HRD Report: Human Resource Development for ABX Retail

This report delves into the realm of Human Resource Development (HRD), specifically focusing on training and development within the context of ABX Retail, an international multi-brand retailer planning to establish a presence in the UK. The report begins by exploring various learning styles (visual, auditory, kinesthetic, and the Honey and Mumford model) and their significance in designing effective training programs. It then examines the role of the learning curve and the importance of transferring learning to the workplace. The report further analyzes how different learning styles contribute to the planning and design of training programs, including the application of behaviorist and cognitivist learning theories. The report then compares the training needs of staff at different levels within the organization (sales assistants, store managers, and regional managers), assesses the advantages and disadvantages of various training methods (role-playing, workshops, and job mentoring), and outlines a systematic approach to planning a training and development program based on the ADDIE model. The report also evaluates induction training programs, establishes suitable evaluation techniques, and reviews the success of such programs. Finally, it discusses the role of government in training, development, and lifelong learning, the development of the competency movement, and contemporary training initiatives introduced by the UK government, providing a comprehensive overview of HRD practices and strategies.

HUMAN RESOURCE DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles and their significance in training and development..................1
1.2 Role of learning curve and importance of transferring learning to the workplace...........2
1.3 Assessing the contribution of learning styles in planning and designing.........................3
TASK 2............................................................................................................................................4
2.1 Comparing training needs of staff at different levels in organization..............................4
2.2 Assessing the advantages and disadvantages of training methods...................................5
2.3 Systematic approach to plan training and development program....................................5
TASK 3..........................................................................................................................................10
3.1 Evaluation of Induction training program......................................................................10
3.2 Establishing suitable techniques for evaluation 2 Day Induction training program......10
3.3 Reviewing the success of the induction training program..............................................11
TASK 4..........................................................................................................................................12
4.1 The role of government in training, development and lifelong learning........................12
4.2 The development of the competency movement and its impact....................................12
4.3 Contemporary training initiatives introduced by UK Government................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is a part of human resource management which
specifically focuses on training and development of employees. Moreover, Human resource
development provides an opportunity to employees for training and development within the
organization, which is important to increase knowledge, abilities, education and skills of their
employees (Bakker, Demerouti and Verbeke, 2004). This report is based on a case scenario of
ABX retail; which is an international multi brand retailer and is recently planning to establish
business in UK. This report describes about practices of different learning theories and styles,
along with planning and designing of training and development. Further, it will emphasize on the
government led skills and development initiatives for employees working in the organization.
TASK 1
1.1 Different learning styles and their significance in training and development
Every Individual possesses different style of learning. There are three main learning
styles, such as, Visual, auditory, and kinesthetic (Hamel, 2008). All three learning styles contain
some common characteristics, which helps in identifying suitable learning method for ABX
Company’s employees. These are as follows, Visual: Visual learners learn by watching graphics, videos, demonstration or reading.
The employees who prefer visual learning style for training and development than
organization can arrange presentations, assignment logs and written notes for their
training. However, these techniques of training and development can be beneficial for
kinesthetic learner employees also. Auditory: These learners gather information by listening and speaking. Lecture style
forums, presenting information in a meeting or conference are various methods in
training and development of ABX retails employees (Le Deist and Winterton, 2005).
 Kinesthetic: Similarly, Kinesthetic learners learn through practical experience. ABX
retail management can organize field activities and provide them the opportunity to
perform a task so that they can gain practical experience, which can be helpful for their
future development needs.
Moreover, few more learning styles were developed by Honey and Mumford which is
based upon Kolb's theory of learning. They identified four different learning styles, that is,
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Activist, Theorist, Pragmatist and Reflector (Sun, Aryee and Law, 2007). Significance of these
learning styles on training and development is as follows, Activists: These learners involve themselves completely in a task to gain new experience.
Since ABX is organizing two days training and development program for their
employees, the organization can provide them with training through brain storming
process by giving them puzzles or questionnaires to solve. For these learners, group
discussions and debate can be the important part for training and development. Theorist: Theorist learners prefer to understand the theory behind the activity. These
learners want to gather deep knowledge of topic and think logically. Training through
Models, Background information and statistics can be significant for these employees. Pragmatist: Furthermore, Pragmatist learner understands the concept by practical as they
learn by applying their learning into their task (The Experiential Learning Cycle, 2015).
For Instance, ABX can provide training and development to employees by discussing
previous Case studies with employees.
 Reflector: Similar to theorist learners, reflector people can also learn by observing and
thinking about what happened. In this case, paired discussions, questionnaires, observing
activities and interviews can be the important part in training and development of
employees (Burke and Hutchins, 2007).
However, learning styles helps in determining the base of how an individual learns.
Learning styles are combination of social, economic and political drivers that affects major
changes in knowledge and capabilities. Learning styles helps to understand the individual that by
which method they can learn and enhance their skills better.
1.2 Role of learning curve and importance of transferring learning to the workplace
Learning curve is a graphical content of increased learning with experience. Learning
curve theory is an essential concept in the business. The concept of learning curve basically
states following points, such as,
 The time required to perform the same task will be less if a task is repeated.
 The amount of improvement decreases as per the increased production.
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Figure 1: Learning Curve
(Source: Sun, Aryee and Law, 2007)
Learning curve shows that over a time period there is an increased productivity in ABX
Retail. Learning curve is important in taking following decisions,
 Price decision which is based on estimated future costs.
 Workforce schedule based on future needs.
 Capital requirement prediction
 Set up of incentive structure
Importance of transferring learning to the workplace: Transferring learning to the workplace
at ABX retail can be measured in greater productivity of employees and it will help ABX
Company in achieving greater return on investments (Aguinis and Kraiger, 2009). Applying new
learning skills and behaviors at the workplace enhances employee’s knowledge and retention.
The ABX organization has applied various ways to provide training and development to their
employees which help them in getting skilled and knowledgeable workforce.
1.3 Assessing the contribution of learning styles in planning and designing
Different learning styles contribute in various ways in planning and designing the new
induction program at ABX retail. Learning styles is used as conceptional structure in discovering
objectives and requirements of employees in the organization (Bratton and Gold, 2012).
However, learning styles vary according to the learning capability and requirements of
employees in the organization. Thereby, before selecting the training program for the employees
of ABX Retail, the learning style and theory must be analyzed.
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Learning Theories: The base of knowledge features learning theories, models and framework
that describes how people learn. Learning theories are as follows,
 Behaviorist Learning Theory: Behaviorism is a worldview that presumes a learner is
basically resistless, in responding to environmental things. The learner start as a clean
mindset and behavior is shaped by positive support or negative support. There are several
types of learning are there in behaviorism learning theory. The most basic form is
associative learning that is making new association between events in the environment.
 Cognitivist Theory: Furthermore, another learning theory is Congnitivist learning theory.
This theory focuses on the inner mental activities of the individual like- opening the dark
corner of human mind which is valuable and necessary for understanding how people
learn. Mental process such as thinking, knowing, problem solving, memory needs to be
explored for enhancing learning skills of the individual.
In globally changing time, employees have to face new challenges every day in structure
and value of ABX Retail (Dowling, Festing and Engle, 2008). The organization tries to select an
appropriate theory and learning style for its employee, by considering the factors of improvement
in scope of responsibility. Learning style and theories which is adopted by ABX retail is
concentrated on productivity which can further enhance the skills of the employees. . The Firm
needs to identify that which learning style will be preferred by their employees (Luthans,
Luthans and Luthans, 2004). Although selecting an individual’s learning style is usually tough as
well as it will become mixture of many types of understanding within the organization.
TASK 2
2.1 Comparing training needs of staff at different levels in organization
Training need analysis is concerned with addressing skill gap at the organizational level
and individual level and falls under the referral of learning and development. Training needs for
staff at different levels in ABX Retail is as follows,
Sales Assistants Store managers Regional managers
Training needs of sales
assistants include training for
improving their
communication skills to
Store managers in retail
organization must be able to
do planning, budgeting and
coordinating with sales
Moreover, Regional managers
carry lot of responsibilities of
maintaining business and
providing strategic vision to
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communicate effectively with
customers (Vörösmarty,
McIntyre and et. al. 2010).
Retail sales assistants use cash
registers, credit card machines,
bar code readers and pricing
label guns. Thereby, It is very
important to provide technical
training to sales assistants to
work effectively in their field.
They can be trained through
on the Job training,
Workshops, coaching, books
etc.
department, and hiring and
motivating sales team.
Thereby, effective training is
essential for store managers.
However, good
communication skills,
multitasking and working
under pressure qualities are
also important for this. These
skills can be enhanced by the
organization with the help of
workshops on the job training,
Books, case studies etc.
workforce. Thereby, training
courses and other off job
training designs can be
developed to formulate their
knowledge (Hatch and Dyer,
2004). Furthermore, practical
training for developing
technical skills and decision
making ability is also
important for the regional
managers at ABX
organization. So the company
should provide training
fulfilling these requirements.
2.2 Assessing the advantages and disadvantages of training methods
Training is an organized process by which people learn new thing and enhance their skills
for a definite purpose. Every organization provides training to their employees no matter what
are their qualification and skills by using various methods. ABX Retail conducts training
programs for their employees who are working at different roles and responsibilities (Armstrong
and Taylor, 2014). The advantages and disadvantages of training methods used in organization is
as follows,
Training method Advantage Disadvantage
Role playing Role playing in organization provide
employees an opportunity to practice
their skills which they use on the
regular basis.
Employee may feel nervous of
completely different role, which may
lead to performance degradation.
Workshops Through workshops employees can
be motivated and they can get
practical opportunity of skills to
It consumes organization's additional
cost. Success of these workshops
depends on how participants are
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enhance the performance level. receiving the message.
Job Mentoring Job mentoring provides employee an
experienced coach to supervise his
learning experience.
If employee is not progressing
quickly, then it will lead mentor in
Frustration.
Job Rotation Job rotation increase the job
satisfaction of the employees
because they are given the
opportunity to perform different
work tasks at organization.
Job rotation can sometimes
experience the employee resistance.
Because, experienced employee who
are comfortable with their job position
are unwilling to change the position.
2.3 Systematic approach to plan training and development program
The training program can be designed by considering Addie model, That consist of five
phases to plan and design the training event, such as, analysis, design, development,
implementation and evaluation. In the analysis firm can detailed the structure of training event
and design the every element of the training event. Furthermore, in training development each
and every stage of training event will be planned. However, As per this model the firm will
analyze the need of induction program and design the induction training program such as, date,
duration and training process. Further the development of induction program is carried out by
informing and selecting participants who need training. After all these implementations and
evaluation of training program is measured by assessing the success of this training program.
ABX Retail's systematic approach to training and development for 2 days training program is as
follows,
Course Title: [Induction Program]
Participants: [Names, Contact numbers plus total number of participants]
Lead tutor: [Name]
Other Tutors: [Names]
Duration of event:
2 Days
Venue:
ABX Training Center
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Accommodation arrangements:
Tutor will be stay at Hotel nearby to ABX training Center.
Food: Arrangement of Breakfast and Lunch.
Breakfast – Sandwiches And toasts with Tea/Coffee
Lunch – Rice, Grilled Paneer, Salad and Nan
Tea/Coffee arrangements:
Tea/ Coffee are arranged two Times. It will be with breakfast and after lunch.
Certification [if any]:
Others: [Details, including guest speakers, tour guides, specific resources etc.]
Pre-course activities:
Employees will be provided tour of all departments with introduction to each department and
their team member.
Materials to send to participants:
Induction Welcome pack (CD/DVD) with all relevant information and highlighted points of 2
days induction program.
Day 1
Time Activity Resources [Smart
board, DVD Player,
Video-link etc.
Lead Tutor
0930-1100 Introduction About the
company
Introduction will be
provided through
video link on
projector.
1100-1130 Breakfast
1130-1300 Brief introduction Introduction of
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about overall training
program.
training program will
be provided on Smart
board.
1300-1400 Lunch
1400-1530 General training to
Sales Assistants
relating to
organizations values,
philosophy and
structure. For instance,
Retail sales assistants
use cash registers,
credit card machines,
and bar code readers
as well pricing label
guns etc. thereby, they
need to develop their
technical skills.
Induction trainer will
deliver the induction
according to preferred
learning style of
employees.
1530-1600 Tea/ Coffee break
1600-1730 Job training related to
roles and
responsibilities, which
they are going to
perform.
Induction Tutor will
provide training
through video Links.
Day 2
Time Activity Resources
[Smartboard, DVD
Lead Tutor
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Player, Video-link etc.
0930-1100 General training to
Store managers which
is related to
organizations values,
philosophy and
structure along with
mandatory training
related to health and
safety and other
important legal areas.
Induction trainer or
department head will
provide the training on
smart board.
1100-1130 Breakfast
1130-1300 Regional managers
will be provided
specific training which
will help in achieving
organizational goal.
The tutor will discuss
their strengths and
development
aspirations which can
be helpful in
organization's success.
Senior officers of
ABX retail and
resource persons will
provide training to
regional managers on
video link with the
help of projector.
1300-1400 Lunch
1400-1530 Combined training to
all departments with
information of health
safety and other legal
areas.
Through DVD Player
and presentations.
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1530-1600 Tea/Coffee break
1600-1730 Training Evaluation
will be conducted by
tutor including,
general feedback about
the quality and
response to the
training program and
confirmation of
understanding.
By asking random
questionnaires
Post-course activities:
Post course activities will include feedback from all departments and their future training needs.
Future contact with participants [any arrangement for mentoring and/or on-going support]:
To record contact of participants the organization can fill up forms with future training needs.
Course budget: [details, including cost per candidate]
Development costs: [Trainer's time, external certification, rental of training facility, materials
and equipment, refreshments etc.
Indirect costs: [Trainer's preparation and administrative support]
Participant replacement costs: [calculate using a day rate]
Evaluation costs: [evaluator's time and materials]
Course approved by: CEO of ABX Retail
Comments:
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