HRD Report: Learning Styles, Training Needs, and Evaluation at Apple

This report delves into Apple's human resource development (HRD) strategies, exploring various learning styles (Kolb, Honey Mumford) and their application within the company. It examines the importance of the learning curve and the necessity of transferring learning to the workplace. The report analyzes training needs at different management levels within Apple, including upper senior, middle, and lower levels, and discusses the advantages and disadvantages of different training methods, such as technology-based and off-job training. Furthermore, it outlines a systematic approach to planning training and development, including evaluation techniques and the role of government in lifelong learning and the development of competency movements, specifically highlighting the UK government's contributions to Apple's training programs. The report concludes with an overview of the effectiveness of Apple's HRD initiatives.

Human Resource
Development

Contents
INTRODUCTION...........................................................................................................................1
1.1 Different kinds of learning styles..........................................................................................1
1.2 Role of learning curve and necessity of transferring learning at work place........................3
1.3 Analysing learning style, decision and planning in event.....................................................3
TASK 2............................................................................................................................................4
2.1 Needs of training at different levels of Apple.......................................................................4
2.2 Advantages and disadvantages of training methods used in Apple.......................................5
2.3 Systematic approach for planning training and development for training programme.........6
TASK 3............................................................................................................................................7
3.1 Prepare an evaluation using suitable techniques...................................................................7
3.2 Evaluating the training event.................................................................................................8
3.3 Reviewing the success of evaluation.....................................................................................9
TASK 4............................................................................................................................................9
4.1 Role of government in training and development in life long learning.................................9
4.2 The development of competency movement and its impact on public and private section 11
4.3 Contribution of the UK government in training and development program of Apple........12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
In the modern business style it has become one of the most important task of the firms to
manage its human resource as it is one of the most essential resource of the firm utilisation of all
other resources depends on quality and ability of the human resource. It is necessary for the firm
to take care of the needs and demands of the staffs so as to increase their motivational level that
helps in achieving the higher performance from them. Firm applies different kinds of training
programs so as to enhance the skills and ability of their work force (Albrech, 2011). It helps in
tackling the cut throat competition that is making the market red. Apple is one such company
that deals in the business of developing the best technology in the industry. It is known for its
best workforce in the whole world. This company is known for its innovations which cannot be
possible without efficient work force. This report highlights the initiatives that company takes so
as to develop the qualities and capabilities of their firm. It also showcases the learning style
proposed by different researchers so as to ensure the development of the employees as per the
requirement of the firm. It also describes the role of UK government in increasing the skills of
their workforce present in the country.
TASK1
1.1 Different kinds of learning styles.
There are several kinds of learning styles that are used in the present business
environment. Company has to provide opportunities to its clients so that they can grow on both
personal and professional levels (Armstrong and Taylor, 2014). Most commonly the learning
concept is related to the value, knowledge, behaviour, skill as well as preferences. It is essential
for enhancing the performance of the workers.
Different researchers have stated many theories which can be used for learning process.
Some of the theories in this regard is as follows:
Kolb's learning style:
Kolb's have illustrated various styles which underlines the four stage learning cycle. They
are as follows:
 Divergence: These are those set of people who maintains their patience in any
situation .They are extremely talented in tackling situations as they do not react quickly
on the arisen situation. They give appropriate time and sufficient amount of thinking so
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as to solve the problem. They are known for their analysing power before reacting to the
situations (Bakker and Leiter, 2010). There is one negative point about such kind of
people that they are generally bad at doing physical works. In such cases managers need
to keep their approach people centric.
 Assimilation: Individuals that lies in this category focuses on the conceptual and logical
thinking. They rely on the concepts so as to improve the result and quality. These people
are good at research that is scientific.
 Convergence: These individuals are those whose prime focus is on the practical works
unlike other two styles of learning styles. These people are excellent solver of problems.
 Accommodation: It is differs from other learning styles as it describes about the inside
feelings and instincts rather than practical reasoning.
Honey Mumford Style:
He stated about the four different patterns that are undertaken by people so as to learn. It
is different from that of Kolb's since it does implicate about the learning cycle. These are as
follows:
 Activist: They are the persons that are interested about experiencing new facts and
learning. They are not frightened about results that can be achieved (Bamberger, Biron
and Meshoulam, 2014). They are best suited for the culture that is present at Apple.
 Reflectors: These are those individuals who are highly cautious about their approach and
prefer to accumulate the information as well as analysing them in order to reach to a root
cause.
 Theorist: These people are known for developing new theories and criteria based on the
observation that is made. For such individuals the best approach to solve the problem is
logical derivation.
 Pragmatist: These are those people that who generally uses tat theories which is not
applicable in the real time. They take new challenges for finding the new paths that may
lead to success.
In practical sense, every individual follows their own style of learning. They create their
own pattern which assists them in growing at higher speeds.
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1.2 Role of learning curve and necessity of transferring learning at work place.
Learning curve is utilised by the firm so as to track the records of worker's enhancement
of skills after the training programmes that too in the set time period. Managers focus on the
various gaps that are existing in the set standards and employee's learning styles. This helps them
in tackling issues in an effective way (Boxall and Purcell, 2011). There will be almost influence
of learning if it is not utilised by the staff members in the scenarios of real time. To accomplish
better performance level a learner has to enforce everything that he has learned at the workplace
in the sessions for training. It is also known as progressive curve.
Role of learning curve:
 Increasing the efficiency of the workers: It assists enterprises in ensuring that there are
higher levels of performance against their own set standards.
 Decreasing the output cost: With the enhancement in the performance level of worker,
cost of the firm operations reduces. It assists in lifting the profit margins and
strengthening position in financial terms.
 Planning of production: The enterprise is able to plan out the strategies related to the
production of several services and functions. Learning curve allows senior managers in
underlining the level of skills that are possessed by staffs and also individuals that can be
handled appropriately.
 Cost forecasting: With the planning for production, cost prediction related to the potential
cost is also made. This allows leaders in arranging resources that can be utilised in future.
Importance of transferring learning to workplace:
 Higher utilisation of fund: It brings higher efficiency while different task are being
performed at the workplace (Bratton and Gold, 2012). Due to this managers are able to
utilise the available funds in effective manner.
 Enhanced problem solving: The people that managed learning from the activities or
events have developed problem solving skill in a better manner.
 Adding extra value: Since the performance, effectiveness and efficiency of the employee
increases hence it enhances the quality and adds more value to the services.
1.3 Analysing learning style, decision and planning in event.
Learning theories lies on the concepts that are based on the several conceptual structure
which helps in enhancing the skills and ability. The usage of these theories inside workplace is
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according to the necessity that exists. It also helps in increasing learning capabilities of the
workers. The mangers have to analyse different styles of learning and ensures that he uses best
one that suits the requirement of worker (Cascio and Boudreau, 2010). Once any method is
selected managers ensures that they implement it and collaborate with the subordinates for
enhanced learning. The major requirement is that proper analysis and implementation is needed
in Apple.
The kolb's Learning style assist managers in identifying the requirements of individual
and learning group that he belongs to. It also assist in determining ways that can be utilised for
teaching new skills and abilities to the targeted individuals. There are four different kind of
variances that are found and has to be understood by the managers. It also helps in making sure
that person will be able to complete cycle of learning. Apart from this Mumford style highlights
4 different kinds of persons. It can be learned by managers so as understand the requirements of
the person.
The basic benefit of this learning mechanism is very essential for making any event
which will be used for imparting new things to individuals. Many theories can be used in such
situation for drawing maximum results. It’s the role of the manager to ensure that while
designing any activity for learning they must take use of the other individuals so that interest in
them is also enhanced (Daley, 2012). This helps managers in finding the best possible method
using which knowledge may be imparted.
TASK 2
2.1 Needs of training at different levels of Apple.
Apple consists of several levels of management and hence it becomes more important to
manage and check there requirement is being fulfilled. Employee needs training so as to tackle
situations that arises on continuous basis so as to manage favourable competencies. Hence
training is important (Flamholtz, 2012). Managers are required to conduct gap analysing which
illustrates the variances present. The managers will make the schedule that will fulfil the
requirement.
 Upper senior level: This the level at which workers need training related to strategic
level. Generally managers at the top need such kind of training which is necessary for the
growth of the firm.
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 Middle management: These are those who are involved in implementing and analysing
the process. They keep on evaluating several strategies and policies which will assist in
increasing the productivity and profitability of the enterprise (Gordon, 2014). They have
to convenience to their subordinates and guide them to correct path.
 Lower level: They are at the lowest level and have role of supervising each task. They
need to have knowledge related to activity management of tasks, hardware and software
involved.
Different type of training that is utilised for these level of mangers and employee:
 Off job training: Such kind of training is conducted separate from the job. This is general
provide to managers at lower levels since they require analytic and strategic learning
(Gruman and Saks, 2011). MDP (Management development program) and EDP
(Executive development program) are two kinds of off job training methods that can be
used firm to train managers at the top and middle level managers so that they can ready
for changes.
2.2 Advantages and disadvantages of training methods used in Apple.
There are any kinds of training that is being utilised by the firm for enhancing the quality
of work that is assigned to staffs. It is essential for the firm to ensure that appropriate
training methods must be utilised focusing for improving the knowledge, skill and
capabilities of staffs. This will assist workers as well as the management as the firm will
have good productivity levels and hence staff prospectus will improve (Guest, 2011).
Apple must provide better induction training to their employees. The major techniques
which are employed by Apple Inc. in order to train their employees are as follows:
Type of training Advantages Disadvantages
Technology Based training:
As the company operates in
the technology domain
therefore employing these
measures is ideal. The
common methods which are
employed by the company are
The major advantage which
can be availed by this
approach is that it is a cost
effective measure and carries
higher scope.
This tool of interactive media
may not be ideal approach to
facilitate learning as they carry
lesser involvement of
supervisors.
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Interactive multimedia and
web based training
programmes.
Simulation: this technique is
often remembered as learning
by doing. The work
experiences in an workplace
are imitated so that ideal
training can be provided.
Apple Inc. employs this
measure to identify reaction of
employees to certain different
circumstances. They are
prepared against the difficult
circumstances which they
might face in near future. The
success rate of this approach is
very high.
This training approach is
expensive and time consuming
when compared with others.
Group Discussion &
Tutorials: it is another
approach in which employees
along with their supervisor
gather in a class-room to
discuss major issues which are
faced by them.
This training measure helps in
identification of ideas through
which provided task can be
carried out easily. This
approach helps in resolving
problems encountered by
employees and facilitate better
decision making.
The relevance of this
approach is limited. Whereas
some of employees may not be
comfortable sharing their
views. There can be possibility
of some people dominating
discussion.
There are several benefits of Apple that are taken from illustrated methods:
Advantages:
 In order to keep training event simple Apple will involve their employees in construction
their training module.
 Better training methods results in increasing workplace efficiency.
 It also helps in tackling serious situation in effective manner.
 It improves relation among management and workers.
Disadvantages:
 These methodologies take time.
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 Additional resources need to be invested.
 Organisers have to be paid for the off job training.
 Sometimes these methods do not provide adequate productivity.
2.3 Systematic approach for planning training and development for training programme.
It is necessary for the firm to take use of only that training programme as per the
requirement. HR has to develop priorities associated with training. All essential aspects
like mission, vision, goals will be covered (Hall, Daneke and Lenox, 2010). The prime
objective is achieving workforce that is highly skilled. The areas are as follows:
Analyse It is the first phase where the mangers create schedule related
to training event. They needed to check that task is achieved as
per the need.
Design It is the second step where HR managers will determine the
things like how training has been scheduled and arranged in
order of their priority or not. It the role of the higher managers
to involve workers for developing training event and hence all
the information has to be communicated.
Development The resource which is available with the HRM has to be
managed so that every issue is resolved in a proper way. GAP
analysis will allow firm in highlighting problem which may
hamper operation of the enterprise.
Implementation This is an important stage where critical and strategic
approach. For this HR team has to appoint a person who has
past experience implementing such programs.
Evaluating This is last phase where managers need to evaluate several
operations like training and development, monitoring of the
whole program and improvement in the sessions as per the
requirement.
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TASK 3
3.1 Prepare an evaluation using suitable techniques
It is very essential for managers to keep a track of training methods that are being
employed for developing better human resource. It is important for managers to make sure that
each and every issue is being sorted out effectively (Harzing and Pinnington, 2010). There is
huge cost which is involved in these process. They need to be analysed as well so there is no
wastage that takes place. This will assist in reducing variances that exist in the system and has to
be removed for boosting performance. There are different methods that can be adopted by Apple
for measuring the results of training methods. The model which is currently followed by the
company managers has 3 stages which are mentioned below:
 Program clarification: This states about objectives to people in the beginning of session.
This ensures that there are no doubts regarding targets.
 Need assessment: Various requirements has to be analysed as so that plans can be
developed to fulfil them.
 Accountability and monitoring: There is a need of monitoring and transparency so that
performance of people can be boosted.
There are various methods that can be used by company out of which it is currently using
questionnaire as an evaluation form which is given to people after training (Huselid and Becker,
2011). This states about the level of impact that people had due to training. The questionnaire is
stated below:
Questionnaire
Q.1. Was the training program as per your needs?
Yes
No
Q.2. Was the training program used impactful?
Yes
No
Somewhat
Q.3. On what scale you would rate the whole program?
It was great
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Kind of useful
Did not fulfil its purpose
Q.4. Is there a visible change in your abilities after training program?
Absolutely
To an extent
Not satisfied
Not really
Q.5. The method which was employed for training was effective?
Yes
No
This questionnaire will be used by managers for getting feedback from employees
regarding their experience from training sessions that were conducted.
3.2 Evaluating the training event
There are numerous workers that will be trained by Apple for improving their abilities.
Also, they are given training as per the job or managerial level they are into (Jiang and et.
al., 2012). More than 60 employees were asked for the feedback regarding the
developmental program that they were into. The general outcome of the study was that
they were satisfied with the training that was imparted to them. There was a set criteria
which was followed to collect and evaluate the feedback:
 Participant feedback: It was very important to gather information regarding people
experience with the training that was imparted to them (Kehoe and Wright, 2013).
In Apple all the participants that were into the developmental program stated that
they enjoyed it and would be great if these things keep on happening.
 Information gathering: Data was gathered with the help of evaluation
form/questionnaire.
 Behaviour claim: There are different changes that take place within people when
they undergo a training program and these are recorded by observation and
evaluation forms.
 Comparison with standards: Past responses are compared with current ones to see
the difference.
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A SWOT analysis of the training program is developed by managers in Apple on the
basis of reaction recorded by them in evaluation.
Strengths
•Assisted in enhancing the capabilities of
people
• Boost in productivity
Weakness
• Constant communication differences between
departments
• Resource intake is high
Opportunities
• More opportunities in future
• Requirement of developmental program
for better skill enhancement.
Threats
• Dynamic of environment
• Time scarcity
3.3 Reviewing the success of evaluation
Apple is one of the world biggest companies that constantly needs to train its staff for
preparing them to face off future contingencies. The rate of success is dependent on the increase
in skills of people (McMichael, 2011). The feedback was taken by an evaluation form which was
the best method to avoid any issue. The SWOT analysis stated about the issues and ways to over
comes them. The management has to look at every aspect for enhancing the productivity of
people. The managers need to keep on assessing the requirements as to ensure that each task is
completed and all issues are sorted out in a required manner.
The technique utilized by organization to upgrade execution of workers should be assessed.
There is a sure level of effect upon association. It is essential for business guarantee that all units
are functioning according to necessity or not. The techniques utilized by Sun court will give it a
stage that it can use for tackling out issues. The preparation is additionally in view of the
certainties and figure from ongoing business condition that will augment the viewpoint of
representatives.
TASK 4
4.1 Role of government in training and development in life long learning
Training individual that are engaged in a certain sector is a priority these days as to
improve their capabilities and skills (Meredith Belbin, 2011). Basically, each company want
people who can deliver higher level of performance as to achieve its own goals and objectives.
But it is not just the responsibility of these organisation to train and prepare employees for facing
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