HRM Report: Learning Styles, Training Needs, and HSBC Case Study

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at HSBC, a multinational banking and financial services organization. The report begins by exploring different learning styles, including activist, theorist, reflector, and pragmatist, and identifies the pragmatic style as the one followed by HSBC employees. It then examines the role of the learning curve and the importance of transferring learning to the workplace, highlighting the significance of performance coaches and workshops. The report further discusses the contribution of learning styles and theories to achieving learning objectives. Task 2 of the report delves into the training needs and requirements for different levels of employees, including junior, mid-level, and senior staff, proposing training methods such as seminars, tutorials, and technology-based learning. It also explores relevant training and development theories, such as constructivism and cognitive learning theories, along with the advantages and disadvantages of on-the-job and off-the-job training methods. Finally, the report outlines a detailed training and development program for HSBC employees, including course titles, participant details, and a day-by-day schedule with activities and resources.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Introduction
HSBC is a British multinational banking as well as financial services holding
organization tracing the origin in Hong Kong(HSBC.com, 2017). HSBC was founded in the
year 1865 between West and Asia and in the present era, it is the world’s largest banking
sector. HSBC is the world’s largest bank in order to the total assets and it was established in
London in the year 1991. HBC has over 4,000 offices in more than 70 countries as well as
territories that are across Europe, North America as well as South America and they are
having more than 37 million customers as well. HSBC is well positioned in the markets that
are fast growing in nature and this is adding to the benefits from the different engines of
global growth as well.
The other aim of the HSBC bank is the continuous growth as well as connecting the
different individuals who are the customers of the respective bank to the different
opportunities(Osituyo, Marnetand Dawson, 2017). This will help HSBC bank in enabling
different businesses to thrive as well as the economies to prosper properly as this will
ultimately help people to fulfill the different hopes as well as realize the ambitions of the
customers as well. The HSBC bank is listed in the different countries as well as territories
such as London, Paris, Bermuda stock exchanges. This has helped HSBC bank in holding
more than 203,000 shareholders in more than 132 countries as well as territories as well.

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Task 1
A.
Comparison of different learning styles
There are different styles of learning that are diverse in nature and it has to be
followed by the organization as this will help in understanding the best fit for the individuals.
The different styles of learning are as follows:
 The activist employees are the ones who involve themselves into different kinds of
task and involves in continuous change in the different activities. These are the
individuals who are the ones who move from one experience to other experiences
within a short span of time (Wilson 2014).
 The theorist employees are the ones who are the perfectionists who basically prioritize
theories as well as logics before making a proper and important decision. They are the
ones who are strict in the theoretical approach and their decisions are not from
previous learning.
 The reflector employees are the ones who do not take proper initiatives as well as
search for the different opportunities. These are the employees who sit back as well as
collect different data through proper logical decisions. These individuals do not
participate actively into different kinds of activities and they only listen to the
different points of the other individuals.
 The pragmatist employees are the ones who are practical on nature and they make
proper use of the opportunities that comes to them. They are the ones who take much
different challenges by proper confidence in the learning experience
Style of learning followed

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HSBC employees follow the pragmatic style of learning as this helped the
employees to gain more confidence in taking up different opportunities as well as
challenges. Through this style, the individuals follow proper maintenance of the profile of
competency in order to improve the areas that need proper review. The off job training
techniques help in improving the efficiency of the employees as well as make proper
effective decisions. The programs related to training are investments of the respective
company as this helped the employees in increasing the level of output that will increase
the output as well.
B.
Role of the learning curve as well as importance of the transferring of learning to the
workplace of HSBC
Learning curve: This is the continuous process that is gained with proper experience
and this helps in bringing proper efficiency as well as perfection to new task that will be
significant in nature. Through proper building of different experience, this helps in making
the employees focused on the development of the skills that are new in nature as well as set
path for career. As HSBC set up a new business values as well as strategies, the employees
faced with different challenges in the changing environment as well.
Significance of the transfer of knowledge: The performance coaches as well as the
line managers share different knowledge about different performances and make them aware
about the different issues that are faced by them. Proper workshops is essential in nature as
this will help them in understanding the core values as well as enhancing the knowledge and
this will help in earning proper efficiency in the work performed by them.

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Effect of the learning curve: Proper transfer of knowledge is not communication but
it is the proper sharing as well as tacit that will help in helping the employees to build the
skills as well as proper effectiveness will be maintained in the job as well. These are the wide
areas of improvements that are required in the learning of the employees in order to gain
proper competitive advantage (Jamali et al. 2015).
C.
Contribution of learning styles as well as theories: This will help in providing
proper conceptual framework to achieve the objectives of the learning. The style of learning
will be used that will be dependent on the way the employees prefer and this will be
discussed in the training programs. In this training program, proper analysis will be done
according to the expectations as well as desires of the individuals.
Relationship between theories as well as events along with learning style: This
will help in analysis of the style that will be used in order to make the learning more effective
in nature. The respective organization requires proper leadership skills as this will help in
improving the capabilities and efficiency in the work as well. These are the needs that help in
identifying the types of learning along with theoretical explanations that can be designed to
achieve the targeted objectives (Garavan et al. 2016).
Contribution of the learning event as well as theory: The style of learning used by
HSBC Bank will help in focusing most on the effective result through different events of
learning. In order to plan as well as design such event, the organization needs to focus
properly on the different options of learning. The theories on learning will help in relating to
the theories of learning in order to execute focused as well as objective oriented facility of
training (Reesand Smith 2017).

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Task 2
A.
There are different training needs and requirements that have to be provided to the
different employees in the organization. The junior level employees in the organization has to
be properly trained in HSBC with the help of off the job training techniques such as
through conducting seminars as well as audio visual techniques. This method is used for the
training of the junior employees as this will help them to adopt the new techniques in a short
span of time.
On the other hand, the mid level employees are trained in the respective organization
with providing proper tutorials as well as job rotation as this will help in making them
aware about the tasks of the different departments in the organization as well. The role play
will be the best option that can be applied to the individuals in the organization and this will
be helpful as well in making the employees train about the different activities.
Lastly, the senior level employees can be provided proper training with the help of
technology based learning in HSBC bank as well as scenario planning in the organization
as well.
The different requirements for providing training to the junior level employees in the
organization are:
 This will help in analyzing the current skills level of the employees in the
organization and identify the gaps in the skills of the employees as well
 Proper planning is required to bridge the gaps in the knowledge and skills of the
employees

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On the other hand, the requirements of the training needs for the mid level
employees are due to:
 The training will help in analyzing the performance of the individuals in the
organization and this will help in increasing the knowledge of the employees in the
organization
 The training will help in imparting the new skills among the employees systematically
as this will help them in learning quickly
 The training methods will help in improving the overall performance of the
organization (Sungand Choi 2014)
Lastly, the training needs for the senior level executives in the organization are due to:
 This will help the entire organization to generate huge amount of productivity
 This will help in increasing the morale of the individuals in the entire organization
 The training will help in for the overall growth of the entire organization and this will
help in effectiveness of the organization as well.
These are the training needs of the staffs in the organization as this will help in
analyzing the different performances of the organization and make the entire process
effective in nature.
B.
There are different theories based on the training and development of the employees
that will help the individuals in performing the different tasks effectively and efficiently in
nature.
Constructivism learning theory will help the employees in actively participating in
the learning of different tasks through on the job training methods. This particular theory will

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help in analyzing the employees’ ability to perform the different tasks efficiently in nature
(Tahir et al. 2014).
Cognitive learning theory is another theory that is making the employees internalize
about the different information as well as facts. The cognitive learning theory will help the
employees in improving the performance of the different tasks performed by the individuals
through proper implementation of different strategies.
Advantages of the on the job training methods
 Simple method of learning
 Most economical process of learning (Dhar 2015)
 Proper and accurate productivity immediately
Disadvantages of the on the job training methods
 It is a rushed process
 Low level of productivity at certain times (Elnagaand Imran 2013)
 It creates disturbance
Advantages of the off the job training methods
 More like classroom teaching
 Audio visual method will help in making the process successful
 Economical method
Disadvantages of the off the job training methods
 Method is detached from the actual workplace
 Quality can detoriate
 Production may hinder

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C.
Course Title: Training and development programme
Participants: Junior, mid and senior level employees
Lead Tutor:
Other tutor:
Duration of the event: 2 days
Venue: Office conference Room with hearing loops. Proper usage of seminar rooms as there will be
many employees
Accommodation arrangements: Conference room with 60 chairs and laptops as this will help in
training of the employees
Food: Lunch and snacks will be provided around 12:00 P.M and at 5:30 P.M
Tea/Coffee arrangements: At 3:00 P.M
Certification [if any]: None
Others:Guest speaker will be invited on the last day of the training programme
Pre-course activities:
Proper seating arrangements of the employees
Materials to send to participants:Handout of the off and on the job training techniques to the
employees
Day 1
Time Activity Resources [smart
board, DVD player,
video-link, etc]
Lead Tutor
0930-1100 Welcome programme Smart board

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and overview of the
programme
1100-1130 Making the employees
work on the off the job
training methods
DVD player
1300-1400 Employees working
on smart boards
Smart Boards
1400-1530 Lunch Break DVD player
1530-1600 Explaining the
employees about the
different tasks
video-link
1600-1730 Snacks -
Day 2
Time Activity Resources [smart
board, DVD player,
video-link, etc]
Lead Tutor
0930-1100 Employees working on
the job training
video-link
1100-1130 Employees performing
tasks themselves
DVD player
1300-1400 Lunch Break
1400-1530 Proper understanding
about the different
tasks
Smart board
1530-1600 Wrapping the tasks DVD player
1600-1730 Snacks
Post-course activities:Making the employees work on the on the job process and then live

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Future contact with participants: Taking the contact number of the individuals and on going
support in future if they require
Course Budget: The development costs that is related to the materials that has been provided to the
employees and the guest speakers
There are indirect costs as well as that includes the cost of the preparation for training of the
employees
Course approved by
Comments: NIL

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Task 3
A.
Methodology of the different evaluations: In order to evaluate the different outcomes of
training managers will properly use the different methodology in order to properly judge the
effectiveness as well as efficiency of the different events. The Five tiered Approach has been
used as this framework will help in evaluating the entire program in different five stages and
proper comparison has been done with the actual outcome along with the expected outcome
of the respective program (Reynolds 2017). The main purpose is to analyze whether the five
stages has met the requirements:
 Require assessment as this helps in answering the question regarding the actual
problem. The answer will help in dictating the requirement of the training program.
 Proper monitoring as well as accountability is essential in nature as this helps in
evaluating the different level of needs in order to understand the effectiveness of the
event (Richey and Klein 2014)
 The clarification of the progress helps in understanding the effectiveness of the event
that can be made in order to generate proper effectiveness as well as efficiency
 The progress helps in defining the evaluation of the program of the participant
questions as well as answers and the progress of the participants as well
 The impact of the program is the experimental approach that helps in evaluating the
long term effect of the respective training program (Reynolds 2017)
Progress of the training program documentation