HR Development: Learning Styles and Training at John Lewis Partnership

This report analyzes human resource development practices within the context of the John Lewis Partnership. It examines the application of various learning styles, including visual, physical, aural, verbal, logical, social, and solitary approaches, and their importance in tailoring training to individual needs. The report also explores the role of the learning curve in evaluating training effectiveness and the importance of transferring learning to enhance knowledge and skills. Furthermore, it discusses how behavior analysis and transfer of learning theories contribute to planning and designing effective learning events. The analysis highlights the impact of different learning styles on employee development and performance, providing insights into optimizing training programs for improved outcomes. The report references key literature on adult learning and human resource development.

HUMAN RESOURCE DEVELOPMENT
TASK-1

1.1 Different learning style for John Lewis
Partnership's staff member
HR assistant of John Lewis Partnership has used various
learning style that will assists for the development of and
individual. Every one having their own way of learning so that
management of the company must considered that learning is based
on a every one. Here various style are listed as follows:

Seven Categories
Visual: HR manager of the company use various pictures, images
and maps that will create a easy environment for the learning.
Physical: In this way of learning HR manager motivate to the
workers that how they can learn by doing their daily task.
Aural: In this point various instruments can be use for the
learning.

Cont.….
Verbal: In this HR assistant use word for the learning and it
includes techniques and scripting who attract the learn to
catch is in a specific way.
Logical: HR manager of the company firstly evaluates all
that person who they love to learn with logic. In this type of
employee trainee use reasoning and logical way to enhance
their capacity of working.
Social: This type of employee usual like learning within a
group. So that HR develop various groups for better
learning option.

Contd..
Solitary: Some of them want to learn alone so that
management of John Lewis Partnership develop self learning
and alone learning for them
All above six are must be adopted by the HR manager so that
it will be easier for the management towards the learning.

1.2 Role of learning curve
Management of the company use leaning curves to evaluates
learning with the experience. John Lewis Partnership is a company
who work with 98000 workers so that it is not easy to evaluates
learning. In that cases management use learning with the various
curves.
Role of learning curve with single subject
Role of learning curve with steep learning curve

1.2 Importance of transferring
learning
Transferring of training refer that learners are capable or not to
share its knowledge. Some time it often see that management
having knowledge but not having capability towards its sharing.
Transfer of learning is important because if a individual not sharing
its capability to other so that they also not groom in their field also.
Transferring of learning is important for enhancing knowledge
and skill of the individual.
This will also assist for increasing of result in a positive way.

Cont....
• When a individual become capable towards its skills so that it
leads to enhancing its performance towards the working.
• It is also assists for the achieving goal and set task not only its
individual level but also organizations point of view.
• So that overall impact is being in a positive way because of
transferring training in a appropriate manner.

1.3 Contribution of Learning style that will assists for
planning and designing in a learning event
Here two theories and its impacts are listed as follows that will
assist for the better planning and designing learning events for
employees:
Behaviour analysis
With the help of this theory, management gets to know about
the employee perception and behaviour. Accordingly, this behavior
analysis of an individual assists creating plan for their learning event
which positively impacts their training design.
Transfer of learning
This theory assists to grab the knowledge about their employees and
their potential and accordingly, planning sections are designed by
the trainer. With the help of this learning theory, management gets
an idea about their employee and their skills.

1.3 Learning style and its contribution
Learning style plays a crucial role because it impacts the
employees in different ways. Here, learning style and its impacts are
listed as follows:
Visual: With the help of this style, employees can easily gain
knowledge about the things because it becomes easy for them to learn
things in an effective manner by seeing the objects.
Auditory: This is one more learning style where employee can
learn from effective listening.

REFERENCES
• Bray, F. and et.al., 2012. Global cancer transitions according to the Human
Development Index (2008–2030): a population-based study. The lancet
oncology. 13(8). pp.790-801.
• Barbier, E. B., 2013. Economics, Natural-Resource Scarcity and Development
(Routledge Revivals): Conventional and Alternative Views. Routledge.
• Coleman, J. S., 2015. Education and Political Development.(SPD-4) (Vol. 4).
Princeton University Press.
• Knowles, M. S. and et.al., 2014. The adult learner: The definitive classic in
adult education and human resource development. Routledge.
• Teklehaimanot, H. D. and Teklehaimanot, A., 2013. Human resource
development for a community-based health extension program: a case study
from Ethiopia. Human resources for health. 11(1). p.1.

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