Human Resource Management & Practices

This assignment delves into the core concepts of human resource management (HRM), encompassing topics such as talent management, performance evaluation, learning styles, and international HRM practices. It requires students to critically analyze various theories, models, and frameworks used in HRM, while considering global trends and challenges. The provided resources encompass textbooks, articles, and online materials that offer insights into different aspects of HRM.

Human resource
development

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison of different learning styles...........................................................................1
1.2 Role of learning curve and significance of transferring learning.....................................3
1.3 Contribution of learning curve and theories in planning and designing a learning event.5
TASK 2............................................................................................................................................8
2.1 Training needs for staff at different levels in organization..............................................8
2.2 Advantage and disadvantages of training methods..........................................................9
2.3 Systematic approach for planning of training and development for the learning event.10
TASK 3..........................................................................................................................................12
3.1 Evaluation using the sustainable techniques..................................................................12
3.2 Carry out an evaluation of training event.......................................................................14
3.3 Success of methods used for evaluation.........................................................................15
TASK 4..........................................................................................................................................16
4.1 Role of government in training, development and lifelong learning..............................16
4.2 Impact of competency movement on public and private sectors...................................16
4.3 Contemporary training initiatives taken by UK Government contribution to HRD......17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

TABLE OF FIGURES
Figure 1 Kolb’s learning styles model.............................................................................................2
Figure 2 : Honey& Mumford’s learning styles................................................................................3
Figure 3 Model of Learning curve...................................................................................................5
Figure 4Learning theories model.....................................................................................................6
Figure 5 Social learning theory models ..........................................................................................7
Figure 6Training needs assessment model......................................................................................9
Figure 7 Design cycle....................................................................................................................11
Figure 8Kirk Patrick’s model of training evaluation ....................................................................15
s

INTRODUCTION
Human resource development is considered as most important activity that implies to the
process of hiring and developing the qualified employees so that will more competencies and
become valuable for organization (Cascio, 2018). Present report is based on the analysis of
practice of Human resource management in Marks and spencer which is international retail
brand, having its operations in UK and other overseas nations. In this report, there are various
different learning styles have been discussed that need to be managers so that they will be able
the learning ability of employees at workplace. Role of learning curve to transfer learning to the
individuals working in the organizations have also been evaluated. Training also creates cost for
M&S, thus the manager’s needs to conduct training and development programme within
appropriate budget. Further, there creating and evaluation training events are also analysed along
with the impact of contemporary training event on private and public sector enterprise. Some
learning and training methods have been discussed in this report.
TASK 1
1.1 Comparison of different learning styles.
Learning is analysed as the activity that implies acquiring knowledge in order to develop
and improve the skills and abilities of employees at workplace. Further, it is also considered as
continuous process that used by the people or employees in order to gain something for
increasing the knowledge, skills and abilities (Albrecht and et.al., 2015). In present context, As
an HR managers of M&S retail store, there are some important learning styles have been
analysed which can be managers in order to evaluate the ways through which the employees in
organization will able to achieve th experience.
Kolb’s learning style
It is a learning theory that is published by David Kolb’s in 1984. It is also stated by the
Author that learning comes from the experiences and employees in M&S acquire the abstract
concepts which is applied to any of the situations they face. Below given are the four learning
styles which is identified by Kolb in this particular theory.
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Figure 1 Kolb’s learning styles model
(Source: Kolb's Learning Styles, 2018) Diverging: Employees in M&S with this learning style believes in feeling and analysing.
Employees with this personality in marks and spencer are imaginative in nature and
problem resolution by process of idea generation. Assimilating: It is also considered as watching and thinking approach (Armstrong and
Taylor, 2014). These individuals analyse the scenario and various important things but
the people in this approach about it logically during the process of learning. Converging: It implies to the employees with the practicality Thus, it is said that
practicality.
 Accommodation: It is also considered as the approach that deals with the practicality
within the practicality of the things but employees in this approach are able to gain
learning on the basis of institution rather than logics.
Along with this, Honey and Mumford style of learning have also arrived with their own method
after making some modifications in Kolb’s learning style activist have been analysed. Activist: It implies to the people in M&S who are able to get the learning through doing
things and performing the crucial tasks.
 Theorists: It clarifies the type of people in M&S who are able to understand the learning
theories behind the objectives and tactics (Reiche and et.al., 2016).
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Figure 2 : Honey& Mumford’s learning styles
(Source: Learning Styles: Honey and Mumford, 2018) Pragmatists: From effective study, these type of people usually practical in nature and also
try to implement the activities and practices at workplace.
 Reflector: It reflects the people or employees in organization who are capable to gain
learning through observing their superiors and thinking about the condition.
Further, from the above it is identified that the M&S uses theorist style learning because the
organization has the two days induction program which equally allows analysing about the
strategies and objectives of company.
1.2 Role of learning curve and significance of transferring learning.
From the analysis, it is analysed that Hermann Ebbinghaus was the first person who has
explained the concept of learning curve. It is also considered as graphical representation of the
analyses and performance of learning in an employee or individuals. In present context, As an
HR manager at M&S, learning curve has been used while taking tow important situation in to
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account. These will also be developed to review the learning of employees and also to analyse
the productivity of employee performing the same task (Marchington and et.al. 2016). Further,
M&S needs to plan the programs of training and development to analyse the several learning
styles of their employees. Further, it clearly determines the ascending or descending order which
is depends upon employee’s performance in relation to acquiring knowledge and skills.
Types of learning
 Individual learning: It implies to the learning in which improvement will occurs when
the employees will repeat the process and also gain skills from their own experience.
 Organizational learning: In this, learning comes in employees from changes in
administration, product design and equipment. They will expect to see both
simultaneously.
Importance of transfer of learning at workplace
It is mainly refers to the ways through which the companies will provide skills,
knowledge and abilities to their employees. Training is the most important methods under which
administration of learning techniques have been done by managers (Sparrow, Brewster and
Chung, 2016). In present context, for using a learning technique in effective way, it is essential to
transfer learning work as the ability of employees at Marks and Spencer. It is considered as
important for M&S to increase their productivity and achieve a competitive advantage over
rivals. Transfer of learning through training methods will provide motivation and self-confidence
to employees for performing better and helps in achievement of organization’s goals and
objectives. Below given is chart that represents the learning curve of employees in Marks and
Spencer.
Further, there are some strategies have been applied by organization in order to promote positive
transfer of learning like:
 To ensure that movement and cognitive requirements of knowledge and skills are similar.
 To ensure that employee will analyse the principle of learning transfer.
 Confirming that employees should participate in analysis of skills.
 Making it sure that workers effective learn original skills first before starting to new
skills.
 M&S will ensure that learning practices should be realistic.
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Figure 3 Model of Learning curve.
(Source: Learning curve, 2018)
1.3 Contribution of learning curve and theories in planning and designing a learning event.
From the effective analysis, it is identified that main of objective M&S behind training is
to make their employees able to work in more effective way. However, induction programmes
are not considered as important until unless they tend to facilitate learning. Feedbacks will be
provided manager to employees that they should help them in successful completion of learning
activities (Brewster and et.al, 2016). Further, there is major contribution learning curve towards
increasing the abilities of employees as it focuses on needs of employees and provides them a
chance to experience new things to achieve the practices of learning. In M&S, training instructor
always keep records of the tasks to be learnt by employees through training programmes and the
outcomes of activities to make sure that it should be relevant as per the job.
Learning theories are organized or set of principles that determine the ways through
individuals will acquire, retain, and recall the knowledge. It is also considered as important for
M&S, to understand the techniques they need to apply for increasing employee’s performance at
workplace.
5

Figure 4Learning theories model
(Source: Kelly, 2012)
Behaviourism: It implies to the acquisition of new or changes in behaviours by associating the
stimuli and responses of employees. It is also considered by M&S in order to make changes in
behaviour of employees towards the organization. Further, theory believes that Knowledge and
skills exists independently and outside the people (Jackson, Schuler and Jiang, 2014). In this, HR
managers of M&S will design learning events to change the behaviours of employees towards
work. For instance Marks and spencer will design a training program in which they organize
activities like Drill/ routine work, repetitive practice, provide bonus points, provide incentive to
employees to participate, Verbal reinforcement and establishing rules etc. It also involves three
different approaches through which the employees will be able to gain knowledge like positive,
negative and punishment.
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Figure 5 Social learning theory models
(Source: Brewster, Mayrhofer and Morley, 2016)
 Cognitivism: Also considered as cognitive information processing which is based on
thought process behind the behaviour. It is based on the idea that humans will gain
learning through internal processing of information. In this, M&S will perform task like
classifying information, linking new concepts in training, organize lecture events,
practical example, discussion, problem solving sessions and case studies etc.
 Constructivism: It believes that learning believes that learning is process in which
people will construct new ideas or concepts that is based on prior knowledge and
experience (Brewster, Mayrhofer and Morley, 2016). In this, M&S will focus preparing
their employees to resolve problems they are facing at workplace. They will use things
like case studies, research projects, problem based learning, Brainstorming sessions,
collaborative learning, discovery and simulations etc.
Further, there is also major impact of learning styles on planning and designing learning
events which is also analysed. For example: If the programmatic style of learning have been
considered by M&S, then it is essential for them to design learning event which complements
that style. In this case, role playing or on the job methods of learning will be applied by
organization as the employees are pragmatic and also believes in practical implementation of
activities during the learning process.
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TASK 2
2.1 Training needs for staff at different levels in organization.
From the research, training is an important process which is organised by different
methods through which the information related to development of an organization and training
needs is collected, analysed and codified to make a base for formulation of plan (Stone and
Deadrick, 2015). In present context, Employees working at different levels in M&S requires
different skills, knowledge and skills as they have to perform different tasks for which they
require training.
Further, training needs are identified by organization in order to analyse the performance gaps
and problems faced by employees at workplace. There are various reasons because of which is
there are decline in performance of employee in M&S like
 No effective training has been provided to employees whom they expect to learn at job.
 Low wages and work is repetitive.
 Poor motivation towards work.
 Poor management of performance.
There are basic levels at which training needs are analysed by M&S like:
 Individual level: At this level, M&S will be able identify training needs by doing an
individual meeting with employees and asking them formally about their on the job
learning requirements. HR professional can also conduct workshops for employees in
particular department to analyse what is training needs of group of employees. Survey of
staff attitude is also an activity in which questionnaire has developed to identify feeling
of employees towards M&S and their place in its that is useful for analysing the training
needs.
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Figure 6Training needs assessment model
(Source: Wilton, 2016) Department level: Performance appraisal is most effective process that involves various
methods through training needs of employees in different departments are identified and
analysed. At first, trait oriented method is effective in which managers will identify needs of
training by analysing personal qualities, attributes and punctuality (Wilton, 2016). Under
result oriented method, M&S will focus on measurable outputs or results of individuals.
Sales figures, customer complaints and gap in actual and expected results are analysed by
manager through in order to analyse the training needs. Further, by observing how
individuals manage the job, managers will be able to analyse competency level of employee.
 Organizational level: Training needs at organizational level are identified by business
strategy developed by managers setting out the company’s future requirements of
workers but it is considered as rare that training need analysis to be identified in strategic
business plan. Further, recruiting, developing and retraining the right employees are
crucial to the successful execution of strategy. HRD is significant in developing
sustainable competitive advantage by using people efficiently and effectively as resource.
2.2 Advantage and disadvantages of training methods
Training method refers to the techniques which are used companies through which
training is to be provided to the employees. In present case, Induction training has been given to
newly recruited employees in M&S for providing them knowledge about the strategies and
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culture of enterprise. Various training methods have been proposed during training programmes
which have both advantage and disadvantage associated with them. Mainly these methods have
been distributed in two categories like on the job and off the job training.
Methods Advantage Disadvantage
Role play and simulation It is beneficial as it provides
an experience to real situation
to the employees.
Further, it is identified as
expensive and time consuming
method.
Coaching It is also considered as one on
one method that increases the
skills of employees at
workplace.
There are is a chance of
Biasness which may affects
the morality and efficiency of
workers.
Mentoring This method is also used for
one on one communication. In
this, mentor teaches the
employees to increase and
develop the attitude of
employees (Cooke, Saini and
Wang, 2017).
Workers will not consider the
mentor or could be bias for
some employees.
Job instructional technique Effective technique that is
used to develop and train the
workers about the task to be
performed on the job. Trainer
provides knowledge to the
employees. Worker of M&S
gets the benefit through in-
depth analysis concepts to the
job process.
For instance, if the steps not
covered by trainers or
employee, it will not result in
repetition of the training from
the inceptions.
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2.3 Systematic approach for planning of training and development for the learning event.
There are several approaches have been used by M&S in order to plan training and
development for designing and developing an effective training event for employees at
workplace.
Figure 7 Design cycle
(Source : Shield and et.al., 2015)
 Aims and objectives of learning: Objective of learning is an explicit statement that
determined the expectation of learner and its ability to perform the task in order to
participate in learning event (Shield and et.al., 2015). In this case, Marks and Spencer also
consider the aims and objectives of employees towards the job and their ability to participate
in learning programme. Further, it will also ensure the expected level of performance.
 Exercise: After the identification of training needs of employees, middle managers of M&S
will also apprise the staff members which are part of their performance management system.
Further, at this company will also draft aims of training programmes along with key
objectives of learning.
 Selection of learning strategy: At this stage, managers needs to design and develop an
effective strategy which is also considered as approach to the delivery of the Human
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resource development. Education, e learning, external training, internal training, planned
development, study tours and self-development are the methods which M&S will select in
their strategy to provide training to employees at different level.
 Assessment techniques: Techniques for evaluation have been selected by managers of
M&S which are used to indicate value for money and impact on intervention of training.
There are two different which can be selected by organization like Formative and
summative. For instance: written test and oral test are two methods which can be used by
company.
 Contents, methods and structure: Content is training has been developed by managers in a
sequence in order in introduce learners to the different stage of operations or process.
Further, managers of M&S also need to select appropriate method of training which usually
match with the starting point. There are at six methods have been used by organization after
analysing there advantage and disadvantage.
Incorporation of learning theory in to design: It is the last stage in which all the learning
styles and theories have been combined which is important to develop a variety of methods in to
the design of intervention (Slocum, Lei and Buller, 2014). Manager will design learning event so
that learning will be able to practice the skills they have learnt and receive immediate feedback
about their performance from the managers. For instance, experimental learning is the methods
that can be incorporated to learning strategies of M&S. Kolb’s learning can also be used by
managers for incorporation of training event.
Thus, these are effective important of design training event which is needed to be
followed by managers of M&S for selection of systematic approach of design of learning event.
TASK 3
3.1 Evaluation using the sustainable techniques.
Evaluation of training is considered as very significant in order to understand the
effectiveness the training program. It includes determination of some important factors like
Methods that are used to evaluate the program, approach for demonstration of requirement of
training program along with the documents which are required to be presented for evaluation of
results of training event. In this case, there are is major significance of evaluation for M&S as it
is evidence based practice that helps to identify the most effective and strategic interventions of
company and also provides accountability to group leadership at workplace.
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Approach: From the effective research, it is analysed that a five tier approach have been used by
managers of M&S to analyse that training program was needed or not (Sheehan, 2014). It
includes things like
Need assessment: At this stage, company will communicate about the results that whether
training program which was conducted was required or not. In present case, induction program
was required to train the employees in M&S.
Monitoring and accountability: It usually deals with the employees of training and services
which has been delivered at the time learning event.
Clarification: In this stage, managers of organization will also concern about the improvements
in training program.
Progress: It is also a stage of evaluation in which the in which manager of M&S will need to
determine the progress the training event through evaluation progress in learning of employees
getting training.
Impact: Further, this approach is considered as long term which usually deals with the evaluation
of impact of training program on the company.
Moreover, there are some important methods have been used by M&S for evaluation which are
as follows:
 Observation: In this, managers will observe the performance of employees after training
and performance report has been developed of the trainee which determine that the
training event has been conducted in order to develop the staff will also provide positive
results.
Feedback: By taking feedback from the trainers and trainees, managers of M&S will be able
determines the position of training event (Bolman and Deal, 2017). They have also achieved
positive feedback from trainers which has provided positive impact on business performance.
 Comparison: Comparison of gaps between the expected level and actual performance
level has been analysed in order to evaluate the training program. This gap between the
performances of the employee determines the improvement level and the effectiveness of
the training.
Evaluation form
Name:
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Age:
Designation:
Department:
1. Up to what extent, the organization use effective techniques for managing workforce?
a) Great
b) Low
2. Does the management believes in providing improvement of employees performance?
a) Yes
b) No
3. Do you think that training programmes needs to be provided by management?
a) Yes
b) No
4. Do you agree that policies of HR department in M&S spencer are effective?
a) Yes
b) No
5. Does organization provides focus on increasing employees performance?
a) Yes
b) No
6. do you have provided any suggestion to management in improving performance.
a) Yes
b) No
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3.2 Carry out an evaluation of training event.
, Kirkpatrick model have been used for evaluation of training event that consist of levels which
are mentioned above:
Reaction: It is the initial level at which the M&S will measure the overall reaction of their
employees towards the training program and usefulness in development of learning as well as
experience (Sikora and Ferris, 2014). They will also analyse the aspect of program that employee
like the most and found useful for them to gain learning and least appreciated aspect of learning
event.
1. Learning: At this level, managers of M&S will make an evaluation of what the
employees have learnt through training event by using methods like quiz competition,
rating scale method and asking open ended questions. It can also include self-report and
test of actual knowledge.
Figure 8Kirk Patrick’s model of training evaluation
(Source: The Kirkpatrick Model, 2018)
2. Behaviour: At this stage, measurement of transfer of knowledge, skills and attitude from
the context of training to practical life experience. M&S will needs to measure behaviour
of employees both before and after the program, if there is a practical experience.
Managers will needs to use survey, focus groups, mentors and staff interviews etc.
3. Results: It also implies of measurement of return on investment or up to what level the
learning event has provided positive results. It can be judged through employee’s
satisfaction and fulfilment of organizational set objectives.
Statement of feedback Ratings
effective techniques 7
management belief 8
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training programmes 7
Effective HR policies 6
increasing employees performance 8
suggestion 7.2
From the above analysis, it is identified that respondents have provided rating of 7
percent to effective techniuques which clearly determines that management Of M&S is using
effective techniques of managing employees. They have also provided rating of 8 to the belief
that of management which stated that management believes in providing improvement of
employees performance. Training programmes are also conducted by the organisation to
improve its employees performance. They have provided less rating to policies of human
resource department which stated that HR department needs to improve their policies of HRD. It
is also considered that organization focus on increasing employees performance.Further,
employees have also provided suggestions to employees for increasing their performance.
3.3 Success of methods used for evaluation
Through effective analysis, it has been identified that five tier approaches has needed to
be used by the managers in M&S in order to demonstrate the relevancy of training event. There
are many questions that need to be answered for evaluation of requirement of training event.
In present case, this approach have stated that induction programme was significant that needs to
be conducted for providing education to employees related to the vision, mission and policies
along structure of enterprise. There are different methods like observation, comparison and
feedback of results for determination of actual performance and the application of knowledge.
Feedback of trainers has provided positive results of training program developed by M&S.
Further, overall information of success of evaluation methods has been conducted to design
training program. Further, the overall rating of training event has analysed as 7.2 and major
problem training that found was the duration of programme. Some employees in M&S have
considered that duration of training was very long and they have got exhausted.
Training programmes are also conducted by the organisation to improve its employees
performance. They have provided less rating to policies of human resource department which
stated that HR department needs to improve their policies of HRD. It is also considered that
16

organization focus on increasing employees performance.Further, employees have also provided
suggestions to employees for increasing their performance.
TASK 4
4.1 Role of government in training, development and lifelong learning.
As per the effective research, it considered that government of every nation have their
responsibility and power to ensure that there should be positive relationship between the
employees and employers at workers. Government is responsible to protect the employees or
individuals from any types of malpractices long with providing welfare and training facilities to
individuals at workplace (Reiche and et.al. 2016). In present case, Government has also involved
itself involved in organizing training and also provides basic knowledge to each employee in
order to meet the standards. M&S is the company with potential in the industry ad requires
government assistance in conducting some training programs like apprenticeship. Further,
national internship training has been used that assist the employers who want the individuals to
take apprenticeship of their organization. It helps us to design the framework for training and
provide them support by organising different training programs.
The Government Office for Science looked at how changes in technology and an ageing
population affect what skills the UK will need in the future. The project also considered how
investment in skills and encouraging lifelong learning can have a positive impact on
productivity.
Lifelong learning is also important methods to promote the transfer of knowledge, skills and
experience at workplace. There is also a council of lifelong learning which helps the employers
of M&S t invest in the development of skills of employees. Further, main aims are the
participation of employees and employers in training and education. Managers in M&S also have
some strategic objectives which are mentioned above:
 Encouraging the employers for increasing investments in training.
 Providing reliable and effective labour market knowledge to the employers.
 Development relevant learning and skills solution (Brewster and et.al, 2016).
 Needs to enhance quality of learning program.
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4.2 Impact of competency movement on public and private sectors.
Competency movement is considered as revolution of organization towards getting
competitive advantage over its rivals like TESCO and ASDA etc. This movement has also
affected both the private and public sector enterprises in UK. Further, there are some important
factor that needs to include by organization in order to make the workers more competent. Job
description is also considered as total evaluation of roles and responsibilities in at type of job that
needs to be evaluated. Their various training programmes have been selected by organization in
order to gain competence over rivals. A private sector enterprise like Deloitte makes high
evaluation of training and analysing improved performance of employees. Induction programmes
are not considered as important until unless they tend to facilitate learning. Feedbacks will be
provided manager to employees that they should help them in successful completion of learning
activities. Further, there is major contribution learning curve towards increasing the abilities of
employees as it focuses on needs of employees and provides them a chance to experience new
things to achieve the practices of learning.
Further, the competitencies which are required to performed the jon have increased like
technological skills, communication skills, conceptual woark understanding , experience and
practical knowledge along with market understand as well as understanding of customer
perception.
4.3 Contemporary training initiatives taken by UK Government contribution to HRD.
There are various training initiatives has been taken by the Government Office for
Science of United Kingdom for providing support to the small and medium level organizations
by proving training to their employees. For example, there are training events has been analysed
and initiated by manager of M&S like people standard, National communication qualification,
skills, training and national training awards etc.
 Investors: It is also considered as framework which has been provided the standards of
the company for managing the employees (Stone and Deadrick, 2015). In this, manager
has hired the training event to their employees.
 Government Office for Science: Further, it is also considered as qualification that needs
that has been considered as ability enterprise.
 Training and train gaining: these programmes that needs to reconsider by employees at
workplace.
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 Train gaining: These initiatives have been funded initiative for training of employees
towards the employees’ is considering the fact (Wilton, 2016).
Thus, it can be said that these training initiates needs to be develop employees in every
organization at different levels.
CONCLUSION
In this report, it has been concluded that human resource management is an important
activity that performed every business enterprise like M&S in order to recruit and manage the
qualified employees at workplace. Learning is analysed as the activity that implies acquiring
knowledge in order to develop and improve the skills and abilities of employees at workplace.
Training is the most important methods under which administration of learning techniques have
been done by managers. Further, Learning theories are organized or set of principles that
determine the ways through individuals will acquire, retain, and recall the knowledge. It is also
analysed that manager in M&S needs to use effective methods; techniques and approaches in
order to fulfil the training needs of employees and provide them knowledge, skills and ability.
19

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