Human Resource Development Report: Next Corporation Analysis

This report provides a comprehensive analysis of Human Resource Development (HRD) within the context of a retail organization, Next Corporation. The report begins by comparing different learning styles, such as the Honey and Mumford model and the VARK model, and their implications for training. It then explores the role of the learning curve and transfer learning. The report also discusses the training needs of staff at various organizational levels and evaluates the advantages and disadvantages of different training methods. A systematic approach to planning training events for new staff is developed, and an evaluation plan is proposed using suitable techniques. Finally, the report examines the role of government in training and development, the impact of the competency movement, and contemporary training initiatives. The report concludes with a review of the evaluation methods and the success of the training methods.

HUMAN RESOURCE DEVELOPMENT

Table of Contents
Introduction..........................................................................................................................................3
Task 1....................................................................................................................................................3
1.1 Comparing the different learning styles.....................................................................................3
1.2 Explaining the role of the learning curve and the implication of transfer learning..................4
1.3 Assessing the contribution of various learning styles on the planning and designing of a
learning or training event.................................................................................................................5
Task 2....................................................................................................................................................5
2.1 Comparing and discussing the training needs of staff at different levels of an organisation.. .5
2.2 Explaining the advantages and disadvantages of training methods used in an corporation......6
2.3 Developing systematic approach to plan training and development for a training event for
new staff ..........................................................................................................................................6
Task 3....................................................................................................................................................7
3.1 Preparing an evaluation plan using suitable techniques............................................................7
3.2 How to carry out an evaluation of the training event................................................................8
3.3 Reviewing the success of the evaluation methods used in training methods............................8
Task 4....................................................................................................................................................9
4.1Explain the role of government in training and development and the growing emphasis on
lifelong learning...............................................................................................................................9
4.2 Explaining how the development of the competency movement has impacted on the public
and private sectors.........................................................................................................................10
4.3 Assessing how contemporary training initiatives introduced by the British government
contribute to human resources development of corporation..........................................................10
Conclusion..........................................................................................................................................11
References .........................................................................................................................................12

Illustration Index
Illustration 1: learning curve................................................................................................................5

INTRODUCTION
Human Resource Development (HRD) is a procedure of developing competencies, skills,
attitudes and knowledge of employees in the corporation. It is an necessary activity for staff
members within the organization to perform their job in a appropriate manner (Knowles and et.al.,
2014). Next is a retail organization which sells effective retail products to consumers in the United
Kingdom. The present file describes about comparison of learning styles which help the firm to
provide better training and development to employees. Further, it discusses the training needs of
staff members at various levels in the Next. It represents evaluation of training plan by using
appropriate techniques in the corporation. In addition to this, it describes role of government in
training and development for their people in the nation.
TASK 1
1.1 Comparing the different learning styles
There are many various type of learning styles which help the HR manager of Next firm to
accomplish training needs of staff members. Generally Honey and Mumford consists four learning
styles like activist, theorist, pragmatist and reflector. On the other side, Fleming model is also
divided in four parts like visual, auditory, read write as well as kinaesthetic learning.
Comparison between Honey and Mumford and Fleming model
Activist style of Honey and Mumford emphasizes the employees to learn by doing the job in
the Next firm. On the other side, visual learning of Fleming model focuses the staff members to
learn by seeing like bars graphs, tables and diagram in the Next retail organization (Honey and
Mumford, 2015). Generally theorist and Auditory of approach of VARK model show difference in
learning process. Honey and Mumford styles emphasize the staff members to take knowledge
through concepts and models. On the other side, Auditory concept is prefer to learn by listing
lectures, taps as well as discussions. This process provides more knowledge as comparison of
reflective style in the firm. It addition to this, it is also suitable learning theory for staff members of
Next firm.
Similarities of Honey and Mumford and Fleming model
Pragmatist theory of Honey and Mumford and kinaesthetic approach of Fleming model
emphasize the employees to learn through practical experience, moving as well as touching in the
Next organization. In addition to this, both theories focus on training and development activities of
corporation. Further, Visual learning as well as reflective theories show similarities in the learning
process (Werner and DeSimone, 2011). They both focus the employees to gain knowledge through
analysing working style and think about the proper procedure in the Next firm.

1.2 Explaining the role of the learning curve and the implication of transfer learning
Learning curve plays important role for transfer of learning in the Next organisation. It is a
graphical representation of numbers of trials at learning and performance and efficiency of the staff
members in the organisation.
(Source: Popescu, 2010)
Role of Learning Curve
Managers of corporation consider this tool as training and development for overall
improvement of the employees.
 Learning curve helps in estimating future cost to take pricing based decisions of various
retail products in the organization (Popescu, E., 2010).
 It is contribute effectively in completing training and developing requirements of employees
in the Next corporation.
 Learning curve is used to analyse capital requirement projections for training and
developing activities of staff members. In addition to this, it helps in designing the incentive
structure in the organisation.
Importance of learning curve
Learning curve helps in increasing efficiency and performance of employees by providing
effective knowledge to all of them in the firm. Then after, staff members of organisation do not
realise more complexities to manage their work (Luthans and et.al., 2010). Further, Learning curve
contribute effective role for HR managers of the Next to increase leadership and collaboration skills
Illustration 1: learning curve

in employees which huge give flexibility to manage their work.
1.3 Assessing the contribution of various learning styles on the planning and designing of a learning
or training event
Learning styles like Honey and Mumford and Fleming model help the management of Next
organisation to plan and design learning event.
 Leaning styles aid the human resource managers of organisation to make proper strategies
for training programme.
 They contribute effective role for HR managers to develop many skills such as like
listening, collaboration, decision making, presentation as well as communication abilities in
the new employees of sales and store in the Next firm (Kenner and Weinerman, 2011).
 In addition to this, learning styles contribute effectively to decrease errors and mistakes of
new employees which help to increase their efficiency and performance in the firm. They
help the management of organisation to provide new methods of learning for effective
training of staff members.
 Learning theories help the HR managers of Next to meet out requirements and needs of new
employees (Zeithaml and et.al., 2010). They provide reliability to new and old staff
members of organisation to gain optimistic information and knowledge which reduces
complexities in their work. This way, management of Next corporation can easily design and
develop training and learning programmes for the new and old staff members.
TASK 2
2.1 Comparing and discussing the training needs of staff at different levels of an organisation.
Training requirements of employees are necessary for different level of Next corporation.
Some of them are described below in the paragraph.
Operational level: Operational level employees need many type of training such as technical
knowledge, skills and competences which contribute help to manage their work in the organization.
For example, lower level staff members of Next feel less issues as comparison of before which give
appropriate reliability to manage sales and store operations in a better way (Knowles, Holton and
Swanson, 2014). This training also helps in increasing sales of retail products of organization in the
market of United Kingdom.
Middle level: Middle management level employee's require various types of training like planning,
organizing, controlling and budgeting of task in the organisation (Armstrong and Taylor, 2014). For
example, this training also helps the middle level managers to implement proper retail strategies
which help the Next firm to get effective competitive advantages in the retail market.

Senior level: High level directors and managers needs training of skills, knowledge and
competencies to manage strategic issues in the organisation. For example, training of top managers
contribute effectively in designing appropriate strategies of Next firm as per market situation. It
helps the firm to achieve effective profit and revenues from consumers in the retail industry (Guest,
2011).
2.2 Explaining the advantages and disadvantages of training methods used in an corporation
There are many type of training methods which helps the organisation to manage its retail
operations.
Advantages of training methods
 Training methods contribute effective role for employees of Next to reduce their mistakes
and issues in the work.
 They help in enhancing effectively and productivity which contribute effectively to achieve
effective brand value of organisation in the retail market (Crook and et.al., 2011).
 Training methods aid in gaining effective knowledge to the staff members from trainers and
managers in the Next. Further, thy also help in increasing core competency of employees in
their respective area.
 They motivates the employees to do optimistic work which aid the organisation to increase
its profit and market share in the retail market of United Kingdom (Scullion and Collings,
2010).
Disadvantage of training methods
 Management of Next has to bear unnecessary expenses of training which increases the
complexities to manage other operations.
 Employees of organisation feel disappointed who do not able to increase their efficiency
after training.
 Sometimes, training methods do not provide effective knowledge to staff members of Next
due to lack of communication and other skills of trainer and managers at work place
(Knowles and et.al., 2014).
2.3 Developing systematic approach to plan training and development for a training event for new
staff
This training programme is designed for the sales assistant, store and sales managers and
regional managers to complete requirement of them in the Next.

Type of
employees
Training Time scale
(Days)
Sales executives Management of Next will give various type of training
like interaction, collaboration as well as listening skills to
their staff members in a appropriate manner (Werner and
DeSimone, 2011). In addition to this, Next retail firm will
reveal working style and management of other companies
like ASDA and TESC to improve their working style and
maintain day to day work at store.
7 days
Store and sales
managers.
Next organization will give different kinds of training like
sales, purchase as well as analyse the quality retail
products to handle its internal operations with help
mentors and trainers. Further, management of corporation
will provide effective learning to the store and sales
managers to manage lower level staff members by
utilizing appropriate communication, time management
strategies as well as coordination skills at the work place
(Popescu, E., 2010)
4 days
Regional managers Next retail organization will give latest case studies to
regional managers regarding retail market to identify
current issues and opportunities in retail industry which
will help them to develop new strategies in the same
sector (Luthans and et.al., 2010). In addition to this,
management of Next will give knowledge to the regional
manager regarding the current competitive environment
of retail industry of UK.
3 days
TASK 3
3.1 Preparing an evaluation plan using suitable techniques
Evaluation plan plays important role for organisation to judge effectiveness of training
program. Generally it will take place after completion of training of employees in the Next
organisation. Management of corporation will make of committee of staff members, general and
lower level managers who will be responsible to judge effectiveness of training program. In

addition to this, there are many evaluation methods to evaluate training event in the Next firm.
 Organizing exam of new employees: It is best process to identify the knowledge level of
new staff members in the enterprise (Mertens, 2014). For example, organized team can
conduct exam for new employees after completion of training. This method can contribute
effective role for organisation to judge the success of training event. In addition to this, it
can also help the corporation to analyse the performance of each candidates.
 Considering feedback from customers: It can be one of the good approach to analyse the
success of program in the corporation. For example, organized team can take feedback
regarding quality and satisfaction level of consumers with help of CRM (Consumer
relationship management) software in the firm. This method can help the management of
Next to know success level of training program at work place (Newcomer and et.al., 2015).
3.2 How to carry out an evaluation of the training event
Management of next can develop team of HR and other managers, executives and trainers to
carry out training event which can help to implement its activities. In addition to this, this team will
make perfect schedule to execute their actions in the Next. Further, Role and responsibility of
employees will be divided in advance to reduce complexities for evaluating execution of training
programme in the firm (Ho and et.al., 2010). As per time frame, they will analyse the various
factors of training event of employees in the corporation. Further, they will organize exam and take
feedback from consumers as per decided time schedule in the Next enterprise. For example, To
implement the evaluation plan, organized team will take opinions of lower level employees and
high level managers. This process will give effective reliability to judge the performance of general
managers in the organisation. To execute the evaluation plan, organized team will make proper
report of training event on the basis of its fact and figure in the Next retail organisation. In addition
to this, they will handover these results to top level management for further actions in the firm
(Eysenbach, 2011). This way, management of firm can evaluate training event of staff members.
3.3 Reviewing the success of the evaluation methods used in training methods
Evaluation methods have many weakness and strengths which help the Next organisation to
select future evaluation strategies to analyse outcomes of the training events. In addition to this,
current evaluation methods help the company to achieve proper results of programme. It is
represented below in the table.
Evaluation
methods
Strengths Weakness
Organizing exam Organizing exam contribute effective On the other side, it is so time

of new employees role for management of Next to
monitor knowledge and information
level each employee (Polte and et.al.,
2010). In addition to this, it provides
effective help to give role and
responsibility to each employee in
retail stores of Next.
consuming and costly process for
management of Next. In addition to this,
it requires many efforts of staff
members to implement this activities in
the organisation.
Considering
feedback from
customers:
Consideration of feedback of
consumers reveals better
performance level of Next
organisation in the retail industry of
United Kingdom. Further, it also
helps the firm to develop effective
strategies which contribute
effectively in earning more profit and
revenues from consumers in the retail
market.
However, sometimes, consumers can
not give effective feedback regarding
service due to lack understandability
which create issues for management of
Next organisation to achieve perfect
outcome in the retail market of United
Kingdom (Crook and et.al., 2011).
TASK 4
4.1Explain the role of government in training and development and the growing emphasis on
lifelong learning
Government of United Kingdom play important role for students and employees to increase
opportunities of training and development which helps them to get better employment in the public
and private organizations. In addition to this, Government of Britain implement several training and
development programmes for labour forces (Furlong and Smith, 2013). For example, They design
many events such as Industry Training organisations (ITOs), Business Links (Bls), National
Vocational Qualifications (NVQs), Investors in People (IiP), Training and Local Enterprise
Councils (TECs/LECS), as well as Modern Apprenticeships (Mas) in the United Kingdom. These
things provide effective reliability to labour forces for achieving professional knowledge and
information through these programmes in the nation. In addition to this, they help the candidates
and students to improve lifelong learning with help of training and development events in the
country (Tanzi, 2011).
Further, government of UK contribute effective role for the labour forces to promote these

activities. They also use social media, new papers as well as magazines to promote the training and
development activities in the country. Further, these promotional actions help the authorities of
nation to create appropriate awareness in labour forces (Cook, 2014). They are very helpful for
government of United Kingdom to reduce unemployment of students and other people.
4.2 Explaining how the development of the competency movement has impacted on the public and
private sectors
Development of competency movement helps to improve performance of private and public
sector in the United Kingdom. It contribute effective role for government United Kingdom to
increase growth of both sectors in the nation. It helps the all firms to increase the competition by
sharing competitive information and increasing core competency which aid to enhance their sales in
the market. Further, It creates positive impact on the public and private sectors by increasing their
income and revenues in the United Kingdom (Snell, Morris and Bohlander, 2015). For example,
Competency movement has positively impact Next retail organisation by increasing its core
competency in the market. It also helps to manage various types of training programme which
helps the staff members to increase its lifelong development and efficiency. In addition to this, it
aids in designing appropriate strategies for Next organization which helps to take better competitive
advantages in the retail market of United Kingdom. This way, it contribute effective role for
organisation to improve its performance by increasing core competency of organisations in the
market. Further, competency movement helps to create effective impact on the public sectors by
increasing productivity and performance in the United Kingdom (Meredith Belbin, 2011). It helps
in increasing competency of public corporations in the market.
4.3 Assessing how contemporary training initiatives introduced by the British government
contribute to human resources development of corporation
Government of Britain has started many training initiatives over years which help to handle
its economic condition in the market. Further, they organize wide number of training as well as
learning events which contribute effectively for candidates and employees to take better job from
public and private organizations in the country. They arranges conferences, seminar as well as
training camps to develop appropriate skills in candidates and staff members in United Kingdom
(Perkins and et.al., 2012). In addition to this, these government initiatives help in increasing
confidence in candidates to get appropriate job in the country. Further, Legal authorities of UK also
provide financial resources on educational loans which aid in developing human resource
development in a better way.
These initiatives of government provides many benefits to management of Next organisation
to recruit and select candidates to manage their retail operations in the market of United Kingdom.

Further, they help to reduce of training cost of organization in the nation. Due to these reasons, Next
corporation gets effective human resources as comparison of before which help to manage its retail
activities in appropriate manner. In addition to this, these training initiatives of government also aid
in increasing core competency of employees and all type of organizations. Company gets optimistic
help to accomplish requirements and needs of consumers in the retail market (Hendry, 2012).
Further, Next organisation also achieves effective productivity as comparison of previous years due
to these training initiatives of government in the market of UK.
CONCLUSION
From the report, it is found that different learning styles like Fleming and Honey and
Mumford model help the management of Next organisation to develop effective training
programmes. Learning curve aids in transfer of learning which contribute effectively for optimistic
development of staff members in the corporation. Further, training of employees contribute
effective role for Next firm to manage their work in a appropriate manner. In addition to this,
organizing exam of employees and taking feedbacks from consumers help the enterprise to evaluate
the training programmes in a better way. It can be concluded that Government of United Kingdom
provide effective efforts to improve knowledge and information level of students as well as
employees in appropriate manner.