Analyzing Resource Allocation and Human Resources Competency Models

This assignment involves analyzing various aspects of resource allocation, human resources management, and planning. It includes studying the competence model of human resources managers in Chinese family enterprises (Jin & Zhong, 2011), assessing people's satisfaction with their living environment in mining areas (Liu et al., 2011), exploring the reasonable degree of intensive land use based on ecological civilization (Wang et al., 2012), and examining the evaluation of coordination between ecological environment and economic development (Zeng-zhou, H.O.U., 2011). Additionally, it requires analyzing the approach on spatial selection of floating population in Anhui Province (Yong-chang, G.U.O., 2012) and reviewing literature on community indicators research and its applications in planning (Yuan & Yu, 2012). Furthermore, it involves understanding online learning theories and learning curves for contextual relevance.

Human Resource
Development

Executive Summary
HSBC is a major financial and wealth provider operating in the United Kingdom. It is one of the
largest financial service provider in the globe. The customer base of the company is around 38
million catered by the workforce of 50,000 employees. This financial institution have
successfully ventured into 67 Countries through its 3,900 offices. This company began its
operations in the year 1865 in UK and have came a long way in becoming the top financial
service provider in the world. In the year 2011 they began their operations at the online platforms
and in 2018 they are moving their operations to Birmingham. The mission of the company is to
provide personalised banking experience to its personal and business customers. This
organisation have always emphasized on employee centred policies and practices. It ensures that
workforce is to be developed to an unmatchable level so that competitive advanatege can be
attained.

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison between different learning styles......................................................................1
1.2 Role and importance of learning curve to workplace...........................................................2
1.3 Contribution of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................2
TASK 2............................................................................................................................................3
2.1 Comparison between training needs of staff at different levels............................................3
2.2 Advantages and disadvantages of training methods used within an organisation................4
2.3 Systematic approach to training............................................................................................5
TASK 3............................................................................................................................................5
3.1 Evaluation of induction training program by using suitable techniques...............................5
3.2 Evaluation of a training event .............................................................................................7
3.3 Success of evaluation methods..............................................................................................7
TASK 4............................................................................................................................................8
4.1 Role of government in training and development.................................................................8
4.2 Development of the competency movement has impacted on the public and private sectors
.....................................................................................................................................................8
4.3 Contribution of contemporary training initiatives in human resource development............9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource development it is a separate domain which specifically takes into
consideration the development of workforce in an organisation. The tasks which are undertaken
in this process aims to train a person to carry out a given task in an improved manner along with
considering overall development of an employee (Beck, 2011). This constitutes as a crucial
component for the organisation as it equips the same with growth and ability to cope with
dynamism of the market. This assignment considers the strategies adopted by HSBC, UK. It is a
global level organisation which employs around 50,000. the company emphasis on the
development of employees therefore allocates huge financial resources to facilitate the same.
This assignment will analyse different learning styles and theories used in process of learning.
The training and development activities will be designed depending upon their suitability to the
circumstances. Lastly, skills and initiatives formed by the government will be discussed.
TASK 1
1.1 Comparison between different learning styles
There are variety of learning style which can be employed by the company to facilitate
learning in environment of the organisation. It totally depends upon the person manner in which
he understands the most. The major approaches in enhancing learning in an organisation can be
done through:
Auditory learners: these employees facilitate learning through listening. They possess an
upper hand when it comes to retention of something which they perceived through listening.
When provided with learning in the form of visual their retention is comparatively lower. The
lectures, debates and discussion through which their skills and capabilities are enhanced. Such
learners have carry an upper hand when it comes to retention of audible information with them.
Visual Learners: the learning which are benefited through this visual acquisition style.
The carry higher retention when it comes to something that they have seen. The various ways in
which learning is catered to such people is through graphs, pictures, tables and other visual
means (DENG, ZHANG and LI, 2013).
Kinaesthetic learners: these are the people who prefer experimentation rather than audio
and visual means. This is the most preferable style when it comes to cater learning in an
organisational environment. Through some hands-on experience they are able to alter the
behaviour about a task or an activity. The major techniques which are employed in this measure
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are role playing, simulation and field trips. The management of the company carries this as a
prime manner through which employees are provided with chances to alter their behaviour (Feng
and et. al., 2014).
1.2 Role and importance of learning curve to workplace
Learning curve is graphical representation of the acquisition in terms of an individual. It
is a tool which is employed by the company to ascertain the level of learning facilitated by an
individual. The identifying and monitoring of the level of learning helps a business in
formulating a contingency programme. This mega financial corporation have always emphasized
on utilising learning curve in the workplace so that employee progress can be tracked. The time
taken by an individual to complete a task is traced overtime and requirement of learning is
identified. The manager use this tool apply this tool to ensure optimum use of human resources is
availed with the organisation.
In this competitive advantage it has become essential to continuously evolves as to
remain in the market for longer duration. The transfer of learning states that information gathered
at one instance is applied to another new situation. The knowledge gained by the employees can
be employed to work related situations so that better results can be acquired. The manager when
aware about the employee performance can fulfil discrepancies by opting for a suitable learning
tactic. The learning of transfer can be improved when workforce is informed about the goals
which they have to achieve and weather they are possessed with right set of tools to achieve the
same. They must be provided with training and post training support so that their queries can be
resolved.
1.3 Contribution of learning styles and theories when planning and designing a learning event
There are variety of learning style which can be utilised by the company to facilitate
learning in the environment. The common learning theories which are preferred are Kolb's,
Honey and Mumford, Myer Briggs etc. But before applying a learning theories it is essential for
a business to ascertain suitability and relevancy should be measured so that ideal results can be
attained. The ability of employee's to cope with this learning style should also be evaluated
before its active application (Fuhua, 2011).
Learning in context of an organisation refers to gaining a better understanding of the
market so that changes introduced in the external market are dealt in an effective manner. The
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right application of learning theories will be able to influence competency of individual in the
right manner (GU and DENG, 2012). The right mix of all the learning theories is applied when
designing and planning a learning event for HSBC, UK. This financial institution is looking to
ensure active participation of employees.
Another factor which is crucial before adoption of learning theories refers to how fast a
manager looking the change to be accepted by the employees. This factor is emphasized in
planning a learning event so that ideal practice can be implemented. The expectation of the
organisation along with ability of employees should be matched to ensure success of the same.
Learning events which are planned and designed in HSBC have been able to bring ideal results
for the organisation along with enhancement of competency of employees.
TASK 2
2.1 Comparison between training needs of staff at different levels
An organisation is comprised of people working at different goals to achieved a shared
goals. The structure of a company mainly comprises three parts which are as follows:
Management level: this is top most level in the organisation mainly responsible for
formulation of policies and decisions for the betterment of the company. This training needs for
this level can be identified in terms of courage, decision making capabilities, leadership and role
playing. It is essential for a company to facilitate learning and training at this level as they are
responsible for ideal functioning of business. The training to them should be provided on ways
to evaluate the alternatives effectively so that better decision can be formulated. This people
sitting at management level should be able to assess the external environment so that counter
policies and decisions can be formulated.
Customer service: The employees working at the shopper level aims to resolve queries of
customer with the organisation. They can be provided with training that support them in
resolving queries of customer in an ideal manner. The company can organise workshops on
queue maintenance and ways to approach a customer.
Operation level: these are engineers working at lowermost level in the organisation. The
employees working at this level are persuaded to achieve the targets established by operational
level. They can be provided with training that improve their capabilities of carrying out task in
the organisation (Huang, 2011). Higher efficiency can be availed along with value addition to the
products by adopting measures such as simulation and audio- visual learning tactics.
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2.2 Advantages and disadvantages of training methods used within an organisation
There are several training methods which can be employed by the company to uplift the
level of performance of employees working with an organisation (Jian-hua and Ruo-gang,
2012). The training techniques provides with approaches to employees through which they are
able to carry out the task in an improved fashion. The common used training methods along with
their advantages and disadvantages are as follows:
Training Methods Advantages Disadvantages
Class-room led training: this
is most common technique
which is employed by an
organisation. The techniques
are traditional and carry a
measurable impact on the
performance of employees.
The main tools which are
employed in this segment are
PowerPoint presentation,
projector and video portion
 It is a efficient method
of training for a small
group of people.
 It involves face-to-face
conversation.
 Cost-effective
 it helps in getting
people's attention.
 It does not apply on
large number of people.
 Largely depends upon
the lecturer.
 It lacks interaction
sometimes
Interactive methods: this is
another method which is
employed by an organisation.
These methods involves
interaction between trainer and
employees. It helps in keeping
trainees attentive and involved.
The main approaches are
discussion, role playing and
demonstrations.
 These methods keep
trainees engaged.
 It facilitates sharing of
knowledge between
employees.
 Feedback mechanism
can be availed.
 Time consuming
 Expensive
 less structured
Hands-on training: these
techniques are experimentation
 Training can be
facilitated on new
 It is an expensive
approach to training.
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oriented and carries a practical
approach which was missing
in the class room and lecture
training approaches.
equipment as well.
 Quick
 applicability to trainees
jobs.
 Not suitable for large
groups.
 Personal coaching can
distract from crucial
tasks.
(Source:- Training methods, 2017)
2.3 Systematic approach to training
It is essential to plan a training event in a systematic manner. The reason for the same is
that it gives due consideration to goals and objectives of the company (Jin and Zhong, 2011).
Systematic approach ensures that training event caters the needs and requirement of the
company. This training tactics ensures that employees in the organisation provided with right set
of tools and knowledge to carry out tasks which are assigned to him.
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Analysis: this is the first step which aims to thoroughly analyse the employee and
behaviour. This is done to identify requirement of training of employees in respect to
organisational goals which needs to be fulfilled with training event.
Design: Now that management is aware about the training needs, a suitable training
programme is to be designed. The designing will take into consideration creation of objectives,
methods, material with which training is to carried out. The location where training will be
carried out will also be finalised.
Development: it refers to the organising stage where necessary inputs and materials are
organised. The use of multimedia tools is carried out so that preliminary set of the same is
created.
Implementation: it is the stage where employees in the organisation are exposed to
training event. The training event is carried out on individuals and their reactions are recorded.
They are provided with suitable tools and materials to improve their performance.
Evaluation: this is the last step of systematic training process. Evaluation is done by
testing or measuring the change which is observed in the behaviour of individual. The results
achieved by the employees can also be taken as grounds for evaluation (Liu, Shi and Cao, 2011).
TASK 3
3.1 Evaluation of induction training program by using suitable techniques
The various technique' that can be used by the management so as to evaluate the methods
of training and development are as follows:-
 CIRO model – The full form of this model is; context, input, reaction and outcome. It is
used as under -
◦ Context level – Through this the trainer will be able to analyse the performance
needs and the results expected from the training sessions. They will know that how
much skill , knowledge and attitude is present in the trainee (WANG, LIU and LI,
2012).
◦ Input level – Through this , the trainer will be able to know that how much resources
they will be using to plan a good training event. It will include planning, designing
and managing the whole training programmes.
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◦ Reaction level – here , the trainer tries to know the reaction of the people who will be
undertaking the whole training process so that they can make essential changes on
time.
◦ Outcome outcome – The outcomes are assessed at the end of the training
programmes and it is seen that whether they have achieved the aim of the training
session or no.
 Kirkpatrick model – This is a very popular model which is used by various companies so
as to analyse their training and development programmes. It is divided into four levels
which are:-
◦ Reaction – Every company wants that their employees should be trained well so that
perform in a better manner. So, after giving the training it is very important for the
companies to take the reviews of the people i.e. whether they enjoyed this training
session or not.
◦ Learning – In this level, it is seen that how much an employee has learned from the
training programmes. Since training was provided to enhance the skills and
knowledge of the employees, so it is assessed that which new skill is learned by the
people (Wang and Yang, 2011).
◦ Behaviour – In this level, the employees are tested and are told to apply their new
learnings on the work they are going in an organisation. With this, the trainer comes
to know that whether the session was really effective and useful or not.
◦ Results – This is the last level in which the employer comes to know about the results
of the training session conducted. Here , it is analyses that whether the objectives of
the training program is achieved or not (Yong-chang, 2012).
3.2 Evaluation of a training event
In order to analyse the training event, HSBC can use various methods which includes :-
 Activity observation – By using this method , the employer can easily analyse the skills
of the employees which they have gained after the training programmes. In this , the
employer gives certain tasks to the employees and then they monitor them very closely so
as to know that the training was really effective for the employee or not.
 Questionnaire – This method can be used when the company wants to know the reaction
of the employees who have received training. Through this, the trainer will ask few
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questions from the trainer like they enjoyed the session or not , it was productive or not
etc.
 Performance Tests – In this, the employees are told to present their newly gained skills
and capabilities. With this, organisation will be able to decide that whether the employee
will be able to perform a particular task or not.
 Interviews – It is considered as one of the most effective method to evaluate the training
session because here the employers conduct direct interviews so as to have a direct
contact with the employees and know their problems and queries.
3.3 Success of evaluation methods
It is very important for the companies to evaluate their training programmes as it is a very
important part of every company. It deals with the employees and helps in increasing their skills
and abilities. In HSBC also, the HR department conducts the training event through which they
train the employees and prepare them for facing the difficult tasks at their jobs. Through
evaluation the company will be able to analyse the merits as well as demerits of the training
event (Yu-fei, 2011). Through this, the stakeholders will also get the opportunity to present their
views and give their feedback on the training and development. The factors considered here are:-
 By examining the quality of products and services delivered by the employees,
 It is to be noticed that the customer services provided matches with the core values of the
firm.
 Ensures that the training session is successful in increasing motivation and efficiency of
the employees.
The policy followed by HSBC in its human resource department helps in boosting the knowledge
and skills of the employees. Similarly, it can be said that there are different organisations and
they use different training approaches. But it is very necessary for the company to assess the
potency of these approaches (Yuan and Yu, 2012).
TASK 4
4.1 Role of government in training and development
Government of UK is playing a very important role in increasing the skills and
knowledge of employees. They provide help in various ways so as to ensure life long learning in
the companies. Through the idea of life long learning, the government will be able to generate
various opportunities that will help the individuals to grow and develop.
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They help in this process so actively as they know that it will increase the value of
economy. They organise various types of training events so as to increase the skills and
capabilities of the people of country. The Role of government is as follows:-
 Creating an HR policy – The government of UK is having the power to make HR policies
for the companies which is compulsorily to be applied on all the organisations working in
UK. It will definitely help them in boosting up the efficiencies and knowledge of the
employees.
 Fund allocation – There are various associations that are working UK government which
provides help to the local companies by allocating funds to them so that they can arrange
a training session for their employees.
4.2 Development of the competency movement has impacted on the public and private sectors
In order to determine the entire quality of employee's job performance, there are certain
programmes launched known as performance management programmes (Zeng-zhou, 2011).
However, evaluation is being done on the core competency of staff members along with their job
skills and competencies. Staff members of HSBC UK. Utilise the jobs skills and core
competencies to perform allocated tasks and objectives.
 Core competencies: Core competencies can be said as basic characteristics, attributes
and other skills. Examples can be said regarding core competencies are communication
skills which are oral and written. Apart from that analytical and critical thinking process,
other capabilities can be like management of time and non biased judgements (Beck,
2011).
 Job Competencies: There are certain skills which are highly required to perform any
tasks and activities in professional career is said to be known as job competencies. They
are related to a specific job line.
 Competencies- Based Evaluation: In order to bring out the actual productive output,
various tools and techniques needs to be applied and among them most important is
competency and Rivalry.
 Competencies- Based Performance Improvement: On the base of results of
competencies based review, employees and management work as team for development
of performance enhancing plan. This kind of plan is utilised in raising up of competencies
level which are the combined efforts of employees and authorities.
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4.3 Contribution of contemporary training initiatives in human resource development
The government of United Kingdom has introduced training initiatives which aimed to
uplift status of human resources in an organisation. Learning method is applicable to public and
private sector enterprises operating in the market of UK. The various programmes which are
designed by the government are vocational programmes which help in improving sector of
human resources which are not performing up to their mark. The department which ensures
development of human resources are department of healthcare, skills and education, work and
industry.
In respect to HSBC, UK the company can be benefited from the training initiatives
launched by the government. The management of the company was motivated to fulfil the
requirement of human capital which has become essential need for the organisation. The
company is providing training and development to its employees so that they are able to fulfil
requirement of wealth and finance to the people of UK. The company employs a right set of on
and off the job training approaches (DENG, ZHANG and LI, 2013). This is supported by ideal
recruitment practice which is helpful in raising a competent workforce. The company is also
supporting apprenticeship programme to which is helping school students to be more employable
and motivate them to opt for banking as their carrier choice.
CONCLUSION
From the above report, it can be concluded that developing Human resource is highly
essential element for an organisation. Human resource can be said as a process in which
management has the duty to provide workforce with the capability to improve the manner in
which operations are carried out. Apart from this, there are certain things which are discussed in
this report like learning styles which needs to be adopted by firm and leaders for effective
outcomes. Moreover, providing training and development sessions to the employees in order to
make them effective workers so that they can give performance up-to expectation level.
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