Human Resource Management & Development

This assignment delves into the crucial aspects of Human Resource Management (HRM) and its connection to employee development. It examines various HRM functions like strategy, policy, and practice within a European context. The impact of high-performance HRM practices on employee attitudes and behaviors is analyzed, emphasizing the importance of positive psychological capital in driving organizational outcomes. The assignment also considers the role of human resource accounting in measuring the financial implications of HRM initiatives and explores how learning and development contribute to individual and organizational growth.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P (1.1) Different learning styles.............................................................................................3
M1...........................................................................................................................................4
P (1.2) Learning curve and its importance of transferring it into workplace.........................4
P (1.3) The way learning styles and theories contribute to designing of new induction training
program...................................................................................................................................5
D1...........................................................................................................................................6
TASK 2............................................................................................................................................6
P (2.1) Comparing training needs at different levels..............................................................6
P (2.2) Advantages and disadvantages of training methods...................................................7
M2...........................................................................................................................................8
P (2.3) Systematic approach to plan a training and development program............................8
D2...........................................................................................................................................9
TASK 3............................................................................................................................................9
P (3.1) Developing a plan and evaluation with suitable techniques.......................................9
P (3.2) Carrying out evaluation of effectiveness of training event.......................................10
P (3.3) Reviewing success of evaluation methods used.......................................................10
M3.........................................................................................................................................11
TASK 4..........................................................................................................................................11
P (4.1) Role of government in training and development in the UK including lifelong learning
..............................................................................................................................................11
P (4.2) Impact of need for competency and skills assessment on public and private sector
organisations.........................................................................................................................12
P (4.3) Contribution of contemporary government initiatives on training and development12
D3.........................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is a framework in which the workforce of firm gets
training to increase their skills, knowledge and abilities so that they can work in an efficient and
effective way which helps the entity to earn high profits. Human resource is the base for any
organisation as they always try to improve their performance with productivity of firm which
directly helps entity to attain goals and objectives of corporation (Werner and DeSimone, 2011).
It is required to maintain and motivate human resources regularly so that tasks can be completed
on time. The report is based on HSBC (Hong Kong and Shanghai Banking Corporation) which is
a private bank and investment banking that was found in the year 1865 by Sir Thomas
Sutherland. Report will discuss about various learning styles, and its curve and theories that help
in induction program, training needed at various levels, advantages and disadvantages with a
systematic approach, preparing a plan and evaluating same in an effective way. Apart from this,
role of government, competency and skill impacted on various sector and government initiatives
to develop human resource criteria in UK.
TASK 1
P (1.1) Different learning styles
There are various styles in firm which are effective for lifelong learning. Trainers adopt
the training program according to their requirement (Knowles, Holton, and Swanson, 2014).
Learning is a continuous process and slow criteria which instantly never bring results it takes
time but it brings effective result. Learning styles are as follows:
Kolb's learning styleThis is an effective style that includes four types in it which are as follows:
Diverging: These people are artistic and need such job which requires brainwork. Such
person looks and observes as well as take steps further in a right way.
Assimilating: These people are good in scientific research and normally innovate new
things as research is done on the concept not on people.
Converging: Generally, in this, people observe people not the concepts and they have
great problem solving skills.
Accommodation style: In such style, people have their senses and feelings for various
thing and such people use findings made by other and rely on practical theory.
Honey Mum's ford style

In this style, there are also four steps which are used by the trainers to provide training.
Activist learning style: In this, people want to experience new things in their life and
generally, they ignore hurdles and hindrances coming in between them.
Reflector style: Collects information from primary and secondary research as well as
makes conclusion after such.
Theorist style: People generally introduce and innovate their theory as well as formula
with their experience and observation can be done under the same.
Pragmatic style: People bring new ideas and methods which have never been used and
formulated in this world.
M1
The both learning styles are effective and used by trainers while training employees in
various situations. Selection of these learning styles is based on grasping power of employees
and time that trainers have to train them (Guest, 2011). As Kolb's learning style is worth as in
this every kind of situation, every person can be included and training to those can be given in
effective way by using such style. Kolb's style is efficient as well as time used to train employee
with this style is lesser then others and somewhere it is cost effective too.
P (1.2) Learning curve and its importance of transferring it into workplace
The learning curve is such which helps to know that whether employee in firm is working
effectively or not. Trainers with this curve comes to know that performance level of workers has
gone up or down after training and if something is required to add in their training, then they
chose to train them efficiently so that every employee’s graph can go upward. Transferring such
curve to workplace helps the firm in attaining goals and objectives as importance of such is as
follows:
Face challenges: Training builds motivation and confidence in employees so that they
can face any situation and challenge coming to them. Effective training helps them to overcome
such in a proper manner and confident and motivated worker face them and move further
without fear.
Fund utilization: If training of employees is done in a correct format then workers
effectively work and improve their performance level that can be seen and with such,

productivity of firm also increases which brings positive image and leads to craete high goodwill
in the market.
Add value: Training and learning, add value in employees as with development program
workers learn many new things like skill, knowledge and abilities which bring effectiveness in
their working and timely completion of working can be seen.
As HSBC is which spend a lot amount on development of their employees and provide
such kind of training is used at the time of induction which bring positive image of firm in eyes
of employees (Boxall and Purcell, 2011).
P (1.3) The way learning styles and theories contribute to designing of new induction training
program
HSBC is financial bank whose main motive is to provide best services to their clients by
training their employees in a best manner as well as follows various theories while planning or
designing a session. Basically, it is not easy to conduct a useful or appropriate improvement
sessions because it requires suggestion from expertise people and contribution of various theories
which helps while resolving different issues at workplace. Mainly, it is very difficult to select the
suitable tool of gaining due to availability of alternatives. Therefore, it has been identified that
management of HSBC adopt two useful approach such as; Kolb's learning style and Honey
Mumford due to their effectiveness.
However, as per survey report it has been understood that single theory is not enough for
banking sector due to emergence of various complexity at workplace. It means they requires
multiple styles of learning in order to accomplish various business operations in more efficient
way. Hence, selected firm is preferring two famous theory which are highly useful in resolving
issues of employees as well as all the other obstacles (Brewster and Hegewisch, 2017). Apart
from this, one of the major reasons behind selecting suitable framework is to examine how an
individual is going to acquire knowledge. After considering above data it is analysed that various
types of styles of learning plays a very crucial role while designing an effective training event as
it supports in reducing risk.
D1
Thus the learning style and theory helps employee to learn many new things at the time
of induction program. Designing of learning style was made for the new joiner in company and

existing employees. The Kolb's learning style is very effective because in this person get fix in
their different styles (Flamholtz, 2011). Learning style helps in designing an induction program
as with such every employee can have a positive reaction after taking training with such learning
style and remaining part the trainers teach and provide training in such a way which make them
to get motivated and work in better manner.
TASK 2
P (2.1) Comparing training needs at different levels
In organisation there are various level at which training is required so that every
department and level can work with coordination and effectiveness can be seen in their
performance as well. Different levels of HSBC is as follows:
Upper level: The upper level in company is always busy in making decision and
strategies to compete with other firms. Mainly, they are working to bring effective policies and
procedures so that they can motivate employees and effective working can be seen. Training is
needed at this level as they are responsible for whole firm and they have to work in efficient
manner and in training they learn to include lower level as well so that problem faced by them
can also be included while making decision for company.
Middle level: This level is such in which different departments of company lies. As
training at this level should be there so that through this coordination can be brought and
collaboration among every employee can be seen, effective training make them to work in right
direction and every department works hard for achievement of goal and objective by firm
(Luthans and et. al., 2010).
Lower level: It is required by upper level to communicate with lower level so that issues
faced by employees can be solved and smooth functioning of work can be seen. Training to such
people is required just to reduce conflict and coordination among them can be there so that
increase in productivity can be there.
P (2.2) Advantages and disadvantages of training methods
Training and development programmes is very much essential in knowledge
enhancement of employees performing at workplace with the use of appropriate methods such
as; on the job and off the job. Thus these two tools are expressed as follows:-

On the job: - According to this tool, an organization rotate job of a particular employees
in order to learn things by experiencing new role. Apart from this, higher authority also assigned
job to newly hired employees under supervisors so that they can gain something by observing
their leader (McKenzie and et. al., 2012). Therefore, various methods which falls under this
category are Coaching, mentoring job rotation, understudy, apprenticeship, etc.
Advantages Disadvantages
 It is flexible in nature.
 Consume minimum capital.
 Trainee are fully encouraged towards
learning new things.
 Does not require much more
arrangements.
 Lack of experienced trainer.
 It is not appropriately or systematically
organized.
 Absence of effective implementation of
programmes which resulted in
emergence of safety hazards.
Off the job:- As per this technique an organization is going to conduct training events
separate from job environment and at that place trainees are also responsible to learn rather than
performing any job (Wilson and et. al., 2012). Thus various methods of off the job training are;
lectures, conferences, seminars, simulation exercises and so on.
Advantages Disadvantages
 Creation of high productivity.
 Minimum chances of error or mistakes.
 Economical in sense because maximum
number of employees are trained in
simultaneously.
 Doesn't based on experience.
 Expensive in nature due to requirement
of skilled trainer.
 Artificial.
M2
The method which HSBC can choose is off the job training because in this employees
will be able to listen trainers properly and can give their full attention and focus towards their
learning in better manner which will help to increase their skill and ability to perform in best way
and such directly will help in attainment of goal and objective of firm (Jiang and et. al., 2012).

P (2.3) Systematic approach to plan a training and development program
Company has to follow a systematic approach to plan for training in firm as plan starts
with identifying aims of corporation and implementing plan in effective way so that efficiency
can be seen in firm. The approach as follows”
Aim of firm: The HSBC is having a aim of becoming the world's largest bank and for
such effective working is required for this, firm is providing training to employee so effective
working can be there and accomplishment of aim as well.
Need of training: Although it is required by firm to know whether training is required in
firm or not as because employees are already working in efficient way. But environment and
time keeps changing and to cope up with such environment and competition training is required
at every level and for every employee.
Strategy for training: This step of approach take a lot time as choosing the right
technique or training style for employees to bring effectiveness is there. Strategy for such has to
be made in right contrast and training should be given at right time as well.
Implementation: The plan should be implemented in proper way so that efficient
working can be done by employees and nothing can come in between as hurdle in training and
achievement of goal can be there by firm with all such.
D2
All the steps of designing a training for induction program should be done in a proper
format as from planning to monitoring, everything should be done at right time. Although, firm
has to look forward as what could be implication a training program will be having on employees
as whether employees are ready to have development program of themselves (Avey and et. al.,
2011). Employees with focus and attention will be able to learn various thing in training and
development scenario.
TASK 3
P (3.1) Developing a plan and evaluation with suitable techniques
HSBC is that company which takes care of their employee in effective way which bring
reduction in worker turnover. Plan developed and evaluation of such is required just because to
know that training program for employees was effective and efficient or not. Apart from all such
evaluation is done to know that the training method chose to develop employees was quite right

or not and difference has been noticed by managers or something else (Cascio and Boudreau,
2010). As few questions are there which arises at these situation those are:
 Is any changes are there in performance or behaviour ?
 Skill and knowledge learned is used at workplace or not ?
 Which training method would be very effective for training ?
 Is skill and knowledge of employees is increases in proper manner or not ?
Getting answer of such question in positive criteria make firm to get satisfaction with
relation to utilization of fund was done in correct form. Although training and development is
organised only for developing every employee or member of company so that firm as whole can
work as one and can attain their goal and objective in proper manner. Although the organisation
can go with survey through questionnaire, monitoring each and every employee and setting
standards which help to measure the performance, counselling and putting them in any situation
and see how employee behave in such situation.
P (3.2) Carrying out evaluation of effectiveness of training event
Evaluation of training programs help company to know that whether their plan was
successfully implemented or not. The HSBC make evaluation on regular basis which help them
to innovate something new to bring cordial relation among employees which directly help
company to attain their goal and objective (Sparrow, Brewster and Chung, 2016). Evaluation can
be done in such way:
Reaction of employees: Through the reaction of employees company can find that new
joiner and employee are satisfied or not. If reaction are happy faces then its a positive reaction
and they are satisfied with such and effectiveness in their performance can be there.
Coordination: Thus through the induction program coordination is brought among the
various employees so that company can reduce chance of conflict in firm. Coordination always
help to bring effective and efficient work.
Benchmark: This concept help firm to know that there is improvement in performance
can be seen or not. Benchmark means setting standards for employees and such has to be met by
workers which help to measure effectiveness and improvement in productivity and performance.
Performance: Training and development always help employees to increase their
performance which make company to attain their goal and objective in efficient way. It has to be
increased by employees so that positive side of training and development can be seen.

P (3.3) Reviewing success of evaluation methods used
Although the review of success has to be made for HSBC. Induction program at HDFC is
done for every new joiner so that he/she can come to know about the working environment and
structure in firm. It is required to review the success of evaluation of training and development
which help firm to get that induction program was success or not (Bamberger, Biron and
Meshoulam, 2014). Training and development is that which provide effectiveness and efficiency
in employee to work in great way. The reviews are made with such criteria as follows:
 Company can take feedback from new employees itself that anything they didn't
understood in there induction program or something.
 If employees are having a change in their behaviour and they become confident to
perform in better manner which means the induction program was success.
 If employee are looking satisfied with induction and training program then this will help
them to work in effective way.
 If they are working in coordination this means every employee is satisfied with the
company, training and development program at induction scenario was success and this
could help in attaining their goal and development program.
It is required by HSBC to review their development program so that they can come to
know whether training and development program was success or not. If it was not success then
to choose the other method to provide training to employees.
M3
HSBC has to make a review which make them to know whether they chose the method of
training was proper or not. If it was not, then which training could be best for developing every
individual in correct format. Off the job training method is far better than others because in this
employees can listen to their trainers in a better way and this would result in best training to
different worker and every member of company.
TASK 4
P (4.1) Role of government in training and development in the UK including lifelong learning
There are various role which is being played by government of UK to enhance the
learning criteria in country. They are bringing many formats and per-forma which is making

many employees to increase their skill, knowledge and ability (Kehoe and Wright, 2013). There
is various role which is being played by government in learning such as:
HR development: Government of UK is promoting the human resource study in various
schools and colleges so that every person can about human resource and their legislation.
Government also providing training and development programs to various people of different
organisation so that they can work in proper manner and firm can achieve its goal and objective.
Fund allocation: Government is allocating funds to firm so that they can organise
development program which will increase performance and through this many individuals can
receive job in public sector as well.
Norms and policies: Policy like training program for employees should be there in every
organisation so that worker can be up to date in performing with change in time and
effectiveness can be there in performance.
Government has implemented various laws and legislation are there which support the
training and development program. Some of those are as follows:
 Removal of the unemployment can be seen by expanding business across the boundaries
of country.
 Motivating and influencing them to attain their personal and professional development
objectives.
 Various sessions can be conducted to minimise the unskilled labour.
P (4.2) Impact of need for competency and skills assessment on public and private sector
organisations
Competency movement has helped the many employees to increase performance and
develop themselves according to the need of such in company. Competency is that although it is
the ability of people and employee to perform every task. Therefore employees of HSBC and
their effectiveness has affected the public and private company workers in great way.
There are various methods through which competency can be seen with such as: Pioneer: These are those who don't know as single thing about work. Beginner: They are those who get knowledge at primary level. Learning process: People work for less time period with fewer knowledge with them. Knowledgeable practise: People has received each and every thing about subject.

 Expert: They are those who is having every knowledge of their work and having inbuilt
understanding of their work.
Competency should be there in every individual just because this brings effectiveness in
their performance and earlier competency was treated not as that much nowadays it has been
taken as the most important aspect in every individual as competency is ability of employees.
The skill assessment is having various competency on private and public sector as:
 The skill assessment should be there in employees as they are those who help
organisation through effective working which increase the productivity of company and
with such they can attain their goal and objective.
 In this competitive world the public sector is going behind private sector as government
is helping them to choose best employee among them and thus they can also increase
their working criteria in proper manner.
P (4.3) Contribution of contemporary government initiatives on training and development
Government knows that a company can expand their business when firm is earning high
income. As human resource is the base of everything which has to be taken as important aspect
of organisation. The government of UK is also contributing in development of employee in both
the sectors like private and public.
Therefore with the initiative of government various organisation and HSBC as well
utilising their resources in perfect way so that effectiveness in working criteria can be seen
(Steffen and et. al., 2015). Government of UK itself providing the training and development
program which is helping many employees to develop themselves in right way as such this is
making easy for many companies to choose the best employee among the people trained by
government regulation of development. The initiatives are like:
 Providing many skill and ability to employees so that they can bring a firm network.
 Government is such who is providing many great employees to various companies so that
they can increase their productivity in entity.
 Promoting HR development in schools and colleges which result into interest of many
people towards human resource learning.

Government of UK has taken many initiatives for the development of human resources as
several associations are as follows:
 In department of trade industry the government made initiative and provided motive to
develop and growth.
 Work and pension policy which helps in encouraging work at workplace.
 Implemented the policies which is related to protection of society from harmful diseases.
D3
The government has taken many initiatives for the training and development of
employees which is making company to earn higher profits. Government has made many rules
and regulations for training and development which has to be followed by every company.
Development program should be scheduled according to their regulations which help the firm to
have an effective training of their employees. They are developing skills, knowledge and abilities
in employees so that company can choose the best among them.
CONCLUSION
From the above report, it has been stated that human resource development is required
scenario in every company as because human resource is that which is helping firm to achieve
their goal and objective. The report has included various learning theories and styles and chose
the best among them. To have an effective training a plan and designing has done for employees
and evaluation has also done to know that plan is implemented in right way or not. The
government of UK is also taking many initiatives and they are also promoting the HR in various
fields so that everyone can understand the value of human resource and their legislation. All such
is being stated in report and the outcome of such is that human resource is the key aspect of
company which works effectively so that HSBC can attain their goal and objective.

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