Comparing Different Learning Styles in Human Resource Development

This presentation discusses the importance of learning styles and theories in planning and designing a learning event in the field of Human Resource Development. It explores the different learning styles exhibited by individuals and the impact of the learning curve on learning in the workplace. The contribution of learning styles and theories in training programs is also assessed.

HUMAN RESOURCE
DEVELOPMENT
(TASK 1)

INTRODUCTION
The Human Resource is one of the major
departments of the organisation, which are
involved in the overall programmes and the
developments of the organisations. The internal
and the employee structure of the different
organisations are maintained by the Human
resources of the individual organisations or
companies.

TASK 1
Comparing the different learning styles
The psychology and the intelligence of the
different individuals are different and this is
the important area of consideration in terms
of the training programmes that are
provided by the organisations, before their
individual recruitment or employment in the
organisation.

Different learning
styles may be
implemented by the
individual employees
including the Honey
Mumford learning
style, which exhibits
the four traits of the
individual employee.

Figure 1: Kolb’s Learning Style
(Source: McKenzie et al. 2012, p.83)
The Kolb's learning style is the enrichment in the
activities that are generally performed by the
employees, during the training programmes of the
organisations. It accounts to the calculation of the
previous records and its consequent solutions, which
helps them to present the skills in a more convenient

1.2 EXPLAINING THE IMPORTANCE OF
THE LEARNING CURVE AND ITS IMPACT
ON LEARNING IN THE WORKPLACE
The learning graph is the estimate of the time spent by
the individual, with respect to the skills that have been
learnt by the individual. The learning curve is important
to be maintained by the employees in the organisation.
The employees in the organisation are subjected to the
increase in the skills and knowledge at every period of
time, in the workplace.

The learning curves allow the employees to
adapt or acclimatise themselves with the
developments and the managements of the
organisation, at a specific period of time.
However, the method of learning curves is
implemented by the employees only if the
concepts and the advantages of using
these methods are explained to them by
the organisation (Kehoe and Wright, 2013,
p.367).

1.3 ASSESSING THE CONTRIBUTION OF LEARNING
STYLES AND THEORIES IN PLANNING AND DESIGNING
A LEARNING EVENT
It has been observed that a different model
of learning styles is exhibited by the
different individuals of the organisations.
Moreover, the concentration and the
learning potentials of the different
employees are different among the
employees of Umbro.

Moreover, the effectiveness of the
training programmes is also dependent on
the learning styles and theories that are
used at the time of the training.

For example, the individuals that deploy the
pragmatist learning model, are not supposed to
be benefitted by the theoretical training
programmes, as they depend on the practical
experiences of the areas, that are not formally
understood by them .therefore, it is important
for the organisations to provide the accurate
learning theories implemented during training
for the individual employees in the organisation.

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