Training and Development in the UK

This assignment analyzes various aspects of training and development within the UK. It delves into different methods used, evaluation techniques, measures of program effectiveness, and the role played by the government in promoting training initiatives. The report also examines specific training and development plans implemented in the UK.

HUMAN RESOURCE
DEVELOPMENT
1

1 Executive Summary
HSBC is one of the largest financial organisation, they have almost 50,000 employees
working with bank, firm has around 4000 offices in almost 70 many countries. It was founded
around 1865 in UK, such firm deals with banking and wealth management, commercial banking
and private and global banks. HSBC is one company which spent a large amount on training
programs of its employees, they feel that training for learning new skills, knowledge and abilities
is for longer period not for shorter period, such learnings can be used at any time, where
employees feel stuck or confused in work. Bank believe that human resource is important factor
in developing a company and just because of such thought they try to reduce the labour turnover
in there firm and provide employees an effective training so that they can feel safe and valued in
organisation and deny the thought of shifting in any other company. The research report is
related to different learning styles, and training needs at various levels, systematic approach of
training and development events, effectiveness of training and role of government on
development programs.
2

Table of Contents
1Executive Summary .....................................................................................................................................................2
2INTRODUCTION........................................................................................................................................................4
3TASK 1.........................................................................................................................................................................4
11.1 Learning styles and compare various learning styles........................................................................................4
21.2 Importance of learning for workplace ..............................................................................................................5
31.3 Learning styles and theories for induction program.........................................................................................6
4TASK 2.........................................................................................................................................................................7
12.1 Training needs of managerial staff at various levels.........................................................................................7
22.2 Advantages and Disadvantages of training methods........................................................................................7
3Advantages..............................................................................................................................................................7
4Disadvantages.........................................................................................................................................................8
52.3 Systematic approach to plan a training.............................................................................................................8
5Task 3............................................................................................................................................................................9
13.1 Techniques to evaluate training programs........................................................................................................9
23.2 Effectiveness of training event..........................................................................................................................9
6TASK 4 ......................................................................................................................................................................10
14.1 Role of government in training and development...........................................................................................10
24.2 Skill and competencies impact on public and private sector..........................................................................11
34.3 How government initiative has impact on HRD in UK..................................................................................11
7CONCLUSION...........................................................................................................................................................12
8REFERENCES...........................................................................................................................................................12
3

2 INTRODUCTION
Human resource development is a process of providing training to the employees in
perfect manner, so that they can perform better. Training and development programs are
organised by bank to increase performance, skills, abilities and knowledge. Through this human
resource can increase their effectiveness on the job they are performing. This HR department is
very much required in banks, because employees work hard and make HSBC to get recognised
in market. By having development program for employees bank add values in human and add in
entity as well. The report is based on HSBC (HONKONG AND SANGHAI BANKING
CORPORATION). Bank was came in operation around 1865. Huge number of employees are
working with corporation approximately 50,000. The HSBC deals with banking and wealth
management and private banking globally. Mainly corporation spent amount on development of
human resource(Knowles, Holton III and Swanson, 2014). Report will discuss about learning
styles, importance of transferring learning on workplace, theories, needs of different levels,
advantages and disadvantages of training, systematic approach of training and development
program, making of HR plan, effectiveness of training, role of government in training and
development, how skills assessment impacted on public/private organisation and contemporary
government initiatives.
3 TASK 1
1 1.1 Learning styles and compare various learning styles
A learning style is required to develop new theories and skills in the employees. Learning
is a measurable concept and it identifies that how humans absorb or understand the knowledge
and skills programs and how they inculcate those experience of learning in their working criteria.
(Koike, 2013). To increase the productivity in performance a training program should organised
by corporation to make their employees effective, its better to provide training program which
results into lower the human turnover in firm.
Comparison of learning styles are as follows:
Converger: This style uses the abstract concepts, it believes in experiments for learning
and somewhere practical application of ideas and thoughts with conclusion drawn and it does not
contain any information.
4

Diverger: This style is very much effective for looking different things from various
angle and creative ways, its a reflective observation and it has solid evidence and experience.
Assimilator: This learning is good with abstract concepts, having a great observational
power it uses theoretical methods and directly leads to conclusion.
Accommodator: It believes in learning with the flow of world, this style has a belief that
human learn effectively with the world, it has a physical experience and has a lot of
experimentation.
These styles helps in learning of employees in effective manner, styles are opted by the
trainers to provide training to humans according to their education and learning or absorbing
power in them (Armstrong and Taylor, 2014). Development of human resource increases the
work efficiency and skills to get done their work in perfect manner.
Comparison between two major learning style is given below:
Kolb's learning style Honey and mumford style
Diverging
Assimilating
Converging
Accommodating
Activist
Reflector
Theorist
Pragmatic
Thus the comparison does helps in leadership style as what to choose according to
providing training to the new recruit in the corporation. Different learning style has various ways
in which the development of employees can be done in perfect manner.
2 1.2 Importance of learning for workplace
It is very important to have learning of skills, knowledge and abilities by employees
through training, because development program can increase effectiveness in working or
workers and they can have competition at work place which increases the work efficiency of the
firm.
Importance of learning are as follows:
Satisfaction to employees: Providing training to employees makes them to feel special
in organisation that they have value within the organisation. Providing satisfaction to those helps
them to get motivated to work properly and in effective way. Human feels easy by developing
their skills and abilities just because such programs is for life long experience, and HSBC is
those corporation who spent most of the amount on employee development.
5

Lower turnover: Through such training human feel valued and feels motivated and get
engaged with more work in effective way, having these things with employee they more likely to
stay for same firm. They don't shift themselves with any other company.
Increases productivity: Learning increases the productivity of employees and they get
competition with each other within organisation, which helps in getting work done properly.
Training and development program help in building effectiveness of the humans and of firm as
well.
Development of skill and knowledge: Development program helped the employees to
gain skills and knowledge about there weak parts, so that they can work in proper manner. Skills
and knowledge makes human to work creatively and inn effective way, this makes to bring in
humans like (top quality and attitude), which brings a firm on top by working effectively.
HSBC has a great quality in human working style who give there best in work and in
perfect manner, just because they believe to work for longer period not for the shorter period
(Swart, Mann, Brown and Price, 2012.).
Add values: Transferring of learning in the employees makes them to work effectively
ans efficiently somewhere it helps in adding the value in performance as well.
3 1.3 Learning styles and theories for induction program
HSBC is having a thought of increasing the effectiveness of the new employees through
training and development programs. Its better to increase the number of labour turnover, provide
a training development program to humans in perfect manner so that they can work effectively
for the organisation and deny the option of getting shifted to other company.
Various learning styles helps the trainers to understand the employees in correct manner.
They try to understand the humans and their qualification and keep them in styles according to
their education (Werner and DeSimone, 2011). Keeping them in various styles help the trainers
to train them according to there grasping power of skills and knowledge. Trainers develop there
thoughts in such a way that they get ready to accept any type of environment and employees gets
ready to work in dynamics. On the styles they work are as follows:
 Assimilator
 Accommodator
 Converger
 Diverger
6

These styles is opted by the trainers to make them work accurately. Such type of gain by
humans makes them to have an effective work. Somewhere employees compete with colleagues
to get better rewards and incentives, having competition in between humans make firm to
achieve its targets in better manner and in efficient way (Guest, 2011). Increase in there
knowledge, skills, and abilities help them for longer period not for shorter period. Theories of
learning are as follows:
 Behavioural theory
 Cognitive theory
 Social learning theory
These are theories trough which learning becomes easy to understand. Theories are the
way which gives a human a outline to understand in correct manner. Theories helps in increasing
the knowledge for things which can be utilised at the time of working.
4 TASK 2
1 2.1 Training needs of managerial staff at various levels
Training is required at every level of organisation so that coordination can take place in
between various levels in firm (Meredith Belbin, 2011). Effective working by senior, mid level
and junior level manager leads to attain the objectives of firm in efficient manner. The need of
training for various levels are as follows:
Senior level managers: The training at this level is required to train the senior managers
in perfect manner. The employees working at this position has various responsibilities just
because they make crucial policies and make decision for the firm. Training of such employees
is done in very different manner. Senior level managers plays a crucial role in developing the
firm in right manner. The objectives they set should be attainable within the period stated.
Mid level managers: The trainers provide training to such employees in various
different manner just because they are the one who works in between senior and lower level.
Such level has to bring in coordination among these both levels in perfect manner. Their learning
is depended on the learning scope they have and how they grasp many different learning
programs in perfect manner.
Junior level managers: Their training is done more deeply than upper both levels just
because they are the one who has to follow the rules and regulation, skills, knowledge and
7

abilities are increased of such employees so that they can work in any environment and complete
the task in effective manner and in efficient way too on time.
2 2.2 Advantages and Disadvantages of training methods in (on the job method)
When a company opts the training method to increase the effectiveness of employees for
the firm (Daley, 2012). On- the- job training is provided to employees to increase their
efficiency. The advantages and disadvantages of training are as follows:
3 Advantages
Effective knowledge transfer: Through this training method a effective knowledge can
be transferred to employees because providing training with examples to humans makes
effective touch, and the understand in better manner.
Related to trainee's job: Getting training at the time of job can provide employees a
knowledge to perform task in perfect way. On job training is efficient too as human can use their
skills at the time of job in effective way. This training method is best who has less qualification
skills.
Face to face contact: Through this method a employee can receive knowledge, skills and
abilities to perform task in better way just because such training is provided face to face. Having
training face to face helps to learn something in a perfect way too.
4 Disadvantages
Costly in trainee ratio: It is costly for the organisation to organise a training
development program for the employees just because training goes for around 5 to 6 days to
provide knowledge, skills and abilities in correct manner. Trainers charges a lot amount from the
companies to train their employees in perfect manner.
Difference among instructors: In organisation training program is organised within
every 2 or 4 years. Each time trainers are different to provide training to employees. The pitfall
of this part is that employees get affected by change in trainers, and every instructor is having a
different style of providing training to humans. Employees get affected because they have to
accept the new ways of getting training within premises.
5 2.3 Systematic approach to plan a training
Before providing a training to employees it is required to plan a training program by
organisation. HSBC plan a development program for employees in range of period but it takes a
8

lot effort to organise a plan for training of humans in organisation. The systematic approach a
firm follows are defined as:
Assess training needs: It is required by company to know the needs of training for
employees. Training is required for employees to know where they are getting disturbed or
providing them a suitable skill, knowledge and abilities in correct manner, which they can use in
their work. Assessing needs gives a profound way of organising a training and development
program for human in firm.
Training objectives: After assessment of needs organisation will identify the gap in
between the training initiatives and employee set skills. The objectives gives a outline of having
training program in company. Through this a firm can organise a perfect development program
in a great manner.
Training action plan: The level or resources is required to and to perform a
comprehensive action plan it includes to have a learning theories, instructional design and
content as well. A company should choose the learning style to train their employees in a correct
manner. Firm with themselves get the feedback of employees where they are getting problem.
Training initiatives: At this stage organisation is required to think whether to organise
training session within the company or somewhere else to be coordinated. During the
development session it will be monitored to employees that whether they are working effectively
or not or any other method will be required to increase their efficiency.
Evaluate training: This is the last of training needs, as earlier point discuss about
employees will be monitored regularly to know the pitfall he/she is having and in end the
organisation will make revise that development program provided to them is successfully
organised or not.
5 Task 3
1 3.1 Techniques to evaluate training programs
Evaluation is also called as feedback or revise attempt to know whether the employees
has received training in a correct manner. Training programs in organisation is required to
increase skills, knowledge and abilities so that this thing can be with them for longer period of
time. As a HR expert I evaluated that training is very much required session for employees and
for firm as well (McKenzie, Witter, et. al., 2012). Through this type of programs it helps entities
9

to compete with other business who are same in content. There are many criteria's which is
undertaken that is need to be evaluated those are as follows:
 Change in behaviour
 Change in performance
 Training cost
 Reaction of participants
 Efficiency and many more...
Such criteria should be included while evaluating the training needs. Evaluation of
training needs in correct way, people get motivated to work in perfect manner.
2 3.2 Effectiveness of training event
Training events has effectiveness for the companies, that's why HSBC in few years
always go with the training programs in right manner. By giving such development programs to
employees leads effective working in organisation. It is trainers who have a skills of providing a
training to humans in correct manner. It depends on the employees to receive those training
programs in correct manner. Trainers do see there education qualification according to those they
divide the employees in perfect manner (Luthans, Avey, et. al., 2010). They provide them skills,
knowledge, and abilities according to those they work in perfect manner in organisation.
Effectiveness of training is done in such a way that human get motivated to perform in efficient
way.
The company HSBC early stated that they spent much more amount on training and
development of the employees in perfect manner, so that the human can perform their task in
very effective manner. Motivated human and skills gives them a belief that they can work in
great way. Through training it leads to perform better by humans and with this firms also get
towards success in this competitive world.
Effectiveness can be seen in various ways like putting them to work in various
environment and setting objectives to know there actual performance with their standard
performance setted.
10

6 TASK 4
1 4.1 Role of government in training and development
Government also plays various roles and responsibility in training and development
programs. Government has many policies regarding the training programs, which has affect on
organisation to organise development program. Government organises a different programs on
training and development for the employees, they have their own trainers they train the human in
perfect manner for the organisation, in the development program they provide salaries to human
and problem solving theories which helps in solving conflicts when work by employees is going
on (Kraaijenbrink, Spender and Groen, 2010). Trainers increase their skills, knowledge and
abilities to work effectively in corporation. It is a type of apprenticeship where government takes
responsibility to provide training and development program. Government of UK has a policy of
providing programs to increase the efficiency of employees in companies. Training helps in
increasing the effectiveness and efficiency of humans in there working scenario. Effectiveness
can be measure of employees through setting standards and their actual performance.
2 4.2 Skill and competencies impact on public and private sector
Public and private sector had the great impact of skill and competencies. Public and
private sector both look for those employees who are having a great skills and abilities of
performing in a great manner. Educational qualification has a big impact on training programs,
because it becomes easier for the trainers to provide them training as their competency of
absorbing knowledge and skills is already on higher notes. Assessment of skill and competency
impacts in huge manner. After getting information of assessment they organise a training
program for them to increase the effectiveness of working and efficiency. Skills and competency
is required by every organisation to have in their employees so that organisation can attain its
objectives and goals on time and in a correct way. An employee or human should have such
things in themselves to work accordingly, having this thing motivates a person to work in
effective way and in a mannerism.
3 4.3 How government initiative has impact on HRD in UK
Government has a great impact on HR development in UK, somewhere they organises a
program of training and development for the employees of the organisation. Impact is on
different organisation as government is taking initiatives of organising training programs with
11

this the budget of training and development of employees in firm has safely geared up. Humans
are taking knowledge and learning new skills together with many of employees together, which
leads to learn more new things from many of employees. Government do pay the humans in
training sessions, it is on the people to take benefits of those programs. Initiative of government
has increased earning profit with less budget or cost. Employees have responsibility to learn
many new things from training program and use those in their work part and solve the problem
by themselves only (Ployhart and Moliterno, 2011). Skills and competency has a great affect on
different sectors a people should have these two qualities in right manner. Government has
impact on HRD management in various ways, they do this to increase the economy condition of
their country and to increase the number of employees skills and knowledge for longer period,
and learning can be done anytime and anywhere. This motivates employees to work hard and in
effective way
7 CONCLUSION
The report has discussed about many other ways of increasing the effectiveness of
employees to get work done by them in efficient manner. Skills and knowledge and abilities can
be increased through learning and training programs. HSBC is the corporation who provide
innovative training to their employees so that they can work in effective way. Learning styles its
theories, outline of putting learning into workplace, training needs at various levels and pros and
cons of developing methods, evaluation and effectiveness of training and government role and
his initiative for training and development plan in UK. Training and development programs is
very much important aspect for the employees in the organisation. All are around discussed in
report.
8 REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
12

Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
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.
Koike, K., 2013. Human resource development (No. 2). Tokyo: Japan Institute of Labour.
Kraaijenbrink, J., Spender, J.C. and Groen, A.J., 2010. The resource-based view: A review and
assessment of its critiques. Journal of management, 36(1). pp.349-372.
Luthans, F., Avey, J.B., et. al., 2010. The development and resulting performance impact of
positive psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McKenzie, L.M., Witter, R.Z., et. al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Swart, J., Mann, C., Brown, S. and Price, A., 2012. Human Resource Development. Routledge.
Vörösmarty, C.J., McIntyre, P.B., Gessner, et. al., 2010. Global threats to human water security
and river biodiversity. Nature. 467(7315). pp.555-561.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Online
Human Resource Development 2017. [Available through]
<http://www.managementstudyguide.com/human-resource-development.htm>
[Accessed on 13th November, 2017]
13