Comparison of Learning Styles and Role of Learning Curve in Human Resource Development

This presentation explores the comparison of learning styles, including activists, theorists, pragmatists, and reflectors. It also discusses the role of the learning curve in human resource development and the importance of transferring learning to the workplace. Additionally, it examines the contribution of learning styles and theories to organizational challenges and goals.

HUMAN RESOURCE
DEVELOPMENT
TASK 1

1.1 COMPARISON OF LEARNING STYLES
Human resource manager have to assist organisational planning
by having some training and development in regarding to their
workshop for many staffs. Learning style of every person is
different from others. There are four types of learning style i.e.
Pragmatist, Activists, Theorists and Reflectors and these are given
by Honey and Mumford. Some different learning styles are as
follows:
Activist
Theorist

Contd.
Activist- Activists are those people which consider learning by
doing. They do things with their own hand without taking help
from others. Their main aim is to make the hands dirty and move
out from that situation and named as experienced person.
Involving of their activities contain of high analysis such as
puzzles, group discussion, problem solving, role play. They learn
things with open minded and they do not have biasses. These
kinds of persons are always dominating in nature regarding
experience.

Contd.
Theorist- They are this person which lives in dreams
and thought of idea's. For everything or actions, they
need explanation because they have to find till bottom
line. For every action and observation they want some
logic behind that situation. However, theorist person
include models, stories, some quotes and some
background information.

CONTINUED....
 Pragmatist-Pragmatist people think how model can be set
in real world so they practice on that situation only.
Reflectors-These are that kind of people who believe only in
observing they do not want to do things with their hands.
While, preparing their mind they are very slow and lazy. For
every situation, they prefer to take shortcuts or sidelines. These
people include personal questionnaire, feedback, coaching, and
interview. They run for appropriate conclusion which leads to
time consuming process.

KOLB’S LEARNING STYLE
Kolb`s has also given learning styles which are developed in
1984 and they also contain four stages which are as follows:
Concrete Experience
Reflective Observation

Contd.
Concrete experience refers to thinking on a project
deeply. As compared to reflectors, concrete experience
is formed by having a single experience to have
multiple possibilities. Whereas, Reflectors like to work
as individual whereas concrete people enjoy to work as
a team.

Contd.
In reflective, observation ideas and concept are
more important because it contains of new
experience. Whereas, in Honey and Mumford there
has no observation and ideas. Their focus is on
grabbing wide range of information and has clear
and logical format.

CONTINUED…
 Abstract Conceptualisation
 Active Experimentation

Contd.
To solve problem, people have to use their learning style for
identifying solution for practical issues. They try to find out
solution of questions and problem. Abstract conceptualisation
people are less concerned from other people but as compared to
pragmatist people, they are more concerned about other people
because they think that interacting with other will lead to more
learning.
Active experimentation person like to do experiments with their
hands rather than thinking logically. These people use other
individuals for analysing and carrying out plans or practical
approaches etc.

1.2 ROLE OF LEARNING CURVE
Learning curve can be defined as display by graphical
method for their development of skills and experience
can be judged and management can come to know about
learning curve of employee. If work environment of
organisation is improved then the employee efficiency
and effort will also increase.

CONTINUED…
The importance of transferring learning to workplace
Clearly identify learning goals and outcomes: Before
providing any training at organisation, it is important to view
purpose and identify clearly their learning goals and target for
which training session is organized.

1.3 CONTRIBUTION OF LEARNING
STYLES AND THEORIES
Marks & Spencer has to develop new and innovative goals and
strategy so that organisational challenges can be performed in effective
manner and contain of higher responsibilities.
However, by considering some factors' identification of learning
theory and style event can be designed.
Due to change in organisational structure and values organisation have
to take and choose appropriate learning style.

References
 Galli, A. and et. al., 2012. Integrating ecological, carbon and water
footprint into a “footprint family” of indicators: definition and role
in tracking human pressure on the planet. Ecological indicators.
16. pp.100-112.
 Wilson, J. P., 2014. International human resource development:
Learning, education and training for individuals and organisations.
Development and Learning in Organizations. 28(2).
 Zepeda, J. S., 2011. Professional Development: What Works. 2nd
ed. Eye On Education.
 Skok, M. M. and Dolinsek, T., 2013. Some findings on career
counseling in higher education. Journal of Enterprising
Communities: People and Places in the Global Economy. 7(1).
pp.81-94.
 Delahaye, B., 2015. Human resource development. Tilde
Publishing.

Thank You