Unit 23 –Human Resources Development

ASSIGNMENT ON

Unit 23 –Human Resources

Development

Name of the Teacher: Mr Peter

Emelone

Name of the Student: Monika

Human Resources Development

sz

Student ID:

Table of Contents

Introduction..............................................................3Task: 1 Understanding Learning Theories and Learning Styles...............4

1.1 Comparing Different Learning Styles.................................41.2 Explain the Role of the Learning Curve and the Importance of Transferring Learning to the Workplace..................................91.3 Assessing the Contribution of Learning Styles and Theories when Planning and Designing a Learning Event................................11

Task: 2 Gaining Ability to Plan and Design Training and Development......12

2.1 Comparing the Training Needs for Staff at Different Levels in an Organisation...........................................................12

2.2 Assessing the Advantages and Disadvantages of Training Methods Used in an Organisation.....................................................14

2.3 Using a Systematic Approach to Plan Training and Development for a Training Event.........................................................16

Task: 3 Gaining Ability to Evaluate a Training Event.....................173.1 Preparing an Evaluation Using Suitable Techniques..................17

3.2 Carrying out an Evaluation of a Training Event.....................183.3 Reviewing the Success of the Methods Used in Evaluation............20

Task: 4 Understanding the Government-led Skills Development Initiatives..21

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Human Resources Development4.1 Explaining the Role of Government in Training, Development and Lifelong Learning......................................................21

4.2 Explaining How the Development of the Competency Movement has impacted on the Public and Private Sectors.............................23

4.3 Assessing how Contemporary Training Initiatives Introduced by the UK Government Contribute to Human Resources Development for an Organisation........................................................................24

Conclusion...............................................................25

References...............................................................26

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Introduction

Human Resource Development (HRD) is the studies and practices

designed solely to develop the quality of a person and make him

competent for a given job (Academy of Human Resource Development, 1998).

This is a vast subject and contains many conceptual and practical

knowledge and findings. Training and development is a part of the

overall HRD and palys an important role in the quality building of

the employees.

In this brief assignment we are going to present different learning

style and learning theories, the role of learning curve and the

importance of transferring learning to the workplace. We will also

present the need to training in different level s of an organization,

the types of training methods and implications and effectiveness of

the training methods. Then we will describe the way to be able to

design a training program and evaluation process. And finally will

conclude by stating the government’s role in training and development

and particularly the steps taken by the UK government. In this

assignment we describe pure concepts as well as its application in

the real world. The asked criteria of evolution will be incorporated

in due places.

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Task: 1 Understanding Learning Theories and Learning Styles

Men’s comprehension capacity is different. They react differently in

a same situation. That’s why the mode of learning varies from one

person to another. In today’s competitive and challenging workplace

learning events and training sessions plays an important role in

developing and maintaining the quality of the personnel as well as

the products or services provided by the organization (Academy of Human

Resource Development, 1999). Practical and sound knowledge of different

learning theory and learning styles have an impact on designing and

carrying out an effective learning event.

In the following sections we are going to describe and compare

different learning styles, explain what a learning curve is and the

role of the learning curve, the importance of transferring the

learning to workplace and what role have a learning theory and

learning style in designing a learning event.

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1.1 Comparing Different Learning Styles

Learning is linked with the concepts of knowledge, skills, behavior,

values and preferences. Learning can be defined as acquiring these

things or modifying or reinforcing the previous acquisition of these

things (Bratton and Gold, 2000). In other words learning is a process

which deals with the 3-Ws; what, how and why. True learning is not a

sudden happening rather it is a result of consistent and gradual

process. Human being has a general tendency for learning and it can

also be instigated. The mind and prior knowledge or previous

knowledge plays an important role in learning.

The way a person acquires new knowledge, skills, etiquette, values or

preference through different ways and styles. The subject which deals

with the ways of learning is called learning theories. There are

different theories about learning. Some early commentators say that

learning is a result of active engagement, others says that learning

is not only a personal matter rather it is a social phenomenon and

people learn from social exposure. Basically Learning theories are

conceptual frameworks that describe how a new knowledge or skills are

acquired.

Many experts had given their own views about learning. Among the

scholars of learning style David Kolb advocates a certain type of

learning style and Peter Honey and Alan Mumford supported a different

learning style. Here is a brief comparison between the 2 famous

learning styles:

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Kolb’s Learning Styles:

David Kolb suggested that people follow four learning styles in

learning which is based upon a learning-cycle composed of 4 stages.

The four-stage learning cycle is as follows:

The Learning Cycle:

Kolb said that each people learn through this cyclic process and

their learning can be one of the following styles:

1. Diverging learning style:

The people who follow this learning style tend to watch and observe

first rather than doing immediately. This kind of people is good at

artistic works and the jobs which require brainwork instead of

physical effort. This is a people focused learning style.

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2. Assimilating learning style:

The people who follow this learning style tend to follow the pure

conceptual and logical knowledge. They focused on the concept rather

than the people. These kinds of people are good at scientific

research and inventions.

3. Converging learning style:

This kind of learning style is totally different than the previous

two styles. Instead of focusing on people or abstract concept this

style focuses on practical works. Those who follow this style are

good at practical problem solving.

4. Accommodating learning style:

Accommodating learning style is an interesting learning style

described by David Kolb. People who follow this style for learning

actually follow their inner feelings than practical reasoning. They

don’t bother about any logical explanation rather they follow

intuition. They don’t do any research or analysis. They took other

people’s finding and work on that basis.

Honey and Mumford’s Style:

Honey and Mumford advocates completely 4 different style of learning.

They didn’t suggest any learning cycle as Kolb did. The learning

cycle of Honey and Mumford are as follow:8 | P a g e


1. Activists learning style:

This kind of learning style is followed by those who like to

experience new things. They don’t bother about the consequence and

like to face new issues in the practical fields.

2. Reflectors learning style:

The reflectors are very cautious people and due to their cautiousness

they like to collect primary and secondary data from all possible

sources and after analyzing them they reach to any conclusions. They

like to listen to other people’s ideas before stating their own

opinion.

3. Theorist learning style:

The people who follow this kind of learning style like to formulate

new theories out of their new experiment and observations. This kind

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Human Resources Developmentof people thinks that logical derivation is a good way to solve a

problems.

4. Pragmatics learning style:

Pragmatics likes to experiment new ideas and theories which was never

been in any real world implementations. They consider the problems

and difficulties as new challenges which have to be faced and been

overcome.

In the practical world different people follow different learning

styles. All learning styles have its own justification and according

to this it can be applied in its given field and obtain good results.

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1.2 Explain the Role of the Learning Curve and the Importance

of Transferring Learning to the Workplace

Learning curve has an impact on the overall learning process because

it represents the track record of the performance of the learners. On

the other hand learning doesn’t have any impact if they are not

transferred to real world, i.e. the workplace. Every learning style

has its own objective and it can only be achieved if it is

transferred to the workplace (Werner and DeSimone, 2009).

The role of learning curve and the importance of transferring

learning to the workplace are stated bellow:

Role of Learning Curve:

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Human Resources DevelopmentLike any other curve a learning curve is also a graphical

representation. It represents the increase or decrease of learning in

respect to experience. It’s a great tool for assessing the impact of

any learning or training program as it shows the track record.

The learning curve is used to identify the key elements of learners’

progress and formulate education policy. It also shows the common

elements of effective learning.

Learning curve is widely used in resource requirement planning and

setting up incentive rate schemes.

Importance of transferring learning to workplace:

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Human Resources DevelopmentAll kind of organisations arrange training and learning sessions for

the employees (Walton, 1999). They use time, fund and energy to train

the personnel to have some benefit in the competitive market place.

So it is highly expected that the learners should transfer their

learnings to the work place. The importance of transferring learning

to the workplace can be stated as follow:

1. Add Value:

The prime objective of the learning session is to add value to the

organisation. So if the learning is not transferred to the workplace

no value will be added to the organisation.

2. Proper utilization of Fund:

Each training and learning session requires funding. Organisations

have spent a lot to develop its employees. So if the learning is not

transferred to the work place then this spent money will not be

utilized in a proper way.

3. Face and Overcome Challenges:

Employees may face practical obstacles in doing his assigned

responsibility. Sometimes he may face a challenge about which he

doesn’t have any prior knowledge. Learning sessions contains such

case studies. So if the learning is transferred to the workplace it

will help the employees to come up with the new environment and face

and overcome challenges.

1.3 Assessing the Contribution of Learning Styles and Theories

when Planning and Designing a Learning Event

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Human Resources DevelopmentThe practical knowledge about the different learning style and

theories are very much critical to any kind of learning event

designing because this is more of a psychological job (DeCenzo and

Robbins, 1996). This matter is explained in the following example:

Case:

Mr. A is a teacher.

Mr. B is a doctor.

Mr. C is a policeman.

Mr. D is a banker.

If I assume myself as a learning event designer and organizer I have

to think about their reality first. What kind of learning they need

and their current area of work and their potential future roles in

their respective jobs should be my first consideration.

Then I need to know how humans behave and how their brains functions

and the role of prior knowledge or information they have. This will

help me to understand the psychology of the learner.

They I should gather clear understanding about the learning styles.

Then according to the reality and necessity of the learners I should

design a learning event.

Then I should set up the activities and learning material on the

basis of the style of learning I have chosen.

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Human Resources DevelopmentIn the case above Mr. A, Mr. B, Mr. C and Mr. D all have different

background and different learning needs. They may have different

prior knowledge and different psychologies. So if I don’t have the

proper knowledge of the learning theories and learning styles then I

certainly will not be able to design an effective learning event.

Task: 2 Gaining Ability to Plan and Design Training and

Development

Planning and designing is a practical and real-world work. It

requires some conceptual knowledge as well as some real-life

experience. Planning and designing a training and development is not

an exception of this (Dessler, 2000). This requires the knowledge of

the different training need for staffs at different level and knowing

the feasibility and merits and demerits of each training method.

2.1 Comparing the Training Needs for Staff at Different Levels

in an Organisation

Training need is not same for the employees or stuffs at different

level in an organisation. The responsibilities of the staffs at

different level are not same. They play different role in achieving

an organisaiton (Garrick, 2002). Let us consider the following

organisation:

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Human Resources DevelopmentXYZ is a manufacturing organization. It has 3 departments; finance

and accounting department, marketing department and Production

Department. Let us assume that the organisation is planning to

conduct a training session for it employees. So the organisation

should monitor and assess the training need of the employees of the

different level and different departments.

The HR management should design training session based on the need of

the employees.

Firstly, let us pick the finance and accounting department:

The managers’ need of training is different than the training need of

the subordinates. The managers should be given training regarding how

they can play their role in achieving the goal of the organisation.

The subordinate should be aware of the goal of the organisation but

their main concern should be to serve the purpose of the management

which don’t need any major decision making concerns.

Then, the marketing department,

The manager should be given training to that they become effective

team leaders and efficient decision makers and the subordinate should

be given training so they become effective in executing the decisions

of the management.

And finally the Production department,

The Managers should be given training so that they become well

decision maker. The production experts should be given training so

that they become more innovative and efficient in doing the

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Human Resources Developmentproduction work and the works should be given training so that they

can comply with the code of conduct of the department and play their

role workers.

So, finally we can say that the training needs for different stuffs

of different levels are not the same. The need varies according to

the reality and type of responsibility they hold.

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2.2 Assessing the Advantages and Disadvantages of Training

Methods Used in an Organisation

According to budget and need the organizations chose training methods

(Gilmore and Williams, 2009). Assuming the previously mentioned XYZ

Company we will now discuss the advantages and disadvantages of

different training methods used by the company.

1. The classroom or lecture method:

This is a common type of training method. In this training method the

trainees are place in a class room and one or more instructor give

lectures using a white board or a PowerPoint projector.

The main advantage of this training method is that XYZ Company can

conduct a training session for a large number of employees at a time

and it is cost effective.

The main disadvantage of this training method is that this method can

be applied for the training of the practical production work as there

is no scope for laboratory demonstrations. And it can also be

monotonous.

2. Demonstrations or practical training method:

This training method requires a practical field where the knowledge

or technics are demonstrated to the trainees. The organizations

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Human Resources Developmentcreate such an environment where the demonstrations can take place

and the trainees can learn by observing the demonstration (Grieves,

2003). After the demonstration there are questions & answer session

where the learners can ask questions and remove their confusions.

The main advantage of this training method is that, it is suitable

for the production department of XYZ Company. Moreover it can be

encouraging and enjoyable for the employees.

The main disadvantage of this training method is that, it cannot be

applied where decision making based on practical reality is required;

i.e. the management level.

3. Case study method:

This is a training method where a situation is given to the trainees

and then asks them to solve the situation based on some assumptions.

This method can be applied to any individual or teams.

The main advantage of this method for the XYZ Company is that, it canapply it to the management level to enhance the decision making capacity of

the managers. It is also cost effective.

A prime disadvantage of this method of this method is that, it has no

effect in the subordinate level. Is cannot be applied to worker level of

the company also.

4. Mixed training method:

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Human Resources DevelopmentThis is an interesting training method. It combines all possible

training method in one umbrella and used to train and develop the

employees.

The mixed training method is suitable for XYZ Company because it hasdifferent department and different layer in those departments. So if a

combined approach is applied it will be easier to train and development.

But the major disadvantage of this method is that, it can be very much

costly and time consuming. It can also lead to unnecessary engagement of

the employees and lead to stagnant business operation.

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2.3 Using a Systematic Approach to Plan Training and

Development for a Training Event

A systematic reproach of training is composed of some systematic

stages which come one after another. This is basically a rational

approached which starts from identifying the aim of the organization

and after certain stage it finishes at implementing the training

program (Index to Human Resource Development Review, 2006). For XYZ Company

we are going to plan a training event.

Stage 1: Organization’s Aim:

The aim of XYZ Company is to dominate the market though innovation

and effective marketing and cost minimization. To achieve this aim

the organization wants to build a comprehensive product line and cost

effective production.

Stage 2: Setting up Training Need:

In this stage XYZ Company identified that the production worker and

the marketing agent should be more efficient. Otherwise the

organisation is not going to achieve its aim. So the top management

decide to conduct 2 different training event for this two

departments.

Stage 3: Designing training Strategy:

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Human Resources DevelopmentXYZ Company has designed a demonstrative training strategy for the

workers and employees of the production department about how the

production can be run in proper and cost effective manner.

The company also designed lecture method where the facts and plans of

marketing will be shown to by a PowerPoint to the marketing stuffs

and agents.

In designing the training strategy XYZ Company considers the budget andeffectiveness of the training events.

Stage 4: Implementing the training Program:

Finally the XYZ Company implemented both the training programs in due dateand place.

Task: 3 Gaining Ability to Evaluate a Training Event

The XYZ Company has successfully implemented both if it’s trainingprograms. Now it is time to evaluate the effectiveness of the programs.

There are several techniques of evaluation. Effectiveness of training is a

key factor in achieving the goal of training.

3.1 Preparing an Evaluation Using Suitable Techniques

Evaluating a training program means measuring the effectiveness of

the conducted training program. There are several ways to evaluate a

training session (INDEX to HUMAN RESOURCE DEVELOPMENT REVIEW, 2004).

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Human Resources DevelopmentThe objective of the evaluation is assessing whether the training was

worth doing or not and whether the performance of the employees

improved or not. After assessing the results the organization has to

decide whether further training required or not (Torrington, Hall and

Torrington, 1998).

For XYZ Company it is very much important to evaluate the two

training sessions conducted. For this reason the human resource

manager of XYZ Company designed a plan to evaluate the training. He

first observed the whole training program and collect date of the

personnel’s previous performance and historical data. Then he planned

to observe the employees for 3 weeks to assess the improvement and in

the meantime he planned to collect feedback from the participants of

the training program. For feedback collection he prepared a

questioner and also planned to talk with them individually.

The HR manage prepared his team of evaluation and brief them the

plan. All are ready to start the evaluation process.

3.2 Carrying out an Evaluation of a Training Event

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Human Resources DevelopmentThis is the practical step taken by the HR team for evaluation. In

this matter the HR team considers the following feedbacks:

1. Satisfaction and participants reaction:

It is the immediate assessment of the trainer. He observes the

immediate reaction of the trainees and try to understand whether the

training program was effective or not (Joy-Matthews, Megginson and Surtees,

2004). The HR team of XYZ Company finds a good reaction from both of

the training sessions.

2. Knowledge Acquisition:

This is another feedback material for the HR team. The HR team of XYZ

Company measures the rate of knowledge by immediate question and

answering process and that was bevy much interactive and most of the

trainees participated and their gesture was good. So the HR team of

XYZ Company thinks that the rate of knowledge acquisition rate is

good.

3. Behavioral Application:

This was an aftermath of the training program. The overall approach

and Behavior of the trainees changed and the improvement was eye-

catching. The XYZ Company is very much content to see this

improvement.

4. Measurable Business Improvement:

The HR team of XYZ Company observed 2 weeks from the conduction of

the training sessions and find measurable business improvement. The

production cost minimized at a notables rate due to train of the

workers and employees of the production department. And though the

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Human Resources Developmenttraining of the Marketing agents the sale of the product increases

and the feedbacks from the customers are better than before.

5. Measuring with a Benchmark:

And finally the XYZ Company compare the result obtained from the

training program with the previously determined standard. This is the

final step of evaluation. XYZ Company finds it pretty impressive and

content of the result obtained. Now the organization is on the verge

of setting up new a new goal higher than the previous one.

And this is the end of the evaluation process the training sessions

conducted by the XYZ Company. It is very much effective to evaluate

by using several methods rather than one method. It guarantees more

accurate result.

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3.3 Reviewing the Success of the Methods Used in Evaluation

The HR team of XYZ Company used 5 different methods for evaluating

the two training sessions. Before starting the evaluation the manager

discussed about this with his team members. He narrated and convinced

the members of his team to accept his decision about using 5

different methods of evaluation (Knowles, Holton and Swanson, 2005).

The HR manager told the other participants of the HR team that any

one method can bring a certain feedback and not the overall and

comprehensive feedback. He described benefits of each of the methods

to them as follows:

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1. Satisfaction and participant reaction is a psychological

phenomenon and it describes the inner feeling of the trainees

about the program they participated.

2. The training was to develop the individuals’ personal skills.

It’s directly linked with the acquisition of knowledge. So it

should be measured to find a greater picture of the training

impact.

3. This is also a tool to understand a person’s improvement. So it

was included in the evaluation process and it works finely.

4. The main goal was to improvement the business outcome. So the HR

manager collected previous data and compared with the new data

obtained by observation. It was a useful tool to evaluate the

effectiveness.

In conclusion we can say that the HR manager’s decision of using 5

different methods was useful and it helps to get the complete picture

of the training impact on the organisaion.

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Task: 4 Understanding the Government-led Skills Development

Initiatives

Government is the top body of any country which can help and support

the people at a greater degree. It has the capacity to do more well-

being than any other privately owned organisaiton or

individual (Mankin, 2009). As the supreme body of the country the UK

government has a role in developing its subjects and it is

contributing well in this regard.

4.1 Explaining the Role of Government in Training, Development

and Lifelong Learning

The role of the government in training, development and lifelong

learning is very vital. The focusing contributions of government are

this perspective is given bellow:

1. Generating a Public Norm:

A government can reach to all. Though its various tolls and means the

government can initiate a process to generate a common culture among

the public which will help them to train and develop them.

2. Formulate a HR Policy for All:

The government can formulate a Human Resource Development policy for

all of its citizens and help to improve the capability of its

citizens.

3. Allocate Fund:

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Human Resources DevelopmentGovernment can give fund for HRD in private sector as well as in

public sector. Usually the governments around the world provide fund

to train and develop its state employees. According to government

policy and need they can also give fund to the private sector

too (Martin, 2009).

4. Promote HRD Study:

Government can help training and development by promoting HR study

for all. It can be done through including an intense syllabus of HRD

in the National Curricula.

5. Creating a Favorable Work Environment:

By providing a favorable work environment the government can help in

developing the overall capability of the citizens. It can be done in

many ways. One of the way can be passing a law containing the rights

of the employees and punishments for violations.

So we can say that government can be a pioneer in developing the

training and development and lifelong learning.

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4.2 Explaining How the Development of the Competency Movement

has impacted on the Public and Private Sectors

Competency can be described as the ability to accomplish any given

job (Mathis and Jackson, 2003). This ability requires some other

qualifications which are a prerequisite to finish a job effectively.

The concept of competency can be understood from the following

sequence:

1. Novice: Who don’t any prior knowledge

2. Experienced beginner: Who got the primary knowledge of the job

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3. Practitioner: Working with primary knowledge for a descent time-

frame.

4. Knowledgeable Practitioner: Who has gathered all required

knowledge of the subject matter, but yet to reach the level of

an expert.

5. An Expert: Who actually become proficient in the subject and

developed an in-built understanding of the subject or job.

Competency of a person revolves through this process and there is an

impact of competency in the real world workplace.

Both public and private sector are influence by the competency

movement. In the past this knowledge of competency was not widely

circulated. With the passage of time it becomes a matter of big

discussion and standard of competencies become a common debate among

the experts. Especially in the public sector the competency of the

public servant become a matter of concern. Some said that high

competency standard must be maintained in order to sever the public

well. They advocated for rigorous competition for the public sector

jobs and intense training programs to make them more competent for

the job (Megginson, 1993).

For maintaining competitive advantages the private sector accepted a

high competency standard and for this reason they offered gigantic

salary figures for the competent persons. But during the recession

time this competency standard was used in favor of the corporation

against many competent employees who lost their jobs in low

competency-standard ground.

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4.3 Assessing how Contemporary Training Initiatives Introduced

by the UK Government Contribute to Human Resources Development

for an Organisation.

The UK government has several initiatives in the fields of HRD

(Milkovich et al., 1991). The government institutions which look after in

this matter are:

1. Department of Trade and Industry.

2. Department of work and Pension.

3. Department of Education and Skill and

4. Department of Health

The services provided by this agencies to the privately own

organisations are as follows (Mondy, Noe and Gowan, 2005):

1. Providing business likes to the eager and needy ones.

2. Providing skills for Business Network by Sector Skills Council.

3. Funding and planning education for the over 16’s by the Learning

and Skills Council.

4. Creating skilled workforce for the industry by the University Of

Industry.

5. Creating standard workforce of specific sector by National

Vocational Qualifications.

6. Ensuring good practice of work by the Investors in Peoples

Standard.

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Human Resources DevelopmentThese are the few initiatives taken by the Government of the UK which

helps the organization to get better people for their jobs and

ensures the commitment of the government to help the private sector.

Conclusion

In conclusion we can summarize that Human Resource Development is an

important study in today’s world. The HRD is now an elaborated

subject which includes many concepts and studies. Understanding the

training need, the learning theories and learning styles,

implications of the learning theories and style, ability to design

and formulate training events, evaluation process and method etc. are

some of the few topics covered by the HRD study. Also the role of

government in development of training and development is a

significant one. As a government the Government of UK is playing a

vital role in the development of training and lifelong learning by

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Human Resources Developmentmany of its publicly funded agencies and some public-private combined

funded institutions.

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References

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Bratton, J. and Gold, J. (2000). Human resource management. Mahwah,

N.J.: Lawrence Erlbaum.

DeCenzo, D. and Robbins, S. (1996). Human resource management. New

York: Wiley.

Dessler, G. (2000). Human resource management. Upper Saddle River, NJ:

Prentice Hall.

Garrick, J. (2002). Informal learning in the workplace. London: Routledge.

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development. London: Kogan Page.

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Human Resources DevelopmentKnowles, M., Holton, E. and Swanson, R. (2005). The adult learner.

Amsterdam: Elsevier.

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Martin, J. (2009). Human resource management. Los Angeles: SAGE.

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Megginson, D. (1993). Human resource development. London: K. Page.

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Unit 23 –Human Resources Development

Documents