Human Resource Development Report: Analysis of HSBC Bank's Training

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within HSBC bank. It begins with an introduction to HRD, its importance, and its application within the organization. Task 1 explores various learning styles and training programs, emphasizing their significance in the workplace. Task 2 delves into the training needs of managerial staff, evaluating different training methods, and outlining a system approach to training and development. Task 3 focuses on the evaluation of training programs, their aims, and objectives. Finally, Task 4 examines the role of government in training and development, the impact of competency and skills assessment, and the training components introduced by the UK government. The report covers a range of topics from learning theories to the practical application of training programs, providing a holistic overview of HRD strategies within a corporate setting.

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Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Training program for learning style......................................................................................3
1.2 Role of learning and importance in work place environment ..............................................4
1.3 Learning style and theories...................................................................................................5
TASK 2............................................................................................................................................5
2.1 Training needs of managerial staff at HSBC........................................................................5
2.2 Advantages and disadvantages of training methods.............................................................6
2.3 System approach process to plan training and development................................................7
TASK 3............................................................................................................................................8
3.1 Evaluation of training program.............................................................................................8
3.2 Aims and objective of training program...............................................................................8
TASK 4...........................................................................................................................................9
4.1 Role of government in training and development.................................................................9
4.2 Impact of competency and skills assessment on public and private sector........................10
4.3 Componentry training introduce by UK government.......................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13
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INTRODUCTION
Human resource development is related with HRM. It provides training & development
sessions to new employees for improves their skills and also identify the available resources for
completing managerial tasks. It includes training and development program, provide
opportunists to find out new skills for employees, mete meet out available resources and develop
different activities. HSBC bank appliesy human resource development process for achieving
growth and success form target market. . HRD system supports to aims at creating an effective
working environment which motivates employees to work in an effective way and develop their
skills. The system supports the aims to creating an effective working environment so as
employees can easily. HRD techniques are based on definite set of value (Werner and
DeSimone, 2012). These techniques are helpful in order learning and designing the helps to
learning, experience and design to possibilities y of activity modification. With support of HRD
system organisation can develop their employees’ interpersonal skills knowledge, abilities and
organisational skills. It includes different approaches such as- t opportunities like training, career
enrichment, coaching, planning, development and performance management of organisation.
These all features relates d with developing the work force which helps to achieve desired goals
and objectives within a specified time.
TASK 1
1.1 Training program for learning style
HSBC use different learning style for improve their employees’ skills. This bank hasve a
range of different employees and they have different learning style. It is important to maintain
the learning style work place. It can be better maintain by different types of learning style

programs and best effective practises for each employee and worker. This bank can use different
learning style and maintain their employees’ performance:
Training assignments in workplace: Assigning work and task helps to motivate
employees to perform better and learning about new thinks. This it is important to understand
about different areas and learning differences between old and new employees. New employees
can understand better understand workplace training. For old employees can learn by different
project and processes. Learning styles are beneficial for managers as well as employees. With
that, employees can perform better. It helps in to increase their knowledge and skills by which
organization can easily achieve its goals and objectives form target market.
Workplace training: In workplace training employees train by different software and
machines. Each employee going through training and understand how important good training in
workplace. This training style effective for future assignments.
Determine learning style to each employee: it is important that each employees must be
determine training program so they can understand training program and activities better
(Werner and DeSimone, 2011).
1.2 Role of learning and importance in work place environment
Learning programs are helpful in training and development of subordinates. Along with
this, it is also Training programs useful in order to helps to opportunists to expend the knowledge
of employees and motivate them towards their goals and objectives. Learning programs provide
benefits to both employees and organisation there are different roles and importance of learning
in workplace these are as follow:
Addressing weakness: Employees face many have some problems and issues weakness
at in their workplace. Training programms can motivate and helps them to overcome from these
challenges and threats. weaknesses. It supports them to change and improve their skills.
Improved employees’ performance: With effective training programs employees can
better able to perform well mance at their job in workplace. They become more aware about safe
practices and proper process for task. It also supports to the organisation to build employees
confidence so as they can to perform better and think about new ideas. Regular training training
programs keeps employees motivated towards organisation development.
Consistency: Organized and effective training programs support company organisation to
ensure that their employees can develop experience and knowledge. The consistency is relates d

with organisation basic operation and functions of HSBC bank. polices. Every employees need
to be alert about procedures and expectations of organisation. It is related with the administrative
task and roles of organisation. Regular training programs support organisation to provide better
information to everyone.
1.3 Learning style and theories
Learning is a process which include the environmental and experience for developing the
employees’ performance, attitude, behaviour, values and skills. There are various kind of
learning theories, that helps in developing skills, values, performance, attitude and behaviour of
employees towards organisational goals and objectives. Learning theories describe process of
influencing employees and their performance. These learning theories include behaviourist
theories, multiple intelligence, experiential learning, situated learning. There are mention below
the different kind of learning theories that are as follows:-
Behaviourist theory: this theory of learning consists changes in behaviour of employees
due to acquisition and n, association. between environment and responses of individual (Kehoe
and Wright, 2013). This theory helps to measure changes of behaviour of employees. Changes
can be rewarding with positive effects and motivate employees towards the objectives.
Cognitive theory: According to this theory employees employeess behaviour is affected
by external environment. This is influence ed by the information processing which became linear
to the employees employeess mind. In this theory learning is can understand as getting of
knowledge through different sources.
Constructive theory: According to this theory learner are not active to acquirer of
information but they actively make their interaction and knowledge with environment.
Social learning theory: This theory of learning define that people learn according to their
capabilities and abilities. different environment, It also involves attention and to motivation
towards and different social activities. This learning theory suggests people learn different social
context.
TASK 2
2.1 Training needs of managerial staff at HSBC
In HSBC bank the managerial staff has difficult role to play. For this it require a broad
plane of operational knowledge and effectiveness to communicate with team members.

Managerial staff find s different ways to develop the business activities which help to motivate
employees and staff members. These roles are helpful more effective to promote new hirings
and develop skills to ensure that candidates able to handle difficult situations and achieve
objectives.
Provide training needs: Managerial staff of HSBC bank implement training and
development programs to increase employees skills and their knowledge as well. provision an it
is implemented by the senior management. For implementing training and development program
it requires courses of design to introduce the manager in their roles.
Tools for manage team members: Employees are important aspects of HSBC bank and
the managerial staff play a important role to maintaining and strengthen business organisation.
their employees. Staff members They also assist and support by the senior manager to establish
the culture and values for company. the employees. Senior manager builds employees’
confidence to perform their task effectively.
Focus on communication: Communication plays important role in different business
activities of HSBC bank (Jian, 2012). Managerial staff and the senior manager need to be strong
to manage effective communication process in workplace. Information helps to ensuring that the
manager know about the sharing of ideas with their employees so they can achieve their goals.
2.2 Advantages and disadvantages of training methods
Training methods help to prepare and motivate employees to better perform their job and
different activities. HSCB bank determine which method to be use for their employees so they
can perform better and achieve organisational goals (Jackson, 2011). Some important methods
for training and development for employees are most effective, retain correct information and
provide the best results to organisation. It is not important that training methods always benefits
to motivate employees and achievement of goals.
Overall consideration: training methods provide overall consideration to organisation which
include
 Develop new skills of employees
 develop new techniques for increase employees’ skills
 Provide better workplace environment and behaviour for employees
 Provide a safe and effective workplace
 Avoid favouritism and harassment from workplace

Advantages of training methods:
 Interactive training methods helps to keep employees motivated and relate with training
which make them more attentive to get new opportunists and information
 Training methods provide different ways to motivate employees to get information from
external environment.
 Employees can able to provide feedback to their trainers about learning activities.
Disadvantages of training methods:
 Pprocess of interaction between employees and their trainer takes a loing time because it
includes different activities.
 These methods require more control because in include different activities such as
participation of employees so the trainers need to make sure that all activities covered and
analyse (Huselid and Becker, 2013).
 For implement training methods it is required research process to evaluate the different
elements of training programs.
2.3 System approach process to plan training and development
System approach is beneficial for the HSBC bank because it supports to place their
business objectives and goals for initiating the training phase. This type of approach includes
formal training which is design to ensure training from start to end. with different needs. It
includes the knowledge and tools which helps to understand interest and job performance of
employees (Harzing and Pinnington, 2010). There are mention below the different approaches of
training and developmnet programmes: -
Analysis: System approach include purpose of training needs by analysing the employees
employees' performance and their behaviour and equivalence of organisational goals and
objectives. Supervisory staff identify needs and evaluate. Sometimes it is I difficult to caparison
between training needs and other related issues.
Design: In second step of system approach it include design. In this organisation identify
training material which is to be use for development and analyse the position where training take
place. It helps in evaluation of different content and examine employees’ ability.
Development: It is used mainly for producing and getting training resources. This step
can be understand as producing and recording the resources in a effective way.

Implementation: In this step the training resources apply for for develop employees
skills . it is the collection of all the above early steps. This step integrates the research and data
analysis so as step. O organisation use learning tools for design and development stage.
Evaluation: This step is conduct at the time of training process. Evaluation of total system
approach helps to measure value and effectiveness of training program. It i9s complete by
analysing and testing skills, knowledge at the time of training (Harzing and Pinnington, eds.,
2010).
TASK 3
3.1 Evaluation of training program
Evaluation of training program is important for organisations to meet the employees
training program’s needs. Is is appropriate fore evaluatinge and analysinge the training methods.
HSBC CB bank evaluate their training and development programs which support in describe the
outputs, instructional design and systematic training. It helps to find out the reaction of
employees and their thoughts about their training experience. Employees learning helps to
increase their level of knowledge through the training experience. After applying the training
program behaviour and performance of employees can improve. Evaluation of training program
helps to overview the all related activities of employees at the time of performance. Evaluation
of training program include the four stages which are as follow:
Reaction: In this step reaction of employees throughout the training program is evaluate.
For this organisation use feedback for collecting information about employees’ reaction. It
evaluates defectiveness of training program potentials for future development and improvement
(Gatewood, Feild, and Barrick, 2015).
Learning: In this stage employees’ knowledge, skills, and attitude towards the training
program is measured. It is used by instructions and training decision maker to evaluate the
objectives of training. It also determines the important changes to be implement in objectives.
Behaviour: In this stage organisation measure the level in which employees’ behaviour
can be change at the time of training program. This measurement helps to find out the actual
result of employees learning. Employees behaviour towards training program change according
to their participation in program.

Results: In this stage result seek to determine employees’ performance and their abilities.
It also helps to determine the cost, quality, efficiency, retention increased productivity and high
moral.
3.2 Aims and objective of training program
Training and development program important which supports organisation to improve
current and future performance of employees through change their skills, attitude and
knowledge. Training programs helps to organisation to motivate their employees towards
competitive workforce. It offers the expectation to increase competitiveness of organisation
through develop skills level an added values. It helps to assist the different activities of training
program. It is the important factors Training and development program are important factors for
human resource management nt to maintain all managerial operations of the business
organisation. . Employees involvement in training programs make this more effective and
successful. So it is important for organisation they they involve employees in different activities.
Objectives of training and development programs:
Increase employees performance: Training and development program improve employees
performance. It increase the level of employees performance and motivate them towards
organisational goals and objectives.
Motivation to employees: Training and development programs supports organisation to
motivate their employees for achieve organisational goals and objectives (Flamholtz, 2012).
The government has established so many initiatives to promote human resource development in
the organisation all over the country. There are many techniques which can be used by sun court
as: On the job training and off the job training are some methods which can be used for
improving the quality of employees in the organisation (Fee, 2014).
TASK 4
4.1 Role of government in training and development
Government plays an important role training and development and aims to remove
different barriers related to the opportunities sts for achieving e desired goal and objectives.
Government create crate different opportunities opportunists which supports the organisation
for develop training and development programs. Government provide many opportunists which
helps organisation to create life long learning programs it take out different problems related

with training programs. Government rules and regulations helps to promote employability skills
and provide support to establish long term goals and objectives. These long term objectives help
in:
 Improve the demand for learning with using the business learnings to create and stimulate
learning process.
 Provide better opportunists for develop employees best and effective training programs.
 Provide better opportunists to re-develop the skills of employees without any negative
impact on organisation objectives.
 Government continues introduction of new rules and regulation helps organisation for
providing better education and training which are needed in workplace.
 It supports the organisation to face different political situation which can affect the
training programs for employees.
 It provide economical stability which can help to create job opportunists for the
employees and reduce unemployment (Daley, 2012).
4.2 Impact of competency and skills assessment on public and private sector
Competencies and skills relates d with different activities and operations of organisation
which can affect their employees performance. There are four levels which affect the public and
private sector.
Senior management standard: It seeks with This is related with management at a
strategic level. It involves understanding the environment and their determinants at the time
setting strategic plan, evaluating and improving the performance of business activities ( Cascio
and Boudreau, 2013).
Middle management: In this level of management it is related with operational level.
Competencies and skills development affect this department and their roles and responsibilities.
Before implementing the competencies manager have to report about them to top level.
Impact of competencies and skills assessment:
 Competencies is related to development of skills and knowledge of employees and
workers in workplace. It increase the performance abilities of employees. Training and
assessment programs promoted by the government.

 These competencies supporting the career and development plan of learners which are
related with the formal academic achievements. With help of competencies organisation
can remove barriers of learning.
 These competencies support the organisation for flexible and job related training
programs by ongoing training programs and assessment in the workplace without any
predetermine frame and culmination and potentially minimal inputs related with the
education provider.
 These competencies supports employees for improve their employability skills. Along
with this, these skills These employability skills helps them to meet the need of
organisation through providing continues training for updating their knowledge by using
technologies for work better.
 These competencies helps employees to gain a practical qualification that can be
conveyance to the workplace.
 Competencies helps to overcome from many barriers which affect the arrangements for
progress and movement of credit (Bratton and Gold, 2013).
 It helps in remove insufficient recognition of the learning which is gained outside the
organisation for their formal education and training.
4.3 Componentry training introduce by UK government
The government of UK established some initiatives which contributed toward the human
resource development in the country (Books, 2013). These initiatives given by the government
helps different companies. There are some organisations which were developed with the aim of
developing human resources:
 Health care department
 Education and skills development
 Trade and industry development
 Work and pension department
These organisationss are concerned with different departments or human resources. They
standardise the whole process and work environment in the organisation. This helps to improving
and developing workforce all around the country. They contribute to several ways in the
development of organisation like HSBC.

These organisations provide proper guidelines and counselling to the managers as to
provide better learning in the organisation.
 Assist in developing the business plan from counselling
 Assist in establishing effective and efficient workforce
 Providing proper investment plan in human resource department.
 Implementing a consistent human development plan.
Monitoring organisation, whether they are following the standards or not. The
government has established so many initiatives to promote human resource development in the
organisation all over the country. There are many techniques which can be used by HSBC On the
job training and off the job training are some methods which can be used for improving the
quality of employees in the organisation. It also supports to create different job opportunists for
the unemployed. These initiatives provide effective guideline to organisation for improving their
services and make them more effective. These initiatives helps to develop new services which
can better attract the customers and satisfy their needs. The UK government has some
established initiatives which contributed to the human resource development in the country
(Guest, 2011). These initiatives helped companies like sun court too. There are some
organisations which were developed with the aim of developing human resource:
Trade and industry development.
 Work and pension department.
 Education and skill development
 Health department
The organisation are is concerned with different departments of human resources. They
standardises the whole process and work environment in the organisation (Hall, Daneke and
Lenox, 2010). This helps in improving and developing workforce all around the country. They
contribute in several ways in the development of organisations like sun court Ltd:
These organisation provide proper guidelines and counselling to the managers as to provide
better learning in the organisation
 Assist in developing business plan from counselling Assistance in establishing effective
workforce Providing proper investment plan in human resource department.
 Implementing a consistent human development plan.
 Monitoring organisation, whether they are following the standards or not.

CONCLUSION
From the above report it has been concluded the HSBC develop different training and
development programs to improve their employees’ skills. Human resources development
support in improve working environment of organisation. HRD programs support to appoint new
employees for the job and provide them training. These programs helps to understand the basic
needs and requirement of the training and development needs. human resources programs assist
in determine the future goals and objectives. It assists in motivate employees towards their
personal

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