Training Methods for Human Resource Development

This assignment delves into the diverse world of training methods utilized within human resource development. It examines different approaches to employee learning and development, including traditional methods like lectures and on-the-job training as well as modern techniques such as e-learning and simulations. The document analyzes the strengths and weaknesses of each method and discusses their suitability for various organizational contexts and employee needs.

HUMAN
RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Covered in PPT.......................................................................................................................1
TASK 2............................................................................................................................................1
2.1 Comparing the training need s for staff working at different level in an organisation....1
2.2 Training methods and their advantages as well as disadvantages....................................2
2.3 Approach to plan a training and development..................................................................4
TASK 3............................................................................................................................................7
3.1 Evaluating the effectiveness of workshop .......................................................................7
3.2 Evaluation of workshop by using the document created and collate the response of concise
spreadsheet.............................................................................................................................7
3.3 Review the success of the evaluation methods used. ......................................................8
TASK 4............................................................................................................................................9
4.1 Government role in training, development and lifelong learning....................................9
4.2 Impact of competency movement on public and private sectors..................................10
4.3 Contemporary training initiatives by UK government for human resources developments
..............................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources plays vital role on any organisation. Human resource development
refers to the structure framed for helping employees and developing personal as well as
organisational skills, knowledge and abilities. The process of human resource development
include various activities such as training, career development, performance management,
monitoring etc. Marks & Spenser company has been selected in this study. Marks and Spenser is
major multinational retailers in London. It specialises in selling clothes, home products and
luxury food products. Marks and Spenser conducts different types of training programmes which
helps employees in making quick decisions, encourages employees to take more responsibility.
The objective of human resource development study is to develop most superior
workforce so that organisation as well as individual can achieve their goals and objectives. The
human resource development include both formal and informal process. The report will have
focus on explaining learning theories and styles. Assignment aims at formulating plan and
design for training and development process which will assist workers in analysing their own
strength and weaknesses. Various evaluation technique will be included in this study that can be
used by Mark & Spenser organisation for evaluating the benefit of training. This summary will
have focus on identifying various initiatives taken by government in order to develop various
skills in employees.
TASK 1
Covered in PPT
TASK 2
2.1 Comparing the training need s for staff working at different level in an organisation
Training needs of staff differs as they work at different levels of organisation. In order to
facilitate employees to perform various task It is required by M&S organisation to take initiative
for arranging training events.
Management level-Practical training can be given to workers in order to develop skills.
Practical training is provided to workers working at upper level of management in order to
develops skills that will assist them in quick decision making This practical training also
includes development of leadership skills that will help workers in giving proper guidelines and
direction to their junior. The main objective of management level training is to provide practical
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understanding about their task. This practical training aid employees in developing
understanding about the task they are being allotted. Training process allow management to
review performance of employees and in analysing the work diversity. This practical training
enables employees to identify the scope and significance of their work. They are provided with
training so that they can handle all management related issues (Shuck and Diaz, 2016).
Middle level -The employees at middle level of organisation is provided with training related to
quo maintenance. This training is conducted to make them familiar with various approaches that
can be used by them for handling customers. They are being trained to deal with customers.
Employees at middle level are provided with training related to personality development and
communication. These skills will assist them in handling consumer complains, proving effective
solutions to clients.
Operational level-The employees at operational level are training related to operational
activities. They are being provided with such training in order to increase productivity and
enhancing efficiency as adding value to organisation. This training include advices by experts
that can be used by workers for improving their performance.
Employees working at management provided with training related to development of
managerial skills. On the other hand middle level of workers are provided with training to
develop marketing related skills. Whereas workers at operational level are provided with training
to operate different machineries in order to increase efficiency and productivity (Bobera and
Bjekic,2016).
2.2 Training methods and their advantages as well as disadvantages
M&S take initiatives to facilitate training for their workers different structure level.
Proper counselling are provided to coaches and mangers in order to make them realize their
responsibilities and roles. Counselling process is being conducted in order to provide them
opportunity to build their career path and as well as helps employees in developing their career.
Coaching method- Coaching method include one to one training. Coaching method assist staff
members in organisation to identify performance gaps and recognize the areas where they can
make improvement. Workshops, training camps etc. can be organised by enterprise in order to
encourage employees to increase their efficiency and enhance their performance level.
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The advantages of this method is that it helps employees in recognising performance
improvement and it facilitates skill development. This method allow staff members to analysing
areas for improvement. The practical experience assist in enhancing standard and gaining
expertise. This technique provide opportunity to workers to set their own career goals and roles
(Pace, 2016).
Disadvantages of this method is that it is difficult to compare actual result with that of
standard.
Mentoring-The main objectives of mentoring method is to develop attitude in employees.
Mentoring method include participation of both manger and employees. This method provide
opportunity to manger to share goals and objectives of organisation with other members working
in enterprise. It also encourages employees to set their own career goals (Allais and Ngcwangu,
2017).
Lack of interest by employees and manager may result in inaccurate results and further it
may lead to selection of wrong career path
Lectures and Conferences- Lectures and conferences are the traditional method of providing
reining to employees. It includes verbal presentation for large audience. The lectures should
includes such facts that motivates and generates interest in trainees. This method of training are
generally used by colleges and universities. Conducting seminars are the most common method
used for provide training (Rumens 2017).
The disadvantages of this method is that it less acceptable by audience. It does not
include practical aspect of training.
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2.3 Approach to plan a training and development
The systematic approach should be adopted by the organisation for the development of
skills and abilities of the members. It helps to demonstrate various activities in the business. This
is very helpful for M&S company as they can easily manage their activities which are very cost
effective. Moreover, it will also help to demonstrate and deal with the different situation, they
need to develop a systematic approach with effective training programs. It also helps to enhance
efficiency of the organization. Current training program must be initiate in the following term:
AXIS OF LEVELS TRAINING BENEFITS TIME TAKEN
Middle level
management workers
Induction: introducing
the employees to the
organisation and
letting them know
their duties and work .
Introduction of the
company to the
new employees.
Communication
Day 1
6 hours
4
Illustration 1: Methods of Training

Also, motivating them
to deliver extra
ordinary services.
Techniques: meetings,
seminar, conferences,
events, power point
presentations and
many more methods
enhancement
Cost effective
Senior level
management
employees (ceo/md)
Sharing work
experiences and
growth of the business
with the new
employees
Techniques: seminars,
events, presentation
and many more
methods
 Building
connection
 Communicatio
n enhancement
 Managing time
Day 2
5 hour
Lunch timing break Informal
communication among
the members of the
firm
 Sharing views
with one
another
 Take
participation in
different
activities of the
organization
Day 3
3 hour
Performing team
activity
Building interaction
among various
 Learning Day 4
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employees and
employer as well.
Techniques:
simulation techniques,
role play
process
 Penetrating
interests
8 hours
Knowledge meeting Open question and
answers can be
conducted by the
organization.
 Clarification of
concepts
 Meeting
expectations
Day 5
3 hour
Tea breaks Informal
communication among
all members of the
firm
 Sharing views
with one
another
 Know about
each other
Day 6
.6 hour
Technical training
require for it
department employees
Technical knowledge
for technicians
Techniques: training
and performance
measurement by
various activities
 Developing
employee skills
 Introduction to
working
patterns
Day 7
5 hours
Lunch break Informal
communication
between the workers
 Sharing views
with one
another
 Development
of
communication
skills
Day 8
3 hour
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TASK 3
3.1 Evaluating the effectiveness of workshop
Qualitative and quantitative assessment method can be used for Evaluating effectiveness
of training. The various methods such as management feedback, customer feedback,
questionnaire and observation techniques can be used to analyse the effectiveness of training
(Procknow, and Rocco).
Management feedback-The mangers observation on the performance, improvements and
conflicting issues of employees. Management feedback will assist employees in improving their
performance level.
Questionnaire method- This method can be used for getting feed back from customers. The
questionnaire may include questions such as in which areas customer receive better services,
behaviour of employees towards customers, employees relationship with staff members etc.
Comments given by clients assist organisation in identifying the need of training to employees
and analysing the method of training required by workforce. It has been considered that the
consumer can provide the accurate data about need and type of training provided by employees,
as they are the persons who are much aware about the activities carried out by organisations.
Observation method-This method include the way management change their role and supports
employees in improving performance. Feedback only provides the need of training by
employees .But it has to be utilised by organisation to amend the prospective circumstances
(Nafukho and Muyia, 2016).
3.2 Evaluation of workshop by using the document created and collate the response of concise
spreadsheet
Measuring business improvement-Workshop has effectively managed the waiting line
and has saved the time for the employees and has helped business unit in increasing as well as
enhancing quality of services. It has assisted firm in delivering quick services (Rumens, 2017)
Knowledge gathered- The knowledge about improvement areas and need of training by
employees has been gathered from various sources such as from customer and management
feedback , through using observation techniques. Trainee feedback etc.
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Measuring Benchmark- The M&s organisation has improved a lot. There is increase in
management facilities. Through proper training management is able to support employees in
enhancing their performance. Proper training has resulted in increase in efficiency of production.
M&S the organisation employees have much focus on activities which will help M&S form in
achieving their goals and objectives (Procknow and Rocco, 2016).
3.3 Review the success of the evaluation methods used.
The business success of any organizations depends on the human bodies. It is important
to ensure a satisfactory supply of staff member that are socially and technically qualified and
capable of career development. The success of the judgement process mostly depends on the
suitable use methodology. The method was quite suitable in the working situation of Marks and
Spencer company. Through the procedure the manager and trainer realized the requirement of
improvement and training facility. The system evaluates the expected benefits and real benefits
to categories the feasibility of the training event. During the assessment process workers,
managers provides their issues and problems critical activities of the training event that impact
on the development process. Thus, it was easily calculated the cost benefits ratio to determine
the training is required or not.
The top management of Marks and Spencer finding-out it a successful assessment system
which is critically analysis all the policies taken by human resource mangers within the
organization. In this evaluation process all the related staff member gives their opinion and
examine which ensured a viable outcome of the evaluation. Human resource management and
employees plays significance role in the success of business. Top management also provides the
training and career development opportunities to the worker and provides training about the new
technology adoption and any other changes around the organizations. The company investing
money for improvement and development and they compare the cost of training and
improvement in employees working efficiency and effectiveness. Two way communication also
play important role in the success of evaluation process of the company and it ensures about the
development process. Marks and Spencer top management also finding better solution of
employee problems and issues regarding working and changes around the organization.
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TASK 4
4.1 Government role in training, development and lifelong learning
Government is implementing the importance of training and development as they are
focusing to detach the problems related to employment. They are doing so to provide
opportunities to those who have fewer employability capabilities. This is the reason which has
enforced government to focus on lifelong learning and take initiatives to design opportunities
like this to vast extent of communities and backgrounds(Beer, Boselie, and Brewster, 2015).
This learning practice is designed so to aim at removing combat social exclusions that in turn
help in promoting employability and active participation in citizen among communities. The
main aim of life-long learning is to:
Create fun and interesting learning techniques by increasing the demand for learning by using
practical learning.
Introduce training at world class level, for the satisfaction of UK and European domestic
markets and also for the need of the economy.
Provide opportunity to the people to develop their skills, indeed without taking any courses on
regular basis, just to improve their present skills and knowledge.
The education provided in schools only develops the skills of learning, still there is a
need to overcome the gaps required in developing the skills of youngsters so that they are able to
use that in the workplace. This also implies to the learning skills of adults, who are still
unemployed because of the gaps and their ability(Brewster, Mayrhofer, and Morley, 2016). The
objectives of lifelong learning is to overcome the problems related to employment and help in
improving the skills and motivate them to settle in workplace environments. It is important to
encourage lifelong learning as it improves someone's life and government practices in
continuous investment in training and education. It is not only important for young people but
also improves the skills of adults who lack in their basic skills required in the workplace. For
example: Marks and Spencer is also implementing lifelong learning for its employees, so to
develop their skills and abilities in the business environment. It promotes the learning skills of
the employees so that they are able to work according to the requirement of the company
(Budhwar, and Debrah, 2013).
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4.2 Impact of competency movement on public and private sectors
Now a days competency is everywhere, specially private and public sectors.
Competencies includes abilities, skills, intelligence, related knowledge of all this. It helps the
organization thought implementation of performance management, succession planning and
career development in company (Bobera and Bjekic, 2016). Now a days movement of
competency has put many effects in public and private sectors. There are two type of
competency like technical competency, behavioural competency. There are following
competencies movement impact on this company. The Marks and Spencer(M&S) is a
multinational retailer company, there branches are all over the world.
1. Impact on performance:-Due to competency it impact on performance, M&S tries to
improve their performance and tries to reach the goal of the organisation. The
performance of the company impact on the competency movement. When the
performance of the organization is not good so that how they are compete with their
competitors.
2. Technological impact:-Technological helps the organization to makes shopping easier.
The M&S company update themselves on technology, when the organization is not
changing its technology day by day they faces so many problem due to less technology
(Naff, Riccucci and Freyss, 2013). So that they improve the advancement in their
techniques. Lack of technological knowledge these impact on the organisation. So that
M&S company should update their machineries fulfil all the requirement.
3. Effect on HRM administration :- HRM includes the controlling, planning and
organising. Competency effect the HRM administration. In this HRM of the company
should develop its staff training, in this the company improves its administration
program. When increase in competency they can develop hire experience person and
trained other employees working in organization.
4.3 Contemporary training initiatives by UK government for human resources developments
For smooth and continuously running of business the UK government has introduced
different contemporary learning method in private and public sectors human resources. The
government has provided qualitative learning opportunities on the dependency of the industrial
factor and objectives of the firm. The initiatives taken by the government in the purpose of
training programs like vocational program and activity would portray big action in respect to
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both employee and employers. The government clears the areas where the need of training is
arising and improvement is required, knowledge enhancement is also helpful alongside it is
helpful for the companies to effectively participate and take steps to improve their employees
needs (Luthans, Youssef-Morgan, and Avolio, 2015). The more requirement of training is in
production department and it is mannered by the performance of employees in the companies, so
the government has been providing research's about the learning requirement or options of the
company as per the needs.
Contribution of contemporary learning in Marks and Spencer's - The training facilities
introduced by the government is important and helpful as it improves the human resource and
effectively expertises the company. It has helped employees to recognize and understand the
requirements of organisation. Its value is also determined in this process. This additional
acquisition has influenced advantages of computer, organisational importance and restore
militants. The help from government is advantageous for the company as they are able to
recognise the areas of improvement and are easily adapting to the market conditions. These
criteria are helping them to increase the skills and knowledge of the employees in the required
field and increase the market value of the firm (Naff, Riccucci, and Freyss, 2013). The focus of
the firm switches to improvement in the ability of the employees, it suggests for companies
overall growth and helps in increasing the economy of the country. It also helps organisation to
gain competitive advantage and analysing the weak areas of the employees and conduct training
programs for the employees effectively. The changes help organisation to be successful and
capable to adopt the changes in working environment.
CONCLUSION
From the above, it is concluded that Government of UK is enforcing different styles of
learning for both youngsters and adults which is helpful for them to enhance employment.
Marks and Spencer's is also implying with the strategies so to increase efficiency in the firm.
They are giving training programs for the employees to develop their skills and abilities and
increasing their knowledge in the employment. It is also required to learn continuously so to
increase the importance of learning and give outcomes according to the required objectives.
There is a requirement to systematically plan the training and development programs, these help
in developing employees ability to work effectively in the organisation.
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Marks and Spencer's being the major retailer in UK has established the fact that correct
and adequate supply of employees can get them the results required altogether and focuses on
achieving organisations goals and objectives. These training programs lead to the outcomes of
retaining and ensuring highly competitive employees. It is the best practice for appraising areas
and taking care of organisational problems for clear working authority and relating theories. It is
implemented for the success of organisations and states in accordance to the role of UK
governments strategies to overcome employment problems and increasing the economy
worldwide.
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Rumens, N., 2017. Queering lesbian, gay, bisexual and transgender identities in human resource
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