Human Resource Development Report: Learning & Training at Unilever

This report examines Human Resource Development (HRD) practices at Unilever Plc. It begins by comparing different learning styles, exploring the role of the learning curve, and highlighting the importance of transferring learning in the workplace. The report then delves into training needs at various organizational levels and evaluates the advantages and disadvantages of different training methods. It outlines a systematic approach to planning training and development programs, including the use of evaluation forms and feedback analysis. Furthermore, the report discusses the government's role in training, development, and lifelong learning, assessing the impact of competency movements and contemporary government initiatives on HRD within an organization. The report provides a comprehensive analysis of HRD strategies and their practical application within a multinational context.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison of different learning styles...........................................................................3
1.2 Role of learning curve and importance of transferring learning at workplace.................4
1.3 Contribution of learning theories and styles in planning and designing of learning event5
TASK 2............................................................................................................................................6
2.1 Training needs for staff at different level of organisation................................................6
2.2 Advantages and disadvantages of training methods.........................................................7
2.3 Systematic approach to plan training and development for training event......................8
TASK 3............................................................................................................................................9
3.1 Evaluation form and usefulness of the training and feedback about the trainer..............9
3.2 Analysis of the responses of feedback form...................................................................10
3.3 Review of evaluation form.............................................................................................11
TASK 4..........................................................................................................................................12
4.1 Explaining the role of government with regards to training, development and lifelong
learning.................................................................................................................................12
4.2 Explaining how the development of the competency movement impacted on the public
and private sector..................................................................................................................13
4.3 Assessing how UK government's contemporary training initiatives contribute to HRD for
an organisation......................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
.........................................................................................................................................................1

INTRODUCTION
Human resource development is the process of development of the employees of
company by the adoption of various techniques. This is the major function which is performed
by HR department of company regarding development of the skills and knowledge of staff
members. For this purpose, various methods are adopted like training and development, learning
styles. This contributes in building good teams, communication, coordination etc. This provides
the opportunity to company to achieve their targets effectively within stipulated time (Bass and
Dalai-Clayton, 2012). Adoption of various approaches and learning styles contributes to increase
the confidence and trust of employees which helps in retention of their employees for long
period of time. Unilever Plc is the multinational company which deals in the following products
food, beverages, cleaning agents and personal care products.
In the present report explain about, different learning styles, learning curve and its
importance to organisation, importance of learning styles and theories when designing learning
event, training needs for staff at various levels, advantages and disadvantages of different
training methods (Renz. 2016). Here also describe about, importance of training and feedback
about trainer, analysis the responses to the evaluation form, role of government regards to
training and development and contribution of the UK government by taking training initiatives in
human resource development.
TASK 1
1.1 Comparison of different learning styles
Unilever Plc is the multinational company which provides their products and services in
more than 190 countries. Large number of employees are working to the manage the different
activities of company. It is the duty of the HR manager of company to appraise the performance
of employees and application of the different learning styles which helps in improvement of their
existing skills and knowledge. Application of such learning styles helps in achievement of their
desired results. It is the duty of HR manager of Company to identify the different needs of
employees and apply styles of learning as per their specifications. This helps in development of
each and every employee of organisation. The learning style which is adopt by the management
of Unilever Plc is Honey and Mumford (Kagitcibasi, 2013). This includes various styles which is
applied to explore their skills which are define below:

 Activist: This learning style is adopt for such employees of company which are learn by
doing the work in organisation. This style is applied on the case of such employees which
are open minded and like to have group discussions and problem solving sessions. This
helps in gaining the experience of the work in real situations.
 Theorist: This style is adopt for such kind of learners which are like to follow models
and reading of the facts to improve their knowledge and performances. These learners are
love to read stories and quotes and wants to gain the background information as much
they can.
 Pragmatist: This style is used on such learners which like to apply their learning on the
real situation. They wants to do experiment with theories,, methods and techniques to
accomplish their targets.
 Reflector: This includes the such persons which are learn by watching other individuals.
This style of learning apply on such employees which gains the knowledge by observing
other employees and collect information from their and works towards the achievement
of appropriate conclusion (Hakansson, 2015).
VARK learning style
VARK is an importance to outsource a learning styles inventory . They were having a
four perceptual : visual, aural, read, kinesthetic . Its designed to be a conversation of teachers and
learners about learning. This strategy were divided into different categories such like as
teaching,variety of learning etc. Sometimes a learner are knowing how to learn and they need no
help from any inventory. Therefore , a modal term was not fixed but they are stable as always .
Both teachers and students are reliable to identifying the preferences in learning. Their
information which were assessed using a strategies and motivating also.
1.2 Role of learning curve and importance of transferring learning at workplace
Learning curve: This curve reflects the ability of employees to accomplish their
objectives during the process of gaining skills and development of personality. This curve
provides the opportunity to the management of company to understand the relationship between
learning and experience which gained through development of skills and knowledge. This shows
that after getting experience, time required to complete their tasks is reduced. Now, it is the duty
of the HR manager of company to identify the different learning of their employees and provide

the training and development programmes according to their needs (Dent and Whitehead, 2013).
This contributes in development of the employees and organisation by achievement of their
objectives within time.
Importance of transferring learning at workplace
Unilever Plc is the multinational company which operates their activities in many
countries. To effectively achieve their targets, duty of HR manager to transfer the learning
between the employees per their needs. Large number of methods are available in front of
management like training and development programmes, seminars, different learning styles etc.
This helps in development of the skills and personality of employees of organisation. The large
number of benefits which are derived by the Unilever Plc due to transfer of such learning is
define below:
 Risk management: Transfer of learning helps in development of the existing skills of
employees. This helps in creation of the skills of problem solving, leadership, motivation
etc. in new employees which helps in elimination of risks and improving the orientation
process because large number of time and money is invested by company.
 Contingency: The process of transferring the knowledge is the best method for the
collection of information regarding different important aspects from the experienced
employees before they are leaving (Bamberger. Biron and Meshoulam, 2014). This also
provides the benefits to new staff regarding gaining of knowledge of real situations from
seniors and attains their support in completion of their tasks.
 Culture of success: Transfer of learning and adoption of two communication helps in
development of teams and good employee relations. This process boost the coordination
among the activities of employees. Through this process of learning transfer, employees
of company feel more connected and contributes in development of innovation among
their ideas.
1.3 Contribution of learning theories and styles in planning and designing of learning event
There is large number of importance of learning theories and styles in planning and
designing of the learning event for the employees of Unilever Plc. These styles and theories
helps in assessment of the skills of individual employees and apply different learning styles
which suited to their behaviour and needs. This helps in improvement of their personality and

behaviour. There are major benefits are derived by Unilever Plc because of such learning styles
and theories and such learning events.
Contribution of learning styles
There are large number of learning styles are adopt by the HR manager of Unilever Plc is
creation of the learning event for their employees. The contribution of such learning styles in
preparation of learning event are define below:
 Adoption of learning styles by manager of company helps in elimination of the mental
and psychological gaps from the different teams and employees of company (Meredith
Belbin, 2011).
 Adoption of learning styles contributes in creation of positive atmosphere at workplace
and build supportive nature among the employees of company.
 Pragmatists and Theorists style of learning is adopt by the manager of Unilever Plc to
consider the needs of employees and this contributes in making the organisational
activities more effective.
Contribution of learning theories
Large number of theories are applied by Unilever Plc, this helps in understand the
behaviour of employees regarding different functions of company and motivate them to perform
better. Contribution of learning theories are define below:
 Application of learning theories helps in motivation of the trainees and employees to
learn more new things.
 Application of learning theories helps in influencing the behaviour of the employees in
positive and negative way (Swart and et. al, 2012). This helps in creation of new skills
and knowledge.
 Application of the appropriate theory provides the opportunity to company regarding
achievement of their targets and improves the productivity and performance.
 This helps in removal of cultural differences and creation of the good employee relation
by improving communication and coordination.
Gagne's nine events of instructions
 Gain attention: This is the important process which includes the process of gaining the
attention of employees.

 Inform learners about objectives: This includes about provide objectives to the learners
which are required to achieve by them.
 Stimulate recall of prior learning: This includes about power of recall old information.
 Present the content: This includes about ability of the presentation ability of employees.
 Provide learning guidance: This includes about the process of providing direction to
employees so they can learn.
 Elicit performance: This includes about gaining practical knowledge.
 Provide feedback: This is the process of getting feedback from the employees about their
learning process.
 Assess performance: This includes about the process of assessing the actual performance
of employees.
 Enhance retention to the job: This includes about the process of retaining the employees
and make good relation with them.
TASK 2
2.1 Training needs for staff at different level of organisation
It is the duty of HR manager of Unilever Plc to identify the training needs at different
level of organisation. This so because the employees are key assets of the company on which
their operations are depends and helps in sustainable development of company. Such
identification of the training needs helps in development of training needs and application of the
appropriate methods which improves their performances and helps in development of their
personality. Determination of the training needs helps in identification of the problems which are
faced by employees at workplace. Such identification work as motivating factor as company is
concerned about their career (Bratton and Gold, 2012). This helps in gain their trust and loyalty
towards the activities of company which contributes to build effective relation between the
management and employees. At different levels need is identified by the HR manager of
Unilever Plc are describe below:
 Individual level: Large number of time and cost are deployed by company in the
appointment of new staff member in company. Large number of need to provide training
and development programmes is feel in the case of new employees as they face many
problems regarding their functions. Providence of such training programmes to new staff

members helps in development of their skills which improve their skills regarding
handling of technical machines and advance technology. This helps in improvement of
communication, supportive behaviour, coordination etc. This also contributes in removal
of cultural differences (Daley, 2012). In such training programmes, they have to inform
about organisational policies this helps in familiarise with their procedures.
 Organisational level: At this stage, practical learning is needed in development of the
skills, confidence, decision making power, problem solving skills etc. For, identification
of training needs it is needed to appraise the performance of staff members at regular
basis, this helps in identification of diversity in work.
 Occupational level: This includes about the analysis of need to develop skills, behaviour
and attitude which contributes in improvement of the occupational level of employees.
This will provides opportunity to build their professional careers and go on higher
authorities.
2.2 Advantages and disadvantages of training methods
To improve the skills of their employees two training methods are adopt by the HR
manager of company which are on the job training and rotation of jobs. Both these methods have
their own importance on the improvement of the skills of their employees. But these methods
have some advantages and disadvantages which affects the performance of organisation. These
disadvantages somewhere affects the ability of organisation deployment of their functions and
increase the cost of operations. Similarly, many advantages are gain by company due to the
application of such training methods which improves the performance and productivity of
company. So, the advantages and disadvantages of such different training methods are define
below:
On the job training method: This is the most effective method of provide training to
their staff members (Lindgreen and Swaen, 2010). This includes about the process of provide
training at workplace where roles are define to them and they have to perform under the
supervision of manager. Manager has to monitor the work of such employees, so they can
complete their tasks effectively.
Advantages
 This helps the employees to take the experience of working at actual workplace and
develop the skills of handling of stress and negative atmosphere.

 Such training provides the experience of working in actual situations which are present at
workplace.
Disadvantages
 The major disadvantage of this method is training environment is not created.
 More focus is given on the actual work problems instead of providing knowledge and
skills to the employees (Kraaijenbrink, Spender and Groen, 2010).
Job rotation method: This is the another training method which is used by the
management of Unilever Plc. This is the method in which roles and responsibilities of employees
are interchange time to time.
Advantages
 The major advantage which can be achieved through this method helps in creation of
knowledge among the employees regarding the different functions which are performed
by employees.
 This method helps in creation of flexibility among the employees as they able to perform
different roles.
Disadvantages
 Not the single employee is perfect and specialised in their work and affects their ability.
 This affects ability of company to accomplish their targets within time.
Off the job training method: This includes about provide training to the employees to
the other place which are specially design for this purpose. The methods which are used includes
lectures, simulation, vestibule training etc.
Advantages
 The main advantage of this method helps in minimising the destructions and provides
opportunity to trainees to properly use the materials which are provide to them.
 Wide variety of methods are available to provide knowledge regarding different aspects.
Disadvantages
 This method does not provide practical knowledge to the trainees.
 Not helps in creation of the skills to deal with the actual problems
2.3 Systematic approach to plan training and development for training event
It is important for the HR manager of Unilever Plc to prepare training and development
programmes which can be used for the creation of personality of employees and improves their

passion towards the functions of company. For the preparation of training programmes systemic
approach is used by the management of company (Surroca, Tribó and Waddock, 2010). This
approach helps in designing of the training which ends with the achievement of needs of
company. Such training programmes includes various training methods and tools as per the
different needs of their employees. The various steps which are include in systematic approach
used by company includes followings points:
 Analysis: This is the first step which includes about the identification of the different
training needs as per the different problems faced by employees, their behaviour and their
ability of achievement of organisational objectives.
 Design: This is the second step which includes about designing of the different training
methods and tool which helps in the development of the skills and contributes in
achievement of organisational objectives.
 Development: This includes about the preparation of different training programmes as
per the problems faced by each and every employee of company. So, it is the process of
developing and adoption of training method.
 Implementation: This process includes about the implementation of such methods in
actual. This is the step in which employees are using learning tools in actual for the
development of their skills.
 Evaluation: This step is includes about the process of evaluating the affectivity of
training methods which are applied by the company in the development of the skills of
employees (Linnenluecke and Griffiths, 2010). This can be evaluate by the use of
knowledge of employees in actual situations and through their feedbacks.
TASK 3
3.1 Evaluation form and usefulness of the training and feedback about the trainer
There are many training methods are adopt by the management of Unilever Plc for the
development of their employees so they can achieve the organisational targets effectively. For
this purpose, training programmes are conduct to increase the skills of their staff member so
they can easily complete their functions. To know about the effectiveness of such training
programmes and what the staff is learnt can be determined thorough the feedback form. Such

feedback form which is prepared by the management helps in determination of the views of
employees regarding the affectivity of such training programs (Hartnell, Ou and Kinicki, 2011).
Feedback: This is the process of collection of views of trainees and employees regarding the
processes which are applied by organisation. In the context of this organisation, management
applied various training programmes to improve the skills of their employees. So, feedback is the
process of ascertaining the views of employees regarding effectiveness of such methods which
are used by management. This will have large number of importance to make changes in their
existing processes and achieve their targets.
Feedback form: This includes the question which is going to ask from the employees regarding
the affectivity of training programs and what they have learnt from such programmes.
Feedback form
Q1. Is training methods are effective?
Q2. Is there any positive impact of such training programmes on employees?
Q3. Is there any skills are developed in the employees?
Q4. Is they gain from training events?
Q5. Is it beneficial to provide training to their employees?
Importance of feedback to trainer
There are large number of importance can be attained by trainer thorough such feedbacks
are derived from the employees. Different importance can be define below:
 Helps in determination of the authenticity of the training programmes which are adopt by
them.
 Helps in determination of the problems faced by employees during training programmes.
 Helps in solving the different problems by collection of the important information from
the employee with the help of such feedback forms.
 Such feedbacks helps in collection of the important information which improves the
ability of trainer and management of company to monitor the different function and
accomplish their targets.
 This helps in determination of the problems which are exist in training programmes and
provide better solution which improves their techniques and productivity (Cox, Arnold
and Tomás,2010).

3.2 Analysis of the responses of feedback form
This is the second step which includes the process of evaluation of of the responses of
employees on the different questions which are asked in the feedback form. This helps in
collection of the important information which shows that their methods are effective or not. To
carrying out such analysis 6 employees are selected from the total number of employees to
understand about the affectivity of their different approaches and learning styles. Such analysis is
mentioned below:
Responses of the employees
1 2 3 4 5 6
Q1 yes yes yes no yes no
Q2 yes yes no yes yes yes
Q3 yes yes yes no yes no
Q4 yes yes yes yes yes yes
Q5 yes yes no yes no yes
From the above analysis, it is observed that training programmes are effective and
contributes in development of the skills and personality of the employees. Some employees said
that the methods adopt are not much effective as they doesn't helps in removal of their problems.
But majority of employees said the methods adopt by company are effective and contributes in
increase the productivity of company and provides the opportunity to grow their business
activities.
Kick Patrick Four level training evaluation model
It is effective model which helps to understand effectiveness of training programmes
which are applied by company. This includes four steps which used regarding analysis of
training programmes. Such different steps are define below:
 Reaction: This step includes about the evaluation of reaction of trainees regarding the
training programmes which are applied by organisation. This helps in determination of
their views and make further changes in their future training programmes.