HRD Report: Analyzing Learning Styles and Training at Tesco PLC

This report provides a comprehensive analysis of human resource development (HRD), focusing on learning styles, training methods, and evaluation techniques within the context of Tesco PLC. It begins by exploring different learning styles suitable for employees, including activists, theorists, pragmatists, and reflectors, and discusses the role and importance of the learning curve in transferring knowledge and enhancing workplace efficiency. The report then examines training needs at different staff levels, compares various training methods, and proposes a systematic approach to planning training events. Furthermore, it evaluates suitable training techniques, assesses the effectiveness of training events, and reviews evaluation methods used in organizations. Finally, the report explores the role of the UK government in training, development, and lifelong learning, and assesses the impact of competency movements and contemporary training initiatives in both the public and private sectors. The report utilizes tables and illustrations to present data and concepts effectively, offering insights into how organizations can optimize their HRD practices to achieve their goals.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
.1.1 Different learning styles which are suitable for employees.................................................1
.1.2 Role of learning curve and its importance for transferring learning at workplace..............2
.1.3 Contribution of learning styles and theories when planning and designing at certain event
.....................................................................................................................................................3
TASK 2............................................................................................................................................4
.2.1 Comparison of training needs for staff at different levels in Tesco PLC.............................4
.2.2 Advantages and disadvantage of training methods used in the Tesco PLC.........................5
.2.3 Systematic approach to plan training and development for a training event.......................7
TASK 3............................................................................................................................................9
.3.1 Evaluating the suitable techniques.......................................................................................9
.3.2 Carry out an evaluation of a training event........................................................................11
.3.3 Review on evaluation method used in an organisation......................................................12
TASK 4..........................................................................................................................................12
.4.1 Role of government in training, development and lifelong learning ................................12
.4.2 Competency movement impacting both public and private sector....................................13
.4.3 Assessment of contemporary training initiatives introduced by UK government.............13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

Illustration Index
Illustration 1: Learning curve...........................................................................................................3
Illustration 2: Training event...........................................................................................................8
Illustration 3: Jacobs Five Tiered Approach..................................................................................10

Index of Tables
Table 1: Different level comparison................................................................................................4
Table 2: Merits and demerits of induction.......................................................................................5
Table 3: Pros and cons of performance appraisal............................................................................5
Table 4: Merits and demerits of Discussion....................................................................................6
Table 5: Pros and cons of role playing.............................................................................................6
Table 6: Merits and demerits of performance coaching..................................................................7
Table 7: Pros and cons of workshop................................................................................................7

INTRODUCTION
Human resource development is a process of developing new skills, knowledge and
abilities in an employee. By giving effective guidance, training and development to them
organisation will able to achieve its goals and objectives. This report presents the way in
which development of employees can take place by giving proper to them in order to enhance
their skills. Here, Tesco PLC is taken as an organisation for analysis purpose. The
organisation have huge workforce which is working at number of stores across the nations.
Currently, Tesco employee size is more than 476,000 in figure. There is large competition in
the market organisation which helps them to develop their core values, beliefs and strategies,
where they have key focus on improving the performance in their work force. In order to
bring customer satisfaction and more efficient working, Tesco has been arranging various
training and learning programs and different styles are adopted for fulfilling the individual
needs and developing capabilities among them. In The report describe learning styles are
described and learning curve which are essential for an organisation for achieving their
desired goals is prepared. It also includes training which are useful for workers by using
systematic approaches. The mentioned organisation provides both on-the-job and off-the-job
training facilities in order to make their employee more capable and to be skilled in their
performance so that they can able to adopt the changes. Evaluating the techniques for a
training event, it provides the review of success of choosing suitable method in a firm. At
last, it presents the role of UK government for providing training, development and lifelong
learning.
TASK 1
.1.1 Different learning styles which are suitable for employees
Learning styles is based on the person's abilities and skills which are different from
each other. It is essential for top level management to select the best learning style which
help to achieve their desire goals. If best learning style is selected the best approach to do
specific activity can be determined. This will ultimately lead to improvement in efficiency of
employees and all these things will result in achievement of objectives. Here, learning is
related to the knowledge, skills, behaviour, need and preferences of the organisation as well
as people (Shuck, and Diaz, 2016). To select effective learning styles, people's interest also
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plays an important role which help to analysis the willingness of a person. There are various
kinds of learning styles which is essential for a person and business. They are as follows:
Honey and Mumford Learning style
To provide the best facility Tesco PLC use various kinds of learning styles. This style
consists various kinds of elements and these are:
 Activists: These are the individual who learn skills by practically doing things in the
real life. These people need to get into the action and experience and by doing so they
learn lots of things at workplace. They are open minded, open to experience,
gregarious, enthusiastic and flexible on taking challenge (Bobera, and Bjekic, 2016).
They don't take decision as bias but they do brainstorming for every decision. These
persons generally attend group discussion and problem solving secession. They
usually accept the competition and fight with it. The steps under this taken by the
employees are continuous which also emphasise on holding high level of adaptability.
However, in this experience plays a crucial role and usually top management is part
of it because they have responsibility of motivating and developing employees
performance.
 Theorists: These learners are seek to understand the theory behind the action. They
used to enjoy the models and reading the facts to better engage in the learning step.
These individual love reading approaches that are followed to perform specific act
they mostly appreciate as much as information they can get from internal and external
sources. These people integrate their observation into patterns and theories. These
learners are rational, logical and discipline (Girma, and Teklehaimanot, 2016). The
activities which is taken into consideration by individuals are in form of models,
statistics, real facts, etc. Employees who prefer this learning style talks with valid and
real facts so that they get success on the things which they are stating
 Pragmatists: Learners want to know how to put their learning into practice in the real
work life. They don't prefer concept and games, but experiment with theories,
techniques and ideas. These individual takes time to think about what so ever they are
doing are relates to the reality (Procknow, and Rocco, 2016). These people also take
challenges as mere opportunities so that they can come up with the best outcome to
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make organisation much more successful. Individual also opts the changes which are
made in quick way so that not much affect is made on their performance.
 Reflector: These learners work best by observing people, things and what is
happening in the environment. They are thoughtful, methodical and demonstrate good
learning skills. These individual avoid leaping in and prefer to watch from the
sidelines and take feedback from others. They also collect the data from both primary
and secondary sources in order to make a meaningful conclusion. The activities which
employees usually consider in this are paired discussion, self analysis and personality
questionnaire, etc.
Comparison between the different learning styles
There are four types of learning that have been discussed above that are Activists,
Theorists, Pragmatists, Reflector. When it is concerned about the Activists then people try to
learn the different things practically whereas in the Theorists, people learn form the different
theories and articles. When it concerned about the Pragmatists, people learn from the
practices, they put their experience into practice whereas in the Reflector, individual learn
from the observation.
.1.2 Role of learning curve and its importance for transferring learning at workplace
Learning curve shows continuous improvement which is gained by learner through
experience. For bringing perfection and efficiency to the new task, environment learning
curve is very significant to be followed. While bringing experience in the new work, learning
curve helps the workers to track development of new skills, set career path and adding
values. Tesco PLC create new strategies and core values, the employees face challenges in
the dynamic environment. For these situations, workers need to adopt new learning curve to
implement their technical skills and business competencies with the specific level.
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Illustration 1: Learning curve
(Source: Learning curve, 2016)
This diagram states that when one gain experience, efficiency and learning rises while
time is required for performing the job reduced. Experience will bring down the when the
time, experience level and more performance increases (Allais, and Ngcwangu, 2017).
Role of learning curve:
As all the other curves, learning curve is also a graphical representation which states
the increase or decrease in learning in comparison with the experience. It is one of the
important tool for assessing impact on any learning or the training program which is given by
the manager of SME. Further, it also evaluates the major elements of the learners progress
and make education policy accordingly. The key role of learning curve is to review the
performance, practical experience and performance coaching to find out their expertise and
build career path. Some major roles of learning curves has been discussed down under:
 It states the increase or decrease in performance of employees as per the experience
they possess (Kehoe and Wright, 2013)
 It is one of the tool of measuring training program because it states the track record of
employees as how they have performed.
 Learning curve also assist in setting up incentive rate schemes for the employees.
 Estimation of capital requirement in business venture.
Transferring learning at work
Performance coaches and line mangers have discussion with their employees for
sharing and transferring knowledge about the performance. Knowledge can be transferred on
two basis on-the-job and off-the-job, off-the-job training are workbooks and workshops
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which helps the employees to enhance their skills and knowledge and helps them to
understand the core values and perform according to that. When the employee had enhanced
their skills and knowledge, they can able to work efficiency (Bobera, and Bjekic, 2016). It
will help the manager to find the best candidate for each job position and responsibility.
Importance of transferring the information
It is being known that it is very important for the people to transfer information from
one person to another. Transfer of knowledge to the employees is not just two way
communication, it is sharing of practical experience that will enhance their skills and
knowledge. For identifying the performance level in technical jobs and business competency
of the employees, use of learning curve help to participate employees in decision making and
set realistic career path. These activities help to bring efficiency in performing the task and
gain competitive advantage for Tesco PLC (Shuck, and Diaz, 2016). The importance of
transfer of learning has been discussed down under: Value adding: One of the major objective of learning session is to add value for
SME. If the learning will not be transferred then zero value will be added in growth of
venture.
 Proper use of fund: Training and development generally incur cost to the venture
because they spent more in developing certain skills within the employees. The cost
so incurred are estimated to be covered in long run of business with effective
performance of employees (Kraaijenbrink, Spender and Groen, 2010). Thus, if
learning is not transferred well, then the money so spent will not be utilized properly.
.1.3 Contribution of learning styles and theories when planning and designing at certain event
Contribution of learning styles and theories
Learning theories helps the employees to provide basic framework for the learning
needs and objectives. Use of learning style is depended upon how the employees want to
learn and how fast the organisation want workers adopt the changes. While selecting and
conducting training programs for the workers, an entity must analyse the learning styles and
theories according to their needs and expectation. The successful study on the preferences of
learning and the theoretical evidences helps in successful Human resource organising
(Procknow, and Rocco, 2016).
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Contribution of learning events and theories:
Learning theories and events helps Tesco PLC to find most effective result through
events. If the employees are reacting in as per organisation need that means the plan is
effective for enhancing their skills and knowledge. For planning and designing such events,
an entity must focus on selecting best learning option which is adopted by the employees
easily. It is important for human resource manager to relate learning theories with individual
needs and wants for learning objective- oriented training facilities (Allais, and Ngcwangu,
2017).
Relationship between learning style, event and theory
Selecting the mix of learning styles is better option for designing the learning events
from choosing the single style for learning. Tesco PLC needs to enhance their capabilities
like decision making ability, adopting better learning styles, team work, responsibility area
and efficiency, these needs define the features of training and development requirements.
Learning event is the execution of improvement expectation (Hughes, and Strause, 2016).
Learning theories includes learning structure, types, theoretical explanation and learning
styles, which explains how the most effective learning can be designed which the
organisation objectives.
 Contributing learning styles and theories:
Above explained learning theory provide a conceptual framework in order to meet the
learning objectives as well as the requirements. Further, the learning style which is taken into
consideration depends on how quick individual adopts new condition as well as the situation.
Thus, before implementing any sort of training and development, manager of SME has to
analyse different theories and styles and need to adjust as per the organisation needs and
requirements only
There are different activities and events that are being organised by the venture. Every
employee need proper learning which includes learning of knowledge and experience. When
the employee is able to access information and knowledge then they will able to plan and
design the different events
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TASK 2
.2.1 Comparison of training needs for staff at different levels in Tesco PLC
Due to different reasons training is given to employees at different levels. These objectives
are explained below.
Table 1: Different level comparison
Operation level Management Level Customer Service Level
For motivating the managers
of the organisation in order to
make them work more
efficiency and efficiently.
Reduction in the cost helps in
adding value to the product
and services, performance
review and appraisal are done
by the top level of
management.
Practical learning is done so
that it will enhance and build
the skills of employees and
better decision making
capabilities are created
(Procknow, and Rocco, 2016).
Off-the-job training programs
such workshops and
workbooks are organised to
build the skills and knowledge
of the employees and manager
can able to analyse the
performance of employees.
Organisation provides the
expert solution to employees in
order to work effectively so
that they can analyse the
clients needs to find out what
they want.
Queue management: leaders
train the employees to manage
the queue more effectively and
efficiently and reduce the
waiting time span (Bobera, and
Bjekic, 2016).
Operation level Management Level Customer Service Level
Training needs
Training is very important at
this level this is because there
are lots of changes that are
being occurring in the
operations, in order to cope up
with the change, these people
There are lots of activities that
are need to be managed such
as planning, organising,
directing and controlling. So
management of these
activities, individual need
It is most important aspect of
the organisation, these people
communicate and connect with
the customers. In order to
make communication effective,
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need knowledge and
informations.
training training is needed.
Training need at different department
 Marketing Department- In this level, company need to focus on increasing the skills
and knowledge of employees about marketing activities which helps them to manage
queries for solving practical problems, increase customers by providing significant
information and supplying better quality services etc.
 Finance Department- In this level of management, company needs to provide
financial skills and knowledge in employees for survival business operations and
activities. It caters brief understanding of the financial records, profit and loss of
firms, income and expense statement etc.
.2.2 Advantages and disadvantage of training methods used in the Tesco PLC.
 Promotion
Table 2: Merits and demerits of Promotion
Advantages Disadvantage
It helps the organisation to have different
advantages such as employees already have
overview of the firm.
It provides role and culture of Tesco which
helps to clearly understand the employees roles
and the objectives of the entity (Allais, and
Ngcwangu, 2017).
Sometime the statement made by the company
can be false which may differ with the real
scenario that leads to create the negative image
of the venture. As fresh employees can not able
to enter into the venture
 Transfer
Table 3: Pros and cons of performance Transfer
Advantages Disadvantage
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