education and trainings contribute effectively in business. The UK government puts
educational and training programe as per the need. for example: more vocational subjects are to
be added in school curriculum (Kim, 2012). As per the recent study of BBC new, the UK is
facing lack of skilled workforce. The problem can be resolved through imparting effective
training so that training and development can be improved. Nonetheless, job opportunities have
been created within retailing sector but the shortage of employees impacts a lot to the economy.
It has been witnessed that UK government investing in improving education system and
providing training to the labour force so as to improve productivity. In 2012, the government has
spent overall £91.7 billion to education with an aim of having better trained and developed
workforce in UK (Askegren, 2005). It has also been witnessed that the UK government is taking
initiatives to create interest of unemployed people to develop their skills in fun loving manner.
4.2 Impact of the development of competency movement on public and private sectors
Competency movement refers to the task of developing skills and abilities that is
important for performing particular job. In other words, it refers to development of skills for
improving performance. The competency movement puts direct as well as indirect impact on
public as well as private sector (Mahmood, 2012). For an extended era, this movement is helpful
in measuring individual performance with the organizational performance (Wilson, 2005). This
is based on the problem solving and experimental learning which will help in focusing on
developing skills to performer better at the workplace. However, this is not just limited to
theoretical knowledge. In regard to the public sector, the competency movement will be helpful
in imparting knowledge as how to perform work. It will all the stakeholders happy while
improving business performance (Ratha, n.d ).
4.3 Contemporary training initiative introduced by UK government in the contribution of HRD
It has been previously witnessed that the UK government has taken various initiatives to
improve education and training at the workforce and it is helpful; in reducing the problem of
labour shortage. There have been taken various initiatives to human resource development. The
UK government has introduced various learning and skills councils as well as modern
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apprenticeship schemes are also introduced along with vocational education. The government is
coming with new deals to enhance the skills while providing a work experience in a sponsoring
organization (Gardiner, 2014). In the university level programs the government provides a
chance to have practical exposure so that people can learn management skills. In respect with
retaling industry, various hotel management programmes have been initiated by the government
that directly contributes to give correct knowledge to workforce to perform effectively..
CONCLUSION
The major aim of this report was to evaluate the skills that are required to planning,
designing training and development of people while using different methods. It was found that
success of training events is to be evaluated while judging the overall impact of training on the
employees. The productivity of public sector can be improved as well as is helpful for public and
private sectors for opening doors to global expansion and creating competitive image in
marketplace. In conclusion, Salisbury has to implement new training methods at the time of
recruiting new employees that should be in line with learning styles and should be suitable for
employees.
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REFERENCES
Books and Journals
Askegren, P., 2005. Human resource. New York: Ace Books.
Bing, J., 2009. Linking Research and Practice in Human Resources Development. Advances in
Developing Human Resources, 11(4). pp.417-419.
Khan, M. and Sheikh, N., 2012. Human resource development, motivation and Islam. Journal of
Management Development. 31(10). pp. 1021-1034
Kim, N., 2012. Societal Development Through Human Resource Development: Contexts and
Key Change Agents. Advances in Developing Human Resources. 14(3). pp.239-250.
Mathis, R. and Jackson, J., 2003. Human resource management. Mason, Ohio: Thomson/South-
western.
Miyataki, G. and Whatley, A., 2009. Human Resources Development In South Korea. Asia
Pacific Journal of Human Resources.27(3).pp.6-13.
Mondy, R., Noe, R. and Gowan, M., 2005. Human resource management. Upper Saddle River,
N.J.: Pearson Prentice Hall.
Noe, R., 2006. Human resource management. Boston, Mass.: McGraw-Hill.
Swanson, R., 2001, Assessing the Financial Benefits of Human Resource Development. Basic
Books.
Torrington, D., Hall, L. and Torrington, D. , 2012. Human resource management. London:
Prentice Hall Europe.
Underwood, R., 2000. Strategic Human Resource Development. Personnel Review. 29(6). pp.
816-821.
Werner, J., 2014. Human Resource Development ≠ Human Resource Management: So What Is
It?.Human Resource Development Quarterly. 25(2).pp.127-139.
Wilson, K., 2005. Human Resource Development: Learning & Training for Individuals &
Organizations. Kogan Page Publishers.
Online
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Gardiner,J., 2014. Sainsbury's halves development programme.[Online]. Available
through:<http://www.building.co.uk/sainsburys-halves-development
programme/5072093.article>. [Assessed on 25th October 2015].
Mahmood K., 2012. [Pdf]. HRD .Available through:<
http://cprenet.com/uploads/archive/UJMSS_12-1143.pdf>. [Assessed on 24th October 2015]
Ratha, B., n.d. Human Resource Development. [Pdf]. Available through:<
http://www.clib.dauniv.ac.in/E-Lecture/HRD.pdf>. [Assessed on 24th October 2015].
Retail Store Organization, 2015.[Online]. Available through:<
http://retail.about.com/od/staffingyourstore/a/organization.htm>. [Assessed on 25th October
2015].
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