Styles of Learning and Its Importance in Knowledge Transfer - Assignment
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Added on 2020-07-23
Styles of Learning and Its Importance in Knowledge Transfer - Assignment
Added on 2020-07-23
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HUMAN RESOURCEDEVELOPMENT
Table of ContentsINTRODUCTION .........................................................................................................................1TASK 1............................................................................................................................................11.1 Comparing several types of learning styles..........................................................................11.2 Role and duty of learning curve and its importance of transferring learning at workplace..11.3 Contribution of learning theories and styles when designing and planning a learning event.....................................................................................................................................................1TASK 4............................................................................................................................................14.1 Duty of government in training, development and lifelong learning...................................14.2 Development of competency movement has accomplished on private and public section.14.3 Contemporary training initiatives introduce by UK government........................................1TASK 2............................................................................................................................................12.1 Comparison between training necessarily for employees at different level..........................12.2 Disadvantages and advantages of training methods..............................................................12.3 Systematic approach to plan development and training for a event......................................1TASK 3............................................................................................................................................13.1 Evaluation using suitable techniques....................................................................................13.2 Evaluation of a training event...............................................................................................13.3 Success of evaluation methods..............................................................................................1CONCLUSION ..............................................................................................................................1REFERENCES................................................................................................................................2.........................................................................................................................................................3
INTRODUCTION Human Resource Development identify as a main concept which plays a vital andessential role in each and every enterprise. It concerns with offering learning and training to theworkers in order to increase their abilities and skills that are valuable in their future success andcareer growth. It supports in entire development of HR in an enterprise and gives them long termlearning (Anderson, 2013). It is also determining as a framework for assisting employees in orderto develop their individual and organisational knowledge, skills and abilities in an effectivemanner. This report is based on Sun Court Ltd.; it concerns in property management. Thisassignment covers various styles of learning and its importance in knowledge transfer. This studyalso shown contribution of learning styles and theories in developing and planning learningprogram. Along with this, requirement of training for workers at various level as well asadvantages and disadvantage of different training approach are determined. Use of systematicmethod in designing a training program and role of government in development and lifelonglearning is described in this assignment. Apart from this, competency movement impact onpublic and private sector and involvement of contemporary learning initiatives in HRD is alsodetermined in this project.TASK 11.1 Comparing several types of learning stylesLearning is identifying as an act of getting skills, knowledge, behaviour and values ofpersonas in an effective manner. Basically, it is determining as a process which compacts withwhy, what and how (Aswathappa, 2013). It is important of the individual to increase their basicskill and knowledge on particular subject. There is different learning style but Sun Court Ltdapply sum styles which are describe as below:Kolb’s learning style: This model framed was a David Kolb with aim of enhancingindividual skill in a systematic manner (Kolb's Learning Styles, 2017). It includes mainly fourparts which are determined as below: Diverging learning style: In this, an individual is capable to observe at things from variousperspectives. In nature, this type of person is sensitive. They are able in order to collectnecessary information or data and thoughts to sole issues. 1
Assimilating: This kind of style involves a logical and concise approach. Under thisaspects, innovative concept and idea are more essential than person. These type of people needclear expectation and belief rather than a concrete chance. They are capable to knowingextensive information and conducting it in a logical and clear format. Converging: Under this model, manager of the company has converging acquiring stylecan sort out issue and will develop their knowledge to analysis solutions to real problem. Theymainly desire practical task and lees worried with interpersonal and people aspects. Accommodating: This style is relying and hands on perception rather than judgment.These kind of person use another evaluation and choose to take an experiential and practicalapproach (Bamberger Biron and Meshoulam, 2014). They are mainly concerned to innovativeexperience and challenges and to resounding out new plans. Honey and Mumford style: This model includes four parts of learning which aredetermined as below: Activists learning style: Activist are those people who acquire by doing. They require tolearn their hands filthy effectively and efficiently. They have an approachable way in order todeal with acquiring, containing themselves absolutely and without disposition in innovativeencounters. This learning accomplishments can be problem solving, brainstorming, competition,group discussion, role play etc. Theorists: In this learners acquire a throw out of the coincidental to realise the premisebehind the business activities (Bray and et. al., 2012). They necessitate trusts, ideas and modelswith a particular end goal and objective to contribute in the acquiring process. Like to integrate,break down, drawing innovative data a consistent and methodical hypothesis. Their optimal oflearning actions includes statistics, models, background information, stories, quotes, applyingconcepts in a theoretically way. Pragmatists: These people have the ability observe how to set the knowledge into realpractices in their actual reality. Conceptual recreation and ideas are of embarrassed usefulness;they can observe as ab effective approach in regards to set the thought practically and essentiallyin their lives. Reflectors: These kind of people acquire by contemplating and watching what occurred.They like self-evolution questionnaires, paired discussion, time out, comment from other,observing activities, personality questionnaires, interviews, coaching etc. 2
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