Human Resource Development: Training and Development Report

This report provides a comprehensive evaluation of Human Resource Development (HRD) practices, focusing on learning styles, training needs, and induction programs within ABX retail. It begins by examining different learning styles (visual, auditory, and kinesthetic) and their significance in ...Read More

HUMAN RESOURCE DEVELOPMENT

Table of Contents
..........................................................................................................................1
Introduction ...............................................................................................................................3
1.1 Different learning styles and their significance in training and development............3
1.2 Role of learning curve and importance of transferring learning.................................5
1.3 Contribution of learning styles & theories in planning &designing induction
programme .......................................................................................................................6
2.1 Training needs for staff at different level...................................................................6
2.2 Advantages and disadvantages of training methods...................................................7
2.3 Approaches to plan the training and development programme..................................8
3.1 Evaluation of the induction training programme with suitable techniques................8
3.2 Evaluation of the 2-day induction training event........................................................9
3.3 review the success of induction training program & methods used by ABX retail ...9
4.1 Role of government in training, development and lifelong learning and its impact...9
4.2 Development of competency movement has impacted the public & private sector10
4.3 Assessment of contemporary training initiatives introduced by UK Govt. contribute to
HRD for ABX retail........................................................................................................10
Conclusion................................................................................................................................11
References ...............................................................................................................................12

INTRODUCTION
Development is very essential as it necessary on the account of the individual to
perform the task. With the training of the individual the skills and potentials are being
polished to attain the goals. This report evaluates the different learning styles which are
adapted to train and develop the specific skills in the individual (Wilson, 2005). Needs are
also identified in order to design the training programme of the personal who are hired.
Various approaches and techniques are being used to transfer the learning at the different
level of the organization. ABX retail is being chosen to examine the various aspects which
are essential to evaluate the various aspects to plan and develop the needs for training and
development.
1.1 Different learning styles and their significance in training and development
Leaning is that aspect which provides opportunities to continually expand the knowledge
perspective which enhances the capabilities and potential. People differ on the various
grounds of the knowledge as the qualities which inherit is different from person to person
(Cummings and Worley, 2014.). There are different learning styles which can be used
depending upon the situations, environment, or the circumstances which are faced by ABX
retail. Comparison of different learning styles:
S. No Visual style Auditory style Kinesthetic style
1 This style is
preferable by the
individual who
involves thinking in
terms of the pictures
and the visual aids in
order to make the
learning best by
gathering the
information through
these sources.
In this style the learning is
gained as the verbal
summary by hearing the
ideas and the experience of
others. (Harper, M., 2000).
This helps the individual to
properly evaluate the various
opportunities which are
present in the work
environment.
This style is adopted by the
learners who learn the things
by experimenting with the
work they are performing.
They adopt various approaches
in order to determine the most
effective and efficient aspect to
enhance their learning.
2 This is important
for ABX retail as it
This is important as the
employees of ABX retail
It is important for the
employees as they are

helps to train the
employee in an
effective manner so
that they understand
the things more
clearly.
properly analyze their
potentials and implement it
in an effective manner to
meet the performance target.
effectively trained for the tasks
which are assigned to them.
3 It increases the
concentration power
of the individual to
retain the
information for the
long duration and
can be effectively
implemented as per
their needs and help
to develop their
potential related to
their performance.
This also ensures effective
attainment of the various
aspects which will be
beneficial for the employees
to develop their skills and
abilities.
This will help them to develop
their required skills and other
attributes which are essential
for their working (Lepi, 2012).
It develop the conceptual
framework which help to attain
the positive outcomes.
1.2 Role of learning curve and importance of transferring learning
Performance of the individual is being measured over the different perspective. These
different perceptive reflects the certain principles which are adopted by the employees to
enhance their learning (Haskell, 2001.). Learning curve shows the rate of the improvement in
the performance standards which are gained through the experiences. It enhances the
efficiency and effectiveness of the employee in context to the set performance standards. The
learning curve plays a very important role as it provide the practical knowledge to the
employees so that the employees can easily review and identify the areas in which they want
improvement which proves beneficial to ABX retail. This curve also reflects the progress of
ABX retail employees which help them to focus more on the key competencies in order to
meet the challenges of the changing environment. It also brings expertise behaviour in the
employees as they continually perform the specific task over the period of time. This also
increases the production and the performance level in ABX retail.

It is very essential that the effective and accurate knowledge is passed on the
employees who are new in the organization in order to attain the goals and objectives. The
knowledge can be transferred in the following forms to the employees to enhance their
potential and skills to perform the various tasks in order to attain the goals of ABX retail.
These methods can be adopted by ABX retail to acclimate an employee to a new job for
which they are being hired are discussed underneath:
Workshops: Organizing the workshops for the employees in order to make them
familiar with the work environment and the technology which is being used in the
organization. ABX retail hire the experts to make the employees aware of the work format
accordingly so that they enhance their knowledge by learning from these experts.
Mentoring: The experienced employees share their experiences and transfer their
knowledge with the employees so that the new employees learn from their experience. They
act as a guide to them who monitors the various aspects which are related to the performance
of the individual.
On-the-job: New employees are also trained while they are performing the job. The
knowledge related to the job is transferred to them while they carry out the work assigned to
them. This help in effective learning as they are learning the work while performing it
simultaneously.
1.3 Contribution of learning styles & theories in planning &designing induction programme
Learning is not inherited in the individual on its own. It is gained through knowledge
and experience which is attained by the working. There are various theories and style which
enhances the learning of the individual. The theories and the styles are the conceptual
framework which is designed to meet the learning objectives. There are various styles which
can be selected to plan and design the induction programme for the employees who are new
in ABX retail. All the planning and designing depends upon the potential and competencies
of the employees. The induction program should be planned in such a manner that it reflects
the desires and the expectations of ABX retail. The induction program should be designed in
an effective manner so that the knowledge is passed on in an effective manner (Thirlwall,
2006). Different learning styles should be adopted by ABX retail to enhance the various skills
and capabilities of the new employees which contribute in attaining the goals. The learning
theories provide the theoretical explanation regarding the various aspects which focus on the
planning and designing of the planning and designing the induction programme. ABX retail
adopts the kinesthetic style of learning so that the employees can effectively learn while
performing the work and implementing to meet the objectives of the induction programme.

The assessment of the induction programme is done with the use of different measurement
tools such as performance measurement tool which will help to properly assess the overall
performance as well as learning of the individual.
2.1 Training needs for staff at different level
There are different training needs which are present at the various level of the
organization in order to perform and carry out their work in the specific work (Boselie, Dietz
and Boon, 2005.). The employees who are new in the organization does not inherit all the
skills and capabilities which are essential to perform the task. ABX retail needs different
training styles at the different level to develop the effective work environment so the
operations are carried out smoothly and effectively.
Sales Assistants Store Manager Regional Manager
They should be trained to
develop the analytical skills
so that they are able to meet
the demands of the
customers which are
increasing at the greater
speed.
They should be trained
effectively by mentoring their
performance so that handle
the material and maintain it in
an effective manner so that
no damage is caused to it.
They should be trained
effectively so that they
review the performance of
the employees who are new
in ABX retail.
They should be trained to
adopt the new technology
by developing their
technical skills which helps
them to become
technological advance and
meet the new opportunities
in the market in which
ABX retail operates.
They should be trained to
maintain the inventories and
manage the store in an
effective manner so that
products are managed in an
effective manner which helps
to meet the requirement of
material and inventories in
ABX retail.
They should be trained to
use the new technology so
that they can efficiently
monitor the performance of
the employees and make
them competent enough to
meet the advancement in
the technological field
(Steinmann and et.al.,
2006).
They should be trained so
that they effectively takes
responsibilities and
They should be trained in
handling the unusual
circumstances which they
Training should be provided
on the job so that they
design and develop the

initiatives to increase the
sales volume with the help
of using the user friendly
app.
encounter while the solve the
problem related to the
purchasing of the material
and other resources.
effective consistency which
relates to the overall
performance of the ABX
retail.
2.2 Advantages and disadvantages of training methods
Training methods Advantages Disadvantages
Performance appraisal Helps the employees to
measure their performance
and identify the skills
required to met the standard
outcomes (Hurn, 2011. ).
This also demotivates the
employees as they are not
much familiar with the work
environment and they fell
disgrace.
Induction This gives the overview of
ABX retail which help the
employees to clearly
understand roles and
objectives.
This may create a negative
impression as the scenario
which is defined may differ.
Workshops They provide the knowledge
regarding the specific skills
as the employee will practise
to enhance it.
It consumes more cost and
time. The success is only
determined on proper
implementation of those
skills.
Performance coaching Assess the performance of the
employees and specify the
areas in which the
improvement is required
The assessment should be
unbiased as it will result in
the negativity and will affect
the performance of the
employees.

2.3 Approaches to plan the training and development programme
The training and the development program is to be planned in an effective manner so
that the actual outcomes are met by the organization. As the work force is new in ABX retail
the systematic approach is to be followed to plan the training and development programmes
of the employees (Luthans, 2005.). The potential of the employees are to be properly
evaluated so that they are able to determine the needs of the training can be identified. This
help in proper planning of the required methods which needs to be developed to provide the
training to the employees who are new in ABX retail. Various aspects are elaborately
introduced that reflects the needs of the new employees related to training and development.
Specific criteria are designed in which they operate and conduct the program following the
instructions which are provided to them to them to enhance their potential in the 2 days
training program. The standards are set in order to evaluate and monitor the outcomes of the
training and development programmes. They also ensure that the employees are able to
enhance their work quality by the training which is induced to them. ABX retail also set the
specific time duration for the training programme.
3.1 Evaluation of the induction training programme with suitable techniques
There are various methods through which the induction training program can be
effectively evaluated to ensure that the desired outcomes are met for which the employees are
trained. The evaluation of the induction program can be done with the help of the
questionnaire techniques which provides an effective feedback regarding the training which
is being induced to the employees of ABX retail to meet the desired outcomes. With the help
of the questionnaire they determine the effectiveness of the employees are it is reflected in
the evaluation of the feedback which they obtain from the new employees which are hired by
ABX retain in order to carry out the functioning of the new venture. It also helps to evaluate
the working parameters which are being established for the employees.
3.2 Evaluation of the 2-day induction training event
The 2 days induction training program has been evaluated by monitoring the present
perspective in which they operates to carry out the various activities and met the various
outcomes of the organization (Bakker and Demerouti, 2008). They properly evaluate the each
aspect by assessing and judging each and every aspect which is being involved in the training
event. The need of the individual is assessed in an effective manner so that the training event
dictates the various needs of the event for which it is being conducted. This also help the
evaluate each and every aspect so that the modification can be done if there is any flows in

the training program the necessary changes can be adopted and the employees are to made
aware of the new aspects which are being introduced in order to remove the flows which are
reflected while inducing the training and evaluating the performance of the employee. Proper
feedback form can be designed in order to effectively evaluate the training event by adopting
the feedback from the new employees.
3.3 review the success of induction training program & methods used by ABX retail
The success of the program is being evaluated by measuring the outcomes of the
training which are being attained by the employees during their induction program. Various
methods can be adopted to properly review the success of the induction program. With the
help of questionnaire technique the opinion of the employees is reviewed and the clear image
about the performance of the employees is obtained. This ensures a proper adaptation of the
various aspects which is induced in the new employees while providing the training. It helps
in figuring out the flows that reflects the competencies of the training programmes which
affects the overall performance of ABX retail (Simmonds, 2003). Proper analytical feedback
helps to improve the performance behaviour of the employees and result in better
performance of the employees with the better output. It helps ABX retail to be more logical
and analytical in inducing the effective induction training program.
4.1 Role of government in training, development and lifelong learning and its impact
The government of UK plays a very important role in the training and development of the
employees of the private and public limited companies (Armitage, 2012). The government
arranges the various training sessions so that the employees can enhance their knowledge and
develop the various skills in which they are lacking behind.
UK government ensure that the proper training is being provided which helps in the
internal development of the organization. Various policies are framed for the welfare of ABX
retail as they are not competent enough to invest the huge amount on the training of the
employees. The government also motivated and adopts various tools and techniques and
modify the training format which proves to be beneficial for the employees and help them in
lifelong learning till they work in ABX retail (Harper, 2000). The government also provides
various facilities to the employees to participate in them and enhance their knowledge by
learning about it.
4.2 Development of competency movement has impacted the public & private sector
The development of the competency movement has made the other organization more
concern about the various attributes of the performance. It is the conceptual framework which

is developed in such a manner that the organization performs effectively to meet the
standards of the organization (Ryan, Spencer and Bernhard, 2012). The public limited
companies has a greater impact on the performance of the employees as they are bounded
with the limited resources to perform the task which affects the performance objectives which
are determined by the individual for attaining the goals and objectives . As the private sector
companies make the huge investment on the training and development of the employees
which make the employees more competent to perform the various task as per the defined
standards. ABX retail ensure that the employees are competent enough to meet the
performance standards and enhance the quality of their performance which benefit them in
attaining the goals within the specific form and duration. They adopts the benchmarking in
order to properly determine the overall performance of the trainee and ensure that there is no
loop holes in the performance outcomes of the trainee.
4.3 Assessment of contemporary training initiatives introduced by UK Govt. contribute to
HRD for ABX retail
The contemporary training initiatives were introduced by the UK government to
provide effective training and development program to bring the stability and growth in the
economy of the country (Fan, 2009). It is the initiatives which help in the faster progress in
the human resource development and develops a vulnerable environment that improves the
overall performance of the organization. The training is provided to the employees to
understand the various perspectives to meet the various aspects of the organization. The
contemporary initiatives facilitates is the quicker process which develops an vulnerable
environment in ABX retail. As the economy is affected by the performance of the
organization which operates in it various possible efforts are being made by the government
to design the best training tool which needs the needs of the organization. ABX actively
participate in the training initiatives which are introduced by the UK government in order to
make the faster adaptability to the changes which are occurring in the work environment. As
they design their functioning in such a manner that it ensure to meet the future prospect and
goals which are set.
CONCLUSION
It is essential to evaluate the needs and requirement to meet the objectives of the
organization. This ensures that the effective measure are being adopted in order to train the
employees to carry out the work in an effective manner and develop an healthy environment.
This help to develop the precise induction program for the training and development of the

employees who work in order to attain the goals of the organization. ABX retail is
introducing in the new market and hire the new talent to carry out the various functioning of
the organization. They ensure that the employees are able to develop the desired skills and
competencies to meet the standards which are set to determine the success of the
organization. They ensure that the employees properly evaluates the performance standards
and deliver the best in the work environment as per the skills which is incorporated to them in
the induction program which is being delivered to the employees to attain the goals and
objectives.

REFERENCES
Books and journals
Armitage, A., 2012.Teaching and Training in Lifelong Learning. McGraw-Hill Education
(UK).
Bakker, A. B. and Demerouti, E., 2008. Towards a model of work engagement. Career
development international. 13(3). pp. 209-223.
Boselie, P., Dietz, G. and Boon, C., 2005. Commonalities and contradictions in HRM and
performance research. Human Resource Management Journal. 15(3). pp. 67-94.
Cummings, T. and Worley, C., 2014. Organization development and change. Cengage
learning.
Fan, Q., 2009. Innovation for Development and the Role of Government: A Perspective from
the East Asia and Pacific Region. World Bank Publications.
Haskell., E. R., 2001.Transfer of Learning: Cognition, Instruction, and Reasoning. Academic
Press.
Hurn, J. B., 2011. Simulation training methods to develop cultural awareness. Industrial and
Commercial training. 43(4). pp.199 – 205.
Luthans, F., 2005. The psychological capital of Chinese workers: Exploring the relationship
with performance. Management and Organization Review. 1(2). pp. 249-271.
Ryan, G., Spencer, M. L. and Bernhard., 2012. Development and validation of a customized
competency‐based questionnaire: Linking social, emotional, and cognitive
competencies to business unit profitability. Creoss Cultural Management: An
International Journal. 19 (1). pp.90 – 103.
Simmonds., D. 2003.Designing and Delivering Training. CIPD Publishing.
Steinmann, P., et.al., 2006. Schistosomiasis and water resources development: systematic
review, meta-analysis, and estimates of people at risk. The Lancet infectious diseases.
6(7), 411-425.
Thirlwall, A. P., 2006. Growth and development . Basingstoke, UK: Palgrave Macmillan.
Wilson,P.J., 2005. Human Resource Development: Learning & Training for Individuals &
Organizations. Kogan Page Publishers.
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Harper, M., 2000. Government training initiatives: a TrainingZONE member talks back!.
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