HRD Report: Learning Styles, Training Needs, and Evaluation

This report provides a comprehensive overview of Human Resource Development (HRD), focusing on learning styles, training needs analysis, and evaluation methods. It explores different learning styles suitable for individuals, such as activists, theorists, pragmatics, and reflectors, and discusses the role of the learning curve in the workplace. The report analyzes training needs for staff at various levels and examines the advantages and disadvantages of different training methods, including role-playing, performance appraisal, and discussions. It also outlines a systematic approach to planning training and development events and evaluates the effectiveness of training programs. Furthermore, the report delves into the role of government in training development and lifelong learning, assessing contemporary training initiatives in both the public and private sectors, and concluding with key insights and recommendations.

HUMAN
RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles suitable for individuals.............................................................1
1.2 Role of learning curve and its importance of transferring to the workplace....................2
1.3 Contribution of learning styles and theories when planning and designing learning event
................................................................................................................................................3
TASK 2............................................................................................................................................4
2.1 The training needs for staff at different levels..................................................................4
2.2 Advantages and disadvantages of training methods.........................................................4
2.3 Systematic approach for planning training and development event.................................6
TASK 3............................................................................................................................................6
3.1 Evaluation using suitable techniques................................................................................6
3.2 Evaluation of the training event.......................................................................................7
3.3 Review on evaluation method so used.............................................................................8
TASK 4............................................................................................................................................8
4.1 Role of government in training development and lifelong learning.................................8
4.2 Competency movement made impact on both public and private sector.........................9
4.3 Assessing contemporary training initiatives taken by government..................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Development (HRD) is considered as a part of Human Resource
Management (HRM) that specifically deals with the processes of training and development of
the entire workforce present in an organisation. Developing an individual includes the functions
of providing training to them, allotting them the high level of opportunities to learn new skills
and knowledge, method to distribute their resources and encouraging their working abilities by
increasing their performance and quality level (Werner and DeSimone, 2011). These activities
are beneficial and helpful for the employees to complete all the assigned tasks and any other
development activities. It is termed as one of the essential function for the organisation which is
dynamic, effective, growth and goal oriented. In this report, the learning theories and styles of
HRD are highlighted and brief information about the planning and designing process of training
and development has been explained. Along with this, there is provided an appropriate
understanding over the government led skills development initiatives.
TASK 1
1.1 Different learning styles suitable for individuals
Considering the current trend of market and regular variations in all the business
operations of an organisation, it is has been ascertained that an effective learning style's
outcomes highly depends on the requirements and abilities of the individual present in the
organisation (Zheng, Yang and McLean, 2010). However, there are four most suitable theories
under the HRD process that are: Activists – According to this theory, the main aim of the activist learners is to maintain
regular and continuous changes in the thinking and performance level of the individual
working in an organisation. It is evident that the steps taken by them are continuous
which are responsible for holding up a high level of adaptability (Knowles, Holton and
Swanson, 2014). In the situation where the professionals of an organisation require some
dynamic dimensions, there they can utilise their efforts in changing or expanding their
responsibilities. For example, in SME, the top level management are determined as the
activists whose responsibilities are to motivate and develop the employees working. Theorists – In this type of learning style, the learners extremely focuses their efforts on
attaining information by reasoning situation, analysing factors and then interpreting data
1

for accessing a logical judgement or assumption. They highly direct their attention on
making and taking decisions which are to be determined by concerning all the aspects of
succession. However, it is examined that their findings and methods of addressing such
factors influences their prior results. Pragmatics – It is termed as the method of learning in which the pragmatics are highly
keen on trying out new ideas, techniques and theories to manage their work and
encourage their performance by gaining a set of effective practices (Avey and et.al.,
2011). Their core aim is to carry out innovative ideas which will enhance their practices
and results in greater outcomes. However, their structure of practices states that
pragmatics take quick and confident actions on identified ideas that extremely attracts
their attention. The company can implement them in their employees by providing them
break and facilities which facilitate them in bringing change and implementing ideas. For
examples, the engineers and technicians are determined as the pragmatics learners, as
their aim is to introduce new strategies, techniques, identify and implement changes.
 Reflectors – This learning style depicts the activities of effective cognitive techniques to
attain high level of understanding of the basics of an organisation. It directs the reflectors
by pondering the experiences and observing the other individuals from different
dimensions and perspectives (Vörösmarty and et.al., 2010). They assess the information
by using methods of primary and secondary data collection and evaluate all the possible
angles and implications before taking decisions.
1.2 Role of learning curve and its importance of transferring to the workplace
Learning curve helps in demonstrating all the changes implemented or occurred in a
period in the functioning of an organisation. The main role of learning curve is to take decisions
like:
 Pricing decision on the basis of estimating the future costs of production.
 Deciding the workforce schedule based on future needs and demands.
 Allocating the sources for overcoming the requirements of capital.
 Setting up incentive structure of all the individuals working in an organisation.
It is helpful for the firm in attaining high level of perfection and effectiveness by
achieving all the factors available in the working environment specified through the curve. Such
experiences assists in inspiring the individual in attaining higher skills, spirit to lead the team and
2

the organisation, acknowledge the business context and building a proper career path (Flamholtz,
2012).
The importance of learning curve can be analysed by its impact on the working and
functioning of the firm. It is a method that encourages the employees to raise their level of
performance and providing quality services in production section. As per personal perspective, it
promotes the scope of valuing, enriching leadership capabilities and expanding the area of
opportunities. In that case, it will help in transferring the practical and implied knowledge among
the individuals of SME that further advances their abilities to develop a new set of skills and
experiences. In addition to this, it will increase their efficiency level by accessing a higher
information and knowledge (Vörösmarty and et.al., 2010). Considering this situation, the
learning curve will be also beneficial for the freshers in boosting their courage and skills for
overcoming the specified duties on the workplace.
1.3 Contribution of learning styles and theories when planning and designing learning event
The concept of learning theories is marked as a wide understanding of all the useful
information about the human tendency and competency. However, the structure of organization
can effect the process of identifying and applying the appropriate learning strategy. It is so
because the learning styles are varied and attains different outcomes depending on the business
of the organisation (Zheng, Yang and McLean, 2010). Hence, considering this aspect, it is
recommended that individual should conduct appropriate method to collect and analyse effective
information for identifying the best learning and selecting the fruitful learning style.
Understanding the efficiency of learning style and their relationship
It is evident that the use of learning style by an individual or an organisation helps in
understanding the knowledge and relevancy of all the organisational factors influencing the
abilities of workforces. The main aim of the learning event is designed to accomplish all the
specified goals in the context of learning style. However, it is contributed that alteration in the
learning styles rises the level of capabilities and skills aforementioned in the body skills, trait
devising knowledge, increasing the efficiency, encouraging positivity in outcomes and enhance
the area of responsibilities (Luthans and et.al., 2010). Considering this information, it has ben
examined that learning style is effective for all the employees working in SME. It will enhance
their performance level and criteria of working.
The contribution of learning theories in designing the events
3

The main area of learning style is to identify an appropriate learning styles for its
employees by analysing the factors of adaptability, betterment and wider scope of
responsibilities. Along with this, the learning theory plays a vital role in contributing its efforts
for selecting and designing an effective event and makes sure that it is relevant, maintain its
attention objective clarity and highly impacts on performance. It is beneficial in the context of
SME, as the learning attributes will highly impact the employee's efficiency and level of working
TASK 2
2.1 The training needs for staff at different levels
The needs of training for an individual can be attained by their efficiency in executing
different operations. They require a set of professionalism and knowledge to complete all the
assigned task in the business (McKenzie and et.al., 2012). For overcoming all the managerial
functions allotted to the employees, they need to attain higher skills and abilities. The needs of
training can be specified in the form of three levels or criteria.
Customer facing staff Management level Operation level
It provides skills to manage all
the complaints and queries for
solving the practical problem.
Besides this, it helps in
increasing the effectiveness in
supplying better customer
services.
Courses
 Interaction method
 Communication skills
 Method to handle the
customers
It gives practical experience to
develop skills, efficiency to
take proper decision and
choosing the best method of
leading the team. However, the
method like off the job training
where the individual ability is
to improve their learning
effectiveness and areas where
it works.
Courses
 On the job training
 Off the job training
 Management coaching
classes
It caters brief understanding of
reviewing the individual
performance, evaluating their
working skills and overcoming
the issues faced by them
during performing the
activities. In addition to this, it
assists in advising, coaching
and improving performance of
all the individuals working in
the firm.
Courses
 Technical classes
 Internship
 Working under the
experts
4

In the context of Asda, it is considered that adoption of methods like on the job training
and off the job training will help them to drive the needs of the workforce present in their staff.
Along with the employees, their managers also requires a wide understanding about the training
and development for executing a proper technique of improving the performance and increasing
the quality of the individuals. It is marked that the roles of several positions of the employees
grow a method to overcome and perform as substantially as their likely as per their duties
specified in their job description (Jiang and et.al., 2012). They are highly responsible to perform
all the set of task assigned by them.
2.2 Advantages and disadvantages of training methods
Asda generally focuses on conducting the training and development program for their
employees who are wortking at different level and positions. These training programs boosts up
their performance and they started working with best of the efficiency to achieve the individual
as well as organizational goals and objectives. Further, the role played at different positions will
make responsible for the responsibilities they possess. Further, different training options like
workshops and practical implications will make them aware and improve their level of standard
(Pros and Cons of Training Methods, 2007).
Advantages and disadvantages of training program within Asda:
Training methods Advantages Disadvantages
Role playing
Through role playing, employees
understand their job
responsibilities with the help of
practical training
Employees not willing to change
job because they feel shifting from
one job to the other will create
conflicts and chaos
Performance appraisal
Employees gets motivated and
they recognize their improvement
area and compare with their
standard level
Employees who are not able
perform well will be disappointed
and with these they will be
demotivated as well.
Discussion
Manager of Asda shares the
organization goals and objectives
with the workforce.
If both employees and managers do
not participate effectively then
proper results will not be achieved
for the business venture (Avey and
5

et.al., 2011).
Workshops
Practical training lead towards
improvement in organization
performance and employees feel
dedicated to achieve their
individual as well as
organizational goals and
objectives.
Less employee's participation in
the workshops can lead towards
less motivation for workers and
significantly decrease in profit and
revenue for the retail firm.
2.3 Systematic approach for planning training and development event
HR manager of Asda is responsible for conducting a training and development program
within the business enterprise as it will motivate employees to work with best of their capability
and efficiency. Further, for conducting a training and development program, active role of
employees participation is required as with the help of them cited firm will be able to detect
some problems which the retail firm is facing (Cummings and Worley, 2014). Further, the HR
manager of the cited firm can focus on some crucial steps in order to plan the training and
development program. These are discussed down under;
Training method of event:
Under this method, the participants within the enterprise will be gathered in order to
discuss the problems which organization is facing. Moreover, cited firm will emphasize on
developing some plans which will give them a competitive edge over the rival firms who are
working within the same industry (Lund and Colin, 2010). Further, both managers and
employees will frame realistic as well as crucial problem scenarios by considering the effect on
the business venture. Managers will share these problems with the HR manager and the
management team and they will take necessary steps in order to solve these problems.
TASK 3
3.1 Evaluation using suitable techniques
It is determined that for successfully evaluating the training program, HR manager of
Asda need to follow objective based evaluation method and decision based evaluation system.
This will emphasize the company's direction on judging the effect of training, learning for the
6

individuals working within the venture and major benefits. Some major techniques in order to
study these programs has been discussed down under: Need evaluation: This evaluation for the cited retail organization shows what is the
necessity of event and also how crucial the causes are. Moreover, it also focuses on the
organizational requirement deciding how will be the event fulfill the need of the
enterprise. Observation: Observation shows that how an event can be made more successful and
how maximum benefit can be taken into consideration. Clarifying improvement area: This point shows that how much improvement has taken
place with the help of event and also how employee's will be benefited from the same. Understanding for participants: This shows clear message to the manager of Asda as it
will help employee's to focus on theories so which is judged earlier (Bray and et.al.,
2012).
 Influence on performance: This eventually shows the impact of program on the long life
of the business venture.
Process of documentation for training
In this step, the manager of Asda will focus on qualitative and quantitative assessment
method in order to evaluate the training facility. Some of the major techniques has been stated
below: Feedback from management: Top executives of Asda will look towards the performance
of employees, improvements which need to be taken and the issues which are prevailing
in the enterprise. By evaluating all these topics, manager of the cited firm will be able to
improve the organization performance and they will get an competitive edge over the
rival firms who are working within the same industry. Feedback from customers: Customers are the king of market and retail organization
emphasize on producing those goods and services which gives them maximum level of
satisfaction (Cummings and Worley, 2014). Further, giving customers best of the product
will make them loyal customer base for the venture. Apart from it, taking necessary
feedback will help them to improve the things within the venture and by taking their
suggestion into consideration, they will be able to increase their revenue.
7

 Employees observation: Asda having a vast range of employee's who are giving their
productive services throughout the globe. Further, leader by taking their valuable
suggestion into consideration can make necessary changes within the venture. Further,
with it, employees also feel motivated and they work with best of the efficiency to
achieve organization goals and objectives.
3.2 Evaluation of the training event
The event was quite successful with the engagement of the participants and mentioned
retail firm has found many of the problems through their own experiences. By telling all the
problems to experts, the HR manager focuses on giving innovative and appropriate solution to
the problems. Further, after the successful completion of the program, employees were fully
strengthened with all new concepts and with the development of new resources and supports.
Further, the training and development event has raised the efficiency of the staff as well
and employees has gained relevant new skills which will improve their efficiency and
productivity in coming time period (Kehoe and Wright, 2013). Moreover, they also work with
best of their efficiency and productivity to achieve their individual goals and objectives.
3.3 Review on evaluation method so used
The assessment method which has been discussed in the above task was quite
advantageous in order to judge the accomplishment of the event. Further, the assessment has also
matched with the actual output and expected output in order to find out the problem areas of the
program. Further, employees has also taken active participation in the development of
organization as by introducing new policies and concepts, cited organization will get a
competitive edge over the rival firms who are working within the same industry (Crook and
et.al., 2011).
Apart from it, employees has also shared the problems which they were facing and
management has taken relative steps and assured them that all their grievance will be solved
within the specific time period. This has motivated employees to work with best of their
dedication in order to achieve the organizational goals and objectives.
8

TASK 4
4.1 Role of government in training development and lifelong learning
In the recent time period, the government of UK has played an effective role in the
development of human resource in both public as well as private sector. Further, HR manager
has taken various initiatives in order to develop their human capital which will lead towards the
development of human resources. Further, there are various training programs which are
conducted by the government which helps the firm to reach at the superior level within the HRD
(Kraaijenbrink, Spender and Groen, 2010). Moreover, the retail sector is the sector where local
body shows their major focus because this sector is very much customer oriented and employees
need to be efficiently trained so that they can easily identify the needs and demands of their
potential customers.
Further, as stated earlier, government emphasizing on arranging the training program
with the help of an expert trainer so that employees within the retail sector becomes much more
developed. Asda is one of the developing retail venture within UK and they are majorly focusing
on giving best of their products to the customers at an affordable and best of the price (Lifelong
learning, training and skills development, 2016). Further, firm also emphasizing on regulating
their business operations in the countries where they do not have started their operations
(Ployhart and Moliterno, 2011). This will give them a competitive edge over their major
competitors.
Apart from it development of skill and efficiency will be more advantageous towards the
development of national economy. Further, the government also aiming in rendering the self
directed learning by participants in order to achieve the lifelong learning. It is considered as one
of the self motivating learning for the employees themselves. They can learn new things by
considering the organization scenario in effective manner.
4.2 Competency movement made impact on both public and private sector
Private ad public firms within the UK focuses on sharing and developing the knowledge
and competency because of the intense growth in knowledge and also in the competence
movement (Noe, 2010). Further, this competence movement has made mentioned retail venture
to concern about their performance gap as with that they will be able to get a competitive
advantage over their major retailers like Walmart, Sainsbury, Tesco, etc. However, Asda does
9

not want any sort of competency within their employees because more the competency more the
rivalry will be seen. With this, mentioned retail firm will face poor service quality and it can also
lead towards inefficient production for the business venture. Further, Asda having immense
brand image throughout the UK and now they are planning to expand their business operations in
other countries as well. Further, cited firm having their own characteristic which makes them
unique when compared with other retail ventures. Moreover, Asda takes different initiatives like
they consider the customer's feedback, take care of the needs of employees and manage the
training and development program for their newly recruited employee's. This is the only reason
that why there employees are that much of motivated (Wang and Noe, 2010).
4.3 Assessing contemporary training initiatives taken by government
Evaluating contemporary training initiatives
For bringing stability and new improvement within UK, local body of the country has
introduced contemporary learning method within human resources for both private and public
business ventures. Moreover, when the government specify the specific area for improvement, it
becomes easy for organization like Asda to decide that which steps should be considered ion
order to develop the quality of their talented employees (Hall, Daneke and Lenox, 2010).
Furthermore, UK government has focused on taking different initiatives in field of HRD.
Some of the initiatives are given below:
 Department of trade and industry
 Department of education and skills
 Department of health
CONCLUSION
From the above report it is clearly inferred that Asda is the major retail organization who
having their effective functioning within whole of the UK. Further, this report showcase that
business organization uses different learning styles in order to improve their employees
performance. Furthermore, this report is also evident of training program which focuses on
improving individual performance and achievement of organizational goals and objectives. At
last this report shows that government has taken necessary steps in training and development and
also to improve the lifelong learning. This information is highly beneficial for the company to
enhance the level of employee's performance and quality level of working. These steps helps the
10

employees to increase their efficiency and working style which would facilitate them in
improving their present skills and knowledge.
11

REFERENCES
Journals and Books
Avey, J.B. and et.al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development quarterly. 22(2).
pp.127-152.
Bray, F. and et.al., 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Crook, T.R. and et.al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance. Journal of applied psychology. 96(3). p.443.
Cummings, T. and Worley, C., 2014. Organization development and change. Cengage learning.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hall, J.K., Daneke, G.A. and Lenox, M.J., 2010. Sustainable development and entrepreneurship:
Past contributions and future directions. Journal of Business Venturing. 25(5). pp. 439-448.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management
Journal. 55(6). pp.1264-1294.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of Management. 39(2). pp.366-391.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Kraaijenbrink, J., Spender, J.C. and Groen, A.J., 2010. The resource-based view: a review and
assessment of its critiques. Journal of management. 36(1). pp.349-372.
Lund, C.L. and Colin, S.A., 2010. Editors' notes. New Directions for Adult and Continuing
Education, 2010(125). pp.1-5.
Luthans, F. and et.al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McKenzie, L.M. and et.al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment. 424.
pp.79-87.
Noe, R.A., 2010. Employee training and development. McGraw-Hill/Irwin.
12

Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Vörösmarty, C.J. and et.al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Wang, S. and Noe, R.A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20(2). pp.115-131.
Werner, J. and DeSimone, R., 2011. Human resource development. Cengage Learning.
Zheng, W., Yang, B. and McLean, G.N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of
Business research. 63(7). pp.763-771.
Online
Lifelong learning, training and skills development. 2016. [Online]. Available through:
<http://epsu.org/a/9034>. [Accessed on 5th April 2016].
Pros and Cons of Training Methods. 2007. [Online]. Available through:
<http://it.toolbox.com/blogs/enterprise-solutions/pros-and-cons-of-training-methods-
16921>. [Accessed on 5th April 2016].
13