This report focuses on the importance of human resource development at HSBC Bank of UK. It covers designing induction training programs, learning styles, training needs at different managerial levels, evaluation techniques, government's role, and impact of competency assessments.
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Contents Introduction................................................................................................................................4 Task 1.........................................................................................................................................5 A) Design an induction training programme to take into account individual learning styles and compare different learning styles [P1.1; M1]..................................................................5 B) Explain the role of learning curve outlining the importance of transferring the learning to workplace environment giving examples of HSBC [P1.2]................................................6 C) Assess how the understanding of learning styles and theories contribute to the designing of the induction programme for HSBC [P1.3, D1]................................................................7 Task 2.........................................................................................................................................8 A. List and compare the training needs of managerial staff employed at HSBC at different levels (e.g. junior, mid-level and senior), focussing on the needs of less experienced managers versus senior managers [P2.1]...............................................................................8 B. Assess the advantages and disadvantages of the training methods you propose to use during the training course [P2.1, M2]....................................................................................8 C. Based on the areas of training needed, use a systematic approach to plan a training and development programme for the event [P2.3, D2].................................................................9 Task 3.......................................................................................................................................11 A.Prepare(developaplan)onevaluationoftheinductiontrainingprogramme, highlighting the evaluation techniques you would use [P3.1].............................................11 B. Carry out an evaluation of the effectiveness of the training event based on the aims and objectives of the training event and review the success of the evaluation methods used [P3.2, P3.3, M3]...................................................................................................................11 Task 4.......................................................................................................................................13 A. Explain the role of government in training and development in the UK, including lifelong learning [P4.1]........................................................................................................13 B. Explain how the need for competency and skills assessments has impacted the public and private sector organisations [P4.2]................................................................................13 2|P a g e
C. Assess how the contemporary government’s initiatives on training and development have contributed the human resource development in the UK. [P4.3, D3].........................14 Conclusion................................................................................................................................16 References................................................................................................................................17 3|P a g e
Introduction The main purpose of this assignment is to provide the reader with the essentials and the need for human resource development in an organisation. For this purpose, HSBC Bank of UK has been chosen by the author. The assignment has been divided into various segments which will help the readers to gain insights on various elements, theories and learning styles of human resource development. HSBCisafinancialinstitutionoperatinginthebusinessenvironmentofUKwhich commenced their operations the year 1865. The company has been identified as one of the largest banks of the world which performs various banking activities such as banking and wealthmanagement,globalbanking,commercialbanking,privateandglobalbanking services etc. the employee pool of the company is huge and it employs around 50000 people in UK itself. It is important that the company develops their human resource in order to increase the performance of the bank as well as of their employees for which the company undertakes various training and learning programmes. For this purpose, it has been identified that the bank also invests a large sum of money in the human resource development activities. Image source: Brown (2018) 4|P a g e
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Task 1 A) Design an induction training programme to take into account individual learning styles and compare different learning styles [P1.1; M1]. Day 1 (Attending employee orientation programme on the first day of work) TimeLocationTopicPerson 9:00 AM- 3:30 PMTraining hallBakingIndustryof UKanddescription of job roles ExecutiveDirector/ Branch Head Day 2 (First day in respective departments) TimeLocationTopicPerson 8:30 AM- 9 AMTraining hallWelcome to the department Trainingschedule overview Branch Head 9 AM – 12:00 PMOrientationofdepartmentand company Role/missionof department Thefunctionofthe respective department Job title and description Expectationsregarding performance Probation period Guidelines and dress code Modeoftransportfor variousdestinationsto come to office Structureofreporting (Presentationof organisational chart) Duties and responsibilities overview Overview of the position of the employee Supervisor 12:00 PM- 1:00 PMCafeteriaor nearby restaurant LunchWithteam membersor supervisor 1:00 PM- 2:00 PMSimilar position overviewFriend 2:00 PM- 3:30 PMRequest process trainingReceptionist 4:30 PM- 5:30 PMRecapofthetrainingwiththe supervisor Supervisor 5|P a g e
Comparison of different learning styles: it has been identified that each and every person is unique in various ways which make it essential to adopt a different learning style for each of them. Thus in HSBC, the employees are categorised according to their learning patterns with adoption of styles of learning which might be suited by them. Provided below is the description of various learning styles of various employees which are used in HSBC. This has been done by using Henry and Mumford’s model of learning (Stojanovska et. al., 2015). Activists:people who learn by doing things. Theorists:these people learn by understating the theory and the reasoning behind it. Pragmatists:Pragmatistsare thepeoplewho understandthingsby methodof maintaining practical behaviours. Reflectors:There are the employees that try to learn things by visualising and observing and also by thinking about the situation. It has been identified that the approach that is used by HSBC is theorist’s approach to learning. The company undertakes a two-day induction programme which enables the employees to know about the company and their aims and objectives. In this case, theoretical knowledge has been provided (Stojanovska et. al., 2015). B) Explain the role of learning curve outlining the importance of transferring the learning to workplace environment giving examples of HSBC [P1.2]. The concept of learning curve was first explained by Hermann Ebbinghaus. It can be defined as the graphical representation of the performance of an individual’s learning. The learning curve is generally used in two important situations i.e. to review the learning of the employees or to review their productivity in the firm. Image source: Intropsych.com. (2018) 6|P a g e
Role of learning curve:Learning curve is the representation of the performance of an individual which can help the employee to gain knowledge on the position of employee in the learning process. The development of the skills of employees is not merely done by the method of transferring skills but by effectively monitoring the learning of the employee and drafting learning points at each step. Importanceoftransferringknowledge:Transferringoftheknowledgehelpsthe management of company to make the employee get insights about the organisation which in later stages help in development of the skills of the employees. The transferring of knowledge should be done in a systematic manner for which almost every organisation makes use of the training method. In case of HSBC, it has been identified that the company uses the method of induction training. This help in forming a strong foundation of the employee (Argote, 2012). C) Assess how the understanding of learning styles and theories contribute to the designing of the induction programme for HSBC [P1.3, D1]. According to Riding & Rayner (2013), various styles of learning and theories help the company to transfer knowledge to employees in different ways and also it helps the employees to make use of various ways in order to gain knowledge. It is thus important for the company like HSBC to adopt a learning style as it is not possible for the company to induce learning in every employee by a single method. It is required by the company to choose from a varied option of learning styles in order to transfer knowledge to the employees. The type of learning event is determined by the choice of learning style and designing of a learning event can only be done after the management has chosen a learning style. The theories of learning provide assistance in knowing that which learning style is relevant for a particular event or for a particular purpose. It is important for the trainer to identify learning style of the employees by the method of observing their behaviours and then deciding the learning event (Riding & Rayner, 2013). In this segment, a relationship between the learning theories and models and learning style has been studied and discussed which will help in identification of the learning style suited for a specific learning event. If the company chooses pragmatic style of learning then the method of training chosen should complement that style of learning for which it is essential to embed learning among the individuals by the method of providing practical experience to the employees (Entwistle & Ramsden, 2015). 7|P a g e
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Task 2 A. List and compare the training needs of managerial staff employed at HSBC at different levels (e.g. junior, mid-level and senior), focussing on the needs of less experienced managers versus senior managers [P2.1]. It has been identified that the training of employees differs at each and every level and in every department. This is because of the needs of the employees in various departments which is not the same. In this segment, the training needs at different levels of management and in different departments have been specified: Senior level managersJunior level managers Management levelAsthecompanyisfacing many changes it is essential thatthestrategicplanning should be done regarding the functionsofthecompany. Trainingforstrategic planning should be provided to these employees. Thelowermanagement employeesatthislevel should be provided with the trainingtodeveloptheir skills and remain committed to their tasks and duties. Operational levelAttheoperationallevelof thecompany,HSBCis recruitingnewemployees and it is thus essential that theseemployeesofthe company should be given the trainingregardingthe missionandvisionofthe company (Daley, 2012). Forthelowerlevel employees,trainingshould be given to enhancing their technicalskillsinorderto replace their traditional craft skills (Daley, 2012). B. Assess the advantages and disadvantages of the training methods you propose to use during the training course [P2.1, M2] Training methods can be defined as the tools and techniques that have been used by the company in order to provide training to the employees. The assignment has stated that there are various training methods which are used to various levels of management. In case of HSBC, the company has provided the employees with induction training in order to embed them with the culture and strategies of the organisation. In this process, various methods have been used by the company which have advantages and disadvantages as well. These advantages and disadvantages have been explained below as follows: 8|P a g e
MethodAdvantagesDisadvantages CoachingThis method has been widely used to improve the skills of theemployees.Thisalso helpsinmotivatingthe employees. In case the coach is biased, the process of development of employee skills may get hampered(Silberman& Biech, 2015). Simulation and role playThis method helps in proving real-timeexperiencetothe employees. It is best suited for pragmatic learners. Thismethodisvery expensive in nature. MentoringThis is the method in which mentorteachesemployees redrawing development of a learning attitude. This helps the mentor to closely study and develop the employee. In cases of bias, employees may not listen to the mentor (Haff & Triplett, 2015). C. Based on the areas of training needed, use a systematic approach to plan a training and development programme for the event [P2.3, D2]. In order to train and develop the employees of company, it is required that a systematic process should be followed which has been explained below as follows: Analysis of the need: This is the first step in which it has been identified that in which area the employee would require training. This is done by the method of observation of the employee performance. Design:In this process, the action plan is created in which critical decisions like date and time of event, learning cycle and training cycle is specified. Development:In this stage the development if the practical initiation of the training process is done. Delivery:Here the training is delivered to the employees. Evaluation:This is the last step in which the critical evaluation of the effectiveness of the training session is done by the means of observation, questionnaire, survey etc. (Leu et. al., 2013). After the completion and following these methods, the company would be effectively able to plan and deliver induction training to the employee which is stated below as follows: 9|P a g e
Day 1 (Attending employee orientation programme on the first day of work) TimeLocationTopicPerson 9:00 AM- 3:30 PMTraining hallBakingIndustryof UKanddescription of job roles ExecutiveDirector/ Branch Head Day 2 (First day in respective departments) TimeLocationTopicPerson 8:30 AM- 9 AMTraining hallWelcome to the department Trainingschedule overview Branch Head 9 AM – 12:00 PMOrientationofdepartmentand company Role/missionof department Thefunctionofthe respective department Job title and description Expectationsregarding performance Probation period Guidelines and dress code Modeoftransportfor variousdestinationsto come to office Structureofreporting (Presentationof organisational chart) Duties and responsibilities overview Overview of the position of the employee Supervisor 12:00 PM- 1:00 PMCafeteriaor nearby restaurant LunchWithteam membersor supervisor 1:00 PM- 2:00 PMSimilar position overviewFriend 2:00 PM- 3:30 PMRequest process trainingReceptionist 4:30 PM- 5:30 PMRecapofthetrainingwiththe supervisor Supervisor 10|P a g e
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Task 3 A. Prepare (develop a plan) on evaluation of the induction training programme, highlighting the evaluation techniques you would use [P3.1]. In order to identify that if the training was appropriate and understandable by the employee, it is essential that the festiveness of the training program should be evaluated. This is done by evaluating the methods, approach and the need of the training program. The essential of the evaluation plan has been described below as follows: Approach:The five-tier approach has been used by the author. Need assessment:In this stage, it has been identified that if the training programme was required to not which is done by the method of meeting. Clarification of programme:This is the stage in which it is identified that in what areas the programme can be improved. Progress:this is the stage in which it is identified that if the employee is learning with the progress of the programme (Bleach, 2013). Method of evaluation of training programme: Observation:It is essential that the performance of the employees should evaluate in order to determine their performance after the event. Their performance determines the festiveness of training event. Feedback:The feedback received from the trainers and trainee determine the impact and position of the training event that if it was worth conducting or not. Comparison:this is the last step in which the managers compare the performance of various employees in a different department in order to identify the effectiveness of the training event (Basarab & Root, 2012). B. Carry out an evaluation of the effectiveness of the training event based on the aims and objectives of the training event and review the success of the evaluation methods used [P3.2, P3.3, M3]. In order to identify the success of the training method, a fiver tier evaluation approach is used by HSBC bank. In the case of HSBC, this five-tier approach helps the manager to identify the requirement and importance of the induction programme. The training has been conducted in order to make the new employees familiar with the mission, aims, vision, policies and organisational structure of HSBC. It has been identified that the programme conducted by the 11|P a g e
company has effectively trained the employees of the company regarding their roles and responsibilities. HSBC uses different methods in this concern such as comparison, observation and feedback received from the employees and the trainers. This help in deterring the actual performance of the employees after the training has been provided to them. It also helps in gaining insights into the loopholes in the event which can be filled in the next session or event. Apart from this, observing the employees also help the trainer to identify their learning styles which can further be used in order to enhance their performance (Basarab & Root, 2012). In the training event that was conducted n HSBC, it has been identified that the event was appropriate and overall rating of the event stood at 8.2 and the only problem that was faced by the trainees in the event was the long duration which at times become hectic for the employees and they felt exhausted to attend another lecture. Name: Training Date Training Subject: Rate according to your experience: CriteriaRating from 0-10 Training session was relevant and beneficial Thelanguageusedinthesessionas understandable Duration of training was appropriate Trainersweregoodenoughindelivering knowledge Contentprovidedinthetrainingwas sufficient Signature of Candidate ___________________ 12|P a g e
Task 4 A. Explain the role of government in training and development in the UK, including lifelong learning [P4.1]. It has been identified that the government of UK plays a very crucial role in the training and development of the employees of individuals working within geographical boundaries of the country. The government apart from the public entities also help the private organisations to conduct training in an effective and efficient manner. This is done by the government of the country through arrangement of the training programs for the companies and they also provide them with expert trainers such that such that they may provide expert knowledge to the employees. The government of UK aims at providing basic levels of knowledge to the employees such that they not only excel in the organisation but on personal levels too. HSBC has been identified as the company with high potential to excel in the market and the company with the assistance of the government organises and provides apprenticeship programs. The government has started national apprenticeship services in order to help the employers to provide apprenticeship training to the employees. It should be noted that lifelong learning is an important issue and it is required that the employers should provide necessary education to the employees at every stage. In the business environment of UK, it has been identified that lifelong learning is an important aspect in Sector Skills Council of UK which assist the employees in their personal and professional development. The main aim of this committee is to increase the participation of the employees and the employers in the area of educational development and training (Moser, 2012). B. Explain how the need for competency and skills assessments has impacted the public and private sector organisations [P4.2]. Competency can be defined as the efforts that are put up by an organisation in order to get a competitive advantage over other companies. This is the trend that has affected many business environments around the world including that of UK. In this trend, the companies are forced to train and develop their employees in order to gain a competitive advantage over other businesses. For the companies to develop their employees in an effective manner it is essential that the companies must provide employees with proper job description such that 13|P a g e
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they are able to understand the roles and responsibilities in a better way. In job description, there is a provision of all the roles and duties that are required to be fulfilled by the employee. Apart from this, it is also important that the companies should provide effective and efficient training to the employees for their overall development and increment in their efficiency. It has been found that this trend has majorly affected private companies as they are more focused on the market for their sustainability for which it is important for these companies to attain competitive advantage in the marketplace. The companies like HSBC, identify the fall in their performance with insufficient production, poor quality of service etc. this forces the companies to conduct training and development programmes. on the other hand, after reviewing the performance of the private companies, the public sector companies are also getting motivation to increase their performance by the means of implementing training and developing practices and events. This has been majorly done to improve the performance of employees thus improving the performance of the company (Warner & Sullivan, 2017). C.Assesshowthecontemporarygovernment’sinitiativesontrainingand development have contributed the human resource development in the UK. [P4.3, D3] It has been identified that in the business environment of UK there are various initiatives taken by the government of the country in order to increase the efficiency of the employees thus improving the performance of the economy of the country some of these initiatives and programmes implemented by the government have been specified below as follows: Apprenticeships:these are the programmes initiated to train the fresher’s in the industry. National Vocational Qualifications:This is the ward that is achieved by the company for efficient performance and working in accordance with the standards of the industry. Investors in People:Investors in people is a framework that is provided by the government to the industries which are required to be followed. This is related to the management of the employees. Train to gain:This is the programme that has been initiated by the government of UK in order to train the employeesof the company in order to increase the performance and also for their personal and professional development (Armstrong & Taylor, 2014). 14|P a g e
The main aim of starting these programmes is to increase the performance of the individuals working in various sectors which also adds to the performance of the economy. Also, it has been aimed by the government to provide employees with the minimum standards of working for effective and smooth management. 15|P a g e
Conclusion Thus from the management report provided above it can be concluded that there are various individuals for which it is required that various styles of learning should be analysed and then implemented. The training events organised by the companies is mainly based on the learning styles that the employees are comfortable with. Training has been identified as a planned process which should be conducted in a proper manner in order to get effective results. HSBC conducts a deep analysis of the situation and then applies the training method to provide the employee with required training and skills. It is also important for the company to evaluate the efficiency of the training programme in order to fill the loopholes and to increase the performance of the event. This evaluation can be done by using various methods such as performancecheck,feedback,observationetc.theroleofgovernmenthasalsobeen identified in the report which is crucial in order to train and develop employee and thus increasing the performance of the economy of the country. 16|P a g e
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outcomesinablendedlearningenvironment.LearningandIndividual Differences,38, pp.127-135. Warner, M. and Sullivan, R. eds., 2017.Putting partnerships to work: Strategic alliances for development between government, the private sector and civil society. Routledge. 18|P a g e