Learning Styles and Planning Training Events - Coursework Example

Table of Contents Introduction 3 AC1 3 Learning Styles 3 AC1.2 4 Learning Curve 4 Transfer Learning 5 AC1.3 5 Learning Styles and Planning TrainingEvents 5 Interactive Method: 8 Disadvantages 8 Hand on Training: 9 Advantages 9 Disadvantage: 9 Computer based training: 9 Advantages: 10 Disadvantages: 10 Online or E-learning: 10 Advantages: 10 Disadvantages: 11 Analysis: 12 Design: 12 Development: 12 Implementations: 12 Evaluation: 12 AC3.1& 3.2 13 Training Evaluation 13 Senior Management: 13 Training Manager Contribution: 13 Line Manager Contribution: 13 Trainer Contribution: 14 Learner Contribution: 14 Different Method of Training Evaluation: 14 1 Observation: 14 2 Questionnaire: 14 Benefits of Observation as an Evaluation Technique: 15 Limitations: 15 Benefits of Questionnaire as an Evaluation Technique 15 AC4.1 17 The role of government in training and development 17 AC4.2 18 Impact of the development of the competency movement 18 AC4.3 19 Contemporary training initiatives introduced by the UK government 19 References 20 To Head of Development Xenon Ltd. Introduction There is no denying the fact that human resource development is a very important function for an organization. Human resources are one of the most important resources of an organization. There is a huge potential in human resources that can be tapped with the help of different human resources development techniques. Human resource development refers to training the human resources for the future and current challenges. Training and development, which is one the four functions of human resource management is sometimes referred as human resource training and development. This report aims at discussing different dynamics of human resource development. AC1.1 Learning Styles Honey and Mumford (1982) note that there are four learning styles such as activist, reflector, theorist and pragmatist. Although there are many different and distinct styles of learning in the world but here we are going to discuss the 4 styles highlighted by Honey and Mumford. There are certain limitations and merits of the four learning styles described by Honey and Mumford. It is important to discuss merits and limitations of activist, reflector, theorist and pragmatist become a better human resource development professional (Www2.le.ac.uk, 2015). . Following are the merits and limitations of activist, reflector, theorist and pragmatist learning styles. Activist: It is an important way of learning. This method refers to the people who try to learn a skill by practically doing that work. This method is the best method of learning in some cases because people learn on their own. But there are some limitations of this style. By trying to do a work without getting basic knowledge about it, we may waste our resources by making mistakes. By adopting this style we may have to spend more time to learn a task than the time required to learn it if we learn it from an expert. Reflector: It is also an important way of learning. These people just try to see others working on a task. They keenly observe people and try to learn from them. Then they try to perform that task with their hands. This is also a good method to learn because we can easily learn a skill by observing others who are practicing that skill. Its limitation includes the fact that solely relying on others may bound us to learn that skill without mastering it. Theorist: This learning style is followed by many people. These are the people who first try to study a task and try to understand it. Then based on their understanding they try to perform that particular task. It is the best learning style of all times. It is always good to first have a basic knowledge about a skill and then try to practice that skill. Its limitation includes the fact that it is always difficult to learn a practical task while reading about it. Pragmatist: This learning style is also followed by many people. Pragmatists are the people who study different skills in first place. Then they find ways to bridge the gap between theory and practice. This method is also very effective and is used in the organizational settings nowadays. This method is a rigorous and time-consuming method but it turns out to be the way to make people understand. So based on the discussion on learning styles, we can say that learning styles are of utmost importance as there is a huge potential in human resources that can be tapped with the help of different human resources development techniques. So it is necessary for the planners of training and development events to consider the best learning styles while planning an event for training and development. AC1.2 Learning Curve Learning curve refers to the rate of progress in gaining experience and skills. Learning curve and transfer learning are very important to the workplace. Learning curve techniques have a big role in teaching human resources at workplace. A typical learning curve means a graphical representation of learning and experience. In this graphical representation, we generally take learning on y-axis and experience on x-axis. A learning curve can be use in two ways. Firstly, it can be used when a task is repeated again and again over a period of trials. Secondly, it can be used where some knowledge is gained by the passage of time. Learning curve technique is used in many disciplines like, Psychology, Economics, and Mathematics. The history of learning curve dates back to 1885 when it was first used by Hermann Ebbinghaus for Psychology of learning. Learning curve technique has got immense importance in determining the rate of learning of a person. Over the period of time, learning curve method has become an important method to check and ascertain the level of learning (Thelearningcurve.pearson.com, 2015). Transfer Learning Transfer learning refers to the learning and understanding on the basis of some previous experience. Learning curve and transfer learning are very important to the workplace. Transfer learning techniques have a big role in teaching human resources at workplace. Typically, the meaning of transfer learning is to remember and utilize the previous knowledge learned in a new thing that is to be learned. Transfer learning is considered as one of the most advanced and technological efficient method to learn new things based on the knowledge learned in the past. Generally most machine learning algorithms are designed to respond to one task. Machine learning fraternity is now in search of algorithms that facilitate transfer learning in machine learning. Transfer learning is way too much better than machine based learning. This is due to the reason that the machine based learning is designed to generic methods to teach people whereas, transfer learning take in to account the learning history and potential of people as well. A person can easily learn a skill or a topic if he is already familiar with that topic or basics or that skill. Same is the concept behind the technique of transfer learning. AC1.3 Learning Styles and Planning Training Events When it comes to learning, it is the best strategy to consider the underlying style of learning is so much important. In fact the most important aspect of teaching is to consider the best suiting learning style for an individual or group of people. That is why there is a dire need to sort out the best suiting learning style at the time of planning a training or learning event. There is a huge potential in human resources that can be tapped with the help of different human resources development techniques All type of training events such as - training courses and workshops; courses taught by universities and other organizations; distance learning; internships; on-the-job training; orientation sessions; peer-based methods; self-directed learning; tutorials; and large professional conferences, conventions, and retreats – are equally beneficial with the learning styles. That is why in order to get best out of a training event; we need to device our training events with the help of best available learning style. Human resource development is an important function for the welfare and development of employees of an organization. Through training and development, employees become more useful for organization in general and for themselves in particular. There are four learning styles as per the 1982 research of Honey and Mumford. There are some merits and limitations of these four learning styles which are discussed this report. It is important to consider the best learning styles while designing and planning a training event (Ctb.ku.edu, 2015). AC2.1: Training need is basically shortage of skills and abilities that can be eliminated by further training and development, training need hinder an employee from fulfilment of its job responsibilities and prevent an organization from achieving its objectives, such needs may arise due to lack of skills or understanding, or it arise due to change in workplace. All employee will need some basic training in order to fulfill their expected responsibilities, like showing them how to use your telephone system, and providing them with basic health and safety training, thereafter you may wish to develop your staff further in order to make them a valuable asset for the organization. Skills need in organization of modern days are quite different from those required in organizations 20 years ago, hence a need arise for their training in order to develop them for the modern days organizations, As for as question of training need is consider at different level of organization then those organizations that have a comparatively flatter structure and where employees are expected to perform bigger jobs then training is only mean that can provide such staff who can fulfill these responsibilities, As for as comparison of training is concerned that what level of organization training would be most beneficial then it obvious that at strategic level is out of this analysis here we left with either tactical level or operational level then if we practically analyze the situation then it would be clear that employees at lower level of organization require more training as compared to higher level, further now a days HRD is key to success for any organization, because of such a fast changes in technology every day new technological development take place so for an organization to be in line in competition with its rival it has to relay on HRD, This rapid change in technology require regular training of employees in order to be as competitive as other, for example with introduction of IT in organizations each and every department of an organization require proper training to the new applications so in such case training of employee to new technology is essential for all department, e.g. if an organization is go to implement an ERP (enterprise resource planning) software then after this technological development in an organization all modules of organization require training whether it is financial, sales, inventory or any other concerned module, hence the question of comparison of training at different organizational level is a subjective one that means it is dependent on situation rather than standardize one, AC2.2: There are different methods of training and each has its advantages and disadvantages as well, Instructor led training: It is one of the most popular technique of training, which is cost effective as well in addition to other benefits like it is very helpful for trainees, where they directly ask question in case of some query and also help in improving communication with in organization, Advantages: it is one of the efficient way of presenting a large amount of data to intended audience in an effective way it is personal form of training where both trainer and trainee are in direct communication so it provide a good inter personal communication it ensure that every one get the same information at same time it is cost effective specially when speaker is also one of the employee of the organization interactive mode of training attract people attention Disadvantages: sometime it is not interactive effectiveness of training depend on the lecturer scheduling classrooms are much difficult specially when trainee are at different locations (today, 2015) Interactive Method: In this mode of training different ways are used to keep the trainees involved and interested like quizzes, small group discussions, case studies, Q&A session, and demonstrations etc. Advantages: it keep the trainee interested throughout the session, which help I better understanding make training more funny and enjoyable Much discussion provide new employee much deeper insight In-session feedback provide confirmation of training effectiveness Disadvantages It is a much time consuming exercise as employee mostly are not free enough Due to long process trainer may not be able to complete it in due time, Hand on Training: Experimental training provide different ways through which this training exercise can be made more effective, these other techniques include cross training on other jobs, coaching, apprenticeship, drills etc. Advantages Hand on experience is an effective way for learning specially on side jobs The can immediately practice the learned job Trainer can also immediately assess the trainees learning whether training is successful or not Disadvantage: These training are not good if there is large no of trainee as the resources required for them would be difficult to manage Personal coaching may not suit coach teaching style Apprenticeship may not be as productive for organizations as employees are not as productive for the company and the company is paying them in advance. Computer based training: Now a days computer based training is very much prevalent, although traditional form of training are not completely replaced be the technology but comparatively it has created considerable difference, however it is the training that determine that what is required technology in training not the technology itself, such technology may include text-only, CD-room, multimedia, virtual reality like 3 dimension way etc. Advantages: These form of training are easy to use These programs are customizable often that help in training Helpful for trainees who practice their new skills Economic way of training as same resources can be used by large no of employees These form of training are uniform which standardize it for all trainees These programs are interactive in nature so they help in better understanding Disadvantages: These programs require trainee to be computer literate They require access to computer by employee Low interaction with trainer, so if someone have some query it is not responded timely These form of training are not healthy for all type of trainings where sensitivity is involved If training program is not properly designed it would result in poor retention of trainees knowledge or skills (Management, 2015) Online or E-learning: In addition to computer based learning many companies introduces on-line training programs for its employee who are at widely dispersed locations, these from of training are more popular as access to web is widely available, and these trainings may take any of the following mean, e.g. web based training, videoconferencing, audio conferencing, webinars, online college or universities, emails etc. Advantages: Best means where trainee are at different locations Economic training programs as it save both time and money that would be spent I travelling etc. This is perhaps the best way for getting training from specialist trainer who may be from outside the industry They are good for refresher trainings and further use full for self-directed learnings These form of training are usually well directed and up to date with new amendment and policies Helpful for both trainer and trainees, Disadvantages: This form of training too require trainees computer skills They are usually generic not customized one Some trainees may not like this impersonal nature of training Poor infrastructure in these trainings may not result in desired outcomes Company’s server may not have enough bandwidth to receive the materials for training purposes AC2.3 Systematic approach to training is best way for an organization as in this way they prioritize company’s objectives and its future prospect, in this form of training it is designed with company’s needs, it as a result new personnel become equip with the knowledge and skills to pursue company’s interest, there are different phases of training in this systematic approach, Analysis: The first phase of this approach is the determination of training need through analysis of employee performance and behavior or if this is new one employee who require basic, however an input is necessary from supervisory staff, in order to identify the training need, sometime it is difficult to distinguish between training need and the problem on site, that is whether the problem is due to lack of proper training or it is due to willful neglect by employees, and once this is identified then it became easy to go for solution, Design: During this phase input gathered during analysis phase is organized in some useful manner in order to make them into required learning objectives, i.e. whether it is training of new staff for basic learning objectives or it postemployment training Development: This is the phase where material procurement is started for proposed new training, it may include data gathering for this new training, managing other resources like equipment that would be required in training, instructor availability, class arrangements etc. are different requirements for proposed trainings, (Management, 2015) Implementations: This is the real picture of organizations that what exactly they want from their employees, which is established from analysis and design phase in previous section, in implementation phase it is necessary for organizations to fully plane this before implementation as it is the ultimate way that lead to employees development in the organization, Evaluation: Evaluation step in systematic training approach provide the check on each step that whether it is effective or just a time consuming exercise, the effectiveness of each step should be continually assessed at each step with proper feedback, and after implementation phase it should be established that whether this whole process is productive one or just waste of time and resources, this can be done testing knowledge and skills that have been acquired in training phase, AC3.1& 3.2 Training Evaluation Evaluation of training is one of the main component of a training program, as it not only provide the trainer with suggestion for improvement in training but also improve the training course, through which objective of organization as well as trainee can be achieved. Usually trainer can determine how well the process goes on by observing the group dynamics, e.g. activities of trainees by assessing spontaneous comments etc. Evaluation in training provide an opportunity to the audience and trainer as well to assess whether their objectives are met or not, and this evaluation should be regular after each phase of training. This is in order to make adjustment through which we can make it fruitful exercise, rather than just as a cost center, As for as question regarding who should be involved in training evaluation, here we provide here a study by Lesile Rae is a UK management and training consultant where he believe that for effective training evaluation five people should be involved in this process, here is the details Senior Management: Although they may not have a role regarding any phase of training but it provide an attitude of seriousness that senior management is interested in this exercises, further it enhances the interest of both trainer and trainee in training process and provide them an impression that they are involved in a healthy exercise which is beneficial for both trainees and organization (Focus, 2015) Training Manager Contribution: This is the main role in ensuring that training is evaluated within the organization, as his role is responsible for overall success of training therefor he should be actively involved in evaluation phase, in order to make it successful event, Line Manager Contribution: These are the ultimate people who would next use the trainees skills in their respective line of business, there for an they should also be Involved in evaluation phase, so that no deficiency is left in skills and knowledge of trainee after training phase Trainer Contribution: He is the responsible person for training success first of all he should make it possible that there is conducive environment for learning for trainee where there is frequent exchange of views and knowledge, but after evaluation he should be provided with result of evaluation, so that they can be involved in any necessary remedial actions Learner Contribution: Trainees are the intended individuals whose training is required so they can effectively contribute to evaluation process by providing effective feedback at different level of training, which is the key to all evaluation process, (Business, 2015) Different Method of Training Evaluation: 1 Observation: In this method evaluation is done by walkthrough procedures where evaluator directly observe the new skills obtained by trainees, from detailed training process, this is one of the best method for evaluation of training where evaluation take place on the spot, 2 Questionnaire: Through this evaluation technique a detail questionnaire is prepared where an attempt is made include each and every aspect of training, and then at each phase of completion of training this respective questionnaire is distributed among all trainees for feedback and then evaluation report is based on this questionnaire AC3.3 Review of different evaluation Methods (.co.uk, 2015) Benefits of Observation as an Evaluation Technique: Best way for process evaluation, as it provide an immediate insight into the process Allow Individual to enter into situation or context Provide opportunity for identifying unanticipated outcomes Permit face to face contact with respondent Provide opportunity to explore topics in depth Limitations: Information can be difficult to interpret It may be biased as it depend on how information is evaluated by evaluator Events observed during observation may be a timely exercise and different from reality If people know that they are being observed they would act differently than usual Need well qualified and highly trained observer Selective perception of observer may distort data Expensive and time consuming Benefits of Questionnaire as an Evaluation Technique An economic way of evaluation of training Excellent for outcome evaluation Feedback provided by each individual are confidential and reflect his or her real understanding Large amount of information can be collected from large no of people in short period of time and in cost effective manner Can be carried out by different people with same degree of reliability Data collected during this phase can be more scientifically analyzed than any other mean Most practical way for analyzing true understanding of trainees Limitations: Strong disadvantage is that It is inadequate to understand some form of information It provide only quantity of information without quality Trainees may not fill in the questionnaire with any interest or seriousness Difficult to predict that how much truthful respondent being Questionnaire may not be drafted properly so it would not result in required result All question may not be designed to be answered in either yes or no mode some question has some degree of subjectivity in them. AC4.1 The role of government in training and development For betterment and polishing of workforce, training is essential. Organizations require a skilled and trained workforce are very effective. The government stresses that private organization should start training projects for its employees. These opportunities and projects will assist the staff. A discipline is maintained as the employees become more experienced and trained. Success planning is also welcomed into the organization. As the employee attends training workshops. It will not only help him carry out his job better, but will also prove positive for his employability during several uncertain times. In recent years government has stressed upon the need for learning. It is stated that the completion of formal education does not mark the end to learning. Learning is a process which we need to welcome throughout our lives. The notion of lifelong learning is promoted by the government. After April 2009, employees have been given the flexibility to take few working hours off for their study or training. Organizations with over 300 employees are asked to allow their employees to take study breaks. Over 18 employees working for more than a certain period of a time in large organizations are eligible to ask for a couple of hours off their working hours. However, employees under the age of 18 are given a different right. This right was proposed to be owned by every employee, regardless of the organization he is reported to be working in. Unfortunately, this proposal met obstacles and was postponed by the Conservative-led Government. Studies have claimed that the basic diplomas are not enough. Training support groups are necessary to polish the fresh graduates so that they do better. Skills are not successfully transferred into the workplace which demands a need for training and skills development. These lifelong learning projects also help in gaining confidence. New skills are gained. Adult learners, are also made to take part in these activities to bridge the gap between lack of skills and intelligence. Skills are transferred into the workplace and the work is done more efficiently. Unite the Union, is an organization which focuses on the need for lifelong education. It aims to highlight the talents in individuals and introduces them to the world. It also provides employment opportunities. It proved several flexible training programs which are a huge assistance (Unitetheunion.org, 2015). . AC4.2 Impact of the development of the competency movement Competency movement stresses on several factors. These include, competencies that account for the most excellent performance variance are blended with re-engineer performance management programs, team competence are made and evaluated, change of strategies, polishing of leadership abilities, selection of top performers, strengthening of functional and technical competencies, individual and team based competencies are linked with a strategic intent, a more competency-bound system is introduced, etc. Competence movement guided organizations of both public and private sectors to follow several steps to obtain success. Grow a labour market data system. Start investigation of the labour market to evaluate hassles and recognize stock holdups. Study occupational training strategy to report negativity. Improvement of institutions with the help of competence-based education and training methodology. Make training arrangements for unemployed youth. Encouraging women to participate in these projects too. Improve a national educational prospective. Making sure that the reforms are adequate. Furthermore, Future of NQF is to be secured. Private and public organizations together with NGOs to start training organizations. Training markets are introduced with the assistance of NGOs. Good practice of the competency movement had resulted into several fruitful outcomes. These have been experienced by countries including Finland, Belgium and Netherlands. These countries claim to have growth in the economic sector. The competency movement introduced in The United Kingdom and United States of America in 1980`s highlights the needs for better staff in an organization. The organization should be able to make use of the man power available to them. The skill-seekers program has started work-based training centers in public and private centers. Modern apprenticeship is the core element taught in these centers. The training initiative has two aims. The first is to develop confidence among its employees and initiate dialogue. The employees are further polished. Their skills are discovered and sharpened. The second is to assist the staff and other associates to identify young citizens. Fresh graduates are recommended to take part in these training activities. They get inspirations and relevant assistance to help them present their skills into their workplace later (life, 2013). . AC4.3 Contemporary training initiatives introduced by the UK government The UK government has been found desperate to not only introduce training institutes for the fresh graduates but also to create more employment opportunities for its citizens. The leading initiatives include the Investors in People (IiP) standard, national professional qualifications (NVQs), apprenticeships national training awards, etc. The work experience programs are extremely effective. Public and private organizations require experience before assigning the job. The freshly graduates, however, fail to accomplish it due to lack of experience. These work experience programs help young citizens of UK in finding a job by giving them adequate experience. They young citizens, thus also receive a chance to present their ideas and skills into the world. It helps them gain confidence. Job center Plus works with employers to assist people from 18 to 24 age groups overcome these barriers. The youth contract also introduced by the UK government is yet another area which highlights its interest in this field. Job center plus, if necessary, will cover the travel and healthcare expanses too. If an employer intends to work with a participant for around 4 weeks the Job Centre plus will be responsible for the expense. Young people are not bound to the training organizations. They are free to opt for other job places which inspires them (Gov.uk, 2013). . Human resources department have been further polished by the UK government. The hiring of new employees is done on the basis of merit. The employees need to have an impressive CV along with work experience. Interviews are also held which allow better evaluation. These processes help to select the best man available for the respective job. In this way, not only a discipline is experienced throughout the selection process but also the most qualified and skilled men are chosen. Adequate and experienced people are opted to make the selection. Any irresponsible or negative behavior by them is punished by a fine of heavy ransom. References Ctb.ku.edu, (2015). Chapter 12. Providing Training and Technical Assistance | Section 2. Designing a Training Session | Main Section | Community Tool Box. [online] Available at: http://ctb.ku.edu/en/table-of-contents/structure/training-and-technical-assistance/design-training-session/main [Accessed 11 Apr. 2015]. Thelearningcurve.pearson.com, (2015). The Learning Curve | 2014 Report Summary | Pearson. [online] Available at: http://thelearningcurve.pearson.com/2014-report-summary/ [Accessed 11 Apr. 2015]. Www2.le.ac.uk, (2015). Honey and Mumford — University of Leicester. [online] Available at: http://www2.le.ac.uk/departments/gradschool/training/eresources/teaching/theories/honey-mumford [Accessed 11 Apr. 2015]. Gov.uk, (2013). Introducing measures to give Jobcentre Plus flexibility in helping people back to work - Employment - Policies - GOV.UK. [online] Available at: https://www.gov.uk/government/policies/helping-people-to-find-and-stay-in-work/supporting-pages/introducing-measures-to-give-jobcentre-plus-flexibility-in-helping-people-back-to-work [Accessed 11 Apr. 2015]. .co.uk, b., 2015. Advise for trainig. [Online] Available at: https://www.nibusinessinfo.co.uk/content/identify-training-needs [Accessed 11 April 2015]. Unitetheunion.org, (2015). Lifelong Learning at Unite | Learning opportunities for members. [online] Available at: http://www.unitetheunion.org/growing-our-union/lifelonglearning/ [Accessed 11 Apr. 2015]. Business, S., 2015. Systematic Approach to training. [Online] Available at: http://smallbusiness.chron.com/systematic-approach-training-76183.html [Accessed 11 April 2015]. Management, H. R., 2015. Human Resource Management. [Online] Available at: http://www.hrwale.com/training/training-evaluation/ [Accessed 11 April 2015]. Today, T., 2015. Training Resources. [Online] Available at: http://trainingtoday.blr.com/employee-training-resources/How-to-Choose-the-Most-Effective-Training-Techniques [Accessed 11 April 2015]. Focus, E., 2015. persons to be involved in evaluation. [Online] Available at: http://evaluationfocus.com/evaluation-quintet/ [Accessed 11 April 2015]. life, e. (2013). Public vs Private Sector In Human Resource Management - Elementary Education Degree. [online] Elementary Education Degree. Available at: http://www.elementaryeducationdegreehq.com/public-vs-private-sector/ [Accessed 11 Apr. 2015]. Read More