Analyzing the Link Between HRM Practices and Firm Performance

The assignment investigates the connection between human resource management (HRM) practices and firm performance. It delves into how strategic HRM frameworks and high-commitment HRM systems influence organizational success, emphasizing employee engagement as a critical factor. The ...Read More

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
1.1 Comparison of different learning styles...........................................................................1
1.2 Role of learning curve and significance of transferring learning.....................................2
1.3 Contribution of learning styles and theories to plan and design a learning event............4
TASK 2............................................................................................................................................5
2.1 Comparison of training needs for staff at different levels in an organization .................5
2.2 Advantages and disadvantages of training methods used in an organization..................6
2.3 Systematic approach for training and development.........................................................6
TASK 3............................................................................................................................................7
3.1 Preparation of evaluation of training event......................................................................7
3.2 Evaluation of training programs.......................................................................................8
3.3 Analysis of success of methods of evaluation..................................................................9
TASK 4............................................................................................................................................9
4.1Role of government in providing training and development within UK...........................9
4.2 Need of competency development has impacted on public and private sector..............10
4.3 Assessing how contemporary training initiated which is introduced by the UK
government...........................................................................................................................11
Conclusion.....................................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development is considered as important activity related to the increasing
the competencies and skills of individuals in organization. Learning styles are considered to be
important for each and every individual in organization where it is considered as a direct way of
enhancing one's existing knowledge with some improved and present acquaintances (Naff,
Riccucci and Freyss, 2013). In this scenario, analysis of the HSBC is done which is a financial
organization operating in UK and order to retain the employees it will provide training to the
employees. Various training methods are discussed in this report which describes the
requirement of training of the employees in banking sector.
TASK1
1.1 Comparison of different learning styles
Learning styles are considered to be important for each and every individual in
organization where it is considered as a direct way of enhancing one's existing knowledge with
some improved and present acquaintances. Research has clearly defined that each person prefers
different style of learning which is considered as beneficial to enhance knowledge and skills at
workplace. In the present case, HSBC aims at increasing competencies and knowledge of their
employees by providing opportunities for both; on the job and off the job training (Storey, 2014).
There are some important learning styles analysed which help the organizations in identifying
ways through which employees have been provided with learning. There are some there exists
varied styles of learning that are basically to assists the individuals in obtaining a pertinent set of
knowledge in their own way. VARK Model is used to define different learning styles developed
by Neil Fleming is mentioned above.
 Visual: It is the most important style of learning which is suitable for those individuals
who usually learn through analysing the pictures, images, diagrams and mind maps. In
HSBC, this learning style in used to provide training to all the staff members equally
through visual demonstration of things as it is helpful in acquiring quick learning
(Aswathappa, 2013).
 Auditory: In this style of learning, individuals are evident to learn the things either by
listningor discoursing in a much faster way (7 Major Learning Styles, 2017). In respect to
this, HSBC can also arrange their training and development sessions by using some
specific methods like lectures, seminars, group discussion and meetings, etc.
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 Read and write: Most effective form of learning in which individuals usually prefers to
gain knowledge and learning through repetitively reading the books and lectures notes
(Ng, 2017). In the present context, HSBC can also refer providing various recording tools
to such employees at the time of providing training.
 Kinaesthetic: Suitable for those individuals who are able to gain knowledge by facing
challenges and attempting practical task. In training and development sessions, HSBC
can hereby refer to arrange case studies and role plays to train and develop such type of
individuals.
For the comparison, Kolb's learning model has also been used to demonstrate styles of
learning which are used in HSBC.
 Convergent style: This style is suitable for those individuals in organization who are
proposed to gain knowledge through practical application of things and performing
challenging task.
 Diverges learning style: HSBC can also use this style of learning to provide training to
those individuals who are supposed to gain knowledge through observation and research.
They can also use the method of brainstorming to provide the learning to the people
(Mathis and Jackson 2011).
 Accommodators: This method of learning is applicable for those individuals who are
able to learn through practical approach. With theoretical understanding, HSBC also
needs to arrange practical training sessions for its employees so that they will achieve the
knowledge effectively and efficiently.
 Assimilation: It is the style of learning in which individuals in organisation will learn
through proper scheduling of information in a logical order. Through proper observation,
individuals can easily achieve experience.
1.2 Role of learning curve and significance of transferring learning
Learning curve also analysed important as it demonstrates the growth and development in
learning of an individual with the mathematical interpretation of data and track the performance
of employees. It is considered as important for those individual to attain the required set of
learning set of skills and knowledge to accomplish the task effectively at workplace. In present
context, HSBC is global financial organization which aims at increasing the skills of its
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employees and retaining them in organisation by providing training. Role of learning curve has
been identified in context of organisation is mentioned above:
Role of learning curve
It is basically a graphical representation of data of every employee which is used to
measure the performance and ongoing experience of employees at workplace. It is considered as
a vital tool that is implemented to envision the results of training and development programs
which are organized by HSBC (Messersmith and Guthrie, 2010). It can also measure the ability
of an employee to successfully accomplish the task when organisation is continuing the
induction program. By analysing the different learning styles of workforce, HSBC organises
induction training program. It also plays an effective role in plotting the coverage of information
to be taught at specified time duration of learning. Graphical representation of learning curve is
given in which direct relationship between the level of learning achieved and time spent to
achieve it.
Illustration 1: Learning curve model
Importance of learning curve
 It provides an understanding about the monetary funds which are invested by the HSBC
to train and develop their employees.
 A proper utilization of monetary funds invested by HSBC to train and develop their
employees.
 Learning curve is together proven to assist the training in making decisions by estimating
the future costs.
 It also the management of organization in scheduling the workforce as per the needs by
together projecting the requisition of capital.
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 The leaders and manager are gets benefits from learning curve in order to set up their
structure of bonuses and incentives.
Moreover, it is also significant for individuals to transfer learning where there are regular
sessions of training and development for workers as method of increasing their work
performance in order to increase the overall productivity of HSBC. With effective transfer of
learning. Skills and techniques of individuals are added and it also becomes easier for individuals
to resolve problems. Transfer learning become efficient when the employees will apply the
practically what they have learned in order to gain favour of superiors.
1.3 Contribution of learning styles and theories to plan and design a learning event
Learning styles and theories are considered as important in making contribution in
planning and designing efficient events of learning in HSBC (Martin and Reddington, 2010). In
identification of distinct style of learning of their workers they are proven to arrange liable
measures to enlighten them in effective manner. These learning theories are vitally important to
make a concise understanding of different learning styles that factually exist among the
individuals.
In order to facilitate learning, the management of company conducting the induction program
must considered the activities or task which knows the results of learning. The layout of
induction program is considered as crucial to the facilitation of learning. It mainly involves
development a schedule of program, providing a comfortable training environment and effective
arrangements in the area of training that enable the employee to communicate effectively.
Outcomes of learning
Type of learning skills Analysis of capabilities Example
Motor skills Executing a physical action
with timing and precession.
Hitting a moving small object
consistently with a crossbow.
Verbal communication Defining, presentation and
dissemination of information
which is stored earlier.
Providing justification that
people should follow safety
measures in HSBC
Attitudes Selection of personal action
(Buller and McEvoy, 2012).
Communicating with the wide
number of people with mail
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within a specific time duration.
Intellectual skills Application of generalized rule
and concepts which assist in
resolution of problems.
Coding and setting an
application in the computer
which required to meet the
customer demands
Cognitive strategies Management of individuals
thinking and resolution of
issues.
Screening and selection of
different strategies in order to
evaluate malfunctions in
engines.
Different factors are assisted with the theories in the process of learning which related to
providing motivation to employees for learning. Theories like reinforcement theory aims at
individuals to remove certain behaviour which are based on the results experienced in the past
have promoted both positive and negative behaviour (Saridakis, Lai and Cooper, 2017). The
negative reinforcement will result in an undesired outcome various positive reinforcement will
maintain desired outcomes. Thus, these are certain theories that should be used in different
learning settings to achieve effective and positive results, it makes more beneficial for green and
company to teach other workers new techniques and skills. Use of these theories will enable the
company to resolve the problem's identification theory propels workers to attain modified skills,
knowledge and instructor should note that the results that are considered as negative or positive
by workers.
TASK 2
2.1 Comparison of training needs for staff at different levels in an organization
In the companies so many employees are working and for smooth work company
organise the training session for the staff. In this situation company hire a place where staff can
learn more and they can work good on their work place. So many training method available, but
company take the best of training method and teach their staff. In training session company can
organise the even, party or staff meeting in another place of organisation's premise.
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Organisation's training session increase the staff performance in less time. Companies are giving
so many types of training session like Knowledge, skills, and abilities, Technical training,
Multitasking training, marketing training, operational training, in the training session how to
make relationship with the customers. These all trainings are giving by companies. In the
knowledge, skills and abilities training sessions they teach us to adaptability, make planning,
decision making, self management, how to innovate yourself, leadership, problem solving,
communication skills, action orientation, how to manage the risk which comes during work or
execute the work (Patel and Cardon, 2010). In the Technical training session they teach their
staff, Work sample, about software, focus groups, records and reports studies, survey,
observation. In the training of multitasking they train their staff for the task management. In that
what tasks are performed and how important is each task, How many task complete in office
working time and what knowledge is needed to complete the task and how to do a well work in
the same.
2.2 Advantages and disadvantages of training methods used in an organization
If any organisation organise the training sessions for their staff, lot of advantages can get
easily but together disadvantages also get the easily. Training session's main advantage is
learning and others are staff learn the skills which teach in the training sessions. Good training
help in economical use, process or work, execute work on time, team leading etc. It also
improving level of staff performance and results in very high productivity. Group discussion
during training session can learn from one another as well as from trainer (Sparrow, 2013). If any
company organise training session in working time then staff teach the all things which provided
in training sessions but the most important disadvantages' comes from this, that company has to
pull staff off the job, which cuts into work time and production schedule and If company run the
shift then it is effect all staff. From training sessions the entire staff also learn the way of
interaction with one another in professional way. They learn how to cooperate, how to behave in
profession way. Company arrange the training sessions for their staff and gain the more reward
and profit but the problem is during the training sessions company expense increase day by day,
company costing increase and has to face so many problems like arrange a training location,
arrange all office staff in a time and manage the entire staff in one place.
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2.3 Systematic approach for training and development
For the purpose of providing training, the company needs to adopt various strategies and
programs through which they will be able to provide effective knowledge and experience to
workers. In this context, the company needs to adopt problems solving techniques and providing
training to employees which helps to execute a proper and effective decision-making process. In
this, the employees within organization should be given realistic problem and should
communicate to provide effective solutions and evaluations (Rompho and Rompho, 2017). The
whole team will conduct an appraisal whereby the workers colleagues and manager will study
the solutions. It is also considered as a continuous process in which the workers have chance to
create problems scenario, related to effective management, employees relations and customer
service.This training program should give motivation to employees to contribute in making
decisions and also increase the profitability by providing answers and beneficial evaluations.
The process of training is also explained which is mentioned below:
Group of members will be introduced to the managers in the course of the training event and
later on be oriented to the real challenge scenario to be solved. Activities will be carried between
the employees of HSBC to verify the workers have properly oriented the given scenario. The
team of the staff will be grouped in to two members which will analyse and develop solutions in
specific time duration. The managers will analyse the results and provide appropriate suggestion
for improvements. Company should add more time so that the solutions which are identified
should be restructured and final submission must evaluated by managers. These activities will
support to combine the forces to provide effective solutions to deal with the issues and problems.
TASK 3
3.1 Preparation of evaluation of training event
The objectives which are based on the method of evaluation should be used by HSBC in order to
recognise the effectiveness of training programs which is organized to increase competencies of
employees at workplace (Rodriguez and et.al., 2017). These methods will be used to evaluate the
schedules in every quarter and compares the outcomes which are based on the facts which are
gathered from training. In this stage, the company will use the process of evaluation which is
mentioned above:
 Setting the effective standards: It is first step in which the company will set the targets are
set considering the factors, quality and efficiency of the employees.
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 Measurement of actual output: In this, the ability is measured to analyse their behaviour
to apply the styles of learning to increase their efficiency.
 Comparison of set standards: At this, Company will make comparison between the
standards and outcomes to analyse the gap and to explain the results of training programs.
 Change needs: After analysing the gap, the management of HSBC will analyse the
changes in training events which are required to meet the objectives.
 Observing the progress: It is considered as effective step of process in which the growth
of employees is being measured and problems are identified that needs to be resolved.
Illustration 2: preparation of training event
3.2 Evaluation of training programs.
It is most effective step which is taken by the human resource department of HSBC which is an
international financial corporation in order to analyse the events of training which is conducted
for the improvements of skills and efficiency (Van Dooren, Bouckaert and Halligan, 2015).
There are some effective training programs has been suggested to provide appropriate solution
for training program.
 Satisfaction and reaction of participants: Most important stage of evaluation in which
managers of HSBC will take reviews of their employees to understand the outcomes of
events. It is also recognised that organization will discuss the problems from the
employees in order to change the requirement of the employees.
 Knowledge acquisition: in this, the questions are asked to from the trainees by the human
resource managers to know the knowledge which is gathered by employees and will
implement to complete the job.
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 Behavioural application: Behaviour of employees must be evaluated by the managers in
this step to identify the changes which are occurred after training events. It is also
considered as most appropriate through which the firm will be able to accomplish the
requirements.
 Measuring improvements: Top management of HSBC will also evaluate the training
which is provided to staff and also considered the improvements that needs to be made in
performance of employees in Bank. It is also considered duty of managers to identify and
evaluate the cost which is incurred on providing training to employees .
 Analysis of standards: last step of the process which includes the process of evaluation in
which the HSBC management will able to analyse the effectiveness of training programs
that needs to be communicated by the end results.
3.3 Analysis of success of methods of evaluation.
The human resource department of HSBC has Mainly used five methods for the
evaluation of training program which helps them in proper understanding and improvements
which is required in the training program (Snape and Redman, 2010).
 It is has provided an successful understanding of the satisfaction and reaction of
participants which describes the internal feelings of the trainees which is assisted with
training program.
 Training programs which are conducted to develop the personal skills of the employees
in HSBC. It is also considered as method of training which is directly connected with the
acquisition of knowledge and experience. It can be said that it is measured to find the
impact of training.
 This is considered as a tool to recognise an individuals' improvement. It is majority of
work is accomplished by the managers to understand the effectiveness of events.
 It is most effective method of evaluation which is described the improvement of the
results of business. In this, the managers had evaluated the preferences and reviewed the
data which is gathered from the research. Thus, the method of evaluation is considered is
beneficial for HSBC to understand the effectiveness and evaluation of the training
programs.
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TASK 4
4.1Role of government in providing training and development within UK
Continuous learning program is considered as essential for every individual in order to
remain aware about changes which have been made by the firms in their business plans and
policies. Moreover, from the personal context an individual can use self managed learning
approach to increase his skills in order to achieve success in personal as well as professional life.
In present context, effective research has provided an understanding that there is major role of
government in providing opportunities to individuals in order achieve the competencies and
skills. HSBC is banking units, the performance level of banks employees is compulsory to be
standards for very organization. Further, there are several roles of government Of UK in the
creation of learning opportunities which is mentioned below:
 Allocation of financial resource: It will provide the financial resources to the companies
regulating in the private sector as well as public sector (Kompaso and Sridevi, 2010). It
can be said that there are several policies formulated by the government for the workforce
in health care sector and allocated the funds to provide to lifelong learning.
 Creation of favourable work situation: There is major role of government of
favourable working environment within banks and also increasing the pay scale of
employees in order to increase their standards of living.
 Formulation of policies: It plays a vital role and helps in improving the capability of the
people by developing the policy for the development of human resource in the country
 Various training programmes: Various training programs and summits have been
organized by government which helps in increasing the growth and development of
people.
4.2 Need of competency development has impacted on public and private sector.
Competencies are mainly considered as ability to perform the task at specified period.
For the accomplishment of job effectively there is also a requirement of some qualification with
the ability. It can be understood from the points mentioned below:
 Fresher: It is the individuals who don't have any knowledge related to the job.
 Experienced: It is the person who has cleared the first step (Nickson, 2013).
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 Professional: The person working from last few years and has a speciality in particular
job.
 Expert: those individuals who has actually become excellent in the activities of job and
developed the knowledge of the task.
There is major impact of competency improvement in the countries as in previous years the
information about movement has not been considered important. Apart from this, in few years it
has major concern for companies like HSBC about the standards of knowledge and experience. It
has more impacted on the public sector as they said that there is a requirement of broad standard
of competencies in the workforce in order to provide the specialism service. It has been
recognised that there is a great impact on the jobs in public health care and various training
programs are provided to make the staff more competent for the job.
4.3 Assessing how contemporary training initiated which is introduced by the UK government.
In order to develop effective human resource in country various policies and strategies
have been developed by management and government of UK ( Park, Bae and Hong, 2017). It
will also provide various services to the workforce of both private and public sector enterprise in
order to increase their strengths. In this context, there are various contemporary initiatives for
training are introduced by the institutions of government in order to develop the work force of
HSBC. It has introduced these types of training initiatives to provide stability and knowledge to
the employees of the firm. It's a practical training program which provides a quick experience to
learners and it also provides guidance to the employers that what initiatives should be taken at
workplace to improve the skills and competencies.
 Contribution of training program of HSBC: The facility of training introduced which was
introduced by the government was considered as beneficial for improvement of expertise
of employees. It was helpful for the employees to recognize the needs and understand the
value of the organization. It has contributed towards the development of skills and
behaviour of the workforce and also provided motivation in order to improve the
performance. The acquisition of training has improved the potential of employee towards
the work. The employees have adopted the learning in the task which are assigned to
them in order to accomplished the task.
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Conclusion
In this report, it has been recognised that there is major significance of employees in
organization HSBC as they aim at maximizing the competencies of employees in order to retain
them in organization. From the various styles it has been analysed that different individuals in
organization will have abilities to acquire learning. These methods will be used to evaluate the
schedules in every quarter and compares the outcomes which are based on the facts which are
gathered from training. Used by the Sun count Ltd is has provided the result that the employees
skills can be improved through these methods. At last. It has been recognised that the
government of UK has played a vital role in development of human resource in the public and
private sector.
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