Human Resource Development - Learning Styles
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Added on 2019-12-03
Human Resource Development - Learning Styles
Added on 2019-12-03
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Table of ContentsINTRODUCTION......................................................................................................................1TASK 1......................................................................................................................................11.1 Different learning styles..............................................................................................11.2 Role of Learning curve and importance of transferring learning curve......................11.3 Contribution of learning style and theories at planning training event.......................22.1 Training needs for staff at different level in organisation...........................................22.2 Advantages and disadvantages of training methods...................................................32.3 Systematic approach to plan training and development event....................................43.1 Prepare an evaluation using suitable techniques.........................................................53.2 Evaluation of training event........................................................................................53.3 Success of evaluation method.....................................................................................64.1 Role of government in training, development and lifelong learning..........................64.2 Development of competency movement impact on different sectors.........................64.3 Contribution of training initiatives introduced by UK government towards HRD....7CONCLUSION..........................................................................................................................7REFERENCES...........................................................................................................................8
INTRODUCTIONHuman resource plays an important role in the success of an organisation. Moreover,their development is necessary for business entity to achieve its personal and organisationalgoals. Human resource development helps in enhancing one's knowledge, skills and abilitiesthrough providing training. This report depicts different learning styles that an organisationneeds to follow for enhancing the development of workforce. To enlighten the various toolsand methods of human resource development in this report, Audi has taken intoconsideration. This company is facing the problem of overtime payment during its planningevent. This report emphasises the corrective tools and measures that can be taken byorganization in order to solve the current problem. Further, It defines about the varioustechniques to carry out training evaluation. TASK11.1 Different learning stylesLearning style refers to the theories and techniques that help a person to learn things.Every person has a different way to grasp information. Broadly, there are three learning stylesthat Audi can follow to improve the performance of its employees (Bernstein, 2014).Activist: Under this style of learning, the learner takes actively participation in theprocess of learning. It has an open minded approach of learning. It includes the methods ofrole play, puzzles and competition. Reflector: It describes about individuals who learn by observing other's way ofworking. In the other words, it can be said that people learn by observing and thinking aboutwhat has happened. It includes the techniques of paired discussions, observing activities,coaching and interviews. Theorist: In this style of learning, the learner gains the information by understandingtheories. Their emphasis is on analysing and synthesising the new information. It includesmodels, stories, statistics and background information. Pragmatist: They are the ones who are focused on implementing the abstract ideasinto real world. They work upon experiments, theories and finding new ideas. It includes casestudies, problem solving techniques and discussions. In accordance to this theory, individualsimprove their skills and abilities for the betterment of work (Pedler, 2011).1 | P a g e
1.2 Role of Learning curve and importance of transferring learning curve Learning curve is a curve that graphically represents the increment in knowledge andskills with repetitive work. In the other words, it can be said that a curve used to study thedevelopment of skills relating to a task. It is very important curve to identify the improvementof individuals at the time of performing task. Sometimes it calculates the part of operationsin management. It is also known as efficiency and productivity curve. This curve defines theissues regarding failure to meet goals of an organisation. This curve may be steeper or flatterof an organisation. Flatter curve shows diminished growth where as steeper curve shows fastgrowth. Learning curve of Audi is steeper that shows the fast growth in the improvement oflearning. It is a positive indication of a company that shows progress (McMichael, 2011). Importance of transfer learning to workplaceTransfer learning is a situation in which learning of situation is applied in anothersituation. It helps in increasing the speed of learning of an individual. This may be positive ornegative learning transfer. In positive transfer, previously learned and new skills are used toperform a task. Whereas, negative transfer is a situation in which characteristics of movementmay not be similar. 1.3 Contribution of learning style and theories at planning training eventLearning styles helps in absorbing the information with the help of different methods.It improves the way of working of an individual in an organisation. Learning theories definesat the time of learning how information is taken. Management team of Audi should keep inmind the qualifications of employees (Barbier, 2013). However, the selection of theories andstyles should be accordance with employees. Training improves the skills and abilities of anindividual in order to achieve organisational goals. For example- If an employee is good atretain information through auditory model then the company should create discussionsessions and debates. In turn, it increases the improvement in the work and will lead tobetterment. By following these methods, working efficiency can be get improved. That iswhy, it is important for the planning committee of Audi to analyse the training needs andpatterns. Proper analysis of these can be helped in making inferences regarding for thefurther events. By applying these theories and styles, organisation can find out thenecessities. 2.1 Training needs for staff at different level in organisationTraining provides an opportunity to expand knowledge of employees. It is a crucialpart for the development of organisational success. It is not compulsory to provide training to2 | P a g e
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