The Role of Training and Development in Enhancing Employee Performance

The provided report focuses on various aspects of human resource management, including training methods for employees both on and off the job. The report highlights the importance of developing skills and abilities to enhance employee performance and organizational effectiveness. It also references several academic sources that explore topics such as competency-based training, adult learning theory, and human capital development.

Human resource development

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK- 1...........................................................................................................................................3
1.1 Compare different learning style...........................................................................................3
1.2 Role of the learning curve and importance of transferring learning at the workplace..........4
1.3 The contribution of learning styles and theories while designing the training program.......5
TASK- 2...........................................................................................................................................5
2.1 Compare and discuss training needs of staff at the different level of organization...............5
2.2 Advantages and disadvantages of the training methods used in the organization.................6
2.3 Use a systematic approach to plan training and development for a training event................7
TASK- 3...........................................................................................................................................8
3.1 & 3.3 Evaluation plan with suitable techniques & The success of evaluation methods used
......................................................................................................................................................8
3.2 An evaluation of a training program......................................................................................9
TASK- 4.........................................................................................................................................10
4.1 The role of government in training, development and lifelong learning.............................10
4.2 The development of competency movement has impacted on the public and private sector
....................................................................................................................................................10
4.3 How contemporary training initiatives introduced by the UK government contribute to
human resource development for an organization.....................................................................11
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................13
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INTRODUCTION
From all the resources that is physical, human resources, technological and financial
resources human resources are consider as the most significant and active resources that lead to
enhance the productivity of organization (Gatewood, Feild and Barrick, 2010). Hence,
organization must focus on developing their human resources, upgrading their abilities and
extending their knowledge with the help of providing proper training and development programs
that would lead in enhancing the performance of organization. Therefore, it can be said that
human resource development is continuous process that ensures the development of employee
competencies and capabilities in the systematic and planned manner. The present report focuses
on understanding the concept of learning as well as it also studied the different theories and
styles that are associated with the learning. However, the report will also focuses on the
designing and planning the training events for imparting the knowledge and learning to the
employees of organization. Lastly, the report will also understand the initiatives that are taken by
the government to impart learning at the workplace.
TASK- 1
1.1 Compare different learning style
Learning is defined as the continuous process that is linked with the concept of acquiring the
knowledge, skills and abilities that help the individual in enhancing their knowledge. Thus,
individual learn in different ways and the ways represent the preferred learning styles of the
individual. According to Honey and Mumford, there are four learning styles such as activist,
reflector, theorist and pragmatist (Avolio and Gardner, 2005). While, the Fleming’s model
postulates that there are three types of learning style that individual carries that is Visual,
Auditory and Kinesthetic.
Honey and Mumford has focused on the four types of learning approaches that
persons naturally chooses and they suggest that in order to maximize one's own individual
learning. Individual have different mindset to perceive the knowledge in the effective way
(Conger and Donnellan, 2007). The different types of learners under this are:
Learning styles Attributes Activities
Activist These Individuals learns by performing the tasks by Brainstorming
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their own. Although they have open minded approach
to adopt learning and new experiences.
Pragmatist These individuals are the one that take time to think
and then apply the learning into reality (Sirmon, Hitt
and Ireland, 2007).
Case study
Reflector These learners learn by observing and thinking
constantly about the activities. They may perhaps
avoid leaping in and rather prefer to observe the
activities by standing back and sight the experiences
from different perspectives.
Discussion
Theorist These learners understand the theories behind the
actions. In order to engage in the learning process they
need to understand models and theories (Aguinis and
Kraiger, 2009).
Theories and
models
While, Neil Fleming focuses on the three styles of learning that individual possess to
adapt or acquire learning at the workplace. The learning styles are:
Learning styles Characteristics Activities
Visual learning These learners mainly prefer gaining information or
learning through the charts, diagram, flowchart or
images.
Images
Flow charts
Auditory learning Under this style learners learn best by attending
lectures, seminars or group discussion.
Lectures
Kinesthetic
learning
Learners selecting this style prefer learning through
doing and touching even the learners expresses
themselves through the movement.
Acting
1.2 Role of the learning curve and importance of transferring learning at the workplace
Learning curve has great impact on the learning process of an individual because it represents
the learning record of the learners (McMichael, 2011). Therefore, learning curve refers to the
graphical representation of increasing and decreasing learning of the individual in respect to
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experiences. It is an effective technique to assess the impact of learning or training event as it
shows their track record. Another role of learning curve is that it commonly used by the
management so that they can easily set up the incentive schemes for the individuals by reviewing
their learning curve (Bronfenbrenner and Morris, 2006).
Although, transferring learning at the workplace also plays significant role in enhancing the
organizational performance. Qualified managers or superior communicate with their employees
and share their experiences and knowledge regarding the job performance so that employees can
render effective services in the organization. However, manager can focus on organizing
workshops for transferring the learning that supports the employees in developing their skills and
abilities. Thus, transferring learning at the workplace also plays significant role in overcoming
obstacles within the organization that arises while performing the job (Barney and Clark, 2007).
1.3 The contribution of learning styles and theories while designing the training program
Learning theories mainly focuses on describing that how an individual learns and acquire
the knowledge at the workplace. It describe that how message or information is processed and
preserved during the course of learning. There are several learning theories like behaviourist
approach, cognitive and social learning etc. all theories have their own importance. Morrison
focuses on Behaviourist approach of learning while planning and designing the learning event. It
has stated that in this approach learning is being characterized as change in the behaviour of
learner. This theory assumes that individual born with the blank mind and subsequently it has
been shaped through positive and negative reinforcement and through punishment (Collins and
Smith, 2006).
TASK- 2
2.1 Compare and discuss training needs of staff at the different level of organization
Training need is not similar at each and every level of the organization hence, manager
need to focus on understanding the different training needs of staff operating in different level of
the organization. For instance, there are three levels in the organization that is top level, middle
level and lower level (operational level). Staffs at different levels require different knowledge,
competencies and abilities so that they can easily accomplish the strategic goals of the
organization (Dowling, Festing and Engle, 2008).
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 Top level management: The top level consists of board of directors, directors etc. that
frames or devise the objectives and strategy to accomplish the objectives so they can
survive in the long run. At the top level management they need to enhance their
theoretical and decisions making skills so that they can take effective decisions regarding
selection of the strategy. For instance, Top level manager requires skills and abilities so
that they can deal with the strategic issues occurring within the organization (Knowles,
Holton III and Swanson, 2014). Middle level management: Middle level management consists of managers and different
departmental head that require tactical knowledge so they can achieve the medium term
goals of the organization. The main purpose of middle level manager is to allocate
resources in the effective manner and engage them properly that benefit the organization.
For instance, middle management level staffs require knowledge, skills and competencies
regarding the budgeting, planning, organizing and controlling the overall resources
(Horton, 2000).
 Lower level management: It consists of employees and workers that operate day to day
functional activities of the organization and accomplish the objective of the business.
Lower level staff focuses on enhances their skills and abilities related with their work that
help in performing the tasks in the better manner. For instance, lower level staff requires
technical skills and competencies to perform day to day tasks (McGuire, 2010).
2.2 Advantages and disadvantages of the training methods used in the organization
There are different training methods that are used within the business organization for
enhancing the skills, abilities and competencies of the individual. A manager uses training
method to teach their employees regarding the job in the organization. The training methods
include on-the-job and off-the-job methods.
On-the-job methods allow the employees to learn the skills and abilities while performing
their tasks. In this method trainee is given an opportunity to handle and observe the job by being
its literal part (Bates, 2002). One of the effective on-the-job method is mentoring under which
qualified personnel enhances the skills and knowledge of individual while demonstrating the
activity at the workplace. Another on-the-job method is Job instruction training (JIT), under
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which trainee is being prepared by giving instruction. Instructor put the trainee at the work site
and follows up the training program to identify and correct the deficiencies.
Advantages Disadvantages
Cost-effective Quality depends upon the ability of
individual and time available.
Provide an opportunity to learn whilst doing
training alongside with colleagues.
Potential disruption to production.
Another training method includes off-the-job methods that are totally opposite of on-the-
job training. Under this method trainer learns or enhances their abilities outside the job area and
spend their full time on training (Boselie, Dietz and Boon, 2005). The different off-the job
techniques are:
E-learning: It is the effective training method that occurs through internet or Intranet; satellite
broadcast etc. to trained the individual. It exercise upon using web based training tools and put
training modules on Web so that it can be accessed by the individuals with the help of internet
(Whitener, 2001). However, the organization also uses teleconference and web meetings to held
the training sessions.
Advantages of E-learning include:
 It reduces the additional cost of appointing third party or trainer.
 Cost linked with the remote training is also reduced (Hitt, Biermant and Kochhar, 2001).
Disadvantages of e-learning include:
 The main drawback of E-learning is that this method is technology depend as it require
computer based systems and other devices.
2.3 Use a systematic approach to plan training and development for a training event
Utilizing a systematic approach to training is valuable approach that focuses on
prioritizing the organization objectives prior to initiate the phases of training. A systematic
approach to training is a form of formal training that is designed to ensure that training begins
and ends as per the requirement of company (Dirani, 2012). Through a systematic tactic, this
approach equips workers with the adequate knowledge and tools to trail the company’s interest
with capable job performance. The systematic approach to training include following steps:
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 Identifying training requirement: The first step in the systematic approach to training
includes determining the training requirement within organization by analysing the
employee performance and comparing with the organizational goals. If the manager
identifies training gap in the organization it become easy for manager to design an
appropriate training program.
 Setting objectives: After determining training requirement within the organization
manager focuses on setting objectives so that they can easily provide effective training to
the employees at different levels so they can perform their job effectively (Rowden,
2007).
 Design training: After setting the objective manager must design effective training
program that mainly covers different sections like which training method will be used,
who will supervise the training program, training material used in the program etc.
 Implementation: After designing the training program manager can implement the
designed training program within the organization so they can impart the knowledge to
the newly hired employee (Shen, 2005).
 Evaluating the training: The last step in the systematic approach to training includes
evaluating the training program. The success of each step must be frequently assessed by
the supervisor or training manager (Olaniyan and Ojo, 2008). An evaluation of the
completed training program measures the significance of the training program as it
accomplishes the organizational goals and improves the behaviour and performance of
the employees. Evaluations can be accomplished by testing the acquired knowledge and
skills instantly after completion of the training program. With the help of consulting with
their supervisor or providing proper feedback will help in evaluating the effectiveness of
training (Kozlowski and Salas, 2009).
TASK- 3
3.1 & 3.3 Evaluation plan with suitable techniques & The success of evaluation methods used
In the design and planning of any training event managers need to consider how the
effectiveness of the training will be evaluated and what techniques will be used. For instance in
Sainsbury the newly staff must provide proper training so that they can render proper work in the
organization (Warner and Goodall, 2009). The newly appointed staff must get 6 month training
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session to develop several skills and abilities like communication skills, problem solving skills
that will support them at the workplace. Thus the respective outlet managers or handler are
asked to keep the close review on the performance of employee from the date of joining.
However, the evaluation will be done on the regular basis that will compiled by the store
manager at the end of each month and it would be send to the company headquarters. Therefore,
the management will then find out the skills and abilities achieved by employee on relative basis
and take further decisions (Gatewood, Feild and Barrick, 2010). However, the manager must also
adopt suitable techniques to evaluate the training program include: Observation: Store manager can easily evaluate the effectiveness of plan with the help of
observation techniques as it will help the manager to monitor or observe the plan in the
proper manner so that they can identify the gap in the training plan and overcome by
taking remedial measures (Avolio and Gardner, 2005).
 Interviews: Another technique to evaluate the success of training program include taking
interview from the employees to whom the managers have render the training. By
conducting interview Sainsbury manager will measures the effectiveness of training by
asking them questions regarding the training sessions (Conger and Donnellan, 2007).
3.2 An evaluation of a training program
Training the workers of organization is an essential practice that help to cope up with the
raising market scenario. Sainsbury uses effective training plan for their newly hired staff that
caters key knowledge and also acquires the skills that are required to execute the tasks
efficiently. There are certain factors which mark the evaluation of training events. These are: Improve performance: Training is imparted in the Sainsbury to improve the employees
performance by developing their skills and abilities. Although evaluation of training
assure improvement in the respective performances which instantly contributes in
affecting the organization's overall performance (Sirmon, Hitt and Ireland, 2007).
 Retention: The basic evaluation training results in employee satisfaction that will result
in the higher retention rate. With proper evaluation of training, employees feel motivated
and satisfied with the training program which leads to reduce absenteeism and employee
turnover.
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TASK- 4
4.1 The role of government in training, development and lifelong learning
For supporting the growth, survival and competitiveness of UK firms the government has
implemented several initiatives regarding with the training and development of the employees
with the strong focus on enabling the life long learning for developing the human inventory of
Sainsbury (Aguinis and Kraiger, 2009). There are different organizations in the UK that promote
the training and development and lifelong learning of the employees. For instance, Industry
Training Organization (ITO) are recognized territory education under Industry training act 1992.
this organization are responsible for setting up the national skills standards for the industry,
arranging the monitoring of quality training etc (McMichael, 2011). The government approaches
training and development in the UK include:
 Sector skills councils (SSC): One of the initiative taken by UK government is to set up or
found sector skills council that covers particular industries or business enterprises of the
UK region that will support them in boosting the skills of workforces, to reduce the skills
gap among the employees and results in improving the productivity etc (Bronfenbrenner
and Morris, 2006). Although, SSC help the Sainsbury store managers in developing and
managing apprenticeship regulation within the business organization. The sector skills
development agency (SSDA) was the one that was responsible for funding and
supporting the activities of SSC.
4.2 The development of competency movement has impacted on the public and private sector
The main purpose of competency movement is to improve the HR system of the business
organization. This movement mainly concerns about the disparity in firms which are related with
employees performance. Whether it is a public or private sector, all the businesses are focusing
on the raising the competencies of the human inventory so company can gain competitive
advantage in the market (Barney and Clark, 2007).
However, development of competency movement has importantly impacted both the
sectors of the economic system. The UK government initiatives in the area of developing the
individual skill has decreased the training demand for the newly hired employees which results
in saving the time, monetary value and resources. In addition to this, the young manpower are
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equipped with the proper skills and abilities that supports Sainsbury to provide advanced services
among the market and gain competitive advantage (Collins and Smith, 2006).
Although, Sainsbury employing large number of young force would focuses on the
government initiatives like National skills academy, apprenticeship schemes etc. will help the
employees to develop their skills and render proper services within the organization. This has
resulted into achieving higher efficiency and productivity at the employee and team level while
also resulting into overall business efficiency.
4.3 How contemporary training initiatives introduced by the UK government contribute to
human resource development for an organization
UK authorities offers different training initiatives for employers in various sectors to
render on the job ad off the job training to their employees (Dowling, Festing and Engle, 2008).
The apprenticeships are planned in the customised format as per the requirement of employers
and thus praise its nature and objective of business organization. The curriculum framed by the
UK government are design to train both present as well as new employees. There are different
apprenticeships accessible for manufacture and retail sector to assist the employees and
employers to acquire new abilities and utilizes it successfully (Knowles, Holton III and Swanson,
2014). Sainsbury's can also get benefited through it and utilise the new training methods and
information sources. The apprenticeships will further the business need as to provide access to
new sources of information and training methods. Other initiatives the UK government should
take to face future challenges include that:
 UK government can devise the new legislation that focus on allowing the training and
development to the newly hired employees that will support the HRD of Sainsbury in
framing proper strategy (Horton, 2000).
CONCLUSION
Conclusively, it can be said that human resource development positively contribute in
attaining the overall success of an organization through providing proper learning and training to
the individual that will improve individual and organizational performance. However, the report
has also concluded that there are different learning styles and theories that will help the
individual in acquiring the knowledge and skills. Although the report has concluded that there
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are different training needs for the staffs that are performing their role in the different levels in an
organization. The above report has also focuses on different training methods of employees for
example on the job and off the job training methods that are used in the organization to develop
the skills and abilities of them to make them work faster.
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REFERENCES
Books & Journals
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Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Dowling, P., Festing, M. and Engle, A. D., 2008. International human resource management:
Managing people in a multinational context. Cengage Learning.
Collins, C. J. and Smith, K. G., 2006. Knowledge exchange and combination: The role of human
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Barney, J. B. and Clark, D. N., 2007. Resource-based theory: Creating and sustaining
competitive advantage. Oxford: Oxford University Press.
Bronfenbrenner, U. and Morris, P. A., 2006. The bioecological model of human
development. Handbook of child psychology.
McMichael, P., 2011. Development and social change: A global perspective. Sage Publications.
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environments to create value: Looking inside the black box. Academy of management
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Conger, R. D. and Donnellan, M. B., 2007. An interactionist perspective on the socioeconomic
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Gatewood, R., Feild, H. and Barrick, M., 2010. Human resource selection. Cengage Learning.
Warner, M. and Goodall, K., 2009. Management training and development in China: educating
managers in a globalized economy. Routledge.
Kozlowski, S. W. and Salas, E., 2009. Learning, training, and development in organizations.
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