HRD Report: Learning Styles, Training Methods, and Evaluation

This report examines various aspects of Human Resource Development (HRD) within the context of a UK-based HR consultancy. It begins by comparing different learning styles, including Kolb's and Honey & Mumford's models, and discusses the significance of the learning curve and learning transfer in the workplace. The report then explores the importance of these learning styles in planning and designing effective training events. It further compares training needs at different employee levels and analyzes the advantages and disadvantages of various training methods. A key section focuses on designing a training event using an organized concept. The report also addresses the evaluation of training programs, including the preparation of evaluation forms, assessment of outcomes, and review of evaluation methods. Finally, it investigates the role of authorities in training and development, the impact of competency movements, and contemporary training initiatives by the UK government, concluding with an overview of the findings and key references.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison of various learning styles..................................................................................1
1.2 Learning curve and importance of learning transfer in work place......................................3
1.3 Significance of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1 Compare of training needs for employees at different levels...............................................5
2.2 Advantages and disadvantages of different methods of training..........................................6
2.3 Designing of a training event by using organized concept...................................................7
TASK 3............................................................................................................................................8
3.1 Prepare evaluation form by believing training achieved by employees...............................8
3.2 Assessment done by examining the outcome to the evaluation form...................................8
3.3 Review the success of the evaluation methods.....................................................................9
TASK 4..........................................................................................................................................10
4.1 Function of authorities respect training and development..................................................10
4.2 Impact of development of competency movement on public and private sector................11
4.3 Contribution of contemporary training initiatives taken by UK government.....................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is that process which help in doing whole success of an
organisation are responsible for maintaining the workers of the company. They assist in selecting
talented and skilled employees in proper manner. Company manager recruit talented personnel
but they give training, development and learning opportunities which help in improving
employees performance of an individual, group and team members within an organisation.
Training and development is that activity which affects whole firm employees and help in
improving their skills and abilities in appropriate manner (Fine, 2012). This is required for the
leaders is to motivate their followers to achieve the desired goals and objectives. They can
increasing the ability for reaching the potential aims and motives by adopting effective strategies.
This report is based on “People 'R' “Us” which is small HR consultancy company of UK. The
main purpose of this project is to compare the different learning styles. The significance of
learning curve and learning transfer at work place which is discussed in this report. Along with
this, advantages and disadvantages of training methods.
TASK 1
1.1 Comparison of various learning styles
The regular improvement is that procedures which is required for the employees to long
time period. “People 'R' “Us” firm will help in using different learning styles for the sun court
residential homes employees skills improvement in better manner (Ford and Richardson, 2013).
Organisation workers required to learn basic abilities and capabilities for proper treating all
customers. There are various learning styles which should be used by firm managers for
improving abilities and knowledge in properly. These are as follows:
Kolb's learning style:
This style is published by David A. Kolb that is completely depend upon experienced
skills. This will reflects the whole 'Experimental learning'. There are mainly two dimensions.
They need to understand the persons information process. This concept addressed the two
frameworks such as abstract concept and concrete experience. As per the theory of acquisition,
learning procedures includes four methods which help in responding the situations. This will
formulate one learning cycle which assist in monitoring and supervising the whole concept of
scientific research and other person gain experience in different situations.
1

Illustration 1: Kolb learning style, 2017
(Source: Kolb learning style, 2017)
Peter Honey and Alan Mumford's Model
Both the model, Kolb's learning style and Peter Honey and Alan Mumford's are
established in the year of 1986 (Hendry, 2012). According to this concept, all employee will free
to choose their mode of learning by using right way. Here are four models of this approach
which are as follows:
2

 Activist- According to this, an individual can gain knowledge for performing adopting
various learning styles and activities that includes puzzle solving, group discussion,
participate in different competitions, brainstorming etc.
 Theorist- Many learners are follow this mode of learning style for implementing the
historical stories that includes scientist, truths, scholars etc.
 Pragmatist- These type of people learn various things by executing historical stories or
case study of current time period (Huselid and Becker, 2011).
 Reflectors- People learn various things or functions which has happening or arising in
the recent world.
There are different forms of learning styles existing which has to be used by staff
members of “People 'R' Us” that will improve their abilities and skills in proper manner.
1.2 Learning curve and importance of learning transfer in work place
Learning curve refers to the graphical representation which shows the increase and
decrease in acquisition of individual and other participated members activities. This curve help in
3
Illustration 2: Peter Honey and Alan Mumford's Model, 2012
(Source: Peter Honey and Alan Mumford's Model, 2012)

presenting employees growth for analysing experience and knowledge. Curve of learning is also
refers to the actual situations and conditions which assist in adopting various strategies and
procedures. This will play an important role in reflecting the staff improvement in effective
manner. These learning will used by company for analyse the demand and wants of customers
and try to satisfy them (Krot and Lewicka, 2012). This can also addressing the result of accurate
training and development sessions which should be conducted within an enterprise.
Importance of learning at workplace
Learning will play an significant role in work location because this can increasing the
capabilities and abilities of an individual. This can offer various methods and techniques for
effective improving the employees knowledge and understanding. Learning is that process which
help in providing positive and sufficient outcome for reaching the desired goals and objectives of
the firm. Cited firm will required for to organise various necessary activities of learning so that
employees are able to understand plans and policies of the corporation. They can learn how to
tackle with different complex situations and some challenges which may arise at any time. This
will also concluded that learning help in deal with different type of issue and problems of an
organisation which try to achieve target goals and objective in effective manner.
1.3 Significance of learning styles and theories when planning and designing a learning event
This is compulsory task for cited firm is to improve employees skills and knowledge by
showing them right path and direction for increasing standard of living. There are various tools
and methods that will assist in gaining large learning for the short time period. Therefore, many
other researchers come with their own ideas and thoughts for managing learning procedures.
Alan Mumford approach and Kolb's learning theory with help in maintaining different learning
styles in proper manner (Marchington and et. al, 2016). These type of concepts and theories of
learning styles will play an essential role in designing and planning which help in attaining
desired goals and objectives at the given time period. There are various role and responsibilities
that can play by learning styles and concepts of designing and planning that are as follows: Improvement of concealed points- These theories assist in examining all the hidden
points which clarify the concept of learning that directly impact on designing procedures. Display the correct direction- According to this, styles and theories of learning help in
taking accurate source for making and creating that process which help in target goals
and objectives of an organisation.
4

 Demonstrate various alternative for increasing knowledge- This will show the other
option for gaining the right knowledge and skills in proper manner. This will help in
taking accurate decision at the time of designing and planning process.
 Help in understanding connection between organisational factors- Such factors assist
in contributing in realising all the essential elements firm which are inter connected with
each other (Meredith Belbin, 2011). This will take appropriate steps at the time of
designing effective procedures for the organisation.
These are above show the various learning styles and concepts which will play an
important role at the time of formulating and planning process. For making right decision it is
necessary for the firm is to get proper data and information. This will aid in motivating
employees for reaching targeted goals and objectives in effective way.
TASK 2
2.1 Compare of training needs for employees at different levels
Training is that activity which help in improving employees abilities and capabilities for
achieving potential targets and aims of an enterprise. Human resource management will conduct
training and development programmes for the workers. In these days, competition has changed
for continuous modification in technology as per the demand of customers. This will assist in
providing best quality products and services to their buyers. Training help in preparing
employees for how to tackle with complex problems or issues in effective manner. Ventures are
always concentrate on increasing training and development needs. There are three level where
training is required such as occupational, organisational and individual. “People 'R' Us” firm
provide accurate and proper training and development sessions for deal with arises issues and
hurdles within an organisation (Nielsen and Randall, 2012). They can also assist in using
advanced technology and methods for taking proper training so that they will easily achieve
desired goals and objectives. The comparison of needs of training at various level are as under: Organisational level- It states the determining the gap between expected and actual
performance of the employees within an organisation. It is required for conducting
investigation of various strategies and plans of the company. They should use SWOT
analysis which will stands for strength, weakness, opportunities and threats of the firm.
Employees perform their job roles and responsibilities in increasing efficiency within an
5

enterprise. Training need to be done at different level which are provide more
concentration. This can be considered as workers are skilled and experienced so that they
can easily achieved targets. Process level- In this level, different procedures are prepared by an organisation which
help in dealing with various situations (Purce, 2014). Employees help in designing proper
training program so that process will be made in effective manner. Activity level- Training required when any type of activity are conducted in appropriate
manner. There are various activities that includes games, cultural events which assist in
providing proper training.
 Business procedures level- It is the one of the top most firm whose main aim is to set the
target goals of the business. The company managers provide training needs which is
important task and it required to be completed without making any error. All necessary
aims and objectives are properly conducted task of each employee. So that it can be made
in appropriate way.
2.2 Advantages and disadvantages of different methods of training
There are various training methods advantages and disadvantages which will play crucial
role for managing and controlling all company activities in proper manner.
Advantages Disadvantages
Training method is very important for
improving skills and knowledge of employees.
This will also give stress and demotivation
among workers.
Firm will promote their workers through
conducting and planning of different form of
training activities.
This is very expensive and lengthy process
which has several programmes.
Training help in taking right decision for the
welfare of organisation.
If an employee take any decision than some
other person are neglect at the time.
Training enhancing the performance of
managers as well as staff members for
improving their abilities and capabilities.
In recent time, competition is continuously
increasing and various environment are created
for the employees after provision of training
and development sessions.
6

This can follows all the planning and process
for removing mistakes and barriers which are
made by staff members.
On the other hand, it is time consuming which
has gain more time and address lengthy
process.
Training give job satisfaction to the unsatisfied
employees for providing them best suitable
environment (Bagnoli and Megali, 2011).
At the time of vast training program, trainees
are bored and by this they will loss their
learning interest.
Training process reduces the arising risk which
help in providing experience to their
employees and after that they can not do their
work without making any mistakes.
Many learning styles and theories which need
to be followed at the time of achieving desired
training. For this, some personnel lack their
interest in this.
2.3 Designing of a training event by using organized concept
A systematic approach is play crucial role in conducting effective and appropriate
training and development programmes. This is casual training which help in creating and making
organised planning in proper manner. “People 'R' Us” required to be follows these training
approaches. There are certain steps which help in determining organised training that are as
under: Analysis- It is the first stage which determines the training needs for achieving
organisation goals and objectives. Training can be done by examining the current
performance and behaviour of employees. The outcome is required for analysing right
direction where they can move their programming sessions. Design- In this stage, data are collected during analysis of every phase which is used for
formulating learning objective, evaluating training materials, understand the instructional
methodologies which must be take their right place. Development- At this stage, development is required for adopting materials which are
necessary for future training sessions (Benabou and Tirole, 2011). Implementation- This is that stage where strategies are executing at the time of making
profitability. It is the collection of all previous steps. Actual training is conducted for the
improvement of employees skills and knowledge in proper manner. In this stage,
7

employees also learn how to use these techniques and methods for developing company
growth.
 Evaluation- It is that stage where firm will evaluate all required training need and
methods for implement at different level.
By doing systematic approach of training, cited firm should follow all the stages which
are discussed in above for managing training activities.
TASK 3
3.1 Prepare evaluation form by believing training achieved by employees
Evaluation refers to that appraisal tool which can be done by deciding the whole success
of training and development programmes in effective manner. This will help in collecting data or
information from each worker and observe their feeling regarding current training sessions are
useful or not (Bloom and Van Reenen, 2011). Firm spend large sum in these activities and
functions so that it is necessary for know the useful thing at the same time. There are various
advantages that includes creates feedback, ensure responsibility, check the necessary costing etc.
various tools and methods are required for evaluating profitability and productivity of current
training programmes within an organisation.
There are various evaluation occurs in the following manner:
Did employees learned for training?
It is the first stage where trainees actually gain any experience or not. Overall activities
and functions have to be designed for the improvement of other skills and knowledge which help
in performing each task. If they are not accomplish task so that there is requirement of changes in
the training classes.
Whether materials used are relevant according to the need of training?
Some other tools and techniques of evaluation of training session is determined for
appropriate study of material which are given at the time of training (Boxall and Purcell, 2011).
As per the employees knowledge and abilities, material must be distribute among each one by
analyse the designation of them.
Whether training will lead to the improvement of business
8

Evaluation of training program is being created for fulfilling business needs and
requirements in proper manner. The main motive of training is to improve business operations
and functions of an organisation.
3.2 Assessment done by examining the outcome to the evaluation form
For determining the evaluation training, “People 'R' Us” firm required to analyse various
effective sources for making appropriate decisions. Evaluation is that procedure of training
which has to receive reviews and feedbacks at the time of employees performance. Generally, it
is not an easy work but it need to be take right path and procedure for organising accurate
evaluation sessions which will assist in providing correct result (Bratton and Gold, 2012). There
are mainly two types of evaluation which are discussed as under: Formative- It is that method of evaluation which need to predicted certain sources of
information to support in planning and designing procedures. This can be done for
improving training events by modification of existing tools.
 Summative- This is that method which help in analysing current method through offering
accurate recommendation. It will aid company in performing each task of actual program
and also proceed with the similar scheme. In this summative method, last stage of
training evaluation can provide suggestion to the various events of training.
Therefore, firm will required for performing evaluation process so it assist in determining
their advantages and disadvantages through using different types of procedures of assessment.
3.3 Review the success of the evaluation methods
In an organisation, evaluation method have great success for the benefits and positive
conclusion. This will help in providing the feedback so that it can alter and modify for improving
current working situations. Basically, success is that action which help in attaining right data or
information and various other sources which are as follows: Interviews- This is that method in which manager will observe an employee skills and
abilities by using different tools and techniques in proper manner (Brewster and et. al.,
2016). It is the process where one person ask any type of question and another person
duty is to give answer for the necessary questions. This will assist in analysing employees
behaviour towards each task or work.
9

 Observation- It is that method of collecting accurate data or information for observing
any employee within an organisation. In this techniques, one single person will observe
candidate behaviour, attitude etc. in effective manner.
Evaluation success is that method which help in analyse actual growth and development
of positive results for achieving desired goals and objectives of the firm. On the other side,
process of training assist in smooth running of strategies and methods for the growth of an
organisation. It is also done at the time of analysing the improvement in employees skills and
knowledge in proper manner. Along with this, method of evaluation play a crucial role in
providing effective success to the training events for shows the actual result. For determining the
skills of each employee by motivating towards targets goals and objectives (Budhwar and
Debrah, 2013). It is mainly that concept which examining talented candidates of the personnel
and also help in managing different investigating functions. Beside from this, firm assist in
realising the standard talent and ability of their employees.
TASK 4
4.1 Function of authorities respect training and development
The government play an essential role in training, development and life long learning
through giving professional instructor for improving workers abilities by arranging various
developmental functions in proper manner. Authorities act as effective methods for analysing
training sessions and they have certain power which provide them various capabilities and
strategies which help in increasing company profitability. There are certain contributions of the
government authorities which are discussed as follows: Formulate HR policy- The firm will made human resource development policy to all the
people in effective manner. For using this, they assist in improving skills and capabilities
of the common person. Promote all HRD study- Country authorities will also help in providing training and
development program for motivating HR study among all employees (Dalal and et. al.,
2012). Firm will done this with including syllabus of HRD at national level. Create public criterion- This is only government which can achieved these all rules and
regulations. There are various methods and techniques which are used by government for
10