Human Resource Development: Theories, Training, and Evaluation Report

This report provides a detailed exploration of human resource development (HRD), encompassing various aspects of learning and training within organizations. It begins by examining different learning styles, including Kolb's and Honey and Mumford's models, to understand how individuals acquire knowledge. The report then delves into the role of the learning curve in assessing employee growth and knowledge transfer. Furthermore, it discusses the application of learning theories, such as behavioral, cognitive, and constructivism, in planning effective training events. The report analyzes training needs at different organizational levels (directors, management, and clerical), recommending tailored training programs. It also evaluates various training methods, including on-the-job and off-the-job training, along with their respective advantages and disadvantages. A systematic approach to planning training events, including training needs analysis and KSA gap identification, is outlined. Finally, the report explores techniques for evaluating training sessions and the role of government in promoting training, development, and lifelong learning, including the impact of the competency movement and government-led HRD initiatives.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of learning Curve..........................................................................................................3
1.3 Role of learning theories in planning an event. ...................................................................4
TASK 2............................................................................................................................................5
2.1 Needs of training at different level........................................................................................5
2.2 Training method used in organisation...................................................................................6
2.3 Systematic approach to plan training event..........................................................................7
3.1 Techniques used for the evaluation of training session........................................................8
3.2 Evaluation of training event..................................................................................................9
3.3 Success of the evaluation method ......................................................................................10
4.1 Role of government in training, development and lifelong learning..................................11
4.2 Impact of Competency movement......................................................................................12
4.3 Contribution of training initiative by government in human resource development..........12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................13
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INTRODUCTION
In current time every organisation is recognising the value of good human resource. It's
the only resource that has potential of development and continuous growth that works in the
benefit of organisation (Armstrong and Taylor, 2014). Human resource development of firm is
responsible for its management. It contributes in overall success of firm by improving the
performance of individual, a team and whole organisation by providing them with learning and
training opportunities.
Training and development plays effective role in the success and efficiency of firm. In
this reference handbook different learning theories and their role in transferring the knowledge in
the learning of staff is mentioned. For effective learning the requirement of training programmes
and their need to be planned and managed will also discuss here. There will also be evaluation of
training program so that its success can be determined.
TASK 1
(i) Different learning styles
Learning style helps in enhancing the intellectual and concentration power of individual.
Learning styles are different ways through which a person can acquire knowledge. Each person
have their own way of learning style. The learning style of a person depends on his calibre and
ability. Kolb's and Honey and Mumford learning style different type of people and their learning
style. This two style are used by many firms in their training and development programmes.
It is also necessary for business firm to have effective development of face to face
interaction so that goals and objectives can be accomplished. In this learning style, people likes
to follow their inner feeling rather than practical reasons behind learning. Consideration of face
to face interaction helps in understanding key values. Along with this, online sources also need
to be referred in order to have evaluation of practice so that overall outcome can be attained.
Kolb's learning model
Assimilating: This type of people focusses more on the logic behind every idea instead of
practice or implementation. Theoretical, logical and analytical are the basic nature that are found
in this category. Concise learning and concepts and idea are important part of it (Kolb and Kolb,
2012).
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Accommodating: This style focuses on the institutions. The people made decision on the basis of
their institution instead of logic. The basic nature of people in this group include experimantal
and practical approach.
Converging: To find solution of practical issue they depend upon their learning. It focuses on
technical task instead of interpersonal aspects.
Diverging: These people are observers instead of doing things they prefer to watch from side.
They come to result on the perception of their observation.
Illustration 1: Kolb's learning style
(Source: Kolb - Learning Styles. 2013 )
Honey and Mumford
Activist: These people work on the principle of doing every thing at least once. This style believe
in learning by experiencing it. Activities like Problem solving, brain storming, etc. are included
into this (Ford, 2014).
Theorists: Logical and systematic are way through which they look at things. Their learning
procedure include idea truth and model.
Pragmatist: Practicality is practice these people focuses on. They believe in making practical
decision and are always eager to find different idea and theories.
Reflector: These people learn from observing other. They seek the feedbacks from others to
improve their learnings.
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Illustration 2: Honey and Mumford model
(Source: Learning styles. 2016.)
TASK 1
(ii) Role of learning Curve
Learning curve has been adapted as a tool by firm in order to measure the performance of
growth of employee. Its graphical structure show the process of learning and experiential stage
of each individual. It shows how much a person has improved and learned through his working
experience (Jehanzeb and Bashir, 2013). It helps in identifying the growth of employee which
contributes to the goals of firm. Continuous change in functioning value create new challenges in
front of employees which require skills development and also promote learning and better
adaptability. Learning curve is used in many activities such as labour forecasting, establishing
cost and budgets, negotiation in supply chain, evaluation of company and its performance etc.
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Illustration 3: Learning Curve
(Source: Learning Curve Theory. 2007)
Transferring knowledge
Transferring of learning in simple term can be described as application of knowledge
learned in one context to other context. It occurs when a person recognise the common feature or
concept and apply it to or utilize it in other situation. Transferring knowledge in business help in
understanding the value of firms. It also helps in proper development of skills that enhance the
overall efficiency of the firm. The transfer of knowledge in business is done through the help of
training, workshops supervisors advice etc. (Kraiger, 2014). It helps in enhancing the knowledge
and calibre of individual. It also gives boost to creativity, working in team passing idea, finding
solution to problems all aids in development of individual as well as firm. It also helps in
transferring the knowledge. Its important for firm to have good understanding of learning curve
as it varies from company to company. They are require to develop estimation that can help them
in maximum use of these techniques.
Task 1
(iii) Role of learning theories in planning an event.
Learning theories can be described as a framework or process that describe how
knowledge are learned, absorbed and retained in the whole process. There are many types of
learning theories few are mentioned below:
Behavioural Management theory
This theory work on the principle of operant conditioning. According to it the knowledge
of each individual exist outside and independently. In these learners are seen as blank paper and
learning is provided to them from scratch. In this the learning in a person occurs when they adapt
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to new behaviour or there is change in existing behaviour of person (Manolis, and et. al., 2013).
This behaviour or knowledge is acquired through
Cognitive Theory
This theory is based on the idea or process behind the behaviour. Its focuse lies on the
process through which a person absorbed the knowledge it learns instead of how it responds to
stimuli (Marchington and et. al., 2016). The changes on behaviour are notices but inly on the
basis of the inner mind of learner. Cognitive is used when person seek knowledge about new
things and connect it with its exiting knowledge store in its memory.
Constructivism
This theory work on the perception formed by a person. In this, learner learn by forming
a perception of the world on the basis of its internal knowledge and experience While
planning a training session entity can use this theory to arrange different training session
according to the need of people. Behaviour theory can be accepted in order to train new recruits
who are new to the working style of firm. Cognitive can be used for employees who have
knowledge but require more training for brining efficiency in their skills. Other than this
informal learning, workplace learning can also be included in training of individual.
TASK 2
(i) Needs of training at different level.
The whole business entity is consisted of many departments which require working
together to achieve its desired object. Each department has its own roles, responsibilities and
goals to achieved. For proper development it is necessary to understand the roles and work of
each department so that proper training can be made available to them.
Directors level: The training for employee in directors level must include policy making and
good leadership etc. Through proper knowledge they can perform effectively where they can
prepare correct budget of firm and can have proper understanding of cash flows etc. (Mondy and
Martocchio, 2016)
Management level: For this department its necessary to see that training provided to employee
help them in developing their skills, decision making skills, leadership skills etc. Training for
process review, improve in performance, identifying work skills, skill proper learning of budget,
cash flows, investment etc are all should be included in this training.
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Application of leadership skills is also necessary to refer so that key goals and objectives
can be accomplished. It is necessary for managers to have sustainable development.
Clerical level: This level of employee has direct contract with customer and play major role in
creating good image for company in front of customers. The training provided to them must
include proper way to interact with clients. Its essential to provide them with customer service
training. This way they can handle difficult customers. They can arrange workshop for queue
maintenance etc.
Providing training at specific level will help in proper transferring of knowledge.
Employees will get required training needed for development which will help in bringing the
efficiency in the working of individual.
(ii) Training method used in organisation
On the job training session: In this training to individual is provided at the work place while
doing the actual job.
Advantages
 Proper knowledge of work and its demand
 specific job training
 enhance efficiency of employee'
 Constant guidance (Harrison, 2014)
 Instant feedback and improvement Reduce the pressure of administrative department.
Disadvantage
 low productivity
 Rushed process
 Stressful in nature.
 Company can suffer from heavy loss if employee makes an mistake.
Observation method: It includes activities like mentoring and coaching. In this activity an
experienced coach or supervisor is provided to individual who oversees his performance. The
mentor or coach provides instruction and helps in the learning of person.
Advantages
 Sense of achievement
 Cost efficient
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 better guidance
 Query of employees get solved Workers get easily adjusted to new environment.
Disadvantages
 Mismatched pair can affect the learning and relationship among mentor and men tee
(Heckhausen, Wrosch and Schulz, 2015)
 Creativity get lost in midst of this.
 Become expensive if firm has to hire professional.
 Frustration of supervisor as well as subordinate if there is no progress.
Off the job training: When employees are taken away from their place of works to be trained.
Day release, distance learning etc.
Advantages
 Get chance to learn wide range of skills. Outside expertise.
Disadvantage
 Costly, extra expenditure on transport and accommodation
 Loss of working time and output.
2.3 Systematic approach to plan training event
To plan the training event the manager of firm asked the leader of each team to present
with performance report of each individual. After analysing that the manager come to conclusion
regarding the weak performance of employee and decided to arrange training session for
following:
Operational management the workers in this department lack in skill and practical knowledge for
efficient working (Argote,2012).
Management area of firm lacks in making proper decision at time and require proper session so
that their leadership skills can be improved.
Finance area still have change of improvement regarding the budget and financial knowledge.
Next task require manger to set necessary objectives so that overall skills of employee can be
improved below is given the plan that firm has come up with.
For proper training event following steps have been taken
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Training need analysis: This practise help firm in identifying the need of performance and
difference between one's knowledge, skill and ability. By analysis this need firm can arrange a
proper training so that this need can be addressed. There are many methods through which firm
can collect information such as survey method, observation etc.
Identifying the KSA gaps: KSA is a short form for knowledge, skills and abilities. From above
method the performance need and gap between the individual knowledge, his skills and its
ability can be identified.
Developing training objectives: Training objectives includes many steps but before planning an
event its necessary to identify the purpose of the training, what are the aims that company want
to achieve by providing this training. After deciding purpose the expectations are set so that
evaluation can be made. Next step include taking different condition under which task is
performed. At last standard are set so that each person can try their best in order to meet that
standard. After collecting all information and taking necessary steps final plan is developed.
Department Session Mentors Timing Date Venue Budget
Operational practical
knowledge,
adaptability
Skill
developmen
t,
Mr. Mark
Tuan
5.00 – 6.00
pm
12/10/17 Firms
Conference
hall
£45.00
Managemen
t
identifying
improvemen
t area,
Decision
making,
team
leadership
Mr. carl 4.00 – 5.00
pm
15/10/17 XYZ
College
seminar hall
£56.00
Finance budgeting,
records
Mr. Jackson
Matthew
2.00 – 3.00
pm
22/10/17 Firms
Assembly
£65.00
9

Financial
knowledge
hall
Problems
Making an plan and it assessment is long processed and firm has to face many problems for its
smooth application. The first problem company faced was of location the conference hall ws not
big enough that it will handle all employee.
Budget also created the problem it was exceeding the planned budget as the training required for
finance department required company to hire professional. In addition to it extra cost was spent
on arranging the location of training.
3.1 Techniques used for the evaluation of training session
Evaluation : It's a process where proper assessment of training programmes and its effectiveness
are measured.
For the evaluation of training effectiveness Kirkpatrick model can be used it has four steps that
are mentioned below:
Reaction: It observes the reaction and attitude of employee toward the training programme.
Whether they find it favourable, relevant or they find it unsatisfied.
Learning: This step include whether the employee learn anything, it measures the degree by
which person was able to acquire the knowledge and grab the skills.
Behaviour: This step measure that whether the employee are using the knowledge they learn in
their practical life.
Results: The last stage evaluate the impact this training had brought on the working of firm. It
sees to it whether firm was able to achieve its targeted outcomes .
Strongly
Agree
Agree Neutral Disagree Strongly
Disagree
Total
1 2 3 4 5
Quality
Assurance
0 20 30 20 10 80
Observation 20 0 20 30 10 80
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Managemen
t practice
10 20 0 30 10 80
Corporate can choose few ways through which it can have proper evaluation of training session
few of them are mentioned below
Customer comments: Asking for customer feedback can be used in evaluation. Through this
performance of staff at shopper level can be measured.
Training audit: The focus lies on the figures of company whether there is any change in the
sales of firm before and after the training session (Awais Bhattiand Kaur, 2010)
Observation: In this senior team leader of direct supervisor observe its subordinate and see
whether the individual is implementing its learning in practices or not and if there is any change
in his performance.
This three method can be easily chosen by any organisation because it helps in assessing the
progress at different level. Customer comments is most suitable method to see the performance
of employee at shoppers level. While observation provide better view of management level of
entity. Two week after the training session the process of evaluation get started in coming two
weeks required data get collected on the performance of employee and with proper analysis its
success get determined in this its observed that whether the objectives set before the training
session get achieved of no problem but if not whole process get start again (Carothers, 2011).
Key stakeholders that is employee, consumers etc. plays important role in the evaluation process.
The whole process include 5 stage that is need assessment, monitoring and accountability,
program clarification, progress and its impact.
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