Learning Styles and Training Effectiveness

This assignment delves into the relationship between learning styles and training effectiveness. It examines different learning style models, such as VARK and Honey-Mumford, and discusses how understanding these styles can enhance training program design and delivery. The assignment also explores the impact of learning styles on various aspects of training, including engagement, knowledge retention, and performance improvement. Additionally, it analyzes real-world examples and research findings to illustrate the practical implications of incorporating learning style considerations in training interventions.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
.1.1 Different learning styles which are suitable for employees.................................................1
.1.2 Role of learning curve and its importance for transferring learning at workplace..............2
.1.3 Contribution of learning styles and theories when planning and designing at certain event
.....................................................................................................................................................3
TASK 2............................................................................................................................................4
.2.1 Comparison of training needs for staff at different levels in Tesco PLC.............................4
.2.2 Advantages and disadvantage of training methods used in the Tesco PLC.........................5
.2.3 Systematic approach to plan training and development for a training event.......................7
TASK 3............................................................................................................................................9
.3.1 Evaluating the suitable techniques.......................................................................................9
.3.2 Carry out an evaluation of a training event........................................................................11
.3.3 Review on evaluation method used in an organisation......................................................12
TASK 4..........................................................................................................................................12
.4.1 Role of government in training, development and lifelong learning ................................12
.4.2 Competency movement impacting both public and private sector....................................13
.4.3 Assessment of contemporary training initiatives introduced by UK government.............13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

Illustration Index
Illustration 1: Learning curve...........................................................................................................3
Illustration 2: Training event...........................................................................................................8
Illustration 3: Jacobs Five Tiered Approach..................................................................................10

Index of Tables
Table 1: Different level comparison................................................................................................4
Table 2: Merits and demerits of induction.......................................................................................5
Table 3: Pros and cons of performance appraisal............................................................................5
Table 4: Merits and demerits of Discussion....................................................................................6
Table 5: Pros and cons of role playing.............................................................................................6
Table 6: Merits and demerits of performance coaching..................................................................7
Table 7: Pros and cons of workshop................................................................................................7

INTRODUCTION
Human resource development is a process of developing new skills, knowledge and
abilities in an employee. By giving effective guidance, training and development to them
organisation will able to achieve its goals and objectives. This report presents the way in
which development of employees can take place by giving proper to them in order to enhance
their skills. Here, Tesco PLC is taken as an organisation for analysis purpose. The
organisation have huge workforce which is working at number of stores across the nations.
Currently, Tesco employee size is more than 476,000 in figure. There is large competition in
the market organisation which helps them to develop their core values, beliefs and strategies,
where they have key focus on improving the performance in their work force. In order to
bring customer satisfaction and more efficient working, Tesco has been arranging various
training and learning programs and different styles are adopted for fulfilling the individual
needs and developing capabilities among them. In The report describe learning styles are
described and learning curve which are essential for an organisation for achieving their
desired goals is prepared. It also includes training which are useful for workers by using
systematic approaches. The mentioned organisation provides both on-the-job and off-the-job
training facilities in order to make their employee more capable and to be skilled in their
performance so that they can able to adopt the changes. Evaluating the techniques for a
training event, it provides the review of success of choosing suitable method in a firm. At
last, it presents the role of UK government for providing training, development and lifelong
learning.
TASK 1
.1.1 Different learning styles which are suitable for employees
Learning styles is based on the person's abilities and skills which are different from
each other. It is essential for top level management to select the best learning style which
help to achieve their desire goals. If best learning style is selected the best approach to do
specific activity can be determined. This will ultimately lead to improvement in efficiency of
employees and all these things will result in achievement of objectives. Here, learning is
related to the knowledge, skills, behaviour, need and preferences of the organisation as well
as people (Shuck, and Diaz, 2016). To select effective learning styles, people's interest also
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plays an important role which help to analysis the willingness of a person. There are various
kinds of learning styles which is essential for a person and business. They are as follows:
Honey and Mumford Learning style
To provide the best facility Tesco PLC use various kinds of learning styles. This style
consists various kinds of elements and these are:
 Activists: These are the individual who learn skills by practically doing things in the
real life. These people need to get into the action and experience and by doing so they
learn lots of things at workplace. They are open minded, open to experience,
gregarious, enthusiastic and flexible on taking challenge (Bobera, and Bjekic, 2016).
They don't take decision as bias but they do brainstorming for every decision. These
persons generally attend group discussion and problem solving secession. They
usually accept the competition and fight with it. The steps under this taken by the
employees are continuous which also emphasise on holding high level of adaptability.
However, in this experience plays a crucial role and usually top management is part
of it because they have responsibility of motivating and developing employees
performance.
 Theorists: These learners are seek to understand the theory behind the action. They
used to enjoy the models and reading the facts to better engage in the learning step.
These individual love reading approaches that are followed to perform specific act
they mostly appreciate as much as information they can get from internal and external
sources. These people integrate their observation into patterns and theories. These
learners are rational, logical and discipline (Girma, and Teklehaimanot, 2016). The
activities which is taken into consideration by individuals are in form of models,
statistics, real facts, etc. Employees who prefer this learning style talks with valid and
real facts so that they get success on the things which they are stating
 Pragmatists: Learners want to know how to put their learning into practice in the real
work life. They don't prefer concept and games, but experiment with theories,
techniques and ideas. These individual takes time to think about what so ever they are
doing are relates to the reality (Procknow, and Rocco, 2016). These people also take
challenges as mere opportunities so that they can come up with the best outcome to
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make organisation much more successful. Individual also opts the changes which are
made in quick way so that not much affect is made on their performance.
 Reflector: These learners work best by observing people, things and what is
happening in the environment. They are thoughtful, methodical and demonstrate good
learning skills. These individual avoid leaping in and prefer to watch from the
sidelines and take feedback from others. They also collect the data from both primary
and secondary sources in order to make a meaningful conclusion. The activities which
employees usually consider in this are paired discussion, self analysis and personality
questionnaire, etc.
Comparison between the different learning styles
There are four types of learning that have been discussed above that are Activists,
Theorists, Pragmatists, Reflector. When it is concerned about the Activists then people try to
learn the different things practically whereas in the Theorists, people learn form the different
theories and articles. When it concerned about the Pragmatists, people learn from the
practices, they put their experience into practice whereas in the Reflector, individual learn
from the observation.
.1.2 Role of learning curve and its importance for transferring learning at workplace
Learning curve shows continuous improvement which is gained by learner through
experience. For bringing perfection and efficiency to the new task, environment learning
curve is very significant to be followed. While bringing experience in the new work, learning
curve helps the workers to track development of new skills, set career path and adding
values. Tesco PLC create new strategies and core values, the employees face challenges in
the dynamic environment. For these situations, workers need to adopt new learning curve to
implement their technical skills and business competencies with the specific level.
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Illustration 1: Learning curve
(Source: Learning curve, 2016)
This diagram states that when one gain experience, efficiency and learning rises while
time is required for performing the job reduced. Experience will bring down the when the
time, experience level and more performance increases (Allais, and Ngcwangu, 2017).
Role of learning curve:
As all the other curves, learning curve is also a graphical representation which states
the increase or decrease in learning in comparison with the experience. It is one of the
important tool for assessing impact on any learning or the training program which is given by
the manager of SME. Further, it also evaluates the major elements of the learners progress
and make education policy accordingly. The key role of learning curve is to review the
performance, practical experience and performance coaching to find out their expertise and
build career path. Some major roles of learning curves has been discussed down under:
 It states the increase or decrease in performance of employees as per the experience
they possess (Kehoe and Wright, 2013)
 It is one of the tool of measuring training program because it states the track record of
employees as how they have performed.
 Learning curve also assist in setting up incentive rate schemes for the employees.
 Estimation of capital requirement in business venture.
Transferring learning at work
Performance coaches and line mangers have discussion with their employees for
sharing and transferring knowledge about the performance. Knowledge can be transferred on
two basis on-the-job and off-the-job, off-the-job training are workbooks and workshops
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which helps the employees to enhance their skills and knowledge and helps them to
understand the core values and perform according to that. When the employee had enhanced
their skills and knowledge, they can able to work efficiency (Bobera, and Bjekic, 2016). It
will help the manager to find the best candidate for each job position and responsibility.
Importance of transferring the information
It is being known that it is very important for the people to transfer information from
one person to another. Transfer of knowledge to the employees is not just two way
communication, it is sharing of practical experience that will enhance their skills and
knowledge. For identifying the performance level in technical jobs and business competency
of the employees, use of learning curve help to participate employees in decision making and
set realistic career path. These activities help to bring efficiency in performing the task and
gain competitive advantage for Tesco PLC (Shuck, and Diaz, 2016). The importance of
transfer of learning has been discussed down under: Value adding: One of the major objective of learning session is to add value for
SME. If the learning will not be transferred then zero value will be added in growth of
venture.
 Proper use of fund: Training and development generally incur cost to the venture
because they spent more in developing certain skills within the employees. The cost
so incurred are estimated to be covered in long run of business with effective
performance of employees (Kraaijenbrink, Spender and Groen, 2010). Thus, if
learning is not transferred well, then the money so spent will not be utilized properly.
.1.3 Contribution of learning styles and theories when planning and designing at certain event
Contribution of learning styles and theories
Learning theories helps the employees to provide basic framework for the learning
needs and objectives. Use of learning style is depended upon how the employees want to
learn and how fast the organisation want workers adopt the changes. While selecting and
conducting training programs for the workers, an entity must analyse the learning styles and
theories according to their needs and expectation. The successful study on the preferences of
learning and the theoretical evidences helps in successful Human resource organising
(Procknow, and Rocco, 2016).
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Contribution of learning events and theories:
Learning theories and events helps Tesco PLC to find most effective result through
events. If the employees are reacting in as per organisation need that means the plan is
effective for enhancing their skills and knowledge. For planning and designing such events,
an entity must focus on selecting best learning option which is adopted by the employees
easily. It is important for human resource manager to relate learning theories with individual
needs and wants for learning objective- oriented training facilities (Allais, and Ngcwangu,
2017).
Relationship between learning style, event and theory
Selecting the mix of learning styles is better option for designing the learning events
from choosing the single style for learning. Tesco PLC needs to enhance their capabilities
like decision making ability, adopting better learning styles, team work, responsibility area
and efficiency, these needs define the features of training and development requirements.
Learning event is the execution of improvement expectation (Hughes, and Strause, 2016).
Learning theories includes learning structure, types, theoretical explanation and learning
styles, which explains how the most effective learning can be designed which the
organisation objectives.
 Contributing learning styles and theories:
Above explained learning theory provide a conceptual framework in order to meet the
learning objectives as well as the requirements. Further, the learning style which is taken into
consideration depends on how quick individual adopts new condition as well as the situation.
Thus, before implementing any sort of training and development, manager of SME has to
analyse different theories and styles and need to adjust as per the organisation needs and
requirements only
There are different activities and events that are being organised by the venture. Every
employee need proper learning which includes learning of knowledge and experience. When
the employee is able to access information and knowledge then they will able to plan and
design the different events
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TASK 2
.2.1 Comparison of training needs for staff at different levels in Tesco PLC
Due to different reasons training is given to employees at different levels. These objectives
are explained below.
Table 1: Different level comparison
Operation level Management Level Customer Service Level
For motivating the managers
of the organisation in order to
make them work more
efficiency and efficiently.
Reduction in the cost helps in
adding value to the product
and services, performance
review and appraisal are done
by the top level of
management.
Practical learning is done so
that it will enhance and build
the skills of employees and
better decision making
capabilities are created
(Procknow, and Rocco, 2016).
Off-the-job training programs
such workshops and
workbooks are organised to
build the skills and knowledge
of the employees and manager
can able to analyse the
performance of employees.
Organisation provides the
expert solution to employees in
order to work effectively so
that they can analyse the
clients needs to find out what
they want.
Queue management: leaders
train the employees to manage
the queue more effectively and
efficiently and reduce the
waiting time span (Bobera, and
Bjekic, 2016).
Operation level Management Level Customer Service Level
Training needs
Training is very important at
this level this is because there
are lots of changes that are
being occurring in the
operations, in order to cope up
with the change, these people
There are lots of activities that
are need to be managed such
as planning, organising,
directing and controlling. So
management of these
activities, individual need
It is most important aspect of
the organisation, these people
communicate and connect with
the customers. In order to
make communication effective,
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need knowledge and
informations.
training training is needed.
Training need at different department
 Marketing Department- In this level, company need to focus on increasing the skills
and knowledge of employees about marketing activities which helps them to manage
queries for solving practical problems, increase customers by providing significant
information and supplying better quality services etc.
 Finance Department- In this level of management, company needs to provide
financial skills and knowledge in employees for survival business operations and
activities. It caters brief understanding of the financial records, profit and loss of
firms, income and expense statement etc.
.2.2 Advantages and disadvantage of training methods used in the Tesco PLC.
 Promotion
Table 2: Merits and demerits of Promotion
Advantages Disadvantage
It helps the organisation to have different
advantages such as employees already have
overview of the firm.
It provides role and culture of Tesco which
helps to clearly understand the employees roles
and the objectives of the entity (Allais, and
Ngcwangu, 2017).
Sometime the statement made by the company
can be false which may differ with the real
scenario that leads to create the negative image
of the venture. As fresh employees can not able
to enter into the venture
 Transfer
Table 3: Pros and cons of performance Transfer
Advantages Disadvantage
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It helps the employees to evaluate their
progress in the skills and competencies by
which they can able to identity that what skills
they need to learn for meeting the standards
and then get transfer into other department
(Procknow, and Rocco, 2016).
When the employees are under performing.
He/she gets demotivated by the feeling of
disgrace and will not be transferred.
 Discussion
Table 4: Merits and demerits of Discussion
Advantages Disadvantage
When employee have discussion with the
managers, they can able to build their own
skills and career development plan (Allais, and
Ngcwangu, 2017).
If the manager will not positively support the
side of employee then he/she will not able to
develop the plan.
 Role Playing
Table 5: Pros and cons of role playing
Advantages Disadvantage
It helps the employee to guide towards finding
which role is effective for him/her and which
role he/she best fits.
It helps the employee to realise their
responsibilities and which provide the way to
success in order to work in various role of the
venture (Hughes, and Strause, 2016).
Employee can feel nervous and reluctant about
the various roles which may result in
performance reduction and reduced production.
When the employee is shifted to other role then
he/she may feel afraid of doing new task. It
may be not included in their job description for
which they are not suitable according to his/her
skills and capabilities.
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 Performance Coaching
Table 6: Merits and demerits of performance coaching
Advantages Disadvantage
It helps the leader to access performance of
employees and able to specify the areas of
performance
It helps the employees to identify the current
opportunities and acquire confidence in
making the decision (Bobera, and Bjekic,
2016).
The assessment should be free from bias or
accurate, otherwise it will create negative result
in the development process of employee.
 Workshops
Table 7: Pros and cons of workshop
Advantages Disadvantage
It helps the employee to find learning martial
for practicing current task in most effective
way and they get an idea about their skills and
performance requirements (Allais, and
Ngcwangu, 2017).
It consumes more cost
Success is depends upon the participants that
how they can receive, perceive and react on the
message.
.
.2.3 Systematic approach to plan training and development for a training event
Execution of training events will be held when all the members actually take part in
decision making. In this program worker will be provided a realistic problem and they will be
asked to analyse the situation and then provide the possible alternative to solve them. Entire
team will do final assessment where the employees, top level and departmental managers will
evaluate the possible ways (Allais, and Ngcwangu, 2017). In this continuous process
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employee will always be welcomed to come up with some innovative ideas to new
organisational problem scenario which may includes customer service improvement,
employee relationship, effective management, motivation and production efficiency. This
training event helps the employee to take part in the decision making and problem solving
process in order to increase the ability to provide more realistic analysis and solution.
Illustration 2: Training event
(Source: Scenario of training program, 2016)
Training process of the program
The entire training process will be monitored by the top level management.
Departmental managers will make the note of both individual contribution to the solution of
team problem and team performance. As the training event will end, the employees and team
will be communicating about their action through rating which is given by the mentor and at
last some suggestion will be provided where the workers need to improve (Hughes, and
Strause, 2016).
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Employee will be divided into small groups and then they will be given the venture
problem which is realistic. The scenario may includes:
 Employee relation,
 Efficiency in production,
 Appropriate management,
 Motivation and
 Customer service.
In this Training event when the Tesco invite the group of people, the organisation first
introduce each and every individual to the management team. After that they will inform with
the actual problem that is to be solved, then there will be question answer session for the
group members will be done to make sure that each member have been understood the
problem. Each participant will be given instruction and asked to come up with facts and
findings, related factors. After that discussion session will be held, in next stage they will be
asked to create the group of four members where each analyse the problem in the group and
provide the solution at a given time period (Shuck, and Diaz, 2016). After that these solutions
will be communicate to the managers, they will analyse each alternative given by the each
group, then the managers will communicate the employees that in which area they need to
improve. Again time will be provided to each group to re-frame each solution and findings
and finally submission will be judged by the managers and examined by the whole team.
Through discussion and question answer session, managers will decide which solution be
implemented to the real problem.
HR director can concentrate on some critical strides all together build up the
arrangement of preparing and advancement program. These means are as per the following-
Association objective: In the primary stage, HR administrator needs to recognize the real
objective and goal of business. It is critical for every last individual in organization to know
the point of the business.
Investigation needs: In this stage, it incorporates assurance of preparing needs of individual
execution and conduct. Through this stage, HR supervisor distinguish real necessity of
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prepare the workers in the association. It encourages organization to know the representatives
clashes and issues identified with their assignment.
Configuration preparing methodology: SME has composed a definite preparing system for
the workers of the different office. In outlining stage, director has select specific preparing
system and recognize preparing materials to be utilized. It also specified the area at which
preparing will happen. The methodology ought to be clear and goal situated.
Executing the preparation program: Finally, in this last stage, organization has actualize
preparing programs. By allotting date and place of preparing. In this the real preparing is
directed for all staff in the business. HR director has actualized preparing methodology for
people.
Assessment: It can be finished by testing learning and aptitudes actualized after fulfillment of
preparing. Assessment can be directed all through the procedure. HR supervisor has viably
assess every worker execution in the wake of preparing.
TASK 3
.3.1 Evaluating the suitable techniques
To find the outcome of training, top level and departmental managers use various type
of methodology to judge the conclusion, effectiveness and efficiency of the program. Top
level managers need to evaluate how was the training program, for analysing this they will
study different factors and elements, benefits and cost to find out training will continue or
not. Tesco used Jacobs. F. (1988) “Five Tiered Approach”. This framework evaluates the
program in five levels and then they compare actual performance with these standard
outcome of the event. The purpose of this plan is aimed at five different levels and then
finding out that they will meet the needs or not. These are as follows:
 Need assessment: What are the problems that is being answered in this process. The
answer will decide that whether the training program is required or not. In this
process managersfind out the actual problem of the workers and what improvement
they need (Hughes, and Strause, 2016).
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 Monitoring: In this stage the employees are identified, that who will participate in
the program and intended content is determined and provided to them. This level
answer the question, who will participate and what services the top level management
is delivering?
Illustration 3: Jacobs Five Tiered Approach
(Source: Evaluating the technique, 2016)
 Problem clarification: It helps in evaluating that how the program will be conducted
and how the event will provide fruitful result (Girma, and Teklehaimanot, 2016).
 Progress: In this stage the responses are gathered and monitoring of those employees
who have participated. Their reaction and answer are being observed as well as
progress is analysed that what skills and knowledge they are acquiring from the
program.
 Program impact: In this approach experiments are done to find the long term impact
of the training event. It helps to analyse the impact of training program on the
employees (Procknow, and Rocco, 2016).
Documentation process of training program
This evaluation program are used to find the training event in most qualitative form.
Tesco depends upon the three methods to find out the difference between the different levels
of the training program. These are as follows:
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 Trainee and trainer feedback: Each Trainer and trainee will provide the feedback
after the end of each training program to find out what they learn from the events.
Their feedback and opinion are important in order to find out the realistic and
accurate conclusion on the training event. It will help the managers to find out that
how the program affect the related parties (Procknow, and Rocco, 2016).
 Observation: In this process monitoring of all the activities and analyse the
participation of the workers are done. How the internal and external factors will affect
the training program. Positive and negative aspects of the events are known by the
participation level of the employees, after that necessary steps are to be taken in order
to increase the level of involvement (Bobera, and Bjekic, 2016).
 Customer comments: This step find out that how effectively employees implement
their training and learning programs to satisfy the customer needs. Employee get to
learn different elements in the business environment which include customer service
through discussion and problem solving. How much positive and negative change
occur is analysed by customer comments (Hughes, and Strause, 2016).
Evaluation of the documents
Some core elements are to be considered for the evaluation of training program. To
find out that how much the training program is effective, some factors are to be considered
and these are as follows:
 Customer service: To find that customer service is improved or not and wheather it
meets the core requirements of the company? (Shuck, and Diaz, 2016).
 Change in sales: How much positive or negative change is created in sale through the
training events is calculated in order to identify the effect of training program on the
sales force. This step answers that, whether the training event bring positive change or
not.
 Quality improvement: this process find out quality products are manufactured or
not and resource are utilised in optimum way or not. It helps to analyse the defects in
the products and then measures are taken to reduce that defects (Bobera, and Bjekic,
2016).
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 Production efficiency: The key focus of the training program is to bring motivation
in the work place which convey efficiency in the production. How much change is
occurred in the units of production are measured. This step answers the question that,
whether the productivity of the employee have improved or not (Procknow, and
Rocco, 2016).
Evaluation plan
Stage 1: Preparation of evaluation objectives
Stage 2: Selection of employees
Stage 3: Evaluation by observation
Stage 4: Evaluation by personal interview
For this SME director planned an arrangement to assess the preparation. In the main
stage, supervisor watched the entire preparing system and gather information about preparing
projects and members, demographical information. In this incorporates the members past
encounters and in addition current abilities, adapting needs and expected use of learning.
After that chief intended to watch the representatives' execution for a month and a
half to evaluate the improvement, further this he wanted to gather criticism from every
member of the preparation programs. For input accumulation, HR administrator arranged a
poll explanation, under which he incorporates substance of inquiries identified with training
improvement and experience. In the poll procedure, he intended to speak with representatives
independently. Through the compelling assessment process, chief serves to examination the
preparation results and execution. This may serves to the organization post expanding
efficiency and productivity.
.3.2 Carry out an evaluation of a training event
The training event to be found successful and fruitful, the employees were seen
enthusiastic and proactive. Good number of acceptable and realistic solution are provided by
the participants. They actively take part in the discussion session with the top level of and
departmental managers, long discussion session was held in order to provide more flexible
and logical conclusion. With the proper concentration and energy, every employee analysed
each facts and possible solution. While finding the solution of problem and doing discussion,
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the actual benefit was that the participants are able to find out what necessary changes they
need to make for improvement in customer service and personal development (Allais, and
Ngcwangu, 2017).
.3.3 Review on evaluation method used in an organisation
Jacobs. F. (1988) “Five Tiered Approach” for evaluation was very useful to find out
the success of event in the real environment. This method successfully analysed the findings
of actual and expected outcome of the training program and they found that the event was
fruitful. It was also analysed that the program was successful in cost benefit. At the time of
evaluation process employees, departmental and top level management provide their hurdles
and critical activities of the program which affect their performance. Thus, it was easy for the
managers to find out the cost benefits in order to decide whether the training event will
continue or not and what improvements are needed in training event(Hughes, and Strause,
2016). The managers' found that it is successful assessment session which helps in analyse all
the process and policies taken by the human resource managers. In this training event more of
logical and analytical improvement was created to receive better and quality production and
improved result in the performance. It has been founded that all the evaluation method have
been successful. The organisation is able to solve the problems which is being faced by them
related to the human resource management. The biggest problem which they were facing was
the employee turnover. With the evaluation, they have founded that this problem have been
decreases.
SME manager has effectively determined and identified the process of evaluation.
Through above training evaluation, HR manager considered the following feedbacks-
 Behavioural application-Through this evaluation of training session, manager helps
to know the behaviour of each and every individuals in the business.. Manager can
also identify the individual strength and weakness by evaluation process (Bray, F. and
et.al., 2012).
 Measuring with a benchmark-Finally SME has compared the result obtained from
the training program with the previously determined standards. this is the final stage
of evaluation. Firm has found the successful output and effective results from
evaluation process of training.
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 Workers fulfilment: HR director has watched the quick responses of learners and
endeavour to comprehend in the case of preparing program was compelling or not.
He/she can be get the level of fulfilment of workers through this procedure of
assessment. In SME, administrator finds a decent response of instructional course.
 Estimation of business change: HR supervisor distinguishes the required change in
the business through assessment process. Supervisor finds that creation cost has
diminished because of preparing and efficiency has additionally made strides.
Preparing assessment has been exceptionally gainful for the business on the grounds
that through evaluation, company can have the capacity to lessen the shortcoming of
organization and workers.
 Information Gathered: This is another criticism for HR administrator. Under this SME
measures the rate of learning by quick inquiry and noting process. He/she examined
the learning and data which has assembled by the workers through instructional
meeting
TASK 4
.4.1 Role of government in training, development and lifelong learning
The UK government which is being the biggest and highest authority of the kingdom,
takes the responsibility to serve better learning arguments in order to ensure quality and
skilled employee in every organisation and entity. Government arrange training programs
which have expert trainer which guide them in order to make sure that employee can able to
develop and reach at the standard of performance. All the private venture looks for the skilled
employee for their job responsibility so they provide programs and facilities to enhance the
abilities of the employees in order to achieve their objectives, short term and long term goals
(Girma, and Teklehaimanot, 2016).
The giant retailer Tesco have its firm in UK so the UK government have to take care
about the internal development of the entity. The government here plays the large role to
make sure better and larger arrangements and planning to train the workers (Shuck, and Diaz,
2016). Thy take the responsibility to supply skilled and trained human resource to the desired
and required sector. Involvement of government in training provide the aid to the employees
to pursuit experience and knowledge from the working environment. They organise
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vocational program which play a big role in guiding the employees and help them to
implement skill development culture. By such programs Tesco get benefits through the
government involvement in order to support Human resource management and development.
UK government is considered as one of the preeminent body of the country and they
are contributing their best in such manner. Further, they have a huge part to play in preparing
and advancement so individual get created. Nearby body should concentrate on some
essential focuses which has been talked about down under:
Creating open standards: Government is working for the welfare of people and it is important
for them to reach at the mass level. A typical culture should be created with the goal that
incompetent individuals get certain information for new ideas so they can likewise carry on
with their life in better and successful way.
Creating Human Resource arrangements: Government can concentrate on creating HRD
arrangements so residents of UK get profited and enhance their administration execution.
This will likewise help in enhancing the execution with the goal that people objectives and
destinations are productively met.
Store allotment: Government typically give store to HRD in both people in general and
additionally private part. These assets are given for preparing the representatives with the
goal that they can get certain new aptitudes and learning. Further, there are a few ventures in
which the legislature has around 51% of the commitment (Gordon and Gilley, 2012). In those
associations, all the significant choices and structures are set up by the specialists of
government office as it were.
.4.2 Competency movement impacting both public and private sector
Organisation like Tesco which is in retailing sector require high skilled employees
which have good commutation and conveyancing skills in order to attract large number of
customer at their retail outlet. All the private entities are doing investment in developing the
work force in order to gain competitive advantage by the quality and skilled employees.
Tesco do not want that their core competencies will turn to competitive disadvantage which
will leads to low production, poor customer service and low motivation. They implement
learning curve in order to enhance their knowledge, skills and experience quickly.
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Learning process will never ends, as the employees move to other department or at
higher level of the organisation, he/she need to learn more skills to fulfil his/her changed
responsibility. Private firms are growing gradually which motivate the public enterprises to
enhance themselves to increase their performance (Bobera, and Bjekic, 2016). The public
entity in UK such as East coast train are making constant effort to uplift their performance
and provide quality services to the customers. Movement of knowledge and skills are most
important part of training and learning in order to increase efficiency and improved
performance.
As the learning is never ended process which serve competency movement and faster
development in productivity. These factors influence all the organisation to follow particular
training pattern in their work place. Through these employees are acquiring large amount of
motivation, which leads to generate effort in their development of skills, knowledge and
experience in order to fulfil their responsibility (Girma, and Teklehaimanot, 2016).
Competency movement have great impact over the public and private organisation
employees. With the help of this movement, employees have different managerial and
interpersonal skills which helps them to gain large market share.
Manager of SME do not want any type of competencies within their organisation
because of it, their will be discrimination within the venture and firm might also face poor
service quality in their operations. Further, competency movement include some basic factors
and these factors are crucial for becoming a competent leader. Some of them are:
 Novice: A person who don't have any prior knowledge about anything.
 Experienced beginner: Experience beginner is the one who has specific knowledge
about the job.
 Practitioner: Practitioner is one who is working with primary knowledge with the
decent time frame.
 Expert: Expert is the one who has become proficient in the subject and has developed
an in-built understanding regarding the subject matter of the job.
.4.3 Assessment of contemporary training initiatives introduced by UK government
The initiative was taken by the UK government to provide training to the small and
medium scale industries. This development program brings stable and growth in the UK
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economy. Economy is effected by the performance of the employees of all the organisation.
The government are putting continuous effort for designing the best human resource
programs. They organise voluntary programs which provide best learning opportunities in
order to achieve learning needs (Shuck, and Diaz, 2016). The training provided to them are
vocational and their main aim is to provide quick learning in all the various areas of the
organisation. Understanding the future and present scenario, UK government has designed
different training events for the various venture. These training programs serve quicker
development programs in the changing work culture.
For Tesco, these training programs are very fruitful for developing skills and
knowledge of the employees. The company has changed and developed their values and
beliefs and to implement these successful they will be organising training programs for their
workers. These events will provide a framework to adopt the changing work place
environment. They evaluate the expectation of market condition, customers, future prospects,
adaptability factors, competitive position and market share. When the employee will actively
participate in the decision making, discussion and implementation of the learning events, they
will easily adopt the changing environment and it will help them to adopt organisation's
culture (Bobera, and Bjekic, 2016).
Other than that it have serve great advantage to the Tesco, When some areas are
specified by the government for improvement, it is easy for the organisation that what steps
should be taken towards for the improvement of employees. Tesco believes that their human
resource are most powerful assets for their profitability. In this economy, human resource are
effective and produce quality output to satisfy customer needs. This create competitive
advantage for the Tesco against its rivals (Allais, and Ngcwangu, 2017).
CONCLUSION
Tesco PLC is the leading retail firm which sells grocery and general merchandise
products have high impact on the economy of UK. Top level management serve various
facilities so that employee can able to perform faster and effectively in the organisation.
These training programs helps the company to fight against the rivals gain competitive
advantage in order to capture large market share. Through these facilities Tesco able to gain
customer satisfaction and brand loyalty. The organisation has friendly work culture through
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which employee feel more importance. For the development necessity and various learning
requirement, the entity need to find out the crucial areas and business problems in order to
identify the practices and theories. If top level management and government of UK provide
support to the employees of different entity then they can able to give the best performance
and able to implement learning in their responsibilities. In this modern age human resource is
not just work force for production but they are the assets which provide success to the
organisation. Human resource management if maintaining the work force that how they look
towards their workforce in order to develop and gain competitive advantage in the market
through higher productivity and grater performance.
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