Human Resource Development Report: ABX Retail Training Program

This report provides a comprehensive analysis of human resource development (HRD) practices at ABX Retail, an international multi-brand retailer entering the UK market. It examines the significance of various learning styles, including Honey and Mumford's and Kolb's, in training and development, and assesses their contribution to the design of a new induction program. The report also explores the role of the learning curve and the importance of transferring learning in the workplace. Furthermore, it compares the training needs of staff at different levels (sales assistant, store manager, and regional manager), evaluates the advantages and disadvantages of ABX's training methods (on-the-job and off-the-job), and proposes a systematic approach for a 2-day training program. The report also discusses evaluation techniques for the induction training program and assesses the impact of government initiatives on HRD, including the development of competency in both public and private sectors.

HUMAN RESOURCE DEVELOPMENT
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Table of Contents
Introduction..........................................................................................................................................1
Task 1....................................................................................................................................................1
1.1 Compare learning styles and their significance in training and development...........................1
1.2 Explain the role of the learning curve and the importance of transferring learning at the
workplace ABX................................................................................................................................2
1.3 Assess the contribution of learning styles and theories when planning and designing the new
induction programme at ABX..........................................................................................................3
Task 2....................................................................................................................................................3
2.1 Compare the training needs for staff at different levels in the organization and focus on the
needs of sales assistant, store manager and regional manager........................................................3
2.2 Assess the advantages and disadvantages of training methods used at ABX............................3
2.3 Use a systematic approach and plan training and development for a 2 day training
programme.......................................................................................................................................4
Task 3....................................................................................................................................................5
3.1 Preparation of evaluation of induction training programme by making use of suitable
techniques........................................................................................................................................5
3.2 Evaluation of the 2 day induction training event by making use of suitable techniques...........6
3.3 Success of induction training program at ABX.........................................................................6
Task 4....................................................................................................................................................7
4.1 Description of role of government in training, development and lifelong learning along with
its impact on training at ABX..........................................................................................................7
4.2 Impact of development of competency on public and private sector along with its benefit to
ABX.................................................................................................................................................7
4.3 Assessment of contribution of initiatives made by UK government in human resource
development of ABX.......................................................................................................................8
Conclusion............................................................................................................................................8
References..........................................................................................................................................10
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INTRODUCTION
Learning is an important aspect for employees and for organization since that aids in
managing things in developmental aspects. Learning increases the efficacy and performance level of
employees; thus emphasis on continuous learning can augment the individual to grow more in
professional terms (Tams, 2008). The present research study has been made on ABX Retail
Company which is an international multi brand retailer and has planned to enter in UK market
place. ABX has been using a personalized approach to develop both employees and leadership
skills. The retail company has been using both the on- the job and off the job training so as to
develop its employees at all levels. Furthermore, researcher has also stated use of different learning
styles along with its importance in training and development. Learning needs to be transferred at
workplace so that all the employees can learn different techniques to deliver prominent services to
the clients. Training seems to be useful for the employees; thus for such purpose, ABX emphasizes
on training and coaching events at the workplace.
TASK 1
1.1 Compare learning styles and their significance in training and development
Learning styles are useful for individual because that enhances their performance standard
and through such styles, knowledge and capability level of employees can be determined. Here in
the below mentioned section, different learning styles are discussed:
 Honey and Mumford learning style
Particulars Details of the style
Activist Activists are those people who learn things by
doing it. These people emphasize on more
development and as per the experience level,
they perform different job roles (Bagshaw and
Bagashaw, 2002).
Theorists These people learn things as per their
comprehensive power. The entire learning is
dependent on application of model and
theoretical concepts.
Pragmatist These learners learn different things by applying
acquired knowledge in the work processes.
People usually learn more from this style and
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application of such style can enhance their
learning and creativity skills.
Reflectors Reflectors are those types of learners that
usually learn things by observing and thinking
which happens in the surroundings.
 Kolb's learning style
Particulars Details of the style
Concrete experience People try to develop their own experience by
focusing on different situations (Bennett, 2006).
They usually interpret varied things as per the
experience and as a result, it increases their
learning level.
Reflective observation As per the style, people learn different things
through observing others and as a result, they
develop new ideas and views.
Abstract conceptualization As per the existing situation, people learn
different things and make several modifications
in the existing ideas and actual situations.
Active experimentation In order to get adequate outcomes, learners
apply different concepts by doing it practically
and as a result, learning level augments.
These learning styles are useful for training and development since through that people can
identify the areas where they need modifications and improvements. This is beneficial for the
organization as well because according to the learning style, training sessions can be organized for
the employees.
1.2 Explain the role of the learning curve and the importance of transferring learning at the
workplace ABX
Learning curve gives idea about the level of learning of employees and through this,
individual can also analyze the areas where improvement and modifications are required. Feasible
comparison can also be made among the performance of employees and through this, understanding
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level of individual can also be ascertained (Bertocci, 2009). Learning curve can be used for the
employees of ABX retailers as through that capability and efficacy of employee performance can be
ascertained. Learning curve is a source of evaluating the performance of employees and on that
basis, appreciation and appraisal can be provided to them. Learning needs to be transferred at
workplace so that employees can learn different things related to the job role. All the employees
should analyze their learning level so that they can develop more and they can facilitate more
innovation in work processes. ABX retailers are required to transfer learning at workplace so that
long term sustainability can be attained.
1.3 Assess the contribution of learning styles and theories when planning and designing the new
induction programme at ABX
1. At ABX retailers, induction event should be organized so as to train the organizational
people.
2. While planning for the induction, only those learning techniques should be used which are
convenient and appropriate for the trainees as that can connect people with others (Boaden,
2006).
3. Use of proper learning style can facilitate direct communication among the trainers and
learners and as a result, the purpose of induction program can be achieved.
TASK 2
2.1 Compare the training needs for staff at different levels in the organization and focus on the
needs of sales assistant, store manager and regional manager
1. Sales assistant needs to get training on different aspects so that customers can be attracted
towards the service provision. Sales assistant must have convincing skills so that customers
can be persuaded.
2. Store managers should get training about communication aspects so that proper information
can be communicated within all the team members (Eisele and et.al, 2013). Store manager
must have the accessing ability so that customer's preferences can be found out.
3. Regional manager can be imparted training about different languages and the person must
have the ability of delegating duties. Thus, accordingly, training sessions can be organized.
All such training needs have been analyzed afterwards the application of Katz Skills Approach
because it is based on technical skills, conceptual skills and human skills.
2.2 Assess the advantages and disadvantages of training methods used at ABX
It has been observed that ABX retailers use both on the job and off the job training methods
to develop the potential of employees at all levels. Coaching and training sessions are organized at
ABX Company since through that employees are provided with different aspects that are essential
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for their personal and professional development. On the job training methods are used where in
organization train people as per the area of requisite and all the methods are feasible for the
employees because they can learn different things merely by sitting at workplace (O’Grady, 2013).
In order to enhance the learning level of employees, ABX retailers make sure that job roles of
employees are changed frequently so that they can get knowledge about different aspects at
workplace. Furthermore, the method is also beneficial because trainers can train the individual at
workplace; thus organization does not need to allot much financial resources in the same process.
The method has several disadvantages as well like it reduces productivity level because
trainers have to emphasize on employee training and as a result, they get distracted from the
existing work processes (Threeton and Walter, 2009). Sometimes, training events hampers when
trainees do not attend the sessions. Thus, it can be said that the method is beneficial up to some
extent because it consumes much time to train people. The other category of providing training is
off the job training where in trainers impart knowledge to the employees afterwards the working
hours. Such events are organized in weekends and other days and specific information are provided
to the employees. Hence, according to the present case, it can be said that ABX retailers need to
provide training to the sales assistant, store manager and regional manager so that they can conduct
the business properly in UK retail market place. The method is beneficial for ABX retailers since
that can assist the employees to learn different things for appropriate performance management
(Tracy, 2013). On the contrary, off the job training method has varied disadvantages as well such as
ABX has to invest resources in training events and huge rate of absenteeism can hamper the overall
efficacy of training session.
2.3 Use a systematic approach and plan training and development for a 2 day training programme
ABX retail entity needs to focus on systematic approach so that appropriate training sessions
can be organized for employee development. Sales assistant, regional manager and store manager of
ABX Company needs to focus more on training sessions so that they can develop numerous skills
as per the job roles (Bertocci, 2009). Training program should be developed after accessing the need
for training for specific employees.
Schedule Sales assistant Regional manager Store manager
Day 1 At the first day of the
training session,
guidance will be
provided to the trainees
regarding selling
Regional manager will
be provided training
related to management
of all the products
adequately so that to
Training will be
provided regarding the
disciplinary and other
aspects at store.
Further, training will be
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techniques that needs to
be considered while
dealing with customers.
Further, sales assistant
will be directed
towards proper
communication
create good impression
among the clients
(Bagshaw and
Bagashaw, 2002).
delivered related to
development of proper
coordination among the
team members.
Day 2 Training will be
provided regarding
customer retention and
emphasis will also be
made on customer
persuading aspects.
Regional manager will
be provided training
related to proper
communication among
all the departments so
that to maintain
adequate flow of
information (Tams,
2008).
Second day training
will include guidance
related to proper
delegation of roles and
responsibilities among
the team members of
ABX retailers.
TASK 3
3.1 Preparation of evaluation of induction training programme by making use of suitable techniques
Induction training program is said to be beneficial if it is in accordance with the expectations
and requirements of the company. Due to this aspect, it is essential to evaluate effectiveness of this
induction training program. Evaluation of the impact of these training programs can be done
through several techniques such as observation, impact on performance etc (Stewart and Knowles,
2000). During this process, management of ABX is required to assure that improvements had been
placed in work place. Further, proper documentation of this method is required to be done by the
company. For the purpose of evaluation of a training program Kirkpatrick model can be used by
ABX Ltd. Selected model is based on the four type of training level. Description of these levels is
as follows:
 Reaction: In this level, reaction of trainees is evaluated at the time of training. By this
evaluation, training manager can determine that training is effective and interesting for
employees or not. It is the best method for the evaluation of the training method through
which response of audience can be considered.
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 Learning: Further evaluation of training program can be done by considering learning
provided by the training to the audience (Tams, 2008). It can be done by assessing increase
in knowledge of the learners through the training session.
 Behavior: By considering the training program, trainee manager can identify that how far
their trainees have changed their behavior after the completion of session. By this
assessment, employees of the company will be able to identify improvement in their skills.
 Results: This is the last level of the model in which final results of the overall training is
determined by considering factors such as reaction, changes in behavior and enhanced
learning skills.
For the evaluation of training program, company can also make use of CIRO. With the
implementation of this program, company will be able to develop effective control on their action of
parameters. Training event developed by ABX Ltd is quite effective and beneficial for company. It
is mainly focused on the development of knowledge and skills of the employees. This program is
developed by considering the problems faced by existing employees of the company in order to
provide a feasible solution.
3.2 Evaluation of the 2 day induction training event by making use of suitable techniques
For the evaluation of 2 day induction training management of ABX Ltd above describe
techniques implemented on the developed plan. Objective of the provided training is to enhance
skills and knowledge of employees of the company in order to enhance overall productivity of the
business. For this aspect, guidance will be provided to the trainees regarding selling techniques that
needs to be considered while dealing with customers. With this knowledge, employees can enhance
their skills on practical implication of these techniques in business organization. On first day they
will have basic idea about these techniques and on second day they will learn about its practical
implications. Points covered in training program are aligned with the core objectives of the
company. They will be able to enhance the satisfaction level of customers along with the
profitability of business.
3.3 Success of induction training program at ABX
Implemented induction training program by ABX Ltd is quite effective and advantageous for
the company because it will assist them in increasing profitability and strengthen human resource of
the business. In addition to this, it will enhance overall productivity and efficiency of business by
which management of company can attain their aims and objectives in an effective manner. With
the improvement in quality of product and services company can enhance the level of customer
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satisfaction. By the implementation of Kirkpatrick model of training evaluation, management of
ABX Ltd can easily review that how well they can provide training to employees. In addition to
this, they can assure that training program is creating value addition for the business.
TASK 4
4.1 Description of role of government in training, development and lifelong learning along with its
impact on training at ABX
Government authorities play vital role in training, development and lifelong learning. All
business organizations are required to operate in accordance with the regulatory norms developed
by government authorities. Due to this aspect, if government is included in training program then
employees of the company will be able to work in more proper manner (Lee and Bruvold, 2003).
Further, changes in government norms are not permanent due to which it is also part of lifelong
learning. Government authorities create standard norms for the business organization which are
required to be complied them. In this aspect, they had described provisions of basic training
program, minimum wages, work policies and environment. In order to enhance efficiency and skills
of individuals they develop training camps which guidance on changing legal and political
environment is provided. They motivate employees for the lifelong learning for their development.
Management of ABX Ltd is committed towards the applicability of these norms in their
operational activities in order to prevent possibility of non-compliance. For the completion of this
objective, they comply all such norms in training and development program of the organization
(Lane and Kangulec, 2010). They provide proper training to the employees in the induction
program so they understand their job role for the completion of their duties in appropriate manner.
With the compliance of government norms, employees are committed towards the organization and
they work in an efficient manner. Contribution of government in training program create value
addition for employees as it provide them job security and better opportunity. Further, ABX Ltd will
also be able to develop better brand image.
4.2 Impact of development of competency on public and private sector along with its benefit to
ABX
Development of competency has huge impact on the public and private sectors of UK. It is
because; present environment is quite dynamic and competitive which creates barrier in survival of
business organizations (Dann, 2012). Due to this aspect, management of public and private entities
is required to cope up with these changes by developing their competencies. These organizations
will be able to enhance efficiency to attain better opportunities for growth and success.
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Management of ABX Ltd is also focused on the development of competencies because this
approach is beneficial for the organization. It is because; with the developing competencies skills
and knowledge of human resources will be enhanced. As a consequence, they will be able to
provide productive performance in order to achieve aims and objectives of business in an effective
manner (Cassidy, 2006). In addition to this, employees of organization will also be motivated for
work practices because their future goals and success is aligned with the success of business.
Increasing efficiency of business will make increase in quality of product and services provided by
ABX Ltd to the customers. With this aspect, management of the company will be able to enhance
the level of satisfaction.
4.3 Assessment of contribution of initiatives made by UK government in human resource
development of ABX
In accordance with the above description, it can be noticed that government is focused on
the development of workers of the retail industry. For this aspect, they had introduced various
beneficial programs for the employees (Budhwar and Sparrow, 2002). At presently, they had started
contemporary learning program for the better development of employees of public as well as private
organizations. This learning program is very effective as it provides learning by considering present
environmental context. In this manner, employees are able to operate in accordance with the
changing industry. Further, this program is also conducted through online media by which rigidity
of time and place is relinquished.
UK government had prepared separate budgets for the development of employees. These
funds are invested in the on job and off job training programs. With this approach, company is able
to train employees in a cost effective manner (Burr and Pearne, 2013). Further, there is stability in
growth and development of employees. Company had integrated their policy with the government
programs to develop more quantitative training programs in a good working atmosphere.
CONCLUSION
In accordance with the present study, conclusion can be drawn that human resource is vital
source of the business organization because they have vital contribution in growth and success. By
considering this aspect, companies are required to focus on their development in order to enhance
their skills and efficiencies. With this approach they will be able to improve overall productivity of
business and can achieve their objectives in an effective manner. In addition to this, they will be
able to motivate employee to provide better performance for better survival in competitive
environment. Contribution of government is also increasing in the development of human resources.
This aspect is beneficial for both public and private entities as they can develop their competencies
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in order to attain competitive advantage.
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