Human Resource Development: A Training and Development Plan for M&S

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Human resource development

TABLE OF CONTENTS
Introduction......................................................................................................................................1
TASK 1............................................................................................................................................2
1.1 Comparison of different learning style..................................................................................2
1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace.....................................................................................................................................5
1.3 Learning style and theories contribution in planning and designing the learning events......6
TASK 2............................................................................................................................................8
2.1 Training needs at different levels in M&S............................................................................8
2.2 Advantages and disadvantages of training methods in organisation...................................10
2.3 Systematic approach to plan training and development for training event.........................12
TASK 3..........................................................................................................................................13
3.1 Evaluation using suitable techniques...................................................................................13
3.2 Carry out an evaluation of a training event.........................................................................14
3.3 Review the success of the evaluation methods used...........................................................16
Task 4 (Essay)................................................................................................................................17
Introduction................................................................................................................................17
Discussion..................................................................................................................................17
Conclusion.................................................................................................................................20
Conclusion.....................................................................................................................................21
References......................................................................................................................................22

LIST OF FIGURES
Figure 1: Kolb’s learning style........................................................................................................3
Figure 2: Honey & Mumford learning style....................................................................................4

Introduction
Human resource development within the organisation will be done by conducting effective
training and development opportunities. Training events or sessions that are organised by the
organisation and its HR department will help the employees to improve their current skills to
compete in this competitive market. The report will discuss the HR development and training
plan in the context of M&S organisation as this brand is leading clothing and grocery item
organisation based in the UK and requires skilled employees for their benefits. The report will
cover various types of sessions which are related to the development of the employees through
proper training events. The report will also create training event for M&S human resource
development so that the internal capabilities of their existing employees can be improved. With
the help of this report, it will be analysed that how government-supported private and public
organisations to enhancing the training and development opportunities through which new
candidates will get the employment opportunities in leading brands.
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TASK 1
1.1 Comparison of different learning style
The learning can be defined as the gaining knowledge and skills through study, experience and
getting training. In the context of the business organization, the main purpose of the learning is to
change the behaviour of employees and enhance and improve their knowledge and skills for
gaining business opportunities and competitive advantages. It is essential for the M&S to apply
and use appropriate and effective learning styles for developing the knowledge and abilities in
employees. The organization also needs to focus that it does not use one learning style as there
are numbers of learning styles that can be apply and use by the M&S. there are given below
some learning styles that can be applied in the M&S:
Kolb’s learning style
Kolb’s learning style is most commonly used learning style or theory that is applied in many
business organizations or workplace. David Kolb stated and defined that the individual learn
from life experiences, genetics and the surrounding environment. Kolb has defined four stages
learning cycle in which individual obtain learning in different ways or manners from different
sources. Kolb’s learning cycle involve four stages that can be applied in the M&S and are briefly
explained below:
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Figure 1: Kolb’s learning style
(Source: medium.com, 2018)
Concrete experience: As per this stage, individuals in the M&S can obtain learning from own
life experience and by relating to people in the workplace as well as in the social environment
(ALQahtani and Al-Gahtani, 2014).
Reflective observation: As per this stage, individuals in the M&S can obtain learning or different
types of knowledge and skills by observing others and watching or observing the workplace as
well as social environment from different perspectives.
Abstract conceptualization: This stage involves thinking and logical analysis of the ideas and
understanding situations for developing learning and obtaining required knowledge, skills and
abilities.
Active experimentation: This learning stage involves developing capabilities of individuals in
the organization of getting things done by impacting people and taking risk and other action (Li
and Armstrong, 2015).
Honey & Mumford learning style
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This theory is also known as the modification theory and is also proposed by the David Kolb.
Kolb has proposed and defined four different categories in this leaning style or theory for
enhancing and improving the learning of individuals or employees in the M&S. Four different
categories involve in this learning style that are given below and can be applied in the M&S
organization:
Figure 2: Honey & Mumford learning style
(Source: http://www.nwlink.com, 2008)
Activists: These individual in the M&S organization can possess ability to first learn different
knowledge and skills and then perform their activities.
Theorists: These individual in the M&S organization can obtain and enhance learning through
different approaches, theories, model and ideas (Truong, 2016).
Pragmatist: These individuals in the organization can first observe the theories and approaches
then apply these theories into the real situation in the workplace.
Reflectors: These individual can obtain and enhance their learning through observing and
examining their own knowledge, skills and experience.
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1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace
The role of learning curve in the organization is to reflect and present the daily performance of
the employees in the form of the graphs or graphical structure. this curve represent the actual
time taken by the employees during the learning process as compared to the set standard time for
the learning process and hence represent the actual progress of employees. It is essential for the
individuals or employees in the M&S to develop a training and development plan for enhancing
and improving the knowledge and skills and ensure development in the organization (Truong,
2016). Therefore the main role of the learning curve is also to measure the performance in the
organization.
Transferring learning also plays an important role in enhancing and improving the leaning of
individuals or employees in the organization through conducting the training programmes in the
real circumstances. the Transferring learning is mainly conducted by the leaders in the
organization during the training and development programmes for enhancing and improving the
knowledge and abilities of employees and providing them development or promotional
opportunities (Almaev et.al, 2015). During the Transferring learning, it is also essential for the
employees to actively participate or involve in the training and development programmes for
ensuring the future development.
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1.3 Learning style and theories contribution in planning and designing the learning events
The main purpose and motive behind conducting and organizing training programmes in the
organization is to enhance, improve and maintain the skills, knowledge and abilities of
individuals or employees. M&S regularly conduct the training programmes for their employees
for improving and updating the learning, skills and knowledge of employees so that they can
contribute their full efforts in achieving the organizational objectives. It is also essential for the
organization to provide proper training facilities to trainer as well as the trainee so that trainer
can conduct training programmes efficiently and also trainee can obtain required learning in
efficient and effective manners (Willingham et.al, 2015). It is essential for the M&S to have
proper information and aware about the strengths and weaknesses in the employees so that the
training programmes can be conducted accordingly to ensure the success of the training
programmes. There are various learning styles and skills that majorly contribute in designing and
making the planning for the learning events such as verbal communication, motor skills,
attitudes, intellect, and cognitive strategies.
Effective verbal communication helps in presenting data and information about the leaning
events in effective manners. the positive attitude helps in thinking continuously about the
particular topic while motor skills helps in accomplishing the assigned activities and task within
the given time by putting sufficient physical efforts. Effective cognitive strategies can also be
developed while designing and making planning for the learning events such as organizing new
language, repetition, meaning summarization, usage of imagery for memorization and meaning
guessing from the text. These Cognitive learning strategies can be used by the learners or
employees in the M&S organization for obtaining learning more successfully (Kolb, 2014).
These learning strategies also helpful for the employees in the organization for resolving various
problems in obtaining the learning and ensure the successful learning.
On the other hand, the intellect learning skills and style will enable to apply various laws and
protocol for finding the solution for the various queries and problems in designing and planning
learning events. Therefore, these learning style and skills will support the M&S organization in
designing and planning the learning events in the workplace and also will be useful in meeting
the purpose and objectives of the learning events on-time efficiently. For instance, the trainer in
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the M&S can use the Kolb learning theory or cycle for designing and making effective plan for
learning events for enhancing and improving learning of the employees.
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TASK 2
2.1 Training needs at different levels in M&S
Every business organizations need to conduct training programmes in the workplace for the
enhancing, improving and maintaining skills, knowledge and potential of employees so that they
will contribute their efforts more positively to achieve the organizational goals. The training
programmes are conducted at different levels in the organizations as per their needs of training. It
is essential for identifying the training needs at the different levels in the M&S so that training
programmes can be conducted accordingly to enhance and improve the performance and
productivity of the employees as well the organization (Govil and Usha, 2014). There are
different levels in the M&S such as organizational level, occupational level and individual level
where training needs to conduct for developing professional as well as personal skills,
knowledge and potential of employees or personnel working in the organization. The training
programmes conducted in the organization not meet the needs of personnel or employees
working but also support the organization in meeting its desired goals on-time efficiently.
Following are different levels in the M&S and their training needs:
Organizational level: At this level, training is provided to employees or personnel so that they
can formulate and develop appropriate plan and strategies for achieving the organizational
desired goals (Lyles, 2014). Well trained and guided personnel will support the M&S in
developing effective strategies to enhance its productivity and profitability and meet its business
objectives.
Occupational level: At this level, M&S organization needs to conduct the training programmes
for enhancing the professional skills and knowledge of employees or personnel so that they will
contribute maximum efforts and potential in the achieving the desired objective of the
organization. Training to employees in the M&S can be provided on the basis of their job roles
and position in the workplace so that they will perform their assigned task more effiacintly and
effectively meet the organizational goals (Sloman, 2017).
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Individual levels: At this level, M&S needs to conduct the training programmes for enhancing
and improving the knowledge and skills of employees or personnel so that they can ensure their
professional as well as personal growth in the organization. Training programmes conducted at
this level will not only make the personal and professional growth of personnel in the
organization but will also helpful in meeting the organizational objectives.
Therefore, it has identified and analyzed that there are different types of training needs to be
conducted in the M&S at the different levels for developing, enhancing, improving and
maintaining the potential, skills and knowledge of personnel or employees. Training at different
levels will not only meet the needs of employees or personnel but also support the organization
in accomplishing its goals effectively and efficiently.
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