Training Needs Analysis and Evaluation

This assignment delves into the crucial process of training needs analysis. It examines how organizations identify skill gaps and design training programs to address them. Emphasis is placed on various training needs assessment methods, including performance evaluations, feedback observations, and surveys. The document further discusses the significance of evaluating training programs through metrics like individual performance improvement and feedback, demonstrating the effectiveness of training initiatives.

HUMAN RESOURCE DEVELOPMENT

Table of Contents
INTRODUCTION ........................................................................................................................3
TASK 1............................................................................................................................................3
1.1Evaluate different styles of learning......................................................................................3
1.2 Role of learning curve and the importance of transferring learning into workplace............4
1.3 Contribution of earning styles and theories when planning learning event..........................5
TASK 2............................................................................................................................................5
2.1 Compare training needs for staff at different levels in an organization................................5
2.2 Advantages and disadvantages of training methods used in an organization.......................7
2.3 Use systematic approach to plan training and development for a training event.................7
TASK 3............................................................................................................................................8
3.1Prepare an evaluation using suitable techniques....................................................................8
3.2 An evaluation of the training event.....................................................................................10
3.3 Review the success of the evaluation method used............................................................10
TASK 4..........................................................................................................................................11
4.1 Explain the role of Government in training, development and lifelong learning...............11
4.2 Impacts of competency movement on the public and private sector. ................................11
4.3 How contemporary training contributes to Human Resource Development......................12
CONCLUSION ............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Development department, is framework for providing training ,
development, orientation, and knowledge of skills to the employees in order to increase their
efficiencies. The main focus of Human Resource Development is to carry out the functions of
the business effectively and efficiently. The role and functions of Human Resource Department
are very crucial for the development of the organisation. The main focus of the HRD lay on the
personal development of the employees. This report is based on the various learning theories and
learning styles; role of learning curve and their importance; various contributions of the learning
styles; role of government in training and development and training needs of staff at different
level.
TASK 1
LO1
1.1 Evaluate different styles of learning.
Learning is a ability to acquire skills that helps in increasing the knowledge of the
individual. It also helps in developing a mental level of the person in order to to ensure that the
individual is gaining and enhancing their field of knowledge. Learning helps in enhancing the
knowledge of the individual and their performance at the same time. It helps the individual in
analyzing their potential to develop learning abilities(Alghamdi, 2015). Various types of theories
are presented by the different theorists to gain information about the learning styles.
Learning style implies methods that individual can use to absorb the knowledge.
Learning abilities ad capabilities of every individual is different. Learning skills of some people
are comparatively fast than the other one.
Kolb's theory: This theory was published by David Kolb, in 1984. In his theory he stats
that with experiences individuals can develop learning attitude and this helps in acquiring
knowledge that can be applied in every situation.
Kolb's in this theory identifies the four learning styles: Diverging, Assimilating,
Converging and Accommodating.
Diverging : The people who follow this learning style, are very imaginative. They have
capabilities to resolve issues with the help of their innovative thinking. Such people believe in
feeling and watching things in order to absorb them and create imagination about them
(Armstrong, 2014).

Assimilating: This approach is based on watching and thinking. The people who
encompass such learning style think logically before implementing any decision. Such
individuals analyze situations during learning process.
Converging: The people who follows this approach, generally find practical solutions for
the problems. Their way of thinking is logical and they believe in practical implementations of
learning experiences.
Accommodating: The people who follow this approach have high believes in intuitions
rather their logical thinking.
Concept of Kolb has been modified by the Honey and Mumford:
Activists: The people who learn from experiences are generally referred as, activists.
Theorists: Such individuals tries to understand the main objectives and criteria behind
the theory.
Pragmatists: Such people follow practical approach to implement the practice.
Reflector: They tries to learn things by observing and thinking about the situations.
1.2 Role of learning curve and the importance of transferring learning into workplace.
The concept of the learning curve was firstly introduce by the Hermann Ebbinghaus. It is
the graphical representation of the learning performance of the individual. It can be implemented
under two situations, it is used to analyze the learning of the employee and to evaluate their
productivity (Barratt, 2016).
Significance of Knowledge transfer: Transferring knowledge and information helps the
employees in gaining details about the organisation at the initial level and later in help in
generating development of the employees by enhancing their skills in the respective areas. While
transferring knowledge from teacher to students it is very important for the organisation to
follow systematic approach. For transferring knowledge among the employees training is the
most common method. The induction programs initiated by the organisation is the most common
method of sharing information about the organisation with the employees. Generally such
programs are initiated at the beginning level for providing all the basic knowledge about the
company tot he employees. For forming strong foundations of the employees such development
programs are very important for the employees (Brewster, 2016).
Role of learning curve: it is the performance representation of the employees. It helps
both, the employee and the employer to evaluate their learning capability. Transferring

knowledge and information is not enough for conducting overall development of the employees,
it requires more than that. Regular monitoring is required in the learning process to examine the
learning capabilities of the individual (Cascio, 2018). Overall, it makes the proper changes and
implementing process that will helps to discover the effective learning tools. Overall, it brings
new matter of changes and impact full decision making approach. Overall, it makes good
presence of things and better opportunity and growth. Overall, it brings new great full
performance making task oriented goals. Role of learning curve is helpful to influence by the
behavior that separates two individual from each others. Overall, it brings better impacting
growth for future. Overall,
Importance of learning curve
Learning curve plays an important role in workplace. Company can monitor the
improvements and changes of employee skills through this curve. It shows the improvement
progress of workers. Company can also measure the productivity or output and can easily
understand the human resource improvements at a glance. The importance of transferring
learning to the workplace is also essential in the organization. Transfer may be in distinct types
such as from pior to learning, old to new learning and learning to an application. It helps in
clearly understand the outcomes of the business and provide individuals with training support.
1.3 Contribution of earning styles and theories when planning learning event.
There are various ways in which learning styles and theories provide support to the
organization. It helps in transferring knowledge and support employees in gaining that
knowledge. Choosing to learn style is very critical for process as it depends on the learners that
what approach will help them more efficiently. They way of adapting the knowledge is totally
depends upon the individuals choice. It is also important to analyze the time that is used to
transfer the knowledge. Such reasons implement the fact that choosing correct and appropriate
learning style is very important for the learners in order to ensure their overall development
(Chostelidou, 2017).
It is very essential for the organisation to adopt the proper learning style technique, on
the other hand it has also been seen that every situation required new learning style. Same style
is not applicable for every situation. Oraganisations needs to prepare a structure to analyse the
knowledge that is being transferred to the employees. They need to choose various combinations

to apply learning strategies, with the help of chosen learning style on can evaluate the design of
learning. Learning event can be implemented by choosing appropriate learning method.
It is the duty of the trainers to identify the learning style before starting the learning
event. Theories of the learning are being used to identify the needs and measure of the learning
style. Learning styles contributes a lot in planning and monitoring the learning event. Selection
of the learning style should be based on the abilities and capabilities of the learner so that they
can gran the whole knowledge effectively and efficiently.
LO4
4.1 Explain the role of Government in training, development and lifelong learning.
United kingdoms government plays very significant role in training and development
programs which are initiated for the employees. They provide help to private organisation also in
order to conduct training programs.
In United Kingdom governments are well involved in training programs which are
conducted for the employees, they provide expert trainers to each and every organisation in order
to provide the maximum standard level of training to the employee. The main aim of the
government is to provide appropriate training measures to the employees so that they can orient
themselves accordingly. Lifelong learning is the approach of providing such knowledge and
information to the employees which is required by them during their entire lives. Some of the
strategic goals that it helps in achieving:
 To encourage the involvement of the employees in the training process.
 To provide technical and financial skills to the employees.
 To develop learning skills of the employee.
 To enhance their learning capacity.
Role of government in training is very much essential and fast growing that helps to
make the proper implementing process. Overall, it brings new challenges and fast growing
performance. UK government significantly involved in the training and development programs
of the organisations. They take many initiatives for the employees in order to enhance the
working performance level. Besides, it also helps to bring new changes in working environment.
There are some methods or process that helps to take better advancing method. Overall, it
brings new matter of fact and fast growing methods and growth.

Training: In training method government has play an important role. Government invests huge
amount of process that helps employees to get new learnings, lectures, tests, coaching and
guidance.
Development: Government used to take initiatives in development or to create opportunities to
broad communities or backgrounds.
Government responsibilities
 Provide further education
 Training at workplace
 Lifelong learning
 Apprenticeships
4.2 Impacts of competency movement on the public and private sector.
Competency movement is getting competitive advantage over others. This movement has
created huge impact on various countries along with United Kingdom. This movement initiate
force on the employee to make them participate in the training and development programs. This
measure proposes that proper job description and details about the companies goals and
objective helps the employees in understanding their responsibilities more effectively.
According to some reports presented by the private companies implies that fall in
performance level of the employees is the reason behind their less productivity and loss in profit
sharing ratio. It is important for the organisation to review the working of the employees in order
to provide them appropriate assessment to ensure growth and development of the organization
(Tilahun, 2017). The competency movement has led to both positive and negative resultants on
both public and private sectors. This is due to the fact where the competency movement has
resulted in creating a high level of competition among the companies operating in a similar
industrial sector. However, the most positive aspect of this movement is the opportunity of
showing one’s specialized arena to perform well and with assistance of advanced technologies. It
has also turned in augmenting the scope of undertaking innovation practices attracting a large set
of customers and satisfy their all sort of demands.
4.3 How contemporary training contributes to Human Resource Development.
There are number of measure which are taken by the government of the United Kingdom
to provide proper training measure to their employees (Khan,2016). Government of UK provides
various kinds of support to their small and medium scale industries.

Investors in People: It is used to provide standard to the employees of the organization.
National Vocational Qualifications: This award is granted to the companies who have
ability to work according to their marked standards.
Apprenticeships: It is program used to provide training to new employees in order to
generate their required skills.
Train to gain: This program is initiated by the government of the UK to train their
employees.
All the program conducted by the UK government helps to provide training benefits to
their employees. Contemporary training programs presented by UK government are use to
provide efficiencies to the company like Sun Court Residential Homes Limited.
TASK 2
LO2
2.1 Compare training needs for staff at different levels in an organisation.
Training and development is important aspect for the growth and development of the
individual and the organization. At every level training needs of the employees are different. The
employees who performs managerial tasks requires different type o training and the employees
who perform operational task requires different level of training (Galport, 2017). It is very
crucial for the organization to identify the training needs of the employees in order to generate
his overall development in the organisation. Training fills the gap between the current and future
abilities and capabilities of the employees.
Training requires for the employees at management level:
Understanding senior management: As the competition is increasing there are several
changes which are being faced by the company, in such situations it is very2.1 Compare training
needs for staff at different levels in an organisation.
Training and development is important aspect for the growth and development of the
individual and the organisation. At every level training needs of the employees are different. The
employees who performs managerial tasks requires different type o training and the employees
who perform operational task requires different level of training. It is very crucial for the
organisation to identify the training needs of the employees in order to generate his overall
development in the organisation. Training fills the gap between the current and future abilities
and capabilities of the employees (Khan, 2016).

Training requires for the employees at management level:
Understanding senior management: As the competition is increasing there are several
changes which are being faced by the company, in such situations it is very important for the
organisational members to understand the requirements of the company in order to construct the
future plans and policies for the strategic development of the business (Knowles, 2014). Senior
managers training is important so that they can develop effective strategies for the development
of the organisation.
Managerial needs at lower level: Younger employees training is important for
developing their technical and interpersonal skills. It also helps in analyzing their commitment
towards their work.
Training requires for the employees at operational level:
 While recruiting new employees managers should make sure that they are hiring
individual with some basic technical and interpersonal skills, this will help in establishing
them and developing them at a fast rate. Discussing whole policy, aim and objectives of
the company with the employees is also conducted by managers.
 For replacing the traditional methods of performing the tasks , it is important for the
employees to develop their technical skills.
Attributes for leadership
 Leaders should always maintain clear and proper communication in order to meet the
needs of the organization goals and needs.
 Leaders should also organize and planned according to needs and wants.
 They are enough mature and confident towards their decision.
2.2 Advantages and disadvantages of training methods used in an organisation.
Training method refers to the methods through which organization can provide training
to their employees. There are various training methods which organization can use to provide
training to their employees at different level to assist their employees as per the requirements.
There are several advantages and disadvantages of the several training methods, it is important
for the organization to identify strength and weaknesses in order to implement effective business
practices.
Method Advantage Disadvantage
Usage It helps in assessing the real Very Expensive.

situation because it provides
practical approaches to the
trainees.
Example : for example all
programmers are needs to be
practical and influencing.
Teaching It is used to improve the skills
of the employees.
Employer teaches their
employees as a teacher in
order to make the proper
changes and growth.
Partial teachers may cause
inefficiency of the trainee.
Counselor It is face to face interaction
between the employee and the
trainer in which, trainee
teaches developing working
attitude of the employees.
Employees may not take
seriously to the counselor.
Job training This technique is used to
provide guidance to the
employees regarding their job.
Trainer should take this step
seriously because it can effect
working of the employees.
2.3 Use systematic approach to plan training and development for a training event.
Training and development department must provide systematic process to assess
planning for a training and development event. The systematic process involved training design
cycle method. Training and development is the crucial process for the establishment of the
employees. It helps in providing proper assessment to them in order to generate their technical
and interpersonal skills.
Analysis : Areas where training is required is need to be analyse by the trainers so that
they can conduct their training in required way. Identification of these areas can be conducted by

analyzing and evaluating the performance of the employees. Training needs are different for the
individuals at the organizational level and at the employee level.
Design: This requires creating an plan which is related to the date of the event, time of
the event, its location, training style and learning style.
Development: This step involves, practically applying the core process of the training in
order to provide development to the employees.
Delivery: This is the most important step as it requires delivery of the actual training
method to the employees.
Evaluation: This method is use to identify the efficient of the training, as various types of
training techniques are available it is important for the trainer to identify the best suitable method
to ensure development of the employees.
Induction and orientation is very important for the employees in order o generate their
overall development in to the organization. This will help them to gain information about the
working and structure of the firm, this usually takes place at the basic and beginning level, when
employee is new for the company, it is important for the organizational members to make them
aware about the set gals and objectives of the organization.
Training and development program helps in regulating the overall development of the
individual and the organization as a whole. Training and development is important aspect for the
growth and development of the individual and the organization. At every level training needs of
the employees are different. The employees who performs managerial tasks requires different
type o training and the employees who perform operational task requires different level of
training. It is very crucial for the organization to identify the training needs of the employees in
order to generate his overall development in the organization. Training fills the gap between the
current and future abilities and capabilities of the employees.
LO 3
3.1Prepare an evaluation using suitable techniques.
Before implementing training program it is very important to examine its effectiveness.
Various questions are related to the authenticity of the training program. Evaluation of the
training program revolves around examining its methods, variables and factors. These forces will
help in determining the needs to examine the outcomes of the program in order to conduct it
effectively (Pieper, 2016).

A five tier method is used to evaluate the authenticity of the program, it is used to
analyze the program at different level. Assessment needs: It is used to verify the
importance of the program, whether it is required or not. It is used for evaluating the training
needs and requirements which are important for assessing employees.
Accountability and Monitoring: This step revolves around the participants of the
training and the methods that are been used to trained them.
Clarifying Program: Whatever improvements are to be made, discussed under this step.
Progress: Under this step trainers identify the progress of the employee,they examine the
learning progress of the employee in order to identify the progress of the program.
Impact: This is the impact of the program which goes on for the period of time. It helps
in examining its authenticity, significance and importance.
Methods of Evaluation: There are several methods which are used to examine the
evolution of the program. These methods are used to analyse the fact whether learning program
in conducted in a right way or not. Some of these methods are:
Observation: It is very important to keep keen observation on the employees in order to
examine their progress. This will help in evaluating the learning outcomes of the
employee,observation report regarding the employees with prove the significance of the method
used.
Feedback: It helps in analysing the position of the training program. It determines
whether it is generating positive results or not. Nature of feedback can be negative or positive or
both,it varies from person to person. It helps in determining the response of the employees
regarding the training method used.
Comparison: It is conducted in order to determine the the gap between the actual
performance level and desired performance level. This gap is helpful in conducting appropriate
measure for bringing improvement in the level of performance of the employee. Such
comparison are conducted to analyse the effectiveness of the program. It is very important for
the organisations to identify the changes in the performance of the employee, whether it is
upgrading or degrading (Shann, 2014).
3.2 An evaluation of the training event.
Training events are conducted to generate the skills of the employee which are important
for them to perform their duties effectively. Induction and orientation are two inter related

processes which are followed by the organisation in order to create the awareness among the
employees regarding the firm.
In general words evaluating training program refers to determining its effectiveness in
order to develop the skill of the employees to ensure the overall development of the organisation.
The evaluation of the training program revolves around the four step: Reaction, Learning,
Behavior and Results (Storey, 2014).
Reaction: It is used to identify the satisfaction level of the employees regarding the
training program. It helps in determining whether employees are happy with the current training
method or not, do they need new approaches of training. All such factors are being analyzed by
the trainers and the organisational heads under this measure.
Learning: This step is used to analyze the learning capabilities of the employees. This
step is very crucial because it helps in determining whether the employees are getting benefits
from training techniques or not.
Behaviour:It will help in evaluating the effects of the training program on the
employees. Behaviour of the employees will help in determining whether they are satisfied or
they required changes. It will also help in examining the effectiveness of the training program.
Results: It is the last step which is used to evaluate the learning outcomes of the
employees. It will help in analyzing the practical performance of the employees. Measuring
employees performance is important aspect in order to generate the functionality of their
working.
3.3 Review the success of the evaluation method used.
The evaluation approach is based on the five tier method which is used to determine the
relevance of the method in order o generate the desire outcomes. There are various aspects
which are used to determine the authenticity of the evaluation method. This in turn helps in
analyzing the various aspect which organizations can use to provide training to their employees.
Methods of evaluation are used to identify the implementations of the methods which are being
implemented. Organizations take various measure to provide education to their employees
regarding their jobs and duties, it is important to create awareness among the employees
regarding their responsibilities. Generally induction and orientation process takes place at the
beginning and provides knowledge and information to the employees regarding their job and

organisation. During induction various plans and policies of the firm are being discussed with
the employees in order to give them the clear vision of their goals and objectives.
Organization takes various measure to ensure proper development of the employees so
that they can contribute effectively in the overall growth and development of the firm. There are
various methods available like observation, feedback and results that are used to gain
information about the performance level of the employees and ensure their development
(Marchington,2016).
Success evaluation is the mots challenging and influencing matter of fact that helps to
keep the company successful and influencing. Overall, success evaluation is the essential part in
the organization that makes the process influencing and approaching. For example, overall it
brings new changing and process level of things. There are given some methods of evaluation
such as given below
 Self evaluation
 Behavioral Checklist
 360 degree feedback
 Management by objectives
 Rating scale
CONCLUSION
From the above assignment it can be concluded that, learning pattern and capability of
every individual is different from each other. Their learning ability can be increased by
providing them proper training and development in order to generate their technical and
interpersonal skills. It has also been seen that training programs needs evaluation, and it can e
done by checking performance of the individuals, feedback observation etc.

REFERENCES
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