Human Resource Development Report for HND in Business (Unit 23)

This report provides a comprehensive overview of Human Resource Development (HRD) principles. It begins with a discussion on learning styles, including visual, auditory, reading/writing, and kinesthetic approaches, and their impact on individual learning. The report then explores the role of the learning curve and transfer learning in the workplace, emphasizing how experience and knowledge transfer contribute to organizational efficiency. The report further examines various learning theories and how they influence managers in designing and planning effective training events. The second part of the report focuses on training needs analysis, comparing needs at different organizational levels, and identifying training methods used by a chosen organization, along with their advantages and disadvantages. It also outlines a systematic approach to training, including plan preparation and implementation. Finally, the report delves into training evaluation, defining the evaluation process, identifying who evaluates, and exploring methods for assessing training effectiveness, as well as the role of government in training and development, competency movements, and contemporary training initiatives within HRD. The report concludes by summarizing the key findings and providing relevant references.

Human Resources
Development

Contents
Introduction ....................................................................................................................................3
1.1Discussion on learning styles ................................................................................................3
1.2The role of learning curve and importance of transfer learning in the workplace.................3
1.3 A Discussion on different learning styles and theories & Explanation of how the different
learning styles influence managers in the in the design and planning of a learning/training
event.............................................................................................................................................4
TASK 2............................................................................................................................................4
2.1 Define training needs and identify different levels in an organisation compare the training
needs of staff at different levels...................................................................................................4
2.2 Identify the training methods used by your chosen organization Assess the advantages and
disadvantages of training methods used by your chosen organization .......................................5
2.3 Explain what a systematic approach to training and prepare a plan for the employees........6
TASK 3............................................................................................................................................7
3.1 Define evaluation. When it takes place and who evaluate the training event.......................7
3.2 How to carry out the evaluation of the training event...........................................................7
3.3Advantages and disadvantages of methods of evaluating training effectiveness...................7
TASK 4............................................................................................................................................8
4.1 The role of government in training and development...........................................................8
4.2 Competency movement and how it affect the various factors...............................................9
4.3 Contemporary training initiatives and how they contribute to human resource development
.....................................................................................................................................................9
Conclusion.......................................................................................................................................9
References ....................................................................................................................................11

Introduction
This report contains various relevant information like how many types are there of
learning style and what is the main role of learning curve in the organization. This report tells
what are the main importance of transfer learning in the enterprise and how it well helps the
enterprises in achieve the goals. Report contains a brief information about different learning.
styles and theories used by the managers in the organizational context. How the learning style
adopted by the managers affect the decision and planning process activity of the enterprise is
described under this report. Report consists information like what are the training needs and how
training program can be conducted for employees of every level of the enterprise.
TASK 1
1.1 Discussion on learning styles
Learning style refers to that style of individual from which he or she learns something. It
refers to how someone processes, comprehends and retains information. Each and every person
prefers different style of learning. Some people have a dominate style of learning while some
have other style of learning. There are four types of learning styles visual, auditory, reading,
kinesthetic. Under visual style of learning the a person learns from images, pictures and from
special characters (Rodríguez-Pose 2013). Under the auditory style of learning the person learn
the help of music or rhyme. A person learns the information by reading or writing in the writing
style of learning on the other hand in kinesthetic style of learning a person well understand the
facts by shake the body or by touching the hands. Every learning style has its own advantages
and disadvantages it depend on the person ability how well he learns from available learning
styles.
1.2 The role of learning curve and importance of transfer learning in the workplace.
Learning curve is the graphical representation of the increasing learning with experience.
The learning curve can be applied in two situations one when the task is of repetitive nature and
when the task in of non repetitive. In enterprises this is mainly used to calculate or measure the
production efficiency and forecast costs related to the project. Learning curve is the graphical
representation of how one learn the complex things with the valuable experience
(Knowles,Holton and Swanson,2014). The learning experience helps the people to learn the new
things easily.

Transfer learning is a learning technique under this knowledge is given to person for
solving the problem complex problems. For giving deep learning to the people the earlier stages
are given more focus to identify the features and main cause of the problem. This helps the
enterprise to remove the old layers of trained workers and retain the fresh layers for target jobs.
1.3 A Discussion on different learning styles and theories & Explanation of how the different
learning styles influence managers in the in the design and planning of a learning/training
event
A number of learning theories are available which can be better apply by the manager in
the enterprise to give training to the employees. Every person has his own style of learning the
things. It is not necessary that every person learns the thing at the same time. Every manager
adopt a different learning style in the enterprise and this earning style affect the planning and
designing event of the enterprise (Guest, 2011). The learning style adopted by the manager
affect the learning style of the employees also and affects their learning process. It is important
for the manager to adopt a good and useful approach of learning style because it affects the
decisions of an enterprise. An effective learning style affects the power of an individual how fast
he or she learn something in order to solve a complex problem.
Different learning theories contribute different in the overall learning experience of
individual. It is the responsibility of manager to choose cost effective learning style so that cost
can be minimized and efficiency of employees can be enhanced.
TASK 2
2.1 Define training needs and identify different levels in an organisation compare the training
needs of staff at different levels.
The process of identifying the gap between employee training and the need of the
training. Before making training program for the employees a study is made by the management
in order to identify the level of training needs. If the training needs of employees are well
defined or studied by the management that it plays an important role to plan an effective training
plans for the employees (Armstrong and Taylor, 2014). So it is better for the management to
identify the training needs for the enterprise this will help the enterprise in achieve the goals
effectively.

In tesco there are three levels of management in the organization include top, middle and lower
level management.
In an organization there are mainly three levels that are top level, middle level and lower
level. The employees on the lower level needs the training in order to complete the task with the
complex machines. The employees in the middle level needs the training to easily exist the plan
decide by the top level.
It is essential for a business organization is to meet the future challenges in an effective manner.
For this they required to conduct training and development program which can help to improve
their performance and productivity.
Training also required to increase productivity of the business so that it leads to increase
profitability of the company which is the common goals and objectives of each and every
business unit.
There are various aspects and new technology which are required to provide training so that they
can use such technology which can provide competitive advantages in the near future.
2.2 Identify the training methods used by your chosen organization Assess the advantages and
disadvantages of training methods used by your chosen organization
Basically Tesco used two types of training method in order to improve the performance
and efficiency of its employees. These types are :
 On the job training
 Off the job training
Under On the job training method the employee is given training while doing the routine
activities or performing the basic job. On the job training method includes shadowing, coaching,
mentoring, job rotation and many more.
Advantage
One of the main advantage of using this training method is that employees learns new
during their work hours.

Disadvantage
Main disadvantage of using this method that it revved the productivity of workers.
Off the job training involves lectures, presentation on a particular topic etc. under this the
employee is given training after the working hours.
Advantages and disadvantages of training method.
The main advantage of using off the job training is that is that it more feels like an
classroom coaching and it is one of the most economical method of training.
The disadvantage of this type training is that it does not create any real results and waste
the time of both the management and of employees.
2.3 Explain what a systematic approach to training and prepare a plan for the employees.
A systematic approach to training is a formal approach in which a training plan is made
for the employees with the set outputs or to achieve the specific company’s objectives.
A systematic training plan can be prepared by the manager of the Tesco for its
employees. All the objectives and results can be set or defined by the manager it will help the
manager in doing evaluation of achieved results. A systematic plan is more formal and give
better results to the enterprise (Daley, 2012). The results can be communicate with the
employees in order to tell them what the company wants from them and the plan can be well
implemented by the management by doing the various activities and at the end the results can be
better evaluated by the management.
Decide training
objectives
This is the first stage of the training program which is related with
the decide and identifies the training needs by using various tools
and techniques.
Create training action
plan
This is the next stage which is related with the designing and
development of training action plan with the help to HR department
and higher authorities.
Implement training
initiatives
In this stage the role of HR department is crucial where they
required to implement their overall training plan so that they can

attain their desired training objectives.
Evaluating training
program
This is the forth stage where the HR manager is required to
evaluating their implemented training and development season so
that they can analyses its effectiveness for the future references.
Improve training program This is the last stage which is related with the improvement of the
training program. At this level the HR department is required to
improve their training for the future.
All this Steps can can be followed by manager to create or develop training programs for
its workers.
TASK 3
3.1 Define evaluation. When it takes place and who evaluate the training event.
Evaluation is a process of evaluating the results of an activity or an event. The process of
evaluation taken place when the task is completed in order to know pr examine that the targeted
results are achieved or not by the enterprise and if not what the enterprise should do to achieve
the results.
This takes place after the process or project get completed by the project team. This tells what
are the areas which need correction in order to achieve the set targets.
The evaluation of the activity is done by the manager or evaluate of the activity because he is
the one who decide the results to achieve before starting the process.
Methods of evaluate the effectiveness of training
 Return on investment
 Measurable business improvement
All these methods can be used to measure effectiveness of the training event. Manager of firm
can check the developed skills of workers by giving them a critical situation or task to perform.
During the process of performing task all actions or decisions of workers can be observed in
order to identify or evaluate the skills of workers.

3.2 How to carry out the evaluation of the training event.
Evaluation can be done of any of the activity in order to check its efficiency. To evaluate
a plan one has to follow the following process:
 Setting objectives is one of the main task of evaluate the results if the targets will not set
by the management then how the manager will evaluate the results of the project.
 Implementing is one of the main task. Under this the manager distributes all the
equipment according to the plan.
 Evaluating results, in this the manager evaluate all the results achieved by the process.
Taking corrective action is the last step of evaluating process under this the manager sees or
identifies if there is any need which needs correction (Reio Jr, 2010).
To make the evaluation process more effective manager need to give focus on the main
aim which is developing skills of the individuals. On every step including in evaluation process
manager should try to record the improvements in the overall performance of workers.
3.3 Advantages and disadvantages of methods of evaluating training effectiveness.
1. Return on investment
Advantages
 Better measure of profitability
 Comparative analysis
 Other performance ingredients
Disadvantages
 Performance can be manipulated
 Can lead to dysfunctional decisions
2. Measurable business improvement
Advantages

 Helps in better evaluating the results.
 Economical technique
 Enhances transparency
Disadvantages
 Fails in creating good results
 Poor method
TASK 4
4.1 The role of government in training and development
The government of every country plays a big role in enhancing the training and
development plan of the enterprise. The government of every country wants to have a special
and talent workforce in order to grow economically. So for this the government of the country
provides the facility of fund to the enterprise in order to make and implement the various
projects for developing the talent of the employees (Meredith Belbin, 2011). By providing
financial help to the enterprise the government boost up the concept of training and
development. Training and development plans not only helps the enterprises in achieving the
goals but also enhance the qualities of the employees.
Government of every country play an important role. By providing proper funds for
developing the skills of employees government can encourage the training and development
programs organization. Without encouragement of government firm will find it hard to organize
training and development for workers. So overall government ply and important role in
developing the skills of workers.
4.2 Competency movement and how it affect the various factors.
Competence is a quality of achieving or performing the specific tasks. More competent
the men power will more there will be chances that the enterprise will achieve the growth or
specified objectives at time (Luthans and et. al., 2010). The competence of people or employees
affect the success of the enterprise whether it is a private sector or public sector. In real life the

employees of the private sector are more competent because private sector enterprises give more
focus on the training of the employees as compare to the public sector enterprise.
Development of competency movement affect both sectors including public or private.
For example, if government support in encouraging the skills of manpower than management of
both sectors will try to increase the skills and qualities of its workers. All will increase the
productivity of organization and help enterprise in achieve its goals. Overall competency
movement increase the skills of workers of both sector public or private.
4.3 Contemporary training initiatives and how they contribute to human resource development
A number of training initiatives were introduced by the UK government in order to
increase the number of qualities in today’s workforce of every organizations. This helps and play
a big role in the development of human resources (Vörösmarty and et.al., 2010). Under all the
initiatives the focus is given on enhancing the current qualities and skills of the employees and
for this the focus is given on the human resource development so that employees can be learn
how to take decisions in the complex situations and many more.
Training is one of the important element of human resource development. Government of
UK analyses that poor investment in training and development programs of workers which
affect and shows a gap between required and current skills of workers. To remove this gap
government of UK allot more resources to fill or remove this gap. Government encourage or
promote the workforce learning in order to enhance the competitiveness and to create the a better
economy.
Conclusion
From all the above information it can be concluded that the learning style or technique
adopted by the manager affect the learning style of the employees of enterprise. Present report
describes that how a manager can make, implement and control the training plan made for the
employees and how he can evaluate the results of the plan. There are number of learning style
exist not everyone learn the same thing in the same way. Everyone learn the same thing in
different ways. Some learns very fast while some learns very slow. This is the foremost
responsibility of every manager to assess or examine training needs and than make an effective

training plan for the employees. This helps the enterprise in using its manpower in an effective
manner.

References
Books and journals:
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
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.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
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psychological capital. Human resource development quarterly.21(1). pp.41-67.
Vörösmarty, C.J and et.al., 2010. Global threats to human water security and river biodiversity.
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Reio Jr, T.G., 2010. The threat of common method variance bias to theory building. Human
Resource Development Review, 9(4). pp.405-411.
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Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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Routledge.
Rodríguez-Pose, A., 2013. Do institutions matter for regional development?. Regional Studies,
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