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An

Assignment on

Human Resource Development

Of

Marks and Spencer

Submitted by:

Name:

Id:

Submitted to:

Date of Submission:

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Table of Content:

Executive summary 3

Lo-1 Understand Learning Theories And Learning Styles 41.1 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:

6

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

designing a learning event for the Company

8

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

learning to the workplace in Marks and Spencer

10

2.1 Compare the training needs for staff at different levels in Marks and Spencer 10

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

the organization

10

2.3 Use a systematic approach to plan training and development 12

LO-3 Be able to evaluate a training event 13

3.1 Documented methodology of an evaluation using suitable techniques 13

3.2 Analysis (and evaluation) of the training event: 15

3.3 A review of the success of the evaluation methods used: 15

LO-4 Understand government-led skills development initiatives 16

4.1 Explain the role of government in training, development and lifelong learning 16

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

the public and private sectors

16

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

17

Conclusion 18

References 19

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Executive summary:

Marks and Spencer also known as M&S (or Simply Marks) is one of the giant retail stores in UK

operating for around 120 years. It has a huge number of employees around 65,000 in number

with 703 stores in the United Kingdom and 361 stores in more than 40 countries. It mainly sells

clothing and luxury food products (Nath 2010). It was founded by Michael Marks and Thomas

Spencer in Leeds. M&S made its reputation in the early 20th century on a policy which was

based on only selling British-made goods (a policy discontinued in 2002). The company had to

develop core values and strategy by focusing on the improvement and standardizing of

performance of the employees. In order to bring efficiency and more customer satisfaction, the

firm has been initiating training programs of different styles to catch up with the individual need

and capabilities (Budhwar 2000). They offer both on-the-job and off-the-job training facilities to

make their employees efficient enough to accelerate their performance and quickly adapt in the

changing environment (Nath 2010). I have set up a training method for M&S which will help

them to improve their work standard.

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LO-1 UNDERSTAND LEARNING THEORIES AND LEARNING STYLES:

1.1 Compare different learning styles:

In modern age everything is changing quickly (Budhwar 2000). There is vast change is business

field over a century (Liao 2005). Business professionals require adapting with new situations.

M&S has established some new learning styles by some training and development procedure.

1.1.1Different learning styles:

Different learning styles have been discussed by many theorists. Here we will discuss the 4 types

learning style introduced by David Kolb's model.

David A. Kolb's model is based on the Experiential Learning Theory

1. Accommodators: Concrete Experience + Active Experiment

These kinds of learner errand the analysis and findings of different grouping to tidy any

interoperable statement. These learners neaten decisions based on their intuitions not logics.

They are exceeded in the scenario where new tasks and initiatives are necessary to be

expropriated.

"Hands-on" and concert

Wants to do

Sets objectives/schedules

Discovery method

Gut feeling rather than logic

Asks questions fearlessly

Challenges theories

Adaptable

Receive information from others

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2. Converger: Abstract Conceptualization + Active Experiment

Group same to kind serviceable explanations to concrete sentence difficulties. They can be the

bests in discovery applicative use of theories and ideas. The acquisition style supports to chassis

adeptness in profession and improvement.

Analogies

"Hands-on" and theory

Tests hypothesis

Best answer

Works alone

Technical over interpersonal

Specific problems

Problem solving

3. Diverger: Concrete Experience + Reflective Observation

These people are individual at insightful a scenario from contrary bushel of study. They favour

watching stuffs and aggregation to make unreal explanations. These learners are best in aim

generating situation like brainstorming. They elevate to line in grouping and recognise

personalized criticism.

Real life experience and discussion

Alternatives

Imaginative

Brainstorming and group work

Background information

More than one possible solution

Observe rather than do

4. Assimilator: Abstract Conceptualization + Reflective Observation: These learners are

statesman rational, logical and supposed. They condition formal clarification for any actions or

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ideas kind than interoperable action. They are fewer concerned in grouping and statesman reliant

on logic and ideal aggregation in making any decision.

Theories and facts

Talk about rationale rather than do

Lectures

Defines problems

Numbers

Theoretical models and graphs

Logical Formats

1.1.2 Learning style followed:

M&S mainly follows Diverging learning style. The personnel also can build up assurance and

share concepts and practices through team & group work. It supports the workforces to learn

through realist experience which comforts them to open experiments at their job. M&S study

details about each employee and find out which learning style is more suitable for its employees.

M&S is much more flexible at this point (Budhwar 2000).

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:

A learning curve is a graphical representation of the increase of learning (vertical axis) with

experience (horizontal axis). Although the curve for a single subject may be erratic, when a large

number of trials are averaged a smooth curve results, which can be described with a

mathematical function (Huang 2001). Subject to the metric used for learning the curve can either

rise or drop with experience.

The term learning curve is used in two ways: where the same task is repeated in a series of trials,

or where a body of knowledge is learned over time (Huang 2001). The first person to define the

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learning curve was Hermann Ebbinghaus in 1885, in the field of the psychology of learning,

although the name wasn't used until 1909.

The staffs should go through the learning curve In order to adjust the new technical skills. They

are provided performance appraisal, experience allocation, and firm’s aptitudes to adjust with the

learning curve.

Thus have brings downwards the minute expanding the skilfulness story and statesman

production. Through the plot we can see that when continual experience is in development, the

acquisition and efficiency increases time indication required performing the job.

1.2.2. Significance of knowledge transfer:

In order to increase the work performance of employees’ managers need to transfer their

knowledge (Gilly et al. 2002). Knowledge transfer also helps to create a nice relationship

between the employees and the manager and they came to how to respond in one another’s call .

This will help the personnel to adapt with challenging situation because most of the mangers

have gone through what the employees are facing now. Through the vary disposition and

enhanced development, workforces attained proficiency in their work and managers could

determine out the best gettable options for each model and business. Transplant of knowledge

finished off-the-job trainings suchlike workshops, workbooks is real facilitator to the workforces

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for the acquisition and developing of skills. Genealogy managers, execution coaches cover with

the employees to distribute and human progress nigh the performance, areas of transformation

and business's duty. It's really intrinsically for the activity to create services, recognize the set

values and action accordingly.

1.2.3. Effect of learning curve:

By the use of learning curve the effectiveness of the employees can be developed in some actual

measures. Knowledge transferring isn't mere communication; it's the spacing of unvoiced and

applicative knowledge that helps workforces to adapt their abilities (Bergenhenegouwen 1996).

It helps the employees to earn suitable knowledge through experiences and help them to respond

properly in the job. Transferring knowledge effectually and using learning curve facilitated the

employees in recognizing execution stratum in theoretical adeptness, state healthy to make a

virtual vocation non subjective, involved in making more good firmness and gaining efficiency.

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

designing a learning event for the Company

1.3.1 Contribution of learning styles and theories:

Learning styles and theories generate a structure for the learning procedures of an organization,

which helps the manager to shape up sufficient steps to learn the workers in appropriate way.

Positive mind set can be shaped among the employees through the learning styles (Gilly et al.

2002). These enhancement areas in achievement and skills resulted in a capitalistic advantage

place for M & S. So, before selecting and conducting activity events for the employees the

acquisition styles and theories unoriginality be analysed and oriented according to the

truehearted expectations and desires. But which acquisition call present be misused that depends

on which way the employees favour the most and how hastening the concern requisite the

employees adapt the new consideration. It will grow the confidence of the workers to respond

positively in challenging situation.Thus winning study on acquisition likings and suppositious

evidences conduce to the fruitful HR information organizing. Acquisition theories support

conceptual sustenance to the learning objectives and necessities.

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1.3.2 Relationship among learning style, theory, event:

Learning style, theory and event are inter-related. Learning styles are created based on the

leaning theories and events are made to make these things practical and effective. So to arrange a

successful learning event it is necessary to choose the proper learning styles with the help of the

learning theories. Unwaveringly may enjoin rising opposite capabilities and skills suchlike body

skills, partitioning making cognition, efficiency, a assemble job, enhancing heavens Ocean etc.

These needs delineate the characteristics of thought and use necessities. And acquisition theories

defines acquisition types, structures and speculative explanations and acquisition demand

dictates how most effectively learning can be fashioned with the most congruent targeted

objectives.

1.3.3 Contribution of learning theory and event:

Acquisition theories, styles used by Businessman and Philosopher focuses on how the

powerfulness in conclusion can be achieved finished acquisition programs. How every employee

is benefitted finished an event reflects the success of a circumstance. For provision and designing

information I test ament inflection on the exceeded acquisition chance prioritized by the staffs.

Every form approval and habitual to contrasting acquisition patterns and cerebration. It's major

to see and union acquisition theories given by theorists with the psyche acquisition needs and

patterns to use a healthier focused and objective-oriented manifestation artefact. Learning style

and theories utilized by Marks and Sociologist is focused on the most strong finish can be

obtained through acquisition events. How each and every employee reacts to an circumstance

reflects how fortunate an circumstance is. To counselling and program specified an event the

loyal must immersion on the individual learning alternative prioritized by the employees.

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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

Marks and Spencer needs different training styles at different level of its operation. It has shaped

an employee-friendly working environment for the staffs.

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

Marks & Spencer provides different training facilities to train its employees. They provide

counseling to help the employees build successful career path. Performance appraisal is provided

to identify their performance level and improvement areas. Role playing helps them to

understand the responsibility and capability in new role and context. The management

uninterruptedly pursuits for enhanced learning tools for their employees that would be

supplementary fit for their firm and their objective.

2.2.2 Advantage & Disadvantage of current training methods:

Management level

Practical learning for acquiring skillteam work and decision making capabilityperformance evaluation

Customer service level

Train staffs how to maintain the queue more efficiently assist customer to find out their need

Operation level

Performance review and judgment of line managers to motivate staffscan improve more efficiently and minimize cost .

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Training

methods

Advantage Disadvantage

Performance

evaluation

Helps the employees to find

out their progress in skills

and competencies.

Employees can identify their

opportunities and

weaknesses.

May demotivate the

under-performing

employees.

Role playing Helps the employees to

adjust in different level of

jobs and add more variation

in their performance.

Employees might feel

nervous to play their

role and this may turn

bad on their

performance.

Discussion Employees discuss their

thoughts, expectation,

ambition with the managers

which help them to get close

with the managers.

A positive and

supporting role from

the manager side is

important otherwise

employee won’t be

able to develop

performance.

Induction Program gives the new

employees an overview of the

firm, role and corporate

culture at M&S. It gives a

clear view of the employees’

responsibilities.

The statements prepared by the firm may vary from the actual state of affairs that will create a negative sense afterward.

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Workshops Workshops are held by

providing learning materials

to practice and get an idea

about their ability and

performance requirements.

It is a cost-consuming

program and success

depends on the

participant’s desire to

get something from it.

Performance

instruction

Assess employee’s

performance and specify the

areas of improvement.

The assessment needs

to be un-biased and

accurate

2.3 Use a systematic approach to plan training and development

2.3.1 Training and development for a group training event:

Problem solving training programs should be introduced among the employees which will be

actually result in taking part in decision making. Employees will be given a realistic problem

scenario and they will be asked to make appropriate analysis and possible solutions. A final

assessment will be done by the entire team where the management and other employees will also

evaluate the selected solutions.

2.3.2Training process of the event:

I will at 1stexplain the rules, details and reasons of the event to the employees. Than a problem

will be given to each team for solving with proper answers. How well the teams are responding

will be observed closely and carefully. Then there will be a question & answer session where

Solution to the problem in

team

Scrutinized and re-submission of solutions

Best solution after discussion

and Q&A

Come up with findings & discussion

Q&A session Problem scenario

introduced

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different types of questions will be asked judge the inside view of the employees. Finally the best

solution will be selected.

LO-3 BE ABLE TO EVALUATE A TRAINING EVENT

3.1 Documented methodology of an evaluation using suitable techniques

To assess the outcome of the upbringing managers’ instrument use diverse methodology to

decide the outcome, efficiency and powerfulness of the circumstance. Top direction leave need

to see how flourishing the training thought was and for this they instrument set contrasting

elements and factors, costs and benefits to settle on whether it will move or not. I used ‘Five

tiered come' distinct by Jacobs. F. (1988). The support evaluates a package in quint levels and

compares the effective outcome with the supposed outcome of the document. The package aimed

at 5 antithetical stages has met the pauperization.

Conduct a needs assessment: It answers the risk, what is the actual difficulty? The

opinion present dictates whether the requirement for the preparation thought is required

or not.

Document your service: these direct answers for the converse, who are the participants

and what mating we are delivering?

Compare program intent to actuality: It states the rating at contrary need structure to say

how much impressive the event could be prefabricated

Fine-tune program services and Evaluation methods: This traveling identifies and

evaluates the advance of the contestant answers the question- how source the participants

are making advancement?

Produce evidence of effectiveness: It's an empiric come that evaluates the long-term

fighting of the preparation software.

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3.1.2 Process of documentation of the training program:

I used three methods to identify the gap at different levels of the training program. These are

shown below-

Trainer/Trainee feedback:

Feedback will be taken after each training event from the trainee and the trainer. This feedback

will be used to improve the future event. Their assistant and feedback is indispensable for the

ethical and realistic instrument on the state schedule that provides supplying the managers to

conclude how the corroboratory parties were stilted.

Observation:

The activities of the employees will be pragmatic during the training period. This observation

will be used evaluate their performance and sort out their lacking. The happenings and wonder

point ability acquaint the perverse aspects of the condition and the essential steps to be

prefabricated.

Customer comments:

Customer response will be taken at different stages. How the employees will react at customer

comments will be observed and their customer service excellence will be evaluated. How

workers were competent to use the learning from the grooming in consumer personnel is

evaluated. By participating in the training meeting employees learned various elements in the

structural atmosphere including customer activity. Client feedback finished questioner, disorder

box conjugation, categorization installation module evince if there was any adult replace in the

customer accommodation.

3.1.3 Documents used for evaluation:

Some core factors are needed to assess the training event. Some are discussed below.

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Quality improvement:

Whether the quality of product is improved or not is assessed.

Customer service:

Whether customer service is improved or not or to what extends the standard was maintained.

Production efficiency:

Workplace improvement is focused at training. So the change in productivity is measured in the

evaluation process. The event aims at transfer effectively and ebullience in execution. The

fruitfulness is assessed in the judgment process. This breeding focuses on bringing efficiency and

need in utilise area. The modification in fruitfulness is metric in the judgement growth.

Increment in sales:

Positive or dissenting alter on the fruitfulness of the training event is analysed to sight the

success of the circumstance. Were there any amount in income volume, profit because of the

activity program is assessed through figuring. How overmuch move formal or disconfirming is

made finished the activity announcement is deliberate to describe the belief of the grooming

syllabus.

3.2 Analysis (and evaluation) of the training event:

I think we found out the training event quite successful. The response of the staffs and

participant are quite good. We found some impressive solution of the given problem from the

participants. I think this training event was very much effective to grow the confidence of the

employees.

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

The evaluation method was effective in such a way. It evaluates the training process with such a

filtering. The Five tiered evaluation method was very useful to evaluate event. The system

evaluated the expected benefit and actual benefit to shake-up the successes and feasibility of the

training event. Also it was easy to find it out the cost-benefit ratio to decide on whether it will

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continue or not. During the categorization process employees, managers provided their problems

and dire activities of the preparation circumstance that stilted adversely in their evolution touch.

The direction constitutes it a roaring assessment group which critically analysed all the steps and

policies understood by HR managers. Solon ordered and analytical advance was made in enjoin

to invite a outdo turnout and termination in action.

LO-4 UNDERSTAND GOVERNMENT-LED SKILLS DEVELOPMENT

INITIATIVES

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

learning:

The UK government is arranging different training and development events throughout the

country. It helps the business origination to evaluate and train employees with best business

professional and expert of the country. Employees of the organization are now more confident

about their performances and capabilities. Moreover the firms’ strength is not healthy to commit

in sharp turn and figure the necessary grooming facilities. In these cases the firms are benefitted

through the Govt. curiosity and agree in their HR employment. In lag the saving industries are

growing author apace and gaining HR affectivity and criteria signalling calibre. This helps to

create a profitable place for the firms in the highly matched marketplace.

4.2 Explain how the development of the competency movement has

impacted on the public and private sectors

Competency movement has made other firms to concern about the performance gap of their

firms. Private firms are investing more to ensure high quality performance and to gain

competitive advantage. The learning is never-ending and qualification is provided to grow their

confidence level. As growth in private firm’s performance has an impact on the economy, the

public bodies have also improved themselves to lift up their performance. Public companies in

UK like ‘East Coast Trains’ are making continuous effort to improve the performance and

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service quality at a standard level. Move of competencies and skills are constitutive break of

acquisition and effectual and improved performance. Higher success appraise of the never-

ending knowledge of learning and competency movement in the faster exercise in activities and

productivity has influenced all the firms to begin the copy in their own workplaces. Employees

are receiving greater assets of motivation and sweat in their evolution and change of their field

areas. Competency shitting has made additional firms to anxiety about the execution gap of their

firms. Closet firms are investment more in this facet to gain their competency to increment

aggressive welfare. The firms don't impoverishment ability in employee action sinning in

matched disfavour which effectuation impecunious pair character, ineffective production, low

need etc. The learning is never-ending and fittingness is provided to farm their certainty destruct.

As development in esoteric loyal's action has a fight on the economy, the exoteric bodies tally

also landscaped themselves to locomotive up their show.

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 Assessment of Contemporary training initiatives:

Contemporary training program was taken by the UK govt. to provide the small and medium

firms industry a useful training and development program to ensure stability and growth in

economy. The training is vocational and expected quick learning on different areas of a business.

UK govt. initiated different types of training event for different types of firms. It helps the

business organization to run with better performances. This modern breeding artefact is quicker

impact of usage in the undefended working region. As the frugality is taken by the performances

of the employees in all firms, the Govt. has been swing promote thinkable endeavor in designing

the unexcelled acquisition options to the firms as per the identify of learning needs.

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4.3.2 Role of contemporary learning in M&S:

The training initiative will aid the employees to quickly adapt to the changing environment.

M&S has developed and changed their core values and to make it meaningful they need specific

training events for their employees. This will provide enough support to the employees to higher

their work stand the changing environment. The training is evaluated absorbing the expectation

of customers, competitive position, and market condition and adaptability factors. Faster

adaptability is achievable with the busy status and good enforcement of synchronal learning

events as per the loyal's system and employees order.

Conclusion:

M&S is one of the largest organizations of UK.is one of the giant retail stores in UK operating

for around 120 years. In order to bring efficiency and more customer satisfaction, the firm has

been initiating training programs of different styles to catch up with the individual need and

capabilities. They have shown some successful performance in their sector. But in order to

maintain performance and growth employee development is needed in modern age. So finding

out the employee’s strength and areas of upgrading the training programs has proven enough

efficient. This may be ended with some impressive outcome. Businessman and Philosopher is a

activity distributer resolute possessing a squeaky effect on the UK scheme. Employees input

during these events can hasten firm’s work rate and benefit the productivity. The direction alters

diametric facilities for a faster show betterment of workers. These helped the truehearted to brace

and fight in the highly competitive industry gaining author consumer spirit and loyalty. The

hospitable environment aids the workforces to appear more achievement and gain out

organizational flaws. It’s necessary to identify learning requirements and finding out

hypercritical areas and organizational problems for operative implication of theories and

practices. The employees can be at their primo show destruct if direction supports increases

supporting to them and toward their firm artefact and employ surround.

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References

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development Hove: Psychology Press.

Budhwar P. (2000) Evaluating levels of strategic integration and devolvement of human resource

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towards a research agenda" Teaching and Teacher Education vol. 9 no 4 p.p. 247-259.

Ebbinghaus, Hermann, 1885. Ebbinghaus Forgetting Curve. Ebbinghaus Forgetting Curve: The

Theory of Memory, 05, 17.

Gilly, J., Eggland, S. & Gilly, A. (2002). Mirrors of the Mind: personal construct theory in the

training of Adult Educators Manchester: University of Manchester Department of Adult

and Higher Education, Manchester Monographs 16.

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).

Kolb, David, 1984. The Learning process, The Experiential Learning Cycle, 6, 21.

Liao Y. (2005) Business strategy and performance: the role of human resource management

control, Personnel Review, Vol. 34 Issue 3, pp.294-309

Morgan A (1993) Improving your Students’ Learning: reflections on the experience of

study London, Kogan Page.

Nath (2010) "Traumatic avoidance learning: acquisition in normal dogs" Psychological

Monographs 67 no 354.

Wenger E (1998) Communities of Practice; learning, meaning and identity Cambridge;

Cambridge University Press.