Human Resource Development Report - HSBC - Training Analysis

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within HSBC. It begins by exploring different learning styles and the significance of the learning curve and knowledge transfer in employee development. The report then delves into the training needs of managerial staff, comparing various training methods and evaluating their advantages and disadvantages. A systematic approach to training planning and development is outlined, along with an examination of evaluation techniques for training events. Furthermore, the report investigates the role of the government in training and development, the impact of the competency movement, and contemporary training initiatives. The content includes a detailed examination of learning styles (Activist, Theorists, Reflective Leaner, Pragmatist), the importance of knowledge transfer, merits and demerits of training methods like performance appraisal, role-playing, induction, discussion, workshops, and coaching, and a systematic approach to training planning. The report concludes with an overview of the role of government and contemporary training initiatives in the UK.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles.........................................................................................................1
1.2 Role of the learning curve and the importance of transferring learning ...............................2
1.3 Contribution of learning styles and theories when planning and designing a learning event4
TASK 2............................................................................................................................................5
2.1 Compare the training needs of managerial staff employed ..................................................5
2.2 Advantages and disadvantages of training methods .............................................................5
2.3 Systematic approach use in training planning and development...........................................6
TASK 3............................................................................................................................................7
3.1 prepare an evaluation using suitable techniques....................................................................7
3.2 Evaluation of a training event................................................................................................8
3.3. Review the success of the evaluation methods used.............................................................8
TASK 4............................................................................................................................................9
4.1 Role of Government in training, development and lifelong learning...................................9
4.2 Development of competency movement has impacted on the public and private sectors....9
4.3 Contemporary training initiatives introduced by the UK Government contribute to human
resources development...............................................................................................................10
CONCLSION.................................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Management of human resources is known as the human resource management. This is
generally organised or administrated for enlarging the performance of workers and managing the
relationship between employee and employer of the organisation (Bass and Dalai-Clayton,
2012). This is maintained by the HR of an organisation which includes the activity involving
recruitment and hiring, selection, training, development, compensation, policies determination
and many other activities which is organised and coordinated for proper functioning of
operations and achieving the objectives within a period of time.
TASK 1
1.1 Different learning styles
Market is full of competitors and this is requiring for HSBC to develop and grow new
values and policies. These alternations in market have catered various enormous challenges at
workplace as well. This is needed for worker to direct and create a path of job for one with the
help of crave of learning which can be achieved through proper training and development of
HSBC.
Learning Style
There are various styles of learning which can be complied for better functioning of
workplace at HSBC. This is being adopted according to the ability suit for each individual
according to the consequences. Here are some major styles of learning explained as below: Activist: Theses are those workers which include themselves in the activities for contains
alternation and gaining new experience. They varies in one to another experience in a
short time period which is why they involve themselves in the area of wider as well as
larger duties and responsibilities. These activities are often less adaptable of nay
competency or skills as they work in various different responsibilities and duties. Theorists: Theorist’s workers are those employees who seek theories and logics before
any decision making are also called as perfections (Renz, 2016)). For accomplishing any
work or objectives, these are strict context of rationality and analytical. Such people to
make decision their experience or learning basis but make an evaluation on situation
related to a rational conclusion according recent scenario results and makes decisions.

 Reflective Leaner: These workers do not make participation within any activity but
makes decisions after listening very person’s point of view. These worker spend a lot f
their time in analysing the situation the decisions making, judgement and development
process of them are slower than other. These people are not efficient but effective in
decision making that proves their decisions have less chances of failure.
 Pragmatist: These employees are called as more practical people who grab every
opportunity. These people love adventures and always ready to make challenges
according which they develop with new experiences as well as skills of life. HSBC
conditions and policies have made the people of HSBC pragmatist’s learners.
1.2 Role of the learning curve and the importance of transferring learning
Curve of learning refer to he graphical presentation of technique of development by
activities that are constant. Perfection and effectiveness can be accomplished through new
environment of work by curve (Dent and Whitehead eds., 2013). Experience of employee assist
in the evolving the abilities and skills, leading abilities, identifying new context and building
career path. The fresh techniques and values set through HSBC made member of staff various
issues and challenges. The changing scenario built fresh curve to be complied to enlarge
technical aptitude and competence is business, opportunity of practical skills, performance
assessments and proper guidance is rendered by the aptitude development areas well as adaption
of environment or infatuation quickly. The worker are rendered review.

Illustration 1: learning curve
Source: On Gift Wrapping and Learning Curves, 2014
From this following diagram, it can be examined that continuous experiences is a
procedure that increases efficiency and learnings when time needed to work on job. Hence,
experiences cater increase in level of expertise and more manufacture.
Knowledge Transfer Importance
The information related to the organisation such as innovation, planning of career, values,
expectation and support is needed to e share to worker by HSBC. This is a necessary tool for
worker to develop the abilities of leadership, values and opportunities scope. HSBC coordinate
various workshops on daily basis for the increasing the knowledge and building them more
professional despite mature ((Bamberger, Biron and Meshoulam, 2014). The method of learning
assist in administration to examine the relating it dispiriting spots and flaws.
Impact
The transformation of knowledge helps the worker in gaining more knowledge and
expertise which strengthen the organization as well. Curve of learning helps in finding the
requirements of learnings, development and filling the gaps of HSBC. The improvements scope

of company such as efficiency, path choosing of career, leading of team as well as decisions
making process are able to standardised and adjust according to the requirements and needs.
Worker can be achieved efficiency in the reflection of them. Reconciled motion and
perpetual of content along with dictation unit avail in hiring new recruits assist them to gain
experience and knowledge sharing worker better information and workplace.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Theory of learning as stricture of concept to evolve the skills and competences of human.
Company might equalise in agreeing in implementation of theories of learnings relaying on the
value and traits (Meredith Belbin, 2011). These changes according to the capability of learning,
needs and requirements of organization and worker. Therefore, the conducting and selecting the
events covering for worker, it is essential to analyse the theories and styles of acquisition on the
basis of desire and expectation.
Learning theory, style and relationship of events
The theories of learning help in identifying relevancy of elements of organisation and
their various workplaces. Then styles of learning is choose according to various values and needs
of HSBC, on the grounds of relevance. Event of learning is planned on the basis of achieving the
needs or goals of company's learnings. There can be changes or alternation in the distinct skills
and capabilities such As knowledge of trait making, outcome of units,. Responsibility
enhancement lack etc. these requirements conflicted nature and traits of activities and
preparations necessities, The theories of acquisition defines the various styles of learning, their
structure, types and analytical definition as well as execution of learning examines the
effectiveness of this theory in context of knowledge and relevancy.
Contribution of styles and theories
Alternation of structure and values have cater the new challenges in the HSBC. The
company tried to adopt proper styles or theory of learning suitable to worker considering the
elements of development, adaptability of elements and wider scope of duties. HSBC will be
planning an events which would be able to accomplish all of these elements and for developing
the personnel, proper outcome will be generate. For designing and selecting style events, firm
will make sure weather they are able to keep relevancy, manage gaols critically, influence on
work. This is scalable to actualise as well as communicate the acquisition theory acknowledged

by specialist or analyst along with the needs and patterns of complexing sideways an goals
oriented whole development.
TASK 2
2.1 Compare the training needs of managerial staff employed
Workplace of an organisation need to organise the programs of training to learn as well
as consider the standard and values. The environment of famous for the worker is a key
components for the inspiration and motivation. This is required for managerial stage of worker,
to maintain the fluctuation of needs for commence various categorise of government services and
facilities than the worker which are performing at workplace. This is required for HR of HSBC
to recognise and identify the needs and expectation at every unequal pass.
2.2 Advantages and disadvantages of training methods
Analysing current methods
HSBC render facilitates training to train tier worker. They support their employees
through organising counselling for worker to create successful path of their carrier. The appraisal
of performance is identified for understanding the level of their performances and their
development areas (Swart, and et. al., 2012). This helps in understanding the new role and
responsibilities at new areas. Some of their training such as off-the-job training are organised and
provided for improve skills, practical skills, knowledge and efficiency. This is the duty of
management to seek the best learning tool for their worker to meet the desired objectives within
a period of time.
Merits and demerits of recent methods of training
Training Methods Merits Demerits
Performance appraisal Assist the worker in finding
new skills and competencies.
This avail employee a chance
to seek those abilities and
skills which is remains to
explore and meet with their
standard.
This increase the feeling of
disgrace among the
underperforming worker of
HSBC.
Role playing Aids the worker to seek the This requires a positive as

steps of being successful in
various types of roles and
administration activities.
well as supportive aspect
from the side of manager to
improve and develop
properly.
Induction This provides a good and
better overview of
organisation and assist in
identifying a clear role of them
in organisation.
This claim is made by the
HSBC which may differ
according to various
consequences and scenario
that builds a negative impact.
Discussion Discussion along with their
worker and employer can
helps in creating an effective
development plan.
This also requires a good
support of their manager
otherwise the employee
would not be able to make
any evolution plan.
Workshops These are held to organise and
provide a good view on the
learning materials and provide
the knowledge about their
abilities and skills (Bratton
and Gold, 2012).
This is an expensive process
which relay on the deciding
and understanding of the
participant, how they
decoded the message.
Coaching of performance Access the performance of
worker and determine the
development area. This helps
in identifying the development
opportunities as well as
gaining more confidence about
their skills and knowledge.
The process of directing need
to accurate and unbiased
otherwise it will impact more
negatively on the fellow
worker.
2.3 Systematic approach use in training planning and development
The systematic approach of training is formed with some systematic steps are require to
comply. It s generally a rationale approached that begin from understanding and identifying the
objectives of company and after following its steps this completing at executing the program of

training. HSBC use this approach training and development of them. Here is an event of training
plan:
Aim of HSBC
HSBC Company aims to expand their business and dominate the market through
providing more creative and innovative programs and products in cost effective prices. This is
required for company o build a good plan and comprehensive products t meets the success.
Requirements of training
For increasing the efficiency of worker and increase the skills and knowledge of worker
to enhance the level of their performances (Daley, 2012). For achieving their aim more
effectively, the company have decided to coordinate two kinds of training programs.
Planning of training Strategy
HSBC organisation has planned a training strategy for the development of their employee
and worker of production sector in which they train on the cost effective and proper production
functioning would be discussed and methods would be taught.
Also they have designed few methods including lecture where the staffs and other worker
would be presented a PPT in which the mention of facts and data of marketing would be told
In the planned strategy of training, HSBC understand the effectiveness and budget of events of
trainings.
Execution
In this, company will implement the events or programs on training on the determined
date and make the analysis of their responses through feedback process.
TASK 3
3.1 prepare an evaluation using suitable techniques
A training manager can use various methodologies for evaluation of training and
development program they have organised. This helps in judging the effectiveness, efficiency
and outcome of all organised activities. According to this program of Jacob. F (1988),’Five tired
approach’ can aid the organisation in understanding 5 stages: Require assessment: This helps in identify the major issues or problem and either training
needs or not.

 Accountability and monitoring: The helps in analysing the candidates or participants and
the services they are delivering. Clarification of program: This claims that services are more required to answer how the
event can be more effective. Progress: This helps in understanding and analysing the progressing level of workers. Impact of program: This approach is experimental that examines the organisation term
influence if the program of training and development on workers.
Documentation process
Trainer Response: The opinion and thoughts of trainer would be analysing in this steep
which is necessary for realistic and proper designing context of training programs (Lindgreen
and Swaen, 2010).
Observation: The impact is being observed among employee as well as influence of it
upon worker is motive carefully for the air presentation of views
Consumer Comments:The impact of worker applies on the learning consumer services.
Through identifying the satisfaction levels of consumer and analysing their impact it can be
evaluated easily.
3.2 Evaluation of a training event
The training period was effective and impressive which had the entire engagement of the
workers. They recognise the issues along with some good practical experiences as well as
administration which are shared. The trainer was achieved in developing some realistic, feasible
and innovative solution out f all the problems. Administration of the worker is done and there are
few issues are identified which is faced by the workers. The results have increased the
performance and soled the issues and addressed some new guidelines and changes.
3.3. Review the success of the evaluation methods used
This assessment has been able to make decisions and achievement the events
successfully. There are various activities which have been accomplished by the employee and
employer. Here are explained few benefits which have been attained by the worker:
 Participants reaction and satisfaction is a psychological phenomenon and it explains the
internal feelings of the trainees in regard of the programmed they have been participated.

 The individual skills and abilities have developed through training program. This is
directly related with the knowledge acquisitions. So this must be scaled to seek the wider
image of performance of worker through the impact of training.
 It is a tool of identifying the development of person. So this is involved in analysis
procedure and it performs properly.
 The main aim of organisation can be achieved through the help of business outcome
improvement. SO the manger of HR can gather the last results and compare wit new
conclusions for the observation of evolution. This was a successful technique of
analysing the effectiveness and efficiency.
In result, one can say that decision can e achieved with the help of these 5 methods which is
useful which can affect on the organisation performance.
TASK 4
4.1 Role of Government in training, development and lifelong learning
The government of United Kingdom have a fundamental role in the development and
training of worker of private organisation (Kraaijenbrink, Spender and Groen, 2010). The state
have arranged some programmes of training by which experts or trainer assures that either
worker can evolve and element of least lesser performance of standard. HSBC is a one of the
largest financial organisation which deal with the wealth administration and baking in not only
United Kingdom but global trade. The government of United Kingdom should be concern about
the performance of organization. Lifelong learning styles is most inspiring and motivating
learning styles for the workers. Moreover, organisation would not be bale to seek the skills and
information and design of training which is required. IN the case of respected company
workplace, the organisation are benefited by the state of UK engagement and provide the proper
support in the activities of development. The industry of UK is flourishing and improving every
day and increasing impact and output quality. This avail in creating proper merits conditions for
the enterprise in the competitive highly market.
4.2 Development of competency movement has impacted on the public and private sectors
Movement of competency has build the other organisation more concern about the gap of
performance of their companies. Private sector businesses are examining and analysing more in
the respected sector to gain their competence in order to gain competence demerits that refer to

poor quality of service, production inefficiency, lack of inspiration etc. Deloitte which is private
auditing and consultation organisation makes a great investments in the worker's training. The
learning is a qualification and never ending procedures which is rendered to develop the level of
confidence. As development inn private organisation's performance has a influence on the state
economy, the bodies of public has also gained themselves in order to boost their performance.
The United Kingdom's public companies such as 'East Coast Trains' are creating a
continuous efforts for the improvisation and lift in the performance level and quality of services.
This is essential elements for learning as well as better performance of workers. The higher rates
of success of learning process that never ends and movement of competency in the paced
development in productivity and activities heave impacted the entire organisation for introducing
various patterns in the HSBC 's workplace (On Gift Wrapping and Learning Curves, 2014).
Workers are getting a huge amount of inspiration and motivation as well as efforts for the
diversification and evolvement of the areas of responsibility.
4.3 Contemporary training initiatives introduced by the UK Government contribute to human
resources development
The united Kingdom have various initiatives in the sector of human resource development. The
state have several organisation that look after such activities and issues such as:
 Word & Pension departmental
 Industry and Trade department
 Health department
 Skills and eduction department
The agencies provide the services to the private companies which are explained as below:
 Support business favoured to the required and eager ones.
 Rendered abilities for network of business through Sector Skills Council
 Creating workplace skills for the business industry through University of Industry
 Building workplace standards for sector which is specific like National vocational
qualification
 Assuring better and effective activities of performance and work through the sponsors
and investors on peoples standards.

These few initiative are state of United Kingdom have taken that assist the company to
have better people for the work as well assure government for the commitment to avail in private
sector.
CONCLSION
In conclusion, it can be state that development of human resource is required for an
organisation which is significant for an organisation for the evolution of employee. Through
proper training and development, this can be accomplished and attained. There is also role of
government in the program of training and development. Through assessment of training and
reviewing their results, it can be achieved the and managed.

REFERENCES
Books and services
Bass, S. and Dalai-Clayton, B. 2012. Sustainable development strategies: a resource book.
Routledge.
Renz. D. O. 2016. The Jossey-Bass handbook of non-profit leadership and management. John
Wiley & Sons.
Dent, M. and Whitehead, S. eds., 2013. Managing professional identities: Knowledge.
performativity and the'new'professional .Vol. 19. Routledge.
Bamberger. P. A. Biron, M. and Meshoulam, I. 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Meredith Belbin, R. 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Swart, J., Mann, C., Brown, S. and Price, A. 2012. Human Resource Development. Routledge.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D. M. 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Lindgreen, A. and Swaen, V ., 2010. Corporate social responsibility. International Journal of
Management Reviews. 12(1). pp.1-7.
Kraaijenbrink, J. Spender, J. C. and Groen, A .J., 2010. The resource-based view: A review and
assessment of its critiques. Journal of management. 36.1. pp.349-372.
Online
On Gift Wrapping and Learning Curves. 2014. [Online]. Availble
through:<http://www.pricesystems.com/price-systems-blog/PostId/46/on-gift-wrapping-
and-learning-curves>.