HRM Report: Analyzing Training and Development at Starbucks

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within Starbucks. It begins by exploring various learning styles, including the Honey and Mumford model, and discusses the significance of the learning curve and learning transfer in the workplace. The report then delves into the importance of learning styles and theories in planning and designing effective learning events. Furthermore, it examines training needs at different organizational levels within Starbucks, comparing the advantages and disadvantages of various training methods like role-playing and lectures, and proposes a systematic approach to planning training events. The report also includes an evaluation form designed to assess the learning outcomes of staff at various levels, along with an analysis of the results. Finally, it addresses the role of government in training and development, the impact of the competency movement, and contemporary training initiatives contributing to HRD.

HUMAN RESOURCE DEVELOPMENT IN ACTION
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................4
1.1 Different learning styles...................................................................................................4
1.2 The learning curve and the importance of learning transfer within a workplace.............5
1.3 Significance of learning styles and theories when planning and designing a learning event.
................................................................................................................................................6
TASK 2............................................................................................................................................7
2.1 Training needs for staff at various levels in the organisation...........................................7
2.2 The advantages and disadvantages for different methods of training..............................8
2.3 Systematic approach to plan training event....................................................................10
TASK 3..........................................................................................................................................11
3.1 Evaluation form to consider the learnings of the staff at various level of Starbucks. ...11
3.2 Analysing the results of evaluation form........................................................................12
3.3 Reviewing the evaluation form......................................................................................12
TASK 4..........................................................................................................................................14
4.1 Role of government with regard to training, development and lifelong learning..........14
4.2 Development of the competency movement impacting public and private sector
organisations.........................................................................................................................15
4.3 Contemporary training initiatives contributing to human resource development for .. .15
CONCLUSION .............................................................................................................................16
REFERENCES .............................................................................................................................17
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INTRODUCTION
The Employee training program within the Starbucks will be described in this report
Each and every organisation use this continuous process in order to increase the productivity and
profitability. Starbucks is a multinational food company which offer various products and
services across the world. The following report is prepared in order to understand what are the
different advantages of gaining knowledge in organisation and how it contributes in increasing
profitability of the same enterprise. Different methods and techniques of learning are discussed
in detail in order to understand how they are utilised in the cited business entity. This report
describes the various aspects of HRD which are important for increasing the business
performance of the firm. The different learning styles are briefly determined in this study as well
as their importance within an organisation is also explained. Furthermore, the training needs and
their differences at every level of organisation has been included in this report with an evaluation
form related to the learnings of the staff within Starbucks.
TASK 1
1.1 Different learning styles.
There are different learning styles adopted by an individual according to their needs,
skills and abilities. Each and every individual needs to adopt specific learning style so that the
individuals working within an organisation can achieve success and meet the desired goals or
objectives (Knowles, Holton and Swanson, 2014). Individual learning is important for enhancing
or increasing the knowledge, skills, capabilities and behaviour which leads to improve overall
performance. It also has a positive impact on an organisation as they develop a strong and
effective workforce for performing the business operations. There are different types of learning
styles which are as described below -
Honey and Mumford learning style:
A manager within a particular organisation required to choose an effective and
appropriate learning style, There are many learning styles which can be used by the employees of
the Starbucks to develop effective skills and techniques to perform their tasks in the best manner.
 Activists: This is one of the receptive approach of learning. According to this style,
singular needs to roll out identity improvements as a part of their identity and exercises.
The principle point of lobbyist student is to keep up consistent and persistent changes in
the reasoning and execution level of working in the business endeavour. This style helps
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to develop the best administration and expert require some unique measurements with the
goal that they can use their endeavour in growing their obligations towards workers
(Armstrong and Taylor, 2014).
 Theorist: In this approach, people are considered to be perfect. They concentrate on
different types of models, measurements, genuine certainties, distinctive hypotheses,
contentions and so on. With help of these substances, individual can take part in the
learning procedure. In this style student, concentrates on their endeavours on
accomplishing data by breaking down components, thinking circumstance and
deciphering information. In any case, it can help in discovering techniques for tending to
their earlier outcomes (Truong, 2016).
 Pragmatist: In this learning style, individual form its learning into training in reality.
Furthermore, workers of a business need to create handy in nature and they grow new
idea with their own particular information and experience.
 Reflectors: In this, student can watch the things and contemplating what is occurring
around them. Form the promotion it will bring and raise their point of view. In this,
individual collect information from both essential and optional source which aid make
significant conclusion.
1.2 The learning curve and the importance of learning transfer within a workplace.
Honey and Mumford learning style helps the employees in the Starbucks to develop
various effective skills and techniques with the help of Activists, Theorist, Pragmatist, Reflectors
learning styles. The learning curve can be referred to productivity curve, cost curve and
experience curve. These curves help in identifying the cost per unit of the output decreasing with
the increase in workforce experience and knowledge.
These curves are generally preferred by the business organisations in cost forecasting,
setting delivery schedules and cost prediction. This affects the entire learning practices of an
individual due to relevant and proper track or measurement of the learner's performance. The
above curves also refer to the geographical representation of the fluctuation regarding the
difference in the learning and experience such as increased learning as compared to the
experience. It is significant approach which needs to be implemented in order to identify the
impact of a learning style or a training program as conducted by a manager within Starbucks or
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any other organisation. The learning curve is a phenomenon to analyse the various elements
related to the progress of an individual and conducting the learning practices or training
programs accordingly. The most important objectives of learning curve are to make effective
decision with regard to the following -
 Decision regarding the pricing for reducing the future cost of production for helping the
company or business in saving money.
 To identify and develop an impressive incentive and bonus structure for every employee
within an organisation.
 Effective and efficient use of available resources within the firm, also in analysing the
fluctuation of employees’ performance with respect to their experience.
The learning curve generally focus on the development of employee's skills, adding new values
and developing new goals or objectives for the employees. The value of learning curve can be
determined by its effect on functioning and working of a business organisation. It is a process of
promoting the employees to increase their execution level, performance and providing high
quality services in the manufacturing or production activities. According to individual or
personal perspective, the learning curve supports improvement of leadership abilities, expansion
of opportunities areas and the scope of measurement.
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1.3 Significance of learning styles and theories when planning and designing a
learning event.
According to the mentioned scenario, Starbucks is required to create an effective
development and training program for their workforce in order to provide effective products and
services to the customers. The most important objective of Starbucks is to satisfy their customers
by offering impressive products and services at a reasonable price which leads to increase in
sales or profitability of the organisation. The training programs conducted for the employees
within Starbucks focus on the improvement of skills and working techniques of each and every
individual in the Starbucks. These trainings and development programs helps the employees
within the organisation to improve their efficiency and effectiveness with the use of knowledge
and skills offered in the learning programs. The employees are improving their own skills and
knowledge which assist them in improving the performance of their work as well the overall
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Illustration 1: Learning curve

performance of the firm. The benefits of the learning styles and theories in designing a learning
event are as described below -
 To understand the efficiency of various learning styles and their relationships – For
designing a learning event, Starbucks organisation needs to acquire different learning
styles as a single or individual learning style cannot fulfil the overall development or
learning requirements of an individual. In order to increase the efficiency of individuals
working in an organisation, the organisation may focus on various improvement in
different areas such as leadership, communication skills, decision making skills, working
efficiency as well as team working techniques. These elements help an individual for
overall development and the performance progress. The organisation needs to ensure that
the training and development programs are covering all the areas which are needed to be
improved so that the employees within the organisation can perform better and
effectively to increase the productivity of the organisational operations (Noe and et.al.,
2014).
 Learning styles and theories – A manager within Starbucks organisation needs to
implement various learning styles and theories for the development of employee’s skills
and knowledge. Above described theory offers a conceptual structure for meeting the
learning goals or objectives. Furthermore, the learning theory which is adopted is highly
influenced by the ability of the employees to adopt a new environment or condition. The
important aspect of the various learning styles is to analyse and determine the learning
ability of the individuals working within an organisation by identifying the different
components of improvement, wider scope of responsibility and adaptability. It is very
beneficial for Starbucks as the learning process helps the employees as well as the
organisation to increase the efficiency and effectiveness in the business operations.
TASK 2
2.1 Training needs for staff at various levels in the organisation
In each business venture, staff assumes an exceptionally significant part to attain general
association achievement and development (Beattie and et.al., 2014). It is exceptionally basic for
business to oversee and keep up them in such way so they can build up their own proficiency and
nature of work. For this reason, association need to direct preparing and advancement programs
for representatives to expanding their quality and profitability at working environment. In this
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manner, Sun court Ltd should concentrate on giving compelling preparing programs through
which workers can gain expertise and learning about the specific errand. Further, organisation
require choosing gifted workers at various levels to finish the relegated assignment inside
business. Preparing needs can be differentiated as two distinct levels in the association. These
levels are as per the following:
 Managerial Level – The managerial level within the Starbucks includes the senior
managers and professional. The Starbucks is controlled and managed by several
managers at every departments. They need effective skills and techniques in order make
monitor and manage the lower level subordinates. They need proper training for
understanding the management theories and strategies that is important to perform
various management functions effectively.
 Floor level – The floor level consist of the employees working in the stores such as the
store executive, warehouse staff etc. They also need good trainings for performing their
function properly. The store executive needs training such as customer handling etc.
 Individual level – This states the need of training for each and every individual working
the Starbucks. For example – Training developing self knowledge and skills which can be
helpful for future growth.
2.2 The advantages and disadvantages for different methods of training.
Starbucks effectively focuses on the various development and training programs for their
employees in order to increase the effectiveness and efficiency of the overall business operations
and enhance the productivity and profit of the firm (Kauffman, 2015). The training and
development programs of Starbucks are conducted with an objective of developing the skills and
knowledge of the employees working in their company, each and every individual has their own
abilities and skills which are needed to be improved, therefore the organisation conducts various
effecting training programs to achieve these development goals. There are different methods for
conducting the development and training programs such as lectures, role play and job rotation
which can help the employees to increase the level of performance and efficiency. The training
methods includes various advantages and disadvantages which are as described below -
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Training Methods Advantages Disadvantages
Role Playing This method helps to improve
the listening skills as well as
communication skill of
employees. With the help of
these, employees can realise
their responsibilities in better
ways. In this way, individual is
connected with body language
so that it can improve
personality of employees.
In this method, employees
have to transfer from one place
to another. This may
sometimes give rise to
conflicts among various
personnel.
Job Rotation According to this method,
human resource can take a
range of experience which
helps to reduce work stress and
mental tension.
It is a time intense method
because employees take time
for adjusting or adopting a new
structure.
Lectures It helps employees to increase
technical, practical and
communication skills.
Furthermore, individual can
grow various knowledge and
information about any topic or
area (Huffman and et.al.,
2014).
Lecture needs effective
dictator. Besides, it emphasis
learning by proper listening.
Furthermore, it is a time-
consuming process where
individuals must assemble at a
single place where lecture is
conducting.
Coaching & Mentoring In this technique an individual
has opportunity to develop
self-confidence and motivation
by an experienced coach or
mentor.
It is also very time consuming
and costly practice. It does not
make use of current
management activities.
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2.3 Systematic approach to plan training event
It is significant to apply or adopt systematic approach while developing a training
program for the employees of Starbucks or any other organisation. Using various systematic
tools and methods, the company make sure the employees are provided with the best
development and training practices for achieving effective improvements. The various
techniques or tools required for a healthy training program are as mentioned below -
 Designing the training event–– Designing of the training event or program is very
important. In this function, the learning outcomes are developed by identifying the
objective of the organisation in order to provide the training accordingly. The design
includes the structure of the training program such as the place for the training event,
format, things included in the program etc. The design of the training program is need to
be effectively designed for ensuring the quality as well as impressive process of the
training program. It also includes the various materials required to conduct the training
and development program (Cascio, 2014).
 Analysis the aims of the training event – Anaylsing is the most crucial step in
conducting a training program as this refers to the identification of the motive and
objective for which the training event has been conducted. The analysis of the
employee’s skills, organisation's motives, performance and targets is very important in
order to create a useful development program. The training agencies or event organiser
supports Starbucks in conducting the most effective event for providing the best training
experience to the employees.
 Development of the training event This stage of a training program includes
production of various materials which are needed in the training program for increasing
the efficiency of the development practices. The development stage includes the
equipment and activities involved in the training program, this assist the trainers to
provide effective training to the employees.
 Implementation of the training event- This stage is considered as the final step of
conducting the training program. The implementation refers to the stage when actually
developed practices are taken into action. The employees of Starbucks are finally trained
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to improve their skills and techniques of providing effective products and services to the
customers as well as increase the sales of the organisation (Manuti and et.al., 2015).
TASK 3
3.1 Evaluation form to consider the learnings of the staff at various level of Starbucks.
Different documents were utilised by the management in order to examine the results of
training like quality improvement, customer service, change in sales production efficiency etc.
To judge what new they have learnt, an interview can be organised in which they have to answer
several questions so their actual position and knowledge after training can be analysed. Examples
of several questions are as follows :
Q.1 Did you learn anything new?
A. Yes, a lot.
B. Yes, but not much.
C. No.
Q.2 Do you see any improvement in your work?
A. Major changes
B. Minor changes
C. No betterment
Q.3 What was the best part of training?
A. Learning new techniques.
B. Better connections with other employees.
C. Improved knowledge about process.
D. Better understanding about customers.
Q.4 Would you like to become part of next training?
A. Yes
B. No
C. May be, after sometime
Q.5 Do you think this training was worthy?
A. Yes, but not much
B. Yes, a lot
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C. No
3.2 Analysing the results of evaluation form
The manager within Starbucks analyse the evaluation process considering the following
feedbacks -
 Measurement of business improvement – The management of an organisation such as
Starbucks analyse and observe the overall business performance of the firm. The manager
of the organisation evaluates the quality of various business operations within the
workplace and changes in the cost of production after implementing training and
development programs (Marchington and et.al., 2016). The evaluation process is very
essential for a company as it helps the organisation to reduce the negative elements and
situations of an organisation and employees.
 Behavioural application – The manager within Starbucks analyse the behaviour of the
employees within the organisation with the help of evaluation training. The manager can
identify the behaviour changes among the employees due to the training and development
programs.
 Employees satisfaction – The managers of an organisation analyse certain reactions of
the employees trained in the development programs and understand the satisfaction level
of the employees with respect to the training practices. With the help of the training
programs and evaluation, they identify the positive aspects of the training sessions.
 Knowledge collected – It is another significant feedback that needs to be considered. The
management can ensure and analyse the increase in knowledge or information within the
employees within the organisation due to the training programs.
3.3 Reviewing the evaluation form
The HR representatives' execution and also association. They have effectively discovered the
powerful advantages by the assessment program in the organisation. This will be worthwhile for
judging the achievement of the preparation program. The genuine output and the normal one is
contrasted with discover the issue related with it and take a few activities to conquer it (Nilson,
2016).
 Interview: This is very common and renown techniques which is by the organisation in
order to evaluate the performance of the trainee when they are acquiring training and
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