Six to Eight Best Learning Processes for Organizations

The importance of training initiatives in enhancing future development and achieving competitive advantage is emphasized. Organizations need to adapt to changing environments, and employees require specific training facilities to adjust quickly. The paper concludes that management plays a crucial role in bringing various facilities for faster performance management, including loyalty and customer satisfaction. Effective implementation of contemporary learning programs is necessary to stay ahead in a highly competitive environment.

HUMAN RESOURCE DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison in different learning styles:..........................................................................1
1.2 Role of learning curve:.....................................................................................................2
1.3 Contribution of different learning styles and theories:.....................................................3
TASK 2............................................................................................................................................3
2.1 The training needs of staff at different levels of organization:........................................3
2.2 Advantages and disadvantages of training methods used in organization:......................4
2.3 Systematic approach to plan training & development in organization:...........................5
TASK 3............................................................................................................................................7
3.1 Evaluation Plan:................................................................................................................7
3.2 Evaluation of the training event:......................................................................................7
3.3 Success of evaluation method:.........................................................................................8
TASK 4............................................................................................................................................8
4.1 Role of Government in training, development and lifelong learning:..............................8
4.2 The development of the competency movement has impacted on the public and private
sectors:....................................................................................................................................8
4.3 Contemporary training initiatives introduced by the UK government:............................9
CONCLUSION:.............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Development deals with training and development of employees in
organization as it provides an opportunity to learn new skills and techniques which is beneficial
for employees to work efficiently in the organization (McGuire, 2014). It includes employee
training, employee career development, performance development and management, coaching,
mentoring, succession planning and organization development. The focus of human resource
development is to develop most efficient workforce which play crucial role in organization
success. This report is based on a case scenario of Marks And Spencer's which is a UK based
multinational retail organization and specialized in selling clothing, home products and luxury
food products. Thus, in this report training needs and training methods at different level of an
organization will be discussed. This assignment will stress on different types of learning styles
and theories.
TASK 1
1.1 Comparison in different learning styles:
Every individual possess different learning style. These styles were developed by Mr.
Peter Honey and Mr. Alan Mumford; they identified four different learning preferences, such as:
Activist, Theorist, Pragmatists and Reflector (Mankin, 2009). Moreover, a Fleming's model is
most commonly used learning style approach and it depicts about three different type of learning
styles such as, Visual, Auditory and Kinesthetic. The learning styles can be compared on the
basis of attitudes and behaviors of an individual.
 Fleming's VAK Model: Fleming’s model is one of the most commonly used learning
styles. Fleming Provided three categories of learning preferences;
Visual learners have preferences on seeing. Thereby, they learn things by seeing pictures, Books,
diagrams, slides, video and visual aids etc. for example if an organization realize that its
employees can learn better through videos and slides, than they have to arrange training through
videos for its employees.
Auditory learners prefers listening and speaking activities, such as, lectures debates, role plays
and discussions etc. (Youndt and Snell, 2004).
Similarly if some employees learn things by experiencing these are Kinesthetic Learners, it
involves active learning and involves physical participation of an individual in a range of motions
to acquire the comprehensiveness and competencies of particular subject.
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 Honey & Mumford: Honey and Mumford developed their learning style as variation on
Fleming's Model. They proposed a similar approach to Fleming's model but in different
style, similar to Fleming, Honey and Mumford style is combination of learning stages.
Activists: Activist people learn by doing, they involve themselves into activities such as, brain
storming, problem solving, and group discussions (Hamel, 2008).
Theorists: These learners adapt and integrate observations into logical theories. They require
models, statistics and background information for learning.
Pragmatists: These people try to put the learning into practice in the real world. Pragmatists seek
and try new ideas, practical, case studies and discussions.
Reflector: Reflectors like to stand back and gather information before making any conclusion.
1.2 Role of learning curve:
A learning curve is a graphical presentation of the levels of learning with experience.
Experience and learning curve models are developed from basic ground from which individuals
and organizations gain knowledge by practically doing work. It is a continuous improvement
process which is developed through experience. To bring efficiency and perfections in a task
experience learning curve is very important to be followed. By creating experience in performing
a task, learning curve helps individuals to focus on developing new skills, knowledge and values
to their career (Beardwell and Claydon, 2007). Any organization that is developing new business
strategies and new values, its employees will automatically face new challenges in changing
atmosphere. Therefore, it is required to adapt to new learning curve to adjust their technical skills
and competencies. The employees will be provided with practical experience, performance
review, coaching to examine their expertise area which leads to a growing career path (Wilson,
2005). The learning and efficiency increases with time, thus experience bring down the time
increasing the expertise level and more production. Significance of knowledge transfer: Senior level officers and performance coaches
discuss with the employees to share their knowledge and skills about performance,
improvement areas,and organizational requirement (Belbin, 2011). Transferring
knowledge through off the job training, such as workshops, books,are very useful to the
employees for learning and development of the skills. It is very important for the
organization to develop skills and understand the values. With the better understanding
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and improved knowledge, employees can earn efficiency in their work and organization
can find out best possible performance for each responsibilities and position.
 Effect of learning curve: Transferring of skills and knowledge is not only the
communication; it is a process of sharing practical knowledge which will help employees
to grow their skills. Effective transfer of knowledge and learning curve help the people to
identify their performance level in business competencies and technical skills and being
able to participate in decision making process more effectively, sets realistic career path
and bring efficiency in the performance (Heathfield, 2015). This huge area of
improvement in employee learning results in gaining competitive advantage.
1.3 Contribution of different learning styles and theories:
Different learning styles and theories help in providing conceptual framework of learning
objectives and learning requirement. It depends on employees that which learning style will be
used and which employees will prefer the most and how fast the organization wants its employees
to adapt with new situations (Stewart, 2015). Therefore, before selecting a training event for the
employees, it is very important to analyze learning style and theories according to organizational
expectations and desires. Learning styles and theories focuses on the result which can be obtained
through learning events. To plan and design such event in the organization, it has to focus on best
learning theory which is accepted by its employees. Organization requires improvement in
different skills, such as, leadership, Team working, and decision making etc. However, these
learning styles would fulfill all these factors to generate better outcome of developing effective
human resource. So it is important to relate learning theories with the individual learning needs
and patterns.
TASK 2
2.1 The training needs of staff at different levels of organization:
Workforce from different level requires different training programs to learn and
understand values and standards (Luthans, 2004). For understanding this, Management should
realize the requirements and expectations of these unequal levels. Training needs for different
levels at Marks And Spencer's are as follows,
Senior Management Level Middle Management Level Operational Level
Senior management of Marks Middle management level staff Operational level needs to
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and Spencer's requires
knowledge and competencies
to deal with strategic issues.
Senior management has to
identify threats and new
growth opportunities for
business. With a time, they
need to sharpen their business
analysis skills and for this they
can attend workshops,
seminars, conferences and
other off duty learning
programs.
requires knowledge, Skills and
competencies in budgeting,
planning, organizing and
controlling. They bare the
responsibilities of turning
strategies into reality. Thereby,
it is important for middle
management to develop their
skills and confidence to work
effectively in a changing
market environment. However,
to enhance these skills they
can participate in workshops,
brain storming sessions, read
books etc.
implement the planning and
strategies which is developed
by middle management. For
this lower level management
requires technical knowledge,
skills and competencies. On
the job training and
performance review can be
helpful for motivating
operational or lower level
management.
2.2 Advantages and disadvantages of training methods used in organization:
Every organization provides different training methods to train its workforce. Some
organization provides counseling to help their employees to build successful career. Different role
plays at different positions enable the workforce of Marks and Spencer's workforce to
acknowledge their responsibilities and job circumstances (Sun and Law, 2007). Performance
appraisal helps employees to identify performance level and areas of development.
Training
Method
Advantages Disadvantages
Discussions Discussion with managers and team
members, make them able to enhance
their own skills and develop their career
path. Positive and supporting role from
authorities is important otherwise
employees will face motivation problem
in the organization
A positive and supporting role from
authorities is important otherwise
employees will face motivation
problem in the organization.
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Performance
appraisal
Motivating, recognizing performance
standards, helps employees to identify
their progress in skills and
competencies.
Employees who are not able to
improve their performance can feel
demotivated and disappointed.
Workshops Practical skills help to improve
performance level and efficiency.
Furthermore, it is a cost effective
method.
However, its success depends on
participants as how well they
perceive the message.
Induction Employees are introduced with the
organizational value, expectation, job
specification, challenges and
opportunities
The statements made by organization
may differ from the actual scenario
which can create negative impact
later.
Role Playing Different role and job responsibilities
are identified by practical experience.
Employees may feel nervous about
different role which can result in
performance degradation.
Job Mentoring Job mentoring provides an experienced
coach for employee to examine his
learning experience.
A possible disadvantage is that
mentor may feel that the trainee is
not progressive which can lead to
frustration.
Job Rotation Job rotation reduces employee
boredom, increases skills and open new
opportunities to employees.
Employees may not be satisfied with
new rotation which can decrease
employee morale.
Case studies It provides trainees a chance to discuss
and analyze the real work place issues.
This helps in developing their
analytical skills and problem solving
skills.
It can be difficult to search
appropriate case study suitable for
current scenario.
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2.3 Systematic approach to plan training & development in organization:
Being a general manager in Marks & Spencer's training and development of the new
employee is essential. A systematic approach, the problem solving training programs will be
executed in Marks & Spencer's which can help in the decision making process. In this program,
employees will be allotted a realistic problem and they will be asked to analyze and make
appropriate solutions. Employees will have discussion on those cases and will make realistic
solution (Luthans and et. al. 2006). These suggestions by employees will be judged by managers
and best possible solutions will be selected for implementation. This training program will
energize employees for participating in decision making process and increase the ability to
provide more realistic solution.
 Training need analysis: It is another way of training approach, training need analysis
means identification and prioritization of training needs. It starts with determination of
knowledge and skills which is essential for maximum effectiveness in the organization.
The key elements of training need analysis include following points,
 Implementation of structured methods,
 Linking training needs with organizations objectives,
 Achieving commitments of the top management,
 Involving employees and their supervisors and building effective communication between
all the people. Justifying cost with the benefits.
The training to the new employee of Marks & Spencer's will be provided through
following methods, Coaching/ mentoring: Being a general Manager, in Marks & Spencer's, I will provide
new employees professional coaching and mentoring. According to this training method
the employee will work under supervision of mentor. The mentor/coach will train the new
employee about the job responsibilities and how to perform the job. On job Training: As per this training method, employee will learn by practically
experiencing the things at work. This type of training is also known as instructional
training. This type of training in Marks & Spencer's increases the employee morale and
productivity of the organization.
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 Case studies: In this training method we will provide new employee a previous case study
of previous experience of the firm and employees will be assessed on the developed
solutions upon those case studies.
Training method for the event: Senior management will come forward with their findings, and
then employees will participate in problem solving case. Proper time will be provided to each
employee and discussions will take place among them (Chen and Huang, 2009). The problems
will be scrutinized and solutions will be presented to managers. Management will judge the
feasibility, edit and implement the ideas. Managers and employees will observe the change in
work environment and then management can call for a meeting to judge corrections which are
required.
TASK 3
3.1 Evaluation Plan:
To evaluate the result of training program, managers can use different methods to judge
effectiveness and efficiency of the event. Top management of Marks & Spencers would like to
know about success of training event, and for these different factors, cost and benefits can be
assessed (Youndt and Snell, 2004). Top management will evaluate the purpose of the training
event success is aimed on 5 different stages:
1. Need Assessment: it answers the questions what is actual problem? Its answer will dictate
the need of training programs.
2. Observation: This level focuses on how the training program can be made successful
and improved to attain maximum benefits.
3. Program clarification: It states the efficiency at different levels and future aspects to
make it more effective.
4. Progress: This state signifies and evaluates the progress of the participants and results of
how well it can be for future growth.
5. Program impact: Further in this stage impact of the event is measured for lifelong
growth of the organization.
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3.2 Evaluation of the training event:
The training can be effective by focusing employees as they identify problems from their
practical experience and shared management. The trainers developed innovative and realistic
solutions of problems. After the training event, staff was energized with new theories, resources
and performance upgradation which resulted in better and effective performance and every sort of
challenges were resolved. The training at Marks & Spencer's will be evaluated by following
methods, Customer Evaluation: The training method can be evaluated by observing improvement
in service, efficiency, quality of the products. It can be assessed to justify the effectiveness
of program. Expert Opinion: The firm can also take the suggestions and idea's from experts of Marks
& Spencer's. Experts opinion is very important for event success, expert’s opinion
identifies the effects of training program and scope of future improvement etc.
 Employee understanding: furthermore, the Effective and efficient evaluation to assess
how well they understood the event and how it is applied practically in fulfilling their
need. The training effects on the employees can be assessed by observing their behavior at
work and performance.
3.3 Success of evaluation method
The five approaches to evaluation method are very useful to illustrate the success of the
program in live work environment. The system assessed the expected benefits and actual benefits
to sort feasibility of the program (Chen and et. al. 2004). During the assessment, employees bring
their problems which affect the development process. Thus, it is very simple to figure out cost
benefits to take a decision that this program can be continued or some improvement needs to be
made. The management found it a successful system which analyzed all the steps and policies by
senior authorities. It helped in making more logical and analytical improvements in performance
(HUMAN RESOURCES: MANAGING AND DEVELOPING YOUR MOST IMPORTANT
ASSET.,2015). The training method which was focused in Marks & Spencer's is job mentoring.
Job mentoring to the employees i9ncrease their skills, knowledge and capabilities according to
the organization and increase the productivity and profitability of the organization. However,
sometimes it also creates frustration for mentor if mentee is not progressing quickly. The another
training method which Marks & Spencer's is using is on the job training method. This method is
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very cost effective method and employee learns the work in actual work environment of the
organization.
TASK 4
4.1 Role of Government in training, development and lifelong learning:
The UK government has a significant role in training and development of the employees
in private organization. Government arranges training events by expert trainers so that employees
can improve their skill and effectively perform in the organization. UK government is concerned
about internal development of organizational performance. Lifelong learning is self-motivating
for employees; government involvement in training can aid human resource to pursue knowledge
from working environment (Vörösmarty and et. al. 2010). Moreover, the organizations are not
able to invest huge amount in training Programs. In these cases the organizations are benefited by
the government involvement and render support to human resource development. As a result
companies are growing and gaining human resource effectiveness and standard quality. This
helps to create advantageous situations for organizations in highly competitive environment.
4.2 The development of the competency movement has impacted on the public and private
sectors:
Competency movement has made other organization to concern about their performance
gap in the organization. Private companies are investing a huge amount in this particular sector to
increase their competencies to attain competitive advantages. The employees who do not posses
competitive spirit, fails to give an effective performance in the firm, which leads to poor service,
low motivation, inefficient production etc. Besides this private consulting and auditing firm
makes a large investment in terms of training their employees (Collins and Smith, 2006). These
organizations provide a learning curve to develop their expertise. Learning is a never ending
process and qualifications are provided to enhance self-confidence in them.
Growth in private organization's performance impacts the economy.Their level of
performance (HUMAN RESOURCES: MANAGING AND DEVELOPING YOUR MOST
IMPORTANT ASSET, 2015). Moreover, Public firms in UK are also making continuous efforts to
improve the performance level and standardized service quality. Movement of competencies and
skills is an essential part of learning process for effective and improved performance. Higher
success rate of the never ending learning process and competencies movement in development
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activities and productivity are influencing all the organization to develop their own pattern in the
workplace. In return from this employees are receiving a huge amount of motivation and
development in their responsibility areas.
4.3 Contemporary training initiatives introduced by the UK government:
Contemporary training initiatives were taken by UK government to provide small and
medium organizations a useful development and training program to bring growth and stability in
the economy. This training program is vocational and aim for quick learning on different areas of
a business. Thus, understanding the current scenario and future prospects, UK government
designs different quality training programs for different organization (Gold and et.al., 2013). This
training facility is a fast process of development in working environment of organization. As the
economy is affected by the performance of employees the government is putting extra possible
efforts in designing the best learning process for the organizations as per the type of learning
requirement.
Furthermore, training initiative is essential for future development and attaining
competitive advantage. Some companies have developed and changed their values and to make it
successful they require specific training facilities for their employees. This contemporary training
will make employees to quickly adjust in the changing environment (Vörösmarty and et. al.
2010). The training is identified to fulfill the expectation of consumers, competitive positions,
market conditions and future prospects. Faster adaptability is possible only with active
participation and effective implementation of contemporary learning programs as per the
organizational structure and employees need.
CONCLUSION
The management brings several facilities for faster performance management of workers.
These factors help the organization to stay and operate in highly competitive environment and
achieve loyalty and customer satisfaction (Luthans and Youssef, 2004). The friendly atmosphere
aids the workforce to feel important and search out organizational desires. For several learning
requirements and development needs, the organization needs to search out more critical areas for
effective implications of practices. Hence, it has been concluded from this report that
development aids the individual to grow and perform better in organizational work flaw. For
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different requirements, there are some areas and organizational issues which will require effective
interference of these learning theories and practices.
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REFERENCES
Books
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Mankin, D., 2009. Human Resource Development. OUP Oxford
McGuire, D., 2014. Human Resource Development. SAGE.
Wilson, P. J., 2005. Human Resource Development: Learning & Training for Individuals &
Organizations. Kogan Page Publishers.
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Luthans, F., and Youssef, C. M. 2004. Human, Social, and Now Positive Psychological Capital
Management:: Investing in People for Competitive Advantage. Organizational dynamics.
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Luthans, F., Luthans, K. W., and Luthans, B. C. 2004. Positive psychological capital: Beyond
human and social capital. Business horizons. 47(1). pp. 45-50.
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