Human Resource Development Report: ABX Retailer Case Study Analysis

This report provides a detailed analysis of Human Resource Development (HRD) strategies for ABX retailer, focusing on their entry into the UK market. It begins with an introduction to HRD and the specific context of ABX, aiming to open 250 stores. The report delves into learning styles, comparing Kolb and VARK models, and emphasizes the importance of the learning curve and knowledge transfer. Task 2 compares training needs at different organizational levels (management, customer service, operational) and assesses the advantages and disadvantages of various training methods, including induction, workshops, and performance coaching. A systematic approach to planning a problem-solving training event is outlined. Task 3 discusses training evaluation techniques, proposing a 'Five tiered approach' to measure program effectiveness. The report concludes with an examination of the role of government in training, development, and lifelong learning, along with the impact of competency movements in both private and public sectors, and an assessment of contemporary training initiatives introduced by the UK government.

HUMAN RESOURCE DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................................3
1.1: Comparing different learning styles..................................................................................................3
1.2: Role of learning curve and importance of transferring learning to the workplace...........................4
1.3: Contribution of learning styles and theories.....................................................................................5
TASK 2......................................................................................................................................................5
2.1: Comparing training needs at different levels....................................................................................5
2.2: Assessing the advantages and disadvantages of training methods..................................................6
2.3: Systematic approach to plan training and development for an event..............................................6
TASK 3..........................................................................................................................................................7
3.1: Preparing training evaluation using suitable techniques..................................................................7
3.2: Carry out evaluation of a training event...........................................................................................8
3.3: Reviewing the success of evaluation methods used........................................................................9
TASK 4 .........................................................................................................................................................9
4.1: Role of government in training, development and lifelong learning................................................9
4.2: Impact of development of competency movement on private and public sectors.....................10
4.3: Assessing contemporary training initiatives introduced by UK government...............................10
CONCLUSION.............................................................................................................................................11
REFERENCES..............................................................................................................................................12

INTRODUCTION
Human Resource is the biggest requirement of every organization. No business is
impossible without the effective utilization of manpower in terms of recruitment, training and
development. Therefore, Human Resource Development (HRD) framework is developed which
support personnel to develop the organizational skills, knowledge and abilities. HRD is a
dimension which is inclusive of personnel training, career development, mentoring, succession
planning, identification of key employees etc (Jeffs, 2008). For every business meant for new
start up, ongoing, flourished or established, processes are required to be made, in which
furnishing of employee should be there. To get the deep insight into HRD, a case study based on
ABX retailer who is entering the UK market has been analyzed. As a part of the strategic
objective of this organization, the aim is to open 250 stores across the UK and Northern Ireland.
For the same, the enterprise is encouraging young adults of the UK to choose retail sector as a
career direction. Therefore, with the help of HRD, the aim of this report is to present different
ways to support ABX organization. This report will covers the aspects such as learning styles
and theories, training and development and government led initiatives.
TASK 1
1.1: Comparing different learning styles
Comparison of learning styles
Comparing different learning styles
in context to ABX Retailers
Kolb learning style VARK learning style
It is a learning style where employees
of the organization are made to learn
about things. It focuses mainly on
Converger (Active experimentation-
Abstract Conceptualization),
accommodator (active
experimentation –concrete
experience), assimilator (Reflective
observation-abstract
conceptualization) and diverge. It is
applied to determine learning
preference of the staff.
As per this model, learning is imparted
to an individual through the four ways
namely video, audio, reading and
kinesics styles. The employees are
made to develop individually in various
ways (Author Index, 2009).
Significance of learning styles in training and development

According to the given case study, ABX retailers give priority to employee development.
This organization has dedicated Stores of Learning (SOL) across UK and Ireland. These are
centers of learning meant for developing technical and behavioral learning of the employee. It
shows the significance of imparting learning as a part of Human Resource Department of the
ABX. Following points will highlight the significance of above mentioned learning styles for its
Training and development:
 It enables staff to develop in various ways thereby leads to growth of individual and
organization (Graubner, 2006).
 SOL developed by ABX is to develop technical and behavioral skills in its employees so
that they contribute these learning at their work.
1.2: Role of learning curve and importance of transferring learning to the workplace
Learning curve and its role
Learning curve is defined as a process where gradual working is based on bringing
improvement in the organization through experience. A learning environment is created where
new job is imparted to perform a task. As per the given case study, ABX offers long term career
plan for its employees (Baye, 2000). From shop floor to lawyer services, the employees have
various opportunities to work in this retail organization and its stores. It is a way to build new
skills, values and career paths. As ABX is entering into new market of UK, changing business
environment is a challenge for them. Therefore, they have to adapt new learning curve for
developing technical and competencies of the business. With the help of these, employees will be
practically experienced and coached to ascertain the expertise area and build realistic path.
Importance of transferring learning
As per the case study, ABX is facing challenges in its organization. Therefore,
knowledge transfer plays very vital role in its working (Maguire, 2003). Therefore, family head
of the ABX have been involved in implementing the share and transfer of knowledge to bring
improvement in the organization. Transfer of knowledge is made at ABX through SOL whose
centers are there at number of cities. This is a kind of better knowledge and skills giving to

employees through the methods of training. Therefore, the company has appointed a daughter as
a managing director which is a good option for the organization.
1.3: Contribution of learning styles and theories
Learning theories and styles are considered as significant part of meeting the
organization’s requirement and objectives (Peters, 2014). Training is imparted to the employees
who are primarily done by analyzing the learning need and requirement of individual employee.
It is done successfully, then it a part of effective HR event in an organization. There are ample of
learning styles, but choosing a single style will be difficult for ABX, who is entering in new
market. Therefore, this retailer organization is required to improve the capabilities and abilities
so that most effective learning can be planned and execute for its new and existing employees of
the organization.
Learning styles and theories which are used by ABX possess a motive to focus on
obtaining effective results by learning events. Therefore, an event which is planned for the
employee should be attractive and influencing so that employees may feel to participate. Since,
every individual is customized to develop through different learning style. Therefore, theorists
have provided styles and theories which accommodate as per need and preference of an
individual. Therefore, ABX has personalized approach to develop all its employees.
TASK 2
2.1: Comparing training needs at different levels
According to the given case study, ABX has training and development plan which is to
meet the ‘fit for purpose’ plan. Therefore, this retailer organization has different training styles
for its different level of the operations. Given below are three different levels of the organization
on the basis of which training needs are imparted:
Management level Customer service level Operational level
Learning based on making
strategic decisions, team
handling and imparting skills
to employees.
Provide training to employees
and manage work effectively
and efficiently.
Reviewing the performance of
the work done. Motivation is
made so that more better
outcome can be made out.
It is made through conducting
workshops, training programs
and developments (Muller,
Expert solutions are provided
work efficiently and help
customers with their need and

Herbig and Petrovic, 2008). demand in the organization.
According to the given case study, there is need for wide range of technical and
competencies skills to be developed in employees. ABX uses both ‘on the job’ and ‘off the job’
training methods to train its employees. It helps them to understand their roles and
responsibilities.
2.2: Assessing the advantages and disadvantages of training methods
The table given below show various training methods which has been assessed on the
basis of their advantages and disadvantages:
Training methods Advantages Disadvantages
Induction It is to make new employees
aware about the organization.
It is inclusive of its culture,
corporate pattern etc. Along
with this, role and job
responsibilities are also state
them clearly.
However, there is impression
which is actually differ from
the actual working. This may
create a negative impression
of employee with the
organization.
Workshops This is a type of training
where employees are provided
learning resources (Haynie,
2011). They learn and work
accordingly to show their
skills and competencies.
It is a time consuming
procedure whose resultant
outcome may or may not lead
to achievement of
organizational outcome.
Performance
coaching
It is a type of training method
where individual employee is
assessed depending upon their
needs and wants. Accordingly,
the area is diagnosed to bring
improvement. It is made
through the coaching and
mentoring provided in the
organization by training and
development department.
However, the difference may
arise when the biasness occurs
while imparting training. It
may thereby affect the results
and may develop negativity in
the organization.
2.3: Systematic approach to plan training and development for an event
According to the given case study, there is need to plan a training and development for an
event in the ABX organization. Therefore, there has been planned a problem solving training
program. This is planned and will be executed with an intention to enable the effective decision
making at ABX. The planning has been made by delivering a realistic problem to the employees
of the organization. They will be asked to make appropriate analysis of that issue and apply the

best possible solution for the same (Kortmann, 2012). Whole team of the organization which is
composed of senior members will evaluate and check the assessment with the solution. This will
help to get the new and improved ideas regarding the customer service improvement, motivation,
employee relation, and management practices that can be applied at ABX in its new venture at
UK. The main motive behind this event is to emphasis the employees to take part in the
developmental and decision making process. It is to increase the ability to get the more effective
solution.
Training process for the event at ABX
The training program planned will be conducted with the group of number of staff members. It
will commence with the introduction of each and every member with the management team. The
actual problem with the scenario will be made and launched in front of everyone present there.
This will carry on with the Q&A session. This will be to ensure the proper understanding of the
problem among the staff members (Skinkle and Embleton, 2014). A group discussion will be
planned. The motive behind the same is to let every staff member come up with his/her own
ideas, knowledge, findings and related factors to the work based issue. The manager will identify
the current issue and they will put the efforts to work out that problem by their experience and
solution. A final round will be conducted. This will be examined by the whole team. The
discussion and Q&A round will serve as two best medium which will provide the managers to
take and plan the most appropriate and effective method possible.
TASK 3
3.1: Preparing training evaluation using suitable techniques
There is need to measure every part and parcel of ABX organization’s operation for
getting effective outcome. Similar is the case with the training program which has been planned
by ABX and its employees. Therefore, different methodologies for evaluation have been used for
judging the outcome and effectiveness of management of the organization (Human Resource
Development, 2011). Therefore, ‘Five tiered approach’ will be used by the Board of Directors of
the organization. It is five levels programs which evaluate the resultant of the program. The main
objective of using this program is to meet the need of approach implemented for evaluation. It is
to meet the need of all the three locations as specified in the case study namely; super centre;

distribution centre and head office of ABX can be met. Given below are five steps of assessment
of five tiered approach:
 Need assessment: The answer to the problem is discussed. It defined whether there is
need for conducting the training program or not.
 Accountability and monitoring: In this step, the answering of the defined questions will
be assessed. This is made by defining the event and its effectiveness (Phillips and
Phillips, 2010).
 Clarification of the training program: In this step, overall planning will help to identify
whether the planning could be improved with more better ways or not.
 Progress: It is a step where progresses of all the participants who are involved in the
program are evaluated on the basis of their skills and abilities.
 Impact of program: In this experimental approach, evaluation of long term impact of the
training program has been discussed.
3.2: Carry out evaluation of a training event
The evaluation of the training program will be evaluated. However, as per case study,
there has been planned a progression which is structured yet flexible approach for the employees
of the ABX organization. Training program planned for this retailer organization is based on
following factors:
 Change in sales: Any modification in sales aspect brought about by the training program
can have both positive and negative impact on the organization.
 Production efficiency: The main motive of training program is to bring efficiency and
motivation at the workplace (Rousseau and Aube, 2010).
 Providing customer service: This will be evaluated by the customers need and fulfillment
of demand.
 Improvement in quality: This is a factor which is assessed to measure the outcome of the
training program.

3.3: Reviewing the success of evaluation methods used
The training program has been successfully implemented at ABX by following the five
tiered approach. The core of applying this approach lies in meeting with the real life and
environment of the business. Both the expected and defined benefits of the working have been
measured before the training is planned and evaluated. The assessment procedure has been
carried out by the top level managers of ABX where critical examination of work processes and
activities have been made. These are vital to be made so that training event may not have
negative or adverse impact on the working and development of the organization (Shin, 2014). All
the employees and their benefits are highly taken care to initiate the action plan of this training
event. All the policies are revised which are given by HR of the organization. HR managers and
head of this retail organization have made more logical improvements in getting the more better
and effective resultant. It is accomplished on the basis of measurement of skills, abilities and
performance of the employees of ABX retailer organization.
TASK 4
4.1: Role of government in training, development and lifelong learning
The UK government plays very significant role in training, development and lifelong
learning of the employees who work in a private organization. The initiative is taken by
government if the UK. They arrange and schedule the training program where all the employees
who are working in private sectors are developed through it. As per the given case study, ABX
which is a retailer organization and entering with 250 stores in UK will surely benefit the
economy of UK as well. Therefore, UK government is equally concerned in participating in its
internal working as well. They are, therefore, participating in paying full responsibility for
catering the performance standard at the effective level. A working environment and resources
are provided by them to make employees train and work. As a start up, ABX will have to make a
huge investment in carrying out other operations as well. In that case, UK government will help
them with the initiative of Training and development. In this way, UK government supports in
human resource development of the nation (Kostopoulos and Bozionelos, 2011). It is beneficial
in developing a high competitive market and environment. UK government is involved in such
plans. These are inclusive of QCDA and Ofqual, Learning and skill Council (LSC), Sectors

Skills Councils (SSC), Learn Direct, Investor in People (IiP), National Skills Academics,
apprenticeships schemes, New Deal, Train to Gain, NVQs etc (Kostopoulos and Bozionelos,
2011).
4.2: Impact of development of competency movement on private and public sectors
With the excellent performance of retail sector in UK, there has been a gap among
various firms. In an order to gain the competitive advantage, private firms in the UK are infusing
more and more investment. However, in that long run, they are badly avoiding the development
of their employees. This in turn leads to various disadvantages such as poor quality performance,
inefficient production, lack of motivation etc. let us take an example of Deloitte which is a
private consulting organization. They offer learning curve to their employees. For them, it is a
never ending process and they always work to lift them up in every course of their work and
performance (Kortmann, 2012). It is very true that of there is growth in the private organization,
and then it has impact on the economy of the whole nation. There are various organization in UK
such as East Coast Train who are putting regular efforts in improving the performance in
providing a standard services to the customers. This is the biggest advantage and reason why
ABX is indented to enter into UK market. Therefore, it can be said competency movement are
significant part of every organization. It contributes in greater amount of motivation and
development of the organization.
4.3: Assessing contemporary training initiatives introduced by UK government
Contemporary training initiatives are taken by the government of UK as a part of the
development programs. The main purpose of the same is the development and growth of the
whole economy (Skinkle and Embleton, 2014). Participating and engaging its employees are
very vital for the future growth of the ABX retailer company. Training and development needs
are very essential to be identified by the retailer organization. In an order to grow, ABX has
followed progression planning, long term career planning, SOL’s etc. These plans, will work in
more effective ways if the changing environment learning is taught to them. Adability is the most
vital aspect in similar situation. Here, contemporary learning plays very efficient and effective
role. ABX retailers are a new opening in the UK market. It will have great impact on the
economy of the UK. The management of this organization will bring ample of new ways and
methods of doing business. Workers and employees of the nation, thus have to develop their

skills and abilities to excel at the best level. There is need to attain the ultimate aim of satisfying
customers. It feel be made by the friendly environment which is updated with the organizational
laws. In short, support of organization is considered as very crucial in adjusting as per
organization’s need and work environment. The impact of contemporary initiatives taken by UK
government has supported the ABX retailers. The sales have been increased and it leads to
growth of the company. Along with this, the impact of training initiatives has helped in
development of staff. Employees in vivid fields have been effectively able to equip themselves.
This tends to brought promotion, incentives and other benefits for them by being employee at
ABX retailers. These are the contemporary issues which has lead to public sectors and private
sectors.
CONCLUSION
With the help of this report, various facets of Human Resources Development has been
underpinned. A thorough study and analysis of provided case study helped in gaining a deep
insight into practical learning and application of various learning styles and methods, Training
and development plays dominant role in growth of the organization and employees. The benefits
and resultant outcome of assessing training needs, an initiate of plan and evaluation has been
effectively discussed to get an effective learning about HRD.

REFERENCES
Journals and Books
Author Index. 2009. Learning and Motivation. 30(4). pp.318-319.
Baye, M., 2000. Managerial economics & business strategy. Boston: Irwin/McGraw-Hill.
Graubner, M., 2006. Task, firm size, and organizational structure in management consulting.
Wiesbaden: Deutscher UniversitSts-Verlag.
Haynie, J., 2011. Core-Self Evaluations and Team Performance: The Role of Team-Member
Exchange. Small Group Research. 43(3). pp.315-329.
Jeffs, C., 2008. Strategic management. Los Angeles: SAGE.
Kortmann, S., 2012. The relationship between organizational structure and organizational
ambidexterity. Wiesbaden: Springer Gabler.
Kostopoulos, K. and Bozionelos, N., 2011. Team Exploratory and Exploitative Learning:
Psychological Safety, Task Conflict, and Team Performance. Group & Organization
Management. 36(3). pp.385-415.
Maguire, E., 2003. Organizational structure in American police agencies. Albany: State
University of New York Press.
Muller, A., Herbig, B. and Petrovic, K., 2008. The Explication of Implicit Team Knowledge and
Its Supporting Effect on Team Processes and Technical Innovations: An Action Regulation
Perspective on Team Reflexivity. Small Group Research. 40(1). pp.28-51.
Peters, G., 2014. WOMEN IN BUSINESS. Business Strategy Review. 25(3). pp.43-43.
Phillips, J. and Phillips, P., 2010. The power of objectives: Moving beyond learning
objectives. Perf. Improv. 49(6). pp.17-24.
Rousseau, V. and Aube, C., 2010. Team Self-Managing Behaviors and Team Effectiveness: The
Moderating Effect of Task Routineness. Group & Organization Management. 35(6). pp.751-
781.
Shin, Y., 2014. Positive Group Affect and Team Creativity: Mediation of Team Reflexivity and
Promotion Focus. Small Group Research. 45(3). pp.337-364.
Skinkle, R. and Embleton, S., 2014. Comparing international student and institutional objectives
and institutional objectives. Higher Education Management and Policy. 24(3). pp.37-55.
Online
Human Resource Development. 2011. [Online]. Available
through :<http:humandevelopmentandgrowth/42.mck>. [Accessed on 22nd November 2015].