Learning Styles and Evaluation Strategies
Added on 2020-06-04
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HUMAN RESOURCEDEVELOPMENT
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................11.1 Different learning styles........................................................................................................11.2 Role of learning Curve..........................................................................................................31.3 Role of learning theories in planning an event. ...................................................................4TASK 2............................................................................................................................................52.1 Needs of training at different level........................................................................................52.2 Training method used in organisation...................................................................................62.3 Systematic approach to plan training event..........................................................................73.1 Techniques used for the evaluation of training session........................................................83.2 Evaluation of training event..................................................................................................93.3 Success of the evaluation method ......................................................................................104.1 Role of government in training, development and lifelong learning..................................114.2 Impact of Competency movement......................................................................................124.3 Contribution of training initiative by government in human resource development..........12CONCLUSION .............................................................................................................................13REFERENCES..............................................................................................................................131
INTRODUCTIONIn current time every organisation is recognising the value of good human resource. It'sthe only resource that has potential of development and continuous growth that works in thebenefit of organisation (Armstrong and Taylor, 2014). Human resource development of firm isresponsible for its management. It contributes in overall success of firm by improving theperformance of individual, a team and whole organisation by providing them with learning andtraining opportunities.Training and development plays effective role in the success and efficiency of firm. Inthis reference handbook different learning theories and their role in transferring the knowledge inthe learning of staff is mentioned. For effective learning the requirement of training programmesand their need to be planned and managed will also discuss here. There will also be evaluation oftraining program so that its success can be determined. TASK 1(i) Different learning stylesLearning style helps in enhancing the intellectual and concentration power of individual.Learning styles are different ways through which a person can acquire knowledge. Each personhave their own way of learning style. The learning style of a person depends on his calibre andability. Kolb's and Honey and Mumford learning style different type of people and their learningstyle. 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 faceinteraction so that goals and objectives can be accomplished. In this learning style, people likesto follow their inner feeling rather than practical reasons behind learning. Consideration of faceto face interaction helps in understanding key values. Along with this, online sources also needto be referred in order to have evaluation of practice so that overall outcome can be attained. Kolb's learning modelAssimilating: This type of people focusses more on the logic behind every idea instead ofpractice or implementation. Theoretical, logical and analytical are the basic nature that are foundin 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 oftheir institution instead of logic. The basic nature of people in this group include experimantaland practical approach.Converging: To find solution of practical issue they depend upon their learning. It focuses ontechnical 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 MumfordActivist: These people work on the principle of doing every thing at least once. This style believein learning by experiencing it. Activities like Problem solving, brain storming, etc. are includedinto this (Ford, 2014).Theorists: Logical and systematic are way through which they look at things. Their learningprocedure include idea truth and model.Pragmatist: Practicality is practice these people focuses on. They believe in making practicaldecision and are always eager to find different idea and theories.Reflector: These people learn from observing other. They seek the feedbacks from others toimprove their learnings.3
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