Strategic Human Resource Management

This assignment delves into the field of strategic human resource management (SHRM). It examines how SHRM practices influence organizational performance and employee outcomes. Students are expected to analyze relevant research and theories, including concepts like human capital, performance management, and talent development. The emphasis is on understanding the multifaceted role of SHRM in shaping a successful organization.

HUMAN RESOURCES
DEVLOPMENT
Table of Contents
INTRODUCTION.....................................................................................................................................4

TASK 1.......................................................................................................................................................4
1.1 Compare the learning styles in human resource development theory................................................4
1.2 Role of learning curve in apple and impotence of transporting learning............................................5
1.3 Contribution of both learning styles and learning theories when planning and designing a learning
event........................................................................................................................................................6
D1............................................................................................................................................................7
TASK 2.......................................................................................................................................................8
2.1 Compare the training needs for Manager, Supervisor and customer service assistant.......................8
2.2 Assess the advantages and disadvantages of using different training methods..................................9
2.3 Using a systematic approach, plan the training and development for managers..............................10
M1.........................................................................................................................................................11
M3.........................................................................................................................................................11
TASK 3.....................................................................................................................................................11
3.1 Need an evaluation, evaluate the training?.......................................................................................11
3.2 valuation of the training events........................................................................................................12
3.3 Review of the evaluation methods used for success........................................................................12
M2.........................................................................................................................................................12
D2..........................................................................................................................................................13
TASK 4.....................................................................................................................................................13
4.1 Role of the UK government in training, development and lifelong learning for the under 25’s
sector.....................................................................................................................................................13
4.2 Development of the competency movement has impacted on both the public and private sectors of
the UK economy after the recession......................................................................................................13
4.3 Training initiatives the UK government has contributed to the human resource development of both
public and private companies................................................................................................................14
D3..........................................................................................................................................................15
CONCLUSION........................................................................................................................................15

INTRODUCTION
Human resources development is frame in the company for helping employee develop
their personal and organisation skills, abilities and knowledge (Werner and DeSimone, 2011.
). This function include the many opportunities as employee training and development, work
performance, monitoring, coaching, planning foe succession and organization development. It is
systematic approach with the efficiency of employee is improved and it is a continue process to
establishing and developing better inter-personal relations with in the employees and
organization. It stresses on developing relationship based on help, trust and confidence of the
workers and it also helps to collect useful and objective data on employees programs and policies
which further facilitate better human resource planning.
Apple is a multinational technology company that design and develop consumer electronics,
comports ad software with providing online services. This company is the world largest
information technology company with the highest revenue. It’s provide hardware products
include the i phones, laptops, i pod media players and smart watches. Apple Company use the
learning styles in the development of their employer’s performance as well as organization
performances. The managers are create an interpersonal relationship with in the employees and
the management system.
TASK 1
1.1 Compare the learning styles in human resource development theory
Apple can created continue scope in the training and development of the human resources
development on the different learning theories and styles (Knowles, Holton III and Swanson,
2014). The company changed their core objective and focus to create a challenging situation for
the workers to adopt the new culture change in the organization system.

Different learning style- There are many learning styles that are followed by the
individual employee for designing and planning learning and training facilities. There are four
basic type of learning style mostly use in the employee at different work context.
Assimilating- These type of learner are more logical analytical and theoretical in the
nature. Learner are need logical explanation in the action or ideas rather than practical
implementation. Company adopting these type of people with the les interest in other people
objectives and depend on logic or abstract material use in the decision making.
Accommodating- These type of learner prefer the examining the findings and logics given by the
other peoples and to take decision based on heir knowledge and experiences (Bratton and Gold,
2012). Company adopted these type of employees to suit in the new challenges and get the new
opportunities arise.
Diverging- These learners typically don’t take decision because they observe the
different type of action ideas of the other peoples. Apple adopt these type of workers because
they are work in a group and generating the ideas for specific situation.
Converging- Company adopt the people to make decision and provide the best
practical application and solution with the ideas, theories of the problems. These are best in the
technology part of the organization for innovating new techniques and ideas and they can be use
the brainstorming technique for apply the theories and ideas to help in the excogitation.
Learning style followed by the apple-
Apple Company implement the combination of the learning styles for their workers. It’s
creating the new environment and the challenges are adopted by the employee to increasing the
workers capabilities for the appropriate purpose (Ghai and Vivian, 2014). Company design the
training and development programs as per the learning styles initiating the new programs are
performance appraisal of the employees, coaching, role playing methods and different
workshops.

1.2 Role of learning curve in apple and impotence of transporting
learning
Learning curve- Company adopt the learning curve to show the experiential process and
stages of different learnings in a graphical format. Company use the learning curve according the
requirements and the structure values. Business structure changes itself the learning curve also
change to represent the new requirement of the firm and their employees (Cummings, T.G. and
Worley, C.G., 2014
). Learning curve present the process of getting the new efficiency and improvement with the
continuous learning experience by the employees and the organization. As per the company
change its different functional areas and values that the employee are faced the new challenges
and gaining the new opportunities. Workers are need to improve the learning experience for their
skills development to get th4e more adaptability. The manager were introduce the new categories
of the learning facilities to provide the employees to increases their abilities and efficiency of the
work.
Importance of knowledge transfer- The management, supervisors, employees and experts all
share they own ideas, findings, experience, analysis, expectation and needs in the different work
environment (Cascio, 2014). Employees use the work book, role playing techniques, workshops,
managers advise, transferring the knowledge to help in the developing the skills, abilities,
improving performance and experiences or understanding the core value of the company.
Impact of learning curve in the company- A learning curve impact on the different ways in e
company structure and values or employees skills and abilities. A proper allocation of practical
experiences and knowledge with the use of different appropriate learning tools for transferring
the experiences and knowledge. The proper knowledge sharing by the experts to help the
employees to detect the requirement of the different skills, career opportunities and gain the
productivity in the business operation and function (Daley, 2012). Apple firm use the successful
application of knowledge for transforming tools play a vital role to achieving the organization
galas and objectives. These different factors of the learners to find the gap between the
performance examinations with the prescriptive and create the value for money finished the
decision with the learning curve activities. Employees can foresee to creating opportunities for

self-development and finished the performance factors to earn the capabilities for gain the new
resources.
1.3 Contribution of both learning styles and learning theories when
planning and designing a learning event
Contributing the learning styles and theories- Thee are many types of theories with the
theoretical framework of learning process and applications use by the apple company. And
different learning styles present the appropriate learning methods employee’s work that need to
be designing the training events (Kusluvan and et. al, 2010). Company discovering the many
events fir the employers, theories for judgment out methods with the helpfulness in the company.
Relationship among the learning styles, theories and events in the company- Company
designing an appropriate learning events human resources manager of the company need to
identify the different learning styles and theories according to the company capabilities. There
are different learning theories provide the more different appropriate learning ways to
explanation of the theoretical styles. And styles of learning present the base for designing the
new learning facilities for the employers to learn the new things (Gruman. and Saks., 2011). A
learning event is the application of the all learning theories and styles that are related to the
different work context in the company. A learning event create the strength up the employee’s
capabilities and skills with the similar skills of the leader of the different group. It’s creating the
new knowledge, efficiency in the work best outcome in the units.
Contribution of the learning theory and event- Apple company identify and followed
the different learning styles and theories for effective applications use in the raining facilities and
system foe the employers. Company adopt the learning style which match the present scenario
according to the company goals and the all working people are important in the implementation
and creating the learning events. This event fulfil the employees and company needs and wants
and standing to the production in the c0omunication tool and theory use in the quick acquisition
pattern and different tools. Acquisition of the theories to acknowledge by the theories with the
different learning acquisitions patterns the new patterns to complete the company objective.

D1
Assimilating- These type of learner are more logical analytical and theoretical in the
nature. Learner are need logical explanation in the action or ideas rather than practical
implementation. Company adopting these type of people with the les interest in other people
objectives and depend on logic or abstract material use in the decision making.
Accommodating- These type of learner prefer the examining the findings and logics given by the
other peoples and to take decision based on their knowledge and experiences (Steffen and et. al,
2015). Company adopted these type of employees to suit in the new challenges and get the new
opportunities arise.
TASK 2
2.1 Compare the training needs for Manager, Supervisor and customer
service assistant
Training needs at different level- There are different level in the apple company such as
managers, supervisor’s, employee and expert that they need the learning styles and theories.
Company adopt the different level of the turning for the different level of organization function.
Every employee of the company perform eth work according their skill and efficiency. There are
many training need at management and operational level. In the management level of the
company are including the mangers, supervisor and exports they need to different level of the
trading than the operational level.
The management level use the different tools and techniques for training need. Various
training need at the management such as role playing technique including the different role of the
other people to different the employees personality. Performance appraisal is techniques to
identify the work level of the manger and give the rating according to their work performance.
Workshop technique to create a work shop for employee to get the new thing and finding for the
problems. At the management level training techniques are helpful in the increases the work
efficiency. The objective of the training nee at the management level to increase the decision

making ability analysis the improvement areas, develop the career path team leadership and
practical knowledge.
Operational level need the training for the employers and the small workers.
Supervision in operation level helps to supervise the employers to manage the work of the
employees according to their accountability level. Attachment to a manager in operational
management helps the employees and the employers to understand the behaviour and the
working skills between them and helps to understand the work ability. Workshop helps the
employees to increase their creativity skills and the ability of present their work on every
situations. In this levels all the groups of employees are very well known about their field of
work their traits and the opportunities on their working premises. They defines their work on the
basis of their work appraisal and then making the more possibilities to make their performance
better. Operational management requires more capability of the employees work then the other
fields.
2.2 Assess the advantages and disadvantages of using different training
methods
Performance appraisal – the advantage of this method is that the employer is very well known
about the every employees working capability in the organisation and make feedback easy to
them. Disadvantage of the performance appraisal is that by their performance appraisal
sometimes it make the negative comments and the of these comments is that the behaviour and
the working power of the employee is decreased and the result of this is the employee going to
be demotivated.
Performance log - The advantage of the performance log is that the complete tracking of
the employees work history and they identify the strength and week ness of the employees. By
providing employees their feedback it helps to them more motivated. The disadvantage of the
performance log is that by the performance improvement of the employee is might be
undermined due to his past failure in a task.
Workshop – By the workshops employees improve their practical experience and
criticism and make their ability of work better. It also helps to understand the new
responsibilities of the new task and the previously tasks and make their leadership skills better.

The disadvantage of the workshops that criticism might be demotivated the employees to
participants in the many tasks of the company and make difference in their implicit knowledge
and their practical knowledge may vary. It will make employees demotivated and them less
creative if the discrimination or the misunderstanding is flow in the tasks and the workshops of
the company.
Performance Coaching – by the performance coaching employees have the proper
guidance of their work they are doing and learn more skills that helps them to make their work
and performance better. On the other hand discriminatory coaching make their performance and
ability of work is weak and provide the wrong direction to them. The result of this is that they do
not participates in the other task of organisation.
2.3 Using a systematic approach, plan the training and development for
managers
` Training and development for a group training event
Apple Company need anew and faster adaptability of the employees to changing the business
environment focus on appropriate training events for the group performance. Company create a
training event with more effective abilities and involvement of the external experts to solve the
problem in the training events. Apple company management team and experts provide the best
solution of the employee’s problem and implement according the environment adjustment to
assist the employees to better performance in a group event with more efficiency. Company
create this session by making cost is low because the employees working their skills and their
work abilities that only experts and managers will identify or conduct the training applications
for environmental change.
Training process of the event
Company involves the external experts to make the training event process more effective
with the company management team and make the employees motivated. Training process of the

event include the various steps such as observes activities and performance, experts discuss the
problem, provide solutions of their problems to management and the employees at the and
solution for training events and make adjustment the management and the employment needs.
Managers before observes the gap in the performance and the numeric output come with their
work reports, employees activities, comments of managers and observation make by the experts.
They will Cree a report the findings and expectations to the experts in the training events
process. The experts will suggest a structure and the environment solution and providing the
adjustment for the management performance, guides and performance appraisal of the
employees. The company management team will make a nessacary adjustment to their company
structure and involvement the different human resource strategies. Company employee will join
the next step to create the report to get the solutions and the expert make a combine solution for
the management level with setting the strategies, the training event held the managers to gaining
the experts’ advice for adjust the structure and the employee receive guldens for improving the
performance.
M1
Identify strategies to find appropriate solutions by the company managers to solve the problems
of the employers. Company involves the external experts to make the training event process
more effective with the company management team and make the employees motivated.
Training process of the event include the various steps such as observes activities and
performance, experts discuss the problem, provide solutions of their problems to management
and the employees to get the solution for training events and make adjustment the management
and the employment needs. Use the problems strategy to identify the best training techniques for
he employers.
M3
Mangers responsibility to manage the performance, guides and performance appraisal of the
employees. The company management team will make a nessacary adjustment to their company
structure and involvement the different human resource strategies. The experts will suggest a
structure and the environment solution and providing the adjustment for the management
performance, guides and performance appraisal of the employees. The finding the new

appropriate techniques to use in the learning programs for the employer to increase the skills and
knowledge about the practical department of the company.
TASK 3
3.1 Need an evaluation, evaluate the training?
Need of evaluation methodology evaluation help to find out the all outcomes, process of
actin and identify he gap between expected and actual outcomes (Guest, D.E., 2011
). This mythology use for identify the appropriate solution and reform the process of action,
approaches and outcome of the training event. The evaluation can use by the company to assess
the value and exercise arrangement of the employees by the managers. Evaluation at the top level
management company use for analysis the actual performance and the outcomes and the
expected outcomes of the company. There are the many objective of the evaluation –
Process of the documentation in the training to include the discussion records knowledge
to set the productivity, statement of the managers and change the customer’s opinion.
Documents use in the evaluation for asking the question o a person, individual
characteristics to identify the knowledge and position.
3.2 valuation of the training events
Company created a training programmed to improvement and adjustment of the
management activities and get a successful outcomes by the employee performance (Kehoe. and
Wright, 2013). Company employees receive a educate manager support and guidance given by
the experts to improvement in their performance. The management team identify the
requirements, performance, gaps, business expectations and experts provide solution to the
employees and managers for achieving the goals. Employees adopt the expert solution and made
adjustment in their functional activities with improvement and development the needs with the

employee participation and support of the managers and experts to give the new ideas of
trainings facilities suited in the work environment.
3.3 Review of the evaluation methods used for success
Evaluation methods used for a review all training event activities and process. The
evaluation me to use for the success of a training event to identify the best approaches for the
event of the company (Huselid and Becker, 2011). The evaluate process in the training event to
identify he problems and needs require in the event and wince to reapplied and age for the
effective output and analysis the better participation of the managers and the employer. In the
review the evaluation method all participants are involved in the assessment of the event to
ensure the visibility and the reliability of the evaluation method use for the expert opinion of the
training event.
M2
Company use the appropriate techniques in the training and development programs use
the evaluation methodology. The evaluation can use by the company to assess the value and
exercise arrangement of the employees by the managers. Company created a training
programmed to improvement and adjustment of the management activities and get a successful
outcomes by the employee performance. The evaluation use to identify the appropriate solution
to identify and review the all process and activities including in the training events.
D2
The responsibility of the managers are use the different training events for increase their
and employers performance. Employees adopt the expert solution and made with the adjustment
in their functional activities with improvement of the performance (Ployhar. and Moliterno,
2011). In the training events managers are take the responsibility for the any mistake to affected
on the employers performance. Employers take the responsibility to get the best advice given by
the experts.

TASK 4
4.1 Role of the UK government in training, development and lifelong learning for the under 25’s
sector.
Human resources development is important for an organisation growth in the stay with
the competitors. The government of the U.K. realize the training and development programmers
and their needs and designing the different training events for public and private companies of
the U.K. Government focus on the improvement of the performance deployment of employees of
the apple company the government self-directed learning the new opportunities to develop the
learning style and theories (Maurer, M. and Githens, 2010). In the process of learning to learn by
the employees through the experience in practical programmers and best facilities of the training.
The government documented have a static for requirement of the new assets part of the economy
and the government takes to deal with the desire in different motion and trainee the employees
for a specific objective. Government change the hour method according to the ability of work of
the employees.
4.2 Development of the competency movement has impacted on both the public and private
sectors of the UK economy after the recession
The combination of the skill knowledge, experience and different competencies are
moved and share the different learning and training events between the managers, leaders,
employees, trainers and external experts. Development of the competencies to help the to help
knowledge experience and improve the ability of work and performance of the employers in the
different work force (Jiang, K. and et. al., 2012). The organisation focus on the training events to
improve the profitability productivity, ability of decision making, team management and
standard of the skill. U.K. private companies maintain the quality services to provide the
customers good working environment, good relationship and design the best training and
development events to achieve the best successful; outcome. There are many firms provide the
friendly environment for their employees to help in the decision making. U.K. public sectors
focus on the improvement of the working environment to present the a good working

environment context. They firms receive he support of the government to develop in the training
events and employee ideas and change in the work place.
4.3 Training initiatives the UK government has contributed to the human resource development
of both public and private companies
Contempory training event and assessment
U.K. government create a contemporary learning and training event for the public and private
companies (Cunningham, 2010). These companies introduce for the success of the training
programmers to show the successful result. The training programmed assessment is a learning
and development technique for the employers in the company work environment. It is a practical
approach to provide the new learning for the development of the skills. The government
identifies the methods of the company work force in the different operation level to the technique
skills.
The effects of contemporary learning events in apple the learnings and training
programmers use for the replacement of the old facilities of training that focuses on the only for
achieving the goals of organisation and objectives (Gennaioli and et. al, 2011). Apple companies
create a new organisation structure to require the adjustment in the services productivity and
performance of employees and adopt the training facilities suited on the requirement of the
company. Company get the result of successful training and learning events to provide the better
services with the benefit, growing compete advantage and increasing the services value are
increase the result of the wealth.
D3
According to me the UK government help to public firms to use the training programs for
increases the performance of the employers (Miranda., 2012). The organisation focus on the
training events to improve the profitability productivity, ability of decision making, team
management and standard of the skill. U.K. government create a contemporary learning and

training event for the public and private companies to help in increases the productivity and the
work environment for their employers.
CONCLUSION
On the basis of this report that conclude that the human resources development function
include the many opportunities as employee training and development, work performance,
monitoring, coaching, planning foe succession and organization development. Apple is a
multinational technology company that design and develop consumer electronics, comports ad
software with providing online services. This company is the world largest information
technology company with the highest revenue. It’s provide hardware products include the i
phones, laptops, i pod media players and smart watches. To identify the different learning styles
in human resource development theory and analysis the role of learning curve in apple and
impotence of transporting learning. Determine the training needs for Manager, Supervisor and
customer service assistant and the advantages and disadvantages of using different training
methods in the company. How to company use a systematic approach, plan the training and
development for managers. Identify the need an evaluation and evaluate of the training events.
Determine Role of the UK government in training, development events in the public and private
company.
REFERENCES
Books and journals
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
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.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Ghai, D. and Vivian, J.M., 2014. Grassroots environmental action: people's participation in
sustainable development. Routledge.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Kusluvan, S. and et. al, 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2). pp.171-214.

Steffen, W. and et. al, 2015. Planetary boundaries: Guiding human development on a changing
planet. Science. 347(6223). p.1259855.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Maurer, M. and Githens, R.P., 2010. Toward a reframing of action research for human resource
and organization development Moving beyond problem solving and toward dialogue. Action
Research. 8(3). pp.267-292.
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.
Cunningham, L.X., 2010. Managing human resources in SMEs in a transition economy:
evidence from China. The International Journal of Human Resource Management. 21(12).
pp.2120-2141.
Gennaioli, N. and et. al, 2011.Human capital and regional development (No. w17158). National
Bureau of Economic Research.
Miranda, L.A., 2012. The role of international law in intrastate natural resource allocation:
Sovereignty, human rights, and peoples-based development.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
Cascio, W.F., 2014. Leveraging employer branding, performance management and human
resource development to enhance employee retention.
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.
ONLINE
Human resources development. 2017. [Online]. Available through. <
http://www.managementstudyguide.com/human-resource-development-theory.htm >. [Assessed on
5th May 2017].
Human resources development. 2016. [Online]. Available through. <
http://www.yourarticlelibrary.com/human-resource-development/human-resource-development-
features-scope-and-objectives/32371/>. [Assessed on 5th May 2017].