Human Resource Management Report: Learning Styles & Curves

This report analyzes key concepts in Human Resource Management (HRM), focusing on learning styles, learning curves, and knowledge transfer within the context of a business. It begins by examining different learning styles, such as activists, reflectors, theorists, and pragmatists. The report then explores the significance of the learning curve and its application in predicting future requirements and improving efficiency. It emphasizes the importance of transferring learning to the workplace. Furthermore, it highlights the relationship between learning styles, learning theories, and the planning of learning events, including the role of learning theories in shaping the objectives and requirements of learning. The report also references key literature in the field, such as works by Knowles, Armstrong, and Storey. This assignment provides a comprehensive overview of these HRM concepts and their practical implications.

Human Resource Development
TASK 1

1.1 Comparison of Different Learning
styles
There are various types of learning styles which have
been adopted by the management of Marks and
Spencer which are mentioned below:
 Activists- These type of people involves themselves
in the different experiences as a continous
modifications in the activities.
 Reflectors-They are the people who do not take
initiatives as they search for the various types of
opportunities.

Cont..
 Theorists- These kind of people have a habit to break down all
the information which has logical and complex aspect and
relevant to the theories.
 Pragmatists- Such type of people are extremely impatients as
they also take challenges in their activities.

1.2 The role of learning curve and
importance of transfering learning
 Learning curve can be defined as a line which shows the
relationship between the time of unit production and different
number of units produced.
 On the basis of the Learning Curve Model an organization is
empowered in order to predict the requirements of future and
tasks which shall be undertaken in order to effectively manage
the human resource of the business.

Cont..
 Learning curve helps in the improvement where it can
be done with the help of appropriate experience. For
the purpose of bringing the efficiency as well as
perfection in the different tasks of the environment so
that it is important to follow the learning curve.

Cont..
 With the help of the graph it can be demonstrated that
if the same act is performed various times, then time
consumed with the work is reduces. Marks and
Spencer can ensure the use of the learning curve as
well as the experience curve.
 Real and extensive outcomes can be realized if the
process of learning is transferred to the workplace.

Cont..
 Importance of Knowledge transfer- The managers as
well as the coaches of performance discuss all of the
information with their employees in context of
sharing as well as transferring knowledge regarding
the performane along with the areas for improvement
as per the requirement of organisation.

1.3 Contribution of learning styles and
theories at the time of planning of
learning event
 Contribution of learnings styles and theories-
Learning theory helps in giving knowledge regarding
the conceptual framework in the objectives and
requirements of learning.

Cont..
 Relationship between learning style, theory and
event- If there is an appropriate choice can be made in terms
of learning style so that will be more effective while designing
the learning events. Further, there is requirement of
improvement in the different aspects along with the skills such
as team work, enhancement in responsibilities etc.

Cont..
Contribution of learning theory and events- There are
certain learning theories and events are used by Marks and
Spencer as there is major focus is on the appropriate
outcome which can be gain by the learning events. In this,
to plan and develop an event where the employees
priotries the learning event. All of the people prefer the
ways as well as patterns of learning.

References
 Knowles, M.S., Holton III, E.F. and Swanson, R.A.,
2014. The adult learner: The definitive classic in adult
education and human resource development.
Routledge.
 Armstrong, M. and Taylor, S., 2014. Armstrong's
handbook of human resource management practice.
Kogan Page Publishers.
 Storey, J., 2014. New Perspectives on Human
Resource Management (Routledge Revivals).
Routledge.