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Planning and Development of Training Event for Human Resource Development

   

Added on  2020-06-06

15 Pages5163 Words99 Views
HUMAN RESOURCEDEVELOPMENT

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 comparing different learning form: ......................................................................................11.2 Role of learning curve and significance of transmission of learning at workplace..............21.3 Contribution of learning style and theories in planning and designing of learning event....3TASK 2............................................................................................................................................32.1 Training needs for staff at different level of organisation.....................................................32.2 Advantage and disadvantage of training method .................................................................42.3 Systematic approach to plan training and development for a training event........................6TASK 3............................................................................................................................................73.1 Evaluation of training program with suitable techniques.....................................................73.2 Evaluation of training program.............................................................................................73.3 Review the success of evaluation method used in the firm..................................................8TASK 4............................................................................................................................................94.1 Role of government in respect of training, development and lifelong learning....................94.2 Competency movement and its impact on the public and private sector..............................94.3 Training initiatives of the UK government and its role in human resource development foran organisation..........................................................................................................................10REFERENCES..............................................................................................................................12

INTRODUCTIONHuman resource division is the keystone of business management. It is well-known thathuman resource manager are the important assets of “People 'R' us”. If this asset utilize properlyin the business in such ways of several learning styles, role of curve and its grandness fortraining program, contribution of learning style, planning and designing and much more. Thetraining methods from which can organisation improve its employees and their methods,approaches, events and suitable techniques. Success of evaluation methods and the role ofgovernment of the UK to develop life long learning for the individuals. The important role of UKgovernment in assistance of “People 'R' us” to help the sun court organisation working for socialactivities old age home to compete with other firm in different sector. Also, the training programfurnished by the UK government and their contribution towards human resource development.TASK 11.1 comparing different learning formLearning form is a formulation which is carry on by a single to learn different things inlimited times period. An individual person could not select reliable learning style forhim(Wilson, and el.al., 2012). An individual must recognise his weakness and strengths to selecta suitable learning style.Honey and Mumford model:Activist: This activity is relevant for an individual person to learn something newbusiness, use this learning style to teach something new for their employees(Werner, andDeSimone, 2011). This form assist workers to learn something innovative and create aplace in the company.Theorist: The learner are specific and they shape the field where this theory could beimplemented. This theory works practically in a company. The learner think logically andevaluate a lot of things from their concepts. Pragmatist: This kind of learner do experiment and execute them to learn innovativethings. This style is followed by programmers who also do innovation and each timeinvent new things. This is the one of the best style of a scholar.1

Reflector: In this style, learners try to understand numbers of things by listening otherscarefully. Every person does a detailed evaluation of communication process which helpthem to recognise areas where they can learn something new. Kalb's learning model:Accommodator: These kinds of individuals consider in doing work practically. Such typeof learner don't believe in theory concepts(Wang, and Noe, 2010). “People 'R' us” mustfollow this style to train their employees to help of sun court. Converger: This learning form is just opposite to the accommodator. Learner believe ingetting theories which are developed by others. Such type of learner style is not effectivebecause theory can not help to develop new things with this learning style.Diverger- Apprentice precede this style to make creative nature by carrying outdiscussions about the same with others. Individuals clear their understanding and enlargenew things with this learning style.Assimilator: In this acquisition style, individual thinks before any taking action theyobserve, understand and evaluate scenario by analysing things in multiple ways and thenthey take action which produce new things to learn.1.2 Role of learning curve and significance of transmission of learning at workplaceLearning curve is a representation chart which show the development in experience andacquisition of an individual by accepting fresh things at work place(Sparrow, Brewster, andChung, 2016). The particular things in a business repeatedly teach an individual which made himexpert in performing specific tasks given at workplace. Repetition of same work raise anindividual's experience and task performance at workplace. The development in learning andexperience will develop the performance of an individual which makes him more productive attheir workplace. Managers of “People 'R' us” can make a learning curve which enable them toknow the level from which an individual acquire innovative things. Learning curve gets rid ofthese issues and managers solve this by review figuring from which an individual learn newthings at work. It is essential for an individual because he does not have experience and knowledge of thetask which he executes at his workplace. It is the training that makes an individual moreexperienced towards his task in tabular way. It is noticed at work place that when employee2

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