Human Resource Development Report: ALDI Training Analysis

This report provides a comprehensive overview of Human Resource Development (HRD), focusing on various learning styles (Kolb, Honey and Mumford, auditory, visual, and kinesthetic) and their implications for training programs. It explores the role of the learning curve in assessing employee performance and emphasizes the importance of transferring learning within the workplace. The report analyzes training needs at different organizational levels and evaluates the advantages and disadvantages of different training methods, including classroom lectures and practical demonstrations. A systematic approach to planning training and development is also presented, along with a discussion on evaluating the effectiveness of training initiatives. The role of government in promoting training and development is also examined, alongside contemporary training initiatives. The report uses Aldi as a case study, demonstrating how these concepts can be applied in a real-world business context.

HUMAN RESOURESE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
1.1 Compare different learning styles......................................................................................................3
1.2 Role of learning curve and importance of transferring learning at workplace...................................6
1.3 Assessing the contribution of learning styles.....................................................................................7
M1 Identify and apply strategies for finding appropriate solution..........................................................7
D1 Critical reflection to evaluate work and justify...................................................................................7
TASK 2..........................................................................................................................................................8
2.1 Training need for staff at different organization level........................................................................8
2.2 Advantages and disadvantages of training methods.........................................................................8
2.3 Systematic approach for plan training and development.................................................................9
M2 Choose design and implement appropriate method.......................................................................10
D2 Responsibility to manage and organizing activities..........................................................................10
TASK 3........................................................................................................................................................10
3.1 Evaluation of training and development .........................................................................................10
3.2 Carry out evaluation of training event.............................................................................................11
3.3 Reviewing the success of the method used in evaluation ...............................................................11
M3 Communicate appropriate findings.................................................................................................12
D3 Demonstrate convergent, lateral and creative thinking...................................................................12
TASK 4........................................................................................................................................................12
4.1 Role of government in training, development and lifelong learning ...............................................12
4.2 Explain how the development of competency movement of public and private sectors................13
4.3 Assess how contemporary training initiatives introduced by UK government................................14
CONCLUSION.............................................................................................................................................15
REFERENCES..............................................................................................................................................16

INTRODUCTION
Human resource development is that process which helps in designing and improving a
person skill and knowledge and makes him capable for contributes best work within an
organization. HRD add entire success to the firm for providing learning and training and
development programmers that will assist in increasing ability and skill of an individual. ALDI is
the multinational supermarket store which is based in United Kingdom. They provide different
types of products and services for gaining profit (Werner and DeSimone, 2011). The main
motive of this project is understand the role of learning styles and learning curve and also
identifies the importance for sharing learning within an enterprise. The training need at various
levels of organization and different kinds of training methods which help in improving skills and
knowledge of an employee so that they will easily achieve goals and objectives in effective
manner.
TASK 1
1.1 Compare different learning styles
Learning is connected with the theory of morals, facts, skills and preferences. Learning
refers to acquiring different things for gaining knowledge and information. It plays an important
role for improving employee's skills and knowledge by providing accurate learning for reaching
target goals. Here are the comparisons between two learning concepts those areas under:
Kolb's learning style- This learning is developed by David Kolb and it is totally depending on
learning cycle. There are four stages of this learning style such as:

Figure 1 Kolbs learning style, 2017
Diverging learning style- It is that learning where people are watch and observe different
learning rather than do anything. Those person who adopt this style who are good in artist work
and they are not done any physical work for gaining learning.
Assimilating learning style- It is theoretical and logical learning theory and most of the
people are adopt these learning style. They are always focusing on concepts and good in
scientific work.
Converging learning style- It is that style of learning which is totally depend on practical
work rather than theoretical one. The people who follow this concept they are good in soling
major problems and issue.
Accommodating learning style- this is one of the famous learning style and those people
who follow this style they are learn about internal emotion of an individual compare to practical
work. They are not interested in doing logical work anymore.
Honey and Mumford's Style- It has also four learning styles which are followed by
various people within an organization (Swart and et. al., 2012). These are as follows:

Figure 2, Honey and Mumford's styles, 2017
 Activist learning style- Those people who like to do experience new things in their life,
they are follow this concept. They are not thing about its result but they are learning how
to face different issues and problems in real world.
 Reflector learning style- Those people who follow this style they are carefully handle all
situation and they gather or collect secondary and primary data for analyzing correct
result.
 Theorist learning style- They are those people who are develops new concepts for
getting new observation and experience.
 Pragmatics learning style- they are those people who like to learn new ideas and
thoughts which has been applied in real life.
There are some other learning styles that are as under:
 Auditory learners- These are that learning style which provide benefit by adopting
traditional education method. The teachers adopt different lecture style for presenting
data or information for talking with their students. This style of learning is based on
verbal communication.

 Visual learning style- This is that method which are give knowledge through pictures,
diagrams, charts, written documents and films. This is also based on Kinesthetic learning.
 Kinesthetic learning style- It is that style of learning which give knowledge to a person
by touch, feeling, experiencing the material at hand. This is successful method which
assist in providing information in proper manner.
1.2 Role of learning curve and importance of transferring learning at workplace
Learning curve is directly impact on whole organizational learning and also presents the
overall record of employee's performance in the firm (Human Resource Development. 2017).
ALDI Company wills also transferring learning at their place which helps in improving their
employee's skills and knowledge for achieving target and goals. Learning has their own
objectives for sharing information and data within an organization.
Role of learning curve
Learning curve is shows a graphical representation for analysis employee performance
level. This present the boosting and diminishing the learning regards to experience (Knowles,
Holton III and Swanson, 2014). This is large tool and method which directly impact on training
and development program that are shown as under:

Figure 3. Learning curve, 2017
Importance of transferring learning at workplace:
An organization organize training and development program for their employees. This
will help in gaining abilities and capabilities which is important for sharing learning at office
place. There are some points which present the significance of transferring learning at working
location that are as follows:
 Increase value- Te main objective of every organization is to add knowledge and value
in the firm. So that if learning is not properly contributes in the firm then no value will
add in the enterprise.
 Usage of funds- Organization spend money for providing training and development
sessions to their employees for enhancing their knowledge and skills in proper manner
and if learning is not transfer well then all the invested funds are waste.
1.3 Assessing the contribution of learning styles
It is difficult for learning event for providing different types of practical knowledge
learning and theoretical learning to their employees.
Importance of learning style:

Learning styles are play significant role for proving accurate knowledge and skills in
better manner. There are different types of learning styles which help in gaining ability and
information by other person. Common styles of learning are visual, auditory and kinesthetic
which are basic learning. These are important for knowing basic information which are required
in real life.
This is a case which explained following example:
Case:
A is teacher, B is doctor, C is policemen and D is banker. After analyzing their profession then
need to evaluate what type of learning they are adopted in effective manner and also which
learning is best suitable for them. Then event manager need to know their behavior according to
this they are distribute work which they are easily handle and manage in proper manner
(Armstrong and Taylor, 2014). Then they should select learning style which are they like to
follow. On the basis of this evaluation manager will collect material and learning activities for
different individuals. In this case all people have different profession and they need to adopt
unique learning style. So that organizing learning event is very complex for a person and also
select each satiable style for different background people.
M1 Identify and apply strategies for finding appropriate solution
Problems solving strategy is best suitable for identify right and accurate solution for any
problem. This is important method for find out difficult issues which occurs within an
organization. A firm will adopt different in which all are not suitable for their structure and this
creates problems in bad manner. This strategy will help in find out major issue which creates
barriers and errors in the enterprise. So that firm can applied problem solving strategy for
identify right solution.
D1 Critical reflection to evaluate work and justify
The work which can be done by employees by using learning styles so that they will
evaluate each task in better manner. It is important for manager is to measure and evaluate
performance of an employee which can assist in achieving desired goals and objectives in better
manner. So that this is an essential task for measuring and managing all performance of worker
within an organization.

TASK 2
2.1 Training need for staff at different organization level
Training which are provided by manager is not similar for each employee within an
organization because role and responsibility of worker are not same at every level. All the
employees are playing an essential role for achieving desired goals and objectives. There are
various departments which are performing several functions and activities for reaching targets
and objectives n effective manner (Guest, 2011). So it is the duty of company manger is to
organize different training and development needs for the employees at each level. Organization
employer arranges and design need of training which are suitable for different department levels
which are as under:
 Training need at organizational level- the need of training are important for every level of
organization so that it is help in doing work or task in proper manner. Training is required
for organizational level which are conducted by manager.
 Training need for occupational level- in this stage, occupational level are push and force
the person ability which are required for the firm. For the requirement of organization
they will modify and then adopt new sources of of working which are need at
occupational level of training.
 Training for individual level- The company will give training to their employees so that
they can easily achieve all the required goals and objectives. The job holder desire to
learn more things at different level. Training for individual assist in increasing their work
effectiveness and give opportunities for doing better work by attaining training sessions
and programs within an organization. HR team will organize training and development
sessions by this employees can learn how to develop innovative and creative goods and
services and serve to the potential buyers in the market place.
2.2 Advantages and disadvantages of training methods
Every organization will select training which they give to their employees according to
their budget and need of training within an enterprise (Bratton and Gold, 2012). ALDI also
choose various training methods which are suitable for their workers in effective manner. These
are as under:

 Class room and lecture method- It is that training method in which trainee are seat in a
room and one by one instructor are come and gives lectures use black board for learning
and teaching them.
Advantages- It is that training which helps in conducting training sessions for large
number of trainees in a class room (Brewster and Hegewisch, 2017). It is less expensive method
and more effective also.
Disadvantages- In this training method there is no scope for doing practical
demonstration so that they only learn by using black board or power point presentation.
 Demonstration of practical training method- This is very effective training method
where trainers are provide training in the practical field which is more effective rather
than theoretical knowledge. Organization will select that place where they can easily
demonstrate practical sessions and trainees are learning more things by practical
demonstration.
Advantage- It is that training method which is appropriate used by company production
department in proper manner. By this employee are enjoyed and motivate with this method.
Disadvantage- This method of training is only implemented on that time where practical
learning is required in the firm. It is mostly needs in the management level.
 Case study method- It is that training method where trainer told to the trainee to solve
some situation in proper manner. it is used by an individual or group or team members
also.
Advantages- The main benefit of this method of training is that company will apply this
method in management level for making decision in proper manner.
Disadvantages- This method is suitable of subordinate's level and it is not effectively
implemented on employee's level in the organization. It is expensive and cost effective method.
 Mixed training method- It is the mixture of all above training method and it is very
interesting method for developing and improving skills and knowledge of employees in
the firm.

Advantages- The mixed training Method is appropriate for company because thee are
various department and different divisions of those department (Boxall and Purcell, 2011). If
organization will use combine concept it is easy to train employee in better manner.
Disadvantages- It is time consuming and expensive method and this is not provide
combined training to each employee within an organization in proper manner.
2.3 Systematic approach for plan training and development
Systematic approach is very effective stage for the organization. The main aim of this
concept is to identify basic purpose of firm and completion of all stages company can implement
different training programmers for their employees. There are four points for plan a training
event:
Organization objectives- A firm aim motive is to dominate all market by developing
innovative and creative products and services for customers. Aim of firm is to earn maximum
profit by reducing cost of goods and services and build strong relationship with customers.
Setting training needs- It is that stage where company will recognized that the marketing
agents and production workers are more effectively done their work. If they not get so firm will
not accomplish desired goals and objectives in proper manner (Meredith Belbin, 2011). It is the
duty of top management is to conduct different training events for the departments.
Developing effective training strategy- An organization will build effective training
strategy by which they easily achieve desired goals and objectives that are required to increasing
growth and success. Firm will conduct lecture method where they evaluate facts and figures on
the black board and power point to the marketing agents. Before developing strategy company
will check their budget and need to design new strategy.
Training program implementation- Finally, cited company will applied all the training
programs in given date and correct location in proper manner.
M2 Choose design and implement appropriate method
There are various method which help in increasing skills and knowledge of employees by
this will easily achieve target goal. Visual learning style will help in improving problems solving

skill for implement appropriate work or task. Training and development method is best suitable
for employee and this will help in improving ability and capability of workers.
D2 Responsibility to manage and organizing activities
The main role and responsibility of employee is to perform best for accomplishing
desired goals and objectives in proper manner. Manager are set their targets which are required
for effective performance. The main motive and purpose of the employee is properly handle and
manage all work.
TASK 3
3.1 Preparing and evaluation using suitable techniques
For preparing and evaluating training program which determine efficiency and
effectiveness of organized learning and training program. This session is based on organization
productivity and workers require to improve at regular basis. After assessment of this program, a
firm can easily evaluate their future requirement for learning and make proper improvement for
increasing company growth and success. In ALDI, learning and training is needed for their
workers to provide them effective facilities to their customers.
Training program evaluation refers to that measures which conduct different training
sessions in the organization for the employees improvement in their skills and knowledge. There
are various ways for evaluating training programs. The main objective and aim of this training
session is to identify employee's ability and capabilities for distributing different work according
to their behavior also. It will help in analyzing performance of employee in effective manner.
After providing all these sessions of training then they measure result of it and decide which
method of training is suitable for them. by this they easily reach the desired goals and objectives.
Firm ALDI it is essential for evaluate two training program conducted in the firm. the manager
of the company decade to develop effective training session where all the trainees are adopt their
chosen training method (Flamholtz, 2012).
First they observe and analyze whole organization training program structure and gather
all data or information of manger performance and past data also. Then they planned to provide 3
weeks training sessions to their employee for improving their skills and abilities and after this