Evaluating M&S Training: A Group Presentation on Learning & Growth

This presentation explores the learning and development initiatives at Marks & Spencer, a multinational apparel company based in London. It highlights the importance of training and development in enhancing employee knowledge and organizational profitability. The presentation discusses the challenges faced in evaluating training effectiveness, particularly within Marks & Spencer's talent management. It introduces the Kirkpatrick model (Reaction, Learning, Behavior, Result) as a framework for evaluating training program outcomes. The presentation concludes by emphasizing the significance of continuous learning and development to achieve higher productivity and a competitive edge, referencing various studies on training evaluation and feedback literacy. Desklib provides access to similar presentations and solved assignments for students.

THEIR LEARNING AND
DEVELOPMENT
GROUP WORK
PRESENTATION

INTRODUCTION
• LEARNING AND DEVELOPMENT IS THE
PROCESS WHERE IT ENABLES THE INDIVIDUAL
PERSON TO ENHANCE THEIR KNOWLEDGE BY
TAKING THE EFFICIENT TRAINING SESSIONS
WHICH WILL BE VERY BENEFICIAL FOR THE
INDIVIDUAL IN THEIR FUTURE LIFE.
• CHOOSING AN ORGANIZATION NAMED MARKS
AND SPENCER WHO IS A MULTINATIONAL
ORGANIZATION DEALING IN APPARELS. THE
M&S COMPANY IS LOCATED AT LONDON,
UNITED KINGDOM WHERE COMPANY'S
TALENT MANAGEMENT IS ABLE TO DELIVER
THE EFFECTIVENESS.
• THE REPORT WILL DEMONSTRATE THE
CONCEPT OF TRAINING AND DEVELOPMENT
EFFECTIVENESS AT THE WORKPLACES WHICH
CAN BRING THE MAXIMUM PROFITS IN THE
ORGANIZATION.

• TRAINING AND DEVELOPMENT SESSIONS HAS BECOME THE MOST VITAL PART OF THE ORGANIZATION WHICH IS
PLAYING AN IMPORTANT ROLE IN THE COMPANIES.
• THROUGH THE EFFECTIVE LEARNING AND DEVELOPMENT COURSES, MANY ORGANIZATIONS ARE ABLE TO LEAD
AT HIGHER POSITION AND CAN OBTAIN THE MAXIMUM AMOUNT OF PROFIT ACCORDINGLY.
• THE MARKS AND SPENCER WHO IS DEALING WITH CLOTHING PRODUCTS OF MEN, WOMEN AND CHILDREN ALSO
FACING THE CHALLENGES WHILE EVALUATING THE TRAINING AND DEVELOPMENT NEEDS AND REQUIREMENTS.
• THE TALENT MANAGEMENT OF THE MENTIONED COMPANY IS HAVING AN ISSUE REGARDING THE EVALUATION
PROCESS WHERE THEY ARE REQUIRED TO IMPROVE THEIR SESSIONS BY IMPLEMENTING DIFFERENT STRATEGIES
AND TECHNIQUES.
• IN GENERAL, THE TRAINING EVALUATION SIMPLY MEANS A PROCESS OF GATHERING THE APPROPRIATE
INFORMATION AND DATA AND UTILIZING THEM TO ENHANCE THE LEARNING COURSES AT THE WORKPLACE CAN
PROVIDE THE EFFECTIVE OUTCOMES IN THE ORGANIZATION.
THE CHALLENGES OF EVALUATING TRAINING
AND DEVELOPMENT COURSES

CONTINUE
• TRAINING AND LEARNING OPPORTUNITIES AT THE WORKPLACES HAS BEEN GIVEN TO THE
EMPLOYEE AND WORKERS TO UNDERSTAND AND MEET THE GOALS AND OBJECTIVES OF THE
COMPANY WHERE THEY CAN BE ABLE TO INCREASE THE PRODUCTIVITY.
• IT HAS BEEN KNOWN THAT THESE TRAINING PROGRAMS ARE IMPORTANT AND NECESSARY TO
BE ADOPTED BY BUSINESS AND COMPANIES WHERE THE MARKS AND SPENCER TALENT
MANAGEMENT ALSO HAS IMPLEMENTED THE EFFECTIVE TRAINING SESSION AT THEIR
WORKPLACE, BUT THEY ARE FACING SOME CHALLENGES TO THE TRAINING PROGRAM
EVALUATION.
• EACH AND EVERY ORGANIZATION ARE AWARE OF PROVIDING THE LEARNING AND
DEVELOPMENT COURSES BY UTILIZING DIFFERENT STRATEGIES BUT NOT ABLE TO MEASURE THE
EFFECTIVENESS OF THEIR PROGRAMS.
• AND IF SOME ORGANIZATIONS DO THE EVALUATION THEN THERE MEASUREMENT ONLY BASED
ON TWO AREAS LEARNER REACTION AND KNOWLEDGE THEY ACQUIRED

CONTINUE
• BUT ACCORDING TO THE MARKS AND
SPENCER, THIS TWO SECTIONS ARE NOT
ENOUGH TO EVALUATE THE TRAINING
SESSION WHERE THE COMPANY
IMPLEMENTED THE EVALUATION MODEL
OF KIRKPATRICK WHICH IS
INTERNATIONALLY IDENTIFIED AS
EVALUATING THE RESULTS OF LEARNING
AND DEVELOPMENT PROGRAMS.
• THIS MODEL HAS CONSISTED OF FOUR
STEPS SUCH AS REACTION, LEARNING,
BEHAVIOUR AND RESULT.

REACTION
• THE TALENT MANAGEMENT OF M&S COMPANY IS
FIRSTLY FOCUSES ON THE REACTION OF THE
EMPLOYEE AT THE TRAINING SESSION FROM WHICH
THEY CAN BE ABLE TO UNDERSTAND THE
INVOLVEMENT AND ENGAGEMENT OF THEM IN
THEIR SESSION.
• IN THIS AREA, THE TALENT MANAGEMENT IS ABLE TO
DELIVER THE EFFECTIVENESS OF CONDUCTING THE
TRAINING SESSION AND MAKES A VALUABLE
TRAINING TO THEM. ALONG WITH THIS, THE TALENT
MANAGEMENT OF THE COMPANY IS ALSO ABLE TO
RECOGNIZE THE BODY LANGUAGE AND EMPLOYEE
SATISFACTION FROM THE VERBAL FEEDBACK.

LEARNING
• IN THE SECOND FACTOR OF EVALUATION
MODEL THE M&S ORGANIZATION
MANAGEMENT HAS FOCUS ON THE LEARNING
AREAS OF THE EMPLOYEE THAT WHAT THEY
LEARNT AND WHAT NOT.
• THIS FACTOR WILL ILLUSTRATE THE EFFECTIVE
TRAINING OBJECTIVES WHERE THE EMPLOYEES
ARE ABLE TO ENHANCE THEIR SKILLS, ABILITIES
AND KNOWLEDGE AS WELL AS THEIR
CONFIDENT AND COMMITMENT.
• THIS CAN BE EVALUATED BY VERBAL
ASSIGNMENTS AND BY THE INTERVIEWS.

BEHAVIOUR
• THIS FACTOR INTRODUCES THE TALENT
MANAGEMENT TO EVALUATE HOW WELL THE
EMPLOYEES ARE ABLE TO APPLY THEIR TRAINING
AND KNOWLEDGE THEY ADOPT FROM.
• THIS FACTOR IS IMPLEMENTED BY
ORGANIZATION AFTER THE 3-6 MONTHS OF
THEIR TRAINING WHERE THE MANAGEMENT
CAN SEE AND IDENTIFY THE BEHAVIOUR OF THE
EMPLOYEE IN PUTTING THE TRAINING
KNOWLEDGE AT THEIR WORK PROCESS AND
CAN ALSO ACKNOWLEDGE THE IMPROVING
OF THE SKILLS AND ABILITIES.

RESULT
• THE RESULT TERM HAS BEEN CLARIFYING THEMSELVES AS THE TALENT
MANAGEMENT CAN BE ABLE FINALIZE THE RESULT OF THE TRAINING PROGRAM
WHICH CAN BE RECOGNIZED BY THE GOOD BUSINESS OR GOOD TEAM MEMBERS HAS
GIVEN THE BENEFICIAL OUTCOME BY IMPLEMENTING THE UTILIZATION OF TRAINING
IDEOLOGY AND TACTICS.
• KPI HAS BEEN UTILIZED BY THE TALENT MANAGEMENT AND CAN EVALUATE THE
RESULT.

CONCLUSION
• THE REPORT HAS CONCLUDED THE IMPORTANCE OF TRAINING AND
DEVELOPMENT COURSES OR SESSION AT THE WORKPLACE WHICH CAN BE ABLE
TO SUPPLY THE EFFECTIVENESS IN COMPANY.
• IT HAS INCLUDED THE BRIEF DESCRIPTION AND EVALUATION OF LEARNING
AND DEVELOPMENT AREAS AT THE MENTIONED ORGANIZATION FROM WHICH
THE COMPANY IS ABLE T O LEAD AT HIGHER POSITION AND ABLE TO OBTAIN
HIGHER PRODUCTIVITY.
• ALSO, INCLUDED THE DIFFERENT CHALLENGES OF THE TALENT MANAGEMENT
FACED DURING THE TRAINING AND DEVELOPMENT COURSES.

REFERENCES
• DAVIS, A., MELONCELLI, N., HANNIGAN, AND ET.AL., 2022. IMPLEMENTATION AND EVALUATION
OF A NEW MODEL OF ONLINE, FACILITATED, PEER GROUP SUPERVISION FOR DIETITIANS
WORKING IN EATING DISORDERS: A DESCRIPTIVE OVERVIEW INFORMED BY THE KIRKPATRICK
TRAINING EVALUATION FRAMEWORK.
• MOLLOY, E., BOUD, D. AND ET.AL., 2020. DEVELOPING A LEARNING-CENTRED FRAMEWORK FOR
FEEDBACK LITERACY. ASSESSMENT & EVALUATION IN HIGHER EDUCATION. 45(4), PP.527-540.
• PENG, P.F., LI, AND ET.AL., 2020. CONSTRUCTION OF TEACHING EFFECTIVENESS EVALUATION
SYSTEM FOR COMMAND INFORMATION SYSTEM MAJOR BASED ON KIRKPATRICK
MODEL. DESTECH TRANSACTIONS ON ECONOMICS, BUSINESS AND MANAGEMENT. (EEIM).
• ROULEAU, G., GAGNON, AND ET.AL., 2019. EFFECTS OF E-LEARNING IN A CONTINUING
EDUCATION CONTEXT ON NURSING CARE: SYSTEMATIC REVIEW OF SYSTEMATIC QUALITATIVE,
QUANTITATIVE, AND MIXED-STUDIES

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