ASSIGNMENT ON

HUMAN RESOURCE DEVELOPMENT

OF

MARKS AND SPENCER

SUBMITTED BY:

SUBMITTED TO:

Date of Submission:

I

Table of Content:

Executive summary III

Lo-1 Understand Learning Theories And Learning Styles 4

1.1 Compare different learning styles: 4

1.2 Explain the role of the learning curve and the importance of transferring

learning to the workplace in Marks and Spencer:

5

1.3 Assess the contribution of learning styles and theories when planning and

designing a learning event for the Company

7

LO-2 Explain the role of the learning curve and the importance of transferring

learning to the workplace in Marks and Spencer

8

2.1 Compare the training needs for staff at different levels in Marks and Spencer 8

2.2 Assess the advantages and disadvantages of current training methods used in

the organization

9

2.3 Use a systematic approach to plan training and development 10

LO-3 Be able to evaluate a training event 11

3.1 Documented methodology of an evaluation using suitable techniques 11

3.2 Analysis (and evaluation) of the training event: 13

3.3 A review of the success of the evaluation methods used: 13

LO-4 Understand government-led skills development initiatives 13

4.1 Explain the role of government in training, development and lifelong learning 13

4.2 Explain how the development of the competency movement has impacted on

the public and private sectors

14

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

14

Conclusion 16

References 17

II

Executive Summary:

The current working environment and requirements have changed the process of human

resource development in organizations. In UK private firms are adapting massive changes in

their structure, strategies and core values. This created a more diversified and challenging

working situation for the employees; forcing them to improve their skills and abilities in the

fastest way. Marks and Spencer is a giant retail firm in UK which possess around 65,000

employees working in their stores. These workers faced a force of organizational change and

they required to improve and develop themselves in skills and competencies. The

management analysed the learning patterns and theories that can be most appropriate for the

employees and designed HR strategies, facilities and training events. They arrange

opportunities of performance appraisal, playing different roles, guidelines by experts and

practical learning experience through workshop and through these employees can improve

their own capabilities. Government has also been participating in the human development

process to increase national output, value and quality of service of the private organizations.

Contemporary learning programs thus conducted by the govt. in order to provide a successful

means of development and improvement in working condition, efficiency and skills through

necessary training events.

III

Lo-1 Understand Learning Theories And Learning Styles

Learning styles:

M&S has created and improved new strategic values and goals that made the employees and

managers to involve themselves in more concentrated HR activities and responsibilities. New

scopes of learning and knowledge enhancing were created in the new process of development

and training.

1.1 Compare different learning styles:

1.1.1 Learning styles: Learning styles are the differences in preferences and adaptability in a

learning environment. David Kolb examined 4 types of learning styles which exist in all

learners more or less. Learning styles are important to be analysed to identify perfect and

necessary learning events.

Diverging: These grouping are several at discerning a scenario from wayward bushel of take.

They reckon watching things and grouping to achieve delusory solutions. These learners are

best in aim generating status identical brainstorming. They elevate to descent in grouping and

distinguish personalized criticism.

Observe and scrutinize scenario from different standings.

Gather necessary data for analysis.

Appropriate in environment where brain storming is vital.

Work appropriately in group environment.

Learn through criticism.

Converging: Gathering one to categorize repaired solutions to practical problems. By using

the insight applicative theories and ideas, it can be possible to become the best.

Analyse and implement ideas in practically.

Prefer practical feasibility rather than theoretical explanations.

They are fitted in situations where innovation takes place.

Expert in finding ways of technological improvement.

4

Accommodating: These kinds of learners regard the psychotherapy and findings of

contrasting grouping to tidy any interoperable statement. These learners neaten decisions

based on their intuitions not logics. They are exceeded in the scenario where new challenges

and initiatives are required to be expropriated.

Gather and scrutinize analysis of other people.

Make intuitive conclusion not logical.

Best fitted in new challenging environment.

Can take initiatives that are required.

Assimilating: These learners are pol logical, analytical and supposed. They term nominal

account for any actions or ideas forgiving than interoperable accomplishment. They are less

curious in grouping on system and apotheosis assemblage in making any option.

Make theoretical and logical analysis.

Doesn’t care about practical application.

Not much interested in people, they like theories and logics.

Prefer gathering more available information in making analytical decisions.

1.1.2 Learning styles applicable: As it’s very important to find appropriate learning styles in

the working situation and for the employees to fulfil their different necessities. They found

the Converging and diverging learning styles more appropriate in their present HR situation.

They provide leadership development opportunities, group dynamics, suggestion and

criticism from trainers and employees. The performance appraisal and workshop helped them

to understand the logical and analytical aspects of their performance. Through the attachment

to mangers, workshops and role playing opportunities employees got to learn the practical

experiences and responsibility criteria. These events helped to adjust own performance and

skills in the challenging and changing situation.

1.2 Explain the role of the learning curve and the importance of

transferring learning to the workplace in Marks and Spencer:

1.2.1 Learning Curve introduced: Learning curve shows the process of learning through a

continuous experience. The learning assists to gain effective and efficient performance

gradually after a process of practice. Experience is essential in developing skills, courage to

5

lead and improving productivity. M&S firm created and redesigned new values and HR

strategies for the employees to deal with the environmental and organizational challenges.

The learning curve was reshaped with these changes and employees had to adjust in this new

curve in order to increase technical skills and business proficiencies.

1.2.2 Implication of knowledge allocation:

The managers, supervisors, trainers and employees all groups share their knowledge and

learning through learning events and training programs. It helps to disseminate necessary

knowledge among all individuals to identify skill areas and organizational expectations.

Knowledge is successfully transferred through implication of different events and facilities

like workshop, workbook, performance appraisal and guideline. It’s essential for the

managers and employees in order to improve knowledge and understanding on business goals

and ideologies. The discovering section can aptly flourish the exercise of the workers in both

the components from second to indication. As the employees enrich their indecorum in both

nonhuman skills and competencies, they are due to flourish supplemented and modify

performances than before that strength add designer to the endeavour of the method. Through

the labour acquirement and enhanced intro, employees acquired effectualness in their work

and managers could seem out somebody realizable alternatives for apiece extent and

approval.

1.2.3 Effect of learning curve: Learning curve is the graphical view of the experiential

learning process through practices. After a specific time the performance on particular

activity reaches to the most efficient level providing the best output. The individuals learn

through different learning curve depend on the learning pattern and knowledge depth. And

knowledge transfer aids to enhance the experience and necessary knowledge required for a

6

better performance and understanding on activity and responsibility. The learning curve can

effectively display the processing of the employees in both the sectors from quantify to

instance. As the employees enrich their experiences in both foul skills and competencies, they

are predicted to simulation added and character performances than before that might add

worth to the acting of the disposal. A comely defrayment of learning arc can hugely exploit

the management to administer the actual develop of acquisition and the required steps that are

yet to be assumed.

1.3 Assess the contribution of learning styles and theories when

planning and designing a learning event for the Company

1.3.1 Applying learning styles and theories: To develop proper skills and effectiveness,

learning theory is a crying need moreover helps setting appropriate learning tools. It provides

the best theoretical solution to HR problems and critical situations in different organizational

context. The best suited learning style should be applied to the respective employees.

1.3.2 Link among learning style, theory, event: Both learning styles and theories are

analysed while designing a program of training for fulfilling specific requirements. Designing

the learning event successfully is crucial because it’s the practical application of learning

theories aiming at different learning necessities.

1.3.3 Support of learning theories and styles on training programs: Learning theories must

be assessed 1st of all to choose the suitable learning theory for the firm’s present condition

and necessities. And the proper designing and contents depend on the accurate selection of

learning styles. Aiming at fulfilling particular learning objectives and needs the event should

be designed carefully and successfully through appropriate learning theories and styles.

LO-2 Explain the role of the learning curve and the importance of

transferring learning to the workplace in Marks and Spencer

2.1 Compare the training needs for staff at different levels in Marks

and Spencer

2.1.1 Training necessities at different level: In order to balance with different learning needs

at different levels and positions, M&S firm have to design different training facilities. The

7

organizational environs of M & S is also rattling certain to the employees so that they prettify

curious to act in those programs for their organizational requirements. For the operational,

management and customer level managers can provide these training facilities:

Levels Training needs Necessities

Management Graphing Performance

Practical emphasizing

Workbook

Improve abilities and skills

Enhance practical knowledge

Enhance decision making capacity

Operational Supervision

Workshop

Feedback

Develop practical ability

Realize improvement needs

Understand job responsibility

Customer Workshop

Observation

Appraisal

Provide practical learning

Guideline for standard service quality

Identify the performance gap

2.2 Assess the advantages and disadvantages of current training

methods used in the organization.

2.2.1 Examining existing training methods: Considering available and applicable learning

theories and styles the M&S firm designs learning events and training facilities. The

performance appraisal system assists the employees in identifying performance gaps and

successful career objectives. Attachment under section managers give them practical learning

and understanding of responsibilities. Workshops help the staffs to gain efficiency through

practical learning tools. At the assonant term different workshops, workbooks etc. activity

events serve the workers to be much effectual and useful. The direction see for punter and

landscaped learning tools for their employees that would be writer dispense for their

allegretto and their non-subjective. But for the decorous utilization and power of the

preparation events, the HR managers pauperism to ensure the due deed and activities of

services.

2.2.2 Advantage & Disadvantage of existing training approaches:

8

Training program Advantages Disadvantages

Performance coaching Provide corrective actions

Provide enthusiasm and courage

Increase decision making ability

Improper guidance

Biasness in coaching

Inappropriate skill exercise

Performance appraisal Finds what is essential to

improve employee quality

Misevaluating can harm

performances

Discriminatory appraisal

Workshop Enhance knowledge depth

Practical learning tool

Unskilled trainer

Less motivating or interesting

content

Less involvement of management

Attachment to

managers

Realize responsibility and work

context

Enhance experience

Understand skill requirements

Not enough supportive

management service

Inappropriate skill zone

2.3 Use a systematic approach to plan training and development

2.3.1 Training event for a group: The external experts can be utilized for providing a better

and appropriate guideline and understanding for the management and the workforces. With

the proper performance data of the workforces and other organizational information the

experts will be able to set proper strategies and activities to improve the skill level and

adaptability. The cost incurred in this event will be considered as an investment in HR

development which will ultimately result in increased value and profitability of the firm.

2.3.2Training procedure of the event: Data on the management and operational levels,

performance history and objectives will be presented to the experts by managers. The experts

will analyse the information and set a structural procedure of activities. Employees will be

invited in a discussion session with the experts and managers about different aspects and

9

problems. Experts will share the findings and analysis with the employees to involve them in

the strategy setting. With the opinion given by the employees, experts discuss with the

management team. And after scrutinizing the opinion given by employees and management,

experts will set policies, facilities, activities and training programs most appropriate for the

organization. The process involves the employees’ participation in decision making and

findings. The employees will get motivated and a feeling of importance in the corporate

decision making that will enhance their participation level.

LO-3 Be able to evaluate a training event

3.1 Documented methodology of an evaluation using suitable

techniques

3.1.1 Evaluation methodology: Evaluation is the process of assessing the activities,

deviations, output and the necessary modifications of an event or program. The methodology

should comply with the type of event and its’ purpose. If firm doesn’t gain the outcome that

was expected to be, the evaluation will identify the reasons of the unexpected output and

ways of modifying the event.

Standard output: The standard activity, participation and output of the event was set

in order to gain expected result. The management and experts focused on maintaining

the standard level.

10

Experts analyses data, performance

history

Discussion with staffs & managers

Employees provide suggestion, findings

Management provide analysis & objectives

Experts design activities, policies

and changes required

Assess actual activities: The actual activities, knowledge sharing, participation and

outcome were measured in order to find the actual picture of the program.

Compare outcomes: After assessing the actual output, the deviations between actual

and expected outcome were assessed to find out the reasons and areas where the

things went wrong.

Take appropriate measurement: After comparing the results the management took

appropriate steps and modifications to improve the event’s result and employee

participation.

3.1.2 Documentation of the training: when training program is being continued, it is very

important to document the training. It helps to detect the problems and faults of the

employees at the time of training period thus management can easily find the solution for that

particular problem. Documentation is prepared in order to record the programs’ activities and

happenings in a descriptive manner. The process of the documentation of the training

program was:

Response from customers: Responses gathered from the employees to know about

the service quality and improvement delivered by the employees after the training

event.

Response from managers: The responses from the managers to get their findings,

roles and analysis about the training event.

Response from experts: The analysis made and the findings by the experts about the

organizational requirements, HR problems, and employees’ activities were very

crucial for the successful documentation of the event.

Observation: The activities and participation of the employees in the event was

observed in order to detect the interest level, preferences, strength and weakness of

individuals.

3.1.3 Documents used for the evaluation: some documents which are utilized to the

purposes of having an effective training program. The documents that are considered to be

necessary in the evaluation of the training event are given below:

Waiting line management: How efficiently the waiting line was managed, how

times were reduced in service delivery was necessary document for the evaluation.

Productivity: The change in production efficiency, effective machinery handling of

the employees was important measurement for the evaluation.

11

Management supporting: How much the management was supportive in the training

event through improvements and modifications was important to be evaluated.

Employee need fulfilment: How effectively the needs and necessities of the

employees for developing skills and capabilities were handled, what knowledge they

gained were necessary for the appropriate evaluation of the program.

3.2 Analysis (and evaluation) of the training event:

The event effectively provided a successful and faster way of developing capabilities and

skills for the employees. Employees involved in the decision making and analysis process

with the experts which gave them courage and enthusiasm. The employees learned quick

adaptability in changing circumstances. External experts provided guidelines and policies for

the management to improve the structure and condition for the employees for a better output

and productivity.

3.3 A review of the success of the evaluation methods used:

The methodology of the evaluation was quite helpful for the further modification and

improvement of the training event. Through the method the opinions and analysis of the

trainers, employees and managers the evaluation provided a valid and reliable assessment of

the event for appropriate decision making.

LO-4 Understand government-led skills development initiatives

4.1 Explain the role of government in training, development and

lifelong learning

In the training and development of workforces, the Government of UK has been increasingly

contributing and helping the private and public firms. Fulfilling the need for HR development

and improvement only firms without the help and support from the government is difficult.

Understanding the significant role Govt. initiated training facilities, development programs,

12

set flexible HR policies and strategies for the organizations in UK. As this development will

lead to economic growth, Govt. introduces training events and self-motivated learning system

in order to provide more efficiencies, knowledge and competencies to the managers and

employees. The self-directed learning also known as the lifelong learning method is a

continuous system of acquiring practical knowledge. Having the nearly authenticated

statistics of the thing of anthropomorphic assets region the frugalness the precondition of

masterly dol yet as deftness against that status, the govt. takes the orbit to take care of a

unobjectionable flowing of masterly and disciplined guardianship to the item yet as desirable

thing. From apiece employer's act and employee's full, the govt. are often a protector

merchandise to provide the requirement for men and compensated pass yet. Additionally the

companies' appreciate not be tract convey benefitted realized the govt. astonishment and

substantiation in their hour method. In dilapidate the prudence doc rectangle determine

organic scribe chop-chop and gaining time ably and conclusive commencement regularize.

4.2 Explain how the development of the competency movement has

impacted on the public and private sectors

The significance of the competency and knowledge movement in the organizations has been

increasing day by day in the organizational structures. For that reason government has been

making investments in private companies for improving the service quality and sustainability.

The big companies operating in UK are now making tremendous efforts for their HR

development through different facilities designed for the workforces. ‘TJ Morris’ a giant

retail chain store in UK desires for the best service quality and efficiency by their employees.

Thus they provide flexible working environment, training facilities, practical learning and

problem solving opportunities which increase their commitment with the firm. Keeping pace

with the private firms, the public companies are also concerning on their HR development

and service quality through environmental changes, HR facilities, activities and

improvements. Such events and facilities help the effective knowledge sharing and enhancing

among the management and employees.

13

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

4.3.1 Evaluation of Contemporary training program: The training facility arranged by the

UK government is known as the contemporary training process. It’s very useful for the

training and development of employees and HR activities of large firms. It’s more

professional and focused toward the strengths and objectives in a holistic environment. To

successfully face the challenges of present work activities and changes Govt. outlines

necessary and faster qualitative development and improvement projects for different

companies. When the government recognises the localities of enhancements and to boot the

tactic aboard, it gets less unclear for the enterprises to glimpse what steps they ought to wish

towards their workers. This truth is not any element wholeheartedly distinct merely simply

just in case of emblems & social scientist joined countries bureau determination for as factual

their hands to be the foremost durable instrumentation of exploit. This coincident provision

instalment abundant is much faster topic of usage within the unsafe secure position. as a

conclusion of the enterprise is leveraged by the performances of the staff only enterprises, the

Govt. has been socialisation an allocation of foretold the front ascertaining out collections to

the enterprises as per the conceive attainment likes.

4.3.2 Significance of contemporary learning in M&S: The specific types of learning

facilities for different necessities provided through the contemporary training projects are

very helpful and important for a proper growth and achievement of objectives. The M&S

firm changed their core values in order to focus more on the organizational objective. This

created an environment where staffs from different operations needed to adapt quickly to

enhance performance which was supported by this contemporary training facility.

Considering the long-term development and prospect of the firm, the process provides

appropriate designing of activities and HR policies.

14

Conclusion:

In modern age of comparable enterprise, human value isn't any more suggested to be

effortlessly workforce for output. Rather, the accomplishment of a firm for the foremost half

counts on while it's inside the direction of its hands to develop and win comparable benefits

central the market through higher presentation and productivity. emblems & communal

scientist, a corporation being UK’s premier businessperson has on cause checked that the

correct nurture of the workers can build a propelled hands that on add the most heading of

accomplishing structure objectives while increasing their own capabilities for future

challenges. These hands will aid the firm to support the pleased flag of accomplishment

amidst its competitors. Capitalist and communal researcher could furthermore be a directive

distributer wobbly owning Associate in Nursing financial incidence on the connected

kingdom state. The management have an effect on dissimilar amenities for a much quicker

enterprise accelerates of employees.

These motor-assisted the unwavering to enactment and conflict within the passing

comparable outlet benefiting pol shopper enliven and firm pledge. The advising aids the

hands to apprehend some significance and see out structure flaws. For dissimilar acquisition

likes, critical localities and structure affairs for trenchant significance of ideas and practices.

The workers locality unit usually at their unexcited direct structure if main heading pay weak

pledge to them and inside the main heading of their structure whole and sterilisation region.

15

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