Human Resource Development Report

This report delves into Human Resource Development at Green & Co., outlining the importance of training and development programs for enhancing employee skills and knowledge. It covers various learning theories, training needs at different levels, and the evaluation of induction training programs. The report also discusses government objectives for apprenticeships and their benefits to the company, concluding with key findings and recommendations for effective training strategies.

Human Resource Development
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Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Concept of learning curve..........................................................................................................3
1.2 Comparison of different learning styles.....................................................................................4
1.3 Assessment of designing induction programme........................................................................4
TASK 2 ................................................................................................................................................5
2.1 Comparison of training needs at different level of Green & Co. ..............................................5
2.2 Advantages and disadvantage of training methods....................................................................6
2.3 Training and development plan for the staff at various levels..................................................7
TASK 3.................................................................................................................................................8
3.1 Evaluation of induction training programme.............................................................................8
3.2 Assessment of the success of the evaluation..............................................................................8
3.3 Review of the induction training programme............................................................................9
TASK 4.................................................................................................................................................9
4.1 Government's objective for apprenticeship................................................................................9
4.2 Assessment based on competency...........................................................................................10
1.3 Government objectives for the apprenticeship and its benefit to Green & Co. in recruitment
.......................................................................................................................................................10
CONCLUSION...................................................................................................................................11
References..........................................................................................................................................12
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INTRODUCTION
Human resource development is a vast area which consists of training and development
programmes provided by the organisations to their employees for enhancing their skills, abilities
and knowledge. Companies apply the process regarding the human resource development at the
time of hiring employees and continue it till their retirement. The purpose behind this is to make
employees better than before (Bratton and Gold, 2012).
In the present study, Green and Company is taken into consideration. This file consists of
learning theories, learning style as well as plans for designing training and development
programmes. Along with this, present study also consists of the evaluation of training events and the
role of government in lifetime development. At the end, study is concluded with the help of key
findings and appropriate measures.
TASK 1
1.1 Concept of learning curve
Green and Company is facing various challenges in its working environment. It needs to
conduct training and development programs for developing the skills and abilities of its employees.
Learning plays an important role in improving the performance of employees and new candidates.
The induction program of Green and Co. helps employees in understanding the expectations of
company from them. Mission, vision and goals of the company are explained by the induction
programmes which later motivate employees to improve themselves and learn new things. It is a
step by step process for improving the skills and abilities of employees (Chen and Huang, 2009).
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Illustration 1: Learning curve
(Source: Chapters of a whole event, 2013)

By learning curve, employees can able to monitor changes in themselves. This curve helps them in
identifying that whether the applied changes are beneficial for the employee or not.
Employees improve themselves by learning working styles, policies, procedures and
employee's rights of the company. Through this learning curve, employees can bring improvement
in their performance and working efficiency. Transfer of information from the induction
programmes encourages employees and new joinees to contribute in the success and growth of
Green and Co. This learning results to create various opportunities for the employees and gives new
direction to their career (Khan and Sheikh, 2012). The horizontal axis of curve represents the
experience of employees with respect to the time and vertical axis of curve shows the learning or
proficiency of employees and new candidates.
1.2 Comparison of different learning styles
The induction programmes of Green and Co. is conducted only for two days. In these two
days, firm wants to cover all the factors such as history, mission, vision, goals and objectives. Along
with this, company also wants to explain ethics, morale as well as values of the working
environment to the candidates (Knowles, Holton III and Swanson, 2014). By using appropriate
learning style, company can enhance the skills, abilities and knowledge of employees effectively
and efficiently. Various styles which firm can be used are explained below. VARK model: This model is one of the popular models used by organisations for
understanding learning styles of individuals. This model has four elements i.e. visual,
auditory, reading or writing and kinaesthetic. In this style, company can use videos,
presentations, reports, audio and many more for explaining things to new employees (mé,
2011). Kolb Learning style: In this style, individual learns new things by doing experiments,
various researches, observations along with collecting various information. This style has
four parts I.e concrete experience, reflective experience, abstract experience and active
experimentation. Green and Co. can visit their new employees to its various departments for
understanding them about the operations and other things effectively (Reed, 2001).
 Myers-Briggs Learning style: This model consists of four stages i.e. extroversion versus
introversion, sensing versus intuition, thinking versus feeling and judging versus perceptive.
Firm can apply this learning style for explaining things as per the thinking, perception and
feelings of new workers (Learning Style, Play, and On-line Interactive, 2007).
1.3 Assessment of designing induction programme
Use of various learning style can improve the induction programmes of Green & Co.
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Selection of learning style depends upon the company and its environment. If, it uses VARK model
for explaining the working environment of firm then it becomes easy for new employees to know
company and other elements such as its history, policies, procedures, techniques, employee's rights,
health and safety regulations, etc. By using this style, new workers can able to understand the
market position of firm along with its market reputation (Budhwar and Sparrow, 2002). These all
information help them in enhancing their skills, abilities and knowledge as per the requirement of
enterprise.
By proper guidance and monitoring, new staff try to face new challenges and risks which
later helps them in increasing their confidence and motivation level. With the help of proper
observation at the time of visiting, new workers can understand the working of company. These all
information help new candidates to improve the skills of themselves and to perform well for
achieving the goals and objectives of Green & Co (Bratton and Gold, 2012).
With the use of different styles, Green & Co. can provide all the information to the new
workers for influencing them in order to do quality work. This induction event results to create a
learning habit among the new workers which is a good thing for them. By using appropriate
learning style, firm can able to learn new things to the new candidates in an effective and
appropriate manner (Johnson, 2001).
TASK 2
2.1 Comparison of training needs at different level of Green & Co.
Training and development plays an important role in developing the skills, abilities and
knowledge of employees regarding the particular work. There are various kinds of training such as
e-learning, classroom training, case study, role plays, coaching and many more which organisations
can use for their employee's improvement and enhancement (Burr and Pearne, 2013).
According to the given case, Green & Co. is providing training to their employees of three
categories i.e. graduate trainees, new line managers and experienced existing managers. The
purpose of this training program is to develop the skills and abilities of employees and to increase
their career opportunities. Training needs of each category is differ from other so firm needs to
identify training needs effectively and then implement appropriate training method.
Comparison of training needs at different level is as follows. Graduate Trainees: Training needs of graduate trainees is to build their confidence and
improve their skills by using practical ways such as role plays, case studies, etc. in order to
improve their decision making skills , risk handling skills (Cassidy, 2006). New Line Managers: Training needs of line managers is to develop their technical skills,
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production and sales skills regarding the quality of shoes, proper utilization of resources,
requirement of new machines and devices, etc.
 Experienced Existing managers: Training needs of existing managers is related to motivate
them, observation of the performance of the other workers, team management, time
management, relationship management, risk management, etc for their development
(Chatzoglou, 2008).
2.2 Advantages and disadvantage of training methods
Green & Co. is using various training methods for fulfilling the training needs of employees.
This training programme can provide various benefits to the organisation and its workers as well. If
we talk about the advantages of business then firm can improve its quality of shoes, increase its
market position, earns high revenue, improve its working environment, time management and can
introduce new machines for improving the performance and quality (Dann, 2012). Along with the
firm, workers can also get benefits from this training program as it results to enhance their skills,
capabilities and information. This training program can improves the performance of workers and
bring lots of confidence in them.
For taking advantages of training programmes, Green & Co. can use on the job and off the
job training. Each type of training have its own advantages and disadvantages which are explained
below.
On the job training
Advantages:
 It give more emphasis to motivate trained for improving their skills and performance.
 It is an informal type of training It's more focus is on the jobless expenses (Deckop, 2006).
Disadvantages:
 It is not organised in appropriate manner.
 There are risks of accidents or some other hazardous
 Candidates does not get practical knowledge related to their training work.
Off the Job Training
Advantages:
 It provides practical knowledge to the employees It makes employees to face the challenges of real world (Guest, 2001)
Disadvantages:
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 It is a formal training
 It is more expensive than on the job training
 Candidates motivate less in this training as compare to the on the job training (Hughes,
2002).
2.3 Training and development plan for the staff at various levels
Green & Co. needs to plan their training and development programmes for achievig the
planed objectives. It is providing training to new graduate trainees, new line manager and
experienced managers. The steps which are to be followed by firm for planning their training and
development program are as follows. Identification of the needs: The first step of Green & Co. is to identify the needs of training
at the various levels. Higher authorities can identify needs by conducting meetings,
discussions with the employees, etc (Johnson, 2001). Setting of training objectives: After identifying the training needs, next step is to set
objectives for the training programme. These objectives should be related to the three
categories of employees so that they can improve themselves. The main objective can be
development of various skills such as technical skills, communication skills, time
management skills, etc. Selection of appropriate learning and training method: In this step. Green & Co. needs to
select the appropriate learning style and training method for developing the 3 categories of
workers. By using proper learning style, firm can able to convey its message appropriately
and effectively to the employees (Reed, 2001). Preparation of Plan: After collecting all the above information, Green & Co. needs to
prepare plan for their training programme. This plan should have information related to the
training venue, professionals and experts who are conducting sessions, tools and techniques
required for the training and other equipments . Plan Implementation: In this step, the whole plan is being implemented by the company for
its two days training programme for the 3 categories of workers.
 Evaluation and controlling: The evaluation of the training programme results firm to notice
the improvement in the performance of the employees and also helps in controlling various
mistakes and problems (Knowles, Holton III and Swanson, 2014).
TASK 3
3.1 Evaluation of induction training programme
In order to evaluate the effectiveness of the training programmes few techniques have been
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used. They are as followed.
 Questionnaire- This method requires the manger to create a questionnaire based on the
training event. The employee will have to provide a feedback, of the training program. Both
positive and negative point can be added to the questionnaire (Burr and Pearne, 2013). This
helps the manger to evaluate effectiveness of each training programmes on individual basis.
As one to one interaction id done while questioning a better feedback can be generated from
the employees.
 Cost benefit analysis- This technique helps in evaluating the cost advantage generated from
the training programmes to the employees. The manger can access as to what monetary
benefit was received by the employees through training and development programme. This
technique is also helpful in identifying the feasibility of the training programme
(Chatzoglou, 2008). As the manger can compare between different training programmes,
he/she can analyse as to which one is best among the others.
 Quality circle- This circle is a group of employees receiving the same training and
development for their respective job. These employees in a group provide feedback and
suggestion to improve the training and development programme for the Green and Company
(Bratton and Gold, 2012). Workers or employees implement various suggestion to the Green
and Company in order to improve their performance.
3.2 Assessment of the success of the evaluation
In order to assess the success of the evaluation technique following method is used.
 Formative Assessment- This assessment is done throughout the training and development
programme (mé, 2011). The manager tries to seek feedback from the employees in between
the training program. Quizzes, test and oral question are asked in order to identify the
successfulness of the training program. The main aim is to identify whether the employees
are able to achieve learning from the training or not.
 Summative assessment- This assessment is carried out at the end of the training and
development programme. As they are evaluative they summarize the learning from the
training programme. The employee is asked as to what he/she learned from the training and
how he/she may benefit from it. In many cases, grades are allotted to the employees who
performed well in the training programme (Cassidy, 2006). Through this the manager
identifies as to which employees successfully completed the training programme and who
failed to the same.
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 Formal and Informal assessment- Formal assessment is done with the help of a written
document. The manger asks the employees question and interrogates him/her about his/her
experience of the training program. On the basis of that manage identify the performance of
the employees (Khan and Sheikh, 2012). By doing formal assessment the manger is able to
find out the loopholes that occurred in the program. In informal assessment the employee is
casually asked about the training program. This may done during breaks or without any
officially notice.
3.3 Review of the induction training programme
Review is an evaluation of the training programme. It is done to evaluate the effectiveness of
the training towards Green and Company and its employees. The manger will have to review each
step of the training programme in order to identify whether there is a loophole in the programme or
not. The manger has carefully identified the needs that have to fulfilled during the training programs
(Chatzoglou, 2008). As the training program's objective was to groom the skills of the employees it
played a vital role in assessing those needs. While setting training objective of Green and Company
must be very precise and accurate. The training programme has been effective in providing proper
time management strategies to the employee. The employees felt motivated after the training
programme. Ass they were guided to improve their performance, the employees morale were
boosted. Use of training method helped the employees in learning and development. The training
programme enhanced their ability to learn about various new skills and techniques to increase work
performance. Implementation of the training programme helped Green and Company in achieving
its goals and objectives. Training embarked the importance of learning which groomed the self
development of the employees. They were more aware about their job responsibilities towards
Green and Company (Chen and Huang, 2009). Training program was effective in identifying the
strengths and weakness of the employees. The employees themselves could review their ability
towards certain job description.
TASK 4
4.1 Government's objective for apprenticeship
The government of United Kingdom is helping the apprenticeship in getting appropriate
jobs. Governments objectives is a followed.
 Traineeship programme have been formulated by the government. This programme aims at
providing guidance to the apprenticeship about their expertise and skills (Knowles, Holton
III and Swanson, 2014). The apprentices are guided and moulded in these programs and they
are mentored so that they can receive employment.
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 Financial assistance is also provided to the apprenticeship who are not able to receive
employment opportunity (Dann, 2012). By providing them with monetary assistance the
government is able to serve the financial needs of the individuals. This financial assistance
is provided them until they receive an appropriate job.
 Training and development programmes are conducted by the government officials in order
to train the individuals so that they can improve their abilities (Chapters of a whole event,
2013). These training are done by the industry experts which inspires the individuals to
work better and increase their performance.
4.2 Assessment based on competency
Competency based assessment is used for creating applicable standard of competences
regarding to the employees. In this process, experts and professionals work with the trainees for
collecting the information related to the competences. It is not about measuring the skills and
abilities of candidates but it is about making training programme more successful and better. Green
& Co. is facing various problems such as early retirements, lack of proper skills in younger
employees, narrow range of knowledge regarding the work and many more. For solving these
issues, firm needs to decide some standards for developing employees effectively (Bratton and
Gold, 2012).
Performance of the firm will decrease if its employees leave the organisation and due to this,
it is important to use competency based approach. By this approach, firm can appreciate and
motivate new members and existing employees for improving themselves along with their
performance (Training and study at work: your rights., 2015). Appreciation of workers leads them
to bring positive changes in them as per the requirement of their work. Time to time evaluation can
also help firm in knowing the participation of workers in training programme. This evaluation also
helps in finding that training is achieving the objectives or not. It can also helps in controlling and
handling the mistakes or error occur during the training programme. By using all these factors, firm
can able to achieve the expected objectives (Cassidy, 2006).
1.3 Government objectives for the apprenticeship and its benefit to Green & Co. in recruitment
In apprenticeship programmes government selects some of the companies for appointing
intelligent, talented and skilled persons. Various roles are played by the government while
conducting apprenticeship programmes which includes funding, validation qualification, providing
schools, etc (Government Knowledge Training., 2015). The objectives of government behind this
programme are explained below.
 Proper employee engagement.
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 For bridging the gap between the industry and labour market.
 Providing people various opportunities to improve their living standard (Guest, 2001).
 To find the talented, skilled and intelligent people from various sectors.
 To take talent among the public.
Green & Co. takes various benefits from the apprenticeship programme of government which are
explained below.
 Company gets skilled, talented and well trained employees
 Company does not need to invest its money for providing training to the employees.
 New workers helps in taking innovative and creative decisions during work processes
 This helps in maintaining and improving the quality of employees which results to increase
in the ratio of retention (Khan and Sheikh, 2012).
CONCLUSION
From this study it is concluded that, human resource development plays crucial role in
developing the skills, abilities and knowledge of the employees, It is important to provide training
time to time for enhancing the knowledge as per the need of market and latest trends. Learning
curve also helps in identifying the learning needs of the workers. By the help iof it, employees can
monitor their performance according to the time. Green & Co. is facing various issues and
challenges regarding the employees. For resolving these issues it is important to design induction
programme along with the training and development programme. Off the job and On the job
training methods are appropriate for improving and developing the new and existing employees.
Government apprenticeship programmes also helps firm in improving their quality of employees.
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REFERENCES
Books and Journals
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403.
Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and
innovation. 39(4).
Cassidy, S., 2006. Learning style and student self-assessment skill. Education + Training. 48(2/3).
pp.170 – 177.
Chatzoglou, D. P., 2008. Enhancing performance through best HRM practices, organizational
learning and knowledge management: A conceptual framework. European Business Review.
20(3). pp. 185–207.
Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation performance
—The mediating role of knowledge management capacity. Journal of Business Research.
62(1). pp. 104-114.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process. Routledge.
Deckop, R. J., 2006. Human Resource Management Ethics. IAP.
Guest, D.E., 2001. Human Resource Management: When research confronts theory. International
Journal of Human Resource Management. 12. pp. 1092–1106.
Hughes, C., 2002. HRM and Universalism: Is there one best way? International Journal of
Contemporary Hospitality. 14. pp. 221–228.
Johnson, N. B., 2001. Strategic human resource management effectiveness and firm performance.
The International Journal of Human Resource Management. 12 (2). pp.299-310.
Khan, B, M. and Sheikh, N, N., 2012. "Human resource development, motivation and Islam".
Journal of Management Development. 31(10). pp.1021–1034.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
mé, E., 2011. "Human resource development in the knowledge based and services driven economy:
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Reed, M., 2001. Fight the future! How the contemporary campaigns of the UK organic movement
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Online
Chapters of a whole event, 2013 [Online]. Available through:
<http://www.synapse9.com/chapters.htm>. [Accessed on 20th January, 2016].
Government Knowledge Training., 2015. [Online]. Available through:
<http://www.govknow.com/training-home.html>. [Accessed on 20th January, 2016].
Learning Style, Play, and On-line Interactives, 2007. [Online]. Available through:
<http://www.eduweb.com/onesize-full.html/>. [Accessed on 20th January, 2016].
Training and study at work: your rights., 2015. [Online]. Available through:
<https://www.gov.uk/training-study-work-your-rights>. [Accessed on 20th January, 2016].
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