Exploring Learning Styles and their Impact on Effective Training Delivery

The provided assignment content discusses various aspects of learning styles, including Kolb's experiential learning model and VARK (visual, auditory, read/write, kinesthetic) model. Additionally, it touches on different learning curves, such as the learning curve by Myers Briggs, Honey and Mumford, and more. Furthermore, the content includes a schedule for training sessions, which covers topics like decision making, communication skills, time management, leadership, and stress management. The evaluation methods used in these training sessions are also outlined.

HRD

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles .......................................................................................................1
1.2 Learning curve and its importance........................................................................................5
1.3 Contribution of the learning style in the induction training and practical implementation of
induction training .......................................................................................................................6
TASK 2............................................................................................................................................6
2.1 Compare the needs of the training at different level of Green and company........................6
2.2 Advantages and disadvantage of training methods...............................................................7
2.3 Plan of training and development for the staff at various levels ..........................................8
TASK 3............................................................................................................................................9
3.1 Evaluation of the induction training programme..................................................................9
3.2 Techniques for evaluating the success of the induction training programmes.....................9
3.3 Evaluation of induction training assessment techniques ....................................................11
TASK 4..........................................................................................................................................11
4.1 The role of Government in training, development and life long learning..........................11
4.2 Competency and skilled based assessments of UK programmes........................................12
4.3 Contemporary training initiatives by the UK government for the development of human
resource ....................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

Illustration Index
Illustration 1: Kolb learning style...................................................................................................2
Illustration 2: VARK model.............................................................................................................3
Illustration 3: Myers Briggs model .................................................................................................4
Illustration 4: Honey and Mumford model......................................................................................4
Illustration 5: Learning curve...........................................................................................................5

INTRODUCTION
Human resource management in an important function of an organisation which is
designed to increase the efficiency and performance of the employees. HR manage takes care of
all the things which are related to the employees. He is responsible for recruiting, training,
payroll, appraisals and exit interviews (Lincoln, 2015). The business environment has become
more complex in the recent past and the organisation needs highly motivated and productive
employees. The report is based on the Green and company which is a family owned business.
The company has the reputation of selling the high quality shoes in the market. Recently they
have been facing paradigm shifts in the organisation because of new recruitments of line
managers and graduate management trainees. Furthermore the plans, induction process, training
and development process of Green and company has also been included in the report.
TASK 1
1.1 Different learning styles Use
The induction programme of Green and company is for two days and the main topics
have to be covered are mission statement, objectives, history of the company, pay and benefits,
holidays, HRM policies, terms of employment, health and safety policies and the rules and
regulations of the company. It is important for the company to decide their priorities.
Day 1
To revise the induction training programme for new employees at Green and Company,
HR manager of corporation will initiate with introduction of the corporation which will
associate its mission, objectives, background history and other factors. In addition to this, there
are various kind of learning styles that will include background knowledge and statistics which
reflectors try to learn through doing as well as group discussions.
Health and safety is important for new people in the organisational workplaces. In
addition to this, new trainees will require to know health and safety policies and procedures.
Furthermore, HR managers also organizes some role plays (activists) to leave the building
during emergency situations. Furthermore, feedback and comments can be taken from the
trainees and any queries are given to ensure pragmatists are learning then a break for all trainees
to consider information and knowledge and allow theorist time to think in the firm.
The after, HR manager explains terms and conditions of employment, pay and benefits,
holiday as well as sick pay. These topics are also covered to give better information and
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knowledge about organisational rules and policies. In addition to this, HR manger asks any
queries regarding overall procedure which aid to clear doubt of new trainees.
Day 2
In the second day, trainees will get on the job training at the workplaces. Management
of Green and company will be assigned coach to provide better knowledge and information. In
addition to this, Coaching is linked with pragmatist learning style which will help trainees a more
intensive approach of training as they do job with experienced staff members. Furthermore,
pragmatists will learn by monitoring activities as well as discussions during job time. According
to case study, Green and Company continuous follows production method because this process
aids the organization to provide better knowledge to graduates.
Different learning styles
Kolb learning style VARK model Myers Briggs model Honey and Mumford
Kolb has identified
four stages of learning:
Concrete experience,
Reflective observation,
abstract
conceptualization and
active
experimentation.
It allows the
employees to lean
various things by
observing them.
Green and company
can implement this
model as it has various
process which requires
training.
VARK model has four
parts: visual, audio,
reading and
kinesthetic.
visual involves
diagrams, charts,
pictures and videos.
Audio involves
lectures, seminars and
web chats.
reading includes
magazines, journals,
internet, reports ans
essays.
Kinesthetic consists of
on the job training
methods.
It recognizes
individual talents and
strengths of the
employees. It has four
dimensions which
includes sensing
versus intuition,
thinking versus
feeling, judging
versus perceptive and
extroversion versus
introversion.
It is based on Kolb
learning style. It has
four types of learning:
Activists, theorists,
Pragmatist and
reflector. Green and
company can organise
sessions wit experts
who can provide
training to the new
employees.
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3
Illustration 1: Kolb
learning style
(Source: Learning styles, 2013)
Illustration 2: VARK model
(Source: Overview of Learning styles. 2016)

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Illustrati
on 3: Myers Briggs model
(Source: Overview of Learning styles, 2016)
Illustration 4: Honey and Mumford model
(Source: Learning styles, 2013)

1.2 Learning curve and its importance
The performance of an employee improves with experience and time. Learning curve is a
graph which shows the increase in productivity of an employee over a period of time. Green and
company has adopted new technologies which can be very useful to reduce time and cost.
Learning curve can also be used to set standards of production for the employees (Overview of
Learning styles, 2016). The induction programme should be designed in such a way that it
improves the performance of the employees. Induction programme can help the management to
shorten the learning curve of the employees.
It can be seen from the graph that the performance of an employee improves with
experience. Initially he takes more time to learn the skills but with time his performance
improves (Mehta and Chugan, 2015). Learning curve can be very helpful for Green and company
because it will enable them to measure the performance of the employees. The senior employees
are more efficient and productive then the young staff (Zibarras and Coan, 2015).
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Illustration 5: Learning curve
(Source: Overview of Learning styles, 2016)

1.3 Contribution of the learning style in the induction training and practical implementation of
induction training
Green and company can adopt learning style in their induction programme as it will help
them to improve the performance of their employees. It will build positive environment in the
organisation. They should use more than one style of learning (Uddin and Islam, 2016). The
induction programme can begin with the use of VARK model. It will allow new employees to
understand the culture, objectives, working conditions, organisational structure, rules and
regulations of the company. They can use Kolb learning style to develop the skills and
knowledge of the employees (Overview of Learning styles, 2016). The senior staff should be
included in the induction programme and their experience can be used to train the new
employees. Green and company is a shoes manufacturing firm and they have to ensure that the
standards of performance is communicated to the employees. Learning graph for each individual
can help them to monitor the progress and development. They can use Honey and Mumford
model of learning for the senior employees (The learning curve, 2007). It will allow them to
develop themselves and adopt new techniques of the company.
TASK 2
2.1 Compare the needs of the training at different level of Green and company
Training and development improves the skills, knowledge and capacity of the employees.
It is a continuous process and helps the organisation to improve their efficiency. There are many
ways to train the employees like seminars, mentoring, on the job training, lectures etc (Tandon,
Saxena and Chitkara, 2015). Green and company has three types of staff: Line managers,
graduate management trainees and senior managers. All of them have different needs of training
in the company. So, it is important for them to take into consideration skills required,
qualifications, cost, time and depth of the knowledge. The needs of the training at different level
of Green and company are as follows:
Graduate management
trainees
New line managers Existing managers
Graduate management trainees
needs on the job training and
mentoring so that they can
The new lines managers needs
technical knowledge about all
the processes of the business.
Existing managers needs
training to use the new
methods of production and
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understand the working of the
organisation. They have to
develop problem solving and
decision making skills.
They have to be trained so that
they ensure that the standards
and the quality is maintained
in the organisation.
technology. They have to
guide and mentor the new
employees. They have to
improve the skills and
knowledge of the new staff.
2.2 Advantages and disadvantage of training methods
Green and company needs to adopt different methods of training for the three types of
staff. it will allow them to focus on the needs of the employees. It will make the training
programme more effective and productive for the company. The new employees will become
more committed and stay with the company for a long period of time. Green company can use
off and on the job training methods (Vaiman and Brewster, 2015). The best training method for
the graduate management trainees is on the job training. A senior manager can be appointed as a
mentor for them. He would be responsible for their training and development. The new line
managers also need practical knowledge about the work of the company. So, for them also on the
job training is the best option. The senior manger have to be given off the training (Datta, 2015).
Green and company can organise seminars, conferences, lectures and simulation exercises to
teach the senior managers.
Types of staff Advantages
Graduate
management
trainees
 Better understanding of the company.
 Development off skills and knowledge
New lines managers  Increased technical knowledges
 The standards and quality of the products is maintained
Existing managers  Increased productivity
 Mentors for the new employees
Advantages and disadvantages of training methods
On the job training Off the job training
Advantages  Less expensive  Better knowledge about the
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 It takes less time to acquire the
knowledge.
 Easier to learn rules and
regulations of the company
work
 It does not affect the
productivity of the company
as the employees are not
trained on the job.
Disadvantages  Can be disorganised
 Lack of experienced trainers
 Long training period
 Lack of practical knowledge
2.3 Plan of training and development for the staff at various levels
Green and company can use on the job and off the job training methods for their
employees. The plan for training and development of staff is as follows:
Definite needs and goals: The first step is to identify the needs of training. Green and
company has different needs for the various types of employees (Chang and Chang, 2015). The
objective of training could be how to use machines, technology, learning a new process or
method, stress management etc.
Identification of employees and planning: The next step is to plan the entire training
process. Some training like time management, companies policies etc can be given to all
employees (Negrao and et.al., 2015). The line managers should be given technical knowledge.
While the management trainees should be given on the job training. The senior managers needs
seminars, conferencing, vestibule and simulation training to understand the changes in the
process. A regular training schedule has to be formulated which has time frame for each skills.
Implementation: Green and company should implement the two day training program
for its employees (Liu,Robinson and Lee, 2015). All the three types of staff should be trained
separately a they have diverse needs of training.
Evaluation and control: Green company has to ensure that the company is getting
benefits from the training. The performance of the employees should be monitoring to track their
progress (Le, 2015). They can use learning curve to ensure that their productivity and efficiency
has increased.
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In order to satisfy training and development needs of staff members at various levels ADDIE
model plan will be used through which training can be delivered by following series of activities
which are as follows:
Analyse: It is the first stage where the need of training will be analysed. At green company
training is required for various purpose and one of the main motive is to enhance efficiency of
the staff member. Further, training on working with advanced tools is needed so that employees
can better satisfy requirement of the customers (Vaiman and Brewster, 2015).
Design: In the next stage effective program will be developed with the motive to meet learning
objectives. Through this level of knowledge along with skills can be enhanced easily. Apart from
this, overall duration will be 3 days and different methods will be undertaken which are group
discussion, workshop, on the job training etc
Development: In this stage the overall content being undertaken for training purpose is tested.
Further, it will be ensured whether the assembled content is appropriate or not
Implementation: It is the stage where actual learning takes place and main focus is on meeting
with the learning need of employees working in green company.
Evaluation: It is the last stage where it will be identified that learning took place was beneficial
or not and loopholes are identified so as to impart better knowledge to the individuals present
within the workplace (Weerakoon, 2016).
Training program for less experienced managers
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10
Time Training need Activity/Method Material Evaluation
Day 1
9:00am-11:00am
30 minutes tea
break
12:00am-
14:00pm
14:00pm-
15:00pm Lunch
15:00pm-
16:00pm
Day 2
10:00am-
12:00noon
30 minutes tea
break
12:30pm-
14:30pm
Decision making
Communication
skills
Time management
Leadership
Stress
management
Lecture
Coaching
Lecture
Training
Coaching
Presentation
slide
Coaching
assistant
Presentation
slides
Expert advice
Presentation
slides
Asking different
questions
based on
decisions
Expert
observation
Personal logs
Giving them
situation to
handle team
Providing them
situations
which leads to
stress

TASK 3
3.1 Evaluation of the induction training programme
Green and company can use following methods to evaluate the training programme:
Observation: Those employees who have received technical skills can be observed to
see the change in their performance (Rao, 2016). Green and company can use observation
method to evaluate the performance of the senior managers in the company.
Interviews: Interviews with employees can help the management to know the opinions
of the employees who have received training (Fay, Shipton, West and Patterson, 2015).
Interview method can be useful to make changes in the training process.
Profitability: The training programme can be evaluated by comparing the profits of the
organisation before and after the training. Green and company has to spend huge funds and
resources to train their employees (Krausert, 2015). So, it is important to find out the
performance of the employee after they have received training.
3.2 Techniques for evaluating the success of the induction training programmes
There are various methods which can be used by Green and company to ensure that their
training programme has been successful (Weerakoon, 2016).
Deniz Eseryel model: This model has identified six approaches which can be used by
Green and company:
 Goal based evaluation: It evaluates whether the goal of the training has been achieved or
not (Gamage, 2015).
 Goal free evaluation: It analyses the benefits which are received from the training (Kapil,
2015).
 Responsive evaluation: It is based on the requirement of the management.
 Systems evaluation: It studies whether the training has been effective or not.
 Professional evaluation: In this method an external party is appointed to find out the
effectiveness of the training programme (Fay, Shipton, West and Patterson, 2015).
 Quasi legal evaluation: It involves enquiry and in depth evaluation of the training
programme.
Donald kirkpatrick's model: It has four level of training evaluation:
 Reaction: It measure the satisfaction level of the employees who have received the
training (Mehta and Chugan, 2015).
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 Learning: It measures the increase of skills and knowledge of the employees.
 Behaviour: It measures the change and improvements in the behaviour of the employees.
 Results: It evaluates the performance of the company after the training programme
(Vaiman and Brewster, 2015).
Level Focus Employees targeted
Reaction Employee's perception Existing managers
Learning Skills and knowledge acquired New lines managers and Graduate
management trainees
Behaviour Change in behaviour Graduate management trainees
Results Impact on the company Performance of Green and
company
Green and company can use these to models to evaluate the success of the training
programme.
3.3 Evaluation of induction training assessment techniques
Green and company has to evaluate their assessment technique to see if it has been
effective or not (Uddin and Islam, 2016). They can even prepare questionnaire which will allow
them to gather the response if the entire workforce. Those employees who have received
trainings can be given challenging tasks to evaluate their skills and knowledge. Their reaction,
behaviour, problem solving skills and efficiency can be measured on the basis of it
(Liu,Robinson and Lee, 2015). Green and company can use Donald kirkpatrick's model and its
approaches to carry out this assessment. They can even use ROI model for the assessment. This
model takes into consideration growth, behaviural changes, reaction and skills attained by an
individual. Some of the methods which can be used are:
 Benefit-cost ratio
 Payback period
 Utility analysis
 360 degree feedback
 Performance teams satisfaction
 Balanced scorecard method
 HRD benefits forecasting
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Green and company can use all these techniques to find out the benefits of the training
programme. The performance of line manager can be accessed with the help of Benefit-cost
ratio, 360 degree feedback and Performance teams satisfaction. On the other hand, graduate
management trainees can be evaluated by 360 degree feedback, Balanced scorecard method,
Learning and behavioural changes (Tandon, Saxena and Chitkara, 2015). The senior managers
can be evaluated by Utility analysis, HRD benefits forecasting and reactions. Apart from this,
Green and company can take interviews of each employee to analyse the skills and knowledge
that they have attained.
TASK 4
4.1 The role of Government in training, development and life long learning
UK Apprenticeship Training and Development (UKTD) and Skills Funding agency have
been contributing in training, development and life long learning (UK government skills funding,
2016). The government has realised the importance of private sector and their role in economic
development in the country. So, they have been funding and promoting apprenticeship
programmes all over the country. They provide professional license to the people who have
undergone their course. It has given many opportunities to the people of the nation to build their
career in a particular sector. They also keep a check and maintain standards in all the industry.
The UK government has made it compulsory for all employers to invest at least £3 million each
year in apprenticeships (Negrao and et.al., 2015). They are also funding skill development
programmes in the country. This will allow Green and company to enhance their performance in
the market. The help form the government has developed apprentices. It has improved the skills
and knowledge of many people. Green and company needs to follow the guidelines of the
government (Tandon, Saxena and Chitkara, 2015). They have decided to take part in the
apprenticeships programme of the government which will benefit the entire organisation. They
can get highly skilled and knowledgable employees in their company.
4.2 Competency and skilled based assessments of UK programmes
The UK government has established standards for ensuring the competencies of the
employees in the nation. They have included many organisations with them to accomplish this
task (Psychogios and et.al., 2015). The programmes has focused on the development of skills and
knowledge of an individual. Green and company has made lot of changes in their organisation.
They have recruited many new employees on different job positions. The biggest problem for the
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company is that the young employees lack skills and long term commitment. The development
programme of UK government has been beneficial for private as well as public sector (De Silva
and Opatha, 2015). It has improves the skilled force in the country and this has improved the
efficiency of many organisations. The apprenticeships has allowed Green and company to train
and develop new employees who can take challenging positions in the future. The regular
training program helps them to understand the working of the organisation. They take less time
to adapt to the company as they are fully aware about the working of the company. Green and
company also exports goods to other nations (Zibarras and Coan, 2015). They have to maintain a
certain standard for their products. Apprentice method can be very useful for the company as it
will help them to grow at a good pace. The competency movement has been very helpful for the
public as well as private sector in UK.
4.3 Contemporary training initiatives by the UK government for the development of human
resource
The initiatives of UK government includes Investors in People (IiP) standard, national
Vocational Qualification (NVQs), apprenticeships and national training awards. The UK
government helps many organisations to find skilled and competent employees. It has helped in
filling the gap between labour market and the industry (UK government skills funding, 2016). It
has improved the efficiency and productivity of the people. The employers are included in the
apprenticeships programmes which helps them to recruit trained professionals in the company.
Green and company has to spend less resources and time on the development of their new
employees. It ensure that the quality of the products are maintained throughout the life of the
company (Vaiman and Brewster, 2015). UK government has spend huge funds for the
development of skilled labour force in the country. Many courses have been started which gives
certificates to the people and this helps in maintaining the standard of the employees. There are
also many educational institutes in the country which are providing excellent education to their
students. Green company's initiative take part in the apprenticeship programmes of the
government will give them lot of benefits in future (Uddin and Islam, 2016). The competency
movement of the UK government has many positive effects on the country.
CONCLUSION
It can be concluded from the above that human resource management plays an important
role in the success of the organisation. It is essential for a company to design and develop its
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induction and training programme for the long term survival of the business. Green and company
can make use of learning curve to monitor the progress of their employees. They have to use
different methods to develop their graduate management trainees, new line manager and existing
managers. They need to evaluate the success of their training programmes to ensure that the
entire company is benefited from it.
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