Human Resource Management Overview
Added on 2020-06-05
22 Pages6339 Words116 Views
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HUMAN RESOURESEDEVELOPMENT
Table of ContentsINTRODUCTION...........................................................................................................................................3TASK 1..........................................................................................................................................................31.1 Compare different learning styles......................................................................................................31.2 Role of learning curve and importance of transferring learning at workplace...................................61.3 Assessing the contribution of learning styles.....................................................................................7M1 Identify and apply strategies for finding appropriate solution..........................................................7D1 Critical reflection to evaluate work and justify...................................................................................7TASK 2..........................................................................................................................................................82.1 Training need for staff at different organization level........................................................................82.2 Advantages and disadvantages of training methods.........................................................................82.3 Systematic approach for plan training and development.................................................................9M2 Choose design and implement appropriate method.......................................................................10D2 Responsibility to manage and organizing activities..........................................................................10TASK 3........................................................................................................................................................103.1 Evaluation of training and development .........................................................................................103.2 Carry out evaluation of training event.............................................................................................113.3 Reviewing the success of the method used in evaluation ...............................................................11M3 Communicate appropriate findings.................................................................................................12D3 Demonstrate convergent, lateral and creative thinking...................................................................12TASK 4........................................................................................................................................................124.1 Role of government in training, development and lifelong learning ...............................................124.2 Explain how the development of competency movement of public and private sectors................134.3 Assess how contemporary training initiatives introduced by UK government................................14CONCLUSION.............................................................................................................................................15REFERENCES..............................................................................................................................................16
INTRODUCTIONHuman resource development is that process which helps in designing and improving aperson skill and knowledge and makes him capable for contributes best work within anorganization. HRD add entire success to the firm for providing learning and training anddevelopment programmers that will assist in increasing ability and skill of an individual. ALDI isthe multinational supermarket store which is based in United Kingdom. They provide differenttypes of products and services for gaining profit (Werner and DeSimone, 2011). The mainmotive of this project is understand the role of learning styles and learning curve and alsoidentifies the importance for sharing learning within an enterprise. The training need at variouslevels of organization and different kinds of training methods which help in improving skills andknowledge of an employee so that they will easily achieve goals and objectives in effectivemanner. TASK 11.1 Compare different learning stylesLearning is connected with the theory of morals, facts, skills and preferences. Learningrefers to acquiring different things for gaining knowledge and information. It plays an importantrole for improving employee's skills and knowledge by providing accurate learning for reachingtarget goals. Here are the comparisons between two learning concepts those areas under:Kolb's learning style- This learning is developed by David Kolb and it is totally depending onlearning cycle. There are four stages of this learning style such as:
Figure 1 Kolbs learning style, 2017Diverging learning style- It is that learning where people are watch and observe differentlearning rather than do anything. Those person who adopt this style who are good in artist work and they are not done any physical work for gaining learning. Assimilating learning style- It is theoretical and logical learning theory and most of the people are adopt these learning style. They are always focusing on concepts and good in scientific work. Converging learning style- It is that style of learning which is totally depend on practicalwork rather than theoretical one. The people who follow this concept they are good in soling major problems and issue.Accommodating learning style- this is one of the famous learning style and those people who follow this style they are learn about internal emotion of an individual compare to practical work. They are not interested in doing logical work anymore.Honey and Mumford's Style- It has also four learning styles which are followed by various people within an organization (Swart and et. al., 2012). These are as follows:
Figure 2, Honey and Mumford's styles, 2017Activist learning style- Those people who like to do experience new things in their life,they are follow this concept. They are not thing about its result but they are learning howto face different issues and problems in real world.Reflector learning style- Those people who follow this style they are carefully handle allsituation and they gather or collect secondary and primary data for analyzing correctresult. Theorist learning style- They are those people who are develops new concepts forgetting new observation and experience. Pragmatics learning style- they are those people who like to learn new ideas andthoughts which has been applied in real life. There are some other learning styles that are as under:Auditory learners- These are that learning style which provide benefit by adoptingtraditional education method. The teachers adopt different lecture style for presentingdata or information for talking with their students. This style of learning is based onverbal communication.
Visual learning style- This is that method which are give knowledge through pictures,diagrams, charts, written documents and films. This is also based on Kinesthetic learning.Kinesthetic learning style- It is that style of learning which give knowledge to a personby touch, feeling, experiencing the material at hand. This is successful method whichassist in providing information in proper manner. 1.2 Role of learning curve and importance of transferring learning at workplaceLearning curve is directly impact on whole organizational learning and also presents theoverall record of employee's performance in the firm (Human Resource Development. 2017).ALDI Company wills also transferring learning at their place which helps in improving theiremployee's skills and knowledge for achieving target and goals. Learning has their ownobjectives for sharing information and data within an organization. Role of learning curveLearning curve is shows a graphical representation for analysis employee performancelevel. This present the boosting and diminishing the learning regards to experience (Knowles,Holton III and Swanson, 2014). This is large tool and method which directly impact on trainingand development program that are shown as under:
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