HND in Business: HRD Report - Learning, Training & Evaluation

This report provides a comprehensive overview of Human Resources Development, beginning with a discussion of various learning styles, including visual, auditory, reading, and kinesthetic approaches, and examining the role of the learning curve and the importance of transfer learning in the workplace. It explores different learning theories and how managers utilize these styles in designing training events. The report defines training needs at different organizational levels and compares the training requirements of staff at each level, further identifying and assessing the advantages and disadvantages of various training methods used within organizations like Tesco. A systematic approach to training is explained, along with the preparation of a training plan for employees. The document also defines evaluation in the context of training, detailing when it takes place, who conducts it, and how it is carried out, including methods for evaluating training effectiveness. Finally, the report examines the role of government in training and development, the competency movement and its impact, and contemporary training initiatives and their contribution to human resource development, concluding with a summary of the key insights discussed.

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.............................................................................................................................................3
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 organisation Assess the advantages and
disadvantages of training methods used by your chosen organisation........................................4
2.3 Explain what a systematic approach to training and prepare a plan for the employees........5
TASK 3............................................................................................................................................5
3.1 Define evaluation. When it takes place and who evaluate the training event.......................5
3.2 How to carry out the evaluation of the training event...........................................................5
3.3Advantages and disadvantages of methods of evaluating training effectiveness...................6
TASK 4............................................................................................................................................6
4.1 The role of government in training and development...........................................................6
4.2 Competency movement and how it affect the various factors...............................................7
4.3 Contemporary training initiatives and how they contribute to human resource development
.....................................................................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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 programme can be conducted for employees of every level of the enterprise.
TASK 1
1.1Discussion 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. Under the 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.
1.2The 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.
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 programme 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.
2.2 Identify the training methods used by your chosen organisation Assess the advantages and
disadvantages of training methods used by your chosen organisation
Basically Tesco used two types of training method inorder to improve the p;erformance
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.
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.
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 b y 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 evaluator 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
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
equipments 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).
3.3Advantages 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.

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.
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.
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
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Vörösmarty, C.J and et.al., 2010. Global threats to human water security and river biodiversity. Nature, 467(7315).
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