Role of Learning Styles and Learning Curve in Human Resource Development

This document discusses the role of learning styles and learning curve in human resource development. It explores the importance of transferring learning at the workplace and compares different learning styles. It also assesses the contribution of learning styles and discusses the training needs at different organization levels. Additionally, it examines the advantages and disadvantages of training methods and provides insights on how to plan and evaluate training events.

HUMAN RESOURESE
DEVELOPMENT

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
1.1 Compare different learning styles......................................................................................................3
1.2 Role of learning curve and importance of transferring learning at workplace....................................5
1.3 Assessing the contribution of learning styles.....................................................................................6
TASK 2.......................................................................................................................................................6
2.1 Training need for staff at different organization level........................................................................6
2.2 Advantages and disadvantages of training methods...........................................................................7
2.3 Use systematic approach for plan training and development.............................................................8
TASK 3.......................................................................................................................................................8
3.1 Prepare evaluation using suitable techniques.....................................................................................8
3.2 Carry out evaluation of training event...............................................................................................9
3.3 Reviewing the success of the method used in evaluation.................................................................10
TASK 4.....................................................................................................................................................10
4.1 Role of government in training, development and lifelong learning................................................10
4.2 Explain how the development of competency movement of public and private sectors..................11
4.3 Assess how contemporary training initiatives introduced by UK government.................................12
CONCLUSION.........................................................................................................................................12
REFERENCES..........................................................................................................................................14

INTRODUCTION
Human resource development is that process which helps in designing and improving a
person skill and knowledge and makes him capable for contributes best work within an
organization. HRD add entire success to the firm for providing learning and training and
development programmers that will assist in increasing ability and skill of an individual. ALDI is
the multinational supermarket store which is based in United Kingdom. They provide different
types of products and services for gaining profit (Werner and DeSimone, 2011). The main
motive of this project is understand the role of learning styles and learning curve and also
identifies the importance for sharing learning within an enterprise. The training need at various
levels of organization and different kinds of training methods which help in improving skills and
knowledge of an employee so that they will easily achieve goals and objectives in effective
manner.
TASK 1
1.1 Compare different learning styles
Learning is connected with the theory of morals, facts, skills and preferences. Learning
refers to acquiring different things for gaining knowledge and information. It plays an important
role for improving employee's skills and knowledge by providing accurate learning for reaching
target goals. Here are the comparisons between two learning concepts those areas under:
Kolb's learning style- This learning is developed by David Kolb and it is totally depending on
learning cycle. There are four stages of this learning style such as:

Figure 1 Kolbs learning style, 2017
 Diverging learning style- It is that learning where people are watch and observe different
learning rather than do anything. Those person who adopt this style who are good in artist
work and they are not done any physical work for gaining learning.
 Assimilating learning style- It is theoretical and logical learning theory and most of the
people are adopt these learning style. They are always focusing on concepts and good in
scientific work.
 Converging learning style- It is that style of learning which is totally depend on practical
work rather than theoretical one. The people who follow this concept they are good in
soling major problems and issue.
 Accommodating learning style- this is one of the famous learning style and those people
who follow this style they are learn about internal emotion of an individual compare to
practical work. They are not interested in doing logical work anymore.
Honey and Mumford's Style- It has also four learning styles which are followed by various
people within an organization (Swart and et. al., 2012). These are as follows:

Figure 2, Honey and Mumford's styles, 2017
 Activist learning style- Those people who like to do experience new things in their life,
they are follow this concept. They are not thing about its result but they are learning how
to face different issues and problems in real world.
 Reflector learning style- Those people who follow this style they are carefully handle all
situation and they gather or collect secondary and primary data for analyzing correct
result.
 Theorist learning style- They are those people who are develops new concepts for
getting new observation and experience.
 Pragmatics learning style- they are those people who like to learn new ideas and
thoughts which has been applied in real life.
1.2 Role of learning curve and importance of transferring learning at workplace
Learning curve is directly impact on whole organizational learning and also presents the
overall record of employee's performance in the firm (Human Resource Development. 2017).
ALDI Company wills also transferring learning at their place which helps in improving their
employee's skills and knowledge for achieving target and goals. Learning has their own
objectives for sharing information and data within an organization.
Role of learning curve
Learning curve is shows a graphical representation. This present the boosting and
diminishing the learning regards to experience (Knowles, Holton III and Swanson, 2014). This is
large tool and method which directly impact on training and development program that are
shown as under:

Figure 3. Learning curve, 2017
Importance of transferring learning at workplace:
ALDI organize training and development program for their employees. This will help in
gaining abilities and capabilities which is important for sharing learning at office place. There
are some points which present the significance of transferring learning at working location that
are as follows:
 Increase value- Te main objective of every organization is to add knowledge and value
in the firm. So that if learning is not properly contributes in the firm then no value will
add in the enterprise.
 Usage of funds- Organization spend money for providing training and development
sessions to their employees for enhancing their knowledge and skills in proper manner
and if learning is not transfer well then all the invested funds are waste.
1.3 Assessing the contribution of learning styles
It is difficult for learning event for providing different types of practical knowledge
learning and theoretical learning to their employees. This is a case which explained following
example:
Case:
A is teacher, B is doctor, C is policemen and D is banker. After analyzing their profession then
need to evaluate what type of learning they are adopted in effective manner and also which
learning is best suitable for them. Then event manager need to know their behavior according to
this they are distribute work which they are easily handle and manage in proper manner
(Armstrong and Taylor, 2014). Then they should select learning style which are they like to
follow. On the basis of this evaluation manager will collect material and learning activities for
different individuals. In this case all people have different profession and they need to adopt

unique learning style. So that organizing learning event is very complex for a person and also
select each satiable style for different background people.
TASK 2
2.1 Training need for staff at different organization level
Training which are provided by manager is not similar for each employee within an
organization because role and responsibility of worker are not same at every level. All the
employees are playing an essential role for achieving desired goals and objectives. There are
various departments which are performing several functions and activities for reaching targets
and objectives n effective manner (Guest, 2011). So it is the duty of company manger is to
organize different training and development needs for the employees at each level. Organization
employer arranges and design need of training which are suitable for different department levels
which are as under:
 Finance department- the manager training need is totally different from their employee
need. So that the manger is analyzing the skills and knowledge f each worker then they
organized various training and development program for them in proper manner. The
subordinate main duty is to reach the firm goal which is necessary for the organization
growth and success.
 Marketing department- it is the role of anger is to provide training and development
session to their employee for making effective decision which is suitable for the firm
growth and easily help in accomplishing desired goals and targets.
 Production department- The manger gives training to that department because they are
assisting in asking correct decision. This department will help in attracting large number
of customers by developing demanded products and services. Production team take
attend training and development sessions because where they learn how to develop
innovative and creative goods and services and serve to the potential buyers in the
market place.
2.2 Advantages and disadvantages of training methods
Every organization will select training which they give to their employees according to
their budget and need of training within an enterprise (Bratton and Gold, 2012). ALDI also
choose various training methods which are suitable for their workers in effective manner. These
are as under:
 Class room and lecture method- It is that training method in which trainee are seat in a
room and one by one instructor are come and gives lectures use black board for learning
and teaching them.
Advantages- It is that training which helps in conducting training sessions for large
number of trainees in a class room (Brewster and Hegewisch, 2017). It is less expensive method
and more effective also.

Disadvantages- In this training method there is no scope for dong practical demonstration
only they will learn by using black board or power point presentation.
 Demonstration of practical training method- This is very effective training method
where trainers are give training in the practical field which is more effective rather than
theoretical knowledge. Organization will select that place where they can easily
demonstrate practical sessions and trainees are learning more things by practical
demonstration.
Advantage- It is that training method which is appropriate used by company production
department in proper manner. By this employee are enjoyed and motivate with this method.
Disadvantage- This method of training is only implemented on that time where practical
learning is required in the firm. It is mostly needs in the management level.
 Case study method- It is that training method where trainer ask to the trainee to solve
some situation in proper manner. it is used by an individual or group or team members
also.
Advantages- The main benefit of this method of training is that company will apply this
method in management level for making decision in proper manner. It is expensive and cost
effective method.
Disadvantages- This method is suitable of subordinate's level and it is not effectively
implanted on employee's level in the organization.
 Mixed training method- It is the mixture of all above training method and it is very
interesting method for developing and improving skills and knowledge of employees in
the firm.
Advantages- The mixed training Method is appropriate for ALDI company because thee
are various department and different divisions of those department (Boxall and Purcell, 2011). If
organization will use combine concept it is easy to train employee in better manner.
Disadvantages- It is time consuming and expensive method and it is not provide
combined training to each employee within an organization in proper manner.
2.3 Use systematic approach for plan training and development
Systematic approach is very effective stage for the organization. The main aim of this
concept is to identify basic purpose of firm and completion of all stages company will applied
different training programmers for their employees. There are four points for plan a training
event:
Organization objectives- ALDI firm aim motive is to dominate all market by developing
innovative and creative products and services for customers. Aim of firm is to earn maximum
profit by minimize cost of goods and services and build strong relationship with customers.

Setting training needs- It is that stage where company will recognized that the marketing
agents and production workers are more effectively done their work. If they not get so firm will
not accomplish desired goals and objectives in proper manner (Meredith Belbin, 2011). It is the
duty of top management is to conduct different training events for the departments.
Developing effective training strategy- An organization will build effective training
strategy by which they easily achieve desired goals and objectives that are required to increasing
growth and success. Firm will conduct lecture method where they evaluate facts and figures on
the black board and power point to the marketing agents. Before developing strategy company
will check their budget and need to design new strategy.
Training program implementation- Finally, ALDI company will applied all the training
programs in given date and correct location in proper manner.
TASK 3
3.1 Prepare evaluation using suitable techniques
Training program evaluation refers to that measures which conduct different training
sessions in the organization for the employees improvement in their skills and knowledge. There
are various ways for evaluating training programs. The main objective and aim of this training
session is to identify employee's ability and capabilities for distributing different work according
to their behavior also. It will help in analyzing performance of employee in effective manner.
After providing all these sessions of training then they measure result of it and decide which
method of training is suitable for them. by this they easily reach the desired goals and objectives.
Firm ALDI it is essential for evaluate two training program conducted in the firm. the manager
of the company decade to develop effective training session where all the trainees are adopt their
chosen training method (Flamholtz, 2012). First they observe and analyze whole organization
training program structure and gather all data or information of manger performance and past
data also. Then they planned to provide 3 weeks training sessions to their employee for
improving their skills and abilities and after this they required to collect their views and take
feedbacks from the trainees about training programs and sessions. After that they prepare
questionnaire and then distribute among trainees and talk about training session individually to
each of them. HR manager has planned to evaluate training programs and prepare feedback for
knowing trainees reviews whether they like it or not.
3.2 Carry out evaluation of training event
Human resource management tea will take appropriate step for evaluating training
program. They will give some feedbacks which areas under:
 Approval and participant response- it is common assessment of the trainer. They are
easily observed the response and expression of trainee and understand whether they are

like the training session or not. HR team will identify good response by the entire
training programs which are provided to the trainees or company employees.
 Acquiring effective knowledge- it is a further feedback matter for the human resource
team of the cited firm. HR team will analyze the rate of knowledge by questioning and
answering process and this is very effective. So that mainly participants are get good
knowledge. The human resource team will compare thereof one employment another
team member.
 Behavioral function- this is one more feedback of training program. i is important for
company manger is to analyses their employees behavior according to this they distribute
al work among them. They also know that which worker is capable for achieving desired
targets and objectives in pure manner.
 Measureable business improvement- HR team conducts training and development
sessions to their employs and indentifies best suitable business approval. Production
department develop innovative products according to the demand and need of customers
and employees also help in analyzing buyers wants. For attracting large number of
Customers Company reduce their product cost for them. After attending training session
marketing agents are able to increase sale of product and also take feedback and reviews
from the buyers towards their goods
 Compare with benchmark - Company will compare the outcome which is achieved for
providing training and development programs to their employs and compare it to the past
conducted training session. It is the last step of training evaluation. Firm identify the
correct result and also reach the target goal. Organization will set new objectives and
goals for increasing there growth and success
3.3 Reviewing the success of the method used in evaluation
Company manager will use various method of training for improving their employs skill
and knowledge before start the evaluation of training the manager meet with his team members
and discuss major points (Vörösmarty and et. al., 2010). He convinced there team members for
accepting his decision for using different types of training evaluation methods. The HR manager
talks with their participants of his team and told them to choose any method and follows it. There
are certain benefits of these methods which are as follows:
 The psychological phenomenon is based on satisfaction and participants response and it
states the inner emotion of trainees about training and development session
 Training helps in improving individual knowledge and personnel skill. This is directly
connected with acquiring required knowledge so it is important for company manager is
to identify great impact of training evaluation
 It is also a effective tool and technique for understand a person's ability and capability so
this is involved in the process of evaluation and also works properly
 The main objective of training evaluation is to find out accurate result of business so that
HR manager gather past information or data and compare with the new data which was
analyze by doing observation. This is very helpful and effective tool for evaluation
Learning refers to acquiring different things for gaining knowledge and information.
ALDI Company wills also transferring learning at their place which helps in improving their
employee's skills and knowledge for achieving target and goals (Daley, 2012). It is difficult for

learning event for providing different types of practical knowledge learning and theoretical
learning to their employees.
TASK 4
4.1 Role of government in training, development and lifelong learning
Government play crucial role in training development and lifelong learning (Jiang and et.
al., 2012). There are certain points which focus on government contribution that are as under:
 Developing public rules and regulations - Governments take initiative steps for
generating culture among different type of people that will assist them to develop and
train them.
 Designing HR policy for all people - The government duty is to make accurate policies
and plan for improving people ability and capability in proper manner HR policy is made
for the entire citizen for developing their skill and knowledge.
 Assign fund - UK government can provide any type of fund for human resource
development to public sector and private sector. Government gives these funds for
training and improving its nation workers ability and knowledge in effective manner.
Government policy is made for fulfill all the demand and need of funds which are
required by the public sector as well as private sector.
 Support HRD practices- Government will help in promoting different human resource
development practices and also provide funds in training and development programs it is
the duty of manager is to use effective methods of training which easily increase employs
skills and knowledge.
 Developing comfortable working environment- Government also play important role in
providing effective and comfortable work place to their employees. This can be done by
using different ways. The first way is to make laws and regulations for proving equals
rights to the workers and reduce exploitation. So that authorities assist in designing and
developing training and development and lifelong learning process.
4.2 Explain how the development of competency movement of public and private sectors
Competency refers to that capability which assists in accomplishing desired goal and
objectives (Luthans and et. al., 2010). This type of ability needs certain education that will help
in completion of accurate job in effective manner. There are some concepts of competency
which are discussed under:
 Learner - Those person who have basic skill and knowledge but not scientific ability.
 Understanding beginners- A person who has primary knowledge of the job.
 Practitioners- Those persons who work for gaining prior knowledge for accurate time
period.
 Educated practitioner- A person who collect all the necessary knowledge which is
related to their subject for achieving the level of an expert.
 Specialist - Those person who have different field knowledge and they are capable of
doing every type of work in their job.

A person's competency revolves around this process and the impact of competency
directly affects the real world work place. Competency movement always influences the private
and public sector. Last years, the competency knowledge are not fully distributed and shared by
these two sectors. It is the big matter for the discussion and it is helpful in developing various
movements which impact on public and private organization (Harzing and Pinnington, 2010).
There are many experts who sit together and debate on standard of different competency
movement. Mainly public sector adopt competency movement for increasing growth and
success. The high standard of competency should be maintained and it is the server of the
public sector rather than private sector. This will help in conducting training and development
programs to make employees more confident for their job. By developing the advantage of
competition in market among private sector as well as public sector that will focus on higher
competency standard in proper manner. Company gives salary to their employees according to
their capability and how they manage and handle all the work. At the time of recession there are
various employees who lost their job by low competency standard. So it is important for the firm
is to analyze the different competency movements which increase growth and development.
Competition and competency increased in business sector by this public and private
companies have begun knowledge development programs (McKenzie and et. al., 2012). The
main objective of the firm is to earn maximum profit and reached the top position in the market.
They mainly focus on giving best and qualitative product and services to their customers in
effective manner. An organization builds strong relationship with their buyers which help in
attracting large number of more customers towards their product and services. Recently mostly
public sectors are invested funds in training and development programs to their employees. Firm
are providing opportunities to their workers and also take right step to accomplish desired goals
and objectives. There are different learning styles and theories which have been adopted by
public and private sectors that assist in increasing level of productivity and level of productivity
and employee performance.
4.3 Assess how contemporary training initiatives introduced by UK government
Stability and growth has been introduced in the public and private sectors by the UK
government. Contemporary learning is used in practical training which is used by various
employees for enhancing their learning speed (Wilson and et. al., 2012). There are various
objectives and factors of industrial government which gives effective qualitative opportunity to
their trainers. The main concern of training and development program is to improve workers
knowledge and skill by adopting different methods of training. All the companies are developed
and design new strategy which assist in achieving higher position in the competitive market.
They also innovate and modify their products according to the demand and needs of potential
customers and it is the duty of marketing manager is to satisfy and fulfill buyers need (Bakker
and Leiter, 2010). Different learning methods are adopted by employees to learn new things and
how to adjust in different working environment. Every firm should adopt different learning
styles, strategies, and training and evaluation method for identifying the actual performance of

their employees. When an organization provides training and development programs to their
employees then they easily achieve objectives and also face difficult situation which occurs in an
enterprise.
The main purpose of UK government by using training method is to eliminate poverty,
reduce unemployment rate, raise growth rate of economy and maintaining stability in the
country. Government has taken corrective step for providing training to their employees in better
manner. Every organization adopts this training method for increasing the opportunity of growth
and survivor. The workers of firm gives training for producing innovating and creative product
which help in attracting large number of customers and satisfy their demands (Gatewood, Feild
and Barrick, 2015). ALDI Company produces different types of goods and services for their
buyers. They mainly focus on solving various issues and problems which are related to product
quality, quantity, size, shape and color. An organization will adopt these training methods for
increasing the quality of goods in better manner. Government of UK play vital role in promoting
training and development programs in the country. This will help in formulating and developing
accurate knowledge by using training and development method.
CONCLUSION
Human resource development is that process which helps in designing and improving a
person skill and knowledge and makes him capable for contributes best work within an
organization. Learning is connected with the theory of morals, facts, skills and preferences.. It is
difficult for learning event for providing different types of practical knowledge learning and
theoretical learning to their employees. There are various departments which are performing
several functions and activities for reaching targets and objectives n effective manner. ALDI also
choose various training methods which are suitable for their workers in effective manner.
Systematic approach is very effective stage for the organization. There are various ways for
evaluating training programs. The main objective and aim of this training session is to identify
employee's ability and capabilities for distributing different work according to their behavior
also. Company manager will use various method of training for improving their employs skill
and knowledge before start the evaluation of training the manager meet with his team members
and discuss major points. A person's competency revolves around this process and the impact of
competency directly affects the real world work place. Competency movement always influences
the private and public sector.

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Human Resource Development. 2017. [Online]. Available through:
<http://www.whatishumanresource.com/human-resource-development>. [Accessed on
13th November 2017].