Preparing Training Methods for Employees at Different Organisation Level

   

Added on  2020-07-23

15 Pages4668 Words338 Views
Human ResourcesDevelopment
Preparing Training Methods for Employees at Different Organisation Level_1
Table of ContentsINTRODUCTION...........................................................................................................................4TASK1.............................................................................................................................................51.1 Comparison between various learning styles .......................................................................51.2 Role of different learning curve and it importance of transferring it in various workplace.61.3 contribution of learning styles and theories when learning event is planned and designed..7TASK2.............................................................................................................................................72.1 Compare various training needs of employees on different organisation level....................72.2 Merits and demerits of training methods..............................................................................82.3 Describe systematic approach of preparing training and development plan.........................9TASK3...........................................................................................................................................103.1 Training and development program evaluation and approaches.........................................103.2 Evaluation of training program...........................................................................................113.3 Appraisal of training evaluation methods success..............................................................12TASK4...........................................................................................................................................124.1 Government role’s in training, development and lifelong learning....................................124.2 influence of development competency for companies of public and private sector...........134.3 Contribution of human resource development in training assessment................................14CONCLUSION..............................................................................................................................14REFERENCE ................................................................................................................................15.............................................................................................................................................16
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INTRODUCTIONSkill inventory is the most important aspect of organisations. This requires anintensive planning as first it needs to decide the skill set which is required for the smoothfunctioning of the organisation and then to make a balanced and coordinated job descriptionfor individual candidates. Hiring of the right candidate is not the only task of HumanResource Management. To be competitive and skilled in this era it required to polish the skilltime to time. Human Resource department conduct seminar and session to train theemployees. From hiring to retain to train the candidate the human resource departmentperform variety of tasks (Alarcon, 2011). This usually involves learning and development ofthe employees. This is done through the learning curve which involves a person growth anddevelopment by gaining new skills and experience. HSBC. is the company which engagedtrain people to become competent for job. The core belief of the company is to deliver theskill set to the people so they become independent and employable.TASK11.1 Comparison between various learning styles 1.Kolb learning style: This theory was published by David Kolb in the year 1984. Thetheory majorly focuses on the learner’s internal cognitive process. This include 4steps experiential learning cycle. The first step is based on the current experience oflearner that learner has recently gone through with some experience. In next step is tounderstand the experience. This understanding brings into existence a new ideaand finally the learner applies that understanding and idea to the world. 2.VARK Learning style:In 1987 Neil Fleming develops the VARK model tounderstand individual learning preference. This learning style is based on individual
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preference to particular objects. The model represent the acronym for V which standsfor visual learning (picture, image or video), A stand for (Audio, music, instruments),R for (Reading or writing) and K for kinaesthetic learning (Experience or activity)(Burke and Noumair, 2015). This theory states that to learn quickly and moreeffectively the learner should understand their preference of VARK model. 3.4 Mat learning style:The 4 mat learning style is based on the left and rightmovement of learner. In this theory learners are divided in 4 categories. In firstcategory there are innovative learners which attach the learning with the personalmeaning or experience. 2nd category analytical learner who goes to deep of theconcept. 3rd category common sense learners focus on the practical implication oflearning. In the last 4th dynamic learners are expose the self-truth. They encountertheir own reality and strength for the given situation1.2 Role of different learning curve and it importance of transferring it in various workplaceLearning is immense important for growth and development so as in the organisation.This gives the experience of change in the world and life. For organisation it is useful to giveinsight of skills and market to the employees so that they could work efficiently andeffectively (Coff and Kryscynski, 2011). In order to deliver the result in the optimum way itis required to deliver the learning in the style that facilitate the best outcome. Learning styleat HSBC:-1.Planning for the workforce tasks: This Learning Curves are important for theplanning of various tasks for the employees as well the increase the return oninvestment. Based on different learning style employees become expert in aparticular decision making. As analytical learners make more observational decisionwhich is required for the organisation to gain the competitive advantage. 2.Performance monitoring: Another important is to monitoring the performance.Monitoring of performance is required to control the behaviour’s and actions ofemployees whenever they go beyond the power of the authority or incorrect withsituation. These save the resources of the organisation as well as hinder theorganisation from the wrong decision of individual (Crismond and Adams, 2012).
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