Designing MOOCs for Multiple Learning Styles

This assignment tasks students with designing Massive Open Online Courses (MOOCs) to cater to multiple learning styles, promoting inclusivity in online education. By incorporating a variety of teaching methods, activities, and content formats, learners will be better equipped to engage with and absorb course material effectively.

Human Resource
Development

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Compare of various learning style....................................................................................1
1.2 Role of learning curve and importance of transferring learning......................................2
1.3Llearning styles Contribution and planning and designing theories of learning event...3
TASK 2............................................................................................................................................3
2.1 Requirement of training for staff at different level.........................................................3
2.2 Training method's advantages and disadvantages ...........................................................4
2.3 Systematic approach of plan training and development for a training event...................4
TASK 3............................................................................................................................................5
3.1 Evaluation of suitable techniques.....................................................................................5
3.2 Evaluation of a training event...........................................................................................5
3.3 Reviewing the success of the method...............................................................................6
TASK 4............................................................................................................................................6
4.1Government role in training, development and lifelong learning.....................................6
4.2 Development of the competency movement and its impact on public and private sector7
4.3 Assessing the contemporary training initiatives introduced by the UK government.......8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The resources that broadside in the knowledge, skills and ability of a person. That are the
people who made the manpower of an organisation, enterprise sector, and economic system.
The human resources sector of the organisation performs human resource management, visual
perception different prospect of occupation, such as agreement with labour and employment
standard, management of worker welfare, and several characteristic of recruitment. This present
report is based on HSBC organisation which provide banking and financial service to their
customers. It is the big financial company
dealing with wealth management. In this present report comparison of learning styles, role of the
training curve, importance of transferring learning, and contribution of learning style discussed.
Other than that, need of training, their benefits, and systematic approach are covered. Along with
this, in this report evaluation of the suitable techniques, training events and method are
discussed.
TASK 1
1.1 Compare of various learning style
There are number of theories and studies which indicate that each and every person use
different types of learning style for their own development. Learning us linked with the concepts
of knowledge, skills, information, behaviour, values and preferences. There are different types of
learning style which are using by the people. One of the important style is the visual learning
styles. In that style people visual the result of the task, so they can able to see their future result
for their task. Through visual learning style they can take the appropriate decision in the HSBC
organisation. Second one is verbal learning styles, in that style, people learn about entire
communicator skills which is used in the organ satin. They learning the way of communicate
with others. Through it they can understand the way of communication way, which can be
beneficial ion the company. Along with this people usually use the aural learning style for their
development in the organisation (Grünewald and Willems, 2013). Aural is one of the effective
learning style, which is used for talking communication with others. Through it, usually people
can deal with their suppliers or customers in very professional way. The entire sales of HSBC
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depend on the employee's aural skills. If they have this entire learning skills, they can accomplish
their work on time. Other than that, entire employee will learn lot of thing like communications
skills, team management skills, time management skills. Etc. However, this different types of
learning style uses by the employee and people for their own development. Self development is
very necessary in their own life and for the HSBC company.
1.2 Role of learning curve and importance of transferring learning
Learning curve is the track record of the performance of learners which is impact on the
entire learning process. Each and every learning style has their own objectives and it can only be
achieved it is movement to the work place. It is the visual communication presentation, which
represents the addition or decrease of learning in respect to experience. Learning curve's main
role is to identify the leaner's knowledge, information and skills, It is the process of evaluation of
the entire learner. When people use different types of learning styles, then it will be examined by
learning curve. So it is the important method in the organisation. Other than that, it identify the
progress of the learners. If they found that learners are not giving their best at their work place
and in learning session, they will take some serious action for that types of employees (Cheng,
2014).
HSBC organisation arrange development program and training session for their
employees. They use time, fund and energy to train their entire employees. Through it, employee
has get the activity of transferring their learning into others. In the HSBC company, number of
employees are working, and they are proving effective training session to them for their
development. Through it they get different types of benefit, like add value, proper use of fund,
face and overcome challenges etc. One of the main objective of the learning session is to add
value to the company. Other than that, they can utilize their fund in proper place, so they have
spent a lot to develop its employees. They are spending lot of fund to train their employees.
Through entire learning session, their employee can able to face any problem and issues at their
work place. Some time they face a challenge about which they don't have appropriate knowledge
and information. Learning session teach them to handle entire task at their work place. It is the
very effective process of the organisation. Through it, company get lot of benefits. Their
employee can get the large numbers of skills, knowledge, information, and abilities from the
training session and development program.
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1.3Llearning styles Contribution and planning and designing theories of learning event
In the HSBC organisation, they arrange some effective training or learning session for
their employees. There are different contribution of learning styles in the organisation. When
they provide learning session, their employee can increase their skills, knowledge, abilities, and
information. This is the important outcome of the learning styles. Learning styles provide lots of
information and knowledge to the entire employees. Through it people can learn about
behavioural knowledge, time management, team management etc. Learning style play the
important role in the HSBC organisation. People uses some different style for their self
development, so it is very useful and beneficial for the entire people who are living on this glob.
When they arrange the training session for their employees, they make sure that, their
planing and designing is useful or not. They should design their learning event according
requirement of the employees (Yang and Yang, 2013). If they will organise the training event
according to employee's need, then they will be able to gain entire knowledge and information
which is proving in the training session and development program. The applicable knowledge
about the various learning style and concept are very much captious to any kind of the learning
session designing because this is more of a mental activity.
TASK 2
2.1 Requirement of training for staff at different level
There are different types of department in the HSBC organisation. They all need effective
training session for their personal development. In the organisation, managers also need of
training, so they can play the role in achieving the goals and target of the company. The human
resource management should design development program and training session according to
need of the employees. In the organisation, there are finance department, marketing section, and
production division, however, company want to provide them training session. If they are
providing grooming to their marketing employees then they should design their education
according to skills of sales, convince power and communication level. They can involve this
things in the training of marketing section so they can learn great communication skills, and sales
skills. Other than that, for finance department, they should include some management of fund,
bargaining power, and money management in the training session. So, they can learn utilization
of finance in the different sector of business For production department, they can provide them
entire training of production, so they will learn about production. Other than that, they can
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understand the importance of the production in the organisation. This entire training need for
staff at different level is very necessary in the HSBC company (Kavanagh and Johnson, 2017.).
2.2 Training method's advantages and disadvantages
11 Method Case study
In this development activity, a circumstances is given to the employees and then ask them to
resolve the problem. This method can be applies for any individual or teams and it help them at
their work place. The most important reward of this method for the HSBC organisation is that, in
the management, managers can take their great decision. This method increasing them in
capacity of decision making. The main disadvantage of this method is entire employees or
subordinate can not learn this type of learning (Purce, 2014).11 The classroom or lecture method
This is very simple and appropriate method to provide them training. In this method an
instructor give lectures using a white board and power point project. Benefit of class room
lecture is that HSBC organisation can conduct a development program for a big number of
workers as a time and it is cost effectual performing. Disfavour of it is, it can be practical for the
training of the particle presentation work as there is no range for laboratory demonstration.11 Mixed training method
This is the unique and effective training method in the organisation. It trust all accomplish able
training methods in an umbrella and used to train and develop the worker. Benefits of this
method is, organization has various types of section, so they can learn management skills from
this training method. Main disfavour of this activity is, it can be very much costly and time
consuming (Bamberger and Meshoulam, 2014).
2.3 Systematic approach of plan training and development for a training event
A systematized approach of training is use of different types of level. It should be start
from company's aim and then certain stage is finishes at implementing the training program. The
first stage of this approach is aim of the organisation. The aim of HSBC organisation should be
clear, so they will be able to provide their training session to their employee according to their
aim and need. Second stage of this approach is training need of the employees . They should
identify about the need of employees. Third stage is designing training strategy. Through this
stage, company should make a planning for their training session, so entire department can able
to learn different things from the training session. Last stage of approach is implementing the
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training session. When they arrange the training session for that employees, they should
implement of training program at their work place. So, it will help them in increasing their
knowledge, information, skills, and ability (Steffen and Folke, 2015). This four stages make
systematic approach to training plan and development for a training event. This level are very
useful in the training and development program. HSBC organisation can follow this stages for
providing training session to their employees.
TASK 3
3.1 Evaluation of suitable techniques
When organisation provide their training session and development program to their entire
employees, they should know that their training session are useful or not for the employees. They
can identify about it from some method. The main purpose of the assessment is assessing the
training was worth doing or not and there are. the performance of the whole worker improved or
not. In the HSBC company, different types of people are working, and they provide them
development program for their work improvement. Further, they should start the evaluation of
the assessment of all employees. In this technique, they should know that employees are doing
their best or not and they are improving their performance or not at their work place(Renwick
and Maguire, 2013). This entire assessment is very necessary and important in the organisation
for accomplish their target and goals.. After assessing the results, company has to decide whether
further training required or not. Evaluation is very useful technique in the organization. If they
will use this technique, they can know the whole situation of the employees. It the were not able
to learn their training session, then they can arrange the development program for their employee
again. It will help them in increasing their knowledge, information, ability and skills. It will help
them at their work place.
3.2 Evaluation of a training event
After training event, they should know satisfaction level of the employees and reaction
of entire participants. It is the immediate assessment of the trainer, because trainees can tell their
issues Immediate. They observe an immediate reaction, and try to know whether the tanning
session was effective or not (Clark and McNie, 2016). Trainers should take feedback from
employees and another participants, so they can be able to measure the rate of knowledge by
immediate question and answering process. It is the process, where people easily get the
knowledge of training session. Trainers should immediate identify the behaviour of the trainees,
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so he can be able to provide them knowledge and information about their behavioural attitude. If
they will teach them, about their behavioural attitude, then it will help them at their work place.
They can learn the way of talking and behave to others. The managers of HSBC company
observed two weeks from the conduction of the development program and find measurable
business improvement. Business improvement is very useful factor which is known by the
managers., Further, they should measure with a standard, so finally the organization comparison
the result acquire from the training session with the previously discovered standard.
3.3 Reviewing the success of the method
Training session and their evaluation method are very important in the HSBC company. They
both play the vital role in the organisation. Through it, they get lots of benefits, and it will help
company in increasing their employee's knowledge, information, skills, abilities, and
improvement. When they get this entire thing in their employee, they can easily achieve their
target and goals. Other than that, satisfaction and associate response is a very useful method, it
describes the internal opinion of the employees about the session they participated. The
development program was to create the individual personal skills. It is instantly connected with
the getting of knowledge and information. Evaluation is a tool to understand a employee's
improvement. Through it, they can know their entire productivity and improvement at their work
place. The main purpose of the improvement is the enterprise result. However, the managers get
the former information and compared with the new information acquire by measurement. It was
a helpful way to measure the effectiveness. This entire method very successfully in the HSBC
organisation. Through it, company can get their goals and target easily. They get the effective
productivity of their employee (Dries, 2013.)
TASK 4
4.1Government role in training, development and lifelong learning
The function of government in training, development and lifelong learning is very important.
They are focusing on following perspective:
1. Formulate a HR policy for people
The government is providing information of human resource management to the entire people
and help to improve the capability of its citizens (Hakansson, 2015).
2. Allocate fund and promote HRD study
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Government is providing some fund to human resource development in private sector. The
purpose is, they want to train their citizens in the country. Government are helping their people
as providing training and development program for increasing their knowledge and information
about human resource development.
3. Creating a favourable work environment
Government can provide favourable work environment to the people. It can be in lot of
style. One of the effective style is they can be passing a law containing the rights of the employer
and punishment for violations (Hoque, 2013).
This entire role played by the government in training, development, and lifelong. People
can learn lots of things from the government. They also provide fund to private sector. That fund
is form training session which will be providing to entire citizens. It is very useful activity which
is done by the government.
4.2 Development of the competency movement and its impact on public and private sector
Competency is a ability of the employees for their job role. The quality requires some
another skills which are a obligatory to finishing a task effectual. Competency is the very useful
factor for the public and private sector. When HSBC company provide their training and
development of the competency movement, they can assessment of the impact on public and
private sector (Martin and Kay, 2013). Through it, privates sector can get the ability to
accomplish their task and work on time. Through it, their employees learn time management,
team management, and work management skills. According to public, they learn different types
of thing from competency movement. Public can easily learn the way of behave with others.
They also can increase their capacity at their work place. Both public and private sector are
influenced by the competency movement. Through it, people can get the ability of work and
increase their capacity at their work place. If they will learn this entire thing, they will be capable
to accomplish their goals and target.
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4.3 Assessing the contemporary training initiatives introduced by the UK government
The UK government has several enterprise in the fields of human resource improvement. The
UK government contributed in department of health, education and skills, trade and industry,and
work and pension. This is very effective contribution of the UK government for their citizens.
Through their contribution, this services provide by the organisations. They are supply concern
likes to the eager and poor one. UK government are supply skills for business network by sector
skill council (Budeva and Petkus, 2015). They are giving their effective contribution for the
people, companies and firms . Other than that, they are funding and planning for learning and
their education. Along with this, they are creating skilled workforce for the industry by the
university of industry, and creating standard workforce of the particular sector by national
vocational qualifications. This entire contribution of UK government is very effective for the
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Illustration 1: Competency movement
(Sources : Competency movement, 2017)

companies. This is help them in increasing their profitability. Other than that, their employees
also can learn lots of thing about human resource development from it. There are the some
enterprise taken by the authorities of the UK which helps to the company to become improved
people for their activity and assure the commitment of the government to help the private sector
(Samarakoon and Rajapakse, 2013).
CONCLUSION
In this present report it has been recognised about types of learning styles, role of
learning curve, importance of learning transferring, and contribution of learning styles. Other
than that, it is concluded about training need for staff at different level in the HSBC company,
benefits of training methods, and systematic approach of a training event. Along with this, in this
present report it is also concluded about suitable techniques for evaluation, success of the
evaluation methods, role of the government in training, and contribution of the UK government.
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REFERENCES
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Samarakoon L. and Rajapakse, S. 2013. Learning styles and approaches to learning among
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