Human Resource Development Report: Training, Development, and Learning

This report provides a comprehensive overview of Human Resource Development (HRD), covering various aspects of employee training and development. It begins by comparing different learning styles, such as activist, reflector, theorist, and pragmatist, and discusses their importance in the workplace. The report then explores the significance of learning transfer and the learning curve, emphasizing how these factors contribute to employee efficiency. It also examines the contribution of learning styles and theories in planning and designing effective learning events. The report further delves into training needs at different organizational levels, the advantages and disadvantages of various training methods like job rotation, coaching, and lectures, and a systematic approach to planning training and development programs. Additionally, it addresses the evaluation of training usefulness, feedback mechanisms, and the assessment of training event success. The report concludes by analyzing the role of government in training, development, and lifelong learning, the impact of the competency movement, and the contribution of contemporary training initiatives to HRD within a company.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1Comparison of different learning style..................................................................................4
1.2 Importance of learning transfer and learning curve at work place........................................5
1.3 Contribution of learning style and theories in planning and design of learning event........5
TASK 2............................................................................................................................................6
2.1 Training needs for staff at different level of organisation.....................................................6
2.2 Advantages and Disadvantages of training methods...........................................................6
2.3 Systematic approach to plan training and development for training event...........................7
TASK 3............................................................................................................................................7
3.1 Evaluation of the usefulness of the training and feedback to the trainer..............................7
3.2 Carry out evaluation of training event..................................................................................8
3.3 Review the Success of the evaluation methods used for measuring success of training
programmes.................................................................................................................................9
TASK 4 ...........................................................................................................................................9
4.1 The role of government in order to training, development and lifelong learning ................9
4.2 Competency movement and its impact on the public and private sector............................10
4.3 The contemporary training initiative contribution to HRD of company.............................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The human resource development is all about the training and development so the
company as this includes all the factors that are essential for the carrying business forward.
Human resource development refers to that which includes all the possible factors that may
affect the business of the enterprise. This ensures the effective and efficient work force for the
organisation because they conduct some training programme to make employees more skilled for
the particular job profile. These training programme helps the employee in achieving all the
perfection that he can attain from that training programme.
TASK 1
1.1Comparison of different learning style
Learning style refers to that style which helps employees in learning about their particular job in
a very definite way. In this individual learns about how to perform the particular job with full
efficiency. Some of them a style are as follows: Activist. In this learning style a personnel learn by performing different activities as it
involves many activities according to the job role of the employee in the organisation
(Werner. and DeSimone, 2011). In this style the employee performs very new kind of
things and faces many hurdles as all the things are new to them and find way to handle
according to situation. Reflector. This learning styles reflects the experience that he or she has gained while
performing the activity according to their job profile. In this kind of learning style the
performer believes that information is needed before performing the task so that they can
perform the task in a effective and efficient manner. Theorist. This is the learning style in which a performer performs its task by reading
theory about the particular task. The performer reads the entire theory about that task so
that they can perform in a very effective and efficient manner. After reading the whole
theory the performer made the conclusion about the task.
 Pragmatist: In this learning style the manager learn after solving different issues of their
department at the same time according to situation (Jiang and et.al., 2012). A manager
faces many problems in day to day business operations and they need to solve them as
soon as possible according to the needs or importance of that thing in their
particular department.

All the learning styles are different from each other but all are useful according to their needs in
the organisation. An individual must learn new things so that they can work effectively and
efficiently in the organisation. In this organisation uses many methods of learning like many
according to the need of them by the management in the organisation in order to implement
specific learning style at the work place.
1.2 Importance of learning transfer and learning curve at work place
Learning curve is a curve that shows that the task is performed by the employees or not in
the repeated basis because this shows the performance of employee is increasing or decreasing.
If the same activity is performed by the employee again and again then he or she becomes
perfect in that task and consumes less time afterwards in the organisation (Avey and et.al.,
2011).Learning curve is made by the management to measure the success rate of the training that
the has learnt something or not because it is very important for the organisation to keep an eye on
employee work that he or she is learning something or not. Management needs to pay attention
on this kind of activities so that it can achieve the organisational goals on tine with efficiency in
operations. On this basis, if the employee is unable to achieve the efficiency in his work then the
management should take corrective measures to change the learning programmes accordingly. If
the learning and the training is transferred properly then the employee will be able to solve any
kind of issues related to their job. Thus, there is huge importance of training and learning in the
workplace to achieve efficiency in the organisation.
1.3 Contribution of learning style and theories in planning and design of learning event
Training is very important for each and every type of job to achieve efficiency in work as
it help employee to learn all the important aspect about his or her job in all possible manner.
Training is given to those employees who need to perform a definite task in their job period. Due
to this reason There are many learning styles that are connected with the training programme
conducted by the management and, if the training event is organised by a company for its
manager so that they can gain experience from this (Lund and Colin, S.A., 2010). If the learning
style is activist then the employee needs to perform different activities according to need of their
job profile so that they can attain perfection in their work. If the learning style is theorist then the
manager should select the proper theory according to the need of the job profile and this helps
the management in planning proper training event as result of this decides that the theory is being
used by the management is appropriate or not. If the learning style is reflector it going to be very

easy for the management as at the end it reflects the whole performance of the employee during
this and at last if the learning style is pragmatist then this shows that how much experience is
getting by the employee in the whole process. Hence, the learning theories play a very important
role in the success of a training programme of the organisation.
TASK 2
2.1 Training needs for staff at different level of organisation
Training is needed by all departments in different manner according to the need at a
specific point of time. There are three types of level in the management namely top, middle and
lower level (Bamberger., Biron,. and Meshoulam,, 2014). Management provide training to the
employees according to the needs of job profile in the organisation because the roles of level is
different from each other. Top level management requires very systematic and definite training
as they play very crucial role in the organisation because they are the highest authority of that
place. On the other hand, middle level management needs training for implementation of plan
made by the top level authority at last the lower level management needs training performing a
definite task assigned to them by their senior on the ground level. So after concluding all this we
can say that there are much different training programmes needed by the different departments
accordingly.
2.2 Advantages and Disadvantages of training methods
There are many methods of training that have some advantages and disadvantages as well so
they are as follows: Job rotation: In this point the employees are shifted from one job to another time to time
so that a employee can get a chance to explore his knowledge to bring efficiency in the
organisation. After shifting to the other job an employee can apply his knowledge to
remove all barriers that are affecting business (Kinicki and Kreitner, 2012). Sometimes
job rotation is very harmful for the employee as well as fort the organisation as if the
employee is not efficient at his current job after so long then how he will be able to
handle the new one. Coaching: This is the most common method adopted by the organisation to manage the
training of the employee. All firms try to train their new employee through this method to
maintain the workplace. The main advantage of this is that an employee can ask anything

if he has any doubt related to its job profile. The major disadvantages of this is that if the
trainer is failed to communicate with his trainee then there is no use of conducting a class
for a job profile.
 Lectures: Lectures are the method used by the management to give the information about
each and every point that should be considered by the management in the job profile of
the employee (Bray and et.al., 2012). The main advantage of this point is that it gives all
prior information about job profile to the managers. The main limitation of this point is
that it does not give the field knowledge to the customers.
2.3 Systematic approach to plan training and development for training event
Programmes for training and development is conducted by the organisation to ensure
efficiency in the organisation. These are as follows: Briefing by managers: According to this the first step is that the manager should give
brief about the job profile to the new employees so that they can easily understand what a
company wants them to do in this profile of work In briefing detail information of a
company is provided to the new employees. Training by trainers: The very next step after briefing by manager is training by trainers
that is some kind of specific work teaches by the trainers to the trainees in a practical way
so that they can understand the work mare easily after briefing in detail (Lin, 2011).
 Revision round: Revision round is that round in which the all the details is repeated by
the trainers to the trainees. After giving all the lectures to the employees the trainer
repeats all the thing again so that if something left by the employees in the first time then
they can cover in the next round.
TASK 3
3.1 Evaluation of the usefulness of the training and feedback to the trainer
Some evaluations of the training programme are as follows : Developing a plan: Before starting anything planning is very important in business as
planning gives basic idea that what should be done, how should be done and what time it
is going to take to get completed (Ployhart and Moliterno, 2011). A standard plan decides
the standard of Company as the thinking gets disclosed by this.

 Implementing a training programme: After planning the very next step is
implementation of plan. Steps given by plan must be followed by the team. Moreover,
manager should also know that the steps involve in the plan is must for them means they
should strictly follow all the standard that are mentioned in the plan. Evaluating a training programme: In this term the training programme is tatally
examined by managers using all the standards these standards use a method of appraisal
that all the department should communicate after all the process.
 Collection of feedback: Feedback is very important as this shows that what a trainer has
done is correct or not in all the possible way. After collecting the feedback the trainers
will get to know about that new employees are satisfied or not with their training
programme.
3.2 Carry out evaluation of training event
Some following are given below: Reaction: Reaction is that thing given by the employee on the training programme
conducted by the management of the company. It can be in any form as it is collected by
the trainers after completion of the training programme (Kraaijenbrink, Spender and
Groen, 2010). Learning: In this factor the senior manager of the department takes the interview of the
candidate by participating in the training programme so that they will get to know about
the management of the organisation. Senior manager ask questions accordingly to the
candidate so that they can learn more about the management of their company and gets
information about all the other factors of their company. Behaviour: Only after conducting the training programme the trainer will get to know
about the behaviour of the employee that how he is at his work that means after all this
the trainer can make the final report of the training programme accordingly sa that by
these changes they can achieve their organisational goals on time.
 Report from top management: After analysing the complete report top managers made
conclusion that the training programme is successful or not for which it is made by the
management because after analysing the complete report is made by them. (Cummings

and Worley, 2014). If they failed to do so then they is still a chance left for them that they
can take corrective measures accordingly.
3.3 Review the Success of the evaluation methods used for measuring success of training
programmes
As it is cleared above that the standards are very important as they are needed by the
management to measure the success rate of training programme conducted by the company so if
there is any mistake then they can take corrective measures. Some measuring elements are as
follows : Reaction: According to newtons third law of motion everything has equal and opposite
reaction and in business terms reaction refers to that the training programmed conducted
by the management of the company was successful or not. Reactions are the responses
given by the employees after attending the training programme. Learning: After conducting the interview the manager will come to know about the
process of gaining success in the training programme in the accurate manner so that they
can create efficient work force for the organisation (Wang and Noe, 2010).
 Behaviour: Behaviour is all about the employee's performance in the training
programme. Performance of the employee decides that weather he is efficient for the job
or not and after considering all this factor the company will decide whether to hire a
candidate or not.
TASK 4
4.1 The role of government in order to training, development and lifelong learning
There is a very huge contribution of government in training, development and lifelong
learning. Government is for public to provide common defence.
 Role of government: government organize different types of training for worker to
improve their work talent. In this way government giving so many opportunities to
public. The role of lifelong learning is to promote employability and give them chance to
explain their selves. This types of training improve employee's skills and giving them the
best chance to represent in front of people and his seniors. Confidence level of employee,
communication skills, their presentation skills and technical knowledge also increases by
this way. Government tries to organise different types of training for different fields

(Payne and Isaacs, 2017). It improves education system. The role of government in
lifelong learning is to shaped and developed employee's skills. To do any job happy and
effectively employee have to attend, because employee can gain high level of knowledge
by the trainer and seniors. He can learn how he can enjoy his work and how he can do his
work easily and faster government providing job skills by organize the tannings and
lifelong learning to those who has not jobbed skills and opportunity. Government role is
to remove and combat social exclusion. Government encourages public's life by giving
funds for training and development. Government providing trainings not only for young
peopl but also to adult.
4.2 Competency movement and its impact on the public and private sector
Competitions are increasing day by day. There are some benefits and some
disadvantageous of the development of the competency.
Benefits of developing of the competency:
 Benefits of developing of the competency is improving the productivity of organisation.
Employee works together so that they can share the important information and
experiences to each other’s they also share their resources with each other’s (Grossman
and Salas, 2011).
 Team motivation is also increases in public and private sector by developing of
competency.
 Creativity of each employee is increases day by day, there is no communication gap
between employees. By developing of competency customer have different choices and
have best qualities of product. Customer have so much choices in each and every field at
a good price.
Disadvantages
 In private sector competency is increasing day by day they have so much competition
with each other. For example there are so many chines companies which are doing good
jobs in electronics. So Chinese company gives tough competition to Samsung and apple.
So there is some disadvantageous of developing competency.

 Public sector have limited firms as compare to private sector, public services is frequently
limited, and they depend upon limited firms (Competency movement in the public sector,
2017). So public sector is more effect by competency development.
 Many companies of public and private sector is see competency as a key of improvement
of organisation. Competency improves the knowledge at all level. By the competency
development all companies going to higher creative leaders. Customers can buy his
product at low price with good quality.
4.3 The contemporary training initiative contribution to HRD of company
In the past years the UK government takes several actions to create new opportunities and
development in skills of present workforce. The government take a good step against providing
number of opportunities and skill development programs for human resource development in a
company. Some specific training program also managed by the UK government in many
domains. This will include contemporary learning activities and the programs is mentioned for
the UK government to develop and improve vocational skills within individuals and employees.
The training program are in the face of two month training which prepare an employee into an
improved person in specific manner. They receive a certificate from the organisation which
prove that they are good employee for any business sector. The most important program develop
and established by the UK government for individuals to train E commerce, safety and food,
supervisor related activities at workplace. The training programs are also managed by the
government for the training of professional in many areas of the job. This is ensured that the firm
appointed employees are well educated and aggressive towards their performance. Large number
of youngsters and employees are joining supported by the UK government are focused on the
practical knowledge work for an individual which improve their efficiency and make them
effective. The UK government is providing the Government office for science seeking at how
changes in technology and an ageing population affect what skills the UK will need in the future.
This project furnish policy-makers with evidence on the recent and future state of skill and
lifelong learning in the UK. This project identified some issues like young adults have lower
levels of numeracy and acquisition in the UK than in other advanced countries, people with skills
frequently do not use these skills, people are less likely to participate in learning as they are etc.
Such type of programs which is running for the individuals in the UK.

CONCLUSION
Human resource development is refers to the process under which managers provide
training to employees and develop their skills so that they can attain efficiency in the operations
performed by the employees. It is also concluded that time to time training must be given to the
employees so that regular skill development can be done. In this regard at each and every
workplace training must be given to the employees. Managers must evaluate training program
time to time so that loopholes that are present in same can be identified and removed in order to
make training program effective at workplace.

REFERENCES
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