Human Resource Development Report: Apple Inc. Training and Development

This report delves into the realm of Human Resource Development (HRD), exploring various learning styles and their application within organizations. The report uses Apple Inc. as a case study, analyzing how the company implements training and development programs to enhance employee skills and competencies. It covers different learning models like Honey and Mumford and Kolb's model, highlighting their significance in designing effective learning interventions. Furthermore, the report examines the role of learning curves and the transfer of learning in the workplace. It then focuses on the evaluation of training programs, including various evaluation techniques and the roles of different stakeholders in this process. The report concludes by assessing the success of the evaluation methods used, emphasizing their importance in continuous improvement and organizational growth. The report also examines the role of government in training, development and lifelong learning and impact of competency movement on the public and private sectors.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................4
Covered in PPT...........................................................................................................................4
TASK 3............................................................................................................................................9
3.1 Evaluation using suitable training techniques.......................................................................9
3.2 Evaluation of the training process.......................................................................................10
3.3 Reviewing the success of the evaluation methods used......................................................10
TASK 4..........................................................................................................................................11
4.1 Role of government in training, development and lifelong learning..................................11
4.2 Impact of development of competency movement on the public and private sectors........12
4.3 Assessment of contemporary training initiatives................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource development is the functional unit of the business organization which
focuses on training and development of the employees so that they will be able to enhance their
core competencies. It begins when the employee is hired in the company and continues through
orientation and training while providing various opportunities to them. The process of HRD
includes training, developing, managing and guiding staff to achieve personal as well as
organisational development (Werner and DeSimone, 2011). The company’s aims at growth in
expansion needs to have this feature in the organisational process which helps all the
departments to work together in harmony.
The present report is based on Apple Inc. which is an electronic and software company.
Along with this, they focuses on the designs and develops various products and services. It has
developed a reputation for encouraging individual development and training the employees to
provide best services. The company focuses on specialization in an area which enables it to
provide expert services in every function. The below mentioned report is based on the human
resource development which focuses on the different learning styles and theories that should be
followed by the manager of the firm. Along with this, it also focuses on the training and
development programs that are provided on the basis of the need of workers. Further,
government led skills development are explained in detail.
TASK 1
Learning can be defined as understanding and absorbing knowledge about something.
The different styles of learning depend on different people and their nature and experiences. Not
every individual is similar in nature therefore they have different methods of understanding
information through various media such as visual, reading,and experience. They all have
different impacts on people's mind and vary accordingly (Armstrong and Taylor, 2014). The
famous models given to understand the different learning styles are as follows:
Honey and Mumford model: This model provides four different learning styles namely,
Activist, Reflector, Theorist and Pragmatist. These learning styles are adapted according to the
circumstances and are not fixed as per the characteristics. It is a learning technique which
involves self development while performing tasks directly. . Activist means the person will try
anything to learn about it and are open minded and enthusiastic about the things. Reflector
involves people who analyse and observe all available information before taking action. Theorist
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is related to logical reasoning such as if anything has logic, principle and models behind it then it
will be considered as reliable whereas, pragmatist involve in learning through experimenting
principle and ideas practically.
Kolb's model: Another learning style model as given through research by Kolb. It also
has different stages such as concrete experience which includes learning through activities,
reflective observation is when a person reviews the past experience and acts according to it,
abstract conceptualisation method is when a person analyses a theory based on the observation,
whereas active experimentation involves planning to test a model or theory to gain experience.
Another style used in this method is assimilating which involves watching and then thinking on a
theory rather than the practical activity (Luthans and et.al, 2010). The next method of converging
includes doing practical and then thinking about the result the last method is accommodation
which states that using other people's analysis of information and products with practical
approach. This technique is being used widely as it involves experimenting and testing the
theories. .
Apple being a multinational company uses accommodating technique of Kobl's model
which involves experimenting actively instead of learning through models and theories. It
includes computer based experimentation and observation of the results. This is considered as the
best approach for technology based company as it has to test various developments practically.
Learning curve is a technique of presenting variation in the process of learning anything
on the basis of experience showed on graph. It shows that the repetition of a task by a person
decreases efforts put in for every next time. The data plotted on the graph will show increase in
learning on the basis of experience acquired by person which becomes stable after a saturation
point therefore forming a curve. This shows that the progress made by every person varies with
training and guidance provided accordingly (Vörösmarty and et.al, 2010). The role of learning
curve in an organisation is to measure performance of a person or a team according to the task
performed by them. I. This is used in the company to increase productivity and efficiency of
employees and reduce the cost incurring per task. It inculcates nature of specialization in the firm
which improves corporate image. Apple Inc. uses this method of measuring performances in the
company as it aims on employee’s specialization in the specific tasks. The approach has helped
the company in creating a strong brand value in providing expert services. Transfer of learning in
the workplace is the technique used to apply the prior knowledge to new tasks.. The different
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ways to transfer learning to the workplace includes, transferring of prior knowledge, transfer
from old learning to new learning and transfer from learning to application. The main feature is
applying knowledge learned in one context onto another. This method can be applied when
some common features and information are recognised in both the activities. The importance of
this approach for an organisation are such as:
 If every time in new learning situation the process is started from the beginning the time
and cost involved will be very high.
 The purpose of learning will be defeated if not used further in any activity as the success
of a person in the organisation as well as the company overall depends on the ability of
the employee to apply and transfer knowledge acquired during the process (Khan, Khan
and Mahmood, 2012).
The above explained learning style and theories contribute to plan and design the learning
event in an organisation by assessing the individual learning capabilities and performance which
helps organisation to allot tasks and training techniques on employees accordingly. These
methods are used in the technology company, Apple to determine the quality and performance of
each employee and select an area to specialize in for them. This helps the organization to attain
high level of productivity and improve quality of services provided by the firm. While designing
a learning programme, the managers evaluate delegated tasks and the result is acquired. When
Apple had to face new challenges in the market of electronics reason being the change in the
structure of the organisation, new learning and development styles should adopted to create a
smooth flow of activities and operations in the company. The learning event will be planned in
maintaining relevancy with the objective, clarity in defining tasks and approaches, performance
evaluation and appraisals. The theories used will be to improve learning curve and application of
knowledge so gained in the process to actual tasks (Avey and et.al, 2011).
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TASK 2
Covered in PPT
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5

6

7

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TASK 3
3.1 Evaluation using suitable training techniques
Evaluation of the training programmes involves assessing its effectiveness and impact on
the organisation. The data regarding the training session is collected and evaluated in order to
identify the effect of the program on the employees and weather they are satisfied with it or not.
Various tools can be used to evaluate the results as per the methods used in the training session.
The need for this evaluation arises due to these reasons; to identify the the areas which can be
improved to provide better training for the next time, to determine that the objective of the
training was in association with the company's objective, to identify the value addition done by
the training process. This evaluation can be performed by different people on the different levels
in order to assess proper result (Steffen and et.al, 2015). Training manager-The manager involved in providing training is the main source for
evaluation of the result of the training process as he has all the information regarding it.
The manager involved in the process has information about the development and
planning of the programme and methods applied in it. Line manager- The line managers can help the employees to implement the techniques
and approaches learnt form the training session into their work. This will help to evaluate
the actual utilization of the training and skills of the employees.
 Trainer- The person providing the training to the employees has the detailed knowledge
of the methods and techniques used in the process and the responses given to that by the
trainees during the programme (Kehoe and Wright, 2013).
This process of evaluation is done in order to identify the response of the employees who
received the training and its impact. The affect on the working process and using it in their tasks
to improve performance is examined to rectify the weak areas for the next session.
The training program conducted by Apple for its employees can be evaluated using these
approaches. Customer evaluation approach is used to analyse the improvement in the quality of
service, behaviour, efficiency and productivity of the trainees, understanding of the event by the
employees and application of practical is evaluated through qualitative and quantitative
techniques and the opinions of the experts are taken on the performance, problems still
pertaining and scope of improvement in the program. The documents that can be used for further
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assessment are,feedback form for response of the employees, feedback from customers regarding
improvement in products and services, efficiency level, increase in sales and revenue, etc.
3.2 Evaluation of the training process
The training process used mentioned in the above context applied in Apple, was
conducted effectively and was attended by a large number of employees. The trainees were
helped to identify practical problems in their daily work and techniques were provided in order
to overcome them (Bray and et.al, 2012). The sharing of problems created an environment or
mutual trust for the employees and trainees along with the help of trainees found solutions for the
same. The problems and weakness in the system were realised by the management, and more
training sessions will be conducted to restore balance in the organisation. This session
encouraged and motivated employees to practically apply the learnt theories and techniques on
their tasks. The event has resulted in improved efficiency and productivity in the employees.
The evaluation process was conducted with the help of various methods including,
observation, measuring improvement, impact on performance and understanding of the
information. Observation provided a overall view for the management to improve the training
process, while measuring improvement gave an estimate of how much the employees have
gained through the training which showed the result on their performance (MacArthur and et.al,
2014). Evaluation process creates awareness in the management and employees for making the
operation of the firm better and personal development of the individuals. It is one the most
important function that should be carried out by every organisation in order to expand and grow
in the dynamic market conditions and fierce competition.
3.3 Reviewing the success of the evaluation methods used
The review of the success made by the methods used for evaluating the event is an
important task. It helps the management of the organisation to receive feedback on the
programme organised. The evaluation process presents a clear picture of the results and impact
of the event. While reviewing the evaluation, it is acknowledged weather the purpose of the
training was fulfilled and had a beneficial impact on the employees and organisation. It helps the
managers and supervisors to create a better training programme for the future addressing the
training needs of the people more accurately (Wang and Noe, 2010).
The assessment methods used in evaluating the success of the event at Apple were found
beneficial for the further guidance in planning the future sessions. It was helpful in deciding the
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fact that it proved to be worthwhile for the organisation and the staff. The methods used were
appropriate for getting expected output results. The assessment of cost and profits in organising
the event and its results were also done in order to determine the future occurrence of it. The
employees and managers shared the problem has restrict them from further development, which
made it easier to figure out the solutions. The management found the techniques used in
evaluation of the process successful in analysing the steps and changes made by the HR team
(MacArthur and et.al, 2014).
TASK 4
4.1 Role of government in training, development and lifelong learning
Today in this rapid fast growing and productive world, which includes various
demographic, economical and social changes , it is very necessary for every company to be
productive, innovative and creative. Therefore encouraging and supporting lifelong learning is
becoming vital aspect for every government now days. Government is laying large emphasis on
supporting and providing opportunities to continue learning and training throughout life for
which various current policies. This can be through:
 Formal learning
 Informal learning
Here, formal learning means joining any institution or organisation to built up the knowledge in
the specific field. The organisations are only involved in formal learning techniques by providing
various opportunities. It is provided through arranging training programs and workshops for the
employees. The training programs are conducted by the experts that helps in developing the the
skills of the employees to attain a minimum performance level (Hall, Daneke and Lenox, 2010).
Apple is a huge multinational company in UK and to make it more productive the government
needs to take responsibility for development of the internal development of the organisation.
Government needs to organise various workshops and training programs to improve the
performance level of the company. With the intrusion of government in these programs the
employees can benefit from the working environment. Whereas, the companies might not be able
to design and develop proper training facilities due to financial restriction. The companies
benefit from such involvement as it aids the human resource development in the firm (Gruman,
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and Saks, 2011). The business gets an competitive advantage in the market over other firm which
do not involve in human resource development.
Non formal learning includes various community-based sports programs and social
conferences or seminars and sessions. Informal learning include conversations, exploration and
enlargement of experience with people in the society which helps to gain knowledge about the
surroundings and provides social benefits. It leads to life satisfaction, well-being and self-
confidence. These do not require involvement of the companies as it personal development of a
person.
4.2 Impact of development of competency movement on the public and private sectors
Competency is the ability of the person to do job properly. It is the set of behaviours
which provide guidelines about the identification, evaluation and development of the behaviour
in individual employees ( What is Human Resource Development (HRD) ?, 2017). Competency
movement is related to developing skills and knowledge of the employees and workers in the
organisation. The factors to be considered are; knowledge, skills, performance abilities and
improving theses skills by performing daily tasks. The aim of competency movement :
 To support the career and development aspirations of the trainees without being in
relevancy with the academic records and achievements in order to remove barriers in
learning.
 To create on the job learning experience through on going training evaluation in the
workplace. It does not include any set time frame or performance levels.
 For organisations it helps in creating better human resource development in the firm to
achieve defined objectives.
The impact of competency movement on public sector and private sector involves:
 It helps to establish a direct link between priorities of the organization and employee's
behaviour. The organisation can train the employees according to their requirement and
can increase their working efficiency which will directly increase the productivity and
quality of the organisation service.
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 HRM policies and practices covering various functions which helps to increase efficiency
of the product. Thus, competency movement has increased the importance of human
resource management in companies.
 It takes into account the levels of high performance rather than minimum performance
levels. Thus, competency movement has led to higher the expectation levels of the
organisation from the employees to increase the efficiency and profits.
This movement made the private companies concerned about the gap in performance of
the firms. This has led to more and more investment by private firms in human resource
development programs to keep up with the public sector firms. They do not want the
performance of the employees to be a factor of weakness in the company. Apple a private
multinational technology company have started making investments in developing and
improving the performance of the staff. Private firm with better performance have a higher
impact on the economy and as a result public bodies have also become more interested in
performance improvement of the employees.
4.3 Assessment of contemporary training initiatives
The government of UK has started several training initiatives to improve performance
and stability of the the companies. To do so the government has introduced contemporary
methods of learning in the human resource departments of the public and private firms. It
involves practical approach of training to create better learning curve for the organisation.
Qualitative learning techniques are used such as vocational programs in order to attain
organisational objectives (Human Resource Development Concentration, Business
Administration Major, PhD, 2017). When the areas of improvements are defined properly, it
makes easier for the firms to focus on the steps to be taken towards it. It is necessary for all the
companies to have a strong training program as it affects the performance of the employees
resulting in increased productivity.
The training and development methods used by the government has improved the
performance of the employees and organisation as a whole. It has proved to be beneficial for the
human resource department and expertise of the companies. It helped the staff to understand the
recognise the organisational value. The training programs have increased the use of latest
technology leading to increase in the sales in the technology and electronics companies as well.
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Thus, the training initiatives taken by the UK government has proved to be very beneficial for
the companies and society in creating a better lifestyle.
CONCLUSION
In the above report, the importance of human resource development is discussed
involving different learning styles that can be used for the employees in the companies and
comparing them to select the best option regarding the firm. The case of Apple Inc. is taken as an
example how crucial HR development is for an organisation. The roles and contribution of
learning curve and transferring the knowledge to the workplace is given. The report also includes
the need and methods of training in the employees and their benefits along with disadvantages. A
systematic approach plan is developed for the mentioned company for organising a training
programme. Thereafter, the methods and techniques used for evaluation of the event are
explained with the impact of the same on the staff. The government of UK also supports there
training programmes and several initiatives are taken by them to increase the performance of the
companies. The response of public and private firms in relation to these steps are analysed and
discussed. Thus, forming an opinion on how crucial human resource development has proved in
the companies in UK.
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Hall, J.K., Daneke, G.A. and Lenox, M.J., 2010. Sustainable development and entrepreneurship:
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