Human Resource Development Report: Learning, Training, and Development

This report provides a comprehensive analysis of human resource development (HRD) within an organization, using ASDA as a case study. It begins by comparing different learning styles, including the VARK model and Honey and Mumford's learning styles, and explores their implications for training and development. The report then examines the role of the learning curve and its importance in the workplace, as well as the contribution of learning styles and theories in planning and designing effective learning events. Further, it addresses training needs at various staff levels, evaluates different training methods, and outlines a plan for a training event for new employees. The report also details an evaluation plan, reviews the success of the evaluation methods, and discusses the role of government in training and development, including the impact of the competency movement. Finally, it assesses contemporary training initiatives introduced by the UK government.

Human Resource
Development

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison of different learning styles.................................................................................3
1.2 Role of learning curve and importance of learning into a workplace....................................6
1.3 Contribution of learning styles and theories to plan and design a learning event.................7
TASK 2............................................................................................................................................8
2.1 Training needs of staff at different levels..............................................................................8
2.2 Advantages and disadvantages of training methods..............................................................9
2.3 Planning training and development for training event for new employees.........................10
TASK 3..........................................................................................................................................11
3.1 Evaluation plan using suitable techniques...........................................................................11
3.2 Evaluation of the training event...........................................................................................12
3.3 Reviewing the success of the evaluation methods used.......................................................12
Task 4.............................................................................................................................................13
4.1Explaining the role of government in training and development.........................................13
4.2 Explaining the development of the competency movement has impact on the public and
private sector..............................................................................................................................14
4.3 Assessing how contemporary training initiated which is introduced by the UK government
....................................................................................................................................................14
Conclusion ....................................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Businesses are constantly focusing upon achieving an higher position in market in order
to lead them towards desired success. Above all, human resources are also considered as an
crucial element in business and therefore, firm needs to provide them appropriate training and
development sessions so that growth and targets can be attained (Luthans, Youssef-Morgan and
Avolio, 2015). Management of firm needs to appropriately design training events which would
help them to improve their skills and capabilities in regard to satisfy the needs of customers.
Therefore, each and every organization implements specific human resource development
(HRD) in regard to handle the workers of firm and manage the assigned task effectively.
Business needs to identify the needs of workers and fulfill them effectively so that
desired goals and objectives can be attained. However, it has been evident that satisfied workers
are more productive as compared to dissatisfied ones. Therefore, business needs to motivate
workers and enhance their efficiency level so that proper services could be delivered to
customers (Richardson, 2015). In the present report Asda organization has been undertaken
which is a British supermarket retailer and thus provides wide range of products to satisfy the
needs of customers. It mainly deals in groceries and thus sell them at reasonable prices in order
to attract wide range of customers and satisfy their needs. Report also helps in identifying the
related framework of understanding the need and importance of human resource development in
order to manage workers and enhance the sales and profitability of firm in market.
TASK 1
1.1 Comparison of different learning styles
Learning is an important part of each and every individual where it is a direct way of
enhancing one’s existing level of knowledge with some improved and current acquaintances. It
not only strengthens the existing cognition of an individual but together helps in attaining a more
improved and up-to-date information. In context to which, there exists varied styles of learning
that are basically to assists the individuals in obtaining a pertinent set of knowledge in their own
way (Armstrong and Taylor, 2014). It is where all individuals are apparent to have distinct
preferences of learning with different modes of grasping things. It is thus with support of

different authors and researchers who have also contributed in discovering various styles of
learning as a way of aiding the individuals to learn in a stress-free manner. It is with a specific
context of a selected organization named ASDA to aid in their training and developmental
(T&D) sessions by adopting some pertinent measures of enlightening their respective set of
workers. For which, there exists foremost learning style of Neil Fleming who have invented a
learning model named VARK with is four leading constituents as referred below-
1. Visual-It is a foremost style of learning where a large number of individuals are evident
to learn via envisaging things where such envisioned tactic if helpful in acquiring quick
learning. Herein, ASDA can refer to use some pertinent measure in their T&D measures
by using charts, diagrams and pictures, etc.
2. Auditory-It is a method in which most of the individuals are evident to learn things either
by listening or discoursing, in a much faster way (Budhwar and Debrah, 2013).With
reference to which, ASDA can hereby refer to arrange their T&D sessions by using
several methods of debates, lectures or speaker notes, etc.
3. Read/ Write-It is yet another form of learning in which most of the individuals prefers to
learn by either repetitively reading the things or jot it down in the form of notes, etc. For
which, ASDA can hereby refer to provide recording tools to such employees while
attending the arranged session of T&D to jot down notes to read it when required.
4. Kinesthetic- This is especially in context to those individuals who are referring to obtain a
quick learning by attempting it practically (Knowles, Holton III and Swanson, 2014).
ASDA can hereby refer to arrange case studies and role plays to train and develop such
type of individuals.

Figure 1 VARK Model
(Source:Budhwar and Debrah, 2013)
There together exists yet another impelling theory of learning proposed by Honey and
Mumford with its four main constituents as stated below-
1. Activists-It is with a special context of those individuals who are more apparent to learn
by practically performing the tasks where they are also not frightened to attempt newer
experiments.
2. Theorist-These individuals are those who prefer to get into a detailed conceptualization of
tasks by later undertaking it to implement in a practical manner (Brewster, Mayrhofer and
Morley, 2016).As a result to which, they are apparent to take more time in learning as
compared to others who believes in learning in a feasible manner.
3. Pragmatists-These are the people who are more lively in nature and energetic than the
activists. As a result to which, they are more likely to make a direct implementation of
things rather making a primary understanding of itat first.
4. Reflector-These individuals are more likely to learn reviewing and perceiving things
rather than referring to understand it first and for which, they are referred to be the best
observant.

Figure 2 Honey and Mumford learning style
(Source:Brewster, Mayrhofer and Morley, 2016)
It is on comparing both these styles of learning, it has been found that Vark and Honey
and Mumford largely differs from one another. Where both of these are evident to reflect a
distinguish consent of learning based upon the mental and physical perceptibility of the workers.
It is where the Vark model with more emphasis upon the physical acquisition of the workers in
order to grasp a particular thing is composed with four distinct ways of intercepting things.
However, another model of Honey and Mumford is more convergent upon the mental ability of
the employees with distinct modes of learning that is together relied upon their different set of
attitude.
Basis of comparison VARK learning style Honey and Mumford learning
style

Base of Learning Physical Acquisition Mental Acquisition
Learning attitude As per the comfort of the
learners.
In accordance to the realistic
measures of learning.
Components Visual, Aural, Read and Write,
Kinesthetic.
Activist, Reflector, Theorist
and Pragmatists.
1.2 Role of learning curve and importance of learning into a workplace
Learning curve has an overall impact on the process of learning by an individualwith a
mathematical interpretation to record and track the carried performances of the employees in
ASDA. It is therefore important for the individuals to transfer the acquired set of learning in the
realistic world of workplace where each of the styles are apparent to have their own set of
objectives that can be attained once transferring it to the workplace (Delahaye, 2015). Wherein,
the role of a learning curve along with its importance in transferring learning is as stated below-
Role of learning curve
Learning curve is basically a graphical depiction through which the worker’s learning is
being calculated with the ongoing work experience. It is hence referred to be a vital tool to be
implicated to envision the outcomes of T&D sessions arranged by ASDA. Herein, it is evident to
reflect some conspicuous elements of learning where this curve is also proven to ascertain the
principle components of an individual’s learning in terms of grasping in a progressive style.
Below depicted is a diagrammatic presentation of learning curve where there exists a direct
relationship between the level of learning achieved and the time spent in it to learn. It is basically
in context to a considerate fact in whose accordance, an increased level of time undertaken to
learn a particular thing is in equivalence to the learning that has been grasped by an individual.
Where it is together said that a higher grade of experience is more apparent to produce an
increased level of learning.
Beside this, the mathematical interpretation of learning curve is evident to showcase the
relationship between the level of learning achieved and the time spent in it to learn where it is
hereby done with the help of Wright's learning curve model. Into which, the learning curve is
outlined as-

Y = aXb
where:
Y stands for the cumulative average time (or cost) per unit.
X stands for the cumulative number of units produced.
a stands for time or cost required to produce the first unit.
And b stands for slope of the function when plotted on log-log paper and that is again equivalent
to the log of learning rate or log of 2.

Figure 3 Learning Curve
(Source:Delahaye, 2015)
Importance of learning
 It is referred to add value in the procedures of learning at the workplace.
 A proper utilization of monetary funds invested by ASDA to train and develop their
employees.
 Learning curve is together proven to assist in making pricing decisions by estimating the
future costs.
 It together aids in scheduling the workforce as per the future needs by together projecting
the requisition of capital.

 Wherein, the leaders and managers are also proven to be benefited from it to set up their
structure of bonuses and incentives.
Apart from this, it is important to transfer learning to the workplace where there must be
regular sessions of training and development for the employees as a way of enhancing their work
performance to increase the overall productivity of ASDA. Transfer of learning is referred to be
an overriding concern of the trainers and the practitioners who are referring to transfer their
knowledge to another. This together has another significance where learning obtained from one
place is being applied to another situation which is in requirement of it and this entire process is
referred as transfer of learning.
1.3 Contribution of learning styles and theories to plan and design a learning event
Learning styles and theories are evident to make a great contribution in planning and
designing an efficient learning event in ASDA. It is where by identifying distinct learning styles
of their workers they are proven to arrange liable measures to enlighten them in a directional
manner. Principally, these learning theories are vitally important to make a concise
understanding of different learning styles that factually exists among the individuals (Storey,
2014). These well-defined styles of learning among the workers will then assist them to arrange a
pertinent T&D session where the employees can resultantly grasp a quick learning from it. Along
with which, a preferred style of learning is then proven to serve as a foundation to intend the
event for the employees of ASDA. Though, it together depends on the employers of the cited
firm to determine that how rapidly they are willing to embrace the static proficiencies of their
workers into a requisite area by identifying their realistic power and mode of grasping new
things.
Herein, two distinct styles of learning has been examined namely Vark and Honey and
Mumford learning theories. Where both these abstracts are evident to support into the planning
and designing of a training event so as to ease of the employees to learn in their most preferred
way. It is where the Vark model is more evident to focus upon the physical acceptability of the
workers to grasp a particular thing where another model of Honey and Mumford is apparent to
focus upon the mental ability of the employees with distinct styles of learning. As a result to
which, the managers are hereby benefited to chose from the most adaptive manner to edify their
workers.

This is for instance to specify about those influential factors of Vark learning model that
affect the training decisions undertaken by the managers to decide the tool required to conduct
the T&D session by either using charts, diagrams and pictures for those who prefers to visually
acquire the learning. Wherein, to assist individuals who are more preferred to learn via listening
can be edified using speaker notes, debates and lectures etc. However, the one who is more
comfortable to learn via reading can be aided by some means like diaries to jot down the notes to
read it later and use case studies and role plays for those who are more preferred to learn via
attempting practical things. Beside this, another conceptual tool namely the Honey and Mumford
style duly influences the managers to concentrate upon the mental attitude of individuals chosen
to attend the T&D sessions and make accordant arrangements for them.
TASK 2
2.1 Training needs of staff at different levels
Training needs is considered as the process of assessing the gap within employee training
and related training needs so that performance of individual could be enhanced while working
within firm. There are different levels within organization in which firm operates and therefore,
it is essential for Asda to identify the training needs for its staff so that best results can be
attained. However, differences arise in conducting training program for people employed in
different department. For instance, as compared to other organizations, Asda also operates at
three different levels i.e. lower, middle and top level management. Therefore, training needs are
also diverse for people employed at such levels (Masters, 2015). Above all, it is essential for
individual to undergo proper training events so that they can enhance their skills and capabilities
in regard to perform the assigned task effectively. Asda maintains effective environment for its
workers in order to learn and enhance different skills and overcome the issues faced by
customers visiting the store. Following are the training needs of staff at different levels within
Asda such as-
Levels
Top level
managem
Within top level management, it involves upper level management
i.e. directors and owners of Asda. People at such level require

ent specific training needs regarding managing the workforce and
operations within firm so that decisions could be taken accordingly
(Akingbola, 2013). Thus, such training need helps top level workers
to make effective decisions and enhance the skills and capabilities of
individual. Here, top level managers require training related to
managing organization and compete in such market.
Middle
level
managem
ent
Further, it is another level of management within Asda and thus
involves different number of superiors at varied managerial positions.
It mainly comprises of team leaders, line managers etc who are
responsible in managing workforce and operations (Alfes and et.al.,
2013). Therefore, they have diverse training needs in relation to
manage the workload and direct the subordinates to work efficiently
towards organizational goals. As compared to top level management,
middle level management requires training related to directing and
leading workers towards organizational goals.
Lower
level
managem
ent
Such people are working at operational level within firm and they
need to follow the instructions given by middle level workers.
Therefore, they possess effective training needs so that assigned task
could be accomplished efficiently. Proper time management training
needs to be provided to them so that success can be attained (Beer,
Boselie and Brewster, 2015). As compared from above management
levels, lower levels management aims to follow the instructions given
by middle level managers and attain targets.
Thus, through the above made comparison within these training needs at different levels
it helps in identifying the varied training requirements for individuals at top, middle and lower
level management. Thus, top level requires training regarding managing the work and people in
right manner. While, as compared to this, middle level management requires training required
assigning and guiding workers towards desired task so that same could be accomplished. Further,
as compared from above, lower level management requires training regarding following the

given instructions and thus enhances their skills and capabilities (Naff, Riccucci and Freyss,
2013). Thus, it can be concluded that all these three levels are diverse from each other and
people within them requires different training requirements to fulfill desired targets.
2.2 Advantages and disadvantages of training methods
There are different types of training methods available i.e. on-job and off-job for its
workers so that they can perform the desired operations in an effective and efficient way. Hence,
it is essential for Asda to conduct different training sessions for its workers in order to enhance
their personal leadership and development in regard to accomplish the assigned task. Thus,
conducting workshop, CPD and personal development session aids in enhancing the efficiency
of workers within firm (Knies and et. al., 2015). However, it is significant for employees to
participate in different training programs so that success can be attained. On the job training
method possess various advantages such as it helps employees in learning different skills so that
they can enhance the learning ability of new joinees and provide them training regarding the
operations of firm. It helps in providing them knowledge and information regarding terms and
policies of Asda so that they can understand the same (Krausert, 2014). However, the limitation
is that such methods are costly and requires proper participation of workers.
Further, another training method is off job training method which involves role play,
vestibule training etc, and thus main advantage is that such training is provided in class room
teaching and provides audio video coaching to employees. Thus, Asda management aims to
provide such training to its workers in regard to improve their skills and efficiency. Another
advantage is that it is highly time saving and thus helps in providing information to employees
quickly (Marchington, 2015). While, the disadvantage is that it is completely detached from the
workplace, quality might be affected.
2.3 Planning training and development for training event for new employees
Systematic approach is defined as the process which involves different steps and thus
evaluates the outcomes. However, the main aim of carrying out systematic approach is assessing
the most efficient means to generate optimum solutions. It is essential for businesses to plan
effective training and development plan to organize training event for the new employees
working in Asda so that they can enhance their skills and capabilities and work effectively (Naff,

Riccucci and Freyss, 2013). Following are the steps for planning training and development plan
for new employees such as-
 Identifying the problems- It is the first and foremost step within firm in order to identify
the appropriate training needs for new workers within Asda and thus focus upon raising
their performance level (Parry, Stavrou and Lazarova, 2013). Cited firm is required to
forecast the new provision of services so that new employees can learn them and render
best services to customers.
 Questions & Answers sessions- Further, it is another step within planning training and
development event for new workers and thus they are duly responsible to carry out
effective new service provision to enhance customer satisfaction. Also, through involving
them within training events it helps them to improve effective decision making so that
best results can be attained (Nayab. 2015).
 Discussion to execute best outcomes- Through carrying out training and development
event for new workers it is essential for Asda management to involve all the employees
in decision making process so that best results can be obtained. However, involving
employees and taking their reviews regarding new service policies helps in satisfying the
demands of customers visiting the store (Alfes and et.al., 2013).
 Scrutinizing the solutions- Further, it is the last step of the training and development
event in hiring new workers within Asda and thus come to a conclusion of their
discussion regarding implementing the new service policies so that customer satisfaction
can be attained (Beer, Boselie and Brewster, 2015).
It can be assessed that while hiring a new employee, it is essential for manager of firm to
create a training event for them. Thus, developing 3 week training module for the new hires so
that they can enhance their skills and capabilities. Organizing training event in relation to carry
out on the job training method by using shadowing trainer while off the job training through
using reading manuals, policies, watching videos and answering questions so that training of
individuals could be improved. Through conducting such training event it helps new hired
employees to work towards the set objectives. It also helps them to improve their skills and
capabilities in relation to carry out training event for new hired workers.
Objectives Time frame Methods of training event

To provide quality training to
employees
2 week Here, organization adopts
workshop, training session and
trainers in regard to train
individuals (Marchington,
2015).
To organize training event for
lower level workers
2 week Here, role play, management
games etc. will be adopted in
regard to provide training to
lower level workers (Krausert,
2014).
TASK 3
3.1 Evaluation plan using suitable techniques
Assessment is considered as the crucial tool that helps in determining the present
situation and matching the same with the standard plan of execution the services. Hence, it is
significant for Asda management to undertake effective techniques for planning training and
development plan so that best results can be attained. It is essential for Asda managers to
undertake crucial techniques and implement new service provision which helps in satisfying the
needs of workers in regard to attain customer satisfaction (Krausert, 2014). Further, it is
considered as a cost effective method that helps in improving the skills and abilities of workers
in an effective way. Hence, such method is also helps in evaluating the following technique by
adopting five major steps so that managers are required to distinguish within real and expected
results. Evaluation is considered as the crucial aspect that helps in obtaining specific results and
thus managers of firm need to evaluate the training event so that desired outcomes could be
attained. Through proper evaluating the training event it would result in performing best
outcomes and thus managers play a crucial role in evaluating the training event so that best

results could be attained. The training event could be evaluated through identifying its
significance and thus helps in improving individual skills so that best results can be attained.
Further, if there is any loophole found in the training event then it could be rectified so that it
helps in enhancing the skills of workers. Also, obtaining feedback from workers regarding
training event helps in evaluating the success of the same. It helps them to provide information
regarding the success of the training event so that best results can be attained. Following are the
different steps in order to perform the suitable techniques of training and development event such
as-  Clarifying program- It is the first step that helps in evaluating the subjected outcomes in
order to identify the training needs and thus improve the performance of firm in market.
 Identifying the needs- Further, it helps in responding to the queries of workers within
Asda so that they could be linked with the complications so that performance of firm
could be increased (Nayab. 2015).
 Monitoring with liability- One of the main objective of management authorities is to
regularly observe their workers in regard to encourage them and involve active
participation into the training sessions so that Asda aims to attain business goals (Naff,
Riccucci and Freyss, 2013).
 Progress- It is another step in which Asda administration needs to effectively consider
the progress of their new as well as existing employees and perform desired operations in
competitive market (Parry, Stavrou and Lazarova, 2013).
 Impact of program- Further, it is the last step in which it helps in assessing the overall
evolution of above carried out steps in order to provide training to employees of Asda.
Following are the two methods which are adopted by organization i.e. Satisfaction and
participant reaction, knowledge reaction etc, Thus, using such method assists in encouraging
workers and thus assists them to carry out the desired work to attain results. Individual is
required to gain satisfaction and participant reaction so that training could be provided
accordingly. Further, through acquiring knowledge regarding new training concepts helps in
improving business as well as individual performance. Implementing knowledge acquisition

method helps in enhancing the skills and talents of individuals in regard to raise their knowledge
through providing specific training to individuals so that success could be attained. Individual
members within firm could attend such training program and enhance their knowledge level that
could be applied and attain desired outcomes.
3.2 Evaluation of the training event
It can be evaluated that the training event requires involving all the workers in order to
attain desired results. However, the first session organized was the planning session where they
altogether constructed a required base for introducing new areas of customer services and thus
helps in enhancing the performance of Asda in market (Delahaye, 2015). Through evaluating the
training event it helps in improving the performance of workers and thus enhances their skills
and capabilities so that best results can be attained. Further, employees within Asda requires to
undertake effective measures which helps in resolving the issues and thus adopt training methods
so that proper suggestions could be provided to workers in order to raise their performance and
achieve customer satisfaction. The chosen training methods would prove useful for individual to
carry out their task accordingly. Thus, it can be evaluated that providing effective training helps
in encouraging workers and thus satisfying their needs so that skills and capabilities could be
attained. The selected training event could be evaluated in regard to identify its success and thus
could obtain responses from learners that how much it would help them from attending the
training event. However, if they stated that there is not much improvement even after attending
the training event then management of firm need to bring certain changes and thus implement
other training methods to attain success within firm. Here, effective training methods have been
chosen regarding on the job and off the job which are considered as effective in terms of
improving business performance. Through adopting such training event it helps in encouraging
new hires by using different methods and thus improves the performance of individual. While,
carrying out on the job training event it results in using shadowing trainer which is effective
method and thus help management to effectively train new employees who are hired and obtain
set targets. Further, also using off the job training results in effective through using reading
manuals, policies, watching videos assists employees to improve their skills and capabilities and
thus results in improving training event to attain desired results. Both such methods are
considered as effective and thus it helps in evaluating the importance of training session provided
to new workers so that set targets could be attained.

Furthermore, it helps in improving the training and development event within Asda and
raises the performance of workers in organization. However, encouraging workers through
providing them required training so that their skills and capabilities could be improved in regard
to work efficiently within firm. Moreover, adopting effective training method requires to be
evaluated in regard to improve the firm’s performance and thus raise the success within
competitive businesses (Budhwar and Debrah, 2013). Further, through organizing proper training
event it assists in identifying the training needs of employees and then provides appropriate
training which results them to enhance their skills and capabilities to attain success. Thus,
through carrying out effective training event results in performing desired actions and satisfy the
needs of both new as well as existing workers in regard to deliver best customer services within
Asda.
3.3 Reviewing the success of the evaluation methods used
It is essential for business to review the success of the evaluation methods used in regard
to undertake sound measures and thus deliver appropriate customer service so that success can be
attained. Further, reviewing the success of the training methods used within Asda helps in
obtaining feedback from customers and identifies their reviews so that improvements can be
implemented in order to provide best services to customers. However, employees are also
consider as effective resources in order to improve the productivity of Asda and thus serve the
customers appropriately in regard to attain satisfaction (Brewster, Mayrhofer and Morley, 2016).
It is essential to review the success of evaluation methods used in regard to improve the training
requirements within Asda and also raise the performance of workers so that they can render best
quality services and product information so that sales and profitability of firm can be improved.
Strengths of satisfaction and participant reaction assesses that they are encouraged through
involving in training event. While the weakness is that there is huge competition that
demoralizes them. While another method adopt is knowledge acquisition, through participating
in training program it provides benefits to individuals in terms of encouraging and enhancing
their knowledge. While, the disadvantage is that all the necessary knowledge could not be
obtained by employees. Thus, through evaluating the success of the effectiveness of method it
would help in improving the knowledge level of workers and thus provide them better
opportunities so that they can carry out desired results, The methods that are being used i.e. on
the job and off the job training helps in evaluating their success so that best results could be

attained. On the job training uses effective method that helps in improving their performance so
that best results could be attained. While, off the job training method is also being evaluated as
successful and thus it results in improving the performance of new hired employees so that they
can use videos, manuals etc, for improving their information.
Hence, it can be clearly specified that the above used methods are crucial for Asda and it
helps them to improve their performance and achieve successful approach within firm. Also, it is
essential for cited firm to encourage workers and thus improve their sense of responsibility so
that they are able to work together and attain organizational goals effectively and efficiently.
However, employees are considered as the valuable source and thus assist business to improve
their training events in regard to attain success and desired outcomes (Armstrong and Taylor,
2014).
Task 4
4.1Explaining the role of government in training and development
According to the given scenario, for supporting the growth and competitiveness of UK
firm. Life long learning is learning that which is can be learned throughout the life from different
activities. It is learning which is diverse and flexible and available at different time and in
different practices. The government decided to implement several training and development
initiatives by focusing on lifelong learning. For this purpose, the role of government decided to
provide training and development program in which it aims to remove barriers of employability
to those organization who have fewer opportunities (Luthans, Youssef-Morgan and Avolio,
2015). The idea of lifelong learning is the main initiative from government side for creating
opportunities for developing and success of an organization. The main aim of lifelong learning is
to remove social exclusion which helps in promoting employability. Government arranges
training and development program for Asda organization through the help of the expert trainer.
This help in ensuring that employees can perform effectively and efficiently for the organization.
Asda is one of the leading organization for this government can provide internal development
program to a standard level. Self-motivated learning is lifelong learning for workers. Further it
government involves in training and development program then it can provide knowledge to

employee related to the working environment. Along with this organization cannot invest in
designing training and development facility in such a case with the help of government it can be
benefited. The government also provide the fund to the organization for conducting training and
development program this help in enhancing the skill and knowledge of employee to perform
well within the organization.
4.2 Explaining the development of the competency movement has impact on the public and
private sector
The development of competency movement has the great impact on the public and
private sector. It aware firm to think for removing the performance gap of the organization. For
gaining competitive advantage private sector is investing a lot so that it can gain competitive
advantage. Not any single firm want that due to employee poor performance they face any type
of competitive disadvantages (Naff, Riccucci, and Freyss, 2013). If employee unable to perform
well then they will deliver poor quality services to the customer which impact the image of the
brand. Iceland is private companywho invest high amount on training and development facility
while on other hand Asda is public company who is making a continuous effort for improving
its company product and services at the standard level. The important part of learning is
movement and competencies because this help in improving the performance of an employee.
The competency movement help in faster development in activities which influenced all the firm
to adopt this competency movement of Iceland company so that they can achieve success and
earn the profit. It helps employees in receiving the motivation and effort in their working field.
On the other hand the idea of competency movement of Asda company helps un-developing
knowledge and skill of workers at the job which helps in satisfying the employee from their job
and for increasing productivity. Further, the competency based training and assessment is
promoted by the government at Asda because its main aim is to support learner who wants to
make their career for gaining success. Further NVQ supports employees objectives and it is
made for meeting the needs of the organization by providing them continuous training and
enhancing their knowledge so that they can use new technology effectively and efficiently.

4.3 Assessing how contemporary training initiated which is introduced by the UK government
The contemporary training is initiated which are introduced by the UK government to
support the organization for gaining competitive advantage. If firm is provided training and
development facility by the government then it helps in gaining growth and stability in an
economy (Knowles, Holton and Swanson, 2014). The aim of training is to increase the
knowledge of employees of the different area of working. By seeing the current situation of
business the Government of UK decides to provide a qualitative training program to a different
organization. further the economy is also affected by the poor performance of workers of the
different firm so for this reason, the government is putting effort for providing the best learning
option to employees according to their needs and demand.
The role of contemporary learning in Asda: this training initiative is very important for
the Asda so that it can gain competitive advantage. Some of the changes in made to their core
value by the Asda for making it organization successful (Beer, Boselie and Brewster, 2015).
With the help of contemporary training, the firm makes its employee capable of adopting the
changes in the working environment. The training is conducted by analyzing the weak area of its
employee, market condition etc. all the training session which are imitated by the government is
used very effectively and efficiently within the organization. It helps organization in gaining
competitive advantage and in becoming the successful organization in all over the world.
It is recommended that government can focus development and implementation of
national policies in relation to skill development, vocational education training sector for the
different organization. Further it is recommended that government can provide fund to
organization for implementing the training facility for new employees. Along with this it also
initiated for implementing competency based training for workers.
Company can provide training and development facility to its employee such as to focus on
obtain and use of new information. It is recommended that there are some objectives of training
such as to reduce the level of supervision, to increase productivity and to improve quality. For
this company can design and develop the learning program and evaluate the systematic training
for employees

Conclusion
From the above report it can be concluded that there are different type of learning style
such as VARK. This learning style can be adopted by organization in their training and
development program so that employee skill can be improved. There are different type of
training which is required by employee at different level so that employee not fail to accomplish
their task. Further training and development program play significant role in improving
employee performance and productivity of organization. By adopting training method help in
providing suggestion to employee so that they can improve their performance and deliver high
quality services to customer. Further it can be concluded that, frim can review the success of the
evolution method by analyzing company productivity. Government can provide training and
development facility to employees so that firm can gain competitive advantage. Training and
development facility provided to employee according to their needs and demand so that they can
perform best in their field and help organization in gaining success.

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