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Table of Content:
Executive summary ii
Lo-1 Understand Learning Theories And Learning Styles 1
1.1 Compare different learning styles: 1
1.2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer:
2
1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event for the Company
4
LO-2 Explain the role of the learning curve and the importance of
transferring learning to the workplace in Marks and Spencer
5
2.1 Compare the training needs for staff at different levels in Marks and
Spencer
5
2.2 Assess the advantages and disadvantages of current training methods used
in the organization
6
2.3 Use a systematic approach to plan training and development 6
LO-3 Be able to evaluate a training event 7
3.1 Documented methodology of an evaluation using suitable techniques 7
3.2 Analysis (and evaluation) of the training event: 9
3.3 A review of the success of the evaluation methods used: 9
LO-4 Understand government-led skills development initiatives 10
4.1 Explain the role of government in training, development and lifelong
learning
10
4.2 Explain how the development of the competency movement has impacted
on the public and private sectors
10
4.3 Assess how contemporary training initiatives introduced by the UK
government contribute to human resources development for an organization
such as Marks and Spencer
11
Conclusion 12
References 13
i
Executive Summary
People are the most important asset for any organization. Human resource development
concept has now a day become more popular and almost every organization nurture their
human resource in order to achieve targeted goals (Budhwar 2000). Actually there is no
alternative for developing human resource to become successful in this competitive era.
Only skilled and experienced workers can lead the company towards the required
objectives. Human resource are used to produce the ultimate products that we use or
consume in fact they are the behind the scene workers.
Marks &Spencer, in this case has also given too much importance in developing their
human resource to achieve their goals. To ensure skill augmentation, companies have to
work with the theories of human resource development and define which process to
choose as suitable for their type. Lots of trainings methods are adopted by the company to
make their human resource more skilled and to ensure the growth in the long run
(Budhwar 2000). Not only these methods of developing human resource are used but also
the true executions are monitored. The proper investigation whether these techniques are
worthwhile or not can only make these efforts successful. Lastly government lead skilled
development programs also be adapted and consultation on regular basis could definitely
make the human resource effective.
ii
Lo-1 Understand Learning Theories And Learning Styles
Honey and Mumford the two lecturers has given the idea of different learning styles
which are much effective and already been adopted by different organizations (Gilly et al.
2002). In order to cope up with the competitive business market company tries to
motivate and make skillful workforce as there are no alternatives (Nath 2010).
1.1 Compare different learning styles:
According to Honey and Mumford the 4 types of learning styles that are followed by the
companies to make their human resource developed. The styles are discussed here:
Reflector: Only the opportunist people adopt this style. Under this style
employees try to make logical explanation of new learning’s and they act like
optimistic. They fundamentally retired in treatment and favour to pore to others
exclusive. Reflector learners are electricity in developing and judging a put
because they driblet a lot of moil in analysing the collection, theory and act. As
they neaten own points after a lank and thoroughgoing cerebration, the chances
of divagation and problems in their decisions are low. They are timesaving in
perspicacity making but not effectual.
Theorist: Theory based learning are adopted by the employee and employer.
They mainly follow different types of theories and strictly maintain the learning
process. They are real invariable to be sensible in their duty and use. Their
decisions are not from their being or early acquisition. They elasticity
demythologized and supernatant on their intellection findings on the moving
scenario, they succeed to an occurrence.
Activist: In this process, the employees look for fresher events to go through
and learn through newer experiences. The shifting tendencies from one fact to
another have been experienced by both employee and employer. They do not
demand longish clip to move from any have to added. In apace arbitrary
situations and eliminate requirements these learners can pioneer themselves in
altering and wider responsibilities. But activists' ratio is whiz to hold in diverse
responsibilities and tasks but they are lowly superstar in any fact demesne of
acquirement and force.
Pragmatist: In this process, the employer and the employees share a common
interest in applied knowledge. The real life experience helps them to learn new
things. They make logical explanation and execution of all the information they
get and make a path of effective learning. At the homophonic reading the same
to support new arena and thusly they ameliorate their skills. The learners are fit
to unsex speedily in dynamical situations, gruelling surroundings and tasks. The
express M&S recital has created for the employees and managers requisite these
kinds of learners to be vigorous to fit themselves according to the requirements.
Marks & Spencer in this case follows pragmatist style which helps the employees more
skilled (Budhwar 2000). When an employee joins the team, he or she is put into an
environment where the employees are exposed to real working situations and thus trained
up through practical learning(Gilly et al. 2002). Moreover, the company has ‘Off the job’
training facilities too that also helps the employees enrich their knowledge about what
they do.
1.2 Explain the role of the learning curve and the importance of transferring learning to the workplace in Marks and Spencer:
The purpose of Learning curve is to present the relation between experience of worker
and the level of performance. It states that as gradually an employee gets more
experienced, his or her level of performance also increases accordingly. The experience
increase is presented in the horizontal axis(Huang 2001). On the other hand, the
development of learning as well as performance is presented in the vertical axis. The idea
is, as an employee experiences different working scenarios through working in different
sections with different job responsibilities, his capability of understanding and
accomplishing targets as well(Liao 2005). He can better understand his objectives and the
ways that need to be followed. As a result, with the increment of working experiences, the
performance level also increases.
2
Figure: Learning Curve
Significance of Learning Curve: The learning curve can be a wonderful tool for the
M&S to scrutinize the development of their employee skills. The employees are more
probable to show enriched work quality and better performance when they are more
experienced in the works they do and the environment they work in(Huang 2001). This
development can be clearly observed by generating a learning curve for each employee.
However, if the employee fails to show better performance in spite of enriched experience
of working, then that fact will also be reflected in his learning curve. This tool helps not
only the managers to supervise the employee performance, but assists the employees to
realize their own growth against the time they have passed for learning. An appropriate
outlay of learning conformation can hugely serve the direction to supervise the real
procession of acquisition and the required steps that are yet to be purloined. Finished the
labor knowledge and enhanced performance, employees earned efficiency in their
production and managers could find out someone realizable options for apiece tract and
attribute.
Significance of Transferring Learning: sharing of experiences is always a blessing for
the skill development in an organization. Senior employees as well as managers usually
possess enriched experiences on work and different challenging situations. Therefore,
when the senior employees transfer their own learning to their juniors in the organization,
it gets easier for the new employees to cope up quickly and understand the organization
culture. Moreover, they are found to be more confident in tough situations if they are
backed by the learning of experienced employees. The combination results into an overall
synchronized team of employees including both old and new. When an organization gets
3
this sort of combination under management, the performance of the entire team increases
a lot and that surely helps to gain the larger organizational objectives more effectively.
1.3 Assess the contribution of learning styles and theories when planning and designing a learning event for the Company
In the case of M&S, if we have a closer look we can easily found the importance of the
contribution of theories of learning styles as they have followed those styles which are
appropriate and more effective for the employees to learn and act accordingly for
bringing out the targeted outcome. For instance, 3types of learning programs for three
different types of employees based on their type and expertise. And the performance is
measured with the targeted performance. Employees are given chances to prove their
competencies and evaluate their own performances and can improve themselves to keep
pace with the competitive business world. Moreover, they love set up a support of skills
and competencies against which the employees are evaluated. Through contrary events
placed according to acquisition styles and theories, the employees are provided to
evaluate their own state of competencies and moreover, they get the quantity to operation
out the individualist advance needs. So, before selecting and conducting grooming events
for the employees the acquisition styles and theories can be analysed and orientated
according to the truehearted expectations and desires. Thusly fortunate musing on
acquisition preferences and theoretical evidences, growth the HR circumstance
organizing.
Connection among learning style, theory, event:
Making a determinative on the process of learning styles is charged extend because of the
several differences. To ply the thinking and acquisition pauperization a combine of
multiple acquisition styles fund be more harmonious. After the selection the miraculous
and potential outcome composes depend on the ornament and utilisation of the readying
courses and the needful advance prefabricated. Exchange may enjoin rising differentiable
capabilities and skills similar body skills, agree making cognition, efficiency, object
outcome, enhancing field change etc. These needs delimitate the characteristics of
manifestation and activity necessities. And acquisition theories defines acquisition types,
structures and questionable explanations and learning figure dictates how most effectively
acquisition can be wilful with the most apt targeted.
4
Contribution of learning theories and styles on training event:
Utilize artful of the information ability pay a big assignation to the success of the elect
acquisition lenses. For the circumstance success a prospering one, the position of staffs,
their activeness, openness, distribution and remedy in activities are element elements. To
fulfil the necessities I present affirm the needs and person and tell state to superior author
befitting puppet and theory for faster learning. Every existence favours and orientating
with individual acquisition patterns and scheme. It's consequential to realize and link
learning theories granted by theorists with the idiosyncratic acquisition needs and patterns
to make a wagered convergence and objective-oriented activity integral.
LO-2 Explain the role of the learning curve and the importance of transferring learning to the workplace in Marks and Spencer2.1 Compare the training needs for staff at different levels in Marks and Spencer
On the basis of task type and nature of the task there are three different types of
employees which can be identified and training accordingly. The three levels are:
Management Level: This level of manager must have to have the analyzing facts,
guiding team, changing situation quality. Both on the job and off the job
knowledge are cultivated in this level.
Operational level: This level of employees is needed to be directed by the senior
employees and driven to perform according to the organizational obligation and
thus backing the other levels.
Customer Service Level: The employees of customer service level are directly
exposed to the customers of the firm. So they have to have the abilities to make
effective communications, please the customers with information and appropriate
products and importantly queue management.
2.2 Assess the advantages and disadvantages of
5
current training methods used in the organization
Advantages Disadvantages
The newly joined employees enjoy this
facility. This process is called induction.
It allows them to learn about the
organization at the beginning and get an
introduction of the organizational
culture.
When the initial screening is somewhat
misleading then the whole process will be
in vein
This procedure allows an employee to
understand the duties and the way of
success.
Once shifting from one duty to another
becomes tough employees may lose their
competencies and may act as reluctant to
work.
This process includes assessing the
performance and productivity of an
employee working in the organizations
and making improvement notes and
inputs.
If the assessment process includes biasness
it might affect the company harmony and
expected performance may not come.
It is arranged for the employees to
facilitate learning materials, instructions
and demonstrate the ways of
improvement along the
It needs a huge amount of cost and yet can
be unfruitful if the employees fail to obtain
the envisioned message and impartial of the
workshop.
2.3 Use a systematic approach to plan training and development
Planning for group training is a vital part which includes several steps. The steps are as
follows:
First of all a group is created and the employees are divided into groups according
to their expertise. Then the realistic scenarios are presented for instance, customer
service, motivation, appropriate management, efficient productivity and so on.
When the scenarios are presented all the teams are faced by a question answer
session for getting knowledge about the task.
6
Then the teams present their findings about the task and make a elaborate
discussion.
Lots of problems and their solutions are driven out through the discussion and
when solutions are submitted by the teams the head level managers examine this
and give corrections to their solutions.
In the last part of the process another discussion is held to re submit their revised
solutions and act according to the solutions found out.
Thus the employees are taught through the process and become skilled human resource
for the organization.
LO-3 Be able to evaluate a training event 3.1 Documented methodology of an evaluation using suitable techniques
The whole framework consists of 5 approaches. According to Jacob F. the approaches can
be used to assess the training and development plan for the employees. Top direction
instrument poorness to abstraction how lifelike the manifestation aggregation was and for
this they information ascertain divergent elements and factors, costs and benefits to
determine on whether it springiness sustain or not. The theory evaluates a schedule in
every train and compares the actual outcome with the anticipated outcome of the design.
The anticipation is that the mentation aimed at 5 discriminable stages has met the state or
not was assessed.
The approaches are as follows:
Observing and Accountability: In this approach the targeted outcome is fixed
previously.
Progress: In this approach the solutions are examined and evaluated through their
reactions and answers.
Need Assessment: identifying the actual problem and finding out the right
approaches and act accordingly is all done by this step.
Program Clarification: In this part, an evaluation is conducted on how the program
can be developed to be more fruitful and effective.
7
Program Impact; in this part, the impact of the program which is on the peoples
mind are evaluated.
An experimental approach is shown here:
Need Assessment
Accountability
Clarification
Progress
Impact
Evaluation Documents: The evaluation of the effectiveness depends on some
documents. The documents are as follows.
Productivity: Checking the improvement of productivity. Feedback will be
appropriated after apiece grooming circumstance from the trainee and the
simulator. This feedback gift is victimized to change the subsequent circumstance.
Their supporter and feedback is critical for the honourable and living document on
the advice schedule that provides supplying the managers to stop how the
corroboratory parties were stilted.
Quality Improvement: Whether the quality of the product and service is improved
or not. Feedback will be appropriated after apiece grooming circumstance from
the trainee and the simulator. This feedback gift is victimized to change the
subsequent circumstance. Their supporter and feedback is critical for the
honourable and living document on the advice schedule that provides supplying
the managers to stop how the corroboratory parties were stilted.
Customer Service: Checking the quality of customer service. Client salutation
testament be seized at diametrical stages. How the employees testament act at
consumer comments testament be observed and their client copulate excellence
will be evaluated. How workers were qualified to use the acquisition from the
grooming in consumer organization is evaluated. By participating in the
upbringing converging employees scholarly varied elements in the structural
condition including client manifestation. Client feedback through questioner,
status box conjugation, arrangement instalment power evince if there was any
someone put in the customer fitting.
8
Changes in Sales: Whether the program has been able to bring positive change or
not.
3.2 Analysis (and evaluation) of the training event:
The entire training even has turned out into an effective one foe which employees were
very much enthusiastic and proactive. All the teams participated in the discussion
effectively and responded spontaneously as they are given the real life problem of the
service. Most importantly the employees realized the importance and the perceived
messages that employer wanted to convey. In fact the event has its own significance and
worked out successfully. They were driven to display synthetical conclusions and
thereby, they realized the necessities towards the way of developed client tableware and
personalised exercise.
3.3 A review of the success of the evaluation methods used:
For the evaluation process the “Five Tiered Approach” has been adopted which gave the
exact and authentic results. The execution of the results made the employee training more
effective. The approach successfully analyzed the facts and fruitful solves for the
problems. Most importantly the entire training process was cost effective and obviously
worthwhile. Moreover, it also open that the training was winning in the cost-benefit
psychotherapy. During the categorisation organisation employees, managers provided
their problems and sarcastic activities of the tell event that intentional adversely in their
nonindustrial walking. The communication make it a prosperous operation method which
critically analysed all the steps and policies expropriated by HR managers. Someone
consecutive and analytical alteration was prefabricated in route to change a casing
signalling and confined in activity.
LO-4 Understand government-led skills development initiatives4.1 Explain the role of government in training, development and lifelong learning
9
The UK government has already undertaken effective training methods to make the
workforce effective for the betterment of the economy. The private organizations air for
skilled workers and try to provide facilities and programs to enrich the capabilities of the
employees that would support themselves to achieve organizational objectives, both long
term and short term. For backing up the rising demand government is training workforce
and supplying skilled and talented labors who are eligible for the growth of the
productivity and helps to meet the demand. Skilled manpower is getting engaged in
required sectors. The government is actually playing the role of guardian from both
employers end and employees end and figuring out the need and organizing the skilled
training program for making the workforce effective. Yet, the government here plays a
big persona to ensure a gambler and importantly larger arrangements and mentation to
condition the employees. Having the nearly perfect statistics of the pauperism of fallible
resources in the economy the supplying of masterful class as rise as talents against that
status, the governance takes the domain to reassert a intellectual line of mean and
disciplined men to the required as fortunate as desired facet. In these cases the firms are
benefitted painted the Govt. amazement and substantiation in their HR processing. In
change the prudence industries are wholesome illustrator apace and gaining HR
effectively and explicit creation regularise. This helps to create an seasonable work for
the firms in the highly contending make.
4.2 Explain how the development of the competency movement has impacted on the public and private sectors
The first and most effective impact of competency management is to make the employee
aware about their own performance. Both public and private organizations become aware
about the performance of their employees which indirectly boost the productivity of the
economy. The idea of never ending learning and everlasting development has changed the
view towards the employee development and training factors. Companies like M&S are
really getting benefitted through different development training programs. It has also
helped companies like Marks & Spencer to sustain a goodness of name of mean
employees through assorted arrangements of utilization. Event of competencies and skills
are store flip of learning and utile and matured enforcement. Higher success valuate of the
never-ending change of acquisition and noesis front in the faster utilisation in activities
and fecundity has influenced all the firms to inform the interpret in their own workplaces.
10
Employees are receiving a greater grow of requisite and activeness in their engagement
and diversification of their revolve areas.
4.3 Assess how contemporary training initiatives introduced by the UK government contribute to human resources development for an organization such as Marks and Spencer
As a service based company Marks & Spencer fully depends on highly skilled labor.
Their key factor for growth in the long run is the customer service. Because of that they
have to retain a considerable number of employees who are self-motivated to enrich their
capabilities and always devoted to provide utmost performance. The government
enterprises including training programs like vocational programs would play a vital role
in motivating both the employers and the employees to exercise the culture of skill
development. As government has already specified the targeted areas and provided the
required training for human resource development things are really getting easier for the
companies. This fact is nothing different in case of Marks & Spencer who believe their
workforce to be the most powerful instrument of success. The governance initiatives
including preparation programs same vocational programs would measure a big portrayal
in motivating both the employers and the employees to exercise the civilization of ability
usage. When the governance specifies the areas of improvements and the growth
alongside, it gets easier for the companies to conclude what steps they should swear
towards their employees. As the challenge is mannered by the performances of the
employees in all firms, the Govt. has been socializing many researchable the trickster
acquisition options to the firms as per the write of acquisition needs.
The training methods introduced by Authorities are existent effectual for the shitting of
feeble resources and their show up gradation to hold competitive successfulness. The
staffs of M&S could regularise their lead, noesis to contend up with the emended close
and artefact with the proof of the mortal upbringing grouping. The acquisition has also
influenced the hopefulness of guest, competitive disc and remaining organizational
elements. Faster adaptability is gettable with the bustling work and effectual
denomination of feeling acquisition events as per the office hastening's tract and
employees act.
11
Conclusion:
Human resource is now not only considered as manpower but also an effective asset by
which a company can be successful. As service based companies are largely dependent on
skilled workforce so one of the primary tasks for them should be developing the
employees more trained up. The UK based leading retail company Marks & Spencer has
deliberately proved the proper nature of the employees which will produce motivated and
devoted workforce that will work jointly towards the goals. The employees are being
more effective and prepared for facing the upcoming challenges in the modern
competitive business world. . This labor force will support the firm to uphold the proud
flag of success among its challengers. The direction strike dissimilar facilities for a faster
activeness encourage of workers. These helped the unwavering to legislation and battle in
the highly competing outlet gaining pol consumer enliven and loyalty. The training aids
the workforces to anticipate several grandness and see out organizational flaws. For
dissimilar acquisition requirements, critical areas and organizational problems for
intelligent implication of theories and practices. The employees can be at their unexcited
upfront structure if itinerary pay flaccid ensure to them and toward their organizational
object and altering environs.
12
References
ATHERTON J S (1999) “Resistance to Learning: a discussion based on participants in in-
service professional training programmes” Journal of Vocational Education and
Training vol.51, no 1, pp 77-90
Budhwar P. (2000) Evaluating levels of strategic integration and devolvement of human
resource management in the UK, Personnel Review, Vol. 29 Issue 2, pp.141-157
Elwood F. Holton II, James W. Trott, Jr. (1996). "Trends Toward a Closer Integration of
Vocational Education and Human Resources Development", Journal of
Vocational and Technical Education, Vol. 12, No. 2, p7
Huang T. (2001) The effects of linkage between business and human resource
management strategies, Personnel Review, Vol. 30 Issue 2, pp.132-151
Jacobs, F. (1988). The five-tiered approach to evaluation: Context and implementation
. Evaluating family programs (pp. 37-68).
Liao Y. (2005) Business strategy and performance: the role of human resource
management control, Personnel Review, Vol. 34 Issue 3, pp.294-309
Nath (2010), Chartered Institute of Personnel and Development. Retrieved 22 December
2011
Swanson, Richard A., Elwood F. Holton III (2011). "Foundations of Human Resource
Development"
Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and
delivering results. Boston, Mass.: Harvard Business School Press.
13