HRD Report: Learning Styles, Training Needs, and Government Role

This report delves into the realm of Human Resource Development (HRD), focusing on Sainsbury's approach to employee training and development. It begins by comparing different learning styles (activist, reflector, theorist, and pragmatist) and their impact on individual learning. The report then explores the role of the learning curve and the transfer of learning in the workplace, emphasizing how these elements contribute to increased productivity and profitability. It also assesses the training needs of staff at various organizational levels and examines the advantages and disadvantages of various training methods. Furthermore, the report outlines a systematic approach to planning training and development events, including the creation of evaluation plans and the assessment of training effectiveness. Finally, the report analyzes the role of the UK government in training and development, including its impact on both the public and private sectors, and the contribution of government training initiatives on HRD within organizations.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing the different learning styles...........................................................................1
1.2 Role of learning curve and transferring of learning at workplace....................................2
1.3 Assessing the contribution of different learning styles and theories on planning and
designing of a training event .................................................................................................3
TASK 2............................................................................................................................................4
2.1 Discussing the training needs of staff at different level of an organization.....................4
2.2 Assessing the advantages and disadvantages of training methods used in an organization. 4
2.3 Systematic approach to plan training and development for a training event...................5
TASK 3............................................................................................................................................6
3.1 Preparation of an evaluation plan by using suitable techniques.......................................6
3.2 Ways to evaluate the training event..................................................................................7
3.3 Reviewing the success of evaluation method used...........................................................7
TASK 4............................................................................................................................................7
4.1 Role of government in training and development as well as in lifelong learning............7
4.2 Impact of the development of competency movement upon the public and private sector. .8
4.3 Contribution of training initiatives taken by UK government upon the human resource
development of an organization.............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource development is one of the main responsibilities of HR department which
helps the company to achieve success in the strategic business environment. Every organization
provides learning, development and training opportunities to individual so that they can meet
organizational aims and objectives (What Is Human Resource Development (HRD)?, 2015). HR
department of the company is highly concerned with skills, knowledge and competencies of the
individual (Delahaye, 2015). Sainsbury is chosen for this report which is the largest supermarket
of UK. The present report will discuss different learning styles and theories which help in
improving the potential of individual. Besides this, it depicts the role of learning curve and
transfer of learning at workplace. It also states training needs of staff that are placed at different
level. This report focuses on role of UK government in training and development of individual as
well as in lifelong learning.
TASK 1
1.1 Comparing the different learning styles
Learning of individual is an ongoing process which never comes to an end. There are
mainly four types of learning styles namely activist, reflector, theorist and pragmatist. Different
learning plays different role in individual learning and development aspect. No style is suitable
for all kind of individuals because every individual has different training need. Learning styles
consists of ways through which an individual can learn easily and thereby contribute in
organizational growth and development (Swart and et.al, 2012). Individual perception,
experience and its own capabilities are one of the main factors which influence learning styles.
Sainsbury undertakes following learning styles which are introduced by Honey and Mumford in
the year 1982 is as follows: Activist: It consists of people who prefer to learn by performing the task and wishes to
take new challenges. In order to learn and develop their skills they undertake challenges
and makes efforts to fulfill it with enthusiasm. On the basis of these attributes of learners
company needs to undertake role playing session, simulation and brainstorming
techniques. These activities prove to be beneficial in the growth and development of
employees.
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 Reflector: In this, people learn by observing others as well as experience of others. Such
kind of people think that behind every action there are some stories and understanding of
the same is required. In this, employees analysis situation before making any decisions.
They prefer to observe and listen to others and make suitable decision. Salisbury can use
this style for learning and development of their workforce through activities, presentation
and seminars. Theorist: Theorists consists of employees who solve problem through step by step. They
observe and analyzes situation in order to find out suitable solution (Matthews and et.al,
2004). Sainsbury needs to conduct lectures and conceptual presentation to incorporate
these types of learning style within an organization.
 Pragmatist: It includes such type of employees who prefers to learn from practical
exposure or demonstration of work aspect. They are known as keen learners who focus
on innovative ideas and techniques. Workshops are the most suitable way through which
organization can improve understanding of employees.
1.2 Role of learning curve and transferring of learning at workplace
Learning curve plays a significant role in assessing efficiency level of individuals. It is
also termed as cost, efficiency and productivity curve. Learning curve can also be defined as a
graphical presentation which depicts changes in productivity and per unit cost of output.
Organization undertakes learning and experience curve to forecast the cost and for planning
production. It also consists of learning and development stage of employees. It also provides
deeper insight regarding the contribution of training event in growth of employees (Reid and
et.al, 2004). This also entails the learning style which Sainsbury is required to undertake in
developing skills and competencies of workforce. Effective learning curve helps the company in
developing positive image in front of customers.
Implementation or transfer of learning at workplace plays a crucial role in maximizing
sales as well as profit of the organization. When employees transfer or implement learning at
workplace then it proves to be beneficial for the organization. Sainsbury is able to increase its
gross revenue with the help of its trained individual. It enables the company to deliver quality
and cost effective services to customer and thereby helps in building customer satisfaction as
well as loyalty. Besides this, it also provides assistance to company in producing and delivering
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o unique or innovative product or services. Through this, corporation can build and sustain
competitive advantage in the dynamic business environment. Along with it, organization enjoys
high level of productivity and lower cost of production while employees implement their
learning in an appropriate manner (Knowles and et.al, 2014). Further, through proper learning
employees are able to perform business activities and operations more effectively and efficiently.
This leads to high level of employee satisfaction, employee productivity and lower employee
turnover or absenteeism. In order to derive these benefits Sainsbury is required to create effective
training and development program.
1.3 Assessing the contribution of different learning styles and theories on planning and designing
of a training event
Learning styles and theories makes effective contribution in planning and designing of a
training event. Sainsbury is required to undertake different learning styles and theories to design
effective training event for the growth and development of human resource. Learning style
entails the attributes or mindset of employees which helps organization in the selection of style
which is best suited to training needs of individual. Besides this, enterprise also needs to consider
learning styles which are introduced by Honey and Mumford while designing or planning the
event. Sainsbury can use combination of activist and pragmatist learning styles to improve skills
and efficiency level of employees (Swanson, R. and Holton, 2001). In service industry customer
satisfaction and loyalty highly depends upon skills and competencies of workforce.
If customer prefers to learn through practical exposure then pragmatists’ style of learning
proves to be suitable for the employees. Whereas if employees wish to undertake new challenges
and make new experience then activist style is more preferable by Sainsbury. In contrary to this,
if employee feels comfortable to learn through lectures then organization needs to adopt theorist
learning style. Sainsbury should design training program as per their interest mode of learning so
that they can actively participate in the training program. Through this, enterprise is able to get
benefit from training program in terms of high gross margin.
Learning theories named as cognitive, behaviorism and constructivism consists of
conceptual framework which helps the company in understanding the individual training needs.
It states how individual gets refined and retain its skills and competencies which they develop
within the training program. These learning theories also entails perception, prior experience and
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other factors which impacts or influence learning of individual (Gilley and et.al., 2002). Thus,
Sainsbury needs to undertake all these factors which closely affect learning aspects of the
individual.
TASK 2
2.1 Discussing the training needs of staff at different level of an organization
Sainsbury is the second largest supermarket of UK which provides grocery products or
services to its customers. It employs skilled and competent workforce at each level of the
organization so that they can deliver quality services to the customers. Training needs of
individual differs significantly who are placed at different level within an organization (Wilson,
2014). Sainsbury conduct training and development session for its employees so that they can
provide satisfactory services to their customer. In the hierarchy of organizational structure there
are mainly three levels in which employees are having different training needs are enumerated
below: Senior management level: At this level, manager deals with the strategic issues such as
framing of policies and strategies which helps the company in getting success. They are
the top level managers who are having wide knowledge and skills. In order to cope up
with competitive business environment, senior management authorities or staff is
required to attend seminar and conferences. It helps them in widening their knowledge as
well as skills which contributes in achievement of organizational aims and objectives. Middle level: Middle level manager prepares budget which ensures smooth functioning
of business activities. In addition to this, middle level manager also makes plan, organize
and control activities of an organization. To effectively perform these task employees is
required undertake simulation technique. Further, they need to attend seminar and
workshops to improve their proficiency.
 Operational level: At operational level, employees interact and deal with problems of
customers. As in retail industry satisfaction and loyalty of the customer highly depends
on service which is provided by the personnel (McLean, 2005). In order to improve
competencies of staff Sainsbury need to undertake on the job training methods such as
mentoring, lectures and job rotation. Through this, organization is able to build and
sustain customers for longer duration.
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2.2 Assessing the advantages and disadvantages of training methods used in an organization
There are several advantages and disadvantages of training methods which are used by
organization to improve their proficiency. Sainsbury is required to consider pros and cons of
training methods before designing a training event.
Advantages: Seminar and conferences are the most effective training methods through
which an individual can get knowledge in diverse area or field. Besides this, job rotation
technique also provides deeper insight to individual about all areas of operations. It entails
versatility among employees. Further, simulation is also the best technique in which individual
gets training in artificial life which reduces difficulties of real life (Wright and McMahan, 2011).
Job mentoring also proves to be suitable method in which trained employees or superior provides
training to learner. It proves to be beneficial for the individual in developing or widening
knowledge base.
Disadvantages: Along with the advantages, there are also some disadvantages which
impact the effectiveness of training program or method. Job rotation technique creates
dissatisfaction among employees. Due to this employees are not able to get expertise in their
desired field. It increases employee’s turnover as well as absenteeism and negatively affects the
productivity of them.
2.3 Systematic approach to plan training and development for a training event
Sainsbury uses systematic approach to plan and design training program for a training
event for new employees of an organization. Sainsbury undertakes following steps in order to
frame effectual training and development plan which are as follows:
Steps Action
Analysis of training event
This step is very critical in which training
manager make efforts to find out training needs
of the individual. In this, manager assesses
skills and abilities of the individual in
alignment with organizational goals.
Designing training program Once training needs of the individual have
been identified then training manager designs
training program which includes learning
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objectives, outcomes and methods (Bray and
et.al, 2012).
Development of supporting material
At this phase, training material such as
presentation slides etc. are arranged to deliver
training in an effective manner.
Implementation of a training program
In this, training manager implements training
program as per the plan and design.
Evaluation of the training program
At last, manager compares actual performance
of employees with standard performance and
assesses effectiveness of training event.
Through this, company can assess skills and
abilities of the employees and take suitable
measures for improvement.
TASK 3
3.1 Preparation of an evaluation plan by using suitable techniques
Sainsbury evaluates its training program by taking into consideration the suitable
techniques to assess the effectiveness of training program. It is essential for the organization to
measure outcome or success of training program to identify that whether it is appropriate or not.
Sainsbury organizes training session for new as well as existing employees to improve their
potentials. Sainsbury undertakes Kirkpatrick model to evaluate training session which are
organized by the company. It consists of following four levels such as:
Reaction
It shows how trainees react to training
program. This will also help in understanding
how well trainees learn the aspects on which
training is provided by the organization. It
enables Sainsbury to make further
improvement in next training session for
employees.
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Learning
At this phase, organization makes effort to find
out improvement in the learning of trainees. It
helps the company in designing future training
event (Kehoe and Wright, 2013).
Behavior
In this, training manager observe changes
which take place in the behavior of employees
after training. In this manager assess that
learners implement the learning in their daily
working life or not.
Results
At fourth level, Sainsbury make efforts to find
out results of training event by comparing
actual performance of the employees with
standard performance (Four Levels of
Evaluation, 2015).
3.2 Ways to evaluate the training event
In order to evaluate the effectiveness of training event Salisbury uses ROI technique.
Through this, company measures investment of training by comparing current sales and revenue
from the previous years. Through this, organization can easily identify improvement in the
performance of employees. In addition to this, Sainsbury can also measure the success of the
training event by undertaking a survey (Crook and et.al, 2011). Firm can assess the satisfaction
level of employees in relation to training program with the help of electronic survey. It also
provides deeper insight to the company regarding results of the training event.
3.3 Reviewing the success of evaluation method used
Above mentioned evaluation techniques provides benefit to the company. It enables
Sainsbury to assess success of training event and makes necessary changes in training session.
Through this, the firm is able to deliver quality services to customers and thereby increases
customer traffic. Return on investment method helps corporation in identifying financial
improvement in performance of an organization. It states the result of investment which is made
by Sainsbury on training session. Besides this, by measuring satisfaction level of the trainees
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Sainsbury can easily identify success of training event (5 evaluation methods to evaluate staff
training results, 2015). In addition to this, Kirkpatrick model also provides deeper insight to the
company about behavior and improvement in the performance of employees (Bloom and Van
Reenen, 2011).
TASK 4
4.1 Role of government in training and development as well as in lifelong learning
Government plays a significant role in training and development as well as in lifelong
learning. It provides several benefits to Sainsbury in terms of skilled and efficient workforce.
Training and development program which is organized by the government not only improves
performance of the employees but also increases motivation and morale of them. Government
place more emphasis on developing competencies of individual so that they can get better
employment opportunity. In addition to this, government conducts brainstorming and case study
session for trainees to develop critical thinking ability among them (Ployhart and Moliterno,
2011). Training program of government also focuses on delivering unique or innovative services
to the customers. Government undertakes standard training program to improve communication,
behavioral and other interpersonal skills among them. Training session which is organized by
government provides assistance to Sainsbury in reducing cost and increasing output of the firm.
Besides this, government also introduces paid internship program in which young candidates or
learner get training at very concessional rate. Along with it, UK government provides training to
the learner by arranging and making effective utilization of resources such as skilled
professionals. Thus, government plays crucial role in the developing the skills and abilities
among the learners.
4.2 Impact of the development of competency movement upon the public and private sector
Development of competency movement closely impacts the public and private sector.
Competency based movement can be defined as a process in which assessor works with the
trainee and assess the competencies of them in against the predetermined sets and standards.
Sainsbury is PLC which also gets benefits from this technique. One of the main objectives
behind this technique is to identify the competency level of the employees. Through which
organization can assess the effectiveness of training program. It provides deeper insight to the
company about the areas of performance of employees which still are not developed. Through
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this, company is able to undertake new training method which helps in improving the proficiency
of employees. Along with it, it also helps the Sainsbury in identifying need of new trainer which
contributes in achievement of organizational goals and objectives (Hsieh and et.al, 2011). By
this, company is able to identify deficiencies in the performance of employees or training event
and thereby able to take corrective measures at appropriate time. It proves to be beneficial for the
company in achieving success in the competitive business arena.
4.3 Contribution of training initiatives taken by UK government upon the human resource
development of an organization
Training initiatives which is undertaken by UK government makes effective contribution
on human resource development of an organization. When Sainsbury recruits people or learners
who got training from government institution that company is not required to conduct further
training session. Thus, organization does not have to invest money on training and development
session which result into high profitability. Besides this, such kind of employees is able to
deliver quality and cost effective services to its customers. It entails satisfaction as well as
loyalty among customers and build distinct image in mind of users (Hwang and et.al, 2012).
Further, people or learners who are trained from government program are able to work
effectively and efficiently. They also provide assistance to Sainsbury by providing unique or
innovative ideas through which they can easily attract customers. It contributes in raising
productivity and gross margin of the company.
CONCLUSION
From this report it has been concluded that learning curve provides assistance to
company in assessing potentials of individual. It can be concluded that HR manager of the
company is required to consider learning style and theories while designing a planning event. It
proves to be beneficial for Sainsbury in terms of high sales and profit. It can be seen in the report
that employees have varied training and development needs who resides at different level within
an organization. It can be clearly seen in the report that government plays a significant role in
providing skilled and competent staff to the firm.
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REFERENCES
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Reid, M. A. and et.al., 2004. Human resource development. CIPD Publishing.
Swanson, R. A. and Holton, E. F., 2001. Foundations of human resource development. Berrett-
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Swart, J. and et.al., 2012. Human Resource Development. Routledge.
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