Human Resource Development Report

This report provides a comprehensive analysis of Human Resource Development (HRD) practices at H&M, covering learning styles, training needs, evaluation methods, and the role of government initiatives in supporting lifelong learning. It also examines the impact of competency-based development on organizations.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
1.1 The comparison among different learning styles.............................................................1
1.2 Importance of learning transfer in the work place environment and learning curve........2
1.3 Major importance of learning theories and styles during the planning and designing of a
learning event.........................................................................................................................3
TASK 2............................................................................................................................................3
2.1 Comparison between training need at each level in an organisation................................3
2.2 The advantages and disadvantages for different methods of training..............................4
2.3 A systematic approach for plan a special training event..................................................5
TASK 3 ...........................................................................................................................................6
3.1 Evaluation form for considering what things learnt by the staff member and the usefulness
of the training and feedback about the trainer........................................................................6
3.3 The evaluation by the analyses of the feedbacks and responses to the evaluation form of
that particular training event...................................................................................................7
PART 2............................................................................................................................................7
TASK 4............................................................................................................................................7
4.1 Role of the government with regards to training, development and lifelong learning.....7
4.2 The development of the competency movement has impacted private and public sector
organisations...........................................................................................................................8
4.3 The different contemporary training initiatives by the UK government has contributed to
human resource development for H & M...............................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Development program is all about accomplishing the training and
development plan for employees and staff members of an organisation. It is a compulsory thing
because there are many new interns who come in the organisation and they may be unskilled or
semi-skilled (Albrecht and et.al., 2015). So, for this reason, a perfect training or induction should
be required for training and development. This report is based on company, H & M, situated in
Stockholm, Sweden. It is an online selling company that is engaged in selling of various products
and services. In this report, it includes the learning styles and theories. It also contains the plan
for design the plan for training and development of employees. Furthermore, it covers the
evaluation of training event Lastly, it provides an Essay about the topic ‘the future of skills and
lifelong learning in the UK.
PART 1
TASK 1
1.1 The comparison among different learning styles.
The learning styles are specific techniques, approaches and methods that for learning. It
refers to the set of behaviours, factors and attitudes to facilitate to an individual or a group for
their development. All these styles of learning, are serve like as an indicator that describe the
interaction, learning perceive and respond the environment (Armstrong and Taylor, 2014). Every
learner has been consistent and distinct about preferred methods of perception, retention and
organization (Gottardello and Valverde, 2018). These differences are based on personality types
and preferences. In this context, there is a learning style that is described as below:
The Kolb’s Learning Styles – This theory or approach was produced by the David Kolb in 1984
and that time he argued about the learnings that come from the individual experiences. The
abstract concept of this theory is applied on an individual or a group for different situations. The
Kolb defines four types of learning styles that are defines as follows:
 Divergent Style – It is a special style that covers all things either can be do or reflect by
an individual. This is imaginative and good perspective that makes many ideas. It also
sees those things that are come from various perspectives, cultures and interest of people.
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 Convergent Style – This style is plan and conclusion based. It is practical theory and
focused on the specific issue in which an individual have narrow interests and
unemotional style. This is also known as the cognitive style.
 Assimilative Style – It is a style that includes theoretical part and good perspective plan
for solving many problems (Bailey and et.al., 2018). It prefers the abstract concepts and it
is not interested in the individual or group of persons.
 Accommodative Style – This styles refers to the likes or dislikes about a particular thing,
problem and risk. Any person can perform well and solve many issues intuitively if he or
she is under pressure.
1.2 Importance of learning transfer in the work place environment and learning curve.
The learning curve is a typical graphical representation of common sense principles and it
shows the rate of improvement of a particular work or function. It provides a special method that
is seen as an ability to learning about the object's (Bratton and Gold, 2017). It is a perfect
combination of time for learning and percentage of learnings. The relative percentage of learning
shows as the statistics or data of any subject that are mostly learned speedily while some
challenging factors may remain in plateaus in the graph.
Learning Transfer – It is refers as the degree to which a person applies for get knowledge about
the skills and learnings in different situation or condition. It is a state of dependency, on which it
depends on the human learnings and performance that is based on existing experience. The
process of learning is central thing about the understanding that how people can develop their
skills. The importance of learning transfer is describes as follows:
 The transfer of learning can arise due to the response of generalisation so there is a
similarity between two response situations.
 Learning Transfer has also categorized in the general transfer so it can be stimulus for
response generalisation (Brewster and Hegewisch, 2017).
 This transfer can be happen in positive or negative situation. In this context, the learning
experience can lead to the better learning program of subsequent task.
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1.3 Major importance of learning theories and styles during the planning and designing of a
learning event.
Learning style and theories are refers as the understandings about each students or
learners. An individual or a group learnt differently in his or her own style. This technique is
depended on the theories or approaches that understand by everybody in different styles from
others and he or she must need various approaches (Brewster and et.al., 2016). Learning style are
the specific theories that try to separate students or learners by their optimum methods of
learning approaches. There is a critical problem that is to choose the best learning style used for
understanding behaviours that depend on the employees. For planning and designing a special
learning event for new interns, the major importance of learning approaches are as follows:
 It is profitable for an organisation in order to provide better training facility to its new
employees.
 It is useful for them to maintain the work force and provide them better environment.
 Learning theories are useful in better outcomes that producing by the employees.
 The learning approaches are helpful in making better environment at the event.
TASK 2
2.1 Comparison between training need at each level in an organisation.
In today's organisational working environment, there is a need of well skilled work force
or employees in order to maintain an efficient and cost reduction environment. The training need
analysis is a structured process to understand the needs of training and require for the company.
There is a requirement of training and development facility for the new employees at each level.
It is important for every department in the organisation (Chelladurai and Kerwin, 2017). Training
needs at each level or department of an organisation are different types and the comparison
among it are as under :
Job related needs – It is directly related to the jobs that are a specific part of an organisation. The
main aim of job-related needs is to modify the final result of the job itself. It can also create an
error-free part for a technological equipment or an accomplished call with its target customers.
Industry related needs – It is quite simple and formulate the training program. It is different part
from other departmental training needs.
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Task related needs – It is usually comes in the form of a specific need in the particular part or
outcomes within the job or organisation (Gatewood, Feild and Barrick, 2015). It is a special need
for the department of an organisation. The training needs is a special task that different at each
level of the company.
2.2 The advantages and disadvantages for different methods of training.
For an organisation, there are some essential things that are provides satisfaction and
happy in order to make more customer friendly. For this purpose there are many methods of
training that render to their employees and staff members so that they provide better services to
their potential clients (Analoui, 2017). In order to accomplish better training program, there are
many methods and techniques for conducts training for example professional training, in house
training, classroom, online, videos and many more. All methods have their own advantages and
disadvantages, including time, costs and course content, these are as follows :
Advantages :
 All techniques are useful in increasing morale and provide job satisfaction among staff
members and employees.
 It expands the capacity and efficiency in process and gain more financial profits
(Kavanagh and Johnson, 2017).
 It helps in increasing innovation in products and strategies. It also helpful in enhancing
the employee motivation.
Disadvantages :
 There is an issue of biassed that may be generate by the trainer or coach. This will reduce
the overall performance of all employees (Longoni, Luzzini and Guerci, 2018).
 All these trainings are very costly for the small organisation and the management team
can not afford all such expenses.
 There is a situation may be comes in front of the HR managers that the staff members
may not listen their mentor or the mentor could be bias for some employees (Storey,
2014).
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2.3 A systematic approach for plan a special training event.
The training is a pre planned special process in which modification of knowledge, talent,
behaviour and attitude are includes that are required to accomplish by the HR department in
every organisation. This training is provides to the new employee as well as unskilled or semi
skilled staff member in order to achieve sufficient efficiency (Taylor, Doherty and McGraw,
2015.). There are many systematic approaches for design and plan a training event. The main
purpose of accomplishing these approaches at the work place, is to create abilities of every
individuals and improve the overall work performance of that particular organisation.
There is a special systematic approach that includes few elements for the training event :
 Analyse – It is the first phase of making the systematic training program for an event. It
includes the determination of training requirements and analyse the employee behaviour
and their performance.
 Design – In this stage all inputs are collected in the period of analysis stage (Albrecht and
et.al., 2015). This is useful in making new learning objectives, training materials and
instructional strategies that are used in that particular event.
 Development – It is used primarily for acquiring and producing required material in that
event (Armstrong and Taylor, 2014). This step is most important and use in order to
successful accomplishment of that event.
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Illustration 1: Systematic approach for an Event
(Source – ADDIE Model, 2018)

 Implement – This step is considered as the ending point and every HR manager compile
the systematic approach for successful conduction of that event.
 Check and Evaluate – It is a stage where the management can cross check that
particular strategy or approach so that they are satisfied with this systematic approach.
TASK 3
3.1 Evaluation form for considering what things learnt by the staff member and the usefulness of
the training and feedback about the trainer.
The evaluation about the training is very essential part for understanding the effectualness
of that particular training program. In this aspect, there are many question may be arise and their
answer should be find out to understand the what are major things learnt by their employees and
how can useful that training for their staff members (Bailey and et.al., 2018). The plan of training
evaluation includes those factors that effective for development of their employees and provide
them better training facility. In order to identifying the usefulness of the training for their new
employees, there are some factors that should be consider by every HR manager. These factors
are as follows :
Approach – There are a five step model use in the training program of that particular event and
it is too much useful for the overall development of the staff members. That approach is a
systematic and employees are become skilled from it.
Accountability and Monitoring – It is a special stage that connects with the contestant of that
training program. It can monitor by the trainers and receive many replies and answer from them
to check whether the training is useful for their development or not.
Feedback – The HR managers should also take feedbacks from the trainees to provide better
satisfaction to them. The trainees should give their response for that training event so that the
management team is able to provide better development program (Bratton and Gold, 2017). The
managers are able to give their best in the condition of positive feedback receive from their
employees and staff members.
3.2. Review on evolution form.
The above training and development programs conducted at H&M was very beautifully
planned and all the aims and objectives of company is achieved what management has decided to
deliver. Company has called experts for providing training which deliver knowledge in very
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effective manner. Employees are satisfied with the training programs that are conducted by the
company. Employees and company both achieve there intended objectives. Addition to this, all
these programs of training and development, have given several chances to succeed in
employee's career (Kidwell, Eddleston and Kellermanns, 2018). The performance of employees
are too much incrases with the help of training organized by the company.
3.3 The evaluation by the analyses of the feedbacks and responses to the evaluation form of that
particular training event.
In the organisation, the HR manager receive feedbacks and response from new trainees
and he or she is able to perform make the training event better (Brewster and Hegewisch, 2017).
In this context, there are some elements that defines the evaluation of that event and suggest new
techniques for make it much better. These are as follows :
Behaviour – The behaviour of the staff members are useful in understanding the determination of
the effect of that training event program. In this context, the new recruits get sufficient
knowledge about the company and its working policy.
Learning – In the training event, the evaluation is come from that learning is better and
employees are well trained after they get different training skills (Brewster and et.al., 2016). All
these learnings must help those employees and staff members in their workings and they work
better after such event.
Results – The organisation got better results from above event. It is a successful training event
and it helps to the unskilled and semi skilled work force.
PART 2
TASK 4
4.1 Role of the government with regards to training, development and lifelong learning.
In an organisation, all these programs of training and development, have given several
chances to succeed in employee's career. The staff members and employees get qualifications
and recognised nationally while at the time of warning salary and wage (Chelladurai and Kerwin,
2017). The government of UK has been expands the number of new trainees over the past years
which must helped reduce the main issue of unemployment greatly. For support to the life long
learnings, government of UK has provides many techniques and initiatives for accomplishing
with the major aim of development of various skills. It removes the barriers of employability for
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those who have very few opportunities. The government perform an essential role in terms of
funding and financing for all these trainees or apprenticeships and conduct their lifelong learning
programs. In February of 2015, the government declared a new plan about them and their
intention to increase funding for these occupational training programs to 1.5 billion pounds every
financial year which would create an extra 500,000 apprenticeships. The government promotes
to the apprenticeships by creating awareness and life long training or learning programs related
to them. The main objectives of such life long learning as below :
 Develop the world class training for satisfying the UK's domestic markets.
 It gives a special opportunity to the organisation and people to re develop their talent and
skills (Gatewood, Feild and Barrick, 2015). This process have not undertaken any
continually courses.
 It also increases the demand for learning with the use of vocational learning to create
stimulating learning process and fun.
4.2 The development of the competency movement has impacted private and public sector
organisations.
The performance management programs are too much useful in any company in
determining the major overall quality of an employee's work performance in the job. So for this
reason the performance that is based on competency can evaluate an apprenticeship's major
competencies and work talent with skills (Kavanagh and Johnson, 2017). Both of them job skills
and competencies are employee's utilization to perform their assigned responsibilities and
functions in any organisational environment.
Job competencies – These are the skills that are necessary to perform a particular work or
function in different situation of occupations, these are referred as job competencies. It is also
known as job knowledge since they relate to the specific work line.
Competency based evaluation – Rivalry and competencies between the staff members or
employees takes the productive outputs.
Core competencies – It is refers as the main basic treats, characteristics, skills and attributes. In
this context, it can be written and verbal communication skills, independent judgement and also
time management skills (Brunstein, 2016). This is known as the critical and analytical thinking
process.
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The competency movement has a great impacts on the public and private sector company
and the development of employees and staff members are useful for the company (Storey, 2014).
The supervisors usually work together to develop the plan based performance on the behalf of
competency based reviews. It is usually dedicated to raising competency level with efforts in
combination of employees and supervisors.
4.3 The different contemporary training initiatives by the UK government has contributed to
human resource development for H & M.
The essential thing is to take the best initiative in order to maintain effective economic
situation in the country. The UK government also shown many training initiative programs
towards to development of the new employees in UK (Taylor, Doherty and McGraw, 2015). In
such programs, the contemporary initiatives which is introduced and discussed as under :
National talent and skill academies – It is a type of skill development organisation which
works as the mediator in between the training renders and the employers. Such institutes provide
a special platform for its clients in order to enhance their skills and power of facing several
challenges in the target market.
National apprenticeship services – It is institute that control and govern by the UK government
and its main motive is provides financial support to its customers who need it. People who wants
to plan an apprenticeship program in his or her company, take help from such institutes and
increase its organisational growth (Taylor, Doherty and McGraw, 2015). This type of programs
also help many new employees to get chance to learn many skills as well as they can also get the
opportunity to be sustain in the same company.
State and sector skill council – These governmental bodies are work in the combination of
many apprenticeships in UK country that focuses on the growth of productivity and profitability
of that particular organisation.
CONCLUSION
By accomplish this report, it is concluded that the HR manager of a company has many
policies and strategies for training and development of their employees. In these strategies, there
are many styles which are discussed in this given report. Further, its referred the comparison
among these styles and its importance. Furthermore, it stated the important advantages and
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disadvantages of these training methods and a systematic approach for providing a plan for
training and development of the new trainees in the organisation. Lastly, it covered a training
event for new employees in an organisation and its feedback and governmental initiatives about
training for apprenticeships.
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REFERENCES
Books and Journals
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People
and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster and et.al., 2016. New challenges for European resource management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review, 28(1), pp.5-17.
Brunstein, I. ed., 2016. Human resource management in Western Europe (Vol. 68). Walter de
Gruyter GmbH & Co KG.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), pp.1081-1095.
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Gottardello, D. and Valverde, M., 2018. Human Resource Management Outsourcing in Spanish
firms: Evolution over time and implication for devolution. Intangible Capital, 14(1),
pp.56-73.
Online
ADDIE Model. 2018. [Online] Available Through <https://educationaltechnology.net/the-addie-
model-instructional-design/>
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