Human Resource Management - HSBC Bank

HUMAN RESOURCE
DEVELOPMENT
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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.
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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
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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.
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