The Significance of Adequate Availability of Profits to a Company

In the past year, the UK government has launched various training programs to develop the skills of individuals in specific fields. These programs are suitable for those who want to improve their skills and are organized by industry institutes and local authorities. The government is also conducting seminars where intellectual people deliver lectures to trainees. This initiative aims to develop the skills of youngsters, making them more efficient and productive.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Comparison of different learning styles................................................................................4
1.2 Importance of learning curve and importance of transferring learning to workplace ..........5
1.3 Contribution of learning styles and theories on planning and designing of training event...5
TASK 2............................................................................................................................................6
2.1 Training needs of different level of management.................................................................6
2.2 Advantages and disadvantages of training methods.............................................................6
2.3 Systematic approach to plan the training and development program...................................7
TASK 3............................................................................................................................................8
3.1 Evaluation of training program.............................................................................................8
3.2 Carry out evaluation of an training event..............................................................................8
3.3 Success of the evaluation methods used for measuring success of training program...........9
TASK 4............................................................................................................................................9
AC 4.1 Role of government in training and development..........................................................9
AC 4.2 Development of competency movement on private and public sectors.......................10
4.3 Contemporary training initiatives introduced by UK government.....................................11
CONCLUSION..............................................................................................................................11
References......................................................................................................................................12

INTRODUCTION
Tesco is a leading retailer in UK into terms of revenue and size. In order to understand
various issues of human resource development this report is prepared. In the report, various
learning styles are described. Along with this their contribution to drafting of training and
development program is also described in detail. In middle part of report training program is
designed. Moreover, techniques that can be used to evaluate a training program are also
discussed in detail. Governments are also playing a very important role in improving skills of the
youngsters. In regard to this detail discussion is carried out in the report. At the end of the report,
steps taken by the UK government in respect to this are discussed in detail.
TASK 1
1.1 Comparison of different learning styles
Learning style refers to the way in which an individual learns from the various events
occurred in his or her life. Some of the common learning styles are as follows. Activist-It is a learning style in which an individual learns by performing tasks or
activities. In this case, an individual performs some new things and he or she does not
have any experience of that task. During the performance of task, that individual faces lot
of challenges and he or she tries to find out ways to handle challenges and achieve
objectives. During this entire process, individual learns lot of things. Reflector- In this learning style, an individual gains experience before performing any
kind of task. Such kind of individual believes that some information is necessary to be
collected regarding the performance before conducting that task (Hurn, 2011). By doing
this, new task can be performed in an efficient and effective manner. Tesco can
implement this learning style by introducing seminars, learning activities and
presentations at its workplace. Theorists- In this kind of learning style, an individual learns by analyzing a situation. In
an organization, situations are too complex and by evaluating entire situation learner
arrives at particular conclusion. He or she uses that conclusion for formulating strategies
that can be used to deal with complex situation (Pennanen, Whelton and Ballard, 2005).
 Pragmatist- In this learning style a person learns by solving specific issues. Managers
face new issues in day to day business operations and they need to solve these issues as

soon as possible. In order to solve these issues, manager considers several factors and
correlates all those factors with each other. By doing this, an individual learns many new
things.
All the learning styles are effective at workplace. Tesco as per its needs must determine a
learning style in which individuals must learn new things in an organization. In this regard, it can
use various methods like seminars and group discussion in order to implement specific learning
style at the workplace.
1.2 Importance of learning curve and importance of transferring learning to workplace
Learning curve is a curve that shows that if any task is performed repeatedly then time
taken by an employee to perform that task can be increased or decreased. If activity is performed
again and again by an employee, so he or she becomes perfect in performing that task. Hence, he
or she takes less time to complete that task. If, time taken by employee to perform task is not
reduced after conducting that task at so many times, then it can be said that employee does not
gain any experience from the activity that he is performing again and again from so many days.
By using learning curve, such kind of employee can be identified that are not gaining required
experience from the repeat performance of task (Ryan, Spencer and Bernhard, 2012).
Management of Tesco needs to carry out a session in which reasons due to which an employee is
not able to learn will be identified. On this basis, changes can be made in the training program.
By doing this, training program can be made effective. Hence, in this way learning curve as a
technique plays an important role in refining the training program of Tesco. There is a great
importance of transferring learning to the workplace. An individual while working at the
workplace faces many situations and he or she learns a lot from these scenarios. In order to deal
with such situations in future, he or she formulates different types of tactics through dealing such
situations in the present (Storey, 2014). If learning is transferred properly at workplace then he or
she will easily solve complex issues in their job. Thus, there is a huge importance of transferring
learning to the workplace.
1.3 Contribution of learning styles and theories on planning and designing of training event
Training is given to the employees who fall in specific category like managers,
employees and workers. Due to this reason some special learning styles are associated with the
training event. For example if training event is organized for managers then theorist and
pragmatist learning style will be suitable for them. This is because both are related to evaluation

of situation and focus on finding better solution through correlating various factors. On other
hand, activist and reflector do not deal with various kinds of factors. So, if training will be given
on the basis of activist and reflector learning style then training program will not be prepared in a
proper manner (Fan, 2009). But if training program is prepared on theorist and pragmatist
learning style, then it will be effective and conducted in a perfect direction. Hence, learning style
greatly influences mangers in planning and designing of training event. In same way, there are
many learning theories like behaviorism, cognitive and constructive. These theories state about
the different ways of learning. Manager needs to select an appropriate learning theory at the time
of preparing a learning program. All these theories are perfect at their own place. But, manager
has to identify best learning theory for conducting an effective training program (Haskell, 2001).
Selection of relevant learning theory for the training makes learning program very effective.
Hence, learning theory plays a significant role in the success of a training program.
TASK 2
2.1 Training needs of different level of management
There are three levels of management namely top, middle and lower level management.
Work of each level of management is entirely different from each other. Due to this reason,
training needs of each level of management is also different from each other. Individuals who
work at top level management formulate strategies and business policies. On other hand, middle
level management is focused on performing administrative tasks assigned by top level
management (Armitage, 2012). On other hand, lower level employees perform basic business
related activities at the ground level. So, on the basis of comparison it can be seen that activities
performed by the different level of management vary in nature and due to this reason; training
needs of each level are also different from each other. Top managers need training programs in
strategy formulation. On other hand, middle level managers need training in strategy
implementation at the ground level. Hence, it can be said that training needs of each level of
management are fulfilled by using different methods. Due to these same training programs
cannot be prepared for all level of management.
2.2 Advantages and disadvantages of training methods
There are various training methods of training and these have some advantages and
disadvantages. Plus and negative points of these training methods are described below.

 Job rotation- Under these technique time to time employees is rotated on various jobs.
The main benefit that an organization gets by doing so is that it can use employee for
performing any job in an organization. Means that employee's can be utilized flexibly by
the firm. Due to frequent rotation on jobs employee does not become perfect in
performing a single job (Boström and Lassen, 2006). Due to this reason they do not get
efficient in performing a single job. As a result, firm cannot make best possible use of its
labor force. This is major limitation of this technique. Coaching- This method is widely used in the firms for training new employee's at the
workplace. The main benefit of using this method is that if trainee has any confusion he
can immediately ask his doubt to trainer. The main limitation of this method is that if
communication skills of trainer are weak then he cannot comprehend concepts to the
trainees. Hence, entire training efforts may go waste. Thus, it can be said that this method
has both advantages and limitations.
 Lectures- In this method an intellectually high person deliver a speech to the trainees.
Through this method trainees get a vast knowledge about contemporary issues in relation
to specific field (Middleton and Baartman, 2013). The main limitation of this technique is
that lecturer does not know that trainees have knowledge or not about topic on which he
is deliver a lecture. If this happens then positive outcome will not come from lecturer
program.
2.3 Systematic approach to plan the training and development program
Training and development program in Tesco will be conducted in a following way. Briefing by managers- In these first step managers will give briefing to the new comers.
In briefing detail information will be provided about an organization. Moreover, detail
information will be provided about career growth in an organization. In this way, new
comers will be motivated to work hard for their career growth in an organization (Ghosh
and et.al, 2011). Training by trainers- After this training session will be commenced under which on
various topics practical training will be given to the employee's. This session will be
divided in to three parts and gap of half an hour will be given in each session. At the end
of the session trainees will be given an opportunity to clear their doubts by asking
questions to the trainers.

 Revision round – After delivering lectures on all topics revision round will be started in
which again all topics will be described in short (Pillay, Tones and Kelly, 2011). If any
trainee will have doubt he will be given an opportunity to ask his query. In this training
program will come to end.
TASK 3
3.1 Evaluation of training program
Following is the process of evaluating a training program. Preparing a plan- Before starting a training program a plan will be prepared. As per this
plan training program will be implemented by the managers operating at the middle level
of management. In plan managers will prepare a standard which will be strictly followed
in order to implement a training program. Implementing a training program- In this stage a training program is implemented by
the employee's at the workplace. Steps determined in plan are strictly followed in order to
implement a training program (Simmonds, 2003). Moreover, managers also make sure
that they are strictly following all standards while implementing a training program. Evaluating a training program- In this step a training program is evaluated by the
managers using standard. These standards are using as a method to appraise training
program. After evaluating deviation are communicated to the top managers whether they
are positive or negative.
 Collection of feedback- In this step feedback is collected from employee's regarding their
satisfaction from training program (Wilson, 2005). This is second method that is used for
evaluating a training program. In this way, entire training program is implemented and
evaluated by the business managers.
3.2 Carry out evaluation of an training event
Following are steps to carry out evaluation of training event. Reaction- In this step data is collected from the employees regarding their satisfaction
from the training program. By analyzing such data managers comes to know success or
failure of the training program. Learning- In this step HR manager takes an interview of the employees who were
participating in the training program. During interview HR manager asks several

questions to the employee's in order to identify extent to which they learn from training
program. Behavior- After conducting a training program employee's working behavior at the work
place is identified (Lepi, 2012). Means that manager try to identify changes that comes in
the employee's performance after the training program. After identifying changes a detail
report is prepared and sends to the top management for further action.
 Report from top management- On reviewing a report top managers identify that training
program successfully achieve objective or not. If it failed to achieve objective then these
managers made some recommendations which are followed in the next training program
in order to make sure that mistakes committed in this training program will not repeated
again (Boxall and Purcell, 2003).
3.3 Success of the evaluation methods used for measuring success of training program Standards- In above answer standards were determined to measure success of the
training program. Standards were prepared in such a ways that does not create any
confusion among trainers. Moreover limited standards were determined for evaluation.
As a result, managers do not face any difficulty in evaluating a project. Hence, this
evaluation technique was successfully used in measuring success of the training program
(Claus, 2003). Reaction- In order to ensure that training is evaluated in the proper manner management
also makes an attempt to know the employee reaction on the training program. This
technique was successfully used and response of employees tally with whatever data
collected by the management by comparing actual performance with the standards. Learning – By conducting interview managers comes to know about success or failure of
the training program in accurate manner. Hence, this technique also proves very effective
in measuring success of the training program.
 Behavior- In this employee’s performance in terms of productivity and efficiency is
measured (Leopold, Harris and Watson, 2005). By using this technique employees
performance is accurately measured. Thus, it can be said that this evaluation method was
effective in measuring success of the training program.

TASK 4
AC 4.1 Role of government in training and development
Training is concerned with improving the employees’ knowledge and their skills in order
to increase their efficiency. Therefore, it is very important for every organization to conduct a
proper training and development programmes to increase the workers performance. Government
also plays a major role in providing training to the staff (Marrewijk and Timmers, 2003).
Government organizes different programmes for this purpose. It includes industry training
organizations (ITO), investors in people, Training and Local Enterprise Councils (TEC/LEC)
and Business links (BL).
Industrial training organizations: These programmes are conducted by Minster of
Education under the respective training act. In this programme, government set the required
workers skills for different types of industries. After that, it addressed to the trainees and the
employees. Thus, employees have full knowledge that which skills should be improved by them.
The government arranges the off job training through providing training packages to the
employers (Hughes, 2002). In addition, it also arranges the assessment of trainees and
monitoring of quality training provided to the employees. Tesco plc organization also gets
advantages from such programmes. The organization is able to conduct an effective training
program at lower the cost through getting training packages. It ensures the enterprises to run its
business operations for a long time period.
Training and local Enterprise council: In UK, training and local enterprise councils are
also existed. They help the business organization in establishment and help them in achieving the
business growth (Guest, 2001). The government also provides training and support to the
businesses. Tesco plc is also get benefited from such councils by getting training and support
assistance from the government. Moreover, the company is able to having a skilled and able
workforce that helps in getting high revenues and profitability. It resulted in foster the economic
growth and development through encouraging the investment.
AC 4.2 Development of competency movement on private and public sectors
Tesco plc is trying to diversify the available workforce to a right place and at the right
time according to the workers skills. Competency movement is considered as the process of
providing right job to right workers. It explains that work will be allocated according to the

workers knowledge and their interests. Therefore, it becomes necessary for every organization to
analyze the workers interest, choices, behavior, skills and their knowledge. If the individuals are
not interest to do the allocated task then it creates a negative impact to the employees and the
organization (Lyman and O’Brien, 2003). The employees can not improve its skills in an
effective manner in such situation so this negatively impacts the company through less
efficiency. Thus competency movement helps the Tesco plc to improve the organization
performance. This in turn, resulted in increased revenues and adequate availability of profits to
the company. It helps both private and public sector organizations.
4.3 Contemporary training initiatives introduced by UK government
In past year government of UK launched various training programs. These training
programs are launched by the industry institutes. These programs are suitable for those who want
to develop their skills in specific field. Apart from this, local training programs are also
organized in small cities in order to give equal opportunity to every individual to improve his
skills (Madsen, Mosakowski and Zaheer, 2003). Under these training programs government is
also conducting seminars in which intellectual people deliver a lecture to the trainees. So, it can
be said that government is making good efforts in order to develop skills of the youngsters.
Hopefully, in upcoming years also government will not take more initiatives in this direction.
CONCLUSION
On the basis of above discussion it is concluded that employees are valuable resource of
the company. Without them no organization can survive. Hence, an organization must always
make an effort to develop its human resources efficiency and productivity level. In this regard
firms must conduct training and development programs time to time. So, with passage of time
efficiency and productivity of employees get increased. In order to make training program
successful some standards must be determined. By using these standards effectiveness of the
training program must be evaluated. Further, corrective actions must be implemented in order to
make sure that same mistakes will not repeat again.

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