Human Resource Development Report: HSBC UK Training Analysis

This report provides a comprehensive analysis of human resource development within HSBC, UK. It delves into various aspects of employee training, including induction programs, different learning styles (diverging, assimilating, converging, and accommodating), and the importance of transferring learning to the workplace. The report examines training needs at different staff stages, compares training methods, and proposes a systematic approach to planning training and development programs. Furthermore, it evaluates the effectiveness of induction training, reviews evaluation methods, and explores the role of the government in development, training, and lifelong learning. Finally, it assesses the need for competency and skills assessment and reviews contemporary government initiatives in training and development. The report highlights how HSBC invests in employee development to enhance work quality and achieve its corporate goals.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
TASK 1 ....................................................................................................................................................................4
1.1 Induction training programme and comparing different learning styles......................................................4
1.2 Role of learning curve and the importance of transferring learning to the workplace.................................5
1.3 Contribution of learning styles and theories when planning designing the this event.................................6
TASK 2 ...................................................................................................................................................................6
2.1 Comparing the training need for staff at various stages...............................................................................6
2.2 The basic advantages and disadvantages of training methods......................................................................7
2.3 Area of training needed, use of systematic approach to plan a training and development programme for
an specific event..................................................................................................................................................8
TASK 3 ....................................................................................................................................................................9
3.1 Evaluation of induction training programme. ..............................................................................................9
3.2 Evaluation of training event........................................................................................................................10
3.3 Review the success of evaluation method used..........................................................................................11
TASK 4 ..................................................................................................................................................................12
4.1 Role of government in development, training and lifelong learning..........................................................12
4.2 Need for competency and skills assessment...............................................................................................12
4.3 The contemporary government's initiatives on training and development.................................................13
CONCLUSION .....................................................................................................................................................13
REFRENCES ........................................................................................................................................................14
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INTRODUCTION
The development of skills and knowledge of employees through training session is the
significant factor of human resource development. Every organization spend huge amount on
these training to improve performance for their worker to attain the corporate goal in a timely
and in an efficient manner. Companies have to continuously identify employees
development needs and try to provide the training accordingly. They use different types of
learning styles for improving their quality as well as use various types of methods and factors
for the same purpose. The present report is based on HSBC, UK which is a multinational
financial services and banking holding company. It is headquartered in London, United
Kingdom. It is one of the largest banks in the world. It spends huge amount of money on
development of their workers for boost up their confidence and improve their work quality.
The bank provides apprenticeship training to school or college pass-out student through
which they can build their career in the banking field (Knowles, Holton and Swanson, 2014).
TASK 1
1.1 Induction training programme and comparing different learning styles.
Human resource development is possible by providing proper training to their
workers to improve their skills and knowledge as well as boost up their confidence. With the
help of training session, workers are able to enhance their work quality and assist the
company to meet desired goals and objective. Organization spend huge amount of money on
their employees for build up their knowledge. HSBC is the multinational financial holding
company which operates extensive network across UK (Armstrong and Taylor, 2014).
Organization adopts various types of learning styles which are as aligned below:
Diverging (feel and watch)- It is the brainstorming learning style in which the
workers focuses on the situation rather than reacting instantly . In this process, people must
watch and observe the things to identify situation and focus on the particular concept. This
style is mainly used in organization in which brainwork required then the physical efforts.
Workers of HSBC firstly observe the situation then start work which helps in maintaining
smooth working (Bratton and Gold, 2012).
Assimilating (think and watch) - The people who opted this learning style have to
follow the entire concept and logical information. Mainly, it is focused on concepts than the
members. Further, it is related with inventions and innovation which is helpful in every

business organization. Employees of HSBC follow the entire conceptand perform activity
accordingly.
Converging (thinks and do) - This learning style focuses on the practical work which
improves knowledge and enhance their work quality as well. Through this, practical problems
are easily solved and best possible solution is provided. The conflict can be solved in a timely
and efficient manner. Converging style includes various types of methods and approaches
which help in building technical knowledge. This method is able to evaluate innovative ideas
and techniques. The practical knowledge of members of HSBC able to improve through this
step (Meredith Belbin, 2011).
Accommodating (feel and do) - In this type of learning style, people not follow
research and analysis but work on the basis on their inner feeling. It does not require special
type of techniques and methods. Staff members of HSBC are use their personal feeling and
perform function accordingly (Flamholtz, 2012).
1.2 Role of learning curve and the importance of transferring learning to the workplace.
The overall process of learning can be identified with the help of learning cure which
evaluate outcomes of learners. But in case, if it not delivered in workplace then it never effect
learning process in the organization. Different types of leaning styles are opted by the
companies with set of objectives which are only attain when they are delivered in workplace.
The basic role of this curve is to represent the learning process in graphical format as like
other curves.
On the basis above mentioned diagram, it shows that progress of learning outcomes or
people. At the bottom stage, it represents slow beginning of learning method and at the end
people get experience knowledge regarding the company. Effective learning can be possible
with the help of this method.

Here, some basic significance of transferring learning to workplace:
Every organization must provide various types of training session which is beneficial
for their employees. Training helps the workers to improve their work quality and aids in
enhancing their performance as well (Luthans and et. al, 2010). Entities spend money, time
and efforts for conducting training session for their workers and try to improve their
knowledge. Further, firms expect from their employees that they deliver their learning
progress in workplace. HSBC, UK provides proper training to their members to improve
performance of company in the international market. Some advantage of transferring learning
to firm are as aligned below:
 Proper utilization of funds- Every training session consumes huge amount
of fund which is necessary for all companies. Thus, HSBC spent a lot in
this programme so that they expect it must be deliver in workplace. If
workers are not doing then proper utilization of fund is not possible.
 Add value- The main objective of training session is to improve work
quality of company and increase its performance in the international as well
as local market.
 Face and reduce challenges- After joining training programme, workers are
able to face challenges and complete their task in a timely and efficient
manner. With the help of function, workers are able to come in new
environment and reduce conflicts (Vörösmarty, and et. al, 2010).
1.3 Contribution of learning styles and theories when planning designing the this event.
Different types of theories are opted by organization for maintain training session in
the perfect way. It contribute in the development process of human resource. Through this
step companies are able to achieve desired goals and fulfil their objectives. The specific
theories which HSBC choose for development of their worker, so that these theories help
them in smooth working and enhance knowledge of members. Some various types of theories
are as follows:
 The represent for continuous development of employees through which can
learn new things on the daily basis.

 HSBC is opted this method for improve skills and knowledge of members. But
trainee have to join training session which is conducted by companies.
 It contains involvement of every member and they are prepare to face
challenges and adopt new factors and methods (Guest, 2011).
 The main objective of organization is to provide proper training to their
workers for improve their performance and boost up their confidence.
 Production,management etc., these function are able to increase with the help
of using various theories and make plans.
TASK 2
2.1 Comparing the training need for staff at various stages.
Training is the key element for development of human resources for achieving
corporate goals and objectives. The skills and knowledge of workers are can be improve
through this system. Every company having various department which require skilled and
experienced employees which is only possible with the help of training programme. Every
new joined worker required effective training programme. The HSBC bank have various
departments such as financial, accounting, marketing and production departments. So that
company have to make plans and strategies for conducting training session. Further,
organization to continuously monitor the development and training needs of their members
through which they can maintain and providing proper assistance to them. Every part of the
firm require skilled person according to the working environment. Managers and leaders are
responsible to identify needs of worker and try to improve their performance and prepare
them for attain their daily target and enhance work quality as well (McKenzie and et. al,
2012). Different types of departments of company and their need:
Finance department- This department should provide proper training to their member
in order to achieve their desired goals and target. Leaders must provide training to their
subordinate for maintain financial position of the company and improve fund requirement of
it as well. It help companies in major decision making process.
Accounting department- This department require basic accounting knowledge related
to the firm and take best decision for attain target efficiently.

Marketing department- The leaders have to provide proper training for maintain team
working in company. Effective marketing process help firms to improve its performance and
build up confidence as well (Bakker and Leiter, 2010).
Production department- It is the most and important department of every business
organization. So that, companies provide training to their workers through which they are
able to provide innovative ideas and new inventions which attract large number of people.
The department need properly skilled and experienced employee for maintain production
functions and improve quality as well.
2.2 The basic advantages and disadvantages of training methods.
Every organization opted training session for each and every worker in order to
improve their performance and build up confidence in them. HSBC bank in the multinational
concern which require large number of human resource and have to provide proper training to
them. As this process consume huge amount of money and time but it give a best result to
company. The managers and leaders are responsible to continuous monitor the need of human
resource development and try to improve them as well. With the help of this process
employees are able to boost up their confidence and enhance their knowledge as well (Jiang
and Baer, 2012).
Some basic advantage of trainings are as follow:
 Training is able to improve communication skills of worker through which
they easily interact or communicate with each other.
 During the course of training workers are able to reduce their conflicts and
remove their confusion. Leaders and managers are directly interact with their
members and identify their needs of development and workers are freely ask
questions and remove their confusion.
 It can boost up confidence among members and improve their performance
as well.
 It can manage overall operations and activities in efficient way.
 Higher authorities are able to identify conflict or problems of workers and try
to solve them by providing best possible solution to them.
 It is the proper utilization of money (Avey, and et.al, 2011).
Some disadvantages of training are as aligned below:

 The training session consume huge amount of money. As HSBC bank spent a
lot on offering training to their workers.
 Huge time is consume by this process. Process is not conducted for 1 or 2 days
but training conducted for more then a month.
 It is not helpful for companies when they going to take any decision related to
the practical basis.
 Employees spent more time in this process but if it is not beneficial for them
again they spent time for the same process.
2.3 Area of training needed, use of systematic approach to plan a training and development
programme for an specific event.
Systematic approaches are helpful for HSBC bank in order to identify target of
company and attain them in a timely and efficiently manner. Every organization make some
plans and strategies for smooth working or it and improve performance as well. It require
new inventions and innovative ideas for implementing plans and use them in a effective way.
Corporate goals and objectives are easily achieved with the help of this method. Systematic
approaches are used by companies after one another (Bamberger, Biron and Meshoulam,
2014).
Organization's target- The main aim of HSBC bank is minimise risk and cost and
improve its performance in international market. The bank plans to offering five day training
to their newly appointed executives who are placed as managers in various branches of banks.
Through this process managers are able to understand what are the basic requirements of an
entity and members are easily identify their basic need of training.
Setting up training requirements- Every manager and leader are responsible to
continuously identify need of development and training through which easily attain target and
complete work on time.
Designing training strategies- The HSBC company designed strategies for their
workers and improve its overall operation and functions. The organization opted lecture
method through which workers are able to remove their conflicts and reduce confusion.
Leaders are directly interact with them and try to identify their needs of development.
Members are able to directly ask question and receive best possible solution against any
particular problem.

Implementing the training session- After identification all necessary needs and
method then company take this action. Implementation of training programmes means start
session of training and going to improve performance of their workers (Steffen, and et. al,
2015).
TASK 3
3.1 Evaluation of induction training programme.
The concept of evaluation of training session stands for measurement of effectiveness
of training programme which is conducted by companies for improvement of work quality of
their members. The main objective of evaluation is identify training programme is helpful or
not for their workers. After this assessment organization is able evaluate that training need is
necessary or not. The managers and leaders of HSBC bank firstly, record the performance of
workers and then compare it with after training performance. Through this method companies
are able to identify result of training session and its importance for improve work quality of
persons. They have to make some plans ans strategies for smooth running of this important
session. It is the forecasting process which show result in future time. But company can
ensure that its future performance is going to perform well. After this session HSBC
company receiving feedback from their participants. Feedbacks are the opportunities for them
whether it is positive or negative. If it receive positive feedback from workers then company
try to maintain then and try to improve them as well. And through negative ones,
organizations are able to understand its weakness and try to remove them and improve its
performance in international market. The HR managers have to make evaluation plans and
other persons are ready to began evaluation process.
3.2 Evaluation of training event.
Thus, it is the practical step which is taken by the HR managers. They consider the
following feedbacks:
 Satisfaction and participants reactions- It is the assessment of leaders and
managers through which they are easily evaluate that training s effective or not
for their workers. If they find any mistake then they try to solve them and
offering best possible solution to their members. HR team try to receive good
reaction during training session.

 Knowledge acquisition- The HR managers of HSBC company receiving
feedbacks through conducting continuous questions and answers. Team
members as k question from their participant and find out the effectiveness of
training. Large number of members of organization are participate in this
process and their reaction was good during questions and answers process.
 Behavioural- The HSBC company notice the behaviour of their workers after
this training session. They noticed that training can able t boost up their
confidence and improve their basic knowledge as well.
 Measurable companies improvement- The HR manager of HSBC company
have noticed that training session having good impact on improvement of
firm's performance. With the help of training the cost of an entity is decrease
and profits are tends to increase. The production process is improve and it
receive good feedbacks from customer which are better then before.
 Measuring with benchmark- The HR members should measuring performance
of company and compare them with previous result. It is the impressive
method which is helpful for companies.
3.3 Review the success of evaluation method used.
The HR manager of HSBC firm use different types of evaluation method which are
useful for them. Also it is the forecasting concept which help company in future time. After
discussion with their team members managers take decision regarding evaluation and put
company in a profitable position. The feedback which they are receive from their participants
are beneficial for them through they are identify current performance of the firm and easily
compare them with previous performance. Some important benefits of these methods are as
aligned below:
 Trainees get satisfaction from the development programme inn the form of
training. The HSBC receive good reaction from their workers which can build
up their image. It is the inner feeling of participants regarding the training
process.
 The training session is helpful for workers in order to improve their
performance as well as enhance their knowledge. Further, it is directly
connected with the improvement of knowledge and work quality as well.

 With the help of this tool managers and leaders of HSBC company easily
identify performance of each worker and compare them with previous (Crook
and et. al, 2011).
 The main target of training session is improvement of work quality and
performance of HSBC firm in international market. Thus, HR team gather
current data and compare them with old data. Through this this activity they
get information related to positive or negative work quality change of
company.
TASK 4
4.1 Role of government in development, training and lifelong learning.
The HSBC company has decided to play an effective role in government's
apprenticeship training programme. The role of government in training and development are
as follows:
Creating favourable work environment- The overall capability of people is can be
improve with the help of favourable work environment which is created by government. It
involvement basic rules related to the performance of people, in which protect the right of
employment and allot punishment for any violation of rules and regulation.
Promote human resource development- Government may promote human resource
development programme through providing training and development to members. It can
aware people about training process which is beneficial for them and boost up their
confidence.
Allocate fund- Government provide funds to public and private sector for provide
proper training to citizens. With the help of these funds development and training must be
possible and improve their performance as well as work quality. If public as well as private
sectors are efficiently use the fund which is provided by government then every person able
to attend training session which boost up their confidence.
4.2 Need for competency and skills assessment.
The ability of any person is can be identify with the help of competency. Ability of
performance stands for efficiency of any person in order to complete task in a timely and
efficient manner. Also it define qualification for perform task and improve work quality.

Competency movement is followed by the government of UK in order to improvement of
performance of public and private sectors. The main aim to provide development programme
of company which is highly required. It having a impact on the performance of public and
private sector whether it is negative or positive. Waitrose, is the private company having on
impact of competency. Through which it can improve its performance in international market
and it provide human development. Tesco is the public sector company which is engaged in
the business of retailing of goods and services. It receive benefits of provide proper training
to their employees and manage development programme for them. Government provides an
opportunities to organizations for maintain healthy and peaceful environment in which people
are easily perform their task and reduce poverty from UK country.
4.3 The contemporary government's initiatives on training and development.
The government UK have various initiatives which which is related with the human
resource development. As the above mention part it is clearly stated that government's
initiatives are beneficial for Waitose organization. Further, the government of UK is focused
on the enforcing national skills academy which help companies to provide proper training to
their workers. The training and development programme has been promoted with the help of
these initiatives, as these are helpful for both public and private sector enterprises.
CONCLUSION
On the basis of above report it has been concluded that, the HSBC company provide
provide proper training to workers in order to improve their performance and work quality as
well. As HSBC is the banking and financial services holding organization. Further, it is the
multinational firm which headquartered in London. Managers and leaders are identify the
needs of development and then provide training according to their requirement. Different
learning styles are opted by this company through which they can easily evaluate need of
development of their employees. As government's initiatives are beneficial for public as well
private companies. The government of UK play an important role in overall performance of
companies. Various types of systematic approaches are adopted by firm for providing proper
training to their workers. Training session have some advantage but have some disadvantages
too. Advantages such as it can boost up confidence of workers and improve their

performance as well. But it consume lots of money and time. HSBC firm spent lots of money
and time on training and development programme which is provided to their workers.
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