HRD Report: Analyzing Training and Development Strategies at M&S

This report provides a comprehensive analysis of human resource development (HRD) practices within Marks & Spencer (M&S). It begins by outlining the importance of HRD, focusing on training and development to enhance employee skills and knowledge. The report delves into comparing training needs across different staff levels at M&S and identifies various training methods, evaluating their advantages and disadvantages. It also explores the systematic approach used by M&S to plan and design training events. Furthermore, the report presents an evaluation plan for a training event using the CIRO model, explaining the evaluation techniques employed and reviewing the success of these methods. Finally, the report examines the role of the government in training, development, and lifelong learning, including the impact of the competency movement and contemporary government initiatives on HRD within M&S. The report concludes by summarizing key findings and insights into effective HRD strategies.

Human resource
development

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
Task 2...............................................................................................................................................3
Introduction..................................................................................................................................3
2.1 Comparing the training needs for staff at different level of M&S.........................................3
2.2 Identifying training methods along with assessing the advantages and disadvantages.........4
2.3 Systematic approach used by M&S to plan and design training event..................................5
Conclusion...................................................................................................................................5
Task 3...............................................................................................................................................5
Introduction..................................................................................................................................5
3.1 Preparing an evaluation plan for a training event in M&S....................................................6
3.2 Explaining the techniques to evaluate the training event in M&S.........................................6
3.3 Reviewing the success of the methods used to evaluate the training event in M&S.............7
4.1 Explaining the role of government in training, development and lifelong learning..............7
4.2 Explaining the development of the competency movement impacted on the public and
Private sectors..............................................................................................................................8
4.3 Assessing the contemporary training initiatives introduced by the UK government
contribute to human resource development in M&S...................................................................8
Conclusion...................................................................................................................................9
Conclusion ......................................................................................................................................9
References......................................................................................................................................10
2

Index of Tables
Table 1: Training needs for staff at different levels.........................................................................4
Table 2: Training methods and their advantages and disadvantages...............................................5
Table 3: Evaluation plan by CIRO model........................................................................................7
3

INTRODUCTION
Human resource development is a part of the human resource management, in an
organization it only deals with training and development of the employees. It provides training
and development with a motive to increase skills, knowledge, education, abilities in the
employees (Delahaye, 2015). The process of HRD begins with hiring of the new employees and
continues till employee's tenure in an organization. It is designed to provide information to the
employees that they need to adapt that organization's culture. The present report is based on the
Mark and Spencer, a major British international retailer, specialists in selling of clothes, home
products and luxury food products (About us, 2016). This report explains the different learning
styles in context to M&S and the role of learning curve in the work place. Furthermore, the
different training needs and the training methods are identified. The role of the UK government
in training, development and lifelong learning are covered in this report.
TASK 1
Attached in PPT
TASK 2
Introduction
This report will plan and design the training and development. The different training
methods will be identified and their advantages and disadvantages are covered in this given task.
2.1 Comparing the training needs for staff at different level of M&S.
To achieve the organizational objectives and goal, training is necessary, as it helps the
company in improving the performance. The training needs for staffs at different levels are:
Table 1: Training needs for staff at different levels
Higher level manager Middle level manager Lower level staff
For staff development and
promotional events, manager
want information for this they
need marketing related training
as to motivate the staff
Training is necessary, so that
the middle level manager can
understand the terms, policies
and procedure of the M&S, so
that they can easily manage the
Lower level staff have a direct
contact with the customers,
they need development
training, so that they can easily
influence the consumers
4

(Kumpikaitė, 2015).
To successfully identify the
weaknesses and build the
strengths, technical training is
required by the top level
manager.
Maintenance training is
required by the higher level of
manager as to maintain the
high standard of quantity and
control.
work.
They need management
training so that they can
manage the lower level staff
easily as well as operations at
the work place in absence of
the higher level manager
(Warner, 2015).
To achieve the organizational
objectives and goal of the
M&S, training is necessary.
There is need of training so to
make them aware about the
new technology in the work
place.
(Beadles and et.al., 2015).
To improve the performance of
the staff, Expert advising
training is required, as it will
help in bringing efficiency in
their work.
To enable the staff to apply the
acquired knowledge in the
work place, training is
required.
2.2 Identifying training methods along with assessing the advantages and disadvantages.
There are different types of training method used by the M&S, in order to provide
training to the employees. Some of these methods are:
Table 2: Training methods and their advantages and disadvantages
Training
methods
Advantages Disadvantages
Coaching Coaching helps the company, as it
provides huge amount of information
to the employees.
Many cases, it is not effective, as lack of
interaction between the trainee and
trainer, will result in wastage of training
Job rotation This method helps the employees in
increasing the skills as well as
motivate the staff, towards the work
There are chances of disrupt of work
flow, as employees are new in that
particular job. If higher level employee
5

(Punnett, 2015). It also helps in
gaining the experience.
shifted to lower level, then his morale
will decrease.
Performance
appraisal
The main advantage is that the
employees will be more motivated in
their work. They will finish the work
before deadline.
Those employees who can't level up their
performance, can get dissatisfied with
their work, with this result they will be
dis-motivated in their job (Morschett,
Schramm-Klein and Zentes, 2015).
Apprenticesh
ip training
This is a very effective method, as
employees get valuable skills and
knowledge (Riccucci, 2015).
This is an expensive method, M&S can
organize this training only for
extraordinary staff, they can't bear for all
the staff
2.3 Systematic approach used by M&S to plan and design training event
To plan and design training event, the steps covered in the systematic approach are:
 Identifying the training needs- This approach help the M&S to identify the need of the
training within the staff. According to the performance and feedback of the employees,
training needs is identified (Willingham, Hughes and Dobolyi, 2015).
 Define the learning required- The next approach used by the M&S, is to define the
learning required, which covers the type of training method is applicable on the basis of
the training needs.
 Set objectives- M&S have to set the objectives before implementing the training event,
in such a way, that the management will achieve the goals and objectives related to
training (Rosenberg and Burkert, 2015).
 Implement the training event- The plan is to be implemented by the M&S, by
providing training to the staff. Implementing of training help the employees to solve the
problems in the work place by using of the valuable skills.
 Evaluating of training event- After implementing the program, the last step to covered
in this approach is to evaluate the training event, which can be done by comparing the
present performance with the past performance.
6

Conclusion
This task concludes that to achieve the organizational objectives and goal, training is
necessary. It also concludes that Coaching, Job rotation and Performance appraisal methods
helps the staff in increasing the skills.
TASK 3
Introduction
This task will evaluate the training event and understanding of government skills
development initiatives will be introduce.
3.1 Preparing an evaluation plan for a training event in M&S
M&S used the CIRO technique to evaluate the plan, as the CIRO model helps the
company in evaluating the effectiveness of the training (About us, 2016). The evaluation plan for
the training is:
Table 3: Evaluation plan by CIRO model
CIRO model Evaluation plan
Context The evaluation plan starts with measuring the cost of the training and the need
of training for the employees in the M&S.
Input In this the training event will be organized for the employees and delivering
the training to them so to increase the skills and knowledge (Willingham,
Hughes and Dobolyi, 2015).
Reaction It is used to check the reaction of the employee at the time of delivering the
training to them. Whether the employees are satisfied from the training or not.
Outcome This is the last step of evaluation plan, in which the result is calculated by
comparing the present performance with the past performance
3.2 Explaining the techniques to evaluate the training event in M&S.
There are different techniques used by the M&S to evaluate the training program in the
organization. These techniques are related to the actual outcomes and expected result and used
by mentioned company to eliminate the problems faced by them at the time of training.
7

The CIRO technique- To evaluate the effectiveness of the training, this model is used by the
cited company. This technique is used by the company before and after the training program so
to calculate the expenses of the training does not exceed from the planned budget (Truong,
2016). It covers four levels: Context- This level evaluate the need of the training, the cost of the training, which they
have to bear while conducting the training event. Input- It is concerned with evaluation of the training process, and also the design of the
training event and the delivery of the training to the employees. Reaction- This reaction specify the degree of satisfaction from the training event. It also
refers to the knowledge and the information used by the trainee in the work place, which
he earned from the training (Carlson, 2016). Outcome- This step shows the result of the training program, the level of achievement
gained by the employee from the training.
The ROI technique- This technique measure the performance of the employees from the training
as well as there contribution in the workplace. This technique collects the data and then isolates
the effect of the training on the staff (Stein and Irvine, 2015). After collecting the data, it
calculates the return on investment and at last arrange the program cost.
3.3 Reviewing the success of the methods used to evaluate the training event in M&S.
The training events have played a crucial role in the success of M&S. In the following
ways the success of the training methods has been reviewed: Behavior Change: The organisation can observe the behaviour of the employees. It can
measure the behaviour of employees before providing the training and after providing the
training. Through this, it is evident that behaviour of employees become positive towards
company and now they are working with full zeal and support. Efficiency and Performance: The success of any training event can be measured by
observing the performance and efficiency level of the employees. After providing the
training, the employees have learnt a lot in the practical aspect. They come to know about
the uses of new technologies and with that they have performed efficiently. This certainly
improved the overall capabilities of company.
8

 Direct and Indirect cost: The success of training event can also be measured by
calculating the direct and indirect cost of training programs. Direct cost includes external
design and development, consultancy fees, travel expenses whether indirect cost includes
salaries of in-house trainers, costs of rooms and equipment etc. Both direct and indirect
costs are included in the analysis of the training. Through training, M&S is able to reduce
its cost related to duplication of work and by increasing competency of employees.
The evaluation method is very important for the M&S to evaluate the success of the
training event. The evaluation can be done by comparing the actual benefit from the expected
benefit by this they can sort out the impact of the training events. Training event helps the M&S,
as in increases the effectiveness and efficiency in the production level, it also helps in improving
the performance as well as profit of the company (Ticevic and Anna-Weichselbraun, 2014). The
success of the training event can be reviewed by comparing the present performance with the
past performance, thus it is the easy way to figure it out the cost benefit ratio. By this the
company can easily decide whether to continue with the training event or improvement need to
be made.
4.1 Explaining the role of government in training, development and lifelong learning
For the development of human assets, in private and public firms, the UK government is
contributing effectively. UK government provides training facilities to the company, conducted
by the experts with a motive to help them at supreme level. Performance, skill development and
efficiency in the staff, is an advantageous for the company, as this helps in achieving the goals
and objectives of the organization (Delahaye, 2015). The government of UK plays an important
role in providing training and development programs to the employees, as it heighten the
economic competitiveness. They focus on rendering high quality vocational education to young
employees with a motive that they can amend their required skills in accordant with the present
environment. The role of the government includes that, in different sector in UK, they introduced
around 400 training centres for six to nine months in which they provide experience to the
individuals. Along with this, they provide training allowances to the people attain the age group
of 16 to17 years. They also played an important role in initiating the non department public body
9

of UK, by providing them further education and learning. So that the non department public
body can easily enhance their skills and learning (Riccucci, 2015).
4.2 Explaining the development of the competency movement impacted on the public and
Private sectors.
The development of competency movement provides a competitive environment. Private
as well as public companies challenge intense growth and competition by sharing knowledge and
growing competencies. The companies have to spend a big amount to escape from the
competitive environment. They are also required to produce quality products and services for
gaining the competitive edge. The training and development programs help companies to take
that edge from the rivals. Training and development programs provide required learning to the
employees. Whenever organization hires new employees, they need to provide proper learning to
them. These learning programs help employees to know the right uses of technologies and
machinery. Public companies in UK are making continuous efforts to improve the quality and
service at a standard level. The growth in performance of private firms has directly impacted the
economy of the countries. These training and learning programs provide faster development and
it enhances the productivity of the employees of the firms. The productive employees are the
main reason behind the expansion and success of any firms.
The development of competency movement plays an important role. Competency is
defined as supporting the employees in performing their job and duties. To increase the
competency in the private sector, the firm invest more to gain the competitive advantages
(Truong, 2016). No firm wants that their competency in competitive advantage in employees
performance will fall.
The development of competency impacted on both sectors, as to perform the job
effectively and efficiently by the employees, for this they focus on selecting the applicant who is
competent in performing the job. Furthermore, initiative of the training and development by the
authorities had reduced the burden of both the public and private sector companies, related to the
training of new employees. As they recruit those employees, who are suited and competent for
the company (Carlson, 2016). The development of competency movement renders efficient
services, with this the overall efficiency of the organization is impacted. It also impacts in
10

selecting the competent personal in both the sectors, as it assist in rendering effective services
within the environment, with this overall performance of the company was impacted. Therefore,
competency movement has a positive impact on both the sectors.
4.3 Assessing the contemporary training initiatives introduced by the UK government contribute
to human resource development in M&S
The UK government has introduced many contemporary training initiatives to Human
Resource development. Some initiatives are as follows: The Learning and Skills Council (LSC):- LSC is the non departmental public body that
exists to make UK nations better skilled and more competitive. To provide better learning
to young people UK government aims to develop and implement strategies. The LSC in
now known as The Skills Funding Agency. The Union Learning Fund (ULF): ULF was also an initiative of UK government that
promotes lifelong learning opportunities; transform the lives of employees in developing
skills, achieving qualifications within the workplace. The objective of ULF is to create a
learning society.
 Investors in People (IIP): IIP provides best practice people management standard. It
aims to improve organization’s performance through development of people. It is owned
by UK government and supported by department of business, innovation and skills.
The UK government has introduced contemporary learning method in HRD, to bring
stability, improvement and growth in economy. The training programs are designed with an aim
at quick learning on different areas of a business by the employees and the government of UK
had design different training programs for different companies (Warner, 2015). In the company,
the contemporary training program is the fastest process of development.
The contemporary training initiatives is very important for the Marks and Spencer, as it
bring development and also help in gaining competitive advantages. M&S developed and
changed the values of the company and for this they need specific training for their employees to
make it successful (Morschett, Schramm-Klein and Zentes, 2015). According to the continuous
changes in the environment, contemporary training helps the employees to quickly adapt the
11

changes. Hence, the different training initiative by the government has positively contributed to
the human resource management in M&S.
Conclusion
This task concludes that the development of competency movement plays an important
role in public and private sectors.. It also concludes that the evaluation method is very important
for the M&S to evaluate the success of the training event.
CONCLUSION
The aforementioned report explained that, training and development event helps the
M&S in achieving the goals and objectives as well as helps in improving the performance of the
company. Furthermore, it concludes that the Coaching Job rotation and Apprenticeship training
are the best method of training for the M&S employees. It also concludes that the CIRO and the
ROI technique are used by the M&S to evaluate the training program in the organization.
12

REFERENCES
Books and Journals
Beadles, I. I. and et.al., 2015. The impact of human resource information systems: An
exploratory study in the public sector. Communications of the IIMA. 5(4). p.6.
Carlson, E. R., 2016. Lifelong learning and professional development. Journal of Oral and
Maxillofacial Surgery.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
Kumpikaitė, V., 2015. Human resource training evaluation. Engineering economics. 55(5).
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management.
Springer.
Punnett, B. J., 2015. International perspectives on organizational behavior and human resource
management. Routledge.
Riccucci, N. M., 2015. Public Personnel Management. Routledge.
Rosenberg, M. and Burkert, A., 2015. Learning Styles and their Effect on Learning and
Teaching. Forschende Fachdidaktik. p.103.
Stein, J. and Irvine, A. K., 2015. Career preparedness and lifelong learning: a global perspective.
Truong, H. M., 2016. Integrating learning styles and adaptive e-learning system: current
developments, problems and opportunities. Computers in Human Behavior. 55. pp.1185-
1193.
Warner, M., 2016. Changing workplace relations in the Chinese economy. Springer.
Willingham, D. T., Hughes, E. M. and Dobolyi, D. G., 2015. The scientific status of learning
styles theories. Teaching of Psychology. 42(3). pp.266-271.
Online
Marks and Spencer. About us. 2016. [Online]. Available through:
<www.marksandspencer.com/>. [Accessed on 26th April 2016]
Ticevic, S. and Anna-Weichselbraun, S., 2014. The Systematic Approach to Training: Analysis
and Evaluation in the Department of Safeguards. [Pdf]. Available through:
<https://www.iaea.org/safeguards/symposium/2014/home/eproceedings/sg2014-papers/
000340.pdf>. [Accessed on 26th April 2016].
13