Report on Human Resource Development | HSBC

Added on -2020-02-12

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HUMAN RESOURCEDEVELOPMENT
Table of ContentsTASK 1 ....................................................................................................................................................................41.1 Induction training programme and comparing different learning styles......................................................41.2 Role of learning curve and the importance of transferring learning to the workplace.................................51.3 Contribution of learning styles and theories when planning designing the this event.................................6TASK 2 ...................................................................................................................................................................62.1 Comparing the training need for staff at various stages...............................................................................62.2 The basic advantages and disadvantages of training methods......................................................................72.3 Area of training needed, use of systematic approach to plan a training and development programme foran specific event..................................................................................................................................................8TASK 3 ....................................................................................................................................................................93.1 Evaluation of induction training programme. ..............................................................................................93.2 Evaluation of training event........................................................................................................................103.3 Review the success of evaluation method used..........................................................................................11TASK 4 ..................................................................................................................................................................124.1 Role of government in development, training and lifelong learning..........................................................124.2 Need for competency and skills assessment...............................................................................................124.3 The contemporary government's initiatives on training and development.................................................13CONCLUSION .....................................................................................................................................................13REFRENCES ........................................................................................................................................................14.........................................................................................................................................................................16.........................................................................................................................................................................16.....................................................................................................................................................................16........................................................................................................................................................................16........................................................................................................................................................................16
INTRODUCTIONThe development of skills and knowledge of employees through training session is thesignificant factor of human resource development. Every organization spend huge amount onthese training to improve performance for their worker to attain the corporate goal in a timelyand in an efficient manner. Companies have to continuously identify employeesdevelopment needs and try to provide the training accordingly. They use different types oflearning styles for improving their quality as well as use various types of methods and factorsfor the same purpose. The present report is based on HSBC, UK which is a multinationalfinancial services and banking holding company. It is headquartered in London, UnitedKingdom. It is one of the largest banks in the world. It spends huge amount of money ondevelopment of their workers for boost up their confidence and improve their work quality.The bank provides apprenticeship training to school or college pass-out student throughwhich they can build their career in the banking field (Knowles, Holton and Swanson, 2014).TASK 1 1.1 Induction training programme and comparing different learning styles.Human resource development is possible by providing proper training to theirworkers to improve their skills and knowledge as well as boost up their confidence. With thehelp of training session, workers are able to enhance their work quality and assist thecompany to meet desired goals and objective. Organization spend huge amount of money ontheir employees for build up their knowledge. HSBC is the multinational financial holdingcompany which operates extensive network across UK (Armstrong and Taylor, 2014).Organization adopts various types of learning styles which are as aligned below:Diverging (feel and watch)- It is the brainstorming learning style in which theworkers focuses on the situation rather than reacting instantly . In this process, people mustwatch and observe the things to identify situation and focus on the particular concept. Thisstyle is mainly used in organization in which brainwork required then the physical efforts.Workers of HSBC firstly observe the situation then start work which helps in maintainingsmooth working (Bratton and Gold, 2012). Assimilating (think and watch) - The people who opted this learning style have tofollow the entire concept and logical information. Mainly, it is focused on concepts than themembers. Further, it is related with inventions and innovation which is helpful in every
business organization. Employees of HSBC follow the entire conceptand perform activityaccordingly. Converging(thinks and do) - This learning style focuses on the practical work whichimproves knowledge and enhance their work quality as well. Through this, practical problemsare easily solved and best possible solution is provided. The conflict can be solved in a timelyand efficient manner. Converging style includes various types of methods and approacheswhich help in building technical knowledge. This method is able to evaluate innovative ideasand techniques. The practical knowledge of members of HSBC able to improve through thisstep (Meredith Belbin, 2011). Accommodating(feel and do) - In this type of learning style, people not followresearch and analysis but work on the basis on their inner feeling. It does not require specialtype of techniques and methods. Staff members of HSBC are use their personal feeling andperform function accordingly (Flamholtz, 2012). 1.2 Role of learning curve and the importance of transferring learning to the workplace.The overall process of learning can be identified with the help of learning cure whichevaluate outcomes of learners. But in case, if it not delivered in workplace then it never effectlearning process in the organization. Different types of leaning styles are opted by thecompanies with set of objectives which are only attain when they are delivered in workplace.The basic role of this curve is to represent the learning process in graphical format as likeother curves. On the basis above mentioned diagram, it shows that progress of learning outcomes orpeople. At the bottom stage, it represents slow beginning of learning method and at the endpeople get experience knowledge regarding the company. Effective learning can be possiblewith the help of this method.

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