Livable City Development and Planning

This assignment delves into the concept of building livable cities, taking Putian as a case study. It examines various aspects crucial for creating sustainable urban environments, including the impact of human resource quality on organizational activities, the role of play in development, the relationship between economic growth and ecological balance, and the importance of water resources in shaping livable cities. The assignment draws upon academic research and real-world examples to analyze these interconnected factors.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................5
1.1 Compare different styles of learning styles...........................................................................5
1.2 Role of learning Curve and importance of learning transfer.................................................6
1.3 Contribution of learning theories and styles in designing induction programmes................8
TASK 2............................................................................................................................................9
2.1 Compare the Training Needs for Staff at Different Levels...................................................9
2.2 Advantage and Disadvantage of methods of training implemented in HSBC company....10
2.3 Systematic approach ton plan training and development event..........................................12
TASK 3..........................................................................................................................................14
3.1 Evaluation of induction training programme......................................................................14
3.2 Effectiveness of the training programme in HSBC organisation........................................15
TASK 4 .........................................................................................................................................15
4.1 Role of UK government in training and development of employee...................................15
4.2 Impact of Need for competency and skills assessment in public and private sector..........16
4.3 Contribution of contemporary government initiatives in training and development..........16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Training and development is an important aspect of the company. This helps in
developing new skills and capability in individual to work efficiently with the organisation
according to the change in the market. The learning programmes bring adaptability and
flexibility in the organisation. This will help in grabbing different opportunities for achieving
success by the organisation. HSBC is the global financial organisation which deals in banking
and wealth management operation. As the operations of the company includes monetary it is
required that the organisation should have skilled and experienced workforce. Also the
organisation has implemented strategies for retaining employee for longer time and further
provided them training according to need their development.
This report will provide knowledge about the various learning techniques implemented
by the organisation and the how it can be linked with different learning styles and needs of
employee. The training needs according of the workforce and role of government bodies in the
implementing effective system of training and development programme in the organisation is
discussed in this report.
Company profile:
The HSBC company is financial organisation The head quarter of the organisation is
situated at HSBC Tower, 8 Canada Square in the Canary Wharf in London. This is the
subsidiary of the HSBC Holdings plc. The no of employee in the HSBC are 50,000 in UK
market and the 85,000 including all the subsidiary. The CEO of the company is Antonio Simoes
and the chairmen of the organisation is Jonathan Symonds. The company is dealing in the
financial and insurance sector, the product of the company are financial; services, like global
banking, wealthy Management etc. the company is working with the various global banks. The
HSBC Is one of the largest bank in the UK market (WANG, and at.el., 2010). The offices of the
company are in 18 countries and having more than 7500 offices all over the world. The HSBC is
the clearing bank of the UK. The organisation is established 1865. The bank is having lower
recruitment activities as they hire the employee for the long term,. They produce training and
development programme to develop skills in the employee to achieve company performance
standard effectively. The companies providing good pay and benefits to employee to retain the
skilled employee of the organisation. They provide remuneration benefits and motivate them to
work passionately with the organisation.

TASK 1
1.1 Compare different styles of learning styles
The HSBC is one of the largest financial companies in UK. It focuses on training and
development of employee and provides them with better career opportunities by developing
various skills and capabilities in the workforce. The employees have different learning
preferences and styles. The induction program carried out by HSBC should be according to need
and requirements of individual. The two day induction training program provided by the
financial company should comply with learner’s style. Some of the learning styles are as
follows: Activists: This type of individual is active in learning. They are willing to gain new
experiences. They always jumps from one learning to another and gain overall
knowledge of different field. But these individual are not specialised in any of task or
action. The learner is involved in gaining experience and spontaneous to any change.
They are stick to single learning experience for short period of time. They are adaptive
and flexible in nature. They can handle wider responsibility but are not expert is any of
the task and less efficient in particular skills and capabilities. Theorists: These are perfectionist learner. They want to gain knowledge with some
evidences that proves the findings of particular issues or problem. They analyse the
situation on the basis of different theories and facts and then make an appropriate
decision. These learners are involved in qualitative and quantitative analysis of the
information instead of applying their past experience or knowledge. They build their
decision on the basis of different logical analysis. The theorists are not practical in nature
they believe on different models and theories that may be not updated with the current
situation and condition. Pragmatist: These learners are continuously involved in gaining practical experience
about particular issues. They have practical approach in decision making process.
Pragmatist grabs different opportunities which are available to them and apply them into
practice to make efficient and effective result. They are involved in making decision
through practical evidences. These types of learner are also active in taking new
responsibility and adapt according to it. The learner of this style is flexible to any change

in environment or task. They build their skills accordingly. These are efficient in learning
and developing new capabilities.
 Reflector: The reflectors do not initiatives. They wait for specific opportunity. They are
passive in nature and are not directly involved in the decision making process. The
reflectors have analytical approach, analyse the concept or problem thoroughly and then
make decision in response to this. The reflector carefully listens to the opinion of other
sitting at back and then finally makes its own decision. These learners are slow in making
decision and hence are not efficient in taking appropriate actions in the critical situations.
They generally make the decision by analyzing the problem so their decisions help in
solving the problem.
1.2 Role of learning Curve and importance of learning transfer
The learner curve is the graphical representation of relationship between the learning with
the experience gain in short interval of time. This curve defines the ability of learners and
effectiveness of the training programme. The learner curve can be steeper or shallower. The
steeper learning curve outline defines that the learner is having skills and capabilities of learning
new things from the experience at faster rate in shorter interval of time. While the shallow curve
defines that, the candidate needs longer time to learn through experience and transfer learning in
the workforce.

The following graph represents e correlation between learning ability and the experience
of the individual. The blue curve in this representation defines growing learning score. This
means that the learning capability of the candidate is increasing with the experience. While other
curve lines define the dropping line which means that learning is slow and decreasing with the
experience. This defines the faulty implementation of training programme or the training is less
efficient and not fruitful in achieving the goals of the programme.
HSBC follows and analyze the performance, need of training and effectiveness of
induction programme of company with developing learning curve in practice. The role of
learning outline in the training programme is as follows:
 It analyses the efficiency and effectiveness of the training programme.
 The curve defines the level of capabilities and skills achieved by candidate during the
orientation programme of the HSBC.
 The curve defines the extent of growth and transfer of learning skills in the workplace of
organisation.
 This defines the rate and capabilities of employee of the company and their experience
level.
Importance of learning transfer:
It is important for the organisation that the employee transfers their learning the
organisation culture and the workplace effectively. The transfer of learning and developed skills
helps in analysing the line manger and the team leader about performance of the employee. This
transfer of skills achieved also helps in analysing effectiveness of the induction programme and
which helps in identifying further needs of the training and development programme depending

upon the individual learning styles. The learning transfer can be observed when the person uses
its experience, technical skills or knowledge to solve some issues and implement them in
practice. This defines effectiveness of the training programme and also the skills acquired from
the event. The learning transfered to the workplace also helps the supervisor to communicate
with the employee to discuss about further need of changes in organisation or need of the
development programmes. This analysis increases the effectiveness of organisational operations.
1.3 Contribution of learning theories and styles in designing induction programmes
The induction programme plan ifs dependently of the learning theories and learning
styles. These affects the event effectiveness to the large extent. The learning styles defines
various needs of the employee and capabilities or skills for which training is required. While
learning theories defines different means of the achieving the goals of need of employee, training
programme in accordance with various learning styles to achieve the goals of the programme
effectively and efficiently (LI and YIN, 2012). The HBSC design induction plan according to the
specific theory that helps in effective implementation of development strategies by the human
resource department in the company. The theory of reinforcement defines the behaviour shown
by the employee in organisation having negative impact over the effectiveness in performing
task to avoid repetitive undesirable behaviour. The enforce may be negative or positive in nature
for the organisation. The negative reinforcement is undesirable mature or action shown by
individual while the positive reinforce are the desired behaviour with better growth. The
supervisor helps in learning the individual to inherit the new skills in the operations.
The learning styles of the individual helps constructing the induction programme of the
company. It helps in implementation of various types of training depending upon the need of
skills and capability development. The company should flow integrated approach in designing
the induction training plan so that the various needs of the individual is fulfilled by the
development programme (Heping, 2011). The training programme should be accomplished with
different type of the learning styles. The training required for development of various skills in the
HSBC are like good communication skills, analytical skills to analyse the financial statement
effectively. This decision making skills can be accomplished by the organisation by providing
situational training to employee.

TASK 2
2.1 Compare the Training Needs for Staff at Different Levels
The training need assessment is having important in developing learning programme and
defining objective of the training. The individual is needing various types of skills to perform the
task and job effectively. This need of training can be assessed by collecting the data about the
performance of employee, skills required to perform job and the incapabilities of workforce in
HSBC organisation. The various type of training need assessment carried out by the organisation
are:
 Assessment according to company objective: This analyses the need of training
depending upon the skills and the performance of the employee with respect to standard
performance required in the organisation (Alamdari and Molavi, 2016). This analysis is
depended on the identification of skills related to the objectives and goals of the
organisation.
 Personal needs: This contributes in the requirement of the training in the organisation by
individual due to some insufficient skills of person. This conclude to the skills required
to enhance the performance of employee by increasing good decision making skills,
confidence level of workforce, good communication skills.
 Task oriented needs: This asses the types of training required to develop various skills in
the employee while performing a task efficiently (Pellegrini, 2011).
The various type of training needed for development of capability of manger at different
level:
Top level management Middle level
management
Lower level
management
Professional training Team training Safety training
Executive training Managerial training Team training
Training for making good profitable decisions
for the HSBC.
Quality training Soft skills training
Workshop and other off the job training. Managing the different
department of the
Skills required in
Managing the team

Top level management Middle level
management
Lower level
management
HSBC
Training to impress the subordinates with
thoughts.
Training for
development of
accounting statements
and transaction
management with
other banks
Skills required to carry
out task from others.
Training for good communication skills. Training need related
to implement policies
in organisation
effectively and divide
task in teams.
Training needed for
creating Cost and
waste management
skills
2.2 Advantage and Disadvantage of methods of training implemented in HSBC company
The HSBC is having policy of retaining the employee in the organisation for long term.
The company is involved various strategies for the development individual in the organisation
and opportunity to achieve key position in organisation by succession planing (Feng-ming, and
at.el., 2012). The Human resource department of the company is continuously involved in
organising various tarining and development programme to workforce of the organisation. The
company provide role playing training top employee for overall development of skills of the
individual (Zhizhang, Zhen and Cuicui, 2011). The various training programme like conferences,
role playing, performance appraisal, discussion, induction are provided to the workforce of the
HSBC.
Training methods Advantages Disadvantages
Role Playing  Helps in different
capabilities to perform
task.
 Helps in managing
 The responsibility of
different roles may
create stressful
condition for

Training methods Advantages Disadvantages
different roles
simultaneously.
employee.
 Employee may fell
nervous while
performing multiple
roles and affects the
performance of the
person.
Discussion  Discussion provided
[proper guidelines for
carer development path
of employee.
 The discussion about
the problem and issues
may helps in reducing
stress level of the
person.
 For successfully
implementation of the
discussion method the
top level management
should counter in the
process passionate.
Performance Appraisal  Helps in identification
of capabilities and
skills of the individual.
 It is beneficial in
providing overall
evaluation of
performance of person
with standards.
 This may leads to
demotivation and
dissatisfaction of under
performer employee.
Orientation  Helps in developing
knowledge about work
culture, organisation
structure.
 These may be false
description about the
organisation by the
company members at
time of induction

Training methods Advantages Disadvantages
 Helps in developing
good relationship with
existing employee and
enhances comfortable
level of new individual.
programme.
Workshops  Helps to experience
new possibilities and
develop various skills
in response to external
environment.
 Helps in developing
various skills with help
of information
provided in material
given ion workshop.
 The assessment at
workshop may be
biased.
 This may affects
negatively in
development of the
employee.
2.3 Systematic approach ton plan training and development event
The companies like HSBC are involved in planing various training event spontaneously
in the business organisation to develop required skills to perform task with standards defined by
top level management (Xu, 2013). The steps involved in systematic development of training and
development programme plan successfully are defined below:
 Needs assessment: Assessing the needs of training and skills required by the employee
to perform the task efficiently to achieve organisation performance standards and
objectives.
 Learning Objectives: This involves defining of the various goals and objectives related
to the training needs, organisation needs and person needs.
 Learning Style: this defines the learning styles i.e. the person is following Theorists,
Pragmatist or Reflector style while learning managing experience in the event.

 Delivery mode: This defines the mode of delivery of training programmes. Whether it is
vestibule training, creating a false environment of organisation at location of training,
web based training, or monitoring and coaching (Okafor, at.el., 2016).
 Budget: This defines planing the budget of the training programme that is cost incurred
to plan out plan, attracting audience, cost incurred in feedback analysis etc.
 Delivery style: This defines the style of the delivery of training, whether it is required
instructor or the it is given by the supervisor or team leader of the company HSBC itself.
 Audience consideration: This involves the type of audience and the candidate to whom
the training have to be given to enhance their capability and skills.
 Content development: Developing the content of the training programme that it defines
the format of the content, structure and information of the content. Like in the induction
programme of HSBC the content of the training event will be the general information
about company history, market growth, services in which it deals with like global
banking, wealth management etc., the organisation culture, norms and valuers, rules and
regulation and Human resource policies of the organisation. In addition to this the
employee are introduced about the basic operation of the financial organisation like
transaction functions, clearing the cheques, accounting etc.
 Time lines: this defines the time period of the event and the starting and ending time of
the programme (FAN and OU, 2012). It defines all time scheduling of the intermediate
events involved during the induction programme of HSBC.
 Communication of training: Then spreading information and communicating about the
training programme in the organisation so that more and more employee can participate
in the event and can be benefit to maximum no. of people.
 Measuring effectiveness: This measures the effectiveness of the plan and training
programme in achieving the objective of event and accomplishing all expectation of
individual related to training and the employer also contributing in enhanced performance
efficiency of company.

TASK 3
3.1 Evaluation of induction training programme
The Evaluation of the induction programme of the HSBC financial institution is
necessary to find out the results and calculate the effectiveness of programme. Some of the
evaluation techniques and sources of documentation of the evaluated data utilised by HSBC
personal are as follows:
 Need evaluation: The evaluation of the training programme conclude in accomplishment
of the needs and objectives of the organisation from the event and its effectiveness
(Keshuai and Yansui, 2010). This defines the Extent of the efficiency of the need fulfilled
and analyses the further need of training or not.
 Observation: This defines the various method by which the effectiveness of the training
programme can be enhanced and the activities that can increase the performance finding
of the programme effectively.
 Clarifying the Improvement areas: This defines various areas where the more
clarification of objectives are required and the plan carried out should be more discussed
and defined for effective development of that area.
 Participants Understandings: This defines the involvement of the participants in the event
and how the message of the programme is relevant to development of the employee
skills.
 Impact on performance: This evaluates the pre training performance and the post raining
performance of the employee and calculate the extent of increased capabilities of the
individual.
Documentation programme of training programme:
 Customer evaluation: This documentation of the training program can be carried out by
the collecting information from the review of the customers of the HSBC bank that they
can conclude in some changes in the behaviour and performance of the employee before
and after the training (Xiu-ru, 2014).
 Expert opinion: This collects the information about the effectiveness of the programme
and level of enhanced performance of employee with help of expert advice. This is
evaluated thorough various interview process carried out by expert in analysing the
effectiveness of the event.

 Employee-Employer feedback: Collecting the data from the Employee and the employer
feedback and the analysis the importance and changes incurred by the programme in the
development of various skills of the employee and contribution in growth of the HSBC
company.
3.2 Effectiveness of the training programme in HSBC organisation
The effectiveness of the training programme can be concluded by the enhances
capabilities and strength of the employee. The induction programme of HSBC is successfully
implemented and it brings motivation and enthusiasm in the employees to bring out the higher
growth in the organisation (MA and WU, 2014). The induction process of the financial
organisation HSBC is having employee participation with higher motivation in learning new
things and gaining experience. The employee are discussing the informations sharing the
knowledge with executives to bring out some logical and fruitful results from the training and
development programme organisation in the company.
TASK 4
4.1 Role of UK government in training and development of employee
The government plays a important role in the development of the employee so that he can
achieve basic required performance in the organisation and can survival in competitive
environment. This government plays important role in developing various policies and laws
related to training and development programme in the organisation which ensures the
implementation of the learning programme effectively in the organisation (Werner and
DeSimone 2011). HSBC one of the leading financial organisation is aided with the government
activities which development and growth opportunity to the employee of organisation. 280,000
apprenticeship is developed by the UK government at present and planing for more 1000
apprenticeships. The apprenticeship scheme developed by the government of UK contributes in:
 Reducing the unemployment in young generation of UK
 Reduces the gap between the skills required and the unemployment of youth.

4.2 Impact of Need for competency and skills assessment in public and private sector
Competency movement is implement to increase the performance of the employees in an
organisation. Competency is basically focuses on employees ability, skills, performance and
attitude according to the key component of the business. It helpful in increasing the performance
of employees effectively and efficiently. Performance of the employees tells the competency of
the company (Boxall and Purcell, 2011). The HSBC bank invest more in performance gap
between real and estimated performance. In today's world large number of organisations invest
money and spend time to develop the competency of the organisation because this movement
help the industry to grow and achieve the goals and objectives.
With the help of competency movement large number of firms try to bridge the gap
between old techniques and new techniques. Old techniques are not much effective for the
organisation so they adopt new and innovative techniques to efficient and effective working.
HSBC is the most leading bank it provide best facility to their customers and clients. And they
select the employees on the basis of bank need and the employee should well skilled and
educated to perform the specific task.
HSBC conduct a training programme just to develop the skills and ability of the
employees because it is important in performing any job or task. They spend a huge amount of to
train their employees so that they can give a competitive in long term. advantage This training
programme helps the old and new employee to improve their work efficiency. If the business
firms ignores the competency then it can be a harmful situation for the firm. It can lead to the
inefficient production, poor service quality and poor service delivery.
4.3 Contribution of contemporary government initiatives in training and development
The contemporary training initiative is developed for accomplishing the various training
and development needs of the small and medium sized organisation by the government of UK.
This ensures the skilled and better performing employee in the small organisation . This is
helpful establishing economical stability s the small and medium sized organisation is having
lower funding capacity to invest in training and development programme (Xiu-ru, 2014). This
contemporary initiative taken by the government provides vocational training to employee and
helping them in fast learning and developing skills related to different industries and roles.
The HSBC is also developed contemporary initiative in the organisation so that the
employee of the company should be trained according to the faster changing business

environment and involved in efficient decision making and performing their task effectively
(Keshuai and Yansui, 2011). The HSBC developed the various means of vocational training to
provide faster learning about variety of roles to the employee like, adaptability to changing
economy, customer needs, developing better relations with customers etc.
CONCLUSION
The human resource development is the important aspect for the development of the
organisation. This contributes in enhanced profitability of the organisation and the performance
of the employee. The HSBC is more focused about the training and development of the
employee. HSBC work culture is concerned about the career path development of the
organisation to the large extent and helps in succession planning and opportunity to attain key
positions of the company.

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