Human Resource Development Report: Marks & Spencer Training Analysis

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within Marks & Spencer. It begins with an introduction to HR's importance and the company's context, including its size and employee numbers. The report delves into learning styles, exploring different approaches like activist, theorist, pragmatist, and reflector, and the learning curve's impact on employee development. Task 2 focuses on training needs at various organizational levels, comparing the needs of top, middle, and operational management. It also evaluates the advantages and disadvantages of different training methods such as performance appraisal and induction programs, and performance coaching. The report concludes with a discussion on planning a training and development workshop, emphasizing systematic approaches and employee participation. The report covers evaluation techniques and reviewing the success of the training programs. Finally, the report includes an essay section, providing a holistic view of HRD strategies at Marks & Spencer.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
In ppt.......................................................................................................................................1
TASK-2..........................................................................................................................................10
2.1 Comparison of different training need at different levels:.............................................10
2.2 Advantages and disadvantages of training methods:......................................................11
2.3 Planning for training and development workshop for identifying need.........................12
TASK-3..........................................................................................................................................14
3.1 Preparation of evaluating techniques..............................................................................14
3.2 Evaluation for workshop by making a document...........................................................14
3.3 Reviewing on evaluating success...................................................................................15
TASK-4- Essay..............................................................................................................................16
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Human Resource management is important because in every organisation they play a
major role. Human resource management involve when there is need for planning whether it may
be related to training for employees or it may be regarding organisational development or
containing of any activity (Abdullah, 2016). Marks & Spencer was founded in 1884 and
headquarter is situated at London. It deals in all types of food product and grocery. After Tesco,
Marks & Spencer is giant in retail store and has 1,382 stores. Numbers of employees working in
organisation are 82,948 people. For providing training, Marks & Spencer is required to monitor
performance so that proper training can be provided. This report consider of learning styles and
training method so that employees can develop their skills and get motivated. Therefore, by this
they will try to achieve performance appraisal and work in efficient way (Ahmed and Sattar,
2014).
TASK 1
Slide 1
Slide 2
1

Activist- Activists are those people which consider learning by doing. They do things with their
own hand without taking help from others. Their main aim is to make the hands dirty and
move out from that situation and named as experienced person. Involving of their activities
contain of high analysis such as puzzles, group discussion, problem solving, role play. They
learn things with open minded and they do not have biasses. These kinds of persons are
always dominating in nature regarding experience.
Theorist- They are this person which lives in dreams and thought of idea's. For everything or
actions, they need explanation because they have to find till bottom line. For every action
and observation they want some logic behind that situation. However, theorist person
include models, stories, some quotes and some background information.
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Slide 3
Pragmatist- These people are time consuming and they discuss case studies and problem.
Experiments are done on ideas, theories with help of tools and technique.
Reflectors- While, preparing their mind they are very slow and lazy. For every situation, they
prefer to take shortcuts or sidelines. These people include personal questionnaire, feedback,
coaching, and interview. They run for appropriate conclusion which leads to time consuming
process.
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Slide 4
Concrete experience refers to thinking on a project deeply. As compared to reflectors,
concrete experience is formed by having a single experience to have multiple possibilities.
Whereas, Reflectors like to work as individual whereas concrete people enjoy to work as a
team.
In reflective, observation ideas and concept are more important because it contains of new
experience. Whereas, in Honey and Mumford there has no observation and ideas. Their
focus is on grabbing wide range of information and has clear and logical format.
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To solve problem, people have to use their learning style for identifying solution for practical
issues. They try to find out solution of questions and problem. Abstract conceptualisation
people are less concerned from other people but as compared to pragmatist people, they are
more concerned about other people because they think that interacting with other will lead to
more learning.
Active experimentation person like to do experiments with their hands rather than thinking
logically. These people use other individuals for analysing and carrying out plans or
practical approaches etc.
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Slide 6
Main role of learning curve will help the employee to develop their ability, skills, setting career
objective etc. for them. In organisation, challenges and level for an employee increases with
increase in time by developing new strategies and policies within firm. Increased in aptitude
and standards of an individual will lead to development of organisation. Growing on
individual performance will help in the overall improvement of Marks and Spencer. Any
circumstances occurred in organisation then it is adjustable by different styles, performance
assessment and some tests. By this overall development will take place.
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Slide 7
By providing training it allows the team to focus on their goals and try to become efficient at
Marks and Spencer. Learning transferred to workplace will help participants in making of
thought and idea so that employee may think what they get at end of learning process. So in
training session, employee can learn about how to greet customers and handle customer.
By using real world examples or situation, trainee can get experience and try to solve the
problem in workplace. Employee should transfer knowledge and information which was
provided at time of training session. By giving real life experiences, human resource of
Marks and Spencer can remember all things and learning which will assist in developing of
workplace goals. After, training session is over they try to tell trainees to recall all the things
which they have done in the training session.
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Slide 8
Designing of an event will lead to fulfil all factors and appropriate outcome can be developed in
human resource. Before selecting any style or designing an event, human resource of that
organisation try to make sure that there is no relevant, clarity of object is there and have
impact on whole organisation.
It is easy, finite and measures can be get and interact with acquisition theories given in theorists
with need of pattern for finishing sideways and whole grooming is oriented in organisation.
Marks & Spencer has focuses on theorists so that design an event will be easy and it will be
achievable by every one in firm. If more challenges are occurred in organisation then human
resource of that organisation will not suffer because they were familiar with this problem
before and well in advance. Therefore, theorist has to consider all viewpoints till bottom
line.
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Slide 9
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Slide 10
TASK-2
2.1 Comparison of different training need at different levels:
In Marks & Spencer employee at different level have different type of training need to its
employees for better performance in organisation and try to achieve organisational goals and
values (Baker, and Saren, 2016). If there is friendly environment between the organisational
members then there is no chance of getting inequality between them. Three stages at Marks &
Spencer is as follows:
Top level management: At Marks and Spencer, top level management plays an essential
role in determining or developing of their skills and capability and help in decision making. At
Top level management training is needed in relation to how to make policies, procedure or
making any decision regarding their organisation and how to build team leadership among them
(Kraus, 2012). While, providing training at top level does require huge time because they need to
look after whole organisation if improper training is given at top level then firm might will start
incurring losses. Therefore, training at top level always be related to taking right decision and
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