Human Resource Development Essay Report
15 Pages4135 Words51 Views
Added on 2020-07-22
Human Resource Development Essay Report
Added on 2020-07-22
ShareRelated Documents
HUMAN RESOURCEDEVELOPMENT
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1 ...........................................................................................................................................1(I) Different learning styles ........................................................................................................1(ii) Role of learning curve...........................................................................................................2(iii) Role of learning theories in planning an event.....................................................................3TASK 2............................................................................................................................................4(I) Need of training at different levels.........................................................................................4(ii) Training method use in organisation. ...................................................................................5(iii) Systematic approach to plan training event.........................................................................6TASK 3............................................................................................................................................8(i) Techniques used in the evaluation of training session (140)..................................................8(ii)Evaluation of training event...................................................................................................9(iii) Success of evaluation process. ............................................................................................9TASK 4..........................................................................................................................................10(I) Role of government in training development and lifelong learning....................................10(ii) Impact of competency movement.......................................................................................10(iii) Training initiative of government aided in human resource developemnt........................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONHuman resource development is a framework that is designed by organisation throughwhich they can develop the skills, abilities and knowledge of employees so that efficiency andeffectiveness can be brought in the working of an individual as well as organisation (Knowles,Holton and Swanson, 2014). Human resource development in firm is responsible for themanagement of staff and also contribute in the overall success of firm.Training and development programmes are essential part of organisation. In the presentreport, importance of this programme along with different learning theories and their role inplanning and development of an individual is discussed. A complete plan or design usingsystematic approach of training and development is also made. The role of government and itsvarious programs are also mentioned here. TASK 1 (I) Different learning styles Each individual has his own way of learning things. This learning style providesindividual a different way through which a person can enhance its knowledge, intellectual aswell as concentration power. Kolb's had produced a learning style model that discusses differenttypes of people and their learning styles which are given as below:Kolb's learning modelAssimilating: This type of people focusses on logic rather than practice orimplementation in learning (Armstrong and Taylor, 2014). This type of individual are theoreticaland analytical in nature and prefer concise learning with concept and good idea is the learningstyle that this group prefer. Accommodating: This kind of people relies on their institution in tackling problems andconsider experimental and practical approach as the best way to learn new things. Converging: This type of people relies on their existing knowledge to find solution ofthings. This group favour technical task to enhance their learning. Interpersonal aspect oflearning doesn't interest these individuals. Diverging: People in this group use their observation skill to learn new things. Theyprefer to watch things from side line and then create a perception out of their observation or whatthey have learnt (Brewster and Hegewisch, 2017). 1
By using Kolb's model, firm can arrange different training and workshop event so thatworkers can have maximum benefit out of it. There are other ways which firm can adopt so that proper learning can be provided tostaff such as Face to faceOnline or webinarFace to face learning provides proper interaction with staff. This method is quite effectivein making workers understand the key values of firm. This style promotes individuals to maketheir own perception regarding things instead of using practical reason (Storey, 2014). Alongwith Kolb's and face to face method, firm can also recommend their employees some onlineseminar that can help them in their self-learning which is quite effective and also, cost efficient. (ii) Role of learning curveLearning curve is one of the important tools that is quite useful for the evaluation of staffperformance. Learning curve is a graphical structure that shows growth of employees or theprocess of learning and its experimental stage. It helps in identifying the need of individuals andarrange proper training and development programmes for those in need (Budhwar and Debrah,2013). It aids in enhancing the performance of individuals and organisation. It is used in manyother activities of firm such as labour forecasting, negotiation in supply chain, cost and budgets,etc. Transferring of knowledge:Transferring knowledge is the process where learning gained in one context is used andapplied in other situation. It occurs when an individual finds common features or concepts in twodifferent things and use that knowledge in other situation. Transferring knowledge in businessassists individuals in its development (Marchington, Wilkinson and Kynighou, 2016). Itenhances one's knowledge and also, increases individual’s skill. It is also quite useful inunderstanding the values of firm. Proper training, workshop and supervisor’s advice are differentways through which learning can be transferred in the organisation. This transferring ofknowledge not only enhances the calibre of person but also gives a boost to creativity. It alsoplays an important role in the development of team building, passing ideas and using united forceto come up with solution for various problem. It is important for entity to understand the basic of2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Report on Human Resource Development (DOC)lg...
|19
|5483
|36
Human Resource Management in Sun Court limited : Reportlg...
|17
|5103
|30
Human Resource Development : Sun Court Ltdlg...
|15
|4327
|83
Introduction to the Process of Human Resource Developmentlg...
|21
|5738
|23
Human Resource Development - Sun Court Ltd Assignment PDFlg...
|18
|5388
|357
Human Resource Development (HRD) Assignmentlg...
|17
|6073
|305