Human Resource Development of TESCO : Report
Added on -2020-07-23
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HUMAN RESOURCEDEVELOPMENT
INTRODUCTIONDevelopment of human resources is a crucial factor for an organisation in the modernscenario as all operations which are being operated are interrelated. Mainly, structure is beingprovided to employees in order to have assistance for developing the personal and organisationalabilities along with knowledge and certain set of skills (Anderson, 2013). It has various kinds ofadvantages like it provides help in analysing the high performance of employees for completingaim and objectives so that better management can be observed in the HR department. In thisreport, company chosen is TESCO that mainly deals in retailing of food products. This companywas established in the year 1919. There are number of factors which are being highlighted in thisreport like various learning styles and theories along with conducting training and developmentsessions by the UK government for having expected outcomes. TASK 11.1 Comparing various learning stylesLearning is an essential concept for an individual and company as it provides knowledgewhich in turn helps in enhancing the skills and abilities. Moreover, it is a continuous processwhich an individual conducts for gaining the abilities for process. There are some changes whichcome along with the learning process in level of performance along with improving abilities.Number of theories are being provided by various theorists for the learning style of employeerelations (Aswathappa, 2013). This can be stated as an effective way of acquiring knowledge.The learning way and adopting the concept of knowledge within the deviation within theattribute of a person. Kolb’s Theory: This hypothesis was mainly discovered by David Kolb in the year 1984.Thoughts and thinking were being presented by him and along with that, he quoted that learningcomes from the occurrence and person who has the notional concept which is being implementedfor any difficulty they look (Kolb's Learning Styles. 2017). Majorly, there are four styles oflearning which are being ascertained by Kolb in his theory: 1
(Source: Types of Knowledge, 2017)Diverging: In this kind of approach, the main focus of the people is on observing anotherones. In this, people are imaginative and major problems are being resolved with the helpof innovation ideas which can be further used. Assimilating: This is a process in which the people believe in observing and thinkingabout factors. People mainly observe the scenario and think about various elementslogically during learning process. Converging: Main priority is to find out the resolution of certain issues throughinnovative and creative ideas so that solution can be applied (Bamberger, Biron andMeshoulam, 2014). Accommodating: There are various kinds of factors with which people mainly deal andthat too in a logical manner rather than relying on intuition. 2
(Source: Types of Knowledge, 2017)Activists: Doing thing and learning from them is called as activists.Reflector: In this, people mainly learn about the things by observation and logicalthinking. Theorists: The main focus of the people is on understanding up of logic behind thescenario. Pragmatists: In this kind of approach, people are highly practical and thus they applythose within the real situations. As per the above factors, it is clear that utilisation of these approaches of theoristslearning. The major purpose behind utilisation of these by TESCO is the two days of inductionprogramme which let the staff members which will let the employees regarding the aims ofcompany. Theoretical knowledge is being applied to the employees in this case.1.2 Role of learning curve and importance of transferring learning to workplaceThis thought was firstly explained by Hermann Ebbinghaus. Learning curve is all aboutpresenting the graphs of performance level of staff members. This is highly considered whenthere are two situations. In order to review and provide feedback regarding the level ofperformance of the employee and the productivity of company. 3
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