Employee Training and Learning Curve

The assignment analyzes the significant impact of training programs on newly hired employees, focusing on their ability to deliver effective services within the organization. It further delves into the concept of the learning curve and its significance within the organizational context.

Human Resource
Development
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
(a) Different learning styles.........................................................................................................3
(b) Role of learning curve and importance of transferring learning at the workplace.................3
(c) Contribution of learning styles in designing learning event...................................................4
TASK 2............................................................................................................................................4
(a) Training needs at different levels of an organization.............................................................4
(b) Advantages and disadvantages of training methods..............................................................5
(c) Use systematic approach to plan training event for new employees .....................................5
TASK 3............................................................................................................................................6
(a) Evaluation plan using suitable techniques..............................................................................6
(b) Carry out an evaluation of training event...............................................................................6
(c) Success of training methods used...........................................................................................7
TASK 4............................................................................................................................................7
(a) Role of government in training and development..................................................................7
(b) How the development of competency movement has impacted on public and private
sectors..........................................................................................................................................7
(c) How contemporary training initiatives introduced by UK government contribute to HRD of
the organization............................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
In order to revise and develop the skills of worker and staff those who are rendering
services within the organization human resource development (HRD) plays an significant role
(Sparkman, 2015). Presently the report focuses on understanding the different learning styles that
would support the individual working in Asda supermarket that support in gaining knowledge
base of the staff and employees.
TASK 1
(a) Different learning styles
Each and every individual focuses on different ways to acquire learning that way through
which individual learns represent their preferred learning style. In reference to learner there are
different form of learning styles that are preferred by the individual. As per the honey Mumford
basically there are four type of learning styles that individual prefer at the workplace that is-
Learning style Characteristic
1. Activist The activist learner are the one that prefer to acquire knowledge by
performing the action.
2. Reflector These learner mainly focuses on observing the actions from the out
of bounds and then acquire the learning.
3. Theorist These are the learner that first understand the theory or model
behind each and every action and then engage in the learning
process (Bell, 2012).
4. Pragmatist Pragmatist learner are consider as experimenters that generally
focuses on putting learning into the action to gain the adequate
knowledge.
(b) Role of learning curve and importance of transferring learning at the workplace
The learning curve basically represent the rate of increasing learning and knowledge with
the increase in experience. The curve also provide two ways that is repetition of continuation of
the same activity within the workplace with gaining adequate knowledge and experience with the
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certain time period (Steen, Welch and McCormack, 2011). The learning curve plays significant
role within the retail firm as it basically anticipate the proper time period that is required by the
staff for learning and gaining adequate skills. In addition to this, transferring learning at the
workplace also plays significant role in the organization as it results senior staff transferring
knowledge and experience at the workplace will support the Asda staff in rendering adequate and
proper services.
(c) Contribution of learning styles in designing learning event
In order to design learning event within the Asda the contribution of learning style plays
significant role as it support the manager of organization in knowing the preferred learning style
of their employees. With understanding the different learning style Asda manager can easily
identify the preferred learning style of individual so that they can design the learning and training
event in the effective manner so that new employees can easily acquire the learning through the
event (McGuire, 2014).
In addition to this, it is essential for manager to understand the different theories such as
behaviourism, cognitivism and constructivism in order to design an effectual training programme
for the employees that would further result in amending and developing the skills and abilities to
employees so they can easily render service at the workplace.
TASK 2
(a) Training needs at different levels of an organization
Basically within the organization there are three level that render adequate services
within the organization that support them in achieving stated goals and objectives of the firm.
The three levels in the Asda company include top level, middle level and lower level. Therefore,
all the levels of an organization requires different training needs in order to accomplish their
duties and tasks (Chalofsky, 2014). For instance; the top level management generally possess
senior management personnel that must focuses on amending the decision making skills so that
they can take effective and strategic decisions for the Asda so that they can sustain in the retail
industry. On the other hand, second level in the organization include middle level that consists of
departmental manager as well as managing director. Middle level personnel basically focuses on
amending the tactical skills so that they can select adequate skills for the organization. In
addition to this, last level within the organization is lower level that consists of operational staff
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that carry out day to day operational activities (Carbery and Cross, 2015). Therefore, training
need for lower level focuses on amending the required skills and abilities related with
technological knowledge so that they can easily accomplish the activities and day to day tasks in
the effectual manner.
(b) Advantages and disadvantages of training methods
In order to improve and amend the skills of employees Asda manager must focuses on
using different training methods that is-
Training methods Advantages Disadvantages
Mentoring The advantage of using mentoring
training method is that under this
mentor guides and direct their
mentee at the workplace that
would result in growing the
organization (Swart and et. al.,
2012).
On the other hand, there is also
disadvantage of using mentoring
training method within the workplace
that is if mentor wrongly guides and
direct their mentee then it may result
arousing the situation of conflict at
the workplace.
Job rotation The advantage of using job
rotation training method is that it
provide opportunity for the
employees to carry out the
different activities within the
organization that reduces
boredom.
However, the disadvantage of using
job rotation method is that shifting or
rotating the job will result in breaking
up the work flow of the employees.
(c) Use systematic approach to plan training event for new employees
In order to develop and train the new employees within the Asda supermarket, manager
often uses the systematic approach to training (SAT) that will result in planning the training
event in the systematic manner. The approach will also focus on prioritizing the objectives of
Asda company. The training event has been based on the following objectives:
 To develop the employees to handle the issues faced while providing customer service.
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 To train the employees in skills
 To train them for efficient time management
The SAT approach basically focuses on following steps that is-
SAT activities Characteristic Time period
1. Distinguishing requirement
of training
The foremost step within the SAT approach
is determining the training requirement
among the employees and staff of the
organization (Werner and DeSimone, 2011).
2 week
2. Setting objectives Another step after determining the training
requirement include setting the objective that
organization want to achieve through
amending the skills of staff.
1 week
3. Designing and selecting the
appropriate training method
Another step is to select and design effective
training method for the organization so that
they can easily render training to the
employees (Farnia and Nafukho, 2016).
1 week
4. Measuring the training
program
While, the last step in the approach is
evaluating the effectiveness of training
program through taking suggestion and
feedback from the newly hire employees.
2 weeks
This Systematic Approach to Training (SAT) involves the following training methods.
For achieving the objectives, On-the-job training method is used. These comprise of mentoring
and job rotation. Mentoring helps in developing the right attitude in the employees. It involves a
one-to-one interaction which is beneficial in training the employees for handling customer
service issues (Carbery and Cross, 2015). Similarly, job rotation will make the employees well
acquainted with different jobs. Rotation carried out in a logical manner helps in developing the
workforce in various aspects.
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TASK 3
(a) Evaluation plan using suitable techniques
The organization basically focuses on the two different evaluation techniques that must
be focused by the Asda manager in order to measure the effectiveness of training event. The two
different evaluation technique include-
Observational technique, with this technique employer or manager can monitor and
observe the training event with the organization so that they can easily view the gap in the
training event and overcome the gap in order to improve the required skills and abilities of the
employees (Sheehan, Garavan and Carbery, 2014). Another method for evaluating the training
method include taking interview from the Asda staff and employees to whom training is being
provided. With the help of taking interview Asda manager would come to know about the
advantages of training event and methods.
Kirkpatrick’s four level evaluation model
Kirkpatrick’s four level evaluation model can be used for measurement of effectiveness
of training event. This comprises of four levels namely, reaction, learning, behavior and results.
At the level of reaction, the response of the trainees is measured. This helps in gaining
information about the quality of training received by the employees. At the second stage
learning, the increase in the knowledge of employees is measured. The third level, called
Behavior, helps in evaluating the change in the behaviour of trainees. Lastly, the fourth level
analyses the final results of training.
Benefits cost analysis approach
This is another evaluation model that can be used by Asda for evaluating the training
program. This will help in determining the costs associated with the program implementation and
the objectives achieved with it. Therefore, the productivity of program can be judged with the
help of this model.
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(b) Carry out an evaluation of training event
The enterprise can carry out the evaluation of training method by addressing different
elements that is evaluating the main objective of enabling training event to the organization
(Sparkman, 2015). As the main objective of providing training to the Asda employees is to
amend and develop the skills of newly hire or existing employees so that they can render
adequate service within the organization and to their customers. In addition to this, different
training and teaching method is also being evaluated to carry out the evaluation of overall
training event.
(c) Success of training methods used
The success of different training methods used in the program or event can be reviewed
or measure through different ways that is through assessing the performance of the employee to
whom training has been provided. The success of methods such as mentoring and job rotation
needs to be found out. Measuring the performance and activities of Asda employee would
support the manager in reviewing the success of training event (Tomé, 2011). However, the
employees will lower issues and problem associated with the activities.
In addition to this, another method for reviewing the success of training method include
surveying questionnaire within the workplace so that each and every mark their responses
towards the training event and training method used in the retail firm.
TASK 4
(a) Role of government in training and development
In order to succeed in the competitive scenario, UK government has focused on different
different role in taking various initiatives related with enabling the training and development of
personnel, lifelong learning of professionals etc (Bell, 2012). the role of government in training
and development is consider with focusing on different initiatives like industry training
organization, Investors in people, National vocational qualification etc. for instance; industry
training organization are considered as district education that focuses on setting quality standard
related with training and development etc.
(b) How the development of competency movement has impacted on public and private sectors
The development of competency movement in the UK has impacted and affected the
organization of public as well as private sectors (Ellinger and Ellinger, 2014). As, the movement
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basically aims to improve the HR system within the organization so that they they can allow their
employees to render adequate services in the organization.
In addition to this, competency movement ensure selecting the young and competent
employees that would support the organization in innovating the product and services so that
organization can easily attain the competitive edge in the market among their competitors.
(c) How contemporary training initiatives introduced by UK government contribute to HRD of
the organization
The training initiatives introduced by the UK government generally focuses on
contributing the HRD of the Asda company as the department will focus on devising and framing
the training event as per the norms and regulation of UK government (Steen, Welch and
McCormack, 2011).
In addition to this, UK government has also framed different apprenticeship legislation
that would benefit the Asda supermarket to assist their employees at the workplace in developing
their skills and abilities so that they can render and implement adequate services within the
organization.
Contemporary training initiatives introduced by UK government contribute to HRD of Asda in a
significant manner. For example, Skills for Life is an educational program. It is a national
strategy launched in England that intends to improve adult literacy as well as numeracy and
language skills. This program is aimed at youth development and leadership training. It also
intends to cover areas such as job training. In this way, it helps organizations like Asda in
development of their workforce.
CONCLUSION
From the above report it can be summarized that HRD function plays significant role in
developing the skills of newly hired employees so that they can render effective services within
the organization. The report has also summarizes the role of learning curve within the
organization.
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REFERENCES
Books
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Carbery, R. and Cross, C., 2015. Human Resource Development: A Concise Introduction.
Palgrave Macmillan.
Chalofsky, N., 2014. Handbook of Human Resource Development. John Wiley & Sons.
Ellinger, A. and Ellinger, A., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training
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Farnia, F. and Nafukho, F., 2016. Emotional intelligence research within human resource
development scholarship. European Journal of Training and Development. 40(2). pp.90 –
110.
McGuire, D., 2014. Human Resource Development. SAGE.
Sheehan, M., Garavan, T. And Carbery, R., 2014. Innovation and human resource development.
European Journal of Training and Development. 38(1/2). pp.2 – 14.
Sparkman, T., 2015. The factors and conditions for national human resource development in
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Steen, A., Welch, D. and McCormack, D., 2011. Conflicting conceptualizations of human
resource accounting. Journal of Human Resource Costing & Accounting. 15(4). pp.299 –
312.
Swart, J. and et. al., 2012. Human Resource Development. Routledge.
Tomé, E., 2011. Human resource development in the knowledge based and services driven
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Werner, J. and DeSimone, R., 2011. Human Resource Development. Cengage Learning.
Online
Ticevic, S. and Anna-Weichselbraun, S., 2014. The Systematic Approach to Training: Analysis
and Evaluation in the Department of Safeguards. [Pdf]. Available through:
<https://www.iaea.org/safeguards/symposium/2014/home/eproceedings/sg2014-papers/
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