Analyzing Strategic Planning and Implementation

The provided document is a compilation of various research papers and articles related to strategic planning and management. It includes works from authors such as Bryson, Elbanna, and Swayne, among others. The document covers topics like agenda dynamics, issue ownership, and program analysis in public service organizations. It also touches on teaching immigration as a social issue in 21st-century social studies classrooms. The content is organized with illustrations of learning curves and different levels of training needs.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
1.1) (1) Comparison of different learning styles.........................................................................1
1.2) (2) Learning curve and importance of learning in Morrisons..............................................2
1.3) (3) Importance of analysing workers' learning styles and theories for planning event.......3
M1) Presentation of workers' learning styles..............................................................................4
D1) Learning theories and their importance...............................................................................4
TASK 2............................................................................................................................................5
2.1) (1) Differences between training needs for staff.................................................................5
2.2) (2) Critical evaluation on training methods.........................................................................6
2.3) (3) Systematic approaches to plan training event................................................................7
M2) Analysis for training needs for staff....................................................................................7
TASK 3............................................................................................................................................8
3.1) (1) Evaluation on staff's performance after conducting training program...........................8
3.2) (2) Analysis of responses to evaluation form......................................................................8
3.3) (3) Review on success of evaluation form...........................................................................9
M3) Kirkpatrick's framework....................................................................................................10
D2) Validity and evaluation form.............................................................................................10
PART 2..........................................................................................................................................10
TASK 4 .........................................................................................................................................10
4,1) (1) Role of government regarding training, development and lifelong learning...............10
4.2) (2) Contemporary training initiatives role for contribution to human resource
development..............................................................................................................................11
4.3) (3) Significance of contemporary training initiatives by UK government to contribute in
HRD..........................................................................................................................................11
M4) Structured frame to show research on the topic................................................................12
D3) Critical evaluation on points covered in essay...................................................................12
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................14

INDEX OF TABLES
Table 1: Performance evaluation form............................................................................................8

ILLUSTRATION INDEX
Illustration 1: Learning curve of workers in Morrisons ..................................................................2
Illustration 2: Different levels of training needs..............................................................................5

INTRODUCTION
Human resource development is an essential part of HRM that works for improving the
skills of organisation's employees. It conducts training and development programs to encourage
workers towards better work performance and effective contribution in team building. Present
report is based on understanding the concept of HRD for Morrisons plc. to organise training
session. It is a public limited retail sector organisation of UK that provides groceries, food items
and home products worldwide. In this regard, different learning styles and theories are to be
understood for organising training program at the workplace. Moreover, differences between
training needs at various levels in the entity will be introduced. In addition to this, critical
evaluation on training methods is to be discussed for enhancing the working abilities of
employees. Along with this, staff's performance after conducting development program is to be
evaluated for maintaining records. Apart from this, government's role in relation to training and
development program for lifelong learning of workers is discussed. However, significance of
HRD can be understood for improving the work performance of Morrisons' employees in this
assignment.
PART 1
TASK 1
1.1) (1) Comparison of different learning styles
Learning styles vary from people to people such as visual, aural, logical, etc. It is on
understanding of an individual with his/her learning impacted on performance. However,
comparison among different learning styles can be understood as: Social vs. Solitary style: Under social learning style, training and development programs
are conducted in group for improving the working performance of employees. It
influences communication skills and emerges feeling of coordination in team work to
meet the goals. While, on the other hand, under solitary learning style, independent
learning is created as of an individual's requirement (McGrail and et.al., 2013). For
example: if it is needed for an individual employee of Morrisons to learn use of
Information technologies, then online links and reading books influence his/her
performance positively.
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 Visual vs. verbal learning: Visual learning style is for increasing knowledge through
seeing like watching videos and senior's working tact etc. On the other side, verbal
learning style is through hearing new methods to implement working performance
(Hilburn and Jaffee, 2016). For instance: listening radio, TV and development programs
for operating business and creating innovative ideas.
 Logical vs. physical: Learning through numbers and using logical techniques increase
mind level and aptitude skills of an individual (Atashband and et.al., 2014). However,
his/her knowledge gets enhanced to implement creative and analytical ideas. On the other
side, physical learning is also known as kinetics as moving or doing something for
increasing working efficiency as attending lectures, classroom teaching and so on.
1.2) (2) Learning curve and importance of learning in Morrisons
Learning curve is a statistical presentation of analysing learning styles of people which
technique encourages them for better performance. Being the HR manager of Morrisons plc,
learning curve of employees can be identified as:
2
Illustration 1: Learning curve of workers in Morrisons
(Source: Employees' learning styles within Morrisons plc, 2016).

However, it is evaluated that interpersonal techniques influence workers at the highest
level for improving performance as well as coordination in team. In this process, segmenting
work in group according to employees' working ability is created influences communication
skills. Hence, workers' performance get improved also encourages for working together and
building team.
Importance of learning:
Learning process is essential to maintain and sustain workers' interest for performing job
within organisation. It influences professional development and employees' skills as
communication, problem solving, intellectual, etc. Including this, employees' turnover ratio get
reduced of the organisation impacted on its effectiveness (Carmichael and Krueger, 2014). Apart
from this, it is the key element to maintain workers' interests also for keeping update them with
new technologies in recent trend. However, it is also effective to create positive environment of
the entity in respect of motivating workers for team building at maximum level. Besides this, it is
significant for getting adjusted in new environment for improving quality services effectively.
Therefore, learning is helpful for reducing lack of knowledge and experience for an individual to
enhance efficiencies effectively.
1.3) (3) Importance of analysing workers' learning styles and theories for planning event
There is planning created for conducting learning event within Morrisons plc to improve
working style of its workers (Anuar, 2015). For this purpose, it is required to analyse their
learning styles and ability to grab improvement opportunities. However, its significance can be
understood as: Getting success in organising development program: It is recognised that analysing
learning style of an individual is suitable for conducting training session according to
his/her grabbing power (Moon, Lim and Suh, 2013). For example: if an individual can
create understanding with successful tools through online links then providing sites will
be appropriate to develop his/her skills. Generating ideas for training and development session: On analysing an individual’s
suitability with learning, variety of ideas are generated to increase his/her performance. In
addition to this, systematic strategy is prepared regarding budget including required cost,
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time consumed in organising sessions and so on. Hence, Morrisons analyses learning
styles of its employees to encourage them towards grabbing opportunity of training and
development.
 Maximizing satisfaction level of workers: Conducting meeting with employees and
analysing their requirements influences satisfaction level with job (Abbott and et.al.,
2016). In accordance with this, workers get encouraged for attending development
programs and also learn new technologies with zeal impact on working performance.
Learning theories:
Different theories are applied for learning like cognitive, constructivism, transformative
and so on. Under cognitive theory, there is encouragement for workers towards learning new
skills and adapting new technologies for better performance. It is used for implementing social
role, intelligence and quality work of an individual at higher level (Paesai, 2015). Similarly,
constructivism theory is related with emphasizing on importance of workers' involvement in
team building and achieving goals of Morrisons. Likewise, transformative theory is linked with
expressing method works for creating understanding among team members for working
together . Therefore, learning theories are used to encourage employees towards better
performance as well for enhancing their interest towards effective contribution in group.
M1) Presentation of workers' learning styles
Different people have various learning styles impact on working efficiencies and skills
of workers of Morrisons plc. In accordance to this, different techniques are recognised such as;
verbal, visual, audio and written etc (Bryson, 2014).. Therefore, employees' skills get improved
as communication, problem solving and others by which positive changes are identified in
his/her performance. Similarly, he performs more effective for team building and contribution
in achieving entity's goals effectively.
D1) Learning theories and their importance
It is recognised that different learning theories are applied for improving working styles
of Morrisons' workers (Kraft, 2016). For example; cognitive, constructivism and so on impact on
their behaviour and performance. It is significant for emerging employees' interest towards
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working together in team to reach out organisation's objectives. However, it influences their
working abilities and professional development.
TASK 2
2.1) (1) Differences between training needs for staff
Training is a process for providing teaching regarding getting update with new
technologies within Morrisons plc (Elbanna, Andrews and Pollanen, 2016). However, it is
required for increasing employees' performance and improving skills for effective contribution in
team building as well increasing their learning. For different levels as individual, group and
organisational, need for training is different can be analysed as follows:
 Corporate level: Conducting training and learning new techniques of business operations
as well creating organisation more career oriented training is needed (Thakare, Monde
and Parekh, 2015). However, it is effective for setting clear and effective vision and
strategies to improve business performance and managing its entire operations. Group level: It is made of conducting training when employees are together to learn new
tactics of business entity (Swayne, Duncan and Ginter, 2014). It is significant for
emerging interests among employees towards effective coordination among team
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Illustration 2: Different levels of training needs
(Source: Training needs for different levels, 2016).

members. In accordance to this, good understanding is created among group workers to
meet its goals effectively.
 Individual level: In this level of organising training influences professionalism of an
individual worker of Morrisons plc (Eden and Ackermann, 2013). In this regard, he/she
develops skills for getting update with new technologies as well adapting new
environment to meet its goals. Therefore, training at individual level impacts on learning
attitude and self motivation towards increasing working efficiencies.
However, training is needed at different levels for improving quality of work and getting
update with recent environment of the entity (Bowen, 2013). It impacts on personal and
professional development of an individual as well behaviour in group and organisational.
Therefore, employees get encouraged towards attending training sessions and increasing their
working efficiencies at higher level.
2.2) (2) Critical evaluation on training methods
Different training methods are applied for improving performance of workers as;
conducting training and development programs, reading books and articles, watching online
links and so on (Smith-Lovin and Heise, 2016). Therefore, workers' learning and working styles
get improved also they coordinate in group more efficiently impacts on personal and professional
development. Similarly, workers learn to adapt new environment and creating understanding
with team members effectively. However, several positive changes are recognised in his/her
performance as of coordination towards meeting goals of Morrisons plc. In addition to this, it is
impacted on employee engagement and high performance work for which company's efficiency
get increased on larger scale.
On critical evaluation, it is evaluated that high level of fund is required for conducting
training as well selecting appropriate trainers to create understanding with new techniques is
quite difficult. Similarly, lack of coordination among team members impacts on meeting goals
and entity's environment negatively (Nielson, Nielson and Hankin, 2015). Likewise, it is
challenging task to encourage workers towards grabbing opportunities and enhancing
understanding with new technologies due to changes in behaviour and mental ability as well.
However, it is essential for conducting training and development programs in respect of
analysing workers' performance and interests towards learning new technologies.
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2.3) (3) Systematic approaches to plan training event
Training approaches are considered as process for teaching use of new technologies for
business operations of Morrisons plc. It includes approaches as cognitive and behavioural for
increasing working quality of employees as well to encourage them towards team building.
However, training approaches for conducting event can be understood as: Cognitive approach: In this approach, trainer works for encouraging coordination among
workers towards together and accomplishing tasks effectively (Bryman, 2015). However,
written information like; articles related to improve performance is provided impact on
workers' skills. In addition to this, different ideas are generated for increasing working
efficiencies and skills of employees effectively.
 Behavioural approach: According to this approach, behaviour of workers and abilities
are identified by which their learning styles and attitude is identified (Hilburn and Jaffee,
2016). On the basis of this analysis, appropriate training is conducted for improving
behaviour as well involvement of workers regarding working together to meet goals of
Morrisons plc.
However, both cognitive and behavioural approaches are effective for training and development
session impacts on performance of workers (Anuar, 2015). HR manager of Morrisons plc uses
behavioural approaches as consulting with employees first and further organising training
program. Therefore, working efficiencies of employees can be improved at maximum level for
contribution in team working and meeting organisation's objectives.
M2) Analysis for training needs for staff
It is essential for conducting training for different levels of Morrisons plc as individual,
group and organisational. However, there is need for improving working skills and getting
effective coordination towards working in group. Besides this, staff performance can be
enhanced influences personal and professional development (Araque and et.al., 2014). Therefore,
it is analysed that training is needed for encouraging employees towards team work as well
increasing their working efficiencies at higher level.
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TASK 3
3.1) (1) Evaluation on staff's performance after conducting training program
As there is training and development program is conducted within Morrisons, different
positive changes are identified in workers' performance (Bryson, 2014). However, evaluation on
employees' performance is recognised as:
 Good understanding is created among team workers towards team building and effective
contribution for accomplishing tasks.
 They improved working qualities as of updated with new technologies regarding business
operations within Morrisons plc.
 Several skills get improved such as; communication, problem solving, supervisory
management etc (Paesai, 2015).
 Professional development of employees is recognised in respect of working and learning
styles for achieving organisation's goals more efficiently.
 Positive and effective environment of the entity is created as of supportive role of
workers for accomplishing tasks properly.
 Confidence of workers get developed which encourages them for learning new as
adopting new challenges.
However, various positive changes are recognised through conducting development program
influences professional development. In accordance to this, their confidence build up towards
performance and corporation in team to meet company's objectives.
3.2) (2) Analysis of responses to evaluation form
Evaluation form is a document for collecting response of workers as of participating in
development program (Moon, Lim and Suh, 2013). Therefore, for taking feedback from each
employee who attended the training and development program, an evaluation form is given to fill
up can be analysed as:
Table 1: Performance evaluation form
Performance evaluation form
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Name:
Designation:
Criteria Agree Disagree
Positive impacts on performance ✓
Improved communication skills ✓
Increasing working efficiencies also encourages
for better quality of performance
✓
Effective coordination among workers ✓
Increasing interest towards learning new
techniques
✓
Positive and peaceful environment of Morrisons
plc
✓
Easy to adapt new environment ✓
However, it is an individual's opinions on performance through attending the programs
which enhances his working qualities. In this regard, several positive impacts are analysed in
context to personal and professional development (Araque and et.al., 2014). Including this, good
coordination is recognised among team workers influences team building and environment of
Morrisons positively.
3.3) (3) Review on success of evaluation form
As analysing on individual's opinions and performance, various positive changes are
identified in context to employees' performance to meet Morrisons' goals. In accordance to this,
their communication skills get developed as interacting with team members and maintaining
balance efficiently (Anuar, 2015). Overall, entity got succeed in conducting training and
development programs as resulted to good understanding among workers. Moreover, quality
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skills and support for working together is analysed which impacted on professional development
of employees increasingly. On critical evaluation, it is evaluated that there is need for work on
increasing ability of workers to get adjusted in new environment. As it is analysed that workers
look for comfort zone during performing their job requires to be improved for better corporation
in the upcoming time (McGrail and et.al., 2013). Therefore, it is essential to emerge workers'
interest for adapting new environment impacts on abilities and development of an individual.
M3) Kirkpatrick's framework
It is framework model for evaluating performance of worker in terms of four contexts.
For instance; analysing performance of employees after attending training programs, recognising
their learning and enhancing knowledge from experience (Hilburn and Jaffee, 2016). However,
identifying behaviour of an individual both personally and organisational as well result of
employees' performance for contribution regarding working together to meet Morrisons' goals.
D2) Validity and evaluation form
It is valid and worth evaluation on employees' performance through who participated in
training and development program within Morrisons plc (Elbanna, Andrews and Pollanen, 2016).
However, several methods are applied as of differences in requirements of an individual worker.
After this development session, evaluation form is to filled up by trainees which is maintained
and recorded impact on workers' performance. Therefore, training session and evaluation form is
valid which shows positive changes in workers' performance as well effective corporation in
team building.
PART 2
TASK 4
4,1) (1) Role of government regarding training, development and lifelong learning
In order to develop effective functioning, Morrison Plc. Need to implement training,
development and lifelong learning. Therefore, they can accomplish their goals and objectives in
systematic manner. With this regard, government also taking important place that assists to
emphasis on training and development (Swayne, Duncan and Ginter, 2014). This is because,
their main aim is to reduce and remove barriers of employability through implementing fewer
opportunities in it. In this context, life long learning is the important element that taken as
initiatives by the government. Hence, several opportunities will develop in the wide range of
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communities and background. Life long learning also helps to reduce social exclusion that assists
to promote employability and active citizenship in the communities.
Main aim from the life long learning determines as the increasing demand of learning that
used through vocational learning and creating fun for stimulating the learning process. In
addition to this, class training also develops to satisfy different markets and enhance
opportunities for economic growth. With the help of re-develop their skills, courses have been
taken in systematic manner (Bowen, 2013). Therefore, it assists to update their current skills and
knowledge towards the goals and objectives. Basic education also providing for learning in the
business so that it assists to fulfil gaps in skills which required for young people development.
Adult people have also aimed to make creative aspects in the Morrison. It assists to encourage
training and development program that assists to make proper functioning at workplace. With the
help of training and continuous development, the government will easily make effective results
in economy.
4.2) (2) Contemporary training initiatives role for contribution to human resource development
In all private and public sector businesses develop their participation to make effective
results. Morrison also develops their knowledge and competency that enhance intense growth of
knowledge for the movement. In respect to avoid competitive advantages, firm enhancing their
service quality and performance management to create effective results (Carmichael and
Krueger, 2014). With this regard, performances, skills and adaptability also take effective results
in the chosen organisation. Therefore, company focus on the best service quality which assists to
give distinctive advantages from the competitors.
In addition to this, very friendly and attached working environment will be develops for
the art of human resource. In order to focus on the capabilities and sincerity, Morrison also able
to pace with other firms (Abbott and et.al., 2016). Therefore, they are also able to involve several
people in systematic aspect at workplace. Therefore, goals and objectives of the organisation
accomplish in systematic aspect at workplace.
4.3) (3) Significance of contemporary training initiatives by UK government to contribute in
HRD
For human resource development within Morrisons, contemporary training initiatives
play significant role by UK government in respect of conducting development programs. In this
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regard, effective and appropriate fund is allocated for programs and increasing working
efficiencies of Morrisons' workers (Paesai, 2015). In addition to this, policies are made regarding
employees' development and welfare influences performance and trust with new creations.
However, several positive changes are recognised in employees' working abilities as well trust on
contemporary training initiatives. Along with this, business performance get improved which is
related with employees' quality services and positive environment. However, government plays
crucial role in HRD plan for Morrisons in context to get update with new technologies and
enhancing learning of employees at higher level.
M4) Structured frame to show research on the topic
Contemporary training initiative is related with improvement of public sector
organisation- Morrisons plc. In accordance to this, several policies are made for training and
development programs as supporting company (Kraft, 2016). Moreover, appropriate research is
conducted for framing development programs in respect to allocate resources and fund
efficiently. Along with this, it is efficient for developing knowledge and skills of workers
towards team building and supporting members to meet organisation's goals. Besides this, it is
crucial to take advantage of government's policy plan regarding improving quality skills of
employees effectively. Thus, it is analysed that government's plan in terms of HRD for
Morrisons is crucial to improve working efficiencies of employees.
D3) Critical evaluation on points covered in essay
As it is identified that contemporary training initiatives are effective for development of
working efficiencies of employees. Including this, it is helpful for enhancing working
efficiencies of employees and building up good coordination among workers. On critical
evaluation, it is evaluated that there is large number of workers for which working for improving
each one's performance is quite difficult (Borden and Harvey, 2013). Therefore, it is challenging
task for initiating training improving business and workers' performance effectively.
CONCLUSION
It is concluded that knowledge and skills of employees can increase through conducting
training and development program. In this regard, usefulness of conducting development
programs has been understood for improving working abilities of Morrisons' employees.
Moreover, different training methods and needs for various levels are identified to encourage
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workers towards team building at higher level. Along with this, workers' performance after
attending development programs is analysed which motivated them for better work. Besides this,
government's role in conducting development programs are introduced for lifelong learning of an
individual impacts on his/her professional development. However, significance of HRD has been
understood for enhancing working ability of an individual as well motivating him for
contribution to meet goals of Morrisons plc in this report.
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REFERENCE
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Araque, A. and et.al., 2014. Gliotransmitters travel in time and space. Neuron. 81(4). pp. 728-
739.
Atashband, F. and et.al., 2014. Reporting function in gaming system environment. U.S. Patent.
86(2). pp. 31-50.
Borden, D.L. and Harvey, K., 2013. The electronic grapevine: Rumor, reputation, and reporting
in the new on-line environment. Routledge.
Bowen, H.R., 2013. Social responsibilities of the businessman. University of Iowa Press.
Bryman, A., 2015. Social research methods. Oxford university press.
Bryson, J.M., 2014. Strategic Planning and. The SAGE Handbook of Public Administration.
41(2). pp. 32-50.
Carmichael, A.M. and Krueger, L.E., 2014. An examination of factors and attitudes that
influence reporting fraudulent claims in an academic environment. Active Learning in
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Eden, C. and Ackermann, F., 2013. Making strategy: The journey of strategic management.
Sage.
Elbanna, S., Andrews, R. and Pollanen, R., 2016. Strategic planning and implementation success
in public service organizations: Evidence from Canada. Public Management Review.
18(7). pp. 1017-1042.
Hilburn, J. and Jaffee, A.T., 2016. Teaching Immigration as a Social Issue in 21st-Century
Social Studies Classrooms. Teaching Social Studies in an Era of Divisiveness: The
Challenges of Discussing Social Issues in a Non-Partisan Way. 4(2). pp. 42-47.
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