Learning Styles and Learning Curve in Human Resource Development

This presentation discusses the different learning styles in human resource management, including Kolb style, V.A.R.K style, and Honey and Mumford model. It also explores the concept of learning curve and its role in improving employee performance. The presentation highlights the contribution of learning styles and theories in training employees and provides references for further reading.

HUMAN RESOURCEHUMAN RESOURCE
DEVELOPMENTDEVELOPMENT
(TASK 1)(TASK 1)

1.1 LEARNING STYLE1.1 LEARNING STYLE
People are different from one another and they has their style of learning and
working, so there are some style models of learning in human resource.
Learning style can be defined as a method of acquiring , processing and
manipulating the information.
There are some different style of learning that is given by some great scholars
of human resource management that are-
Kolb style of learning
V.A.R.K style of learning
Honey and Mumford model of learning

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Kolb style of learning:
Kolb's style of learning –The whole style of learning is depend on four steps –
Do , Plan, Conclude Reflect. kolb described the learning style in a cycle
format that includes-
Divergent
Accommodative
Assimilative
Convergent

LEARNING STYLESLEARNING STYLES

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V.A.R.K style of learning-
This style of learning is given by Neil Fleming's, it is a one of the most popular
and basic style of learning.
Visual, Aural, read and Kinesthetic. Visual, this includes the combination of
information in diagrams, flow charts, maps, graphs and in symbolic words, that
can be easy to learn for the employees.
Honey and Mumford model of learning-
Honey and Mumford- in comparison of both the style this style is same in kind
of some manner to the Kolb style but explain in different words, though this
style is based on Kolb's work by using the AB factor of learning that is abstract
conceptualisation.

1.2 LEARNING CURVE1.2 LEARNING CURVE
Learning curve-
This concept is illustrates the relationship between cost and out comes
graphically. It represent the work through graph.
Learning curves are also known as experience curve, cost curves, efficiency
curves and productivity curves.
Role of learning curve and the importance-
After learning the time of implementation of the knowledge on work plan and
execution of the plan, and after a period of time to checkout the learner
performance, the learning curve shows the the rate of improvement of the
learner.
It is a graphical representation of performance.

LEARNING CURVELEARNING CURVE

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There is a two kind of curves which is more common that is Steep curve and
Standard curve.
Steep curve is , where a lot of new knowledge is required in short period of
time. It is common in people that they are on a steep learn of curve.
Standard curve -this concept is about the long period learning things through
the motivation and aptitude. In this learner take long time on single thing and
with the slow improvement.

1.3 CONTRIBUTION OF1.3 CONTRIBUTION OF
LEARNING STYLE ANDLEARNING STYLE AND
THEORIESTHEORIES
This report is about Mark and Spenser, the brand name in retail industry, the
human resource manager conduct a workshop to trained the employees and to
provide more efficiency in work.
What an employee get from the learning that shows in their further work. The
result of training comes in a performances of employees.
In the above context Mark and Spenser provide a workshop for the marketing
department to improve the skills of marketer who are currently work for the
company as an e-marketer.
Though every thing in the world goes online so every company who want to be
in competition adopt that style and provides every product and services online
for the convenience of their customers.

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So the employer can adopt any kind of learning methods to trained their
employees whether it is Kolb, V.A.R.K or Honey and Mumford.
Learning style and learning curves plays important role in this as it is method
of learning, and each and every model has its own importance, which is useful
in any department .
Speed of learning and style are depends on person to person and every
department has its own working style, so from these theories organisation
could train the employees.
Some factor that effect the learning style because of working style than the
style of training, duration, learning objectives depends on nature of work.

REFERENCESREFERENCES
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner:
The definitive classic in adult education and human resource development.
Routledge.
Need, W.C.D.H.P., 2006. Human resource management: Gaining a competitive
advantage.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources.
Cengage Learning.
Daley, D.M., 2006. Strategic human resource management. Public Personnel
Management. Current concerns, future challenges. 5. pp.120-134.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and
innovation performance—The mediating role of knowledge management
capacity. Journal of Business Research. 62(1). pp.104-114.