Report on Human Resource Development- Marks and Spencer

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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