Human Resource Development Report: Learning Styles, Training

This report delves into various aspects of Human Resource Development (HRD), beginning with an introduction to the significance of HR in business management. It explores different learning styles (Activist, Theorist, Pragmatist, Reflector, Accommodator, Converger, Diverger, and Assimilator) and the role of the learning curve in skill development. The report examines the contribution of learning styles and theories in planning and designing training events, emphasizing the importance of tailoring training to different employee levels (top, middle, and lower). It then analyzes the advantages and disadvantages of various training methods like on-the-job training (position rotation, apprenticeship) and off-the-job training (vestibule training, conferences), followed by a systematic approach to planning training and development. Furthermore, it assesses training program evaluation techniques and reviews the success of evaluation methods. The report also discusses the role of the UK government in training, development, and lifelong learning, including the impact of the competency movement and specific training initiatives. This detailed analysis provides valuable insights into effective 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 significance of transmission of learning at workplace..........2
1.3 Contribution of learning styles and theories in planning and design of learning event...3
TASK 2............................................................................................................................................4
2.1 Training needs for staff at different level of organization................................................4
2.2 Advantage and disadvantage of training methods............................................................4
2.3 systematic approach to plan training and development for a training event....................6
TASK 3............................................................................................................................................7
3.1 Evaluation of training program with suitable techniques.................................................7
3.2 Evaluation of training program........................................................................................8
3.3 Review the success of evaluation method used in the firm..............................................8
TASK 4 .........................................................................................................................................9
4.1 Role of government in respect to training, development and lifelong learning ..............9
4.2 Competency movement and its impact on the public and private sector.......................10
4.3 Training initiatives of the UK government and its role in human resource development
for an organization ...............................................................................................................11
REFERENCE.................................................................................................................................13

INTRODUCTION
Human resource department is the backbone of business management. It is well known
that Human resource manager are the important assets of “People 'R' “US”. If this asset utilize
properly in the business in such ways different learning styles, role of curve and its importance
for training programs, contribution of learning styles, planning and designing and much more.
The training methods from which can organization improve its employees and their methods,
approaches, events and suitable techniques. Success of evaluation methods and the role of
government UK to develop life long learning for the individuals. The important role of UK
government in help of “People 'R' “US” to help the sun court organization working for social
activities old age home to compete with other firms in different sectors. Also, the training
programs provided by UK government and their contribution towards human resource
development.
TASK 1
1.1 Comparing different learning styles
Learning style is a formulation which is proceeded by a single to learn different things in
limited time period. An individual can not select appropriate learning style for him. An
individual must identify his weakness and strengths to select the suitable learning style.
Honey and Mumford Model
 Activist- This activity is relevant for an individual to learn something new Organization
use this learning style to teach something new for their employees. This style helps
employees to learn something new and make a place in the firm.
 Theorist- The learners are special and they determine the areas where this theory can be
implemented. This theory works practically in an organization. The learners think
logically and evaluate lot of things from their concepts ((Locke, and Latham, eds.,
2013)).
 Pragmatist- Such kind of learners do experiments and execute them to learn new things.
This style is followed by programmers who also do experiments and each time acquire
new things. It is one of the best styles for scholars.
 Reflector- In this style, learners try to understand number of things by listening others
carefully. Individuals do a detailed evaluation of communication process which help
them to identify areas where they can learn something new.
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Kolb’s Learning Model
 Accommodator- These types of individuals believe in doing work practically. Such type
of learners don't believe in theory concepts. “People ‘R’ Us” must follow this style to
train their employees to help of Sun court.
 Converger- This learning style is just opposite to accommodator. Learners believe in
understanding theories which are developed by others. Such type of learning style is not
effective because theories can't help to develop understanding with each other.
 Diverger- Learners follow this style to make creative nature by carrying out discussions
about the same with others. Individuals clear their understanding and develop new things
with this learning style.
 Assimilator- In this learning style, individuals think before act. They understand and
evaluate scenario by analysing things in multiple ways and then they take actions which
produce new things to learn.
1.2 Role of learning curve and significance of transmission of learning at workplace
Learning curve is a representation graph which show the improvement in experience and
learning of an individual by accepting fresh things at work place (Malik, 2013). The specific
things in a firm repeatedly teach an individual which made him expert in performing specific
tasks given at workplace. Repetition of same work increases an individual’s experience and task
performance at workplace. The improvement in learning and experience will develop the
performance of an individual which makes him more efficient at his work place. Manager of
“People 'R' “US” can make a learning curve which enables them to know the level from which
an individual acquire new things. Learning curve gets rid of this trouble and manager solve this
by review figuring from which an individual learn new things at his work.
It is important for an individual because he does not have experience and knowledge of
the task which he performs at his workplace. It is the training that makes an individual well-
known towards his task in systematic way. It is noticed at the work place that when employees
execute their work, they should not do bootless actions. Hence, this is a great signification of
transferring learning to an individual at his work place.
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1.3 Contribution of learning styles and theories in planning and design of learning event
Learning style is an approach which is followed by a single to acquire different things
within limited time period at workplace ((Rondinelli, 2013)). The learning styles are different
from each other because of its quantity. It is true that every individual has different learning
capability from others. Hence, one learning style which is suitable for an individual is not
necessary to be suitable for the other one. This is because of different attitude, thinking and the
way they accept and learn things from other persons. A specific style for learning cannot be used
while making training or designing program. Different learning styles are involved time to time
because of the nature and various heredity qualities, attributes and background of an individual.
Learning styles and theories have a great contribution towards planning and designing
learning events. The technical things implemented in an individual for a better approach which
must be followed by him at the work place. The training program is delivered to many
employees by firms but expected development is not observed. Thus, appropriate technique is so
important for developing a program. Managers of “people 'R' “US” must analyse various
learning styles to select one appropriate to train employees in better way. They also evaluate
learning theories which determine them the way of teaching new things to trainees. From this
evaluation managers can find better techniques to deliver training at their work place.
TASK 2
2.1 Training needs for staff at different level of organization
Training programs are so important for employees that they all work in different situation
and their work is also different from each other. So the training should be given in various ways
for employees at various level of management.
Top level employee’s
Top level employee’s such as CEO, COO, finance manager, accounted and others. It is
very important to determine work done by them to find training needs of these employees. The
main work of top employees is to look after varied departments' performance and make plans
and strategies which make the firm strong at both side internally and externally then other firms.
Training in respect to strategy formulation is given to the top managers and executives
(Schaufeli, and Taris, 2014).
Middle level employee's
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Middle level employees of a firm such as branch manager and subordinates are
responsible for managing activities of a business at middle level. Specific task in a training
program can teach employees new things. “People 'R' “US” can give training to their employees
to teach the way of communication and marketing of a product. These kinds of training program
shuffle employees to be more effective in their work to be more bearing in production.
Lower level employee's
Lower level employees are hose who work in production department such as supervisors
and employees. In this training program “People 'R' “US” can teach their employees to arrange
things in systematic way. The training programs given to an individual for production is
transported to firm Sun court.
2.2 Advantage and disadvantage of training methods
It is truly said that every thing have its positive and negative results. In the same way
training programs have also some advantage and disadvantages, here are some training process
described below which are used in “People 'R' “US”.
TRAINING
METHODS
ADVANTAGE DISADVANTAGE
On the Job
Position
Rotation
In this method of training an
individual is placed on different jobs.
The main advantage of this method is
while working on different jobs an
individual can experience a lot of
things. Thus, this method increase
experience level of an individual at
workplace.
The other plus point of this method is
that he can identify the position in
The disadvantage of this method is
that an individual shifted in short
interval for multiple jobs and receive
experience but failed to improve his
expertise. Due to this reason
individual observe slow growth rate
(Hirschman, 2014).
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which he enjoys the work and make
maximum utilization of same.
Apprenticeship Advantage of this method that an
individual can acquire a lot of new
things, while working under the
manager. The managers who train
employees are well educated and
experienced.
The disadvantage of apprenticeship is
that sometimes mentor does not able
to pay attention to their trainees and
fail to make optimum use of
apprenticeship at workplace.
Off-the-Job
Vestibule training The advantage of this method is
remains same instead of production
facility, training given to a person at
the specific workplace. One can learn
things and do experiments with
process. This trial help an individual
in learning new things.
The disadvantage of this method is
that in approach situations that are
plant and simulated at workplace.
Thus, the cost of simulation is very
high and only few firms use this
method.
Conferences In conference, multiple people take
training from an individual trainer at
same time. In this approach trainer
teach every thing in detail to trainees.
The second advantage of this method
is that training could be done by
online conferencing even if trainees
are not in the city.
The disadvantage of this method is
that it is hard for trainer to handle
number of trainees. Thus, due to this
reason training program will remain
ineffective at workplace.
2.3 systematic approach to plan training and development for a training event
There must be a systematic approach for performing each and every activity which is
followed at workplace. Specific approach regarding development and improvement for training
program are below:
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Need evaluation
This step followed at workplace for training and development programs. This is to be
noted that employees in the firm are different from each other as well as their departments
(Tukker, and Tischner, eds., 2017). This is the reason that training program is not suitable for all
trainees.
Design
This training program is designed by the special employees. It all depends on the
managers to choose between employees to appropriate development and designing programs. On
the basis of received documents with information about training needs employees decide what
will be the appropriate method to be used to train employees. The managers can also choose
same method to train their employees.
Development
The determination of appropriate method and approach hell managers to train employees
and develop their abilities towards work place. Some infrastructure also needs to be develop for
train employees and develop environment, by using this training process will affect the
workplace positively.
Implementation
Implementation is the important part of training programs from which strategy can be
implemented in better way at workplace. The implementation plans should be analysed by
managers to ensure the right strategies are applying to train trainees.
Evaluation
This is the final process of implementing training programs, which are evaluated. In case
of training program if implementation is not done in systematic way than evaluation helps to
identify the mistake and reduce the chances of repetition.
TASK 3
3.1 Evaluation of training program with suitable techniques
Implementation of plans and preparation of strategies is not sufficient in a business,
although it is very important to evaluate the success (Wheeler, and Beatley, eds., 2014). Here are
some methods to evaluate the training program:
Performance appraisal
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Performance appraisal is important part of evaluating training programs. In this function
the performance of employees are appraised after a short period of giving the training program.
By these managers can identify the performance of employees weather it is improved or remain
same. This method is commonly used by business organizations. At the end of the year every
firm do their performance appraisals.
Observation
Observation is a process which is apart from performance appraisals. In this plan
observers present at the work place observes the performance given by the employees which
participate earlier in the training program and with this “People 'R' “US” can able to identify the
skills' communication and their development weather it improved or remain same. Managers find
some input from them which is useful and they do it again and again at workplace.
360 degree feedback
The 360 degree feedback is very important for a business that it help manager to review
the performance of the employees at workplace. It is also used by the business to identify the
training programs effectiveness. This method obtains the performance of a employee from his
managers and from this information it is identifies that weather training program successful or
remain same. It also helps to identify the efficiency and performance of an employee in the
business (Owen, and Kemp, 2013).
3.2 Evaluation of training program
It is very crucial to measure a training program because the evaluation is an only method
to identify the contents from which the training program was running successfully and achieving
its objectives. Job rotation is the method to train an employee. The business collects its profit
from developing an employee and improve its efficiency level and performance at the place they
are all working. The employees were rotated in the period of two months which increase their
individual performance and knowledge. The employees were rotated and perform many of the
tasks and from which one of them is suitable for employee its been given to him. The focus of
the training program is to develop and improve the performance and efficiency of an employee.
This action is taken from the rotation of employees. Under the training session employees get
teach and also able to ask questions. This will help to clear their doubts from the trainer. The
overall performance of the program is to achieve the development into employees and manage
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their work at work place (Heckman, and Mosso,2014). The 360 degree feedback method is used
by the managers to get feedback from their employees or relevant and colleagues. The trainer
gets positive results from his employees and improve their productivity and efficiency. This
method is also used to evaluate the performance of the employees. This also help to identify the
success of the employee performance and improvement their individual job. Finally, the training
program is successfully implemented inn the business.
3.3 Review the success of evaluation method used in the firm
The evaluation method used in work place are successfully implementation and reviewed
towards employees performance and effectiveness. Performance appraisals and 360 degree
feedback these are two methods for checkout the employees at their workplace. Latter, that the
training program reach to improve the evaluation method. The managers also collects the
analysed data and information of employees performance and development. The effective use of
this method to review the employee performance at some perimeters which is determined in use
of relevant data at the work place. Some of them determined earlier within which a employee
complete his work within stipulated time (Renz, 2016). The other perimeters which is used to
evaluate the performance of an employee is the number of units is which is sold by the employee
individually. The improvement in their productivity is also measured by their training program
given earlier to the tasks which determine their performances at the work place. This is identified
that the other method is better than the 360 degree feedback method at the work place. The actual
function result can be manipulated by their colleagues and relatives. This thing determines that
the other method is better than the 360 degree feedback method. The observation method is also
a good process to evaluate and review the performances of the employees at the work place.
Observer does not have any relevance with any individual. Such kind of methods helps the
organization to review its employees performance and development in their work to perform
better in the firm at their work place.
TASK 4
4.1 Role of government in respect to training, development and lifelong learning
Youth is important for the growth of an organization. The young people of the country
help with their skills towards the nation in any condition. Thus, the government plays an
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important role to direct and train the people of youth to develop their activities with their training
and development programs in different cities (Coleman, 2015). The government knows the
importance of training and development programs because this is the only method to create
opportunities for the employment for an individual. In the present time there are not enough
opportunities for the employees but number of workforce is demanding for the jobs and
employment. This performance will help to operate the business operations. In handle this
situation the UK government is running the training and development program for reducing the
problems and maintaining the employees opportunities. Life long learning is a process where UK
government is aiming and these are as bellow:
 Learning peoples from the outside and evaluation of their demands.
 The development in the class room environment and students teach by the latest and
advanced technology.
 Creating opportunities for the individuals to upgrade their skills and knowledge (Baron,
Franklin. And Hmieleski, 2016).
The UK government is performing well with their interest in the development of training
programs to make effective and beneficial for those who want to join the skill development and
knowledge towards up-gradation. On the other side government continuously run the training
and development programs so the work force can perform well towards their task in effective
and efficient way. The UK government also manage the cost of operations to help the training
and development program run properly without facing any problems. The UK government trying
to create more opportunities for the help of operations to run consistently. From this the
individual are able to participate in the activities organized by the government to improve their
performances. This can be done by the help of government efforts and business operations to
make beneficial opportunities for the youngsters towards their job.
4.2 Competency movement and its impact on the public and private sector
Workforce is a way from business can make efficient use of important assets to gain
maximum returns. Competency is important for both public and private sector to run successfully
business activities and competency movements at the work place. The competency movement is
important because its all focus on the employees' production and efficiency. In this movement
trainee always run similar to the trainer, this help trainee to understand and evaluate new things
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obtained from trainers and make benefits for the organization. Business firm focus on making
them competitive from the other businesses (Kor, and Mesko, 2013). This kind of movements
can noticed by the growth of the organization and its strong position. This helps to reduce the
cost generated in the business and improve profitability in the business. It is the responsibility of
the mangers to implement the competency movement systematically at the work place. From this
action managers are able to determine the position and performance of their employees.
Employee is also responsible for the given task from the manager and done effectively. It is
noticed that at present time the public and private firms are focused on improving and
developing the competency level of their employees to beat the rival firms. “People 'R' “US” are
the private sector firm which is helping a social firm Sun court age which provide service to 60+
age persons. They try to improve the competency movement in helping towards Sun court age
because the competition of old age house is so broad and spread. The help provides by the
“People 'R' “US” to sun court age house beat his competitors and be able to manage the services
of old age house and produce more efficiency.
4.3 Training initiatives of the UK government and its role in human resource development for
an organization
In the past years the UK government takes many actions to create new opportunities and
development in skills of present work force. The Government take a good step against providing
number of opportunities and skill development programs for human resource development in a
business. Some specific training program also managed by the UK government in many
domains. This will include contemporary learning activities and the programs is mentioned for
the UK government to develop and improve vocational skills within individuals and employees.
The training programs are in the face of two or four month training which prepare an employee
into an improved person in specific way (Miller, and Mehrotra 2015). They receive a certificate
from the organization which prove that they are good employee for any business sector.
The one most important program develop and established by the UK government for
individuals to train in E commerce, safety and food, supervisor related activities at work place.
The apprenticeship programs are also managed by the government for the training of
professional in many areas of the job. This is ensured that the firm appointed employees are well
educated and aggressive towards their performance. Large number of youngsters and employees
are joining the apprenticeship programs and getting so many opportunities. Such kind of
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