Study Of Different Learning Styles Adopted By Organizations

HUMAN RESOURCE DEVELOPMENT

Table of Contents
Introduction................................................................................................................................3
Task 1 (Refer to PPT)................................................................................................................3
Comparing the different learning styles.....................................................................................3
1.2 Explaining the importance of the learning curve and its impact on learning in the
workplace...................................................................................................................................4
1.3 Assessing the contribution of learning styles and theories in planning and designing a
learning event.............................................................................................................................5
Task 2.........................................................................................................................................5
2.1 Comparing the training needs for the different levels of staffs in the organisation.............5
2.2 Assessing the advantages and disadvantages of training methods of the organisation........6
2.3 Using systematic approach in planning a training and development event.........................7
Task 3.........................................................................................................................................8
3.1 Preparing evaluation using suitable techniques...................................................................8
3.2 Carrying out the evaluation of a training event....................................................................8
3.3 Reviewing the success of the training methods that are used..............................................9
Task 4.......................................................................................................................................10
4.1 Explaining the government’s role in training, development and lifelong learning............10
4.2 Explaining the impact of the competency movement on public and private sector...........11
4.3 Assessing the impact of the contemporary training initiatives of the UK government, to
the Human Resource Development of an organisation............................................................12
Conclusion................................................................................................................................12
References................................................................................................................................13

Introduction
The Human Resource is one of the major departments of the organisation, which are involved
in the overall programmes and the developments of the organisations. The internal and the
employee structure of the different organisations are maintained by the Human resources of
the individual organisations or companies. In this study, the different learning styles adopted
by the organisations and the employees, have been described and their individual's impacts
have also been analysed. Further, the training procedures that are generally implemented and
maintained have been described and their impacts have been demonstrated with respect to the
advancements in the organisation.
Task 1 (Refer to PPT)
Comparing the different learning styles
The psychology and the intelligence of the different individuals are different and this is the
important area of consideration in terms of the training programmes that are provided by the
organisations, before their individual recruitment or employment in the organisation.
Different learning styles may be implemented by the individual employees including the
Honey Mumford learning style, which exhibits the four traits of the individual employee. It
projects that the employee may be categorised into four essential aspects, the pragmatist, the
theorist, the activist and the reflector. All the traits exhibit different learning styles (Purce,
2014, p.67).
On the other hand, other learning styles including the Kolb’s Learning Style and the VAK
learning models are used. The VAK learning model is based on the Visual, Auditory and
Kinaesthetic property of the individual that are engrossed in learning the skills or knowledge
that exist to seek employment in the organisation. Kolb's learning style including the
exhibition of active experimentation, concrete experience, reflective observation and abstract
conceptualization are exhibited by the employees of the organisation (McKenzie et al. 2012,
p.84).

Figure 1: Kolb’s Learning Style
(Source: McKenzie et al. 2012, p.83)
The Kolb's learning style is the enrichment in the activities that are generally performed by
the employees, during the training programmes of the organisations. It accounts to the
calculation of the previous records and its consequent solutions, which helps them to present
the skills in a more convenient way.
1.2 Explaining the importance of the learning curve and its impact on learning in the
workplace
The learning graph is the estimate of the time spent by the individual, with respect to the
skills that have been learnt by the individual. The learning curve is important to be
maintained by the employees in the organisation. The employees in the organisation are
subjected to the increase in the skills and knowledge at every period of time, in the
workplace. This has been similarly evident in the context of the Umbro. It has been analysed
that the global developments and the developments in the technologies in the UK, provide the
requirement for the employees of the organisation to improve their knowledge and skills, to
maintain the desired skills of the other employees of different organisations. This may be
adopted by the employees by the incorporation of the learning curve (Steffen et al. 2015,
p.1259).
The learning curves allow the employees to adapt or acclimatise themselves with the
developments and the managements of the organisation, at a specific period of time.
However, the method of learning curves is implemented by the employees only if the
concepts and the advantages of using these methods are explained to them by the organisation
(Kehoe and Wright, 2013, p.367). According to this concept, the employees may analyse the