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Comparing different learning styles and theories

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Added on  2019-12-03

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Human Resource Development INTRODUCTION 3 1.1: Comparing different learning styles 3 1.2: Role of learning curve and importance of transferring learning to the workplace4 1.3: Contribution of learning styles and theories 5 TASK 25 2.1: Comparing training needs at different levels 5 2.2: Assessing the advantages and disadvantages of training methods 6 2.3: Systematic approach to plan training and development for an event 6 TASK 37 3.1: Preparing training evaluation using suitable techniques 7 3.2: Carry out evaluation of a training event8 3.3: Review

Comparing different learning styles and theories

   Added on 2019-12-03

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HUMAN RESOURCE DEVELOPMENT
Comparing different learning styles and theories_1
Table of ContentsINTRODUCTION...........................................................................................................................................31.1: Comparing different learning styles..................................................................................................31.2: Role of learning curve and importance of transferring learning to the workplace...........................41.3: Contribution of learning styles and theories.....................................................................................5TASK 2......................................................................................................................................................52.1: Comparing training needs at different levels....................................................................................52.2: Assessing the advantages and disadvantages of training methods..................................................62.3: Systematic approach to plan training and development for an event..............................................6TASK 3..........................................................................................................................................................73.1: Preparing training evaluation using suitable techniques..................................................................73.2: Carry out evaluation of a training event...........................................................................................83.3: Reviewing the success of evaluation methods used........................................................................9TASK 4 .........................................................................................................................................................94.1: Role of government in training, development and lifelong learning................................................94.2: Impact of development of competency movement on private and public sectors.....................104.3: Assessing contemporary training initiatives introduced by UK government...............................10CONCLUSION.............................................................................................................................................11REFERENCES..............................................................................................................................................12
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INTRODUCTIONHuman Resource is the biggest requirement of every organization. No business isimpossible without the effective utilization of manpower in terms of recruitment, training anddevelopment. Therefore, Human Resource Development (HRD) framework is developed whichsupport personnel to develop the organizational skills, knowledge and abilities. HRD is adimension which is inclusive of personnel training, career development, mentoring, successionplanning, identification of key employees etc (Jeffs, 2008). For every business meant for newstart up, ongoing, flourished or established, processes are required to be made, in whichfurnishing of employee should be there. To get the deep insight into HRD, a case study based onABX retailer who is entering the UK market has been analyzed. As a part of the strategicobjective of this organization, the aim is to open 250 stores across the UK and Northern Ireland.For the same, the enterprise is encouraging young adults of the UK to choose retail sector as acareer direction. Therefore, with the help of HRD, the aim of this report is to present differentways to support ABX organization. This report will covers the aspects such as learning stylesand theories, training and development and government led initiatives. TASK 11.1: Comparing different learning stylesComparison of learning stylesComparing different learning stylesin context to ABX RetailersKolb learning styleVARK learning styleIt is a learning style where employeesof the organization are made to learnabout things. It focuses mainly onConverger (Active experimentation-AbstractConceptualization),accommodator(activeexperimentation–concreteexperience), assimilator (Reflectiveobservation-abstractconceptualization) and diverge. It isapplied to determine learningpreference of the staff.As per this model, learning is impartedto an individual through the four waysnamely video, audio, reading andkinesics styles. The employees aremade to develop individually in variousways (Author Index, 2009).Significance of learning styles in training and development
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According to the given case study, ABX retailers give priority to employee development.This organization has dedicated Stores of Learning (SOL) across UK and Ireland. These arecenters of learning meant for developing technical and behavioral learning of the employee. Itshows the significance of imparting learning as a part of Human Resource Department of theABX. Following points will highlight the significance of above mentioned learning styles for itsTraining and development:It enables staff to develop in various ways thereby leads to growth of individual andorganization (Graubner, 2006). SOL developed by ABX is to develop technical and behavioral skills in its employees sothat they contribute these learning at their work. 1.2: Role of learning curve and importance of transferring learning to the workplaceLearning curve and its roleLearning curve is defined as a process where gradual working is based on bringingimprovement in the organization through experience. A learning environment is created wherenew job is imparted to perform a task. As per the given case study, ABX offers long term careerplan for its employees (Baye, 2000). From shop floor to lawyer services, the employees havevarious opportunities to work in this retail organization and its stores. It is a way to build newskills, values and career paths. As ABX is entering into new market of UK, changing businessenvironment is a challenge for them. Therefore, they have to adapt new learning curve fordeveloping technical and competencies of the business. With the help of these, employees will bepractically experienced and coached to ascertain the expertise area and build realistic path.Importance of transferring learningAs per the case study, ABX is facing challenges in its organization. Therefore,knowledge transfer plays very vital role in its working (Maguire, 2003). Therefore, family headof the ABX have been involved in implementing the share and transfer of knowledge to bringimprovement in the organization. Transfer of knowledge is made at ABX through SOL whosecenters are there at number of cities. This is a kind of better knowledge and skills giving to
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