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Understanding Human resource development

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Executive Summary:

The Hongkong and Shanghai Banking Corporation (HSBC) is one of the largest banking and financial services organizations in the world. It was established in 1865 in UK. The current headquarter situated in London, UK. In this report, it will be focused on the human resource development in HSBC. There are 38 million customers take services from HSBC all over the world. The aim of HSBC is well-position in the growing markets (HSBC, 2017).

Beginning of this report, author will be focused on the employees learning process in HSBC. There are 39, 00 offices and 232,957 employees in HSBC. It is very essential to provide the proper learning training for the employees in HSBC. This organization provides their service in 67 countries and territories all over the world (HSBC, 2017). Then author explained the training program for the employees. author set a training program plan and evaluate this plan for employee’s personal and professional development.

At the ending of this report, author evaluate the progress of employee’s development skills. Suggestions and process that improves the employee’s skills in HSBC for human resource development.

Introduction:

Human resource development is the part of human resource management that helps to the employee’s skill development by training process. Training program helps to employee’s personal and professional development. There are different types of training programs that helps to develop the employee’s skills and knowledge in working place. The aim of the organizations is to give the better service for their customer. So, the staff and employees required some learning process and training program for their own development. Some organizations focused on the development process of employees according to improvement of human resource development. The selected organization is HSBC.

A) Design an induction training programme to take into account individual learning styles and compare different learning styles

 Learning is the continuous process of acquiring knowledge that helps to the individual people in workplace. It improves the employee’s performance from the previous working experience. Learning process also develop the employees skills and knowledge (Delahaye, 2016). There are different types of learning styles like as Honey & Mumford, Kolb’s and VAK etc. For example, the organization can develop their employees by different learning styles. All learning styles are very effective for the employee skills development. The organization can arrange a training program to take into account individual learning styles. Now, compare different learning styles that help to employees learning development.

Honey & Mumford learning styles:

This learning style was developed by Peter Honey and Alan Mumford in 1986. Honey & Mumford learning styles follows the Kolb’s learning styles. There are four stages of Honey and Mumford learning styles like as activists, theorists, pragmatists and reflectors.

Honey & Mumford learning styles
Honey & Mumford learning styles

Figure: Honey & Mumford learning styles

Source: (Truong, 2016).

Activists: This types of people role play in small groups, involves with others and doing challenges of new experience.  

Theorists: This type of people thinks through step by step to understanding the objectives. 

Pragmatists: These types of people understand the learning process according to the current reality.

Reflectors: These types of people learn by watch, think and review. They understand to self-analysis questionnaires, observing activities, feedback from others etc (Truong, 2016).

 Kolb’s learning styles:

David Kolb was the founder of Kolb’s learning styles. He published his learning styles in 1986. There are four stage cycle of learning in Kolb’s learning styles like as concrete experience, reflective observation, abstract conceptualization and active experimentation. This learning style observed the individual internal cognitive process.

Kolb’s learning styles

Figure: Kolb’s learning styles

Source: (Barker, et al, 2016).

Concrete experience: The people learn by feeling with concrete experience. This experience observed by the others feeling. The individual people take a new experience of situation that encountered in this learning styles cycle.

 Reflective observation: Reflective observation works with watching the process of learning. The people understand and watch the environment in various circumstances before delivering the proper opinion. There is a big conflict between understanding and experience in reflective observations (Barker, et al, 2016).   

Abstract conceptualization: This learning process works by thinking. These types of people make a proper judgment and analysis the ideas in any environment. It gives the new concepts for existing abstract idea.

Active experimentation: Active experience is the process of real life experience in the world. The people tend to apply this learning style for active experience in person to person (Barker, et al, 2016).

In this way, HSBC can apply the pragmatists learning styles for the employees in induction training programs.  

B) Explain the role of learning curve outlining the importance of transferring the learning to workplace environment giving examples

Learning curve is the rate of individual progress in achieving experience and new skills. This curve generated by the organization to observe the employees progress. Learning curve is very essential for the employees to understand their learning improvement. Learning curve investigate the strategy of time spend according to achieving skills. 

Source: (Hinkin and Tracey, 2000).

Importance of transferring learning: Transfer learning refers to the change of one context to others. Transferring learning is very effective process of learning. In this way, the organization provides some training programs for the employees. In the present business market, most of the organization needs to experience employees. According to Hinkin and Tracey (2000), Transferring learning makes a good relationship between learner and teacher. Training methods helps to improve the employee’s skills and activity. Above all, transferring learning is very essential for employee’s development that provides the organizations.

Role of learning curve: Learning curve observed the rate of improvement in performing a function. It helps to investigate the running progress of employees according to time scale and improvement process. In this way, employees can understand the development of his or her learning process and skills by a training program. For example, HSBC arrange a training program for development of the employee’s skills and monitored this process by learning curve (Hinkin and Tracey, 2000).   

C) Assess how to the understanding of leaning styles and theories contribute to the designing of the induction programme

Learning styles and theories help to provide the different learning process for employee development. In any organization, learning styles and theories are much needed for acquiring transfer knowledge. There are different types of people all over the world. In this reason, it is very difficult to make the proper learning styles for the employees training program. So, it is necessary to select the proper learning styles and theories to contribute to the designing of the induction a training program (Delahaye, 2016).  

The employees in HSBC behavior are not same according their psychological approaches. In this case, HSBC need to choice different learning styles and theories for designing the program. As a HR manager, I evaluate the different learning and theories for designing training program. Then I select a proper learning style. This learning helps to improve the learning styles of employees. This is a combination process of learning choice that lots of employees learn with a training program. It decrease the training cost for HSBC. So, I design the learning styles for development the skills of employees in HSBC (HSBC, 2017).

A. listing and compare the training needs of managerial staff employees at HSBC at different levels (e.g. junior, mid-level and senior), focusing on the needs of less experienced managers versus senior managers

Training program is very important for any managerial level of organizations. There are various kinds of training needed for the employees in HSBC such as effective communication, time management, innovative works, leadership training, project management , finance management, production management etc. For instance, there are 2 level of managerial staff employees in HSBC such as management level and operational level.

Management level: In management level, the senior manger need different types of training program for completing current gap and achieving new targets in future. The senior managers of HSBC need to strategic planning skills and communications skills. The less experienced managers need some training such as targets setting and performance analysis. This is very effective for the less experienced managers in the management level in HSBC (Marchington, et al, 2016).

Operational level: In operation level, the employees work in practical experience in the organization. The senior managers need some training about the working process in operational level in HSBC. The senior managers need some technical skills that help to complete the operational level work. The less experienced managers need some training in operational working place such as practical work experience skills, IT skills, operating skills etc (Marchington, et al, 2016).

B. Assess the advantage and disadvantages of the training methods that I propose to use during the training course

Different training methods help to improve the employee’s skills during training course. There are some advantage and disadvantage according to training methods. Training methods influence the employee’s development process. Different training methods like as simulators, technology based learning, coaching, mentoring, lectures, group discussions, role playing, seminars, etc:

Training methodsAdvantageDisadvantage
SeminarsSeminar is very effective training methods for training course. There are different types of seminars arranges for improvement the employee’s skills in organizations. Seminar also helps learning progress of employees (Sparrow, et al, 2016).There are lots of money spend for the seminars. But the result is low for non-experienced mentors. Most of the employees does not adapt in this training methods.  
Technology based learningThis is the best training methods for employees of IT expert. By this process, the employees can learn different training course in home as well as office. This method is very critical for the non-experienced employees in IT sector. It is based on IT based training methods (Sparrow, et al, 2016).
Group discussionGroup discussion is the process of common training methods for all employees. In this process, the employees can share their idea that helps to improve the tasks in training session (Delahaye, 2016).   More people always makes hazards environment in any place. It is very difficult to understand the proper knowledge in group discussion training methods.    
LecturesThe lecturer provides training skills. This is very effective way of training between teacher and student. The employees take the training lectures from the manager in organization.Sometimes, the managers are not well-experienced in learning process. In this way, the employees or learners are not motivated in this training session (Delahaye, 2016).   

C. Based on the areas of training needed, use a systematic approach to plan a training and development programme for the event

The appropriate plan is very essential based on the areas of training needed for employee development. A systematic approach helps to prepare a proper plan for training and development program. Here are a systematic approach to plan a training and development for the event based on the areas of training needed:

Analysis the training need: Analysis the training needs help to identifying employees training skills. In this way, the organization understands that what types of training program needed for the employees (Oh, et al, 2017). 

 Setting goals for training event: After analyzing the training need, the organization set a goal to provide selective training program for the employees. Goal setting helps to take action in providing training and development event.  

Designing training plan: Then, it is very essential to design a training plan for employee’s development. Training plan helps to organizational development for the program events (Oh, et al, 2017). 

Budget Setting: After designing training plan, it needs to set a proper budget for training program. This budget sets according to numbers of employees, training place, trainers cost and transport cost.    

Evaluate and complete the plan:  Then the HR department reviews the plan and evaluates this program. After evaluating this plan then the HR department selects the plan to act for employee’s development that need for HSBC (Oh, et al, 2017). 

A. Prepare (develop a plan) on evaluation of the induction training programme, highlighting the evaluation techniques that I would use

Develop a plan helps to evaluate the training program in HSBC. There are different types of evaluations techniques that help to evaluate the training program such as risk analysis, human error analysis, and knowledge acquisitions etc (Lussier and Achua, 2015). As a HR manager of HSBC, author prepare a development plan for training program.

author already describe which training needed for the employees in HSBC. Now, it is very essential for evaluating this plan highlighting the evaluation techniques. At first, author would like to review the approaches of the training plan according to evaluation technique. The approach analysis helps to which training needed for the employees. Then, author assess the training program and find out the reason of training. Here the prefer to new employees to select for training program. Now, author evaluate the training program by monitoring whole process for induction in training program. I observed the employees need for this training program. Then, I noted all the result of training evaluation (Lussier and Achua, 2015). After completing my final review, author sent it to the HR department and they also sent a feedback if any requirement is not fulfilled.

B. Carry out an evaluation of the effectiveness of the training event based on the aims and objectives of the training event and review the success of the evaluation methods used

 The process of training event helps to the employee’s development in HSBC. To finish the evaluation, it is much needed to analysis the effectiveness of training events based on the aims and objectives of the training event. To complete this action, there are some process needed to carry out of the effectiveness of the training event describe in this below:

 According to Garavan, et al, (2016), the transfer of training is very important task for evaluation the training events. As a HR manager, I monitored the transfer of training. Transfer of training is very effective for development of employee’s skills. Then, author evaluate the trainer observation. The trainer helps to the employee’s skills development and fins out the common problem of employees in training event. I also observe the investment on the purposes of this training program and evaluate return the investment. Then, author evaluate the employee’s performance according to training program. In this way author evaluate the effectiveness of training event and finally the employees achieve new skills and performance.  

Review the success of the evaluation methods: After completing the training evaluation, author review the employee’s performance in the working place. As a HR manger, I would like to provide some statistics for checking employee’s progress. The training program play a vital role in employees overall performance. Now, I observed and monitored the employee’s skills development in the working place. Then, set a plan next author week for reviewing the employee’s performance. I collect the working performance data in per day. Then author write in my computer. After 1 week, author prepare a file that showed the working progress of employees. Then I send it to my senior HR manager. In this way, writer reviewed the success of the evaluation methods for improvement of employee’s skills in HSBC (HSBC, 2017).      

A.  Explain the role of government in training and development in the UK, including lifelong learning

The empowerment training and development is very essential in any government. UK government concerns about their employee to provide different types of training program.  For example, if the government provides training and development program for the people, they get benefit from the national revenue. When the people will be worked in different countries after competing training program, they will be send money in their own country. In this way, the government gets revenue from the sending money (Analoui, 2007).

UK government provides free education from the early stage of education to SSC. This is very effective for lifelong learning process. There are different types of government training program that provided UK government. National Careers Service (NCS) provides some training programs. In this way, the people improve their careers services. The Department of Employment and Learning also provides some courses that help to the people’s skill development. So, UK government acts an effective role in training and development (Nationalcareersservice, 2017).

B. Explain how the need for competency and skills assessments has impacted the public and private sectors organizations

Skills and competency is very important for working performance. In public and private sectors, skills and competency influences the organizational process.

Impact in public sectors: The progress of employee’s development helps to the public sectors organizations. There are different types of training department in any government. They provide some training program that impact in public sectors. For example, UK government gives some training program for the development of empowerment. They provide both in public and private sectors organizations. In this way, some public organizations provide better services in UK markets (Analoui, 2007).

Impact in private sectors: Development skills also impact in private sectors organizations. The private sector service is better than public service. Private sectors organizations strictly follow the organizational role and regulations. They understand the customer demand and services. For example, UK private organizations provide better services according to the skilled employees (Analoui, 2007).

C. Assess how the contemporary government’s initiatives on training and development have contributed the human resource development in the UK

UK government focused on their people skills development. Human resources profession is the part of civil service in UK government. The HR community builds a strong reputation for higher performance and professional development in UK. There are different types of institute that provides human recourse development in UK.

For example, UK International Training Institute provides lots of training program such as diploma in business management, diploma in marketing, diploma in business management and human resources etc (Yousef, 2017). This institute is very helpful for the business based learner. Biosafety training institute provides some training programs such as biosafety practitioner level 1, as biosafety practitioner level 2, professional course in biorisk management etc (bti, 2017).

The training program in UK is very useful for the employee’s development. Human recourse development helps to build the people personal and professional career skills. UK government takes the necessary steps for training and development for the employees (Garavan, et al, 2016).      

Conclusion

Human recourse development is very essential for employee’s performance. Today’s business world is influenced by different competitive issues. In this process, the organizations need to skilled and experienced employees. The organizations also need to train them for benefiting in working place. There are different types of learning styles that helps to in learning process of employee development. Different training program also influence in employees development. It is very helpful for the organizational development. At the end of this report, it can be said that human recourse development increases the employee’s skills as well as the organizational development.  

Reference:

Analoui, F., (2007). Strategic human resource management. International Thomson Business Press.

Barker, D.J., Lencucha, J. and Anderson, R., (2016). Kolb’s learning cycle as a framework for early fieldwork learning. World Federation of Occupational Therapists Bulletin72(1), pp.28-34.

bti, (2017). Biosafety Training Institute. [Online] Bti.ed.ac.uk. <Available at: http://www.bti.ed.ac.uk/ >[Accessed 24 Oct. 2017].

Delahaye, B., (2016). Human resource development. Tilde University Press.

Elnaga, A. and Imran, A., (2013). The effect of training on employee performance. European Journal of Business and Management5(4), pp.137-147.

Garavan, T.N., McCarthy, A.M. and Morley, M.J. eds., (2016). Global Human Resource Development: Regional and Country Perspectives (Vol. 24).New York; Routledge.

Hinkin, T.R. and Tracey, J.B., (2000). The cost of turnover: Putting a price on the learning curve. Cornell hotel and restaurant administration quarterly41(3), pp.14-21.

HSBC, (2017). HSBC Personal Banking and Online Banking | HSBC UK. [Online]Hsbc.co.uk. <Available at: https://www.hsbc.co.uk/1/2/> [Accessed 23 Nov. 2017].

Lussier, R.N. and Achua, C.F., (2015). Leadership: Theory, application, & skill development. Nelson Education.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., (2016). Human resource management at work. Kogan Page Publishers.

Nationalcareersservice, (2017). Job profiles | National Careers Service. [online] Nationalcareersservice.direct.gov.uk. <Available at: https://nationalcareersservice.direct.gov.uk/job-profiles/home> [Accessed 28 Oct. 2017].

Oh, I.S., Blau, G., Han, J.H. and Kim, S., (2017). Human Capital Factors Affecting Human Resource (HR) Managers’ Commitment to HR and the Mediating Role of Perceived Organizational Value on HR. Human Resource Management56(2), pp.353-368.

Sparrow, P., Brewster, C. and Chung, C., (2016). Globalizing human resource management. New York; Routledge.

Truong, H.M., (2016). Integrating learning styles and adaptive e-learning system: Current developments, problems and opportunities. Computers in Human Behavior55, pp.1185-1193.

Yousef, (2017). “UK International Training Institute | ABE UK”. [Online] Abeuk.com. <Available at: https://www.abeuk.com/study-us/centre/uk-international-training-institute> [Accessed 26 Oct. 2017].

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