Analysis of Various Research Papers and Articles

The assignment requires a thorough analysis of multiple research papers and articles from various disciplines such as business, psychology, and development. The papers cover topics like entrepreneurship education outcomes, strategic human resources management, and institutional analysis and development frameworks. The analysis should include identifying key concepts, theories, and methods presented in the papers, as well as discussing their implications for practice. Specific attention is paid to the work of researchers such as Kolb, Gennaioli, Cleaver, and others, and how their findings contribute to a broader understanding of human capital development, organizational behavior, and regional growth.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Learning theories and learning style.....................................................................................1
1.2 Role of the learning curve and the importance of transferring learning to the workplace....3
1.3 Contribution of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1 Training needs for employees at different level of company................................................5
2.2 Training methods along with their advantages as well as disadvantage...............................6
2.3 Appropriate approach for preparing a successful training and development program.........7
TASK 3............................................................................................................................................8
3.1 An evaluation using suitable techniques...............................................................................8
3.2 An evaluation of a training techniques..................................................................................9
3.3 Success of the evaluation methods used...............................................................................9
TASK 4..........................................................................................................................................10
4.1 Role of UK government in lifelong learning, training and development...........................10
4.2 Competence movement and its influence on private and public organisations..................11
4.3 Contemporary training initiatives of UK government and its contribution in HRD...........11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
In modern world, all business enterprise gives core importance to their employees
because they are the only people who can lead company to high level of success. There are
various tools techniques through which organisation can help its workers in developing their
personal as well as professional skills (Unger and et al., 2011). Human resource development is
suitable approach for this. This concept helps in providing well determined training and
development program so that current skills and abilities of workers can be improved. Also, it is
considered as long term learning capacity which helps in developing individual' knowledge and
competencies so that he can perform his given tasks in most effective and systematic manner.
This project report is based on Marks and Spencer which is largest British Retailer company. In
this report, concept of learning theories and styles, and their significance in planning a learning
event has been determined (Fowler, 2013). Different training methods along with their
advantages and disadvantage has been evaluated. Also, various activities of evaluation has been
demonstrated for assessing effectiveness of training event. At last, contribution of UK
government in human resource development has been highlighted.
TASK 1
1.1 Learning theories and learning style
Learning is an effective process in which individuals improve their skills and knowledge
by attending various seminars and events in an effective manner. It directly put an impact on
personal and professional life of the person. In simple words, learning includes knowledge,
behaviour of the person and his skills which help in improving the standard as well as develop
their life. In this, an individual is acquiring, adding and gaining some effective values which
contribute in enhancing the overall development. Every person has the best ability to learn
something for one person to another. In this, learning style is more important which is used by
company to improve their workforce learning by providing training session to them so that they
will develop their capabilities in an appropriate manner (Pascolini and Mariotti, 2012). Concept
of learning is one of the important frameworks in which it defines an effective way to enhance
particular knowledge. The manager of M&S uses various learning styles for increasing current
skills of workers which are as follows:
Kolb's learning style:
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Illustration 1: Kolb's learning style
(Source: Chiong, 2011)
This style is one of the best learning concepts in which manager of company can easily
improve their employee’s skills and knowledge. It depends on the learning cycle which is
divided in four steps which are as follows: Divergent style: In this, the learner observe from other peoples . In which they always
work in artistic field and also use brainstorming activities to get more knowledge by
seeing other things. Assimilate style: In this, the learner uses logical knowledge to learn something because
they always find logics behind any kind of action. Scientists and innovators come under
this learning style. Convergent style: In this, people always try to increase their learning by doing practical
work so that they can easily resolve all the problems effectively and get the best results.
 Accommodate style: In this style, individuals give more importance to their feelings as
compared to practical knowledge. They always believe in their own intuitions because
they always give importance to their own mind rather than others (Greenberg and
Colquitt, 2013). This style of learning, learner , do not focus on the researches because
they hear only their inner feelings.
Honey and Mumford's learning style:
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It is also an effective and important style but it is totally different from Kolb's learning
style. Is defines four styles which are used by the manager to improve their employee’s learning
power which are as follows: Activist style: In this, individuals like to accept and take challenges so that they would
easily get more knowledge and experience in an effective manner (Altieri and Toledo,
2011). Theorist style: People who use this type of learning style always use theoretical
knowledge as well as concepts in order to improve their learning and skills in an effective
way. Reflective style: In this, the individual who want to learn that they use primary and
secondary research for getting final conclusion. They always hear other’s opinions and
views before taking any action so that they would easily take the best decision in
effective manner.
 Pragmatic style: In this style, people always find something new in which they do
experiments for launch new and innovative things. They always tries new for getting
best results which never been used and define by anyone in before. For this they learn
more things and exploit in front of the world.
All learning styles is more effective for the company in which they easily improve their
employee’s skills and knowledge as well as develop their personal and professional growth.
Experienced and skilled persons always put their best efforts to achieve positive results.
Therefore, they also help in achieving the success to a high extent.
1.2 Role of the learning curve and the importance of transferring learning to the workplace
Learning curve play important role in organization in which it define all the records of
learning performance. It also aid in transferring effective as well as new skills in order to
converting into real world. Learning curve is an effective graphical presentation in which id
include individuals performance in most effective manner. With the help of this employees
define effectiveness of training and development event. They also determine their actual progress
and choose education policies as per their needs (Zainal, 2017). Mark and Spencer is also used
this concept to effective planing process so that company set their effective incentive strategies
to encourage their performance in appropriate manner and get better results.
Importance of transferring learning within workplace:
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It is more important for the company which helps in providing better training and
development programs which helps in improving the employees performance at the workplace
and also enhance their skills and knowledge in most appropriate manner. For implementing this
style enough capital is more important so that manager of the company easily conduct this event
to develop their employees performance (Alarcon, 2011). If it is effectively transferred by the
employees then learning event easily succeed. So that transferring learning is more important for
the M&S to get best advantage in effective manner. There are some elements as well as points
which comes under this process are as follows:
 By using this concept, employees of the company easily improve their abilities and
perform their work in effective manner.
 Experienced and skilled employees contribute in overall success of the company and also
capture larger market share form its rivals.
 With the help of transferring learning, manager of the company easily provide better
skills and knowledge to their workers so that they easily face all the challenges and
problems in appropriate manner.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Learning theories and style id one of the effective part of the business organization which
helps in improving overall skills and knowledge of the employees that directly contribute in
overall success of the company in most effective manner. In this, it is important duty of the
manager to implement them effectively because all are highly based on conceptual structure.
Every people have rights to choose the learning style as per their personalty and character so that
they easily learn and improve their skills. If manager of the company do not provide better
learning styles to their workers so that they fails to get success in appropriate manner.
Along with this, it is more important for the human resource of the M&S to determine the
effective behaviour of their working so that they set their training and development programs to
improve their personal and professional life in effective manner. With the helps of this copay
easily understand psychology of learners so that manager easily organize training and
development events as per their needs (Seibert, Wang and Courtright, 2011). All these aspects
are aids in improving overall productivity of the company and its employees so that company
easily develop their process and get best results in appropriate manner.
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TASK 2
2.1 Training needs for employees at different level of company
Training can be defined as that process which helps an individual in developing its
existing skills and abilities so that he can perform his all assigned roles and responsibilities in
most effective manner. It is that organised and designed system which incorporates human
resources in production process by improving their knowledge. With the help of this, employee
can also improve their work performance within work place. So, It is highly important for
business managers to provide effective learning event to workers on the basis of their training
needs (Fowler, 2013). For substance, if an individual works under finance department so it is
very much important for him to get training about various financial and accounting methods or
tools so that he can perform his all roles and responsibilities in appropriate manner. There are
various department in Marks and Spencer which have different training needs and these are
follows as under:
Marketing department: This section is highly responsible for enhancing brand image within
market place. Merchandising section operates various promotional and advertisement activities
so that customer can aware about organisation can its product line. Also, this section conducts
market research to identify current customer needs and demands so that Marks and Spencer can
manufacture products and services as per those requirements. For improving current marketing
skills of employees, this organisation should provide them training in which they should learn
about new merchandising concepts, tools, techniques. strategies and plans. By learning this
concepts, marketing team can improve their knowledge and also can take successful decisions
regarding work place (Martin, McNally and Kay, 2013).
Production department: Marks and Spencer totally depends upon this company. This section
converts raw materials into final goods so that company can sell them in market place and can
generate high financial profit. For working under this department, employee needs training of IT,
problem solving, analytical, good leadership and technical skills. So, company should provide
them practical classes in which they can do new experiments and can manufacture innovative
products.
Finance department: No organisation can operate its different business activities and practices
without sufficient level of capital. This section has to play various roles responsibilities such as
making financial plans, reports, short or long terms business strategy, investments, hedging,
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acquisition, cash management, auditing, accounting and so on. For enhancing skills of finance
employee, company should provide then training program so that they can learn about analytical
and logical approaches which can help them in resolving different business problems.
Henceforth, these are the major functional units of Marks and Spencer. For operating its
different functions it requires employees from all fields and also should provide them training
program as per their assigned job or work (Bolmanand Deal, 2017). By doing this, M&S can
develop its human resources in most effective and systematic manner.
2.2 Training methods along with their advantages as well as disadvantage
There are various training methods are available but business enterprise should choose
that technique which is compatible for it. By selecting right method, organization can
successfully train its employees and also can improve their current skills in most systematic
manner. Marks and Spencer have large work force which helps it in accomplishing its all desired
goals and objectives. For their betterment, this company should provide them training programs
so that they can contribute more in business success. There are various training methods along
with their pros and cons, which can be used by this company and these are follows as under:
Practical training method: It is known as most effective techniques through which business
enterprise can easily enhance current skills and abilities of its workers in most effective manner.
In this method, trainers provides practical classes to workers in which they do different various
experiments so that they can they can learn new things. But for providing practical training
company should create positive working environment within work place (McMichael, 2011). Advantage: By adopting this technique, Marks and Spencer can develop new skills and
abilities within workers with enjoyment. Disadvantage: This type of training us useful for only those employees who are engaged
in some practical work or procedure.
The lecture method: It is that tarini9ng techniques in which trainer gives mass training to
workers within a classroom or big hall. Also, he takes help of white boards so that he can teach
each and very individual present in class room. With the help of this technique, company can
provide training to its employees on specific topic. Advantage: The biggest advantage of this techniques is that, it is beneficial for mass
training in which huge number employees can get training at same time.
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 Disadvantage: With the help of this methods, trainer can provide training about
theoretical approaches and concepts but can not provide practical knowledge to workers.
Mixed training method: It is considered as most effective training method as compare to above
mentioned techniques. In this, company can enhance both practical as well as theoretical
knowledge of employees. Advantage: The biggest positive point of this approach is that, it is suitable for all
functional units and their employees. In simple words, by using this method: M&S can
provide training to its all work force at same time.
 Disadvantage: For conducting this type of training event, organization requires high
amount of capital, which all companies can not bear.
Hence, these are some most important methods of training which can be used by M&S
for improving their efficiency as well as effectiveness (Salas and et. al., 2012).
2.3 Appropriate approach for preparing a successful training and development program
Training and development program is most important aspect which is required by all
business enterprises to improve their employee's efficiency as well as effectiveness. For
conducting this type of program, first of all company should adopt or select a systematic plan.
There are various steps of systematic approach which are follows as under:
Organisational aim: While planning and designing brand new training and development
program, firstly company should set business aims so that learning event can be develop
according to them. The major objective of Marks and Spencer is customer satisfaction and profit
maximisation. Both objectives are interrelated with each other because without satisfying client's
needs company can not generate enough amount of profit.
Create urgency of training need: The most important objective of Marks and Spencer is profit
maximisation which can be achieved only by providing quality products to customer so that they
can get satisfied (Tierney and Farmer, 2011). For producing quality products, employees of
M&S requires training and development programs so that they can improve their skills and
knowledge, and can use that knowledge in producing innovative products which can fulfil
customer needs as well as market demand.
Formulating training strategy: After setting business objectives and creating urgency of training
need, now company needs to develop most effective training strategy so that it can successfully
increase employee's working efficiency and effectiveness. For betterment of learning program,
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M&S can take help of mixed training method, in which it can provide training to its production
as well as marketing department which are its most important functions.
Implementing training plan: This is the last stage of systematic plan, in this phase company
should implement the selected training strategy within workplace so that learning event can be
conducted in most effective and successful manner.
TASK 3
3.1 An evaluation using suitable techniques
Evaluation is important for company to identify their current performance which helps in
developing the overall growth of M&S. With the help of these company can easily determine
those area which already developed need to be improved. One of the main purposes of doing
evaluation is to ensure that whether the training program is good or not. M&S also uses this
process to evaluate their actual performance in an effective manner and also, organizes better
training and development programs to employees in order to improve their productivity in an
effective manner (Ostrom, 2011).
For this, various methods are available in the evaluation which are used by the manager
of company to determine their performance on timely basis. They organize various learning
events on the basis of employee’s requirements and also, compare their previous and current
performance. For this, they use Feedback and Questionnaire methods for evaluating the overall
activities of company. With the help of feedback, they analyse their own performance by taking
employee’s reviews and understand the worker’s point of views about them. On the other hand,
Questionnaire is also an effective method which is used by manager to evaluate the effectiveness
at workplace. Through questionnaire, they achieve employee’s feedback in a systematic manner
so that they would easily evaluate employee’s efficiency within organization.
By using these methods as well as techniques, manager of the company easily evaluate
their efficiency in most appropriate manner. It helps in providing clear statement in which they
define their employees actual performance so that they can easily improve their performance. in
this they also produce quality products to their customers in order to achieve their higher
satisfaction in appropriate manner (Daley, 2012). Along with this, questionnaire is also an
effective method which helps in preparing an effective performance report:
Questionnaire
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Q.1. Is training event is related with your requirement?
Yes
No
Q.2. As per your views, is it impactful?
Yes
No
Somewhat
Q.3. How would you give grade the training event?
Goodexample
Useful
Did not fill its purpose
Q.4. Is it improve your KSA after attending the training event?
Yes
Not satisfied
Q.5. Is it effective technique for event?
Yes
No
Q.6. Which type of training is suitable for staff members?
On the job
Off the job
Q.7. How much time is given by trainer to trainees?
2 to 4 hours
4 to 6 hours
More than 6 hours
Q.8. How much cost is occur in training period?
Below 500 dollar
Above 500 dollar
Hence, this methods help in getting better feedback for their workers towards the
experience of attending the event of training.
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3.2 An evaluation of a training techniques
There are various step as well as process in which company easily evaluate better training
and development programs so that they easily enhance their employees productivity in
appropriate manner. All are as follows:
Satisfaction and participants reaction: It is immediate statement in which manager as well as
trainers define the instant reaction of their employees which helps in achieving the better
satisfaction of the workers in most effective manner.
Acquired knowledge: In this M&S measure effectiveness of training and development events by
doing better compare between past performance and current knowledge. In this they also
communicate with their employees to asses their needs towards the training and also get their
trust in appropriate manner.
Behavioural application: It is more effective method of the training and development event to
measure the actual effectiveness. In this the trainer define the employees behaviours and also
define changes which take place at the workplace.
Measurable business improvement: In this the trainer easily determine the current and previous
performance of the business also define the effectiveness of training and development events
within the organization.
Measuring with benchmarks: With the helps of this, company measure the effectiveness of
training and development programs at the workplace. And also compare the current results with
the benchmarks. In simple world it also define the better comparison of actual results and
standard results.
Participant feedback: after training, staff member were asked whether the training programme
was beneficial and they impart necessary knowledge required to perform their duties. Workers
should also disclose their grievances and problems faced so that firm can take care to solve such
issues.
Information attainment: coach evaluate subordinates that they get all significant facts which
help them to work properly. They were inquire if they have any request about the steps and want
any change in procedure.
Swot of training methods:
Strengths
1. Providing essential data to subordinates.
Weakness
1. People thinks it as negative practise.
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2. Products and services are constructed in an
effective manner.
2. Lack of coordination between departments.
Opportunities
1. Large scope in forthcoming time.
2. Enhance working of staff.
Threats
1. Shortage of assets.
2. Environment never remain same.
All these most effective methods of the training and development events which helps in
determine the effectiveness in appropriate manner.
3.3 Success of the evaluation methods used
In this M&S used various appropriate techniques for evaluating effectiveness of training
and development programs in which they provide better facilities to their workforce to improve
their skills in appropriate manner (Cleaver, 2017). In this SWOT analysis is also helps in
reducing the negative impact on the future activities. It is important to use all the strength so that
they easily overcome from all the threats and weakness in order to improve their performance
level at market place. For this there are various methods which define more benefits to the
company areas follows:
Satisfaction and participants reaction: This is more effective method of training and
development in which manager of the company easily determine the employees inner feelings
which is related to the training and development session.
Acquired knowledge: With the help of the company improve their employees skills and
knowledge which assist in improving performance at the workplace. It also influence the positive
impact on organization activities which lead in providing better success.
Behavioural application: With the helps of this method, company easily identify the changes in
the employees behavioural which take place in the business organization. It will helps in
improving the overall productivity of the company as well as its workers in order achieve higher
profitability at market place.
Hence, all these are more effective methods which is used by the company to develop
their human resource and also improve their quality at workplace. Success of the company is
highly depend on their workforce so that it important duty of the company to provide best
facilities to their employees.
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TASK 4
4.1 Role of UK government in lifelong learning, training and development
Business enterprise is that place where various people come and work together for
achieving some common organisational goals and objectives. Different organisation helps in
improving economic and national conditions of country by enhancing employment opportunities
in all over the country. So, UK government is also taking various initiatives for betterment of
those companies (Gennaioli and et. al., 2012). The most important factor of every organisation is
its human resources for which it requires training and development program on continuous basis.
Company provides them learning event so that they can perform their roles and responsibilities
in most effective manner. In present time, UK government is also taking various initiatives so
that it can help business enterprises in developing their human resources. Legal bodies have
enacted various employment related laws and legislations which helps in protecting and
promoting employee's interest within work place. Also, UK government provides financial
assistance to companies so that they can operate their HRD activities in most effective manner.
Legal authorities have generated various self motivated learning for employee so that they can
achieve lifelong learning, which can help organisation in gaining stable state for long time
period. UK government helps companies by providing them appropriate judgement in their
human resource processing (Daley, 2012).
4.2 Competence movement and its influence on private and public organisations
In present scenario, different public as well as private companies of UK are sharing and
developing knowledge and competency due to high growth in competence movement.
Globalisation and high use of technology is continuously increasing competition in market place.
To achieve competitive advantage organisation should invest more on product and service
quality and employee skills. Marks and Spencer if known as world's biggest British multinational
retailer company. It gives core attention to customer feedbacks, reviews and worker's training
program, which helps it in achieving competitive advantage. This company provides such
friendly and attached working environment to its workers which motivates them to contribute
their capabilities in achieving business objectives (Bolman and Deal, 2017). Just like this, public
sector is also started focusing on human resources and their development. By following this
concept, they have become able in making a standard and consistent output. Various event of
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competencies and skills helps in reaching at lifelong learning. With the help of training
programs, people can improve their competencies and also can increase their productivity which
can help them in performing their roles and responsibilities in most effective manner within work
place. Competence movement have helped employees in developing their job position and also
diversify their trustworthiness areas within organisation.
4.3 Contemporary training initiatives of UK government and its contribution in HRD
In modern world, all business enterprise gives importance to their human resources
because they are the only key factor which can lead company to high level of success and
growth. Marks and Spencer also depended upon its HR skills and abilities. To consider
importance of human resources, UK government also have taken various initiatives which helps
in improving employee's skills and abilities within work place. Legal bodies have introduced
Contemporary learning method, which assists HR department company in providing successful
training program to their workers. Basically, it is practical training method by which
organization can easily provide learning curve to their employees. In simple words, it is that
learning technique which helps in increasing worker's skills and abilities (Salas and et. al., 2012).
Also, it is budget friendly training method. All these learning opportunities have provided huge
benefits to Marks and Spencer. By taking help of this method, company can improve skills and
abilities of its workers on less cost. UK government still researching for those technique through
which company can develop their human resources on most effective and systematic manner.
CONCLUSION
From the above mentioned report, it can be concluded that human resource development
is an effective process for company to improve their overall performance and employee’s skills
in appropriate manner. In this, 4 learning styles are defined which help in providing better
facilities to the workforce in order to improve their abilities as well as capabilities to get higher
success. In the main role of learning curve is also studied which improves the overall
productivity of company. Along with this, comparison of all the training needs for staff members
are also important to get the success in market place. All these contribute in organizational
success in appropriate manner.
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REFERENCES
Books and Journals
Unger, J.M. And et al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.
Fowler, A., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Fowler, A., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Martin, B.C., McNally, J.J. and Kay, M.J., 2013. Examining the formation of human capital in
entrepreneurship: A meta-analysis of entrepreneurship education outcomes. Journal of
Business Venturing. 28(2). pp.211-224.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
McMichael, P., 2011. Development and Social Change: A Global Perspective: A Global
Perspective. Sage Publications.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Tierney, P. and Farmer, S.M., 2011. Creative self-efficacy development and creative
performance over time. Journal of Applied Psychology. 96(2). p.277.
Gennaioli, N. and et. al., 2012. Human capital and regional development. The Quarterly Journal
of Economics. 128(1). pp.105-164.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Ostrom, E., 2011. Background on the institutional analysis and development framework. Policy
Studies Journal. 39(1). pp.7-27.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Alarcon, G. M., 2011. A meta-analysis of burnout with job demands, resources, and attitudes.
Journal of Vocational Behavior. 79(2). pp.549-562.
Zainal, Z., 2017. Case study as a research method. Jurnal Kemanusiaan. 5(1).
Altieri, M. A. and Toledo, V. M., 2011. The agroecological revolution in Latin America:
rescuing nature, ensuring food sovereignty and empowering peasants. Journal of
Peasant Studies. 38(3). pp.587-612.
Greenberg, J. and Colquitt, J. A. Eds., 2013. Handbook of organizational justice. Psychology
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Pascolini, D. and Mariotti, S. P., 2012. Global estimates of visual impairment: 2010. British
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Chiong, A., Kolb's Learning style Model and Experiential Learning Theory. 2011. [Online].
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November 2017]
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