Human Resource Development "Marriott Hotel"
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Added on 2020-06-03
Human Resource Development "Marriott Hotel"
Added on 2020-06-03
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HUMAN RESOURCEDEVELOPMENT
Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................11.1 Various learning styles..........................................................................................................11.2 Transferring learning to workplace.......................................................................................21.3 Requirement of Learning Style for planning and designing an event...................................3TASK 2............................................................................................................................................42.1 Staff training requirements in various organisation..............................................................42.2 Training methods have some merits as well as demerits......................................................52.3 Organised planning technique for training event..................................................................6TASK 3............................................................................................................................................73.1 A suitable strategy for carrying out evaluation.....................................................................73.2 Suitable approach for carrying evaluation for training event................................................73.3 Success of evaluation plan which is applied.........................................................................8TASK 4............................................................................................................................................84.1 Importance of government in carrying out training and development process.....................84.2 Competency practices have influenced public and private sectors.......................................84.3 Human resource development is affected by contemporary training....................................9CONCLUSION................................................................................................................................9REFERENCES................................................................................................................................9
INTRODUCTIONHuman resource development is an continuous process followed in organisation in orderto develop overall personality of individual through mentoring, succession planning, coachingand career development plans. This involves development of personalty through enhancingknowledge and capabilities of person (Armstrong, M and Taylor, S., 2014). Every organisation isinvolved in practising human resource development in working environment in order to developnew skills in work force resulting in higher efficiently in performance of person. The Marriotthotel is engaged in delivering its services in hospitality industry. So, it is necessary for theorganisation that company is having motivated and passionate workforce which are engageddelivering quality services to customers and able to satisfy their clients. So, the firm iscontinuously engaged in organising various development programme in organisation workingenvironment in order to increase capabilities of workforce. This particular report studies variouslearning styles followed by an individual during its developmental stages. This also discusesabout importance of implementation of learning into practices.TASK 11.1 Various learning styles.The learning and development style of an individual is highly affected by the preferencesand approach by which person is able to learn new things effectively (Boxall, and Purcell, 2011).This dependent in the individual knowledge, exposure to current technologies etc. The learningstyle is also affected by individual psychological approaches followed in order to handle anyproblem and evaluation of issue. So, while developing any learning and developmentprogramme, the Marriott hotel employer and CEO should take care of type of learning stylefollowed by the large numbers of people in audience. The different learning styles are describedas follows:Diverging learning style (feeling and watching): Individual following this type oflearning style is emotional and sensitive in nature. Person prefer to evaluate condition orsituation through watching and making decision by feeling various aspects of problem. Thisinvolves an diversified approach to resolving an problem. Individual develop an divergentthinking or imagination through brainstorming in order to resolve problem effectively. Person1
work in team and each team members develops various approaches to particular conditionsthrough brainstorming and include a one single most efficient solution to problem.Assimilating learning style (Watching and thinking): This learning style is followed bythe scientist and the person belonging from science background, these people prefer theories andfindings of other in order to collect information and analyse situation. The person learning is notdependent on practical experiences (Bratton and Gold, 2012). In this approaches concept aregiven more importance than people. Individual follows logical approach to develop newcapabilities in behaviour while assimilating information from the authors writings, books andjournals.Converging learning style (doing and thinking): This learning style is totally dependedin gaining experience through practical implementation of theories and experiences in order toprovide efficient solution to problem is effective in practical world. This results in higheraccuracy in findings through the practical evaluation and analysis of situation by an individualwhile learning new things. This is not dependent upon the analysed work of others and and beliefin doing the things by own.Accommodating learners style (doing and feeling): This also follows implementation ofpractical knowledge in practices to resolve problem through various experimentation inpractices. But person also follows various recommendation from other people and their findingsto make appropriate decision related to specific issues (Daley, 2012). This involves following theguidelines defined by other person to carry out their own practical finding and comparing it withprevious result to bring accuracy and correction in processes.1.2 Transferring learning to workplace.The learning curve defines the capability of an individual to transfer learning inworkplace. It can be defines as rate of experience gained with time. The learning curve graphshows the changing rate of expertise and learning in practice with within specified time period.Steeper the graph higher will be capability of learning of an individual. This graph shown thehow faster an adapt to new changes and learn from the learning or training programme. Thegraph a have different growing stages which reflects complete growing stage of individualshowing initial slower stage which is having low learning capabilities, these competencies tolearn and implement developed skills in practice grows at faster rate with time.2
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