Effective Employee Training Strategies

This assignment examines various aspects of employee training. It highlights the significance of enhancing employee abilities through effective training programs. The report emphasizes the need to bridge the gap between theoretical knowledge acquired during training and its practical application in the workplace by focusing on learning style transfer. Additionally, it stresses the importance of meticulous planning for both conducting successful training events and evaluating their effectiveness.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing different learning styles.................................................................................1
1.2 Learning curve role and importance of transferring learning style into workplace.........3
1.3 Contribution of learning styles and theories in planning and designing a learning event4
4.1 Role of UK government in training, development and lifelong learning.........................5
4.2 Impact of the development of competency movement on public and private sector ......6
4.3 Contribution of contemporary training initiates on human resource development..........6
TASK 2............................................................................................................................................7
2.1 Comparing training needs for staff at different levels of organisation.............................7
2.2 Advantages and disadvantages of training methods used in organisation.......................8
2.3 Systematic approach to plan training and development for training event......................9
3.1 Evaluation of training event using suitable techniques..................................................10
3.2 Evaluating an training event...........................................................................................11
3.3 Reviewing the success of evaluation method used.........................................................12
CONCLUSUION ..........................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is a planned activity conducted by organisation to develop
skills and capabilities of their employees. Main objective of HRD is to make employees
competitive to perform the given tasks (Werner and DeSimone, 2011). HRD has a wider scope
which includes theories, practical knowledge and research. The HRD is mainly concerned with
training and development of employees to enhance their performance ability. Following
assignment is based on the context of organisation named as “People R Us”. It is the firm which
deals in providing specialised services in recruitment and selection. This organisation is
providing services to the UK based care home named as Sun Count Residential Homes limited.
Different learning styles and theories are being studied in this assignment briefly with a
discussion on role of learning curve and importance of transferring learning at the workplace.
Report will support in attaining knowledge about the needs and methods of training at various
levels of organisation. Also, the role and steps taken by government of United Kingdom are
being described significantly.
TASK 1
1.1 Comparing different learning styles
Concepts of values, preferences, skills and knowledge are directly associated with the
process of learning. It can be stated that it is concerned with changing or acquiring things. It is a
process which deals with what to do, how to do and why to do. It is a significant process which
provides effective knowledge, developed skills, values and etiquette of individuals with a support
of different styles. There are many styles given by experts with respect to learning. Among all,
two styles of learning given by David Kolb as well as Peter Honey and Alan Mumford are
compared briefly as below:
Kolb's Learning Style: This was framed by David Kolb which represents that
individuals follow four different learning styles. These four styles of learning are being described
significantly based on the stages of cycle (Reio, 2010). Diverging learning style: - In the following style of learning, individuals first tend to
watch and make observation rather than performing activities immediately. Individuals
who follow this style are generally good in performing scientific activities and artistic
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work. These personnel generally do not perform physical work effectively (Vörösmarty
and et.al., 2010). Individuals are focused under the diverging learning style. Assimilating Learning style: - This style of learning is generally followed by individuals
who mainly follow pure concepts and logical knowledge. It considered that these
individuals are good in new inventions and scientific research who rely on the main
concepts rather than focusing on people. Converging learning style: - The style completely differs from above mentioned style i.e.
diverging and assimilating learning style. Individuals who follow this style in learning
generally believes in performing activities practically rather than focusing on people and
logical knowledge. These individuals perform practical work effectively.
 Accommodating learning style: - It is described by David Kolb which is referred as an
interesting style of learning. Individuals following this style of learning generally go
through their own inner feelings and practical thinking. Logical explanation does not
affect these individuals as they follow intuition. Individuals following this style do not
conduct any analysis and research. Findings of others are being used in performing the
work by them.
Honey and Mumford's learning style: Four different learning styles are being described
by Honey and Mumford which are different from the style of learning stated by David Kolb.
These are described as below:- Activist learning style: - This style of learning is followed by the individuals who have
eagerness to experience new things without considering the effects. They like to face new
challenges in performing activities practically. Reflectors learning style: - Individuals following this style of learning like to collect
primary and secondary data from all possible resources and analyse it to reach at the final
conclusion. These kinds of individuals have high level of patience who listen to the
opinions, thoughts and ideas of others before defining their own opinions and ideas. Theorist learning style: - Individuals following this style of learning focus on
experiments and observation by which they frame new theories. The thinking of these
individuals is logical which benefits in solving problems easily (McKenzie and et,al.,
2012).
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 Pragmatics learning style: - The individuals following this style of learning mainly focus
on experimenting new theories and ideas. Problems and difficulties are considered by
these individuals positively and actions are to overcome the same.
It is seen that in practical world, different styles of learning are followed by different
individuals. From the above described learning style given by two experts, style given by Honey
Mumford can be used by the HR manager of Sun Count Residential Homes Limited in providing
training to employees rather than using styles of learning given by Kolb. The use of this style
will help enterprise in achieving objective of training session.
1.2 Learning curve role and importance of transferring learning style into workplace
The graphical representation of increase in learning with experience refers to Learning
Curve. It represents the performance record of learners and impacts on complete process of
learning (Luthans and et.al., 2010). There is no impact of learning if it is not transferred in real
sense. All learning styles used have their goals and objectives which can only be achieved by
transferring same at the workplace. Role of learning curve and importance of transferring
learning at the workplace is being described as follows:-
Role of Learning Curve in organisation:-
Learning curve is a graphical representation which shows increase and decrease of
experience of an individual. Sun Count Residential Homes Limited uses this curve as a
significant tool for measuring the effects of training and learning program and shows track
record conducted by them. Through the uses of this tool, organisation can determine key factors
of learner’s progress and help in formulating policies regarding education. It provides knowledge
to HR of enterprise regarding main elements of effective learning. It is used by the business to
set incentives for its employees and as a planning tool for the requirement of resources.
Importance of transferring learning to workplace:-
Training and learning programmes are normally arranged by all organisations. These
programmes are conducted by using funds, time and energy to train employees effectively which
benefits the business in competition. Organisation has high expectations from the learners to
transfers learning at workplace to achieve its objectives. Some of the importance of transferring
learning at workplace are described as follows:-1. Adds value: - Main objective of transferring learning at the workplace is to add value to
Sun Count Residential Homes Limited. It has importance in achieving value of learning
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for the organisation which can be added only by transferring it (Knowles, Holton and
Swanson, 2014).2. Effective utilisation of the funds: - Training sessions cannot be conducted without funds.
To conduct sessions and programmes for employees, there is a need to spend funds by the
organisation. So, it has a great importance in transferring learning at the workplace which
will help in utilising funds spent by organisation (Guest, 2011).
3. Face and overcome challenges: - Employees of Sun Count Residential Homes Limited
can face the problems in performing activities practically at workplace. The complete
knowledge for overcoming issues is provided through learning sessions. So, it is
necessary to transfer learning at the workplace which supports in solving problems arise
during practical performance.
1.3 Contribution of learning styles and theories in planning and designing a learning event
The conceptual structure used by organisation in order to increase skills and competency
of employees refers to the theory of learning. All enterprises apply learning theories as per the
characteristics and needs of employees along with the style of learning that differs from
individual to individual. It is important for the organisation to analyse different theories and
styles before conducting a training event for employees. Learning styles and theories have a
significant role in achieving benefits from training provided to employees of the organisation.
Contribution of learning styles and theories in planning learning event:-
Firstly organisation must analyse need of training for each employees working at
different levels and departments and different styles and theories of learning must be
predetermined. This evaluation helps in determining which style and theories of learning is
suitable for each employees of organisation. As duties and abilities of each employees differs so
it is necessary to provide training to them accordingly. Selection of effective style and theory of
learning have positive contribution in designing and planning an learning event. It will positively
contribute in success of training event. These theories and style used as according to need and
capability will support in developing skills and performance capacity of individuals. Once these
learning is transferred into workplace it will effectively contribute in success of planning and
designing of learning event by enhancing productivity of organisation(Armstrong, and Taylor,
2014). New challenges where faced by organisation due to significant change in its structure.
The organisation have evaluated different styles and theories of learning among which they have
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adopted the style of learning given by Honey and Mumford. These theory will benefit
organisation is successful planning and conduct of training event. The style given under this
theory i.e. reflectors style of learning have contributed positively in providing knowledge to
individuals of cited organisation. This have contributed in the success of training event planning.
4.1 Role of UK government in training, development and lifelong learning
The government is only a body of country which supports people at wider scope.
Government has more authority as compared to public and private organisation for the well-
being of society. The government of United Kingdom plays a vital role in training, development
and lifelong learning. The certain contribution of government in relation to training and
development is being described as follows:-
 Generating public norms: - The government is a body of country which can reach to all.
It can take initiative in order to create common culture among all public through its
various tools which will support in training and development of them.
 Formulation of HR policy for all: - Government of United Kingdom can frame common
policy for all in relation to human resource development in order to increase the
capabilities of individuals.
 Allocating Funds: - The government of United Kingdom can provide monetary support to
organisations for human resource development (McKenzie and et,al., 2012).
 Promoting HRD study: - Promotional activities can be conducted by the organisation in
relation to study of human resource development for enhancing training, development
and lifelong learning.
 Creation of favourable work environment: - Providing healthy working environment to
employees by the government supports in enhancing working capabilities of individuals.
The law can be passed for every organisation in relation to provide suitable working
environment for their employees (Reio, 2010).
From the above points, it can be stated that government has major role in training,
development and lifelong learning.
4.2 Impact of the development of competency movement on public and private sector
To challenge the growth and competition, the private and public sector organisations
have started to share knowledge and increase their competencies. For elimination of competitive
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disadvantages these sectors have started spending for improving their service, production and
performance. Business started designing training events to get best human resource. These have
impacted on these sectors positively in providing best services to customers. These firms
concentrate on providing effective services to there customers to supports in gaining distinct
benefits than its competitors. These sectors maintains good and healthy working environment
which encourages workforce to make efforts towards high level of competency. However public
organisations are strongly involved in development of human resource in order to keep pace in
process of development. These sectors are developing high prospects of performance and makes
efforts to enhance level of standard. Condition of skills and competencies are direction of
learning. Higher success is being achieved with never ending acquisition of training. Employees
of these organisations have received greater need and toil in their job and diversification of
trustworthiness areas.
4.3 Contribution of contemporary training initiates on human resource development.
Contemporary learning initiated by government of UK government supports Sun Count
Residential Home Limited in rapid development and increases strengths in its human resource.
Several significant initiatives are taken by the government of United Kingdom with respect to
Human Resource Development. Government of UK consists of different institutions who look on
the matter of HRD. These institutions are as follows:-
 Department of trade and industry (Knowles, Holton and Swanson, 2014).
 Department of work and pension
 Department of education and skill
 Department of Health.
The above stated institutions serve various services to private organisations which are
described as follows:-
1. Council of learning and skills provides funds and education for the age group of 16's.
2. The university of Industry helps in creation of standard workforce for organisation.
3. Institution delivers skilled employees to the business sector by Skill council.
4. Ensure good work practises by investors.
The certain initiatives taken by organisation supports Sun Count Residential Homes
Limited in getting better employees for performing their job activities (Werner and DeSimone,
2011). The contemporary training launched by government of UK have helped cited organisation
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in developing skills and its human resource. The contemporary learning facilitated rapid growth,
improvements and standardization in labour force of organisation.
TASK 2
2.1 Comparing training needs for staff at different levels of organisation
The training provided to employees of organisation differs at all the levels and it is not
same for all employees. The employees working at different levels of organisation have different
roles and responsibilities (Boxall and Purcell, 2011). These employees work for achieving the
objectives of organisation by performing activities assigned to them. Sun Count Residential
Homes Limited have three departments which include top, middle and lower level. Top level of
Sun Count Residential Homes Limited includes directors, CEO and senior doctors. Middle level
consists of junior doctors and managers while, lower level of organisation includes nurses, peons
and other workers. These members of company work at different levels to achieve their objective
by performing various roles and responsibilities. Organisation must analyse the needs for
training of all employees my monitoring their performance and accordingly, it needs to be
provided. Training needs for staff at different levels are stated as: Training at Top level: - The roles and responsibilities of members working at this level
are different from other members at distinct levels. So, as per their roles and
responsibilities, need of training differs among employees. The training provided to
doctors must focus on the way they treat patients in an effective manner by providing
practical and theoretical knowledge. They must be provided with complete training
regarding effective use of medical equipment. Training at Middle level: - Training provided to junior doctors is bit similar to the doctors
at upper level. Apart from this, middle level of organisation also includes managers and
administrators. Training provided to these members differs from that of given to junior
doctors. These members must be provided with training related to execution of plans and
polices framed by members at top level i.e. CEO and Directors.
 Training at Lower level: - Lower level consists of nurses, sweepers and other members of
the organisation. Training provided to these employees working at lower level have less
authorities and responsibilities. Training to these people must focus on developing their
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abilities and skills in order to perform effectively and efficiently (Bratton and Gold,
2012).
2.2 Advantages and disadvantages of training methods used in organisation
There are various ways of training used by Sun Count Residential Homes Limited at the
workplace. Training provided to employees differs at all the levels of organisation. These help
members to achieve goals and objectives of enterprise effectively within a given time frame. The
different methods of training used by this organisation along with their advantages and
disadvantages are described as follows:-
 The classroom method:
It is a significant method used by organisation to provide training to its employees.
Under this method, training to employees is provided with the help of white board and power
point presentation (Daley, 2012).
This method has the main advantage that it supports organisation in conducting training
for all members at the same time which saves expenses as well as time. Also, it helps in
providing complete theoretical knowledge.
The method has a disadvantage that employees do not get practical knowledge and there
is no scope for laboratory demonstrations.
 The practical method:
It is an important method of training which requires practical field where demonstration
can be given to provide functional knowledge to employees of the organisation. The following
method focuses on providing practical experience to trainees by involving them in demonstration
rather than giving theoretical knowledge.
It has the main advantage that it helps to provide complete practical knowledge to
employees at different levels of Sun Count Residential Homes Limited. Also, it helps in
providing functional training to administrative employees working at middle level and to doctors
of top and middle level about the use of new medical and other equipment used within
organisation.
This method has certain disadvantages like it cannot be used where decision process is
involved. This method is not of any use where there is only a need of theoretical knowledge.
Apart from that, this method cannot be applied while providing training to the managers of
company.
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 The case study method:
It is a method where trainees and employees of organisation are given with a situation in
which they were asked to solve the problems. This method can be applied on a single employee
or on a group of employees (Flamholtz, 2012).
This method has an advantage that it can be applied on the managers of Sun Count
Residential Homes Limited which helps in improving their thinking as well as the decision
making process. It can also be applied on the doctors who support them to perform effectively in
emergency cases.
It has a disadvantage that it is of no use at lower level and cannot be applied on workers
like on housekeepers and others (Daley, 2012).
 The mix training method:
It is a method where all possible training methods are combined as a one and used to train
employees of organisation.
This method is easy to apply in order train and develop employees of the organisation.
This methods helps to provide training at all the levels of Sun Count Residential Homes Limited.
It has the main disadvantage that it is highly costly and time consuming which involves
unnecessary engagement of employees.
2.3 Systematic approach to plan training and development for training event
A systematic approach to training is combination of certain stages which are performed
one after another. It is a significant approach which includes first stage were aim and objectives
are determined before giving training to the members of organisation. For framing better and
systematic training program for employees of Sun Count Residential Homes Limited, it is
necessary to analyse needs of training for the members at all levels (Flamholtz, 2012). A
systematic approach to plan a training event for enterprise is being described as follows:-
1. Determining organisational aim: - It is important to predetermine the aim of company
which will support in selecting the best and suitable methods to provide training to its
employees. Main aim of this organisation is to provide effective services to its patients.
2. Setting up training needs: - It is a second stage in systematic planning of training event
after determination of organisations aim. At this stage, it is necessary for the firm to
evaluate need for training to its employees (Bratton and Gold, 2012). This evaluation
helps in determining significant method for training which will be effective and efficient.
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3. Designing training strategy: - After determining the aim of business and need of training
for its employees, organisation selects suitable training method which will provide
effective results for the funds and time spent in it. This enterprise has selected
demonstrative training method for lower level employees in order to enhance their
capabilities for performing job effectively within time frame. This method will help the
organisation in getting advantages of training with effective cost. Sun Count Residential
Homes Limited has also selected lecture method of training for all the employees. In this
method, training will be provided by using white boards and power point presentation
(Boxall and Purcell, 2011).
4. Implementation of training program: - It is the last stage in systematic plan for event
where strategies framed for training are implemented in reality and continuous evaluation
is done in order to get desired results.
3.1 Evaluation of training event using suitable techniques
Measurement of effectiveness of conducted training program is referred as evaluation.
The main purpose of evaluating training program is to check whether conducted event has any
worth or not. Also, it is being assessed if the event has improved employee’s performance. This
evaluation helps organisation to determine if there is any need of training in the future. It also
supports in checking the weak points where event has lacked behind. For evaluation, HR
manager has prepared a plan to evaluate the induction program. For developing a plan, HR have
analysed participant’s behaviour and feedback have been taken from them. This has supported in
the preparation of effective plan for evaluation of training event. Through the same, HR manager
used a strategy for conducting effective evaluation. The HR have collected all data related to past
performance of employees which was taken into consideration and significant observation was
done by the human resource manager in training event. After this, manager has plan to monitor
employee’s performance for three weeks for evaluating improvements in performance after
attending the training session. Meanwhile, feedbacks from trainees who participated in the
training event are collected by human resource manager. The team is being framed by the HR in
order to evaluate session effectively.
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3.2 Evaluating an training event
The human resource management of organisation has taken certain necessary steps for
evaluating training program conducted by enterprise for its employees (Armstrong and Taylor,
2014). These steps taken for evaluation is being described as follows:- Satisfaction and reaction of participants: - It is an immediate evaluation by instructor.
The individual who is providing training to participants observes and records immediate
response and reactions of employees involved in event and tries to understand the
effectiveness of program. HR have determined effective positive reaction from all
trainees involved in both the training programs (Guest, 2011). Knowledge evaluation: - It is another source of feedback for the HR of organisation.
Under this, HR put immediate questions in front of trainees and answers are recorded to
measure the rate of knowledge acquired by them. It is the most interactive method
through which HR have evaluated that high level of knowledge is being received by
participants from both the sessions. Behavioural application: - It is an outcome of the training event. HR of organisation have
determined the improvements in participants involved in training session by analysing the
behaviour of trainees. Measurable business improvements: - HR of organisation have conducted observation for
3 weeks from the training session and evaluated improvement in business. As per the
observation, it is being noticed that performance level of employees working at lower
level in Sun Count Residential Homes Limited is being increased.
 Measuring with benchmark: - Comparison between results after training session and
predetermined standards of organisation are being done by HR to evaluate the
improvements. By these, they have concluded that there is significant improvement in
employee’s performance and positive outcomes of training are determined from this.
It is the end of evaluation process for the training conducted by cited organisation. It is
good for the enterprise to evaluate programs from different methods rather than evaluating
through one method. These uses of different methods help in getting effective results from this
process.
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3.3 Reviewing the success of evaluation method used
HR of Sun Count Residential Homes Limited has used five different methods for the
evaluation of its two training sessions. This evaluation of sessions was done by discussing with
all the team members (Knowles, Holton and Swanson, 2014). The reviews of five different
methods used in evaluating training session are being described briefly as follows:-
1. The first method used in evaluation of training session i.e. satisfaction and participants
reaction is termed as a psychological phenomenon which states the inner feelings of
employees participated in training program.
2. Training session conducted by organisation was to develop the skills of employees. This
is directly associated with knowledge acquisition. So, it helps HR in measuring the
impact of training session on employees participated (Luthans and et.al., 2010).
3. Third method used in evaluation process of training is also important to determine the
improvements in participants after attending training. This process of evaluation has
worked effectively and determined effective results.
4. Main objective of organisation for conducting training was to improve the business
results. Human resource manager has collected complete previous data and after the
session of training was recorded by manager were compared. This tool of comparison is
more useful in evaluating the effectiveness of training session.
At last, it can be concluded that five methods used by the manager are appropriate and
useful which help in determining the impacts of training session conducted by Sun Count
Residential Homes Limited.
CONCLUSUION
From the above report, it can be concluded that Human resource Development is the most
significant factor for today's business organisation. The above study states that there are different
learning styles by the use of which skills and performance abilities of employees can be
enhanced effectively. It is also being concluded that the transfer of learning style at workplace is
necessary to achieve its objectives in the real world. The report states that planning is necessary
to conduct effective training event as well as is necessary to determine its effectiveness.
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REFERENCES
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts methods and
applications. Springer Science & Business Media.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Luthans, F., and et.al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McKenzie, L.M. and et,al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
Reio Jr, T.G., 2010. The threat of common method variance bias to theory building. Human
Resource Development Review.9(4). pp.405-411.
Vörösmarty, C.J and et,al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Online
Learning Curve. 2017. [Online]. Available through:
<http://www.investopedia.com/terms/l/learning-curve.asp>. [Accessed on 30th June
2017].
List of Training Methods. 2017. [Online]. Available through:
<https://www.hr.com/en/communities/training_and_development/list-of-training-
methods_eacwezdm.html>. [Accessed on 30th June 2017].
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