HRD Report: Learning Styles, Training, and Development at HSBC

This report provides a comprehensive overview of Human Resource Development (HRD) practices, focusing on a case study of HSBC, a multinational banking and financial company. The report begins by defining learning styles and their importance in HRD, exploring various approaches such as auditory, visual, and kinesthetic learning. It then delves into the significance of the learning curve and knowledge transfer within an organizational context, emphasizing their impact on employee skill development and performance. The report further examines training needs at different management levels, the advantages and disadvantages of various training methods, and the implementation of a systematic approach to training and development. It also discusses evaluation techniques, government's role in HRD, and the impact of competency movements. The report concludes by assessing contemporary training initiatives and providing a thorough analysis of HRD strategies within the organization, aiming to enhance employee skills and organizational effectiveness.

Human Resource Development

TABLE OF CONTENTS
INTRODUCTION..............................................................................................................................3
TASK-1..............................................................................................................................................3
1.1 Different types of learning styles under Human Resource Development................................3
1.2 learning curve role and transferring learning importance........................................................4
1.3 Contributing of learning styles and theories............................................................................4
TASK-2..............................................................................................................................................5
2.1 Training needs at different levels.............................................................................................5
2.2 Advantages and disadvantages of training method..................................................................6
2.3 Systematic approach regarding plan under training and development....................................7
TASK-3..............................................................................................................................................8
3.1Evaluation using suitable techniques........................................................................................8
3.2 Evaluation of training event.....................................................................................................8
3.3 Review the success of evaluation method................................................................................9
TASK-4..............................................................................................................................................9
4.1 Government role under training and development...................................................................9
4.2 Development of competency movement gives impact on public and private sectors.............9
4.3 Assessment of contemporary training initiatives...................................................................10
CONCLUSION................................................................................................................................11
REFERENCES.................................................................................................................................12

INTRODUCTION
Human Resource importance is to taken as per the change under the external factors of
environment under the organisation and it also helps down an individual to bring don certain
changes so that the development is done in terms of knowledge and skills. This report is based on
HSBC which is Multinational banking as well as financial company and among the seventh largest
bank in terms of total assets and it situated under UK (Agrwal, 2012). Moreover, this report also
tells about that how he develop the skills and knowledge of their employees by providing training
to them.
TASK-1
1.1 Different types of learning styles under Human Resource Development
Learning is essentially defined as a parameter and it measures that how the individual is
learning and develop their skill and how he applies their knowledge or experience while
conducting their activities. There are various approaches of learning and it can be described as
listening, writing, reading, analysing and these all thing can be happen when individuals is having
abilities and by using those it can learn in different styles and this can be develop and becomes
possible through experiences(Ci-sheng and Shu-ming , 2012.). All individuals are not same so due
to their uniqueness they have different styles and approaches of learning. All individuals having
different qualities so some can understand the thing quickly and some takes time to understand the
things. Their learning styles based on their capacity, concentration, absorption and remembering.
These all certain methods that helps down an individual in their learning. Many, of the individuals
having different mind-set and approaches to learn and some individual can understand and
learning during single time and some can learn and continuously practising and repeating the
process for learning. Some people do something for learning and they will try different things as
what they said. This kind of learners are enthusiastic and open minded and they want something
new to learn and they applying the process of learning in their activity first without thinking about
consequences(Conger and Donnellan , 2007). Some people are learning and using the charts,
models, diagrams and assumptions in their learning processes. The some people learn in a good
way and apply it practically and they are very excited to try out the new ideas and concept in there
learning and they are practising to make it strong, and these people are having practical
approaches and view to see down the problem and applying their unique style to solve it and they

are down to earth and taking decisions and solve the problem practically. In this context some
appropriate example of learning style are as follows :-
 Auditory acquisition style this agency you learn by sharp-eared and listening.
You will:
 Enjoy discourse and talking property through and hearing to others.
 Get knowledge by linguistic process out loud.
1.2 learning curve role and transferring learning importance
 Learning curve: It provides a great impact on learning process because it describes
down the abilities of learner that how he uses it and performed in the organisation. It is
having its own purpose and it also helps down an individual in gaining experience and
it can be achieve only when he performs different task. Under HSBC organisation make
the new strategies and plan been formed and due to these employees have to faced
down lots of challenges under the organisation to solve this situation the employees
have to adapt down the new pattern and styles so that it helps them in learning process
and improving their technical skills and raising their standard levels so they compete
with the environmental situation that arise in the organisation (Afiouni, 2013). To
achieve and to identify the experiences, the employees are giving practical
demonstrations, coaching so by that help they can review their performance and it also
helps them in achieving their objectives.
 Knowledge transfer significance: The knowledge can only be transfer under employees
when training is been given in their jobs and through that they can learn it and applying
the process while conducting their activities such as workshops training, auto mobiles
training, industrial training and also helps them in build-up their skills and through that
development can also been done (Hafeez and Aburawi, 2013).
 Learning curve effects: Their knowledge not only been provided with the help of
effective communication only, but it can also been done through practical knowledge
and approaches so that it helps down the employees in improving their skills. This
curve also helps them in identifying their level of performances under technical related
skill and also been provided a platform to their employees so that take effective
decision and that directly made a positive impact on their performances (Engle, Festing
and Dowling, 2008.).

Example :- An 80 percent triteness curve means that the accumulative average time (and cost) will
drop-off by 20 percent to each one time output doubles. In other words, the fresh cumulative
average for the double quantity will be 80% of the past cumulative common before output is
doubled.
1.3 Contributing of learning styles and theories
 Contributing of learning styles and theories: It helps in providing down the framework
regarding the learning purposes and their importance. What type of learning style will be
adopted that will depend upon the mentality of employees that how he react it and will
adapt it down. So, before conducting down training events to the employees, the
approaches regarding to it will be considered down and training will be provided
accordingly to meet down the expectations of firm.
 Different relationship among the learning pattern: The one single style can be a difficult for
an individual so multiple learning styles can be adopted so that individuals can learn
different styles and enhance their skills and that can only be possible with the help of
efficient events under learning process. The main object behind it to adapt the different
pattern so that it helps in developing the skills in individual in form of leadership, team
work, decision making functions, makes them responsible and so on. The all skills can be
develop under individual by giving proper training to them so that it enhance the skills and
develop their personality and that also helps in achieving down the firm objectives. The
learning patterns involves different theories such as learning types, structures, functions
and explanations (Hitt, Biermant and Kochhar, () 2010). The effective learning can only
been possible when it is decision accordingly to set down the objectives.
 Contribution: The styles and approaches used by the HSBC so that it can evaluate the
results easily by adopting this learning theory and concept. It, also seen that how their
employees react while see such theories and pattern and whether they adapt it or not. The
object behind it that every individual can learn it and develop the skill so that it helps them
while conducting their activity and there learning ability will also increase.

TASK-2
2.1 Training needs at different levels
The HSBC required different training styles while conducting down different level of
functions. The HSBC identify down the training needs of individual and conduct training
accordingly so that fair working can be done at all levels to raise common objectives.
Level of management Level of customer service Level of operations
A Practical learning, training
to be provided at various level
of management so they can
enhance their skills,
performing team work, so that
effective decision will be come
out.
The training is been provided
to staff and employees so they
can manage down the queue
more effectively and
efficiently, so that next person
not have to wait for long.
The performance reviews and
appraisal activities been carries
down to motivate the managers
in their work so next time they
conduct down their work in a
better way and will add more
value and increases the
profitability of concern.
Off the job training is to be
provided under different fields
such as workshops, industry so
that individuals can learn their
job and perform their roles.
Training is been provided to
staff members so they can
handle down the customer's
problem easily by providing
expert solutions to them
(Horton, 2010).
Example :- For example, management may point out that customer service complaints have
risen. There may not be a direct link to the training program.
2.2 Advantages and disadvantages of training method
The HSBC providing different types of training to their employees to improve their knowledge.
They are having certain advantages and disadvantages regarding such context and it can be
described as follows:
Individuals training Advantages Disadvantages
Performance appraisal This training helps down an It demotivate the other

individual to identify what
they have skills and how they
meet the objectives by using
such skills.
employees whose performance
is not up to the mark and
discourage them.
Role It helps down the employees to
find out their role and
assigning activities to them
according to their capabilities.
The employees might feel
sometime nervous regarding
the different roles that he is
been assigning and that also
affect their performance.
Inductions The induction and training
programme has been arranged
by HSBC for the new
employees so they can learn
their duties and conduct their
work in the organisation.
The statements which made by
HSBC regarding induction and
work programme may differ
from the actual statements that
made by HSBC previously.
Discussions The discussion which made
between the manager and
employees are helps down to
build their skills and career
development plans.
While carried out discussion
work the support will be
provide from the managers so
without support of managers
employees won't be able to
form their plans and
development will not been
possible(Jackson, 2010).
2.3 Systematic approach regarding plan under training and development
The training programs helps me a lot to enhance my skills and it also improves my personality
and behaviour and with the help of that I will create an event under which I conducted problem
solving sessions and that session help me a lot to take down an effective decision regarding

individuals. Under this event, problems will be given to the employees and that have taken down
certain approaches to solve it by providing appropriate solutions. The, final checking can be done
by the entire team where the other members and management will check the performance by
proper evaluation and selection (Afiouni , 2013). It is a process through which employees are
coming with new variety of problems such as production, disputes, efficiency, relational
problems .This training event helps a lot to the employees so they can reenergise and do their work
with more effectively and efficiently and also takes part in decision making process.
When I started my training I got a chance to introduce with the new staff members and seen that
how they participate and introduced their problem and also describe that how the management
solve their queries by providing appropriate solution to them. On first day they introduced me with
everyone and the next day they told me to come up with the new factors, finding and discussion
among themselves. Then, afterwards they told me to form a group of 4 members and analysis there
problems by providing appropriate solutions to them within a particular time period. This finding
help me a lot to identify my strengths and the weak areas which are need to be improved.
So,HSBC organisation manager helps me a lot to analyse my problems by providing proper
findings to it.
Example :-Systemic Approaches to Strategic Management is best examples from the
Automotive Industry addresses the issues that commercial enterprise organization face in the
actual era of globalisation and how the request of instrumentality theory has impressed their
carrying into action.
TASK-3
3.1Evaluation using suitable techniques
The HSBC Company evaluate a training by taking down certain approaches at different stages
and they are as follows:
 Need for assessment: It is one of the technique taken by the company to answer the
problem such as what are actual problems and its set standards and there is any need of
training or not to solve down such situations.
 Monitoring: This monitoring techniques able to give answer by considering down the
participants and what they are performing (Bach and Claydon, 2012).

 Program: This stages tells about the progress level of participants and tells about it how
they are performing and what progress level is there.
 Program impact: It is an approach that helps in evaluating the training programs and need
of training programs so that objective can be raised and organisation will be impacted
positively.
The HSBC Company applying down different types of training events which is vital for the
company. It can evaluate a plan by carrying out suitable techniques and taking down certain
approaches for different level of work and activities that been conducted in the organisation.
With the help of such kind of training is help to increase the market share and focus is to
improve the level of working capital in organisation. This finding help me a lot to identify my
strengths and the weak areas which are need to be improved.
3.2 Evaluation of training event
The training event will only tend to be successful when there is active participation of employees.
In HSBC, the training event were conducted in the field of customer service where different
number of groups are participated and every group was having its own approaches regarding to
such context. The various group’s discussions can be made and it runs for a long time and which
resulted in a more logical conclusions. Every group members take part in this and with the help of
them training and discussion can be conducted successfully.
3.3 Review the success of evaluation method
The evaluation method was very successful because the object behind it to evaluate the success
under the late working environment. This system helps down in calculating the expected benefit
from the set standards to sort out the diversion under the training event. Through this process
employees and managers give their problems and the critical activities that they have faced during
training program. The problems which been conducting will give down an adverse impact on their
development process and also affected it. Thus, with the help of cost analysis it can identify down
the managers that whether it will continue or not or whether any improvement measures can be
taken down to solve these problems. The HR manager decide all the things and providing plans
and implementing it accordingly to analysed down such situation.
In this method is to be focus on to improve the level of performance and growth rate in
organisation. With the help of proper planing is to be focus to improvement in internal and
external Woking environment.

TASK-4
4.1 Government role under preparation and development
Government is emphasizing the importance of training and development as they aim to remove
the barriers of employability of those that have fewer opportunities to do so. This is where the idea
of ‘life-long learning’ is becoming the main initiative of the government to create such
opportunities to a wide-range of communities and backgrounds. The aim of life-long learning is
to:
 Increase the demand for learning, using vocational learning to create a fun and stimulating
learning process
 Develop world class training, to satisfy the UK and European domestic markets, and also
to satisfy the needs of the economy
Give people the opportunity to re-develop their skills, without having to continually take courses,
but to simply update their current skills and knowledge.(Hafeez and Aburawi, 2013).The basic
education provided by schooling only provides a foundation for learning, however there are then
gaps in the skills required for young people to development the skills that they are able to transfer
into the workplace. This is also aimed at adult learners, whom have not been able to seek and
sustain employment due to their gaps in skills. It is the responsibility of minister to provide further
education and lifelong learning and this role has been shared between four departments i.e. the
department of business, innovation, skills and local education. There is an improvement in
National curriculum tests that has become one of the most important campaigns in all levels.
Examples of agencies which have implemented IDPs, sample IDPs, and additional
resources. Individual development planning benefits the organization by aligning employee
training and development efforts with its mission, goals, and objectives in organisation.
4.2 Development of competency movement gives impact on public and private sectors
The idea of the competency movement is to look in developing skills and knowledge of
trainees and workers at the job in-hand. The competence development looks at:
 Knowledge
 Skills

 Performance abilities; performing these skills and improving those that they already do
day-to-day
Competence-based training and assessment is fully promoted by the government, looking to also
promote management development i.e. MCI. Supporting flexible and job-relevant learning,
through on-going training and assessment in the workplace, with no pre-determined time frame
and completion, and potentially minimal inputs from education providers. Supporting employees’
employability objectives. NVQ for example are structured to meet the needs of the organization
through continuous training on updating their knowledge on the equipment and technology the
learner users at work The HSBC is a company under UK are giving proper training to their
individuals and make down a continuous effort to improve the performance of individuals so they
are able to provide quality services in their fields. Competencies movement and skills are
considered to be a vital part under the learning process because with the help of that performance
will be improved and activity will be done.
The learning process is a process that never ends and it also results in effective learning
and through that productivity will also increase. This process helps down employees a lot so they
can be motivated and also understanding their responsibilities and performed it accordingly.
4.3 Assessment of contemporary training initiatives
 Passive policies-It includes the policies that help in providing replacement income at the
time of unemployment, job search and trainings. It consists of voluntary retirement
services, unemployment insurance services etc.With the help of these services, employees
can survive easily without doing any job. (McLaughlin, 2006)(Hitt, Biermant and
Kochhar , 2010).
 Active policies-It focuses on re-integration of labour market. Active policies includes
measures for creating job, trainings related to labour market, entrepreneurship, help in job
search etc. It is responsible for the supply side policies. Job information and job booking
policies are also included in this. It helps in matching supply of job with its demand. It has
introduced some training like VET in that basic skills are used to increase employability
and chances to find out a job for the unemployed.

In case of HSBC, the training initiative is important for every individual who worked under
different departments so with the help of that they performed their part and there development also
been done and gaining them a competitive advantage. The HSBC develop the process of training
and also made improvement under training process and implement it successfully. Moreover, they
also changed their core value structure and make it successful and also provide different training
facilities to their employees do they can understand their jobs and working with great
responsibilities. The training also been provided to employees and also guides them that how to
work under different situations. The training is been provided to various staff so they can fulfil
their meets of customers and solve their issues by giving appropriate solutions to it. The training
which been provided to identify the different aspect which create in markets such as market
conditions, future aspects, competitive positions and so on and it also teaches them that how to
performed under such aspects so that profitability will be ensure.
CONCLUSION
It can conclude from the above report that HSBC is world seventh largest bank in UK. It also gives
down a positive impact on the economy. This report tells that there are different learning
approaches and process through which an individual can learn and applying their learning process
while conducting their activity. There are certain methods of learning such as reading, writing,
analysis, focusing and so on through which an individual can learn and understand the things.
Moreover, this report also tells about the individuals and their learning abilities and also describes
the role of HR and how he arranging down various training programmes to improve the
personality of individuals so they can enhance their skills and that helps in increasing its growth
and productivity.