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Human Resource Development of Marks and Spencer
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Added on 2020-06-04
Human Resource Development of Marks and Spencer
Added on 2020-06-04
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Human resourcedevelopment
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Comparison of different learning styles...........................................................................11.2 Role of learning curve and significance of transferring learning.....................................31.3 Contribution of learning curve and theories in planning and designing a learning event.5TASK 2............................................................................................................................................82.1 Training needs for staff at different levels in organization..............................................82.2 Advantage and disadvantages of training methods..........................................................92.3 Systematic approach for planning of training and development for the learning event.10TASK 3..........................................................................................................................................123.1 Evaluation using the sustainable techniques..................................................................123.2 Carry out an evaluation of training event.......................................................................143.3 Success of methods used for evaluation.........................................................................15TASK 4..........................................................................................................................................164.1 Role of government in training, development and lifelong learning..............................164.2 Impact of competency movement on public and private sectors...................................164.3 Contemporary training initiatives taken by UK Government contribution to HRD......17CONCLUSION..............................................................................................................................17REFERENCES..............................................................................................................................19
TABLE OF FIGURESFigure 1 Kolb’s learning styles model.............................................................................................2Figure 2 : Honey& Mumford’s learning styles................................................................................3Figure 3 Model of Learning curve...................................................................................................5Figure 4Learning theories model.....................................................................................................6Figure 5 Social learning theory models ..........................................................................................7Figure 6Training needs assessment model......................................................................................9Figure 7 Design cycle....................................................................................................................11Figure 8Kirk Patrick’s model of training evaluation ....................................................................15s
INTRODUCTIONHuman resource development is considered as most important activity that implies to theprocess of hiring and developing the qualified employees so that will more competencies andbecome valuable for organization (Cascio, 2018). Present report is based on the analysis ofpractice of Human resource management in Marks and spencer which is international retailbrand, having its operations in UK and other overseas nations. In this report, there are variousdifferent learning styles have been discussed that need to be managers so that they will be ablethe learning ability of employees at workplace. Role of learning curve to transfer learning to theindividuals working in the organizations have also been evaluated. Training also creates cost forM&S, thus the manager’s needs to conduct training and development programme withinappropriate budget. Further, there creating and evaluation training events are also analysed alongwith the impact of contemporary training event on private and public sector enterprise. Somelearning and training methods have been discussed in this report.TASK 11.1 Comparison of different learning styles.Learning is analysed as the activity that implies acquiring knowledge in order to developand improve the skills and abilities of employees at workplace. Further, it is also considered ascontinuous process that used by the people or employees in order to gain something forincreasing the knowledge, skills and abilities (Albrecht and et.al., 2015). In present context, Asan HR managers of M&S retail store, there are some important learning styles have beenanalysed which can be managers in order to evaluate the ways through which the employees inorganization will able to achieve th experience.Kolb’s learning styleIt is a learning theory that is published by David Kolb’s in 1984. It is also stated by theAuthor that learning comes from the experiences and employees in M&S acquire the abstractconcepts which is applied to any of the situations they face. Below given are the four learningstyles which is identified by Kolb in this particular theory.1
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 andproblem resolution by process of idea generation. Assimilating: It is also considered as watching and thinking approach (Armstrong andTaylor, 2014). These individuals analyse the scenario and various important things butthe 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 thatpracticality. Accommodation: It is also considered as the approach that deals with the practicalitywithin the practicality of the things but employees in this approach are able to gainlearning on the basis of institution rather than logics. Along with this, Honey and Mumford style of learning have also arrived with their own methodafter 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 doingthings and performing the crucial tasks.Theorists: It clarifies the type of people in M&S who are able to understand the learningtheories behind the objectives and tactics (Reiche and et.al., 2016).2
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 alsotry to implement the activities and practices at workplace.Reflector: It reflects the people or employees in organization who are capable to gainlearning 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 theorganization has the two days induction program which equally allows analysing about thestrategies 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 hasexplained the concept of learning curve. It is also considered as graphical representation of theanalyses and performance of learning in an employee or individuals. In present context, As anHR manager at M&S, learning curve has been used while taking tow important situation in to3
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