Human Resource Management Report: Learning, Training and Development

This report provides a comprehensive overview of human resource management, focusing on learning styles, training methods, and the role of government in training and development. The report begins by comparing different learning styles and discussing the significance of learning curves and transfer learning. It then analyzes various training methods, including their advantages and disadvantages, and explores the systematic approach to planning training events. The evaluation form used to analyze staff learning is also presented. The report further examines the training needs for workers at different management levels and concludes by discussing the role of the government in training, development, and lifelong learning, as well as the impact of the competency movement and contemporary training initiatives by the UK government. The report uses examples from Marks and Spencer to illustrate the concepts.

Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
1.1 Comparison of different learning style.................................................................................2
1.2 Function of learning curve and significance of transfer learning........................................4
1.3 Significance of learning style and approaches when planning as well as designing
learning programme....................................................................................................................5
TASK 2 ...........................................................................................................................................6
2.1 Comparing training needs for workers working at different level of management..............6
2.2 Advantages as well as disadvantages of various training methods.......................................7
2.3 Utilising the systematic approach in order to plan training event.......................................8
TASK 3............................................................................................................................................8
3.1 Evaluation form to analyse staff learning and the usefulness of the
training and feedback about trainer in organisation. .................................................................8
3.2 Responses to the evaluation
form............................................................................................................................................9
3.3 Success of Evaluation form.................................................................................................10
PART 2 .........................................................................................................................................10
TASK 4..........................................................................................................................................10
4.1 Role of government with regards to training, development and lifelong learning.............10
4.2 The development of the competency movement has impacted public and private sector
firm...........................................................................................................................................11
4.3 Analysis of contemporary training initiatives by the UK government which has
contributed to HRD of organisation..........................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
1

INTRODUCTION
Human resource management is defined as the activity executed within an enterprise that
facilitates most effective utilisation of human resource or people. The objective of human
resource management is to drive firm towards achievement of business goals and objectives. The
term human resource management is utilised for defining the formal business that has been
developed for managing the people at workplace and controlling various activities performed by
them. It is concerned with various operations such as recruiting, staffing, employee
compensation, designing of work etc.
The report has focus on identifying the different learning style and making comparison
between them. It will also highlight the importance of learning transfer at workplace. Project will
emphasize on analysing the pros and cons of various training methods in context of Marks and
Spencer. It will also include the explanation about the roles of government in context of training,
development and life long learning.
TASK 1
1.1 Comparison of different learning style
Every person has its own learning style. The people can be categorised into different
groups on the basis of their learning style. Every individual is not restricted to adopt only single
learning styles. The various learning pattern can be adopted by person for gaining knowledge
and development of several abilities and capabilities. This styles can vary according to specific
situation. It is very difficult for an individual to adopt the various learning styles for different
situations. Employees in the organisation are required to adopt the specific learning pattern. As
this will assist human resource manager in recognising the learning need by individual at
workplace. The learning is associated with concepts of developing abilities, gaining knowledge,
preferences and requirements. Some learning style suggested by Honey and Mumford are:
Activist-The people with this learning style believe in gaining new experience when
working in a company. Such types of learner focus on achieving and maintaining high level of
adaptability. This types of learning style is mainly adopted by the top level management. As they
have the responsibility to motivate employees to improve their performance at workplace.
Theorists-People with this type of learning style believes in gaining expertise and depth
knowledge about particular subject mater or fields. These learners emphasize on using their
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logic, approaches for making judgement. They believe in facilitating discussion with other
people before making discussion.
Pragmatics-These types of learners believes in utilising their knowledge, skills and
learning at workplace in order to improve their performance at workplace. Pragmatics learners
believes in accepting challenges and exploring as well as capturing learning opportunities, So
that they can assist business entity in achieving success and fostering growth.
Reflectors- Such type of learner believes in gaining knowledge by observing things or
activities surrounding them. The people with this type of learning style learn things from other
person experiences (Kehoe and Wright, 2013)
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Illustration 1: Honey and Mumford learning style
Source: (Honey and Mumford's Learning Styles Questionnaire.

1.2 Function of learning curve and significance of transfer learning
The learning curve is defined as the diagrammatic presentation or graph that indicates
time spent in learning against the increase of knowledge. This is an effective tool that can be
adopted by an individual for measuring the learning progress. Learning can also be utilised by
human resource management in cited venture to evaluate the capability of worker to successfully
complete the given task given by trainer during the training event. By developing the
understanding about various learning style that has been adopted by workers, human resource
manager can make the effective training session for employees at workplace. The human
resource management team in marks and Spenser can adopt or use this tool for plotting the
coverage of data or information that is to be included in the content of training programme.
Significance of learning transfer
Learning transfer is defined as the process of sharing skills, knowledge or information ,
so that it can be utilise for conducting task in systematic and effective manner. Learning transfer
helps individual in exploring and gaining more as well as depth knowledge about the particular
field or subject matter. It assists human resource manager in recognising the ability of employees
and delegation of task accordingly. Transfer of learning supports person in demonstrating skill
and knowledge gained by them during learning procedure. It also allows person to improve their
performance at workplace and get reward for making beneficial contribution in achievement of
business goals and objectives. Learning transfer also provide employee an opportunity to
participate in improvement procedure and contribute in bringing positive as well mas drastic
improvement at workplace (Gray and et.al., 2013.)
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The above graph has demonstrated that with the support of learning curve the human
resource manager in cited venture has able to plan a effective learning or training programme.
This plan has supported firm in increasing productivity and working efficiency. Due to this
factor the organisation has able to reduce the cost of production and ensure the effective
utilisation of business resources (Jenter and Kanaan,2015)
1.3 Significance of learning style and approaches when planning as well as designing learning
programme
Formulating plans of training or learning event is the very complex procedure and require
expert knowledge. This process demands understanding about various learning theories and
concept. The purpose of learning style is to help individual in gaining knowledge and
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Illustration 2: Learning Curve
Source: (Management study guide, 2017)

development of various skills. It assists individual in improving their performance at workplace.
Learning styles supports person in exploring and capturing various learning opportunities and
allow them to gain experience that can be used by them in facilitating particular task or activity
at workplace. It is very much important for the human resource manager in cited venture to
develop the understanding about learning style and approaches. As this will help human resource
management in recognising the need of learning or training by individual within an organisation.
It also assists human resource manager in identifying the potential or capability of an individual
to gain knowledge or develop skills (Alfes and et.al., 2013)
TASK 2
2.1 Comparing training needs for workers working at different level of management
Training and development demand varies as per the roles as well as responsibilities at
various level of management within organisation.
Level in organisation Need of training Purpose
Top level management The specialised training is
required that include depth
knowledge about particular
field and operations related to
business.
The purpose of training is to
assist top level manager in
making business plans and
appropriate business decisions.
Middle level management The training is provided
according to their duties. They
are taught about directing,
motivating and performance
appraisal technique.
The training event intends to
provide direction as well as
guidance and help manager in
enhancing their knowledge
about recognising performance
gap. It allows manager to
motivate employees to
improve their performance at
workplace.
Operational level Workers are provided with
practical as technical training.
The purpose of this training is
to assist employees to increase
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their working efficiency and
productivity (Estampe and
et.al., 2013)
2.2 Advantages as well as disadvantages of various training methods
There are different types of method that can be used by manager for providing training to
workers and enable them to improve their performance at workplace.
Methods of training Advantages Disadvantages
Job rotation With this type of training
method employees get a
chance to execute various
operations. It aids workers in
reducing the work pressure.
This method is ineffective as
the employees may face
difficulty in adapting to new
working environment and
adjusting themselves with the
working pattern.
Performance appraisal or
feedback
This method enables workers
to recognise the new methods
or way s that can be used by
them for improving their
performance within an
organisation.
There can be a situation when
the workers fails to execute the
task or activity during the
training event. It may lead to
decrease in their confidence
and motivation level.
Role playing This methods assist employees
in recognising the qualities and
capabilities required to
perform particular role or
handle various responsibilities
at workplace.
This leads to increase in
nervousness whose effect can
be analysed on individual
performance. It is not suitable
to all types of workers.
Inductions This method of training is
suitable for new employees as
it allows them to gain
This method may have adverse
effect on the mind of new
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knowledge about the several
business operations (Gallo and
et.al., 2014.)
candidate.
2.3 Utilising the systematic approach in order to plan training event
The human resource manager in cited venture is responsible for recognising the training
needs by employees at workplace. It is essential for human resource management team to
consider following factors when developing or planning the training or development programme.
These factors are :
Business Objectives-It is important for human resource manager to recognise organise goals and
communicate the same to workers.
Identifying the needs of training-Human resource manager is required to determine the
necessarily and benefit of training and development program. Human resource manager can
recognise these requirements by evaluating the performance of each and every worker. It assists
organisation in identifying the various problems and issues that are being faced by employees.
Formulating strategy-It is essential for human resource manager in cited venture to develop
strategy elated to training program. At this stage, human resource manager has to considered
following factors such as requirement of resources, location where training can be conducted,
time duration, schedule etc.
Execution of training event- This the final stage where human manger has to conduct training
program on particular date, time and at specific location (George, Haas and Pentland, 2014)
TASK 3
3.1 Evaluation form to analyse staff learning and the usefulness of the
training and feedback about trainer in organisation.
Marks and Spencer implements the use of form to analyse staff learning in which it
focuses on deriving all the basic skills are requirement of employees which have been focused on
training session by supervisors.
It is important for the organisation to evaluate the effectiveness of training methods,
Marks and Spencer implements the use of process and outcome evaluation which are as follows:
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Process Evaluation: In this Marks Spencer focuses on continuously monitoring of
supervisors at the time of training session. In this management focus on collecting feedback from
employees about the training process which helps in evaluating effectiveness of training and
determining problems statement (Meredith Belbin, 2011). This is done by enterprise to
determined the key skills of employees which can assist in serving effective customer care
services.
Outcome evaluation: In this the supervisor who was responsible for conducting and
providing trainings evaluates the outcome of session by evaluating the difference between skills,
working practices and effectiveness of employees in Marks and Spencer. In this the person
ensures whether the abilities and skills of workers are effective enough to meet the
organisational objectives and goals (Daley, 2012). In this the employer of retail firm organises
feedback session in which employees are free to share about the weakness, problems, conflicts
and drawback which arise after training and development session.
3.2 Responses to the evaluation
form
In order to make effective evaluation Marks and Spencer implements the use of
qualitative and quantitative analysis. The response evaluation of training is as follows:
Employee response: In this the management will determine the satisfaction level of
employees from training and development session (Guest, 2011). For instance, if the training of
25 employees has been organised than in this case the firm will evaluate the feedback from
employee individually. This practice assists the retail organisation in analysing outcome of
training sesssion which the drawback for which the firm will make further arrangement of
training employee as per evaluation of feedback.
Customer response: Customers are the key drivers of firm which assist in evaluating the
effectiveness of companies services and products. In this the company evaluates the annual
report which determines the effectiveness of services and satisfaction of customer (Jiang and
et.al., 2012). This the best practice which helps Marks and Spencer in analysing effectiveness of
past training and training requirement. Moreover, it is the practices which helps in identifying
loopholes in particular area per skills of company, with the help of which the firm is able to
determine the need of improvement in customer services.
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Supervisor response: In this Marks and Spencer collects information from supervisor,
the responsible person who conducted training session. It is the practice which assists retailer in
evaluating customer service etiquettes of employee which play crucial role in enhancing the
value of business operations (Johns, 2010).
3.3 Success of Evaluation form.
The success of evaluation form is analysed by employer and employee response of Marks
and Spencer. Therefore, after conducting and evaluating effectiveness of training the firm
ensures success of session by determining individual effort to meet the skills and requirements of
organisation (Mithas, Ramasubbu and Sambamurthy, 2011). In this process al the individuals
who were present in training and developments will be involved in order to evaluate and make
assumption over overall success. IT is the most effective strategy as it helps in determining
various factors of organisation like employer employee relationship, involvement,
communication and participation (Gruman and Saks, 2011). Further, to enjoy success the
management also evaluates the enhancement in customer base of organisation which is the
practice which aid the firm in determining the need of further improvement in customer services.
PART 2
TASK 4
4.1 Role of government with regards to training, development and lifelong learning
Government of UK has enforced the plan to promoting and developing the skills of
employees working organisation the plan is formulated by government to provide training and
development and enable life long learning to individuals. Further, in this the ultimate motive of
government is to assist employees in making use of their digital skills at the time of recruitment
and working. It assists the individuals in managing effective and efficient business operations.
The role of government is to enhance the skills of employee in accordance to future changes and
working requirements. In this the role of government was to identify the key issue faced by
employee which can hinder their future performance like, individuals have the skill but the
workers are not able to implement them as the employees are not aware about the importance of
those skills (Future of skills and lifelong learning, 2016).
Further, it has been discovered that according to employers in UK people are not
qualified ad graduated are not eligible of job function and can not be recruited which is
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dominating the skills of people who are not educated. Apart from government programmers
determined that there are various sector in business work where there is lack of skilled employee
due to which the growth and development is restricted. However, with this analysis government
trainers evaluated the need of promoting training in which the focus of staff was to enhance the
working spirit by providing learning to employee not only for the purpose increasing
productivity of business but to provide lifelong learning.
4.2 The development of the competency movement has impacted public and private sector
firm.
Competency movement is based on evaluation of employees performance as per the job
skills and job function. Managing skills band competencies of employees is the factor which
assist in development of private and public organisation. Development of competency movement
is demonstrated in following:
Job competency: In this the skills and abilities which are required for certain job
function are termed as job competency (Terziovski, 2010). In this knowledge development plays
crucial role in which the programmers aims at improving skills of workers keeping in mind their
lie of work.
Core Competencies: It is based on the development of skill, attitude, attribute and
behaviour of employee towards job (Burke and El-Kot, 2014). Further, it also comprises
communication and critical thinking which assisted private and public enterprise of UK in
removing communication gap between employer and employee which aid in increasing working
efficiency and effectiveness.
Competency based performance improvement: In this development assisted in
removing the gap between employee and employer. Practising this competency assisted in r
analysing strengths and weakness of business and it employee in private and public sector
organisation.
Thus, Participation of UK government in enhancement of skills and competencies of
employees of all organisation assisted the public and private sector in increasing working
productivity and attained determined goals by managing business performance.
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4.3 Analysis of contemporary training initiatives by the UK government which has contributed to
HRD of organisation.
The contemporary training initiative by government assisted Marks and Spencer in
establishing improvement in Human resource practices which area s follows:
Improving productivity: The ultimate objective of training is to provide training for
improving digital skills according to future changes and working requirement. Therefore, as per
the training initiative there was the measurable change in productivity of business and
performance of HR professional.
Increased Motivation: The training initiative by UK government assisted in boosting
morale of employers and employee of Marks and Spencer as it focused on eliminating
communication gap between employees and employer which helped in managing various
business problems.
Problem solving: The training initiative by UK government helps retailer in managing
conflicts and weakness as it focused on implementing the use of the best practice of collecting
and sharing information with each other (Future of skills and lifelong learning, 2016).
Encourage creativity: The team building activities in training initiative of government
assisted Marks and Spencer in establishing innovation in working patterns as team building and
working comprise different ideas and creativity which helps the mangement in implementing
creativity at work.
CONCLUSION
The report summarized different learning style implemented by Human resource
professional of Marks and Spenser to enhance skills and knowledge of employee with regard to
job function. M & S is one the leading retailer of UK who majorly deals in fashion Apparels of
Women, Men and Kids. Further, it analysed Function of learning curve which is a diagrammatic
presentation or graph that demonstrate time span of learning. Apart from this the report outlined
the need of training at all the level of management in Marks and Spencer. Moreover, It analysed
the usefulness of the
training and feedback in company which is done in two parts that is process ad outcome
evaluation. Thus, the report concluded by determining the role of UK government initiative
which is formulated for promoting and developing the skills of employees working organisation
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which has assisted M&S in improving productivity, solving problems and increasing
motivation.
REFERENCES
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Jenter, D. and Kanaan, F., 2015. CEO turnover and relative performance evaluation. The Journal
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Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Online
Future of skills and lifelong learning. 2016. [Online]. Available through:
<https://www.gov.uk/government/collections/future-of-skills-and-lifelong-
learning#announcements>.
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