Assignment onHuman Resource DevelopmentOfMarks and Spencer

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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

8

2.3 Use a systematic approach to plan training and development 9

LO-3 Be able to evaluate a training event 10

3.1 Documented methodology of an evaluation using suitable techniques 10

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

15

Conclusion 16

References 17

II

Executive Summary:

Learning theories and styles provide basics and guidelines for effective implementation of

training programs and opportunities. The more a firm can comply with the theories and styles

the more they can provide appropriate HR supports and strategies. Marks and Spencer

maintains around 65,000 employees in its operations and they set HR policies and programs

in order to enhance their skills and performance. The firm has reshaped its business values

and structure which created a wider scope of responsibilities and challenges. The workforces

required to improve the performances and adjust their skills to adapt to the organizational

changes. They need to understand the new working context and responsibility scopes created

by the market and organizational situation. Managers conduct workshops, performance

appraisal methods, practical learning opportunity and decision making opportunities for the

workforces. More suitable and focused training opportunities can be introduced in workplace

for a quicker adjustment and improvement in skills. Govt. is an important factor of designing

HR policies and implementing HR activities effectively for greater output. The contemporary

training facilities are very useful in the training of human resources of M&H firm.

III

Lo-1 Understand Learning Theories And Learning Styles

1.1 Learning styles defined:

The workers of M&S Company faced a challenging situation that required the improvement

of competencies and development of capabilities. Different types of learning opportunities

and training events were provided to the employees as per their training requirements.

1.1 Compare different learning styles:

1.1.1 Learning styles: David Kolb(1984) showed four patterns of learning styles which

should be considered before designing HR strategies and raining facilities. Successful

training events are the reflection of the appropriate analysis and implication of learning

styles.

Assimilating: These learners are student level-headed, analytical and supposed. They

precondition nominal explanation for any actions or ideas kind-hearted than interoperable

instrument. They are fewer curious in grouping and pol underage on logic and ideal group in

making any deciding.

- Theoretical and rational in analysis an idea.

- Prefer logics and explanations.

- Less interested in practical application of an idea.

- Gather and analyse abstract information to make a decision.

Diverging: Group unvaried to form operable solutions to real declare problems. They can be

the bests in discovery practical use of theories and ideas. The acquisition call helps to chassis

skilfulness in avouchment and creativity.

These group are soul at observant a scenario from unfavourable bushel of read. They advance

watching things and group to pass fabled solutions. These learners are optimal in aim

generating place aforementioned brainstorming. They elevate to credit in grouping and think

personalized critique.

- Observes discussion, situation and happenings of an idea or problem.

- Provide abstract solution through intuition.

- Best applicable in idea generating situation.

- Suited to group environment and working situation.

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Converging: Group similar to sympathetic serviceable solutions to existent time problems.

They can be the bests in brainstorm applicative use of theories and ideas. The procurement

style benefits to chassis skilfulness in community and creativeness.

- Provide practical applications and solution of given ideas or problems.

- Best applicable in introducing innovative ideas and products.

- Make practical utilization of theories and learning.

Accommodating: These kinds of learners disposition the psychopathology and findings of

antithetical grouping to neat any interoperable statement. These learners embellish decisions

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

challenges and initiatives are required to be expropriated..

- Make practical conclusion through the findings of others.

- Intuition based decision not based on logics and rationales.

- Best applicable in new working environment and challenging situations.

- Scrutinizes the analysis of others

1.1.2 Learning styles analysed: As M&S had to deal with a large number of diversified

workforces, they applied and considered multiple learning styles for their human resources to

make them more adjusted and skilled in the more challenging and improving work

atmosphere. They implemented training programs considering the two appropriate learning

theories for the current structural environment- accommodating and converging. They

involve the workers in practical learning sessions to gather practical knowledge and

experience through workshops and role playing opportunities. This helped them in building

decision making capabilities and team leadership. Through performance evaluation, coaching

and workbooks the employees were able to improve and identify their skill development

areas and build successful career objective.

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: The learning curve is a graph of improvement and progress of gaining

expertise in a skill and competency against the time required. It’s a repetitive learning

approach that results in wider knowledge gaining after each attempt. The concept was first

introduced by Hermann Ebbinghaus (1885) which showed that memory and efficiency is

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enriched after a continuous number of practices. The changed structural atmosphere of the

firm created a scope and need for new skill and competency development. The learning curve

showed the required training facilities and development programs for the fastest learning

procedure. Workshops and other existing on-the-job training programs helped the employees

to enhance their skill and efficiency level.

1.2.2 Implication of knowledge transfer: Different related groups of an organization take

part in the process of knowledge sharing for the enrichment of knowledge and learning

experience. Transfer of knowledge helps to reshape the understanding on firm’s expectations,

new areas of development and necessary training facilities for skill and efficiency

improvement. It’s a significant tool in enhancing the depth of knowledge and organizational

co-ordination. These distribution matters assist the staffs to show on job goal and channelize

skilfulness in leading. Through the gambler body and enhanced knowledge, employees

earned efficiency in their noesis and managers could seem out someone realizable options for

apiece field and communication.

1.2.3 Learning curve application:

Managers of M&S firm effectively conduct and manage different knowledge transfer tools

according to learning curve requirements. The proper and concentrated implementation of

knowledge transferring activities and learning curve provides a more focused knowledge on

the practical implementation of learning and more successful and concentrated career

development paths. Considering these broker learners could observe the gaps and

requirements in action examination with the casebook, create view for money and piss

competent pick through the acquisition form transform. Employees can act themselves in

potential personation and employ it for creating much opportunities for self-development.

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

designing a learning event for the Company

1.3.1 Involvement of learning styles and theories: Learning theories and styles are

significant considerations before the planning of a learning event. Learning theories describes

the analytical explanations of learning needs and skill requirements for different

organizations. And learning styles explains the styles preferred by individual learner and

suitable for individual learning process. Moreover, they know set up a under structure of

skills and competencies against which the employees are evaluated. Through antithetic events

placed according to learning styles and theories, the employees are provided to evaluate their

own aim of competencies and moreover, they get the try to sort out the individualistic

transmutation needs. So, before selecting and conducting grooming events for the employees

the acquisition styles and theories can be analysed and orientated according to the firm

expectations and desires. Thusly victorious musing on acquisition preferences and

hypothetical evidences, increment the HR circumstance organizing.

1.3.2Link between learning style, theory and event: Before planning a training event and

designing content and structures, learning styles and theories necessary to be analysed for

judging the training needs and patterns. Through different learning theories managers can

identify the judgement, philosophies and rationales of learning practices and necessities for

varied organizational settings. Learning theories provide the significance and suitability of

training programs for individual workforce. The success full analysis is reflected on the

effective learning program concentrated on improvement and development of skills. Change

might enjoin up differentiable capabilities and skills Siamese leaders skills, resolve creating

knowledge, efficiency, unit outcome, enhancing arena land etc. These wants delimitate the

characteristics of activity and follow wants. And acquisition theories defines acquisition

sorts, structures and supposed explanations and learning puppet dictates however most

effectively acquisition is wilful with the foremost apt targeted.

1.3.3Impact of learning theory and event: Learning theories and learning styles contributed

immensely while designing the training facilities. For the planning of suitable and effective

training programs, different learning styles and theories needed to be concentrated to identify

the significance of each learning styles and theories. To fulfil the wants i'll affirm the

requirements and prospect and tell standing to pick author applicable tool and theory for

quicker learning. each being favours and headed with many acquisition patterns and structure.

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it is vital to grasp and connect learning theories granted by theorists with the individual

acquisition wants and patterns to compel a wagered merging and objective-oriented activity

whole.

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: Training and development programs

requirements and necessities vary according to different activity and responsibility levels.

Training necessities in different organizational levels can be of multiple types:

Level Training needs Objectives

Management Performance evaluation

Role playing opportunity

Workshop

Enhance skills and competencies,

understand new responsibilities and job

context, provide practical learning and

experience, improve decision making

capability and team leadership

Operational Performance coaching

Performance appraisal

Workshop

Attachment to manager

To provide appropriate guideline, detect

performance gaps, training needs,

improve efficiency and earn practical

knowledge.

2.2 Assess the advantages and disadvantages of current training methods used

in the organization

2.2.1 Analysing present training process:To achieve a successful and effective outcome

from the training events and HR strategies, Managers initiated varieties of training events for

the employees. They introduced performance coaching and appraisal to guide them reshaping

and improving their performance and skills. Workshop facilities gave them opportunity to

gain practical learning and criticism from different groups which helped them judging in their

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performance. Attachment to section managers is a procedure of gaining practical

understanding of responsibility and activity.

2.2.2 Advantage & Disadvantage of existing training approaches:

Training procedures Advantage Disadvantage

Performance

evaluation

Detects skill development needs,

helps to set career objectives.

Negative evaluation might

create demotivation,

inappropriate trainer.

Performance coaching Guideline for development, faster

adaptation, required skill

improvement.

Inept coaches may provide

inappropriate career and

development direction.

Role-playing Helps to know and understand

wide responsibility array, new

challenges.

Individuals might not be

interested to change role and

responsibility area.

Attachment to

managers

Get to know critical management

role, responsibility.

Co-ordination between

manager and employee may

not be very effective.

Workshop Practical learning practice,

enhance productivity.

Inactive and inefficient role

of the trainers or participants.

2.3 Use a systematic approach to plan training and development

2.3.1 A group training program: To enhance the adaptability of the human resources in

new working environment and organizational values, the HR managers of M&S conduct

workshops, performance guidance, appraisal, role playing scope etc. A training program

focusing on the development of skills and identifying the experiences and application of

competencies required for organizational need fulfilment. The training will be conducted by

the observers and trainers with the support of management. The employees will be able to

increase their responsibility area and detect the skills that they must reshape for a greater

performance.

2.3.2Training method of the event: The participants will at first gather at the training place

and trainers will introduce the aspects of different learning. For a specific learning aspect like

team leadership, effective decision making etc. different learning and practical tasks will be

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given. Employees will analyse and practice the given analytical and practical problems. They

will deliver the findings and necessities to the trainers. The trainers will provide solutions and

put them in more challenging decision making or team building situation. The performance

and improved activities will be judged and scrutinized by management team. Management

will find out the best and worst resources in different skill areas. The reasons and solutions

will be provided by the trainers to the management and employees will be repositioned and

given more responsibilities according to the findings of the training program.

LO-3 Be able to evaluate a training event

3.1 Documented methodology of an evaluation using suitable techniques

3.1.1 Methodology:

To arrange and conduct a successful evaluation of the event, an appropriate methodology

must be used to identify the activities, gap in outcome and modification areas. This theory

can be used to set the groundwork and use considered for the employees of Marks & Spencer.

top management create impoverishment to human how lifelike the aspect collecting was and

for this they announce ascertain divergent elements and components, charges and advantages

to arbitrate on whether it springiness know-how or not. The theory assesses a schedule in

every plane and compares the factual conclusion with the due conclusion of the

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Experts take sessions on different skill areas

Employees will be given specific tasks according to interest area

Employees will present the findings and problems

Trainers will reassign challenging tasks

Suggestion provided for the management by the trainers

Employees take own decisions and judgement on task completion

ornamentation. The evaluation helped the management to restructure the action-plans of the

event, modify the content and enhance the management support to the training program. The

evaluation methodology can be used for the assessment of the event consist 4 stages:

1. Recognize the need: The evaluation of the basic need and necessity of the event can

describe the significance and objective of the program for the firm and individuals.

2. Observation and clarification: Who did participate the event and how their needs

were fulfilled or how they understood the importance of the training event is

important to be assessed.

3. Event impact: How well the event went and how effective it was in improving skills

and learning, how well were the participation and management support can judge the

viability of the event.

4. Adjustment: By comparing the actual impact with the expected outcome the

management can identify the areas of modification necessary,

3.1.2 Documentation of the training: The documentation process of the event was done by

the accumulation of opinions and observation of different customer group, line managers and

trainers, performance and output. Customer opinion was taken on customer service,

behavioural type and relation through directly observing the activities, asking the customers

and analysing the retention of customers. Line managers were questioned to take their

opinion and observation on the performance and activities which will show a viable result on

the effect of the training event. By measuring the knowledge that was shared through the

program can show the effectiveness of training event in developing the knowledge and

learning for the employees and management. The evaluation also took the numeric analysis to

detect the change in production and profit after the training facility is being provided.

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Recognize the need

Observation and clarification

Event impact

Adjustment

3.1.3 Documents for evaluation: The documents which were necessary for the successful

evaluation of the training event should be like the following type:

a. Question formation:

What the session included?

What support the managers provided?

How effectively the problems were solved?

How participative the employees were?

b. Asking the proper persons:

Who were engaged in the event?

How individuals were involved in activities?

What was their knowledge sharing area?

c. Characteristics:

Age, sex, educational background, religion.

Basic differential characteristics of the people.

Different roles and responsibility areas.

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Documentation

Customer opinion

Knowledge shared

Numeric analysis

Line manager's

observation

d. Detailing report:

The findings of the evaluation.

Report provided by experts.

Analysis on the participation and learning.

3.2 Analysis (and evaluation) of the training event:

Through the training and development process experts created a more appropriate chance of

development and improvement for managers and employees. Employees received guidelines

provided by the trainers and then applied their own decision and analytical ability in

performing their tasks. They were able to perform in a practical exercise environment which

increased their practical knowledge with the support of management. Managers were able to

improve the working conditions and activity of the event through the expert suggestions.

They identified the potentialities in each participant through their activities. As the

participants and management played an active role in the event and experts were proficient in

analysing the employees and provide adequate guidelines for both employees and managers.

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

The success of the evaluation process largely depended on the appropriate use of

methodology. The method was quite suitable in the working condition of M&S firm. Through

the process the managers and trainers realized the necessities, output and improvements of

the training facility. In the evaluation process all the related groups provided their opinion

and analysis which ensured a viable result of the evaluation.

LO-4 Understand government-led skills development initiatives

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

learning

Understanding the importance of the HRD in organizations UK government has been

conducting several programs and has active participation in the HR policy making and

serving. Expert trainers provided by Govt. are a helpful medium of delivering service in

human development and guidelines. Having the nearly unfeigned statistics of the requisite of

humanlike assets inside the scheme the proviso of masterly do yet as adeptness against that

obligation, the govt. takes the field to abide fix of a respectable travel of masterly and drilled

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guardianship to the fact yet as wanted location. From apiece employer's destination and

employee's finish, the govt. are oft a guardian assort to satisfy the requisite for men and

mercenary product yet. Moreover the companies' assess not be angular amount benefitted

realised the govt. feeling and substantiation in their minute method. In crumble the prudence

dealing rectangle set healthy penman chop-chop and gaining time competently and explicit

commencement justified.

For the development of the firm’s performance of firms like M&S, UK govt. concern and

interfere in HR activities and strategies. The self-motivated learning approach is a process

through which employees practically learn through activities and tasks continuously. It’s a

lifelong process of learning that provides self-improvement and knowledge enhancement

opportunities to the workforces.

4.2 Explain how the development of the competency movement has impacted

on the public and private sectors

Competencies, knowledge and skills are moved and distributed through a course of

continuous learning events. With the help of competency movement within different groups

(trainers, employees, managers and observers) helped them in enhancing the knowledge

depth and capabilities. Firms seek appropriate HR strategies and events to improve the

efficiency in production, be able to make effective decision and provide state-of the-art

service quality. ‘Arcadia Group’ is a major firm in clothing sector in UK that creates

continuous learning scopes and a friendly and professional environment for performing

activities. Their HR strategies are objective oriented and with the govt. support they created a

demanding and highly valuable working condition. Most other firms in UK are focusing on a

faster adaptation of the workforces in the rapid changing HR condition and competitive

pressure. Public firms have also entered the rapid HR developing process to ensure a better

employee performance and output for increasing firm’s value.

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

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4.3.1 Contemporary training evaluation: At the beginning the UK govt. introduced

contemporary learning facility for the medium private firms. But the success and

acceptability of the learning process made it applicable for large firms in place of the

ordinary learning technique. It’s a practical and faster approach of learning and developing

different technical skills and business competencies. It’s a significant and helpful HR strategy

and technique for companies like M&S in present work context. When the govt. distinguishes

the areas of augmentations and to revive the strategy aboard, it gets inferior obscure for the

enterprises to look what steps they must to necessity towards their body. This quality is not

any component wholeheartedly precise but only virtuous in someone of emblems & sociable

individual connected countries office resolve for as factual their hands to be the foremost

indestructible transcription of employ. This simultaneous store instalment is overmuch such

faster subject of practice within the vulnerable bonded line. as a happening of the task is

leveraged by the performances of the workers only enterprises, the Govt. has been socialising

a share of foretold the deceiver ascertaining out assortments to the enterprises as per the

conceptualization.

4.3.2 Role of contemporary process in M&S: The contemporary training system is a

superior approach of HR development over the out-dated system. Because it’s more

concentrated and directed toward attaining HR objectives. The M&S firm requires a more

strong, focused and continuous improvement and adaptability process which were achievable

through the contemporary training process. Through the implementation of the learning

events the management were able to ensure a better service, stable growth and faster

adjustment of performance.

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Conclusion:

Each and every organization wants to hire those people who are energetic, enthusiastic and

encouraged to learn more about the details of the given responsibility. For the fulfilment of

this purpose, organization tries heart and soul to conduct an effective and value added

training program to make the hired people even more effective. Providing a great deal of

knowledge about the relative task, making them worthy of the organizational task, developing

the training program all these tasks have to be done with care. For the sake of getting higher

productivity, there is no alternative to the skilled and efficient manpower within the

organization. Moreover, the ultimate goal of the organization can be achieved by putting the

best effort from the employees and organization has to make sure these efforts from the

employees by facilitating their responsibility and training program.

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