Introduction to the Process of Human Resource Development

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Various types of learning styles.......................................................................................1
1.2 Function of learning curve................................................................................................4
1.3 Contribution of learning theories in organising an learning event...................................5
4.1 Role of government in learning and development...........................................................6
4.2 Impact of development of competencies on private and public sector............................7
4.3 Contribution of Contemporary training programme of UK government........................8
TASK 2............................................................................................................................................9
2.1 Training needs of staff at various level in hierarchy........................................................9
2.2 Advantage and disadvantage of training techniques........................................................9
2.3 Systematic approach to training and development event...............................................10
3.1 Evaluation plan of training and development event.......................................................11
3.2 Evaluating the event.......................................................................................................12
3.3 Success of evaluation approaches..................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource development programme helps in developing new skills and capabilities
in individual to increase efficiency of employee while working in organisation. Different
companies are engaged in developing newer competencies according to changing external
environmental factors. The human being are the most flexible asset for any organisation which
can be moulded according to changing requirements of firm through training and development.
Learning outcomes from the training should be practised by employee during working in
organisation in order to enhance the performance level of employee in many folds (Ayyagari,
Grover and Purvis, 2011).
The companies are engaged in organising various events related to learning and
development of workforce through continuous mentoring, coaching, succession planning and
career development plans. All these activities brings new competencies in behaviour of
individual. Development is an long term process that includes overall development of previously
of individual. Government policies largely motivates the companies to organise various training
and development plans to enhance profitability of firm and provides higher satisfaction to
workforce.
In this particular report the various learning styles that are followed by the participants of
training and development plan are accessed. This helps increasing success rate of training
programme that ultimately contributes in increased profit of firms. This report also studies about
various theories that can helps in increasing the rate of gaining experience by employee in
workplace.
TASK 1
1.1 Various types of learning styles.
The various learning styles depends on the experience of an individual and capabilities to
implement new concept development through interpreting gained experience. Kolbs model
defines various aspects that affects an individual learning style. This model is based on the
Concrete experience, Reflective observation which is flowed by Abstract conceptualisation and
Active experimentation. This is an cycle which helps in in develop new capabilities in workforce
through following various learning styles in practice (Barnett and Morse, 2013). Learning style
can be described as the services of actions or activities that helping in developing new
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knowledge and gaining new experiences and capabilities in relation to increase performance
efficiency in workplace. Kolbs model is based on defining various activities to the different
learning style. These activities describes an cycle which is defined below. Concrete experience- This is the process of gaining experience through training and
development or reinventing the existing experiences. Life gives thousand of opportunity
to an individual to experiences new things at place of home or work to kick start the
learning process. Reflective observation- This involves reflection of experiences gained an developing an
understanding in relation to the new experience. Person always review the gained
experiences and record his learning deliberately. Abstract Conceptualisation- This process involves developing newer concept related to
the interpreted experiences or behaviour. This can be conceptualised by interpreting the
influence of experience in daily working and learning process of individual.
 Active experimentation- In this the developed concept is implemented in particle working
environment in order to identify consequences of new developed concept in practise
through gained experience (Beaglehole and et. al., 2011). This stage involves testing the
developed concepts gained through new experiences by individual.
The various learning styles that are followed by an participant during attending training
and development programme as defined by the Kolbs model and its cyclic development of newer
competencies are described below.
Diverging learning style (feeling and watching): The person following this type of
learning style are sensitive in nature and believe in feeling and observation the things. The main
activities carried out by the person in this learning styles are gaining concrete experience and
reflective observations. These people are having capability of imagination and solve problems
through discussing. This is called diverging because people use diver thinking in order ton
resolving issues through brainstorming activities.
Assimilating learning style (Watching and thinking): The person follows an way to
conceptualise the things and brings and logical approach in functioning. For this kind of learner
more focus is on developing new ideas and concept to deal with particular problem. The person
is dependent in the logical knowledge as compared to the practical experimentation the concepts.
The person follows the reflective observation activities in order to develop new concepts through
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involving himself in Abstracting concepts through learning and development plans (Blume and
et. al., 2010). The person is capable in inductive reasoning and involved in developing new
theories. The person follows and scientific approach while learning.
Converging learning style (doing and thinking): The person is an implementer. The
person develop an concept which he later on implement in practice to learn about the
consequences of concept. Individual follows Abstracting concepts and experimenting them in
practice through involved in Active experimentation of new developed ideas. Person is having
good capability in practising the concept in physical works and apply theories in practice
efficiently.
Accommodating learners style (doing and feeling): Kolbs defined this learning style as
accommodating as the person accommodate the knowledge from others and than analyse the
situation according to their own experimentation and analysis. The person is an practical
implementer and develop new experiences for reinvent existing knowledge through
experimentation (Crawford, LePine and Rich 2010). The person carries out an Active
experimental and engaged in developing new experiences through engaging himself in
development of concrete experience during training and development plans. The individual is
having good experience as well as good in practical experimentation.
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