Sustainable Development Strategies

This assignment delves into the crucial topic of sustainable development strategies. It examines various perspectives, including those on human capital development, organizational competitiveness, and the role of multinational corporations in fostering sustainable practices. The analysis draws upon a range of academic sources and research findings to shed light on the complexities and challenges associated with achieving sustainable development goals in a globalized world.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different type of learning style.............................................................................................1
1.2 Role of learning carve and importance to transferring learning at workplace......................2
1.3 Contribution of different styles and theories for planning and designing of a learning
curve ...........................................................................................................................................3
TASK 2 ...........................................................................................................................................4
2.1 Need Of training at different level........................................................................................4
TASK 3............................................................................................................................................7
3.1 Model of evaluation form and employee's feedback about trainer.......................................7
3.3 Reviews of evaluation form..................................................................................................8
TASK 4............................................................................................................................................9
4.1 Role of government in training development and lifelong learning procedures...................9
4.2 Impact of development of competency movement on public and private sector..................9
4.3 Ways of contemporary training initiatives has contributed to HRD for PRIMARK..........10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11
Books and Journals...................................................................................................................11
Online........................................................................................................................................13

INTRODUCTION
Human Resource Development is an indispensable process of overall organisational
growth. This will helps in enhancing performance effectiveness and efficiency of workers
through training and development process. Company and government unites together to deliver
the best skill development programs for employees of company to strengthen their KSA
(knowledge, skills and abilities). This includes all opportunities and aspects for employee
identification, mentoring and career expansion programs. UK government has made it obligatory
for all the institutions to conduct plans related to development of employees. The PRIMARK
have an objectives to generate employee's faith and loyalty to perform better for attaining visions
and missions of an organisation. This company was found in the year 1969 and is a large
organisation in retail sector. It deals in food products and luxury clothing having 325 stores
across the world. Out of these, 185 are in the UK and rest are in other part of the countries.
Proper training events are organized with the motive of lending learning opportunities at
minimum cost. Company also focuses on devoting short term as well as long term goals with
having various types of programmes for the workforce according to their planning.
TASK 1
1.1 Comparison of different learning styles
Different organizations adopt various learning styles which aim at increasing learning
opportunities so that their career growth can be uplifted. Basically, learning concepts are related
with employee's values, preferences skills, and knowledge. Different researchers have expressed
about various theories which can be used by the learning process. They have mentioned about
learning styles concentrated for the best adaptability. Different researchers have described 4
types of learning. The two theories are discussed as below: -
Honey Mumford style Kolb’s learning style
Activist- These are those who want to
experience new things and facts. They do not
care about the outcomes that will be obtained.
Divergence- These include people who are
patient by their nature and do not react to
issues. They have different artistic skills and
firstly examine the situation and react
accordingly.
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Reflectors- In this learning style, people are
highly cautious in their approach and give
attention to identify the root cause.
Assimilation- Workers are concentrated on
logical and conceptual thinking. They focus on
improving the results and quality of work.
Theorist- These are those people who perform
experiments and develop new theories and
aspects from observation.
Convergence- Those people want to focus on
practical work.
Pragmatist- They are the one who follow
distinct theories which are never used in real
time earlier.
Accommodation- It states about instincts and
inner feelings instead of practical reasoning.
1.2 Role of learning carve and importance to transferring learning at workplace
Learning curve is adopted by company to track record of employee’s improvement after
training and development session or set period of time. It is responsibility of managers to provide
attention on gaps that may arise between set standard and actual performance. This helps them to
identify causes of problems so that it can be solved in an effective manner. In order to achieve a
better performance level, every learner has to execute the learning aspects that he has learned at
his workplace or in training session. It is also known as a progressive curve.
Role of learning Curve
 Decrease in cost- With the increase in worker’s performance, company’s cost
reduces as it helps in attaining a better position in financial terms.
 Increasing employee efficiency- It ensures company that their workforce will
have a higher level of efficiency and performance against the set target.
 Cost forecasting- Production planning leads to the forecasting of potential cost
that may be incurred in the future. Hence, managers have to organize the
resources accordingly.
 Production planning- Learning curve helps the organisation to plan out for
production related to various functions and services. It also helps managers to
identify capabilities of people which can be handled easily.
Importance of transferring learning at workplace:
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 Enhanced problem solving- Learned person is always able to develop the better problem
solving skills. Proper utilisation of funds- Learning helps the firm to perform different tasks with more
concentration. It helps the mangers to use resources in an optimum manner.
 Adding more value- Continuous learning helps the employee in carrying out their work
with utmost attention and efficiency.
1.3 Contribution of different styles and theories for planning and designing of a learning curve
Learning is an important part of organisation which targets in developing learning skills
in the best suitable manner. It also aims in granting various tasks in PRIMARK for
accomplishing the set objectives and targets. This function helps human resource manager to
concentrate on improving coordination of employees, interpersonal ability and increasing their
working capacity. By conducting this process, each individual can learn and apply different tools
and advanced technologies effectively and efficiently. All of these aspects have to be adopted to
render learning according to requirements of organising training and development programmes
in company to fulfil need of employees. Considering this, they can adopt various learning style
related to employee needs i.e. Kolb Style and Honey learning style. Some of the Contributions
are marked below-
 The theories helps in giving efficient and theoretical ideas for learning process in the
organisation and all data are gathered which helps in planning process.
 Proper training and development schedules are applied in order to meet the company's
demands and requirements (Zainal, 2017). They also provide proper guidance for
achieving the final goals and objectives in consideration with ethical values.
 Learning theories assist the leaders in ensuring that workers are able to perform the
learning process at their best. On the other hand, learning style process helps managers to
understand different aspects in a effective way.
 Planning and designing of learning curve ensures proper running of organisation system
and helps in maintaining the balance between employee and employer which is essential
in achieving goals.
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TASK 2
2.1 Need Of training at different level
Training is a critical element of a enterprise at every level of management. Manager and
employee need training process to enhance skills in order to cope up with the dynamic business
environment. This is also useful in extending the co-ordination in work process and eventually
focus towards achieving their final goals.
Upper level- PRIMARK face serious competition in the market area so that they can
apply efficient decision and market planning process which leads to the achievement of set goals
(Crouch, 2011). This level comprises of management executives like senior members, board of
directors etc. Therefore, they need training to study the dynamic market scenario so that they can
make effective guidelines and strategy for the industry in an systematic manner.
Middle level- under this level of management training is required for arranging various
tasks in co ordination among different level. The role of manager in the company is to influence
the workers to increase the productivity and value (Telfer and Sharpley, 2015). This level
includes subordinates to top level of management who give systematic matching among all
levels.
Lower Level- This level comprises of the workers which includes supervisors, skilled
labour whose work is to perform the manufacturing work properly. Hence, training plays a vital
role in increasing their skills and provide proper guidance in performing the task in proper
manner.
Hence. PRIMARK suspect that training and development programs will surely helps in
increasing the capacity and capabilities of employee which finally help the industry to achieve
growth in both internal and external environment.
2.2 Advantages and disadvantages of training methods
HR managers of every organisation adopts various different types of training methods
which helps in providing effective ways of skill development approach to their employees. There
are diverse training methods available which are given below-
On the job training method- This method is very much essential and productive as it
benefits the business by implementing proper knowledge and skilled employee in production
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unit(Dao, Langella and Carbo, 2011). There are various positive and negative aspects of on the
job training methods are given below:
Advantages Disadvantages
For increasing multi skills in the workers with
practical knowledge and tools.
It led to decrease in productivity as it is
considered as time consuming task.
It is a simple training method which helps
people to perform their work and learning
process and learn from their results.
This method is very costly and may disturb the
financial structure of the company.
Off the job training method- under this training method process is conducted through
group discussions, lectures, presentations and other techniques.
Advantages Disadvantages
It does not consume much time as no
production activity and practical work is
involved.
It is a costly method as it involves arrangement
of class room studies.
Production process is performed on theoretical
analysis so there is no need of practical work.
Production work stopped due to lack of work
stations.
Apart from these factors they are giving practical knowledge about the manufacturing
process, also there is a good chance of learning while working. This will finally upgrade the
image, growth and productivity in both future and current market.
2.3 Systematic approach for planning and evaluating training
company are incline to follow the togetherness approach for structuring training of
organisation in order to enhance their workers in an effective manner. There are systematic
approach which are as follows:
Objectives of training- Every training process has certain objectives which is perform to
achieve those goals but they differentiate the types based on the training to be given to certain
employees. Mangers try to conduct the training process inside the office area so that less money
is spent and proper control can also be done.
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Action plan for training- The action plan which is drafted includes different types of
proceedings like learning, skill enhancement, instruction designs and many more (Demerouti and
Bakker, 2011). The company simply focuses on selecting various training practices and styles so
that they can be able to solve the training problems in a favourable manner.
Training initiative- Initiative is an idea in which the company adopts bes-test practice
for imparting training to the employees which would be a productive affair. They must consider
on giving new ideas in employers mind.
Evaluating Training- It is a final step in training process where leaders oversee each and
every employee. In this managers play a very important role in assessing the whole process,
which provide them help in evaluating the capacity and capability of any organization in order to
stand in the competitive market place.
PRIMARK carry out training programmes very properly and sincerely which positioned
them in the global market. They have maintained their policy from last years so there is not much
illegal things presented about the company.
TASK 3
3.1 Model of evaluation form and employee's feedback about trainer
Training and learning programme must be conducted after joining for new employees so
that they can understand the criteria or working in an organisation. Human resource department
has a task to do recruitment of candidates regarding fulfilment of vacancies in enter prise
(Dörrenbächer and Geppert, 2011). Evaluation of training is necessary to know about benefits of
learning which had provided to employees as well as it will also indicates effectiveness of
trainer. PRIMARK is always very punctual to render several training programmes to enhance
skills and abilities of workers which reflects outputs of future. It is helpful for both professional
and personal career. This firm evaluate its learning of staff members by several ways:-
Reaction: They will try to collect feedbacks of workers about training programmes
whether it is appropriate or not in respect of learning and benefits of the same which are felt by
employees. This will helps to improve trainers skills or training strategies of company in future
so that investments on such activities impacts more profitable.
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Learning: It is all about the experience gain of workers during such activities should be
checked through several kind of testing like calculate the performances before and after training
and then compare them to know about exact output of such programmes.
Behaviour: Sometimes, after providing education or learning people seems to be behave
in different manner. It may be positive or negative which reflects the effect of training activities
in performance as well as behaviour.
Result: These programmes will help to improve productivity, increasing efficiencies of
workers, enhance speed of working and so on.
3.2 Analyse the responses to evaluation form
The feedbacks of workers are needed to be checked to analyse the problems or threats of
training programmes so that they will overcome with all issues in future to have better output
from forthcoming learning activities in organisation (Gable and Wolf, 2012). PRIMARK try to
work on employee's feedback about such processes to boost up effectiveness of the same so that
it will become more beneficial in future for company as well as individual.
Develop an evaluating form: Certain forms have to be maintained in respect to criteria of
training regarding goals or objectives of the same. Several necessary aspects should be
mentioned there like trainers efficiency or behaviour, learning benefits felt by employees and so
on.
Identify performance measures: PRIMARK have a criteria to first set standards of
desired performance and then observe actual performance to compare both in respect to
responsibilities of proper designation.
Provide guidelines for feedbacks: This aspects have an important role to collect
information about effectiveness of learning activities conducted by organisation. These are as
follows:-
 They can mention their views in measurable form.
 Ask for suggestions to boost up such programmes.
 Response positively to their ideas or views.
Set the schedule for evaluation: Regular meetings or seminars should be conducted to
get together with employees and ask them for prepare some events or something in which they
will learn to enhance efficiencies (Singh, 2011). PRIMARK renders several programmes of
learning to staff members which are beneficial regularly.
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3.3 Reviews of evaluation form
everything should be re-check to identify threats and issues in particular activity to solve
them so that an enterprise will not suffer from loss of money as well as other resources.
Similarly, training or learning procedures are also plays an important role in respect to boost up
employees deficiency and effectiveness of organisation in market. PRIMARK prefers to identify
and analyse these issues by superiors opinions and workers views about the same so that
implementation of changes will be appropriate in respect to training or induction provides to staff
members. It is necessary to do focussed work on facts because opinions may be due to personal
biasses also. The human resource department have to analyse need of increasing profitability and
efficiencies of workers in company and to collect choices of better creative or innovative ideas
they can use views or opinions of manpower to apply appropriate changes (Hakansson, 2015.).
But they have to solve genuine problems of workers so that they are able to work more
effectively. Evaluation have a significant role to observe benefits of changes applied and try to
make them much better by improving several criteria of conducting events or training
procedures.
TASK 4
4.1 Role of government in training development and lifelong learning procedures
As it is very well known that a country become strong in respect of having money and
employed people because this will make it more strong amongst the world which is really
beneficial in several aspects. To expand economy UK government provides different training
and development programmes compulsorily to people so that it will renders benefits or profits to
industries as well as employees. They have a focus to develop both professional and personal
lives because profitable companies can make economy strong and employees can build a
successful enterprise (Harrison, 2012). All of these aspects are inter related to each other having
a direction to achieve profits to an individual, organisation and government as well. Moreover, to
achieve such benefits UK government applies several trainings plans are given below:
Community learning and development: This procedures is applicable for all department
or sectors as it helps to improve efficiencies and abilities of workers which results to boost up
performances (Pearce, Barbier and Markandya, 2013.). It provides chance to exchange their
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innovative ideas and opinions of common interests which can help to maintain working ability
by adopting several techniques.
National occupational standard: It can be defined as desired standards of performances
in respect of designations are decided by them to achieving effective work in enterprises. It
impacts positively for every department of corporate world.
Departmental qualification strategies: This will have training or learning procedures
which are on particular qualification abilities of people which facilitates to attain expertise in
specialised filed.
Skill funding agencies: These are all kind of small firms which renders training funds to
organisation so that they will not avoid these procedures to be conduct for saving their capital or
time. This is to make mandatory force for regular education activities for employees.
4.2 Impact of development of competency movement on public and private sector
The factor of competency is necessarily achieved by increasing quality of products,
efficient service and innovative changes. Several organisation will try to put their efforts to
improve competency to boost up features or characteristics of goods to satisfy their clients. It is
well known that if companies will increase their profitability then definitely they can contribute
directly to the economy of country (Hollifield, Martin and Orrenius, 2014). Again to gain this
kind of vision, it is important to overcome with threats of performance of workers to enhance
their working ability for attaining better output which is profitable for firm, as well as economy
of the country. PRIMARK is also work on such aspects to improve competencies.
Core competencies: This is explained as to render additional information by unique
methods to clients of specialised field to grab varieties of market. It will become profitable to
make strong position of goods or services in competition of market.
Job competencies: It is all about specialised qualities and efficiencies which are
necessary to bear for doing particular work in a company (Kagitcibasi, 2013). It includes abilities
and skills which is needed to perform roles and responsibilities of particular job assigned to
people.
Competency based performance Improvement: Companies have to focus on
performances of employees to improve competencies to gain profits. It is important to boost up
working abilities of workers by conducting several plans of learning.
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Benefits: It can increase sales and profits of firm, improve efficiencies and skills of
employees, boost up future profitability and maintain strong economy of country. This will helps
to increase goodwill of brand in market and people understands value of particular company in
respect of features of product or services.
4.3 Ways of contemporary training initiatives has contributed to HRD for PRIMARK
The rules implemented by UK government are really helpful for organisations
considering training and development procedures are mandatory for all k8ind of firms whether it
is small or large and public or private. Sometimes firm delay these activities due to several
reasons which impacts negatively on career of an individual and firms so that government of UK
provides regular funds for such programmes to be conducted compulsorily in every organisation.
It will help to enhance or expand the abilities and knowledge to boost up efficiency of human
resource because they backbone of organisation to achieve success which is reflection their hard-
work (Ostrom, 2011.). UK government renders several procedures of learning which are able to
fulfil desires of every departmental aspects in respect of training. It is important to improve
economy of country as well as profits of individual or firms simultaneously. It basically have a
role to increase qualities and features of final goods to gain satisfaction of customers.
CONCLUSION
This assignment had concluded form the above discussion that human resource
department has several aspects to fulfil from the very beginning of recruitment to maintain
performances of employees by providing them desired training or learning. These activities will
help them to enhance skills and abilities to boost up their performances to attain more profit
which can impacts positively on economy of country. It is also important to increase
competencies by implementing certain strategies to which are suitable for company as per
current situation. PRIMARK works on all these aspects to improve its profitability by conducting
suitable learning programmes as per requirement. Government of UK is provided all kind of
training funds as well as prepare several programmes to render benefits for corporate world. It is
mandatory to organise such activities regularly by government and to make it successful, they
provides funds also.
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REFERENCES
Books and Journals
Alarcon, G.M., 2011. A meta-analysis of burnout with job demands, resources, and attitudes.
Journal of Vocational Behavior. 79(2). pp.549-562.
Altieri, M. A. and Toledo, V. M., 2011. The agroecological revolution in Latin America:
rescuing nature, ensuring food sovereignty and empowering peasants. Journal of
Peasant Studies. 38(3). pp.587-612.
Bakker, A. B., Albrecht, S. L. and Leiter, M. P., 2011. Key questions regarding work
engagement. European journal of work and organizational psychology. 20(1). pp.4-28.
Bass, S., 2012. Sustainable development strategies: a resource book. Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Conway, G. R. and Barbier, E. B., 2013. After the green revolution: sustainable agriculture for
development. Routledge.
Crouch, G.I., 2011. Destination competitiveness: An analysis of determinant attributes.
Journal of travel research. 50(1). pp.27-45.
Dao, V., Langella, I. and Carbo, J., 2011. From green to sustainability: Information
Technology and an integrated sustainability framework. The Journal of Strategic
Information Systems. 20(1), pp.63-79.
Demerouti, E. and Bakker, A.B., 2011. The job demands-resources model: Challenges for
future research. SA Journal of Industrial Psychology. 37(2). pp.01-09.
Dörrenbächer, C. and Geppert, M. eds., 2011. Politics and power in the multinational
corporation: The role of institutions, interests and identities. Cambridge University
Press.
Gable, R. K. and Wolf, M. B., 2012. Instrument development in the affective domain:
Measuring attitudes and values in corporate and school settings (Vol. 36). Springer
Science & Business Media.
Hakansson, H. ed., 2015. Industrial Technological Development (Routledge Revivals): A
Network Approach. Routledge.
Harrison, R., 2012. Employee development. Universities Press.
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Hollifield, J., Martin, P. L. and Orrenius, P. eds., 2014. Controlling immigration: A global
perspective. Stanford University Press.
Kagitcibasi, C., 2013. Family, self, and human development across cultures: Theory and
applications. Routledge.
Ostrom, E., 2011. Background on the institutional analysis and development framework.
Policy Studies Journal. 39(1). pp.7-27.
Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics and
environment in the Third World. Routledge.
Singh, J. P., 2011. Human Resources of North-Eastern India.
Telfer, D. J. and Sharpley, R., 2015. Tourism and development in the developing world.
Routledge.
Zainal, Z., 2017. Case study as a research method. Jurnal Kemanusiaan. 5(1).
Online
Learning curve, 2017. [Online]. Available through <http://policonomics.com/learning-curve/>
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