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Human Resource Development - Assignment
16 Pages6422 Words288 Views
Added on 2019-12-03
Human Resource Development - Assignment
Added on 2019-12-03
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HUMAN RESOURCE DEVELOPMENT1
TABLE OF CONTENTSIntroduction .........................................................................................................................................3TASK 1.................................................................................................................................................31.1 different learning styles that can be beneficial for Tesco PLC..................................................31.2 Role of learning curve and importance of transferring learning................................................41.3 Contribution of learning style and theories in planning and designing of learning event.........4TASK 2 ................................................................................................................................................52.1 Training needs for staff at different levels in an organisation....................................................52.2 Advantages and disadvantages of training methods used in an organisation............................52.3 Approach to plan training and development for training event.................................................6TASK 3 ................................................................................................................................................73.1 Prepare an evaluation using suitable techniques........................................................................73.2 Evaluation of training event.......................................................................................................73.3 Success of evaluation method ...................................................................................................8TASK 4.................................................................................................................................................84.1 Role of government in training, development and lifelong learning.........................................84.2 Development of the competency movement impact on the public and private sectors...........94.3 How contemporary training initiatives introduced by the UK government contribute to human resources development for an organisation......................................................................................9Conclusion..........................................................................................................................................10References...........................................................................................................................................112
INTRODUCTION Human resource development is a process of management that facilitate employees indevelopment of personal as well as professional skills that can be beneficial for organisations. Theseimprovements also help organisations and motivate staff to have better accomplishment of goals byhaving effective use of individual capabilities (Bramham, 2004). In this report we will focus overhuman resource development of Tesco PLC. It is a British organisation that operates its business invarious nations. Organisation key business is in retail sector and has been founded in year 1919. In thisdocumentation, learning will try to make understand about various learning theories and styles that canenhance the business. It will also focus over training and development of Tesco PLC. Furthermore, itwill also spotlight on government which led skills development initiatives that are beneficial for everybusiness.TASK 11.1 Different learning styles beneficial for Tesco PLC.There are three basic learning styles that can be adopted by Tesco PLC to have growth inbusiness as well as development in employee skills. Firstly, auditory learning is one of the mosteffective styles while conducting training and development sessions for skills improvement. It alsofacilitate organisation in better identification of working process by having a proper use of humanresource department of Tesco PLC (Claes and Heymans, 2008). Organisation can have its workingaccording to needs and situations of market. Company can use this style in providing improvedguidelines to employees while working in organisation. It will also be useful in offering advancedinformation to staff for enhanced determination of operations. In order to have effective application ofauditory learning the management can have focus on effective identification of needs and then designtraining and development plan. Needs can be identified by meetings, group discussion and otherinternal auditing methods. In this management can also focus on external audit methods such as fiveforce, competitive analysis, etc. It will provide better understanding about needs and situations whichis beneficial for better development. Secondly, visual learning will also provide some benefits to employees of Tesco and improvethe performance of organisation. Company can use this learning style for advancement in employee’sskills through better adaptation of presentation and videos for improved explanation of workingprocess and tasks (Edenborough, 2007). This style will help human resource department of Tesco PLCto provide better understanding of roles and responsibilities among all members to have effectiveworking conditions with having a focus over key elements of training needs. In order to have effectiveapplication of visual learning the management can use videos in seminars and presentations. For3
example, HR manager wants to convey message regarding safety measure then videos can be used inpresentation regarding safety in order to boost learning and effective application. Kolb's learning theory is another learning style that sets out four sharp learning styles, whichare supported on a four-stage scholarship cycle. In this learning style and cycle organization andhuman resource department will have focus over Concrete Experience, Reflective Observation,Abstract Conceptualization and Active Experimentation. The various learning style theory explains thatvarious people by nature prefer a definite single contrastive learning style (Yazici, 2005). That can beinfluenced at development of person like Acquisition, specialization and integration. Human resourcemanagement of Tesco Plc can also have better use for effective working by improved focus over kolb'slearning style matrix. In this management can have experiments with employees in order to haveeffective application. For example, management can provide a temporary team of diverse departmentsto analyse the team work effectiveness. It will provide better employees understanding about teamwork. Learning styles were formulated by Peter Honey and Alan Mumford, supported upon theactivity of Kolb, and they determined four sharp acquisition styles or predilections. The classificationcan be as, Activist, Theorist; Pragmatist and Reflector. According to this, every person have differentattributes and Tesco human resource department need to focus on it like activists are grouping whoacquire information by doing activities (Mayhew, 2014). They have an open-minded plan of attack toscholarship, concerning them fully and without bias in new educations. Theorist is to realize theconcept behind the activities. They need frameworks, constructs and facts in order to pursue in thelearning procedure. Pragmatist learns activities form games and other actions like case study anddiscussion. At last, reflector learn by observant and thinking about what occurred like self-analysisquestionnaires, feedback from others, etc (Pattanayak, 2005). In this respect, the management candivide the team of employees as per diverse classification. Such as activist, theorist, pragmatist and4
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