Comprehensive Report: Human Resource Development at Tesco UK

This report provides a comprehensive analysis of human resource development practices at Tesco, a major UK retail company. It begins by exploring various learning styles, including Kolb's model and cognitive learning, and their impact on employee skill enhancement. The report then examines the role of the learning curve and its significance in the workplace, emphasizing the importance of transferring learning to improve performance. Furthermore, it delves into the contributions of learning styles and theories, highlighting the distinction between pragmatists and theorists and the development of effective training systems. The report also addresses training needs at different organizational levels and evaluates the advantages and disadvantages of various training methods, such as on-the-job and off-the-job training. A systematic approach to training and development programs is outlined, including the identification of training needs. Finally, the report evaluates training programs, reviews evaluation methods, and discusses the government's role in training, development, and lifelong learning. It also assesses the impact of competency movements on both public and private sectors and evaluates the contributions of contemporary training initiatives in HR development.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1Comparing various learning styles....................................................................................1
1.2 Role of learning curve and its importance at workplace..................................................2
1.3 Contribution of learning styles and theories.....................................................................3
TASK 2............................................................................................................................................4
2.1 Training needs at different levels.....................................................................................4
2.2 Advantages and disadvantage of training methods..........................................................4
2.3 Systematic approach to training and development program............................................6
TASK 3............................................................................................................................................7
3.1 Develop an evaluation with relevant examples................................................................7
3.2 Carry out evaluation for training program........................................................................8
3.3 Review success of evaluation methods............................................................................9
TASK 4............................................................................................................................................9
4.1 Different role of government in training, development and lifelong learning.................9
4.2 Describe how development of competency movement has affected public and private
sector.....................................................................................................................................11
4.3 Evaluate how contemporary training initiative has contributed in HR development....11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource development is one of the important activity as it includes various
practices such as motivation of people, training, performance improvement and many more.
With the help of all these company easily attain their goals and objectives in appropriate time
frame. Mainly, HRD is responsible for setting as well as preparing best policies and strategies for
enhancing workers skills and knowledge as they easily perform their best and attain desirable
results. In this context, learning is also important which helps in understating as well as changing
the workers perception at workplace (Wilson, 2014). As it helps in enhancing their productivity
level at workplace which directly contribute in accomplishing better results. Current report is
based on Tesco, as it is biggest and popular retail company in UK. In this the main focus of this
company is to attain proper customers satisfaction for retain them for longer period of time. For
attaining positive brand image, it is important for company to manager their workers at
workplace. Along with this, various systematic approaches are discussed in this project which
aid in enhancing employee’s performance at workplace. Various learning styles are also
mentioned in this assignment which helps in increasing skills and knowledge of the employees
so that they effectively perform their duties. In addition of this, number of steps as well as
initiatives are also taken by legal authorities which also discussed here.
TASK 1
1.1 Comparing various learning styles
Learning styles are define various ways through which individuals easily enhance their skills
and knowledge which help them in attaining better career growth. It also changes people
behaviour, preferences and values which may leads in developing their personality as they easily
perform their duties in appropriate manner. Basically, it is also complemented by various
techniques such as listing reading and many more. By this individual enhance their productivity
level by learning. In addition of this, in an organization every worker is from different culture
and background as they need to used effective styles which help them in enhancing learning in
systematic way. In this there are some approaches are as follows:
Kolb’s learning style: It is one of the important model which refer to learning cycle. It includes
various several phases which used follow in training process. All these are as follows:
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Diverging: This learning style is more effective as individuals concerned with perception
as they solve issues by using their imagination (Wang and Yang, 2011). Along with this, it can
be said that these type of people tries to idea generation for executing any kind of task. As they
consider brainstorming as compare to perform task in physical manner.
Assimilating: Under this style, individual is believing in logical and conceptual
knowledge (Yong-chang, 2012). As they are learnt from scientific and practical methods in order
to find creative solution.
Converging: In this learning style individual concern with practical work and do not
believe in theoretical knowledge. These types of person are expert as they find solution from
their real-life issues.
Accommodating: Under this style, people are focus on internal feeling as compare to
practical reason. As this type of individual does not believe in research as they perform their task
as per their findings.
Cognitive learning: It is also more effective which is related with different assumption and
observation. Under this, brain is important aspect in which every people define their views and
opinion to others. As by using this style manager of the company easily determine workers
mentality and perception in appropriate way. Mainly it is more flexible way as individuals easily
store various information for long period of time in their mind.
Thus, these are effective style of learning which is used by HRD department of the
company to determine training needs or workers at workplace. With the help of this company
easily enhance their performance level.
1.2 Role of learning curve and its importance at workplace
Learning curve play vital role in improving individual’s skills and knowledge which may
leads in attaining desirable goals and objectives. In this context, HR department also use learning
curve to established their target in systematic manner. Basically, this type of curve used for
measuring workers capabilities with the purpose of setting development programs accordingly.
In this context there are some fluctuation which occur form individual performance.
Transferring learning: It is a main and important procedures through which individuals
enhance their skill through various learning style (Yu-fei, 2011). As it provides new information
which may leads in improving their ability to perform task. Along with this, it is also important
for manager to determining the development needs of workers before transferring them learning.
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With the help of this manager easily take right decision and also resolve all the issues in effective
manner.
Importance of Transferring learning: In this various benefit that help company to enhance
their productivity level which can be understood by following points:
 Transferring learning helps in improving the performance level of the workers at
workplace (Yuan and Yu,2012).
 It is very important concept which aid in encouraging as well as influencing workers to
gain skills and knowledge which may leads in attaining set goals and objectives in
appropriate way.
 It also contributes in establishing positive and healthy work environment as employees
effectively perform their task.
1.3 Contribution of learning styles and theories
Learning styles are consider as an important concept for business organization in which
manager reduce the chances of arising any kind of issues. Along with this, it also helps in
establishing conductive atmosphere which may leads in enhancing individual’s skills and
knowledge. In this context, there are two type of learning groups such as pragmatists and
theorists. As both helps in define people and groups by determining their needs and views. Along
with this, both groups include those people who focus on logical and practical ways. With the
help of this style manager develop an effective system which may leads in attaining
predetermined goals and objectives in an appropriate manner.
In addition of this, learning theories are important which directly encourage as well as
influence individual behaviour. As this will helps in motivating as well as improve workers
performance level by proving them training and development programs. Along with this, it is
also vital to transferring negative views of individual in positive aspects (Zeng-zhou, 2011).
With the help of these theories workers easily set goals and also enhance their career for
attaining better success. By using this company easily made as well as prepare an effective
training and development programs for workers to improve their performance. It directly
contributes in attaining desirable goals and objectives.
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TASK 2
2.1 Training needs at different levels
In an enterprises, training is compulsory scenario which help in competing in large
market place for gaining desired goals and targets in better manner. Along with this, training
program can be done in effective way through which assistance they can assist in enhancing their
performance and productivity level. There are different level of organisation that are as under:
Upper level – It is that level which mainly known for developing and building strategies
and policies of staff members that can be followed by entire enterprises. For specific directors,
senior manager and senior executives are answerable for making effective decisions and
strategies that can help in directing and providing guidance for achieving desired goals and
targets in proper manner (Yong-chang, 2012). With the help of this, training and development
program assist senior employees for making decisions and strategies as per their market place
and also this will help in gaining income and revenue.
Middle level – In this level, they are mainly known for determining the pool between
upper and lower level in an organisation. Along with this, the mid level is mainly responsible for
communicating and interacting with desired policies and strategies at lower level which can
carry out produced by senior executives. There are different department that are lies under this
consideration and along with training at this level which assist leader or managers for doing
work in effective manner.
Lower level – This is the level in which employees work in better way for manufacturing
effective products and services in proper manner. Along with this, training and development
program at each level which develop staff members and workers are doing right direction in
better way (Wilson, 2014). Managers and leaders are mainly responsible for acquiring
appropriate working from employees in the right context and these things assist firm for attaining
their goals and targets.
2.2 Advantages and disadvantage of training methods
For conducting training and development program for staff members in People R s. this is
required that senior executives which should go with the identification of training needs.
Company manager require to select effective development methods and techniques after
receiving data and information of their determined strength and weaknesses of various
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approaches for staff members (Wang and Yang, 2011). There are different types of training
scenario which are described as under:
ON THE JOB TRAINING:-
ADVANTAGES DISADVANATGES
 This is systematic manner for providing
training to their employees in better
manner.
 This is large simple method and
technique learning in properly.
 Training and development providing to
their staff members at the time of doing
working and this can be used in given
time period.
 This is economical source of learning
new abilities, skills and knowledge.
 This has been observed that it can
rushed procedure and this can not giving
appropriate results and outcome.
 In an organisation, it is something that
will make and create working
distribution in better manner.
 An employees and staff members does
not listen effectively due to this they are
busy in their working.
 The lower level of productivity can be
seen in determined manner.
ADVANTAGES DISADVANATGES
 Staff members can listen to their
guidance and trainers in the right way.
 Appropriate concentrate and gain
attention to providing to trainers in
better manner.
 It can be help in making and creating
increasing more value that can assist
 This is very expensive in nature.
 It is more format and subjective in
nature.
 This does not based on experience in
proper manner.
 Staff members and employees are
changeable their functions and business
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them in improving their working
condition.
 This systematised well defined manner.
operation in better manner.
Thus, off the job training method is quite effectively due to this employees will listen to
trainers in better manner and they can put their profitability and productivity for doing effective
work after the skills, abilities and knowledge in proper way (WANG, LIU and LI, 2012).
2.3 Systematic approach to training and development program
People R s have responsibility is to conduct and organise their training and development
plan for their workers, before having such firm has to walk through organised and systematic
approach for conducting training and development criteria. This will take a lot of effort for
organising the training program in an organisation which are described as under:
Training need – People R s look towards their entire company where department is
required to train their employees by which they are achieving desired goals and targets in proper
manner. For such organisation, they will organise and conduct training and development
program so that they can impact customers for buying in this right context.
Strategy for development program – In this stage, People R s have to develop and make
right choice for determined method and techniques for giving training and development program
in effective manner. According to this, training is selling division so the trainer has to be select
appropriate skills and abilities in selling and an individual have good experience in such field.
Executing the planning - Therefore, after coming in all over the world, it is the time for
organise and conduct training and development program and this is the major responsibility of
senior executive is to conduct plan and approaches which need to be implemented in such
manner (Shuck and Herd, 2012).
Therefore, it is compulsory for keeping with evaluating and monitoring of employees so
that firm can analyse difference between their performance and existing performance in better
manner.
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TASK 3
3.1 Develop an evaluation with relevant examples
It is essential for firm is to conduct training and development program in better manner.
Such methods and techniques is useful for analysing and monitoring effectiveness of this session.
This will directly impact on employees and also provide various advantages to an organisation.
People R s can compare and evaluating the employees and also giving various advantages to the
firm (Liu, Shi and Cao, 2011). The company can also compare and evaluate the real outcome of
an organisation. Along with this, it will assist in gap between between standard and actual
working. Such type of deficiencies are satisfied the corrective steps and actions. Thus, the
process of evaluation and formulation can be given corrective step and actions in better manner.
Setting objectives – The initial step of evaluation procedures is to set the accurate goals
and objectives which help them in attaining set goals and targets in better manner. The main aim
of this procedures is to evaluate and determine the major goals of this outcome which help in
identifying the performance level of each staff member within an organisation.
Evaluating outcomes – This is another essential stage of each process. It can be
concerned for measuring and evaluating the actual performance of their employees for judging
their efficiency. There are various standards for different job roles in proper manner.
Comparing actual with prediction – In this procedures, the actual result or outcome need
to be compared with set standards in proper manner. This is very useful for determining the gap
between actual results and outcome for target the goals and objectives.
Correction – Another important concerned are help in taking corrective actions for
eradicating with such deficiencies which can identifying the determined steps (Jin and Zhong,
2011). This is effective strategy and policies which has to be developed so through this they can
reducing and eliminating the performance level errors and mistakes according to the standards.
Controlling and monitoring – It is the last but essential activity within this procedures of
evaluation. This is mainly determined as evaluating and controlling the whole process of
evaluation in proper manner. In this stage, there are various issues and problem which can be
recognised which can directly effect human resource development in future time period.
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3.2 Carry out evaluation for training program
This is essential for conducing accurate evaluation of training events and functions in
better manner. This will assist in identifying the defects and mistakes of such program for
maintaining their effectiveness. Company manager of People R Us can conduct evaluation for
such programmes in any way (Jian-hua and Ruo-gang, 2012). There are various ways that are
described as under:
Activity observation – In this techniques and method of evaluation in which manager can
observe the training and development sessions on regular basis. Along with this it will assist in
analysing and evaluating their staff members and doing efforts of trainers for identifying the
skills and abilities. This is that method which can be used for on the job training. They are
preparing checklist where they can easily observe remarks to the checked areas along with
suggestion for the deficiencies. Along with this, it is that method and techniques which help in
resolving various issues and problems in given time period.
Interviews – It is another source where they required to done evaluation. In this
interview, they are conducting trainers and also share their reviews and views and learn what
they have been learn in this session. This is very useful for getting in this feedback regarding
their learning results or outcomes. By using this, company manager can analysing and evaluating
the effectiveness in accurate manner.
Performance tests – With the help of this activity and function, the trainer performance
need to be analysed and evaluated (Huang, 2011). This will help in recognising the sessions
which have to be learnt. Also it is necessary for employees is to analyse their current skills and
abilities in proper manner.
Questionnaire – In this techniques and method, employee are ask different questions
which help in gaining their accurate feedback of training and development programs. Along with
this, they are giving response of each feedback which are as under:
Whether participants are happy or not?
This is that question is associated with acquiring feedback with the help of satisfying
their trainers. If their response of participants which is positive then this means they are
satisfying and if they reply is negative then this will show that they are not satisfied in better
manner.
Whether employees have gained knowledge or not?
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With the help of this feedback, company manager are able to assess that trainers have
been gain skills and abilities from such sessions. This can be done by analysing their employees
performance through different tests in proper manner.
3.3 Review success of evaluation methods
This is another essential work for company manager is to determining and evaluating the
growth and success of training and development programs (GU and DENG, 2012). Along with
this, it is necessary for manager is to recognise the strength and weaknesses of such sessions.
Human resource team of People R Us can observe and identifying the productivity by collecting
and gathering data about such activities and functions for getting accurate results. This process of
evaluation is mainly determined with effective assessment of different learning events on the
basis of various factors:
 training success can be judged with the help of effective quality of performance which
has been delivered by staff members after attending such other events. If there are make
huge improvement in their working them it refers for gaining successful training
programs.
 Training session are also concentrate on increasing employees motivation at workplace
so that they are developing strong and healthy relation with their business environment as
well as their employees. Company manager of People R Us can analysing and evaluating
the level of employees to judge the training session which help in this manner.
 If workers of company are capable for performing better functions and operations for
satisfying towards training and development sessions are determined in effective manner.
 There are different aims and objectives which has been developed before starting training
and development programmes (Fuhua, 2011). So if such goals are achieved in better
manner then it will determined as successful manner. Such events and program are
conduct which help in improving productivity and profitability of an enterprise.
TASK 4
4.1 Different role of government in training, development and lifelong learning
In the country, government play an essential role in the human resource development in
both public and private organisation. The uk authorities provide effective training and
development sessions for their staff members and company contribute high economic growth of
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the nation. People R Us also take help from government for improving and maintaining their
performance within the large market place as compared with their competitors so they will assist
in giving different services and facilities to the both sector such as private and public. Along with
this, human resource will lead towards huge advantages for the nation economy (Feng and et. al.,
2014). On the other side, united kingdom government is mainly concerned and also responsible
for the development of human resource manager skills and their main motive is to motivate their
self managed learning for accomplishing the growth and success in future period of time. Apart
from this, there are certain major contribution of authorities within training and development that
are described as under:
Making public rules and regulations – The authorities play an important role in human
resource development so they are responsible for developing new rules and regulation and this
will help them in follow such regulations in better manner.
Developing human resource policy – In this organisation, the government developing
and formulating various strategies and policies for HRD which assist in improving abilities and
capabilities of specific nation.
Fund allocation – The government help in giving financial services and facilities in both
public and private sector which main motive is to assist strong training and development
strategies of an enterprise.
Developing favourable environment – Government assist their people by providing such
favourable and making positive environment and this will lead towards developing and making
effective abilities and capabilities of an individual. Along with this, they are taking corrective
step for right employees and punishment for breach the law.
Along with this, the government has introducing appropriate strategies and policies for
resolving such issues and problems regarding unemployment among young people which assist
in eliminating the difference and gap between person skills and abilities so authorities are doing
planning for enhancing the number of apprenticeship schemes (DENG, ZHANG and LI, 2013).
There are various people which are currently related with this scheme. With the main purpose,
the government are responsible for evaluating and monitoring the less performance level of each
and every firm in the united kingdom. This will help in giving training to their employees for
increasing their skills and knwoldgde for real work setting within the organisation.
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