Comprehensive Report on Human Resource Development Strategies

This report provides a comprehensive overview of Human Resource Development (HRD) within a business context. It begins by comparing different learning styles, including Myers-Briggs, Kolb's Learning Style, and Honey and Mumford, emphasizing the importance of understanding individual learning ...Read More

Human Resource Development in action
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Task 2...............................................................................................................................................8
Task 3.............................................................................................................................................11
Part 2..............................................................................................................................................15
Task 4.............................................................................................................................................15
Conclusion.....................................................................................................................................18
Reference List................................................................................................................................19
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Introduction
In the dynamic and ever-evolving world of business, a business organization cannot achieve
success without effective and good human resource. Human Resource Development (HRD) is a
type of framework, which focuses on the training and development of the employees of the
organization in order to enhance the skills, knowledge, abilities and education. HRD can help to
enhance the performance level of each employee of the organization and improve the overall
efficiency of the organization. The business organizations have started recognizing that adding
value to the employees adds value to their organization. There are other aspects associated with
human resource development that will be discussed in this assignment. This assignment would
provide an understanding about the different learning styles and theories. The training and
development event will also be designed and discussed in this assignment. Apart from the
business organizations, the government of different countries takes certain initiatives towards the
development of the country's workforce. The initiatives of skills development by the government
of the UK government will be highlighted in this assignment.
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Task 1
i) A comparison of different learning style
Learning is considered as a complex process, which can be reinforced and shaped through
different aspects. It is important to understand the nature and level of learning complexity and its
related risks (Jiménez-Jiménez and Sanz-Valle, 2011). This helps to identify various tools,
methods and theories that support the learning process and contribute to the development of an
individual or group of individuals. The mentors and managers of Marks and Spencer evaluate the
training needs of the individuals in order to apply the various learning theories. Every individual
adopts a different learning style and applies that learning theory that suits his or her abilities and
future learning needs. The comparison of different learning styles have been done in order to
understand which learning style should be effective for their workforce-
Basis of
Distinction
Myers Briggs Kolb’s Learning Style Honey and Mumford
Learning Style
Description This theory by Myers
Briggs states that it
necessary to have a
structured approach in
order to analyse the
learning needs and
personality of the
employees. The learning
style of the employees
can be indentified with
reference to the Myers-
Briggs Type Indicator.
This learning style established
by David Kolb states that it is
essential to transfer the
experiences into theoretical
and practical knowledge to
foster the process of learning
(Kolb, 2014).
As per this theory there
are around four
different learning
techniques that can be
adopted the employees
of an organization.
Learning
Approaches/
Modalities
There are majorly four
preferences as per this
style, which include
Thinking, Perceiving,
Feeling and Judging.
This includes assimilator,
diverger, accommodator and
converger.
This style also has four
different approaches of
learning- Pragmatist,
theorist, activist and
reflector.
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Learning
Focus
The learning focus of this
style is on unreasonable
and sensible learning
approaches of the
individual.
The learning focus of Kolb's
Learning Style is on the
working style and techniques
of the individual for analysing
the performance level.
With the help of
Learning Style
Questionnaire (LSQ),
the performance quality
and level of the
individuals are analysed
(Scott, 2010).
Table 1: Difference between the Myers Briggs, David Kolb's and Honey and Mumford
Learning Styles
(Source: Created by the author)
In case of Marks and Spencer, which is a British multinational corporation, it is essential to focus
on the improvement of the performance level of the employees. The HR managers have the
responsibility to develop effective human resource development strategies and apply effective
learning theories. As per the above comparison, it can be said that as per the business activities
and operations of M&S, the HR managers can apply Kolb's Learning theory. This theory has two
dimensions- the way an individual understands and the way in which he or she processes that
information. However, factors like work environment, potential candidates and the learning
needs of the workforce can affect the decisions of the HR managers of M&S (McIntyre et al.,
2012).
ii) The learning curve and the importance of learning transfer in the workplace
Role of Learning Curve in working environment of Marks and Spencer
Learning Curve can be defined as the process in which individual or group of individuals
develop a particular skill by their experience. It is a graphical representation of the improvement
in the knowledge level and skill development (Jaber, 2016). Every individual tends to learn in a
better manner and gain effective skills through regular practice and experience. M&S has to
focus on the learning experience of its employees as their knowledge level affects their
performance, which is ultimately related to the overall organizational performance. However,
during the initial days of a newly employed candidate or an employee who has taken up a new
task, the learning curve would be downward sloping. This is because in either of the cases, it is
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believed that the individual would take more time to comprehend and perform as per the
requirement. After regular attempts and practices, the individual would gain knowledge and
acquire the right skills to perform the task. Hence, it is essential for the business organizations to
evaluate and monitor the performance level of the employees (Jones and Jones, 2010). M&S
focuses on tailoring improving the skills and knowledge of its employees by tailoring the training
and development sessions after effectively evaluating the learning needs of their employees.
Significance of Learning Transfer in the workplace of Marks and Spencer
Transfer of learning is related to the extent to which a person applies his or her own skills,
behaviour and learned knowledge to an entire new situation. The competition between
companies in different sectors has been increasing because of which the business organizations
have started focussing on the performance level of their workforce (Cormier and Hagman, 2014).
The professional of training and development increasingly go on valuing the importance of
expanding the knowledge and skills set of the workforce. The functions of HR managers have
various aspects out of which recruitment and selection is the most important. Hiring the right
candidate for the right position and at the right time is essential for the HR managers. The HR
department of M&S focus on developing effective induction programme so that they can provide
the basic knowledge to the new candidates (Armstrong and Taylor, 2014). The training and
development program of M&S are also developed after considering the high performance system
and working standards of the organization. Continuous monitoring and evaluation of the
performance level of the employees facilitates the HR managers to understand the learning
needs. These valuable measures taken by the company helps the employees to retain their
learned knowledge and apply it correctly during practical execution.
iii) Importance of learning styles and theories when planning and designing learning
event
The needs of the complex business environment tend to grow every day. Along with this, the
organizational structure and market position of the business organization also brings new type of
challenges to the business organization. The management of M&S have to focus on how
effectively they can manage the performance of the workforce in order to ensure the organization
is able to maintain the market position. M&S focuses on training and development of its
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employees and the HR managers consider factors like improvement, wider scope of
responsibilities and adaptability while developing these events. Along with these factors, the
managers also refer to different learning theories and styles that can be applied appropriately.
The learning needs and performance capacity of the employees are evaluated first and then the
learning event is planned and executed (Marsick and Watkins, 2015). The learning focus,
training modules, learning structure and methods are selected based on the existing theories.
It is essential for the HR managers to understand that the operations of M&S are largely affected
by the needs and requirements of the customers, market conditions and other such factors. These
factors demand changes in the work procedure and performance level of the employees. Hence,
it is essential for the HR managers to have practical knowledge so that they can maximise the
abilities, skills and knowledge of the employees. Proper analysis and research, choosing the right
learning style and using relevant theories can progress the success of the learning event.
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Task 2
i) Compare the training needs for staff at various levels in the organisation. It is suggested
you follow a training needs assessment model
M&S is one of the oldest retail companies, which currently has its operations spread across 55
international territories. The company focuses on maintaining its quality in terms of both
products and services. In order to achieve excellence, M&S has been able create different
departments with different roles and responsibilities. Employees working under each department
have to aim at achieving their performance goals (Katzenbach and Smith, 2015). In order to
support the employees at different levels and provide them growth opportunities, the
management of M&S focus on evaluating the training needs. However, the training needs of
employees at various organizational level is different. The training needs for the staffs of M&S at
various levels have been compared below-
Particulars Junior Level Mid-Level Senior Level
Developing the soft
skills
The junior level
employees are highly
required to gain new
skills and knowledge
about communication,
negotiation,
productiveness, etc.,
for their career
development and
professional
development.
The employees at the
mid-level have gained
the basic knowledge
because of which they
need to focus on
gaining higher skills
like better people
skills, conflict
management skills,
etc., so that they can
move ahead and
provide proper
guidance to the junior
level staffs.
The senior level staffs
are well experienced
and have developed the
required soft skills.
Hence, they just need
continuous practice in
order to maintain the
skills.
Skills required for
respective job
The new candidates or
fresher employees
require induction, on
The mid-level staffs
need to focus on how
they can develop multi-
They have to focus on
providing proper
advice for the growth
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the job and off the job
training in order to
ensure they are able to
understand their work
and apply those
learning.
tasking skills so that
they can handle
different teams and
their own work as well
(Sinsky, 2016).
of the company and
also look after
developing effective
learning event for the
workforce.
Developing the
professional skills
Different tools should
be used to monitor,
analyse and understand
the current level of
knowledge. This would
help in choosing right
methods to acquire
new skills.
The mid-level staffs do
not need much
guidance. They should
focus on mentoring,
leadership and people
management skills.
The senior level staffs
should focus on their
decision-making skills,
as that is their major
responsibility.
Table 2: Comparison of training needs of employees at various organizational levels of M&S
(Source: Create by the author)
ii) Assess the advantages and disadvantages for different methods of training
The disadvantages and advantages of different training methods has below discussed below-
Different types of training
methods
Advantages Disadvantages
On-the-job training It is a simple and economic
training method that results in
immediate productivity in a
systematic manner.
This type of training can be
problematic and slow the
productivity level of the trainer
and also disturb the workflow
(Khan et al., 2011).
Job Mentoring A personalised one-on-one
training provides growth
opportunities to the employees.
In case of any conflict between
the mentor and mentee, the
entire training process can be
disrupted and affect the
workflow.
Workshops and Seminars Interactive and practical This method lacks personal
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training sessions has a greater
impact on the employees and
helps them in a better manner to
learn (Reece and Walker, 2016).
interaction, which might trouble
a few employees. This is also a
costlier training method, which
can give rise to the overall cost
of the company.
Table 3: Advantages and Disadvantages of various methods of training
(Source: Created by the author)
iii) Use a systematic approach to plan training event
A systematic approach is beneficial for training as it prioritizes the goals and objectives of the
business organization. Given below is the systematic approach that should be followed by the
HR managers of Marks and Spencer-
Analysis of the training needs of employees at different levels- This is the first step that should
be followed by the HR managers of M&S is anticipating and evaluating the training needs of the
employees. The behaviour and performance of the employees should be compared with the
organizational goals and standards to critically identify the needs.
Designing the training and development event- In this stage of the approach, the information
gathered in the previous stage should be used to develop the learning objectives for the M&S
staffs. The instructional methods, training materials and right mentors should be selected. This
will help in examining the competency level of the employees (Fleck and Kraemer, 2014).
Development of the event and course- This stage is for acquiring or producing material required
for the upcoming training and development course. Different training materials are gathered,
printed and assembled and necessary tools are also arranged.
Implementing and Evaluating the training plan- This stage integrates the data and research
from the previous phases and uses the various tools and materials assembled in order to train the
employees. After implementing the training plan, the performance level should be analysed and
the skills and knowledge of the employees should be tested.
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Validating the success rate of the training plan- After all the above steps, the HR managers
should compare the evaluation results with the set criteria so that they can understand the success
rate of the planned training and development sessions.
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Task 3
(i) Prepare an evaluation form to consider what the staffs have learnt, the usefulness of the
training and feedback about the trainer
The HR managers of M&S can use different method and models to gather feedback from the
employees about their trainer or mentor and also assess the usefulness of the learning event. In
order to collect feedback, Kirkpatrick Model can be used which has four levels. The four levels
are related to reacting, learning, behaving and outcome. Each level would provide necessary
information about the gathered knowledge and teaching style and effectiveness of the trainer or
mentor (Panchenko, 2013). The figure given below is an example of Kirkpatrick Model to gather
feedback from the employees-
Figure 1: Kirkpatrick Model's Evaluation Techniques
(Source: Pineda, P., 2010)
On the other hand, in order to gather information about the usefulness of the training, the HR
managers of Marks and Spencer can use the ROI Model. M&S invests money and time after the
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training and development needs of the workforce. The performance level of the employees can
be quantified and compared with the objectives so that the managers can calculate the return on
the overall investment.
ii) Carry out the evaluation by analyzing the responses to the evaluation form
The Human Resource Department of M&S can opt for ROI Model and Kirkpatrick's Model to
evaluate the training usefulness and gather information about the training process from the
employees. For example, in case of Kirkpatrick's Model, the HR managers can use the method of
Focus Groups, Surveys, Interview and Knowledge Test. The responses gained from the survey
and interview would be appropriate as it would be specific and provide the right metrics to the
management about the quality of the teaching techniques of their selected mentor or trainer. On
the other hand, the ROI model can provide statistics on the performance level of the employees
before and after the training event. This statistical information can be compared with the cost of
investment and time so that they can evaluate the return on investment. In both the cases, the HR
managers are able to gather information about their developed training and development strategy
for the workforce. Apart from the effectiveness of the trainers and mentors, the feedback would
also reflect the successfulness of the training strategies of the HR managers (Phillips and
Phillips, 2016).
pg. 13

Figure 2: Training Evaluation Form
(Source: Grohmann, A. and Kauffeld, S., 2013)
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International Journal of
Training and Development, 17(2), pp.135-155.
iii) Review how successful was the evaluation form
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The training evaluation form based on the Kirkpatrick's Model can provide an insight about the
performance level of the employees and their thoughts about the training methods and techniques
used by the trainers of M&S. The gap between the training needs can be identified with the help
of the training evaluation form, which can be later filled by the trainers of mentors. It is the
responsibility of the training supervisors and managers to monitor the performance of the
employees before, during and after the training process of the employees. This would provide
exact information suitable for the HR managers. Along with the Kirkpatrick's model, the ROI
model can also help the HR managers to gain knowledge about the budget set for the training
sessions and events of the employees. There are other similar techniques and methods that can be
used by the HR managers of M&S.
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Part 2
Task 4
I. Explain the role of government with regards to training, development and lifelong
learning
Training and development process is associated with the organizational activities which aim at
improving the performance of individuals or group of individuals in an organizational setting. In
order to keep the human resources of an organization competitive in the market, the firms focus
on the role of human resource development. Over the last few decades, the UK government has
focused on improving the knowledge and skills of the workforce and developing the lifelong
learning process by taking different initiatives. These initiatives have highly affected the
understanding and provision of the human resource development of the workforce. The UK
Government aims at flourishing the potential of the country’s workforce. With the help of
several initiatives and programmes, the government of different countries have tried to improve
the work quality and skills of people from different sectors. The apprenticeship programmes
have been recognized as an essential way for developing the skills required by the employees.
The UK Government wanted to amplify the quantity and quality of the apprenticeships and reach
the number of apprenticeships to 3 million by 2020 (Gov.uk., 2018) (C).
The government has the goal of making young people consider apprenticeship as a prestigious
and high quality path to a very successful career. In order to make this initiative available across
the country, the government has formed Sector Skills Council and Lifelong Learning (LLUK) to
development the skills and knowledge of the workforce. The employers in United Kingdom are
to select between hiring trainers who can provide high quality training to the employees or
provide potential candidates the opportunity of the apprenticeship programme. The LLUK has
been formed with five tactical goals which include driving the ambition, illustrating the
performance and quality, promoting the needs of learning, increasing the demand for better skills
and respecting the current labour market. To contribute towards this initiative taken by the UK
government, Marks and Spencer has focused on developing its “Plan A”. It has also introduced
the apprenticeship programme which provides the candidates the opportunity to enhance their
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skills appropriate for their career and gain a qualification that is nationally recognized
(Careers.marksandspencer.com, 2018). The Lifelong Learning (LLUK) has five different groups
which include Further Education, Work-Based Learning, Libraries, Archives and Information
Service, Community Learning and Development and Higher Education. Each of the group has
been formed with different aims and objectives which are related to the development of the
individuals who work across the country. Hence, it can be said that the UK government is
looking forward to support the young talents in their career development plans which is
ultimately facilitating the business organizations to excel in terms of organizational performance.
II. Explain how the development of the competency movement has impacted public and
private sector organisations
The needs and requirements of both the private and public sector organization differ from each
other as the work process and organizational structure is different for both the sectors. However,
both the sectors aim at creating competence for supporting the system of human resource
development. The recruitment, selection and training process is different for both private and
public sector organizations. With the rising demand for effective, skilful and qualified
workforce, the business organization from both the private and public sector have started aiming
at improving the overall performance level of their workforce. There are certain gaps between
the public and private sector workforce in terms of qualifications, pay, competence, skills and
knowledge. In order to bridge the gap and improve the performance level of the companies, the
competence-based system is being adopted by both the sectors. The main goal of this system is
to create a performance management system which supports the employees to achieve their
development and career goals.
The various initiatives like LLUK, SSC and Apprenticeship programmes by the UK government
have facilitated the business organizations to transfer learning and skills required by the
employees. The young talents of the country are responsible for driving the economy of the
country because of which the professional development and skills development of these talents is
highly important. It is believed that the workforce of UK as of 2013 did not have enough
professional and technical skills because of which the performance level was low (Oecd.org.,
2018). Along with the introduction of Apprenticeship programme, the UK government
introduced the Enterprise Bill as per which the public organizations were required to present a
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report about their apprenticeship programme every year (Services.parliament.uk, 2018). At the
same time, the private organizations like M&S started incorporating this in their organizations to
support the government.
III. Assess how contemporary training initiatives by the UK government have contributed
to human resources development for an organisation you know.
To support the training and development of the human resource of the country, the UK
government has focussed on developing and introducing various initiatives. There are different
governmental bodies like Department of Trade and Industry, National Vocational Qualification
and Department for Education for promoting training and development process of the young
talents and experienced professionals. Previously, the private organizations did not focus much
on the apprenticeship or training programmes. With changing time and legislations, the
organizations are bound to take such initiatives. Further, a few organizations, with a pay bill
exceeding £3 million annually are liable to pay the levy for the apprenticeship programme with
effect from 6th April, 2017 (Gov.uk., 2018) a. Further, to balance out the pressure of financial
investment and cost incurred by the business organizations after the training and development
process and apprenticeship programme, the new ‘co-investment’ has been introduced. This is to
support those employers who are unable to pay the levy. With this imitative, the government and
employers would share the cost of assessing and training apprentices. Hence, in order to abide by
these regulations and support the initiatives, The UK government aims at increasing the total
number of female worker and promote the idea of diversified workforce. M&S has focussed on
modifying its human resource system and incorporate all the necessary changes required.
Further, M&S has also signed up for the 30% club campaign where 30% of the company boards
would be women Gov.uk. (2018) (B).
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Conclusion
A business organization not only focuses on its mission and vision, but it also focuses on the
objective of improving the skills, talents, knowledge and ability of its workforce. This process is
referred to as human resource development, which is very essential for all the organizations in
today's business world. Effective and talented workforce of the business organization can foster
the growth and also provide huge career development opportunities to the employees. In this
assignment, the importance of this process has been discussed with reference to the leading retail
company called M&S. The discussion covers the aspects of training needs, methods, techniques,
learning theories and styles for different level of staffs. Along with these, the role of government
in the learning development and lifelong training of the workforce has also been highlighted.
This assignment provides an understanding about the importance of the process of human
resource development, its various aspects and the role of government in this process.
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