Learning Styles and Evaluation Strategies

This assignment delves into various learning style models, including Kolb's experiential learning theory and the Honey and Mumford model. It analyzes how these different learning preferences influence the effectiveness of training programs. The assignment also examines the Learning Curve Theory and explores diverse evaluation methodologies used to assess the success of training initiatives.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of learning Curve..........................................................................................................3
1.3 Role of learning theories in planning an event. ...................................................................4
TASK 2............................................................................................................................................5
2.1 Needs of training at different level........................................................................................5
2.2 Training method used in organisation...................................................................................6
2.3 Systematic approach to plan training event..........................................................................7
3.1 Techniques used for the evaluation of training session........................................................8
3.2 Evaluation of training event..................................................................................................9
3.3 Success of the evaluation method ......................................................................................10
4.1 Role of government in training, development and lifelong learning..................................11
4.2 Impact of Competency movement......................................................................................12
4.3 Contribution of training initiative by government in human resource development..........12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................13
1

INTRODUCTION
In current time every organisation is recognising the value of good human resource. It's
the only resource that has potential of development and continuous growth that works in the
benefit of organisation (Armstrong and Taylor, 2014). Human resource development of firm is
responsible for its management. It contributes in overall success of firm by improving the
performance of individual, a team and whole organisation by providing them with learning and
training opportunities.
Training and development plays effective role in the success and efficiency of firm. In
this reference handbook different learning theories and their role in transferring the knowledge in
the learning of staff is mentioned. For effective learning the requirement of training programmes
and their need to be planned and managed will also discuss here. There will also be evaluation of
training program so that its success can be determined.
TASK 1
(i) Different learning styles
Learning style helps in enhancing the intellectual and concentration power of individual.
Learning styles are different ways through which a person can acquire knowledge. Each person
have their own way of learning style. The learning style of a person depends on his calibre and
ability. Kolb's and Honey and Mumford learning style different type of people and their learning
style. This two style are used by many firms in their training and development programmes.
It is also necessary for business firm to have effective development of face to face
interaction so that goals and objectives can be accomplished. In this learning style, people likes
to follow their inner feeling rather than practical reasons behind learning. Consideration of face
to face interaction helps in understanding key values. Along with this, online sources also need
to be referred in order to have evaluation of practice so that overall outcome can be attained.
Kolb's learning model
Assimilating: This type of people focusses more on the logic behind every idea instead of
practice or implementation. Theoretical, logical and analytical are the basic nature that are found
in this category. Concise learning and concepts and idea are important part of it (Kolb and Kolb,
2012).
2

Accommodating: This style focuses on the institutions. The people made decision on the basis of
their institution instead of logic. The basic nature of people in this group include experimantal
and practical approach.
Converging: To find solution of practical issue they depend upon their learning. It focuses on
technical task instead of interpersonal aspects.
Diverging: These people are observers instead of doing things they prefer to watch from side.
They come to result on the perception of their observation.
Illustration 1: Kolb's learning style
(Source: Kolb - Learning Styles. 2013 )
Honey and Mumford
Activist: These people work on the principle of doing every thing at least once. This style believe
in learning by experiencing it. Activities like Problem solving, brain storming, etc. are included
into this (Ford, 2014).
Theorists: Logical and systematic are way through which they look at things. Their learning
procedure include idea truth and model.
Pragmatist: Practicality is practice these people focuses on. They believe in making practical
decision and are always eager to find different idea and theories.
Reflector: These people learn from observing other. They seek the feedbacks from others to
improve their learnings.
3

Illustration 2: Honey and Mumford model
(Source: Learning styles. 2016.)
TASK 1
(ii) Role of learning Curve
Learning curve has been adapted as a tool by firm in order to measure the performance of
growth of employee. Its graphical structure show the process of learning and experiential stage
of each individual. It shows how much a person has improved and learned through his working
experience (Jehanzeb and Bashir, 2013). It helps in identifying the growth of employee which
contributes to the goals of firm. Continuous change in functioning value create new challenges in
front of employees which require skills development and also promote learning and better
adaptability. Learning curve is used in many activities such as labour forecasting, establishing
cost and budgets, negotiation in supply chain, evaluation of company and its performance etc.
4

Illustration 3: Learning Curve
(Source: Learning Curve Theory. 2007)
Transferring knowledge
Transferring of learning in simple term can be described as application of knowledge
learned in one context to other context. It occurs when a person recognise the common feature or
concept and apply it to or utilize it in other situation. Transferring knowledge in business help in
understanding the value of firms. It also helps in proper development of skills that enhance the
overall efficiency of the firm. The transfer of knowledge in business is done through the help of
training, workshops supervisors advice etc. (Kraiger, 2014). It helps in enhancing the knowledge
and calibre of individual. It also gives boost to creativity, working in team passing idea, finding
solution to problems all aids in development of individual as well as firm. It also helps in
transferring the knowledge. Its important for firm to have good understanding of learning curve
as it varies from company to company. They are require to develop estimation that can help them
in maximum use of these techniques.
Task 1
(iii) Role of learning theories in planning an event.
Learning theories can be described as a framework or process that describe how
knowledge are learned, absorbed and retained in the whole process. There are many types of
learning theories few are mentioned below:
Behavioural Management theory
This theory work on the principle of operant conditioning. According to it the knowledge
of each individual exist outside and independently. In these learners are seen as blank paper and
learning is provided to them from scratch. In this the learning in a person occurs when they adapt
5

to new behaviour or there is change in existing behaviour of person (Manolis, and et. al., 2013).
This behaviour or knowledge is acquired through
Cognitive Theory
This theory is based on the idea or process behind the behaviour. Its focuse lies on the
process through which a person absorbed the knowledge it learns instead of how it responds to
stimuli (Marchington and et. al., 2016). The changes on behaviour are notices but inly on the
basis of the inner mind of learner. Cognitive is used when person seek knowledge about new
things and connect it with its exiting knowledge store in its memory.
Constructivism
This theory work on the perception formed by a person. In this, learner learn by forming
a perception of the world on the basis of its internal knowledge and experience While
planning a training session entity can use this theory to arrange different training session
according to the need of people. Behaviour theory can be accepted in order to train new recruits
who are new to the working style of firm. Cognitive can be used for employees who have
knowledge but require more training for brining efficiency in their skills. Other than this
informal learning, workplace learning can also be included in training of individual.
TASK 2
(i) Needs of training at different level.
The whole business entity is consisted of many departments which require working
together to achieve its desired object. Each department has its own roles, responsibilities and
goals to achieved. For proper development it is necessary to understand the roles and work of
each department so that proper training can be made available to them.
Directors level: The training for employee in directors level must include policy making and
good leadership etc. Through proper knowledge they can perform effectively where they can
prepare correct budget of firm and can have proper understanding of cash flows etc. (Mondy and
Martocchio, 2016)
Management level: For this department its necessary to see that training provided to employee
help them in developing their skills, decision making skills, leadership skills etc. Training for
process review, improve in performance, identifying work skills, skill proper learning of budget,
cash flows, investment etc are all should be included in this training.
6

Application of leadership skills is also necessary to refer so that key goals and objectives
can be accomplished. It is necessary for managers to have sustainable development.
Clerical level: This level of employee has direct contract with customer and play major role in
creating good image for company in front of customers. The training provided to them must
include proper way to interact with clients. Its essential to provide them with customer service
training. This way they can handle difficult customers. They can arrange workshop for queue
maintenance etc.
Providing training at specific level will help in proper transferring of knowledge.
Employees will get required training needed for development which will help in bringing the
efficiency in the working of individual.
(ii) Training method used in organisation
On the job training session: In this training to individual is provided at the work place while
doing the actual job.
Advantages
 Proper knowledge of work and its demand
 specific job training
 enhance efficiency of employee'
 Constant guidance (Harrison, 2014)
 Instant feedback and improvement Reduce the pressure of administrative department.
Disadvantage
 low productivity
 Rushed process
 Stressful in nature.
 Company can suffer from heavy loss if employee makes an mistake.
Observation method: It includes activities like mentoring and coaching. In this activity an
experienced coach or supervisor is provided to individual who oversees his performance. The
mentor or coach provides instruction and helps in the learning of person.
Advantages
 Sense of achievement
 Cost efficient
7

 better guidance
 Query of employees get solved Workers get easily adjusted to new environment.
Disadvantages
 Mismatched pair can affect the learning and relationship among mentor and men tee
(Heckhausen, Wrosch and Schulz, 2015)
 Creativity get lost in midst of this.
 Become expensive if firm has to hire professional.
 Frustration of supervisor as well as subordinate if there is no progress.
Off the job training: When employees are taken away from their place of works to be trained.
Day release, distance learning etc.
Advantages
 Get chance to learn wide range of skills. Outside expertise.
Disadvantage
 Costly, extra expenditure on transport and accommodation
 Loss of working time and output.
2.3 Systematic approach to plan training event
To plan the training event the manager of firm asked the leader of each team to present
with performance report of each individual. After analysing that the manager come to conclusion
regarding the weak performance of employee and decided to arrange training session for
following:
Operational management the workers in this department lack in skill and practical knowledge for
efficient working (Argote,2012).
Management area of firm lacks in making proper decision at time and require proper session so
that their leadership skills can be improved.
Finance area still have change of improvement regarding the budget and financial knowledge.
Next task require manger to set necessary objectives so that overall skills of employee can be
improved below is given the plan that firm has come up with.
For proper training event following steps have been taken
8

Training need analysis: This practise help firm in identifying the need of performance and
difference between one's knowledge, skill and ability. By analysis this need firm can arrange a
proper training so that this need can be addressed. There are many methods through which firm
can collect information such as survey method, observation etc.
Identifying the KSA gaps: KSA is a short form for knowledge, skills and abilities. From above
method the performance need and gap between the individual knowledge, his skills and its
ability can be identified.
Developing training objectives: Training objectives includes many steps but before planning an
event its necessary to identify the purpose of the training, what are the aims that company want
to achieve by providing this training. After deciding purpose the expectations are set so that
evaluation can be made. Next step include taking different condition under which task is
performed. At last standard are set so that each person can try their best in order to meet that
standard. After collecting all information and taking necessary steps final plan is developed.
Department Session Mentors Timing Date Venue Budget
Operational practical
knowledge,
adaptability
Skill
developmen
t,
Mr. Mark
Tuan
5.00 – 6.00
pm
12/10/17 Firms
Conference
hall
£45.00
Managemen
t
identifying
improvemen
t area,
Decision
making,
team
leadership
Mr. carl 4.00 – 5.00
pm
15/10/17 XYZ
College
seminar hall
£56.00
Finance budgeting,
records
Mr. Jackson
Matthew
2.00 – 3.00
pm
22/10/17 Firms
Assembly
£65.00
9

Financial
knowledge
hall
Problems
Making an plan and it assessment is long processed and firm has to face many problems for its
smooth application. The first problem company faced was of location the conference hall ws not
big enough that it will handle all employee.
Budget also created the problem it was exceeding the planned budget as the training required for
finance department required company to hire professional. In addition to it extra cost was spent
on arranging the location of training.
3.1 Techniques used for the evaluation of training session
Evaluation : It's a process where proper assessment of training programmes and its effectiveness
are measured.
For the evaluation of training effectiveness Kirkpatrick model can be used it has four steps that
are mentioned below:
Reaction: It observes the reaction and attitude of employee toward the training programme.
Whether they find it favourable, relevant or they find it unsatisfied.
Learning: This step include whether the employee learn anything, it measures the degree by
which person was able to acquire the knowledge and grab the skills.
Behaviour: This step measure that whether the employee are using the knowledge they learn in
their practical life.
Results: The last stage evaluate the impact this training had brought on the working of firm. It
sees to it whether firm was able to achieve its targeted outcomes .
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree
Total
1 2 3 4 5
Quality
Assurance
0 20 30 20 10 80
Observation 20 0 20 30 10 80
10

Managemen
t practice
10 20 0 30 10 80
Corporate can choose few ways through which it can have proper evaluation of training session
few of them are mentioned below
Customer comments: Asking for customer feedback can be used in evaluation. Through this
performance of staff at shopper level can be measured.
Training audit: The focus lies on the figures of company whether there is any change in the
sales of firm before and after the training session (Awais Bhattiand Kaur, 2010)
Observation: In this senior team leader of direct supervisor observe its subordinate and see
whether the individual is implementing its learning in practices or not and if there is any change
in his performance.
This three method can be easily chosen by any organisation because it helps in assessing the
progress at different level. Customer comments is most suitable method to see the performance
of employee at shoppers level. While observation provide better view of management level of
entity. Two week after the training session the process of evaluation get started in coming two
weeks required data get collected on the performance of employee and with proper analysis its
success get determined in this its observed that whether the objectives set before the training
session get achieved of no problem but if not whole process get start again (Carothers, 2011).
Key stakeholders that is employee, consumers etc. plays important role in the evaluation process.
The whole process include 5 stage that is need assessment, monitoring and accountability,
program clarification, progress and its impact.
11

Illust
ration 4: Evaluation process.
(Source:Evaluation methodologies.
2015. )
3.2 Evaluation of training event.
Training are organised by the firm in order to identify the scope of improvement and
acknowledge it in order to increase the overall performance of organisation. This training session
help employees in enhancing their knowledge and skills so that they can perform their task better
and serve their customer with the best quality of services. The training event of firm was
organised by the higher authority of business entity the main aim of the event was to improve
the skills of employee and bring efficiency in their work. They connect this event to the
performance of company and hoped that bringing efficiency in labour will also enhance the
performance of firm. There was the major change in the level of customer satisfaction. Customer
were quite happy with the services provided to them. This help in increasing the sales of firm. In
addition to it the operation and productivity team was also working efficiently which help firm in
meeting the demand of customer. This all affect the overall performance of business corporate.
Training provide employees a proper chance of learning and development this help in improving
the satisfaction of employee (Klašnja-Milićević and et. al., 2011). This also aid firm in retaining
important employee to firm which reduce the overall labour turnover. Through this institute can
have many benefits
12

3.3 Success of the evaluation method
The evaluation method has help firm in proper evaluation training method. The success
rate of training event how effectively was it implemented get determined with the help of this
tools. The evaluation help in identifying the need of employee and requirement of training its
needed. This also helped in identifying the need of those employees who still have some chance
of improvement. It helps in enhancing the skills and knowledge of employee. The evaluation
method used by firm were quite effective and successful in their purpose but their were also
some limitation which cause hindrance in proper research.
Benefits of evaluation method
 It helps in measuring the reaction of participation. If they were happy with training
session, did it satisfy them, were they helpful in real practices etc.
 Measure the knowledge absorbed by individual, it helps in identifying the understanding
and skill people acquired from the training provided to them. If a learner doesn't learn
any new things then it can be concluded that the training provided by firm was quite
ineffective (Carothers, 2011).
 Measuring training effectiveness is its major job, the success rate of training is
determined with its help.
 It helps in determining appropriate pace and sequence required for the proper learning of
an individual. Whether the employees need more time with particular session etc.
 It also promotes healthy on the job environment that support learning and development of
individual.
Limitation
 Inaccurate data collection can lead to many problems. NO proper evaluation and results
can be found because of it.
 Customer feedback require too much of time which most of the time company doesn't
have which lead to inaccurate data collection that affects the effectiveness of whole
process.
 Customer feedback survey can some time create problem, clients get irritated and
annoyed with this constant survey.
 Observation method is also quite time consuming. The end result depends on observer or
researcher (Harrison, 2014)
13

 Using audit method loses the flexibility in overall evaluation. Audit method cannot be
used for each evaluation. Its beneficial on only few.
4.1 Role of government in training, development and lifelong learning.
Government understands the role individual plays in the development of strong economy
and has started focusing on different training, development and lifelong learning plans through
which proper development of human in both private and public sector can be supported. The
government of UK has taken many initiatives so that proper human resource development in
firms can occur. The UK government is one of the highest authority of country, it has taken
initiatives to provide better and proper learning arrangement so that economy of country remain
strong by ensuring that the nation has strong and skilled workforce. The government is
responsible for the proper flow of skilled and trained work force in right direction. Even though
its public and private firm that look for skilled labour and provide them essential training for
proper development. Its government analysed proper statistic of the need of human resource and
provide appropriate skilled labour and talent against the demand (Kraiger, 2014). To provide
training and proper development government has promoted lifelong learning through the help of
self learning. The government is working with many private organisation that provide training
for the development of individual. Government provides financial support to many organisations
which provide training to the people in need. Some initiatives taken by the public entity includes
Learning and skill council: Government realizes the development of an individual start at very
earl age right guidance in right time can be quite useful. Learning and skill council works to
improve the educational sector of U.K. It has introduces many sources under this programme
through which a child can develop according to its interest.
Apprenticeship skills: Government of UK has accepted this apprenticeship skill as its one of the
most efficient way through which skill of labour can be enhanced. In this special programmes are
arranged by government where a person get chance to work as apprentice in one of the leading
firm of nation.
There are many big companies that contributes a lot in the economy of country. The firm
can select any one programme from the many which can help them in enhancing their employees
capabilities. Apprenticeship is such programme that can be useful for the employee they can
14

work in different company for few times as apprentice, this will improve their skills and provide
them with new working environment.
4.2 Impact of Competency movement
The major impact competency movement had on the public and private sector was that
this both organisation become more cautious regarding the performance of employee. The
competency movement was about the competency of an individual and its capabilities in
adapting and carrying out its role and responsibility in efficient manner. This movement urge
employers in identifying the skills and worthiness of each workers (Harrison, 2014). The biggest
realization to this firm was that they realize the performance of employee has major impact on
the working and success of overall firm. The idea of continuous development and learning has
changed the overall aspect and view towards the development programmes and training factors.
The company start focusing on develop knowledge and competency because of the intense
growth of knowledge and its awareness that comes with competency movement. To maintain its
position in competitive markets firms are focusing more and more on quality service,
adaptability and performance skill. For this more focus is laid on the training and development of
employees this also help them in retaining their staff and attaining their loyalty towards the firm.
Private sectors are already involved in this process but in current time private sectors are also
showing much interest in this. Many private firms are intensely involved in the development of
their human resource so that they can compete with other firm in corporate market.
4.3 Contribution of training initiative by government in human resource development.
There are many training programmes initiated by government which can help in the
development of human resource in the firm few are mentioned below:
QCDA : Qualification and curriculum development agency provide various professional course
to people that help them in enhancing their skills. The programme was well known because of
associated assessment, test and examination which provide individual a chance to evaluate its
skills. The programme offers many training and work shops on the subjects like six sigma,
management training etc. The employees can attend this program it will provide them with
knowledge and also give them a chance to learn diverse skill.
IiP: Investors in people was the scheme introduce by government in order to bring standard in
the management of people so that whole process can be turned for better. This scheme offers
accreditation to different firm that are interested in investing in the standard of people. Its a non
15

departmental public body. The fund needed for the running of this organisation is provided by
the Govt. of UK (Mondy and Martocchio, 2016). There has been regular reform in this program
so that it can meet the demands of changing trend. The current frame work focuses on three
frame work that is leading, supporting, improving. The programme set nine indicators on the
basis of successful organisation and lead people so that these objectives can be achieved.
Employees of entity can learn develop their skills here on the basis of top organisation working
in business sector this will have major impact on the performance of employee.
National skills Academics: This organisation was established by government in order to
empower the work force of nation and provide them with better opportunities. This organisation
work to address the need of highly efficient work force, who have great skills and excellence that
is necessary for the development of economy.
CONCLUSION
From above report it can be concluded that human resource is essential part of firm and
regular training and development programmes are necessary not only for the benefit of employee
but also for the benefit of whole entity. Training and development play important part in the
development of firm. Regular training and monitoring help in bringing the efficiency in firm.
The increasing role of government has played major role in the development of human resource
training and skill enhancement.
16

REFERENCES
Books and Journals
Argote, L., 2012. Organizational learning: Creating, retaining and transferring knowledge.
Springer Science & Business Media.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Awais Bhatti, M. and Kaur, S., 2010. The role of individual and training design factors on
training transfer. Journal of European industrial training, 34(7), pp.656-672.
Carothers, T., 2011. Aiding democracy abroad: The learning curve. Carnegie Endowment.
Date, E., 2015. Secondary Area Partnership Training & Development 2015–2016. Training, 4,
pp.6-00.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Harrison, P., 2014. Learning culture, line manager and HR professional practice. Journal of
European Industrial Training. 35(9). pp.914-928.
Heckhausen, J., Wrosch, C. and Schulz, R., 2015. A motivational theory of life-span
development. Psychological review. 117(1). pp.32.
Jehanzeb, K. and Bashir, N. A., 2013. Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management. 5(2).
Kersiene, K and Savaneviciene, A., 2015. The Formation and Management of Organizational
Competence Based on CrossCultural Perspective. Engineering Economics. 65(5). pp.78-
90.
Klašnja-Milićević, A. and et. al., 2011. E-Learning personalization based on hybrid
recommendation strategy and learning style identification. Computers &
Education, 56(3), pp.885-899.
Kolb, A. Y. and Kolb, D. A., 2012. Experiential learning theory. In Encyclopedia of the Sciences
of Learning (pp. 1215-1219). Springer US.
Kraiger, K., 2014. Looking back and looking forward: Trends in training and development
research. Human Resource Development Quarterly. 25(4). pp.401-408.
17

Manolis, C., and et. al., 2013. Assessing experiential learning styles: A methodological
reconstruction and validation of the Kolb Learning Style Inventory. Learning and
individual differences. 23. pp.44-52.
Marchington, M., and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Mondy, R and Martocchio, J. J., 2016. Human resource management. Human Resource
Management, Global Edition.
Online
Jon Rosewell 2016. Learning styles. [online] Available at:
<http://www.open.edu/openlearn/ocw/pluginfile.php/629607/mod_resource/content/1/
t175_4_3.pdf>
Saul McLeod, 2013. Kolb - Learning Styles. [Online]. Available through: <
http://cei.ust.hk/files/public/simplypsychology_kolb_learning_styles.pd
shmula, Learning Curve Theory 2007 [Online]. Available through: <
http://www.shmula.com/the-learning-curve/362/ >.
Evaluation methodologies. 2015. [Online]. Available through: <
hhttps://www.nap.edu/read/10024/chapter/7#97 >.
18