Ethical Decision Making & HRM Strategies

This assignment delves into the intricate relationship between ethical decision-making and strategic human resource management (HRM) strategies. With a focus on empirical literature, it examines the importance of trust in manager-employee relationships, employee participation, workforce differentiation, and the impact of corporate strategy on HRM. Students will explore theories from renowned scholars such as Richardson, Hendry, Huselid, Belbin, Nielsen, Purce, Boxall, Bratton, Brewster, and Bloom, among others. The assignment encourages a comprehensive understanding of ethical considerations in HRM strategies, making it an invaluable resource for students looking to excel in their academic pursuits.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison of various learning styles..................................................................................1
1.2 Learning curve and importance of learning transfer in work place......................................3
1.3 Significance of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................4
Task 2...............................................................................................................................................5
2.1 Compare of training needs for employees at different levels...............................................5
2.2 Advantages and disadvantages of different methods of training..........................................6
2.3 Designing of a training event by using organized concept...................................................7
Task 3...............................................................................................................................................8
3.1 Prepare evaluation form by believing training achieved by employees...............................8
3.2 Assessment done by examining the outcome to the evaluation form...................................9
3.3 Review the success of the evaluation methods.....................................................................9
Task 4.............................................................................................................................................10
4.1 Function of authorities respect training and development..................................................10
4.2 Impact of development of competency movement on public and private sector................11
4.3 Contribution of contemporary training initiatives taken by UK government.....................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development (HRD) refers to the most important field of an organisation
where training and development provided to the employees for the purpose of enhancing their
knowledge, skills, educations and abilities to achieve pre-determined goals or objectives. It
considered as a procedure that start with hiring of new employee and continue till that worker
tenure with an organisation. Training and development activity is very necessary as it directly
affect on the business as well as individual performance and also support in improving
knowledge and skills of the people (Fine, 2012). This department take responsibility for
increasing productivity through better work performances for the purpose of achieving goals and
objectives. This project report is based on Tesco plc which is British multinational grocery and
general merchandise retailer company and its headquartered in England, UK. This assignment
will define the comparison of different learning styles, curve and transfer it at workplace. Styles
and theories of learning will also discuss. It will analyse training needs and advantage or
disadvantages of different methods. This will prepare evaluation and review for training planning
and delivering. There will explain the role of UK government for training and development.
TASK 1
1.1 Comparison of various learning styles
HRD is defined as the process for continuously improvement of individual by providing
training and development program for their long time growth. This is an important element for
every successful organisation because it support in improving employees performance in
effective manner. It is necessary for individual development so that they can achieve goals or
objectives. Tesco plc consider various learning styles and provide some effective educations to
the workers for treating better and serve best to the customers. It is the responsibility of HR
manager to use these learning styles for the developing worker performance and improve the
abilities in proper manner.
Kolb's learning style:
This learning style was developed by David A. Kolb's which is based on experiences and
skills. It is the reflection of Experimental learning and it has two basic dimensions. In this
requires to understand an individual information process (Ford and Richardson, 2013). There are
two types of framework addressed here such as abstract concept and concrete experience. On the
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other side, acquisition theory defined that learning procedure involves four types of methods for
the purpose of responding regarding any situations. It can be understood by one learning cycle
which helps in monitoring as well as supervising the whole concept about the scientific research
and also support in gaining various kinds of experiences through those circumstances.
Illustration 1: Kolb learning style, 2017
(Source: Kolb learning style, 2017)
Peter Honey and Alan Mumford's Model
in this concept, employees are learning various things or acquiring knowledge as per their
requirements and also they are free for choosing any mode by using effective way. This Model
was developed in the year of 1986 by Peter Honey and Alan Mumford. In this defined four
models of approaches such as:
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Activist: In this learning style, employee choose any method for gaining knowledge to
perform better (Hendry, 2012). They adopt several learning styles and activities in which
includes puzzle solving, brainstorming activities, group discussion, participate in different
competition etc.
Theorist: this learning style is based on historical stories as in this learner follows the
style for getting knowledge as well as learn various things including scientist, truths, scholar etc.
Pragmatist: In such learning style, people learn about execution and implementation of
historical stories as well as some case study regarding any issue in current time period.
Reflectors: Individual learn various things or any activities and functions which recently
happened in the world.
Therefore, these learning styles used in Tesco plc for improving employees performance and
motivate them for achieving set targets or goals of the company.
1.2 Learning curve and importance of learning transfer in work place
Learning curve concerned with a graphical representation which is very beneficial in
showing the increment and decrement of acquisition of individual as well as participated
members in various activities. Curve learning has considered as the real time situations as well as
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Illustration 2: Peter Honey and Alan Mumford's Model, 2012
(Source: Peter Honey and Alan Mumford's Model, 2012)

circumstances in which company requires to adopt several strategies and procedure. It play vital
role in improving staff performance in an appropriate way (Huselid, 2011). This learning curve is
very useful for every organisation as they can analyse consumers demand and needs regarding
any particular products or services and try to satisfy their wants for meeting desired expectation.
It also support in analysing the needs of training and development program for enhancing
knowledge or skills of employees.
Importance of learning at workplace:
Learning play an important role at the workplace as with helps of this, company can
increase their work productivity by conducting this session within an organisation. It helps in
developing individual personality their knowledge, skills and abilities so that they can work in
effective manner and achieve goals or objectives. There are various methods and techniques
which are providing to the employees for better knowledge as well as understanding regarding
the work. Learning is defined as the procedures for providing positive results and achieve pre-
determined goals or objectives in appropriate manner (Krot, 2012). Tesco plc concentrate on
effective learning to its employees, so HR manager conduct these kinds of sessions and organise
various types of activities so that employees can understand about company's plans or policies.
They also learn about handling the any situations or face some challenges towards organisational
goals or targets.
1.3 Significance of learning styles and theories when planning and designing a learning event
This is the most important task for HR manager, as they plan for organising learning
sessions for improving employees performance and enhance their knowledge or skills for their
development. It will support in making effective work force. Tesco company also considered
this, as HR manager use various tools and techniques for providing learning as well as
educations for future career. Employees can develop their skills which reflects on personality and
style and also support in improvement of performance. Kolb's learning theory and Alan
Mumford approaches is very helpful for maintaining the different learning styles so that
employees can learn best and apply within the firm. Above theories and concepts support in
proper planning or designing of learning sessions which will support in attaining set goals and
objectives within given time period (Lewicka, 2012). There are some benefits of theories or
concepts of learning styles for planning and designing such as:
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Improvement of concealed points: It is very supportive in examining some hidden points
that helps in clarifying the concept of learning which generally affect to the designing
procedures.
Display the correct directions: In this, Different styles and theories of learning provides
right directions or corrective path to the employees so that they can achieve their targets and
goals.
Demonstrate several alternatives for enhancing knowledge: it will support in providing
other options for acquiring appropriate knowledge or skills to the employees in effective manner.
This also supportive in decision making process regarding designing as well as planning process.
Better understanding about connection between organisational factors: In this, it
support in understanding the relations and connection between various elements that are
interconnected with each other. It is an essential for making better decision regarding the
designing.
Therefore, these concepts of and learning styles play vital role in formulating the planning
process in effective manner (Marchington, 2016). It is very necessary for taking corrective action
after analysing the data as well as information. It will support in achieving targets or objectives
in an appropriate manner.
Task 2
2.1 Compare of training needs for employees at different levels
For every organisation, training and development program play an important role in
improving performance of both as organisation and employees and build a strong coordination
among them so that they can achieve targets or objectives in effective manner. Training is
defined as an activity that most of firm organise for their employees for increasing work
productivity and make effective work force. HR manager is responsible for developing
individual performance and their personality so that he conduct learning session for them within
the firm. At present time, there are lots of competition in the market and every organisation is
focusing on achieving competitive advantages (Meredith, 2011). Therefore, Tesco plc is
adopting various strategies regarding use of tools or techniques for better production and provide
effective products and services to the customers. Training support to individual as they prepare
them that how to handle the situations as well as treat to customers for serving best to them.
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Training and development program is very effective for every firm because it helps in
motivating employees with proper treatment and fair decisions. In the organisation, it requires
training sessions at three level of department such as occupational, individual and organisational.
Tesco company always provide proper training to its employees so that they can face any kinds
of problems at the workplace regarding any issues. There are some comparison of needs of
training at different level such as:
Organisational level: In this defines that manager determine a particular gap between
actual and expected performance of the employees within the firm. It is necessary for investigate
different strategies and plans of the firm for analysing their strengths, weakness, threats and
opportunities employees perform their roles and work hard for achieving organisational goals
and objectives in effective manner.
Process level: In this, organisation prepare various procedures for the purpose of dealing
with different situations (Nielsen, 2012). Employees play important role in designing and
formulating proper training program which helps in making appropriate process in effective
manner.
Activity level: In various activities, training is required to make it proper as these
generally conducts in the company for the purpose of individual development such as games,
cultural events, group discussion and many more that use for training.
Business procedures level: It is the most important firm as its main aim is to attain set
goals or objectives of the organisation. Manager take responsibility for providing training and
development program for some specific task which is required for achieving targets. In this, they
conducts entire task or work and divide all among team members for better task completions.
2.2 Advantages and disadvantages of different methods of training
In the training and development methods, there are several advantages and disadvantages
that play vital role in proper management and controlling various activities in an appropriate
manner.
Advantages Disadvantages
Training and development program is very
useful for improving employees knowledge
and skills within the firm.
It can be effect negative on the workers by
giving stress and demotivation among staff
members
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Company can develop their employees
personality and promote them by organising
and proper planning of training or learning
sessions (Randall, 2012).
It is very costly and and time consuming
process because various activities or programs
involved in this.
Training is very helpful as it support in making
right decisions as well as corrective action for
the organisational welfare.
In this, the chances of neglects are more than
acceptances in the company.
Training and development program is essential
that enhance the performance of manager and
employees for improving their abilities as well
as capacities.
Competitions are increasing very fast in
present scenario as there are it create positive
environment for employees regarding training
and development session in competitive world.
It is very effective for removing any conflicts
among employees because it follows the
planning and procedures by the all staff
members.
This can be time consuming process which
generally takes more time for learning some
points.
Training is very helpful as it support in
providing better satisfaction to those
employees who are not satisfied and give them
positive environment.
After the long time of training programs,
trainee started to feel boring and by this they
will not take more interest for learning more
about this.
2.3 Designing of a training event by using organized concept
For the organising of successful training session, systematic approach play crucial role to
conduct this program sin appropriate manner (Purce, 2014). It is a basic training which is
required in any firm for making effective planning for benefit of an organisation. Tesco company
should consider these types approaches for conducting effective learning sessions. Here are some
stages which must be determined in organised training such as:
Analysis:- It is the first stage in which analyse the needs of training within the firm for
achieving its set goals and objectives. Training is very effective as it helps in examining current
performance and employee's behaviours.
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Design:- This is the second stage, in this, data are collected while analysing the need and
it is beneficial in formulating learning objectives, evaluate material and understand the
instruction that take the right place.
Development:- In this phase, there is required as the development for adoption of
material which is must be necessary for training session.
Implementation:- In this stage, all strategies generally execute for generating profits. It is
related with previous steps. Actual training organise for improving employees skills and
knowledge in appropriate manner (Bagnoli, 2011). Workers learns more things such as how to
utilise tools and techniques as well as technology for increasing productivity and achieve growth.
Evaluations:- This is the last stage where firm evaluate all training needs and methods
for proper implementation at different level.
Task 3
3.1 Prepare evaluation form by believing training achieved by employees
Evaluation is defined as the appraisal or measurement tool which helps in measuring
overall performance of staff and develop the learning sessions in appropriate manner (Megali,
2011). It is an effective tool that collect data or necessary information from every employees as
well as observe their behaviour and feeling regarding training and development sessions as it is
useful or not. There are various companies who spends large amount for these activities or
functions for the development of both as organisation and individual. Some advantages of this
activity is included creating feedbacks, ensuring about responsibility and checking necessary
costing etc.
There are some tools and methods which is required for profitability and productivity of the
current training program within the firm.
Evaluations are as followings:
Did employees learned from training and development sessions?
It is the first stage, in which determined that trainee actually get any learning and
experience or not (Benabou, 2011). Overall activities and functions has generally designed for
improving of employees skills or knowledge that support in performing every work or task in
effective manner. If it is not accomplishing then there must be required to change the training
classes.
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Use of material according to need of training:
In this determine various tools and techniques of evaluation for the purpose of training
sessions as it analyse the appropriate study of material which are give at the learning time and
ensure about their knowledge and skills.
Improvement of business:
Evaluation of training and development programmes which generally creates for the
fulfilment of business requirements in better ways. Their main aim is to improve the
performance of an organisation and run the business operations and functions in smooth level.
3.2 Assessment done by examining the outcome to the evaluation form
For every successful organisation, training and development program play crucial role in
achieving goals and objectives and the most important thing is that its evaluation which must be
in effective manner. Tesco plc should have to analyse efficient sources for making appropriate
decisions so that they can execute this plan (Tirole, 2011). Evaluation is an essential that support
in receiving reviews or feedbacks of employees during their performance. It is the responsibility
of the HR manager to take right path and procedures for evaluation session which support in
providing correct outcomes within the firm. There are types of evaluation such as:
Formative: This is an effective evaluation method which must be required for predicting
certain sources of information for the purpose of planning and designing procedures. It can be
possible through improving training session by modification of existing tools.
Summative: this method is very supportive to analyse the recent or latest method by
offering accurate recommendations to them. It helps to company for performing every or each
task of actual program as well as proceed with similar scheme. In this method, last stage of
training evaluation generally helps in providing suggestions to the various events.
3.3 Review the success of the evaluation methods
In every firm, evaluation method is very beneficial as it helps in achieving success. This
provide feedback which is very useful in altering and modifying for improving current working
situations. Success can be achieve through attaining various data or information from different
resources such as:
Interviews: It is the method of face to face in which manager can observe employees
skills and knowledge as well as abilities through using of tools or techniques in appropriate
manner. In such procedure, one person ask any types of question to the another one and he gives
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answer of those questions as per his knowledge (Bloom and Reenen, 2011). This will support in
analysing their attitude and behaviour regarding each task or work.
Observation: This is another method of gathering data by observing person behaviour
within the firm. In this, an individual observe candidates behaviour, attitudes and opinion etc.
These methods use for analysing the growth and development of an organisation as it
helps in achieving desired goals and objectives of the company. training and development is
assisting for smooth running of strategies and methods for the growth. It also support in
improving employees knowledge, skills and abilities that shows the positive results or outcomes
of the firm.
Task 4
4.1 Function of authorities respect training and development
The government plays vital role for providing or supporting in training and development
program as well as life long learning by giving professional instructor to the employees for the
purpose of improving their performance as well as enhance abilities through proper arrangement
of several developmental functions in appropriate manner (Boxall and Purcell, 2011). There are
certain contribution of the government legal authority that are as follows such as:
Formulate HR policy- Company's manger formulate some HR policies in which includes some
rules, regulations and code of conducts which they made. It helps in managing the human
resources in appropriate manner within the firm.
Promote all HRD study- Country authorities take responsibility for developing an individual
through providing training and development programs which support in motivating all
employees.
Create public criterion- Government are responsible for formulating some rules or regulation
for the development of the common culture among citizen of the nation for effective training and
development.
Allocate funds- Government of UK is generally focusing on allocating available funds among
several activities and sectors such as public or private. They are providing capital or spending
money for the purpose of training and development program which support in improving
knowledge and skills of people of the country.
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Developing effective working environment- Government authority is also supporting in
providing healthy working environment so that people can work in effective manner. It is
beneficial for every business firm as they can improve their performance through better climate.
4.2 Impact of development of competency movement on public and private sector
Movement of competency refers to get positive results as well as ability for achieving
desired outcomes towards business (Bratton and Gold, 2012). It is must be required for
performing any task in effective manner. Competency movement has major impact on public and
private sector. These firms shares the knowledge and ideas for the purpose of improvement and
cooperation at the first stage in the current time period. There are various firms or large
companies who are investing more funds for the improvement of various services, products,
performance and capacity. Organisation provide training and development programs whether it is
public or private company. Their main aim is to generate profits and create image in the market
so they are adopting various strategies as well as tools and techniques to improve their
employees performance that will contributes in achieving growth.
4.3 Contribution of contemporary training initiatives taken by UK government
The government of UK has started contemporary training as well as learning styles which
generally assist for providing growth and development in the human resource whether it is public
or private company. Government formulate various methods such as qualitative and quantitative
learning procedures which affects to the business venture in that time for achieving competitive
advantages as well as deals with several market situations (Brewster, 2016). Employees can
developed their knowledge, skills and improve performance through government support.
Company can use different learning styles and concepts for improving personnel skills in
appropriate way. They also focus on providing advanced technology for knowledge and abilities.
It is very necessary for profitability and productivity of an organisation that must be increased.
Here are some initiative that government has under taken such as:
 decrease the cost
 formulate free trade policy within the firm
 organising training and development program for employees growth and their betterment.
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CONCLUSION
From the above project report, it has been concluded that human resource management
play vital role in both organisation as public and private. They organise training and
development session for improving employees performance and their knowledge, skills and
abilities in effective manner. This report is based on Tesco organisation as they adopt various
learning styles and provide training for the purpose of achieving targets and objectives.
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REFERENCES
Books and Journals
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work behaviors. Economics and Business Letters. 1(4).pp.1-9.
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literature. In Citation classics from the Journal of Business Ethics (pp. 19-44). Springer
Netherlands.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Krot, K. and Lewicka, D., 2012. The importance of trust in manager-employee relationships.
International Journal of Electronic Business Management. 10(3). p.224.
Marchington, M. and et. al, 2016. Human resource management at work. Kogan Page Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest.19(3).
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changes in procedures in a teamworking intervention. Work & Stress. 26(2). pp.91-111.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
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Bagnoli, L. and Megali, C., 2011. Measuring performance in social enterprises. Nonprofit and
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Benabou, R. and Tirole, J., 2011. Laws and norms (No. w17579). National Bureau of Economic
Research.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
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Brewster, C. and et. al., 2016. International human resource management. Kogan Page
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Online
Human resource Development. 2017. [online]. Available through:
<https://www.thebalance.com/what-is-human-resource-development-hrd-1918142>.
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