An Analysis of Human Resource Development at Mark and Spencer

This report provides a comprehensive analysis of human resource development (HRD) within Mark and Spencer. It begins with an introduction to HRD and its importance, followed by a detailed examination of various learning styles, including Honey and Mumford's and Kolb's models. The report explores the role of the learning curve and the significance of transferring learning. It discusses the contribution of different learning styles and theories in planning and designing learning events. Furthermore, the report analyzes training needs for staff at different organizational levels, compares the advantages and disadvantages of various training methods, and outlines a systematic approach to planning training and development. It also covers the preparation and evaluation of training events, including the review of evaluation methods. Finally, the report examines the roles of government in training, development, and lifelong learning, the impact of competency movements, and contemporary training initiatives introduced by the government for HR development, concluding with a summary of the key findings and recommendations for Mark and Spencer's HR practices.

Human Resource
development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve and importance of transferring learning...........................................3
1.3 Contribution of learning styles and theories when planing and designing a learning event.4
TASK 2............................................................................................................................................5
2.1 Training needs for staff at different levels in an organisation..............................................5
2.2 Advantages and disadvantages of training methods.............................................................6
2.3 Systematic approach to plan training and development .......................................................7
TASK 3............................................................................................................................................8
3.1 Preparing and evaluation using suitable techniques..............................................................8
3.2 Carrying out an evaluation of training event.........................................................................8
3.3 Review the methods of evaluation........................................................................................9
TASK 4............................................................................................................................................9
4.1 Various roles of government in training, development and lifelong learning......................9
4.2 The development of competency movements which impacted on public and private
section.........................................................................................................................................9
4.3 Contemporary training initiatives introduced by government for HR development............9
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource development is a framework which provide help to the employees in
order to develop their organisational and personal skills, knowledges, and ability. HRD is the
one of the most prominent opportunity that workers feels at time when company consider as
employer. The skills and ability provide help in the organisation for retaining and motivates
workers. The human resource development involves such chances as workers training, career
development, performance development and management, mentoring, coaching, organisation
development, tuition assistance (Werner and DeSimone, 2011). in a firm, the process of human
resource development is starts at time of hiring new persons and continues through out that
effective positioning of the worker. The project report is based on Mark and Spencer. This firm
is listed as multi nations organisation and it's headquarter is located in the city of Westminster.
London. The firm is also listed in London Stock Exchange too. They are retailers and has
expertise in dealing food and beverage in different palace or across the globe. Mark and Spencer
is framed in around 1884 and serves world wide. The report involves various different types of
learning style, work on learning curves, some planning and designing of new event is also
addressed, working with government and the contribution of different approaches of planning
learning and training.
TASK 1
1.1 Comparing different learning styles
All of learning styles are based on how a person will understand, execute and observe
different types of experience and information in their practical life. All the circle of style is
based on a person's understandings to learn things in different manner (Knowles, Holton and
Swanson, 2014). Person's learning style is defining the preferable way through which a person
will be able to observe, collects information by various factors. It is majorly depends on
listening capacity, emotional elements, visual memories, environment and their personal
experience that has vary of everyone's. Hence it is very essential for HR in order to understand
various types of learning style of workers to facilitates them best and sound practices,
assignment and skills in accordance of their own requirements. There are several learning style
for employees of Mark and Spencer such as-
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Honey and Mumford learning style – this style of learning was framed by Peter
honey and Alan Mumford in the year of 1986. the core objective of this style is that
major number of persons are not knowing how they really learn. So with the help
of it, an effective person or learner should know about their learning style and
defined different ways to learn using various techniques. These styles of learning
are follows as-
Activist – These types of learner are believing in the facing different
challenges with the help of different task (Armstrong and Taylor, 2014). Theses kind
of person are generally learns form their own experience which is personal and in
accordance of this style some of persons are believe to have several solutions of
different issues by their own efforts cause it will provide help to them in order to
get some practical observation of different situations.
Theorist – These kinds of learner has nature of observing as they are
generally not taking decision on sudden basis or very quick before determine the
concept and theories behind this purpose or actions. These person are needs to
have conceptual form, idea, work and certain objective to achieve.
Reflector – These types of persons are more logical and concentrated in
their approaches. These individuals has ability to learn through observing and
watching what actually happened. They evaluate all the data and information,
alternate or different point of views. Collecting informations and using several
opportunities to get desired conclusion.
Pragmatist – these kind of learner are having faith to learn several aspects
form real and practical world. They will have new ideas, knowledge in the real
world in order to apply these all tools and theories in positive actions.
Kolb Learning style – David Klob had framed and published his model of style of
learning in nearly 1984. this theory of learning is workers on two alternate level
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such as a four stage cycle of learning and four individual learning style. These all
are detailed as-
Divergent – This types of style is majorly based on those kind of persons
who are emotional and imaginative by their nature. They are generally core thinker
and perspective along with it they conduct wide range of idea after evaluation of
different situations (Bratton and Gold, 2012).
Assimilative – these kind of learners are more conceptual and theoretical.
They are not having connections with real world as they believes on theories.
Hence they are able to provide solution on various issues by performing and
examine some things.
Convergent – these types of learners are majorly practical and logical by
their approaches.
Accommodative- some learners are different thinker and creative then
other.
1.2 Role of learning curve and importance of transferring learning
Role of learning curve- the learning curve is a representation which comes in graphical
manner that showcase performance of learner's and its make effects on the entire process of the
company. It is also known as price, productivity curve and efficiency. Learning curves defines
that if task or work is performing again and again then it will took minimum time to complete it.
The process is generally based on how learner and trainee boost their learning style and skills of
their workers effective manner. It is helps in tracking records of learners that involves before
training and after training ability of workers in order to fulfil a task in suitable and proper
manner. After accepting this tool or techniques, firm can easily observe that kind of training and
learning skills are needed for workers of the firm.
Importance of transferring learning – training and learning is required as the needs to
the firm and workers in order to improve their interpersonal skills and ability of accepting
different task or projects and facilitates effective and sound result (Brewster and Hegewisch,
2017).
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Provide efficiency to attain objectives – with the help of this process, firm facilitates
efficiency in their workers in order to attain different challenges in very effective manner. This
process is adding some values in the company after having their goals and targets and facilitates
them their desirable results in effective ways. The core objective of the training and learning
program is to grab firm's goal in suitable and sufficient manner.
Utilization of resources and fund – after sufficient training and learning, workers will
be able to boost their skills and knowledge criteria in order to best use the resource in effective
and appropriate manner. Funds and resources are the most prominent and asset of the firm and
they required to use it in effective and sufficient manner which helps in having desirable result or
outcomes. Appropriate utilization of resource facilitates help in order to enhance the productivity
and profitability in the firm.
Provide skills to face various challenges – it is prominent of the employees of Mark and
Spencer to faces different several challenges and provide solution to them in proper manner.
After appropriate learning and training, workers can easily understand their duty and demands of
organisation towards them (Guest, 2011).
1.3 Contribution of learning styles and theories when planing and designing a learning event
The styles of learning and theories facilitates help in growth and different ways in order
to attain their future goals and objective in effective manner. It is hard to select a particular and
specific style of learning that will be good and effective for all workers. In this, it is also essential
to understand proper time and duration to boost up the skills and enhance the capacity of
working. Hence for HR of Mark and Spencer, it is very prominent to choose reverent and
suitable style of learning for their employees.
It is very hard for them to select a certain style of learning that is relevant to their
objectives and conditions hence he HR required to opts different multiple options and
combinations of various styles of learning in respect to transfer knowledge and boost skills of
workers. In this, several types of learning style considers kind of learning event. Learning events
are undertaken as soon as fast cause it is involves full of stages in that learner needs to observe
needs of employees and demands of firm's. After this, they will determine certain style of
learning and event for them in order to boost their interpersonal ability and skills and working
capability. This program of training is framed and designing for the purpose of learning events
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and all theories can be detailed to workers who are performing in the initial level of their job
position (Meredith, 2011).
the contributions of various style and framing events are established
to make clear image and understanding of style of learning and it's planning
in work station. Ion the Mark and Spencer these learning style and events
are framed to facilitates them appropriate informations of certain job role
and its duty to workers for having effective results in effective manner and
offers some particular services and product to the clients.
TASK 2
2.1 Training needs for staff at different levels in an organisation
Learning and training is requirement of all workers at various level in the firm. For Mark
and Spencer is it very essential that their HR will have effective and sufficient program of
training for all workers. So for the firm, it is very important to define the training needs for its
employees who are working at various level. Growth of Mark and Spencer is based on entire
contribution of workers services. There are different level of workforce in the firm such as-
Upper level – at this level all the CEO, director, manager, head of departments are
involved. For them training are essential because they has responsible for making suitable and
effective decision in accordance to the firm and workers needs (Kakuma, 2011). after this, they
can easily boost their decision making and strategic skills in accordance to various conditions
with proper solution.
Middle level – At this level all the performing departments of the firm are involved. All
the functional and operational level of the company required some particular and specific skills
and ability hence training will provide particular services and contribution in order to gain
objectives of the firm. For Mark and Spencer, their middle level are having various different
decision which are has relation with firm's functional activity and needed services. Hence for
them, it is important that their workers get particular training to offers them services (Mc-Millan,
Morris and Atchley, 2011).
Lower level – at this level of workers of the firm are performing who are working for
each and every single person of the Mark and Spencer. For them it is essentional to get suitable
and proper training in order to provide effective services and product in accordance to their
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customers and clients needs or demands. Learning and training process will be very sound and
effective for them in they will have process of standard development. This process provides
helps to them in order to boost their interpersonal skills and other capability to understand the
requirement of the customers.
2.2 Advantages and disadvantages of training methods
Learning or training can be considers as the most important program that is generated by
the HR of the firm. Core objective of human resource development in Mark and Spencer is to
facilitates sound and effective learning and training to their workforce. For this, HR of the
company arranges different various methods of training in order to enhance workers skills and
their ability of working.
On the Job training method – this is a best and prominent techniques in which trainer
will offers a specific and particular training to their workers that are conducted in between of job
duration. In this, employee will be able to learn different various goals with the helps of
practical performing approaches. Under this techniques, workers are placed on a particular job
task and learn various skills of working and ability to opts different project at time. This
techniques involves coaching, job rotation, training for particular thing, task instruction and
training with the helpful of different assignments. Internship is also known as the part of it as it
helps in providing skills of employees and person will learn more business ethics their their
practical experience (Kehoe and Wright, 2013).
there are various types of advantages of on the job training such as-
Advantages –
 This is majorly related with the context of job.
 It is most effective tool cause it related to practical working experience. High motivated person will be framed.
Disadvantages -
 it effects the productivity of the firm and workers.
 Consumes time of working and delays in work completion on daily targets.
 It is not a systematic techniques and program.
Off the job training method – this program of training is arranged and conduct after the
working hours. It can be near by to working place or may be has some distance form working
area but the major objective of it is to facilitating particular or specific learning to all the
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employees of the firm. In this process, workers will have some particular training which is away
form the performance area or actual work environment. The techniques of training that are opted
for the development of the employees away from a particular job role (Steffen, 2015).
Advantages -
 this provides helps for boosting the productivity of the firm and workers.
 This is also a systemic approach and program. It is also provide help in order to makes programs which adds more values.
Disadvantages -
 it directly not related with current job.
 This is very formal in values or terms.
 This is bit expansive and price effectively.
 Learner are not much motivates for their job duty.
2.3 Systematic approach to plan training and development
It is planning of training program for the company in accordance to their needs. This is
known as systematic approaches that is used to frame some particular and specific training
program in accordance of the needs and demands of employees. This is a rational approach that
is begins form determining objectives and after framing different various stages in order to
implementing it. There are different types of systematic approaches to plan development and
training such as-
Objective of organisation – in context to systematic approach, it is very essential to
determine the firm's objectives and their future goals in order to have them all in suitable
manner. It is all about where firm needs to see them in future duration or time. It is also based to
analysis process of the firm's present situations to their future demands or needs (Bray, 2012).
Training and development planning – after determines the objectives of the firm it is
very important to evaluates the training and learning requirements for the firm. In respect to
Mark and Spencer, the requirements of training is to facilitates some specific skills and ability
for their workers in order to boost their interpersonal skill.
Training need analysis – in this phase HR will examine the needs to worker's skills and
after it they will get to know what types of training they needs fir the firm too which helps in
getting objective in effective manner.
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Design training strategy – after knowing all needs or requirements they will frame all
the techniques and training in accordance of demand and skills what needs to be enhanced. Here
both manager and HR will creates structure of training in suitable manner.
Implementation of training program – this is the last step of the firm to apply their
training in according to requirements of employees in order to build sound working environment.
TASK 3
3.1 Preparing and evaluation using suitable techniques
This is determine effectiveness and efficiency of having a training and learning program.
This is based on productivity of the firm and employees that needs to boost in accordance of time
(Crook, 2011). This process helps in knowing the future needs for training and development in
enhancing the growth of firm. Mark and Spencer has need of training for their workers for giving
effective products.
In this process, human resource development will provide helps in order to monitor the
needs to firm in order to attain future goals in effective manner. All training will help them to
improve the skills of employee and made them able to perform any task.
3.2 Carrying out an evaluation of training event
This program is generated by human resource development and seniors. The core goal of
it is to examine feedbacks and provide satisfaction of clients from working. Process undertakes
some steps like-
Measurement of business improvement - it will help in analysing firm's different
importance that firm is facing after having training event. After this, firm will able to minimise
several products and services price that can make impact on productivity and profitability.
Reaction and satisfaction of participant – this is important factor as firm gets feedback
of their customers for the services they are providing. After it firm can understand the effects of
training in firm and employees.
3.3 Review the methods of evaluation
It has various tools for examine by the team of human resource department. It is the duty
of manager and leader to facilitates information in regards of training and for evaluation collect
data by having feedbacks form customers.
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 Manager can examine behave of workers in regards of training and development through
their reactions.
 Learning programs is conducted for boosting worker's personal and professional skills or
knowledge.
 Training development lesson is most essential tools that support in boosting productivity
of work.
TASK 4
4.1 Various roles of government in training, development and lifelong learning
UK government is taking initiative in arrangement of training programmes for all the
employee of different organisation. This will help in enhancing skill and knowledge which will
ultimately help organisation to grow in market. Govern have planned to develop human resource
in country . Some of the contribution of organisation are given below.
Human resource policy formation – under this there are various policies and guidelines
are made which help in enhancing the capacity of doing work of all employees. This will help
both organisation as well as people
Collection of funds – government plan several activities related to training and
development and fund these activities apart from they they also focus on funding different
activities of organisations. They have a transparency in develiping private and public sector.
This is regarded as future investment of government to provide employment and increasing
efficiency of all working people in the country .
Creating positive working environment – for growing in market place a organisation
must have better combination and coordination among their employees this will help them to
have clear objective as well helps in achieving them effectively.
4.2 The development of competency movements which impacted on public and private section
Competency movement means measurement of performances gaps in an business
organisation. Companies focus on making new strategies to overcome other competitors
in market place. Mark and Spenser must invest on such activities like increasing
services, adaptability and coordination this will help them to have a stronger grip in
competitive markets. Competency also defines the efficiency or ability for performing of
tasks by their employees. It also make sure that all employee must be focussed their goals
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and provide their best effort in achieving so. For competing in market company must
make sure that they have employees having good knowledge and and skill.
4.3 Contemporary training initiatives introduced by government for HR development
competency plays a huge role in giving support to decision making of managers.
A manager can analysis all the factor which will help them to sustain and grow in profit
market. Company can get profit from market by developing knowledge and skills of
their employee about the competitive market . Effectual employee will have better
understanding of compensative market hence plan better against risk and uncertainty in
competitive market. Better employee will help in providing better services which
ultimately help to satisfy customer in market place.
Providing job opportunities – government plan to generate job opportunities to
employees inn market place by enhancing their skills.
Contemporary training initiatives - government have initiated different method
to enhances skills of HR managers . They are taught to manage both the external and
internation environment. Manager must know to have a better coordination between
different department of an organisations as well as having positive working environment.
Marks and Spenser also have benefited from different plans of government skills and
development plans.
UK governments initiatives in human resource development
 pension and work scheme
 knowledge, skills and educations
 trade and industry department
 social care
 health and welfare industry
Different assistances provided by government-
 they helps in providing training and development hence enhancing skill level of
employees of every sectors
 government assist organisation accordion to their need like financial finning ,
staffing and training
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