Human Resource Development Report: Mark & Spencer Case Study

This report analyzes human resource development (HRD) within the context of Mark & Spencer (M&S). It begins by exploring different learning styles, including activists, theorists, pragmatists, and reflectors, and explains the function of learning curves and the importance of transferring learning. The report then examines various training needs for staff members, including management, customer service, and operational levels, along with the advantages and disadvantages of different training methods like performance appraisals, role-playing, discussions, and workshops. A systematic approach to planning training and development events is outlined. The report further evaluates training events using suitable techniques and discusses the success of evaluation methods. Finally, it addresses the role of government in worker training and development, the impact of competency development, and contemporary training initiatives in the UK. The report emphasizes the importance of HRD in enhancing employee skills, motivating workers, and achieving business goals, particularly within a competitive market.

HUAMN
RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different type of learning styles.......................................................................................3
1.2 Function of learning curve and value of transferring learnings.......................................4
1.3 Effort of learning styles and theories in planning and design..........................................4
M1 Strategies to apply appropriate solutions.........................................................................5
TASK 2............................................................................................................................................5
2.1 Different types of training needs for staff members of M & S.......................................5
2.2 Different advantages and disadvantages of training methods..........................................6
2.3 Systematic approach to plan training and development event.........................................8
M2 Selection of Design.........................................................................................................8
D1 Critical Reflection of own working..................................................................................8
TASK 3............................................................................................................................................9
3.1 Evaluating using suitable techniques................................................................................9
3.2 Evaluation of training events............................................................................................9
3.3 Success of evaluation methods.......................................................................................10
M3 Communication of appropriate findings........................................................................10
TASK 4..........................................................................................................................................11
4.1 Role of government in training and development of Workers.......................................11
D2 Managing and organisation of activities.........................................................................11
4.2 Impact of competency development upon public and private sectors...........................11
4.3 Contemporary training initiatives introduced by UK Government................................12
D3 Evaluating Convergent thinking.....................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource development are essential functions for every business organisation.
They are helpful in caring out different business which helps in increasing efficiency of firms.
These are tools used by managers at the work place because it helps in motivating employees to
achieve business goals and objectives. This is helpful in retaining employees for long run by
providing them training and development process to make them familiar with work environment.
Learning styles are helpful in providing training to employees so as to achieve business
objectives (Beck, 2011). Mark and Spencer is a retail organisation and it has expanded its
operations all around the globe. This report contains study about different learning styles and
theories, planning of training and development plan for employees, Evaluation of training events
and understanding role of government in learning and training programmes.
TASK 1
1.1 Different type of learning styles
As the economy is growing there is extreme competition at market places thus there is
need to plan different policies to face these competitive challenges. There are four different types
of learning styles that are followed by Mark and Spencer are discussed below:
Comparison between different learning style are described in the table below as:
Activists:
These employees are
very punctual towards
business activities.
They involve
themselves in new
changes towards
business. They are
able to analyse high
roles and
responsibilities within
shorter durations. In
this rapidly changing
Theorists:
These are individuals
in cited firm who
always apply logics
before reaching at a
specific decisions for
the problems. They are
rational about specific
objectives which are to
be achieved by
employees. They do
not take any decisions
from their past
Pragmatist:
These employees
posses particle nature
about their life. They
love to face challenges
and they take
decisions through
learning experiences.
They are eager to build
their skills by taking
responsibilities. Thus
cited firms had
developed situations in
Reflector:
They do not show any
interest in finding out
new opportunities at
business place. They
are relaxed they
conclude decisions by
analysing previous
data . They are not
taking part in any
business activities and
listen to view point of
others. They are slow

business situations
they are able to do
more task of various
department rather
than limit themselves
to a specific area.
experience rather they
analyse the current
situation than reaches
at a conclusion
( DENG and ZHANG,
2013).
which individuals fit
themselves according
to situations so that
they can grow
effectively.
decision makers as
they sit back and take
long time in analysing
particular situations.
These employees are
helpful in making
effective decisions
about the situations as
all the factors are
analysed.
1.2 Function of learning curve and value of transferring learnings
Learning curves are defined as process in which employees can achieve improvement
through various experiences. It is effective in those situations where new task had to be achieved
with perfections and efficiency. The role of learning cure is that it helps employees how will be
completed in desired time frames by which goals can be achieved. This curve is also helpful for
employees to build their skills and add values to their career. As the environment is changing M
& S had planned various strategies and policies which are helpful for employees to face new
challenges. New learning curves had to be developed to apply technical skills and competencies
required to complete the task. The employees are given particle experience about their work,
identify their strengths in that areas and build successful career path. This curve is also helpful
for growth and development of employees at work places.
1.3 Effort of learning styles and theories in planning and design
The major objectives of learning styles are related with enhancing skills and knowledge
of employees so as to perform their best at work place. These theories are helpful in designing
proper frameworks in which all activities will be cared out effectively. These styles are helpful in
making employees achieve the tasks in planned way. Motivation of employees is an important
task which is related with learning styles. Training and development activities are helpful in
motivating workers so that they can achieve their best and sustain growth and development for
firms. These are important theories which are to be followed by firms are described as:

Contribution of learning theories are
Behaviourism learning: In this situation learners are reacting on external factors which
are operating in environment. Behaviour of employees are related with the situations they are
facing at work places. Internal and external factors operating at business are also responsible in
determining behaviour of employees. It requires long time frame to judge attitude of employees
in internal and external business operations. Thus it can said that behaviour is vital aspect of
learning theories.
Cognitive Learning: This factor is helpful in identifying thinking level of employees,
information development process and skills and abilities of workers which help them in solving
problems. This theory is used differently by different firms and managers. But if they adopt this
theory than learning process will not change. Thus cited firms will adopt learning styles
according to their employees at work place (Fuhua, 2011).
M1 Strategies to apply appropriate solutions
The strategies which can be used in order to apply solutions for problems
Effectively use of funds: In learning process lot of expenses had to be incurred by firms
for effective performance by employees. If the learning is not transferred at work place than the
money which is invested is wasted thus faces inefficiency at work places.
Faces Challenges: This is an important aspect of learning curves. Employees had to face
various challenges when they are doing operational or technical work. Thus transferring of
knowledge is important so that employees can share their experiences which helped them to
grow effectively and achieve success for firms (Feng and et. al., 2014).
Adds values: The main objectives of M & S is to add values to business activities. If the
values are transferred effectively than it will help in creating values for firms which are helpful
in achieving designed business aims and objectives.
TASK 2
2.1 Different types of training needs for staff members of M & S
There are various types of training needs which are adopted by Mark and Spencer at
various operational level. This has helped in adopting a friendly environment at work place for

staff members. Different types of training are designed for employees according to their skills
and abilities which are described below:
Management level Customer Service Level Operational Level
Practical knowing is given to
employees with the help of
training and development
programmes. It is thus helpful
in building skills, team
management and abilities to
take fast decisions (Zhong,
2011).
There are various types of
workshops and off the job
activities are organised for
employees in order to enhance
knowledge level and develop
skills of employees.
It is also helpful in evaluating
performances of employees
according to their work and
reward them as token of
appreciation.
In this level Queue
management is involved which
helps in providing training to
their staff members in order to
manage their queue
effectively.
It will help in effectively
reducing the time span
required for that activity.
It is helpful in providing
experts solution for the
problem so that task can be
achieved effectively. Assisting
clients in finding out what they
actually wants.
This level is linked with
analysing performances of
employees. Appraisals of line
managers is done so that they
can work effectively to achieve
business goals.
This will help in adding values
for products and services of
cited firm.
2.2 Different advantages and disadvantages of training methods
There are various types of training programmes adopted for employees by M & S. The
advantages and disadvantage of these training methods are described below:
Training Programmes Advantages Disadvantages
Performance Appraisal This is helpful for employees
to know about their skills and
This may demotivate the
employees as their

competencies level in doing
desired work. This is helpful in
identifying proper skills
required by employees to
complete the task effectively.
performances are not meeting
standard levels of cited firms.
Role Playing It is helpful in determining
which task are successful
implemented in playing
different roles (Beck, 2011).
Results in disagreements as
employees feel reluctant about
different roles performed by
them.
Discussion The decisions process adopted
by managers are helpful in
building skill of employees
and achieving career
development plans.
Managers need to support their
employees with positive
feedback in order to develop
successful plans.
Induction These programmes are helpful
in making employees familiar
with work environment and
roles which are to be
performed by him at M & S. It
is also helpful in giving an
overall ideas to workers about
their roles and responsibilities.
Negative impacts are created if
work environment and roles
assigned to employees are not
similar to that which was
promised at induction time.
Work Shops These activities are held to
give employees working
materials so that they can
practise them and get
knowledge about their
performances.
It requires most cost and
success of these activities
depends upon how well
employees receive the
messages to work effectively.
Performance Coaching It is helpful in accessing
performances of employees
The performance evaluation
should be free from errors and

and specify those areas where
changes are needed. It is
helpful for employees to make
modifications and gain
assurance for decision making
processes (Jian-hua and Ruo-
gang, 2012).
unbiased. It should be accurate
if not it can create negative
impacts on development of
employees.
2.3 Systematic approach to plan training and development event
The systematic approaches implies that plans and procedures should be followed in
effectively developing training approaches. It is the process which starts with determining aims
and objectives and ends with implementations of plans as a token of success.
Aims: The main aim of M & S is linked with development of employees who are
engaged in production process. Proper training should be provided to them so that they can carry
out assigned tasks in an effective way. It is helpful to focus on providing different types of
services to customers who will be buying the products. Thus cost can be minimised and profits
can be maximised which increases growth and efficiency.
Accessing training needs: Cite organisation should understand the problems of their
employees and provide training to them so that they can improve on their weaker parts. M & S
are retail organisations thus they should satisfy needs of their customers in order to increase
sales. If this is achieved effectively it will lead to attainment of defined objectives of firms. Thus
training needs are essentials for firms in order to enhance skills and capabilities of employees.
M2 Selection of Design
Designing training strategy: Various types of training are organised for employees like
workshop, coaching etc. It is helpful in determining use of resources and planning for budgets so
that activities are carried out in an effective way (Jin and Zhong, 2011).
Implementation: This is the last stage of planning. Effective training programmes are
helpful in caring out various activities which are helpful in improving performances of their
employees at work place.

D1 Critical Reflection of own working
According to view point of …...Own working is valuable in order to achieve all business
gaols and objectives in desired time frames. Learning activities are valuable in order to enhance
current knowledge level of employees in order to achieve all their targets in desired time frames
which have been allotted to them. Training activities were helpful in enhancing overall
performances of employees and operation developments at work places. Thus it can said that
training procedures were helpful for both employees and organisations in which activities are
carried out (Yu-fei, 2011).
TASK 3
3.1 Evaluating using suitable techniques
Procedure for evaluation: To evaluate results of training mangers are using different plans
and procedures to know the outcomes, efficiency and effectiveness at work place. Top
management is responsible to know success level of training programmes. This will achieved by
accessing different factors like cost and benefits to make decisions about its continuation in
future. Training is based on 5 stages which are described below:
Need assessment: It is helpful in identifying actual problems at workplaces. According
training needs will be provided to employees
Monitoring and accountability: It is helpful in knowing potential customers and services
availed by them.
Programme Clarification: It is helpful in determining evaluation of different needs and
how effectively these can be fulfilled (WANG and LI, 2012).
Progress: It is helpful in identifying and evaluating process which is helpful in
determining progressive level of employees.
Programme impact: This approach is based on experiments which is helpful in knowing
long term impact of training programmes at workplace (Yong-chang, 2012).
3.2 Evaluation of training events
Training needs can be evaluated with the help of following factors which are discussed
below:

Satisfaction and participant reaction: This method is helpful for managers to know the
effect of training programmes on employees. If the workers are satisfied it will help in knowing
effectiveness of training organised by firms for enhancing skills and knowledge of employees.
Thus their behaviour are helpful in determining training effectiveness.
Acquiring knowledge: This method is helpful for mangers to know knowledge level of
workers which they are using to complete the assigned task. This can be achieved with the help
of Question Answers round with those employees who had attended training programmes.
Behavioural Application: This process is helpful in analysing changing behaviour of
employees after training sessions are completed which were organised by mangers. Improvement
in performances of employees and increased in confidence level can be analysed as positive
factors for cited firm. It is also helpful in caring out its operations in an effective manner.
Measurable business improvements: The overall improvements can be noticed in
business operations that had taken place during training programmes that were organised by M &
S. It is also helpful in evaluating services to customers by employees
Measuring Benchmark: This policy is helpful in measuring and comparing actual
performances with desired standards. It also calculates differences between planned and actual
operations which are helpful in determining training effectiveness (WANG, 2012).
All the above discussed are the factors which are used in order to analyse training for
individuals so they can easily achieve all their goals and objectives in desired time frames.
3.3 Success of evaluation methods
The Five tiered evaluation method was helpful in determining skills and knowledge of
employees at work places in relation to current scenario. It is helpful for firms to know about the
difference between actual and expected benefits of providing training to employees of M & S.
Different activities were organised in training and development which has impacted
performances of employees. Employees had developed skills and effectiveness which are used in
performing different operational tasks.
Various factors were analysed related to improvements in context to logical aspects of
business activities. This was helpful in achieving outcomes related to inputs in an effective
manner which determines growth and development of firms for long time accessibility. Results

of training can be achieved by knowing about satisfaction level of employees with the help of
training programmes.
M3 Communication of appropriate findings
The appropriate findings are valuable in order to organise Vocational training as they
should be provided training so that employees can learn quickly about different business areas.
By analysing the present scenario and future trends company had developed various qualitative
programmes for cited firm. This type of training facility is helpful in vulnerable working
atmospheres. The economy is greatly hampered by performances of its employees. Thus efforts
are put by government in designing valuable learning strategies for firms according to their
needs.
TASK 4
4.1 Role of government in training and development of Workers
Government bodies are helping Mark and Spencer's so as to achieve effectiveness in their
work operations. They are also helpful in managing training and development activities for
employees to out successful business operations.
Evaluation of public norms: Various plans and policies can be organised by government
officials so as to invite large number of populations for attaining training sessions to enhance
their knowledge level.
Forming HR plans and policies: Government officials plans HR policies which are to be
followed by all business which are operating in different countries. Thus training and developing
activities are necessary for making business familiar with working plans by which different
activities had to be carried out.
D2 Managing and organisation of activities
The activities can be effectively managed with the help of following factors
Provides Fund: Government provide funds to business to carry out its operational
activities successfully. Subsidies are provided for conducting training sessions for employees
working in that country (ZHOU, 2011).
Promotion of HR Study: It is helpful in promoting different activities which are related
with HR. It includes activities like learning and training and development programmes.

4.2 Impact of competency development upon public and private sectors.
Competency are related with achieving desired aims and objectives of business for
assigned task. Job requirements can be fulfilled if employees have desired mind sets and skills to
do the assigned work. Competencies impact both public and private sectors. In relation to public
sector competencies plays an important role as firms effectiveness can be achieved in its
operational process. Thus this sector is focusing on training and development needs so that
works can be carried out in effective ways. Learning curves are helpful in enhancing skill and
knowledge level of employees in performing daily business operations.
In relation to public sector private sector is also spending huge amount of money in
development of competencies of employees because it is helpful in creating competitive
advantages in market places. To avoid delay in service delivery and providing quality services to
customers training and enhancement of competencies takes place. This strategy is adopted in
times of recessions by UK government (ZHOU and REN, 2011).
4.3 Contemporary training initiatives introduced by UK Government
Contemporary training initiatory were adopted by government officials to provide
training and development assistance to small and medium size industries so as to bring stability
in growth and development of economy.
Role of Contemporary Learning: For cited firms training initiatives are very essential
for growth and development and achieving competitive advantages. M & S had modified their
core values and thus they provide training facilities to their employees. Contemporary training
are helpful for employees to adapt changes in environment. Training activities are evaluated
based on expectations of customers, competitive positions at market places, factors responsible
for changes and future prospectives. (ZHANG, 2011).
D3 Evaluating Convergent thinking
Innovative thinking plans are valuable for firms in order to achieve growth and success
for firms so they can develop new and innovative ideas in order to achieve all goals and targets
of firms. Faster changes can be adopted by effective participations and implementations of
events related with contemporary learning according to structures designed by firms and
requirement of employees in cited firms.

CONCLUSION
From the above report it can be concluded that different types of learning styles are
helpful for employees to become familiar with work environment. Importance of learning curves
and transferring knowledge are helpful in sharing and enhancing knowledge of employees.
Various theories are designed which are helpful in planning of development process. Various
advantages and disadvantages of training styles are analysed which are helpful in choosing best
training techniques. Evaluation of best techniques which are required for training assistance.
Government has helped business by providing subsidies in order to attain effective training
policies which helps in growth and development of firms.

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Learning Styles. 2017. [Online]. Available through:
<https://www.skillsyouneed.com/learn/learning-styles.html>. [Accessed on 10 July 2017].