Human Resource Development Report: Sainsbury's Training

This report examines Human Resource Development (HRD) within Sainsbury, a supermarket chain. It explores different learning styles and training theories applicable to employees, emphasizing the need for continuous development to improve individual and organizational performance. The report delves into Sainsbury's training programs, including on-the-job training, coaching, and technology-based learning, and discusses the importance of training needs analysis and strategy design. It further analyzes evaluation methods like questionnaires, feedback, and surveys to assess the effectiveness of training workshops and overall organizational development. The report also touches upon the influence of government initiatives on training and education programs, aiming to enhance employee competencies and address employment obstacles within the UK.

Human resource development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Covered in PPT...........................................................................................................................3
TASK 2............................................................................................................................................3
2.1................................................................................................................................................3
2.2................................................................................................................................................4
2.3................................................................................................................................................5
TASK 3............................................................................................................................................5
3.1................................................................................................................................................5
3.2................................................................................................................................................6
3.3................................................................................................................................................7
TASK 4............................................................................................................................................7
4.1................................................................................................................................................7
4.2................................................................................................................................................8
4.3................................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
HRD is necessary in every organisation because every entity wants the good position in
the market and for that development is important. Human resources uses training and
development and the efforts of the career development to improve the effectiveness of and
individual person.(Knowles, Holton III, and Swanson, 2014). Human resource development is
used to improve the performance of the employees. The present report is based on Sainsbury
which is a supermarket. The strategy which is used by Sainsbury for improving the business and
also to attain growth then they have to focus on three areas underpinned by our values and
consumer insight. This assignment contains different learning styles and requirement of training
for workers in the company. Role and responsibilities of human resource manager in HRD has
been illustrated.
TASK 1
In this task, different learning styles and the theories has to be discussed which are useful
for the employees of organisation.
Covered in PPT
TASK 2
In this task, it is to be discussed that the company has to make a plan and also design a
process to provide training to it employees. so that workers can improve the performance and do
proper work and in proper time.
2.1
Training is required for the employees to make them skilled enough to do work
effectively. All the competencies are developed by HR manager. All the staff members have to
fulfil the roles and responsibilities which is assigned by the higher authorities of Sainsbury they
have to fulfil by their skills and knowledge (Armstrong and Taylor, 2014). Proper evaluation

and planning is required for the organisation to provide training to staff workers. This training
and development programs helps organisations in attaining their objective and goals. Sainsbury
requires learning ways at various levels of the operation. The company has make environment
friendly for its workers to work effectively.
so that they can do the proper work for the company. The three levels are :-
Organisational level – The top management is the ultimate source of the authority and the higher
authorities have to manage all the things in the entity that they have to manage the goals and
policies of Sainsbury. They spends the maximum time in doing planning and coordinating the
functions (Jackson, Schuler, and Werner, 2011).
Occupational level – These are the middle level managers and they implement the policies and
strategies in the development of the entity. They devote the time in organising and directing the
functions.
Individual level – These needs related to the individual person who are doing the job in
Sainsbury. This also includes the interpersonal development of the skill. The experts have to
provide the solutions to do the work efficiently and assist to them that they have to make the
products according to the wants of the consumer (Chen and Huang, 2009).
2.2
There are the different training methods which are used in Sainsbury to develop the
workers performance so that company can achieve the targets and objectives. They are :- On-the job training – It is most significant method which is used by companies to
accomplish their objectives. Providing training to employees is the best way to improve
their efficiency in working. Human resource manager plays a vital role in these training
programs. This is the one of the training technique by which workers of Sainsbury can
improve the performance and this technique is used in the large companies for the certain
jobs provided to them where the sufficient managers are there. With the quick learning of
the different things it is having a immediate productivity which is done by the workers. It
is rushed and complex process which are some negative points of this process. Functional
activities of organisation gets affected due to it. (Storey, 2007). Coaching/instructing – It is the process which experienced employee of the organisation
provides mentoring to new comers. It helps trainees to get answers of their frequent

questions about work. The advantages of coaching or mentoring is Ease of acclimation
and the sense of achievement and the disadvantage are mismatched pair and frustration.
 Learning based on technology – General ways of learning by the technology includes the
learning form personal computer by reading documents. Online videos and web based
training program. There are so many forms of the technology by which company can
provide the training to their staff members and if the workers learn the new things very
efficiently then they can do any work with the proper way. The advantages are that they
have to promote the independent learning and by this the workers can easily learn the
different techniques for making the products. Some disadvantages are that this method
raise the instructional challenges and can diminish the overall value of the workers
(Boxall and Purcell, 2010).
2.3
Various methods of trainings are available which have organised approaches. These can
be initiated by determining objectives and goals. Identification of goals helps in implementing
training session. Proper plan is required to be made by the company. First, aim of the enterprise.
In this company has to identify the aim that they have to make enhancements in revenues or the
profit of their business(Dowling, 2008). In accomplishing the objective of the company they
should make product according to requirement of its consumers. The second step is to identify
the need of training. In this the company has to determine the seller and suppliers of the
marketing need to be more economical. If the entity can't identified then they can not achieved
the goals that are decided by the higher authorities so that they have to conduct the training
session for the different departments at the different level. The last and the final step is to design
the training strategy. Sainsbury has to design a training strategy so that they can develop the
performance of the workers and also company can achieve the targets. The company can also
conduct the lectures where the marketing plan as the agents of the marketing. By these plans,
Sainsbury can attain the targets which are decided by the administration.
TASK 3
3.1
Analysis is a essential factor for every section to make developments in any company. It
help in identifying that if each target of the organisation is completed or not. It is also use to find

out that all workers are doing proper work to attain best results so that Sainsbury can achieve
required outcomes. These are specific things for which company has to evaluate and such
responsibilities are carried out by the different process which are followed by companies.
Sainsbury is a largest company and evaluation needs to be done by finding qulity of work done
by staff members. It can be done by using some popular methods and approaches which can
help in gaining the expected outcome (Flamholtz, 2012). Analysis can be implemented by using
questionnaire approach. Questionnaire can help company to ask question form is employees
about their performances. It help in analysing performance and issues of staff workers. Another
approach is feedback method. A feedback contains that type of questions through which
customer satisfaction is measured. This support in identifying satisfaction level of consumers.
Another technique is survey.
3.2
At the present time, company ned to initiate new trends in deploying training sessions.
There is a procedure in which workshop done the evaluation. It is very important for the
workshop to done the evaluation so that they can find where the development is necessary.
Theses kind of processes supports to know about success of workshops. Various approaches are
there by which analysis can be done (Beardwell and Claydon, 2007). These are the
questionnaire, feedback and survey.
Feedback is generally an output of nay process which gives the flaws and weak areas in
any work procedure. It is when Sainsbury want to know about the performance of then they take
the feedback from the employees. This feedback includes questions which identifies success of
workshop. It also invites the suggestion from the employers who attended the workshop and the
feedback always taken at the end so that company find the performance in the competitive
market and if there is problem than the company can improve that by using the different
strategies that why Sainsbury has to take the feedback from the employees (Ulrich, 2013).
Questionnaire is a tool containing different questions would be ask by the employees who
attend the workshop. In this questions are objective type and it is necessary to fill. By filling
these company gets the idea that about quality of workshop. It is an approach or technique to
analyse workshop which was conducted by the Sainsbury. Outcome given by evaluation support
in making significant changes in the company.

Survey is technique in which views of individual has been analysed. Workshop analysis
can de done by using survey technique in which various opinions are provided to the individuals
and they have to choose one (Sun, Aryee, and Law, 2007). Different question have been ask to
the employers who have been attending to the workshop on the basis of the answers changes
have to be implemented for the betterment of the working condition of the employers so they
inculcate the good knowledge and skills. These are the methods or the techniques by which
Sainsbury can find the performance level and attain the success in the competitive market.
3.3
Process of evaluation plays a vital role in making changes in the organisational
development. Now a days it is necessary for every business entity in this world. Business
organisation which wants to lead the competitive market needs to evaluate its performance on
timely basis. The evaluation can be done by using various approaches discussed above. After
evaluation it gets determined about weak performing areas of the organisation. Evaluation helps
in identifying the issues which company is facing currently. (Price, 2007). The company has to
face the success by the evaluation by two factors includes evaluation ensures the accountability.
It fills the gap of the workshop. While conducting the programme of the evaluation the output
always shows the loopholes of the programme. This will include the enhancing the way of
inculcating the knowledge and teaching the employees. Another is check the cost. When
evaluation should be done it raise the certain budget. The company which enhancing the working
skills of the employees, working on their weakness which has been done by the evaluation.
Another is feedback to the trainee. Success of evaluation is measured by satisfaction of
consumers. So workshop helps a lot in finding out the weak areas of company. Sainsbury shall
try to improve the quality of the workshop by the feedback so that company can attain the
objectives and goals.
TASK 4
4.1
Government of the country is focusing on significance of training and education
programmes in organisation. Their objective is to remove the obstacle which comes in the way of
employment of people. Government also want to increase competencies of the people by
overcoming the knowledge gaps. This motive of governmental authorities is to make policies for

developing skills in people. This will help people in learning skills in the whole life times.
(Black, Clemmensen and Skov, 2010).
Aim of long term learning programs is to make learning easy by making use of vocation
trainings. These trainings provides facility to fulfil the requirement of the economy. These
learning programs will help in developing the economy of UK. Domestic market of the country
will provide opportunities to people of UK to develop their competencies. People can
continuously improve their knowledge by simply registering in thee programs. Regulatory bodies
take the various initiative like National Skills Academies in which Employers should approach
their according to there relevant skills and upgrade accordingly in simple word we can say it is
sector specific training another initiative is to industry based institution, in this scheme work
academies gives pre-placement grooming for job seekers so that they can do the proper work
with efficiently. In Sainsbury, all the things which is used for the development that are provided
by the ministry and all the funds which is provided for the development that is by the
government of UK (Harzing and Pinnington, 2010).
One of the innovative action that take by the government of the nation is Apprenticeship.
In this there are various Industry body are there to train the candidate which leads to upgrade his
potential as well as knowledge. One of the online service which is rendered by government is
business event finder (Guest, 2011).It is a search engine of the country on which business related
education can be searched by people. Thus regulatory authorities plays an important role in
providing relaxation to the staff worker of Sainsbury which is introducing various schemes for
their employees in order to improve their skills.
4.2
Skill movement is making enterprises to look after the gaps in performance of the
employees. Private companies are concentrating more to invest in this industry in order to
improve the competency to lead the competitive market. Sainsbury is looking for quality of
production which can improve their position in market. Private firms have to give training to
employees so they can do the consulting and the auditing firms so that they can do the
investment (Kang, Morris and Snell, 2007). They provide the learning curve for the development
or the increment in the entity that they have to develop their ability. Learning has no ends due to
this companies should provide required qualification its employees skill movement program is
essential for aspect of learning which helps in increasing performance. This also support in

motivating employees and improving their weak performing areas. This movement is getting
popular and all the firms are taking steps to adapt this movement.
This movement is getting popular and all the firms are taking steps to adapt this
movement.
4.3
The contemporary training initiative is the way of UK government to help the small and
medium firms industry of the country. The training aimed on learning and in finding the ability
of the human resource of the firms, it is a quick process of making the working atmosphere
developed. UK government introduced the contemporary learning method for the stability and
fruitful outcomes in the human resource of firms in the nation (Gatewood, Feild and Barrick,
2015). The contemporary training is practical training process and provides faster learning
through this employees gets qualitative learning opportunity in their respective companies
whether private or public in UK. The UK government did this initiative for human resource
development in the country. By this initiative of regulatory bodies in the nation the huge
contribution is contributed in the human resource of firms of UK and by that the firms getting
good results by their employees, the human resource is the main and very important part in the
success of any firm (Aguinis and Kraiger, 2009). When the governance specifies the knowledge
and any requirements needed to the companies then it makes clear to the them that what work
they will require to do for the sake of employees and so the UK government is doing the same
assisting somewhere the employers for the training of the new employees. This initiative of the
government is an aid to the employers and it helps in the training of the new employees.
Role of contemporary training in the Sainsbury - Contemporary training can play a wide
role for the gain and development of the company (Burke and Hutchins, 2007). The firm can
provide the training to the employees and it will aid to the staff members as well as to the
company also. It is possible for the entity to implement learning theories and do some activities
like training programme so that the employees of the company participate effectively and fulfil
the requirements of the firm and the employment also.

CONCLUSION
From the above report it has been concluded that Sainsbury has to use different learning
styles for the development and have to adopt the different policies so that the company can
achieve the targets, goals and objectives which are decided by the higher authorities of the
company. For doing the changes for the development of the company, they can take the feedback
or by the questionnaire they can find that the employers is satisfied with that or not. Company
can do the survey to find the different issues which are occurred in front of the staff members or
the employers so that it can be solved out and Sainsbury get high position in the market.

REFERENCES
Books and journals
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.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Beardwell, J. and Claydon, T., 2007. Human resource management: a contemporary approach.
Pearson Education.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Sun, L.Y., Aryee, S. and Law, K.S., 2007. High-performance human resource practices,
citizenship behavior, and organizational performance: A relational perspective. Academy
of management journal. 50(3). pp.558-577.
Price, A., 2007. Human resource management in a business context. Cengage Learning EMEA.
Black, D., Clemmensen, N.J. and Skov, M.B., 2010. Pervasive Computing in the Supermarket:
Designing a Context-Aware Shopping Trolley. International Journal of Mobile Human
Computer Interaction (IJMHCI). 2(3). pp.31-43.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Kang, S. C., Morris, S. S. and Snell, S. A., 2007. Relational archetypes, organizational learning,
and value creation: Extending the human resource architecture. Academy of Management
Review. 32(1). pp.236-256.

Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Burke, L. A. and Hutchins, H. M., 2007. Training transfer: An integrative literature review.
Human resource development review. 6(3). pp.263-296.
Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and
teams, organizations, and society. Annual review of psychology. 60. pp.451-474.
Conger, R. D. and Donnellan, M. B., 2007. An interactionist perspective on the socioeconomic
context of human development. Annu. Rev. Psychol. 58. pp.175-199.
Online
What Is Human Resource Development (HRD)? . 2016. [Online]. Availabile through:
<https://www.thebalance.com/what-is-human-resource-development-hrd-1918142>.
[Accessed on 8th November 2016].
Human Resource Development: Features, Scope and Objectives . 2016. [Online]. Availabile
through: <http://www.yourarticlelibrary.com/human-resource-development/human-
resource-development-features-scope-and-objectives/32371/>. [Accessed on 8th
November 2016].