Human Resource Development Report: M&S Ltd. Analysis

This report examines human resource development (HRD) within Marks & Spencer (M&S) Ltd. It begins by comparing different learning styles (Kolb, Honey & Mumford, and Gagne) and then explores the role of the learning curve and the importance of transferring learning to the workplace. The report assesses how learning styles and theories contribute to planning and designing effective learning events. It further analyzes training needs at various organizational levels (organizational, occupational, and individual) and evaluates the advantages and disadvantages of different training methods (performance appraisal, role playing, discussions, workshops, and performance supervision). The report also provides a systematic approach to planning training and development, along with evaluation techniques. Finally, it investigates the role of government in HRD, the impact of the competency movement, and contemporary training initiatives within the UK context.

Human Resource
Development

Contents
INTRODUCTION.......................................................................................................................................2
TASK 1.......................................................................................................................................................3
1.1 Comparison of different learning styles.............................................................................................3
1.2 Explain the role of the learning curve and the importance of Transferring learning to the Workplace
.................................................................................................................................................................4
1.3 Assess the contribution of learning styles and theories when planning and designing a learning
event........................................................................................................................................................5
TASK 2.......................................................................................................................................................5
2.1 Comparing the training needs for staff at various levels in the organization......................................5
2.2 Assessing the advantages and disadvantages for different methods of training.................................6
2.3 Use a systematic approach to plan training and development for a training event.............................7
TASK 3.......................................................................................................................................................8
3.1 Prepare an evaluation using suitable techniques................................................................................8
3.2 Carry out an evaluation of a training event........................................................................................8
3.3 Review the success of the evaluation methods used..........................................................................9
TASK 4.....................................................................................................................................................10
4.1 Role of government with regards to training, development and lifelong learning............................10
4.2 Explain how the development of the competency movement has affected the public and private
sectors....................................................................................................................................................10
4.3 Assessing how contemporary training initiatives introduced by the UK government contribute to
human resources development for an organization................................................................................11
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................13

INTRODUCTION
Human resource managements have played an important role in the overall development
of employees working in an organization. As every organization need to have skilled and
knowledgeable employees who contribute their maximum efforts in achieving desired goals and
objectives within limited period of time (Huczynski and Buchanan, 2010). Thus it is important
for HR manager to develop and improve their skills and capabilities through conducting training
and development programs and motivating them by providing various incentives such as
compensation, bonus etc. It is essential for the HR management of company to maintain healthy
relationship with their staff members through making proper coordination with them so that their
employees’ feels motivated and perform well. The main purpose of preparing this report is to
provide the important elements that HR manager need to provide to their employees in order to
enhance their performance. The project also covers the role of government in overall
development of employees as well as an organization. Company named Marks and Spencer
(M&S) Ltd. is chosen for the purpose of preparing this report.
TASK 1
1.1 Comparison of different learning styles
As the employees working in an organization is different with each other in terms of their
skills and knowledge thus the style of learning of all employees is also different with each other.
Therefore it is the responsibility of HR manager to understand the differences in learning of an
individual through conducting research with the help of which they know that how the human
mind act according to the situations and the way they operate, receive and understand
information (Leigh and Blakely, 2016). So in order to understand them clearly there are different
learning styles has been introduced in the 1970s which are explained as under:
David Kolb’s model: It is a method: By using model the trainee can acquire skills and
knowledge through making new experiments which help them in learning new and innovative. It
can be classified into four learning styles such as Accommodator, Converger, Diverger and
Assimilator.
Peter Honey and Alan Mumford’s model: This learning style is done on the basis of
assumptions that acquiring preferences is not supposed to be one’s fixed personality rather
adaptable at will or changes circumstances. It can be classified into four learning styles which are
Activist, Reflector, Theorist and Pragmatist.
Gagne’s theory of learning style: This learning style believes that there are nine
instructional events which are helpful in learning effectively. Such events are receptive
capability of the learner, expectations must be known to the learner along with required
objectives, retrieval of previous learning, existence of selective perception, learners must be

provided with direction, eliciting of performance, provide feedback and reinforcement,
assessment of performance and enhancement of retention and transfer.
Comparison: As the people working in different environment adopted different working style
thus the peter honey and Alan Mumford model should be adopted rather than Kolb’s learning
style which consider only limited factor (Rondinelli, 2013). It is beneficial for the company to
first identify the behavior and attitude of employees rather than questioning them the way of
learning. As per the Gagne’s theory it must ensured that the managers need to involve in more
knowledge than they are taught. This will help in structuring a whole presentation through which
learning can be enhanced.
1.2 Explain the role of the learning curve and the importance of Transferring learning to
the Workplace
Figure 1: Learning Curve, 2016
Learning curve: It is a graphical representation which indicates that the knowledge and
learning of employees is improving while performing task. It is helpful in determining the
capability of employee to complete the given task within limited period of time. An n
organization should need to plan and conduct training and development programs in order to
understand the various learning styles of the employees. The learning curve may vary with the
performance of the trainees in terms of acquiring new skills and techniques.
Transferring Learning: It is the process of acquiring new skills and knowledge through
adopting different learning style. It transmits into the trainee through which they can perform
better. As transferring learning help trainees to use effective techniques to perform particular job
pr work. It is important for the trainer to transfer only material and useful information to its
trainee who helps them to making effective decision, problems solving and development of new
skills and qualities among the trainees (Bass, 2012). If the trainees perform as per the expected
desired result then it means the effective learning style has been transferred.

Importance of transferred learning:
There are various benefits the company gets while transferring learning to trainees. Some
advantages are as follows:
 It helps in improving performance level of employees through which they can perform
given task more effectively.
 It encourages employees to acquire new skills and knowledge which help them in
achieving personal as well as professional objectives (Jones and Jayawarna, 2010).
 It brings positive impact on the working environment as the employees may show their
willingness to adopt new techniques and methods to achieve success and desired targets.
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event
As it is important for the company to adopt different learning styles in order to eliminate
the mental and psychological gaps among the different groups working in an organization. The
learning style is necessarily required to maintain healthy and conductive atmosphere to the
workers. Choosing learning styles is depending on the employees that how they acquire
knowledge provided to them. Thus it is important to choose the relevant and effective learning
style through which the employees can easily grab the new skills and knowledge.
As single learning styles is not appropriate for every program this organization should
choose the various options of combinations of learning styles in order to transfer knowledge to
the employees (Mitchell, 2013). Thus the trainer needs to first observe the behavior and attitude
of trainees and accordingly decide the learning event which has to be conducted. It is required to
carefully study about the contribution of learning style and relationship between styles and
designing event in order to make clear understanding of the contribution of learning style. For
example if pragmatists learning style is adopted then it is necessary to design the learning style
that compliments that style. Therefore through using appropriate theory the company can achieve
desired objectives. I will also help in increasing performance and productivity at workplace.
TASK 2
2.1 Comparing the training needs for staff at various levels in the organization
Training is required in every level of an organizations as members working at different
levels also need to have good and efficient skills and knowledge in order to perform their allotted
work in an effective and efficient manner that will brings positive result for the company. It is
important for members working in different departments of an organization are to update
themselves with the latest working structure. For this the company needs to conduct training
programs at every level which help them to perform their allotted work in an effective and
efficient way (Learning Curve, 2016). The levels of organization and their training needs are
discussed as below:

Organizational level: At this level training should be conducted to employees in such an
effective way that makes positive impact on overall performance of company. The training
session are provided to the employees working in an organization so as to achieve desired goals
and objectives within pre-determined period of time. Contributing efforts by all members of an
organizations for the welfare of an organization will bring positive result to company. Thus it is
important for HR manager to first identify the needs of training programs and accordingly should
plan and manage it effectively (Fägerlind and Saha, 2016). Conducting training and development
programs in recruitment and selection process will affects whole organizations and by which an
organization can attain competitive advantages among their competitors.
Occupational level: At this level, training programs is conducted to their employees in
order to improve their skills and knowledge related to their fields. It is the reasonability of HR
department to identify the weaknesses of employees which restricts them to perform their best
and accordingly implement training programs for them so that their employees feels motivated
and put their maximum efforts in completing their given task in an effective and efficient
manner. For example training which increase the computer skills of employees should be
provided so that they can complete their task in given time period.
Individual level: At this level, the personal training should be provided in order to
improve their skills and knowledge which help them in improve their work. Thus it is the
responsibility of HR department to focus on employees at an individual level and identify their
personal needs and requirements related to the job and accordingly organize training programs
with the purpose of enhances their individual skills and knowledge (Tukker and Tischner, 2017).
As this is an optional training programs so the employees who are willing to take participate in
such training events will attend without any restrictions.
2.2 Assessing the advantages and disadvantages for different methods of training
As there are various strategies which can be followed by an organization to improve the
skills and knowledge of employees working in an organization. On-the-job training and off-the-
job training are such examples of training methods. On-the-job training program is conducted at
workplace where the employee is working whereas off-the-job training programs are conducted
outside of the organization. Thus manager of company need to conduct proper analysis of
different methods of training and its effectiveness and accordingly decide to implement suitable
and effective training methods.
Advantages and Disadvantages of different training methods:
Methods of training Advantages Disadvantages
Performance appraisal It helps in encouraging
employees to contribute more
in achieving organizational as
well as personal goals.
It brings demotivation among
employees who don’t get any
incentives or benefits on the
basis of their performance.
Role playing It increases the confidence Some employees are scared

level of employees to perform
new roles and responsibilities.
from facing failure while
performing new role and
responsibilities as they are not
much aware and comfortable
in performing new job role.
Discussion/communication Sharing information and
knowledge improve the skills
and performance of employees
which help them further in
achieving growth in their
career.
It is essentially required for
manager to provide strong and
effective job role and
responsibilities along with the
communication otherwise only
communication will not bring
any positive result.
Workshops It provides chance of
employees to use their skills
and knowledge in real work
situation which help them in
improving their practical
learning as well.
Adopting this method involves
huge cost and also not
acceptable by employees as
this training method required
more hard work and time.
Supervising Performance This help in rectifying the
problems that employees faces
while performing their
delegated task which directly
improves their performance as
well.
Monitoring and supervising
employee’s performance
should not be accurate
sometimes due to unbiased
which create negative impact
on employees as well.
Induction and orientation It helps in proving standards
and guidelines and the
objectives of company to their
employees through which they
can perform accordingly.
It creates a negative impact on
the employees as during
induction program the
scenario of company may be
different than actual.
2.3 Use a systematic approach to plan training and development for a training event
As there are various training programs which help in improving the skills and knowledge
of employees and out of these Group Discussion will be considered as best method to find out
the problems and issues that the employees faces in working environment and accordingly solve
them in more effective and efficient manner (Yukl, 2012). Proper coordination and
communication between manager and employees help in maintaining good relationship and
healthy work environment in an organization. Thus HR manager is responsible to monitor and
evaluate the performance of employees and make required changes accordingly which motivates
their employees to contribute their maximum efforts in performing their delegated task in an
effective and efficient manner. The employees can always ask managers to discuss their issues
and problems which affect their performance.
Training method for an event: From an employee point of view, conducting discussion
programs will be beneficial for them as through such program they can share and discuss their

individual as well as organizational problems. It is beneficial for the members to present and
identify their problems and issues among the management of company and accordingly
management take corrective actions and implementing changes in the process and made
corrections. The employees can call management anytime and discuss the changes and
improvement required. Thus Discussion between the manager and employees maximizes the
level of satisfaction as well a providing an opportunity to employees to present their views and
opinions in front of managers so that they can receive valuable support from the top authority,
This will directly helps in maintaining healthy relationship as well as good working environment.
TASK 3
3.1 Prepare an evaluation using suitable techniques
Evaluation of training event is necessarily required in order to find out whether the events
were successful or not. It is done with a motive of finding out whether the goals set before
conducting training events are achieved or not (Surroca, Tribó and Waddock, 2010). Thus the
manager needs to make evaluation of such event with the help of following methods:
Feedback from the trainees: In order to evaluate the event feedback form should be
filled by trainees and give ratings to the different aspects of the training program on a scale of 1
to 5 where 5 rating means excellent and 1 rating means poorest.
Method or material used in training event Rating (1 to 5)
Training equipments or material provided to
the participants
Technical skills and knowledge of trainers
Communications skills of trainer
Activities conducted to make an event
Test level after completion of every module
Time allotted to each activities
Learning environment
Questionnaire: It is important method through which the manager can easily find out the
reactions and behavior of trainees that whether they feel satisfied with training vent or not (Wang
and Shultz, 2010). A sample questionnaire is presented below:
1. Are you happy with the teaching method adopted by trainers?
2. The e-learning material used by HR Department cover all the topics or not?
3. Are they are familiar with you?
4. Did you get an opportunity to ask questions to the trainers?
5. The time allotted to each module was sufficient for learning module or not?
6. Did you get an opportunity to work in a group?

3.2 Carry out an evaluation of a training event
The evaluation of training programs organized in the above sections is done with the help
of using feedback and questionnaire method:
Feedback
Process/method/material used during
training event
Ratings (1 to 5)
Training equipments or material provided to
the participants
5
Technical skills and knowledge of trainers 3
Communications skills of trainer 4
Activities conducted to make an event 5
Test level after completion of every module 3
Time allotted to each activities 5
Learning environment 5
Questionnaire:
1. Are you happy with the teaching method adopted by trainers?
 Yes
2. The e-learning material used by HR Department cover all the topics or not?
 Yes
3. Are the trainers are familiar with you?
 No
4. Did you get an opportunity to ask questions to the trainers?
 Yes but due to lack of time the trainers are unable to answer all questions.
5. The time allotted to each module was sufficient for learning module or not?
 Yes
6. Did you get an opportunity to work in a group?
 Yes
3.3 Review the success of the evaluation methods used
The feedback and questionnaire method is useful in measuring and valuating the success
of the training events in an organization. The feedback method is used in order to collect or
gather data and information from the trainees relating to the training event. Through feedback
form the manager can able to know whether the trainees are satisfied with the materials,
equipments used in training and development event or not (Bolden, 2011). By filling feedback
form the HR Department came to know that the materials provided by an organization was good
and the trainers hired for training events were also skilled and experienced which help the
trainees to provide necessary skills required for the job.
Apart from this, there is one disadvantages that has been identified from collecting
feedback is that the communication skills of some trainers were not good as they are not from

local areas thus it may difficult for them to teach trainees in their language although environment
was good in the whole event. The trainers are also provide an opportunity to trainees to ask
queries and questions and provide them a unique and effective idea to complete their given task
in an effective and efficient manner.
TASK 4
4.1 Role of government with regards to training, development and lifelong learning
Training and development programs are essentially required in every business
organizations in order to achieve desired goals and objectives. Apart from the HR Manager, the
government also plays an important role in providing training to people. The main objective of
UK government is to improve the standard of living of people by providing them appropriate
training so that the people of UK can acquire knowledge and skills to perform in different fields
of work. The people having specialized skills and knowledge can easily get job opportunities in
any business organization thus government is focusing on enhancing the overall development of
people in UK. As there are many incentive programs which has been introduced by UK
government such as National Apprenticeship Services. Thus if an organization wants to adopt
these schemes then they can easily get financial help from UK government. This will help
employer of company to conduct training programs for their employees in an organization. There
are also one of the important initiative which is Sector Skills Council introduced by UK
government that help in combining employer, professional bodies and trade unions together to
implement steps to improve the skills and knowledge required in UK (Dacin and Matear, 2010).
The government directs the employers to invest in their employers rather than any plans which
help company in future. Lifelong learning is also another concept which motivate employer to
provide training and learning programs without any restrictions of society and community.
4.2 Explain how the development of the competency movement has affected the public and
private sectors
As there is huge competition in competitive market world thus it is important for private
and public sector organization to have competitive advantage. So in order to survive in huge
competition the private and public company need to focus on investing sum amount of money in
developing their production level, performance of human resource etc. For example Marks and
Spencer (M&S) Ltd. a UK company which offers clothing and hoe products believe in providing
quality products to their targeted customers (What Is Human Resource Development ,2013). The
company also provides an opportunity to its customers to give feedback on their products and
also undertake performance appraisals and conduct training sessions and development programs
to their employees with a motive of improving their efficiency in their work. The main objective
of company is to offer standard quality of products and services than its competitors. The
companies also focus on creating healthy environment at workplace so that their employees feels
motivated and contribute their maximum efforts in performing business activities. Now a day’s
public company also focus on investing huge amount of money on training and development

programs for their employees in order to compete with their rival companies. Various initiatives
and learning styles have been adopted by both private and public company in order to increase
their productivity and performance of employees (Trkman, 2010).
4.3 Assessing how contemporary training initiatives introduced by the UK government
contribute to human resources development for an organization
The contemporary system of learning was introduced by UK government with a motive if
improving the performance of human resource of Private and public company located in UK. As
this system is first introduced for small firms but due to huge success the contemporary system
of learning style is applicable in big firms as well (Makri, Hitt and Lane, 2010). The employees
who are working at different operational levels are able to improve their technical and practical
skills in order to improve productivity. The government provides qualitative opportunities to the
learners according to their industrial objectives. The company needs to modify their plans and
strategies with the purpose of improving the quality of their human resource in order to achieve
strong position in competitive market world. Through adopting learning methods the employees
can learn new skills and knowledge which helps them in facing complex situation arises in
working environment in an effective and efficient manner.
Effect of contemporary learning in M&S Ltd: The contemporary training procedure
enables employees to learn something new and unique which help them to work in every field of
an organization. As M&S Company is offering clothing product to its customers thus it is
important for employees of company to have specialized skills and knowledge about
manufacturing quality product which can enhance the level of satisfaction of targeted customers.
As the taste and preferences of the customers changes rapidly so in order to deal with such
changes the employers of the company need to conduct contemporary learning programs which
provides an opportunity to employees to learn something new through which they can enhance
quality of products and manufacture per the requirements of customers (Barreto, 2010). This will
help employees in achieving growth and success in organizations as well as also help company
to attain strong position among its competitors in competitive market world.
CONCLUSION
It has been concluded from the above project report that it is essentially required for
every organization to focus on the development of human resource engaged in organizational
activities. HR manager is responsibility to conduct various training, learning styles, evaluation
methods which will help in assessing and improving the skills and knowledge of their employees
so that they can perform given work in an effective and efficient manner. It should be adopted in
every organization whether private or public. As above report it has been clearly specified that an
organization can achieve its desired goals and objectives only when they have skilled and
knowledgeable employees who performs in any complex working environment and brings
positive result for company.

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ONLINE
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Learning Curve, 2016. [Online].Available through: < https://vets-for-trump.com/10/trumps-
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