HRD: Designing Effective Training Programs Using Learning Theories

This report analyzes human resource development strategies, focusing on the management of Reassure Limited's plan to organize a training and development event aimed at improving employee capabilities. It delves into various learning styles, including Honey and Mumford's activist, theorist, pragmatist, and reflector styles, as well as Kolb's accommodator, diverger, converger, and assimilator styles. The report also examines the importance of the learning curve in tracking skill acquisition and the benefits of transferring learning to the workplace, such as achieving company goals, improving employee knowledge, and reducing turnover. Furthermore, it discusses how learning theories like behaviorist, cognitive, and reinforcement theories contribute to designing effective training events tailored to employee preferences, ultimately enhancing organizational performance and profitability.

HUMAN RESOURCE
DEVELOPMENT

1.1
Management of Reassure limited is planning for
organizing a training and development event for
making improvements in existing capabilities of
employees. It is vital that appropriate learning
methods should be used for ensuring success of
the training program. There are different learning
styles that can be used for designing training
program for the staff members. Various learning
styles that can be adopted are as described

1.1
Honey and Mumford learning styles :- In this learning style four different
types of learning preferences have been described. Different types of learning
events can be organized after assessing learning needs of staff members. Four
different types of learning methods are as followed :-
Activist :- Individual who belongs from this category prefer for acquiring new
skills by making use of practical methods. Activist give preferences for using
practical methods and it includes solving puzzles, taking part in different
competitions, joining group discussion sessions and taking part in problem
solving activities. In addition to this brainstorming sessions and role playing
activities are some more different activities that can be used for providing
learning to employees. There are some employees in the Reassure limited that
will give preferences for learning be making use of practical methods and
training programs can be designed in appropriate manner for rendering learning
to these staff members.

1.1
Theorist :- People belonging from category of Theorist
give preferences for understanding meaning behind every
activity. Concepts behind every theory and information is
more significant and they try for understanding meaning
behind every knowledge. Preferences is given by these
people for analysing data and other information for
understanding the concepts in more effective manner. If
any individual in the organization give preference for
learning through this method than initiatives can be taken
for providing employees details about theories, statistics
and models.

1.1
Pragmatist :- People belonging from this category give preference for
implementing their learnt knowledge into practical life situations. It
supports in making improvements in existing work performance. They try
for doing new experiments for generating new ideas and concepts for
performing work activities. Providing learning to these people requires
using innovative methods such as case studies and discussion sessions
can also be organized for them.
Reflector :- Individual belonging from this category give preference for
learning by observing other peoples. Learning can be provided to such
people by organizing observing activities and self analysis questionnaires.

1.1
Kolb's learning style :- under Kolb's learning style four different type of
learning choices have been described and they are as described :-
Accomodator :- Under this method preference is given for learning learning
through concrete experience and active experiments. Preferences is given for
acquiring new skills through practical experiments.
Diverger :- Under this method learning is provided through reflective
observations and concrete experiences through which new skills are gained.
Converger :- Learning is preferred through active experiments and abstract
conceptualization which renders a effective medium for learning.
Assimilator :- Reflective observation method is preferred for acquiring new
learnings and gaining new information and capabilities.

1.2
Learning curve is known as effective tool that is used for analysing
a person's progress over a period of time in acquiring new skills.
Graphical representation is done under learning curve for which
defines relationship between progress acquired by a person in a
specific period of time. A slope is described under this curve for
showing progress of a person and it aids in measuring and
monitoring performance of a person. Transferring learning at work
place aids in accomplishing required objectives of business in
successful mode. Reassure limited can organize training and
development program for making enhancement in existing skills
and capabilities of staff members. There are various benefits of
transferring learning and they are as described :-

1.2
Goals of company can be achieved in effectual manner by transferring learning in
the company.
Capabilities and knowledge of staff members can be improved by providing them
training and development.
Talented and capable manpower can be achieved by rendering learnings to staff
members by identifying their needs and it will support in making improvements
in capabilities of staff members.
It will also support in reducing the retention and staff members turnover rates and
employees will perform their assigned work with more enthusiasm.
Overall improvements in performance of the organization can be observed by
taking positive involvement of staff members. It will also aid in enhancing
profitability and financial revenues of the organization.
Recruitment cost for hiring new employees will be reduced when existing staff
members will be provided additional skills for performing their tasks in more
effective mode.

1.3
Learning styles and theories contributes in designing the training event in
more better and advanced manner. Reassure limited is planning to
organize a learning event for the staff members and it is vital that
appropriate procedures should be adopted for designing the learning
event. Learning styles render an effective medium for assessing learning
preferences of every staff member and providing learning as per the
needs of employees. Learning theories are as mentioned
Behaviourist learning theory :- Under this theory it has been mentioned
that behaviour of an individual can be researched scientifically and under
this theory it has been mentioned that observation of behaviour is the
most convenient way.

1.3
Behaviourist learning theory :- Under this theory it has been mentioned
that behaviour of an individual can be researched scientifically and under
this theory it has been mentioned that observation of behaviour is the
most convenient way.
Cognitive learning :- Under this theory problem solving skills of
employees, decision making skills and thinking skills have been
mentioned. It is based on concepts how a person applies reason behind
everything that is learned.
Reinforcement :- Under this theory learning is assessed through making
use of software and other electronic tools. The major objective behind
this learning concept is to maximize performance of the staff members.

1.3
Learning theories and models supports in designing the
learning event as according to requirement and preference
of staff members.
Skills and capabilities of workers can be improved by
providing them knowledge according to their needs and it
will aid in making significant improvements in capabilities
of staff member.
Learning preferences of all the employees differ from each
other and it is vital that they should be provided learning as
per their chosen method.

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