Human Resource Development Assignment HRD

Added on - 29 Apr 2020

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Running head: HRD0Human ResourceDevelopment In Action
HRD1Table of ContentsIntroduction................................................................................................................................2Task 1.........................................................................................................................................31.1 Learning Styles’ Comparison...........................................................................................31.2 Role of Learning Curve and Significance of Learning Transfer in Workplace of Tesco41.3 Significance of Learning Theories and Styles While Designing and Formulating aLearning Event for Tesco.......................................................................................................5Task 2.........................................................................................................................................62.1 Comparing Training Needs of Employees at Different Level.........................................62.1 Advantage and Disadvantage of Different Types of Learning Styles..............................62.3 A Systematic Approach to Planning a Training Event for Tesco....................................7Task 3.......................................................................................................................................103.1 Evaluation Form to Determine the Staffs’ Learning Outcome......................................103.2 Analysis of the Response Collected Through the Evaluation Form..............................113.3 Assessment of the Success of Evaluation Form.............................................................12The Future of Skills and Lifelong Learning in the UK............................................................13Conclusion................................................................................................................................16References................................................................................................................................17
HRD2IntroductionHuman resource department is a function within a corporation which focus on managing,recruiting and directing the people who work in the company. This department deals withissues regarding performance, compensation, development, safety, incentives, motivation,training and many others. The primary focus of HRD is to select the right person for the rightjob. It fills the bridge between management and employees and also resolves organisationalconflicts. The HRD plays a strategic role in supervising and directing the human capital andenvironment of a firm, to assist in the achievement of its objectives.This report will focus on the HRD of “Tesco PLC” and provide planning regarding thetraining and development of its staff. Tesco PLC is a British international retail and generalmerchandise company which was incorporated in 1919, and they have more than 476,000employees in their 6553 stores. The report will plan and design a training and developmentmodel for the employees of Tesco. Further, the report will evaluate and review the success orfailure of the training event.
HRD3Part 1Task 11.1 Learning Styles’ ComparisonBased on the knowledge and skill of the learners, Tesco can adopt suitable learning style forits employees. Four learning styles can adapt by Tesco which will assist in improving theiremployees’ productivity, which includes visual, read-write, auditory, and kinaestheticlearning style (Yamazaki, 2005).Learning stylesConceptVisual learning styleVisualising the concept and theories oflearning makes it easier for the employees tounderstand and retain such information.Tesco can use charts, graphs, video or othervisual imagery to train their employees(Gilakjani, 2011).Read-write learning styleTesco can also use books, articles, journals,or other written sources to provide an in-depth view to their employees regarding aparticular task (Fleming, 2009).Auditory learning styleThe hearing and listening ability is a primaryrequirement for better understand a particulartask. The employees are required to activelisten to the instruction or process providedby the trainer (Akbulut and Cardak, 2012).Kinaesthetic learning styleThis style uses role play, physical activitiesor real machines to teach the employees aspecific task. Physical interaction of learnersis the critical requirement of this learningstyle (Gilakjani and Ahmadi, 2011).Along with individual learning style, the organisational learning styles also necessary for thedevelopment of a company. As per Schmeck (2013), the individual learning style providestraining to employees to improve their productivity, and on the other hand, organisationallearning style includes training that is necessary for the efficiency of business operations.
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