Human Resource Management: A Review

This assignment delves into the multifaceted realm of Human Resource Management. It examines key concepts such as performance management, employee engagement, and the influence of HR practices on organizational outcomes. The review draws upon scholarly sources to provide insights into contemporary HRM trends, challenges, and best practices.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles and theories...................................................................................1
1.2 Importance of transferring learning and roles of learning curve ..........................................3
1.3 Contribution of learning theories and styles in planning and designing a learning event....4
TASK 2............................................................................................................................................5
2.1 Comparison of training needs for employees at different level within workplace...............5
2.2 Pros and Cons of training methods which are used in organisation.....................................6
2.3 Systematic approach for planning training and development program................................7
TASK 3............................................................................................................................................8
3.1 Evaluation by taking help of suitable techniques..................................................................8
3.2 Whole evaluation of training event.......................................................................................8
3.3 Success of evaluation methods which has been used............................................................9
TASK 4..........................................................................................................................................10
4.1 Functions of government in training, development and lifelong learning..........................10
4.2 Improvement of competence movement has impacted on public as well as private sector11
4.3 Contemporary training initiatives introduced by UK Government Which highly
contributes in HRD for an organisation....................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development have significant role in all business enterprise because it
helps in improving current skills and abilities of employees at workplace so that they can
perform better in achieving organizational goals and objectives. In simple words, HRD provides
various training and development programs to workers so that they can increase their current
knowledge, skills and abilities which assist them in operating business activities in the most
effective manner (Werner and DeSimone, 2011). Basically, it is long term learning capacity
which is used by employees, groups and company. Human resource development is the most
effective approach which can help in enhancing employee's efficiency and effectiveness. This
project report is based on Marks and Spencer plc which is one of the leading manufacturing
companies. It is specialised in designer cloths, domestic products and food items. In this report,
most effective learning theories and styles have been determined which can help employees in
enhancing their knowledge. Approaches of HRD have been evaluated for designing and planning
better training/development program (Knowles, Holton III and Swanson, 2014). Along with this,
a detailed description has been given on the evaluation of training event as well. At last,
contribution and initiatives of the UK government has been demonstrated in this report.
TASK 1
1.1 Different learning styles and theories
Learning is that systematic process which helps an individual in enhancing his current
skills and abilities in the most effective manner so that he can use it in his future personal as well
as professional life. In simple words, it put a positive impact on his skills, abilities, knowledge,
behaviour and preferences so that he can be a better person in his life. For acquiring new
knowledge, people can take the help of various learning theories and styles which guide them in
an appropriate manner. Learning concepts are those frameworks which help in determining that
how a particular knowledge can be enhanced. Business manager of M&S can take the help of
various theories and styles for increasing current skills of its workers which are discussed as
below:
Kolb's learning style:
1

This concept is categorised in three learning styles through which manager can easily
improve the skills of his workers. This concept is highly dependent upon learning cycle which is
divided into four steps and these are given as below:
Illustration 1: Kolb's learning styles
(Source: Chiong, 2011) Divergent style: In this learning style, individuals like to observe and see other things
instead of immediately doing them. People who like to work in artistic field or any other
kind of brainstorming activities mainly use this learning style. Assimilate style: Individuals who like to understand the logical knowledge and abstract
mainly use this learning style. Scientists as well as innovator mainly get attracted towards
this learning style (Armstrong and Taylor, 2014). Convergent style: Learners who like to learn through practical work instead of
conceptual knowledge choose this learning style. Convergent types of learners focus on
solving the practical problems.
 Accommodate style: Individuals who choose accommodate learning style gives high
importance to their inner feeling rather than practical reasoning. In simple words, they
believe on their own institutions because they consider their thoughts more valuable as
compared to others. Generally, accommodate learners does not focus on research analysis
in fact they work on other's findings.
Honey and Mumford's learning style:
2

This learning style is totally opposite to Kolb's learning style. For understanding this
concept, it is important to understand its four different styles which are as follows:
 Activist style: People who always like to experience new things get attracted towards this
learning style. In simple words, individuals who love to face new challenges and
problems are known as activist learners.
 Theorist style: People with this learning style always like to develop new theories and
concept on the basis of their own observation.
 Reflective style: Learner with this learning style like to give core attention to primary as
well as secondary research and then comes to the final results or conclusion. In simple
words, before taking any actions, they like to hear other's opinions so that they can take
better decisions.
 Pragmatic style: People who choose this learning style considered as inventors as they
always like to experiment something new which has never been experiments by anyone
in history. In simple words, they like to find new things for which they get recognised in
all over the world (Guest, 2011).
Hence, these are some most important styles of learning which can assist any business
enterprise in developing current skills and abilities of its workers. Every individual have his own
behaviour and nature, and on the basis of them he selects his own learning style which assist him
in enhancing his current knowledge and skills in most effective as well as in systematic manner.
1.2 Importance of transferring learning and roles of learning curve
In learning process, the main aspect which plays most important role in learning curve. It
helps people in determining and tracking their records of their learning performance. Also , it
plays important role in transferring new acquired knowledge into real world. So, it can be said
that, learning objectives can be accomplished only after transferring into some kind of work
place where its can be utilised.
Role of learn8ing curve
Learning curve is that graphical representation which helps in determining individual's
learning performance. Also, it considered as track record through which people can evaluate the
efficiency and effectiveness of their training event and acquired learning. It is that concept, by
which individual can determine their progress and after that can select as well as develop
education policy according to his learning progress. In simple words, learning cure is that
3

concept which helps people in determine their current knowledge level and then helps in
selecting better option for future development. Marks and Spencer Plc. Can also take help of this
concept for its resource requirement planning. On the basis of this aspect company can set
effective incentive strategies for its workers for encouraging them for contributing more in
achieving desired goals and objectives of business enterprise (Bratton and Gold, 2012).
Importance of transferring learning within workplace
It is highly important for all business enterprises to provide most effective training and
development programs to their employees so that they can be high skilled and lead organisation
to high level of success and growth. But for conducting this type of learning event, it is highly
essential for company to have appropriate amount of capital, time and energy so that it can
execute training and development programs in most effective and systematic manner. Success of
learning events can be possible only if employee transfer them within their work place. So, it can
be said that transferring learning plays most important role in Marks and Spencer Plc. There are
some points through which it can be determined very easily, and these are follows as under:
 With the help of this, workers can implement their new knowledge, skills and abilities in
most effective manner which will assist them in performing their assigned roles and
responsibilities in proper manner.
 High skilled workers can lead organisation to high level of growth and development so
that it can become biggest market leader. Also, it can add osme extra value within
company.
 With the help of transferring learning they can provide appropriate knowledge to their
colleges which will help them all in facing any kind of business challenges and problems
(Meredith Belbin, 2011).
1.3 Contribution of learning theories and styles in planning and designing a learning event
Learning theories and styles plays most important6 role in business enterprise. So, it is
highly important for managers to implement them in workplace so that he can improve existing
skills and abilities of his work force. These theories and styles are largely based on conceptual
structure. Every individual should select learning style as per his character, behaviour and nature
so that it can easily enhance its current knowledge. If managers does not provide learning style
according to their behaviour then he can not make learning event successful.
4

Furthermore, it is highly important to identify individual's, behaviour and way of
working, while designing and organising any training and development program. Learning
theories and styles assists business managers in understanding learner's psychology. After
determining their behaviour, nature and characteristics, trainer can select best learning style for
them and then conduct training and development program as per their requirements. After doing
this, he should give importance to those activities and materials which are required for
conducting a successful learning event. While working within organisation, different workers
have to play some different roles and responsibilities, and for that they require various kind of
training, which helps them in improving their existing working skills and abilities. This is the
main that why managers takes help of different learning styles and theories (Daley, 2013).
Moreover, by providing such effective and systematic learning programs, managers can
easily enhance current skills and abilities of his workers so that they can perform their given
tasks in proper manner. All this process, can results in high level of organisational growth and
development. So, it can be said that in business success, learning styles and theories plays most
essential and effective role.
TASK 2
2.1 Comparison of training needs for employees at different level within workplace
Business enterprise is that place where people from different culture come and work
together for accomplishing some common goals so that company can lead to high level of
success. For operating business activities and practices in most effective manner, organization
divides its operations into different department so that they can be performed in most effective
and systematic manner. Marks and Spencer Plc. hires most talents candidates so that they can
perform its different business functions in proper manner which results in high profitability and
productivity (Gruman and Saks, 2011). For making work force more productive, company
should provide them various training and development programs on continuous basis so that they
can improve their existing skills and contribute more in organisational success. There are
different departments in Marks and Spencer for which it requires different kind of learning
events, these are follows as under:
Production section: It is that department which helps company in converting its raw material
into final goods so that it can sell them in market place foe satisfying customer needs and
5

demands. So, for this department Marks and Spencer requires those training programs through
which, it can improve manufacturing efficiency and effectiveness of employees of production
section, so that they can produce high quality products and services.
Merchandising section: This functional unit helps company in promoting and advertising its
goods and services so that people can get aware about them. Also, marketing team have to make
most important decisions regarding market plans, strategies and techniques. So, company should
provide them that kind of training which will help them in making successful decisions for better
growth of work place (McKenzie and et. al., 2012).
Finance and accounting department: For operating different business activities and practices,
organisation needs a huge amount of capital it gets from its finance department. It is that section
which is responsible for managing financial record and also estimates that how much capital will
organisation need in future. Finance section requires training in which its team members can
learn that what kind of methods and techniques should they use for minimising operational
expenses. Also they should learn about new accounting methods which will assist them in
preparing annul accounts in most effective manner.
Henceforth, above mentioned sections are most important departments of Marks and
Spencer which helps it a lot in accomplishing its desired goals and objectives in most effective
and systematic manner. For operating all these functions company needs high skilled workers
and for improving their skills it requires different types of training needs for them.
2.2 Pros and Cons of training methods which are used in organisation
There are various training methods which can be used by Marks and Spencer but they all
have some strengths as well as weaknesses which are stated below:
Practical training method: For providing this type of training there is highly requirement of
practical filed where trainees can easily enhance their practical knowledge. But this method
requires, good working environment within work place so that trainers and trainees can engage
in training program without any problem. This technique is liked by all employees because in
this worker learns new things with enjoyment. But biggest drawback of this training method is
that this can not be applied on management and other sections, it is useful for only engineering
department (Wilson and et. al., 2012).
The lecture method: It is most easiest and simplest technique of training in which all the
followers or trainees gather in a same classroom where one instructor gives them training by
6

using white board. But in present time, trainers takes helps of power point presentation because it
is most convenient method through which instructor can easily gives lecture on specific topics.
The biggest positive point of this approach is that it can be used for a huge number of employees.
But Marks and Spencer can not use this method, because it is convenient for providing practical
relating training. It is not helpful for laboratory demonstrations.
Mixed training method: It is most effective learning technique as, it helps in increasing
employee's efficiency and effectiveness of all functional units such as marketing, production,
engineering, finance etc. which makes it more effective training method. But at the same time it
consumes high level of capital (Jiang and et. al., 2012).
Hence, these are some most effective training methods which can be used by business for
enhancing employee's skills and abilities so that they can perform their roles and responsibilities
in most effective manner. All training methods have some advantages as well as disadvantage so
it is highly important for managers of M&S to choose best technique for training their employees
so that they can produce better results.
2.3 Systematic approach for planning training and development program
Training and development program plays most important role in all kind of business
enterprise. As, it helps in enhancing existing skills and abilities of workers so that they can
perform their roles and responsibilities in most effective manner. Marks and Spencer also wants
to prepare a learning even for its workers which involves various stages, and these are follows as
under:
Business's aim: The most important objective of Marks and Spencer is to cover large market
share which can it achieve only by manufacturing quality products and services (Bloom and Van
Reenen, 2011). But for producing high quality products and services it is highly important for
company to provide them maximum training programs so that they can improve their working
skills and abilities on regular basis. For achieving desired objective, company needs good
product line and cost effective manufacturing.
Setting up training need: M&S can achieve its all goals an objectives only by providing
appropriate training and development programs to its workers. Company needs to focus on
training of marketing, production and finance department because their employees have poor
skills and abilities (Avey and et. al., 2011).
7

Designing training strategy: While conducting learning event, it is important for business
manager to use most effective strategies for employees of production and merchandising section
so that they can improve their manufacturing and marketing skills. This company will follow
mixed training method so that it can increase skills and abilities of employees of all departments
at same time.
Implementing the training program: This is the final stage of training and development
program. In this, it is decided that when learning event will be started and for how much time it
will be continued.
TASK 3
3.1 Evaluation by taking help of suitable techniques
Evaluation of training is necessary for knowing that how it is essential to conduct this
program for employees. This method can be evaluated by asking answers of many questions
(Kakuma and et. al., 2012). apart from this there are various method of evaluating are given
below:-
 Observation- when training program is conducted for employess after that their
requirement of observation so that manager of organisation can see the difference of
before and after training program.
 Feedback- this can be taken from trainers and trainee after training program if it will be
positive then there is worth of conducting training session for personnel.
 Comparison- this is to be done for finding gap between performance level of individual
or group after and before training of employees. Main motive of doing this is to
encourage them for giving their best to organisation.
Feedback is the method through which induction training has been evaluated:
Name: John Smith
Training subject: developing skills to work on latest technologies.
Training date: 1st December 2016
Rating According to training experience of your:
Criteria Rating from 0-10
8

Training and development program was
relevant and beneficial
9
Language used by Trainer was understandable 10
Duration was appropriate 8
Trainers have relevant knowledge required in
related program
9.5
Information given by Trainer was enough 8.5
Signature of candidate: John Smith
3.2 Whole evaluation of training event
This program is conducted for estimating of effectiveness of the training program
conducted for improving knowledge and skills of organisation as well as employees (Bamberger,
Biron and Meshoulam, 2014). There are mainly four levels which are involved in the same are
reaction, learning, Behaviour and results. For evaluating training and development program,
Marks and Spencer needs to follow various steps which are follows as under: Reaction:In this step reaction of employees are watching and monitoring by manager of
organisation to see that whether employees are satisfy with conducted training session or
not. Learning: in second step it has been determine learning and improvement in employees
after training program. This can be done with the help of feedback from trainees and their
trainer (Ployhart and Moliterno, 2011). Behaviour: individual behaviour towards work in organisation shows the effect of
training. Activeness and behaviour of employees determines that they adopt or not skills
and knowledge provided by trainer in effective manner.
 Results: this is final step in evaluation of training this includes performance of employees
that how they are working on the task for which training is provided.
Feedback statement Most frequent ratings
9

Relevancy of training session 7
duration 6
Language 9
trainer 8
Content 8.5
Overall rating 8
3.3 Success of evaluation methods which has been used
There are various effective techniques which has been used by Marks and Spencer for
evaluating efficiency and effectiveness of its training and development program. Also,
employees of this company have show their cooperation which has made learning event more
effective. They used various methods for evaluation, which provides various kind of benefits to
business enterprise, and these are follows as under:
Observation: this is the best way of evaluating performance of individual or group by observing
their performance and methods they apply in achieving target assigned to them (Kehoe and
Wright, 2013).
comparison: before training and after training performance of employees as well as department
shows difference of working when training is provided to employees.
Behavioural application: By using this technique, company cane easily determine all
behavioural changes which has taken place within employee. These type of modifications can
improve the productivity of workers which provides high level of profit to company.
Hence, these are some most important techniques which has been used by Marks and
Spencer and it all have [provides different type of advantages to company which helps it in
enhancing its organisational profitability and productivity.
TASK 4
4.1 Functions of government in training, development and lifelong learning
In modern time, almost all companies are focusing on human resource development
concept so that they can improve the skills of workforce and also can accomplish their desired
10

results in most effective manner. Even UK government is also taking various actions in context
of training and development. There is huge contribution of legal bodies in training, development
and lifelong learning which can be understood by below mentioned points:
Making a public norm: There is huge interaction between government and all citizens of UK.
So, it is making a common culture for all individuals which can provide them enough knowledge
of training and development (Bray and et. al., 2012).
Developing a HR policy for all: In present time, there are various employment laws has been
enacted by government for promoting and protecting employee's interests. So, it is essential for
all type of organisation to provide better services to their work force.
Providing financial assistance: For operating human resource development activities and
practices, UK government provides required financial assistance to private as well as private
sector.
Boosting HRD study: UK government have made HR study mandatory for all educational
institutes so that each and very citizen of UK can aware about human resource practices such as
training, development and so on.
Hence, these are some most important initiatives which are has taken by government of
United Kingdom in order to promote human resource development within all over country, so
that everyone can get aware about its advantages.
4.2 Improvement of competence movement has impacted on public as well as private sector
Competence is that individual abilities which helps people in performing their all
professional roles and responsibilities in most effective manner. Competence movement plays
most important role in all sectors including private and public. In modern world, this concept has
become prior need of all individual as its helps them in resolving their work related problems. It
influence huge impact on private as well as public sector which are follows as under:
Public sector:
 With the help of employee's competencies organisation can easily create a coordinated
and effective working environment within workplace. In past years employees of public sector do not gives importance to punctuality and other
ethical values but after competence movement they have changed their wrong habits
(Crook and et.al., 2011).
Private sector:
11

 In private sector, Organisation hire those employee who have high competencies because
this type of workers can operate business activities in most effective manner, also it
reduces the unwanted wastage or expenses from work place.
 Competency movement has increased the importance of employees within workplace. In
simple words, employee with high skills always become first choice of senior mangers.
4.3 Contemporary training initiatives introduced by UK Government Which highly contributes in
HRD for an organisation
UK government have brought stability and improvement in UK by introducing
contemporary learning method for HR human resource department of public and private sector.
It is that practical training which helps in providing fastest learning curve. On the basis of
organisational factors and goals UK government have provided various qualitative learning
opportunities. It is highly important for legal bodies to specify all the improvements and
knowledge so that organisations can determine that what actions should they take for their work
force. Production is considered as most important department of all business enterprise and it is
highly important for its employees to give their high performance (Hobfoll, 2011). So, UK
government is researching for those cheap learning methods which can help private as well
public companies in fulfilling their acquisition needs. Contemporary training facility have
provides various benefits to Marks and Spencer. It have helps its employees in understanding the
business value and recognising all the needs.
CONCLUSION
By evaluating this project report, it can be concluded that human resource development
plays the most important role in any business enterprise as it helps managers in developing
current skills and abilities of their workers so that they can contribute more in achieving
organisation’s desired goals and objectives. There are various techniques and processes of HRD
such as performance appraisal, career planning, training and development, etc. Also, it plays the
major role in different aspects like maintenance, acquisition, improvement, compensation and
optimum utilisation of available resources. This project report is focused on Marks and Spencer
which is an multinational brand, currently it is focusing on HRD so that it can improve efficiency
of its workers which will assist it in achieving competitive advantage. In this report, different
learning styles and theories has been determined which can help this company in improving
12

employee's skills and abilities. Various methods has been evaluated for evaluation of training
event. Systematic approach of HRD has been determined so that company can design and plan a
most effective training and development plan. At last, contribution of UK government has been
highlighted in the filed of human resource development which can influence positive impact on
this company.
13

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Avey, J.B. And et. al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development
quarterly. 22(2). pp.127-152.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Bray, F. and et. al., 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Crook, T.R. and et.al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
McKenzie, L.M. And et. al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
Online
14

Chiong, A., Kolb's Learning style Model and Experiential Learning Theory. 2011. [Online].
Available through: <http://etec.ctlt.ubc.ca/510wiki/Kolb
%27s_Learning_Styles_Model_and_Experiential_Learning_Theory>. [Accessed on 7th
November 2017]
15