Human Resource Development: Training, Evaluation and Government

This report provides a comprehensive analysis of Human Resource Management (HRM) with a focus on training and development within HSBC, a leading bank in the UK. It begins by comparing different learning styles, such as visual, aural, verbal, and physical, and assesses their contribution to planning and designing effective learning events. The report also explains the role of the learning curve and the importance of transferring learning to the workplace. Furthermore, it compares the training needs for staff at different levels within an organization and assesses the advantages and disadvantages of various training methods. The report details a systematic approach to planning training and development, including evaluation techniques and a review of their success. Finally, it explores the role of the government in training, development, and lifelong learning, examining the impact of the competency movement and contemporary training initiatives on human resources development.

Human Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1Compare different learning styles..........................................................................................3
1.2Explain the role of the learning curve and the importance of transferring learning to the
workplace....................................................................................................................................4
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event..............................................................................................................................5
TASK 2............................................................................................................................................6
2.1 Compare the training needs for staff at different levels in an organisation..........................6
2.2 Assess the advantages and disadvantages of training methods used in an organisation.......6
There are various advantages and disadvantages of training methods as given below:.............6
2.3 use a systematic approach to plan training and development for a training event................8
TASK 3............................................................................................................................................8
3.1 prepare an evaluation using suitable techniques...................................................................8
3.2 carry out an evaluation of a training event............................................................................9
3.3 review the success of the evaluation methods used............................................................10
TASK 4..........................................................................................................................................11
4.1 explain the role of Government in training, development and lifelong learning................11
4.2 explain how the development of the competency movement has impacted on the public
and private sectors.....................................................................................................................12
4.3 assess how contemporary training initiatives introduced by the UK Government contribute
to human resources development for an organisation...............................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource is the valuable asset for each and every business organization. Because it
can help to contribute in the success of the business. Therefore, it is essential for them to manage
and administered employees in a effective manner. There are various functions which can be
performed by the HR department of the company such as workforce planning, employee-
employer relation, performance management etc. so that the business unit can attain their long
term goals and objectives in a effective manner (Brushett, and et. al., 2010). The present report is
based on the HSBC which is leading bank in the UK and provide large number of financial
services to their customers. The main purpose of this report is to understand the significance of a
training program and the role of private and public sector in order to provide long term learning
to the public which can support the local and national economy.
TASK 1
1.1Compare different learning styles
Learning is refers to the different style of learning of each and every individual person.
The learning behaviour of an individual person is different as compare to anther person. There
are various personal aspects such as cognitive, emotional and environmental elements and
previous experience of an individual. It is essential for an trainer to consider all these factors at
the time of training and learning. So that they can use their various strategies in order to improve
skills and capabilities in a effective manner (Abreu, and et. al.,2011). There are various learning
styles which can be used the HR department in order to provide learning in a effective manner.
These learning styles as given below:
Visual learning style: This is one of the common learning style where the organisation can try to
use images, picture, colour and maps to provide different information and communicate with
their staff members. The HR department of the cited business organisation is required to use
these all material in order to provide effective learning to their staff in a effective manner. They
can use layout, colour and visual images which can help to easily understanding by the
employees.
Aural learning style: This is another types of learning style. In this learning style a person can
be learn through lectures and listening some new tapes and data relating to the company and

human resources of the company, its help to incrementing ability of working and easy to improve
performance of working.
Verbal learning style: In this learning style can easy to learn and express by writing or speaking
it as a verbal learner (Moeinifar,Kokabi,and Hosseini,2010). Through this learning style can be
learn something new relating to organisation and also how to manage all activities and human
resources.
Physical learning style: This learning style relating to learn something through doing activities
and task and gain knowledge about that work. In this learning style can easy to learn anything
through physical activities and listening the lecture relating to the organisation.
1.2Explain the role of the learning curve and the importance of transferring learning to the
workplace.
In the organisation if assigned some task and work to employees and has to identify their
performance and working quality so learning curve is the best ways to identify and evaluation of
all these activities in the effective manner (Abreu, and et. al.,2012). For employees give training
relating some work so has to be identify how they are working and which one strategies they are
adopting in their work and for completing their task. For evaluation and collection of data has be
prepare curve. Its help to define cost, time schedule, cost estimation and working efficiency of
employees. Learning curve taking less time compare to other activities and its give the proper
information relating to task and employees of working performance in the effective and efficient
manner. In the organisation manage all employees and activities and also employees cost
estimation, time schedule etc. so there has to be use some effective strategies and methods for
collecting proper information and data. Learning is the important element in the any business to
give knowledge and learn something relating to anything. For learning can be use many methods
and strategies in the organisation and also increase performance of employees. Learning through
get proper knowledge about anything. Learning help to increase performance and productivity of
organisation (Iles, Chuai, and Preece,2010). All employees are not that much able and they
doesn't has that much knowledge relating to all sectors and data. So that kind of persons and
employees should give training to them so they can learn something and get knowledge.
Learning is the best to increase performance and working involvement of employees. If they can
learn something in the proper way so they will be do all task and work in the effectively

direction. Learning process is the systematic process in which persons can get proper knowledge
in the effective and efficient manner.
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event.
Learning is the systematic process in which can easy to learn something in the effective
and efficient manner. In this learning process has many learning styles are available those are
help to increase performance of employees and also increase working ability or capability to
doing work well compare to others (Snapeand Redman,2010). Learning style is the important
part in the learning process, learning style always take and apply according to situation and
environmental of organisation. Because there are many kind of learning style so has to be find
out which one can be suitable and applicable on employees for developing their knowledge and
performance of them. Learning is the best way to learn something. There are many learning
methods those are using for provide training to employees if in case they need to learn. So in the
other hand learning style is the important to learn something and developing knowledge
regarding work and task and has to be complete the task and achieve goals and objectives.
Planning and designing of learning event is the importance key role in the process of learning.
Because before conducting a learning process and training process to employees for developing
their working skills and performance so has be define first which one style of learning will be
use and applicable according the their employees and environment of organisation. After that
prepare a effective design and planning of learning and training process to employees
(.Moeinifar, Kokabi, and Hosseini,2011). Its should be effective and attractive in the nature so
employees take interest to learn. In the learning process there are involve many persons to
manage and control all activities and try to give training to them. If they take proper knowledge
about their work so they will complete their tasks in the effective and efficient manner. Its also
help to increase productivity of organisation and performance of employees.

TASK 2
2.1 Compare the training needs for staff at different levels in an organisation.
Training is the key element to learn something in the organisation. In the organisation has
mainly three level of staff top level, middle level and lower level. Top level persons are
conducting training process for middle level and lower level employees to learn something and
provide proper knowledge about work, how to do they will work in the effective and efficient
manner. Different level of employees has to need different type of learning and training style for
improving performance and working quality (Jhong, and et. al., 2012). Training help to improve
performance of employees and give proper motivation to them. It is essential to provide training
to employees and manage all employees and control on them. In the organisation has different
different types of employees so they has capabilities and abilities of employees so they has to be
provide according to their level of learning and try to give proper training to them if they has any
issues and problems then find out and try to resolve it and give proper satisfaction to them.
Training style and methods are depending on the organisation environment, culture, norms,
employees, rules and regulations of the particular company. So according to the organisation has
to be select training methods and apply in the systematic process. Training process help to
motivate employees, improve performance, learning ability, working skills and abilities so they
can do work on the time with good quality. A person can be learn anything if they want and easy
to can improve their working quality and performance its helps to improve productivity and build
a effective image in the market. If a company provide better goods and products to customers so
customers are fully satisfied and company get positive feedback through the customers. In the
other hand training is the key point to learn something to improve performance and working
quality of employees. At the all different different levels has require find out suitable and
applicable methods and training (Katou, and Budhwar, 2010.).
2.2 Assess the advantages and disadvantages of training methods used in an organisation.
There are various advantages and disadvantages of training methods as given below:
Off the job training:- It is type of training where employees do not get the practical
knowledge about the topic they only get concept clear in this training method. This type of
training will get placed in office premises or near the working location. There are different ways
to give off the job training. Such as lectures,case studies,presentations,simulation etc. this take a

less time to train its employees (Abreu, and et. al.,2011). There are some of the advantages and
disadvantages of this training method.
Advantages:-
 It helps the employees to clear their concepts:- It help the employees to gain
knowledge about the new concept and new idea. There will a skilled and qualified team
to train the employees to get more and more new ideas.
 This training gives the in-depth knowledge for the subject:- The training will be given
in a particular field in which the employees will the deep knowledge about the product
and services and it make the employees specialise in a particular field.
 Less chances of making mistakes:- As the employees are not working on the field there
is less chance to make mistake there will be no equipment used in this training so there is
a less chance to damage and get harmed.
Disadvantages:-
 High cost incurred:- In this type of training method there will be high cost incurred to
train the employees.
 Will not get the instant results:- The results are not instant as the employees are only
learning they are not doing any piratical work so it is difficult to get any feedback in this
situation.
On the job training:- This is type of training where employees get the practical
knowledge about the work and they get training in the office premises. This method take place
where there is a launch of new product or there is change of process in existing products. There
are some of the advantages and disadvantages of the on job training (Moeinifar,Kokabi,and
Hosseini,2010).
Advantages:-
 saving of cost:- Less cost will incurred in this type of the training.
 Good working environment:- As all the employees knows each other the are
comfortable to do the work together and it generates the team work.
 Quick results:- As they are working in a practical scenario evaluation of the employees
performance will be easier.
Disadvantages:-

 There is chances to making mistakes:- The employees will learn on machines and
equipment so there will more chances to get mistakes done and it will interrupt the other
normal employees of the company (Abreu, and et. al.,2012).
 Some time adopt the wrong technique:- The employees will learn what there superior
taught them so some time if the superior is teaching them some wrong concept they will
follow the same.
2.3 use a systematic approach to plan training and development for a training event
Systematic approach is having a following process to make a plan.
 Organisational aim:- It is the first step of the systematic approach to make the aim of
the organisation what are the future plans of the organisation and where it want to take its
company in the future perceptive.
 Analysis the training needs:- company will see on which employees training has to
given and on which area they need to trained.
 Established the objectives:- company will decide what will be the objectives to conduct
the training and what feedback they need from the employees after the training.
 Preparing the strategies:- to achieve the objectives of the training some policies and
strategies will be prepared like providing the material which will be provide during the
training, schedule of the training, duration of the training.
 Implementation of the strategies:- after preparing the framework of the strategies
implementation will take place. Strategies will follow up the objectives and aims if the
company.
TASK 3
3.1 prepare an evaluation using suitable techniques.
Human resource management is many kind of learning and training methods those are help to
increase performance and productivity of the company (Iles, Chuai, and Preece,2010). All
techniques and methods are selecting for the company according to their environment and
situation also consider employees capability of working. There are some techniques those are
under the below:

On the job training: In this method give training to employees on the job for learn something
new work relating to their organisation. They can learn through the task and their peers. This
method is use full because in this method easy to ask any problems and issues regarding their
work and they can solve. Through this method they can do work effectively and complete the
task on the decided time period.
Off the job training: This type of method of learning help to consume less time. In this method
learning data and material are provide to employees without getting job and they can learn before
joining the job. They can be give full concentrations on their improving performance and
working quality. In this method include some methods and techniques those are help to improve
knowledge of employees like lectures, simulation exercise, management games, role playing and
case study. In the other hand, these learning methods help to increase performance and working
capability of employees. These methods are applying at all kind of organisation to improve and
give proper motivation to employees but its has to be select according to the environment and
working climate of the organisation (Snapeand Redman,2010).
3.2 carry out an evaluation of a training event.
Evaluation is very necessary of the training program because by the evaluation employer
can know the effectiveness of the training program. In this employer can get feedback from the
trainers about the training program. If trainee learn in the training then they apply methods or
skills which is learned by them at their workplace. Evaluation is very necessary to know the
outcome of the training program. HNBC provide training to their employees for their
development. As HNBC spend huge amount for the training so that they want their employees
learn something and do their work with more effectively and efficiently and also utilize the
resources properly. Training program helps to reduce the cost of production and develop new
skills and knowledge into the employees. Training can be on the job and off the job also.
Training program is very expensive and time consuming but it will helpful for the organisation to
reduce the cost of production, develop skills, ability and knowledge of the employee. If training
is done on the behaviour of employees then it can be evaluate by see the changed behaviour,
attitude and ability of the employees (.Moeinifar, Kokabi, and Hosseini,2011). There are certain
benefits of the training evaluations which are mentioned as below -

Check the cost: If training is done successfully then it can be evaluate by see the effectiveness
and efficiency of their quality of work, attitude etc. HNBC provide training to their employees so
that they can reduce the cost of production but maintain the standard of quality.
Feedback to the trainer or trainee: Evaluation can also done according to the feedback of the
trainer or trainee. If trainer do not understand the training properly then trainer can change the
method of training.
Evaluation ensures accountability: Evaluation of training also helps to know the competencies,
it is necessary to find out that work is done by trainee is of proper quality or not.
3.3 review the success of the evaluation methods used.
Evaluation of the training program is very necessary because it is easy to find out that it
is successful or not. For evaluation of training program HNBC can use the various methods. By
these methods it can be easily find out the success of training program which are mentioned as
below -
Describe the outputs: It is necessary to define the output because that is very descriptive in
nature. In this every type of data is included which can be related to participants and training
program (Jhong, and et. al., 2012).
Pre – training assessment: In this employees test is taken which can be related to their skills,
capabilities, knowledge and abilities. It helps to find out their need for learning.
Post – assessment (reactions): It is also necessary to find out the reaction or satisfaction of the
trainees.
Post – assessment (learning): It is also necessary to find out the learning outcomes from the
training. It can found out by doing self assessment of skills.
Follow – up: For the effectiveness of learning program it is necessary to follow up the training
program.
For evaluation method for the training program HNBC can also use the Kirkpatrick model,
which is described as follow -
Reaction: In this it is evaluate about the effectiveness of the training program and find out the
positive and negative reaction of the trainees.
Learning: In this it is evaluated that what skills and knowledge it learned by the trainees in the
program.

Behaviour: In this stage it is evaluated that how trainee apply the skills which is learned by them
and what changes are in their behaviour, attitude etc.
Results: In this it is evaluated that learning of the training program gives result to the HNBC or
not (Katou, and Budhwar, 2010.).
TASK 4
4.1 explain the role of Government in training, development and lifelong learning.
Government played a significant role in the training and development program in the country.
There are various private and public business organisation are working and provide a new jobs in
the economy. According to the higher authorities the employee engagement in the UK is very
law which can create a demand for further training and development. The government of UK can
make various policies which can enhanced skills and knowledge of the staff which can support
the national economy. There are three major areas which can be focused by the higher authorities
as given below:
Tax breaks: This is one of the most important task where the government can offer tax breaks to
the employees which can help to enhanced greater investment skills (Brushett, and et. al.2010A).
For example, if the higher authorities can cut the tax rate which can leads to increase cost saving
of the individual person. The citizen of the country can invest their money in to the share market,
commodity market and any other place which can help to increase their skills as well as the
knowledge in a effective manner.
Conduct training program: This is another method which can help to increase personal and
professional aspects which can leads to increase the employability skills in a effective manner.
For this they can conduct various training and development season in the collage and universities
in the summer and winter holidays.
Thus, with the help to above strategies the government of UK can promote a healthy
environment in the country which can transform them in to a knowledge based economy. It can
leads to develop core competencies of the country which can provide competitive advantage at
the global level (breu,and et. al.,2011).

4.2 explain how the development of the competency movement has impacted on the public and
private sectors.
It is essential for a a country is to create a environment which can be focused on the skill and
capacity development of their employees. The role of both private and public sector
organisations are required to create core competencies within the individual at the great extent.
There are large number of business organisations specially small and medium enterprises can
help to develop these skills in the employees. For example, they can provide opportunities to the
collage and universities students in order to provide internship and short period training. With
the help to these such season the collage students can learn the practical skills, organisation
behaviour and other aspects at the work place. These internship programmes can help to develop
personal and professional development which can help to enhanced their core competencies at
the greater level.
4.3 assess how contemporary training initiatives introduced by the UK Government contribute to
human resources development for an organisation.
It is important for the government is to take various initiatives in order to develop new skills and
development in the UK economy. There are various higher authorities including private and
public organisation can support these initiatives in order to create a healthy learning
environment. It can included trade association, government funded institutions, training
consulting agencies, educational institutions etc. the government of UK is required to provide
enough financial and technical assistance to various training organisation so that they can
improve their skills and knowledge (Moeinifar, Kokabi, and Hosseini, 2010). These organisation
can be:
Industry training organisation: This is one of the major institutions which is responsible for the
training and development programmes. It maintain a close relation with the government and
provide suggestions to them on the different policies which can be designed by the higher
authorities.
Investors in People: This is one of the program which was launched by the government of UK.
There are large number of small and medium business enterprises which are related with skills
development and quality workforce. The higher authorities of the country having a direct control
over these programmes. This is the responsibilities of the government is to provide fund on a