Human Resource Development Report: Training at HSBC (UK)

This report provides an in-depth analysis of HSBC's human resource development (HRD) practices. It begins by evaluating various learning styles and the importance of transfer learning, followed by an assessment of different learning theories such as behaviorist, cognitive, and constructivism approaches. The report then analyzes HSBC's training needs, advantages and disadvantages of various training methods like performance appraisal, role playing and induction, and a systematic approach to planning training using the ADDIE model. Further, it includes construction of evaluation methods, a review of evaluation methods, and a determination of the role of government in training and development, including contemporary training initiatives. The report highlights how competency development impacts both public and private sectors. Finally, the report concludes with a summary of key findings and recommendations for HSBC's HRD strategies.

HUMAN-RESOUCE
DEVEOPMENT

Table of Contents
Executive Summary.........................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Evaluate different learning styles..........................................................................................1
1.2 State the role of leaning curve and the importance of transferring learning.........................2
1.3 Assess the contribution of different learning theories and styles..........................................3
TASK 2 ...........................................................................................................................................4
2.1 Analyse training needs for staff in an organisation...............................................................4
2.2 State the advantage and disadvantages of different training methods..................................5
2.3 Systematic Method to plan training and development .........................................................6
TASK 3 ...........................................................................................................................................7
3.1 Construct an evaluation using suitable tools.........................................................................7
3.2 Carry out evaluation of different raining needs ...................................................................7
3.3 Critically review the different evaluation method................................................................8
TASK 4 ..........................................................................................................................................8
4.1 Determine the role government in training and development...............................................8
4.2 Determine how development of competency impact the public or private sector ...............9
4.3 Assess the different contemporary training initiatives.........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

Executive Summary
The Honkong and Shanghai Banking Corporation (HSBC) is a British Multinational
financial and banking services company, headquartered in Hong-Kong. It has positioned
themselves as the world 7th largest bank in terms of total asset. It has around 3,900 offices in
more than 67 countries which normally covers Asia, Europe, Africa, South America, North
America and serving more than 38 million consumer. It was established 152 years ago which
gives customer a reason to trust the bank. The main inspiration behind this was Thomas
Sutherland, who realized the need for local banking services in Hong Kong. The Bank has
recently recruit large number of of personnel in its all UK Branch. HSBC spends large
proportionate of its budget in developing and managing their workforce by providing them
adequate training bothy ON and OFF the Job. Company believes that terminating personnel is
not the solution, rather they prefer hiring pool of competent workforce which proves to be long
term beneficial for the company.

INTRODUCTION
Human resource development can be defined as a framework that provides help to
employees in developing their skills, knowledge and abilities so that they can perform their work
in an effective manner (Avey and et. al., 2011). There are so many opportunities that needs to be
considered while developing their employees like employee training, career development,
performance management etc. The employers are required to implement this process inside their
respective organisation. The main aim of implementing HRD is to make the organisation
productive and the employees more efficient so that they can help the company in achieving their
goals and objectives. The organisation that is referred here is HSBC. It is a UK based
organisation which is employing around 50000 employees. They aim to develop their employees
and for this they are allocating more and more financial resources as well. This report will
discuss about different learning styles, theories. Along with this training and development
activities will be designed depending upon their suitability to the circumstances. Lastly, skills
and initiatives formed by the government will be discussed.
TASK 1
1.1 Evaluate different learning styles
There are different ways in which a person can learn, depending upon them which style
they like the most. A Learning style can be explained as a certain way in which mind processes
and receives new information by various methods (Daley, 2012). Learning can be defined as a
medium through which person acquire information which help in their growth and development.
HSBC has recruit pool of employees in it UK and they conduct two days induction for their
entire workforce so that they can effectively learn their operation and functioning. Company will
also talks about its objective, ethics, structure, policies etc. which motivates the personnel to
work hard. But it is very important that HSBC should opt proper learning style so that they
execute information is systematic way which can be easily understand by the workers. Following
are the different styles of learning that HSBC has chosen in their orientation program are
described below:
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1. Visual: The best way to learn something is when the information is visually presented.
Information is visualized in the mind of worker which lasts for longer duration. They use
graphs and charts which give clear picture about the company's growth.
2. Auditory: In this, employees prefer to learn via listening or speaking. In this styles
information is executed through lectures, stories, films, discussing etc. HSBC can involve
the views, knowledge of personnel in their discussion so as to make a healthy one.
3. Kinesthetic or Tactile: In this style, learning can be obtained by doing things or
touching. Such type of learner easily grab everything by drawing, games, experiments
etc. rather than learning or reading book, document.
Above mentioned are the different styles of learning which HSBC has chosen to apply in their
Induction Programme. The main reason behind applying all these techniques is they have hired
worker on vast level which means that they all possess different ways of learning (Gruman and
Saks, 2011). So in order to make their orientation successful they focuses on delivering
information via all effective learning style which lasts good impression on its new employees.
1.2 State the role of leaning curve and the importance of transferring learning
Learning Curve is used in order to measure the capability of workforce during the
specified task or activity. This curve determine whether the task has been completed by the
individuate in a successful manner or not. It represents scale of progress in terms of getting
effective knowledge and skills. This curve is also known as the experience or productivity curve.
The main advantage of this curve is it provides measurement in terms of employee performance
such as what are their key strength, weakness area so that HSBC can take corrective measure
accordingly. With the help of this curve, HSBC can easily identify training needs in their
organization.
Transfer Learning means ability to apply learned knowledge in different context. It
normally takes place when a person link the information with its prior gained knowledge (Guest,
2011). In such situation, individual utilize what they had learned in their past in current different
situations. Following are the importance of Transfer Learning:
 It assist in solving problem in a better way.
 Prior Experience helps in making effective decision making.
 Best possible solution can be attain with the previously gained knowledge.
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1.3 Assess the contribution of different learning theories and styles
Learning Theories can be defined as a set of principles evaluating how person get, recall
and retain knowledge. By studying different theories of learning, an individual can effectively
understands how the process of learning takes place. HSBC has applied three learning theories in
their organization which are described as:
1. Behaviourist Approach: According to this theory, change in behaviour takes place due to the
connection between responses and stimuli. It starts with an external stimulus and ends up with
how a learner reacts to the cue with some response. Changing behaviour of individual indicates
that learning has happen.
Application of Behaviourist Theory:
 Continual Practices
 Providing extra incentive which gives employee a reason to do better job.
 Verbal Reinforcement(such as saying “good job” to worker on their effective
performance)
2. Cognitive Approach: Under this approach, learning is depend upon the thought process of an
individual (Hobfoll, 2011). This theory states that person process the information rather than
immediately reacting to stimuli. Change can only be noticed in the head of individual. The
learner's mind can be defined as mirror which reflects new skill & knowledge that learner has
gained. Individual focuses more on what's going on in their mind rather than paying attention to
external circumstances. Learning is stored permanently in their memory.
Application of Cognitive Theory:
 Problem-Solving
 Real world Example
 Discussion
3. Constructivism Approach: In this, an individual builds its own perspective based on
experience of different people. Learning is based on how a person utilise his/ her knowledge and
apply in different situation (Jiang and et. al., 2012). This theory states that learning is a
continuous process in which employee develops new ideas, improve their skills, knowledge and
ability gradually with the passage of time.
Application of Constructivism Theory:
 Brainstorming
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 Case Studies
 Research Project
Above mentioned Theory, helps HSBC in determining problem and their cause and also help in
making corrective measure to solve them. All these theories motivates workforce to perform
effectively and efficiently.
TASK 2
2.1 Analyse training needs for staff in an organisation
Training Process improves the overall productivity of employees which result in
achieving organizational goal in an effectual way. Different types of training can be given to
workers on the basis of different level of company which are categorised as junior, middle and
senior level.
Junior Level Middle-Level Senior Level
 As the employees are
new to HSBC, they are
require to train them
about the working of
the company.
 As they have zero or
less experience, HSBC
is required allot mentor
to each worker with
whom they can clear
their doubts.
 They train them how to
deal with clients.
 HSBC also provide
Training regarding
telecalling.
 At this training related
to administration is
given to employees
(Kakuma and et. al.,
2011).
 HSBC provide training
to their middle level
manager to implement
strategy in an effective
way.
 Middle level managers
are require to maintain
healthy relationship
with its co-worker in
the workplace.
 HSBC provides
training to its top level
regarding the
expansion overseas.
 With the help of
effective training, top
level can make
decision which lead to
company's success.
 Training is giving to
top level regarding
how to deal with
investors.
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2.2 State the advantage and disadvantages of different training methods
Training Method Advantages Disadvantage
Performance Appraisal  Motivates employees
to work harder.
 Increase worker
efficiency
 Managers give
feedback in the
presence of all
employee, which might
result as a
disadvantage.
 This method is bias.
Role Playing  This method prepare
individuals or groups
for the scenario that is
based on real life.
 It generates higher
sense of responsibility.
 Every employee is not
comfortable in role
playing (Lin, 2011).
 There is a possibility
that worker may or
may treat this method
seriously.
Induction  Proper induction may
increase the retention
rate of employees.
 It boosts the employee
confidence.
 Costlier method
 The recognition may be
related with actual
picture or scenario
which might de-
motivate the personnel.
Discussion  Workers get the
opportunity where they
put their views or
thinking, this makes
them feel contributed
towards the company
(McKenzie and et. al.,
 If both parties are not
actively participated
then there is no need
for discussion.
 Different views of
employees create
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2012).
 Manager share
company's goal and
objective with their
employees and ask
suggestion and
recommendation.
conflict between them.
2.3 Systematic Method to plan training and development
HSBC used ADDIE Model to train their staff in a better way. This model provides
flexible and dynamic guidance to its worker so that they can perform in an effective way in
order to achieve company' s objective (McMillan, Morris and Atchley, 2011). It is mainly
compromise of Analysis, Design, Development, Implementation and Evaluation.
Analysis: At this stage, HSBC determine the need of training in improving the productivity of
employees. The analysis can be done through written document, survey etc. This makes easier
for the company to build strong relationship with its employees. It build trust between worker
and organization.
Design: It includes building the blueprint of the training programme. Managers needs to identify
objective of training, its structure title, methods of delivery. Basically at this phase HSBC
imprints the way in which they will conduct training at their premises.
Develop: At this stage, HSBC develop material as per the training blueprint that seems to be
essential in training and development. In this the company aim to make employees learning
experience as valuable (Ployhart and Moliterno, 2011). HSBC chooses that training techniques
which can be easily acceptable by their worker.
Implement: At this stage, training has been implemented at various stages of organisation.
Employee gets the opportunity to improve their skill & knowledge as per the dynamic
environment. The training can be given by the coach or instructor. This enable the personnel to
develop themselves both personally and professionally.
Evaluate:This the last stage of ADDIE Model, in which manage of HSBC assess the
improvement in the performance of employees post training. At the end of training session,
manager evaluates the quality of employee's work.
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TASK 3
3.1 Construct an evaluation using suitable tools
HSBC is that organisation, which spent a higher amount on their employee training and
development. This help business to reduce the employee turnover and their worker works
effectively to compete with other firms. Developed plan and evaluation is thus required to know
whether induction program organised was efficient or not. Evaluation also help company to
know that method chose for training of employees was proper or not (Werner and DeSimone,
2011). Therefore HSBC has to provide development program in perfect manner so that a image
of firm can be build in eyes of new joiner.
At this point of time, it is required to ask few question to entity themselves as:
Any changes noted in behaviour of employees ?
Various skill and knowledge learned from development program is being used at
workplace or not ?
All such receiving answer for such question in positive manner make company to feel satisfied
that their induction program is succeeded. Training and development program was organised for
them just because with this they can know about working environment of company and can bring
coordination among employees as well. Effectiveness of orientation program can be seen with
such thing as:
 Working is done in right criteria.
 Does employees are ready to face any challenge or situation.
 Is employees are motivated and influenced to work in correct format etc.
3.2 Carry out evaluation of different raining needs
Evaluation should be done of training program so that firm can come to know that the
program organised was up to the mark or not (Swart and et. al., 2012). The HSBC makes
evaluation of performance on regular basis which make them to introduce something new in
policy which make them bring cordial relation among employees so that they can increase
performance as well. Evaluation has done in such a way as:
Reaction of employees: If employees are having their reaction of happiness and in positive
criteria, it means the induction program has satisfied the new joiner in firm and now it is required
to measure that they understood something or not.
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Benchmark: This help company to know that employees increased their performance or not.
Benchmark means setting standard of performance and measuring the actual performance of
employees with benchmark to know effectiveness in their working per-forma.
Coordination: The evaluation has to be done just to know that whether there is coordination in
employees are there or not. Coordination help company to attain their goal and objective in
proper manner. This concept should be there to have effective working in corporation.
3.3 Critically review the different evaluation method.
Review should be there of induction program by HSBC. This helps firm to know that
their new joiner come to know about environment of company and making familiar with the
employees so that they can work in effective way (Wright and McMahan, 2011). Hence. The
review of induction program whether it was success or not can be done in such a way as:
 Corporation go with taking feedback from their new joiner itself that anything which is
not understood by them.
 If any change is seen then employees will work in better way and increment in their
performance can be seen.
 If coordination is seen in their department then company can come to know that induction
program was success.
Therefore, company has to make a review to know that training and development program
organised at a time of induction program was perfect or not.
TASK 4
4.1 Determine the role government in training and development
UK Government contributes efficiently and effectively in developing personnel in both
private and public firm. Training has been given to employee's via expertise which gives them
the advantage of higher competitiveness over their rivals (Thomson, 2015). As HSBC has
recruited pool of worker in UK country, this result in increasing the overall growth of the
country. Government focuses on providing that type of learning which will remain long lasting
with employees. The main motive of government is to provide employment opportunity for all
rural and urban areas people. Their main agenda is promote the skill of their employees which
ultimate earn revenues for the country. Government cut down the rate of new machinery so that
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each and every organisation can take the use of advance technology which improves the
efficiency of personnel.
4.2 Determine how development of competency impact the public or private sector
Competency model can be defined as collection of employee competencies that focuses
on achieving company's goal in a better way. Competency movement makes companies think
about the about the performance gap. Private sector are spending more in this in order to gain the
higher competitive advantage. Companies consider competencies which result in yielding higher
production, better service quality, high motivation etc. Overall performance of private companies
adversely impact the growth of economy and on the other hand public companies improved their
performance level in order to gain higher competitive advantage. Public companies are having
the advantage to use the innovative technology which foster their productivity level whereas in
private sector not all companies are using advanced technology because it is the costlier process
(Brokyln, 213). Movement of abilities and skills are considered as the signifiant part of learning
and enhanced performance. With continual learning, worker get motivated which results in
improving profitably of the company.
4.3 Assess the different contemporary training initiatives
This initiative was taken by the US government in order to promote the training &
development in small and medium firms which brings stability and growth. This initiative
provides an opportunity to people who possess less skill and knowledge to get a platform where
they can demonstrate their competencies in exact way as they possess. This make their working
condition flexible which in return motivates the personnel to work harder (Wilson, 2012).
Contemporary training and learning assist the workforce to adapt changes that takes place in the
market on frequent basis. Faster adaptability makes company competent enough to foresee future
contingencies and its also increase the employee participation.
CONCLUSION
From the above report, it can be concluded that human resource development is a very
important factor that needs to be implemented inside an organisation. It is the duty of employer
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