Human Resource Development Report: Learning, Training, and Initiatives

This report provides a comprehensive analysis of Human Resource Development (HRD) within Morrisons plc. It begins by exploring different learning styles (social vs. solitary, visual vs. verbal, logical vs. physical) and their implications for employee training. The report then delves into the importance of the learning curve and the necessity of analyzing learning styles for planning effective training events. It examines the differences in training needs at corporate, group, and individual levels, followed by a critical evaluation of various training methods. The report also covers systematic approaches to planning training events, including cognitive and behavioral approaches. Furthermore, it evaluates staff performance after training programs and reviews the effectiveness of evaluation forms using Kirkpatrick's framework. Finally, the report discusses the role of the government in training, development, and lifelong learning, highlighting the significance of contemporary training initiatives for HRD. The report concludes by emphasizing the importance of HRD in improving the work performance of Morrisons' employees and promoting lifelong learning.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
1.1) (1) Comparison of different learning styles.........................................................................1
1.2) (2) Learning curve and importance of learning in Morrisons..............................................2
1.3) (3) Importance of analysing workers' learning styles and theories for planning event.......3
M1) Presentation of workers' learning styles..............................................................................4
D1) Learning theories and their importance...............................................................................4
TASK 2............................................................................................................................................5
2.1) (1) Differences between training needs for staff.................................................................5
2.2) (2) Critical evaluation on training methods.........................................................................6
2.3) (3) Systematic approaches to plan training event................................................................7
M2) Analysis for training needs for staff....................................................................................7
TASK 3............................................................................................................................................8
3.1) (1) Evaluation on staff's performance after conducting training program...........................8
3.2) (2) Analysis of responses to evaluation form......................................................................8
3.3) (3) Review on success of evaluation form...........................................................................9
M3) Kirkpatrick's framework....................................................................................................10
D2) Validity and evaluation form.............................................................................................10
PART 2..........................................................................................................................................10
TASK 4 .........................................................................................................................................10
4,1) (1) Role of government regarding training, development and lifelong learning...............10
4.2) (2) Contemporary training initiatives role for contribution to human resource
development..............................................................................................................................11
4.3) (3) Significance of contemporary training initiatives by UK government to contribute in
HRD..........................................................................................................................................11
M4) Structured frame to show research on the topic................................................................12
D3) Critical evaluation on points covered in essay...................................................................12
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................14

INDEX OF TABLES
Table 1: Performance evaluation form............................................................................................8

ILLUSTRATION INDEX
Illustration 1: Learning curve of workers in Morrisons ..................................................................2
Illustration 2: Different levels of training needs..............................................................................5

INTRODUCTION
Human resource development is an essential part of HRM that works for improving the
skills of organisation's employees. It conducts training and development programs to encourage
workers towards better work performance and effective contribution in team building. Present
report is based on understanding the concept of HRD for Morrisons plc. to organise training
session. It is a public limited retail sector organisation of UK that provides groceries, food items
and home products worldwide. In this regard, different learning styles and theories are to be
understood for organising training program at the workplace. Moreover, differences between
training needs at various levels in the entity will be introduced. In addition to this, critical
evaluation on training methods is to be discussed for enhancing the working abilities of
employees. Along with this, staff's performance after conducting development program is to be
evaluated for maintaining records. Apart from this, government's role in relation to training and
development program for lifelong learning of workers is discussed. However, significance of
HRD can be understood for improving the work performance of Morrisons' employees in this
assignment.
PART 1
TASK 1
1.1) (1) Comparison of different learning styles
Learning styles vary from people to people such as visual, aural, logical, etc. It is on
understanding of an individual with his/her learning impacted on performance. However,
comparison among different learning styles can be understood as: Social vs. Solitary style: Under social learning style, training and development programs
are conducted in group for improving the working performance of employees. It
influences communication skills and emerges feeling of coordination in team work to
meet the goals. While, on the other hand, under solitary learning style, independent
learning is created as of an individual's requirement (McGrail and et.al., 2013). For
example: if it is needed for an individual employee of Morrisons to learn use of
Information technologies, then online links and reading books influence his/her
performance positively.
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 Visual vs. verbal learning: Visual learning style is for increasing knowledge through
seeing like watching videos and senior's working tact etc. On the other side, verbal
learning style is through hearing new methods to implement working performance
(Hilburn and Jaffee, 2016). For instance: listening radio, TV and development programs
for operating business and creating innovative ideas.
 Logical vs. physical: Learning through numbers and using logical techniques increase
mind level and aptitude skills of an individual (Atashband and et.al., 2014). However,
his/her knowledge gets enhanced to implement creative and analytical ideas. On the other
side, physical learning is also known as kinetics as moving or doing something for
increasing working efficiency as attending lectures, classroom teaching and so on.
1.2) (2) Learning curve and importance of learning in Morrisons
Learning curve is a statistical presentation of analysing learning styles of people which
technique encourages them for better performance. Being the HR manager of Morrisons plc,
learning curve of employees can be identified as:
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Illustration 1: Learning curve of workers in Morrisons
(Source: Employees' learning styles within Morrisons plc, 2016).

However, it is evaluated that interpersonal techniques influence workers at the highest
level for improving performance as well as coordination in team. In this process, segmenting
work in group according to employees' working ability is created influences communication
skills. Hence, workers' performance get improved also encourages for working together and
building team.
Importance of learning:
Learning process is essential to maintain and sustain workers' interest for performing job
within organisation. It influences professional development and employees' skills as
communication, problem solving, intellectual, etc. Including this, employees' turnover ratio get
reduced of the organisation impacted on its effectiveness (Carmichael and Krueger, 2014). Apart
from this, it is the key element to maintain workers' interests also for keeping update them with
new technologies in recent trend. However, it is also effective to create positive environment of
the entity in respect of motivating workers for team building at maximum level. Besides this, it is
significant for getting adjusted in new environment for improving quality services effectively.
Therefore, learning is helpful for reducing lack of knowledge and experience for an individual to
enhance efficiencies effectively.
1.3) (3) Importance of analysing workers' learning styles and theories for planning event
There is planning created for conducting learning event within Morrisons plc to improve
working style of its workers (Anuar, 2015). For this purpose, it is required to analyse their
learning styles and ability to grab improvement opportunities. However, its significance can be
understood as: Getting success in organising development program: It is recognised that analysing
learning style of an individual is suitable for conducting training session according to
his/her grabbing power (Moon, Lim and Suh, 2013). For example: if an individual can
create understanding with successful tools through online links then providing sites will
be appropriate to develop his/her skills. Generating ideas for training and development session: On analysing an individual’s
suitability with learning, variety of ideas are generated to increase his/her performance. In
addition to this, systematic strategy is prepared regarding budget including required cost,
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time consumed in organising sessions and so on. Hence, Morrisons analyses learning
styles of its employees to encourage them towards grabbing opportunity of training and
development.
 Maximizing satisfaction level of workers: Conducting meeting with employees and
analysing their requirements influences satisfaction level with job (Abbott and et.al.,
2016). In accordance with this, workers get encouraged for attending development
programs and also learn new technologies with zeal impact on working performance.
Learning theories:
Different theories are applied for learning like cognitive, constructivism, transformative
and so on. Under cognitive theory, there is encouragement for workers towards learning new
skills and adapting new technologies for better performance. It is used for implementing social
role, intelligence and quality work of an individual at higher level (Paesai, 2015). Similarly,
constructivism theory is related with emphasizing on importance of workers' involvement in
team building and achieving goals of Morrisons. Likewise, transformative theory is linked with
expressing method works for creating understanding among team members for working
together . Therefore, learning theories are used to encourage employees towards better
performance as well for enhancing their interest towards effective contribution in group.
M1) Presentation of workers' learning styles
Different people have various learning styles impact on working efficiencies and skills
of workers of Morrisons plc. In accordance to this, different techniques are recognised such as;
verbal, visual, audio and written etc (Bryson, 2014).. Therefore, employees' skills get improved
as communication, problem solving and others by which positive changes are identified in
his/her performance. Similarly, he performs more effective for team building and contribution
in achieving entity's goals effectively.
D1) Learning theories and their importance
It is recognised that different learning theories are applied for improving working styles
of Morrisons' workers (Kraft, 2016). For example; cognitive, constructivism and so on impact on
their behaviour and performance. It is significant for emerging employees' interest towards
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working together in team to reach out organisation's objectives. However, it influences their
working abilities and professional development.
TASK 2
2.1) (1) Differences between training needs for staff
Training is a process for providing teaching regarding getting update with new
technologies within Morrisons plc (Elbanna, Andrews and Pollanen, 2016). However, it is
required for increasing employees' performance and improving skills for effective contribution in
team building as well increasing their learning. For different levels as individual, group and
organisational, need for training is different can be analysed as follows:
 Corporate level: Conducting training and learning new techniques of business operations
as well creating organisation more career oriented training is needed (Thakare, Monde
and Parekh, 2015). However, it is effective for setting clear and effective vision and
strategies to improve business performance and managing its entire operations. Group level: It is made of conducting training when employees are together to learn new
tactics of business entity (Swayne, Duncan and Ginter, 2014). It is significant for
emerging interests among employees towards effective coordination among team
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Illustration 2: Different levels of training needs
(Source: Training needs for different levels, 2016).

members. In accordance to this, good understanding is created among group workers to
meet its goals effectively.
 Individual level: In this level of organising training influences professionalism of an
individual worker of Morrisons plc (Eden and Ackermann, 2013). In this regard, he/she
develops skills for getting update with new technologies as well adapting new
environment to meet its goals. Therefore, training at individual level impacts on learning
attitude and self motivation towards increasing working efficiencies.
However, training is needed at different levels for improving quality of work and getting
update with recent environment of the entity (Bowen, 2013). It impacts on personal and
professional development of an individual as well behaviour in group and organisational.
Therefore, employees get encouraged towards attending training sessions and increasing their
working efficiencies at higher level.
2.2) (2) Critical evaluation on training methods
Different training methods are applied for improving performance of workers as;
conducting training and development programs, reading books and articles, watching online
links and so on (Smith-Lovin and Heise, 2016). Therefore, workers' learning and working styles
get improved also they coordinate in group more efficiently impacts on personal and professional
development. Similarly, workers learn to adapt new environment and creating understanding
with team members effectively. However, several positive changes are recognised in his/her
performance as of coordination towards meeting goals of Morrisons plc. In addition to this, it is
impacted on employee engagement and high performance work for which company's efficiency
get increased on larger scale.
On critical evaluation, it is evaluated that high level of fund is required for conducting
training as well selecting appropriate trainers to create understanding with new techniques is
quite difficult. Similarly, lack of coordination among team members impacts on meeting goals
and entity's environment negatively (Nielson, Nielson and Hankin, 2015). Likewise, it is
challenging task to encourage workers towards grabbing opportunities and enhancing
understanding with new technologies due to changes in behaviour and mental ability as well.
However, it is essential for conducting training and development programs in respect of
analysing workers' performance and interests towards learning new technologies.
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2.3) (3) Systematic approaches to plan training event
Training approaches are considered as process for teaching use of new technologies for
business operations of Morrisons plc. It includes approaches as cognitive and behavioural for
increasing working quality of employees as well to encourage them towards team building.
However, training approaches for conducting event can be understood as: Cognitive approach: In this approach, trainer works for encouraging coordination among
workers towards together and accomplishing tasks effectively (Bryman, 2015). However,
written information like; articles related to improve performance is provided impact on
workers' skills. In addition to this, different ideas are generated for increasing working
efficiencies and skills of employees effectively.
 Behavioural approach: According to this approach, behaviour of workers and abilities
are identified by which their learning styles and attitude is identified (Hilburn and Jaffee,
2016). On the basis of this analysis, appropriate training is conducted for improving
behaviour as well involvement of workers regarding working together to meet goals of
Morrisons plc.
However, both cognitive and behavioural approaches are effective for training and development
session impacts on performance of workers (Anuar, 2015). HR manager of Morrisons plc uses
behavioural approaches as consulting with employees first and further organising training
program. Therefore, working efficiencies of employees can be improved at maximum level for
contribution in team working and meeting organisation's objectives.
M2) Analysis for training needs for staff
It is essential for conducting training for different levels of Morrisons plc as individual,
group and organisational. However, there is need for improving working skills and getting
effective coordination towards working in group. Besides this, staff performance can be
enhanced influences personal and professional development (Araque and et.al., 2014). Therefore,
it is analysed that training is needed for encouraging employees towards team work as well
increasing their working efficiencies at higher level.
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