Impact of HRM on Employee Engagement

This assignment investigates the crucial connection between human resource management (HRM) practices and employee engagement. It delves into how different HRM strategies, such as performance management, training & development, and reward systems, can directly impact employee motivation, commitment, and overall job satisfaction. The assignment encourages critical analysis of relevant research and scholarly articles to understand the multifaceted influence of HRM on fostering a highly engaged workforce.

Human Resource Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different types of learning styles..........................................................................................1
1.2 Role of learning curve and importance of transferring learning...........................................3
1.3 Analysing learning styles, its planning and decision in event..............................................4
TASK 2............................................................................................................................................4
2.1 Comparison of training needs at different levels..................................................................4
2.2 Merit and demerit of various training methods.....................................................................6
2.3 Systematic approach for planning training event .................................................................7
TASK 3............................................................................................................................................8
3.1 Preparation of evaluation form .............................................................................................8
3.2 Analysing the responses of evaluation form.........................................................................9
3.3 Success of evaluation form.................................................................................................10
PART 2..........................................................................................................................................11
TASK 4..........................................................................................................................................11
4.1 Government role in training, development and lifelong learning.......................................11
4.2 Ways in which development of competency movement has impacted on public and private
sectors .......................................................................................................................................11
4.3 Contribution of UK government in training and development...........................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Employees are considered as one of the most significant asset which a company can have
in their organisation. Earlier they were not given much importance by the many enterprise, they
were treated like other assets but now top level management of corporation understand that their
role in crucial in attaining organisational objectives. Their development will indirectly make a
positive affect on the profit and performance of a firm. Thomas Cook is a leading tour operator
company. They are running their business in various part of this world and almost 3000
employee are working in this enterprise. This report will discuss about different learning styles
and learning curves. The significance of transfer learning will also become part of this file. The
essential need of training of the workers at different levels will be explained under this project.
This file will cover various types of training methods, their merits and demerits will be included
in this assignment. A evaluation form will made for registering the reviews of the trainees. Role
of government in training and lifelong learning is increasing, their responsibility will be
discussed in second part of this project. The impact of competency movement on private and
public sector be covered in the end.
PART 1
TASK 1
1.1 Different types of learning styles
In the modern way of doing business, Firm needs to facilitate its clients with the
opportunities of learning. It fosters in the process of boosting career growth potential in workers.
Generally concept of learning is intermixed with value, knowledge, behaviour, preferences and
skills (Albrech, 2011). It is essential for enhancing the performance of workers.
Different researchers have stated diverse theories which can be utilised for learning.
These theories coveys things about various styles of learning. Some of them are as follows:
Kolb's learning style:
Kolb's summarised a distinct style of learning which is underlined in four stages of
learning cycle. It is as follows:
 Divergence: This set of individuals are those who believes in maintaining patience in
whatever situation they face. They do not react to the situation very quickly and waits for
the right time time to take any action. These individuals have higher skills in terms of
1

thinking and utilise them in analysing any situation before coming to any conclusion.
There is a negative point that is associated with such individuals that they are not
effective at doing practical work. In alike cases managers requires to adopt a style which
is people centric.
 Assimilation: Person belonging to this category is convergent towards conceptualised as
well as logical thinking. They are dependent on the concepts to improve the quality and
outcomes. Such individuals are better at scientific inventions by doing research (Bakker
and Leiter, 2010).
 Convergence: They are the individuals who concentrates on doing practical works which
is unlike two other styles of learning. These individuals are effective solvers of arisen
problem.
 Accommodation: It is different from other styles of learning as it depicts about instincts
rather then practical reasoning or inner feelings.
Honey Mumford Style:
This scientists had view about four distinct patterns that can be used by individuals for
learning. This style differs from that of Kolbs and hence do not illustrate anything regarding
learning cycle. Some of them are as follows:
 Activist: These are the persons who are interested in experiencing new things like facts,
figures etc. They are not afraid about the results that will be obtained.
 Reflectors: Individuals making use of such learning style are highly cautious about their
approach and prefers to accumulate data (Bamberger, Biron and Meshoulam, 2014). They
analyse elements to find out root cause.
 Theorist: They are someone who are developing new theories and does experiments on
them related to the observations they made. For these people, logical derivation is a better
method for resolving situations.
 Pragmatist: They are the individuals who does not take use of diverse theories that cannot
be utilised in real time. They take new challenges which help them in finding routes that
may lead the to success.
Practically every one follows their own style of learning which helps in their growth at faser
speed.
2

1.2 Role of learning curve and importance of transferring learning
Learning curve helps in tracking the records of enhancement of skills within employee
after they have been provided with training sessions that too in a provided time interval.
Managers concentrates on several gaps that lies in between needed standards and employee style
of learning. This helps in resolving of problem in a better way. The impact of training is nil if al
these are not utilised by employees in real time situations (Bratton and Gold, 2012). To enhance
the level of performance learner has to utilised everything that is learned through attending of
training. Other name for it is Progressive curve.
Roles of learning curve:
 Enhancing efficiency of employees: It assists enterprise in ensuring that their workers
have greater levels of efficiency against the standards that is set by them.
 Reducing the cost of output: With the enhancement in the worker's performance, value
gets added to whole process hence products are manufactures at lower cost. It assist in
enhancing their personal margins of profits and strengthening position in terms of
finance.
 Planning for production: The enterprise will be able to formulate strategies associated
with production of several services and functionalities (Sparrow, Brewster and Chung,
2016). Learning curve helps officials in determining the levels of capability which is
possessed by employees and also situations that can be managed properly.
 Cost forecasting: While making plans for production, predictions about potential cost
which will be incurred are also formulated. This helps managers in organising resources
which can be utilised for future.
Transferring learning to workplace's importance:
 Higher usage of funds: Since learning brings efficiency hence it helps in doing things in a
better way at the firm (Boxall and Purcell, 2011). Due to such reasons managers are able
to utilise funds in a proper way.
 Improved problem solving capability: Problem solving skills can be developed by the
individuals who managed to learn through some incidents as well as incidents.
 Adding more value: Learning on regular basis brings more effectiveness while
completing the task. This enhances more values to the services and hence increasing its
quality.
3

1.3 Analysing learning styles, its planning and decision in event.
Conceptual structure is the base for concepts and theories and assists in improving
capabilities and skills. Utilisation of such theories inside the company according to the existing
requirements. It also improves learning capabilities of the employees. Managers analyse various
styles of learning and implements most appropriate one. They work in collaboration with
subordinates to ensure better learning outcomes is generated. Style of learning that Kolb
proposed will assist managers in underlining the need of people and learning group he is
associated with (Armstrong and Taylor, 2014). It also assist in determining ways which can be
utilised for implanting new skills and capabilities. Mumford style also assist in illustrating 4
distinct kinds of people which managers can utilise for understanding the demand of each
employee.
Major advantage with such learning style is in formulation of any event which will be
used for providing new capabilities with an individual. Various theories can be utilised in
situations for deducing optimum results. It is the duty of manager to ensure that at the time of
designing any event for learning in which they will participate their subordinates are also
involved. It helps in sorting out the best possible ways for imparting knowlwdge.
TASK 2
2.1 Comparison of training needs at different levels
Thomas Cook is a big organisation and have to make various level in the company in
order to follow the process of scalar chain. It is essential for effect working of the company.
They have three level in the firms top, middle and lower. The first one is consist of the head of
various department of the organisation. CEO, COO, CFO etc. are some of the key people in this
group. They play crucial role in success of the company by making important decision. Middle
level manager are responsible for communicating and monitoring of the plans and strategies
which is made by top level managers (Avey and et. al., 2011). Lower level works execute the
plans and work at ground level. Below is the plans which cited company can follow for
providing different type of training at all levels:
Top level – Manager at this level should get the training about making sound plans, they
should get the knowledge about latest trends and new techniques of working. They should be
trained for handling various kind of changes which happens in the organisation and learn the
4

correct way of resolving conflicts that can happen in the company. If these managers will learned
essential skills then they own can provide the training to the employees at the time of introducing
innovative ideas in the firm then (Bloom and Van Reenen, 2011). This will assist them and all
the employees of the enterprise in filling the gap that is present in the present skills and the talent
which they actually require.
Middle level – The significance of these workers are very high because they work as
bridge between top and lower level employees. They require training regarding to improving
communication skills and pressure handling. A large number of workers are working under them
so if they get essential training about how to motivate subordinates then this will assist them in
removing various flaws regarding verbal and written communication which is present in their
personality (Bray and et. al., 2012).
Lower level – Lower level working directly interact with customers, their training needs
are very different from above two. They should get the training regarding learning more foreign
languages so they can communicate with customer in better ways. Company should spend
money of developing their soft skills.
5

This model will be followed at the time of giving training to employees who are present at
different level. First training content and audience will be identified. Training content will
consist of two significant work i.e. job task analysis and learning out come. Training audience
will focus on two key areas, skills gap analysis and analysing learner personality and skill. All
the these four areas will assure training solution.
2.2 Merit and demerit of various training methods
Their are two types of training methods, one is on the job training and other is off the job.
The prior one is given to the employees at the real workplace where they are working or where
they have to work in upcoming time (Daley, 2012). The later one, is normally given in
classrooms or at learning events. Below their their advantages and disadvantages:
On the job training
Advantages – Normally these methods of training is considered are consider as cost
effective. If a senior employee will give training to his/her subordinate (coaching) then this will
not need any extra expenditure on the training of the employee. Theoretical knowledge is very
different from actual work, this method develop practical knowledge in the employees. They
actual produce something for company. This is basically an opportunity to learn while the
worker are doing their normal work.
Disadvantages – If the trainer is not good or the time allotted for training is not sufficient
then trainee would not learn much. Senior can also pass the bad habit which is present in
6

him/her. Something actual work of the senior get affect because he/she has to focus on two areas
in one time i.e. do the work and provide training (Glover and et. al., 2011).
Off the job training
Advantages – The trainer who provide training have good experience and they know how
the correct way of providing the training to the employees. The can learn more then one skills in
one time if they opt for off the job training. Theoretical knowledge can easily be gained through
this method of training, acquiring theoretical knowledge is very important for becoming
specialist of a task.
Disadvantages – It is expensive, some trainee may find it boring because they may feel
that when they will go the work then think will not be the same. If employee get off the job
training then they have to reduce their working time in order to join the online or any other type
of session which is arranged by the company (Grossman and Salas, 2011).
2.3 Systematic approach for planning training event
Thomas Cook have to consider their vision, mission and goals before planning the
training process. A method of training should be adopted which is beneficial for both company
and their employees. Training event should be designed in a way where plans can be easily
implemented and evaluated (Human Resources Development. 2016). The main aim of the
training events is to find the the shortcoming of the employees along the skills which they need
to learn or modify, developing new talent will help company in attaining their goals in an
effective way. Below is the systematic approach and formal plan for training events:
Analyses The first step is related to finding the requirement of training which is need to
different employees at various levels. The skills which are needed to be
developed in the worker will determined by analysing the goals of the
company (Gruman and Saks, 2011). HR manager has to communicate with all
the employees in order to find their views and tell the policies and plan about
training events.
Design Designing is basically related to the priority and scheduling of the work. The
methods which will be selected for giving training will be decided in this step
and HR manager have to convey the message to the people who are related to
the training events so they can basic idea about what will happen in future.
7

Development The selected methods of training will be developed. If company will go for
Off the job training then they will try to find the best trainer for providing
training (Guest, 2011). In case of On the job training, the sample location or
senior manager, who will provide training, will be selected.
Implementation All the plans which are made by HR manager will be executed in this step.
The employees will get training and they acquire new skills in this time. This
step of the while event is very important because if plans are not implemented
in right way then all the work of various people including HR manager will
go in vain.
Evaluation Evaluation of the training event is done in this step. The mistakes happened
by trainer and trainee will be analysed and the good things which have happen
in the training event will be recorded (Hobfoll, 2011). Evaluation can reveal
the areas of further improvement.
TASK 3
3.1 Preparation of evaluation form
Evaluation form aids in understanding the effectiveness of training or developing
programme in order to enhance the knowledge of employees. Assessing a preparation implies
helping firms to complete measure as viability seen in sorting out the advancement and preparing
program. In this way assessment realizes that the preparation program was worth been or not.
Regardless of whether workers made in viability or not. Isn't done at that point sorting out
preparing and improvement program for once again.
Thomas needs to make measures to realize that there is change in the execution of
workers or not. The HR division will see the past records of efficiency by specialists and
breaking down them and they will watch or will watch out for the representatives and the
outcome would be seen to coaches about the execution measure of workers and even they can
trade few words with individuals independently as well.
Some place this could come about into increment in efficiency by the representatives
which can encourages them to work in successful way and this could come about into fulfilment
of points and goals of the firm. Thomas is a main partnership in UK and they need to make it
8

steady for long so for such they can bring anything for the improvement of workers which will
enable them in development and picture of firm to will be sure.
A questionnaire will be made for finding the usefulness of training event and taking
feedback about the work of trainer.
Questionnaire
Q1. Did you acquired new skills which you were about to learn?
A. Yes
B. No
Q2. Do you think that this training session was successful?
A. Yes
B. No
Q3. Can you do your work in better way after accomplishing this training?
A. Yes
B. Yes, but up to an extent
C. No
Q4. What rating would you like to give to your trainer?
A. 5
B. 4
C. 3
D. Below 3
Q5. Would you like to get training from same trainer in upcoming time?
A. Yes
B. No
C. May be
3.2 Analysing the responses of evaluation form
This evaluation form was filled by 50 candidates who were part of training events. Some
of them are satisfied with the training events while others have some queries. Analysing
evaluation form is important because it will result in understanding the thinking and future needs
of the employees. Below are some of the points which will be covered in the evaluation:
9

Participant feedback – This is one of the most important past of the evaluation, the
trainees who got training can give actual and most real feedback. By analysing their experience
proper evaluation can be done. Out of 50, almost 80% are happy with the training events. They
think that they have acquired various skills which may increase their productivity in upcoming
time (Jabbour and et. al., 2013). They mentioned some problem with the trainee regarding his
strict rule and rude behaviour.
Knowledge acquisition – The knowledge acquired by participants is latest and they know
the new methods of working techniques. This mean that they have learnt many skills and the
reviews given by them in evaluation form for correct.
Behaviour approach – The behaviour of trainees towards the training was fine. They did
not argue about getting training and gave positive response in the evaluation form.
Comparison between benchmark – Company has set some standards for their training
events, these standards are followed in the training events because the confidence level of the
trained employees is much higher compared to other one (Werner and DeSimone, 2011).
SWOT analyses
Strengths
 Improved skills of staff members Increased employees productivity
Weakness
 The resource consumption of the by the
trained worker is not getting down.
 Training added extra financial burden
on the company.
Opportunities
 Training can be given in less time to
the trainees. Most types of training can be provided
to more employees at different level.
Threats
 Hamper organisational work.
 New training needs arises in short
period of time.
Kirkpatrick’s framework of evaluation has four steps which are explained below:
Reaction – This measure focuses on analysing the reaction of trainee towards the training.
This assist organisation in identifying the areas which could be improved and included in
upcoming training session (Jiang and et. al., 2012).
10

Learning – The knowledge which trainees have learnt are measured in this point. This
reveal the extra skills which they have acquired.
Behaviour – The behaviour of trainees is analysed in this measure. If there are favourable
changes then this mean training was good and vice-a-versa.
Result – All the results i.e. related to employees and business are ascertaining in order to
analyse final result.
3.3 Success of evaluation form
Evaluation form assist in determining the success and failure of the training event. It
records the reviews of the participants (Reio, 2011). The evaluation form was successful because
clearly reveal the employees are satisfied with the whole experience. This mean that their
training happened in proper time and according to the plans. Evaluation form contained rating
about teaching of trainer, this helped participants in giving proper and clear view about whether
the trainer delivered according to the expectation. The main objective of training was to learn
new skills and remove flaws in the personality of worker and this task is done according to the
plan because most of the trained employees feel that training event was successful (Kakuma and
et. al., 2011). This shows that evaluation form recorded correct information in less time.
PART 2
TASK 4
4.1 Government role in training, development and lifelong learning
Fund allocation is one of the duty of government authorities. They should allot funds to
the private companies specially small and medium enterprises, who cannot afford money of
development of their workers. This will assist in life long learning of thousands of people who
are working in SMEs. It is the responsibility of the government to make some norms regarding
development of the workers who are working in private and public sector also (Kehoe and
Wright, 2013). Normally, companies do not invest money in a employees if they feel that they
can get better return by investing in other. This thinking restrict the person and professional
growth of many people. They should start course relating to human resources studies in different
college, this will help in teaching the young generation the importance about development.
Government of UK should try to develop a business environment in UK where companies focus
in providing continuous training to the employees. They should make sound policies for training,
11

if their will be strict rules and better support from the side of government then this private sector
will take the task of training seriously. Government is accountable for welfare of public and
nowadays most of the people are working in private sector. It they will provide them financial
assistance and promote the need of training in the business environment then it will be beneficial
for whole society (McMichael, 2011).
4.2 Ways in which development of competency movement has impacted on public and private
sectors
Competency movement brought many changes in private and public sector also, it does
not talk about traditional areas of competency like knowledge and skill, it focuses on some key
and generally ignored areas like values, traits etc. Competency movement made a huge impact
on public sector, when companies of government focuses on the values of that are present in
their employees, they understand their needs and then motivate them according to their nature.
When working get necessary training form the side of government then a different kind of
confidence arises in their personality (Meredith, 2011). The coordination between various public
sector company and their division got improved after competency movement. This concept
create a balance between the skills of workers and need of the organisation. If employee will not
get training according to their requirement then negative thoughts arises in their mind.
Competency movement reduces these thoughts and bring positive in the nature of worker
by understanding their character and given them job according to that. Competency movement
also made significant impact on private sector, it promoted the culture of finding the interest of
the employees so they switch their job through internal transfer and, after getting training, do a
new work (Moser, 2012). It enhances that productivity of the workers and made a positive
impact on their moral. If the employees. By analysing the values of a employees and providing
him proper training, the issues relating to wastage can be solved. This affect the profit of the
company in favourable way.
4.3 Contribution of UK government in training and development
It is fundamental for an organisation to concentrate on manpower of country. Ministry
body of a nation will develop some programmes to provide training to them. Hence, they will
formulate various sessions to improve learning and knowledge of people (Noe, 2011). Similar to
this context, manager of Thomas Cook develop some effective programs; so that, they can
enhance skills of their staff members and as a result, they will accomplish their task in an
12

effective and efficient manner. There are some division who are working under ministry body
such as pension, health, education and many more.
Many kinds of strategies as well as policies are developed by government which has to be
follow by organisation. Along with this, it is required for a firm to examine trends of market;
therefore, they can accomplish requirement of people as per their need. If employees are much
trained then, they will utilize available resources in an adequate manner (Scullion and Collings,
2011).
Apart from all of this, it is must for government of United Kingdom to get ensure that
entire divisions are doing their work efficiently. They have to formulate some plans as well as
strategies which will aid them in their future; as a result, they can easily face upcoming issues.
Manager of Thomas Cook will utilize various kinds of tools as well as methods to cater training
to their employees. They can give on the job or off the job training to them which will depend on
department of organisation.
CONCLUSION
At the end, it can be concluded that different types of learning styles is used for different
employees. Their thinking and working styles varies so adopting a single learning style in the
organisation does not work. Transfer learning is significant for a company, it is communicating
and teaching the skills which is present in some employees of the company to the other workers.
The role of government is crucial in lifelong learning, training and development. By making
rules and giving funds to companies, government can perform their work in better way.
13

REFERENCES
Books and Journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Avey, J.B and et. al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development quarterly.
22(2). pp.127-152.
Bakker, A. B. and Leiter, M. P. eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology Press.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
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
Macmillan.
Bray, F. and et. al., 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology.13(8). pp.790-801.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Glover, W.J. and et. al., 2011. Critical success factors for the sustainability of Kaizen event
human resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Jabbour, C.J.C and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
14

Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kakuma, R and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803), pp.1654-1663.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
McMichael, P., 2011. Development and Social Change: A Global Perspective: A Global
Perspective. Sage Publications.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
Noe, R. A., 2011. Employee training and development. McGraw-Hill/Irwin.
Reio Jr, T. G., 2011.Albrech, S.L., 2011e threat of common method variance bias to theory
building. Human Resource Development Review. 9(4). pp.405-411.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Online
Human Resources Development. 2016. [Online]. Available Through:
<https://www.hw.ac.uk/services/human-resource-development.htm>.
15