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Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action

This is a module booklet for the BTEC HND in Business course, specifically for the unit on Human Resource Development. It provides an introduction to the unit, learning outcomes, essential content, scheme of work, teaching ethos, methods of delivery, plagiarism guidelines, assignment brief, evidence required for different levels of achievement, and a glossary of academic words used in the assignments.

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Added on  2019-12-28

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As a human resource manager who want to plan a training program to improve the services and skills of the employees, to update them with the new technologies to introduces the new working style to get better profits and gains as a result (Armstrong, Taylor, 2014).Jackson, Schuler, Werner,2011. There are some different style of learning that is given by some great scholars of human resource management that are- Kolb style of learning V.A.R.K style of learning Honey and Mumford model

Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action

This is a module booklet for the BTEC HND in Business course, specifically for the unit on Human Resource Development. It provides an introduction to the unit, learning outcomes, essential content, scheme of work, teaching ethos, methods of delivery, plagiarism guidelines, assignment brief, evidence required for different levels of achievement, and a glossary of academic words used in the assignments.

   Added on 2019-12-28

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Human ResourceDevelopment in action
Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action_1
Table of ContentsIntroduction......................................................................................................................................3Task 1...............................................................................................................................................31.1................................................................................................................................................31.2................................................................................................................................................51.3................................................................................................................................................6Task 2...............................................................................................................................................72.1................................................................................................................................................72.2................................................................................................................................................82.3................................................................................................................................................9Task 3.............................................................................................................................................113.1..............................................................................................................................................113.2..............................................................................................................................................123.3..............................................................................................................................................12Task 4.............................................................................................................................................134.1..............................................................................................................................................134.2..............................................................................................................................................144.3..............................................................................................................................................14Conclusion.....................................................................................................................................15REFERENCES..............................................................................................................................16
Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action_2
IntroductionHuman resource development in action-Human resource department are pivotal point of any organisation, this unit can decide the futureof a company because they recruits the work force for the company to achieve the goal orselected targets. the human body units of organisation contributes in the overall success of thebusiness. The given report is about the well known retail company of U.K. That is Mark and Spenser.There are many segments in this company for different needs like clothings, fashion accessories,make-up products and other things(Knowles, Holton, Swanson. 2014). Human resourcemanager gives a task to HR assistant to provide workshops for the department that requiresupdates and upgrading in working skills.As we know the trends are subject to change, so human department of Mark and Spenser planstraining program for some department who deals with marketing, designing. It is a big volumeorganisation and have many employees work over their so to conduct the training program to theemployees there is different style of learning for them(Need, W.C.D.H.P. 2006. ). As it has manystores across the world and the employees who works, are from different places and differentculture and having their different style of learning, so trainer can provide training according totheir style.Task 11.1People are different from one another and they has their style of learning and working, sothere are some style models of learning in human resource(Armstrong, Taylor, 2014.). Learningstyle can be defined as a method of acquiring , processing and manipulating the information. Asa human resource manager who want to plan a training program to improve the services andskills of the employees, to update them with the new technologies to introduces the new workingstyle to get better profits and gains as a result (Armstrong, Taylor, 2014).Jackson, Schuler,Werner,2011. ). There are different type of work in the business world that performed by varioustype of peoples, and every one has it own idea, skill and style of learning.There are some different style of learning that is given by some great scholars of human resourcemanagement that are-
Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action_3
Kolb style of learningV.A.R.K style of learningHoney and Mumford model of learning Kolb's style of learning –The whole style of learning is depend on four steps – Do , Plan,Conclude Reflect. kolb described the learning style in a cycle format that includes-DivergentAccommodativeAssimilative ConvergentDivergent- that means reflection of work either by own or somebody else. This aspect relatedwith different perspective of thoughts and ideas, having a different way of generating good andskill full ideas (Jackson, Schuler, Werner, 2011.).Accommodative- this step include execution and implementation of plan (Daley, 2006). This isrelated with working style and that people who performs well in the pressure to get betteroutcomes. Assimilative- that is mean theoretical and study with conclusion, this is consists of abstractconcepts.Convergent- this is about to conclude and plan. It is a practical way of learning focusses onspecific problems.Stages of Kolb's model of learning-This style is consists of four stages CE, RO, AC and AE. Concrete experience the learner learn with activities. Reflective observation is learner learn with his experience. Abstract conceptualisation here learner conceptualize a theory of what is observed. Active experimentation here learner gathered his information and implement it on theplans and the forthcoming work. V.A.R.K style of learning- this style of learning is given by Neil Fleming's, it is a one of the mostpopular and basic style of learning. Visual, Aural , read and Kinesthetic. Visual, this includesthe combination of information in diagrams, flow charts, maps, graphs and in symbolic words,that can be easy to learn for the employees. Aural is audio able learning, information that is hear
Human Resource Development in Action Introduction 3 Task 13 1.13 1.25 1.36 Introduction Human Resource Development in Action_4

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