Importance of Human Resource Development

The provided report emphasizes the significance of human resource department in developing different skills in employees through training. Various learning styles are used to increase efficiency and achieve company goals effectively. The document concludes that human resource development plays a crucial role in employee attitudes, behaviors, and performance. It references several studies on human resource management and its impact on organizational outcomes, including productivity and performance.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1 ..............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve along with the importance of transferring learning at the workplace
.....................................................................................................................................................2
1.3 Contribution of learning styles and theories while planning and designing a learning event
.....................................................................................................................................................3
LO 2.................................................................................................................................................3
2.1 Comparing the training needs for staff at different levels in an organisation.......................3
2.2 Advantages and disadvantages of training methods used in organisation............................4
2.3 Systematic approach to plan training and development for a training event........................5
LO 3.................................................................................................................................................5
3.1 Preparing an evaluation of training event using suitable techniques....................................5
3.2 Carrying out an evaluation of training event.........................................................................6
3.3 Reviewing the success of evaluation method used:..............................................................7
LO 4.................................................................................................................................................7
4.1 Role of government in training, development and lifelong learning...................................7
4.2 Way in which development of competency movement has impacted on public and private
sectors..........................................................................................................................................8
4.3 Introduction of contemporary training initiatives by government of UK.............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
In order to achieve various targets set by an organisation, top level management
make different departments so they can attain their desired goals. Their are many types
of divisions in an enterprise ,depending on their structure and size, like marketing, IT
etc. But human resource department play crucial role in success and failure of a firm.
They are responsible for hiring “right men at right place”. Tesco is a leading public
limited company in retail sector. They are operating in more than 12 countries and
almost people work in this organisation. This report will discuss about various working
style and their role at workplace (Avey and et. al., 2011). It will include advantages and
disadvantages of training and development. Role of government in lifelong learning will
also become part of this file.
LO 1
1.1 Comparing different learning styles
Learning styles of workers in an organisation may differ because their skills and
talent is do not matches with each other. In old days, teaching was considered as the
most effective method. It was the only approach which was popular among companies.
But with times things are changing, following are some new stylers of learning which
can be adopted in cited firm:
Visual – Employees may get bore when they have to sit in lectures of 2-3 hours.
If they see some images and videos in this learning process than they have will get
acquire new information.
Aural – In this style, worker pick up new skills by listening various types of
information. If is completely different from visual because an individual use sound and
music in order to learn acquire new talent.
Verbal – In this approach a worker grasp knowledge by listening speech, they
can also gain new talent by writing the information.
Social – This is another important way of learning where an employee can learn
new skill by joining various groups and talking with other people (Bloom and Van
Reenen, 2011).
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Logical – In this technique, a worker uses his/her logic or reasoning power so
they can acquire new talent. This approach is completed based on intellectual power of
an individual.
Activist – It is a person who learn various things by doing them.
Theorists – Theorists focus on understanding the theory instead of concentrating of
performing some activity.
Pragmatists – These people learn new things by applying their practices in real world.
They do not care about theory.
Reflector – They are very different from all of the above, they observe and think about a
situation in order to learn something.
1.2 Role of learning curve along with the importance of transferring learning at the
workplace
When an organisation decide to teach something new to their employees they
want to create a proper manner of monitoring so they can determine success or failure
of plan. This work can be done by graphical representation of learning curve. It help in
analysing the effectiveness of program by comparing and proficiency of workers. Its
another important role is to evaluate process of learning. Most of the organisation focus
on result but cited company have different ideology, if they improve whole process than
the outcome will face favourable consequences. It also help in determining the
incentives which Tesco has to give to their employees (Bray and et. al., 2012).
Importance of transferring learning at workplace:
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Employees need training in regular interval of item so they can learning new
skills which are needed for achieving organisational goals. Following are its importance:
Future leaders – If worker are developed in proper way than cited company do
not need to hire managers for outside of company. This will save money as well as time
which is significant for financial growth of organisation.
Improve productivity – If employees learn from each other than their productivity
will increase will be beneficial for both sides. Employees will earn more incentives and
cited enterprise can achieve their set targets in less period of time (Daley, 2012).
Appropriate utilisation of funds – Transfer learning will help in cost reduction
because workers can acquire new talent by using their past experience or other skills.
Organisation can use this money in other areas which will help them in minimising their
financial burden.
Transferring learning assist employee in the starting time of their employment, it help
workers in improving their skills in their field. Training is considered as the the main
method for transferring knowledge, induction programme help in making strong
foundation of the company.
Role of learning curve – Learning curve depict the performance of a person. It help an
individual and his/her evaluator in evaluating the progress of employee at the time of
learning procedure. It is basically made for monitoring and combination various learning
points make this curve.
1.3 Contribution of learning styles and theories while planning and designing a learning
event
Planning of a learning event focus on need of workers. Every employee has
different need so they should be training according to their necessity. This event can be
divided into four parts, first is visual, second is aural, third is verbal and last is logical.
Their are some employees who will acquire new skills by watching videos or pictures.
They can grasp knowledge quickly by adopting this approach.
Case:
Mr. A – Teacher
Mr B – Doctor
Mr C – Policemen
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Mr D – banker
They all are from different background and their knowledge is also complete different.
Their brain works in different manner so if someone want to teach them new skills than
they have to adopt various learning styles. If a person do not have these important
information than they can not decide effective learning style. A single programme will
not fit for Mr A, Mr B, Mr C, Mr D.
Learning style play significant role in analysing the right method of acquiring
knowledge. Learning theories assist in finding the learning style which can be used by
an individual or in a particular case. Pragmatic style can be used in learning events,
staff members have basic knowledge about their work and if they implement it in real
world then it will help them in learning various skills which can only be learnt by taking
practical experience. In order to train new employees, who are unaware about
organisational culture, theorist will be best style. They cannot use their knowledge in the
company until they under the basic working style. A theoretical session can make them
understand the objectives of firm and topic of their work.
LO 2
2.1 Comparing the training needs for staff at different levels in an organisation
Every company has various department whom they allot various task like
managing finance, marketing, production etc.
Finance department – Workers in this wing should get updated knowledge about
accounting and other techniques so they can do their work effectively (Glover and et.
al., 2011). They must have proper detail about targets which they are going to achieve
in upcoming time. They should have information about the path which they will follow in
order to gain set targets. Organisation should teach then new accounting software
which they will be using in future.
Marketing department – They should be given information about competitors of
company so they can understand whole market properly. Company should focus on
teaching them right selling technique so they can convince customer in short period of
time. Their team leader so teach them leadership skill so they can lead teams in
upcoming time effectively. They must get knowledge about latest technology so they
can learn various methods of reducing cost and enhancing sales.
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Production department – This wing should get training about innovative
techniques so they can develop effective methods of manufacturing. They should be
given information about code of conduct so they can follow the rules and regulation
which are present in an industry. This division must get training about new production
techniques so they can work on mechanics which are run by new technology.
At managerial level:
Senior managers – They should get training for making strategic plans.
Lower level managers – These manager need training related to developing their
existing skill or learn new talent.
At operation level:
Senior manager – Line manager require training need so they can understand
company's mission and vision. This will help them in performing according to the long
term goals of the organisation.
Employee – Workers generally need training so they can learn new methods of working.
2.2 Advantages and disadvantages of training methods used in organisation
Cited company can adopt various kind of approaches but they must know about
their benefits and disadvantages so they can follow correct method:
Classroom lecture – Instructor will teach trainees in a class room by using a
white board or power point projector. One of the importance advantage of this method is
that Tesco can train large number of employees in one time (Grossman and Salas,
2011). Overall cost of training will also go down, cited organisation can use this money
in other areas. This method also have some disadvantages which, employees will not
get any practical knowledge because whatever information instructor will give them
would be theoretical. Application of this learning is difficult because it does not have any
relation with to the knowledge which an employee learn in class room. Some workers
may find it monotonous.
Practical training method – This approach provide field knowledge which they
can directly implement at the workplace. They can also do a session of question and
ans so they can remove various confusions that come in their mind. This approach has
lot of benefits but most important advantage is that it encourage work to enjoy the work
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which they are doing. They have to same work which they have learnt in training
programme. This technique also have some disadvantages, it do not add anything in
personality of employees. This approach fail in developing leadership and managerial
skills.
Case study method – This methods solve various problems by following the past
strategies which was adopted by an organisation. It provide great assistance in decision
making process which reduce operation cost of business. Application of same plan is
not possible which raise a big question mark on practical implementation of this
technique (Gruman and Saks, 2011).
Method Advantages Disadvantages
Role play In this method, an individual
has to perform in the imitation
of a real situation. Practical
and relevant knowledge can be
learnt in this approach.
It is very costly
Mentoring Complete development of an
individual can be done by
using this approach. This is
one on one training process.
If mentor is biased then one
may not learn a single thing in
training event.
2.3 Systematic approach to plan training and development for a training event
Following is the training and development plan of Tesco:
Stage 1
Training and development planning – A system planning is necessary for organising
a training event. Designs relating to type of design, development and evaluation
process are taken in this step.
Stage 2 – Setting training needs
Workers who are working in production and marketing department need to do
their work more effective so company. Top management take an important decision that
they will organise two types of training events for both division. It is important to find the
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correct areas and employee who have a particular type of training need. Organisation
training should also be taken care in this step.
Stage 3 – Design training strategy
Production wing should get demonstrative training so worker scan get practical
knowledge about the new production techniques. In order to provide training to
marketing team, they should design lecture method so employees can get various
information relating to marketing stuff. Crucial decisions relating to time of training
events, learning style, training style are design in this part of the training process.
Stage 4 – Development
All the theoretical plan get practical initiation in this stage.
Stage 5 – Implementation of training program
This can be considered as the most important part of whole training events, all
the plan are executed in this stage and actual training is given to employee.
Stage 6 – Evaluation
Evaluating training program is the last but significant step. The effectiveness of learning
and training styles are evaluated at this stage.
LO 3
3.1 Preparing an evaluation of training event using suitable techniques
Every business organisation provides the training and development programme to their
employees. The main purpose of this training and development programme is to
enhance the skill and knowledge of workers so they give better productivity for
company. The evaluation of training event are done by leader and manager.
The main objective of training and development programme is to search that this
are efficient for employees or not. The main purpose of this evaluation is to easily asses
the requirement of training or not.
The Tesco company also conducted the training and development programme to
their existing and new employees. This cited company has two session of training and
development programme (Guest, 2011). The manger and other level; of superior has
right to make the policies and procedures for this event. Superior has search the
complete training programme and then they roll up all information and data which are
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relate to training and development programme. the Superior of this cited company also
represent this information and data for assess the employees performance. The
manager has right to conduct feedback session and take this from all workers that is
present in training and development programme.
Various methods of evaluation
Observation – The performance of employee observed in this approach. Their
performance report can show whether the training was effective or not.
Feedback – Taking feedback from the side of trainee or trainer can give the basic
idea about success or failure of the programme.
Evaluation of training:
Approach – A five tier approach helped in finding the actual need of training
event i.e. if it was required or not. Requirement of the event is analysed at various
points.
Need assessment – It is important to find whether company is providing training
to right people. It is needed to be check that whether they have adopted correct style of
training and learning. The performance of trainee can be observed after completion of
training session.
Monitoring – Monitoring at the time of execution of training plans make trainee
more accountability. Monitoring is crucial part of observation techniques.
Questionnaire
Q.1. Do you this it was a successful training session ?
Yes
No
Q.2. Did you learn anything new ?
Yes
No
Q.3. Out of the below mentioned three option what will you choose ?
It was great
It was useful
Missed the main purpose
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Q.4. Do you see any major improvement in KSA?
Absolutely
No
Up-to a limit
Q.5. Was the used techniques were effecive?
Yes
No
3.2 Carrying out an evaluation of training event
Tesco company has evaluated the training and development programme to
search the productivity of workers. there are some steps which a manager has follows:
Satisfaction and participant reaction: this is important step to evaluate the
trainees performance. The trainer has assess the trainee performance at the time of this
period. They also see their trainee act when they give training to them.
Knowledge acquisition: This is also important step to evaluate the trainee
performance. manger of this cited company produces the different part questionnaire
session that helps to better understand their worker. This is an interactive step for all
trainers. large number of trainee are interested to take part in this session .Feedback
session is also goes in this session. this cited company improve the skill and knowledge
relate to particular area that is food segment.
Behavioural approach: This concept help to identify the different behaviours of
trainee relate to company work, progress. this programme largely helps to trainee for
better changes their behaviour. This cited organisation employees has create positivity
towards the work so company earn to get large profitability in near future.
Measurable business improvement: Superiors of this cited company perceive
their trainee improvement within 20 days (Hobfoll, 2011). They also focused to search
that if the product coast has reduced then their revenue are increased, more and more
customers are purchases their product.
Participant feedback – The survey helped in collecting crucial information from various
employee who was the part of training session. Out of 50 most of the trainees were
satisfied with the training event but some of them raised some significant issues.
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Behaviour- If employee are exited towards the training and then they will more thing.
Significant amount of changes in the behaviour of employee is analysed and most of the
trained workers are now more motivated towards their work.
Comparison between benchmark – Management had set some standards for the
trainees, present performance can be matched with the expected work from them.
SWOT of training method
Strengths
 Improved employees skills Increased their productivity
Weakness
 Training was expensive
 Confused more than planned time
Opportunities
 Time spend could be reduced in future More workers can be trained
Threats
 Training may get outdated in upcoming
time.
 Scarcity of resources
3.3 Reviewing the success of evaluation method used:
The evaluation method is important because this cited company has measured
their development and improvement. There are various methods of evaluation in which
a Tesco has assess their worker performance. The superior of this cited company is to
communicated all data and information for their workers and subordinates. There are
various advantages which are mentioned in evaluation f training and development
preprogramme.:
 The first benefit is that the manager see the satisfaction level for their trainee.
The trainee of this cited company give the positivity toward work because their
increase their skill and knowledge relate to particular area.
 The second benefit of this programme is this helps for development and
improvement for all members in company. The employee use their resources
properly such as time, effort etc.
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 The third benefit of trainings and development programme is that this cited
organisation achieve better productivity and get success in large number. It also
help for effectiveness of company.
 The fourth benefit of this programme is to develop the skills and knowledge of
employees (Jabbour and et. al., 2013).
More than one method are used in the evaluation procedure. SWOT was the
most successful approach because covered major areas. It gave necessary information
about strength and weakness. Future opportunity and threats also get covered in this
method. Feedback from the side of employees was partially successful because some
of the trainees may have given wrong feedbacks.
LO 4
4.1 Role of government in training, development and lifelong learning
Following are the significant roles which government in training and lifelong
learning:
Generation of public norms – They make rules and regulations which has to be
adopted by every organisation. It is related to culture which is present in an economy.
Formulation of HR policy – They make some policies which has to adopted by
employees and employers. It mainly focus on improving the capabilities of an individual.
Allocate fund – Government in various countries provide funds for their employee
but at the same time they should also allot some funds to private sector companies
because lot of people are working in this sector and many companies specially SMEs
do not have required amount to provide training to their employees.
Promotion of HR study – The importance of human resource management is
continuously increasing in the companies. If government will include various courses at
national level then they can easily promote HR study.
Creation of favourable working environment – They make try to make
atmosphere they make rules and regulation for punishment in order to protect rights of
workers.
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4.2 Way in which development of competency movement has impacted on public and
private sectors
Every organisation want to hire skilled and talented worker so they can develop an
effective team in their company. Earlier government were not considered part of this
competition but after privatisation they are also focusing on competency. This concept
can be understood by following sequences:
Novice – They do not have any knowledge of work.
Experienced beginner – They have initial information about the work.
Practitioner – They work as primary knowledge about the job because they have some
experience.
Knowledgeable practitioner – They have complete knowledge about subject but they
still have to learn something in order to become an expert.
Expert – They are known as subject expert who have in built understanding of job.
Some believe that competency is good for society but on the other hand some try
to point out its disadvantages.
Impact of competency moment on:
Public sector
 Fill employee with motivation – When government allot funds to the public sector
for training purpose then employee feel motivated because they feel that
government think about development of workers.
 Improve coordination – Competency moment play crucial role in maintaining a
proper balance between capabilities of workers and organisational requirement.
 Reduce negativity – Competency mapping help employees in attaining a job
which matches their skills and talent. This removes all the negative thoughts from
their mind and divert their mind in right direction.
Private sector
 Build interest – Competency moment help private firm in formation of quality
taskforce, these people like their job so they can put more efforts in their work.
They can also do variety of task.
 Increase productive – The level of output get enhance.
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 Moral improvement – Competency boost the moral of employees and it make a
positive impact on their capability.
 Reduce wastage – If an employee will do a task in which he has specialisation
then the problems of wastage of resources minimises.
4.3 Introduction of contemporary training initiatives by government of UK
Various department of government initiated training programmes. They focus on
giving business to need and eager people who want to execute different ideas which
are present in their mind. They provide them business network so they can develop
their enterprise in short period of time (Jiang and et. al., 2012). Learning and skill
council do planning and funding for eduction. University of industry is doing lot of work
in creating skill workforce so efficiency of workers can be enhanced. National vocational
qualifications make standard which help at the time of various types of comparisons.
Various department of government are working of different training programmes.
Education and skills development division is organising various activities in order to
develop quality workforce in the country. Trade and industry department has issues
guidelines employees of any specific company do not face the issue of discrimination.
They are trying make business environment more competitive so workers can acquire
continuous training and improve their present skills. Government authorizes are try to
make sure that they develop an individual up-to the optimum level, this will minimise the
wastage of human resource.
CONCLUSION
From the above report it can be concluded that human resource department
plays crucial role in developing different kind of skills in employees by providing them
training. They use various learning style so they can increase their efficiency and their
company can achieve their goals effectively.
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REFERENCES
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Daley, D.M., 2012. Strategic human resource management. Public Personnel
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Glover, W.J. and et. al., 2011. Critical success factors for the sustainability of Kaizen
event human resource outcomes: An empirical study. International Journal of
Production Economics. 132(2). pp.197-213.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters.
International Journal of Training and Development. 15(2). pp.103-120.
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
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Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal
of occupational and organizational psychology. 84(1). pp.116-122.
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performance in automotive companies in Brazil: the role of human resource
management and lean manufacturing. Journal of Cleaner Production. 47. pp.129-
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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.
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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.
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